Trust is the foundation of high-performing organizations. This article explores how leaders build trust through transparent decision-making, inclusive processes, and genuine respect for the human experience in the workplace.
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Influential Woman · Human Resources
Chantel Thompson, SHRM-CP, PSHRA-SCP
PSHRA-SCP, MHS-EQi
Chief Human Resources Officer, Curated Consulting Group
Concord, NC 28027
1Article published
Her Story
About Chantel
Chantel Thompson, SHRM-CP, PSHRA-SCP, is an award-winning human resources executive, organizational strategist, speaker, and founder of Curated Consulting Group, LLC. Recognized as one of the most influential voices in Human Resources and leadership development in North Carolina, Chantel has built a distinguished career centered on transforming workplace culture, strengthening leadership, and helping organizations align people strategy with organizational success.
Based in the Charlotte metro region, Chantel currently serves as Director of Human Resources for the City of Concord, where she leads workforce strategy, employee relations, organizational policy development, leadership initiatives, and people-centered transformation efforts for a large and complex public-sector workforce. With more than 25 years of professional experience, she is widely respected for her ability to balance strategic leadership with emotional intelligence, building organizational systems rooted in trust, accountability, transparency, and continuous improvement.
Chantel began her professional journey in public relations after earning her Bachelor of Arts in Public Relations from North Carolina Agricultural and Technical State University. Her background in communications gave her a unique understanding of the power of messaging, connection, and human behavior, ultimately leading her into Human Resources and executive leadership. Over the course of her career, she advanced through multiple leadership roles within the City of Concord, including HR Manager and Deputy Director, before being appointed Director of Human Resources.
In addition to her municipal leadership role, Chantel is the founder of Curated Consulting Group, where she provides executive coaching, HR consulting, leadership development, and organizational strategy services to professionals, businesses, and organizations seeking to strengthen culture, leadership effectiveness, and operational excellence. Her work is grounded in the belief that impactful leadership requires both strategy and humanity, and she is passionate about helping individuals and organizations lead with clarity, confidence, and purpose.
A certified SHRM-CP and PSHRA-SCP professional, Chantel is also an active civic leader, mentor, and advocate for community impact. She has served in leadership capacities across professional associations, nonprofit organizations, and community boards, earning recognition for both her professional excellence and her commitment to service. Known for her authentic voice and thought leadership, Chantel frequently writes and speaks on topics including workplace culture, trust in leadership, emotional intelligence, performance management, and organizational transformation. Through every platform she leads from, she remains committed to empowering people, elevating organizations, and creating environments where both employees and leaders can thrive.
Her Interview
Ten minutes with Chantel
01What do you attribute your success to?
Success, to me, has always been rooted in diligence, resilience, and authenticity. It’s about not giving up when things get hard, but also having the wisdom to pause, reset, and pivot when necessary. The ability to keep going with intention, even through challenges, has been one of the greatest drivers of my growth, both personally and professionally.
I also believe you have to be bold enough to show up as your full self in every room you enter. There will be moments when you may not see anyone who looks like you, shares your background, or immediately feels familiar, especially in leadership spaces. But you still have to walk in with confidence, grounded in who you are, what you bring to the table, and the value you add. I’ve learned that when you stay focused on your purpose, lead with integrity, and consistently operate in excellence, the right opportunities and connections will follow.
One of my proudest accomplishments has been building a personal brand and business that genuinely aligns with my values and leadership philosophy. Through my work, whether in executive leadership, human resources, coaching, or consulting, I strive to help people recognize their value, find their voice, and step confidently into who they are meant to be. Sometimes people do not need someone to change them; they simply need someone to remind them of who they already are and what they are capable of becoming. That work is meaningful to me, and I believe it is one of the greatest impacts a leader can have.
02What’s the best career advice you’ve ever received?
The best career advice I’ve ever received was: “Don’t play small, because doing so serves no one.” That advice stayed with me because, especially as women and leaders, we sometimes shrink ourselves to make others comfortable, to fit into spaces that were not designed with us in mind, or to avoid being seen as “too much.”
I’ve learned that leadership requires courage, confidence, and authenticity. When you minimize your voice, your gifts, or your impact, you also minimize the people you are called to influence and serve. I decided a long time ago that I would show up fully in every room I enter, lead with integrity, and never apologize for excellence, ambition, or purpose. That mindset has shaped not only my career, but also the way I mentor, lead, and pour into others.
03What advice would you give to young women entering your industry?
If I could give advice to young women entering this industry, I would say: be patient with yourself and commit to being a lifelong learner. Human Resources, leadership, and business are constantly evolving. Laws change, workplaces change, people change, and the challenges leaders face today may look completely different tomorrow. You are never going to know everything, and that’s okay.
One of the most important skills you can develop is the ability to seek knowledge, ask questions, and remain open to growth. There will be situations you have never encountered before, moments where you do not immediately have the answer, and experiences that stretch you beyond your comfort zone. Don’t let that intimidate you. Instead, let it sharpen you.
I would also encourage young women to trust their voice and not underestimate the value they bring into a room. You do not have to wait until you feel “perfectly ready” to contribute, lead, or speak up. Continue sharpening your craft, lead with integrity, stay grounded in excellence, and never stop investing in yourself. The combination of competence, confidence, and character will take you further than you can imagine.
04What are the biggest challenges or opportunities in your field right now?
One of the biggest challenges, but also one of the greatest opportunities, in my field right now is keeping pace with rapid change. The workforce is evolving quickly. Technology is changing how we work, employees are redefining what they need from leadership and workplace culture, and organizations are being challenged to think differently about engagement, development, flexibility, and overall employee experience.
For leaders in Human Resources and organizational leadership, that means we cannot become stagnant. We have to remain adaptable, continue learning, and consistently sharpen our skills to stay effective and relevant. The opportunity is that HR now has a stronger voice and greater influence than ever before. Organizations are realizing that people strategy is business strategy, and leaders who understand how to build healthy workplace cultures, develop talent, and lead through change are incredibly valuable.
I believe the professionals who will thrive in this space are the ones who are willing to evolve, embrace innovation, lead with emotional intelligence, and stay connected to the human side of the work while navigating organizational growth and transformation.
05What values are most important to you in your work and personal life?
Integrity and excellence are at the core of everything I do, both personally and professionally. I believe in doing the right thing, even when it is difficult, and in showing up with consistency, professionalism, and authenticity in every space I enter. Excellence, to me, is not about perfection. It is about being intentional, taking pride in your work, and always striving to give your best.
I also deeply value service, leadership, and empowerment. A large part of my work is centered around helping people recognize their strengths, find their voice, and build the confidence to step fully into who they are. Whether I am leading within an organization, coaching professionals, mentoring emerging leaders, or serving in the community, I want people to leave interactions with me feeling seen, encouraged, and better equipped to succeed.
At the end of the day, I want my work and my life to reflect purpose, impact, and integrity.
Her Content Hub
Articles by Chantel
Trust Is Not a Soft Skill. It Is a Business Strategy.
Building High-Trust Cultures Through Transparent Leadership and Human-Centered Decision-Making
As a lifelong learner, I always value the opportunity to step away from the day-to-day work and listen closely to what is happening across the world of HR.
During a conference I recently attended, one word kept appearing in session after session: trust. Not as a buzzword. Not as a feel-good concept. But as a real leadership issue that directly impacts culture, engagement, retention, performance, and organizational credibility. It made me think deeply about how trust is built—and how quickly it can be damaged.
In organizations, trust is not shaped solely by what leaders say. It is shaped by how decisions are made, who is included, and whether people believe the process was fair, thoughtful, and transparent. When decisions are consistently made from the top down with limited input, little explanation, or the intentional exclusion of those most impacted, trust begins to erode. Employees may still comply. They may still show up. They may still get the work done. But compliance is not the same as commitment, and silence should never be mistaken for trust.
At its core, human capital management is human work. We are in the people business. That means human beings are making decisions that affect other human beings—their work, growth, livelihoods, families, and sense of belonging within an organization. That responsibility should never be taken lightly.
High-performing organizations do not build trust by pretending every decision will be popular. They build trust by making decisions with integrity, communicating with clarity, and ensuring the right voices are at the table. People do not need to agree with every outcome to trust the process, but they do need to believe the process was grounded in fairness, transparency, and respect. That is where leadership matters. That is where HR matters. That is where culture is either strengthened or weakened.
The conference served as a valuable reminder that high-performing employers are not focused solely on strategy, systems, and metrics. They are also paying attention to the human experience behind the work.
Because trust is not built in a policy manual. It is built in moments. In conversations. In decisions. In who gets included. In how change is communicated. In whether people feel seen before decisions are made, not simply managed afterward.
If we want high-performing organizations, we must build high-trust cultures. And that starts with leaders who understand that people are not just resources to be managed. They are human beings to be led.
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