Parenting at Work

Work and family aren’t two separate lives—they’re one reality. Welcome to Parenting at Work, the podcast exploring the human side of business. Join us for a warm conversation with leaders redefining employee support. Each episode offers stories and strategies for building workplaces that care. This is serious coverage with serious heart.This podcast is brought to you by Juno, the modern safety net for working families. Learn more at junokids.com

Parenting at Work is a kids podcast hosted by Juno, with 11 episodes on record and a Required Pod Score of 80. PitchCentric scores this show on Booking Probability, Listen Score, and live audience signals refreshed every 24 hours.

Juno hosts Parenting at Work, a kids show with 11 episodes published.

Our AI reads these to draft pitches. Use them as grounding for a pitch that cites a real guest and a specific topic.

• 

  Episode #11

  Work life integration is the new competitive advantage

  Jul 21, 202629 min

  Summary In this episode of Parenting at Work, host Lindsey Topping-Schuetz talks with Ken Wechsler, VP of Global Total Rewards at Akamai Technologies, about what companies actually owe the families behind their workforce. Drawing on nearly 30 years designing compensation and benefits inside companies, as a consultant, and as a longtime World at Work faculty member, Ken explains why he has traded "work-life balance" for work-life integration, how he makes the business case for family benefits when finance pushes back, and why a benefit only one percent of employees use can still be one of the most valuable things a company offers. He also shares the deeply personal story that reshaped how he sees his work. This conversation is for HR and total rewards leaders, people managers, and any working parent who wants to understand how thoughtful benefits get built and championed. Chapters 00:00 Welcome and introductions 02:45 Work life integration as a competitive advantage 04:45 Winning the budget conversation with finance 05:45 Why the benefits few people use still matter 07:45 The real gap in mental health support 10:45 The IVF story and what benefits really mean 12:45 Embryo freezing, adoption, and listening to employees 19:45 Rewriting the bereavement policy 21:45 Where AI fits in total rewards 23:45 One no budget idea and final wisdom Takeaways Design for work-life integration, not balance. Families fold work and home into the same day, and companies that make room for that win on retention and recruiting. Family support has shifted from something HR fights for to a core competitive advantage, accelerated by the move to distributed work. The argument that moves finance is retention and employer brand. A benefit only one percent of people use is still worth it, because it shows everyone what kind of company they work for. Benefits are personal. Behind every program is someone building a family or facing a hard moment, so the work is human before it is administrative. Lead one person at a time. A single interaction and one act of help is how HR leaves a lasting, positive imprint. Connect with the Guest LinkedIn: https://www.linkedin.com/in/ken-wechsler-sphr-ccp-a452734/ Website: https://www.akamai.com Sponsor Juno is the modern financial safety net for working families, helping organizations offer affordable, long-term financial coverage for children diagnosed with a new, severe illness or disability. Learn more at https://www.junokids.com/

  ListenShow Notes
• 

  Episode #10

  There Are No Unimportant Jobs

  Jul 14, 202629 minS0

  <p>Summary</p><p>In this episode of Parenting at Work, host Lindsey sits down with Maggie Ruvoldt, a chief human resources officer with more than three decades in HR, most recently leading people at Learn Behavioral, a national network of ABA therapy providers serving children with autism. Maggie leads a frontline workforce of behavioral technicians and clinicians who can't work from a laptop, and she brings a refreshingly honest view of what it means to support working parents and caregivers when the usual flexibility playbook doesn't apply. The conversation moves from the difference between hearing and listening, to a...

  ListenShow Notes
• 

  Episode #10

  There Are No Unimportant Jobs

  Jul 14, 202629 min

  Summary In this episode of Parenting at Work, host Lindsey sits down with Maggie Ruvoldt, a chief human resources officer with more than three decades in HR, most recently leading people at Learn Behavioral, a national network of ABA therapy providers serving children with autism. Maggie leads a frontline workforce of behavioral technicians and clinicians who can't work from a laptop, and she brings a refreshingly honest view of what it means to support working parents and caregivers when the usual flexibility playbook doesn't apply. The conversation moves from the difference between hearing and listening, to a vulnerable beach-day story that reshaped her leadership, to her conviction that there are no unimportant jobs. It's a thoughtful listen for HR leaders, people managers, and any working parent balancing the pull of everywhere they're supposed to be. Chapters 00:45 Welcome and Maggie's three decades in HR 02:05 Hearing versus listening as a leader's biggest tool 04:35 No unimportant jobs and the trouble with "non-essential" 06:15 Flexibility when your workforce can't work from home 08:45 The benefit nobody used and why assumptions fail 12:30 Caregivers, not just parents, and the pull of everywhere 14:30 The beach, the Ziploc bag, and "I really hate that thing" 17:30 Modeling balance and scheduling the Sunday emails 19:30 Mentoring Mondays, Eve Was Framed, and benefits across the life cycle 24:30 A small moment of courage for HR leaders Takeaways Listening is a leader's most powerful tool, and it is different from simply hearing someone wait for their turn to talk. There are no unimportant jobs, and every role deserves to feel valued for the time it takes away from family and personal life. When a workforce can't flex on location, get creative on time, mental health support, and financial wellness instead. Don't assume you know what working parents need, ask directly, watch what people actually use, and spend each benefits dollar transparently. Model the balance you preach, because permission you don't live by, like logging off on vacation, isn't real permission at all. Connect with the Guest LinkedIn: https://www.linkedin.com/in/margaretruvoldt/ Website: https://learnbehavioral.com/ Sponsor Juno is the modern financial safety net for working families, helping organizations offer affordable, long-term financial coverage for children diagnosed with a new, severe illness or disability. Learn more at https://www.junokids.com/

  ListenShow Notes
• 

  Episode #9

  Building Benefits That Actually Work for Your Workforce

  May 19, 202629 minS0

  <p>Summary</p><p>Most organizations diagnose low benefits adoption as a communication failure. Amrita Bhaumik, VP of HR at Team Car Care — one of the largest Jiffy Lube franchisees, operating over 450 stores — has a harder diagnosis: the programs were never designed for the people being asked to use them. One-size-fits-all benefits are a budget choice. The workforce paying for that choice is the one that doesn't work at a desk.</p><p>Before Team Car Care, Amrita served as CHRO at Valvoline Global Operations, where she drove a uniform parental leave policy across nearly 30 countries regardless of local legal mini...

  ListenShow Notes
• 

  Episode #9

  Building Benefits That Actually Work for Your Workforce

  May 19, 202629 min

  Summary Most organizations diagnose low benefits adoption as a communication failure. Amrita Bhaumik, VP of HR at Team Car Care — one of the largest Jiffy Lube franchisees, operating over 450 stores — has a harder diagnosis: the programs were never designed for the people being asked to use them. One-size-fits-all benefits are a budget choice. The workforce paying for that choice is the one that doesn't work at a desk. Before Team Car Care, Amrita served as CHRO at Valvoline Global Operations, where she drove a uniform parental leave policy across nearly 30 countries regardless of local legal minimums. In this conversation with host Lindsey Topping-Schuetz, she shares the data-driven strategy she used to move executives, the "meeting before the meeting" tactic that earns leadership ownership before the formal room, and the single question that has shaped her approach to culture for two decades. Timestamps 00:00 Amrita's path from Valvoline CHRO to VP of HR at Team Car Care 01:00 People leadership philosophy: enabling growth through culture and environment 04:00 Year-one priority: building strong leaders at 450 Jiffy Lube stores 05:30 The frontline benefits problem: reactive workers and programs that don't fit 07:00 How benefits and caregiving have changed across the automotive industry 09:00 Lindsey's personal story: seven years out of the workforce and what she needed to return 12:00 The birthday rule, mom guilt, and co-opting her daughter into work decisions 17:00 Building a uniform parental leave policy across 30 countries at Valvoline 21:00 Culture is built on the hardest day, not the best one Takeaways If frontline workers aren't using your benefits, the problem is design, not awareness. Build programs for the life stage and schedule of the employees you actually employ. Equip frontline managers first. They are the most direct channel between a benefits program and the employee who needs it — coach them to have the conversation before the portal ever opens. Use internal data, not benchmarks, to move executives. Performance data, diversity percentages, and attrition patterns make the case more durably than external studies. Work the room before the meeting. Surface individual leadership concerns individually so the group decision gets owned, not just agreed to. Culture is tested on the hardest day. Benefits that don't show up when someone needs them most are expensive promises — not a culture. Connect with the Guest LinkedIn: https://www.linkedin.com/in/amrita-bhaumik-hr/ Team Car Care: https://www.jiffylube.com/ Sponsor Juno is the modern financial safety net for working families, helping organizations offer affordable, long-term financial coverage for children diagnosed with a new, severe illness or disability. Learn more at https://www.junokids.com/

  ListenShow Notes

Recent guests on Parenting at Work. Study who booked and why before you pitch.

Based on semantic analysis of episode topics and host coverage, this show is a strong guest fit for executives in:

Industry fit is computed by PitchCentric using vector embeddings of the show's episode catalog.