Champion of Human-Centered Culture
GIGI GARCIA
Chief People Officer
Commonpoint
Champion of Human-Centered Culture
GIGI GARCIA
Chief People Officer
Commonpoint
Over the last decade, the expectations placed on workplaces have shifted dramatically. Employees now seek cultures that value wellbeing, authenticity, psychological safety, and a genuine sense of belonging. This shift did not emerge solely from policies. It came from leaders who understood early that human connection and honest representation would shape the future of work, and Gigi Garcia, now Chief People Officer at Commonpoint, has spent more than two decades bringing that belief to life. Her journey began with nearly seventeen years at DDB, where she strengthened HR practices and advanced diversity long before these themes became central to corporate strategy. She went on to lead people functions at Accordant Media, VaynerMedia, and Coloredge, while building her own ventures, HR Solutionista and Rx Adam and Eve, to broaden her impact. Today at Commonpoint, she brings all those experiences together, guiding a people strategy that blends empathy, equity, and organizational clarity. TradeFlock spoke with her to explore her journey, the challenges she has navigated, the lessons that shaped her, and the vision she is driving today.
How has the definition of Human Resources evolved over your career?
I began as a Director of Diversity when DEI wasn’t a corporate priority—it was about fairness, belonging, and treating people with humanity. Back then, HR was mostly transactional, focused on compliance and policies, and often removed from the real experiences of employees. I realized that culture, personal stories, and psychological safety had a far greater impact on engagement than rules ever could. Watching industries like advertising demand authentic representation reinforced the importance of honesty and inclusion at work. As technology, new generations, and conversations about wellbeing emerged, HR had to evolve into a visible, empathetic, and strategic partner. Today, HR blends data, equity, and human connection, and my work has always been about creating systems that help people feel genuinely seen, supported, and empowered.
What inspired your entrepreneurial venture with Rx Adam & Eve, and what problems were you solving?
Rx Adam & Eve grew from noticing how quietly people struggle with their wellbeing, confidence, and relationships, yet rarely feel safe discussing them. In my HR work, I saw how stress, burnout, and lack of selfcare affected performance and personal lives. The idea became a reality when my husband joined as a partner— he shared the vision that wellness should be human, practical, and judgment-free. We wanted to break the stigma around personal and intimate wellness and offer products that were honest, reliable, and approachable. Beyond physical health, we focused on emotional and relational support, helping people feel confident and connected. It became a mission to normalize conversations, provide clarity, and create a space where well-being felt accessible, empowering, and authentic.
"When people feel seen, supported, and valued, they stay—and they help shape a thriving culture."
If you weren’t working in HR, what field do you think you would be in?
If I weren’t in HR, I know my path would have led me to a career in counseling or wellness. My studies in clinical counseling, combined with my lifelong interest in supporting personal growth, would have drawn me to family and marriage counseling, where I would help individuals and couples navigate challenges, rebuild trust, and strengthen connections. At the same time, my love for movement, mindfulness, and healthy living would have led me to become a Pilates instructor, guiding people toward strength, balance, and confidence in their bodies and minds. Both paths, although different, share the same purpose: to help people feel supported, whole, and empowered. Even in HR, that thread remains, shaping how I listen, mentor, and create environments where people can thrive.
What are the biggest challenges you’ve seen in HR evolution, and how have you applied your learnings to attract, retain, and support talent?
HR has evolved from a compliance-focused function to a people-centered, strategic discipline, but this transformation brings complex challenges. Balancing empathy with efficiency, integrating technology without compromising human connection, and supporting mental health while meeting performance demands require careful attention. Early in my career, when DEI wasn’t a mainstream priority, I realized that clarity, fairness, and intentional mentorship were essential to bridging gaps and fostering engagement. I applied those lessons by creating transparent career pathways, providing structured guidance, and implementing mentorship programs, while fostering psychological safety and promoting open communication. Strengthening our employer brand through authentic storytelling attracted candidates aligned with our mission and reinforced culture. I often remind myself: “When people feel seen, supported, and valued, they stay—and they help shape a thriving culture.” This philosophy guided every strategy, from talent acquisition to retention, ensuring HR remained both strategic and deeply human. By blending systems with empathy, I’ve learned that culture evolves not just through policies, but through the lived experiences of every employee.
Based on your experiences, what would you say is the key to a successful succession planning program?
I’ve always seen succession planning as preparing people, not just filling roles. Early in my career, unclear processes left employees unsure of their growth potential, which in turn affected their engagement and confidence. I realized that clarity—about skills, expectations, and opportunities—was essential, but it had to be paired with guidance and support. Mentorship, stretch assignments, and exposure to new challenges helped employees transform potential into readiness, while fairness and equity ensured that everyone had access to development opportunities. Open communication and ongoing feedback made growth tangible and actionable. Today, succession planning succeeds when it is intentional, dynamic, and rooted in trust, building leaders who are confident, capable, and aligned with the organization’s mission, and creating a culture where people feel seen and supported.
Featured Magazine -
All Magazines -
