In this episode of MOVE Like This, Bonnie talks with Sarah Petrone, Chief Human Resources Officer at Clark Nuber, about what it takes to grow a firm intentionally without losing sight of its people. Drawing on experience across multiple industries, Sarah shares how Clark Nuber approaches “responsible growth,” ensuring expansion aligns with the firm’s values, strengthens its culture, and brings employees along rather than leaving them behind.
The conversation explores how that mindset shows up in practice, from building flexible career paths that go beyond the traditional partner track to supporting leadership transitions in a more human, thoughtful way. Sarah also discusses the firm’s B Corp certification journey and how it reinforced a culture already grounded in accountability, purpose, and long-term thinking.
Throughout the discussion, one idea stands out: growth, retention, and belonging are not separate initiatives. They are deeply connected. From the language firms use to the way they design career paths and leadership pipelines, every decision shapes whether people feel valued and whether they choose to stay.
Key Takeaways:
- Growth Must Be Purpose-Driven: Responsible growth starts with clarity about why the firm is expanding and how that strategy aligns with values, culture, and people development.
- Build Multiple Career Pathways: Not every high performer wants the traditional partner track. Flexible, personalized development programs strengthen retention and leadership pipelines.
- Support Retirement as a Life Transition: In professional services, retirement is an identity shift. Structured transition support, including coaching, benefits both individuals and the firm.
- Formalize Your Values: B Corp certification provided accountability and clarity around impact, reinforcing culture while identifying areas for improvement.
- Belonging Is Embedded in the Details: Even small language choices, like “virtual” instead of “remote,” can shape inclusion. Listening to employee feedback strengthens connection across distances.
- Step Back to Think Forward: Long-term retention and differentiation require leaders to periodically work on the business, not just in it.