We are thrilled that Leandra Nichola, who was TPSS’s Community Engagement Manager from 2018-2022, has re-joined our team as Human Resources Manager.
Leandra, welcome back to the TPSS team!
What brought you to your new role at the Co-op?
TPSS has always felt like a place of belonging to me — as a shopper and member-owner for almost 20 years, and during my earlier time on staff. What has always stood out is the care staff bring to the work and to one another. That kind of workplace culture is rare — and something worth tending carefully.
Over the last few years, my focus has shifted toward building inclusive spaces and supporting diverse groups working toward shared purpose. When the HR Manager role opened, it felt like a natural extension of that path — and a meaningful way to contribute to a community I care deeply about.
I’m grateful to bring what I’ve learned in my time away back to the Co-op.
Since you left your Community Engagement Manager role in 2022, we’ve undergone a major renovation. What other changes do you notice?
The renovation is amazing! Like many long-time shoppers, I had a real affection for our well-loved (and well-worn!) space. But the new version feels brighter, more accessible, and aligned with the direction we’re heading. I love it.
Going through that kind of transformation — operating out of a tent and then reopening in a completely renewed space — has an impact. I see a grounded and revitalized team. There are new faces, but the core culture feels intact. The relationships between staff and shoppers, the friendliness, the sense of shared ownership — those things are still very present. It’s encouraging to see evolution without losing identity.
How has your work outside the Co-op shaped the way you approach this role?
My work over the last few years has made me much more systems-oriented and intentional about process. Running Main Street Pearl meant doing every piece of operations — from making the boba to booking the bands to cleaning the floors to drafting the employee handbook and balancing the books. I saw firsthand how clear systems reduce stress and allow values to be practiced consistently, especially in fast-paced environments.
Over the last five years, I’ve also spent much of my time in spaces that center queer and neurodivergent folx. I’ve worked alongside people with a wide range of lived experiences, communication styles, and support needs. That has shaped how I understand authentic contribution, expanded my view of the many ways work can get done well, and changed how I approach feedback and conflict. Clarity and care have become my communication cornerstones.
Most recently, at the Friends of the National Arboretum, my work focused on reshaping their membership program to improve accessibility for a broader audience. I also built reporting systems and tools to use data to improve communication and cross-department coordination. That experience sharpened my ability to translate information into something transparent and useful — which feels especially important in a cooperative and unionized workplace.
Overall, these experiences have shaped my approach to HR as both relational and structural: supporting people well while building systems that embed our values and make fairness and consistency possible.
In your role as HR Manager, what is your north star? What goals do you have for your position in the short-medium and long term?
My north star is helping ensure that our cooperative values show up in daily practice — not just in our mission statement. That means fairness in process, transparency in communication, dignity in how we treat one another, and shared accountability across roles.
As a member-owned, unionized workplace, we have a real opportunity to model what democratic work can look like. HR should support that by creating clear systems and policies, while also making space for dialogue and active participation.
In the short term, I’m focused on building trust: clarifying expectations, strengthening communication systems, and ensuring staff and managers feel supported and resourced.
In the medium term, I’d like to deepen manager development and refine performance systems so growth feels structured and attainable. I’m also excited about continuing to build reporting systems so we can learn from and thoughtfully respond to the changes we make.
Long term, I hope to help shape an HR function that grows alongside the Co-op — grounded in our shared values as we evolve, and strong enough to serve as a model for other food co-ops around the country.
You’re a long-time co-op shopper and member-owner. Tell us what you like to eat! What’s your go-to afternoon snack, and what do you like to cook (or just eat) when you have extra time to enjoy the process?
I could pretty much live off Chipotle Bitchin’ Sauce and veggie chips — any meal, any time!
For an afternoon pick-me-up at work, it depends on the mood. If I’m craving salty, I grab Louisville Jerky Co.’s Smoky Carolina BBQ plant-based jerky. For sweet, there’s usually an open bar of Equal Exchange coconut milk chocolate on my desk. If I want sweet and salty, I’ve been loving Solely’s dried mango with chili and salt. And if it’s a high-stress day, I’ll reach for a homeopathic Stress Mint.
At home, the family staple is pesto pasta. I use Field Day fusilli with Gotham Greens vegan pesto. The kids like it tossed with roasted broccoli, chopped grape tomatoes, and Beyond Meat Mild Italian Sausage. For the grown-ups, we’ll pair it with a local favorite like ANXO cider or Boordy’s Cabernet Sauvignon.
Being plant-based, the Co-op is a haven for all my favorite staples and goodies!