Many HR leaders are helping their organizations navigate through the complexities of establishing hybrid work models that balance employee flexibility with the perceived advantages of in-person collaboration in terms of productivity, culture, and engagement. This 11-page paper distills insights from interviews with eight HR leaders, offering strategies to address four key factors impacting the success of hybrid models: 1) organizational structure, 2) impact on culture and engagement, 3) diversity, equity, and inclusion, and 4) employee health and well-being. Since this paper addresses the challenge of maintaining a robust organizational culture and fostering meaningful connections in hybrid work settings, I am also sharing a Microsoft Work Lab paper titled “In the Changing Role of the Office, It’s All About Moments That Matter.” The paper presents research identifying three scenarios where in-person connections offer distinct advantages: 1) Strengthening team cohesion in increasingly dispersed organizations. 2) Facilitating effective onboarding for new roles, teams, or companies. 3) Initiating a project, particularly in its early phases, to align team members, stimulate innovation, and share tacit knowledge. Leaders can leverage both resources as they determine ways to tap the benefits of hybrid work while mitigating risks.