Podcasts about chief people officer

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Kelly Costanza, Chief People Officer at CAVA, to unpack how one of the fastest-growing restaurant brands is turning culture, hospitality, and frontline careers into a real business advantage.Kelly shares why culture cannot just be a word on a wall. At CAVA, culture is operationalized through values, competencies, recognition, career pathways, frontline listening, stock grants, mental health benefits, and leadership rituals that make the employee experience feel just as intentional as the guest experience.Most importantly, Kelly explains how CAVA is building a place where people can have a career, not just a job, from hourly team members growing into general managers, to leaders staying connected to the restaurants through shoulder-to-shoulder service, town halls, and practical feedback from the frontline.

The role of the Chief People Officer has evolved far beyond traditional HR. In high-growth, private equity-backed businesses, today's CPO is a commercial leader responsible for driving growth, enabling strategy, shaping culture, and creating the conditions for long-term business success. In this episode of the People Agenda Podcast Chris Howard and Debbie Mitchell speak to Michelle Wall as she shares how modern people leadership is becoming a key driver of business value rather than a support function. The modern CPO is no longer focused solely on people processes. The role has become a strategic leadership position that drives growth, supports transformation, strengthens culture, and helps organisations create lasting business value. If you want to understand how people leadership is shaping the future of business, listen to this episode of the People Agenda Podcast.

In this episode of the HR Leaders Podcast, we sit down with Anju Choudhary, Chief People Officer at Xoxoday, to unpack why burnout is not just a wellbeing problem, but a work design and change design problem.Anju explains why organizations often treat burnout as an individual resilience issue, when the real problem is often the way teams are overloaded with unclear priorities, constant change, weak manager support, and poor recognition systems. She shares why leaders need to stop rewarding unsustainable hustle and start designing cultures where people can perform, grow, and recover without burning out.Most importantly, Anju breaks down the practical ways HR leaders can reduce burnout, build trust, and create healthier performance cultures, from clearer feedback and better change management, to manager enablement, recognition, AI coaching, team playbooks, and reward strategies that actually connect to the lived employee experience.

Organizational change is now a constant rather than a phase. Few stories illustrate this better than Hearst Networks' journey, as shared by Dean Possenniskie, CEO, and Lucy King, Chief People Officer, on this episode of Workplace Stories. Moving from a legacy cable business into a diversified, higher-margin media powerhouse, Hearst proves that reinvention is possible not just for startups but for well-established companies with deep roots and long histories.Hearst, an organization with a legacy and heritage, and a willingness to continually reinvent itself, has adopted the “phoenix” metaphor to frame its transformation. They've made hard choices, like closing brands, exiting joint ventures, and even shutting offices, before expanding into new partnerships with giants like Sky, Amazon, Apple, and YouTube. You will want to hear this episode if you are interested in...[07:59] Working in HR during transformations[12:36] Transitioning to full Hearst ownership[18:29] Crafting a purpose statement[21:12] Why it pays to implement a coaching mindset[25:30] Investing in learning and development[32:11] Defining company values and culture[37:08] Improving profitability and growth focus[39:16] Valuing autonomy and trust at Hearst[44:15] Encouraging innovation company-wide[47:14] Balancing governance with creative autonomyCulture at the CoreCulture is often seen as a soft layer, a set of values on a wall, or the flavor of the latest offsite. Dean Possenniskie and Lucy King see it differently: culture had to be the engine of transformation, integral to performance and strategy. One of Dean's earliest moves was to reposition the people and culture function away from finance, placing it directly alongside the CEO—a signal of culture's importance as a business driver.The results speak for themselves. While revenues declined 20%, margins grew by more than 40%, and internal workplace surveys saw “great place to work” scores leap from 53% to over 80%. This wasn't about being “nice,” but about creating a place where people could do their best work, take risks, and feel empowered.Building Change MuscleA core tenet of Hearst's approach to transformation was empowerment at every level. Lucy describes removing archaic performance systems and replacing them with coaching-centered one-to-ones, helping managers foster a sense of ownership, capability, and resilience in their teams. The organization invested in professional coaching for anyone, at any level, who requested it, a significant commitment, but one tailored for maximum impact rather than blanket sameness.This was complemented with mentoring, leveraging technology to link senior leaders with mentees across the company. This “bottom-up” ethos even shaped their AI and technology adoption: rather than mandating tools from the top, creative, programming, and scheduling teams were given room to experiment and bring forward the solutions that actually worked for them.The Power of Purpose and the “Deal”Change is unsettling, and ambiguity can erode trust. To anchor their people, the leadership spent months articulating a purpose statement—a north star for decision-making and daily work. More boldly, they introduced “our deal,” a written two-way document explaining not just what the company expected from employees, but what employees could expect in return: support, development, and clear direction.Dean describes this as adult-to-adult relationship building. It's about empowering personal leadership and ownership, backed by transparent communication—even when delivering hard messages or acknowledging failures. As they say, “we learn fast, not fail fast.” Resources & People MentionedAbout - HEARSTLeave Something on the Table: and Other Surprising Lessons for Success in Business and in Life by Frank Bennack The Problem with Change: And the Essential Nature of Human Performance Kindle Edition by Ashley Goodall Understand the network dynamics of culture'Sapiens' by Yuval Noah HarariConnect with Lucy King and Dean PossenniskieLucy King | Hearst Networks EMEA Dean Possenniskie | Hearst Networks EMEA       Connect With Red Thread ResearchWebsite: RedThread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

Most reward systems were built for a world where speed, volume, and visible output were reliable signals of performance. But AI now produces all three at scale. That leaves organizations facing an uncomfortable question: if AI can generate more output than ever, what exactly are you rewarding?In this episode, David Rice sits down with Anju Choudhary, Chief People Officer at Xoxoday, to explore why recognition systems need a redesign for the AI era. They discuss the growing gap between productivity and impact, the importance of recognizing human-centered behaviors like judgment and collaboration, and why the most important question leaders can ask isn't "What do we want people to do?" but "What do we want people to feel?"Related Links:Join the People Managing People CommunitySubscribe to the newsletter to get our latest articles and podcastsConnect with Anju on LinkedInVisit XoxodaySupport the show

Am 26. Dezember wurde bei Volocopter die vorläufige Insolvenz angemeldet. Lucie Prinz war als CHRO mittendrin — und sagt: In dem Moment beginnt die Arbeit von HR erst richtig.In dieser Folge spricht Katharina mit Lucie Prinz, heute Chief People Officer bei Aleph Alpha, über das, was kaum jemand von außen sieht: was es heißt, ein Team aus über 60 Nationalitäten durch ein Insolvenzverfahren zu führen, wie man Insolvenzgeld organisiert, während es weder Papier noch Geld im Haus gibt, und warum bei Volocopter in den ersten Wochen niemand krankfeierte — obwohl das in solchen Situationen sonst oft die Regel ist.Im zweiten Teil geht es um Netzwerken als Skill, den gerade HR-Führungskräfte oft unterschätzen, um den Wechsel zu Aleph Alpha und darum, was Lucie angehenden Chief People Officern mitgibt: rein mit Fakten und Daten, nicht mit Bauchgefühl.Über den Gast: Lucie Prinz ist Chief People Officer bei Aleph Alpha, zuvor sechseinhalb Jahre bei Volocopter, zuletzt als CHRO.Mehr HR Weekly:- YouTube: https://www.youtube.com/@HRWeekly- beyobie: https://www.beyobie.com-- Werbepartnerbeyobie Datenchaos im HR-Team? beyobie bringt Klarheit.Wenn es einen Frust hinter Datenanalysen im HR gibt, dann ist es dieser: zu viel Aufwand, zu wenig Aussagekraft. Mit beyobie verbindet ihr ganz einfach eure HR-Systeme und verwandelt eure HR-Daten im Handumdrehen in starke Argumente fürs Management – ganz ohne Excel-Marathon.

Host Jaime Klein sits down with Sara Birmingham, Chief People Officer at Shutterstock, to discuss what modern leadership requires in a rapidly changing workplace. Their conversation explores empathy, authenticity, navigating competing priorities, and using AI to enhance human potential, all while embracing Sara's belief that agility is the new stability.

The modern Chief People Officer is no longer just a people leader. Today's CPO is a strategic business partner, cultural architect, and organisational conscience. In this episode of The People Agenda Podcast Chris Howard and Debbie Mitchell speak to Jonny Friedman, Senior Vice President of People and Talent at Acumetis, as he shares how people leaders can balance commercial performance, organisational transformation, and employee experience while navigating rapid growth and change. If you're interested in the future of people leadership, organisational culture, and the evolving role of the Chief People Officer, listen to this podcast episode and hear Jonny Friedman's insights firsthand.

In some industries, aging workforces and deepening skill shortages mean companies can no longer rely on hiring the experienced workers they need. The only realistic option is to grow their own, and that puts apprenticeship schemes right at the centre of workforce planning. Running a programme at that scale raises questions that go well beyond recruiting. Culture shapes whether people stay, mentoring determines whether skills actually transfer, and long-term success often depends on governments understanding how to direct support towards the future talent that industries actually need.  So what makes an apprenticeship scheme genuinely effective for high-skilled talent, and what has to be in place around it to make it work? My guest this week is David Dart, Chief People Officer at Caliber Holdings. In our conversation, David shares what he's learned building a skilled-talent pipeline at scale. In the interview, we discuss: The unique talent challenges in recruiting auto body technicians Skills shortages and an aging workforce Culture and retention The importance of mentoring The impact of AI on jobs The importance of trades careers and the need for government support What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly.

In this episode of the HR Leaders Podcast, we sit down with Khadija Ben Hammada, Member of the Executive Board and Chief People Officer at Merck Group, to unpack how HR can lead through AI transformation without losing the human heart of the organization.Khadija shares why leaders cannot run global organizations from an ivory tower, and why being close to employees on the ground creates the trust, safety, and pride people need to speak up. She explains how field visits, human connection, and a strong sense of global community help Merck stay united across regions, even as the world outside becomes more fragmented.Most importantly, she breaks down how Merck is building AI capability across the business, from AI literacy for everyone, to leader upskilling, internal AI tools, hackathons, flagship use cases, and HR agents that can improve employee experience at scale. Through it all, Khadija is clear: AI should take tasks, not humanity, and HR must stay at the intersection of business, technology, and empathy.

Amy Schwartz, Chief People Officer at Wiz, joined us on The Modern People Leader. We talked about why HR alone can't create a high-performance culture, why relationships and influence matter more than HR systems, and why "picking up the trash" - a leadership philosophy she picked up working in casinos - has stuck with her ever since.----  Sponsor Links:

This episode is part of our 2026 Summerfest TechAI series, sponsored by Cream City Cyber. Steve's guests on this one include:Celeste Cuffie, Chief People Officer and Co-founder, Cream City CyberSheldon Cuffie, CEO & Co-founder, Cream City CyberLena DeLaet, Director of Sales & Summerfest TechAIWhat you'll get:Sheldon and Celeste share how they bootstrapped Cream City Cyber from scratch into a nearly 40-person, multimillion-dollar cybersecurity firm in the last 18 months. They also announced they're now launching a second Milwaukee venture, They make the case that AI is moving at “light speed,” but the real risk isn't the technologyOn the cybersecurity front, Sheldon warns that AI is becoming “a firecracker on top of a rocket ship” The conversation then turns to Milwaukee's biggest challengeThanks to Concurrency and Secure Compliance Solutions, sponsors of Experience Milwaukee!

Alana explores how HR can move beyond traditional talent management to become a true architect of opportunity. Alana shares her deeply held belief that every person has untapped potential, and that HR's role is to design the culture and conditions where that potential can be unlocked, at scale. Alana makes the case for building organisations where learning is central to culture - where curiosity, experimentation and even failure are actively encouraged. She shares practical examples of leaders learning new AI capabilities together in real time, and reflects on how organisations can shift from credential-led thinking to skills-based, capability-driven approaches in hiring, development and progression. Alana discusses how HR's influence extends beyond organisational boundaries, calling for a stronger sense of civic connectivity and shared responsibility for creating opportunity. Free online Lunch & Learn with Coca Cola and Kantar: AI in TA & Onboarding Tuesday 23 June 1-2pm BST Digitalising your Talent Attraction and Onboarding processes is one thing. Knowing where AI fits - and where it doesn't - is quite another. Many of your peers are at exactly this crossroads right now. Excited by the possibilities, but conscious of the risks. Keen to move faster, but not at the cost of the human moments that matter most. Join our free online lunch & learn, we'll share the findings from our research in partnership with The Talent Labs, and you'll hear from Heidi Eckersley, Global Talent Acquisition Leader at Kantar and Suzy Jearum, Global Digital Employee Experience Lead at Coca-Cola Europacific Partners. From productivity gains to employee experience wins, you'll leave with insights and ideas you can consider for your organisation too. Join us! Book your place here Thank you to Deel for sponsoring this episode. What does HR look like when it's built for global scale? With Deel, HR teams can hire, onboard, and manage talent in 150+ countries without setting up local entities or managing multiple vendors. ·        Generate compliant contracts in minutes. ·        Automate onboarding. ·        Tackle performance reviews. ·        Centralize employee records, time off, and benefits in one place. Deel takes care of compliance and document management, so you can focus on people, not processes. From that first offer letter to ongoing support, Deel makes global HR feel local, fast, and easy.   Visit www.deel.com/uplift today.   Are you looking for your next great read that inspires you and helps your work?   Our book of the month for June is Rebel Ideas: The Power of Diverse Thinking, by Matthew Syed. We're all navigating more complexity than ever right now. AI, shifting workplace expectations, doing more with less, and still making work feel human.  Rebel Ideas by Matthew Syed provides a resource for how. His argument: the teams who solve the hardest problems aren't the ones full of the best individual thinkers, they're the ones who think differently from each other. A brilliant book on why diversity of thought helps us solve complex problems. Head to UpliftingPeople.com to grab your copy, and we hope you enjoy this month's Uplifting Book.

This episode is sponsored by Deel.Hire, manage and pay – anyone, anywhere: https://www.deel.com/nickdayhr/In this episode of @thehrldpodcast Nick Day is joined by Jackie Dube, Chief People Officer at The Predictive Index, with over two decades of experience helping organizations unlock performance through behavioral science and talent optimization. Grounding her work in a simple but powerful belief, that happy, aligned people do better work and live better lives, Jackie brings both the science and the human heart to one of the most pressing challenges facing workplaces today.Jackie brings a rare blend of behavioral expertise and people leadership into the world of HR and organizational performance. Together, Nick and Jackie explore why so many employees, despite better tools, more flexibility, and greater leadership investment than ever before, still feel a deep sense of emptiness at work, and what leaders can actually do about it.This conversation unpacks what it truly means to align people with their work from the inside out. Nick and Jackie discuss why engagement and meaning are not the same thing, how the four behavioral drives of dominance, extraversion, patience, and formality determine what energizes or drains each employee, and why the same task can be deeply motivating for one person and completely demotivating for another. They explore how hiring for speed quietly erodes culture, why interpersonal conflicts at work are almost always behavioral mismatches rather than personality clashes, and how leaders can use the three whys technique to reconnect people to organizational purpose.They also cover the four forces of engagement, the role of pulse surveys in detecting disengagement early, and how AI adoption is creating a new wave of workforce fear that behavioral science is uniquely equipped to address. The discussion highlights PI's J-curve framework for navigating change, why transparency around AI matters more than most leaders realize, and how understanding what drives each individual is the foundation of a truly high-performing team.In a world shaped by remote work, rapid AI adoption, and growing disconnection, this episode examines why behavioral science may be the most practical and powerful tool HR and L&D professionals have in 2026 to restore meaning, motivation, and performance across their organizations.A must-listen for HR leaders, L&D professionals, and anyone ready to stop guessing what their people need and start building workplaces where people are genuinely wired to thrive.Enjoyed this? Check out our sister podcast @thepayrollpodcast for more great content!Connect with Jackie Dube & The Predictive Index:Predictive Index: https://www.predictiveindex.comPredictive Index behavioural science insights: https://www.predictiveindex.com/blog/Jackie Dube's LinkedIn: https://www.linkedin.com/in/jackie-dube/Nick Day's LinkedIn: https://www.linkedin.com/in/nickday/Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter: https://jgarecruitment.ck.page/23e7b153e7Stay tuned for the next episode of the HR L&D Podcast, brought to you by Nick Day, CEO at JGA Recruitment, landing soon!Timestamps:(00:00) Introduction: Why Work Feels Empty in the Modern Workplace(01:40) Meet Jackie Dube, Chief People Officer at The Predictive Index(02:28) Jackie's Origin Story, From Family Therapy to HR(05:30) How Behavioral Science First Clicked for Jackie(08:33) What Is Driving the Emptiness at Work Today(12:44) How Organizations Unintentionally Drain Meaning from Work(14:39) Early Warning Signs of Disengagement and How to Spot Them(16:22) The Four Behavioral Drives and How They Shape the Way We Work(20:13) How Behavioral Differences Create Motivation or Demotivation(22:52) Why Engagement and Meaning Are Not the Same Thing(27:31) AI Adoption, Workforce Fear and the J-Curve Framework(36:01) How The Predictive Index Helps Organizations Build Meaning and Performance

Stephanie Manzelli, Chief People Officer of Employ Inc joins the show to discuss their latest report. LINK: https://www.jobvite.com/2026-job-seeker-nation-report/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Diese Folge ist anders als die meisten.Kein klassisches Interview, sondern ein Live-Gespräch, aufgenommen beim Special Confidential Forum der Level Up HR Community in München. Es ist der Auftakt einer dreiteiligen Reihe. Die nächsten beiden Teile entstehen in Köln und Stuttgart.Den Ausgangspunkt für dieses Gespräch bilden Thesen, die Cawa Younosi beim vergangenen Level Up HR Summit aufgestellt hatte. Dort hatte er provokante Fragen zur Zukunft von HR in den Raum gestellt, die bei vielen Teilnehmenden nachgewirkt haben. Das Special Confidential Forum in München war die Gelegenheit, genau diese Fragen weiterzudenken und mit konkreten Perspektiven aus der Praxis zu füllen.Dafür hat Johannes Füß vier HR-Führungskräfte zusammengebracht, die das Thema aus sehr unterschiedlichen Kontexten kennen. Cawa Younosi, Managing Director bei der Charta der Vielfalt. Rebecca Koch, Chief People Officer bei der Nemetschek Group. Matthias Kempf, Chief People Officer bei der Knauf Group. Und Julia Küting, Gründerin von impactive leadership advisory und zweifache Beirätin.Die Runde nähert sich gemeinsam vier Themen, die HR-Führungskräfte kennen, egal in welchem Unternehmen sie arbeiten. Strategischer Anspruch versus operative Realität. Die Frage, wie viel Führungsverantwortung wirklich bei HR liegen sollte. Die Rolle von HR in der Kulturgestaltung. Und schließlich KI und Digitalisierung, und was das für die Funktion konkret bedeutet.Keine fertigen Antworten, aber ehrliche Perspektiven aus der Praxis. Genau das macht diese Folge besonders.In dieser Folge geht es um folgende Schwerpunkte:1) Warum HR trotz gutem Willen oft operativ bleibt und was sich strukturell ändern müsste2) Wo die Grenze zwischen HR-Unterstützung und Führungsverantwortung wirklich liegt3) Warum HR kein Kulturarchitekt ist, aber eine tragende Rolle in der Kulturgestaltung hat4) Was Konsequenz mit Kulturarbeit zu tun hat und warum sie der entscheidende Hebel ist5) Wie KI transaktionale HR-Arbeit verändern wird und welche Rollen wirklich betroffen sind___________Du möchtest das Gespräch weiterführen? Dann melde dich direkt bei den Gästen dieser Folge:Cawa Younosi: https://www.linkedin.com/in/cawa-younosi/ Rebecca Koch: https://www.linkedin.com/in/dr-rebecca-koch/ Matthias Kempf: https://www.linkedin.com/in/matthias-kempf/ Julia Küting: https://www.linkedin.com/in/juliakueting/ _____Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/ _____Für weitere Perspektiven dazu, wie Führungskräfte Themen wie dieses angehen, folge der Level Up HR Community auf LinkedIn: https://www.linkedin.com/company/level-up-hr-community/  

What if the biggest mistake companies make with AI transformation is treating it as a technology problem? Laurent Aufils, Chief People Officer at Orange Business, knows that it's all about people. In this episode, Kathi Enderes sits down with Laurent to explore how one of the world's leading digital services companies transformed its entire 30,000-people workforce through a people-first approach to generative AI. The results are concrete and striking. Orange Business's AI-powered contract management tool slashed what previously took teams weeks of painstaking analysis to under three hours — fundamentally disrupting not just how people work, but how they understand the value they bring.  Rather than letting 30,000 people go and rehiring AI specialists, Laurent and his team made a bold choice: there will always be a human in the loop. That principle became the foundation of everything — the cultural compass that kept employees from fearing the future and turned anxiety into engagement. The numbers tell the story. Among employees who went through Orange Business's reskilling and upskilling programs, employee Net Promoter Scores shot from a modest +8 to a remarkable +41. Over 90% of the company's workforce is now trained in generative AI, and more than 60% use it as a regular part of their daily work.  AI certifications became a business objective on par with financial targets, and the company won contracts specifically because clients knew their teams had the credentials to back up their pitch. But perhaps the most powerful insight Laurent shares is about learning. In the AI era, learning is no longer a one-time investment or a classroom event; it is a continuous business capability, and it must be embedded into the rhythm of everyday work. Orange Business's YouTime initiative — dedicating three hours per month per employee to learning — changed the entire mindset of the organization. Paired with an 11,000-member internal generative AI community, it created the kind of grassroots momentum that no top-down mandate ever could. Laurent's advice to CHROs and HR leaders: stay humble, keep experimenting, and never let technology outpace your people. Related resources Podcast: Why AI Is A Massive Job Creation Technology. Automated Integration. Findem. And Thank You.  The Superworker Organization: AI Goes Enterprise AI Pacesetters: Six Secrets Of The Superworker Company  The Age of the Superworker (and Supermanager) Get Galileo: The AI Superagent for HR   Chapters (00:00:03) - What Works: Changing the Way People Work(00:00:44) - Orange Business's AI Transformation(00:05:40) - How GE Prepared for the Generative AI Transformation(00:12:16) - How did the learning function change with the introduction of generative AI(00:15:09) - How Has Cognizant is evolving its culture(00:18:49) - Culture and the AI journey(00:22:02) - Top Executives: The AI Transformation(00:24:39) - What Works: Chief People Officer at Orange Business

How do you stay undaunted when life feels uncertain? When plans keep changing and pressure keeps building, how do you still chase after your dreams even when things feel shaky and you don't even know what's coming next?Lee Cruz is the Chief People Officer of Ogilvy Philippines and an executive and life coach who works with leaders navigating change, pressure, and tough decisions—helping them stay grounded, think clearly, and confidently move forward. This episode is inspired by his personal philosophy, “I am love and power. I am undaunted.”For any collaboration, brand partnership, and campaign run inquiries, e-mail us at info@thepodnetwork.com

In this episode of our On The Road series, we sit down with Amy Coleman, Executive Vice President, Chief People Officer at Microsoft, to explore how leaders can scale AI transformation without losing the human connection at the center of work.Amy reflects on stepping into the Chief People Officer role at Microsoft, the humility of becoming a beginner again, and why leaders do not need to pretend they have all the answers in moments of uncertainty. What matters is being honest, learning fast, and bringing people with you.Her message is clear: AI and humans cannot be separated. As work changes, HR leaders have to help people understand what is shifting, what still matters, and how AI can unlock more creativity, curiosity, innovation, and human potential.

Laura Tomaino, Chief People Officer at Glooko, joined us on The Modern People Leader. We talked about why “People-First” leadership feels harder in 2026 and what it actually looks like to live up to that today.----  Sponsor Links:

With a psychology-informed perspective, Sarah explores how HR can design more effective and fairer people systems by combining commercial thinking with evidence-based practice.  Sarah explains why aligning profit and purpose is essential for HR to create lasting impact, and why inclusion must be embedded into systems rather than left to individual judgement. Providing an example in hiring approaches, Sarah describes how competency-based assessment, psychometrics and scenario testing help reduce bias and improve hiring quality. Sarah also explores the future of HR through an 'augmented' lens, where people, technology and business strategy are designed together. Sarah highlights the growing role of AI in removing administrative work and enabling more human, value-adding capability, alongside a strong call for HR to remain relentlessly evidence-based in everything it does. What do you think? AI vs Human in TA & Onboarding We're not anti-AI. But we do think there are moments in talent attraction and onboarding where human experience is the whole point. But what do you think?... In partnership with The Talent Labs we're running a short survey; the findings will sit alongside behind-the-scenes insights from BT Group, Coca-Cola Europacific Partners, Deloitte, Kantar and more. Could you help us make this the most useful research it can be? It takes just 3 minutes! Click here: The Human Edge in the Age of AI: Winning Talent Without Losing the Human Touch Survey And to say thank you, you'll enter our Prize Draw to win 5 Uplifting People gift sets for you and your team, worth £449!   Thank you to Deel for sponsoring this episode. What does HR look like when it's built for global scale? With Deel, HR teams can hire, onboard, and manage talent in 150+ countries without setting up local entities or managing multiple vendors. ·        Generate compliant contracts in minutes. ·        Automate onboarding. ·        Tackle performance reviews. ·        Centralize employee records, time off, and benefits in one place. Deel takes care of compliance and document management, so you can focus on people, not processes. From that first offer letter to ongoing support, Deel makes global HR feel local, fast, and easy.   Visit www.deel.com/uplift today.   Are you looking for your next great read that inspires you and helps your work?   Our book of the month for May is The Working Parent Equation, Balancing small humans with big careers, by Georgie Rudd. Know a working parent? A colleague that has all the plates spinning, and you're not quite sure how they're managing? Or perhaps that's you?!   The Working Parent Equation is an extra special book, packed with practical exercises for anyone to reflect on their own, personal, working parent equation, and wonderfully our very own Cecilia Crossley wrote the foreword.   Here's her summary: It's an incredibly helpful tool for any working parent - one that will help you, your family, your organisation, and society – because each of us intentionally designing our own equations takes us a step closer to gender equality.   Head to UpliftingPeople.com to grab your copy, and we hope you enjoy this month's Uplifting Book.

What does it take to build high-performing nonprofit teams that stay engaged, grow their skills, and strengthen organizational impact? In this episode, I sit down with Melanie Gonzalez, Chief People Officer at the Behavioral Science Research Institute (BSRI), to explore how intentional career pathing supports nonprofit leadership development, staff training and development, and employee retention.From aligning compensation philosophy with career progression to building customized learning and development strategies, this conversation offers practical guidance for nonprofit leaders who want to invest in their people while navigating limited resources and flat organizational structures.▶️ A Look at Career Mapping: Who, What, When, and How with Nonprofit Leader Melanie Gonzalez▶️ Key Points:00:00:00 Career Paths Matter for Nonprofit Growth and Performance00:03:46 Melanie's HR Leadership Journey00:09:34 Career Pathing and Compensation at BSRI00:17:34 Nonprofit Career Growth Beyond Promotions00:21:03 Aligning Career Pathing with L&D Strategies00:24:21 The Impact of Investing in Nonprofit Staff Development00:27:24 Advice for Nonprofits Creating Career PathsResources from this episode:Join us at our next networking event for the Nonprofit L&D Collective on  June 17: https://www.skillmastersmarket.com/join-the-nonprofit-learning-and-development-collective Join the Nonprofit Learning and Development Collective: https://www.skillmastersmarket.com/nonprofit-learning-and-development-collectiveConnect with MelanieLinkedIn: Melanie GonzalezWebsite: bsrinstitute.org Connect with HeatherLinkedIn: Heather BurrightWebsite: skillmastersmarket.comBook an interest call with Heather here.⭐Was this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!

Send us Fan MailArnnon Geshuri is Chief People Officer at Snowflake, where he leads culture development, talent strategy, and organizational design at one of the world's leading data cloud companies. His career spans decades of scaling high-growth technology organizations, including leadership roles at Google, Livongo Health, and Tesla, where he oversaw its growth from a 400-person startup to a 35,000-person transportation juggernaut.Throughout his career, he has consistently chosen companies that demand a people function as innovative, as creative, and as forward-thinking as the business itself. And across every role, he has focused on one core idea: the people function must evolve as fast as the business itself, grounded in data, experimentation, and trust.In this episode, Arnnon draws on that experience to challenge how leaders think about AI in the workplace, arguing that the real opportunity is not automation alone, but redefining how humans contribute, decide, and grow inside modern organizations.In this conversation, we discuss:Why the people function must speak the language of data and analytics to influence engineering-led organizations and earn credibility in high-growth, technical environmentsThe shift from transactional HR to a strategic role focused on connection, education, and rebuilding trust after workforce disruption and disconnection during COVIDHow Snowflake frames AI adoption by automating repetitive work, augmenting creative tasks, and preserving human judgment in decisions that require empathy and contextWhy employees adopt AI faster when leaders encourage curiosity, remove fear of experimentation, and make tools accessible through simple interfaces like natural languageThe risks of over-automating decisions like hiring and performance reviews, and why removing human accountability breaks trust inside organizationsHow building a culture of experimentation, measurement, and iteration allows people leaders to scale organizations without relying on intuition aloneExplore the Conversation00:00 Intro & Fun Fact: How AI manipulation threatens autonomy05:06 Meet Arnnon Geshuri: CPO at Snowflake, from Google, Tesla, and Livongo Health10:24 The Evolution of HR: From Transactions to Amplifying Humanity13:37 Snowflake's AI Framework: Automate, Augment, and Preserve Human Judgment21:44 Driving AI Adoption: AI for Everybody and a Culture of Experimentation26:26 Data Privacy and Trust: Building Guardrails for Enterprise AI28:36 AI in Hiring: Mitigating Bias to Rescue Human Connection32:28 Setting AI Boundaries: Why Algorithms Should Never Conduct Performance Reviews34:16 Scaling Culture in Hyper-Growth: The Power of People Analytics41:33 The AI Ride-Along Prediction and What Comes Next43:15 Where to Connect with Arnnon Geshuri and SnowflakeResourcesSubscribe to the AI & The Future of Work NewsletterConnect with Arnnon on LinkedInAI fun fact articleOn How Rodrigo Liang, Raised Over $1B to Build the First Generative AI Unicorn

In this UC Today conversation, host Kristian McCann speaks with Hayley Mann, Chief People Officer at Formula E, about why the all-electric racing series picked HiBob with its people operations.Formula E is not just managing people; it is supporting a workforce that spans the world, operates under pressure, and needs tools that make leadership easier, not heavier. Hayley explains why HiBob stood out to help with this, how its AI performance management was a key feature in the procurement process, and what good looks like as the partnership evolves.Key topics include:

Jevan Lenox, Chief People Officer at Writer, joined us on The Modern People Leader. We talked about why AI adoption alone is not enough, how companies can use “directed innovation” to drive real business outcomes with AI, and what high performance looks like in the AI era.----  Sponsor Links:

In this episode of the HR Like a Boss podcast, John Bernatovicz interviews Becky Kowall, a seasoned HR professional and founder of 22 North HR, a purpose-driven HR firm. They discuss the importance of significance over success in HR, the role of HR in value creation, and the concept of executive presence. Becky shares her insights on active listening, communication, and building relationships in the workplace. The conversation emphasizes the need for HR professionals to be strategic partners and to create trust within their organizations.22 North HR Resources: https://www.22northhr.com/hr-resources/ABOUT BECKY KOWALLBecky Kowall is the Founder and Principal of 22 North HR, where she partners with private equity firms, CEOs, and HR leaders to strengthen leadership alignment, scale people strategy, and navigate high-stakes moments of growth and transition. With more than 20 years of senior HR leadership experience, Becky has served as a Chief People Officer and Global VP of Human Resources in private equity–backed and high-growth organizations. Her background includes leading organizations through rapid scaling, post-acquisition integration, and periods of significant organizational change, with a focus on building leadership credibility, operational discipline, and durable people infrastructure. Becky is known for bringing calm, clarity, and gravitas to complex environments, often serving as the strategic and emotional bridge between executive teams, HR, and investors. At the core of her work is the belief that HR is not a support function, but a critical driver of business strategy and value creation. Becky is especially effective in moments when leadership decisions carry both performance and human consequences. She advises and mentors leaders who are building organizations designed to perform, endure, and scale with integrity.

We're returning to one of our most popular episodes ever in this replay episode of Hiring Excellence.Johnny sat down with Kelly Jones, now Chief People Officer at Cisco, to explore what it really took to build a hiring culture where talent became everyone's responsibility, not just TA's.From tackling talent hoarding to improving internal mobility and creating better candidate experiences, Kelly shared practical lessons from scaling hiring culture across a global organisation.

Employee engagement remains one of the most talked-about challenges in the world of work. Year after year, the data tells the same story: levels barely shift, no matter what organizations try. The usual response is to focus on what happens once people are already in the door, but the results rarely change. At the same time, AI is reshaping roles and expectations, making employees question their value in ways that weren't there before. So what if the real engagement problem starts in the hiring process itself? My guest this week is Dr. Roz Cohen, Chief People Officer and author of “The Engagement Dilemma”. In our conversation, she explains why there are three distinct types of engagement, how outdated job descriptions undermine them, and what hiring teams should do differently to build belonging from the start. In the interview, we discuss: Why engagement levels haven't shifted Three types of employee engagement The role of TA in employee engagement Reassessing roles before recruiting Hiring for attributes and behaviours Onboarding for connection and belonging Identity beyond surface characteristics What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly.

You can't build or develop sustainably without a sustainable supply chain. This episode unpacks the groundbreaking Supply Chain Sustainability School. Hear from Elaine Billington, Dale Turner and Nick Baker on how this collaborative platform is upskilling thousands, reducing costs and raising industry standards for a more sustainable future.  Guests in this episode:  Nick Baker, Sustainable Supply Chain Manager, Skanska Group  Dale Turner, Director of Procurement and Supply Chain, Skanska UK  Elaine Billington, Chief People Officer, National Highways, UK    Host: John Ambrose 

This week on Truth Works, my co-host Jeff Markowitz and I sit down with Judy Gilbert, the Chief People Officer of Oura, the company behind the Oura Ring.Judy is not a typical HR leader.She started her career at McKinsey, moved into executive search at Egon Zehnder, and then spent 12 years inside Google's People Operations team, helping scale the company from roughly 3,000 employees to 70,000.Along the way she ran learning and development, ran performance management, and served as head of HR for both YouTube and Google's moonshot factory, Google X.After Google, she became Chief People Officer at the biomanufacturing company Zymergen, where she helped build the team, took the company public, and then navigated its sale and wind-down.She tried to retire. It didn't last. The pull of being on a team trying to do hard things brought her to Oura.In this episode, we get into the difference between HR as an order-taker and HR as a genuine strategic partner, and why so many chief people officers get "organ rejected" within a year of joining.We talk about the danger of arriving with a fixed playbook, the chemistry that has to exist between a founder and their people leader, and why the job is really about being the one person willing to tell the emperor he has no clothes.Judy also shares the exact questions she asks before taking any role, how she pressure-tested Oura's CEO Tom Hale by sparring with him over compensation philosophy, and why a company's soul has to already exist before anyone can help it grow.In this conversation, we discuss:- The "I don't want to know" fear that stops people tracking their health- Whoop vs Oura, and how much data is actually useful- Why strategic HR is a competitive advantage most companies waste- The three questions Judy asks before joining any company- Why chief people officer turnover is so brutally high- The "toolkit" mistake that gets HR leaders fired- Being the person who has to tell the CEO he has no clothes- Glass balls vs rubber balls, and what to drop when you're building- How to protect a company's soul while running a hard business- Why clear cultures keep people and confused ones lose them- Why every CHRO is now the company's AI strategistThis is a candid look at the work behind the work, from someone who has built the people function at three very different companies and seen what separates the ones that scale from the ones that stall.If this conversation changed how you think about culture, leadership, or the people who quietly hold a company together, share it with someone who needs to hear it.Full episode of Truth Works with Judy Gilbert out now.

In this episode of Biz/Dev, we sit down with Erica Anderson Rooney, founder of HER Collective and former Chief People Officer, to talk about what actually holds people back in their careers.Erica shares her perspective from years in the C-suite making decisions on who gets promoted and paid, and why so many high-performing women still get overlooked. We also get into how AI fits into career growth and what it takes to move from doing everything right to actually getting ahead.LINKS:Erica on LinkedInHER Collective on LinkedInHER Collective Website___________________________________Submit Your Questions to:hello@thebigpixel.netOR comment on our YouTube videos! - Big Pixel, LLC - YouTubeOur HostsDavid Baxter - CEO of Big PixelGary Voigt - Creative Director at Big PixelThe PodcastDavid Baxter has been designing, building, and advising startups and businesses for over ten years. His passion, knowledge, and brutal honesty have helped dozens of companies get their start.In Biz/Dev, David and award-winning Creative Director Gary Voigt talk about current events and how they affect the world of startups, entrepreneurship, software development, and culture.Contact Ushello@thebigpixel.net919-275-0646www.thebigpixel.netFB | IG | LI | TW | TT : @bigpixelNCBig Pixel1772 Heritage Center DrSuite 201Wake Forest, NC 27587Music by: BLXRR

In this episode of Breaking the Chain, host Nathaniel Chapman sits down with James Edgar to explore the increasing significance of somatic coaching in leadership, emotional resilience, and contemporary workplace performance.As a Chief People Officer with nearly 30 years of leadership experience across industries, James shares how somatic coaching goes beyond mindset and traditional executive coaching by helping leaders understand the connection between the body, nervous system, emotions, and decision-making. The conversation explores practical techniques leaders can use to regulate stress, improve self-awareness, and lead more authentically in increasingly complex and AI-driven environments.The episode also dives into:Why high-performing leaders often become trapped in analytical thinkingThe role of the nervous system in leadership behaviorPractical breathing and grounding exercises for emotional regulationHow somatic awareness improves communication and conflict managementThe connection between sports psychology, performance rituals, and leadershipWhy human connection will matter even more in the age of AIThe importance of authenticity, presence, and emotional intelligence in modern leadershipDespite a few live technical difficulties during recording, the discussion delivers valuable insights into how leaders can better understand themselves, regulate pressure, and create stronger human connections at work and beyond.Key Topics Covered:What somatic coaching actually meansThe difference between body language and somatic awarenessNervous system regulation and leadership performanceBox breathing and centering techniquesFight, flight, freeze responses in corporate environmentsEmotional resilience and burnout preventionSports psychology and performance ritualsLeadership authenticity and presenceAI, emotional intelligence, and the future of human connectionPractical self-awareness exercises leaders can implement immediatelyKey Takeaways:Leadership starts with self-awareness and nervous system regulationYour body stores emotions, experiences, and behavioral patternsBreathing and grounding techniques can improve performance under pressureStress signals often appear in the body before reaching conscious awarenessAuthentic leadership creates trust and stronger followershipHuman emotional connection will remain critical despite advances in AISomatic coaching helps leaders move from reaction to intentional responsePractical Exercises Mentioned:Box breathingBody scanning techniquesCentering practicesHead, heart, and gut reflection exercisesPhysical posture awareness and “power posing.”About the Guest:James Edgar is the Chief People Officer at Signature Discovery and the founder of The Black Polar Bear. He specializes in somatic coaching, executive leadership development, and helping leaders build resilient, authentic, and high-performing teams.Connect with James on LinkedInConnect With the Hosts:Nathainel ChapmanTerentia BrowneFollow Impel TalentLinkedIn: Impel TalentTwitter: @ImpelTalentFacebook: @Impel TalentInstagram: @ImpelTalentJoin us for illuminating discussions, practical insights, and a roadmap for thriving in an ever-shifting world. Subscribe now and join the conversation as we break new ground in leadership excellence! 

Cara Brennan Allamano (Founder of PeopleTech Partners and former Chief People Officer at Lattice) and Jevan Lenox (Chief People Officer at Writer) joined Stephen at Fix Healthcare Live. They talked about the growing pressure on HR leaders and why modern people leaders need to rethink how they operate in a rapidly changing world.----  Sponsor Links:

Why do businesses stall - even when demand is strong? Often, it comes down to leadership bottlenecks. In this episode of Behind The Numbers With Dave Bookbinder, Dave speaks with executive coach and author Daria Rudnik about what happens when leaders become the constraint on growth—and how to fix it. Daria shares how to recognize an overloaded leader, the impact it has on team performance and business value, and why so many organizations struggle to build truly self-sufficient teams. The conversation breaks down her CLICK framework: Clear Purpose, Linking Connections, Integrated Work, Collaborative Decisions, and Knowledge Sharing; with practical examples from a cybersecurity team and a telecom call center. She also offers a simple question leaders can use immediately to start shifting how their teams operate. Dave and Daria explore how AI is changing team dynamics, decision-making, and communication—and why human judgment and critical thinking are becoming even more valuable. If you're a business owner, executive, or advisor, you'll walk away with actionable insights on building stronger teams, developing leaders, and creating a business that can scale beyond you. About Our Guest: Daria Rudnik is a Team Architect and Executive Coach who helps overloaded leaders build high-trust, self-sufficient teams so they get better results with less burnout. She's the award-winning author of CLICKING and co-author of The AI Revolution, and the creator of Aidra.AI, an AI-powered coach for leaders. A former Chief People Officer and ex-Deloitte pro, Daria brings her many years of global leadership experience to every conversation. Connect with her here: https://dariarudnik.com/ About the Host: Dave Bookbinder is known as an expert in business valuation and he is the person that business owners and their advisors reach out to when they need to know what their most important assets are worth. Known as a collaborative adviser, Dave has served thousands of client companies of all sizes and industries.    Dave is the author of two #1 best-selling books about the impact of human capital (PEOPLE!) on the valuation of a business enterprise called The NEW ROI: Return On Individuals & The NEW ROI: Going Behind The Numbers.  He's on a mission to change the conversation about how the accounting world recognizes the value of people's contributions to a business enterprise, and to quantify what every CEO on the planet claims: “Our people are this company's most valuable asset.” Dave's book, A Valuation Toolbox for Business Owners and Their Advisors: Things Every Business Owner Should Know, was recognized as a top new release in Business and Valuation and is designed to provide practical insights and tools to help understand what really drives business value, how to prepare for an exit, and just make better decisions. He's also the host of the highly rated Behind The Numbers With Dave Bookbinder business podcast which is enjoyed in more than 100 countries.  

A few weeks ago, Barry-Wehmiller's Chief People Officer, Rhonda Spencer spoke at the 2026 i4CP Next Practices Now Conference. Rhonda was a featured speaker, sharing our message of Truly Human Leadership alongside CEOs and other Chief People Officers from companies such as John Deere, Dick's Sporting Goods, Lumen, Northwestern Mutual, Accenture, Microsoft, FedEx and many more. Originally, Barry-Wehmiller's Chairman, Bob Chapman was supposed to be part of the presentation alongside Rhonda, but he passed away a week before the conference. However, Rhonda was able to incorporate Bob's thoughts through a series of video clips. As you've heard on episodes in the past, Rhonda was one of the architects of our culture at Barry-Wehmiller and as you'll hear her tell, she was often charged with implementing and putting structure around Bob's ideas. Rhonda offers an interesting, insightful and candid perspective for anyone who wants to understand more about Barry-Wehmiller's cultural journey. One that we're still on, every day, one step at a time.

What does it actually take to lead 70,000 people through one of the biggest cultural resets in beauty history?Michael Bowes, Chief People Officer of The Estée Lauder Companies, joins Jessica Neal on Truth Works for a candid conversation about stepping into the top HR seat at an iconic 80-year-old company in the middle of a billion-dollar restructure, the courage it takes to disagree with your CEO without breaking the partnership, and why the loneliness of the role is real but the work is worth it.Michael walks through his path from Saks Fifth Avenue in the early 90s, to Nike, to Tommy Hilfiger, to Coach and Tapestry, and a brief detour into executive search before joining Estée Lauder in 2015. He spent almost ten years in talent before being promoted into the Chief People Officer role. He is honest about the fact he was not chasing the title. He took it because he believed in the new CEO Stefan's vision for the next 80 years of the company.Then the conversation gets into what is actually changing inside Estée Lauder under the new Beauty Reimagined strategy. A culture that used to default to no is now committing to say yes. Over 1,000 different bonus calculations across business units have been consolidated into nine. Brands that used to operate in silos are now rowing in the same direction with one shared set of goals.Michael also opens up about the realities of the CPO seat that no one prepares you for. The loneliness. The board dynamics. The added complexity of working inside a family-majority-shareholder company. The fact that everyone thinks they can do your HR job until you actually have to do something hard. And the running joke that the only people who tell you they would never want your job are the ones who just watched you do it.The episode closes with how Estée Lauder is approaching AI as a tool rather than a threat, including how the company is mining 80 years of prestige beauty consumer data in ways no competitor can match. Plus the rise of K-beauty, why Dr. Jart sits inside the portfolio, the China R&D centre that is reversing the old east-to-west flow of trends, and the philosophy that has guided how Michael hires for the last decade: hire the player, not the playbook.Topics Covered:How The Estée Lauder Companies scaled from a kitchen in Queens to a global prestige beauty portfolioWhy 87% of the workforce is women and how that shapes consumer decisionsTravel retail as a multi-billion dollar growth channelMichael's career path from Saks to Nike to Tommy Hilfiger to Coach to Estée LauderBeing part of the CEO succession conversation before being promoted himselfTaking the Chief People Officer role in the middle of a global billion-dollar restructureThe Beauty Reimagined strategy and its five pillarsShifting the culture from "protect by saying no" to "we say yes"Consolidating 1,000+ bonus calculations into nine business unitsThe loneliness of the CPO seat and why CEO chemistry is non-negotiableHow to disagree with your CEO and still own the decision publiclyNavigating board dynamics and family-majority shareholdersAI as a tool, not a threat, and how Estée Lauder is embedding it across R&D and consumer insight80 years of prestige beauty data and what AI can unlock from itThe K-beauty wave, Dr. Jart, The Ordinary, and the China R&D centreThe biggest hiring mistake organisations make by defaultWhy the right hire is the player, not the playbookThe piece of advice from Michael's grandmother that he still lives byTruth Works is hosted by Jessica Neal, former Chief Talent Officer at Netflix.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   ABOUT: Lucia is a Chief People Officer working at the intersection of talent, technology, and strategy, helping organizations navigate transformation and scale intentionally. Over the past decade, she has partnered with leadership teams at public and high-growth companies to build operating models that support distributed work, enable durable growth, and strengthen resilience. At Virta Health, she built and scaled a fully remote organization recognized by Inc. as a Best Place to Work during a period of rapid expansion. At Patreon, she led the team through hypergrowth, M&A integration, and cultural evolution. Earlier in her career at Yahoo, Lucia designed and implemented analytics and decision-making infrastructure across EMEA, APAC, and the Americas. She holds a PhD in Organizational Behavior from Stanford GSB and brings a systems-driven approach to how organizations operate and evolve at scale.  Takeaways: 1. Honesty Is the Most Underrated Employee Benefit Lucia's diagnosis of broken cultures is blunt: a lack of honesty. In an era defined by uncertainty — AI, economic volatility, global instability — employees want leaders and organizations that will be straight with them. Transparency isn't a communication strategy; it's a cultural foundation. 2. Bring Your Customers Into Your Culture Virta Health keeps honesty alive by bringing its patients — the people receiving its treatment — into all-hands meetings, offsites, and board meetings. It's a radical form of accountability that makes it impossible to lose sight of what the organization is actually for. 3. Remote Done Right Is About Trust, Not Tools Flexibility is a genuine benefit — but only if it comes with trust, clear expectations, and a genuine output-over-hours mentality. Lucia's philosophy: I hired you to do a job from anywhere. Get it done. The moment you start monitoring screen time or sending 3 AM emails, you've broken the contract. 4. Know Your Population Before You Design Your Benefits Virta's benefits strategy starts with a simple question: who are our people and what do they need? Their workforce is majority women in their 30s — so fertility benefits aren't a nice-to- have, they're a core part of the value proposition. Benefits designed without demographic insight don't land. 5. Compensation Comes First — Then Benefits Can Differentiate You cannot win a talent war on benefits alone. Market-rate base, bonus, and long-term incentives have to be in place first. Once they are, benefits become the layer that signals culture and meets employees where they are in their lives. 6. Engagement Is the Proxy Metric for Peace of Mind How do you quantify something as qualitative as peace of mind? Lucia's answer: Track engagement before and after benefits changes. Employees who feel supported show up more connected to the organization. That connection is measurable — and it ties directly to retention and performance. 7. The Attrition Argument Wins the Benefits Budget Conversation When employees are in a high-stakes life phase — fertility, family planning, caregiving — and the company doesn't meet them there, they leave. The cost of replacing them is almost always higher than the cost of the benefit. Lucia builds her ROI case on that math, and it works. 8. AI Is Forcing Leaders to Lead With Meaning As AI automates the transactional parts of management, leaders are left with the one thing AI can't provide: genuine human connection and meaning. Lucia sees this as a cause for optimism — organizations that were coasting on process are now being pushed to actually invest in their people. 9. 3 AM Emails Are a Leadership Failure, Not a Work Ethic Signal Managers who send late-night or weekend messages aren't demonstrating dedication — they're demonstrating poor planning and setting a cultural expectation that others shouldn't have to absorb. If urgency is manufactured, the fix is upstream, not a Sunday Slack message. CHAPTERS: 00:00 – Introduction Adam welcomes Lucia Guillory, CPO at Virta Health, and gets a quick overview of what the company does — including their recent breakthrough linking their treatment to extended survival in pancreatic cancer patients. 02:00 – From Isolation to PhD: How Lucia Got Into People Lucia traces her path into organizational behavior through a personal lens — growing up dyslexic and with ADHD, studying people as a way to understand belonging, and ultimately earning a PhD to drive change in organizations. 05:00 – What's Most Broken in Bad Cultures Lucia's direct answer: a lack of honesty. In a world of tariffs, AI anxiety, and geopolitical turbulence, employees want authenticity and transparency above everything else — and it's rarer than it should be. 07:30 – How Virta Bakes Transparency In Virta's unusual approach to keeping honesty at the forefront: bringing patients (members) into all-hands meetings, offsites, and even board meetings — making it impossible to hide what's working and what isn't. 10:30 – Remote Done Right What it actually means to be a fully remote organization: output over hours, trust over monitoring, flexibility as a genuine benefit, and clear communication as the operating system that holds it all together. 13:30 – The 3 AM Email Problem Lucia's take on managers who send emails at 3 AM or on weekends: it's a leadership failure, not a badge of honor — and employees have to vote with their feet if that's the culture. 16:00 – Total Comp: Where Benefits Fit In You can't win on benefits alone — market compensation has to be there first. But once it is, benefits become the differentiator. Lucia's framework: know your population and design accordingly. 18:30 – Fertility Benefits & Knowing Your Workforce Why Virta chose Carrot as their fertility benefits platform — and how understanding that their workforce is majority women in their 30s made this an obvious, high-impact investment across the full spectrum of family planning. 21:30 – Measuring the ROI of Peace of Mind How do you put a number on peace of mind? Lucia's answer: track engagement. Benefits that reduce stress and meet employees where they are show up directly in engagement scores — and engagement ties to retention and performance. 24:00 – Linking Benefits to Attrition The business case Lucia makes to finance: when employees are in a critical life phase — fertility, family planning, caregiving — failing to meet them there drives attrition. The cost of that attrition is measurable. The cost of the benefit usually isn't. 26:30 – What's Lighting Lucia Up: AI & the Return of Meaning Lucia's optimistic take on the AI moment: as transactional management gets automated away, leaders are being forced to show up with something AI can't provide — meaning, connection, and genuine investment in their people.    

Welcome to the kickoff of Mental Health Awareness Month on PATH! This May, we are dedicated to reducing the stigma surrounding behavioral health and exploring the "delicate interplay" between our hearts, souls, and bodies.In this episode, Jenny and Toni travel to the Denver area (via Kansas City) to sit down with a "joyous human" and "formidable buffalo" of a man: Steve Bloom. After 30 years in the high-stakes world of corporate leadership and private equity, Steve didn't just retire—he pivoted. At age 60, he returned to school to become a mental health therapist, driven by a mission to address the silent epidemic of loneliness and isolation among men.What We Discuss: The "Second Act": The humility and tenacity required to go from Chief People Officer to a 60-year-old grad student. The Crisis of Connection: Why modern men are struggling with a "contradictory script" and how social isolation fuels depression. Tackling the "Darker" Topics: Steve opens up about his work with sexual addiction and the societal impact of pornography and AI. Finding Hope: Why Steve believes we aren't as divided as the media suggests and how small acts of "human kindness" can save lives. The "Buffalo" Mindset: Walking into the eye of the storm with courage and clarity. Key Takeaways & Resources: Start Small: Connection doesn't require an overhaul. A smile, a nod, or noticing the "lady on the scooter" at the park makes a difference. The Power of "Saying Something": If you are struggling with anxiety, depression, or addiction, have the courage to raise your hand. Reach Out to Steve: Steve is open to connecting with listeners. You can reach him at S.C.Bloom@outlook.com. Or connect with him through the counseling firm he works with on Instagram @therapridecouseling. Our Road Trip Mixtape:Inspired by Steve's "80s Classic Rock" vibes and our deep dive into nostalgia, this episode's playlist is our longest yet! Featuring: Steve's Picks: Bruce Springsteen, Van Morrison, R.E.M., The Cure, Elvis Costello, Blondie, and The Pretenders. Jenny & Toni's Reflections: "Everybody Hurts" (R.E.M.), "Say Something" (A Great Big World), "Fix You" (Norbert Leo Butz cover), and "Let It Be" (The Beatles). Connect with PATH: Enjoying the journey? Leave us a review and let us know what "Season" you're currently walking through or connect with us on Instagram @thepathpod.  As always, thanks for being on the road with us!  

In this episode, Janel Allen, Executive Vice President and Chief People Officer, Children's Nebraska, shares how a people first promise and retention focused strategy have strengthened culture, reduced turnover, and improved patient experience. She also discusses workforce development, leadership evolution, and the role of AI in creating a more human centered healthcare environment.

In this episode, Janel Allen, Executive Vice President and Chief People Officer, Children's Nebraska, shares how a people first promise and retention focused strategy have strengthened culture, reduced turnover, and improved patient experience. She also discusses workforce development, leadership evolution, and the role of AI in creating a more human centered healthcare environment.

In this episode, Janel Allen, Executive Vice President and Chief People Officer, Children's Nebraska, shares how a people first promise and retention focused strategy have strengthened culture, reduced turnover, and improved patient experience. She also discusses workforce development, leadership evolution, and the role of AI in creating a more human centered healthcare environment.

What defines great leadership? And how can HR support the leaders of the future?Business leaders are facing rising pressure to take on a growing list of responsibilities, and employees' expectations of people in leadership roles are rapidly evolving.To help navigate these changes, and outline how organisations can best equip the leaders of tomorrow, we spoke to Danny Harmer, chief people officer for the insurer Aviva.Harmer joined the HR Most Influential Hall of Fame list in 2025, after being recognised seven times as one of HR magazine's most influential practitioners.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TANYA E. MOORE As Chief People Officer, Tanya drives initiatives that empower West Monroe's employees and foster a high-performing, supportive culture. Tanya partners with leadership to develop the next generation of leaders, ensuring our people are fulfilled and our employee experience remains a key differentiator. Before joining West Monroe in 2023, Tanya was Chief People Officer at M.C. Dean and spent two decades with IBM, where she led award-winning programs that shaped the company's transformation. She holds an MBA in organizational development from the College of William and Mary. Outside of work, she serves on several advisory boards, including The Conference Board's CHRO Council, the William and Mary Consulting Board of Directors, and the She-Suite Board of Advisors. She is also a sought-after speaker on topics such as workforce transformation, the evolving role of HR, and leveraging AI to advance people and organizational transformation. Key Takeaways 1. Senior Candidates Should Run a Due Diligence Process, Not Just an Interview Tanya's 18-interview process wasn't excessive — it was intelligence gathering. She was evaluating CEO relationship dynamics, board influence, team readiness, and organizational appetite for change. Candidates at any level should approach interviews as a two-way assessment. 2. Know What You're Actually Looking For Before You Start As Tanya put it: smart, kind, humble people. Work she enjoys. Some fun. The clearer you are about your non-negotiables before you start a job search, the better your decision-making will be when offers come in. 3. Employee Ownership Changes the Employment Relationship With 74% of West Monroe employees holding equity in the company, the ownership mindset isn't a metaphor — it's structural. This is a genuine differentiator in total rewards and shapes how employees engage with the business and with clients. 4. Benefits Signal Culture, Not Just Compensation Tanya's view: the specific benefits matter less than what they reveal about a company's values. Organizations that invest in comprehensive, thoughtful benefits are signaling that they see employees as whole people — and that signal is what candidates are actually responding to. 5. COVID Permanently Raised the Floor on Benefits Expectations The pandemic gave people permission to stop and ask what actually matters. Flexibility, mental health support, and personalized benefits have moved from nice-to-have to expected — and companies that haven't caught up are losing candidates to those that have. 6. Open Roles Are a Hidden Employee Retention Risk Every unfilled position means someone else on the team is absorbing that work. The longer a role stays open, the more likely you are to lose another employee as a result. Time to fill is a culture and retention metric, not just a talent acquisition metric. 7. AI in Recruiting Should Eliminate Low-Value Steps, Not Human Connection West Monroe's approach to AI was surgical: identify every step in the recruiting process where technology could add value, and use it there — so recruiters can spend more time on the high- touch, high-judgment work that actually moves candidates. Automated scheduling and AI- assisted interview feedback are the easy wins. 8. Feedback Loops Are the Biggest Bottleneck in Consulting Firm Hiring Getting busy managers to interview isn't the hard part — it's getting their structured feedback afterward. Tools like BrightHire that record interviews (with consent) and auto-generate notes and scoring against the job description are solving a real, expensive problem. 9. Burnout Needs Programmatic Solutions, Not Just Resources Pointing employees to an EAP or mental health benefit isn't enough when burnout is systemic. West Monroe is exploring more customized, structured support for employees who are struggling — moving from reactive to proactive people care. 10. AI Is the Internet — Embrace It or Fall Behind Tanya's optimism about AI isn't naive — it's grounded in historical perspective. Just as nobody predicted what the internet would become, nobody fully knows where AI is going. Her advice: use it, test it, let it make you smarter. "F around and find out."   00:00 – Introduction Adam introduces Tanya Moore, CPO at West Monroe, and sets up a conversation about benefits, candidate experience, and the modern people function. 01:30 – Meet West Monroe & Tanya Tanya describes West Monroe's differentiators — quality, speed to value, client NPS — and traces her career from 20 years at IBM to her current CPO role. 04:00 – Being the Candidate: 18 Interviews Tanya shares what it was like to go through 18 interviews as a senior exec, why she didn't quit, and what she was actually evaluating along the way. 07:00 – What Senior Candidates Should Really Ask The questions Tanya asked that most candidates don't: CEO relationship dynamics, board influence and hands-on vs. hands-off style, team readiness, and what really happens when things go wrong. 10:00 – Modernizing People Ops at West Monroe, walking into an org with no succession planning and no workforce planning, and the systematic approach Tanya took to rebuild people functions from the ground up. 13:00 – Redesigning the Candidate Experience How West Monroe overhauled its recruiting workflows after adopting Greenhouse, dramatically improving time to hire, reducing cost, and elevating both candidate and manager experience. 16:00 – Time to Fill as an Employee Retention Metric Why open roles aren't just a talent problem — they're a burnout and satisfaction risk for the employees left picking up the slack. 18:30 – Employee Ownership as a Total Rewards Differentiator How West Monroe's half employee-owned model and 74% equity participation rate changes how people show up — and how it's positioned as a benefit in the recruiting process. 21:00 – Benefits Beyond the Basics From childcare and dog walking to expanded mental health support, Tanya breaks down what West Monroe offers and why COVID permanently shifted candidate expectations around benefits. 24:00 – Flex Benefits & the Future of Personalization Tanya's vision for benefits that let employees choose what matters to them — gym memberships, yoga, wellness stipends — rather than a one-size-fits-all package. 26:30 – Tackling Burnout Proactively West Monroe's evolving approach to burnout: moving beyond standard mental health appointments toward more customized, programmatic support for employees who need it most. 29:00 – AI in Recruiting: Where It's Actually Working From automated interview scheduling to BrightHire's AI-powered feedback tools, Tanya walks through specific efficiency gains that are giving recruiters more time for high-value human work. 32:00 – Getting Feedback from Busy Hiring Managers The real bottleneck in consulting firm recruiting isn't getting managers to show up — it's getting their feedback afterward. How BrightHire is solving that. 34:30 – An Optimist's Take on AI & the Future of Work Tanya closes with her big-picture view on AI — likening it to the early internet — and her direct advice to anyone still on the fence: "F around and find out."

In this podcast, Greg Voisen sits down with Stacy Winsett, a high-level executive who reveals the raw truth behind her professional success: it was built on a foundation of childhood trauma and hyper-vigilance. Her book, From Ashes to Influence: Leadership Forged by Fire and Faith, serves as a powerful memoir and blueprint, tracing her journey from government housing and a literal house fire to the Chief People Officer seat. She challenges the traditional "strong at all costs" leadership model, offering instead a path toward "stewardship leadership" that replaces survival instincts with faith and presence.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Katya Laviolette, Chief People Officer at 1Password  Katya Laviolette is the Chief People Officer at 1Password, where she's grown a fully remote team to 1,400+ across five countries and achieved a 93% offer-to-acceptance rate. A strategic, globally-minded HR leader, Katya drives business innovation through talent and organizational development. Previously, Katya held executive roles at SSENSE, TC Transcontinental, CBC/Radio-Canada, Rio Tinto, Bombardier Aerospace, and Canadian National Railway. Katya is a Board Director at Sanimax and Solotech, and a founding member of Transform Montreal. She's also an ORHRI member, certified Integral Coaching Canada coach, and actively involved in Pour 3 Points, Governance au Féminin, and Monday Girl. 00:00 – Introduction Adam Poser welcomes Katya Laviolette live from Transform 2026 and sets the stage for the conversation. 01:15 – Meet 1Password & Katya Katya introduces herself and 1Password — an identity security company, fully remote for 20 years, now protecting both humans and AI agents. 03:30 – Evaluating Total Comp as a Candidate Breaking down what candidates should actually consider beyond base salary: bonus, equity, and especially benefits — including what employers contribute to healthcare. 06:45 – Table Stakes vs. Standout Benefits What every company must offer vs. what sets 1Password apart: pet telemedicine, 25 days PTO, 4 company-wide wellness days, and robust family planning benefits. 10:30 – Wellness Days Explained Katya unpacks what a "wellness day" actually looks like at 1Password — full company shutdowns so employees can recharge without guilt. 12:00 – Benefits ROI & Utilization How 1Password justifies the cost of premium benefits through utilization data, focus groups, and productivity metrics — and why cutting benefits should be the last resort. 15:00 – The Onboarding Edge: Starting on Wednesday 1Password's unconventional onboarding approach: all new hires start on Wednesdays so managers are ready, systems are prepped, and new employees get 3 days of company-led onboarding before meeting their team. 18:30 – Staying Connected in a Remote Company How 1Password keeps culture alive across 6 countries: city-by-city executive meetups, all-hands sessions, employee resource groups, and intentional cross-functional collaboration. 22:00 – Being Honest in the Interview Process Katya's approach to radical transparency — telling candidates "1Password might not be the place for you" — and why managing expectations is a competitive advantage. 25:30 – Remote Work Isn't for Everyone A candid conversation about the real challenges of remote work, what it takes to thrive in it, and how 1Password supports employees who may be struggling. 28:00 – AI, Fraud & the Future of Recruiting How 1Password is navigating AI-generated applications, over-embellished resumes, and fraudulent candidates — including mandatory in-person finalist interviews for senior roles. 31:00 – What's Exciting Katya Right Now Katya shares what energizes her most: the curiosity of 1Password's workforce and the chance to be part of a genuinely game-changing mission in AI and identity security.   Key Takeaways 1. Benefits Are a Recruiting and Retention Weapon Katya emphasizes that benefits extend far beyond table stakes like dental and disability. Standout offerings — family planning, pet telemedicine, wellness days, and generous PTO — are central to 1Password's employer brand and a real differentiator in a competitive talent market. 2. Employer Healthcare Contributions Matter More Than Most Candidates Realize The portion a company pays toward employee healthcare can represent thousands of dollars in annual value. Katya urges candidates to factor this into their true compensation comparison — not just base salary. 3. Benefits Only Work If Employees Know About Them and Use Them 1Password achieves high utilization through proactive education, easy administration, annual focus groups by country, and renewal-time communications that show employees the dollar value of their benefits package. 4. Start New Hires on a Wednesday — Not a Monday By onboarding all new employees on Wednesdays, 1Password ensures managers are focused and ready, systems are set up, and new hires get 3 days of company-led orientation before their team ramps up. It's a simple change with an outsized impact on first impressions. 5. Radical Transparency Reduces Mis-Hires Rather than selling every candidate on the company, Katya actively explains the challenges of remote work and the intensity of 1Password's mission. The company even includes language in offer materials saying "1Password might not be the place for you." This honest framing reduces early attrition. 6. Remote Culture Requires Intentional Design Staying connected across time zones doesn't happen by accident. 1Password invests in city-by- city in-person gatherings, structured all-hands, manager training on relationship-building over Zoom, and employee resource groups to keep culture alive. 7. AI Is Reshaping Recruiting — And Security-First Companies Are Ahead of the Curve 1Password has implemented fraud detection tools at the top of the application funnel, trained interviewers to identify AI-generated content, and instituted multi-stage interview loops with mandatory in-person finalists for senior hires. 8. Don't Cut Benefits When Things Get Tight Benefits are foundational to culture and trust. Katya argues that benefits should be among the last things cut in a cost-reduction scenario — the ROI from retention, productivity, and employer brand far outweighs the savings. 9. Time Is Currency for Employees Whether it's concierge benefits that handle personal logistics, flexible scheduling for a remote lifestyle, or wellness days that give genuine mental recharge time — giving employees their time back is one of the highest-ROI investments a company can make.  

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About: Maribel R. Diz is the Head of People for Latin America and the Caribbean Region at Visa. She is responsible for developing and executing people strategies in support of the overall business plan and direction in the region. She is also a strategic business advisor to the Visa Latin America and Caribbean leadership team regarding talent needs and plans for the region, including Miami, Argentina, Brazil, Mexico, Chile, Colombia, Costa Rica, the Dominican Republic, Ecuador, Guatemala, Panama, Peru, Puerto Rico and Venezuela. She has also served as the global People Champion, serving as the Chief People Officer's advisor, enabling her to work closely with the global People community in meeting the strategic priorities of the function. Maribel has more than 25 years of experience with Visa, and has a proven track record of working very closely across functions and geographies, providing leadership and driving change in the organization, while also promoting the Visa culture and leadership principles with diversity and inclusion across the region. She specializes in transformational work focusing on creating high performing leadership teams. Maribel has a Masters of Science in Human Resources Management from Florida International University and an undergraduate degree in Business from Nova Southeastern University. She also holds a Doctoral in Business Administration with distinction at Florida International University. She sits on the Center of International Business Education and Research, and Masters in Human Resources advisory boards at FIU, and was recently appointed as a Co-chairperson of the Doctoral in Business Administration Advisory Council. She is an active role model for HISPA (Hispanics Inspiring Student's Performance and Achievement) speaking to high school students inspiring them to stay in school and follow their dreams. She is a published author and accomplished speaker on all things leadership and gender inclusion, and is also specialized in the different workplace generations. CHAPTERS 00:00 Opening + final interview from UNLEASH01:00 Intro to Maribel Diz (Visa HR Leader)02:30 30-year career at Visa: why she stayed04:30 Career growth, promotions & confidence06:00 Generational shifts in the workforce08:30 Gen X vs Millennials vs Gen Z dynamics10:30 Why Gen Z is misunderstood12:00 What Gen Z actually needs from leaders14:00 Leadership strategies for younger talent16:00 Remote work vs in-office debate18:00 “If you want a career, come into the office”20:00 The value of proximity, visibility & relationships22:00 Hybrid work realities across global teams24:00 HR tech & AI: what's actually exciting26:00 Using AI to remove tactical work28:00 The future of HR as a strategic function30:00 Leading with personalization (not one-size-fits-all)32:00 What truly motivates Gen Z and millennials34:00 Research insights: how Gen Z processes information36:00 Attention myths vs reality38:00 Motivation vs inspiration in leadership40:00 Preparing for the future workforce42:00 Final advice for leaders and organizations43:30 Closing + where to connect KEY TAKEAWAYS Gen Z is not entitled—they are highly capable but require guidance and context Leadership must shift from one-size-fits-all to personalized development Remote work offers flexibility, but in-person work accelerates career growth Relationship building and visibility remain critical for long-term success AI will remove tactical HR work and elevate the importance of strategic leadership Motivation is internal—but inspiration must come from leadership Generational differences are less about conflict and more about understanding The future of work requires meeting employees halfway while maintaining standards

Daisy Auger-Dominguez is a global Chief People Officer, keynote speaker, and author of Burnt Out to Lit Up and Inclusion Revolution. Currently leading people strategy at Digital Asset, a high-growth fintech, she has shaped culture at Google, Disney, Moody's, and VICE. A TEDx speaker and contributor to Forbes and Harvard Business Review, Daisy helps leaders and organizations build the clarity, steadiness, and systems to lead what's next without burning out in the process. In this episode… Burnout is an all-too-familiar experience in the workplace, especially for leaders balancing people management with high performance. As professional demands grow and organizational culture lags behind, how can leaders sustain their energy, lead with purpose, and inspire their teams without losing themselves in the process? Workplace strategist and leadership expert Daisy Auger-Domínguez has developed strategies for conquering burnout and leading with intention. To sustain energy and inspire others, she recommends beginning with self-awareness by using the Japanese ikigai framework to connect your strengths and passions with team needs and payment structures. Leaders can also set clear boundaries, reshape harmful narratives, and use scripted, compassionate conversations to address tension within teams.  In this episode of the Lead Like a Woman Show, Andrea Heuston interviews Daisy Auger-Domínguez, Founder and CEO of Auger-Domínguez Ventures, about creating sustainable leadership while avoiding burnout. Daisy explains how to dismantle racial bias and discrimination in the workplace, the role of storytelling and culture in leadership, and how to reignite your passion.

Paul Rubenstein is Chief Evangelist at Visier, where he partners with CHROs and senior executives to connect talent strategy to business outcomes. He helps organizations move beyond traditional HR to build functions that are commercially minded, data-driven, and aligned to how the business actually runs. With more than two decades of experience across consulting and executive roles, including Chief People Officer and Chief Customer Officer at Visier, Paul brings a unique perspective on how HR can drive real business performance. His mission is simple: unlock the untapped potential of HR and make work better. These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com ⏱️ Chapters 00:00 – Cold open: conference chaos and “no one eats lunch”01:10 – Meet Paul Rubenstein and his HR journey02:30 – From consulting to HR leadership to evangelist04:00 – Why connecting talent to business outcomes matters05:30 – The dual role of HR: business driver + function optimizer07:00 – The evolution of HR: industrial → personnel → strategic09:30 – The rise of systems: PeopleSoft, scale, and efficiency11:30 – Engagement, sentiment, and the human side of HR13:00 – Globalization and the modern HR operating model14:30 – Why AI is a true inflection point—not just hype16:00 – The problem with siloed HR tech stacks17:30 – Orchestration layers and systems talking to systems19:00 – Democratization of data and decision-making20:30 – The importance of data quality in the AI era22:00 – The dark side: speed, skills gaps, and misuse of AI24:00 – Human + machine optimization (Toyota analogy)26:00 – Why rethinking work is the real challenge27:30 – How HR leaders (and everyone) must evolve29:00 – Why empathy still matters—and won't be replaced

AI transformation doesn't fail because of technology, it fails because of culture. In this episode of Technovation, Peter High speaks with Trevor Schulze, CIO, and Eva Majercsik, Chief People Officer, of Genesys, about how they are jointly leading a human-centric AI transformation across a 6,000-person global organization. Together, they unpack why AI must be treated as a cultural shift and how organizations can drive adoption at scale. Key insights include: Why AI literacy is the foundation of enterprise adoption How CIOs and CPOs must co-own transformation The shift from automation to augmentation in the agentic era How experimentation unlocks innovation across the workforce Why change management is now a core leadership capability

Today I sit down with Jason McCann, Co-Founder and CEO of Vari - a company that started when his business partner stood at a cardboard box complaining of back pain and turned that moment into a brand that has shipped millions of desks and transformed over a thousand offices. Jason built Vari direct-to-consumer in an industry that had never seen it. He bootstrapped the company while every instinct in the market said raise capital and burn cash. He became the fastest-growing company in Dallas, survived COVID after just putting $15 million into a TV campaign and opening 12 showrooms, and came out the other side as a fundamentally different leader. We go deep on what it actually takes to innovate legacy product categories, how he recruited the former Chief People Officer of Southwest Airlines over a cup of coffee, and why an introvert had to learn to over-communicate when hundreds of families were counting on him. I hope you enjoy this episode as much as I did. Links: Vari - https://www.vari.com/ Jason on LinkedIn - https://www.linkedin.com/in/jason-mccann-vari/ Support our Sponsors Collateral Partners: https://collateral.com/fort Ramp: https://ramp.com/powers Topics: (00:00:00) - Intro(00:03:29) - How Vari was started(00:08:42) - How entrepreneurs should think about product development(00:11:24) - How Jason approaches AI(00:24:07) - Developing the standing desk(00:36:53) - Jason's approach to manufacturing(00:47:16) - How Vari develops new products and services(00:56:59) - Bringing on the head of people of Southwest Airlines(01:04:31) - How Vari thinks about innovation vs. leaving products alone(01:14:55) - The future of work in 2026(01:19:50) - The reindustrialization of America(01:23:36) - Jason's unique leadership style(01:28:47) - Why Jason only wears black(01:31:52) - What a week looks like for Jason(01:40:46) - How vari runs exec meetings Chris on Social Media: X: https://x.com/fortworthchris Instagram: https://www.instagram.com/thepowerspodcast LinkedIn: https://bit.ly/45gIkFd Watch POWERS on YouTube: https://bit.ly/3oynxNX Visit our website: https://www.powerspod.com/ Leave a review on Apple: https://bit.ly/45crFD0 Leave a review on Spotify: https://bit.ly/3Krl9jO