Podcasts about chro

In this episode we are joined by Daniel Illes, VP of People at Vinted to discuss How to Lead Effectively Across Borders And Cultures.Thanks for BetterUp for supporting the show!Learn how to cultivate more future-minded leadership across your entire organization in the full Winter Insights Report from BetterUp Labs.https://bit.ly/3LrYCms

While HR technology has made significant advances in the past few years, HR leaders still face challenges in delivering value to the organization through technology. Marcia Morales-Jaffe offers a path forward and shares insights from her experience as the former Chief People Officer of PayPal and World Fuel Services. Morales-Jaffe outlines how HR leaders can make the most of their technology investment and discusses the role that manager development, culture and change management play in the success of HR technology. Marcia Morales-Jaffe is a retired CHRO and Emeritus Member of the Gartner CHRO Global Leadership Board. She currently serves as Senior Advisor at McKinsey & Company's People & Organizational Performance Practice. Until 2017, Marcia was SVP, Chief People Officer at PayPal where she played an integral role in shaping culture and advancing its transformational business vision and social mission. Peter Aykens is Chief of Research in Gartner's Human Resources practice. Mr. Aykens is responsible for defining research coverage within the practice and building and leading research teams addressing client's key initiatives. In prior roles at the firm, he spent over 25 years leading research teams focused on banking and financial services strategy producing numerous studies that addressed business strategy, channel, marketing, customer experience and product issues in financial services. He holds a B.A. in Political Science from St. Olaf College; a MSc.(Econ) degree in International Politics from the University College of Wales, Aberystwyth; and a MA and Ph.D. in Political Science from Brown University.

“Putting the human back in Human Resources” – we've all heard the phrase, decrying our industry's perceived focus on process, paperwork, and, in more recent years, technology. But humanity and technology don't have to be at odds with one another – in fact, when they work together, they can drive successful business transformations and help create high performing teams! Joining us today to help us answer these questions is Larry McAlister, a three-time CHRO and the number one international best selling author of The Power to Transform: A Field Guide to Building a Human-Centered, Tech-Enabled Work Culture! Here, he explains: Why we are living in "The Golden Age of Technology"; Common reasons why digital transformation efforts can fail; The value of "golden-threading" your organization; and The four key elements to create a thriving, engaged employee ecosystem!         If you prefer to read along while you listen, we've done all the hard work for you! We listened back to this episode and took notes below, and access is free!   The Golden Age Of HR Technology The time we live in is often called “the golden age of HR technology.” This is because of three key elements: How fast the technology is moving How much HR technology is out there How HR tech affects every part of the employee experience. The role of data in talent acquisition, employee development, and employee retention is another example of how we're in the golden age of HR technology. This means HR professionals can cross-reference pulse surveys with AI recruiting and peer coaching tools. This can yield a more encompassing picture of where the workforce is at. Despite this, only 15% of companies are fully engaged in a full HR stack. So while there is more HR technology than ever, fewer companies fully utilize it to its full potential. HR team members must act quickly to get buy-in from everyone; they need to be the ones driving human-centric digital transformation. UNLOCK THE FULL EPISODE COMPANION GUIDE Get all the notes, links, tips, tricks and most important content from this episode - for free! Show me! By signing up you agree to our terms People Have To Be First: Understanding Human-Centered Digital Transformation Mr. McAlister started his HR career by developing a welfare-to-work program for his then-employer Citibank. This program aimed to establish entry-level job opportunities and teach those hires how to be employed in a professional environment. His program was successful, with 19 out of 20 individuals maintaining their employment with Citibank. His HR department then brought him on to the HR team. But what caused Mr. McAlister to choose HR as his long-term career path was working for a company with a “mean” attitude towards firing, layoffs, demoting, and the organizational chart. After being eventually laid off from this organization, Mr. McAlister realized that in workplaces, people have to be first – and he devoted the rest of his career to making sure they always remained first. That's one reason Mr. McAlister wrote a “field guide” rembracing human-centric digital transformation, intentionally designed as a step-by-step guide for HR professionals and corporate leadership to follow. All HR professionals can be technology and transformation experts with the right guidance and strategy. Why Human-Centric Digital Transformations Can Fail A silver lining of the COVID-19 pandemic is that almost all companies experienced a major transformation. During the immediate aftermath of COVID, it was a lot easier for everyone to embrace this human-centric digital transformation as everyone had to do it simultaneously. After COVID, companies face the challenge of handling employee feedback as employees are now more empowered in their workplaces. However, there's no clear best way to manage this feedback.

In this episode we are joined by Arun Chidambaram, People Analytics Leader at GE Healthcare to discuss The 6 Key Skills Every People Analytics Leader Needs.Thanks for BetterUp for supporting the show!Learn how to cultivate more future-minded leadership across your entire organization in the full Winter Insights Report from BetterUp Labs. https://grow.betterup.com/resources/f...

In this episode we are joined by Randal Pinkett, entrepreneur, speaker, author, Chairman and CEO at BCT Partners to discuss 5 Steps to Data-Driven DEIThanks for BetterUp for supporting the show!Learn how to cultivate more future-minded leadership across your entire organization in the full Winter Insights Report from BetterUp Labs. https://grow.betterup.com/resources/f...

In this episode of Redefining Work, I sit down with Chevron Vice President and Chief Human Resources Officer Rhonda Morris. Rhonda and I discuss her nonlinear path in HR, how she's built a global people strategy and how she communicates in clever ways with the workforce.

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In this episode we are joined by Aaisha Knights, Chief People Officer at LMAX Group to discuss Navigating the Transition: HR Leaders' Journey from Large Corporations to Mid-Sized Scale-ups.Thanks for BetterUp for supporting the show!Learn how to cultivate more future-minded leadership across your entire organization in the full Winter Insights Report from BetterUp Labs. https://bit.ly/3LrYCms

This week we had four 3-time guests on for an MPL Group Chat:  Lyndsay Lord, CHRO at DECA Dental Group Dilshan Ratnayake, Leading HR Executive Rhiana Barr, Chief People Officer at Snap Finance Kristen Barbor, Leading HR Executive We talked about the future of work and why we need more Chief People Officers to transition into the CEO role. Timestamps:   (1:37) Good news stories (8:50) Biggest reflections looking back the last couple of years (15:50) Future or fad: Remote work (22:34) Future or fad: DEI budgets (28:50) Future or fad: ChatGPT (36:09) Future or fad: The focus on mental health and wellbeing (44:30) What the group is most concerned about for the future (47:00) Boards need to take the people element seriously (51:40) What's getting the group fired up for the rest of the year (57:00) We need more Chief People Officers transitioning to CEO  Subscribe to the MPL Weekly Digest: https://forms.gle/qdt6YaWULfoEHb6n8 Follow us on LinkedIn: https://www.linkedin.com/company/the-modern-people-leader

Why it was selected for "CBNation Architects": Jacob has experience from being a CHRO and he understands and has a different perspective and looking at recruiting as a research sales and people attraction strategy combined with setting up their own internal recruiting marketing agency. In order to attract the right talent that solves the business problem. He understands the fundamental problem of trying to build pillars around the human power of business. We spoke about so many things including culture and how it impacts an organization.  I AM CEO Handbook Volume 3 is HERE and it's FREE. Get your copy here: http://cbnation.co/iamceo3. Get the 100+ things that you can learn from 1600 business podcasts we recorded. Hear Gresh's story, learn the 16 business pillars from the podcast, find out about CBNation Architects and why you might be one and so much more. Did we mention it was FREE? Download it today! Previous Episode: https://iamceo.co/2022/11/12/iam1552-recruitment-expert-helps-companies-create-efficient-recruiting-process/

She claimed her unique leadership voice then something big happened.You'll be inspired by Julie Spurlin, CHRO of HCSS, who shares her personal experience of facing impostor syndrome early in her career and how she defeated it.Impostor syndrome is real and can hold even the most accomplished executive leaders back from reaching their full potential. It's time to bring authenticity to your leadership style, overcome self-doubt, and step confidently into your role as a successful leader.Check out this interview!Julie Spurlin is Chief Human Resources Officer with HCSS, a software company serving the heavy civil construction industry, headquartered in Sugar Land, TX. She has over 25 years of experience in HR, mainly in technology organizations including RSA (a Dell Technologies Company) and Software AG. Her experience covers HR Business Partnership, Global HR strategy, M&A, public, private and PE held companies, and really encompasses all parts of the Employee Lifecycle support.She believes in keeping heart at the center of leadership and maintaining a servant mindset.LinkedIn Profile http://www.linkedin.com/in/jaspurlinCompany Link: https://www.hcss.com/What You'll Discover in this Episode:Uncovering the leadership lessons of football legend, Frank Beamer.The secret to retaining star leaders who've already quit.The qualities leaders need to secure their seat at the table.The importance of inspiring the next generation of leaders for a stronger future.Leading with heart: The power of authenticity in leadership.-----Connect with the Host, #1 bestselling author Ben FanningSpeaking and Training inquiresSubscribe to my Youtube channelLinkedInInstagramTwitter

In this episode we are joined by Tope Sadiku, Head of Strategic Planning - Strategy, Transformation, Agile and Digital Revolution at The Kraft Heinz Company to discuss How AGILE@SCALE: Kraft Heinz's Transformation to a Digitally-Powered EnterpriseThanks for BetterUp for supporting the show!Learn how to cultivate more future-minded leadership across your entire organization in the full Winter Insights Report from BetterUp Labs. https://bit.ly/3LrYCms

“Instead of having broad job categories that everybody has to fit into, you tailor a person's job around their specific skills and capabilities”, says Jon. “It could be where people work, the work that people do and how much people work. We want to enable as much flexibility as possible.”Jon shares his career journey from the U.S. Air Force to his first HR job with Siemens before transitioning to financial services, holding positions with HSBC and Wells Fargo before joining Principal Financial Group in 2018. He highlights Principal's global footprint and balancing his responsibilities as CHRO for a global business with a headcount of 20,000 alongside his EVP role at Principal Global Services. Discussing Principal's north star goal of creating a personalized employee experience, Jon gives specific examples of how they are moving towards a more diverse and inclusive environment.“If you peel back what it would mean to have a completely personalized employee experience, in order to make that successful, you would have to have a very inclusive mindset. If you have the systems to figure out how to tailor a job experience to an individual's preferences and capabilities, might that be the ultimate level of equality?”Jon shares his recommendations to senior executives interviewing for a role at Principal. “Nothing says more to us than a person in an interview process who's clearly done their homework. They've watched our investor relations. They understand as much as they can about who we are, then can identify exactly the value that they can bring to the organization. It's basically creating relativity in in a conversation.”He gives advice to fellow HR leaders and emphasizes the one lesson that his job has taught him along the way. “You hear something, it may or may not be true. Every single story has a few sides. You can only get to some form of the truth when you get all three sides.”Connect with Jon Couture on LinkedIn or find out more about Principal Financial Group The Insurance Coffee House Podcast is hosted by Nick Hoadley, CEO, Insurance Search, the Executive Search Consultancy for growing Insurance and Insurtech businesses around the globe.To discuss identifying & attracting the very best talent to your team or being a podcast guest, reach out to Nick via nick.hoadley@insurance-search.com Copyright Insurance Search 2023 – All Rights Reserved.

Guillermo Corea is the Managing Director of the SHRM Workplace Innovation Lab and Venture Capital initiatives. He joined SHRM in 2015. He and his team are focused on finding and cultivating technologies that will impact the future of work. Guillermo's team organizes the SHRM Better Workplaces Challenge Cup and Workplace Tech Accelerator plus they lead the organization's impact investing program. Guillermo is a vocal leader in the HRTech community.  This was a fun one because we got to record in person at SHRMTech 2023 in San Francisco. Only our fifth live recording in more than 190 episodes!Listen and learn...How HR teams should drive workplace innovation Which Shark Tank shark is judging the Better Workplaces Challenge CupHow SHRM Labs connects tech entrepreneurs with HR leaders Why the CHRO is the most strategic exec in the C-suite How the pandemic and an aging employee population are creating opportunities for HRTech The technology Guillermo says will change work most in the next decade How to confront the problem of biased algorithms making HR decisions Why the HR blockchain will replace background check vendors The HRTech company Guillermo is ready to fund! References in this episode...Reza Nazeman, former CIO of SAP Concur, on AI and the Future of WorkKamal Ahluwalia, Eightfold President, on AI and the Future of WorkJason Corsello, VA at Acadia Ventures, on AI and the Future of WorkSHRM Labs

  Maryjo Charbonnier isn't afraid of a challenge. In fact, throughout her career, she has sought out difficult problems so that she can be part of the solution. Her passion for change-making has led her to her current position as the Chief HR Officer at Kyndryl, an IBM spin-off which is now the world's largest startup with over 90,000 employees and $19 billion in revenue. In this episode, Maryjo and I do a deep dive into what it takes to cultivate and maintain a thriving company culture. Maryjo is a real expert on cultural processes, and leaders and HR professionals in any field will benefit from the wisdom she shares today!    Key Points From This Episode:   Maryjo shares the origin story of Kyndryl. The work that Maryjo and her team did to ensure that Kyndrl was a successful spin-off. Three core elements of any company culture.  Defining the culture at Kyndryl (“The Kyndryl Way”) and the process they have gone through to develop it.  Why Maryjo advises HR professionals to seek out difficult problems.  What Maryjo loves about being part of business and cultural transformations. Maryjo's thoughts on how culture is created. The role of HR professionals in the development of company culture.  Values that Kyndryl aspires to embody.  The importance of getting continuous feedback when building a company culture.  An overview of Maryjo's career journey to date.  Advice for getting the most value out of your career as an HR professional.    Tweetables:   “When spins happen, they are a chance to both do a big transformation on the business side and also in HR.” — Maryjo Charbonnier [0:02:45]   “Culture manifests in three different ways; behaviors, systems…and symbols.” — Maryjo Charbonnier [0:05:05]   “In an HR career, it's important, if you really want to accelerate your career, to seek the heat. Go where the big problems are because those are where everyone has eyes, and if you can make the difference it can really help accelerate your career path.” — Maryjo Charbonnier [0:12:26]   “I think about [culture] as a garden. It's a garden that needs to be tended and cultivated. Yes, if left to its own devices, it will just grow organically, but that may or may not be what you want.” — Maryjo Charbonnier [0:15:19]   “One of the most important things HR people do is listen to what isn't said.” — Maryjo Charbonnier [0:16:36]   Links Mentioned in Today's Episode:   Maryjo Charbonnier on LinkedIn Kyndryl Kyndryl on LinkedIn Walking the Talk Talk Talent to Me Hired  

Jim Link, CHRO of SHRM, spent the first 15 years of his career suppressing his natural empathy and has spent the last 15 reclaiming it. Through a wealth of experiences, including a severe illness in his family, he realized firsthand how empathy positively impacts engagement, customer satisfaction, and shareholder return. In this episode, Jim discusses empathy's essential role in driving business success. He shares his keen insights and passion for compassion when it comes to empathetic leadership. Listen in to hear what you can do to create a greater sense of inclusivity in your work culture and how to get back to your natural, empathetic self.  Connect with Jim: https://www.linkedin.com/in/jim-link/ Learn more about SHRM: https://www.shrm.org/ Connect with Andrea: https://www.linkedin.com/in/leaderdevelopmentcoach Learn more about HRD: https://hrdleadership.com/

Workology Podcast interview with Mimi Singer Lee, Executive Vice President and CHRO of b1BANK, as part of the CHRO series. The post Episode 396: Staying True to an Organization's Beliefs With Guiding Principles with Mimi Singer appeared first on Workology.

With the rising demand around employee expectations, leaders will be challenged like never before to provide authentic, tailored workforce experiences that empower people to do their best work. Innovative solutions are gaining greater momentum, as employee experience emerges as a defining priority.Listen to hear why the heightened focus on employee experience is influencing the way employers approach talent challenges in real-time, making the future of work even more fluid.Panelists:Colleen Mitchell, DEIB and Culture Leader, NordstromDonald Knight, CPO, Greenhouse SoftwareTracy Layney, EVP and CHRO, Levi Strauss & Co.Moderated by: Derek Lundsten, President & Chief Culture Officer, LifeGuidesBIOS:Colleen Mitchell is the Diversity, Equity, Inclusion, Belonging (DEIB) and Culture leader at Nordstrom where she is focused on operationalizing DEIB strategies to achieve equitable outcomes in the workplace, marketplace, and community. Prior to joining Nordstrom, Colleen was the Head of Diversity, Equity, and Inclusion (DEI) at Petco where she was responsible for establishing the multi-year DEI vision, strategy and goals for the company. Colleen also served as the DEI leader for Amazon's global customer fulfillment organization. In this role, Colleen provided leadership and direction to DEI Business Partners as they developed and executed DEI strategies and accountability mechanisms to deliver on key initiatives for more than 700,000 employees globally. She has more than 15 years working across DEIB, HR, and Operations to create inclusive and equitable workplaces for all employees.Donald Knight is the CPO at Greenhouse Software. He leads with a people-first mentality hoping to unlock the potential of Greenhouse talent globally. With a laser focus on the connection between people and the processes that serve them, Donald and his team create proximity by building bridges focusing on enhanced experiences that nurture culture and develop people. He is responsible for providing global strategy and leadership in developing, overseeing, and administering people programs. Before Greenhouse, Donald served as Senior Vice President of Global Talent for Edelman, where he helped shape the HR brand as a proactive, insightful, and collaborative solution provider.Tracy Layney is Executive Vice President and Chief Human Resources Officer at Levi Strauss & Co.  Tracy is responsible for LS&Co.'s people strategy on a global scale, including diversity, equity & inclusion, recruiting, employee engagement, talent management, compensation and benefits, HR technology and HR communications. Tracy brings more than 20 years of experience in human resources and organization strategy to her role. Prior to joining LS&Co., she served as senior vice president and chief human resources officer for Shutterfly, Inc., the leading retailer of personalized photo-based products. Before Shutterfly, Tracy spent 10 years at Gap Inc., where she held numerous senior leadership roles in HR, most recently serving as the senior vice president of Global Human Resources and Communications for Old Navy. Prior to Gap Inc., Tracy held positions at LS&Co. and PricewaterhouseCoopers/IBM Business Consulting Services where she worked with Fortune 500 clients in the high tech, financial services, retail and healthcare industries on projects ranging from organization design and development to strategic change management.Follow Colleen on LinkedIn → https://www.linkedin.com/in/colleenmitchell/Follow Donald on LinkedIn → https://www.linkedin.com/in/proximityknight/Follow Tracy on LinkedIn → https://www.linkedin.com/in/tracylayney/

Kate Parente (Chief People Officer, Pega) joined us on The Modern People Leader. We talked about making the office a magnet, building a strong relationship with your CEO, and the power of storytelling as a people leader. Timestamps:   (1:22) Good news stories (13:00) This is her first Chief People Officer role (17:00) Why we should be jealous she gets to work at Pega (20:00) The paradigm shift that's happening at work (22:00) There's no one size fits all approach to work (25:00) How the people team is structured at Pega (28:28) Making the office a magnet, not a mandate (31:00) Piloting “Connection Weeks” at Pega (32:46) What makes the Pega people team unique (37:18) The CEO CHRO relationship (40:46) Figuring out what people are thinking and feeling at this moment (42:00) Rapid fire questions Subscribe to the MPL Weekly Digest: https://forms.gle/qdt6YaWULfoEHb6n8 Follow us on LinkedIn: https://www.linkedin.com/company/the-modern-people-leader

How can you avoid burnout in yourself and your executive team? Our guest today is Teresa Vozza. Teresa is a passionate advocate for eradicating burnout in the executive ranks. Teresa is a leadership expert, certified executive coach, and former Human Resources Executive with over 20 years of corporate experience, most recently at Allianz Partners as CHRO. She is highly skilled in leading change, building executive teams, communication strategy, and increasing employee engagement and wellbeing through the facilitation of heart-centered leadership conversations. Teresa is unafraid to go deep, go wide, and go far to unleash individuals' potential. She is a regular contributor on Breakfast Television and several podcasts, such as Power Presence Position, Wickedly Smart Women, and Entrepreneurs On Fire. Teresa is described as bold yet heart centered. Pragmatic yet visionary. Direct yet approachable. Challenging yet responsive. Reflective yet results oriented. She is a graduate of McMaster University, the Canada Coach Academy, and accredited with the International Coaching Federation as well as The Accredited Board of Neurolinguistic Programming (ABNLP). Listen as we explore why executive leaders experience burnout, how to recognize the signs of burnout in yourself and your team, the difference between harmonious hustle and harmful hustle, how to avoid burnout before it happens, and how to overcome it if that's where you're at right now. What We Discuss in this Episode  The reasons why executive leaders experience burnout Symptoms of burnout Getting to the root issue The realities of overwhelm and underwhelm in the workplace Anxiety that comes from overachieving Changing the way we think about leadership and achievement How to know if you're experiencing burnout Recognizing physical, mental and emotional exhaustion Knowing your window of tolerance and setting healthy boundaries Why it's not as simple as saying NO How to maintain your boundaries and still achieve the necessary results Harmonious hustle vs harmful hustle Matching your why with your work Tools for avoiding burnout or overcoming burnout Embracing self-care as a process rather than an activity How to identify signs of burnout in others Complete Show Notes: https://leadersoftransformation.com/podcast/leadership/451-eradicating-burnout-in-leaders-teresa-vozza 

Want to become more heart-centered? We invite you to join us on Deb's Dailies (daily blog and newsletter), a daily reflection on living and loving life as a heart-centered leader.Steve Cadigan is a global leader in all things Future Of Work and talent advisor to leaders and organizations across the globe. As Founder of his own Silicon Valley-based firm, Cadigan Talent Ventures, Steve advises a wide range of innovative organizations that include Twitter, Eventbrite, Cisco, Intel, The Royal Bank of Scotland, Telefonica, Salesforce, and the BBC. He is also regularly retained by some of Silicon Valley's leading VC (Venture Capital Investment) firms such as Andreesen Horowitz, Index Ventures, Sequoia, and Greylock Partners for his counsel on a wide range of talent topics.Steve speaks at conferences and teaches in major universities around the world. His work in helping shape the culture at LinkedIn led Stanford University to build a graduate-level class around this ground-breaking work. Steve is frequently asked to appear on global TV and is a frequent guest on Bloomberg West and CNBC. Throughout his career, the teams, cultures, and organizations he has led and helped build have been recognized as exceptional, “world- class” performers by the Wall Street Journal and Fortune Magazine.Before launching his firm, Steve worked as an HR executive for over 25 years at a wide range of companies and industries including ESPRIT, Fireman's Fund Insurance, Cisco Systems, PMC-Sierra, Electronic Arts, and capped by serving as the first CHRO for LinkedIn from 2009 through 2012, taking the company from a private firm of 400 employees, through an IPO and helping set it up to be the powerhouse that it has become today.Today Steve serves on the Board of Directors to three companies and also sits on the Advisory Board of several other progressive organizations. His passion is helping leaders and companies build compelling talent strategies.In August of 2021, Steve published a ground-breaking book on the Future of Work titled Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working. Even before its release, it realized #1 on the Amazon list of Hot New Releases.Over his career, Steve has lived in Singapore, Canada, and the United States. He has interviewed, hired, coached, and mentored thousands of employees and leaders within a wide range of industries and geographies. This is what sets Steve apart from others who speak about the future of work. Steve has lived deep inside the world of work as an employee AND as an employer. His experiences and achievements give him a unique and authoritative point of view, essential to all discussions about the future of work.Steve graduated from Wesleyan University with a BA in History and received a Master's Degree in HR & Organization Development from the University of San Francisco.Connect with Steve at* https://stevecadigan.com/* https://www.linkedin.com/in/cadigan/* https://www.facebook.com/thestevecadigan* https://twitter.com/SteveCadigan This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit debcrowe.substack.com

"Human Capital is not some subset of 'HR.' It's less about process and more about people, the culture they desire, and a vested commitment to the development of their skills."   Jess Elqmuist is the CHRO and Chief Evangelist at Phenom, a company whose mission is to help 1 billion people find the right job. Their Talent Experience platform bridges people, data, and interactions to great experiences, using AI and automation, so that leaders can hire faster and retain their employees. What Jess enjoys most is helping C-suite leaders maximize the potential of their team. "My best days are when I'm bringing solutions to CEOs and CHROs that help their workforces run at peak performance. And I do it from the perspective of a people and workplace culture executive who believes in the power of human capital to help organizations thrive." Jess Von Bank and I welcomed our Special Guest: Jess Elmquist, to talk about putting the HUMAN back into HR and how leaders can find, develop and retain the best talent using 3-Ps: Purpose, People & Process.

Summary:Mark Hanson is the VP of Strategy with Lightcast (formerly Emsi Burning Glass), a company whose ultimate goal is to connect individuals with the right skills and right jobs in the right places. Throughout his career, Mark has worked as Associate Director of Talent Acquisition at UnitedHealth Group and as Adjunct Professor at Bethel University. In this episode, Mark talks about how companies can leverage their employees's skills in a tight labor market, and why 2023 might be the year of the CHRO. Chapters:[0:00 - 3:26] IntroductionWelcome, Mark!Today's Topic: Is Re-skilling Employees the Solution to a Competitive Labor Market?[3:27 - 11:28] How the economic landscape will shape HR in 2023How does HR deal with the confusing economic landscape we're faced with todayConsider re-skilling employees instead of laying them off[11:29 - 14:48] Things that didn't surprise us in 2022A fully developed, end-to-end, holy grail solution still doesn't exist… yet?Traditionally non-HR companies are breaking into HR technology[14:49 - 22:59] Where is the HR technology heading in 2023It's all about partnerships, integrations, and unified systemsAs organizations feel tighter margins, CHROs will play a larger role in molding the future of our workforce[23:00 - 24:03] ClosingThanks for listening!Quotes:“The labor market is great for candidates right now—they have more power than ever.”“CHROs finally have a huge say in where [their companies] are going, and they're going to have even more of a say in 2023.”Contact:Mark's LinkedInDavid's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris

Workology Podcast interview with Karoline Saffi, Chief People Officer at Mission Cloud, as part of the CHRO series. The post Episode 395: Bringing a Fulfilling and Engaging Experience Into the Workplace With Karoline Saffi appeared first on Workology.

Inspiring People, Inspiring Journeys, is a new podcast series in 2023, moderated by Sanja Haas, Leader of the Human Capital Center, Europe. Each episode features an informal conversation with a CHRO about their role & responsibilities, professional journey and perspectives about HR careers and the future of the function. In this fourth episode, Sanja sits down with Adriano Bruno, former Head of People & Culture at The Erste Group. Adriano shares his thoughts on the importance of staying close to the business, customers and consumers, but how it is equally important, to stay close to the employees to better understand and advocate for a great Employee Experience.  He advises our listeners to follow their passions, to think about how they want to change and shape their worlds and to choose wisely who they want to work for –  ensuring they end up in an environment (corporate culture) which brings out the best version of themselves.

“We should definitely be expanding and looking critically at where we're attracting talent from”, says Caryn. “But we also need to be extremely deliberate, thoughtful and intentional in terms of our talent development opportunities.”Caryn shares her transition from law to joining Tokio Marine's relatively small U.S. operation back in 2001. “In many respects, the size [in 2001] was a great training ground for me because it was part of such a larger global entity.”Caryn discusses how hybrid working models allow her to balance her roles of CHRO & Chief Legal Officer at TMNA Services and Global Deputy Chief Diversity & Inclusion Officer at Tokio Marine Group. “It's not that there are more hours in the day but fewer hours commuting that can be spent to greater purposes.” Highlighting how the philosophy and structure of Tokio Marine Group is impacting diversity and inclusion around the globe, Caryn says, "Everyone understands what our mission and vision is with respect to diversity and inclusion. We then ask them to take those principles and tell us how in their cultural context, they are going to move the ball forward. An area of particular focus in one country or company for diversity and inclusion efforts may not make a lot of sense in another.”Caryn discusses changing the current insurance talent profile, addressing unconscious biases and the importance of sincerity at levels of the organization. She shares her advice for other HR leaders looking to hire exceptional talent."We have had a habit in the insurance industry of going to our tried and true sources. We need to sell our value proposition to folks both in university, recent graduates and those who maybe mid-level in their career, but not loving what they're doing.”Connect with Caryn Angelson on LinkedIn or find out more about Tokio Marine North America Services The Insurance Coffee House Podcast is hosted by Nick Hoadley, CEO, Insurance Search, the Executive Search Consultancy for growing Insurance and Insurtech businesses around the globe.To discuss identifying & attracting the very best talent to your team or being a podcast guest, reach out to Nick via nick.hoadley@insurance-search.com Copyright Insurance Search 2023 – All Rights Reserved.

Ronald Schellekens, PepsiCo CHRO, and Ceree Eberly, former Coca-Cola Company chief people officer, join the Gartner Talent Angle to discuss how HR leaders can serve as role models for the business to manage through sustained uncertainty. Schellekens and Eberly share their perspectives for navigating ongoing changes to the talent landscape and preparing for long-term volatility. They draw on their experiences as HR leaders to share advice for attracting external candidates, developing a strong internal talent market and boosting employee engagement. Ronald Schellekens is Executive Vice President and Chief Human Resources Officer of PepsiCo. Ronald joined PepsiCo in 2018 and oversees the company's global HR function, which leads talent management and acquisition, leadership development, learning and capability building, compensation and benefits, organizational effectiveness, and HR operations. Ronald and his team also partner with PepsiCo's Sectors and business units to advance culture, as well as diversity, inclusion and engagement. Prior to joining PepsiCo, Ronald served as Chief Human Resources Officer at Vodafone for 10 years. Ronald holds a Bachelor's degree in Human Resources and a Master's degree in Management and Organization from TIAS Business School in the Netherlands and has completed the Program for Management Development (PMD) at Harvard Business School. Ceree Eberly serves as Chair for the CHRO Global Leadership Board, a network of HR executives working with Gartner to share best practices and influence cutting-edge thinking to guide the next generation of HR leaders. In March 2018, Ceree retired as SVP and Chief People Officer for Coca-Cola after 28 years with the company. She led significant improvements in Coca-Cola's people and talent processes, leaving a lasting legacy at the organization Ceree is also a member of Women Corporate Directors global organization and has been involved with numerous Human Resources Global Leadership organizations. Ceree has a Bachelor of Arts degree from the University of Tennessee, graduating with high honors. *This episode is an excerpt taken from our 2022 interview.

In this episode we are joined by Anna Avalos, Chief People Officer at SoFi to discuss How Sofi is creating a Culture of Wellbeing.This episode of the HR Leaders Podcast is brought to you by our friends at HiredScore.What if we could help you say goodbye to the old HR world of disconnected tech stacks, never-ending change management, reactive processes, and complex workflows? Hired Score's talent orchestration technology, powered by AI, lets you do more with less by connecting and powering your existing and future tech stack. Download their white paper on why automation, why now, and, where HR leaders should begin. http://bit.ly/3KK6l0C

About Shaara Roman: Shaara Roman is an author, board member, entrepreneur, and former CHRO.  She has had senior roles at CGI, Fannie Mae, the National Rural Electric Cooperative Association and Visa. She is the founder and CEO of The Silverene Group, a boutique culture consulting firm that is on a mission to make the work world a better, more inclusive place for all. She works with executives to align their company's leadership and culture with the business strategy and create programs to maximize employee experience and productivity. Her book, “The Conscious Workplace” provides rich business insights to help leaders transform their companies by building purpose-led, people-centric, and values-driven cultures.  In this episode, Jordan and Shaara discuss: Four categories of workplace culture  How allowing genuineness creates growth in the organization  Building a community through collaborative effort  How to build trust within your community  Key Takeaways The first category is a fear-based culture, the second is a “get on board” culture, the third is a “nice” culture, and the fourth is a culture of people genuinely striving for the goal of making sure that everybody belongs.  Creating an environment where people can be authentically themselves helps people contribute fully to the organization, bringing their whole life, whole experience, and all of their skills.  If you want to build a community, you've got to engage the whole audience. Collaborate with your people, make sure that all of the employees get to have a part in identifying and solving the problems within the culture.  Information is power, not just what you communicate but what you don't. The more you hold back, the more people become aware that they're not getting the full story and it's harder for them to have trust. If you want to build a community, you've got to communicate.  “There are three key areas that drive a culture of belonging. One is around creating community, the other is around nurturing talent, and the third is around fostering ownership. ” —  Shaara Roman Connect with Shaara Roman:   Website: https://shaararoman.com/  LinkedIn: https://www.linkedin.com/in/shaara/  Email: shaara@silverenegroup.com  Connect with Jordan:  For executives wanting a complimentary executive coaching conversation: jordan@jordangoldrich.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/

We Cover: In more depressing news, we see layoffs at Canadian darling, Talent.com with a 25% reduction in their workforce Who knew that MacDonald's had 150,000 corporate employees? Laying people off remotely was a choice! What's old is new again. The title of CIO is outdated and hardly quantifies the role. Same with CHRO, the latest trend in what to call the top person in HR.  Tip of the Week Proving age discrimination is tough! Recruiters need to choose their words carefully when declining candidates or they could end up in a world of hurt. Recruiting Insights Not everyone wants to work for the high risk and high reward type of companies. In fact, one third of workers prefer dependable, stable employers. Branding your company culture as entrepreneurial is kind of a bad idea. Considering that most people who fit in this category were teenage vandals.  Changes in the last few years in job seeker behaviour, have HR teams spending 25% more of their time doing recruitment work. Time to hire your recruiters back? Doing it right - CANVA has no plans to lay people off; their hiring was well thought out and each role intentionally filled. 3 cheers for them! 

Angela Cheng-Cimini (CHRO, Harvard Business Publishing) joined us on The Modern People Leader live from Transform. Timestamps:   (0:23) What's giving her energy at Transform (2:00) The one thing she wanted people to take away from her session at Transform (4:20) People want hyper-personalization in their employee experience (5:40) Why pay transparency is so near and dear to her (7:03) Understanding the implication of AI (8:46) What's here to stay  (10:19) The traits of a Modern People Leader (12:11) Middle managers are getting crunched Subscribe to the MPL Weekly Digest: https://forms.gle/qdt6YaWULfoEHb6n8 Follow us on LinkedIn: https://www.linkedin.com/company/the-modern-people-leader

About the episode: “I am led by curiosity—I like to find out how people think or clients work, how the HR profession is developing, about technology, innovation, and what's going on in an organizational culture.” – Tineke Meints, Head of HR In this episode, Tineke takes our listeners through her inspiring career journey, tells us who she is outside of her role as a CHRO: as a mother of three young girls, how she discovered her love for talent management, how we are aiming for 30% female workforce in Capgemini, and why we need to overcome our biases to steadfast our commitment in being one of the most diverse organizations. Tune in now to hear her speak on the topic “Equal chances, equal opportunities - the importance of diversity at the workplace” About the series: That's How We Lead is an inspirational monthly podcast series that brings you real-life stories of some of the remarkable female role models in Capgemini Netherlands. With this series, we want to encourage women to be inspired by these stories of successes, challenges, and vulnerabilities, and also realize the possibilities that they can explore in Capgemini.

Workology Podcast 4th episode featuring excerpts from the best interviews of the CHRO series talking about how they began their careers. The post Episode 393: CHRO Series – How Did You Start Your Career in HR? Part 4 appeared first on Workology.

In this episode we are joined by Christelle Beneteau, CHRO at Ferring Pharmaceuticals to discuss Ferring's Ground-Breaking Global Family Benefits PackageThis episode of the HR Leaders Podcast is brought to you by our friends at HiredScore.What if we could help you say goodbye to the old HR world of disconnected tech stacks, never-ending change management, reactive processes, and complex workflows? Hired Score's talent orchestration technology, powered by AI, lets you do more with less by connecting and powering your existing and future tech stack. Download their white paper on why automation, why now, and, where HR leaders should begin. http://bit.ly/3KK6l0C

Guest: Kathie Patterson, Chief Human Resources Officer at Ally Financial What role are employee benefits playing in an organization's ability to retain top-talent in 2023? In this week's episode of the HR Works Podcast, Ally Financial's CHRO, Kathie Patterson, joins for a great conversation about the value and impact of employee benefits in 2023. Listen as Kathie shares expert insight into how a thoughtful, strategic benefits package, along with a simple equation that she shares, can help win over the hearts of employees and drive success for an organization.

In this episode we are joined by Jordan Cristillo, who is an entrepreneurial Organization Coach and Agile leader passionate about helping organizations go beyond the status quo, building engaged teams that deliver growth. Jordans currently serves as the Global Way of Working Lead at Unilever to discuss How Unilever is Shaping a Bold New Way of WorkingThis episode of the HR Leaders Podcast is brought to you by our friends at HiredScore.What if we could help you say goodbye to the old HR world of disconnected tech stacks, never-ending change management, reactive processes, and complex workflows? Hired Score's talent orchestration technology, powered by AI, lets you do more with less by connecting and powering your existing and future tech stack. Download their white paper on why automation, why now, and, where HR leaders should begin. http://bit.ly/3KK6l0C

In this episode we are joined by Shipra Singh - Head of HR Switzerland and Austria at Microsoft and Michael McKiernan - Senior Client Partner in Organisation Strategy and Transformation at Korn Ferry to discuss How Microsoft and Korn Ferry are Unlocking Hybrid Work Success

Inflation, supply chain risks and a tightening labor market are placing a squeeze on organizations, forcing leaders to make difficult tradeoffs. These macroeconomic conditions create challenges and opportunities for HR leaders to guide their organizations through an environment most leaders haven't experienced before. Chris Scalia, Hershey CHRO, and Ceree Eberly, former Chief People Officer at the Coca-Cola Company, join the Talent Angle to share how HR leaders can thrive during periods of volatility. Drawing on their experiences as HR leaders, Chris Scalia and Ceree Eberly offer guidance for making tough decisions in an uncertain environment, outline approaches to making enterprise level changes amid disruption and provide tangible advice to help HR leaders model behaviors that make organizations excel. Chris Scalia is The Hershey Company's Chief Human Resources Officer and leads Hershey's human resources function with accountability for Workforce Planning, Listening and Analytics, Total Rewards, Inclusion, Equity, Diversity, Talent Management, HR Service Delivery, and Strategic Business Partnering.  Central to Hershey's vision of becoming a snacking powerhouse are capabilities brought to life through outstanding talent.  An energized workforce and people-centric culture striving to make a positive impact in communities where we live and work is fundamental to how Hershey leads in the marketplace. Chris has held several leadership roles in legal and HR across the spectrum of manufacturing, labor relations, employment law, business partnering, and all of talent. Ceree Eberly serves as Chair for the CHRO Global Leadership Board, a network of HR executives working with Gartner to share best practices and influence cutting-edge thinking to guide the next generation of HR leaders. In March 2018, Ceree retired as SVP and Chief People Officer for Coca-Cola after 28 years with the company. She led significant improvements in Coca-Cola's people and talent processes, leaving a lasting legacy at the organization Ceree is also a member of Women Corporate Directors global organization and has been involved with numerous Human Resources Global Leadership organizations. Ceree has a Bachelor of Arts degree from the University of Tennessee, graduating with high honors. *This episode is an excerpt taken from our 2022 interview.

In this episode we are joined by Jeremy Shapiro who is a AVP, HR Workforce Analytics at Merck to discuss How to Use HR Analytics to Tell the People Story & Engage ExecsThis episode of the HR Leaders Podcast is brought to you by our friends at HiredScore.What if we could help you say goodbye to the old HR world of disconnected tech stacks, never-ending change management, reactive processes, and complex workflows?Hired Score's talent orchestration technology, powered by AI, lets you do more with less by connecting and powering your existing and future tech stack. Download their white paper on why automation, why now, and, where HR leaders should begin.http://bit.ly/3KK6l0C

Inspiring People, Inspiring Journeys, is a new podcast series in 2023, moderated by Sanja Haas, Leader of the Human Capital Center, Europe. Each episode features an informal conversation with a CHRO about their role & responsibilities, professional journey and perspectives about HR careers and the future of the function. In this third episode, Sanja sits down with Anne Stevens, Council Director Global CHRO Council and HR Executives, and ex- Global VP People & Organization Rio Tinto. Among other topics, Anne shares her thoughts on how positively the CHRO role has evolved in the past 10 years, becoming much more strategic and why COVID-19 catapulted HR to the forefront, solidifying a seat at the table. From her own professional journey, she shares useful insights on what it takes to transition (from industries, companies and roles). Understanding the business and ensuring trust and business relationships are built from day 1 is key. Anne also explains that “timing is everything” and how important it is to stay flexible, adaptable and open to step out of one's comfort zone and embrace the unexpected.

In this episode we are joined by Peter Miscovich, Global Future of Work Leader and Executive Managing Director at JLL to discuss How to Bring your Regenerative Workplace to lifeThis episode of the HR Leaders Podcast is brought to you by our friends at HiredScore.What if we could help you say goodbye to the old HR world of disconnected tech stacks, never-ending change management, reactive processes, and complex workflows? Hired Score's talent orchestration technology, powered by AI, lets you do more with less by connecting and powering your existing and future tech stack. Download their white paper on why automation, why now, and, where HR leaders should begin. http://bit.ly/3KK6l0C

In this episode of the HR Leaders podcast we discuss the 7 Lessons for Managing People in a Recession