Podcasts about how hr

In this episode, Karen is talking about employee engagement strategies that genuinely make a difference in small and growing businesses. Employee engagement can sound like one of those corporate phrases that gets thrown around a lot, but when you strip it back, it really comes down to whether your people feel connected to their work, clear on what matters, valued for what they do, and motivated to contribute. And when that is happening, you will see the difference across your whole business. In today's episode, you will learn about: Why employee engagement matters and how it affects performance, retention, customer service, and culture The practical engagement strategies that work best in small and medium sized businesses, without needing expensive programs or gimmicks Why clarity is one of the biggest drivers of engagement and how to help your team feel more connected to the bigger picture How recognition and appreciation can lift motivation when it is specific, timely, and genuine Why communication and two way feedback are essential if you want people to feel heard and involved How development opportunities help employees feel supported, stretched, and more likely to stay What a positive workplace culture actually looks like in practice, beyond surface level perks Why autonomy matters and how to avoid killing motivation through micromanagement Simple ways to measure employee engagement, including pulse surveys, stay interviews, and the everyday signs already showing up in your business How HR support can help make engagement more practical, structured, and consistent over time If you have been thinking about employee engagement as something vague or hard to tackle, this episode will help you see it differently. Small actions done consistently can make a huge difference over time, and you do not need to overhaul everything at once to get started. Make sure to subscribe so you stay updated with new episodes released every Monday. Visit Amplify HR for more insights and resources: https://www.amplifyhr.com.au Book a free discovery call: https://meetings.hubspot.com/ronita-fourie Send us Fan MailGet our free eBook packed with practical strategies to attract, engage, and retain top talent. Perfect for business owners and leaders focused on building a thriving team. Download it at amplifyhr.com.au/downloadable/find-grow-keep

Managers are being asked to do more than ever. They're expected to coach, support well-being, drive performance, and navigate uncertainty, often without the necessary systems or tools to do it effectively. In this episode of HR Superstars, Karina Young sits down with Sara Canaday, leadership strategist and award-winning author, to explore how HR can better support managers. Sara explains why manager overload is often a systemic issue, not a skill issue, and discusses how HR can transition from one-time training to real-time enablement. She also discusses how AI can help managers reduce cognitive overload while still leading with discernment and authenticity. You'll learn: Why manager overload is a system issue, not a skill gap How HR can shift from training to real-time support How AI reduces overload, supports tough conversations, and improves decisions  Join us as we discuss: (00:00) Meet HR Superstar: Sara Canaday (04:58) Manager struggles are a systems issue (06:35) Why HR needs to shift from training to enablement (14:03) Misconceptions about managers & coaching (20:26) How AI can help leaders move from overload to clarity Resources: For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or YouTube, or tune in on our website. Original podcast track produced by Entheo. Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player.  Hear Karina's thoughts on elevating your HR career by following her on LinkedIn: https://www.linkedin.com/in/karinayoung11/ Download 15Five's Manager Enablement Playbook: https://www.15five.com/resources/ebook/15fives-manager-enablement-playbook-for-hr-leaders?hsLang=en?utm_source=podcast&utm_medium=podcast&utm_campaign=2026_Podcast&utm_content=ebook For more on maximizing employee performance, engagement, and retention, click here: https://www.15five.com/demo?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2-Podcast-Ads&utm_content=Schedule-a-demo Sara Canaday's LinkedIn: https://www.linkedin.com/in/saracanaday/

Avison Young's Justin Cazana on Knoxville's office boom, nuclear-driven growth, why tertiary markets quietly survived the office crisis, and how to build a dominant local practice. The Crexi Podcast connects commercial real estate (CRE) professionals with industry insights built for smart decision-making. In each episode, we explore the latest trends, innovations and opportunities shaping commercial real estate, because we believe knowledge should move at the speed of ambition and every conversation should empower professionals to act with greater clarity and confidence. Justin Cazana is a third-generation real estate professional and principal at Avison Young in Knoxville. Before commercial real estate, he spent nearly a decade in sports broadcasting — calling minor league baseball, SEC football, and Fox Sports Net Olympic coverage — before the family business pulled him home. In this episode, Justin joins host Adam Siegel on why Knoxville's office market never really broke, what Oak Ridge and nuclear growth are doing to demand, and why investing in people is the unlock most brokers miss. Introducing Justin Cazana of Avison Young Knoxville Third-generation CRE: sweeping warehouses and dinner table deal talk From Auburn journalism to minor league baseball broadcasting Hall of Famers in the same league and why he eventually walked away Coming back to Knoxville and learning the business under his father Opening Cushman & Wakefield's Knoxville office in 2010 with seven brokers Managing people is the hardest part — and why hiring a COO changed everything The 10x mindset: what are the 20 things only you should be doing Assistants, VAs, and why every broker should view hires as investments Why they left Cushman for Avison Young in 2015 In tertiary markets, the relationship outlasts the flag every time Knoxville by the numbers: a million-person metro, 24M square feet of office Why tertiary market office never collapsed the way primary markets did Smaller tenants, local ownership, and coming back to the office faster after COVID The retention math: upgrading from Class C to Class A pays for itself How HR became the real estate decision-maker The 11-minute commute and what makes Knoxville an easy sell No income tax, four seasons, UT football, and a Cubs AA ballpark Oak Ridge, nuclear growth, and 180,000 square feet of engineering deals in one year 92% occupancy, a supply problem, and developers ready to build on lease-up Why institutional developers haven't moved in — and local developers fill the gap Downtown Knoxville: no new office building since 1992 The next three to five years: nuclear, airports, Smith & Wesson, and more   About Justin Cazana: Justin Cazana is a Principal and broker at Avison Young's Knoxville office, where he specializes in both tenant and landlord representation across office, industrial, and retail asset classes. He holds both the SIOR and CCIM designations and has deep expertise in the Knoxville market, where he has built a practice rooted in local market knowledge and client relationships. Justin's career path into commercial real estate was far from traditional. Before joining the industry, he worked in television and radio sports broadcasting, including minor league baseball, Fox Sports Net and Comcast Sports. After transitioning into commercial real estate over two decades ago, Justin played a key role in opening Cushman & Wakefield's Knoxville office and later helped lead the migration to Avison Young in 2015. Today, Justin works across most commercial asset classes but with a focus on the Knoxville market and has built a reputation as the go-to expert for understanding one of the country's fastest-growing tertiary markets. For show notes, past guests, and more CRE content, please check out Crexi's blog.Looking to stay ahead in commercial real estate? Visit Crexi to explore properties, analyze markets, and connect with opportunities nationwide. Follow Crexi:https://www.crexi.com/​ https://www.crexi.com/instagram​ https://www.crexi.com/facebook​ https://www.crexi.com/twitter​ https://www.crexi.com/linkedin​ https://www.youtube.com/crexi About Crexi:Crexi is reimagining commercial real estate with an AI-powered platform built to deliver smarter, more efficient solutions at every stage of the deal lifecycle. From real-time data and market insights with Crexi Intelligence, to targeted property marketing and seamless deal management through Crexi PRO, and a transparent, time-bound bidding experience with Crexi Auction— Crexi enables users to evaluate opportunities, maximize exposure, and close with speed and confidence. To date, Crexi has subsidized over $2.74 trillion in property value, 26 billion square feet listed, and supports a growing community of more than 23 million yearly users.

We'd love to hear from you. Send us fan mail!Role clarity is the most underleveraged driver of leadership performance, and most organizations aren't building it. In this episode of Shedding the Corporate Bitch, executive coach Bernadette Boas sits down with Jackson Lynch, founder of Talent Sherpa, to examine why talented people consistently underperform when the architecture around them is broken. Drawing on W. Edwards Deming's research that 94% of performance problems are systemic, not personal, Jackson makes a compelling case that organizations have been investing in the wrong place.The conversation moves from theory to practice quickly. Jackson breaks down what role architecture actually means: defining five to seven outcomes for any role so that everyone in the system, the incumbent, their manager, their peers upstream and downstream, knows exactly what winning looks like. Without that, accountability becomes blame, engagement flatlines, and even your highest-potential leaders are flying blind.For HR leaders, this episode reframes the function itself. Jackson challenges the compliance-first model that most human capital teams operate within and argues that the real job is to identify talent constraints before the strategy is executed, not after things go sideways. What You Will LearnWhy 94% of performance problems are architectural, not personal, and what that means for how you develop leadersHow to define the 5–7 outcomes that tell any role what winning looks likeWhy decision rights must be directly tied to accountability and what breaks when they aren'tThe difference between accountability (backward blame) and reliability (forward ownership) — and which one actually produces resultsHow to use a talent portfolio optimization model to put the right people in the highest-impact rolesWhy HR's shift from compliance partner to business constraint solver changes organizational performanceHow auditing your calendar reveals whether you are leading strategically or managing noiseEpisode Chapters [00:00 — Welcome & Why Leadership Architecture Matters More Than Talent02:00 — The Biggest Leadership Misconception: It's the System, Not the Person03:00 — What Role Architecture Actually Means — Outcomes, Decision Rights & Boundary Conditions05:00 — Role Clarity in Practice: Defining What Winning Looks Like07:00 — Reframing Accountability as Reliability — and Why It Changes Everything08:00 — The AI Fog Problem: Why Automating Unclear Roles Scales the Problem10:00 — The Real Cost of Not Defining Outcomes: Opportunity Loss13:00 — How to Drive Accountability Without Blame16:00 — Why Leaders Stay Stuck in Tasks: Dopamine, Busyness & the Arsonist Problem18:00 — The Talent Portfolio Optimization Model vs. Traditional Succession Planning21:00 — How to Sequence Talent Decisions for Maximum Business Impact23:00 — How HR and Business Leaders Should Partner on Talent Strategy29:00 — Moving Your Team From Busy to Impactful32:00 — Nobody Gets Overwhelmed Knowing What Winning Looks Like33:00 — Audit Your Calendar: The One Move That Changes Everything35:00 — Where to Find Jackson Lynch & Talent SherpaAbout the Guest Jackson Lynch is the founder of Talent Sherpa, where he works with CEOs and executive teams to build the role clarity, decision rights, and outcome-defined accountability structures that drive business performance. With 25 years in human capital — from the factory floor to senior leadership in public companies — Jackson brings an operator's perspective to the systemic gaps that most leadership development programs never address. He also publishes a weekly Substack followed by more than 6,000 human capital practitioners. Learn more at mytalentsherpa.com and connect with Jackson on LinkedIn at linkedin.com/in/jxnlynch.Related EpisodesYour Calendar is Lying: HERE  — how you need to become an attention manager vs. time managerYour Company is Not a Machine with Norman Wolfe PART 1 HERE — how leaders need to shift from managing tasks to leading the heart of the company; your people.How to Stop Managing the Machine with Norman Wolfe PART 2 HERE — the four concrete leadership skills that make the framework operational, and more importantly, why most leaders are missing all of themSubscribe If this conversation gave you something you can use, subscribe to Shedding the Corporate B!tch on YouTube, Apple Podcasts, or Access all of the full episode on Ball of Fire Coaching. Each episode is built for executives, HR leaders, and corporate professionals who want direct, no-nonsense insight on what it actually takes to lead at the highest levels. New episodes every week at ballofirecoaching.com/podcast.Support the show

Get ready to have your perspectives shattered. Peter Laughter, a visionary in leadership and organizational strategy, dives deep into why traditional command-and-control models are crumbling and what leaders, especially in HR must do to adapt. This isn't just theory, it's a call to action, a blueprint for survival in the chaos of modern business.   In this episode:  The fundamental flaws of command and control leadership in today's complexity  How HR can measure and diagnose organizational failures before they explode  The transformative power of distributed leadership and democratized decision-making  Why modern technology can be the key to faster, smarter, more human organizations  The importance of listening to frontline voices and creating a culture of challenge    Timestamps:. 00:33 - Introduction to Peter Laughter's perspective on leadership 01:18 - Peter's background in entrepreneurship and social impact focus 02:03 - The failure of command and control in complex environments 02:46 - HR's role in creating new leadership pathways 03:18 - Fun facts: Peter's brief career as an anthropologist 04:06 - Organizations hiring anthropologists to make tech more human 06:34 - Why current HR data metrics might be missing the mark 07:13 - Redesigning data measurement for complex systems 09:24 - The importance of tracking decision-making and response times 10:36 - The concept of Hubers Syndrome and organizational blindness 11:00 - Fail-safes and organizational feedback loops 12:14 - The impact of hierarchy on information flow and decision quality 13:17 - The challenges of speaking truth to power in leadership 14:36 - Military's command flexibility vs corporate rigidity 15:04 - How frameworks and decentralization empower in decision-making 16:12 - Democratizing data and challenging old hierarchies 17:11 - The power of honesty and courage in leadership meetings 19:45 - The rise of entrepreneurial spirit sparked by workplace constraints 20:47 - When command and control fails in top organizations and why leaders are slow to react 24:10 - The changing cultural landscape and the craving for authentic leadership 27:22 - How distributed leadership models accelerate change 29:02 - Success stories of flat, autonomous organizations like Valve 33:00 - Measuring cultural shift and ethos through data 34:38 - Frontline engagement as a predictive metric for organizational health 36:25 - The critical role HR plays in shaping adaptive, resilient organizations 36:40 - Final thoughts: The urgency for HR to lead disruption and innovation  Resources & Links:  Valve's Handbook – Flat organization & manager-free culture  Greg Sattel - Cascades – Principles of distributed leadership  Turn the Ship Around by David Marquette – Leading from the point of decision  Total Quality Management & Deming – Foundations for organizational excellence  Jenny's Ice Cream & Zoe Schweitzer – Frontline leadership in HR  Connect with Peter Laughter:  LinkedIn  Twitter  Ready to shake up your leadership and HR strategy? It's time we move from fear-based hierarchies to trust-based, innovative organizations. The future is calling, will you answer?

What if the way we develop leaders is exactly why they end up stuck in the day-to-day instead of driving results? In this episode of HR Superstars, Karina Young, VP of People at 15Five, makes the case that most organizations are developing strong people managers when what the business needs are system leaders. If your leaders are struggling, this episode will help you figure out why and what HR can do about it. You'll learn: Why promoting top individual contributors into leadership roles often backfires The difference between developing people managers vs. system leaders How to spot when a leader is stuck in execution mode Why coordination — not expertise — is the defining skill of great senior leaders How HR can take ownership of the leadership development gap Join us as we discuss: (00:00) What makes a great leader (01:52) Is your organization enabling leadership or execution? (05:00) The common problem in leadership development (09:24) Coordination is a key leadership skill Resources: For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or YouTube, or tune in on our website. Original podcast track produced by Entheo. Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player. Hear Karina's thoughts on elevating your HR career by following her on LinkedIn: https://www.linkedin.com/in/karinayoung11/ Download 15Five's Manager Enablement Playbook:  https://www.15five.com/resources/ebook/15fives-manager-enablement-playbook-for-hr-leaders?hsLang=en?utm_source=podcast&utm_medium=podcast&utm_campaign=2026_Podcast&utm_content=ebook For more on maximizing employee performance, engagement, and retention, click here: https://www.15five.com/demo?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2-Podcast-Ads&utm_content=Schedule-a-demo Karina Young's LinkedIn - https://www.linkedin.com/in/karinayoung11/

Most organisations are asking how to get more from their people. But what if the real question is how to get more from the time they spend at work? In this episode of the Digital HR Leaders podcast, David Green is joined by Joe O'Connor, founder of Worktime Revolution, and Jared Lindzon, future-of-work journalist and author, to explore the research-backed case for the four-day working week, and what it means for how HR leaders design, lead and transform work. Join them as they discuss: Why the five-day working week is a relic of the industrial age What the evidence from global pilots shows about productivity, wellbeing and retention Why organisations moving to a four-day week are also becoming faster AI adopters What it actually takes to make the transition work - and why culture and trust are the real foundations How HR leaders can shift the conversation from top-down mandate to shared, enthusiastic change This episode is sponsored by TechWolf. The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf.As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence. Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai. Resources: Do More In Four by Joe O'Connor and Jared Lindzon Hosted on Acast. See acast.com/privacy for more information.

What's the value of employee experience if you can't tie it to business performance results?In this special bonus episode of the Digital HR Leaders podcast, host David Green is joined Katarina Coppé and Jake Mealy, respectively Senior Partner and Chief Data Solutions Officer at Welliba. Drawing on new research analysing over 25 million data points across the S&P 500, they unpack the direct link between employee experience and financial performance, showing why companies with stronger employee sentiment consistently outperform the market. Join them to learn more about: Why traditional employee listening models are breaking down and what's replacing them How external data can reveal competitive blind spots in attraction and retention The surprising link between employee experience and shareholder returns Why “fixing the floor” matters more than chasing high engagement scores How HR can bring employee experience into board-level and investor conversationsPractical steps to move from insight to action - faster Welliba, winner of the 2024 HR Unleash Global Startup Award, is redefining people, culture and organisational insights. Using the latest AI technologies combined with behavioural science, their EXcelerate solution, instantly analyses all available public data, delivering deep insights into people and organisations - without the need for surveys. Discover how you can elevate your talent strategy, transform your workforce, and stay ahead of your competitors. Learn more at offer.welliba.com/insight222-2026 Hosted on Acast. See acast.com/privacy for more information.

We're living through one of the most consequential shifts in how work gets done. AI is everywhere in headlines and vendor pitches, but the reality inside organisations is far more nuanced than the noise suggests. Personal adoption is running well ahead of how companies are embedding the technology into actual workflows. Demographic changes continue to tighten labour supply, and the HR tech vendor landscape is consolidating and expanding all at once, leaving buyers uncertain about where to invest.  So how should HR leaders be thinking about technology, workforce design, and the role they need to play in shaping what work actually becomes? Recorded live at HR Tech Europe, my guest this week is Stacey Harris, Chief Research Officer at Sapient Insights Group. Stacey runs the longest-running HR systems survey in the market, and we discuss what her data shows about where things are heading. In the interview, we discuss: How AI differs from past tech shifts Layoffs and the cost of AI investment The gap between personal and corporate AI use Why bring your own AI matters Making sense of the vendor landscape The Platform Cluster Model  Demographics and labour supply pressures From workforce planning to workforce architecting How HR's role needs to change What does the future look like Take part in The 29th Annual HR Systems Survey Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

In this episode, Miller Johnson employment attorneys Rebecca Strauss and Sarah Willey break down one of the biggest sources of cultural and legal risk in any organization: managers. From subtle behavioral warning signs to serious legal red flags, they discuss what HR professionals should watch for, and how to respond effectively. This episode walks through practical, business-minded strategies for coaching, supporting, and, when necessary, making tough decisions about leaders who create risk, including high-performing managers whose results may mask deeper problems. Tune in as we explore: Common behavioral red flags in problematic managers Legal risks tied to retaliation, accommodations, and protected activity Coaching vs. discipline for leaders How HR can support managers without increasing liability What to do when a high performer creates serious legal risk

In this episode of the HR business marketing podcast, A Better HR Business, Ben and his guest, Conor Lynch, digital innovator, educator, and author of “Learn Earn Own”, talk about how individuals and HR professionals can future-proof their careers and businesses as technology accelerates the pace of change and automation looms. Conor Lynch is a digital innovator and educator who grew his personal brand, Connector, from a side hustle into a seven-figure business. With over 25 years of experience across marketing, technology, and communications, he has worked with global brands including Guinness and Coca-Cola. He began his career in traditional marketing after graduating from Smurfit College, Ireland's leading business school, before moving into online and social media as the internet reshaped the industry. Today, he focuses on helping individuals and organisations build long-term digital assets, embracing AI and automation as the next major shift in work and business. Learn Earn Own challenges the century-old idea of the career ladder—study hard, get a job, and climb the ranks—and argues it no longer reflects the reality of modern work. In today's economy, relying on a single income stream is increasingly risky, and careers are shifting from linear paths to dynamic portfolios of assets. Rather than encouraging people to quit their jobs, the book focuses on building alongside employment: learning new skills, creating additional income streams, and owning digital and intellectual assets that compound over time. It introduces a practical framework for anyone—regardless of background—to become an “experimenter” by building career assets such as personal brands, digital products, content, networks, and expertise. Packed with tools, templates, AI prompts, and real-world strategies, Learn Earn Own is a hands-on guide to designing a more independent, resilient, and opportunity-rich career in the age of AI. You'll hear practical strategies for using AI in consulting, business growth strategies for consultants, and how to stand out as a consultant amid rapid industry change. Whether you identify as HR, workplace, L&D, OD, recruitment, or people & culture, you'll discover real stories and actionable advice to attract clients, win contracts, and grow sustainably. What You'll Learn in This Episode: The “assets ladder” framework for long-term career value creation with or without entrepreneurship. Real-world examples of digital products, web apps, and personal brands as assets for consultants. How to experiment with AI tools and side projects—even as an employee—to future-proof your consulting career. Why building career assets is more sustainable than climbing a traditional career ladder, and how to get started. Episode highlights: Conor's journey: from traditional marketing roles to founding and selling a successful digital agency. The origin of the Connector business and the power of community-driven meetups. The shift from a career ladder to the “assets ladder”—what it means to build career assets in the modern world. Examples of digital and personal brand assets anyone can start building while still employed. Encouragement for experimentation and small steps toward asset creation, even for those not seeking entrepreneurship. Using collaborative partnerships to amplify asset-building efforts. Reflections on traditional career guidance versus the need for modern asset-based approaches. Perspectives on job security, risk, and creating multiple streams of income. The importance of learning technical skills in the era of AI, and tools like Claude Code for building simple web applications. Specific marketing and growth strategies: building community through events, consistent blogging, content repurposing into ebooks and tools, and leveraging collaborations. Advice for employees who want to experiment with side projects and building assets discreetly, including faceless offers and content products. Resources & Links Mentioned: Conor's website: www.conorlyn.ch Conor's LinkedIn: www.linkedin.com/in/conorlynch While you're here... Remember to grab your free ticket for the People Business Growth Summit! It's a one-day online summit on marketing and growing people-focused services and HR tech businesses. Tuesday, 28 April 2026 Online event Free tickets available: https://summit.getmorehrclients.com  The People Business Growth Summit brings together founders and operators from HR consultancies and HR technology companies to share the real decisions that helped their businesses grow. This is not theory or generic advice. Each session focuses on the actual growth decisions leaders made while building traction in their business. You will hear the context they were in, the options they considered, what they chose to do, what worked, and what they would do differently next time. Why attend If you run an HR or people-focused business and want growth to feel more predictable in 2026, this summit is designed for you. Across the day, speakers will share practical insights such as:

Meet Steph di Julio. Steph is the HR and Recruitment Executive at Melbourne Football Club - one of the AFL's most storied clubs.Steph is one of the few people who built a career in sport entirely from the ground up. After graduating with a Sports Management degree, having originally enrolled in PE teaching before pivoting in her final year, she cut her teeth in retail management before finding her way into sport through a volunteer role at Football Victoria. She was even rejected three times before landing her first paid role in the industry. What followed was seven years and four progressively senior roles from Summer Sevens Coordinator to MiniRoos Development Officer to Administrative Coordinator, all while completing her HR Management qualifications on the side.When she finally made the leap to the AFL level, both Melbourne Football Club and Carlton came calling in the same week. She chose the Dees and hasn't looked back since.Now she sits at the centre of Melbourne FC's people and culture operation, responsible for recruitment, onboarding, training and development, policy, performance reviews, and keeping the club's engagement scores where an AFL club's need to be.If you want to hear straight from the source on how to break into sport, handle rejection, and build a career from scratch, tune into this week's episode with Steph!We Cover:(03:04) - Interview starts(16:01) - What Steph learnt from working in retail(23:23) - How the HR role at Melbourne FC came about(26:23) - What does a typical day/week look like in Steph's role(29:18) - How HR performance is measured and what initiatives MFC take to improve workplace culture(35:06) - What the recruitment timeline in sport looks like (39:56) - How many people land jobs through references(42:46) - DOs and DON'Ts of applying for a role(45:48) - How Steph tackled the challenges of being a female in a male-dominated industry(48:59) - What challenges Steph faced in landing a job in sport(51:15) - How Steph decided what career path to take when she was lost for career direction(53:31) - What helped Steph stand out in each of her roles(54:24) - Why you need your own 'Board'(57:05) - Why Steph enjoys 'giving back' to people(58:34) - How to land a job in sport in the next 30 days(59:23) - Biggest 'pinch me' moment in Steph's career(01:01:41) - What Steph would have done if not a career in sport(01:02:17) - What a perfect day at work looks like (01:03:34) - Steph's question for next guestIf you liked this ep, give these a go:#286: Inside the GWS Giants Social Media strategy with Jacob Gaynor#284: Journey to Football Operations Manager at the Sydney Swans with Steph Maiolo #193: How to be a psychologist in the AFL with Suzie Rhydderch Want a job in sport? Click here.Follow SportsGrad on socials: LinkedIn | Instagram | TikTokFollow Reuben on socials: LinkedIn | Instagram | TikTokThanks for listening, much love! Hosted on Acast. See acast.com/privacy for more information.

Send us Fan MailMost hiring still starts with a resume. Jason P. Carroll says that's the problem, not the solution.Jason grew a company from $20M to $80M before building Aptive Index, a behavioral intelligence platform that replaces resume screening with validated science. In this episode, he and Josh break down why formal education and work history predict almost nothing about job performance, what behavioral data actually reveals, and how one CEO used Jason's AI to resolve a team conflict in five minutes that management couldn't crack for months.Key takeaways:• Why DISC and MBTI lack scientific rigor and what assessments actually predict performance• What behavioral descriptive interview questions are and why they outperform everything else• How Aptiv Index writes job descriptions that repel the wrong candidates and surface hidden talent• Why your best candidate already applied and you probably said no• The real cost of a bad hire and why avoiding one pays for the platform for five to ten years• How HR teams are using this to finally have a concrete AI initiative they can ownGuest: Jason P. Carroll, Founder, Aptive Index. aptiveindex.comConsumer version launching soon: askaria.comThe Hiring Edge explores hiring strategy, leadership, and the systems companies use to build exceptional teams. Follow on Apple Podcasts, Spotify, or wherever you listen.

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

In this episode, Ben explains how “pre-conversion events” can help HR consultancies and HR tech firms win more business. Instead of relying only on surface-level marketing like posts, emails, and outreach, he shares ways to create deeper, more engaging experiences that warm prospects up before the sales call. You'll hear practical examples such as workshops, roundtables, bootcamps, partner webinars, mini-courses, customer panels, and case study sessions. Ben also explains why these approaches can lead to more sales conversations, easier demos, and higher conversion rates. If your pipeline feels slow, or sales calls feel like too much hard work, this episode offers a smarter way to build trust before the meeting even starts. While you're here... Remember to grab your free ticket for the People Business Growth Summit! It's a one-day online summit on marketing and growing people-focused services and HR tech businesses. Tuesday, 28 April 2026 Online event Free tickets available: https://summit.getmorehrclients.com  The People Business Growth Summit brings together founders and operators from HR consultancies and HR technology companies to share the real decisions that helped their businesses grow. This is not theory or generic advice. Each session focuses on the actual growth decisions leaders made while building traction in their business. You will hear the context they were in, the options they considered, what they chose to do, what worked, and what they would do differently next time. Why attend If you run an HR or people-focused business and want growth to feel more predictable in 2026, this summit is designed for you. Across the day, speakers will share practical insights such as:

This episode dives deep into a critical issue that affects nearly 80% of the workforce, substance use disorder (SUD), and explores how HR professionals and organisations can lead the change. Get ready for an eye-opening conversation filled with practical steps, inspiring examples, and a powerful message: supporting employees through recovery is not just compassionate, it's strategic. In this episode: Amy Dufrane reveals why substance abuse is a silent epidemic impacting organizations across all sectors The startling statistics surrounding SUD and its toll on productivity and healthcare costs How organizations are pioneering recovery-friendly workplace certifications and initiatives Practical advice for HR on cultivating a supportive, stigma-free environment The importance of education, policies, and manager training for long-term organizational health Resources for organizations to implement real change—without reinventing the wheel Timestamps: 00:00 - Welcome and introduction to Amy Dufrane, CEO of HRCI 00:24 - Amy's background and passion for HR's evolution 02:09 - Why substance use disorder is a critical issue for HR and employers 04:01 - The impact of SUD on productivity, turnover, and healthcare costs 05:28 - Understanding SUD as a chronic condition, not a choice 06:23 - How HR can start addressing substance abuse in the workplace 07:11 - Navigating HIPAA and legal considerations around employee health disclosures 08:39 - Partnering with organizations like Global Recovery Initiatives Foundation for education and certification 10:00 - The role of company certification and building a recovery-friendly culture 11:14 - Why leadership commitment is essential for change 12:44 - The importance of manager training and creating safe communication channels 15:08 - Overcoming organizational culture and resource barriers 16:08 - The long-term investment in employee wellbeing and organizational health 17:00 - The non-legal, human-centered approach to supporting employees in recovery 17:59 - How organizations can get started with certification and resources 21:07 - Practical first steps for HR and leadership 22:24 - The importance of proactive, organizational commitment over reactive responses 23:05 - Final advice for CHROs and leaders to prioritize this issue 23:44 - Gratitude and closing thoughts. Resources & Links: National Recovery Friendly Workplace Institute — Certification and tools for creating recovery-supportive workplaces HRCI — Certification and education for HR professionals White House Initiative on Substance Use — Government leadership in supporting workplace recovery efforts Connect with Amy Dufrane: LinkedIn Twitter Take Action: Start today by educating your leadership and HR team about SUD Explore certification programs to build a recovery-friendly culture Implement ongoing training for managers to recognize and support employees Remember: your organization's health depends on your compassion and commitment. Let's break the stigma and embrace a future where recovery is supported and celebrated.

Compensation is often treated as a once-a-year task when it should be viewed as an ongoing, strategic tool that drives business success year-round. In this episode of HR Superstars, Karina Young chats with Roger Lee, CEO and Co-Founder of Comprehensive, about how HR leaders can change their approach to compensation. Roger breaks down how to move beyond the annual merit cycle, ditch the spreadsheets, and adopt systems that enable real-time, data-driven pay decisions.  You'll learn how to use compensation to boost performance, retain top talent, and stay ahead in today's competitive landscape.   Join us as we discuss: (00:00) Meet HR Superstar: Roger Lee (06:06) Why compensation and performance systems are often siloed (08:45) Top risks of disconnected pay-for-performance strategies (14:45) Why companies still rely on the once-a-year merit cycle (22:11) How HR can use compensation data to strengthen leadership (24:50) Building a continuous compensation strategy for today's workforce   Resources: For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or YouTube, or tune in on our website. Original podcast track produced by Entheo. Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player. Hear Karina's thoughts on elevating your HR career by following her on LinkedIn: https://www.linkedin.com/in/karinayoung11/ Download 15Five's HR Outcomes Playbook: https://www.15five.com/ebook/hr-outcomes-playbook-unlocking-the-true-business-value-of-hr/?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2_2023_Podcast_CTAs&utm_content=HR For more on maximizing employee performance, engagement, and retention, click here: https://www.15five.com/demo?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2-Podcast-Ads&utm_content=Schedule-a-demo Roger Lee's LinkedIn - https://www.linkedin.com/in/rogerrlee/

What happens when a Chief Human Resources Officer steps beyond traditional HR and takes on operations, facilities, communications, and more?In this episode of From Lawyer to Employer, host Daniel Schwartz sits down with veteran HR leader Jeanine Reckdenwald to explore what it really takes to move from functional expertise to enterprise leadership.Jeanine shares how expanding her role reshaped the way she thinks about people, process, and performance—and why HR leaders are uniquely positioned to drive business outcomes across an organization. From overcoming the fear of stepping into unfamiliar territory to building financial fluency and aligning competing executive priorities, this conversation offers practical insights for anyone looking to grow their leadership impact.Key takeaways include:How HR decisions influence operations, finance, and customer experienceThe mindset shift from expert to enterprise leaderMetrics that matter when connecting people strategy to business resultsCommon pitfalls (and how to avoid them) when expanding your roleWhy strong teams and early wins are critical to successWhether you're in HR, leadership, or business operations, this episode offers a fresh perspective on how breaking out of silos can unlock meaningful results.

If parts of a role can be automated or augmented overnight, what does that mean for job design, career development, and the way organisations build the next generation of talent? In this episode of the Digital HR Leaders podcast, host David Green is joined by Hebba Youssef, Chief People Officer at Workweek and the Founder and creator of the widely followed newsletter I Hate It Here. Drawing on her experience building and leading HR teams, Hebba shares how she is approaching AI adoption inside her own organisation and what the rise of AI-powered teams means for the future of work. So, tune in to learn: Why the traditional job description model may no longer reflect how work actually gets done How AI-powered teams are beginning to reshape HR operating models What the rise of AI means for managers, entry-level talent and early career development How HR leaders can evaluate and prioritise AI investments Where HR teams can begin automating parts of their function Why governance and organisational design must evolve alongside AI adoption This episode is sponsored by Hibob. HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business. Sapient Insights recognizes HiBob's AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognizing the strongest AI vision among Core Leaders. HiBob. All-in-one HCM for HR, Payroll, and Finance.Learn all about HiBob's modern HR platform here Resources: I Hate it Here Newsletter Hosted on Acast. See acast.com/privacy for more information.

Announcing the People Business Growth Summit! It's a one-day online summit on marketing and growing people-focused services and HR tech businesses. Tuesday, 28 April 2026 Online event Free tickets available: https://summit.getmorehrclients.com  The People Business Growth Summit brings together founders and operators from HR consultancies and HR technology companies to share the real decisions that helped their businesses grow. This is not theory or generic advice. Each session focuses on the actual growth decisions leaders made while building traction in their business. You will hear the context they were in, the options they considered, what they chose to do, what worked, and what they would do differently next time. Why attend If you run an HR or people-focused business and want growth to feel more predictable in 2026, this summit is designed for you. Across the day, speakers will share practical insights such as:

In this episode, we explore how artificial intelligence is revolutionizing HR, with a focus on building trust through data privacy and security. Join us as we discuss practical steps, emerging challenges, and the evolving role of HR professionals in the AI era. Key Topics: The importance of foundational data quality before implementing AI in HR Securing sensitive employee data and managing privacy concerns The role of semantic layers and data organization for effective AI use How AI impacts HR workflows and transforms knowledge work Practical approaches to integrating AI responsibly and securely Education needs for HR to understand AI risks and opportunities Future trends: AI's potential to reinvent HR practices, not just automate Resources & Links: Fuel 50 - Workforce Mobility and Talent Pipelines Amazon - Book: Data Privacy and Security in the Cloud Flurry - Official Website Amazon Bedrock - AI Model Service Anthropic - AI Safety and Privacy Guarantees OpenAI - Responsible AI Use Connect with Brian Platts: LinkedIn Twitter Timestamps:  00:30 - Welcome and introduction to the episode 01:15 - Brian Platts' background in HR and software 02:08 - Flurry's mission to make data meaningful for HR 03:26 - Fun fact: starting career driving a semi truck 04:44 - AI in HR: privacy, security, and data foundations 05:53 - Preparing your HR data for AI adoption 06:08 - Challenges with data quality and use cases 07:08 - Security considerations: private vs. public data 08:22 - Trusting AI vendors and data-sharing risks 09:15 - Teaching AI to query data securely 10:07 - Data organization and semantic layers 11:29 - Improving chatbots and avoiding misinformation 12:26 - Ensuring process accuracy and data integrity 13:14 - Sharing vs. protecting employee data 14:05 - Re-implementing permissions in AI-driven systems 15:01 - Education and awareness around AI security 16:13 - Learning from SaaS security issues during early cloud adoption 17:18 - HR's role in AI education and safeguarding IP 18:14 - Balancing productivity gains with security controls 19:06 - AI's impact on HR future: automation and new workforce roles 20:16 - The concept of the “Meat Layer” and human-AI collaboration 21:02 - Will AI replace HR jobs or empower them? 22:16 - The limits of current AI technology and future innovations 23:03 - Analogies: AI as a horse and the importance of tooling 24:06 - Embracing AI to enhance human work rather than replace it 25:16 - Reinventing HR processes beyond IT-led automation 26:18 - Regulatory challenges and incremental HR AI adoption 27:30 - How HR can lead responsible AI integration 28:03 - Final advice for HR professionals: think broadly and connect the dots

What does it really mean for an HR team to be “strategic” – and how can you make that shift without adding more to your workload?In this solo episode of HR Coffee Time, Fay explores a practical and accessible way to strengthen your team's strategic focus: using OKRs – Objectives and Key Results.If you've ever felt pulled between operational demands and the bigger picture, this episode will help you think differently about how HR goals connect to organisational priorities – and how to make that link clearer for your whole team.Drawing on real examples (including a memorable orange analogy

Technology decisions can shift dramatically when HR steps in with a human-centered perspective. In this episode, Kate O'Neill, CEO of KO Insights and author of What Matters Next, explains how HR can influence innovation before decisions are locked in. She shares why employee experience, ethics, and organizational performance belong at the center of technology conversations, not after rollout plans are set. You'll hear practical ways HR can gather partial answers, synthesize insight, and guide leaders through uncertainty while staying grounded in values, privacy, and workplace communication. If you want HR leadership that builds credibility and influence, this conversation offers clear frameworks you can apply today. Join us as we discuss: (00:00) Meet HR Superstar: Kate O'Neill (04:22) Digital transformation vs. innovation (09:54) How HR can influence without being the decision maker (14:15) Common mistakes when rolling out change and new tools (22:38) Finding the right pace in technology decisions (28:54) Carrying culture forward into the AI age   Resources: For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or YouTube, or tune in on our website. Original podcast track produced by Entheo. Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player. Hear Karina's thoughts on elevating your HR career by following her on LinkedIn: https://www.linkedin.com/in/karinayoung11/ Download 15Five's Performance Review Playbook: https://www.15five.com/ebook/review-process-playbook?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2_2023_Podcast_CTAs&utm_content=Performance  For more on maximizing employee performance, engagement, and retention, click here: https://www.15five.com/demo?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2-Podcast-Ads&utm_content=Schedule-a-demo Kate O'Neill's LinkedIn - https://www.linkedin.com/in/kateoneill/

Workplace wellbeing is often talked about as an HR initiative – but without leadership ownership, even the best programmes struggle to succeed. In this second episode of the Wellness Works mini-series on The HR Room Podcast, Dave and Laura are joined by special guest Stacey Machesney, Head of Health & Wellbeing at Irish Life, to explore why leadership is the true foundation of sustainable workplace wellbeing. Together, they discuss why wellbeing cannot sit with HR alone, the dangers of box‑ticking, and how leadership behaviour, culture and work design shape the real employee experience. They examine the ethical, legal and business risks of getting wellbeing wrong, the growing impact of mental health claims, and the modern challenges leaders now face – from hybrid work and loneliness to neurodiversity and inclusion. From practical guidance on influencing senior leaders to the importance of empathy, training and role‑modelling healthy behaviours, this episode offers clear insights for HR professionals and leaders who want to move beyond surface‑level initiatives and build workplaces where people can truly thrive. Guests • Laura Barry – Head of People Development, Insight HR • Stacey Machesney – Head of Health & Wellbeing, Irish Life Topics include: • Why leadership ownership is essential for effective workplace wellbeing • The risks of leaving wellbeing with HR alone • Box‑ticking and the limits of one‑off initiatives • Leadership behaviour, culture and work design as drivers of wellbeing • Ethical and legal responsibilities around psychological health and safety • The business cost of poor mental health, burnout and presenteeism • Equipping leaders with the skills and confidence to support their teams • Neurodiversity, inclusion and the future of workplace supports • Hybrid work, loneliness and rebuilding social connection at work • How HR can build a strong business case for wellbeing with senior leaders Resources and Links - Wellness Works Webinar: Designing a Wellbeing Programme That Works - Irish Life's Health of the Nation Report 2025 Get in touch If you're not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you'd like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. If today's episode has you thinking about leadership and wellbeing in your organisation – whether you're starting from scratch or strengthening an existing approach – you can arrange a confidential consultation with Laura Barry by emailing info@insighthr.ie. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you're enjoying the podcast, please share it with colleagues or friends and leave us a review. We love your feedback and we're always here to support you with your HR challenges.

Can AI fuel a people-first transformation at global scale? At UPS, the answer is a resounding yes. While many companies view AI through the lens of automation and efficiency, UPS is taking a radically different approach: treating AI as an enabler of human growth, not a replacement for it. In this episode of the Digital HR Leaders podcast, host David Green is joined by Danelle McCusker, Senior Vice President and Global Head of Talent, Learning and Culture at UPS, to explore how the company is redefining what workforce transformation looks like in the age of AI. With over half a million employees and a deeply rooted culture of promotion from within, UPS faces a unique challenge: how to prepare its people for a future defined by emerging technologies - while preserving trust, purpose, and opportunity. Join them as Danelle and David explore: Why UPS is designing AI implementations to relieve frontline burdens and elevate the value of human work - not eliminate it. How a pilot with Valence's AI coach Nadia is creating access to consistent, personalised development for employees well beyond the executive tier. The role of psychological safety and experimentation in successful AI adoption How HR and technology teams are partnering to drive cultural and capability transformation What other HR leaders can learn from UPS's intentional, business-first approach to AI Whether you're in the early stages of your AI journey or looking for practical ways to align tech with talent strategy, this conversation offers both inspiration and actionable insights from the front lines of change. This episode is sponsored by Valence. Imagine if every employee had a world-class coach in their pocket. That's exactly what Valence has created with Nadia - the AI-powered coach helping Fortune 500 companies scale development, boost performance, and support leaders at every level. Learn more at valence.co/insight222 Hosted on Acast. See acast.com/privacy for more information.

Performance expectations are rising - but the systems designed to support people haven't kept up. In this episode of the Digital HR Leaders Podcast, host David Green is joined by Parker Mitchell, CEO and Founder of Valence, to explore how AI is transforming the way organisations think about performance. Tune is as they explore: Why traditional performance management still feels broken How AI coaching can support real-time performance improvement at scale How trust, context, and timing make the difference in effective AI tools What changes when every employee has access to a personal coach The signals that show AI coaching is driving real performance impact How HR leaders can start small - but smart - when exploring AI coaching This episode is sponsored by Valence. Imagine if every employee had a world-class coach in their pocket. That's exactly what Valence has created with Nadia - the AI-powered coach helping Fortune 500 companies scale development, boost performance, and support leaders at every level. Learn more at valence.co/insight222 Hosted on Acast. See acast.com/privacy for more information.

On this week's episode of Wine After Work, I'm joined by someone whose heart, experience, and leadership style will resonate with so many of you Kelly Price, founder of ThriveHR, and a woman who built an entire career around empowering people to thrive at work. Kelly's journey started in hospitality at Marriott International, where she learned how to create meaningful experiences and make people feel seen. She carried that passion into the world of HR becoming a recruiter, Benefits Manager, Director of HR, and eventually a VP of HR. Along the way, she reduced turnover, strengthened cultures, and reshaped how companies took care of their people. But her biggest transformation came when she stopped molding herself to whatever company she worked for and instead discovered what she valued, believed, and wanted. Kelly calls it "figuring out my own flavor of Kool-Aid" and it changed everything: the clients she takes, the way she leads, the work she does, and the results she gets for the people and companies she supports. In this conversation, we dive into: ✨ How Kelly learned to lead from her values — not from corporate expectations ✨ The turning point that pushed her to step out and build ThriveHR ✨ Why so many women lose their identity in the workplace (and how to reclaim it) ✨ What she wishes every employee and every leader understood about people ✨ How HR has changed — and what companies must do differently to retain talent today ✨ The power of building a business that reflects who you actually are ✨ Why authenticity is the real ROI in leadership Kelly's energy is contagious, and her insights are a gift for anyone navigating career growth, leadership, or entrepreneurship. Whether you're building a business or defining a new chapter in your career, this episode will remind you that you don't need to fit anyone else's mold you only need to find your own flavor. About Kelly Price: Kelly Price is the founder of ThriveHR and a dynamic leader whose career reflects her deep passion for helping others succeed. After earning her Bachelor's degree in Hospitality Management from Kansas State University, she began her career at Marriott International, where her love for creating meaningful experiences was born. Kelly transitioned into Human Resources as a recruiter and quickly climbed the corporate ladder, serving as a Benefits Manager, Director of HR, and VP of HR. She has played a major role in reducing turnover, improving engagement, and reinventing people strategies across organizations. Today, as a small business owner, she uses her extensive HR background to help companies grow, engage, and retain their people with positivity, integrity, and heart. Connect with Kelly: ThriveHR Website: https://www.thrivehrkc.com/ LinkedIn: https://www.linkedin.com/in/kellypricethrivehr/  

How can organizations balance people, profit, and purpose?Why do the most effective HR leaders focus on both intention and impact?My guest in this episode is Michelle Nettles, Global Chief People and Legal Officer at ManpowerGroupDuring our conversation Michelle and I discuss:How HR leaders can balance people, profit, and purpose to drive performance and impact.What it means to be a values-driven leaderWhy organizations should be focusing on capabilities over credentials.Why human skills: curiosity, adaptability, empathy, will define the future of work.Why outdated work models and ideas will be challenged by the next generation of HR leadersConnecting with Michelle: Connect with Michelle Nettles on LinkedInEpisode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leaderHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

A CMO Confidential Interview with Evan Wittenberg, Chief People Officer of VuMedi formerly CPO of Ancestry and Box, Google's Head of Leadership Development, and a Saturday Night Live Page. Evan discusses why HR has become a much tougher position over the last 5 years, AI's negative impact on leadership development, and the similarities between marketing and HR. Key topics include: his belief that every function should have a dedicated people partner; why "the burden of proof" is often higher for marketers; why he always interviews for "learning agility;" and why "doing the job you are hired for is better for your career than trying for "the next job." Tune in to hear questions marketers should ask in an interview and a great behind the scenes story from SNL Season 18. **What HR Really Thinks About Marketing — Evan Wittenberg (CPO) on CMO Confidential**Four-time Chief People Officer Evan Wittenberg sits down with host Mike Linton to unpack the real relationship between HR and Marketing: decision rights, how DEI evolves, AI's impact on entry-level careers, why hybrid work threatens apprenticeship, and what great CMOs do differently at the exec table. Evan also shares hiring signals (what CPOs look for now), the right way to use engagement surveys, and a live-from-8H SNL story you won't forget. **Guest:** Evan Wittenberg — CPO (VuMedi; ex-Box, Ancestry, Pivot Bio; Google/Wharton leadership)**Host:** Mike Linton — former CMO (Best Buy, eBay, Farmers), CRO (Ancestry)**Chapters**00:00 – Welcome + sponsor message (Typeface)02:00 – Evan's background and today's HR reality03:30 – “Seat at the table” meets burnout and intractable problems04:40 – Inside the COVID pivot: who owned it and why HR took point06:10 – Should HR own cross-functional crises? Coordination vs. ownership07:10 – HR ↔ Marketing parallels: everyone has an opinion, few have the brief09:00 – Sponsor break (Typeface)10:00 – DEI after the backlash: belonging, equity, and business need11:30 – Pay parity and what still isn't fixed12:00 – AI's real risk: erasing entry-level ladders and craft-building13:30 – Hybrid work, lost apprenticeship, and how leaders must respond15:10 – “People are our #1 asset” (or not): how to actually tell16:10 – HR nirvana: solutions that serve both the company and the person18:00 – How HR sees Marketing: service vs. business driver21:10 – What great CMOs do: range (data ↔ creative) and business framing22:40 – At the exec table: problem → data → options → choice → execution24:20 – The higher burden of proof for HR and Marketing24:40 – Should Marketing have a dedicated HR/People partner?26:10 – What CPOs now screen for: learning agility28:00 – AI fluency: no tourists, hands-on only29:10 – Real collaboration vs. heroics and end-runs30:40 – Due diligence for candidates: decision rights & cross-functional buy-in33:00 – Extra interview questions worth asking (on both sides)34:10 – SNL cold open rescue: the Rob Schneider story38:30 – Career advice: do the job you have at 120%40:00 – Sponsor close + sign-offCMO Confidential, Mike Linton, Evan Wittenberg, Chief People Officer, CPO, HR strategy, Marketing leadership, DEI, diversity equity inclusion, belonging, employee engagement, pay parity, hybrid work, return to office, mentorship, apprenticeship, AI in HR, AI in marketing, entry-level jobs, recruiting, learning agility, collaboration, decision rights, org design, people partner, HRBP, Box, Ancestry, Pivot Bio, Vmed, Google leadership, Wharton, SNL story, Rob Schneider, executive team, business outcomes, brand vs performance, Typeface, marketing operations, C-suite leadership, career adviceSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this From the Vault episode of Success Leaves Clues, hosts Robin and Al sit down with Jenny do Forno, Chief People Officer at TouchBistro, to explore how curiosity, courage, and authenticity define modern leadership. Jenny shares her inspiring journey from executive search to startup builder to venture advisor, offering hard-won lessons from 25 years of helping founders scale with purpose. As someone who's helped launch companies from napkin sketches to successful exits, she reveals what makes great leaders, why culture must be built early, and how authenticity and communication can transform a business from the inside out. Together, they unpack the emotional highs and lows of startup life, how to lead through uncertainty, and the importance of saying “yes” to growth even when you're not fully ready. You'll hear about: Curiosity as a compass: How following her questions, not a plan, shaped Jenny's 25-year career in people and culture. The courage to say yes: Why leaning into challenge matters more than waiting until you're “ready.” The founder's formula: What separates successful startup teams from the rest and how self-awareness plays a vital role. The human side of scaling: Why alignment, communication, and connection are every company's secret weapons. Hiring with intention: How early people strategy can accelerate growth and prevent culture debt. Ego vs. conviction: How great founders balance strong beliefs with humility and collaboration. Authentic leadership: Why clarity is kindness and being yourself is the real competitive advantage. The future of workplace wellness: How benefits, belonging, and flexibility will shape the next era of people strategy. Mentorship and legacy: How sharing wisdom and lifting others creates lasting ripple effects in leadership. We talk about: 00:00 Introduction 03:00 The accidental path into people and culture 06:00 Learning to say yes and leading with curiosity 09:00 Lessons from building Nest Wealth from scratch 12:00 From venture capital to TouchBistro: redefining success 15:00 The patterns that define great founders and teams 18:00 Why startups should invest in people and culture early 23:00 How HR shapes growth and alignment 28:00 The role of communication in scaling companies 33:00 Ego, conviction, and collaboration in leadership 37:00 Authenticity and the importance of showing up as yourself 44:00 Rethinking benefits and wellness for a modern workforce 49:00 How strong cultures drive belonging and retention 50:00 Legacy and impact: mentoring future founders Connect with Jenny LinkedIn: https://www.linkedin.com/in/jennydoforno/ TouchBistro LinkedIn: https://www.linkedin.com/company/touchbistro/ YouTube: https://www.youtube.com/user/touchbistro Instagram: https://www.instagram.com/touch_bistro/ Facebook: https://www.facebook.com/TouchBistroiPadPOS/ Website: https://www.touchbistro.com/ Connect with Us LinkedIn: Robin Bailey and Al McDonald Website: Aria Benefits and Life & Legacy Advisory Group

Modern work is haunted by an idea that began in feudal Europe. The Master Servant Doctrine gave employers the right to command and control workers while imposing a duty to provide for them. That ancient logic still shapes the modern workplace — from “at-will” employment and HR policies designed to protect companies, to benefits that bind people to their jobs. In this episode, Dart and Elizabeth explore how feudal ideas of control and obligation still structure employment today, and what it would take to build something better.Elizabeth Tippett teaches employment law and legal ethics at the University of Oregon School of Law. She is the author of The Master Servant Doctrine, and her research examines how historical legal frameworks continue to influence the modern workplace.In this episode, Dart and Elizabeth discuss:- How feudal law still shapes modern work- The three pillars of the Master Servant Doctrine- Why “at-will” employment persists in the U.S.- How HR became a modern tool of control- Why employee benefits reinforce dependency- The moral legacy of servitude in labor law- How law and culture preserve inequality at work- What a modern social contract for labor might look like- And other topics…Elizabeth Tippett is Professor and James O. and Alfred T. Goodwin Senior Fellow at the University of Oregon School of Law. She teaches courses on employment law, torts, negotiation, and dispute resolution, and her research examines how historical legal doctrines continue to shape modern employment practices. She is the author of The Master Servant Doctrine: How Old Legal Rules Haunt the Modern Workplace, forthcoming from Stanford University Press in 2025.Resources Mentioned:The Master–Servant Doctrine: How Old Legal Rules Haunt the Modern Workplace, by Elizabeth Tippett: https://www.amazon.com/Master-Servant-Doctrine-Legal-Modern-Workplace/dp/0520382323Connect with Elizabeth:Website: https://liztippett.com Work with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what's most important to the business. Book a call at 11fold.com.

Andrew Golden, Chief People Officer at RetailNext, joined us on The Modern People Leader.We talked about how he's driving transformation, why HR and IT must partner more closely, the power of building lightweight AI solutions in-house, and why he's optimistic about the future of people teams.---- Sponsor Links:

Most organizations approaching AI are struggling and running pilot projects that go nowhere. The common assumption is that the technology itself is flawed, over hyped, or too complex. However, the employers that are succeeding with AI have discovered something different. The technology isn't the problem, and the real barriers are human. Employee resistance, fear about job security, and the inertia of doing things the way they've always been done. What makes the difference between AI projects that fail and those that transform how teams actually work? My guest this week is Taylor Bradley, VP Talent Strategy & Success at Turing. In our conversation, Taylor shares how he built grassroots adoption in his team by starting with simple prompt libraries, the framework for deciding what should be automated, what should be augmented, and what should be left to humans, and why every AI project is really a human change management project in disguise.. In the interview, we discuss: Unlocking AI's full potential The most significant challenges when implementing AI in HR and TA Why AI pilots fail AI projects are actually human change management projects The inertia of the status quo Talent use cases When to augment and when to automate Breaking down roles into tasks Surprising measures of success How HR and TA roles need to evolve Considering adverse impacts What will the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

From Cashier to HR Strategist: Oksana Day on Hiring Smarter, Not HarderVisit https://flexhr.com/ & https://www.truarthr.com/Learn the mindset and moves that lead to real results. Please visit my website to get more information: http://diversifiedgame.com/

HR is standing at a defining inflection point. AI is transforming how work gets done, stakeholder capitalism is reshaping expectations, and the pressure to deliver tangible business value with less has never been higher. So what does HR need to do now - not just to stay relevant, but to lead? In this episode of the Digital HR Leaders podcast, host David Green sits down with three of the profession's most respected thinkers to discuss this very topic: Dave Ulrich, Co-Founder of the RBL Group; Dick Beatty, Professor at Rutgers and the University of Michigan; and Patrick Wright, Chair in Strategic HR at the University of South Carolina. In their conversation, you'll learn: Why HR is at a historic inflection point, and what makes this moment different How AI is forcing a rethink of jobs, value creation, and organisational design What it really means to move from HR activity to business impact How HR can better serve external stakeholders like customers, investors, and communities Why CHROs must lead from the outside in - or risk being left behind How a new leadership development initiative, the Global HR Leadership Experience, is preparing future-ready HR leaders If you're rethinking the role of HR in your organisation, navigating transformation, or preparing your team for what's next, this is a must-listen conversation packed with wisdom, challenge, and practical insight. This episode is sponsored by HiBob. HiBob is the all-in-one HCM platform built for HR leaders who need connected data, flexible workflows, and a user experience people actually want to use. Learn more by visiting hibob.com/davidgreen2025. Hosted on Acast. See acast.com/privacy for more information.

When we think about digital transformation, most people picture engineers, coders, or the CIO. But the real heroes often sit outside of IT - people like Becky in Finance, HR leaders, procurement teams, and legal advisors. In this episode, Kat and Pete dive into why transformation only sticks when organisations empower these unsung heroes. From employee experience to automation, self-service, and AI, we explore how everyday change agents are driving sustainable innovation.

Healthcare HR is at a crossroads, and Michael Olson is one of the leaders showing the way forward. In this future-focused episode of The ASHHRA Podcast, co-hosts Bo Brabo and Luke Carignan sit down with Michael, VP of HR Operations at Avera Health, to explore what it truly means to operate HR as a strategic business partner in today's high-stakes healthcare environment.

Hey friends! In this episode of the I Do Wedding Marketing Podcast, I'm diving deep into something I've never talked about here before: human resources and team building — and trust me, this is the episode every wedding pro needs.I'm joined by Kira La Forgia, founder of Paradigm Consulting and your new favorite HR expert, especially if you're growing your business beyond just you. We get honest, unfiltered, and even a little vulnerable about what it really takes to expand your team legally, sustainably, and with your mental health intact.

Nubank is the largest digital bank outside of Asia and one of the fastest-growing companies globally, recently surpassing 119 million customers across Brazil, Mexico, and Colombia. Much of that growth has been fueled by an obsessive focus on customer experience. Now, Suzana Kubric and Jessica Matsumoto are bringing that same mindset to employees. In this episode, Dart talks with Suzana and Jessica about what it means to design HR as a product, why Nubank brought in PMs and designers from other disciplines to lead the effort, and how to lead an organization as it goes through this kind of transformation.  Suzana Kubric is Chief People Officer at Nubank, where she's leading a transformation of HR into a product and design function. She brings a customer-obsessed lens to building employee experience at scale.Jessica Matsumoto is Senior Director of People Experience, Growth, and Culture at Nubank. She co-leads the People & Culture Product team, applying product thinking to reimagine how work is designed.In this episode, Dart, Suzana, and Jessica discuss:- How HR can be reimagined as a product team- Why employee experience needs more than policies and programs- What journey mapping looks like inside a 100-million-customer company- How designers and PMs are reshaping HR's role and process- What makes employees feel like true customers of work- The risks and rewards of building in the open- Why this shift changes not just what HR does, but what it is- And other topics…Suzana Kubric is Chief People Officer at Nubank, where she is leading a transformation of HR into a product and service design function. She is helping one of the world's fastest-growing companies redesign work to be as intentional and human-centered as its customer products.Jessica Matsumoto is Senior Director of People Experience, Growth, and Culture at Nubank. She co-leads the People & Culture Product team, applying product thinking and experimentation to the full employee lifecycle.Resources Mentioned:Nubank: https://nubank.com.brConnect with Suzana:LinkedIn: https://www.linkedin.com/in/suzana-kubric-8948b57/Connect with Jessica:LinkedIn: https://www.linkedin.com/in/jessica-matsumoto-5a836620/Work with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what's most important to the business. Book a call at 11fold.com.

How can HR lead transformations that stick? Why are “soft skills” the new “power skills”?My guest on this episode is Laura Cushing, Chief People Experience Officer, Pacific LifeDuring our conversation Laura and I discuss:Why HR leaders need to be “comfortable, being uncomfortable” and how it can accelerate your career.How HR can play a critical role in defining the “from/to” of organizational transformation and drive business performance.How HR can utilize strategic workforce planning to create value and impact. Why she calls influence and other so-called “soft skills” true “power skills” that will define the future of work—especially in the age of AI.Connecting with Laura: Connect with Laura Cushing on LinkedInEpisode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

Bryan Power, Head of People at Nextdoor, joined us on The Modern People Leader. We talked about how the company is navigating its “third era” under the return of co-founder Nirav Tolia. We explored “The Founders Mentality”, embracing an owner's mindset, and Nextdoor's AI bootcamp.---- Sponsor Links:

With AI tools becoming more common across HR and people functions, HR leaders across the globe are asking the same question: how do we use AI without compromising on empathy, ethics, and culture. So, in this special bonus episode of the Digital HR Leaders podcast, host David Green welcomes Kevin Heinzelman, SVP of Product at Workhuman to discuss this very critical topic. David and Kevin share a core belief: that technology should support people, not replace them, and in this conversation, they explore what that means in practice. Tune in as they discuss: Why now is a critical moment for HR to lead with a human-first mindset How HR can retain control and oversight over AI-driven processes The unique value of human intelligence, and how it complements AI How recognition can support skills-based transformation and company culture during times of radical transformation What ethical, responsible AI looks like in day-to-day HR practice How to avoid common pitfalls like bias and data misuse Practical ways to integrate AI without losing sight of culture and care Whether you're early in your AI journey or looking to scale responsibly, this episode, sponsored by Workhuman, offers clear, grounded insight to help HR lead the way - with purpose and with people in mind. Workhuman is on a mission to help organisations build more human-centred workplaces through the power of recognition, connection, and Human Intelligence. By combining AI with the rich data from their #1 rated employee recognition platform, Workhuman delivers the insights HR leaders need to drive engagement, culture, and meaningful change at scale. To learn more, visit Workhuman.com and discover how Human Intelligence can help your organisation lead with purpose. Hosted on Acast. See acast.com/privacy for more information.

HR Means Business: Increasing HR's Impact in Facilitating ChangeHost: Mervyn DinnenGuest: Lucy Adams, CEO of Disruptive HRIn this podcast interview Mervyn talks to Lucy Adams, former HR Director and author of the books HR Disrupted and The HR Change Toolkit, about dealing with disruption and emerging trends, and how to help bring about change in organisations.During the conversation they discuss:- Assessing an organisation's 'fitness' for embracing change and disruption- Emerging AI technology- Effectiveness of RTO mandates - How HR leaders can balance the demands and preferences of different generations in the workplace- Rethinking D&I initiatives- Shifting HR mindsetsThanks for listening! Remember to subscribe to all of the HR Happy Hour Media Network shows on your favorite podcast app! The HR Happy Hour Network is sponsored by Workhuman. If you've ever wondered what good can come of AI for HR, meet Human Intelligence. It uses the uniquely authentic data of Workhuman's #1 rated employee recognition platform to uncover insights into good culture, skills, performance, and more. It also helps coach employees on what good peer-to-peer recognition looks like, turning every “good job” into better engagement, retention, and wellbeing. And it surfaces feel-good stories that illustrate the best of your company culture. Learn about Human Intelligence at Workhuman.com and join their force for good.

Digital and AI transformation is reshaping workplaces across the globe, but why do some organisations succeed while others struggle? What sets the leaders apart in navigating change effectively? In this episode of the Digital HR Leaders podcast, host David Green is joined by Lucy Adams, CEO of Disruptive HR and former CHRO at the BBC and Eversheds. With years of experience modernising HR practices, Lucy has helped thousands of HR professionals move beyond outdated, process-heavy models to adopt agile, people-focused strategies that align with today's fast-evolving business landscape. Together, they explore: The biggest challenges HR teams face in driving transformation Practical strategies for breaking large-scale change into manageable steps How to address the emotional and behavioural hurdles of transformation Tailoring change approaches to different groups (early adopters vs. resistors) How HR can equip business leaders to be effective change champions The key skills HR professionals need to thrive in an era of rapid transformation If your organisation is in the midst of change—or preparing for it—this conversation is packed with insights you can start implementing today. This episode is sponsored by Amazing Workplace, an AI-powered platform designed to help companies grow and succeed by unlocking the full potential of their people. By providing the most accurate insights into how employees feel and why, Amazing Workplace equips leaders with powerful tools to drive meaningful improvements where they matter most. With Amazing Workplace, companies have reduced turnover by up to 90%, have increased revenue by over 400%, and solved recruitment. Find out more at www.amazingworkplace.com  Hosted on Acast. See acast.com/privacy for more information.

Technology-driven mass personalization has completely transformed how we engage with brands as consumers. However, while companies have raced to deliver tailored products and services to their customers, the employee experience has lagged behind, with most organizations still operating standardized processes that treat all employees the same. At the same time, technological, social, and generational shifts have dramatically raised expectations for personalized workplace experiences, leaving organizations vulnerable to disengagement and talent loss if they continue with outdated, uniform approaches. So, how can employers deliver the hyper-personalized employee experiences that today's workforce increasingly demands?  My Guest this week, Ayaskant Sarangi, CHRO at Mphasis Limited, an IT services company headquartered in Bangalore with operations across 50 countries and over 30,000 employees. Ayaskant shares valuable insights on how personalization can work at scale across the employee lifecycle and the vital importance of skills-based thinking in achieving this In the interview, we discuss:  • [02:03] Why personalization has become the fundamental employee expectation in today's workplace  • [04:43] How HR can shape organizational culture to support individualized employee journeys • [09:54] Leveraging technology to create hyper-personalized experiences throughout the employee lifecycle  • [13:17] Creating a horizontal tech layer that delivers consistent personalization across traditional HR silos  • [15:19] Moving from standardized role-based frameworks to personalized skills-based approaches • [20:50] What the future is going to look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Welcome back to the I Give a Sh*t About My Employees podcast! Today, we're sitting down with Rose Jones, the Director of Human Resources at Meyers, Roman, Friedberg & Lewis, a company that has won Culture Awards year after year.

Shlomit Gruman-Navot joined us on The Modern People Leader. We talked about her evolution as a people leader and how Miro is making AI learning a priority for employees. ---- 

Brandon Carson, Chief Learning Officer at Docebo, joined us on The Modern People Leader.We talked about the one thing holding companies back from adopting AI faster, why AI makes learning “scaled to one”, and why the future of work isn't about replacing humans - it's about amplifying them.---- 

How do we want our leaders, our organizations, and HR to be augmented by AI?Why is generative AI an historic opportunity for HR leaders to shape the future of work and leadership? My guests on this episode are Bob Johansen, Distinguished Fellow at Institute for the Future (IFTF), Gabe Cervantes, Director, Scalable Foresight, IFTF, and Jeremy Kirshbaum, CEO, Handshake, a generative AI consultancy who go deep into their new book, Leaders Make the Future: 10 New Skills to Humanize Leadership with Generative AI”During our conversation Bob, Gabe, and Jeremy and I discuss: How "future-backed thinking" helps leaders craft bold 10-year visions for their organizations.The shift from a VUCA world (Volatility, Uncertainty, Complexity, Ambiguity) to a BANI future (Brittle, Anxious, Nonlinear, Incomprehensible), and its implications for leaders.What early aviation's breakthroughs can teach us about managing AI innovation today and tomorrow.The rise of "smart mobs and agentic swarms" and how these new team structures will blend AI and human talent at scale. How HR can shape an AI-enabled workplace that keeps humans at the center.Connecting with Bob, Gabe and Jeremy: Connect with Bob Johansen on LinkedInConnect with Gabe Cervantes on LinkedInConnect with Jeremy Kirshbaum on LinkedInLearn more about “Leaders Make the Future: 10 New Skills to Humanize Leadership with Generative AI”Episode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersElevate 2025 - Learn more about this a flexible 3-week virtual program focused on taking your strategic capabilities and business impact to the next level with 16 interactive sessions led by 18 HR thought leaders.HR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.

Brian Elliott, a leading expert on flexible work, joined us on the show.We talked about whether or not remote work is actually dead (looked at the actual data), the questions to ask when your CEO pushes for a RTO, and why a return to office won't fix bad management.----  Sign up for our upcoming webinar with ChartHop. Get Atlassian's free guide to AI-powered knowledge management Buy tickets for MPL Live Boston.---- (07:36) How Brian became a leading voice on the future of work(13:39) The origins of Slack's Future Forum and key findings(14:56) The media vs. reality: Is remote work really dead?(17:14) CEOs pushing RTO: Data-driven decision or gut feeling?(19:02) The role of real estate, stealth layoffs, and productivity concerns(23:27) The trust factor: Why some leaders struggle with hybrid models(26:35) Politics and workplace decisions: The hidden forces at play(28:34) The shift from central business districts to neighborhood economies(30:37) The future of work isn't fully remote or in-office—it's flexible(34:12) How HR leaders can push back on RTO mandates(38:19) The contradiction: CEOs demanding AI innovation while enforcing RTO(41:50) Performance management in a hybrid world: Why tracking outcomes matters(47:33) How leading companies successfully implement flexible work policies(49:30) The impact of return-to-office policies on women in the workforce(54:23) What cities will look like in a remote-first future(57:57) Five years from now: What will the workplace look like?(01:01:43) The economic realities of remote work and city tax structures----