Podcasts about hr leaders

What if AI isn't replacing jobs, but quietly redesigning the tasks inside them?In the most recent HR Leaders Podcast episode, I had an important conversation with Sultan Murad Saidov, Former CEO / Founder and Investor at Beamery. He explains why task intelligence could become critical to workforce planning, how AI is changing the work inside existing roles, and why deciding what gets automated should become an HR question, not just a technology question.Drawing on more than a decade of building Beamery and working at the intersection of AI, skills and workforce data, Sultan explains why skills alone are no longer enough to understand where work is heading.5 things you'll learn from this episode:Why looking at tasks instead of job titles changes how leaders understand AI's impact on workThe research Sultan references suggesting 75% of jobs may need redesign because of AI augmentationHow digital twin teams could help leaders model workforce decisions before making themWhy reducing junior roles may create a long-term talent and career pipeline problemWhy Sultan believes HR and technology teams should jointly lead the redesign of work

If you started your inclusion work without gathering evidence for the problem, you can't prove what changed. Here I unpack why. In this episode we cover: Why most inclusion work starts without evidence How little evidence you actually need Why no evidence in means no evidence out If you want to go further When we … The Step Most HR Leaders Skip When Building An Inclusive Workplace Read More » The post The Step Most HR Leaders Skip When Building An Inclusive Workplace appeared first on Element of Inclusion.

Constant tech shifts and viral noise are quietly exhausting your workforce and killing critical thinking.In the latest HR Leaders Podcast episode, I spoke with Laura Maffucci, Head of HR at Globalization Partners. She explains why HR cannot rely on corporate spin, unvetted AI add-ons, or forced office returns during times of rapid change.Most organizations do not lack technology tools. They lack transparent communication, psychological safety, and a clear process for building learning agility. And even when tools are enabled, a harder question remains:Are you actually solving an operational problem, or just adding tool overload?5 things you'll learn from this episode:The unconventional quarterly award designed to celebrate smart operational failuresThe quiet credibility trap behind performative return-to-office mandatesThe hidden data flaw causing 70–80% of enterprise AI bots to give bad adviceThe three core human traits rendering static technical skills obsoleteA simple peer-led initiative driving AI adoption far better than formal trainingSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

What if the self-doubt holding you back isn't proof of failure, but evidence of growth?In the most recent HR Leaders Podcast episode, I had an important conversation with Maharukh Dalal, founder of The Career Accelerator for Women by Maharukh Dalal. She explains how senior leaders can overcome imposter syndrome by closing the internal identity gap, reframing self-doubt into a signal of growth, and shifting self-perception to drive executive execution.Drawing on two decades of corporate leadership across finance and hospitality, Dalal explains how mindset precedes execution. This conversation offers senior HR and business leaders a clear playbook for mastering the mental side of executive performance.5 things you'll learn from this episode:The psychological gap that stops capable leaders from taking actionA simple two-word shift that instantly turns daily dread into agency What a 1980 university experiment reveals about how people actually perceive you The advice Rafael Nadal's coach gave him during his worst slump that applies to executives Why relying purely on willpower and discipline eventually fails even top performers

AI could influence 90% of jobs. David Lloyd says AI literacy is still only around 38%.That gap is where many enterprise AI strategies begin to break.In the latest HR Leaders Podcast episode, I spoke with David Lloyd, SVP Platform Engineering & Chief AI Officer at Dayforce. He explains why HR cannot wait until the end of an AI transformation to address skills, trust and organisational change.Most organisations do not lack AI ideas. They lack trusted data, safe environments and a clear process for deciding which ideas deserve to scale.And even when an experiment works, a harder question remains:Can it scale from one employee to 5,000?5 things you'll learn from this episode:Why three to six months is too long to judge an AI pilotThe three questions that decide whether an AI idea moves forwardWhat is really driving the rise of shadow AIWhy adding AI across a fragmented HR stack creates more chaosHow a three-person governance team can approve ideas in under five days

Why do enterprise skills programs always look great on paper, but break down the moment real work happens?In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Josh Newman, VP of Skills and Talent Readiness at ServiceNow.He explains why organisations must shift away from perfectionist data collection and embrace good-enough skills capture paired with real-world talent readiness.By moving training out of LMS silos and leveraging ambient data signals alongside AI simulation playgrounds, ServiceNow tracks true human capabilities in real time while keeping human judgment at the centre of workforce strategy.5 things you'll learn from this episode:Why traditional skills-based models fail and how to move past perfectionist data gatheringHow Talent Signature captures ambient data signals from daily work to track capability growthHow SimStudio simulation playgrounds replace course completion certificates with real-time practiceThe key difference between basic AI adoption and true behaviour absorption that drives business ROIHow building psychological safety around AI tools directly boosts employee performance and sales quota attainmentSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Every company wants to become AI-native. But who is preparing the workforce for what comes next?In the most recent HR Leaders Podcast episode, I had an important conversation with Bijal Shah, CEO & Board Director at Guild.She explains why becoming AI-native is not simply a technology upgrade. It requires employers, governments and learning institutions to rethink how people gain skills, build careers and participate in the future economy.5 things you'll learn from this episode:How organisations can make the AI-native transition without leaving their workforce behindWhy Bijal believes 95% of companies still need to make this leapWhat makes workforce transformation a collective action problemHow critical thinking, judgement and curiosity separate useful AI from “slop”Where automation creates an advantage, and where human connection must remainSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Vereinbarkeit scheitert selten am guten Willen. Häufig scheitert sie an fehlender Führungsstruktur.Viele Unternehmen wollen gute Mitarbeitende halten. Doch sobald Schwangerschaft, Elternzeit oder Rückkehr ins Spiel kommen, wird aus Retention oft Improvisation.Genau an dieser Stelle setzt Dr. Susanne Dietz an. Als Expertin für Vereinbarkeit von Familie und Beruf, Autorin, Speakerin, Coach und Beraterin bei buSINNess® MOM / buSINNess® bringt sie eine Perspektive ein, die für HR-Leader unbequem und relevant zugleich ist: Elternschaft ist kein Ausnahmefall, sondern ein planbarer Lebensphasenwechsel, den Organisationen führen müssen.Im Gespräch mit Johannes Füß zeigt Susanne, warum Vereinbarkeit klare Prozesse, definierten Kontakt und bewusstes Re-Onboarding braucht. Für HR wird daraus eine zentrale Retention-Frage.Dich erwarten folgende Themen:1) Warum Elternzeit ohne klaren Prozess schnell zum Retention-Risiko wird.2) Wie HR Führungskräfte bei Schwangerschaft und Rückkehr handlungsfähig macht.3) Weshalb Kontakt während der Elternzeit definiert und nicht zufällig sein sollte.4) Warum Rückkehr aus Elternzeit ein echtes Re-Onboarding braucht.5) Wie Teilzeitfähigkeit zur Führungs- und Organisationsfrage wird.___________Dr. Susanne Dietz freut sich über den Austausch rund um Vereinbarkeit, Elternzeit und moderne Arbeitsorganisation.Wenn du dich angesprochen fühlst, dann melde dich bei ihr auf LinkedIn: https://www.linkedin.com/in/dr-susanne-dietz-14749b19/ ___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/ 

We spend all our time fixing business workflows, so why is HRs own workflow still broken?In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Jeffrey Schmitz, Former Chief People Officer at Zebra Technologies.He explains how his team successfully restructured their entire HR operating model by separating daily tactical operations from long-term talent strategy. By replacing fragmented, manual support with a centralised service hub and self-service workflows, Zebra built a scalable foundation for digital transformation while keeping culture at the centre.5 things you'll learn from this episode:The structural model shift that allowed Zebra to transition from 60 HR Business Partners down to 8 The simple "start at the centre" rule that turned daily support tickets into an operational data goldmine The non-negotiable tech stack foundation HR teams must build before attempting to deploy AI tools The single candidate trait Zebra looks for that matters far more than rare technical AI expertise The culture stewardship strategy Zebra used to navigate a massive M&A carve-out and hybrid work shift

This week's Policy Pulse segment tackles three major legal developments HR leaders need to know about: the EEOC's lawsuit against The New York Times over its DEI program, Colorado's rollback of its AI hiring law, and a Supreme Court case that could give the president the power to fire agency heads at the EEOC and NLRB without cause.Bryan Driscoll returns for another Policy Pulse segment, bringing his employment law expertise to break down the cases and policy shifts shaping workplace compliance right now. As our resident legal expert, Bryan helps translate the legal jargon into what it actually means for your business.In this episode:- The EEOC just sued The New York Times over its own DEI program, and the case could reshape how discrimination claims get proven going forward.- Colorado gutted its AI hiring law, but that doesn't mean the compliance risk disappeared.- Your AI chat history could end up as evidence in a lawsuit.- A Supreme Court case could hand the president the power to fire the heads of the EEOC and NLRB at will.- Good intentions won't protect you from a discrimination claim if your documentation doesn't back them up.Connect with Bryan Driscoll, JD: https://www.linkedin.com/in/bryanjohndriscoll/Connect with Traci: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

HR rarely happens exactly as planned. From difficult conversations to organizational change, leaders need to think on their feet. Dave Collins, founder and CEO of Oak & Reeds, a training company that combines improv techniques with proven learning strategies to help organizations tackle communication and collaboration challenges, shares how improvisation can strengthen decision-making, build resilience, and help HR professionals navigate uncertainty with more confidence.  Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz   ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

AI promises to revolutionize hiring with 70% faster recruiting and major cost savings - but algorithmic bias and black-box decisions have HR leaders worried. Discover why the smartest approach balances automation with the irreplaceable human touch in talent acquisition. Learn more at https://levellessco.com/contact-us Levelless City: Raleigh Address: 6325 Falls of Neuse Rd Website: https://levellessco.com Phone: +1 919 349 1726

HR professionals have a huge opportunity to shape how, why and when AI is used across their organisations.Because AI is not only changing technology. It is changing jobs, skills, teams, management and the way work gets done. And HR is uniquely placed to make sure those changes work for both the organisation and its people.In this episode of HR Coffee Time, Fay is joined by People Consultant Charlotte Goulding to explore how HR professionals can help shape successful AI adoption across their organisations.Charlotte explains why HR should not wait to be invited into conversations about AI and shares how her Five People Foundations Framework can help organisations put the right people foundations in place as work changes.Together, Fay and Charlotte explore what each of these foundations means in practice, including why traditional job descriptions may no longer be enough, why managers will become even more important and how performance, recognition and HR operations may need to evolve.Charlotte also explains how HR can help organisations make thoughtful decisions about AI while keeping people, trust and culture at the heart of them.In This Episode, You'll Learn:Why HR shouldn't wait to be invited into conversations about AIThe difference between “AI for HR” and “HR for AI”How the Five People Foundations work togetherWhy skills and capabilities could become more useful than job descriptionsHow managers can support people through AI-related changeHow performance, recognition and HR operations may need to adaptChapters[0:00] Introduction: Why HR must lead AI adoption[2:01] Welcome, Charlotte Goulding[2:24] HR for AI, not just AI for HR[4:41] From pandemic hero to recent criticism[6:31] How the Five Foundations framework came about[10:42] Overview: The Five People Foundations[11:35] Foundation 1: Identity[15:34] Example: Values in your AI hiring process[19:13] Foundation 2: Clarity[23:28] Applying skills-based roles in HR[26:31] OKRs and quarterly goal-setting[28:05] Foundation 3: Enablement[29:12] Managers: the most overlooked foundation[36:51] Foundation 4: Recognition[39:01] Rethinking career progression and rewards[40:42] Foundation 5: Operations[42:22] Mapping your most critical processes[43:38] Working with Charlotte[45:37] Book recommendations[47:05] Wrap-up and outroUseful LinksConnect with Fay on LinkedInLearn about Fay's Essential HR PlannerLearn about Fay's Inspiring HR Leadership ProgrammeComplete Charlotte's free Five People Foundations diagnostic.Visit Charlotte's website: The People ThreadConnect with Charlotte Goulding on LinkedInBooks Recommended in This EpisodeHR Disrupted by Lucy AdamsBuilt for People by Jessica ZwaanHelpful Episodes to Listen to NextEp 164: Becoming More Strategic as an HR Team: Three Ways OKRs Can HelpEp 166: The Biggest HR Strategy Mistake and How to Fix It, with Dean CorbettEp 172: How One Company Helped Employees Embrace AI, with Laura MaffucciEp 173: How to Build a Better Workplace Culture (So People Thrive at Work), with Aoife O'BrienEnjoyed This Episode? Don't Miss the Next One!Sign up for the free weekly HR Coffee Time email to be notified each time a new episode is released - and get free career tips, tools, and resources.

Against the backdrop of more and more employment disputes across the market, businesses need to put culture, care, and communication at the forefront of the employee experience.  In this episode of The Lawyers Weekly Show, which first appeared on our sister brand, HR Leader, host Jerome Doraisamy speaks with Danny King Legal principal Danny King about her passion for employment law, the most common disputes being lodged at the moment, what gives rise to such disputes, avoiding black-and-white approaches to managing staff, building the right kind of culture, employer mistakes when terminating employment, the place for employee benefits, putting in place proper documentation, policies, and processes, and how best to optimise the employee benefits approach as part of broader considerations around workplace experience. If you like this episode, show your support by rating us or leaving a review on Apple Podcasts (The Lawyers Weekly Show) and by following Lawyers Weekly on social media: Facebook, X and LinkedIn. If you have any questions about what you heard today, any topics of interest you have in mind, or if you'd like to lend your voice to the show, email editor@lawyersweekly.com.au

Send us Fan MailWhat if the career path you're meant to follow isn't the one everyone expects?In this episode of Get Amplified, we sit down with Beth Taylor, Country Lead for UK and Ireland People and Communities at Cisco, to explore how feeling average at school, and later discovering her neurodiversity ultimately shaped a successful career in HR leadership.Choosing a degree apprenticeship over the traditional university route gave Beth the opportunity to earn, learn, and gain real-world experience from day one. She shares how practical learning, supportive mentors, and unexpected opportunities helped her build confidence, credibility, and a career she loves.We also discuss trust, psychological safety, leadership through change, and why creating space for growth matters now more than ever.In this episode, we cover:Choosing a degree apprenticeship and learning through experienceDiscovering neurodiversity and finding supportive workplacesThe power of networking, mentors, and chance conversationsBuilding trust and psychological safety in teamsLeading through change with openness and shared ownershipCreating protected development time through Cisco's "Time to Grow"Better career conversations and the question: "What would you like to be known for?"We would love you to follow us on LinkedIn! https://www.linkedin.com/company/amplified-group/

HR fixes everyone else's workflows, but who fixes HR's?In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Barbara Matthews, Chief People Officer at Remote.She explains how her team successfully operates across 85 countries without traditional office mandates or endless meetings. By replacing friction with clear asynchronous documentation, Remote maintains connection and speed at scale.5 things you'll learn from this episode:Integrating AI into performance management and HR operationsBuilding trust and culture in fully remote asynchronous teamsTransitioning HR from lagging reporting to predictive indicatorsDeveloping leadership pillars and manager capabilitiesPrioritizing human power skills and process mapping in tech adoption

Many HR teams struggle to move beyond transactional order-taking. Ty Beasley, Chief Talent Officer at RSM US LLP, shares how grounding HR in financial realities transformed his team into trusted strategic advisors. Through the Drive Peak Performance framework, RSM redesigned performance advisor training and held partners directly accountable for the talent experience. This strategy replaces rigid office mandates with physical agility to support individual employee growth. This episode provides a concise roadmap for connecting talent strategy directly to business growth. It shows leaders how to build a stronger HR function that drives measurable business outcomes.

Employee benefits can be the second-biggest people cost, yet many global organisations cannot clearly see what they offer, what they spend, or what value each provider delivers.In this episode of the HR Leaders Podcast, I had an inspiring conversation with Chris Bruce, CEO and Co-Founder at Origin. He explains why fragmented policies, spreadsheets, and local systems have kept benefits out of strategic business conversations.

AI is changing work faster than most people expect.The real question isn't whether jobs will change, but whether employees and leaders are prepared to adapt. In this episode, Jacob Morgan, Best-Selling Author, Keynote Speaker and Founder of Future Of Work Leaders, explains why employee experience must evolve and what organisations can do to stay ahead.Jacob introduces the Eight Laws of Employee Experience, showing how organisations can return to the fundamentals while adapting for an AI-driven future. He explores why leaders must balance empathy with accountability, create cultures where difficult conversations drive innovation, and invest in internal mobility rather than leaving employees uncertain about what's next.For HR and business leaders, this conversation is a reminder that AI doesn't remove the need for great leadership, it raises the standard. Whether you're redesigning employee experience, preparing your workforce for AI, or helping people take ownership of their careers, this episode offers practical ideas for building organisations that are ready for what's next.

In this episode of the HR Leaders Podcast, Mechelle Monroe, former Global Chief People Officer for WPP Open X, Team Coca-Cola at WPP, explores how people leaders can support others without losing touch with what they need themselves.Mechelle breaks emotional resilience into practical habits, including scheduled emotional maintenance, conscious breathing, honest self-talk, protected meals, movement, reflection, and knowing when to say no. She also explains how naming an emotion, questioning the story behind it, and creating a clear end to the working day can stop difficult moments from following leaders home.As work becomes faster and more technical, emotional intelligence and emotional resilience become more valuable, not less. For leaders carrying other people's stress, the real question is not how much more they can absorb, but whether they have built the capacity to pause, recover, and keep showing up well.

Oliver Henry, head of inclusion and wellbeing at the airline easyJet, joins the podcast to discuss why leaders should change the way they talk and think about workplace wellbeing – and how to make that change.Should the word 'wellbeing' be replaced? Henry states his case, urging HR leaders to focus on healthier conversations.Henry ranked third on the HR Most Influential Practitioners list 2025, is a sought-after TEDx speaker, and is an engaging, trusted voice on culture and people experience.

Do you have employee engagement data sitting in a survey report with no plan for turning it into action?In this episode of Learning for Good, I sit down with Wilson Kirkpatrick, Director of People Operations at Waterford.org, to talk about how they used employee engagement data to design a coaching program that strengthened leadership trust and psychological safety.Many nonprofit leaders collect engagement survey data every year, but once the report comes back, it often sits untouched. That data only becomes valuable when you pair it with a deliberate cycle of listening, understanding, and acting, turning a single survey into an ongoing system for organizational growth.▶️ How to Align Learning with Data with Nonprofit HR Leader Wilson Kirkpatrick▶️ Key Points:00:00:00 Wilson's Path Into HR and People Operations00:05:21 Inside Waterford.org's Mission and Team00:06:16 Turning Employee Engagement Data Into a Business Case for Coaching00:11:31 Prioritizing Quick Wins When Rolling Out Coaching00:15:23 Measuring the Results: Engagement Score Improvements00:17:18 Advice for Leaders Who Feel Intimidated by Data00:19:02 Where to Find the Data Already Inside Your OrganizationResources from this episode:Join the Nonprofit Learning and Development Collective: https://www.skillmastersmarket.com/nonprofit-learning-and-development-collectiveConnect with WilsonLinkedIn: Wilson KirkpatrickWebsite: waterford.org Connect with HeatherLinkedIn: Heather BurrightWebsite: skillmastersmarket.comBook an interest call with Heather here.⭐Was this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Jennifer M. Bales, Chief Human Resources Officer at Shearwater Health, to unpack how HR leaders can build culture, scale talent, and use AI without losing the human behind the work.Jennifer shares how Shearwater Health is connecting values, frontline employees, clinical talent, leadership development, engagement data, and employee storytelling across the US, India, and the Philippines. With more than 5,000 employees in the Philippines alone, she explains why building one shared culture takes more than posters, surveys, or slogans.Most importantly, Jennifer explains why the future of healthcare work is not about replacing people with technology. It is about helping clinicians work at the top of their license, reducing administrative burden, strengthening leadership capability, and remembering that behind every metric is a real person.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Lisa Yankie, Chief HR Officer at Odyssey Logistics, to unpack why the future of HR is not just about AI, technology, or transformation. It is about solving the right problems with the right people in the room.Lisa shares how her own journey, from humble beginnings to leadership across manufacturing, financial services, and mid-sized companies, shaped the way she leads today. Her experience gave her a broader lens on business, resilience, empathy, courage, and the value of taking chances when others open the door.Most importantly, Lisa explains why HR must stop acting like an afterthought. In her words, human capital is the business. As AI changes work, HR has a bigger role to play as the glue across functions, the challenger of old assumptions, and the function that helps organizations stay human while moving faster.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Ciara Harrington (Barry), Chief People Officer at Skillsoft, to unpack why the shift from jobs to skills is finally becoming real.Ciara explains why HR can no longer rely only on job architecture, job descriptions, and traditional role design. As AI agents enter the workforce, leaders need to think differently about the unit of work, what skills are needed, and whether that work should be done by a human, an agent, or a combination of both.Most importantly, Ciara shares how Skillsoft is making skills practical inside the business, from leadership skills and hiring decisions, to nine-box talent reviews, performance conversations, AI adoption, and helping leaders move faster without waiting for the perfect system.

Sunaina Lobo, Chief People Officer at Omnissa, joined us on The Modern People Leader. We talked about why the HR-IT partnership is becoming critical in the AI era, how Omnissa is approaching AI transformation with a small but mighty team, and what it takes to build an AI-first culture while maintaining trust and engagement.----  Sponsor Links:

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Björn Axelsson, EVP and CHRO at Sandvik, to unpack how one of Sweden's largest industrial technology companies is changing the way people think about mining, manufacturing, AI, sustainability, and future talent.Björn explains why mining is one of the most misunderstood industries in the talent market. Many people still picture it as old-fashioned, unsafe, or disconnected from the future, when in reality Sandvik has been working with autonomous vehicles, connected fleets, electrified equipment, digital mining, software, and AI-powered solutions for years.Most importantly, Björn shares how Sandvik is building a future-ready workforce by investing in STEM talent, early careers, mining academies, global mobility, employee-led storytelling, AI adoption, and local communities, all while helping customers access the minerals needed for the green transition.

No lectures, no powerpoint presentations, at How HR Leaders Change the World – Live! you'll find honest discussion and plenty of participation on the realities facing HR leaders today. On HR's opportunity to drive positive change for business, people and planet.  Tickets have just gone live, and in this special episode to launch our brilliant early bird offer, we're bringing you highlights from 3 of this year's CHRO speakers, all alumni of this show, sharing examples of their leadership: Elly Tomlins, Chief People Officer at easyJet, Nathan Adams, Chief People Officer at Lloyd's of London and Dannii Portsmouth, Chief People Officer at PepsiCo EMEA – a taster for what's to come – your opportunity to be in the room, learning from and with, some of the world's most pioneering CHROs. We also hear from Stacey Kingshott, Global Senior HR Director at World Wide Technology, who's been attending for many years, indeed has already secured her Early Bird ticket, on why this conference is so special and what she takes away to help her in her own work. Plus – introducing our grande finale, this year's keynote is the incredible Livia Firth – a first mover driving sustainability in the fashion industry – you might be recalling photos in the press at glamorous awards, of her creation, The Green Carpet. Her session, Stop Eating at Your Desk, and Other Stories to Fall in Love with Change, will bring an inspiring and very human lens to transformation. This is the conference where nobody is on their phones - because nobody wants to miss a thing. 11th November 2026, London Get your Early Bird Ticket today and save £100; spaces are limited and it's a sellout conference! Click here to secure your place: Early Bird Ticket: How HR Leaders Change the World - Live! 2026 The Early Bird is only open until 17th July – so don't delay! Are you looking for your next great read that inspires you and helps your work?   Our book of the month for June is Rebel Ideas: The Power of Diverse Thinking, by Matthew Syed. We're all navigating more complexity than ever right now. AI, shifting workplace expectations, doing more with less, and still making work feel human.  Rebel Ideas by Matthew Syed provides a resource for how. His argument: the teams who solve the hardest problems aren't the ones full of the best individual thinkers, they're the ones who think differently from each other. A brilliant book on why diversity of thought helps us solve complex problems. Head to UpliftingPeople.com to grab your copy, and we hope you enjoy this month's Uplifting Book.  

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Arun Serikar, VP, HR Technology, Digital Platforms & AI Innovation, Corp Functions at Schneider Electric, to unpack what it really takes to simplify HR technology, scale AI, and build a better employee experience across a global enterprise.Arun shares how Schneider Electric went from 545 HR applications to 303, reducing tech debt, breaking regional silos, and building stronger governance around the tools, data, and platforms used across the business. He explains why employees are not looking for the “best system”, they are looking for fewer systems that actually work together.Most importantly, Arun breaks down how Schneider Electric is using AI to move HR from a back-office function to an intelligence layer for the enterprise, from internal chatbots and ticket reduction, to performance review AI assistance, agentic workflows, and a future where employees can complete tasks without jumping between systems.

EPISODE 448 ECU Alum Josh Moylan on being the all-time HR leader for Hudson Valley by Pirate Radio 92.7FM Greenville

In this episode of the HR Leaders Podcast, we sit down with Dr. Marcus Collins, Best-Selling Author, Keynote Speaker and Professor at University of Michigan - Stephen M. Ross School of Business, to unpack why culture is the most powerful force shaping human behavior, inside and outside organizations.Marcus explains why most companies misunderstand culture by reducing it to slogans, rituals, values, or “how we do things around here.” In reality, culture starts with how people think, what they believe, how they make meaning, and what behaviors those shared beliefs produce.Most importantly, he reveals why the future of work will not be won by technology alone. It will be won by organizations that understand the culture of work, align the front stage and backstage of the business, and build environments where people are truly connected to the beliefs, behaviors, and conviction behind the work.

This episode dives deep into the transformative power of AI in bridging the communication chasm between HR leaders and frontline employees. Brodie Meyer shares candid insights on how a simple SMS strategy turned into a revolutionary tool that improves engagement, safety, and retention, proven among industries that most need it. In this episode:  Brodie's journey from blue-collar roots to HR tech innovator  The story behind YourCo, a frontline employee communication platform  Why traditional tools failed frontline workers and how SMS changed the game  The magic of two-way texting and real-time conversations  Metrics revealing improved engagement: from immediate reach to 86% two-way after 90 days  The tangible outcomes: decreased turnover, higher safety, and increased productivity  The strategic use of AI: frontline insights and sentiment analysis  Practical advice: meet employees where they are on their devices and habits  Brodie's thoughts on AI's role in scaling HR communications effectively  Timestamps: 00:33 - Welcome to the HR Data Labs podcast with Brodie Meyer 01:08 - Meet Your Co: transforming frontline communication in traditional industries 02:14 - Brodie's personal motivation and background 03:01 - Juggling family and startup life with new born Nolan 04:12 - Brodie's fun fact: love for Italian cooking 05:32 - The gap between HR and frontline workers — origins of the idea 06:15 - Struggling with Slack in blue-collar environments 07:55 - The breakthrough: SMS as the go-to communication channel 08:29 - Why texting works: older devices, language barriers, and habits 11:11 - Building a two-way platform that's accessible and effective 12:05 - Employee and management feedback: engagement truths 13:05 - Impact: exceeding expectations and improving workforce sentiment 14:33 - Scaling solutions for large enterprises while maintaining engagement warmth 15:38 - Metrics: Achieving 86% two-way engagement after 90 days 16:52 - The importance of real conversations with frontline staff 17:39 - The ROI focus: reduced turnover, safety, productivity improvements 19:57 - AI in frontline communication: frontline intelligence and sentiment analysis 21:24 - Ensuring data accuracy and transparency with citations 23:08 - Practical advice: meet employees where they are to unlock results 23:43 - Closing thoughts and the power of meeting employees where they truly are. Resources & Links:  Your Co -The frontline communication platform transforming industries  Book: HR Transformation by John Smith  Brodie Meyer - LinkedIn | Twitter  AI & Sentiment Analysis Tools — Google Cloud AI  Connect with Brodie Meyer:  LinkedIn  Twitter    End on this:  If you want to revolutionize HR and frontline engagement, meet your employees where they already are, on their phones, their language, their habits. That's the secret sauce to unlocking productivity, safety, and retention at scale. Don't just imagine it, do it! 

How can you think and communicate like an executive?Why is your strategy only as good as your ability to communicate it?My guest on this episode is Vicky Zhao, Founder, School of Human Intellect and Speaking With Frameworks.During our conversation Vicky and I discuss the following: Why the clearest idea, not the best idea, is the one that wins How the GPS framework (Goal, Problem, Solution) elevates your point of viewWhy the hardest shift is moving from a doer mindset to a leader mindsetWhy you should put the bottom line up front, using the pyramid principleWhy giving yourself permission to contribute is the first step to showing up like an executiveConnecting with Vicky: Connect with Vicky on LinkedInSubscribe to Vicky's YouTube channel Learn more about Vicky's course, Speaking With Frameworks Episode 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.

Welcome to Work in Progress with Chris and Keyanna, your weekly workplace news hit, but with less corporate waffle, more real talk, and the occasional “wait… are we allowed to say that?” moment.All in under 10 minutes.No jargon. No doom-mongering. No pretending everything is fine when clearly… it is not.

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

Greenwood LaFleur Is Still Fighting, Medicaid Work Requirements Land July 31 & the Layoff Tracker Is Telling You Where the Work IsJune 15th, 2026. Bo and Luke open with a Mississippi hospital that was supposed to close today — and is still open. Then a Medicaid rule taking effect without a real comment window. Then a layoff tracker that, read correctly, is actually a roadmap for HR.

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

In this episode of the HR Leaders Podcast, we sit down with Allwyn Dsilva, VP HR & Global Head of L&D, Future of Work & Business HR at Tata Communications, to unpack why the future of learning must be built around business outcomes, skills, internal mobility, and AI-enabled career growth.Allwyn shares how Tata Communications moved beyond disconnected learning platforms and traditional course libraries to build a more connected ecosystem, linking skills, career aspirations, hiring, learning, coaching conversations, and AI-powered recommendations into one joined-up employee experience.Most importantly, he explains why learning teams must stop leading with the beauty of their programs and start proving behavior change, business impact, and real outcomes. From AI literacy and dark network operations to internal hiring, AI interview practice, and skills-based career pathways, this episode shows what it looks like when L&D becomes a true business engine.

Employee benefits continue to be a critical component of attracting and retaining talent. According to the Society for Human Resource Management (SHRM), 81% of employers consider both retirement savings and planning benefits and leave benefits to be either "very important" or "extremely important" offerings for their workforce. As organizations compete for talent, retirement plans remain one of the most valued benefits employers provide. In this episode of Let's Have This Conversation, I sit down with Alex Langan, ERISA attorney, Chief Investment Officer, author of the #1 bestselling book 401(k) Exposed, and founder of Langan Financial Group. Alex has built a reputation for challenging conventional wisdom surrounding employer-sponsored retirement plans. After serving as a Pennsylvania Supreme Court clerk and practicing ERISA law, he discovered what he believes is one of the most overlooked issues in corporate America: many employers unknowingly expose themselves to legal and fiduciary risks through the administration of their 401(k) plans. During our conversation, Alex explains why retirement plan providers may not always have incentives aligned with employers and employees, the fiduciary responsibilities many business owners and HR professionals inherit without formal training, and the steps organizations can take to better protect both themselves and their workforce. We also discuss: • Why retirement plans remain one of the most important employee benefits organizations offer • Common misconceptions employers have about fiduciary responsibility • The hidden costs and risks embedded in many 401(k) plans • How employees can become more informed retirement savers • What business owners, CFOs, and HR leaders should be asking their retirement plan providers • Why transparency and education are critical to improving retirement outcomes Alex also shares the philosophy behind Langan Financial Group, an independent financial planning firm focused on personalized guidance rather than product sales or quotas. Their approach centers on understanding each client's goals, challenges, and long-term financial objectives while delivering customized financial planning solutions supported by a dedicated team. Whether you're an HR professional, business owner, executive, or employee participating in a workplace retirement plan, this conversation offers valuable insights into a system that affects millions of Americans every day.   For more information: https://langanfinancialgroup.com/ Email: alex@langanfinancial.com   Learn more about your ad choices. Visit megaphone.fm/adchoices

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

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

Katie Turner-Carr is a big believer in the power of data. By reshaping how her organization gathered, interpreted and acted on data, she helped strengthen workplace culture while delivering on business goals, work that earned her recognition as Reworked's Workplace Culture Leader of 2026 in the IMPACT Awards.  In this episode of Get Reworked, Katie discusses her award-winning work and explains how her team balanced analytics, storytelling and human insight to help leaders make better people decisions. In Brief:  Employee listening works best as an ongoing system, not a one-time survey event — Katie Turner-Carr shifted her firm from disconnected annual surveys and a "thousand action plans" toward a more intentional listening strategy built around trust, context and continuous dialogue. HR becomes more strategic when people data is connected directly to business outcomes — The creation of a people analytics function and executive culture forum helped leadership move from anecdotal decision-making to enterprise-wide insight. AI is most effective in HR when it accelerates insight while keeping humans in control — Katie's team used AI for sentiment analysis, trend detection, communication personalization and identifying potential attrition risks, but maintained strong human oversight for judgment, privacy, governance and interpretation.

In this episode of our On The Road series, we sit down with Laura Mattimore and Lucia Suarez from Procter & Gamble to explore how one of the world's most iconic companies is redesigning talent for the AI era.Laura leads global talent across P&G's enterprise talent systems, including hiring, learning, leadership development, workforce planning, and talent strategy. Lucia leads talent development, talent management, analytics, insights, employee experience, and transformation within that broader talent agenda.Their message is clear: AI is not just a technology shift. It is a work, culture, skills, and employee experience shift. For P&G, the opportunity is not to replace the human, but to build around human plus AI, with HR playing a central role in redesigning how work gets done.

In this episode of our On The Road series, we sit down with Kalifa Oliver, Ph.D. Senior Director of Technology - People Analytics at Lowe's Companies, Inc. to explore why HR needs to stop chasing AI tools and start solving the right business problems.Kalifa now sits in technology, not HR, leading teams across engineering, product, analytics, and people data. That gives her a very different view of what HR transformation actually requires.Her message is clear: AI is not magic. It will only be useful if HR asks better questions, understands the problem it is trying to solve, and stops adding technology on top of broken or unnecessary work.

In this episode of our On The Road series, we sit down with Jennifer Reimert, SVP, Consulting Practice at Workhuman, to explore how organizations can make recognition reach the people who are often hardest to reach: frontline and deskless workers.Jennifer spent 20 years as an HR practitioner and total rewards leader before joining Workhuman. She was also a Workhuman customer back when the company was Globoforce, using recognition to help bring two merged companies together when culture, identity, and belonging were under real pressure.Her message is clear: recognition cannot only work for people at a desk. If most of the work that defines your culture happens on the floor, in the field, in hospitals, in plants, in stores, or across customer sites, then recognition has to meet people where they actually work.

In this episode of our On The Road series, we sit down with KeyAnna Schmiedl, Chief Human Experience Officer at Workhuman, to explore how organizations can identify future leaders before they are already in the obvious succession pipeline.KeyAnna shares how Workhuman's Future Leaders technology is helping companies spot the people giving off strong leadership signals across the business, including those who may not be visible through traditional talent reviews, manager nominations, or proximity to senior leaders.Her message is clear: the best future leaders are not always the most obvious names in the room. If HR can use better signals to see talent earlier, organizations can retain, develop, and invest in people before they walk out the door.

In this episode of our On The Road series, we sit down with Ken Wechsler, SPHR, CCP, VP, Total Rewards at Akamai Technologies, to explore how AI is changing the conversation around rewards, recognition, performance, and the future of work.As a total rewards leader, Ken is now facing questions that would have seemed unlikely just a few years ago: What is our AI strategy? What outcomes are we trying to drive? How will AI change productivity, performance, and how people are rewarded?His message is clear: AI skills alone should not automatically mean higher pay. The real question is whether AI helps people deliver better outcomes, raise performance, create more value, and help the business move forward.

In this episode of the HR Leaders Podcast On The Road, we sit down with Eric Mosley, Founder and CEO at Workhuman to explore how recognition data, AI, and human insight are changing the way organizations identify their future leaders.Eric shares how Workhuman's new Future Leaders capability uses recognition data, performance data, and AI to identify the people most likely to rise into senior leadership roles years before they are officially promoted.And this is where it gets really interesting.Eric says the strongest signals are not coming from a traditional succession planning form. They are coming from the language people use about each other, the recognition moments that describe how work actually gets done, and the patterns that emerge across billions of human interactions.

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