Podcasts about hr leaders

Good intentions matter, but they don't change much on their own.Joanne Vazquez-Kirby, a global DEI & HR Leader at Skyscanner, joins me to explore what helps organisations move from aspiration to something more tangible. We get into accountability, leadership, and the gap between saying inclusion matters and building it into how a business actually operates.There's also a useful look at what this means in practice across global teams. From local context and data to community networks, executive sponsorship, and knowing where to start, Joanne shares what helps inclusion efforts gain traction instead of stalling out.A helpful listen for leaders trying to turn values into decisions, not just statements.Highlights:(02:14) What working across cultures teaches you about people(08:47) The difference between aspiration and embedded inclusion(11:30) How networks, sponsors, and structure help the work move(20:09) Why you can't do everything, and where to start instead(27:30) What changes when inclusion work has to translate globally(34:30) What credible leadership looks like in a difficult climate(41:00) The one shift leaders can make tomorrowConnect with us here:Website: https://aurorawellnessgroup.co.uk/Ngozi: https://www.linkedin.com/in/ngozi-weller-aurora/Obehi: https://www.linkedin.com/in/obehi-alofoje-psychologist-aurora/Aurora Company Profile 2025Book a Call here: https://aurorawellnessgroup.co.uk/#book-meeting

More claims. More complexity. Higher stakes. How AI and rising civil penalties are reshaping workplace litigation and what employers need to do to keep pace. In this special episode of The Legal Brief, produced by Lawyers Weekly's sister brand HR Leader in partnership with national law firm Kingston Reid, host Jerome Doraisamy speaks with Kingston Reid partner James Parkinson about two emerging trends currently reshaping the conduct of workplace litigation in Australia. Artificial intelligence is increasingly being deployed in legal proceedings, and this trend shows no sign of abating. The rise of the "AI advocate" is driving a surge in rights-aware self-represented litigants, with generative AI capable of producing legally framed claims. While this presents a perceived expansion of access to justice, it also places significant pressure on courts, tribunals, and employers who are required to navigate AI-generated materials in order to respond to claims. The presenters explore how Australian jurisdictions are responding, through evolving guidance notes and procedural guardrails, and why a recalibration towards more traditional, oral advocacy may be on the horizon. Against this backdrop, our presenters also explore the growing prominence of collective employee claims. With significantly higher civil penalties and intensified regulatory scrutiny, the economics of enforcement have shifted. Resolution is no longer confined to employee remediation, and may increasingly involve consideration of payments to prosecuting parties, including unions. For employers, the implications of these developments are clear: compliance must be proactive, remediation swift, and litigation strategies rigorously stress-tested. In a system being rapidly reshaped in the wake of new technology, organisations that recognise these shifts and act early to address issues will be best placed to navigate a more complex and costly disputes landscape, whereas employers who fail to adapt risk being outpaced: procedurally, financially, and strategically. 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

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.

In this episode, I'm joined by HR leader and author Teri Chilcoat to talk about the realities of toxic workplace cultures, why so many people stay longer than they should, and what you can do to protect yourself when you find yourself in one.Teri shares her own career journey, unexpectedly finding her way into HR through a temp role, to experiencing severe workplace bullying as the sole HR person inside a toxic leadership environment.That experience ultimately inspired her to write a book designed to help others recognise toxic dynamics earlier and navigate them more effectively.Throughout our conversation, we explore:✅ The signs and symptoms of toxic workplaces✅ Why dysfunction often becomes normalised✅ How toxic environments impact both physical and mental health✅ The “toxicity triangle” and how unhealthy cultures are sustained✅ Why high performers are often protected despite poor behaviour✅ The long-term impact of burnout and chronic stress✅ How COVID and remote work changed workplace culture✅ Why younger generations are raising expectations around leadership and wellbeingTeri also shares her practical framework around:✅ Self-awareness✅ Self-control✅ Self-care✅ Self-empowermentWe talk about the importance of focusing on what you can control, building healthier coping mechanisms, recognising red flags earlier, and creating more agency for yourself, even in difficult environments.If you've ever questioned whether a workplace was healthy, struggled with burnout, or felt trapped in a difficult environment, there's a lot in this episode that will resonate. And give you some practical advice and guidance on what to do.To connect with Teri:LinkedIn: https://www.linkedin.com/in/teri-chilcoat-phr/Website: innerauthoritycompany.comCan you also find episodes on YouTube: https://www.youtube.com/@EmmaGrahamCareerCoach/videosYour host, Emma Graham, Career Coach and ex-recruiter, is here to help you with: 

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.

The last generation of CIOs with a human-only workforce. Let that sink in for a second. If you think AI is just about a chatbot summarising your emails, you are missing the tectonic shift happening right under your feet. We are officially entering the Agentic Era, where your next top performer might not even have a heartbeat. In a candid, no-nonsense chat at hashtag#CIOFEST, Daniel Eycken (COO of CIONET) sat down with Allan Cockriel (Group CIO at ASML) to do a hard reality check on where Agentic AI is actually driving value today, and where it's just noise. As the tech leader of a company anchoring the global semiconductor supply chain, Allan is putting agents into production.

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 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.

Preparing to retire after 40 years in HR leadership, Sue joins us to reflect on a career defined by commercial understanding, community engagement and a belief that inclusion drives performance.   Sue shares that the heart of Markel's identity is the 'Markel Style', a set of principles connecting how the business operates with how it serves stakeholders and the wider community - and sits at the centre of employee experience.  Sue makes the case that community engagement, through volunteering, board service and pro bono work, is one of HR's most powerful and underused tools for developing leaders, building empathy and sharpening decision-making. Sue leaves us with a clear message: when HR connects business performance and community impact, it creates stronger leaders and better business results.  Thank you to Deel for sponsoring this episode. What does HR look like when it's built for global scale? With Deel, HR teams can hire, onboard, and manage talent in 150+ countries without setting up local entities or managing multiple vendors. ·        Generate compliant contracts in minutes. ·        Automate onboarding. ·        Tackle performance reviews. ·        Centralize employee records, time off, and benefits in one place. Deel takes care of compliance and document management, so you can focus on people, not processes. From that first offer letter to ongoing support, Deel makes global HR feel local, fast, and easy.   Visit www.deel.com/uplift today.   Are you looking for your next great read that inspires you and helps your work?   Our book of the month for May is The Working Parent Equation, Balancing small humans with big careers, by Georgie Rudd. Know a working parent? A colleague that has all the plates spinning, and you're not quite sure how they're managing? Or perhaps that's you?!   The Working Parent Equation is an extra special book, packed with practical exercises for anyone to reflect on their own, personal, working parent equation, and wonderfully our very own Cecilia Crossley wrote the foreword.   Here's her summary: It's an incredibly helpful tool for any working parent - one that will help you, your family, your organisation, and society – because each of us intentionally designing our own equations takes us a step closer to gender equality.   Head to UpliftingPeople.com to grab your copy, and we hope you enjoy this month's Uplifting Book.  

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.

In this episode of the HR Leaders Podcast On The Road, we sit down with Jorge Quezada, MBA (He.Him.His), Vice President, Culture & Performance at Granite Construction, to unpack what happens when culture stops being treated as a soft initiative and starts being run as a business driver.Jorge explains why culture is the operating system of an organization, shaping how people think, act, interact, and bring the company's mission, vision, and values to life every day.He shares how Granite is updating its culture for the next 100 years by preserving what makes the company strong, diagnosing what needs to change, and creating the conditions for people to grow, adapt, and perform.Most importantly, Jorge reveals why the future of culture belongs to leaders who stop copying best practices from other companies and start understanding what their own people, business, and operating system actually need.

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:

How can HR leaders learn to sell without selling?Why should every HR leader think of themselves as a salesperson?My guest on this episode is Brendan McAdams, B2B Sales Coach & Consultant and author of ‘Sales Craft'During our conversation Brendan and I discuss the following: Why every HR leader is already in sales, whether they call it that or notHow sales is really the work of helping someone make a better decision that is right for themWhy status quo is often the strongest competitor to any HR initiative, and what to do about it.How surfacing objections out loud ("killing the deal") builds trust and accelerates real buy-inWhy "if we do this, who loses?" is one of the most useful questions an HR leader can askConnecting with Brendan: Connect with Brendan on LinkedInLearn more about Brendan's company KiineticsDownload Brendan's Stakeholder Meeting Prep Worksheet 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.

In this episode, Ben is joined by Scott Trompolt, founder and principal consultant at Trompolt Compensation Design Solutions (TCDS). With over 18 years in corporate HR leadership across the US and Germany, followed by more than a decade consulting globally, Scott shares his insights on effective compensation strategy, pay transparency, and the journey from corporate life to independent consulting. The discussion covers the evolving landscape of compensation, the impact of pay transparency laws, and how compensation can be leveraged for employee engagement. Scott also details his approach to structuring consulting projects, pricing strategies, and building a steady client base, as well as his motivations for writing "The Defragmented Consultant." He discusses how he initially relied on established relationships and positive word-of-mouth from previous professional contacts to win his first consulting projects. Over time, referrals and client recommendations helped keep his project pipeline full. As some long-term clients retired, he adapted by improving his website, using LinkedIn for outreach, and appearing on podcasts to reach new, "cold" clients. He emphasizes a long-term view, focusing on building relationships and lifetime client value rather than just single engagements. Topics discussed include:  The emergence and nuances of pay transparency laws and their effects on organizations and employees Linking compensation strategies to employee engagement and development conversations Trends in compensation consulting, including increased focus on variable pay and transparency in sales incentive plans  Deciding between a niche versus a generalist approach as an HR consultant Structuring and pricing consulting services for different types of projects and client needs  Focusing on client lifetime value, not just a one-time project fee  How Scott Trompolt built his client base, starting with word of mouth and evolving toward a mix of referrals, LinkedIn outreach, website optimization, and podcast appearances  Professional and personal challenges that come with independent consulting, and embracing continuous learning  For more insights from Scott Trompolt, including his approach to consulting, compensation design, and tips from his book, visit his website: www.hrcompensationconsulting.com. Check out this B2B podcast launch service. About The A Better HR Business Podcast The A Better HR Business shares strategies, tactics, success stories, and more about marketing for HR consultancies and marketing for HR tech companies, and how to get more clients. Follow the show on Apple Podcasts or Spotify so you don't miss future episodes. For show notes and to see details of our previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast HR BUSINESS GROWTH RESOURCES Get the new book - Grow A Successful HR Business Your Way Launch your own business podcast: B2B Podcast Agency VISIT GET MORE HR CLIENTS Want more clients for your HR-related consultancy or HR Tech business? Visit the Get More HR Clients website for articles, newsletters, podcasts, videos, resources, and more at www.getmorehrclients.com.

In this episode of the HR Leaders Podcast On The Road, we sit down with Khalil Smith, VP, Inclusion, Diversity, and Engagement at Akamai Technologies, to unpack what it really takes to build a performance culture where people trust each other enough to speak up, challenge ideas, and grow.Khalil explains why culture is not what leaders say they want, but what the organization actually rewards, and why silence is often the clearest signal that trust has broken down.He shares how leaders can build stronger cultures by creating trust, encouraging healthy disagreement, aligning systems with values, and making recognition and feedback feel honest, specific, and useful.Most importantly, Khalil reveals why the future of culture belongs to organizations that close the gap between what they say and what they reward, creating environments where people can challenge respectfully, perform boldly, and speak up without fear.

In this episode of the HR Leaders Podcast On The Road, we sit down with Peter Andrew Danzig, Senior Advisor, Foundation Culture at Children's Hospital of Philadelphia, to unpack what psychological safety really means beyond the buzzword.Peter explains why psychological safety is not a checklist, policy, or one-time initiative, but a belief system that has to be co-created, practiced, and reinforced through everyday behavior.He shares how leaders can build safer spaces by embracing healthy friction, operationalizing empathy, and creating room for challenge, accountability, apology, repair, and growth.Most importantly, Peter reveals why the future of culture belongs to organizations that stop treating safety as comfort, and start building environments where more people can speak honestly, move through conflict, and still feel seen, heard, and valued.

Most HR leaders walk into CFO meetings already losing. Not because they lack the data, but because the work that should have happened months earlier never did.In this episode, AJ Vaughan answers a question from Denzel about what CHROs are actually rehearsing, avoiding, and feeling the night before they sit across from finance. The honest answer: the night before is the wrong place to start.AJ breaks down the pre-work most HR leaders are skipping. The strategic pockets with the CRO. The L &D conversations that never happen. The macro lens on the tech stack, the tools, and the human capability data sitting unused inside the business. The mentorship relationship with revenue leaders could generate six to seven figures if HR actually leaned in.This one is for the HR leader who is tired of being treated like a cost center, and for the CFO who keeps wondering why the people function never speaks their language.What is actually happening inside HR right now? What matters most before you walk into that meeting? What to do tomorrow. And what most HR leaders miss entirely.Listen now.

What matters more today—a degree, or the ability to actually do the job? For years, we've treated degrees as the ultimate signal of capability—the safer bet, the proven path. But Gen Z is stepping into a very different world of work. A world where skills evolve faster than syllabi, where portfolios sometimes speak louder than pedigrees, and where employers say they want “ready-to-perform,” not just “qualified-on-paper.” So is the value of a degree declining—or are we simply redefining what it represents? In this episode, HR Leader and Entrepreneur Manisha Goel helps us to unpack the tension between degrees and skills, cut through the noise, and explore what truly drives employability for Gen Z—without dismissing either side.45 Best Gen Z Podcasts You Must Follow in 2025Find Us OnlineManisha Goel    :  LinkedInNikhil :  Website,  Linkedin, Youtube & Book

In this episode of the HR Leaders Podcast On The Road, we sit down with Julie A. Stone, Chief Learning Officer, Group VP at TTEC, to unpack what it really takes to bring AI into an organization without losing the human connection, trust, and coaching that actually drive performance.Julie explains why simply training people on AI tools is not enough, and how leaders must help employees understand where, when, and how AI fits into their actual work.She shares how TTEC is using AI to create more time for human coaching, improve guidance in the flow of work, measure coaching effectiveness, and give people safe spaces to practice, learn, and build confidence.Most importantly, Julie reveals why the future of AI transformation belongs to leaders who start with real business problems, bring people along transparently, and redesign work in a way that helps people perform better.

In this episode of the HR Leaders Podcast On The Road, we sit down with Raúl J. Valentín, EVP & Chief Human Resources Officer at ABM Industries, live from Workhuman Live Orlando 2026, to unpack what it really takes to lead a frontline workforce through constant change, AI transformation, and rising employee expectations.Raúl explains why the future of HR is not about choosing between people and technology, but designing systems where people and AI work together to make work faster, fairer, and more human.He shares how ABM is building resilience across a workforce of more than 100,000 team members by focusing on fairness, recognition, manager capability, and helping employees feel seen, heard, and valued wherever they work.Most importantly, Raúl reveals why HR leaders must stop waiting for perfect answers before taking action, and instead create safe ways to launch, learn, improve, and lead transformation in motion.

This week we saw some astounding GDP numbers, a modest 2% growth with an astounding 70% attributed to AI capital spending. The US economy is heavily AI centric, starving spending on housing which ultimately contributes to income inequality. At the same time companies are now reducing employee benefits, halting a two decade steady increase. It's all about the shift from labor to machines, I guess. I also talk about the role of legacy systems in the new world of Agentic HR, Agentic Finance, and Agentic ERP. Lots going on, I hope this gives you some perspective on the massive AI economic transformation we're living in. It's all good and one of the most exciting times in our careers. Additional Information Why AI Is A Massive Job-Creation Technology, Despite What You Think Introducing HR 2030: A Vision For Agentic Human Resources The Reinvention of Workday: From System of Record to Platform of Agents The Superagent for HR: Galileo Mars Release Irresistible 2026: The Global Conference for HR Leaders and their Teams (June 8-10, USC) Chapters (00:00:00) - Economy and the Stock Market(00:02:33) - Some Companies Are Reducing Employee Benefits(00:08:17) - The Role of Managers(00:12:59) - The Legacy of Salesforce, Workday(00:18:54) - Want to pitch your AI Stories? Here!

On this episode of Maximize Business Value, host Dave Casey and Mark Mitford of HR Catalyst discuss how to transform HR from a transactional expense into a strategic profit center. Ahead of his new book launch, People Are Your Profit, Mark explains how proactive succession planning and leadership development protect a company's long-term continuity.Tune in weekly to hear more from Mastery Partners and to receive relevant key content on your journey to maximizing your business value!GET THE BOOKS: 'Start with Maximizing Business Value' by Tom Bronson, and 'People Are Your Profit: Transform Your Biggest Expense Into Your Biggest Asset' by Mark Mitford. Learn More about Dave Casey: Dave Casey is a seasoned business owner with deep expertise in all aspects of organizational behavior and a passion for helping entrepreneurs reap the full rewards of building their companies. He understands that a truly valuable business isn't just profitable—it's secure, scalable, and transferable. In addition to his work with Mastery Partners, Dave actively gives back to the entrepreneurial community through leadership roles with organizations like Business Navigators, Biz Owners Ed, and Liberty Ministry. Whether advising on strategic growth or mentoring the next generation of business leaders, Dave brings clarity, integrity, and decades of real-world experience to every interaction. His mission goes beyond exit planning—he's committed to helping owners build lasting legacies.Learn More about Mark Mitford: Mark Mitford is an outsourced HR Leader & Trusted Business Advisor to CEO's of middle market companies. Small to middle market sized businesses need HR thought leadership and expertise. I am the recent Author of the Book – People Are Your Profit – Transform Your Biggest Expense into Your Biggest Asset. Your people costs are 50-75% of the overall costs in your business! I help you optimize your leaders and employee's performance, that creates higher revenue and higher profitability.Outstanding track record of helping companies grow their people and company bottom line. Worked in organizations various life cycles - high growth to retrenching modes. An MBA, bottom-lined focused, expert in succession planning, MMastery PartnersElevating Businesses to Achieve The Business Owner's Dream Exit The unfortunate reality is that for every business that comes on the market (for whatever reason), only 17% of them achieve a successful exit. You read that right. 83% of attempted business transitions never reach the closing table. Mastery Partners is on a mission to change that. We ELEVATE businesses to achieve maximum value and reach that dream exit.Our objectives are simple - understand where the business is today, identify opportunities for dramatic improvement, and offer solutions to enhance the business, making it more marketable and valuable. And that all starts with understanding the business owner's definition of his or her dream exit.  Mastery has developed a 4-Step Process to help business owners achieve their dreams.STEP 1: Transition Readiness Assessment STEP 2: Roadmap for Value Acceleration STEP 3: Relentless Execution STEP 4: Decision: Now that desired results are achieved, the business is ready for the next step in the journey!CONNECT WITH MASTERY PARTNERS TO LEARN MORELinkedInWebsite© 2025 Mastery Partners, LLC.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About:  Kyle Forrest is the Future of HR Leader for Deloitte Consulting LLP. The Future of HR team advises, implements, and helps business and HR leaders drive business and workforce outcomes through Deloitte's knowledge and practical understanding of HR operating models, processes, AI and automation capabilities, HR technology and vendor partner strategies, and evolving HR skills and capabilities. Forrest also serves as the dean of Deloitte's Next Generation CHRO Academy, bringing together senior HR leaders aspiring for the CHRO role to advance their careers. Takeaways:  1. The AI Conversation Has Moved On — and That's a Good Thing A year ago, every conference session was about AI features. In 2026, the more important question has taken center stage: what should humans be doing? Organizations that are answering that question well are investing in the uniquely human capabilities — creativity, presence, novel thinking, relationship-building — that AI cannot replicate. 2. No Generation Is Primarily Motivated by Pay Alone Deloitte's research across all four workforce generations is consistent: salary is table stakes, not a differentiator. Purpose, mental wellbeing, financial wellness, and a sense that the company cares about the whole person are what actually move the needle on attraction and retention. 3. Mental Wellbeing Benefits Are Now a Business Outcome, Not a Perk The link between employee stress and productivity is well-documented. Organizations that invest in mental health benefits aren't just being compassionate — they're protecting output, engagement, and retention. Gen Z's comfort with this dialogue has accelerated adoption across the board. 4. The Sandwich Generation Is the Next Big Benefits Frontier A growing number of employees are simultaneously raising children and caring for aging parents. This dual caregiving burden creates stress, distraction, and leave risk that compounds over time. Benefits that help employees navigate elder care — not just time off, but actual guidance and support — are going to become a significant differentiator in the next few years. 5. Women's Health Benefits Have an Underserved Second Chapter The fertility benefits conversation has expanded — but Kyle points to a significant gap: supporting mothers through recovery, healing, and the early transition to parenthood after birth. There is growing investment in this space, and the companies that get ahead of it will have a meaningful advantage. 6. How a Company Handles Pregnancy Loss Is Now Part of Its Employer Brand Word travels fast — especially on social media. How an organization supports an employee through the loss of a pregnancy or a failed IVF cycle is the kind of story that gets shared widely. It's become a visible signal of company culture and values that candidates and current employees pay attention to. 7. Benefits ROI Lives in Attrition and Time-to-Hire Data Kyle's framework for building the business case: calculate the cost of slow hiring and high attrition, then show how the right benefits mix moves those numbers. Unfilled roles have a direct revenue impact — and retaining the right people means not missing out on sales, delivery, or growth. 8. Performance Psychology Coaching Is the Most Interesting New Benefits Category Drawing on decades of research in elite sports, performance psychology coaching helps employees handle high-pressure moments, navigate stress, and show up at their best — consistently. It's distinct from traditional mental health services and addresses a different, underserved need in the workforce. 9. Asynchronous Interviewing Is Democratizing the Candidate Pipeline Tools that let candidates complete interviews and skills assessments on their own time — at 5:30 AM before work or after putting the kids to bed — are surfacing qualified candidates who would have otherwise been filtered out by scheduling friction. Companies using these tools are finding people they would have missed. 10. Modern HR's Job Is Strategy, Not Inquiry The more benefits navigation and routine HR questions can be handled through technology and concierge services, the more HR professionals can focus on what actually moves the business: partnering with leaders to personalize benefits for their specific workforce mix, build better teams, and make smarter people decisions. CHAPTERS:  00:00 – Welcome Back, Kyle Adam welcomes Kyle Forrest back for his third appearance and sets up what's different about Transform 2026 compared to previous years. 02:00 – The Shift: From AI Features to Human Value Kyle's big observation from the conference circuit: last year was about AI products; this year is about what work should remain human — and why that's the more important conversation. 04:30 – What AI Still Can't Do The uniquely human capabilities that no model can replace: being present in the room, generating novel ideas, building real relationships, and innovating in ways that go beyond the existing body of human knowledge. 07:00 – Four Generations, One Workforce, Zero Agreement on Pay Deloitte's generational research shows that across Gen Z, Millennials, Gen X, and Boomers, salary alone is not the primary motivator — and what that means for how companies structure total comp. 09:30 – Mental Wellbeing as a Business Outcome How Gen Z's comfort with mental health dialogue has pushed organizations to take wellness benefits more seriously — and the research linking stress reduction directly to productivity and engagement. 12:00 – The Sandwich Generation Problem A growing segment of the workforce is simultaneously caring for kids and aging parents. Kyle makes the case for why navigation benefits for elder care aren't just nice to have — they're becoming critical. 15:00 – Benefits That Remove Burden from HR How smart benefits design reduces the volume of questions HR has to field — freeing people professionals to spend time with business leaders on strategic workforce decisions instead. 17:30 – The Modern Role of HR Kyle's take on how the HR profession has evolved over nearly 100 years — and where it needs to go next: less inquiry-answering, more personalized workforce strategy in partnership with business leaders. 20:00 – Fertility Benefits and the Overlooked Healing Journey The growing investment in women's health benefits — and the often-missed opportunity to support mothers not just through the fertility journey, but through recovery, healing, and the transition to parenthood. 23:00 – Supporting Loss in the Workplace A candid moment: how companies show up for employees who experience pregnancy loss or failed IVF is becoming a visible differentiator — and word spreads fast, in both directions. 25:30 – The ROI Case for Benefits Investment Kyle's framework for justifying benefits spend: tie it to time-to-hire, attrition rates, and the measurable revenue impact of unfilled roles and disengaged employees. 28:00 – Performance Psychology Coaching One of the most interesting emerging benefits: coaching that applies lessons from elite sports psychology to help employees navigate stress, pressure, and high-stakes moments at work. 30:30 – TA Tech Innovation: Interviewing on Your Time The candidate experience innovation Kyle is most excited about: asynchronous interview and skills assessment tools that let candidates go through the process at 5:30 AM or after bedtime — and the pipeline results companies are seeing. 33:00 – Where to Find Kyle & Deloitte's Research Kyle points listeners to Deloitte's Insights to Action platform and his LinkedIn for the latest research and workforce intelligence.

Most people think they understand how careers work, but inside HR, the reality looks very different. In this episode, we go behind the curtain Paul Sweeny, retired HR Leader and Franklin adjunct takes us through HR through a diffferent lense. Learn how decsions are made, how HR can be your champion and the real benifits HR can provide. 

This week I discuss Workday's new AI announcements described at the Innovation Summit last week. These are sweeping new product, leadership, and organizational changes that effectively reposition from a “system of record” to a “platform of agents.” As you'll hear, not only is Workday clearly articulating their strategy to support and enable Agentic HR and Agentic Finance, the company has changed its organization, culture, and financial model. There's a lot to unpack here, and I know all Workday customers, partners, and competitors will have opinions. In this podcast I try to explain this whole story and why it marks the beginning of a very new chapter for Workday as a business. Additional Information Experience Sana for Yourself: Galileo Mars Release Irresistible 2026: The Global Conference for HR Leaders and their Teams (June 8-10, USC) HR 2030: The Agentic Future of HR (detailed handbook coming!) Detailed Article on Workday   Chapters (00:00:00) - The Reinvention of Workday(00:07:17) - The Future of Application Development with Generative AI(00:10:33) - Agents and the AI future(00:18:57) - Employee Experience: A Vision for the Future

Dive into the raw truth of HR analytics, why it's all about storytelling backed by solid numbers. This episode uncovers how HR leaders can finally translate their human capital efforts into undeniable business value. Prepare to be inspired, challenged, and energized to rethink what your HR data can do!  Key Insights  The gap between HR stories and financial impact is real; HR needs to quantify their contributions.  Successful organizations are integrating HR metrics with business and financial data for compelling storytelling.  External benchmarks are critical to understanding where your organization stands are you best in class or in need of improvement?  Using visualization and advanced analytics makes complex data accessible and impactful for HR leaders.  Building tight collaborations with operations and finance is essential for accurate, meaningful HR metrics.  Small steps like analyzing turnover costs or onboarding ROI can start a powerful transformation.  HR must embrace a mindset of continuous measurement, storytelling, and adjusting based on macroeconomic shifts.  Investing in analytics tools and skills early helps HR lead from a position of influence and credibility.  Timestamps  00:00 - Welcome & intro to Schon Parris, HR data rockstar 02:45 - Schon's musical side and leadership journey at ADP 03:58 - Helping HR quantify workforce value through analytics 04:40 - The gap between HR stories and quantifiable business impact 05:34 - Why HR struggles to show ROI like sales or operations 06:39 - Bridging HR and finance through better skills and tools 07:32 - How AI and advanced analytics are changing the game 09:02 - Turning HR metrics into financial and business outcomes 10:02 - The importance of collaboration in understanding turnover costs 11:01 - Performance metrics for hourly workers and ubiquitous data 12:13 - The challenge of rolling up workforce data in organizations 13:10 - Building business cases for HR investments 14:16 - The power of visualization and storytelling with analytics 15:04 - Using metrics to tell compelling, data-backed HR stories 17:15 - The importance of granular data to prevent surprises 18:30 - Small steps that HR can take to demonstrate value 20:10 - Putting the numbers into business language for leadership 21:43 - Using external benchmarks to inform strategy 23:08 - Visual storytelling to connect HR efforts with profitability 24:15 - Deep-diving into specific workforce segments 25:03 - Tracking HR impact continuously, not just quarterly 26:40 - The importance of contextualizing data within macroeconomic shifts 27:57 - Steps to start building a data-driven HR culture  Resources & Links  How to Measure HR's Impact on Business  Power of Data Visualization in HR  Turnover Cost Analysis Tool  External Benchmarks for HR Metrics  Connect with Schon Parris  LinkedIn  Twitter  Final Thought  This episode is a rallying cry for HR leaders to step into their data-driven power. Metrics are no longer optional,they are the language of impact and influence. Start small, visualize boldly, and tell your stories with undeniable proof. Your workforce's true value depends on it!

This episode is sponsored by Deel.Hire, manage and pay – anyone, anywhere: https://www.deel.com/nickdayhr/In this episode of @thehrldpodcast Nick Day is joined by Michael Campion, executive coach, corporate trainer, motivational speaker, and host of the Playing the Inner Game podcast, with over two decades of experience helping leaders, executives, and high performers communicate with clarity, confidence, and impact.Michael brings a rare combination of professional sport, investment banking, and 15 years on the global speaking circuit into the world of leadership communication. Together, Nick and Michael explore why communication is the single most overlooked skill in HR and leadership development, and why the gap between a good leader and a great one almost always comes down to how well they can communicate, influence, and connect.This conversation unpacks what it truly means to master the art of communication from the inside out. Nick and Michael discuss why talent is nothing more than practice in disguise, how preparation is the real source of confidence on stage, and why the spotlight effect is quietly destroying the impact of otherwise brilliant leaders. They explore why most professionals have never received a single hour of public speaking or presentation training, and why that gap is costing organizations more than they realize.They also explore how elite communicators listen just as powerfully as they speak, why reading the room is a skill that separates good presenters from exceptional ones, and how the deepest wounds in our personal story often sit right next to our greatest strengths. The discussion highlights why most presentations fail not because of poor content but because of poor emotional design, and how shifting the question from what do I want to say to how do I want them to feel changes everything.In a world where AI is rapidly commoditizing information and content, this episode examines why human communication has never been more valuable, why effort and personalization are the ultimate costly signals in business, and how HR and L&D professionals can invest in the one skill that touches every part of their role.A must-listen for HR leaders, L&D professionals, and anyone ready to stop leaving their communication potential on the table and start showing up with the presence, preparation, and emotional intelligence their message deserves.Enjoyed this? Check out our sister podcast @thepayrollpodcast for more great content!Connect with Michael Campion: https://www.linkedin.com/in/michaelxcampion/Michael Campion's website: www.michaelxcampion.comNick Day's LinkedIn: https://www.linkedin.com/in/nickday/Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter: https://jgarecruitment.ck.page/23e7b153e7Stay tuned for the next episode of the HR L&D Podcast, brought to you by Nick Day, CEO at JGA Recruitment, landing soon!Timestamp:(00:00) Introduction and Welcome to the HR L&D Podcast(02:10) What Human Resources Means to Michael Campion(03:59) From Banking to Football to Executive Coach(08:46) Purpose, Curiosity, and Why "Follow Your Passion" Is Bad Advice(16:52) How to Nail Your Next Presentation: Strategies for HR Leaders(24:03) The Art of Listening in Public Speaking(29:11) Energy, Effort, and the Two-Way Street of Communication(36:48) What Michael's Corporate Workshops Actually Cover(41:46) AI, Human Connection, and the Costly Signal(47:09) Designing Emotion, Not Slides(51:47) HR Vault: Michael's Rapid Fire Advice(55:12) Michael's Greatest Skill and Its Dark Side

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

If AI is making people decisions nobody examines, HR is accountable for outcomes it cannot explain. Here I unpack what 100 leaders missed. In this episode we cover: How AI reproduces historical bias at scale Why most HR leaders stopped asking about fairness When data becomes evidence and why it matters If you're finding that … I Asked 100 HR Leaders If They Use AI. Here's What They Said Read More » The post I Asked 100 HR Leaders If They Use AI. Here's What They Said appeared first on Element of Inclusion.

Will Jordan Walker cool off anytime soon?? We also discuss Rory McIlroy winning back-to-back green jackets and the results from our Big Show Masters Draft! Plus, Under the Bus to Jazz Chisholm...

Most HR technology decisions don't fail because of the product; they fail because of misalignment, poor timing, and a lack of organizational readiness.In this session, AJ Vaughan breaks down the real reasons HR tech investments stall, underperform, or never reach adoption. Drawing on thousands of conversations with HR leaders and operators, he reframes the buying process through a behavioral and psychological lens, shifting the focus from features and demos to internal alignment, stakeholder dynamics, and decision-making authority.This conversation challenges traditional vendor-led buying motions and equips HR leaders with a new framework: diagnose the business before selecting the tool, align stakeholders before evaluating vendors, and prioritize behavioral readiness over technical capability.Attendees will walk away with a sharper understanding of how to:Identify the hidden organizational blockers that derail HR tech adoptionNavigate CFO, IT, and cross-functional stakeholder dynamics with confidenceAsk better questions during vendor evaluation to expose real fitBuild internal alignment before entering the buying processPosition HR as a strategic driver of business outcomes, not just a buyer of toolsThis is not a conversation about software; it's a conversation about how modern HR leaders make smarter, faster, and more aligned decisions in a rapidly evolving technology landscape.

This episode is sponsored by 'Deel. Hire, manage and pay – anyone, anywhere: https://www.deel.com/nickdayhr/In this episode of the HR L&D Podcast, Nick Day is joined by Dr. Hamira Riaz, chartered psychologist, clinical neuropsychologist, and behavioural strategist with over 25 years of experience, to challenge everything you think you know about HR, leadership, and what it means to truly evolve as a professional.Dr. Hamira brings a rare outside-in perspective, having moved from clinical neuropsychology and high-performing executive coaching into the heart of global corporate HR functions. Together, Nick and Dr. Hamira explore why HR as a profession may be overdue for its most uncomfortable conversation yet and why facing that discomfort is the only path forward.This conversation unpacks what meta-modern HR actually means and why the profession needs a paradigm shift, why behavioural science must underpin the HR function, how metacognition and self-awareness are the skills most HR leaders are missing, why tolerating darkness and uncertainty is a prerequisite for original thinking, the case for defensive pessimism over blind optimism, what makes us uniquely human in an age of AI, and the psychological tips every HR leader needs to thrive in 2026.A must-listen for HR leaders, L&D professionals, and anyone who wants to think more boldly, lead more honestly, and show up better, even when the path forward isn't clear.Connect with Dr. Hamira Riaz: https://www.linkedin.com/in/hamirariaz-innovativehr/HRiazConsults website: www.hriazconsults.comNick Day's LinkedIn: https://www.linkedin.com/in/nickday/Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter: https://jgarecruitment.ck.page/23e7b153e7Stay tuned for the next episode of the Payroll Podcast, brought to you by Nick Day, CEO at JGA Recruitment, landing soon!(00:00) Introduction and Sponsor Message(03:06) Why "Human Resources" Feels Outdated(04:46) From Neuropsychology to Corporate HR(10:38) Meta-Modern HR and Metacognition Explained(17:51) Managing Paradox and the HR Identity Crisis(23:00) Where Behavioural Science Fits In(29:33) Constructive Tension in Coaching Leaders(36:14) Defensive Pessimism vs Blind Optimism(44:08) Being the Antibody Inside Organisations(48:26) Three Psychological Tips for Thriving in 2026

Kyle Forrest is a Principal and the Future of HR Leader at Deloitte Consulting, where he helps organizations navigate the rapidly evolving intersection of Humans and AI. In this live episode from the Transform Conference in Las Vegas, Kyle breaks down two of the key trends from Deloitte's 2026 Global Human Capital Trends Report. During our conversation, he explores how organizations can stay relevant amid constant change, why traditional change management is falling short, and what it means to become “changeful.” Kyle also dives into the rise of orchestration—where leaders must align human and machine capabilities—and what it takes to unlock real productivity gains in an AI-powered workplace.LinksKyle's LinkedIn: https://www.linkedin.com/in/kyleforrest/Deloitte Human Capital Trends 2026: https://www.deloitte.com/us/en/insights/topics/talent/human-capital-trends.html 

Scaling usually does not break because of the strategy first. It breaks because the people side of the business cannot support the next stage of growth. In this episode of Founder Talk, Alex Sheridan sits down with Lindsay Dagiantis, founder of blueprintHR, to unpack what founders miss when they wait too long to build real people systems. Lindsay is a Chicago-based fractional HR leader who helps growing companies build the structure, clarity, and senior-level perspective needed to scale, and this is a practical conversation for founders and operators trying to grow without creating chaos. Alex and Lindsay get into the work behind scaling a business: leading with more honesty, building trust, auditing meetings, knowing when HR becomes a real business need, and handling performance issues before they become expensive problems. Key Takeaways:00:00:00 Introduction00:01:10 Why should founders stop using autopilot greetings with the team?Answer: Lindsay explains that leaders build trust when they acknowledge reality instead of pretending everything is normal.00:09:29 How can founders get better at small talk that actually builds relationships?Answer: Better conversations start with curiosity, context, and listening, not scripted check-ins.00:15:00 Should founders rethink early Monday morning meetings?Answer: Yes; leaders should question recurring meetings, audit calendars, and stop creating stress for the sake of routine.00:23:00 What should HR actually do in a growing company?Answer: HR should connect people, operations, compliance, and business goals across the full employee journey.00:27:39 When does a 15 to 25-person company need real HR systems?Answer: Usually before the founder thinks it does, especially once hiring, promotions, and compliance start creating friction.00:37:33 How should founders handle an underperforming employee before jumping to a PIP?Answer: Start with a direct human conversation, ask what is going on, and look for the real issue first.00:53:35 What is one of the highest-ROI things a leader can do for retention and performance?Answer: Give specific recognition early and often, because thoughtful feedback from leadership carries real weight.Watch the full episode for a grounded conversation on scaling a business, people systems, and the management decisions that shape culture long before they show up on a dashboard. Subscribe for more authentic founder interviews and no-fluff startup podcast conversations.

What does it mean for HR to go on the offense — and what happens if it doesn't?In this episode of the Career Transitions Podcast, Vanessa Teo and Vanessa Iloste sit down with Kyle Forest, US Future of HR Leader at Deloitte Consulting, to explore one of the most consequential questions facing people professionals right now: not whether AI will reshape work, but whether HR will lead that reshaping or be swept along by it.AI is accelerating task displacement. Demographics are squeezing talent supply. Volatility is rewriting strategy in real time. Kyle's argument: HR sits at the intersection of internal capability and external labour markets, uniquely positioned to lead — if it chooses to.The conversation covers why AI pilots stall when people aren't brought along, a practical framework for mapping how roles will shift, and why this moment calls for behaviour readiness rather than change management.Optimism with evidence behind it. That's the throughline.What is the next step you are willing to take — and what would it take to take it today?Connect with us on LinkedIn: ·       Vanessa Iloste (Host)·       Vanessa Teo (Host) ·       Aaron Wu (Producer)

In this episode of the HR Leaders Podcast, we sit down with Blair Bennett, Senior Vice President, Global Talent Acquisition at PepsiCo, to unpack how talent acquisition is being completely redefined in the age of AI, hyper-personalization, and constant change.Blair explains why simply adding AI tools into outdated recruitment models doesn't work, and how PepsiCo redesigned its entire talent acquisition operating model to move faster, stay agile, and deliver better outcomes for both the business and candidates.She shares how the function is shifting from execution to strategy, enablement, and intelligence, embedding design thinking, talent intelligence, and co-creation with recruiters to build systems that actually scale.Most importantly, Blair reveals why the future of talent acquisition belongs to leaders who embrace uncertainty, collaboration, and continuous iteration, replacing command-and-control leadership with a model built around problems, not predefined answers.

In Hour 4, Spadoni and Shasky are joined by Fox Sports Radio host Rob Parker to recap MLB's Opening Day on Netflix. Later in the hour, Shasky attempts to guess every MLB team's home run leader

Episode Notes In this episode of Talent Experience Live (TXL), Devin Foster sits down with Kyle Forrest, Future of HR Leader at Deloitte, to explore how artificial intelligence is redefining the role of HR. As agentic AI begins planning, orchestrating, and executing workflows, HR teams are facing a pivotal moment: remain focused on traditional operations or evolve into architects of the future workforce. The conversation explores how HR leaders can shift from supporting the business to actively shaping how work gets done across the enterprise. The discussion also unpacks what an AI-enabled HR function looks like in practice, from AI-assisted and AI-powered work to the emerging role of HR as workforce solution architects. Kyle shares insights from their research on AI maturity in HR, the barriers organizations face when scaling AI, and how HR teams can reinvest newly freed capacity into higher-value strategic work. For HR leaders navigating rapid technological change, this episode offers practical perspective on how to rethink HR's role and lead organizations into the next era of work.

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.

In this episode of the HR Leaders Podcast, we sit down with Sarah Stary, Vice President Global Head of People and Organisation and Internal Communications at Swisslog Healthcare. Sarah breaks down what it really takes to lead transformation in a complex global business. She explains why standardizing the basics, especially onboarding and recruiting, became a high-impact priority, how her team built global consistency with local nuance, and why too many leaders still get distracted by innovation before fixing the fundamentals.Sarah also shares a more important leadership lesson. Do not rush to prove your value in the first 90 days. Instead, she argues that credibility is built by listening, traveling, understanding culture, and making changes that fit the business you are actually in, not the one you just left. The conversation also explores clear communication, trust-building, team autonomy, shared services, AI adoption, and culture integration inside the broader KUKA group.

This episode is sponsored by 'Deel.Hire, manage and pay – anyone, anywhere: https://www.deel.com/nickdayhr/In this episode of the HR L&D Podcast, Nick Day is joined by Alex Rashkovan, Chairman of Filuet and CEO & Co-Founder of Atalef, to tackle one of the biggest challenges facing HR leaders today: hiring engineers when you are not a tech company.Drawing on more than two decades of building and scaling operational and technology-enabled businesses across the globe, Alex breaks down why CV-first hiring fails for technical roles, what evidence-early screening actually looks like in practice, and how companies can move from guesswork to skills-based hiring that identifies real capability and team fit.This conversation explores how to turn vague requests like "we need a senior developer" into clear role profiles with measurable success criteria, why a 30-minute real-work assessment gives a cleaner signal than three interviews, how AI is reshaping both the work engineers do and the way companies evaluate talent, and what it really means to hire for your company's DNA.A must-listen for HR leaders, talent professionals, L&D teams, and anyone responsible for hiring technical talent in non-tech organisations.Connect with Alex: https://www.linkedin.com/in/alex-rashkovan/Atalef: https://atalef.ai/Nick Day's LinkedIn: https://www.linkedin.com/in/nickday/Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter - https://jgarecruitment.ck.page/23e7b153e7(00:00) Preview(01:16) Introduction and Guest Welcome(03:14) What Human Resources Really Means(05:51) Defining the Right Engineer vs the Best Engineer(08:50) Why CVs Are the New Fax Machine(11:18) The COVID Hiring Failure That Changed Everything(15:11) Evidence-Based Screening and the Role Definition Gold Mine(17:58) Why Companies Struggle to Find Engineers(22:04) Turning Vague Requests Into Real Success Criteria(26:33) Why Synthetic Coding Tests Are Losing Integrity(29:12) The Birth of Atalef and Solving the First Mile of Tech Hiring(39:10) Hiring for Your Company's DNA and Work Style Match(42:26) The HR L&D Vault(48:12) The Future of Hiring and Walking Away From CVs

In this episode of the HR Leaders Podcast, we sit down with Frederic Patitucci, Chief People & Culture Officer at Philip Morris International, to unpack how one of the world's largest organizations is transforming both its business model and its workforce capabilities at the same time.Frederic explains how PMI's bold shift toward a smoke-free future forced the company to rethink its operating model, moving from a single-product cigarette business to a complex multi-category innovation company spanning consumer technology, healthcare, and new consumer experiences.He shares how this transformation required new skills, new operating structures, and a completely redefined company culture, including codifying the PMI DNA and embedding it directly into hiring, performance management, leadership development, and everyday decision-making.Most importantly, Frederic reveals why the future of HR lies in managing skills instead of jobs, preparing employees for the skills that are rising, and helping people avoid career dead ends before disruption makes those roles obsolete.

Landing a job today isn't just about qualifications. The hiring process is more competitive and complex than ever, and even strong candidates can get filtered out before a human ever sees their résumé. In this episode, we talk with HR leaders about how to stand out, avoid common interview mistakes, and position yourself for success.