Podcasts about hr podcast

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

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.

Will AI replace recruiters, or will it make the best recruiters even more valuable?In this episode of Success Leaves Clues, Robin and Al sit down with Andrew Tai, Co-Founder at Deeply Talented and creator of Detra, an AI recruiting teammate helping enterprise recruiting teams work more efficiently without losing the human connection at the heart of hiring.After building, scaling, and exiting his first company, Andrew returned to entrepreneurship with a different perspective. Success, he explains, is rarely an overnight event. It is a collection of hard-earned repetitions, difficult seasons, imperfect decisions, and the willingness to keep moving when the outcome is uncertain.Andrew shares why AI will not replace the judgment, chemistry, trust, and connection required to hire great people. Instead, it can handle the repetitive work recruiters often have too little time to perform properly, from reviewing large volumes of applications to identifying qualified candidates who fall outside a rigid checklist.Whether you are a recruiter, HR leader, entrepreneur, hiring manager, or business leader navigating the future of work, this conversation offers a practical and optimistic perspective on using AI to strengthen human judgment, not replace it.You'll hear about:The leadership lesson Andrew learned after building and exiting his first companyWhy most overnight successes are actually ten-year journeys How to appreciate the good old days while you are still living them Navigating the storms and sunshine of entrepreneurship Why AI will never replace human connection in recruiting The recruiting tasks AI can perform faster and more consistently How overwhelmed recruiters can overlook excellent applicants Why rigid job requirements can eliminate people capable of doing the work How AI can help companies take a Moneyball approach to recruiting The difference between demographic bias and recruiting shorthand How AI can challenge assumptions and expose gaps in hiring criteria Why recruiters remain responsible for judgment and final decisions What Andrew learned from hiring people who did not check every box How to make peace with decisions made using the information available at the time The danger of waiting for perfect conditions before beginningWe talk about:00:00 Introduction to Andrew Tai and the future of AI in recruiting 03:00 Leadership lessons from building and exiting a company 06:23 Why most overnight successes take ten years 08:09 Surviving the storms and sunshine of entrepreneurship 10:02 Will AI replace recruiters? 13:34 Human connection as recruiting's enduring advantage 17:09 The hiring mistakes successful companies continue to make 19:00 How AI rediscovered a rejected candidate who was later hired 21:17 Why the best candidate may not meet every requirement 23:00 The Moneyball approach to finding overlooked talent 27:12 Recruiting bias, merit-based screening, and responsible AI 32:19 How an AI teammate can challenge a recruiter's assumptions 35:21 Taking chances on candidates with potential 39:43 The proverbial trees Andrew is planting through entrepreneurship 42:06 Building a company to model resilience for his daughters 43:13 Why waiting for perfect usually means never beginning 46:12 How to connect with Andrew Tai and Deeply TalentedConnect with AndrewLinkedIn: https://www.linkedin.com/in/ahytai/ Website: https://www.deeplytalented.com/ Connect with UsLinkedIn: Robin Bailey and Al McDonald Website: Aria Benefits and Life & Legacy Advisory Group

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

Mehr Flexibilität bei Befristungen – aber zu welchem Preis? Die Bundesregierung plant weitreichende Änderungen im Befristungsrecht und will gleichzeitig befristete Arbeitsverträge digitalisieren. In dieser Folge von Das HR-Briefing sprechen Laura und Susa darüber, welche Chancen die Reformen Arbeitgebern bieten, welche Risiken sie für Recruiting und Mitarbeiterbindung mit sich bringen und warum HR jetzt strategischer denn je entscheiden muss.Quellen:https://www.personalwirtschaft.de/news/arbeitsrecht/reform-zur-sachgrundlosen-befristung-unternehmen-und-arbeitsmarktexperten-sind-geteilter-meinung-206256/https://www.personalwirtschaft.de/news/arbeitsrecht/befristete-arbeitsvertraege-schriftform-soll-abgeschafft-werden-206121/“Das HR-Briefing" ist der wöchentliche HR-Podcast für Personaler:innen und Führungskräfte – powered by Personio. Weitere Infos zum Podcast, den Hosts und Personio findest du hier: https://www.personio.de/hr-briefing/Du hast Fragen, Feedback oder spannende Themen-Vorschläge? Kontaktiere uns unter: hr-briefing@personio.de

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.

Wie verändert KI Karriere, Führung und Lernen? KI-Experte Dr. Teo Pham erklärt, warum Unternehmen jetzt umdenken müssen, welche Rolle KI-Agenten künftig spielen und weshalb die Verantwortung für KI-Kompetenz nicht allein beim Arbeitgeber liegt.Dr. Teo Pham auf LinkedIn: https://www.linkedin.com/in/teoai/ Quellen:https://www.microsoft.com/en-us/worklab/work-trend-index/ai-at-work-is-here-now-comes-the-hard-parthttps://www.pwc.com/gx/en/services/ai/ai-jobs-barometer.html“Das HR-Briefing" ist der wöchentliche HR-Podcast für Personaler:innen und Führungskräfte – powered by Personio. Weitere Infos zum Podcast, den Hosts und Personio findest du hier: https://www.personio.de/hr-briefing/Du hast Fragen, Feedback oder spannende Themen-Vorschläge? Kontaktiere uns unter: hr-briefing@personio.de

„Mēs varam aizvērt aizkarus un izvēlēties neredzēt, un mēs varam izvēlēties runāt." Šajā epizodē tiekos ar Ilutu Lāci, sievieti, kura jau 26 gadus, kopā ar savu komandu vada centru "MARTA". Mūsu saruna bija ieplānota jau sen, un šķiet, ka tieši tagad, pēc visa, kas noticis pēdējā pusgada laikā, tā ir vajadzīga vairāk nekā jebkad. Domāju kāpēc vispār NVO sauc par nevalstiskām organizācijām. Tā it kā tās nemaz nebūtu ar valsti saistītas, taču cik daudz atbalsta sniedz un iespēju dod cilvēkiem, kuri vēlas iesaistīties, sajūt sevī impulsu, misiju, vēlmi radīt pārmaiņas. Runājam par to: kā personīgā misija par brīvības sajūtu ir veidojusi vēlmi veidot biedrību un sniegt palīdzīgu roku sievietēm kāpēc vēl joprojām dzīvojam stereotipu un pieņēmumu maldos par vainīgo ko Ilutai nozīmē darbs centrā un iesaistīties ne tikai Latvijā, bet pasaulē ko Iluta ir sapratusi šo gadu laikā par vardarbību un sabiedrību un kā Iluta pati atgūst spēku dienā pēc dienas, kad ikdiena ir pilna smagu stāstu Pēc mūsu sarunas vēl ilgi paliku pārdomās par savu pieredzi, par dzirdēto, sajusto un aizdomājos, cik patiesībā sistēmai ir vajadzīgs ilgs laiks, lai ierastos režīmus mainītu, paternus izskaustu. Mani no sirds iedvesmoja Ilutas pieredze, stāstītais un, lai arī jūs iedvesmo šis misijas ceļš! Centrs MARTA ir vadošā sieviešu tiesību aizstāvības un atbalsta nevalstiskā organizācija Latvijā, kas sniedz sociālās, juridiskās un psiholoģiskās konsultācijas. Organizācija atrodas Rīgā un palīdz vardarbībā cietušajiem. HR PODCAST ir sarunas par tēmām, kas aktuālas personāla vadības ekspertiem, CEO, vadītājiem organizācijās, ikvienam, kam svarīga darba vide. Raidieraksts, kurā tiekamies ar cilvēkresursu vadības ekspertiem, profesionāļiem, praktiķiem. Uzklausām viedokļus un pieredzes, kā arī uzdodam jautājumus par jaunākajiem rīkiem, kādus lietot, lai vēl labāk sniegtu stratēģisku atbalstu biznesam. Sarunas vada Ilze Medne.Rubrika CEO dienasgrāmata: Sarunas ar vadītājiem un uzņēmumu CEO, par viņu ikdienas pieredzi esot vadītāja amatā. Par līderību, organizācijas attīstību un sadarbību ar HR.

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.

Der größte Fehler in der Personalentwicklung? Ältere Mitarbeitende zu vergessen!In dieser Folge sprechen Susa und Laura über eine aktuelle Studie, die zeigt: Beschäftigte über 50 nehmen deutlich seltener an Weiterbildungsmaßnahmen teil als jüngere Kolleg:innen – obwohl Unternehmen angesichts von Fachkräftemangel, demografischem Wandel und KI stärker denn je auf ihre Erfahrung angewiesen sind.Die beiden diskutieren, warum lebenslanges Lernen keine Altersgrenze kennt, welche Rolle HR und Führungskräfte dabei spielen und wie Unternehmen ihre Weiterbildungsstrategie zukunftsfähig gestalten können.Quellen:https://www.personio.de/hr-briefing/folge-130/  https://www.haufe.de/personal/neues-lernen/ein-fuenftel-der-ueber-50-jaehrigen-bildet-sich-nicht-weiter_589614_686998.html“Das HR-Briefing" ist der wöchentliche HR-Podcast für Personaler:innen und Führungskräfte – powered by Personio. Weitere Infos zum Podcast, den Hosts und Personio findest du hier: https://www.personio.de/hr-briefing/Du hast Fragen, Feedback oder spannende Themen-Vorschläge? Kontaktiere uns unter: hr-briefing@personio.de

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.

"Tas morālais izaicinājums ir starp progresu un cilvēka labbūtību." Šajā HR PODCAST CEO sarunā tiekos ar Latvijas Mākslīgā intelekta centra direktori Gunu Puci. Runājam par to, cik Latvijas sabiedrība ir gatava pārmaiņām, ko nes mākslīgais intelekts, un kāpēc šis temats nav tikai par tehnoloģijām. Klausies sarunu un uzzini par ko runājām: — kāpēc Latvijai ir vajadzīgs Mākslīgā intelekta centrs un ko tas dara; — kādi ir mūsu neizdarītie digitalizācijas mājasdarbi; — vai Latvija var būt ne tikai tehnoloģiju lietotāja, bet arī radītāja; — kā līdzsvarot attīstības ātrumu ar drošību un cilvēka interesēm; — kurš atbildīgs par cilvēku labbūtību un darba vietām: — kā saglabāt kritisko domāšanu, arī tad, kad atbildi varam saņemt sekunžu laikā Runājam arī par līderību nenoteiktībā, komandas veidošanu jaunā organizācijā un atbildību par lēmumiem, kuru sekas vēl nevaram līdz galam paredzēt. Atziņa, ko paņemu līdzi - pirms kaut ko jautāt mākslīgajam intelektam, vispirms apstāties un pajautāt sev, ko es pati par to domāju? HR PODCAST ir sarunas par tēmām, kas aktuālas personāla vadības ekspertiem, CEO, vadītājiem organizācijās, ikvienam, kam svarīga darba vide. Raidieraksts, kurā tiekamies ar cilvēkresursu vadības ekspertiem, profesionāļiem, praktiķiem. Uzklausām viedokļus un pieredzes, kā arī uzdodam jautājumus par jaunākajiem rīkiem, kādus lietot, lai vēl labāk sniegtu stratēģisku atbalstu biznesam. Sarunas vada Ilze Medne.Rubrika CEO dienasgrāmata: Sarunas ar vadītājiem un uzņēmumu CEO, par viņu ikdienas pieredzi esot vadītāja amatā. Par līderību, organizācijas attīstību un sadarbību ar HR.

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.

Warum scheitern so viele Transformationen – und was machen erfolgreiche Unternehmen anders?In dieser Folge ist Tina Müller, CEO von Weleda, zu Gast und spricht über die Transformation eines über 100 Jahre alten Traditionsunternehmens. Sie teilt ihre wichtigsten Learnings aus der Praxis und verrät, warum erfolgreiche Veränderung vor allem eines ist: ein People Business.Mit Susa und Laura diskutiert sie unter anderem darüber, warum Strategie einen Claim braucht, weshalb Transformation nicht immer demokratisch sein kann, und warum HR sich in Veränderungsprozessen niemals „abwimmeln“ lassen sollte.Tina Müller auf LinkedIn: https://www.linkedin.com/in/tina-mueller/Quellen:https://www.kienbaum.com/publikationen/transformationsfaehigkeit-deutscher-unternehmen-2025/https://publica.fraunhofer.de/entities/publication/11068497-a29c-4e10-bf47-503b04e3d2a8“Das HR-Briefing" ist der wöchentliche HR-Podcast für Personaler:innen und Führungskräfte – powered by Personio. Weitere Infos zum Podcast, den Hosts und Personio findest du hier: https://www.personio.de/hr-briefing/Du hast Fragen, Feedback oder spannende Themen-Vorschläge? Kontaktiere uns unter: hr-briefing@personio.de

Has AI made hiring easier, or has it simply made recruiting more complicated?In this episode of Success Leaves Clues, Robin Bailey and Al McDonald sit down with Kristin Condon, Chief Talent Officer at Sales Talent Agency, to explore how artificial intelligence is reshaping recruitment, leadership, and the future of work.With more than 25 years of experience advising founders, CEOs, CHROs, and executive teams across North America and the UK, Kristin has helped organizations make more than 4,000 successful hires. She explains why the companies winning today's talent market aren't relying on AI alone. They're building authentic leadership, investing in employer branding, and creating cultures where people want to stay.The conversation dives into the growing disconnect between AI-generated applications and the highly sought-after passive candidates companies actually want to hire. Kristin shares why attracting top performers now requires stronger leadership, greater transparency, and a talent strategy that's every bit as intentional as a company's revenue strategy.Robin, Al, and Kristin also discuss employer branding, succession planning, leadership development, candidate experience, and why curiosity, adaptability, and human connection are becoming even more valuable in an AI-driven world.Whether you're a CEO, founder, HR leader, hiring manager, or professional navigating today's evolving workplace, this episode offers practical insights into building organizations where both businesses and people thrive.You'll hear about:How AI is transforming recruitment and hiring Why more applications don't necessarily mean better candidates The growing importance of employer branding Why passive candidates are today's most competitive talent How leaders can retain high performers in an evolving workplace The leadership qualities employees are looking for today Why authenticity and transparency build stronger teams Helping junior talent succeed in an AI-driven economy Why curiosity and adaptability matter more than ever Building succession plans for long-term business success The connection between talent strategy and business growth Why CEOs should treat talent strategy like revenue strategy Creating candidate experiences that attract top performers How human connection remains a competitive advantageWe talk about:00:00 Introduction to Kristin Condon and Sales Talent Agency02:00 How AI is changing recruitment and talent acquisition06:00 Why hiring has become more competitive, not easier09:15 What employers should look for in future talent13:45 Why employer branding matters more than ever17:30 The founder's role in attracting top candidates20:00 Leadership qualities that retain exceptional people23:40 Why employees quietly disengage and leave27:00 The power of vulnerability and transparency in leadership31:00 Why talent strategy deserves the same focus as revenue strategy33:00 Building a legacy through connection, contribution, and communityConnect with KristinLinkedIn: https://www.linkedin.com/in/kristincondon00/ Website: https://www.salestalentagency.com/ Connect with UsLinkedIn: Robin Bailey and Al McDonald Website: Aria Benefits and Life & Legacy Advisory Group

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.

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.

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.

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.

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.

What does it take to modernize HR systems in a complex, highly operational organization without damaging trust, culture, or employee engagement along the way?In this episode of the HRchat Podcast, host Bill Banham sits down with John Kennedy, HR leader at Irish Rail, to explore the realities of HR transformation in organizations where legacy systems, long-standing processes, and deeply embedded ways of working have become part of the culture itself.John shares practical insights from leading large-scale change initiatives, including the implementation of Oracle Cloud HCM, and explains why successful transformation requires much more than simply replacing technology. Together, Bill and John discuss how HR leaders can redesign work, build stakeholder trust, and create the conditions for sustainable change.Drawing on his background in operational leadership, John also offers a refreshing perspective on HR service delivery, emphasizing the importance of understanding frontline realities and delivering support when leaders need it most.In this episode, listeners will learn about:Why legacy HR systems often become intertwined with organizational cultureThe challenges of modernizing HR processes in complex and unionized environmentsHow Oracle Cloud HCM implementations force organizations to rethink how work gets doneThe importance of openness, transparency, and honest communication during transformationBuilding trust through listening and providing clear reasons behind difficult decisionsDelivering HR services that create tangible value for employees and leadersLessons from operational leadership that can improve HR effectivenessWhy HR credibility depends on understanding the business, not just the people functionThe role of continuous improvement and lifelong learning in modern HR leadershipWhat great leadership could look like in a workplace increasingly shaped by AIKey Takeaways"Legacy systems don't just store data—they store habits, workarounds, and decades of organizational history."John explains why many transformation projects fail when organizations attempt to automate outdated processes rather than redesign them.The conversation also highlights the importance of psychological safety and creating environments where employees feel comfortable challenging plans, raising concerns, and contributing ideas.Looking ahead, Bill and John explore how AI may reshape work and discuss the leadership qualities that will become increasingly important as technology handles more routine tasks.About John KennedyJohn Kennedy is an experienced HR and business leader at Irish Rail. Combining extensive operational leadership experience with deep expertise in people strategy, John is passionate about building effective HR services, supporting organizational transformation, and helping leaders navigate change. He is also actively involved with the HR profession through his work with the CIPD and his commitment to continuous learning and professional development.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

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 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.

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.

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.

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.

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.

US companies spent nearly $100 billion on workplace training last year. Employee engagement hasn't meaningfully improved in two decades. In this episode of Shedding the Corporate Bitch, executive coach Bernadette Boas makes the case that the problem is not one of effort, talent, or even budget, it's a design problem. Most organizations have built their development infrastructure around discrete events: a workshop here, an assessment there, a coaching session when someone gets promoted. That model was never engineered to produce lasting behavioral change. It was designed to check boxes.Bernadette walks through the four structural reasons their current programs are failing, including why 81% of organizations measure completion rates instead of behavioral change, why the Ebbinghaus Forgetting Curve makes single-session training scientifically ineffective, and why most leaders lack the self-awareness to absorb and apply what they're being taught. More importantly, she introduces a solution: the Leadership Development Operating System: a five-pillar framework that connects training, coaching, curriculum, assessment, and measurement into a single compounding architecture. What You'll Learn•       Why the workshop model fails and how the distinction between an event and a system determines whether your investment produces resultsThe four root causes of program failure: lack of self-awareness, no structured practice, absent measurement, and no pull-through•       How to structure skill training so that 60–70% of session time is dedicated to practice and feedback, not information transfer•       The five pillars of the Leadership Development Operating System and how each one reinforces the others•       Why external coaching is essential for real-time behavioral change, and why internal L&D teams cannot fully replace it•       The four-layer measurement framework: behavioral assessment, application data, business impact metrics, and cultural integration•       A diagnostic question to immediately identify the structural gaps in your existing programs Key Timestamps:[00:00] — Why positive workshop feedback doesn't equal behavioral change[01:30] — 80% mindset, 20% skillset: the leadership success formula[03:00] — Why the current development model was built to check boxes, not produce change[13:00] — Introducing the Leadership Development Operating System[14:30] — Overview of the five pillars[31:30] — The diagnostic question for your current program[32:00] — How to book a 30-minute diagnostic call with BernadetteResources & Links:Book a 30-Minute Diagnostic Call: coachmebernadette.com/discovery-callPodcast Hub (all platforms): balloffirecoaching.com/podcastFollow on YouTube: HERESupport the show

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

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: Suzan Vulaj is a seasoned talent acquisition leader with a proven track record in global recruitment strategies. Currently serving as the Senior Vice President of Global Talent Acquisition at NBCUniversal, Suzan has been instrumental in creating exceptional candidate experiences through innovative problem-solving for over 20 years. Her expertise spans various industries, including media, technology, and commerce. Before joining NBCUniversal, Suzan held key roles such as Director of Global Talent Acquisition at Pitney Bowes and Senior Talent Manager for Internal Mobility at McGraw-Hill Financial. She also contributed her skills as an HR Manager at Standard & Poor's and a Staffing Consultant at Google. Suzan's academic foundation includes a degree from Pace University's Lubin School of Business. Her leadership style embodies a dynamic blend of collaboration, resilience, and a relentless pursuit of excellence. Beyond this, Suzan is a champion of innovation, always seeking creative solutions to enhance organizational culture and attract top talent. Her ability to inspire teams and foster growth makes her a transformative force in any professional setting. ⏱️ Chapters 00:00 Opening + UNLEASH floor energy01:10 Intro to Suzan Vulaj (NBCUniversal TA Leader)02:30 From marketing to recruiting: Suzan's journey04:30 Leading a 100+ person global TA team06:00 What makes a great recruiter today08:30 Recruiters as brand ambassadors + influencers10:30 Why hiring managers must be fully engaged12:30 Fixing broken intake & expectation setting14:30 TA tech stack: building around the ATS16:30 AI fear vs reality inside recruiting teams18:30 How to train recruiters through change (safe spaces)20:30 The return to “old school” recruiting22:30 The problem with 8,000 applicants per role24:30 Candidate fraud + AI-generated applications26:30 Shortlisting & cutting through the noise28:30 The emotional toll of recruiting (constant rejection)30:30 Managing recruiter mindset & engagement32:00 Re-engaging silver medalists (“for your consideration”)34:00 Pipelining talent before roles open36:00 What messages actually get a recruiter's attention38:00 The 10-second resume scan reality40:00 Conference insights: failure, change & adaptability42:00 Reframing failure as experimentation44:00 Advice for job seekers today45:30 Closing + where to connect

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 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.

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.