Podcasts about hr technology

When your business is transforming, how do you make sure your people strategy is part of leading that change? In this episode of the Digital HR Leaders podcast, David Green is joined by Mattijs Mol, VP of HR Technology, Strategy and Insights at Wärtsilä, to explore what it really takes to run a people analytics function inside a business undergoing fundamental change. Join them, as they discuss: Why transformation creates new demands on people analytics and how to meet themWhat capabilities matter most when bringing workforce data sources togetherHow to make wellbeing land with the business by connecting it directly to performanceHow AI is reshaping the people analytics function and the wider workforceWhere the boundaries should be when AI starts influencing real workforce decisionsWhat the people analytics function could look like in five years This episode is sponsored by Visier. Visier Workforce AI is your GPS for workforce decisions. Spot attrition risk, uncover pay gaps, measure leadership impact, and track skills shortages before they slow growth. Then act. Align talent to real business outcomes. Across industries, HR and business leaders are using Visier Workforce AI to navigate the biggest workforce shifts of our time. Move from knowing to doing, faster. See it in action at visier.com Also, make sure to read to explore Visier's latest research on strategic workforce planning in the AI era. Hosted on Acast. See acast.com/privacy for more information.

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

Paul Rubenstein is Chief Evangelist at Visier, where he partners with CHROs and senior executives to connect talent strategy to business outcomes. He helps organizations move beyond traditional HR to build functions that are commercially minded, data-driven, and aligned to how the business actually runs. With more than two decades of experience across consulting and executive roles, including Chief People Officer and Chief Customer Officer at Visier, Paul brings a unique perspective on how HR can drive real business performance. His mission is simple: unlock the untapped potential of HR and make work better. These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com ⏱️ Chapters 00:00 – Cold open: conference chaos and “no one eats lunch”01:10 – Meet Paul Rubenstein and his HR journey02:30 – From consulting to HR leadership to evangelist04:00 – Why connecting talent to business outcomes matters05:30 – The dual role of HR: business driver + function optimizer07:00 – The evolution of HR: industrial → personnel → strategic09:30 – The rise of systems: PeopleSoft, scale, and efficiency11:30 – Engagement, sentiment, and the human side of HR13:00 – Globalization and the modern HR operating model14:30 – Why AI is a true inflection point—not just hype16:00 – The problem with siloed HR tech stacks17:30 – Orchestration layers and systems talking to systems19:00 – Democratization of data and decision-making20:30 – The importance of data quality in the AI era22:00 – The dark side: speed, skills gaps, and misuse of AI24:00 – Human + machine optimization (Toyota analogy)26:00 – Why rethinking work is the real challenge27:30 – How HR leaders (and everyone) must evolve29:00 – Why empathy still matters—and won't be replaced

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 Matt Charney is a prominent voice in the recruiting, talent acquisition, and HR technology space. As Principal Analyst for Industry and Markets at Kyle & Co, he covers startups, M&A, the TA ecosystem, strategic partnerships, and capital markets, providing deep analysis on HR tech funding, market strategy, and industry dynamics. He also serves as Executive Editor at Mediabistro and as an Editor at ERE Media, where he produces sharp, insightful content on the future of work, AI in hiring, recruitment marketing, and emerging trends, served with a side of snark.  With over 15 years of experience, Matt has held leadership roles including Editor in Chief and CMO at Recruiter.com, partner and Managing Editor at Recruiting Daily (which he helped grow into a leading HR media brand), Chief Content Officer at Allegis Global Solutions, and Head of Industry & Product Marketing at SmartRecruiters. He began his career as a corporate recruiter for companies like Walt Disney and Warner Bros. A graduate of the George Lucas School for Cinematic Arts at the University of Southern California, Matt also advises a variety of high growth HR Technology companies, including Humanly, Joveo, Dalia, Hiring Branch, HeyHire, Perfect Hire, Boon, Textio and Noota. ⏱️ Chapters 00:00 – Vegas banter & setting the stage Light opening, personality, and rapport—setting the tone for an unfiltered conversation. 02:00 – “What do you actually do?” Charney on connecting startups with capital—and “trolling” the industry as a side effect. 04:30 – From screenwriting to recruiting A non-traditional path from Hollywood to corporate recruiting leadership. 08:00 – Why recruiting is still the best job in the world The overlooked impact: changing lives through employment. 11:00 – Has recruiting actually changed? Spoiler: not really. The goal is still making hires—everything else is layered complexity. 14:00 – The truth about AI in TA tech AI as the latest buzzword cycle, echoing past trends like social recruiting and big data. 18:00 – The “AI anxiety” problem in HR Why TA leaders feel behind—and why no one is actually ahead. 21:00 – Should recruiters become AI experts? Charney pushes back: focus on business outcomes, not technical cosplay. 25:00 – Where AI actually works today High-volume hiring as the strongest real-world use case. 28:00 – Where AI breaks down Knowledge work, personalization, and the limits of automation. 31:00 – Tools that actually impress (Gamma, workflows, experimentation) Practical use cases that genuinely save time and effort. 35:00 – LinkedIn, data control, and the real business model Why LinkedIn doesn't need to “win” recruiting—and why it won't disappear. 40:00 – Why most new HR tech ideas fail Recycled concepts, inherent bias, and “Chatroulette for jobs.” 44:00 – The next disruption: consolidation & enterprise integration The future isn't more tools—it's fewer, integrated systems. 48:00 – VC, PE, and the business of HR tech Private equity driving consolidation while startups chase valuation. 52:00 – Buzzword bingo & industry frustrations AI, “human-centered,” and the marketing clichés that need to die. 55:00 – The 3 questions every vendor must answer How do you make recruiting easier? What do you do differently? How do you make money? 58:00 – Final thoughts: stop chasing trends Focus on outcomes, not tools. Recruiting is still about people.

Your HR tech stack can feel like a living creature: new tools arrive, contracts renew, integrations sprawl, and suddenly you are paying multiple vendors for the same capability. We wanted a grounded conversation on how to regain control, so Bill Banham brought back Matthew Hamilton, VP of People Analytics and HRIS at Protective Life, to talk about building a guiding HR tech strategy that actually drives decisions when the pressure is on.We dig into why consolidation is not automatically the goal and how the real win is finding the right balance between an all-in-one platform and a maze of point solutions. Matthew shares how his team sets a clear vision, then makes it actionable with guiding principles that serve as a North Star when leaders disagree. From there, we get specific about what to document in your HR technology roadmap: a clear inventory of vendors and capabilities, centralized visibility into spend, an ecosystem map that reveals overlap, and a long-range plan built around subscription renewals so you do not accidentally box yourself into bad timing.If RFPs have ever felt like a procurement checkbox exercise, you will like this part. We talk about owning the process inside HR, partnering effectively with procurement and IT security, and writing capability-based requirements that invite better vendor responses without creating a 900-item monster. We also cover how to build an HR tech business case and ROI story that resonates with executives by tying benefits to what matters most right now: cost savings, reduced complexity, employee experience, better analytics, and risk control. Plus, Matthew shares how market research resources and even generative AI tools like Microsoft Copilot can help validate a shortlist faster.If you want to stop being a passenger in HRIS and HR tech decisions, listen, subscribe, share this with your HR leadership team, and leave a review so more HR pros can find the show.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

#HRhelpdesk #IndiaHRGuide #MandeepSingh, in this final episode of the HR Technology & People Systems series, Mandeep Singh brings the discussion together by focusing on the skills required to successfully lead this role. Drawing on observations from the past few years of seeing this role emerge, he explains why this is a uniquely hybrid position that demands strength in both HR leadership and HR solutions architecture. Mandeep details what it means to be an HR expert in this context—covering senior‑level decision accountability, experience across multiple HR Centres of Excellence, and the ability to anticipate the real impact of HR decisions. He also explains the technical expectations of an HR solutions architect, including the ability to design workflows, customise platforms, work with low‑code and no‑code tools, design AI agents, and test systems for bias, predictability, and credibility. A key theme of the episode is why HR technology and AI adoption must follow a structured, long‑term approach rather than trial‑and‑error implementation. Mandeep closes by explaining why failure in AI‑driven HR systems carries far greater organisational risk than earlier HRMS failures, making this role critical for achieving sustainable business value from HR technology investments.

#HRhelpdesk #IndiaHRGuide #MandeepSingh with over 25 years of HR experience, Mandeep Singh explains what organisations should realistically expect from an HR Technology & People Systems leadership role. In this episode, he walks through the practical responsibilities of this role, focusing on how it drives organisations through their HR technology and AI journey in a structured, long‑term manner. Mandeep explains why HR technology adoption cannot be treated as a short‑term experiment, and why organisations must carefully select, commit to, and evolve HR systems over multiple years. He highlights the role's responsibility for aligning HR processes, systems, data, AI, and employee experience—ensuring they work together rather than in silos. A key focus of the discussion is the distinction between initiating HR technology change and sustaining it over time through governance, compliance, and ethical oversight. The episode also underscores why this responsibility cannot sit casually with HR operations or the CHRO alone, but requires a dedicated Centre of Excellence leader who owns accountability for AI ethics, governance, privacy, data protection, and regulatory compliance across all HR systems.

The future of work isn't about trends - it's about design.From the Cpl studio in Dublin, Bill Banham sits down with Barry Winkless, Head of the Future of Work Institute at Cpl and author of Future Work World, to explore what's really changing in work, HR, and leadership - and what organizations need to do next.Barry shares a practical framework for understanding the future of work through three core lenses: "Workplace, Workforce, and Worktasks". Together, they unpack how HR leaders can move beyond policies and become designers of better organizations, stronger employee value propositions, and more compelling talent destinations.You'll also hear insights on:The real drivers of employee retention and engagementWhy leadership teams often misread what talent actually wantsFlexible work, hybrid work, and the presence vs performance debateAI in HR and the workplace: human replacement vs human augmentationBuilding future-ready organizations with human-centered designThe rise of cooperative leadership and shared accountabilityUsing storytelling and “future objects” to improve strategic decisionsIf you're an HR leader, talent strategist, or business executive navigating AI, hybrid work, and workforce transformation, this episode offers a clear and actionable perspective on designing the future of work.Connect with Barry: https://www.linkedin.com/in/barry-winkless-7357094/Check out Barry's new book: https://www.amazon.com/Future-Work-World-Leaders-Destinations/dp/1394349378Support 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

#HRhelpdesk #IndiaHRGuide #MandeepSingh with over 25 years of HR experience, Mandeep Singh explains why HR Technology & People Systems is emerging as a critical new leadership role and Centre of Excellence for organisations navigating AI, automation, and rapidly changing HR systems. In this episode, he traces the evolution of HR centres of excellence—from recruitment and compensation to organisation effectiveness—and explains why a dedicated HR technology leadership role is now essential for organisational survival. Mandeep highlights the growing need for clear accountability as AI and automation increasingly influence people decisions, stressing that human judgment, ethics, and decision logic must be deliberately designed, not automatically assumed. He explains why AI‑driven outcomes should never be treated as autopilot decisions, and why organisations must be able to clearly explain how and why technology arrives at specific people outcomes. This episode sets the foundation for understanding HR technology not as a tool or IT function, but as a leadership responsibility that owns how people decisions are designed, governed, and controlled.

HR Technology is on a collision course with AI companies, desktop productivity tools, and middleware providers. Where is all this going? In this podcast I explain why this is a question of “back-end” vs. “front-end” and how the ERP software architectures of the past (present) are colliding with the AI tools and interfaces of the future. The bottom line is not “who wins” but rather how well do you think through the use-cases and employee experiences you want to provide? Read this article for more details and stay tuned for a bunch of announcements this week that will bring much of this to your company. Additional Information Get Ready For A Wild Time In HR Technology The World of Corporate Training Lurches Toward Enablement Digital Twins Are Here, And They Make You More Productive Get Galileo. We put ALL our research, case studies, and models in there. It's like the Bloomberg Terminal, Encyclopedia Britannica, and HR Expert with new research, vendors, and case studies every day.         Chapters (00:00:00) - HR Technology: The Future of IT(00:11:00) - The Future of HR IT Is AI

Your brain doesn't “age out” of growth. With Dr. David Rock of the Neuroleadership Institute, Pauline James unpacks the science showing why learning capacity stays strong well into our later years and how motivation, novelty, and meaningful challenge keep cognition sharp. We share the practical moves that help senior talent thrive: mentoring that activates reward networks, reverse mentoring that speeds up tech fluency, and role design that pairs purpose with autonomy so wisdom spreads across the organization.We also tackle the AI inflection point. David lays out why knowledge capture through expert models can enhance onboarding and decision quality, yet still needs human judgment to assess context and risk. Think of AI like early cars: powerful, fast, and dangerous without rules. Used well, AI becomes a thinking partner that stretches ideas and sparks insights; used poorly, it flattens memory and voice. We dig into three habits—humility, flexibility, vigilance—that keep you creative and accurate while scaling your impact.If you're considering a pivot or planning for retirement, the SCARF model (Status, Certainty, Autonomy, Relatedness, Fairness) offers a map to reduce threat and add buffers long before a big change. Build multiple social networks, choose ways to give back that keep you in novel situations, and design mentoring or teaching roles that feel consequential. Leaders can help by creating formal coaching systems, giving rich context for projects, and encouraging people to cultivate status and relationships a year or more ahead of transitions.We close with resources to go deeper—Your Brain at Work, askNiles.ai, and NLI programs—and a reminder that later-career work can be the most fulfilling chapter yet. Subscribe, share with a colleague who needs a nudge, and leave a review with one insight you're taking into your next chapter.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

Careers don't peak and fade—they evolve.In this episode of the HRchat Podcast, host Pauline James is joined by Dr. Ben Zweig, economist, data scientist, and CEO of Revelio Labs, to unpack what AI, remote work, and risk-off hiring really mean for later-career professionals.The data-driven headline may surprise you: while AI exposure is dampening demand for junior roles, experienced roles remain largely untouched. Ben explains why this shift reflects a deeper transition—from task execution to orchestration—where coordination, prioritization, and cross-functional judgment become the most valuable skills in the economy.Together, Pauline and Ben explore the difference between procedural organizations that automate easily and adaptable environments where roles evolve continuously. They discuss practical strategies like job crafting, choosing leaders who encourage experimentation, and navigating the loyalty tax without drifting into stagnation. The conversation also covers remote work's “suburban advantage,” lower job mobility in risk-off markets, and why experience is increasingly rewarded when employers prioritize near-term delivery.Ben also previews his new book, Job Architecture: Building a Language for Workforce Intelligence, showing how better job taxonomies and LLMs can bring clarity, speed, and fairness to people decisions.If you're thinking about your next career chapter—or advising others through change—this episode offers a clear, data-backed roadmap.Key topics include:Why AI is cooling entry-level hiring but sparing experienced rolesAdaptable vs. procedural organizationsOrchestration as a core human advantageJob crafting as a hedge against stagnationThe loyalty tax and mid-career earnings trade-offsRemote work trends and later-career opportunityUsing job architecture and LLMs to structure skills and rolesSupport 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 LinkedIn Subscribe to our newsletter Check out our in-person events

Take2, an AI agents platform purpose-built for healthcare recruiting, today announced it has raised a $14 million Series A… The company's first agent, the AI Interviewer, conducts phone interviews with candidates 24/7, evaluates them, records calls, and syncs results directly into applicant tracking systems — all with no human-in-the-loop. Trained on healthcare-specific hiring data, the platform helps organizations assess candidates more accurately while generating predictive insights that improve hiring quality and long-term retention.  “Healthcare systems are under enormous pressure, and hiring is one of their biggest hidden costs,” said Yaniv Shimoni and Kaushik Narasimhan, co-founders of Take2. “We're building AI agents that actually do the work — not just assist — so recruiting teams can focus on strategic decisions instead of time-consuming manual processes.” https://hrtechfeed.com/take2-raises-14m-series-a-to-automate-healthcare-recruiting/ “Help me find an engineering job in Chicago…”  A simple prompt like that can open a world of opportunity for a job seeker. Says Indeed They just announced an expansion of their relationship with OpenAI, bringing Indeed's massive job marketplace directly into the ChatGPT experience. https://hrtechfeed.com/indeed-now-integrated-with-chatgpt/ Phenom, announced the acquisition of Be Applied, an AI‑driven cognitive assessment solution that validates candidate and employee capabilities at scale. By combining Phenom's AI with Be Applied's evidence‑based assessments, enterprises can confidently move to skills‑first hiring without sacrificing speed, quality or fairness. https://hrtechfeed.com/phenom-acquires-cognitive-assessment-platform/ Recruit Holdings just dropped its Q3 FY2025 results The U.S. labor market has been characterized as “stabilizing” or even “softer” lately, with job postings declining from their post-pandemic peaks. However, Recruit's U.S. revenue tells a different story: Revenue Surge: U.S. HR Technology revenue grew 10.1% year-over-year in dollar terms this quarter. https://hrtechfeed.com/high-tech-high-growth-recruit-holdings-u-s-engine-revs-up-in-q3/  Workday, Inc. announced that co-founder and current executive chair Aneel Bhusri is returning as chief executive officer as the company enters its next chapter, focused on leading in the rapidly evolving AI era. Carl Eschenbach is stepping down as CEO and as a member of the board after leading Workday through a period defined by global growth, an expanded industry focus, and strengthened operational discipline. He will continue to support Bhusri and the company as strategic advisor to the CEO. https://hrtechfeed.com/workday-announces-ceo-transition-as-co-founder-aneel-bhusri-returns-to-lead-the-companys-next-chapter/ Learn more about your ad choices. Visit megaphone.fm/adchoices

What if the fastest way to modernise HR isn't ripping out systems or buying another mega-platform but connecting what you already have in a smarter way?In this episode of the HRchat Podcast, Bill Banham sits down with James Davies, CEO of Kinetic Data, to explore how an agility layer can transform fragmented HR and enterprise processes into simple, human-centred workflows employees actually use.James shares his journey from help desk technician to leading a platform trusted by the U.S. Department of Defense and Fortune 2000 organisations. Along the way, he explains why so many HR and digital transformation programmes stall in “upgrade purgatory”—and how starting with user experience, not technology, creates faster change, safer upgrades, and better adoption.We explore how orchestration across HRIS, ITSM, ERP, and identity systems enables a single front door for employee requests—everything from access and time off to kudos and performance reviews—without adding platform bloat.The conversation also dives into compliance in highly regulated environments. James explains how reading policy (instead of blindly following tradition) unlocks digitisation without weakening controls, enabling smarter renewals, integrated training records, and smoother first-day experiences.Inside Kinetic Data, James outlines a four-pillar operating model—Growth, Product, Success, and Operations—and reflects on servant leadership, empathy built through doing the work, and how intentional culture has kept employee turnover close to zero.If you're wrestling with complex systems, slow upgrades, or HR processes that push employees back to manual work, this episode offers a practical blueprint for reducing friction, freeing up budget for innovation, and building durable software that works under pressure—with a memorable Toyota Land Cruiser analogy along the way.Key topics include:Help desk roots and a service-first mindsetWhy modernisation is about coordination, not more toolsThe agility layer across HRIS, ITSM, ERP, and identityDesigning employee experience before system architectureCompliance lessons from DoD and federal environmentsReducing maintenance to fund innovationServant leadership, introversion, and near-zero turnoverBuilding “Land Cruiser” software that just worksSupport 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 LinkedIn Subscribe to our newsletter Check out our in-person events

In a tight labour market, employers can't afford slow, unclear hiring - yet moving fast without fairness creates risk, bias, and damage to your employer brand.In this episode of the HRchat Podcast, Bill Banham welcomes Stuart Potter, Senior Lecturer at Anglia Ruskin University and contributor to digital skills initiatives supporting SMEs, to explore the real-world use of AI, automation, and employer branding in modern hiring.Ahead of the Peterborough AI Summit at ARU, Stuart shares where AI can genuinely add value in HR and recruiting - such as screening support, scheduling, assessments, and candidate communication - and where human judgement must remain in charge. Stuart also shares simple, practical guardrails for ethical AI: disclose AI use, keep people as final decision-makers, and audit outcomes for bias.We also discuss how automation is reshaping early career pathways, what graduates need to prove now that entry-level “busywork” is disappearing, and how employers can attract emerging talent by showcasing mentorship, growth, and meaningful work.If you want a smarter, fairer hiring strategy that strengthens trust and improves conversion, this episode delivers a step-by-step blueprint—including a 90-day employer branding action plan you can start immediately.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 LinkedIn Subscribe to our newsletter Check out our in-person events

Welcome to our new research on the Frontline Workforce. In this introductory podcast I explain the importance and complexities of these jobs, and why the people in these roles take on enormous responsibilities in our companies and our economy. More than 70% of US workers are employed in frontline roles, generating more than $6 Trillion in wages and value. While many business and HR leaders support the frontline, our research points out that the issues are far more complex than you may realize. In this podcast I detail some of these important management topics and I also describe how the HR Technology market has struggled to meet their needs. Then I discuss UKG, the (Ultimate Kronos Group), the $5 Billion software company dedicated to this space and give you some insights on their pioneering and unique solutions. No matter what you do as a leader, HR professional, or manager, you likely know how critical our frontline workforce has become. Today frontline jobs in healthcare, transportation, construction, energy, airlines, and entertainment are the fastest growing segment of the workforce and also the roles least impacted negatively by AI. In fact AI is going to make these jobs even better. I hope you enjoy the discussion: stay tuned for a detailed article describing some of the frontline-work innovations recently announced by UKG and more on our research roadmap. If you would like to share your innovative solutions for frontline work, please contact us. Additional Information Powering the Frontline Workforce: How Frontline-First Companies Thrive (Research) The UKG Product Strategy An Exploration into the Frontline Workforce with Josh Bersin (YouTube Video with Josh Secrest of Paradox) The Age of The Superworker: Four Stages of AI Explainer Video Chapters (00:00:00) - Workforce Management in Ukg(00:11:18) - Kronos' Dynamic Labor Market System(00:13:16) - UKG's 'Unified Work Experience' for Workers(00:14:38) - UKG's Frontline Worker Network(00:17:58) - UKG's AI Architecture and Industry Solutions

In this episode we are joined by Shahzad Naseem from the SAP SuccessFactors Product Strategy team to discuss the strategic reasoning behind the SmartRecruiters acquisition, the roadmap for Autonomous Payroll., & more! We go "under the hood" to explore why SAP chose SmartRecruiters over other vendors. How they evaluated every vendor and what set SmartRecruiters apart, focusing on the strength of their Applicant Tracking System (ATS) vs. "hollow" AI chatbots. Shazad reveals the 2026 vision for Employee Central Payroll (ECP), including the introduction of Autonomous Payroll Agents for compliance, reconciliation, and alerts that allow admins to "go home at 5:00 PM". We also clarify the future of SuccessFactors Recruiting vs. SmartRecruiters and how native onboarding fits into the new ecosystem. Key Takeaways & Chapters 00:00:00 | Intro: The PayrollBADIes Podcast Kickoff 00:01:12 | Meet Shahzad Naseem: SAP Strategy Lead & Musician 00:06:40 | The SmartRecruiters Business Case: Why SAP Acquired Them 00:12:05 | ATS Strength vs. Hollow Chatbots: The Evaluation Process 00:19:21 | Joule AI vs. Winston AI: Will They Ever Merge? 00:23:23 | The Future of "Headless" AI HR Applications 00:25:51 | 2025 Roadmap: Workforce Scheduling & Business Data Cloud (BDC) 00:27:12 | Autonomous Payroll: The Vision for ECP 00:29:55 | How Payroll Agents Solve Finance Reconciliation Gaps 00:32:33 | What Happens to SuccessFactors Recruiting & Onboarding?00:37:16 | Closing: The Future of Payroll Innovation If you care about Payroll, SAP, AI, Recruiting, Compliance, or the future of HR Technology, this episode is for you.

The right rituals—and the right conversations—can transform how your team collaborates.Strong collaboration starts with thoughtful practices and clear communication. As Molly Sands, Head of the Teamwork Lab at Atlassian, emphasizes, the teams that thrive are the ones that regularly pause to align on what matters and how they're progressing. “You want to know if you're making progress,” she notes, “and you want ways to redirect early—before you're scrambling at the end.”Through her research with teams across Atlassian and around the world, Sands has seen how small, consistent habits—monthly goal reviews, transparent updates, shared spaces for spontaneous interaction—build alignment, psychological safety, and momentum. And in hybrid and distributed environments, she highlights how “bursty” collaboration patterns and intentional meeting design help teams move faster without burning out.In this Quick Thinks episode of Think Fast, Talk Smart, Sands and host Matt Abrahams break down the rituals that make teamwork work, from OKR check-ins to collaboration hours to the rotating Chief Vibes Officer. No matter where your team sits, Sands shows how intentional communication unlocks connection, speed, and more satisfying ways of working together.Episode Reference Links:Molly SandsEp.241 Team Spirit: How to Make Group Work WorkConnect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:43) - Measuring Collaboration the Right Way (05:35) - Training Leaders & Goal Rituals (07:49) - Creating Space for Spontaneous Work (11:20) - Making In-Person Time Count (11:44) - Three High-Impact Team Gatherings (14:00) - Supporting Diverse Communication Styles (16:08) - Conclusion  ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost. Go to Quince.com/ThinkFast for free shipping on your order and 365-day returns. Join our Think Fast Talk Smart Learning Community and become the communicator you want to be.

Forget the headlines predicting a “workerless workforce.” In this episode, host Bill Banham sits down with longtime cloud and SaaS analyst Phil Wainwright to cut through the hype and examine what AI agents really mean for HR, business leaders, and the people doing the work.Phil argues that automation can be transformative—but calling software a “workforce” conceals the real challenges organisations face: governance, transparency, accountability, and change management. Together, we explore where AI agents will take hold first—help desks, admin-heavy workflows, repetitive processes—and why this shift places HR in a more strategic, cross-functional role.Listeners will get practical guidance on:How to encode policy, ethics, and organisational values into systems so AI operates safelySpecific risks in AI-driven recruiting and performance processes, from hidden bias to opaque decision pathsThe documentation, access rules, and audit trails needed to build trustHow skills-based talent frameworks are reshaping hiring, development, and mobilityWhy adaptability, empathy, creativity, and problem solving are emerging as the defining skills of modern workWe also dig into early-career disruption, the evolution of knowledge work, and the rise of modular teams blending AI, contractors, and full-time staff—without dumping everyone into the gig economy.If you're leading HR or building teams, this episode offers a grounded roadmap for responsible AI adoption and resilient workforce design.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 LinkedIn Subscribe to our newsletter Check out our in-person events

The secret to effective teamwork and collaboration.To collaborate, we have to communicate. As Molly Sands knows, “The more that we can get on the same page, the more effective we are.”Sands is a behavioral scientist and the head of the Teamwork Lab at Atlassian, where she researches how teams can collaborate more effectively and efficiently, especially in distributed and hybrid work environments. As she's seen in her research and within her own team, “People can accomplish a lot more together when they work well together.” The key to unlocking that potential lies in communication that aligns people not just in their activity, but in their deeper goals and vision. “The best work happens when you start by asking why,” she says, “getting people to really understand: why is this a problem, why do we wanna solve it, and how are we uniquely positioned to do that? The more that we can map this out together, the more effective our teams tend to be.”In this episode of Think Fast, Talk Smart, Sands and host Matt Abrahams discuss strategies for effective collaboration, from “page-led” meetings and asynchronous video messages to using AI as a collaborator. Whether your team is working face-to-face or across time zones, Sands' insights show how better communication is the key to better collaboration.Episode Reference Links:Molly SandsEp.241 Team Spirit: How to Make Group Work WorkConnect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:32) - How the Teamwork Lab Works (04:03) - Top Challenges for Teams (04:37) - Clarifying Goals & Alignment (07:19) - AI as a Collaborative Partner (09:25) - Atlassian's AI Onboarding Buddy (12:49) - Rethinking Meetings (15:58) - Three Types of Work Time (17:17) - Replacing Meetings with Asynchronous Video (20:02) - The Final Three Questions (24:11) - Conclusion  ********This episode is sponsored by Grammarly. Let Grammarly take the busywork off your plate so you can focus on high-impact work. Download Grammarly for free today Join our Think Fast Talk Smart Learning Community and become the communicator you want to be.

Want a real-world look at how AI is reshaping work without the hype? Dr. Mary Hayes joins us to explore what employees actually feel about AI, why optimism varies across countries and roles, and how leaders can turn uncertainty into momentum through honest, practical communication. We dig into ADP Research findings that reveal a surprising truth: many executives admit they don't yet know how AI will change their jobs, and that vulnerability can be the key to building trust when paired with clear use cases and feedback loops.We break down where AI helps today—automating repetitive Q&A, speeding data analysis, and freeing people to handle nuanced conversations—and where it still falls short in creativity, common sense, and emotional intelligence. You'll hear a simple framing that sticks: AI won't necessarily replace you, but someone using AI might. The path forward is to make the technology a tool for every employee and to design learning experiences that meet people at different stages of their careers.Dr. Hayes shares a practical blueprint for upskilling across three role types—knowledge workers, cycle workers, and skilled task workers—highlighting how each group perceives readiness and investment differently. We talk about bridging soft-skill gaps in communication and critical thinking, especially after years of disrupted education, and we offer ideas for peer coaching that pairs digital fluency with deep domain judgment. Expect concrete steps: start with focused pilots, publish what works, measure time saved and quality gains, and keep the conversation open so adoption feels collaborative, not imposed.If you're leading teams through AI change or figuring out where to begin, this conversation will help you craft transparent messages, pick high-value use cases, and build durable skills that machines can't imitate. Listen, share with your team, and tell us: what's the first workflow you'll pilot with AI? Subscribe, leave a review, and join us at HRGazette.com for more research and episodes.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 LinkedIn Subscribe to our newsletter Check out our in-person events

Policy headwinds are rising, but the work still needs doing. In this episode of the HRchat Podcast, host Bill Banham sits down with Pavel Shynkarenko, founder of Mellow, to unpack the ripple effects of proposed H-1B and L-1 visa reforms—and a possible 25% outsourcing levy—on the global freelance and contractor economy.Pavel has spent more than 20 years in financial and HR technology, building platforms that help freelancers access fair pay, benefits, and social protections on par with employees. He brings a pragmatic, data-informed view of how these policy changes could reshape the cost calculus for U.S. employers, HR leaders, and cross-border teams in 2025 and beyond.Together, Bill and Pavel explore how tightening U.S. visa policies could unintentionally accelerate the shift toward remote-first and distributed workforces. When companies face rising administrative costs or talent shortages at home, they often turn to Employer of Record (EOR) and Contractor of Record (COR) models to stay compliant while continuing to access top talent worldwide. Pavel walks through the hidden math behind total landed cost—how everything from currency fluctuations to social contributions can alter hiring decisions—and why the real bottleneck isn't policy, but supply: there simply aren't enough local workers to replace the global freelance engine that powers innovation.The conversation then turns to platform evolution. Legacy marketplaces once promised cheaper rates through mass competition, but that model no longer serves enterprise needs. Today, trust, verified track records, and long-term fit matter far more. Pavel explains how Mellow is redefining the space by using AI and behavioral data to connect companies with freelancers they're statistically more likely to succeed with—based on shared networks, past project outcomes, and verified credentials. This AI-first approach also simplifies complex backend tasks such as KYC, tax, and payments across 100+ countries, giving HR teams one compliance-ready platform to manage their distributed workforce.Bill and Pavel also compare U.S. protectionist trends with Europe's fragmented response. Some countries, especially those with aging populations and shrinking workforces, may loosen immigration for high-skill talent, while others tighten entry. The result? A global balancing act where companies must blend onshore, nearshore, and offshore strategiesSupport 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 LinkedIn Subscribe to our newsletter Check out our in-person events

Bullhorn, the global leader in software for staffing announced today the launch of Bullhorn Insights, a new research and data site designed to provide near real-time visibility into labor market trends. https://hrtechfeed.com/bullhorn-launches-comprehensive-labor-market-research-site-offering-proprietary-real-time-data-on-workforce-hiring-activity/ LAFAYETTE, CO — Boostie, the automated talent marketing platform built for staffing agencies and corporate talent acquisition teams, today announced it has secured a small, $500,000 seed round to accelerate product development and expand sales and marketing efforts. Investors in the round include: Bullhorn Ventures, Tim Glennie, Travis Arnold and other strategic investors. https://hrtechfeed.com/talent-marketing-platform-built-for-staffing-agencies-lands-eed-round/ TOKYO — Recruit Holdings Co., Ltd., the global HR services giant, reported a significant jump in profitability for its HR Technology segment in the second quarter, driven by strong monetization gains at its Indeed platform that offset a slowdown in job postings. https://hrtechfeed.com/442090-2/ Upwork Inc. (Nasdaq: UPWK), the world's human and AI-powered work marketplace, today announced its financial results for the third quarter of 2025. https://hrtechfeed.com/upwork-reports-third-quarter-2025-financial-results/ Learn more about your ad choices. Visit megaphone.fm/adchoices

How can HR leaders use AI and data-driven insights to make work fairer, more engaging, and more efficient — without adding complexity or risk?In this episode of the HRchat Podcast, host Bill Banham welcomes back Lindsay Clayborne, Chief of Staff at Cardata, the fully managed vehicle reimbursement partner helping companies modernize outdated car allowance programs with smarter, fairer, and IRS-compliant solutions.Last time, Bill and Lindsay explored the basics of why a strong vehicle reimbursement program matters to both employees and employers. This time, they go a step further — looking at how HR and People leaders can use AI and automation to free up time, improve compliance, and empower teams to focus on the work that really matters.Lindsay reflects on her own evolution into a Chief of Staff role, sharing how her lens has widened from people operations to company-wide clarity, planning, and performance. That experience shapes a broader conversation around how HR can leverage AI to streamline processes, make data actionable, and strengthen its voice in strategic business decisions.Together, they explore:How AI reduces HR admin overload, freeing up time for judgment, coaching, and culture-buildingThe evolution of vehicle reimbursement programs — from mileage tracking to integrated, automated systems that reveal valuable patternsWhy data centralization and cross-system integration are key to eliminating friction and improving workforce insightsHow to design AI guardrails to ensure safe, ethical, and compliant adoption across teamsThe growing importance of curiosity, adaptability, and critical thinking in the age of AIThe conversation also tackles a challenge many HR teams face: fear of AI. Lindsay and Bill discuss practical ways to build trust and confidence — defining sensitive data by function, educating teams on safe use, and setting clear policies that encourage experimentation without risk.Tune in for real-world insights on how HR can harness AI to boost fairness, retention, and impact — and become a smarter, more strategic business partner.Learn more about Cardata: cardata.coSupport 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 LinkedIn Subscribe to our newsletter Check out our in-person events

According to today's guest, most hires don't fail because they can't do the work, they fail because their mindset clashes with how the work gets done. In this HRchat episode, Bill Bnaham sits down with New York Times best‑selling author Mark Murphy, founder of Leadership IQ, to unpack why attitude, not technical skill, is the main reason good resumes turn into bad hires, and how to fix the interview process without adding complexity or bloat.Mark breaks down the traps that sink interviews: stock questions that beg for canned responses, interviewers who talk too much, and prompts that accidentally coach candidates toward a “success story.” He offers a simple, repeatable structure: define the few core attitudes your team truly needs, ask targeted behavioral questions tied to those attitudes, then leave the question hanging so candidates reveal how they think under light pressure. We explore what humility looks like in real answers and why growth after mistakes is a universal green flag.Mark also tackles a timely question: where does AI help, and where does it fall short? Automation already shines at scheduling and screening, but trained interviewers still catch evasive language, tense shifts, and non‑answers that slip past machine analysis. We compare in‑person and video formats, explain why asynchronous recordings reward scripts over substance, and show how to separate the assessment from the culture pitch so candidates still get a rich view of your team, values, and expectations.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 LinkedIn Subscribe to our newsletter Check out our in-person events

October 22, 2025: In this episode of Future Ready Today, Jacob Morgan unpacks five powerful stories defining the next era of leadership and work: 1️⃣ Amazon's 600,000 Robots – A leaked roadmap shows how automation will replace or reconfigure hundreds of thousands of jobs, raising urgent questions about reskilling and purpose. 2️⃣ OpenAI's New Browser “Atlas” – The company behind ChatGPT is reimagining web navigation with built-in reasoning. For HR, it signals how internal AI layers could soon connect every system and agent inside organizations. 3️⃣ Global Petition to Ban AI Superintelligence – Over 3,000 global figures, from Richard Branson to Steve Bannon, call for limits on AI's cognitive reach. 4️⃣ Gartner's Report on HR Resilience – The top priorities for CHROs in 2025 include embedding adaptability into culture and responsibly operationalizing AI. 5️⃣ The AI Rebellion Inside Electronic Arts – Employees are pushing back on AI mandates they don't trust, revealing the widening gap between leadership enthusiasm and workforce skepticism.

Mark Sankarsingh is Responsible for all aspects of the HR technology agenda at PepsiCo. What did you think of this years HR technology conference? What caught your eye? What do you guys hirie fo rannual types of roles You are currently running Avature and ADP? What else is part of your HR tech stack? How you are looking at implementing AI in the hiring process? Are you seeing the AI jobseeker effect, more applications, look alike resumes etc? Biggest challenge you face right now in your role? Is your career site delivering the conversion you need? Dalia's plug-and-play tech turns any employer career site into a high-performance candidate conversion engine — no replatforming required, live in days. Visit Dalia.co to learn more AND by jobcase, Jobcase is an online community where workers of all kinds – like hourly employees, tradespeople and healthcare technicians – access jobs, make connections, and support each other in any aspect of their work life. Visit jobcase.com/hire and tap into their 120 million strong  job seeker network Learn more about your ad choices. Visit megaphone.fm/adchoices

October 10, 2025: A new era of Responsible Intelligence is emerging. Governments are considering human-quota laws to keep people in the loop. Kroger is rolling out a values-based AI assistant that redefines trust and transparency. And legal experts warn that AI bias in HR could soon become a courtroom reality. In today's Future-Ready Today, Jacob Morgan explores how these stories signal the end of reckless automation and the rise of accountable leadership. He shares how the future of work will be shaped not by faster machines, but by wiser humans—and offers one simple “1%-a-Day” challenge to help you lead responsibly in the age of AI.

In this episode of the HRchat Podcast, Bill Banham is joined by Craig Saxby, HR Solutions Director at Morson Talent.Craig is a recruitment leader passionate about building high-performing teams and helping HR leaders navigate complex people and talent challenges. At Morson, he partners with Chief People Officers, HR Directors, and Talent Leaders to design and deliver strategic solutions—spanning RPO, outsourced HR, screening and vetting, and Morson Training.The conversation covers:Craig's career journey and what drives his passion for developing high-performing HR and talent functionsThe biggest challenges HR Directors and Chief People Officers are facing right nowHow Morson supports organisations through services like RPO, outsourced HR, and workforce trainingThe significance of Morson Group's appointment to the Procurement Services HR Support Services Framework (Y25006), which makes it easier for public sector organisations to access expert HR solutionsWhy Morson is hosting the next edition of Disrupt Manchester on September 24th and what excites Craig about the event seriesThe future of HR and recruitment, including opportunities for innovation around AI, automation, and addressing skills shortagesYou'll also hear about Morson's role in supporting local business community events and Craig's practical advice for HR leaders tasked with doing more with less in today's climate.Listen in to get insights on evolving HR and talent solutions—and discover how Morson Talent is helping organisations improve people and performance.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 LinkedIn Subscribe to our newsletter Check out our in-person events

Send us a textA transformative leader in the Digital Media and HR Technology space, our guest today is Pushkar Bidwai, CEO of People Matters, APAC's foremost community and media platform for HR and talent leaders. Pushkar brings a deep-rooted understanding and innovative vision to his role, fueling the company's growth as a trusted resource across the Asia-Pacific region and beyond. As a founding member, Pushkar has been instrumental in shaping People Matters from its inception, fostering a culture of entrepreneurial thinking and proactive solution-building. Over his 14 years with the organization, he has led transformative initiatives, positioning People Matters as an indispensable partner to HR & business leaders navigating an ever-evolving People and Work landscape. As CEO, Pushkar is steering People Matters into its next growth phase with a future-focused strategy that leverages technology, data, and artificial intelligence to enhance offerings and maintain People Matters' industry edge. Pushkar is a keynote speaker, podcast host, author, and guest faculty at MBA schools.[4:06s] Pushkar's origins story [9:47s] Impetus for taking People Matters global[15:57s] Differences in HR and talent nuances in India and in APAC[26:10s] Purpose driven: Growth evolution of People Matters [33:27s] Growth and learnings as a CEO [39:49s] Visions for People Matters: What lies aheadFind out more about the amazing work by People Matters at www.peoplematters.inConnect with Pushkar on LinkedInConnect with Vinay on X (formerly Twitter) and LinkedIn What did you think about this episode? What would you like to hear more about? Or simply, write in and say hello! podcast@c2cod.comSubscribe to us on your favorite platforms – Google Podcasts, Apple Podcasts, Spotify, Overcast, Tune In Alexa, Amazon Music, Pandora, TuneIn + Alexa, Stitcher, Jio Saavn and more.  This podcast is sponsored by C2C-OD, your Organizational Development consulting partner ‘Bringing People and Strategy Together'. Follow @c2cod on Twitter, LinkedIn, Instagram, Facebook

Maureen Brown joins the HRchat Podcast to reveal why employee voice isn't just another corporate buzzword—it's the untapped resource transforming workplace culture and employer branding across industries. As founder of Sullivan Brown Resourcing Partners and MySay, Maureen brings 16+ years of recruitment expertise to this conversation about why companies struggle to truly hear their employees.We dive deep into the disconnect between conducting engagement surveys and implementing genuine listening strategies. Maureen explains why even well-intentioned HR teams and managers often can't hear feedback without bias, and how independent partners create the psychological safety essential for honest communication. "People want to feel heard," Maureen emphasizes, "and I don't know how heard you feel when you've filled in an online survey."The conversation with Bill Banham reveals a fascinating post-pandemic shift in workplace dynamics. While pre-COVID exit interviews often contained negative feedback about direct managers, today's employees express positive sentiments about their managers while directing frustration toward leadership teams. Maureen unpacks the complex reasons behind this change—from decreased leadership visibility to middle managers increasingly identifying with their teams rather than with leadership.Perhaps most compelling is Maureen's challenge to conventional employer branding approaches. Rather than investing in slick recruitment websites or referral schemes, she advocates for fostering genuine employee advocacy through meaningful listening practices. "There's nothing more powerful than genuine advocacy," she asserts, pointing to the missed opportunity when companies fail to amplify authentic employee voices.Whether you're struggling with retention, rebuilding your culture post-pandemic, or simply wanting to strengthen your employer brand, this episode offers actionable insights on creating psychological safety, conducting effective stay interviews, and transforming employee feedback into strategic advantage. Connect with Maureen on LinkedIn or visit sullivanbrown.co.uk and mi-say.com to learn more about amplifying employee voice in your organization.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 LinkedIn Subscribe to our newsletter Check out our in-person events

What happens when engineering principles meet people strategy? Sara Andrews, Chief People Officer at Ecovyst, brings this powerful combination to the HRchat Show, revealing how her background as an engineer transformed her approach to human resources leadership.Looking toward her upcoming presentation "HR as a Shockwave: From Compliance to Competitive Edge" at DisruptHR Birmingham, Sarah previews how trust, talent frameworks, and culture serve as driving forces for organizational transformation. She also offers practical insights on balancing legacy practices with innovation, adapting strategies across different business environments, and leveraging AI for talent attraction, workforce planning, and personalized development.Sarah also shares her journey of recognizing that truly effective HR requires building "strong, capable, competent and coherent teams" that directly impact business outcomes. Rather than viewing HR as a support function, she positions it as a strategic driver of enterprise value. Her refreshing perspective cuts through typical HR rhetoric to focus on measurable results: "My entry into HR was always about making a difference, having an HR function that created value and initiatives that really spoke to the bottom line."While acknowledging HR's progress in gaining organizational influence, Sarah candidly assesses our current reality: "I think we have a seat at the top table. I'm not quite sure that our voice is as clearly heard as it should be." She outlines how HR professionals must develop skills to demonstrate how people management directly connects to growth, revenue, and DEI. This represents the evolving frontier for HR leadership – moving beyond presence to genuine influence.Ready to transform your HR function from a support role to a competitive advantage? Listen now to discover how engineering principles can revolutionize your people strategy and drive measurable business impact.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 LinkedIn Subscribe to our newsletter Check out our in-person events

Frontline recruitment isn't just hiring at scale—it's an entirely different discipline from traditional corporate hiring. In this episode of the HRchat Show, Fountain CEO Sean Behr pulls back the curtain on the unique challenges of recruiting hourly workers and shares strategies that help employers keep pace in an increasingly competitive market.Unlike corporate hiring, where companies may only need to fill a handful of roles, frontline hiring often means recruiting hundreds or even thousands of workers at once. As Sean explains, that scale alone completely changes the rules of the game. Standard applicant tracking systems weren't built to handle that kind of volume, which is why businesses need new tools and processes if they want to stay ahead.Communication is another big differentiator. White-collar candidates may check their emails or LinkedIn messages, but frontline candidates live on their phones. They apply late at night, respond to text messages instead of emails, and often juggle multiple applications at once. As Sean points out, the convenience of mobile hiring is a double-edged sword—while it makes applying easier, it also means candidates are only “one click away” from a competitor's job.To help employers succeed, Sean highlights innovative approaches across the entire hourly worker lifecycle. From AI-powered, on-demand interviews that accommodate non-traditional schedules to paperless onboarding that replaces mountains of first-day paperwork with meaningful orientation, these solutions are reshaping how companies attract and retain talent. He also introduces Fountain's new Shift product, designed to tackle one of the biggest reasons frontline employees quit: mismatched schedules. Because for many hourly workers, flexibility and compatibility with their lives matter just as much as pay or job satisfaction.For HR leaders who feel overwhelmed by the idea of revamping their entire hiring system, Sean offers practical, actionable advice: don't try to fix everything at once. Start by identifying the single biggest pain point in your frontline hiring process—whether it's candidate drop-off, interview scheduling, or day-one experience—and focus your energy there. Solving one critical problem at a time not only drives real results but also builds momentum for broader change.If your organization relies on frontline workers, this conversation is a must-listen. Sean's insights will help you rethink your approach, emSupport 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 LinkedIn Subscribe to our newsletter Check out our in-person events

On this episode, Pete and Julie welcome Jeronika Dancy, Senior Manager of HR Technology at Amsted Industries, to explore the rise of the Workforce Management Center of Excellence (COE)! Jeronika shares her unexpected career journey into HR from recruiting to HRIS to leading global workforce management transformation in a complex manufacturing environment.  Jeronika shares how she blends people, process, and technology to drive measurable business outcomes, and why investing in HR technology and payroll innovation is more than a simple tech purchase, and how the transformative power resides in the people leveraging it.  The conversation explores the complexities of frontline workforce management, curating partnerships with unions, and the role of governance, change management, and ROI storytelling in driving adoption and impact. Jeronika offers insights on strategic workforce planning, building tech-enabled HR teams, and how culture and leadership support fuel transformational outcomes! Connect with Jaronika: LinkedIn: https://www.linkedin.com/in/jaronika-d-11075ba/ Podcast: ‘Logging in to UKG: A Chicago User Group Production':  https://podcasts.apple.com/nz/podcast/logging-into-ukg-a-chicago-users-group-production/id1819101228   Connect with the show:  LinkedIn:  http://linkedin.com/company/hr-payroll-2-0  X: @HRPayroll2_0 @PeteTiliakos @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social  YouTube: https://www.youtube.com/@HRPAYROLL2_0 E-book featuring the Amsted Industries CoE Case: ‘The Manufacturing Advantage': Smarter Workforce: Turning Time and Pay into a Competitive Advantage: https://www.ukg.com/resources/ebook/modern-manufacturing-smarter-workforce-turning-time-and-pay-competitive-advantage?utm_source=payroll-influences&utm_medium=banner

Kim Chaumillon believes HR leaders must champion AI adoption from the inside out. "HR goes first" isn't just her mantra—it's the foundation of effective organizational transformation. Drawing from 30 years of global HR experience, Kim reveals how she's reimagining traditional people practices through AI implementation at two different organizations where she serves as fractional Chief People Officer.Kim's conversation with hosts Pauline James and David Creelman explores practical strategies for building AI fluency within HR teams, starting with curated use cases and ongoing experimentation. Kim distinguishes between leveraging existing solutions with embedded AI capabilities and developing bespoke applications—highlighting three key opportunities for custom solutions: automating repetitive tasks, creating disruptive capabilities, and developing "chief of staff" functionality that transforms how work gets managed.What makes Kim's approach particularly effective is her focus on enablement rather than restriction. While addressing important governance and ethical considerations, she frames AI guidelines in terms of possibilities rather than limitations. This positive orientation accelerates adoption and fosters innovation while maintaining appropriate boundaries around confidential information and potential biases.The discussion provides a compelling vision of AI as HR's historic opportunity. Just as finance led during the 2008 financial crisis and HR guided organizations through COVID-19, AI transformation offers HR leaders the chance to drive tremendous business value while fundamentally reimagining work. For those who have long sought "a seat at the table," AI implementation provides the perfect blend of business impact and people-centered innovation—so significant that Kim delayed her retirement to participate in this transformative period.Ready to take your HR function from reactive to proactive? Connect with Kim on LinkedIn to continue the conversation about leading your organization's AI transformation journey.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 LinkedIn Subscribe to our newsletter Check out our in-person events

The recruitment landscape is transforming at breakneck speed, with business models that once lasted decades now becoming obsolete in just a few years. How can talent leaders navigate this change while maintaining the essential human elements that technology can't replace?Recruitment veteran and Disrupt Manchester speaker Ian Knowlson draws on his 40+ years of experience to illuminate the path forward in this compelling conversation. Having established and scaled recruitment operations across Europe and led public sector initiatives that grew from 2% to 52% of Hays IT's turnover in just four years, Ian brings practical wisdom to the AI revolution."AI will not replace people," Ian asserts with conviction. "What will happen is AI with people - augmented AI - will replace those recruiters who aren't using AI." This distinction is crucial. While automation streamlines processes, the uniquely human capabilities of empathy, emotional intelligence, and contextual reasoning remain irreplaceable. When a candidate inexplicably declines an apparently perfect offer or a client has complex talent challenges requiring creative solutions, artificial intelligence alone cannot navigate these nuanced waters.The conversation with host, Bill Banham explores VUCA leadership principles (Vision, Understanding, Clarity, Agility) that leaders need to master, plus the critical fifth element for our times: Emotional Intelligence. As jobs undergo "fractionalization"—being deconstructed and redesigned with AI integration—recruiters must shift from being aggressive hunters to relationship builders who can identify candidates with transferable skills for emerging roles.For Gen Z candidates seeking authentic connections rather than hard sells, this evolution in recruitment approaches couldn't be more timely. Whether you're a talent acquisition leader, recruitment professional, or business executive navigating workforce transformation, this episode provides both strategic vision and practical insights for thriving in an AI-augmented future.Connect with Ian on LinkedIn to continue the conversation about recruitment's exciting evolution in the age of AI.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 LinkedIn Subscribe to our newsletter Check out our in-person events

Employee Navigator, a leading benefits administration & HR software provider, announced it has completed a $100 million funding round from existing investors JMI Equity and Spectrum Equity.  https://hrtechfeed.com/employee-navigator-completes-100-million-funding-round/ Bullhorn, the leader in software for the staffing industry, today announced the acquisition of TargetRecruit, a Houston-based provider of front- and middle-office solutions built on the Salesforce platform. The acquisition deepens Bullhorn's strategic investment in supporting firms that run their business on Salesforce and bolsters its position as the leading recruitment ISV in the Salesforce ecosystem. https://hrtechfeed.com/bullhorn-acquires-targetrecruit-and-expands-salesforce-ecosystem-to-150000-users/ LAS VEGAS – Today, VLTED announced the launch of a unique employee engagement platform for startups, enterprises and team leaders to enable everyday team-building that fuels belonging, productivity and retention through topics that matter the most to employees. https://hrtechfeed.com/new-employee-engagement-platform-launces/ For the first quarter of fiscal year 2025, the HR Technology segment of Recruit Holdings reported the following financial results: Revenue: Revenue for HR Technology was ¥341.7 billion ($2.3 billion USD), a decrease of 3.8% compared to the same period in the previous year. https://hrtechfeed.com/433995-2/ NEW YORK — Greenhouse, the leading hiring platform, announced the appointment of its new Chief Technology Officer, Sagar Patel, who has extensive engineering leadership experience spanning companies including Ampla, PayPal, and BlackRock. https://hrtechfeed.com/greenhouse-software-names-new-cto/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Host Dean Mauro interviews Amy Cappellanti-Wolf, CHRO with Dayforce, an experienced Chief Human Resources Officer, discussing the importance of AI in HR, HR Technology, Human Resource Strategy and Leadership Skills.Send us a textGrowth without Interruption. Get peace of mind. Stay Competitive-Get NetGain. Contact NetGain today at 844-777-6278 or reach out online at www.NETGAINIT.com Support the show

What happens when you combine archaeological curiosity with data science expertise? You get Mark Lawrence's fascinating approach to HR analytics. In this conversation, Mark shares his unconventional career journey from aspiring Indiana Jones to Head of Analytics and Reporting at Deloitte, revealing how his fundamental desire to understand why things work the way they do connects these seemingly disparate fields.With over 25 years of experience across multiple disciplines, Mark offers rare insights into how analytics can transform HR from a traditional service function into a strategic powerhouse. He candidly discusses the cultural divide that often exists between HR professionals and analytics specialists, describing how most "HR colleagues look at their analytics colleagues as if they're from another species." His practical suggestions for bridging this gap go beyond technical solutions to address the human factors that determine success or failure in data-driven HR initiatives.Mark challenges both HR and analytics professionals to reconsider their relationships and expectations. For analytics specialists, he emphasizes the importance of demystifying their work and showing "the art of the possible" in accessible ways. For HR leaders, he highlights the extraordinary value hidden within their data ecosystems, suggesting that despite common complaints about HR data quality, the breadth and depth of people information represents a gold mine of analytical opportunity when properly approached.Connect with Mark through LinkedIn or email him at mark@datadrivenhr.co.uk to learn more about his research on closing the expectation gap between analytics leaders and senior executives. And don't miss his upcoming presentation at Disrupt Manchester on September 24th, where he'll share lessons from both inside and outside the HR domain.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 LinkedIn Subscribe to our newsletter Check out our in-person events

Summary:In this episode of #thePOZcast, Rhona Pierce interviews Madeline Lourano, founder of Aptitude Research, about the evolving landscape of skills-based hiring. They discuss the challenges companies face in validating candidate skills, the role of AI in improving hiring processes, and the future of recruitment strategies. The conversation highlights the importance of structured approaches to hiring and the need for companies to adapt to new technologies and methodologies to enhance their talent acquisition efforts.Takeaways:- Only 12% of companies are effective at validating candidate skills.- Many companies are fatigued with the skills conversation.- A structured approach to interviewing is often lacking.- The resume is still the primary source for hiring decisions.- AI can help infer and validate skills effectively.- Companies are seeing real results from skills-based hiring.- There is a community aspect in the HR tech industry.- Improvements in the quality of hire are linked to skills validation.- Transparency in assessment providers is crucial.- The future of hiring is moving towards skills-based approaches.Chapters:00:00 Introduction to Skills-Based Hiring02:56 The Challenges of Validating Candidate Skills06:02 The Role of AI in Skills Assessment09:04 Future of Skills-Based Hiring and Best Practices     

Summary: In this podcast episode, Rhona Pierce interviews Cynthia Abbot Kerr, founder and CEO of WellPay AI, discussing her journey in the compensation industry, the complexities of pay transparency, and the impact of AI on compensation strategies. Cynthia shares insights on the importance of transparency in pay, the challenges of decision fatigue in compensation, and her transition from HR executive to entrepreneur. The conversation highlights the evolving landscape of compensation and the role of technology in shaping future strategies.Takeaways:TakeawaysHer early career experiences sparked Cynthia's passion for compensation.WellPay AI aims to simplify compensation strategies using technology.Compensation is often misunderstood as an easy process, but it is complex.Pay transparency is becoming essential in modern workplaces.AI can significantly speed up compensation processes and decision-making.The human element in compensation decisions is crucial.Companies need to embrace pay transparency to build trust.Cynthia emphasizes the importance of educating employees about pay structures.Entrepreneurship changes how people perceive and interact with you.Ignoring naysayers can lead to success in business.Chapters:00:00 Introduction to WellPay AI and the Podcast01:53 Cynthia's Journey in Compensation and Technology06:01 The Complexity of Compensation and Pay Transparency12:06 AI's Impact on Compensation Strategies14:58 Transitioning from HR Executive to Entrepreneur18:54 Lessons Learned as a Founder    

Hey humans, you won't want to miss this episode! I chat with Seth Turner from AbsenceSoft about a seriously important topic: leave management. We're digging into how we can shift our thinking from just processing paperwork to truly supporting employees during critical life moments. Seth shares his journey into this complex world and how his company is aiming to bring more humanity and efficiency to the process. We'll also touch on how technology, even AI, can play a role in making things smoother and more human-centered. Seth offers some great advice for anyone dreaming of building solutions in the HR tech space. This conversation is packed with insights on elevating the employee experience. Stacie More episodes at StacieBaird.com. Links for Seth Turner and AbsenceSoft AbsenceSoft Website | Seth Turner LinkedIn

In this episode of the Tech M&A podcast, Poya Farighi shares his journey of building and exiting his cloud-based HR reference checking platform, Vitay. He discusses the challenges faced during the sale process, the importance of maintaining business operations, and the emotional transition after the exit. Poya emphasizes the need for preparation, the value of keeping an open mind for future opportunities, and the significance of celebrating milestones in the entrepreneurial journey.   takeaways Vitay is an automated reference checking platform that simplifies candidate screening. The sale process can be stressful, especially nearing the end. Maintaining day-to-day business operations is crucial during the sale process. Having a supportive team and advisors can ease the burden of selling a company. Be prepared for the emotional ups and downs of the exit process. It's important to keep an open mind about potential acquirers. Celebrating milestones, like an exit, is important for entrepreneurs. The journey of building a new venture begins after an exit. Expect the best but prepare for the worst during negotiations. Continuing to grow the company is essential, regardless of the sale outcome.   00:00 The Birth of Vitay: Solving HR Challenges 01:55 Navigating the Sale Process: Challenges and Strategies 05:09 Life After the Exit: Reflections and New Beginnings 07:59 Final Thoughts: Keeping an Open Mind for Future Opportunities

Is waiting months for employee feedback a thing of the past? Dive into the future of work with Shane McAllister and L10 founders, Zyrian Chung and Keith Chan. Discover how their AI-powered platform collects daily insights to transform workplace culture, empower managers, and address issues like silent quitting before they escalate. Learn how real-time feedback and AI can create more engaged and productive teams, and get a peek into the tech (including MongoDB) that makes it possible. Stop guessing, start understanding your team today!TAGs:#EmployeeEngagement, #AIinHR, #WorkplaceCulture, #FutureofWork, #EmployeeFeedback, #RealTimeInsights, #TeamManagement, #Leadership, #HRTechnology, #MongoDB, #L10, #ZyrianChung, #KeithChan, #SilentQuitting, #EmployeeMorale, #TeamProductivity, #PerformanceManagement, #AITools, #EmployeeSurveys, #PeopleAnalytics

In this episode of Capital H, host Kyle Forrest is joined by colleagues Jonathan Pearce, US Insights, Innovation, and Operate Leader, and Nicole Patterson, US Workforce Transformation Leader, to delve into exclusive insights from Deloitte's 11th annual HR Technology and Service Provider Day.  

Hey humans! On this part one of a two part series, I had the pleasure of hosting a fantastic round table discussion with three amazing HR professionals - Jennifer Wright, Karen Brieger, and Kelly Oliver - where we dive into the world of data literacy in human resources. Each of my guests shared their unique HR journeys and how embracing data has been a game-changer in their careers.  We had a really honest conversation about how data literacy helps transform HR from being seen as just the "squishy people stuff" department to becoming a strategic business partner that directly impacts organizational success. You'll love hearing their personal stories - from Karen's boardroom moment that became her wake-up call, to Jennifer's transition from retail buying to HR leadership, and Kelly's perspective coming from sales operations into the people space, we explored how HR data directly connects to business outcomes when we know how to collect it, make sense of it, and present it effectively. We all shared some great real-world examples, and also talked about the importance of spreading data literacy beyond our HR teams to middle managers throughout our organizations, and the tech tools (like HR Bench) that have helped us all move from manual spreadsheets to more sophisticated analytics. Enjoy this part one and stay tuned next Tuesday for the follow up! Enjoy, Stacie More episodes at StacieBaird.com. LinkedIn Pages for each of my guests: Jennifer Wright Karen Brieger Kelly Oliver

Organizations are now leveraging advanced analytical platforms to not only drive real-time talent management but also help guide leadership decisions that drive business success. Merck's Beth Perrone, SVP of Talent, and Jeremy Shapiro, AVP of Workforce Analytics, join Lisa Csencsits from Cornell's ILR School to discuss practical applications of cutting-edge analytical tools that are reshaping talent management and leadership decision making this year.What You'll LearnHow leading-edge analytical tools are changing the HR landscapeWays to integrate analytics into leadership conversations, engaging senior leadership and boards of directorsHow and where to place guardrails when leveraging analyticsStrategies for building on insights and using them to inform decisions at your organizationThe Cornell Keynotes podcast is brought to you by eCornell, which offers more than 250 online certificate programs to help professionals advance their careers and organizations. Learn more in our HR certificate programs.Did you enjoy this episode of the Cornell Keynotes podcast? Watch the full Keynote. Follow eCornell on Facebook, Instagram, LinkedIn, TikTok, and X.

IN THIS EPISODE...Kamal Pradhan is a distinguished HR executive and the Vice President of HR Technology and Operations at Signify Health. In this conversation, Kamal shares insights on blending workforces, integrating technology, and the evolving role of HR in a digital era. He highlights trends in remote employment and the challenges of HR technology implementation, stressing the importance of stakeholder involvement and user experience.Kamal also discusses the strategic role of people analytics, board oversight, and the need for holistic HR governance. He concludes with thoughts on courageous agility in leadership, advocating for adaptability and informed decision-making.------------Full show notes, links to resources mentioned, and other compelling episodes can be found at http://BlendedWorkforcesAtWork. (Click the magnifying icon at the top right and type “Kamal”)If you love this show, please leave us a review. Go to http://RateThisPodcast.com/blended Love the show? Subscribe, rate, review, and share! Be sure to:Check out our website at http://BlendedWorkforcesAtWork Follow Karan on LinkedIn, X, and InstagramFollow SDL on LinkedIn, X, and InstagramABOUT SHOCKINGLY DIFFERENT LEADERSHIP (SDL):This podcast is brought to you by Shockingly Different Leadership, the go-to firm companies trust when needing to supplement their in-house HR teams with contract or interim HR, Learning, and Culture experts to assist with business-critical People initiatives during peak periods of work. Visit https://shockinglydifferent.com to learn more.-------------WHAT TO LISTEN FOR:1. How has COVID-19 impacted remote work and technology adoption?2. What are the challenges in implementing HR technology?3. Why is it essential to involve key stakeholders in HR technology implementation?4. How can people analytics help organizations with talent management?5. What role does HR governance play in business strategy?6. What is courageous agility in leadership?7. Why is flexibility necessary in leadership?8. What is micro-informed leadership?------------FEATURED TIMESTAMPS:[01:46] Guest Introduction[03:38] Kamal's Personal Life and Well-being[09:41] Blended Workforces and Technology Integration[18:08] Signature Segment: Kamal's entry into the LATTOYG Playbook: Bridging the Gap in Tech Implementation[22:17] The Role of People Analytics and Board Oversight[27:29] Signature Segment: Kamal's LATTOYG Tactic of Choice: Leading with Courageous Agility[32:48] Connect with Kamal

Madeline Laurano joins us for our 250th episode of the Now of Work Digital Meetup. What a celebratory milestone, just one week before the 5-year anniversary of our community meetup. And who better to spend it with! Madeline is the widely respected founder of Aptitude Research, producing A Practical Guide to Unlocking AI Potential in HR, Global Trends in HR Technology & HR Transformation, Reducing Bias in HR Using Artificial Intelligence, and other incredible reports the market relies on to understand the world of work today and tomorrow.She just returned from Amsterdam, where she emceed the HR Technology Europe conference. (We hear our own Mercer team were shining stars in 6 standing-room-only AI sessions!) We couldn't wait to hear her road report, raise a glass to 250, and celebrate with all of you.

https://www.leadfeeder.com/?utm_source=podcast&utm_medium=body&utm_campaign=brandvivaIn this episode of The Friday Habit, hosts Marc Labriola and Benjamin Manley engage with Joseph Fung, a seasoned entrepreneur and CEO of Yovaro. The conversation explores Joseph's entrepreneurial journey, the importance of building a high-performing culture, and the strategies for defining, sharing, and scaling company values. Joseph emphasizes the need for intentionality in culture-building and offers practical advice for entrepreneurs looking to create a thriving work environment. The discussion also touches on the challenges of scaling culture in larger organizations and the significance of recognition and storytelling in reinforcing company values. https://www.leadfeeder.com/?utm_source=podcast&utm_medium=body&utm_campaign=brandviva