Podcasts about hrbp

DRH, ressources humaines, expérience collaborateur, management, marque employeur, QVCT, moments de vie, personnalisation RH, dialogue social, inclusion : cet épisode de Nouveaux Prismes touche à tout ce qui fait la réalité du terrain RH aujourd'hui.Yalcin Avcioglu est DRH de la Caisse d'épargne Hauts-de-France. Depuis trois ans, il a restructuré en profondeur la politique RH de son organisation autour d'un concept : les moments de vie des collaborateurs.51 moments identifiés. Mariage, divorce, naissance, deuil, maladie, handicap, aidance, première prise de poste de manager, rentrée scolaire. Des moments privés ou professionnels qui ont tous un impact sur la vie au travail et que la RH peut accompagner si elle se donne les outils pour le faire.Dans cet épisode, Yalcin explique comment il a construit cette transformation de façon progressive, sans grande messe RH, en s'appuyant sur trois leviers : la data et l'automatisation, les RRH comme pierre angulaire de l'accompagnement, et les managers comme maillons de proximité.On parle d'un CRM dédié aux ressources humaines qui permet à chaque RRH d'intervenir au bon moment. D'un outil de lecture personnalisée des accords d'entreprise pour chaque collaborateur. Et de messages individualisés, avec le prénom des enfants, envoyés à chaque parent avant la rentrée scolaire.Ce que l'on apprend dans cet épisode :— Pourquoi la personnalisation RH ne fonctionne que si les fondamentaux de la politique sociale sont solides— Comment identifier et structurer des moments de vie sans tomber dans l'intrusion ni l'ingérable— Le rôle du DPO dans les limites de ce qu'on peut tracker — et comment faire autrement— Comment embarquer les managers sans leur "vendre" une stratégie— Ce que ça donne sur le NPS collaborateur : de -34 à +43 en quelques années, sur 3 000 collaborateurs avec 80 % de participationÀ écouter si vous êtes DRH, HRBP, manager RH, ou simplement convaincu que l'expérience collaborateur mérite mieux qu'un intranet et un accord de participation.Disponible sur Ausha, Spotify et Apple Podcasts.Ressources humaines, DRH, expérience collaborateur, moments de vie, management, QVCT, marque employeur, dialogue social, inclusion, personnalisation RH, NPS collaborateur, CRM RHHébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

L'ensemble des liens utiles : Envie de vous inscrire à Yaniro Minute ? 1 conseil par newsletter. 1mn de lecture ? C'est ici : https://www.yaniro.co/yanirominuteEnvie d'envoyer à vos managers la version auto-administrée de notre formation au management ? C'est ici : https://yanirowiki.co/kitEt pour retrouver les meilleures pratiques RH directement dans notre Yaniro Wiki c'est ici : https://yanirowiki.co/Résumé de l'épisode

DRH, ressources humaines, expérience collaborateur, management, marque employeur, QVCT, moments de vie, personnalisation RH, dialogue social, inclusion : cet épisode de Nouveaux Prismes touche à tout ce qui fait la réalité du terrain RH aujourd'hui.Yalcin Avcioglu est DRH de la Caisse d'épargne Hauts-de-France. Depuis trois ans, il a restructuré en profondeur la politique RH de son organisation autour d'un concept : les moments de vie des collaborateurs.51 moments identifiés. Mariage, divorce, naissance, deuil, maladie, handicap, aidance, première prise de poste de manager, rentrée scolaire. Des moments privés ou professionnels qui ont tous un impact sur la vie au travail et que la RH peut accompagner si elle se donne les outils pour le faire.Dans cet épisode, Yalcin explique comment il a construit cette transformation de façon progressive, sans grande messe RH, en s'appuyant sur trois leviers : la data et l'automatisation, les RRH comme pierre angulaire de l'accompagnement, et les managers comme maillons de proximité.On parle d'un CRM dédié aux ressources humaines qui permet à chaque RRH d'intervenir au bon moment. D'un outil de lecture personnalisée des accords d'entreprise pour chaque collaborateur. Et de messages individualisés, avec le prénom des enfants, envoyés à chaque parent avant la rentrée scolaire.Ce que l'on apprend dans cet épisode :— Pourquoi la personnalisation RH ne fonctionne que si les fondamentaux de la politique sociale sont solides— Comment identifier et structurer des moments de vie sans tomber dans l'intrusion ni l'ingérable— Le rôle du DPO dans les limites de ce qu'on peut tracker — et comment faire autrement— Comment embarquer les managers sans leur "vendre" une stratégie— Ce que ça donne sur le NPS collaborateur : de -34 à +43 en quelques années, sur 3 000 collaborateurs avec 80 % de participationÀ écouter si vous êtes DRH, HRBP, manager RH, ou simplement convaincu que l'expérience collaborateur mérite mieux qu'un intranet et un accord de participation.Disponible sur Ausha, Spotify et Apple Podcasts.Ressources humaines, DRH, expérience collaborateur, moments de vie, management, QVCT, marque employeur, dialogue social, inclusion, personnalisation RH, NPS collaborateur, CRM RHHébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

AI is accelerating change faster than most organizations are emotionally prepared for.Employees are anxious. Leaders are overwhelmed. And many managers are being asked to guide people through uncertainty without ever being taught how to truly understand human behaviour in the first place.In this episode of the foHRsight podcast, Mark Edgar sits down with organizational psychologist, executive coach, and author Karl Hebenstreit to explore why empathy, emotional intelligence, and self-awareness may become some of the most important leadership capabilities of the AI era.Together, they unpack:Why AI is creating more fear and pressure at work than many organizations want to admit The leadership gap created when technical experts become people managers overnight How unclear expectations quietly damage trust, performance, and culture Why understanding motivation matters more than personality labels How the Enneagram can help leaders better navigate teams, conflict, communication, and change This conversation is ultimately about something bigger than frameworks or assessments. It's about building workplaces where people feel understood enough to actually thrive.About Our GuestKarl Hebenstreit is an author, speaker, executive coach, and organizational development leader with more than 25 years of experience helping leaders and teams work more effectively together. His work focuses on emotional intelligence, leadership development, and using the Enneagram as a practical framework for building healthier organizations and stronger human connection.Stay connected with foHRsightTo sign up for our monthly newsletter, foHRsight, click HERE Follow us on LinkedIn:Mark EdgarNaomi Titleman Collafuture foHRward  Follow us on InstagramFor more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

These episodes of #thePOZcast, live from Transform 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 TAKEAWAYS: 1. The Industry Shifted From Doing More to Doing Better Kyle's State of the Union in a single sentence: a year ago, AI was being applied to do more things faster. In 2026, the question has become whether those things are being done better. Volume was the first wave. Quality is the second. The vendors who survive the next cycle will be the ones who can demonstrate genuine outcome improvement, not just efficiency gains. 2. The Consolidation Bloodbath Is Over — and the Race Is Back On The expected wave of vendor exits didn't fully materialize, but AI gave surviving vendors the ability to ship value to customers faster than ever before. The competitive dynamics haven't eased — they've intensified. The companies still standing are moving faster, not slower. 3. Build vs. Buy Is Now a Real Strategic Question for TA Teams Enterprise talent acquisition teams are building their own AI workflows in-house, and that's changing the calculus for every vendor on the floor. Kyle's framework for go-to-market leaders: track how much building culture exists in your target accounts before burning sales calories. If a prospect is already building, that's not necessarily a lost sale — but it's a fundamentally different conversation. 4. Recruiting Fraud Has Become a National Security Issue The convergence of application agents, high job-seeker volume, and organized bad actors has turned recruiting fraud from an edge case into a genuine organizational risk. Kyle knows first- degree connections who have had the FBI in their office after hiring agents of foreign states. This is not hypothetical. Every company with any sensitive data or infrastructure is a target. 5. Fraud Detection Isn't One Problem — It's a Stack Problem Interview fraud doesn't have a single point of intervention. It needs to be addressed at the ATS, at the top of the funnel, and through identity verification across multiple interview stages. Kyle's benchmark of 12 AI interviewers found screen analysis capabilities — matching visual identity from interview to interview — becoming a standard feature. Manual workflows are a bridge, not a solution. 6. AI Is Finally Making Benefits Personal at Scale Benefits has always been complicated, jargon-heavy, and delivered as a one-size-fits-all package that employees don't understand. AI chat interfaces that know an employee's profile — single, two dogs, no kids — and can explain in plain language which plan makes sense for their specific life are making personalized benefits navigation possible without requiring an HRBP to sit with every employee. That's a meaningful change in how benefits gets delivered. 7. Candidates Are Getting Smarter About Total Comp — And Recruiters Need to Keep Up Kyle's observation from the market matches what Adam hears in the trenches: candidates are increasingly asking about the full picture of compensation, including employer contributions to healthcare, equity, and benefits value. Recruiters who can't articulate total comp in real numbers are at a disadvantage — and companies that can are converting more offers. 8. The Trust Gap Between Candidates and AI Is a Communication Failure, Not a Technology Failure The friction candidates are experiencing with AI in the hiring process isn't primarily a product problem — it's a communication problem. Employers are deploying AI interviewing, screening, and assessment tools without telling candidates how to use AI, what to expect, or why these tools actually benefit them. That vacuum is being filled by Reddit misinformation and candidate frustration. Simple, proactive communication could close most of that gap. 9. AI Interviewers Eliminate Ghosting — and That Matters More Than People Admit Kyle's case for AI interviewers directed at frustrated candidates: no ghosting (every candidate gets an interview option), 24/7 scheduling flexibility, the ability to self-select out of a bad fit, and a genuine touchpoint with a company that otherwise might never respond. The value proposition is real. The problem is nobody is communicating it clearly to the people who most need to hear it. 10. Practitioners Build Better Best Practices Than Vendors Do Kyle's Human-Centric AI Council — an independent group of HR and talent leaders producing free, practitioner-led resources for navigating AI — is a direct response to the gap between what vendors say about AI and what people actually in the trenches need to know. The best guidance on using AI in HR isn't coming from conference keynotes. It's coming from the people doing the work. 11. Data Labeling Is the Final Mile of AI — and Almost Nobody Is Talking About It Kyle's standout product observation from the conference: Findem's data labeling capability gives AI the contextual grounding it needs to move from generic outputs to genuinely useful ones. The last mile of AI isn't the model — it's how well the data feeding the model is understood and labeled. That's an unsexy insight with enormous downstream impact. CHAPTERS: 00:00 – Introduction: The Analyst With the Best Swag Game Adam welcomes Kyle Lagunas — industry analyst, founder, and proud owner of a Peppa Pig cardigan — and sets up a State of the Union on AI in HR tech. 02:30 – State of the Union: From More to Better Kyle's one-line summary: a year ago the industry was doing more stuff. Now it's trying to do better work. What that shift actually means. 05:00 – The Consolidation Question: Is the Bloodbath Over? The expected vendor consolidation didn't fully materialize — but AI unlocked a new level of innovation speed for those who survived, putting the race back on. 07:30 – The Build-vs-Buy Threat: When Clients Become Competitors Enterprise TA teams are building their own AI tools — and what that means for vendors without genuine defensibility beyond workflow automation. 10:00 – Fraud: From Edge Case to FBI in the Office First-degree connections who've had the FBI show up after hiring agents of foreign states. How application agents, volume, and bad actors have converged into a national security problem. 13:00 – Where Fraud Detection Lives in the Stack Fraud isn't one problem with one solution — it needs to be addressed at multiple points from ATS intake through interview identity verification. 16:00 – AI as the Great Equalizer in Benefits How AI chat interfaces are finally making personalized benefits navigation possible at scale — without requiring an HRBP to sit with every employee one-on-one. 19:30 – The Smart Candidate Who Asks About Total Comp Candidates are getting more sophisticated about total compensation — and recruiters need to be ready to explain the full picture in real numbers. 22:00 – The Trust Gap: Candidates, AI, and No One Telling the Rules Employers are deploying AI throughout hiring but issuing no guidance to candidates. The result: friction, mistrust, and a PR problem that doesn't have to exist. 25:00 – The Case for AI Interviewers — Told to the Frustrated Candidate Kyle's win-win reframe: no ghosting, 24/7 scheduling, self-selection out of bad fits, and a real company touchpoint. The value is real; the communication isn't. 28:00 – The Human-Centric AI Council: Practitioners Building the Playbook An independent council of HR and talent leaders producing practitioner-led best practices for navigating AI — free, no vendor influence. 31:00 – Love It: Findem's Data Labeling Capabilities The quiet feature Kyle called the final mile of AI: contextual data labeling that gives models the grounding they need to actually deliver value. 33:30 – Love It: CodeSignal's Persona-Based AI Interviewer The demo that impressed him most — an AI interviewer that adopts the persona of the actual hiring manager, not a generic interviewer. 35:30 – Leave It: Generic Vendors Running the Same Playbook Booths full of AEs, cheap water bottles, same motions. Kyle's prescription: bring your solutions people, bring your product people, bring something worth the conversation. 37:30 – Where to Find Kyle & Transformation Realness kyleandco.com for research, Transformation Realness for the podcast, and LinkedIn where he checks in every morning and afternoon.

Many organizations are planning for AI disruption. Far fewer are planning for demographic disruption.In this episode of foHRsight, Dan Pontefract joins Naomi Titleman Colla to unpack what he calls “age debt” — the growing organizational risk created when companies ignore longevity, ageism, workforce demographics, and the loss of institutional wisdom.The conversation challenges the way we think about generational labels at work and asks a bigger question: what happens when organizations become so focused on optimization and speed that they stop valuing experience altogether?Dan introduces a new framework for thinking about careers through evolving life stages instead of fixed generational identities, and explores why the future of work will require organizations to rethink career paths, knowledge transfer, leadership structures, and workforce wellbeing.For HR leaders navigating talent shortages, succession concerns, burnout, and constant change, this episode offers a more human and sustainable lens on what future-ready organizations actually need.About Our GuestDan Pontefract is an award-winning author, leadership strategist, keynote speaker, and adjunct professor at the University of Victoria. A former Chief Learning Officer at TELUS, Dan has spent decades helping organizations rethink leadership, learning, culture, and the future of work. His latest book, The Future of Work Is Grey explores the overlooked workforce risks tied to age, longevity, and organizational wisdom. Website & free assessments: www.thefutureofworkisgrey.comTake the Personal Age Assessment to see how prepared you are for age debtTake the Organizational Age Assessment to benchmark your companyStay connected with foHRsightTo sign up for our monthly newsletter, foHRsight, click HERE Follow us on LinkedIn:Mark EdgarNaomi Titleman Collafuture foHRward  Follow us on InstagramFor more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

What if the reason your culture isn't shifting… isn't your people?For many HR leaders, the pressure is familiar. You hire thoughtfully. You invest in development. You talk about inclusion. And yet, something still doesn't move.Because the issue isn't just who is in the organization. It's what they move through once they're there.In this episode, Mark Edgar sits down with Celeste Warren to unpack a more pragmatic, and more demanding, view of diversity, equity and inclusion. One that moves beyond representation and into the systems that shape access, opportunity, and performance.They explore why so many DEI efforts fail to create real change, how the role of the Chief Diversity Officer has evolved through a decade of volatility, and what it actually takes to build environments where people can thrive.This is not a conversation about optics or ideology. It's about how organizations work, who they work for, and what leaders need to redesign if they want performance to be sustainable.If you're leading through complexity, trying to balance business outcomes with human realities, this episode will challenge how you think about both.About Our Guest Celeste Warren is a former Chief Diversity and Inclusion Officer and global HR leader with decades of experience across complex organizations. She now advises companies on how to embed inclusive and equitable practices into business and people systems. Her work is grounded in both lived experience and deep operational expertise, making her perspective both practical and hard to ignore.Stay connected with foHRsight To sign up for our monthly newsletter, foHRsight, click HERE Follow us on LinkedIn:Mark EdgarNaomi Titleman Collafuture foHRward  Follow us on InstagramFor more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

HR has this fun little quirk where almost nothing is black and white, and the concept of "right" and "wrong" is rarely as simple as it sounds in a policy doc!  This season, we've talking about firsts, and the moments that fundamentally change how you see this work.  Today, I sat down with Stacey Norville, VP of People Strategy at Pyn and host of one of my favorite podcasts, Toot or Boot, to talk about the first time she had to step into an HRBP role before that role even existed at her company, then navigate a serious performance situation where doing everything right still didn't guarantee a good outcome.  We get into the emotional toll and gray areas you have to deal with to survive this job, and the part no one puts in the job description, which is that sometimes you carry the weight of your decisions home with you!  00:03:29 - Something Stacey Had to Unlearn About Work 00:05:23 - When Stacey Had to Step into an HRBP Role Before it Even Existed 00:11:21 - Expecting the Unexpected in HR 00:19:09 - The Difficult Nature of Feedback Convos 00:25:39 - The Duality of Regulating Your Emotional Reactions During Procedural Moments 00:34:59 - The Complexity of What's Right and What's Wrong in HR 00:38:36 - How Past Experiences Have Shaped Stacey's Approach to Performance Management 00:49:47 - Getting in Touch With Stacey --- The Predictive Index behavioral assessment reveals how people work, think, and thrive—so teams can understand each other better and perform at their best. Because when you truly understand your people, work just works. Learn more: ⁠⁠⁠trypi.com/ihateithere⁠⁠⁠ --- And if you love I Hate It Here, sign up to ⁠⁠Hebba's newsletter⁠⁠! It's for jaded, overworked, and emotionally burnt-out HR/People Operations professionals needing a little inspiration. And if you love the podcast, be sure to check out ⁠⁠I Hate It Here on YouTube⁠⁠ for even more exclusive insider content! Follow Stacey LinkedIn: https://www.linkedin.com/in/staceynordwall/ Toot or Boot Podcast: https://www.tootorboot.com/ Follow Hebba YouTube:⁠⁠ https://www.youtube.com/@ihateit-here/videos⁠⁠ LinkedIn:⁠⁠ https://linkedin.com/in/hebba-youssef⁠⁠ Twitter:⁠⁠ https://twitter.com/hebbamyoussef⁠⁠

What if the problem isn't that your people aren't performing… but that your system is broken?Right now, many organizations are rushing to adopt AI, cutting entry-level roles, and asking more from leaders who are already at capacity. It feels efficient. It looks strategic. But it's quietly eroding the very foundation of future performance.In this episode, host Mark Edgar sits down with Kelly Monahan to challenge the way we're thinking about work, leadership, and AI. They explore why starting with technology is the wrong move, how outdated systems are limiting human potential, and what leaders need to rebuild if they want sustainable performance.This is a conversation about getting the moment right. Not just implementing AI, but redefining how value is created, how people are developed, and what leadership actually requires now.If you're feeling the pressure to “move faster” while sensing something deeper is off, this episode will help you step back and rethink where to start.About Our GuestKelly Monahan is a future of work advisor, researcher, and bestselling author focused on the intersection of human behavior, leadership, and technology. With a background in HR and a PhD in organizational research, she works closely with executives to help them navigate AI-driven transformation while keeping human performance at the center.Stay connected with foHRsightTo sign up for our monthly newsletter, foHRsight, click HERE  Follow us on LinkedIn:Mark EdgarNaomi Titleman Collafuture foHRward  Follow us on InstagramFor more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

What if you could see your organization's culture like an X-ray?In this episode, host Naomi Titleman sits down with behavioral scientist Dr. Harry Toukalas and talent strategist Mark Jesty to explore how organizational network analysis is replacing guesswork in HR and what the rise of AI means for human accountability at work.Because most leaders believe they understand their culture. They've run the surveys. They've reviewed the data. They've built action plans.But they're often working from a partial view.This conversation challenges that assumption by unpacking what sits beneath the surface: the informal networks of trust, influence, and communication that actually determine how work gets done. The parts of culture that don't show up in surveys or org charts, but shape performance every day.We explore the gap between what people say and what they do, why hybrid work is quietly eroding cross-team collaboration, and how behavioral data can reveal early signals of disengagement before they become exit interviews.Most importantly, this episode reframes the role of HR. From interpreting opinions to measuring behavior. From reacting to problems to predicting them.Because when you can see how culture is forming and spreading in real time, you can finally intervene with precision and credibility.About Our GuestsMark Jesty is a talent strategist and advisor who has spent decades helping leaders strengthen performance and leadership inside complex organizations. Dr. Harry Toukalas is a behavioral scientist and CEO of Swarm, where he combines behavioral science and AI to analyze how decisions, culture, and performance actually form and evolve inside organizations.Stay connected with foHRsight To sign up for our monthly newsletter, foHRsight, click HERE  Follow us on LinkedIn:Mark EdgarNaomi Titleman Collafuture foHRward Follow us on Instagram For more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

Most leaders know meetings are broken. What's harder to admit is that we keep reinforcing the system that makes them that way.Calendars are full. Teams are exhausted. And yet, meetings continue to multiply. Not because they work, but because they signal work.In this episode, Rebecca Hinds challenges the idea that meetings are just a scheduling problem. She reframes them as a deeper organizational issue rooted in visibility, status, and outdated ways of measuring value.You'll hear why meetings often aren't the root problem, but the most visible symptom. Why hybrid work and AI haven't fixed collaboration, and in many cases have made it worse. And what it actually looks like to design meetings and workflows with intention, not habit.For HR leaders, this conversation is a wake-up call. Not just to reduce meetings, but to rethink how work itself is defined, measured, and experienced.Because if we don't change it deliberately, AI will simply help us do more of what isn't working.About our guest Rebecca Hinds is a leading expert in organizational behavior who works with companies navigating the challenges of modern work. She founded the Work Innovation Lab at Asana and the Work AI Institute at Glean, where she bridges the gap between academic research and real organizational practice. Her work has been featured in Harvard Business Review, The New York Times, The Wall Street Journal, and more. She is also an instructor for CNBC's Make It Masterclass: How to Use AI to Be More Productive and Successful at Work, and the author of Your Best Meeting Ever.Key Topics & Timestamps[~12:50] Check-In: Rebecca's best meeting ever [~19:40] Why meetings got worse after the pandemic[~22:10] Visibility bias: why we equate busyness with value[~24:45] The WWII sabotage manual [~27:00] The $1.4 trillion problem [~30:10] Meetings as your most expensive, overlooked product [~35:45] "Process is a proxy" [~36:00] Where AI helps and where it hurts meetings[~38:30] The brainstorming debate: to AI or not to AI? [~43:40] One tip for HR leaders: where to start[~45:05] It's okay to cancel Resources & Links

What happens when smart, capable teams keep having meetings, but nothing really moves?In this episode, Gustavo Razzetti joins Naomi Titleman to unpack the hidden cost of the conversations teams avoid. He argues that many workplace breakdowns are not caused by weak strategy or lack of talent, but by “conversational debt” that builds when people stay silent, rush alignment, blame each other, or perform agreement they do not actually feel. For HR leaders, this tension is especially familiar. You can invest in engagement, communication, and psychological safety, but still find teams stuck in circular meetings, unresolved friction, and unspoken resentment. This conversation helps name what is really happening underneath those patterns and offers a more useful lens for moving teams forward. Gustavo shares why groupthink is often the hardest dysfunction to spot, why silence is not the same as alignment, and why many employees stop speaking up not only because they are afraid, but because they no longer believe it will make a difference. He also introduces the idea of “forward talk” — conversations that address the real issue and focus on the future — and explains what HR leaders can do to build teams that disagree well, commit clearly, and stop carrying avoidable relational and operational drag. About our guest Gustavo Razzetti is a culture design consultant, speaker, and the CEO of Fearless Culture. He has facilitated more than 1,500 workshops with teams at companies including Microsoft, Mars, Merck, Globant, and the Inter-American Development Bank, and his work focuses on helping organizations build healthier, more honest team cultures. Connect with foHRsight To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe Follow us on LinkedIn:Mark Edgar – www.linkedin.com/in/markedgarhr/Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/future foHRward – www.linkedin.com/company/future-fohrward/Follow us on Instagram: www.instagram.com/futurefohrward/Connect with GustavoWebsite: GustavoRazzetti.comLinkedIn: Search Gustavo Razzetti (with double Z, double T)About Gustavo's Book

Something feels off.A leader who used to be effective is becoming controlling. A team that used to work well together is suddenly tense. Conversations are getting sharper, more personal, more certain.And yet, the numbers still look fine.For many HR leaders, this is a familiar and frustrating position. You can feel the shift early, but by the time it's acknowledged, the conversation has already turned into a performance issue. The system pressure has already been translated into a judgment about the person.In this episode, Ned Eustace introduces a different way to understand what's happening underneath those moments. He explains how leadership strain builds under pressure, how organizations unconsciously convert that pressure into capability judgments, and why that shift makes it harder to intervene effectively.More importantly, this conversation offers a practical way forward. It helps HR leaders slow down that conversion, ask better questions, and create space for a more accurate diagnosis before action is taken.If you've ever had the sense that something was coming before anyone else could see it, this episode will help you trust that signal and know what to do with it.About our guest Ned Eustace works with senior leaders navigating sustained pressure in environments of growth, transformation, and integration. His work focuses on how leadership strain shows up early, often before traditional performance signals, and how organizations can respond without defaulting to individual blame. He partners closely with HR and executive teams to help them interpret system signals and intervene with clarity.To go deeper on this topic: https://hbleaders.com/pressure-gap-leadership-strainStay connected with foHRsight To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe Follow us on LinkedIn: Mark Edgar – www.linkedin.com/in/markedgarhr/ Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/ future foHRward – www.linkedin.com/company/future-fohrward/ Follow us on Instagram: www.instagram.com/futurefohrward/For more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

Caregiving rarely shows up neatly at work.It shows up as distraction. Exhaustion. Missed capacity. A high performer who suddenly cannot take on one more thing. A manager who is present in the meeting, but mentally somewhere else. And for many organizations, it remains largely invisible until someone burns out, steps back, or leaves.In this episode, Raymond Levine brings attention to a reality more employers need to take seriously: caregiving is not a niche issue, and it is not only about later life. It affects employees across stages of life, often quietly, and with real consequences for focus, wellbeing, and retention.For HR leaders, this conversation is a useful reminder that support does not start with having every answer. It starts with recognizing caregiving as part of the human reality employees are already navigating and asking whether your workplace is designed with that in mind.About Our GuestRaymond Levine is an extended care benefits advisor and longtime advocate for greater awareness around caregiving and long-term care. His perspective matters here because he focuses closely on a gap many employers still overlook: the practical, emotional, and financial strain caregiving places on working people and their organizations.Stay connected with foHRsight To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribeFollow us on LinkedIn: Mark Edgar – www.linkedin.com/in/markedgarhr/Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/future foHRward – www.linkedin.com/company/future-fohrward/Follow us on Instagram: www.instagram.com/futurefohrward/For more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

Work is changing faster than many organizations know how to lead through.Between AI, constant transformation, and growing complexity, many leaders are still relying on outdated habits: top-down decision-making, poor communication, and the assumption that leadership means having all the answers. The result is often slower execution, lower engagement, and teams that resist change instead of moving through it.In this episode, Marianne Bachynski shares what it really takes to lead in uncertainty. Drawing on her experience leading large-scale transformation in high-pressure financial and technology environments, she explains why adaptability, clear communication, curiosity, and trust are now essential leadership muscles.For HR leaders, this conversation is a timely reminder that the biggest barrier to change is rarely the technology itself. It is whether leaders know how to create the kind of culture where people can think, contribute, experiment, and evolve together.About our guest Marianne Bachynski is an author, advisor, and former technology executive who combines deep technology expertise with a people-first approach to leadership. Her perspective matters in this conversation because she has spent her career leading transformation in high-pressure environments, giving her a practical and deeply informed view of what leaders need to navigate uncertainty, complexity, and continuous change.Stay connected with foHRsight Sign up for our monthly newsletter foHRsight HERE. Follow us on LinkedIn: Mark Edgar - https://www.linkedin.com/in/markedgarhr/Naomi Titleman Colla - www.linkedin.com/in/naomititlemancolla/ future foHRward – www.linkedin.com/company/future-fohrward/Follow us on Instagram:future foHRward - www.instagram.com/futurefohrward/For more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

What does it take to fix the toughest people challenges in an organisation? And how does an interim HR leader step into chaos, overcome resistance, and move a business in flux forward?In this episode, Helen Beedham is joined by international HR authority Kieran Mander, co-author of the forthcoming HRBP Handbook. Together they share hard-won insights and practical strategies for tackling complex people issues and solving them in ways that stick.Helen and Kieran explore:⭐️ The “HR superhero” mindset and why the real magic is in methodical diagnosis, listening, and assembling the bigger picture before acting⭐️ How to spot whether an organisation has hidden chaos (and what to do when expectations and reality don't match)⭐️ The “secret sauce” HR brings, connecting the dots and solving not just surface symptoms, but the systemic issues at play⭐️ Why clear vision and a sense of purpose are often more powerful retention tools than simply increasing pay⭐️ How to spot the “sharks in the tank,” manage power brokers, and shift even challenging personalities to be allies for positive change⭐️ The vital importance of building trust, strong relationships, and leaving a legacy that outlasts your tenureWhether you're an HR leader, a manager navigating change, or simply interested in what really makes teams and organisations thrive, this episode offers candid insights, hands-on tactics, and uplifting reminders of HR's strategic power.About Kieran Mander:Kieran Mander is a Fellow of the CIPD and has been an active member since 2017 where he became a volunteer with the Code of Conduct and Ethics committee and then Vice Chair of the South-West London committee. Kieran has over twenty years of international HR experience working in multiple sectors, including FMCG, Retail, Aviation, Tech, Utilities and from start-up to FTSE 100 multinationals, including spending 10 years living and working in the Middle East.  He is a professional coach and has experience both within permanent and interim environments. Kieran loves turning complex business objectives into engaging strategies, helping businesses lead change programmes, drive employee engagement, delivering fit-for-purpose org design, reward and performance policies or supporting HR systems and landing strategic commercial People Plans.   He is currently co-writing, “The HRBP handbook” and is passionate about sharing best practice people initiatives and hearing from other HR practitioners on new ideas to support the HR journey, to champion better work and working lives!  Kieran on Linked In: https://www.linkedin.com/in/kieranmander/ Kieran's website: https://www.kieranmander.com/ Rate A Recruiter website: https://ratearecruiter.net/ Order Helen's new business book, the Amazon Bestseller People Glue: hold on to your best people by setting them free. Help others to discover it too by leaving a book review and/or rating here.Download free retention tools from Helen's website here, including the Freedom Index and 8 ways to diagnose your retention risks. Listen to Helen's special podcast episode about People Glue with guest host, CEO and tech entrepreneur Jen Sundberg. Discover Helen's award-winning first business book The Future of Time: how ‘re-working' time can help you boost productivity, diversity and wellbeing.  Browse the reviews or rate it/post your own review here. Join Helen's mailing list here.Follow Helen on LinkedIn and Instagram.(Tip: click the bell icon on the top right of her Linked In profile to automatically see all her posts in your feed.) Loved this episode?  Follow The Business of Being Brilliant, rate and review the show, and share it with friends and colleagues who care about building brighter, fairer workplaces.

Work doesn't feel sustainable right now.Employees are overwhelmed, leaders are exhausted, and organizations are trying to solve burnout by reducing workload - but what if that's not the real problem?In this episode, organizational psychologist Liane Davey introduces the concept of thought load - the cognitive demands, emotional strain, and depleted energy that come from navigating modern work. From endless matrix structures and constant organizational change to meetings that add noise instead of clarity, today's workplace is quietly draining the mental bandwidth people need to actually perform.Liane shares practical ideas for leaders trying to restore focus and effectiveness inside their teams: how to stop chasing productivity, eliminate dead work, redesign meetings, and create space for insight in a world full of noise.For HR leaders especially, this conversation reframes burnout as a systemic design problem, not a personal failing.About our guestLiane Davey is an organizational psychologist, keynote speaker, and bestselling author focused on helping teams achieve extraordinary results together. Known as “The Teamwork Doctor,” she works with executive teams and organizations around the world to tackle the messy people challenges that get in the way of performance. Her latest book, Thoughtload, explores why modern work is overwhelming people and what leaders can do about it.CHANCE TO WIN! We're giving away a few copies of Liane's book. To enter, all you have to do is post about this episode and tag Naomi Titleman and future foHRward, and we will put you in a draw to win!Stay connected with foHRsightTo sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribeFollow us on LinkedIn: Mark Edgar – www.linkedin.com/in/markedgarhr/ Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/ future foHRward – www.linkedin.com/company/future-fohrward/Follow us on Instagram: www.instagram.com/futurefohrward/For more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

Disclaimer: The views and opinions expressed in this podcast are those of the individual speakers, shared for knowledge-sharing purposes, and do not necessarily reflect the official views of their respective organizations or the Vantage Influencers Podcast.   Lately, it feels like HR is being asked to do more than ever, move faster, think bigger, and still stay deeply human. And somewhere in the middle of all that, we keep using this phrase: high-impact HR. But do we all mean the same thing when we say it? That's something I would like to unpack in this episode.   And to help us understand it in-depth, we're joined by Ratnanjali Arora, Associate Director, HRBP at PwC India. She brings a very grounded, hands-on understanding of what it actually takes to create an impact on HR today. 

Most HR leaders are chasing engagement scores.Very few are diagnosing loneliness.If performance feels flatter… if initiative is fading… if teams feel more transactional than connected, this episode explains why.In this conversation, Dr. Tracy Brower joins Naomi Titleman to unpack a truth many leaders feel but struggle to articulate: connection is not a “nice-to-have.” It is a structural driver of performance, initiative, retention, and fulfillment.They explore:The early warning signs of workplace disconnectionWhy proximity still matters in a hybrid worldHow AI may unintentionally weaken team relianceSocial contagion and why energy spreads faster than strategyThe difference between dirt roads and superhighways inside your cultureWhat a real “connection infrastructure” looks likeThis isn't about forcing friendships or dragging people back to the office. It's about being deliberate about the human system inside your organization.Because when people don't feel seen or needed, they disengage.And disengagement is expensive.About our guestDr. Tracy Brower is a PhD sociologist and VP of Workplace Insights at Steelcase. She studies connection, community, fulfillment, and the future of work, and is the author of Critical Connections. Her work bridges research and real-world application, helping organizations understand how human dynamics directly influence performance.Stay connected with foHRsightTo sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe Follow us on LinkedIn: Mark Edgar – www.linkedin.com/in/markedgarhr/ Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/ future foHRward – www.linkedin.com/company/future-fohrward/ Follow us on Instagram: www.instagram.com/futurefohrward/For more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

You can be brilliant, hardworking, and respected — and still feel like you're running full-speed into an invisible wall. For many senior leaders (especially high-achieving women), the instinct is to push harder: take on more, prove more, hold more. But the higher you go, the more that strategy quietly limits influence, sponsorship, and sustainability.In this episode, we explore the tension HR leaders see every day: individuals are trying to thrive inside systems that weren't designed for them — and organizations keep investing in “fixes” that don't address the real blockers. Carolyn Lawrence and Jennifer Laidlaw unpack why burnout is often a signal your mind is in survival mode, how “resisting the system” can unintentionally keep inequity in place, and what it looks like when inner leadership shifts meet system-level redesign.About our guests Carolyn Lawrence partners with organizations to redesign systems so they stop reinforcing outdated patterns — removing invisible barriers so talent can thrive without overperforming for legitimacy. Jennifer Laidlaw is an executive coach focused on the inner transformation required of modern leaders, helping them achieve breakthrough results sustainably with strong teams and thriving culture.Stay connected with foHRsight To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe Follow us on LinkedIn: Mark Edgar – www.linkedin.com/in/markedgarhr/Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/ future foHRward – www.linkedin.com/company/future-fohrward/ Follow us on Instagram: www.instagram.com/futurefohrward/For more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

Robin and Lindsay discuss employees and shifts at the Monmouth facility, local organizations Smithfield supports, the purchase of the former Shopko building, and more on the WRAM Morning Show.

Success in HR often comes with a hidden job: absorbing everyone else's anxiety. You're expected to soothe, steady, and “make it okay”, even when what people are feeling is a normal response to real pressure and uncertainty.In this episode, clinical psychologist Dr. David Rosmarin offers a practical reframe: not all anxiety is the same. Some anxiety does require professional support, but much of what shows up at work is an emotional signal, not a diagnosis. When leaders learn to recognize what anxiety is communicating, they can stop playing whack-a-mole with stress, build healthier trust on teams, and create a culture that performs without pretending certainty exists.You'll also hear David's simple four-step process to work with anxiety constructively, identifying what's underneath it, sharing it in a way that builds connection, embracing it as resilience-building, and letting go of what can't be controlled.About our guestDr. David Rosmarin is a clinical psychologist, author, and Associate at Harvard Medical School, and the founder of the Center for Anxiety. His work focuses on helping people rethink anxiety not only as something to treat clinically when needed, but as a normal human experience that can be used to thrive — a perspective especially relevant in today's high-pressure workplaces.Resources MentionedDr. Rosmarin's four-step framework (public resource) Dr. David RosmarinDr. Rosmarin's site + newsletter - Dr. David RosmarinBook: Thriving with Anxiety - Amazon TED Talk: How to make anxiety your friend TEDStay connected with foHRsightTo sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribeFollow us on LinkedIn:Mark Edgar – www.linkedin.com/in/markedgarhr/Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/future foHRward – www.linkedin.com/company/future-fohrward/Follow us on Instagram: www.instagram.com/futurefohrward/For more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

Entry-level roles are being labeled “obsolete.” But what if the real issue isn't AI — it's how we've designed early-career work for decades?In this episode of foHRsight, we explore why entry-level jobs aren't going away, but passive, low-agency roles are. As AI takes over routine execution, new hires are being asked to show judgment, critical thinking, and maturity much earlier than before — often without the support or learning pathways to succeed.Dr. Miranda Rodak joins us to unpack what this shift means for HR leaders, educators, and people managers who are responsible for building sustainable talent pipelines. Together, we examine why over-automation undermines learning, how “effortful learning” is being squeezed out by efficiency, and what organizations must redesign if they want AI to augment people instead of eroding capability.This conversation challenges a dangerous narrative — and offers a more hopeful, practical path forward for early-career development in an AI-enabled workplace.About our guestDr. Miranda Rodak is a professor at Indiana University's Kelley School of Business and Associate Director of the Communication Professional and Computer Skills Program. She brings a rare perspective at the intersection of education, communication, and AI-enabled work, helping organizations and universities rethink how humans learn, think, and lead alongside technology.Stay connected with foHRsightTo sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribeFollow us on LinkedIn:Mark Edgar – www.linkedin.com/in/markedgarhr/ Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/ future foHRward – www.linkedin.com/company/future-fohrward/Follow us on Instagram: www.instagram.com/futurefohrward/For more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

The more we look at how work is evolving, the more obvious it becomes that tech isn't just something HR uses anymore. It's basically shaping decisions, workflows, and even culture in real time. And HRBPs are kind of right at the crossroads of all of this. Their role has shifted from being mostly people-focused to this really interesting mix of strategy, data fluency, and emotional intelligence.  For this episode, I'm joined by Jessie Lloyd Roberts, Head of Talent Development at Nextdoor. She's someone who is living that evolution up close and has a front-row view of how the HRBP role is being redefined from the inside. Host of this Episode: Sanjeevani Saikia

James Terry shares how Indeed Flex is revolutionizing frontline staffing through AI-powered solutions, enabling 24/7 candidate interviews, same-day pay, and unprecedented workforce flexibility for hourly workers.Topics Covered:AI-Powered Recruitment:24/7 AI interviews eliminate scheduling frictionRecruiters now review 80+ interviews daily vs. conducting 7-12 manuallyHuman oversight ensures quality and catches misuseOperational Efficiency:One-click staffing requests distributed automatically via AIData analysis identifies turnover root causes (overtime policies, transportation issues)HR teams transitioning from admin roles to strategic business partnersWorker Experience:50%+ of sub-$20/hour workers juggle multiple jobsPlatform enables seamless multi-assignment managementSame-day pay provides financial flexibility for emergenciesFuture Vision:Consumer-grade flexibility becoming workforce standardSimplified interfaces replacing complex dashboardsTechnology enabling location and schedule flexibilityDon't forget …To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/And on Instagram - www.instagram.com/futurefohrward/For more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

This episode, Naomi was joined by Vaseem bAIg, otherwise known as “The AI Guy”, whose passion is making artificial intelligence accessible for everyone. Vaseem brings a wealth of experience in helping people and organizations navigate the world of AI, and he's all about empowering you to make the most of these emerging technologies.What We Talked About:Getting Started with AI: Vaseem shared some practical tips for beginners, including the importance of having a structured approach to prompting. He talked about starter templates that really help you get the conversation going with AI tools.Discovering Yourself through AI: One of Vaseem's favourite insights is how interacting with AI can actually reflect your own personality and communication style. It's a bit like holding up a mirror—sometimes you learn as much about yourself as you do about technology!Bringing AI to Work: We explored how organizations can implement AI strategies, with stories from trade shows and real-world examples. Vaseem's frameworks make it easier to get everyone on board and spark meaningful change.Workshops that Work: Vaseem is big on hands-on learning, so he shared some approaches for running effective AI adoption workshops. His materials and guides help teams build confidence and get results.Key Takeaways:Structured prompting is your best friend when starting out with AI—it helps you get reliable results and builds your skills.Your conversations with AI can shed light on your own habits and strengths, so it's a great tool for personal growth.Organizations succeed with AI when they use clear frameworks and practical support, like those Vaseem uses in his consulting and workshops.Blog posts: https://www.vaseemtheaiguy.com/ai-blogYou can learn more about the work Vaseem does here:https://www.vaseemtheaiguy.comAnd follow him on LinkedIn here:https://www.linkedin.com/in/vaseemtheaiguyDon't forget …To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/And on Instagram - www.instagram.com/futurefohrward/For more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

Vous avez raté l'épisode d'hier ? Vous n'avez pas le temps d'écouter la version intégrale ? Pas d'inquiétude, Happy Work LE RÉSUMÉ est là !!!En moins de 2 minutes, l'épisode d'hier est résumé !!!!NOUVEAU : retrouvez moi sur WhatsApp sur la chaîne Happy Work... pas de spam, c'est gratuit et il n'y a que du feelgood !!! : https://whatsapp.com/channel/0029VbBSSbM6BIEm0yskHH2gEt pour retrouver tous mes contenus, tests, articles, vidéos : cliquez iciDÉCOUVREZ MON AUTRE PODCAST, HAPPY MOI – Développement personnel & bien-être au quotidien: bio.to/oYwOeESoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Dans cet épisode du Happy Work selon…, je reçois Pierre TREHIN, en charge des ressources humaines chez Netflix France.Ensemble, nous parlons de liberté, de responsabilité, d'exigence et de confiance au travail.Congés illimités, télétravail choisi, feedback permanent, managers qui donnent du contexte plutôt que de contrôler, culture du dialogue direct… Derrière les fantasmes, que signifie vraiment travailler chez Netflix ?Comment cette culture s'incarne-t-elle concrètement dans le quotidien des équipes ?Et en quoi cette vision du travail peut-elle nous inspirer, même loin de la Silicon Valley ?Un échange passionnant, sans langue de bois, sur ce que peut être un Happy Work exigeant, humain et profondément responsabilisant.00:00 Introduction00:55 Début de l'interview02:24 Congés illimités, liberté et responsabilité03:36 Traiter les gens comme des adultes, culture mémo et confiance05:10 Le Happy Work selon Netflix06:14 Télétravail, bureaux et confiance08:04 Excellence, feedback et performance sans contrôle horaire15:33 Le manager Netflix, contexte plutôt que contrôle20:49 Feedback 360 et mesure d'engagement22:26 Conclusion et finSoutenez ce podcast http://supporter.acast.com/happy-work. Hébergé par Acast. Visitez acast.com/privacy pour plus d'informations.

Jackie Hanson is CEO and Co-founder of Sprout Family, Canada's first end-to-end family building platform launched in 2024. Jackie was inspiried to build her mission based company following the experience of her own parents who went through IVF. Having itnessed firsthand how fragmented and overwhelming the fertility space is, the mission of Sprout is to improve access to parenthood and support employees through challenging fertility journeys.Current Industry ChallengesRising Infertility Rates driven by:Later childbearing (average first-time mother age now almost 32)Same-sex couples forming families requiring donors/surrogacyCost of living delays (student debt, housing costs)Legal frameworks haven't kept pace with demandWorkplace Impact Statistics40% delay treatment due to financial reasonsAverage fertility patient spends 160+ hours navigating care72% would stay longer at companies offering fertility benefitsAverage IVF round costs $25,000+ ($5K drugs, $18-20K treatment)Current Canadian Coverage Landscape45% of employers offer fertility drug coverage (average $3,000)Less than 5% offer comprehensive coverage (treatments, preservation, surrogacy, adoption)US comparison: 50%+ offer $30-100K lifetime coverageThree-Pillar Support FrameworkFinancial Assistance: Comprehensive coverage beyond just drugsDigital Health & Navigation: Nurse support, provider network, virtual careLeadership Culture: Creating safe spaces for employees to share needsBusiness Case for EmployersRetention: Replacing employee costs 1.5-2x their salaryProductivity: Reduces distraction and unplanned time offEquity: Addresses barriers affecting women and LGBTQ+ individuals disproportionatelyFuture VisionMacro: More employer coverage creates demand, potentially driving down costs and expanding clinic infrastructureSprout: Expanding to full family wellness platform (pregnancy, postpartum, parental leave, hormonal health)Contact InformationWebsite: www.sproutfamily.caSignup for their newsletter signup available on websiteLinkedIn: Sprout - https://www.linkedin.com/company/sproutfamily/Jackie - https://www.linkedin.com/in/jackie-hanson/Don't forget …To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/And on Instagram - www.instagram.com/futurefoFor more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!Support the show

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

For today's essential Heretics 101 feature, Disruptive HR founder Lucy Adams dissects HR's fundamental trust problem: why designing policies around your worst employees destroys organizational performance, and how to reimagine the business partner role.Support our Sponsor:Metaview is the AI platform built for recruiting. Check it out: https://www.metaview.ai/heretics* Our suite of AI agents work across your hiring process to save time, boost decision quality, and elevate the candidate experience.* Learn why team builders at 3,000+ cutting-edge companies like Brex, Deel, and Quora can't live without Metaview.* It only takes minutes to get up and running.KEEP UP WITH NOLAN + KELLI ON LINKEDINNolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/__For coaching and advising inquire at https://kellidragovich.com/—TIMESTAMPS:(00:00) Intro(04:15) HR's Fundamental Trust Problem & Designing for the Minority(08:30) Sponsor: Metaview(09:00) The Opportunity Cost of Distrust(12:00) The HRBP Role: Why It's Broken & How to Fix It(15:30) What HR Leaders Are Talking About: DEI, AI & Merit(19:53) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

新番組：採用乱世｜人事が抱える見えない戦い番組概要：この番組は、激動の採用市場を舞台に、人事が抱える葛藤や現場でのリアルな課題を掘り下げ、“採用”の本質とその裏側に迫っていくラジオです。孤独に日々戦う人事の方にとって明日から使える人事の今をお伝えしていきます。毎週水曜日朝6時配信。こちらから聴けますSpotify：https://open.spotify.com/show/5nF34zgD7YSHOXHdKzHM4a?si=1e9c48254b4b487fApplePodcastshttps://podcasts.apple.com/jp/podcast/%E6%8E%A1%E7%94%A8%E4%B9%B1%E4%B8%96-%E4%BA%BA%E4%BA%8B%E3%81%8C%E6%8A%B1%E3%81%88%E3%82%8B%E8%A6%8B%E3%81%88%E3%81%AA%E3%81%84%E6%88%A6%E3%81%84/id1847047828▼MC：高稲 祐貴（たかいねゆうき / 株式会社b&q 代表取締役）東京都立大学（旧・首都大学東京）在学中にマレーシアでのコミュニティ事業立ち上げを経験し、学生の頃から事業創出に携わる。在学期にはスタートアップ企業の創業メンバーとして参画し、事業拡大や組織づくりの実務に従事。その後、東証プライム上場グループ企業にて役員を務め、経営および採用戦略の実行に携わる。2023年9月、東京都品川区に株式会社b&qを設立。「採用は経営そのもの」という考えのもと、企業の採用領域に特化した支援事業を展開。採用戦略設計から母集団形成、選考プロセスの構築、オンボーディング支援まで一気通貫で伴走する採用コンサルティングを提供している。これまで累計100社近くの採用支援を行い、スタートアップから大企業まで幅広い成長フェーズの企業を支援。事業は人材紹介を含むエージェント事業、採用実務支援（RPO）、経営人材獲得のためのヘッドハンティング事業、HRBP機能の外部提供型支援など多岐にわたる。ーーーー▼タレントークMC：佐野 貴（たかちん／株式会社TALENT 代表取締役）⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/takachiiiiii3⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠東海大学政治経済学部卒。ECコンサルタント・フリマアプリの担当を務めM&Aした後独立。 2018年に株式会社リオンを設立し、経営者や専門家を対象としたタレントマーケティング事業を創出。2020年にCOTENに参画し、新規事業創出を担当した後に、社員全員の才能を最大化させることに責任を持つ役割（CGO）兼 取締役などを歴任した後、退任。2023年に株式会社リオンを株式会社TALENTに社名変更。心理学者とともに人々の「才能」についての研究を行い、その成果をもとに、人材開発事業を展開。同時に才能コーチングプログラムを開発し400名以上に実施し、起業家の事業創出プロデュースも手がける。好きなことは、猫と新しい体験と人との出会い。▼感想ポスト：X（旧：Twitter）には「#タレントーク」をつけて投稿ください。▼参考URL：株式会社TALENT 公式サイト⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://talent-inc.jp/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Pilar Muner, VP of People & Talent at ChartHop, joined us on The Modern People Leader.We covered:- Why fractional work isn't always the burnout cure-all it's made out to be-How ChartHop is using AI to power HR workflows in-house- The AI vendor checklist every HR leader needs — what to ask, what to watch for, and how to cut through the hypeIf you're evaluating AI tools for your people team, this episode will give you a practical lens on security, data integrity, and what to prioritize in vendor selection.---- Sponsor Links:

In this special episode of HR insights, Stuart Elliott is joined by Ilona Jurkiewicz and Roshan Jayawardena to draw on insights from their recently published white paper, ‘Evolving skillsets of HR leaders', which combines qualitative interviews with 80+ HR leaders and quantitative data. They explore how the HR function is rapidly evolving in response to significant external forces and how the expectations of HR professionals have expanded far beyond traditional responsibilities; today's HR leaders are increasingly expected to drive commercial outcomes, lead AI initiatives, and navigate complex, people-centred challenges across global organisations. They also address the growing difficulty of creating psychologically safe and inclusive environments, especially amid political polarisation and evolving definitions of inclusion. Who are our guests? Ilona Jurkiewicz is the President, Americas at Cappfinity. She has over 16 years of executive experience driving HR strategy, culture evolution, and organisational growth and specialises in leading people-centred transformations that drive measurable business outcomesThroughout her career, she has successfully scaled organisations globally, built world-class leadership ecosystems, navigated major acquisitions and divestitures, and architected cultures that empower innovation and performance. Roshan Jayawardena is the Managing Director for Elliott Scott in North America, partnering with HR leaders across a range of sectors to deliver specialist HR search and recruitment solutions. With 15 years of experience in HR and executive search, Roshan brings a strategic, consultative, and relationship-driven approach to senior HR hiring. He specialises in retained searches for senior HR appointments and his background as an HRBP at General Electric gives him a unique understanding of the HR function, allowing him to advise on both immediate hiring needs and long-term talent strategies. Key timestamps: - 02:04 – Intro into Ilona - 04:16 – Intro into Rosh- 07:32 – The inspiration for the report - 12:00 – The standout impacts of the research - 18:53 – Hybrid working - 21:50 – The evolving role of a CPO - 30:25 – The struggle of implementing empathy, psychological safety and inclusion - 35:50 – The impact of the political agenda in the US- 39:20 – Is HR ready and prepared to lead on digital transformation?- 48:50 – The potential dangers of AI - 52:40 – Advice for mid career HR professionals becoming CPOsPlease download the whitepaper here for more data insights and the ever-chaging skills of HR leaders. You can listen to and download HR Insights from Apple Podcasts, Google Podcasts, Spotify and other popular podcast apps. Please subscribe so the latest episodes are directly available! You can also join our HR Community by following us on LinkedIn.Thank you for listening and please do review and rate us wherever you listen!

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

On this episode of The ASHHRA Podcast, we're joined by Clara Blitch, Chief Human Resources Officer at Williamson Health, who returns to sharing the incredible journey of transforming a 60-year-old HR function into a modern, data-driven, people-first department, all without sacrificing the soul of the organization.

In this podcast episode, Dr. Jonathan H. Westover talks with Daniel Space about how we can reconcile asking people to be "authentic" but then punishing them for doing so. Dan has served as a Director HRBP for 20 years, working for prominent companies including Epic, Electronic Arts, and Spotify. He became a well-known content creator and public HR speaker following his success on TikTok, where he amassed approximately 400,000 followers across all his channels. His content focused on explaining the mechanics of job searching, compensation, promotion, career development, and even terminations. Dan has published several books and guides on his DanFromHR website and currently works as an HR consultant and guest speaker while preparing to launch his new HRBP community initiative. Check out all of the podcasts in the HCI Podcast Network!

We get it – budgets are tight. And even when you need something to support you, it can sometimes feel like you can't articulate the value and the ROI of what you need. HR support can be no different, but is something that can be so powerful. If you choose the right provider, you can save money, stress, lost time, and so much more. But how do you make sure it really is worth it, and even simpler, why should you bother with it at all? Well to tell us, we're delighted to be joined by our very own Barry Casserly, Head of Strategy & Growth here at Insight HR.   In this episode we cover... 01:59 Risks of Not Having HR Support 06:57 Building Strong HR Relationships 09:42 Preventing Issues Before They Arise 17:56 Training and Cultural Development 23:52 Compliance and Documentation 29:54 Understanding Limitations and Seeking Help   P.S Check out our latest client success story, showcasing how HR support transformed a HRBP's stress into success!    About The HR Room Podcast The HR Room Podcast is a series from Insight HR where we talk to business leaders from around Ireland and share advice what's important to you as a HR professional, an employer or people leader.  If you are enjoying these episodes, do please feel free to share them with colleagues, friends and family. And even better, if you can leave us a review, we'd really appreciate it! We love your feedback, we take requests, and we're also here to help with any HR challenges you may have! Requests, feedback and guest suggestions

In this episode of Learning Matters, host Doug Wooldridge sits down with Nikki Ward, a learning and development leader with a rich background in HR and talent strategy. After 15 years at Athena Health, Nikki shares how her journey from HR business partner to head of L&D shaped her people-first approach to training.We dive into:✅ How to align learning programs with business goals✅ Using design thinking to simplify and scale L&D✅ Creating learner personas for better engagement✅ Trends like AI, learning analytics, and microlearning✅ How to prove ROI and make training actually relevantPlus, Nikki shares powerful advice on career growth, taking on new challenges, and how leaders can better support their teams' development.

Have you ever considered partnering with a Professional Employer Organization (PEO) to support your business? Hear from Dr. Carmen Armstrong, ADP TotalSource Client Relations Executive, and Dena Grammas, ADP Totalsource HR Business Partner, as they discuss PEOs, and how small businesses can benefit from them. Listen in as we cover: [01:09] What is a PEO? [01:34] Why would a small business consider a PEO? [02:35] How does a PEO solve for small business challenges? [03:08] What is an HR Business Partner? [05:10] How HR Business Partners help clients with challenges [06:29] How PEOs help clients navigate complexity [08:38] The PEO specialists that support clients [09:46] How a client's employees benefit from a PEO [10:49] Defining success as an HRBP [12:06] Evaluating if your business is right for a PEO This content is based on generally accepted HR practices, is advisory in nature, and does not constitute legal advice or other professional services. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This content is current as of the published date.  Copyright © 2025 ADP, Inc. All Rights Reserved. The ADP logo, ADP, RUN Powered by ADP, and HR{preneur} are registered trademarks of ADP, Inc. and its affiliates. All other marks are the property of their respective owners.  Privacy at ADP

In this episode, Kelli Dragovich and Nolan Church are joined by Lucy Adams, founder of Disruptive HR. Adams critiques traditional HR's rigid policies, advocating instead for judgment-based approaches that treat employees as grown-ups. The conversation explores challenges facing HR business partners, the evolution of DEI initiatives, and how organizations can create environments where people thrive through high-trust cultures, rather than compliance-driven systems.*Email us your questions or topics for Kelli & Nolan: hrheretics@turpentine.coFor coaching and advising inquire at https://kellidragovich.com/HR Heretics is a podcast from Turpentine.Support HR Heretics Sponsors:Thatch makes it easy to give your team great healthcare. Save ~$1620 per employee yearly while giving them customizable plans. Visit https://thatch.AI/HR for a demo and receive a $100 gift card.Planful empowers teams just like yours to unlock the secrets of successful workforce planning. Use data-driven insights to develop accurate forecasts, close hiring gaps, and adjust talent acquisition plans collaboratively based on costs today and into the future. ✍️ Go to https://planful.com/heretics to see how you can transform your HR strategy.Metaview is the AI assistant for interviewing. Metaview completely removes the need for recruiters and hiring managers to take notes during interviews—because their AI is designed to take world-class interview notes for you. Team builders at companies like Brex, Hellofresh, and Quora say Metaview has changed the game—see the magic for yourself: https://www.metaview.ai/hereticsKEEP UP WITH LUCY, NOLAN + KELLI ON LINKEDINLucy: https://www.linkedin.com/in/lucykadams/Nolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/—LINKS:Disruptive HR: https://disruptivehr.com/Lucy's article “HR Business Partner: The toughest role in HR?”: https://disruptivehr.com/hr-business-partner-the-toughest-role-in-hr/—TIMESTAMPS:(00:00) Intro(01:17) Lucy's Background and BBC Experience(03:08) Personal Connection and BBC Stories(04:25) Origins of Disruptive HR(07:00) Evolution of HR and Post-COVID Workplace Changes(11:39) Trust and Autonomy in Workplace Decisions(16:56) Trust as Foundation for Business Success(17:32) Sponsors: Thatch | Planful(20:27) Progressive HR Policies and Examples(23:53) HR Business Partner Role Challenges(25:13) Sponsor: Metaview(27:55) Messy Reality of Great HR Work(31:00) HR's Focus on Process vs. Real Impact(33:26) Current HR Trends and Community Concerns(35:56) DEI Evolution and Conversation Approaches(45:53) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

In this episode, Amir sits down with Ashley Wines from Carta to dig into what it really means for talent teams to be proactive, not reactive. They unpack the need for talent leaders to embed themselves into the business earlier, how to build trust fast, the importance of internal product roadmaps, and how to handle stakeholder dynamics—especially when you're navigating complex matrix organizations. Whether you're an HRBP, TA leader, or people ops pro, this episode is your blueprint for becoming a strategic talent partner.

Rebroadcast note: We're hard at work recording a brand new miniseries for January, so this week we're resharing one this episode from our Future of HR miniseries. As we've worked with companies over the last year to reimagine their HR departments, we've seen this episode's ideas and lessons about evolving the HRBP even more important in practice. So take a listen with some fresh ears, and we'll see in two weeks with a brand new episode. The role of HR Business Partner is often a tale of two experiences. On the one hand, HRBPs are some of the most empathetic and passionate people you'll ever meet. On the other hand, they're stuck on the hamster wheel of busywork, bouncing from crisis to crisis without the authority to prioritize their energy—and without the respect from leadership to make a real difference. Look up “burnout” in the dictionary and odds are you'll find a picture of an HRBP. In this miniseries, Brave New Work's Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Today on episode 5, they explore how this critical role took a hard left turn from it's intended purpose, what its future-of-work glow-up (hello, HR Business Coach) could look like, and how HR Business Coaches + Mission-Based Teaming = unlimited potential. References mentioned: Mister Rogers' Neighborhood Episode 1481 "Talks about Competition" (1981). "How People Make Crayons" begins at 05:20. American Gladiators Dave Ulrich, of the Ulrich HR model -------------- Learn more about The Future of HR at our website. Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com.

From working 90-hour weeks in tech recruitment to building a thriving healthcare practice that runs on 50 hours, Maddie Loomis discovered that sometimes doing less is the key to achieving more. After launching Advanced Scope, she specialized in orthopedics and sports medicine recruitment. She doubled her revenue by shifting from contingent to retained search and building the right team while working nearly half the hours. Maddie is the founder of Advanced Scope and the host of the Healthy Careers podcast. Join us as she shares her journey and the key decisions that transformed her business into what it is today.   Episode Outline and Highlights [01:58] From fundraising to recruitment - Maddie's unexpected path into healthcare recruiting [03:39] Why leave tech? Maddie's decision to start Advanced Scope [03:52] Choosing healthcare and orthopedics specialization despite tech background [15:01] The game-changer: Moving from contingent to retained search [16:37] Innovative "dating period" approach to client relationships [27:39] Building the right team: Finding people who share your values [30:34] Unique co-working approach to testing team fit [35:56] Creating sustainability: Journey from 90 to 50-hour weeks [43:24] Leveraging the Healthy Careers podcast for business growth [45:23] Converting podcast guests into business relationships [47:21] Future vision: Creating a self-sufficient team How This Healthcare Recruiter Doubled Revenue with a Simple Shift in Business Model   When Maddie experienced the frustration of losing three months of work when a contingent client suddenly decided to hire internally, she knew something had to change. The reality of contingent recruiting meant competing with multiple agencies and often sending candidates to several practices to maximize placement chances.   "If I'm contingent working on your role, and I know that there's absolutely, you know, like a 15 to 20% chance that I'm filling this position, I'm going to type in where your practice is and look up every other practice within that region that I could send that candidate to."   Her solution? An innovative "dating period" approach that starts contingent on testing the relationship before transitioning to retained. This allows both parties to ensure fit while demonstrating the value of a committed partnership. The strategy proved transformative - doubling her income from year one to year two while improving client relationships and candidate experience.   When presenting retained partnerships, Maddie addresses common client frustrations with contingent recruitment head-on. She helps them understand that without mutual commitment, they're competing not just for candidates but with other opportunities their recruiter is pursuing. As she explains, "It's not about the money. I want you to show me that you're in this with me and that you actually want me to win."   The result? A more predictable business model, higher-quality client relationships, and the ability to focus deeply on fewer, more committed searches. Most importantly, it created the foundation for a sustainable business that serves both clients and candidates more effectively.   Building a Recruitment Business That Doesn't Depend on You    Working late nights and answering Slack messages on her wedding day wasn't what Maddie envisioned when starting her recruitment business. "I got to the point where it was like, okay, either I'm going to burn out and this is going to be short-lived, or I'm going to get the right people on the bus and give them the trust to do the things."   She realized that she had to hire the right team members for her business to be self-sustaining. Here are the key action points she took:   Created a unique "co-working" approach to test cultural fit before hiring Empowered team with up to 50% commission structure Built systems that allow people to run their own "mini-businesses" Reduced hours from 90 to 50 while doubling revenue Focused on being a visionary instead of doing everything herself   Today, her business thrives on trust, autonomy, and shared values rather than founder dependency. Do you envision your recruitment business to be the same?   Podcasting to Engage with Audience and Future Business Relationships   Madison effectively uses her podcast, "Healthy Careers," to engage with her audience and build business relationships. Here is a summary of how she is doing this:   Madison's podcast allows her to connect with her audience and potential clients on a personal level. She shares insights and experiences that give listeners a better understanding of her expertise and the market. By recording three to four podcasts a week, she ensures consistent engagement with her audience, providing valuable content and building rapport with listeners.   The podcast is a platform for developing long-term relationships with clients and partners. Through the podcast, Madison gets a feel for the market pulse, which helps in better conversations with clients. Madison's strategy of sending personalized gifts like engraved Yeti cups and gift cards to podcast guests fosters a sense of exclusivity and gratitude. This thoughtful gesture reinforces the relationship and keeps their brand top of mind. Business conversions may not be immediate, but the trust built over time through high-touch follow-ups and engaging content helps convert podcast guests into clients in the future.   Madison Loomis Bio and Contact Info   Maddie has a background in healthcare, finance, and technology as both a recruiter and HRBP. After 8 years in Corporate America, she set out to reshape the typical staffing approach. She is now the owner of Advanced Scope - a boutique search firm focused on permanent, direct hire for Orthopaedic & Sports Medicine private practices in hiring clinical and leadership positions.  Maddie on LinkedIn Maddie on Instagram Maddie on X Maddie on Youtube Healthy Careers Podcast Advanced Scope website Advanced Scope on Facebook   People and Resources Mentioned Wounded Warrior Project  Slack LinkedIn   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn  Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter   If you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.  

***Get expert HR insights and strategies with HRTraci.com. Subscribe for weekly episodes that bring the human back to Human Resources.*** In this episode of the Bringing the Human back to Human Resources podcast, Traci discusses the concerning trend of "ghosting" in the interview process, featuring voice messages from Hannah, who shares her personal experiences with being ghosted during job searches. Guest: Hannah - Professional with nearly 10 years of working experience - Background in HR, L&D, coaching, talent management, HRBP, and program management - Has experienced three layoffs in the past six years Key Topics Discussed: 1. (00:06) Introduction and context about ghosting in recruitment 2. (02:59) Hannah's personal experiences with ghosting 3. (13:01) Analysis of Hannah's situation and broader implications 4. (21:28) Discussion of multiple ghosting scenarios 5. (23:22) Current job market challenges and unemployment trends 6. (34:28) Advice for handling resume gaps and job searching Highlights: * Applied to over 50 positions in her field * Experienced ghosting after multiple rounds of interviews, including panel interviews with 10-11 people * Waited 4-5 weeks after final interviews with no response * Was ghosted even after being directly invited to apply for positions * Current unemployment duration (6 months) is longer than previous experiences (typically 3 months) * Massachusetts unemployment benefits discussion and limitations Key Takeaways: * Continue applying for jobs even when far along in promising interview processes * Consider part-time or contract work during extended job searches * Resume gaps are more acceptable post-COVID * Q4 typically sees more layoffs due to business pressures * Q1 often brings new job opportunities Connect with Traci: * Email: contact@HRTraci.com * Website: ⁠https://HRTraci.com⁠ * Instagram: @HRTraci - Send DMs for feedback and questions * All links: ⁠https://linktr.ee/HRTraci⁠ Upcoming Schedule Note: * Guest episode next week * Last episode of 2024 in two weeks * Return January 7th, 2025 If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

On today's episode of The Executive Appeal Podcast join Alex D. Tremble (CEO of GPS Leadership Solutions & KeynoteSpeaker) Chikara Kennedy (Founder and CEO of Chikara Power Coaching and Consulting and Coach at The Human Reach) as she reveals key strategies for mastering communication, enhancing self-awareness, and embracing change. Learn how to become more open and receptive in this insightful episode packed with expert tips for personal and professional growth!Guest BIO:Chikara is an entrepreneur, transformation coach, veteran and accomplished HR leader with two decades of partnering and collaborating with executives at some of the most iconic companies in the world. At the start of her impressive career, she led a small team administrative providing HR support to a squadron of United States Air Force fighter pilots in North Carolina. She leveraged her HR knowledge and unique leadership skills in her next role as a strategic HR consultant at Westinghouse Electric Company. While at Westinghouse, her innovative leadership during a period of unprecedented growth and expansion into the Chinese nuclear industry led to her selection as the first and only HR professional to take on an extended international assignment at Toshiba HQ in Tokyo, Japan. In the last decade, Chikara's senior leadership roles at EY and Meta (formerly known as Facebook) have given her the opportunity to lead teams of senior HR business partners while simultaneously co-creating talent strategies with senior executives to address emergent business challenges. AT EY, she led the HRBP team supporting the US-Central Region Strategy and Transactions practice of nearly 800 professionals for nearly seven years. During her Meta (formerly known as Facebook), Chikara was responsible for the leadership of HRBP teams developing dynamic talent strategies that supported the astounding 200% growth of the company's global recruiting organization followed by the rapid reduction of 80% of the organization within a 5 year period.As an entrepreneur, Chikara is a co-owner of the Office Pride Commercial Cleaning Services of Springfield-Woodbridge and the founder and CEO of Power Coaching and Consulting. She is passionate about helping clients recognize and harness the power of their personal agency to design and direct their personal and professional lives. She recognizes that this process will inevitably be different for each person and organization, and the foundation of her coaching is helping clients identify what truly matters to them.Chikara graduated with a Bachelor of Arts Degree in Sociology from Georgetown University and a Masters of Administration with a HR concentration from Central Michigan University. She's recently relocated back to the Washington DC area and re-acclimating herself to our nation's capital. She is passionate about traveling, health and wellness and leading with positivity and her heart.

Talking Short Stocks with Kelly Kirk Financial Literacy Enthusiast - Walter the Vault's Director of Content & Innovation  Go to www.thejasoncavnessexperience.com for the full episode and other episodes of The Jason Cavness Experience on your favorite platforms. Sponsor CavnessHR delivers HR companies with 49 or fewer people with our HR platform and by providing you access to your own HRBP. www.CavnessHR.com Partners Message your customers - https://www.tawk.to/?pid=byo1znq Payroll - https://offers.everee.com/cavness-hr Sales CRM for small business - https://refer.close.com/100cqlbfcgg5 Health Insurance and Benefits - https://www.peoplekeep.com/refer Kelly's Bio Kelly Kirk is an enthusiastic educator, entrepreneur, and content creator with a passion for financial literacy. With over a decade in international education, Kelly has honed her skills in making learning memorable, effective, and engaging. From founding a private acting school for international students in Shanghai to freelance acting with educational apps, Kelly's journey has been marked by creativity, leadership and innovation. Her experiences have shown her the power of immersive teaching methods, transforming textbooks into captivating experiences. Returning to the USA, Kelly's curiosity led her to explore finance and investing even more than ever before, resulting in making big moves on her own with impressive returns on investments like Netflix and Dogecoin - this allowed her to invest in "Walter the Vault" an iconic character to help families to learn about money. Over the past 3 years she's worked building out this business, paid in sweat labor, ownership and encouragement. She's 100% driven to share simplified financial literacy knowledge for families, believing that financial education should be a fundamental part of everyone's life from a young age. In addition to building out educational financial content, Kelly boldly advocates for retail investors, proudly holding positions in GameStop, AMC, and "the former" Bed Bath and Beyond. She sees these investments as incredible opportunities to challenge financial norms and empower individuals. To be clear, Kelly is not a financial advisor, nothing she says is financial advice... she encourages you to do your own research and not consider any of this conversation anything more than speculation. It's similar to celebrity gossip, but business gossip that Kelly is invested in and excited about, chatting about. Don't read into it more than that. Do your own research.  Kelly's passion for "Walter the Vault's" success qualified her as a finalist for "Rising Leader" among the 2023 Women in Toys, Wonder Women Awards. She is also currently studying for her EMBA at Quantic University (and really enjoying the experience!) Driven by her desire to create impactful content, Kelly is focused on leaving a lasting legacy of knowledge and empowerment. We talked about the following and other items Financial literacy and leadership with a focus on personal growth and team building.  Teaching kids about money through online classes. Investing in stocks and making money through short selling. Investing in Netflix and Dogecoin, with mentions of short selling and hive mind.  Investing in crypto, stocks, and personal finance with various YouTubers and their advice.  Investing in cryptocurrency and stock market, with a focus on Bitcoin and GameStop. The potential of video games and cryptocurrency. Shorting stocks, potential company failures, and financial literacy. Ryan Cohen's business ventures and background. Economic recession and potential bailouts.  Financial literacy, economic systems, and global power dynamics. Investing and personal values, with a focus on luxury items and corruption in the stock market.  Wall Street and the stock market, with mentions of Gamestop and AMC.  Banks' risky bets and potential for financial loss. Investing in stocks, with a focus on education and responsible use of resources. GameStop and AMC stocks, with a focus on a new website tracking their performance.  Personal growth, financial advice, and dreams of creating TV shows. Education system's shortcomings and potential solutions. Generational wealth, investing, and financial literacy. Stock market and investing with a focus on Tin Foil Hat subreddit. Potential financial announcements for Bed Bath & Beyond and Gamestop. Customer service and predatory practices in the business world. Poor customer service, pricing strategies, and company policies. Education, finance, and politics. Homelessness and investing in stocks.  9/11 conspiracy theories and the role of whistleblowers in exposing the truth.  Politics, government secrecy, and diversity in America. How to handle impending doom (asteroid impact) with a focus on globalism and personal freedom. Creating educational content for kids, including TV shows and classes.  Creating educational content for kids, focusing on financial literacy and school experience.  Using art and music to promote a business. Generational differences, financial struggles, and the impact of technology on society. Trust in AI and medical diagnosis accuracy. Class system and rebellion on a train. Debt, economics, and potential solutions. Economic instability and potential solutions. Personal growth, financial literacy, and entrepreneurship. Kelly's Social Media Kelly's LinkedIn: https://www.linkedin.com/in/kkwtv/

A talk with my guy Kevin Inthapandith- Creative Director  Go to www.thejasoncavnessexperience.com for the full episode and other episodes of The Jason Cavness Experience on your favorite platforms. Sponsor  CavnessHR delivers HR companies with 49 or fewer people with our HR platform and by providing you access to your own HRBP. www.CavnessHR.com Partners  Message your customers - https://www.tawk.to/?pid=byo1znq Payroll - https://offers.everee.com/cavness-hr Sales CRM for small business - https://refer.close.com/100cqlbfcgg5 Health Insurance and Benefits - https://www.peoplekeep.com/refer We talked about the following and other items Military coins and their stories. Military coins and their significance. Military experiences and stories. Podcasting, military experiences, and coins. Military coins and rank promotions. Coins and military experiences. Military balls and awards. Military experiences, memories, and training. Military experiences, Roman history, and AI fears.  Elon Musk's success and investor Jason Calanis' role in it. Elon Musk's personality, accomplishments, and speech impediment. Entrepreneurship, motivation, and leadership. Vietnam trip experiences with humor and cultural observations. Vietnam culture, language, and hustle. Drinking experiences in Vietnam and Korea. Military experiences, beer consumption, and storytelling. AI, technology, and its potential impact on society. Military training, memories, and funny moments. Military experiences, pranks, and drinking culture. Military experiences, including a story about a soldier who got drunk and helped stranded motorists. A friend's experience in the military, including a story about a fellow soldier who got left in a trunk for 30 minutes. Military experiences and officer recruitment. Joining the military and personal experiences. Military service, benefits, and aging.  Kevin's Social Media Kevin's LinkedIn: https://www.linkedin.com/in/kevininthapandith/

Marsha Mavunkel serves as Chair of the Immigration Group at Ryan Swanson Law, where she specializes in U.S. Immigration and Naturalization law. Go to www.thejasoncavnessexperience.com for the full episode and other episodes of The Jason Cavness Experience on your favorite platforms.  Sponsor CavnessHR delivers HR companies with 49 or fewer people with our HR platform and by providing you access to your own HRBP. www.CavnessHR.com Partners Message your customers - https://www.tawk.to/?pid=byo1znq Payroll - https://offers.everee.com/cavness-hr Sales CRM for small business - https://refer.close.com/100cqlbfcgg5 Health Insurance and Benefits - https://www.peoplekeep.com/refer Marsha's Bio Marsha Mavunkel serves as Chair of the Immigration Group at Ryan Swanson Law, where she specializes in U.S. Immigration and Naturalization law. With a focus on family and employment-based immigration, she assists both individuals and corporations through the entire immigration process and in I-9 compliance issues. Marsha's expertise encompasses various immigrant and nonimmigrant visa categories. She is dedicated to advocating for her clients' rights, drawing from her background as a first-generation American and daughter of immigrants from Kerala, India, and from her work within the immigration field as a researcher, visiting international professional, and as a pro bono attorney. Marsha is a member of the American Immigration Lawyers Association (AILA) and has previously served in varying roles on the Executive Committee and as the Chair of the AILA Washington Chapter.  We talked about the following and other items Career paths and recession impacts on new lawyers. Human rights work in San Jose, Costa Rica, and networking opportunities. Travel experiences and countries to visit. Balancing work and family life as a mother of twins, with a focus on Indian American culture and community. Immigration lawyer's career path and interests. Business and family immigration. Immigration policies and their impact under different administrations. Immigration laws and truthfulness. Immigration system backlogs and long wait times for visas. Immigration challenges and legal options. H1B visa lottery system with 85,000 available slots, high demand, and changes in the system to prevent H1B visa application process and requirements. H1B visa caps and the immigration process. Immigration laws and personal experiences with camping and parenting Personal journey to law school, cultural perspective, and advocacy.  Law school difficulty and suitability. Lawyer selection and referrals. Immigration law and consultations for clients.  Immigration law and career goals with a focus on building relationships and learning about different fields. Mentorship and career development in law. Immigration policies and experiences with helping clients navigate the system. Immigration policies and employment verification. Immigration law and compliance.  Marsha's Social Media  Marsha's LinkedIn: https://www.linkedin.com/in/marsha-mavunkel-5163b545/ Company Website: https://ryanswansonlaw.com/ Company X: https://x.com/RyanSwansonLaw Company Instagram: https://www.instagram.com/ryanswansonlaw/ Marsha's Advice My general goal is to keep doing what I'm doing to help support businesses and families, and provide that sort of insight and guidance into the immigration system that I think is hard to know. It's a maze of a system and sometimes even we have a tough time navigating it. Sometimes even we hit those roadblocks and we're like, best I can tell you to do is talk to your congressperson talk to an ombudsman at the agency.  But so much of it is a waiting game and I think that can be the most frustrating part for clients is they're just so sick of waiting for the bureaucracy.

Tigest Beyene - Author “Love, Sex and Sorrow” Go to www.thejasoncavnessexperience.com for the full episode and other episodes of The Jason Cavness Experience on your favorite platforms. Sponsor CavnessHR delivers HR companies with 49 or fewer people with our HR platform and by providing you access to your own HRBP. www.CavnessHR.com Partners Message your customers - https://www.tawk.to/?pid=byo1znq Payroll - https://offers.everee.com/cavness-hr Sales CRM for small business - https://refer.close.com/100cqlbfcgg5 Health Insurance and Benefits - https://www.peoplekeep.com/refer Tigest's Bio My journey to tell my story began several years ago, but it wasn't until now that I felt ready for my voice to be heard on another level. As someone who navigates life as an introvert, and an extrovert when needed, deciding to bare my soul in a book was one of the hardest choices I've ever made. Self-publishing my book, Sex, Love, and Sorrow, was a leap of faith that tested my resolve and vulnerability  We talked about the following and other items Personal preferences, hobbies, and immigration experiences. Travel experiences and cultural background. Family dynamics, faith, and documentary series. Writing a memoir, personal growth, and cultural events in Seattle. Forgiveness and healing after trauma. Domestic violence and its impact on mental health. Domestic violence, mental health, and victim support. Therapy, healing, and self-expression.  Background checks and online research before meeting someone new. Solo activities and self-care. Writing a book, publishing, and marketing with a focus on the author's personal experience and insights. Writing process and book title. Mental health, domestic violence, and support groups. Self-love, mental health, and career goals. Writing, mentorship, and public engagement. Healing, forgiveness, and personal growth. Creativity, self-doubt, and art with a guest. Summer plans, including travel, food, and outdoor activities.  Farming, camping, and fishing.  Tigest's Social Media Tigest's Instagram: https://www.instagram.com/lovetigest25 Tigest's Book “Love, Sex and Sorrow” https://www.amazon.com/Love-Sex-Sorrow-Tigest-Beyene/dp/1950649814 Tigest's Advice  Make sure you always bet on yourself. Always bet on yourself. Count on yourself. Make sure you really view the people that surround you and to enjoy the moments of life and always laugh.