Podcasts about hrd

„Pomáhanie sa pre mňa stalo prirodzenou súčasťou života a spôsobom, ako byť užitočná,“ hovorí Slovenka roka 2026 v kategórii Charita Gabriela Matkulčíková. Založila OZ Vidíme srdcom a cielenými zbierkami podporila stovky rodín aj inštitúcií. Hrdá je na svoju rodinu i mesto Dolný Kubín, v ktorom žije. Vypočujte si Nočnú pyramídu so Sandrou Vychlopenovou. | Hostka: Gabriela Matkulčíková (víťazka ankety Slovenka roka 2026 v kategórii Charita). | Moderuje: Sandra Vychlopenová. | Tolkšou Nočná pyramída pripravuje Slovenský rozhlas, Rádio Slovensko, SRo1.

How Endeavor Health Is Building One Culture Across Four Health SystemsIn this episode of the HR Leaders Podcast, I sit down with Dianna Sparacino, MBA, SPHR, Chief People Officer at Endeavor Health , to explore how the organisation is bringing multiple healthcare institutions together as one system while continuing to protect what matters most to its people, patients and communities.For HR leaders, the conversation raises a bigger question about the connection between employee experience and patient experience. From supporting frontline caregivers to experimenting with AI, knowledge transfer and new approaches to leadership development, Dianna shares what Endeavor is learning as it continues building one organisation from several distinct histories.5 things you'll learn from this episode:The difficult balance Endeavor had to navigate when bringing four healthcare organisations into one systemWhy frontline leaders may be the difference between employees understanding a transformation and simply experiencing more changeWhat prompted Endeavor to move from allowing culture to evolve naturally to shaping it much more intentionallyHow the organisation is thinking about the relationship between employee experience and the quality of patient careWhere AI, simulation and new technology could help solve some of healthcare's toughest time, knowledge and capability challenges

Employee listening only matters if people can see what changed because they spoke up.In this episode of the HR Leaders Podcast, I sit down with Amy Schultz of DTE Energy to explore how employee listening can become a real operating system for culture and business performance.For HR leaders, the bigger challenge is not collecting more employee data. It is building the leadership accountability, feedback loops and operating rhythms that turn sentiment into visible change. As organisations navigate AI, transformation and increasing uncertainty, Amy shares why culture has to become part of how the business operates, not something HR manages alongside it.5 things you'll learn from this episode:What DTE discovered when employees started signalling that their opinions were not being heard as strongly as beforeThe mechanism that helped move engagement from an HR-owned process to an executive leadership priorityHow DTE goes beyond survey scores to uncover what is really sitting underneath employee sentimentWhy closing the feedback loop can matter just as much as taking action on the feedback itselfHow changing technology and AI are influencing the capabilities DTE may prioritise differently in future talent decisions

What if burnout is not only about how much you work, but what you believe success requires from you?In this episode of the HR Leaders Podcast, I sit down with Nabeela Elsayed, MS, ACC, author of Breaking Burnout, to explore why high achievers can become exhausted even when they love their work, have supportive leaders and are succeeding on paper. Her research challenges the idea that burnout can always be explained by a toxic workplace or an individual who simply needs better boundaries.For HR leaders, the conversation raises a bigger question about how we think about wellbeing at work. Burnout sits inside a wider system of work, relationships, caregiving, identity, expectations and personal beliefs, which means sustainable performance may require organisations and individuals to rethink far more than workload alone.5 things you'll learn from this episode:Why some of the highest-performing people can also be the most vulnerable to burnoutThe success belief Nabeela believes can keep people working harder long after hard work stops helpingWhy having a strong sense of purpose can sometimes create an unexpected burnout riskWhat Nabeela learned from sports scientists about performing at a high level without constantly operating at maximum intensityThe identity shift that can help ambitious people build a healthier relationship with work without giving up ambition

What's up everyone and welcome to The Corporate Bartender!Man, today is a GREAT day. We're talking about doing the work that really matters...to you. In this conversation we cover a lot of ground - listening to your inner voice, paying attention to what lights you up (because it likely will light up the lives of those around you). If you've ever navigated a critical transition or inflection point in your life or career, you won't wanna miss this one. We've got TCB OG Shushan Aleaqui on the program. She is a business transformation expert, change agent, executive coach, and she knows her way around a balance sheet. Shushan has more than 30 years of experience building, leading, and transforming organizations with names you know!This conversation was EPIC, and I just know you're gonna dig it!If you want to skip straight to the interview, 4:38 is your spotTCB Layout:0:00 - Show Open & Intro1:01 - Titles1:32 - Kickoff 4:38- Shushan Aleaqui Interview53:49 - Last CallWebsite: https://shushanaleaqui.com/LinkedIn: https://www.linkedin.com/in/shushanaleaqui/Join our community!https://skyeteam.cloud/tcbTheme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

What's up everyone and welcome to The Corporate Bartender!Work/Life balance. It's a myth. We only get one life, and during that life we have to work - most of us do anyway. For those that do, our work becomes a big piece of our identity. How intentionally are we living it, and what are we leaving behind?If you're thinking about these things and how they apply to you and your life, you're in the right spot. We've got Dr. Lani Jones on the show today. She's a seasoned psychologist and HR professional, and she's got some innovative ideas about creating intentional imbalances in your life to gain control and make it better. She's also got a framework for leaving the legacy that you WANT to leave...and I love me a good framework!This conversation was a BANGER, and I just know you're gonna dig it!If you want to skip straight to the interview, 4:11 is your spotTCB Layout:0:00 - Show Open & Intro1:01 - Titles1:32 - Kickoff 4:11- Dr. Lani Jones Interview55:05 - Last CallWebsite: https://drlanijones.com/LinkedIn: https://www.linkedin.com/in/drlanijones/Join our community!https://skyeteam.cloud/tcbTheme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

The fastest way to learn AI may be to stop learning about it and start building with it.In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Simon Brown Global Learning & Development Leader, Partner, Talent at EY.He explains why organisations need to move beyond simply teaching people what AI is and create learning experiences that help employees build confidence by using AI in the context of their actual work.By combining protected learning time, hands-on agent building, responsible AI principles and a stronger focus on human judgement, EY is exploring what it takes to build AI capability at scale while keeping learning relevant as the technology continues to evolve.5 things you'll learn from this episode:How EY is moving employees from learning about AI to actually building with itThe capability Simon believes people need before they can delegate meaningful work to AI agentsWhy making AI learning part of everyday work can change how quickly new skills are adoptedThe reason stronger AI tools may actually make human expertise and judgement more valuableHow learning leaders may need to redesign their approach when AI capabilities change faster than traditional training cycles

What if the future of executive leadership is less about specialisation and more about range?For years, senior leaders have been encouraged to go deeper into a single function.But in this episode of the HR Leaders Podcast, I sit down with Joshua Horenstein, Senior Vice President, Administrative Office & Corporate Secretary at Innophos, to explore a different model: the dual executive.Joshua started his career as a lawyer before moving into a broader cross-functional leadership role spanning legal, HR, facilities, regulatory and other operational responsibilities. He argues that this breadth has made him a stronger executive because it forces leaders to understand the business beyond their original area of expertise.And as AI makes specialist knowledge easier to access, that ability to operate across functions may become even more valuable.5 things you'll learn from this episode:Why Joshua believes the traditional single-function executive model may be starting to break down, and what could replace itThe career move that took Joshua from law into HR and broader business leadership, and what it taught him about stepping outside your expertiseWhy AI could make it easier for executives to lead functions they were never formally trained in, and what still cannot be outsourced to technologyThe three leadership qualities Joshua believes will become far more important as AI changes how executives workHow taking responsibility for multiple functions can actually strengthen succession planning rather than create a leadership risk

The CHRO's real test isn't getting a seat at the table, it's whether the CEO would make the decision without them.In this special episode, Lewis Brown, Jr. - MA and Josh Klein of From Here Collective join Rich Jennings, Executive Advisor to Comcast, to explore what it means for the CHRO to become the CEO's trusted consigliere.Using The Godfather as an intentionally provocative analogy, they unpack the skills, behaviours and experiences that make an HR leader genuinely valuable at the highest level. From business fluency and fearlessness to asking better questions, building trust across the organisation and knowing how to influence decisions without needing to dominate the room, the conversation challenges the traditional boundaries of the CHRO role.For HR leaders, the biggest question is not whether you have a seat at the table. It is whether you are inside the decision-making circle before the decision is made. The episode offers a practical way to assess whether HR is operating as a functional expert, a business partner, or the strategic adviser the CEO cannot afford to make decisions without.5 things you'll learn from this episode:The surprising reason CHROs may have more strategic access than almost any other executive, but still struggle to turn it into influenceThe characteristics that can move an HR leader from trusted functional expert to indispensable strategic adviserWhy the strongest CHROs are increasingly expected to understand far more than HR, and what that changes about the roleThe tension HR leaders must learn to hold when the CEO, the workforce and the wider business do not all want the same thingThe question that can reveal whether you are truly inside the CEO's decision-making circle, or simply being informed after the fact

AI is moving faster than most organisations can redesign themselves, so how do you stop transformation becoming a series of disconnected technology fixes?Every leader says they want a high-performing team. But what happens when poor performance, missed standards and a lack of ownership are tolerated for too long?In the most recent HR Leaders Podcast episode, I had a fascinating conversation with Paul D. Brubaker, Vice President Human Resources at KARL STORZ North America.Paul shares what decades of leadership have taught him about building teams around trust, accountability and continuous improvement. From knowing when coaching is no longer enough to preparing HR teams for AI-driven change, he explains why great cultures are shaped by the behaviours leaders consistently reward, challenge and refuse to tolerate.5 things you'll learn from this episode:The overlooked “trust dividend” that can remove unnecessary checking, duplication and friction from your teamThe warning sign that tells leaders they may have held onto an underperformer for too longWhy the standards you quietly tolerate can become the culture your entire team starts to acceptThe AI opportunity Paul believes could remove huge amounts of transactional HR work, and the barrier still slowing many organisations downWhy staying relevant in HR will increasingly depend on your ability to learn, adapt and build new capabilities faster than your role changes

AI is moving faster than most organisations can redesign themselves, so how do you stop transformation becoming a series of disconnected technology fixes?In the most recent HR Leaders Podcast episode, I had an insightful conversation with Judith Wiese, Chief People and Sustainability Officer (CPSO) of Siemens AG.She explains how Siemens is rethinking its operating model, skills infrastructure and approach to AI as it becomes a more connected technology company. From simplifying the foundations underneath HR to embedding learning into everyday work, Judith shares how Siemens is preparing its people and organisation for a world where transformation never really stops.5 things you'll learn from this episode:The three-part AI model Siemens uses to separate everyday adoption from the much harder challenge of redesigning business processesWhy one of the biggest barriers to scaling AI has nothing to do with the technology itselfThe unglamorous HR foundations Siemens believes need to be in place before personalised learning and skills strategies can really workHow Siemens is using skills data to uncover far more internal career opportunities than traditional CV matching could revealWhy Judith believes the ability to keep learning may become more valuable than much of the knowledge employees already have today

Gynecologic cancer incidence is moving in 3 different directions at once, and clinicians outside gynecologic oncology are often the first to see the warning signs. Ovarian cancer incidence is falling as genetic testing and risk-reducing surgery catch more high-risk women before diagnosis, even as its prevalence climbs because patients are living longer on treatment. Cervical cancer incidence continues to decline thanks to Pap and HPV co-testing plus vaccination, though it has not been eliminated. Endometrial cancer is the outlier: incidence is rising, driven largely by aggressive, high-grade subtypes that disproportionately affect Black women.¹In this episode of Targeted Talks, Sabrina Serani, managing editor of Targeted Oncology, spoke with Noelle Gillette Cloven, MD, a gynecologic oncologist at Texas Oncology's Fort Worth Cancer Center and executive chair of the GYN Research Committee at Sarah Cannon Research Institute, to discuss how these shifting patterns should inform testing, screening, and referral decisions in everyday practice. The conversation is timed to Gynecologic Cancer Awareness Month, observed each September to raise awareness of cervical, ovarian, uterine, vaginal, and vulvar cancers.A recurring theme was the distinction between germline and somatic testing in ovarian cancer. Germline testing, done via blood or cheek swab, identifies inherited mutations in genes such as BRCA1 and BRCA2, present in roughly 20% of ovarian cancers, and carries implications for the patient's relatives. Somatic testing of the tumor itself, including homologous recombination deficiency (HRD) status, is a separate question that determines which patients are likely to benefit from PARP inhibitor maintenance therapy after chemotherapy. Cloven emphasized that an adequate core biopsy, not a fine-needle aspiration, is essential to secure enough tissue for HRD testing and to distinguish high-grade from low-grade serous disease, since treatment approaches for the two differ substantially.Screening gaps surfaced repeatedly. Extended Pap and HPV testing intervals, while evidence-based, make it harder for patients to track when they are due, and Cloven pushed back on guidance to stop cervical cancer screening at 65, noting that more than a third of cervical cancer cases are diagnosed after that age. In endometrial cancer, postmenopausal bleeding is rarely missed, but irregular bleeding in women under 40 is often attributed to obesity or PCOS and treated with oral contraceptives without a biopsy, delaying diagnosis in a population where the disease is less common but not absent. Cloven also flagged a persistent misconception among patients and some clinicians: a Pap test screens only for cervical cancer, not for ovarian, endometrial, or vulvar disease, and a well-woman exam does not automatically include one.On the treatment horizon, Cloven pointed to antibody-drug conjugates producing response rates in platinum-resistant ovarian cancer that she described as the best she has seen in her career, immunotherapy's role in extending survival in metastatic cervical cancer, and early movement toward non-chemotherapy, receptor-targeted options for advanced endometrial cancer guided by molecular profiling.For clinicians outside gynecologic oncology, Cloven's practical takeaways were straightforward: take a thorough family history, since it is often the entry point to genetic testing; do not substitute imaging or a prescription for a pelvic exam when a patient has persistent symptoms; and consider a clinical trial referral at diagnosis rather than as a last resort, since it may offer earlier access to newer therapies.REFERENCE1. Gaber C, Meza R, Ruterbusch JJ, Cote ML. Endometrial cancer trends by race and histology in the USA: projecting the number of new cases from 2015 to 2040. J Racial Ethn Health Disparities. 2017;4:895-903. doi:10.1007/s40615-016-0292-2

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

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

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

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

What's up everyone and welcome to The Corporate Bartender!A lot of us fall into jobs that become careers, and before we know it, 15 or 20 years have gone by. Are we doing what we want to do? What we're passionate about? Or, are we still an accountant (or HR person, or whatever) because of momentum?If you're wondering how to align these things in your world, you're in the right spot. We've got Anne Mounts on the show today. She's the founder of Acera Partners, and has 20+ years experience on the people side of business. Anne understands how businesses work, and helps organizations and people understand their "why." She also does a lot of work in the HR Community with organizations like Rocky Mountain HR People & Strategy. AND she's been part of the TCB community for years!This conversation was a BLAST, and I just know you're gonna dig it!If you want to skip straight to the interview, 4:19 is your spot.TCB Layout:0:00 - Show Open & Intro1:05 - Titles1:22 - Kickoff 4:19- Anne Mounts Interview59:03 - Last CallWebsite: https://www.acerapartners.com/LinkedIn: https://www.linkedin.com/in/anne-mounts/Join our community!https://skyeteam.cloud/tcbTheme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

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

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

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

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

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

Matúš Oľha sa zahral na Forresta Gumpa a počas behu sa stal prvým človekom, ktorý pešo zrazil auto. Aj vďaka nemu FPÚ rozhodol, že bude podporovať kultúru slovenskú a žiadnu inú, a tak priklepol 40-tisíc AI knihe pre deti. Lebo čo je viac narodné ako zadávanie príkazov na tvorenie obrázkov serverom uskladnených niekde v Amerike? Fakt nechceme obviňovať Rusko ešte aj z toho, že susedovi kríva mačka, ale ak vám náhodou raz nebude fungovať klubkarta v Lidli, tak hej, možno za to môže nejaký ten Rus. Tragédom sa stávajú ľudia, ktorí zorganizovali pochod Hrdí na rodinu, a zase sa im to úplnou náhodou podarilo spraviť v rovnaký deň ako Pride. Polievočku si prišlo prihriať aj pár náckov, ktorí ale narafali na čašníka. - HEROHERO: ⁠https://herohero.co/piatocek/subscribe - YouTube: ⁠http://youtube.com/@piatocek⁠ - Instagram:⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/piatocek_podcast/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ - Náš Discord nebol nikdy lepší:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠bit.ly/piatockaren⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠See omnystudio.com/listener for privacy information.

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

What's up everyone and welcome to The Corporate Bartender!When we think about building cultures at work, and living a full, more intentional life - neuroscience isn't always the first word that pops to mind.If you wanna know how that fits into the puzzle, you're in the right spot. We've got Alex Davids on the show today. She's the co-founder of Next Evolution Performance, and has more than 20 years teaching executives brain-based frameworks that improve, pretty much everything. She's writing a couple of books. Oh, and despite being a native New Zealander, she's a CU Buff! 'Sko Buffs!This conversation was a BANGER, and I just know you're gonna dig it!If you want to skip straight to the interview, 3:38 is your spot.TCB Layout:0:00 - Show Open & Intro0:50 - Titles1:22 - Kickoff 3:38- Alex Davids Interview57:44 - Last CallWebsite: https://nextevolutionperformance.com/LinkedIn: https://www.linkedin.com/in/high-performance-coach-alexandra-davids-neperform/Join our community!https://skyeteam.cloud/tcbTheme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

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

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

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

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

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

Shop Back to School at Amazon – and spend less on your kids! https://www.amazon.com Get up to $200 off Square hardware when you sign up at square.com/go/dugoutsquare.com/go/dugout! #squarepod This week Chris sits down with two-time Home Run Derby champ Pete Alonso. The two talk about Pete celebrating his first father's day, his all time Home Run Derby field and his upcoming return to Citi Field. After that, we see if his teammates Gunnar Henderson and Colton Cowser can get on the same page in the latest edition of teammate test. 0:00 6 days of California taxes 0:48 Pete celebrating his first Father's Day 2:20 Coach your son and the importance of coaching with love 4:00 When was the moment you realized you were great at baseball? 4:50 The first time Pete hit a ball over the fence 5:20 Where does Pete keep his HRD spinners 5:45 New Home Run Derby format 7:08 Pete not sure if he'd do the Home Run Derby if he's not an All Star 7:55 Pete's all-time HRD field of 4 10:05 Who Pete rooted for growing up 11:00 Seeing his old idols become his peers 12:20 Assimilating in Baltimore 13:40 Why should fans feel good about the Orioles? 15:25 Returning to Citi Field 17:00 Rapid fire questions 20:30 Teammate test Follow along with Jomboy Media at theshownotes.jomboymedia.com Join us in Philadelphia for the 2026 All-Star Game https://shop.jomboymedia.com/products/all-star-party-philadelphia?_pos=1&_sid=4b05bf2fa&_ss=r&variant=45899062345926 JM Merch Store: https://shop.jomboymedia.com/ Featuring: Pete Alonso, Gunnar Henderson, Colton Cowser Hosted by: Chris Rose Edited by: Alex Graap #JMBaseball Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

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

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

Join Nick and Harrison as they run down the news from the past week including Devers being at it again, PCA and Harper hitting for the cycle, Schwarber continues to rake, injuries and the new HRD format! Out of Left Field Questions, and of course, TRIVIA! Come join the only baseball show where YOU are part of the show! Good luck to everyone playing!

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

This is a free preview of a paid episode. To hear more, please visit our Patreon. Ben Lindbergh and Meg Rowley discuss the backlash to MLB’s initial statement about the Giants’ objectors to Pride Night, the league’s subsequent expanded statement, and the facts about the policies and punishments (or the lack thereof) pertaining to uniform alterations. Then (37:10) they banter about the Blue Jays’ ballot dominance in early All-Star voting, the history of teams being overrepresented on All-Star rosters, the Mariners’ piggyback pitching plan, and Curtis Washington Jr. as the ultimate phantom ballplayer, answer emails (1:19:28) about where the next two-way player might come from and whether Pete Crow-Armstrong’s defensive value is underrated, and Stat Blast (1:31:56) about where franchise scoring records tend to be set, the biggest run differentials in games with equivalent times on base, days when one team outscored many other teams combined, Boston’s lack of late comebacks, and teams whose win totals did or didn’t match their WAR totals. Audio intro: Austin Klewan, “Effectively Wild Theme” Audio outro: Andy Ellison, “Effectively Wild Theme” Link to wisdom teeth etymology Link to Domínguez tooth news Link to Ohtani gamer Link to MLB’s initial statement Link to assorted bad tweets Link to MLB’s second statement Link to story about statements Link to Hawley letter story Link to story about backlash Link to CBA Link to Josh Hawley fleeing footage Link to Noah Hawley wiki Link to Vesia tribute story Link to California Post story Link to All-Star vote totals Link to AL 2B WAR leaders Link to Blue Jays voting story 1 Link to Blue Jays voting story 2 Link to Blue Jays WAR leaders Link to team All-Star records Link to 2015 Royals voting story Link to 2015 Royals All-Stars Link to 2026 YoY attendance Link to 2015 YoY attendance Link to 2023 Braves All-Stars story Link to Mariners piggyback plan Link to Ben on the ’93 A’s Link to Washington call-up story 1 Link to Washington call-up story 2 Link to Washington call-up story 3 Link to Washington scouting report Link to Washington demotion story Link to Rob Mains on roster limits Link to Ben on Padres Rule 5 guys Link to phantom ballplayers wiki Link to Ben on Ohtani’s origin story Link to Las Vegas stats Link to Rockies record score Link to scoring differentials data Link to 9/2/01 scoreboard Link to ninth-inning scoring splits Link to FG mailbag answer Link to team WAR/wins data Link to listener emails database Link to HRD format report Link to HRD format history Sponsor Us on Patreon Give a Gift Subscription Email Us: podcast@fangraphs.com Effectively Wild Subreddit Effectively Wild Wiki Apple Podcasts Feed Spotify Feed YouTube Playlist Facebook Group Bluesky Account Twitter Account Get Our Merch! var SERVER_DATA = Object.assign(SERVER_DATA || {}); Source

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

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

What's up everyone and welcome to The Corporate Bartender!AI is everywhere these days. Companies are adopting it, folks are trying to leverage it, and it's kinda hit or miss. Businesses are seeing mixed results and the dreams of replacing folks with all kinds of robots isn't as shiny as it was a year ago. If you're wondering how to tackle the AI problem in your world, you're in the right spot. We've got Nicole Yue on the show today. She's the founder of People+Process+AI, and has 30+ years experience on the people side of business. AND she was Lori's AI teacher! Stick around, we'll talk about it.If you want to skip straight to the interview, 2:19 is your spotTCB Layout:0:00 - Show Open & Intro0:51 - Titles1:22 - Kickoff 2:19- Nicole Yue Interview59:25 - Last CallWebsite: https://peopleprocessai.com/LinkedIn: https://www.linkedin.com/in/nicolelenaersyue/Join our community!https://skyeteam.cloud/tcbTheme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

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

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

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

What's up everyone and welcome to The Corporate Bartender!"Rub some Dirt On It" is a thing of the past. Kicking off a career out of school is a different animal than it was when us GenXers were coming up. The Dr. Cox approach (if you remember that character from Scrubs) doesn't fly these days, and kinds coming up today didn't have the same set of experiences that we did. The pandemic changed a lot of this.Well, if you have kids, or know someone who's about to launch, you're in for a treat. We've got Jenny Lavey on the program today. Jenny's a lifer in HR, co-host of the podcast, "WTF is Business Casual," and is the co-founder of Rise HR. Oh! And she's an OG TCB'er!!This conversation was a BANGER, and I know you're gonna dig it!If you want to skip straight to the interview, 2:19 is your spotTCB Layout:0:00 - Show Open & Intro0:57 - Titles1:29 - Kickoff 2:19- Jenny Lavey Interview56:21 - Last CallWebsite: https://www.risehumanresources.com/LinkedIn: https://www.linkedin.com/in/jennylavey/Join our community!https://skyeteam.cloud/tcbTheme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

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

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

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

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

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

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

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