Podcasts about hrd

In this episode of the HR Leaders Podcast, we sit down with Frederic Patitucci, Chief People & Culture Officer at Philip Morris International, reveals the inside story of PMI's decade-long transformation, from a traditional tobacco company to a science-driven, smoke-free business.Frédéric explains how PMI rebuilt its business model, operating model, and culture while navigating one of the most ambitious shifts in corporate history. He shares how the company co-created its cultural framework, PMI DNA, with more than 350 employees across backgrounds, levels, and regions, ensuring it wasn't a top-down exercise but a true grassroots movement.From redefining values like We Care, Better Together, and Game Changers, to enforcing “license to operate” behavioral expectations, Frédéric shows how culture became PMI's ultimate accelerator for radical change, responsible AI adoption, and leadership accountability.

Dr. Linda Duska and Dr. Kathleen Moore discuss key studies in the evolving controversy over radical upfront surgery versus neoadjuvant chemotherapy in advanced ovarian cancer. TRANSCRIPT Dr. Linda Duska: Hello, and welcome to the ASCO Daily News Podcast. I am your guest host, Dr. Linda Duska. I am a professor of obstetrics and gynecology at the University of Virginia School of Medicine.  On today's episode, we will explore the management of advanced ovarian cancer, specifically with respect to a question that has really stirred some controversy over time, going all the way back more than 20 years: Should we be doing radical upfront surgery in advanced ovarian cancer, or should we be doing neoadjuvant chemotherapy? So, there was a lot of hype about the TRUST study, also called ENGOT ov33/AGO-OVAR OP7, a Phase 3 randomized study that compares upfront surgery with neoadjuvant chemotherapy followed by interval surgery. So, I want to talk about that study today. And joining me for the discussion is Dr. Kathleen Moore, a professor also of obstetrics and gynecology at the University of Oklahoma and the deputy director of the Stephenson Cancer Center, also at the University of Oklahoma Health Sciences.  Dr. Moore, it is so great to be speaking with you today. Thanks for doing this. Dr. Kathleen Moore: Yeah, it's fun to be here. This is going to be fun. Dr. Linda Duska: FYI for our listeners, both of our full disclosures are available in the transcript of this episode.  So let's just jump right in. We already alluded to the fact that the TRUST study addresses a question we have been grappling with in our field. Here's the thing, we have four prior randomized trials on this exact same topic. So, share with me why we needed another one and what maybe was different about this one? Dr. Kathleen Moore: That is, I think, the key question. So we have to level-set kind of our history. Let's start with, why is this even a question? Like, why are we even talking about this today? When we are taking care of a patient with newly diagnosed ovarian cancer, the aim of surgery in advanced ovarian cancer ideally is to prolong a patient's likelihood of disease-free survival, or if you want to use the term "remission," you can use the term "remission." And I think we can all agree that our objective is to improve overall survival in a way that also does not compromise her quality of life through surgical complications, which can have a big effect. The standard for many decades, certainly my entire career, which is now over 20 years, has been to pursue what we call primary cytoreductive surgery, meaning you get a diagnosis and we go right to the operating room with a goal of achieving what we call "no gross residual." That is very different – in the olden days, you would say "optimal" and get down to some predefined small amount of tumor. Now, the goal is you remove everything you can see.  The alternative strategy to that is neoadjuvant chemotherapy followed by interval cytoreductive surgery, and that has been the, quote-unquote, "safer" route because you chemically cytoreduce the cancer, and so, the resulting surgery, I will tell you, is not necessarily easy at all. It can still be very radical surgeries, but they tend to be less radical, less need for bowel resections, splenectomy, radical procedures, and in a short-term look, would be considered safer from a postoperative consideration. Dr. Linda Duska: Well, and also maybe more likely to be successful, right? Because there's less disease, maybe, theoretically. Dr. Kathleen Moore: More likely to be successful in getting to no gross residual. Dr. Linda Duska: Right. Yeah, exactly. Dr. Kathleen Moore: I agree with that. And so, so if the end game, regardless of timing, is you get to no gross residual and you help a patient and there's no difference in overall survival, then it's a no-brainer. We would not be having this conversation. But there remains a question around, while it may be more likely to get to no gross residual, it may be, and I think we can all agree, a less radical, safer surgery, do you lose survival in the long term by this approach? This has become an increasing concern because of the increase in rates of use of neoadjuvant, not only in this country, but abroad. And so, you mentioned the four prior studies. We will not be able to go through them completely. Dr. Linda Duska: Let's talk about the two modern ones, the two from 2020 because neither one of them showed a difference in overall survival, which I think we can agree is, at the end of the day, yes, PFS would be great, but OS is what we're looking for. Dr. Kathleen Moore: OS is definitely what we're looking for. I do think a marked improvement in PFS, like a real prolongation in disease-free survival, for me would be also enough. A modest improvement does not really cut it, but if you are really, really prolonging PFS, you should see that-  Dr. Linda Duska: -manifest in OS. Dr. Kathleen Moore: Yeah, yeah. Okay. So let's talk about the two modern ones. The older ones are EORTC and CHORUS, which I think we've talked about. The two more modern ones are SCORPION and JCOG0602. So, SCORPION was interesting. SCORPION was a very small study, though. So one could say it's underpowered. 170 patients. And they looked at only patients that were incredibly high risk. So, they had to have a Fagotti score, I believe, of over 9, but they were not looking at just low volume disease. Like, those patients were not enrolled in SCORPION. It was patients where you really were questioning, "Should I go to the OR or should I do neoadjuvant? Like, what's the better thing?" It is easy when it's low volume. You're like, "We're going." These were the patients who were like, "Hm, you know, what should I do?" High volume. Patients were young, about 55. The criticism of the older studies, there are many criticisms, but one of them is that, the criticism that is lobbied is that they did not really try. Whatever surgery you got, they did not really try with median operative times of 180 minutes for primary cytoreduction, 120 for neoadjuvant. Like, you and I both know, if you're in a big primary debulking, you're there all day. It's 6 hours. Dr. Linda Duska: Right, and there was no quality control for those studies, either. Dr. Kathleen Moore: No quality control. So, SCORPION, they went 451-minute median for surgery. Like, they really went for it versus four hours and then 253 for the interval, 4 hours. They really went for it on both arms. Complete gross resection was achieved in 50% of the primary cytoreduced. So even though they went for it with these very long surgeries, they only got to the goal half the time. It was almost 80% in the interval group. So they were more successful there. And there was absolutely no difference in PFS or OS. They were right about 15 months PFS, right about 40 months OS.  JCOG0602, of course, done in Japan, a big study, 300 patients, a little bit older population. Surprisingly more stage IV disease in this study than were in SCORPION. SCORPION did not have a lot of stage IV, despite being very bulky tumors. So a third of patients were stage IV. They also had relatively shorter operative times, I would say, 240 minutes for primary, 302 for interval. So still kind of short. Complete gross resection was not achieved very often. 30% of primary cytoreduction. That is not acceptable. Dr. Linda Duska: Well, so let's talk about TRUST. What was different about TRUST? Why was this an important study for us to see? Dr. Kathleen Moore: So the criticism of all of these, and I am not trying to throw shade at anyone, but the criticism of all of these is if you are putting surgery to the test, you are putting the surgeon to the test. And you are assuming that all surgeons are trained equally and are willing to do what it takes to get someone to no gross residual. Dr. Linda Duska: And are in a center that can support the post-op care for those patients. Dr. Kathleen Moore: Which can be ICU care, prolonged time. Absolutely. So when you just open these broadly, you're assuming everyone has the surgical skills and is comfortable doing that and has backup. Everybody has an ICU. Everyone has a blood bank, and you are willing to do that. And that assumption could be wrong. And so what TRUST said is, "Okay, we are only going to open this at centers that have shown they can achieve a certain level of primary cytoreduction to no gross residual disease." And so there was quality criteria. It was based on – it was mostly a European study – so ESGO criteria were used to only allow certified centers to participate. They had to have a surgical volume of over 36 cytoreductive surgeries per year. So you could not be a low volume surgeon. Your complete resection rates that were reported had to be greater than 50% in the upfront setting. I told you on the JCOG, it was 30%. Dr. Linda Duska: Right. So these were the best of the best. This was the best possible surgical situation you could put these patients in, right? Dr. Kathleen Moore: Absolutely. And you support all the things so you could mitigate postoperative complications as well. Dr. Linda Duska: So we are asking the question now again in the ideal situation, right? Dr. Kathleen Moore: Right. Dr. Linda Duska: Which, we can talk about, may or may not be generalizable to real life, but that's a separate issue because we certainly don't have those conditions everywhere where people get cared for with ovarian cancer. But how would you interpret the results of this study? Did it show us anything different? Dr. Kathleen Moore: I am going to say how we should interpret it and then what I am thinking about. It is a negative study. It was designed to show improvement in overall survival in these ideal settings in patients with FIGO stage IIIB and C, they excluded A, these low volume tumors that should absolutely be getting surgery. So FIGO stage IIIB and C and IVA and B that were fit enough to undergo radical surgery randomized to primary cytoreduction or neoadjuvant with interval, and were all given the correct chemo. Dr. Linda Duska: And they were allowed bevacizumab and PARP, also. They could have bevacizumab and PARP. Dr. Kathleen Moore: They were allowed bevacizumab and PARP. Not many of them got PARP, but it was distributed equally, so that would not be a confounder. And so that was important. Overall survival is the endpoint. It was a big study. You know, it was almost 600 patients. So appropriately powered. So let's look at what they reported. When they looked at the patients who were enrolled, this is a large study, almost 600 patients, 345 in the primary cytoreductive arm and 343 in the neoadjuvant arm. Complete resection in these patients was 70% in the primary cytoreductive arm and 85% in the neoadjuvant arm. So in both arms, it was very high. So your selection of site and surgeon worked. You got people to their optimal outcome. So that is very different than any other study that has been reported to date. But what we saw when we looked at overall survival was no statistical difference. The median was, and I know we do not like to talk about medians, but the median in the primary cytoreductive arm was 54 months versus 48 months in the neoadjuvant arm with a hazard ratio of 0.89 and, of course, the confidence interval crossed one. So this is not statistically significant. And that was the primary endpoint. Dr. Linda Duska: I know you are getting to this. They did look at PFS, and that was statistically significant, but to your point about what are we looking for for a reasonable PFS difference? It was about two months difference. When I think about this study, and I know you are coming to this, what I thought was most interesting about this trial, besides the fact that the OS, the primary endpoint was negative, was the subgroup analyses that they did. And, of course, these are hypothesis-generating only. But if you look at, for example, specifically only the stage III group, that group did seem to potentially, again, hypothesis generating, but they did seem to benefit from upfront surgery.  And then one other thing that I want to touch on before we run out of time is, do we think it matters if the patient is BRCA germline positive? Do we think it matters if there is something in particular about that patient from a biomarker standpoint that is different? I am hopeful that more data will be coming out of this study that will help inform this. Of course, unpowered, hypothesis-generating only, but it's just really interesting. What do you think of their subset analysis? Dr. Kathleen Moore: Yeah, I think the subsets are what we are going to be talking about, but we have to emphasize that this was a negative trial as designed. Dr. Linda Duska: Absolutely. Yes. Dr. Kathleen Moore: So we cannot be apologists and be like, "But this or that." It was a negative trial as designed. Now, I am a human and a clinician, and I want what is best for my patients. So I am going to, like, go down the path of subset analyses. So if you look at the stage III tumors that got complete cytoreduction, which was 70% of the cases, your PFS was almost 28 months versus 21.8 months. Dr. Linda Duska: Yes, it becomes more significant. Dr. Kathleen Moore: Yeah, that hazard ratio is 0.69. Again, it is a subset. So even though the P value here is statistically significant, it actually should not have a P value because it is an exploratory analysis. So we have to be very careful. But the hazard ratio is 0.69. So the hypothesis is in this setting, if you're stage III and you go for it and you get someone to no gross residual versus an interval cytoreduction, you could potentially have a 31% reduction in the rate of progression for that patient who got primary cytoreduction. And you see a similar trend in the stage III patients, if you look at overall survival, although the post-progression survival is so long, it's a little bit narrow of a margin.  But I do think there are some nuggets here that, one of our colleagues who is really one of the experts in surgical studies, Dr. Mario Leitao, posted this on X, and I think it really resonated after this because we were all saying, "But what about the subsets?" He is like, "It's a negative study." But at the end of the day, you are going to sit with your patient. The patient should be seen by a GYN oncologist or surgical oncologist with specialty in cytoreduction and a medical oncologist, you know, if that person does not give chemo, and the decision should be made about what to do for that individual patient in that setting. Dr. Linda Duska: Agreed. And along those lines, if you look carefully at their data, the patients who had an upfront cytoreduction had almost twice the risk of having a stoma than the patients who had an interval cytoreduction. And they also had a higher risk of needing to have a bowel resection. The numbers were small, but still, when you look at the surgical complications, as you've already said, they're higher in the upfront group than they are in the interval group. That needs to be taken into account as well when counseling a patient, right? When you have a patient in front of you who says to you, "Dr. Moore, you can take out whatever you want, but whatever you do, don't make me a bag." As long as the patient understands what that means and what they're asking us to do, I think that we need to think about that. Dr. Kathleen Moore: I think that is a great point. And I have definitely seen in our practice, patients who say, "I absolutely would not want an ostomy. It's a nonstarter for me." And we do make different decisions. And you have to just say, "That's the decision we've made," and you kind of move on, and you can't look back and say, "Well, I wish I would have, could have, should have done something else." That is what the patient wants. Ultimately, that patient, her family, autonomous beings, they need to be fully counseled, and you need to counsel that patient as to the site that you are in, her volume of disease, and what you think you can achieve. In my opinion, a patient with stage III cancer who you have the site and the capabilities to get to no gross residual should go to the OR first. That is what I believe. I do not anymore think that for stage IV. I think that this is pretty convincing to me that that is probably a harmful thing. However, I want you to react to this. I think I am going to be a little unpopular in saying this, but for me, one of the biggest take-homes from TRUST was that whether or not, and we can talk about the subsets and the stage III looked better, and I think it did, but both groups did really well. Like, really well. And these were patients with large volume disease. This was not cherry-picked small volume stage IIIs that you could have done an optimal just by doing a hysterectomy. You know, these were patients that needed radical surgery. And both did well. And so what it speaks to me is that anytime you are going to operate on someone with ovary, whether it be frontline, whether it be a primary or interval, you need a high-volume surgeon. That is what I think this means to me. Like, I would want high volume surgeon at a center that could do these surgeries, getting that patient, my family member, me, to no gross residual. That is important. And you and I are both in training centers. I think we ought to take a really strong look at, are we preparing people to do the surgeries that are necessary to get someone to no gross residual 70% and 85% of the time? Dr. Linda Duska: We are going to run out of time, but I want to address that and ask you a provocative question. So, I completely agree with what you said, that surgery is important. But I also think one of the reasons these patients in this study did so well is because all of the incredible new therapies that we have for patients. Because OS is not just about surgery. It is about surgery, but it is also about all of the amazing new therapies we have that you and others have helped us to get through clinical research. And so, how much of that do you think, like, for example, if you look at the PFS and OS rates from CHORUS and EORTC, I get it that they're, that they're not the same. It's different patients, different populations, can't do cross-trial comparisons. But the OS, as you said, in this study was 54 months and 48 months, which is, compared to 2010, we're doing much, much better. It is not just the surgery, it is also all the amazing treatment options we have for these patients, including PARP, including MIRV, including lots of other new therapies. How do you fit that into thinking about all of this? Dr. Kathleen Moore: I do think we are seeing, and we know this just from epidemiologic data that the prevalence of ovarian cancer in many of the countries where the study was done is increasing, despite a decrease in incidence. And why is that? Because people are living longer. Dr. Linda Duska: People are living longer, yeah. Dr. Kathleen Moore: Which is phenomenal. That is what we want. And we do have, I think, better supportive care now. PARP inhibitors in the frontline, which not many of these patients had. Now some of them, this is mainly in Europe, will have gotten them in the first maintenance setting, and I do think that impacts outcome. We do not have that data yet, you know, to kind of see what, I would be really interested to see. We do not do this well because in ovarian cancer, post-progression survival can be so long, we do not do well of tracking what people get when they come off a clinical trial to see how that could impact – you know, how many of them got another surgery? How many of them got a PARP? I think this group probably missed the ADC wave for the most part, because this, mirvetuximab is just very recently available in Europe. Dr. Linda Duska: Unless they were on trial. Dr. Kathleen Moore: Unless they were on trial. But I mean, I think we will have to see. 600 patients, I would bet a lot of them missed the ADC wave. So, I do not know that we can say we know what drove these phenomenal – these are some of the best curves we've seen outside of BRCA. And then coming back to your point about the BRCA population here, that is a really critical question that I do not know that we're ever going to answer. There have been hypotheses around a tumor that is driven by BRCA, if you surgically cytoreduced it, and then chemically cytoreduced it with chemo, and so you're starting PARP with nothing visible and likely still homogeneous clones. Is that the group we cured? And then if you give chemo first before surgery, it allows more rapid development of heterogeneity and more clonal evolution that those are patients who are less likely to be cured, even if they do get cytoreduced to nothing at interval with use of PARP inhibitor in the front line. That is a question that many have brought up as something we would like to understand better. Like, if you are BRCA, should you always just go for it or not? I do not know that we're ever going to really get to that. We are trying to look at some of the other studies and just see if you got neoadjuvant and you had BRCA, was anyone cured? I think that is a question on SOLO1 I would like to know the answer to, and I don't yet, that may help us get to that. But that's sort of something we do think about. You should have a fair number of them in TRUST. It wasn't a stratification factor, as I remember. Dr. Linda Duska: No, it wasn't. They stratified by center, age, and ECOG status Dr. Kathleen Moore: So you would hope with randomization that you would have an equal number in each arm. And they may be able to pull that out and do a very exploratory look. But I would be interested to see just completely hypothesis-generating what this looks like for the patients with BRCA, and I hope that they will present that. I know they're busy at work. They have translational work. They have a lot pending with TRUST. It's an incredibly rich resource that I think is going to teach us a lot, and I am excited to see what they do next. Dr. Linda Duska: So, outside of TRUST, we are out of time. I just want to give you a moment if there were any other messages that you want to share with our listeners before we wrap up. Dr. Kathleen Moore: It's an exciting time to be in GYN oncology. For so long, it was just chemo, and then the PARP inhibitors nudged us along quite a bit. We did move more patients, I believe, to the cure fraction. When we ultimately see OS, I think we'll be able to say that definitively, and that is exciting. But, you know, that is the minority of our patients. And while HRD positive benefits tremendously from PARP, I am not as sure we've moved as many to the cure fraction. Time will tell. But 50% of our patients have these tumors that are less HRD. They have a worse prognosis. I think we can say that and recur more quickly. And so the advent of these antibody-drug conjugates, and we could name 20 of them in development in GYN right now, targeting tumor-associated antigens because we're not really driven by mutations other than BRCA. We do not have a lot of things to come after. We're not lung cancer. We are not breast cancer. But we do have a lot of proteins on the surface of our cancers, and we are finally able to leverage that with some very active regimens. And we're in the early phases, I would say, of really understanding how best to use those, how best to position them, and which one to select for whom in a setting where there is going to be obvious overlap of the targets. So we're going to be really working this problem. It is a good problem. A lot of drugs that work pretty well. How do you individualize for a patient, the patient in front of you with three different markers? How do you optimize it? Where do you put them to really prolong survival? And then we finally have cell surface. We saw at ASCO, CDK2 come into play here for the first time, we've got a cell cycle inhibitor. We've been working on WEE1 and ATR for a long time. CDK2s may hit. Response rates were respectable in a resistant population that was cyclin E overexpressing. We've been working on that biomarker for a long time with a toxicity profile that was surprisingly clean, which I like to see for our patients. So that is a different platform. I think we have got bispecifics on the rise. So there is a pipeline of things behind the ADCs, which is important because we need more than one thing, that makes me feel like in the future, I am probably not going to be using doxil ever for platinum-resistant disease. So, I am going to be excited to retire some of those things. We will say, "Remember when we used to use doxil for platinum-resistant disease?" Dr. Linda Duska: I will be retired by then, but thanks for that thought. Dr. Kathleen Moore: I will remind you. Dr. Linda Duska: You are right. It is such an incredibly exciting time to be taking care of ovarian cancer patients with all the opportunities.  And I want to thank you for sharing your valuable insights with us on this podcast today and for your great work to advance care for patients with GYN cancers. Dr. Kathleen Moore: Likewise. Thanks for having me. Dr. Linda Duska: And thank you to our listeners for your time today. You will find links to the TRUST study and other studies discussed today in the transcript of this episode. Finally, if you value the insights that you hear on the ASCO Daily News Podcast, please take a moment to rate, review, and subscribe wherever you get your podcasts. Disclaimer: The purpose of this podcast is to educate and to inform. This is not a substitute for professional medical care and is not intended for use in the diagnosis or treatment of individual conditions. Guests on this podcast express their own opinions, experience, and conclusions. Guest statements on the podcast do not express the opinions of ASCO. The mention of any product, service, organization, activity, or therapy should not be construed as an ASCO endorsement. More on today's speakers:   Dr. Linda Duska  @Lduska Dr. Kathleen Moore Follow ASCO on social media:     @ASCO on X (formerly Twitter) ASCO on Bluesky   ASCO on Facebook     ASCO on LinkedIn     Disclosures of Potential Conflicts of Interest:    Dr. Linda Duska:   Consulting or Advisory Role: Regeneron, Inovio Pharmaceuticals, Merck, Ellipses Pharma  Research Funding (Inst.): GlaxoSmithKline, Millenium, Bristol-Myers Squibb, Aeterna Zentaris, Novartis, Abbvie, Tesaro, Cerulean Pharma, Aduro Biotech, Advaxis, Ludwig Institute for Cancer Research, Leap Therapeutics  Patents, Royalties, Other Intellectual Property: UptToDate, Editor, British Journal of Ob/Gyn  Dr. Kathleen Moore: Leadership: GOG Partners, NRG Ovarian Committee Chair Honoraria: Astellas Medivation, Clearity Foundation, IDEOlogy Health, Medscape, Great Debates and Updates, OncLive/MJH Life Sciences, MD Outlook, Curio Science, Plexus, University of Florida, University of Arkansas for Medical Sciences, Congress Chanel, BIOPHARM, CEA/CCO, Physician Education Resource (PER), Research to Practice, Med Learning Group, Peerview, Peerview, PeerVoice, CME Outfitters, Virtual Incision Consulting/Advisory Role: Genentech/Roche, Immunogen, AstraZeneca, Merck, Eisai, Verastem/Pharmacyclics, AADi, Caris Life Sciences, Iovance Biotherapeutics, Janssen Oncology, Regeneron, zentalis, Daiichi Sankyo Europe GmbH, BioNTech SE, Immunocore, Seagen, Takeda Science Foundation, Zymeworks, Profound Bio, ADC Therapeutics, Third Arc, Loxo/Lilly, Bristol Myers Squibb Foundation, Tango Therapeutics, Abbvie, T Knife, F Hoffman La Roche, Tubulis GmbH, Clovis Oncology, Kivu, Genmab/Seagen, Kivu, Genmab/Seagen, Whitehawk, OnCusp Therapeutics, Natera, BeiGene, Karyopharm Therapeutics, Day One Biopharmaceuticals, Debiopharm Group, Foundation Medicine, Novocure Research Funding (Inst.): Mersana, GSK/Tesaro, Duality Biologics, Mersana, GSK/Tesaro, Duality Biologics, Merck, Regeneron, Verasatem, AstraZeneca, Immunogen, Daiichi Sankyo/Lilly, Immunocore, Torl Biotherapeutics, Allarity Therapeutics, IDEAYA Biosciences, Zymeworks, Schrodinger Other Relationship (Inst.): GOG Partners

In this episode of the HR Leaders Podcast, we sit down with Michiel van Duin, Chief People Technology, Data and Insights Officer at Novartis to discuss how the company is building a human-centered AI ecosystem that connects people, data, and technology.Michiel explains how Novartis brings together HR, IT, and corporate strategy to align AI innovation with the company's long-term workforce and business goals. He shares how the team built an AI governance framework and a dedicated AI and innovation function inside HR, ensuring responsible use of AI while maintaining trust and transparency.From defining when AI should step in and when a “human-in-the-loop” is essential, to upskilling employees and creating the first “Ask Novartis” AI assistant, Michiel shows how Novartis is making AI practical, ethical, and human.

⚠️ Content note: brief discussion of human remains and a child fatality (marked in the chapter guide).By listener request, we're re-releasing one of our most talked-about episodes. Veterinarian Dr. Kim Stewart, DVM joins us to share how she and her Labrador Retriever, Seamus, train and deploy as a human remains detection (HRD) K9 team—what it takes to certify, stay safe in the field, and work seamlessly with law enforcement from local sheriffs to the FBI and Texas Rangers.You'll hear how Seamus' fitness plan (pool sprints, core “planks,” balance work, laser therapy) keeps him mission-ready; why chain of command matters in disasters; and how teams are vetted on orienteering, clue awareness, ICS, and the wilderness pack test. Dr. Stewart breaks down screening traits for great SAR dogs (toy drive, hunt drive, nerve strength, neutrality), what goes in a handler's pack, and why overheating is the #1 risk for working dogs.Dr. Stewart also recounts a difficult but pivotal case Seamus helped solve, and we discuss the ethics around emotional support animal misuse—not to punish pets, but to protect true service teams and public safety.What you'll learn- How HRD dogs are trained to alert without disturbing crime scenes- The realities of multi-agency searches, from wilderness to water hazards- The fitness, recovery, and injury-prevention routines that keep K9s working longer- Quick tests to spot potential SAR talent in young dogs- Why documentation (GPS, records) matters—right up to the courtroom- A vet's take on ESA vs. service dog rules and real-world impactsChapter guide0:00 Re-release intro & meet Seamus2:10 Why SAR (vs. agility/dock diving) & joining a team4:45 Certifications: NASAR, ICS, swift-water awareness7:00 HRD training: pairing odor → active alert (bark & hold)9:20 Mentorship, screening dogs, “toy drive” & hunt tests20:40 Handler pack, K9 first aid, heat risk & water logistics⚠️ 23:55 Field realities & processing tough scenes24:58 Case study: Seamus' courtroom-validated find 27:50 Fitness/fuel: Pro Plan Sport, produce snacks, conditioning28:55 Pet peeve: ESA misuse & why it harms access for true service teams31:20 Longevity, retirement, and what's next for SeamusWhy we're re-releasing: New listeners keep asking how SAR dogs really work—this conversation remains one of our clearest, most practical deep dives.Subscribe, rate, and hug your dogs for us.

In this episode of the HR Leaders Podcast, we sit down with Gina Vargiu-Breuer, Chief People Officer and Labor Director at SAP, to explore how SAP is transforming into a truly skills-led, AI-powered organization. Gina shares how the company is reimagining its HR operating model by combining AI innovation with deep cultural roots, creating what she calls “human–AI power couples.”She discusses how SAP's transition from role-based to skills-based talent management is changing everything, from recruiting and learning to performance and mobility. Gina reveals how SAP defined a company-wide skills taxonomy of 800+ evolving capabilities, built adaptive learning journeys, and encourages employees to invest 15% of their time in continuous learning.With her authentic energy, Gina explains how culture, curiosity, and speed are fueling SAP's AI-first strategy, and why the future of HR depends on embracing technology without losing humanity.

What's up everyone and welcome to The Corporate Bartender!On this show we talk with a lot of authors, speakers, coaches, and subject matter experts about the people side of business. Today, we're going to do something a little different. We're going to talk with an amazing leader that actually USES the services our guests provide. We're calling this, "The Other Side Of The Bar!"We've got Haris Shawl on the program today. Haris is a client of ours, and is a phenomenal leader.He is the VP of Cyber Product Management at Capital One. Haris strives to be a noble-purpose leader and coach. He's self-aware, he knows how to leverage coaching and leadership development, and he refers to me and Ruby as "his woobie." We do need to mention that the opinions expressed here on the show are his own, and not those of any organization.It's a thing I say a lot these days, but man, this conversation is one of my FAVORITES of 2025!   We covered a lot of ground, shared some amazing stories, and I just know you're gonna dig it!If you want to skip straight to the interview, 5:18 is your spot!TCB Layout:0:00 - Show Open & Intro1:10 - Titles1:38 - Kickoff 5:18 - Haris Shawl Interview1:04:47 - Wrap & CloseWebsite: https://www.learnit.com/Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

In this episode of the HR Leaders Podcast, we sit down with Eric Mosley, Founder, CEO, and Board Member at Workhuman to discuss how AI and recognition are reshaping the workplace. Eric reveals how companies can unlock hidden talent and reduce bias by combining AI with the human data hidden inside recognition moments.He explains why 80–90% of AI projects fail, not because of the technology, but because companies lack meaningful data to train their systems. Recognition, he says, provides a treasure trove of insight into real performance, collaboration, and potential.From the emotional power of gratitude to the measurable ROI of recognition, Eric paints a vision of the future where AI doesn't replace humanity, it amplifies it.

In today's episode, filmed live at the 43rd Annual Chemotherapy Foundation Symposium, lung cancer expert Benjamin P. Levy, MD, hosted a cross-specialty discussion with genitourinary (GU) cancer expert Scott T. Tagawa, MD, MS, FACP, FASCO, about the rapidly evolving treatment paradigms for prostate and kidney cancer. Dr Levy is the clinical director of medical oncology at the Johns Hopkins Sidney Kimmel Cancer Center at Sibley Memorial Hospital and an associate professor of oncology at the Johns Hopkins University School of Medicine in Washington, DC. Dr Tagawa is a professor of medicine and urology at Weill Cornell Medicine, as well as an attending physician at NewYork-Presbyterian – Weill Cornell Medical Center in New York, New York. Their conversation began with a focus on prostate-specific membrane antigen (PSMA)–positive prostate cancer. Dr Tagawa explained that PSMA is a cell surface protein, and that PSMA imaging agents are commonly used to assess biochemical recurrence and perform initial disease staging. He noted that therapy-related adverse effects are often site-specific, including dry mouth/change in taste, and myelosuppression from the radiation payload. For monitoring long-term safety, Dr Tagawa emphasized that renal function must be tracked. Beyond PSMA, other prostate cancer targets include TROP-2, B7-H3, and markers specific to aggressive or neuroendocrine variants, such as DLL3, he reported. In advanced GU cancers, circulating tumor DNA (ctDNA) testing is increasingly important, Dr Tagawa highlighted. In prostate cancer, ctDNA testing is used to assess homologous recombination deficiency (HRD) status and BRCA expression, he said, explaining that evidence for the use of ctDNA testing in GU cancers stems from findings with this type of assay to evaluate minimal residual disease levels in urothelial cancer. He noted that studies show that if patients with urothelial cancer become ctDNA positive within the first year of receiving neoadjuvant chemotherapy, they benefit from treatment with atezolizumab (Tecentriq). Similarly, he stated that patients with previously untreated HRD-positive metastatic prostate cancer also see a progression-free survival benefit when a PARP inhibitor is added to an androgen deprivation therapy/androgen receptor pathway inhibitor backbone. Shifting the conversation to the management of frontline advanced clear cell renal cell carcinoma (RCC), the experts reviewed standard approaches, which involve an immune-oncology (IO) agent plus either a CTLA-4 inhibitor or a VEGF TKI. Tagawa noted that IO/VEGF TKI combinations may be preferred for symptomatic patients needing a rapid response, whereas IO/IO combinations may offer greater potential for treatment cessation. He brought up a key distinction in RCC, which is that re-instituting PD-1/PD-L1 inhibition upon progression in the metastatic setting has generally shown no benefit. Dr Levy brought a broad scope to the GU cancer discussion through his lung cancer expertise, introducing parallels between the treatment paradigms. The interview provided an opportunity to show the importance of creating connections across oncology specialties to bring nuanced perspectives to future advances in clinical research and patient care.

In this episode of the HR Leaders Podcast, we sit down with Amy Coleman, Executive Vice President and Chief People Officer at Microsoft, to explore what it means to lead with humanity in the age of AI. After 25 years at Microsoft, Amy shares how HR's role is transforming, from managing processes to designing experiences that balance innovation and empathy.She discusses how Microsoft is navigating AI's impact on work, emphasizing trust, transparency, and inclusion as essential foundations. Amy explains why leaders must reframe AI as a tool for creativity and connection, not control - and how building psychological safety unlocks innovation across generations and geographies.From vulnerability and gratitude to rethinking leadership in uncertainty, Amy's perspective is a masterclass in staying human in a tech-driven world.

In this episode of the HR Leaders Podcast, we speak with Sandrine GIRSZYN, Chief Human Resources Officer Headquarters at AXA, about redefining the role of the manager in a fast-changing world. Sandrine explains how managers have become the crucial layer holding transformation, well-being, and performance together, and why HR must put them back at the center of organizational strategy.She shares how AXA is supporting more than 4,000 managers worldwide through a human-centered approach built on listening, co-creation, and trust. Rather than relying solely on AI or digital training, Sandrine reveals how in-person connection, community, and peer learning have become AXA's secret to real development.From creating a “People Link” community to launching a global coaching platform, this episode is a roadmap for every HR leader trying to upskill managers while keeping the human touch alive.

In this episode of the HR Leaders Podcast, we sit down with Alejandra Piñol, Deputy Chief HR Officer at IKEA, to explore how one of the world's most iconic brands keeps its culture alive while transforming at global scale. Alejandra opens up about leading through rapid change and protecting the company's unique values across more than 170,000 co-workers and 60 countries.She shares how IKEA empowers its frontline teams through trust and autonomy, and how simplicity has become the foundation of their HR transformation. Alejandra explains the importance of listening to co-workers, building leaders from within, and keeping people, not process, at the heart of every decision.From balancing consistency and local relevance to nurturing humility and belonging, this episode is a blueprint for scaling culture without losing your soul.

In this episode of the HR Leaders Podcast, Josh Bersin, Global Industry Analyst and CEO of The Josh Bersin Company, breaks down the AI revolution transforming HR and the workforce.Josh explains how AI is creating the era of the “Superworker” - empowering employees to do more, learn faster, and take on higher-value roles. He reveals why HR must lead the AI agenda, how to frame AI as a growth opportunity (not a threat), and what it takes to build a culture of continuous reinvention instead of one-time transformation.From rethinking job structures to designing intelligent employee experiences with digital agents, this episode uncovers what forward-thinking CHROs are doing to turn fear into curiosity and shape the human future of AI at work.

Latest episode of Effective People — inspired by Dr. T. V. Rao's renowned book Effective People, explores how art, when guided by integrity, can become a true force for change.In a world driven by fame, few use their platform to genuinely inspire and uplift. This episode celebrates those who do — the actors who influence with purpose, not popularity.Expert: T.V.RaoPioneer of HRD in IndiaHost: Vani...#EffectivePeople #TVRao #LeadershipThroughArt #InfluenceWithIntegrity #PurposeDriven #TALRadio #ArtistsWithImpact

In this haunted edition of the HR Leaders Podcast, behavioral scientist and Founder & Host at Influencers: Jon Levy joins us to reveal the chilling science behind why some teams rise from the dead and others crumble into dusty skeletons.We explore what truly drives high-performing teams in a world where hybrid work can feel like a ghost town

Welcome to the Oncology Brothers podcast! In this episode, we are joined by Dr. Sharyn Lewin, the Director of Gynecology Oncology at Holy Name Medical Center, to explore the evolving treatment landscape of ovarian cancer. Join us as we discuss: • The importance of surgical staging and debulking surgery in ovarian cancer treatment. • The role of neoadjuvant chemotherapy and the significance of germline testing. • Current systemic treatment paradigms, including the use of PARP inhibitors and Bevacizumab. • Insights into the management of refractory disease and the latest options available for patients. • The impact of biomarker testing and the importance of understanding HRD status. Dr. Lewin shared her expertise on the latest clinical data, treatment strategies, and the implications of testing for patients and their families. Follow us on social media: •⁠  ⁠X/Twitter: https://twitter.com/oncbrothers •⁠  ⁠Instagram: https://www.instagram.com/oncbrothers •⁠  Website: https://oncbrothers.com/ Don't forget to like, subscribe, and hit the notification bell to stay updated on our upcoming episodes, including our next discussion on endometrial cancer! #OvarianCancer #PARPinhibitors #GermlineTesting #GynOnc #OncologyBrothers #MaintenanceTherapy #PersonalizedMedicine

Když vypěstujete květiny, zeleninu nebo bylinky, nasbíráte si z nich semínka pro příští sezonu? A chtěli byste se o ně podělit? Na podporu sdílení osiva, semenaření a přírodního zahradničení před 10 lety vznikla občanská iniciativa Semínkovna. Dnes propojuje více než 180 míst po celé republice. V nich si lidé mohou vyměňovat semínka, zkušenosti i příběhy. Semínkovnu založila Středočeška Klára Hrdá.

What's up everyone and welcome to The Corporate Bartender!We've all dealt with "know-it-all" leaders in our journeys but have you ever known a "learn-it-all" leader? Well, today's your day to find out just what they are, and why they are awesome!We've got Damon Lembi on the program today. Don't know Damon? Stick around, this one is worth it!He is the CEO of Learn It, podcast host, keynote speaker, is a contributor to Forbes, CBS, Fast Company, IDB and the like. He's also the author of a couple books. His latest is The Learn-It-All Leader - Mindset, Traits, and Tools. That's what we're going to talk about today. Learn It has upskilled almost TWO MILLION people over the last 30 years. Damon is also a former baseball player, ASU alum, and the dude has been to Circus Mexicus more than Lori, Ruby, and me. This conversation is (I know I've said it before) one of my FAVORITE of 2025! There are gems in it like this one "Learning without doing, is treason." Treason! We covered a lot of ground, shared some amazing stories, and I just know you're gonna dig it!If you want to skip straight to the interview, 4:40 is your spot!TCB Layout:0:00 - Show Open & Intro1:23 - Titles1:52 - Kickoff 4:40 - Damon Lembi Interview1:05:55 - Wrap & CloseWebsite: https://www.learnit.com/Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

In this episode of the HR Leaders Podcast, Anoop Gupta, Co-Founder and CEO at SeekOut, joins to discuss how AI is redefining recruiting, roles, and the future of work.Anoop shares his journey from Stanford professor and Microsoft executive to leading one of the fastest-growing AI talent platforms in the world. He explains how AI agents are already transforming recruiting - automating 70% of repetitive tasks - while freeing humans to focus on relationships, creativity, and strategy.He also unpacks how CHROs must prepare for a future where AI and humans collaborate as equals, why recruiters will evolve into true talent advisors, and how to experiment safely with AI to stay ahead of the curve.

Jiří Panzner a káva? Tak to ani omylem, představitel Eddiho z nekonečného seriálu Ulice si totiž místo kávy dá vždycky raději čaj. Hrdý sparťan se objeví dokonce i jako rozhodčí v novém seriálu Štěstíčku naproti, který od konce října bude k vidění na One Play. V rozhovoru s Lubkou a Mírou probrali jeho fotbalové nadšení, ale i to, jaké to bylo, když se jeho postava Eddiho vracela zpět do Ulice. „Bylo to jako vrátit se domů," svěřil se herec. Poslechněte si celý rozhovor.See omnystudio.com/listener for privacy information.

In this episode of the HR Leaders Podcast, Sam Schlimper, Managing Director at Randstad Enterprise, shares how to reimagine work and unlock human potential in the age of AI.Sam explains why transformation shouldn't start with systems or processes, but with people - their motivations, values, and sense of purpose. She discusses how AI can be a powerful catalyst for creativity and growth when designed with intention, and why the real challenge isn't technology, but rediscovering what makes work meaningful for humans.The conversation dives deep into how to redesign jobs, rethink emerging talent, and rebuild organizations around joy, curiosity, and connection - not just productivity.

In this episode of the HR Leaders Podcast, we speak with Mark Lobosco, VP of Talent Solutions at LinkedIn, about the launch of LinkedIn's new Hiring Assistant and how AI is transforming recruiting. Mark reflects on his 17-year journey at LinkedIn, where he leads global client-facing teams and helps organizations hire faster and smarter. He breaks down how AI is reshaping recruiting workflows, freeing recruiters from administrative work, and helping them find hidden talent with unprecedented precision. Mark also explains how LinkedIn built the tool responsibly, with transparency and trust at the core, and shares what's next for recruiters as skills evolve faster than ever.

What's up everyone and welcome to The Corporate Bartender!Are you facing a complex challenge right now? I mean, let's face it - we ALL deal with some kind of complex challenge from time to time. Today, we're going to tackle that from an engineering perspective, but with a coach's heart.We've got Reuven Shelef on the program today. Don't know Reuven? We've got you covered!He is the founder and CEO of Out of the Box Consulting, and is gaining notoriety for his Untangling Complex Challenges methodology. He leverages a diverse background in agriculture, military intelligence, and corporate leadership. Reuven empowers individuals and teams to break free from long-standing roadblocks, gain new perspectives, and move forward with purpose.This was a fantastic conversation, we laughed a lot, and I just know you're gonna dig it!If you want to skip straight to the interview, 7:16 is your spot!TCB Layout:0:00 - Show Open & Intro1:00 - Titles1:28 - Kickoff 4:17 - Reuven Shelef Interview1:05:55 - Wrap & CloseWebsite: https://reuvenshelef.com/Website: https://meetreuven.com/Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

In this episode of the HR Leaders Podcast, we speak with Bryan Power, Head of People at Nextdoor, about leading through transformation, building a “founder's mentality” culture, and why HR must take the lead on AI adoption. Bryan shares lessons from scaling Google, Square, and Yahoo before joining Nextdoor, where he helped navigate an IPO, COVID, and now AI disruption. He introduces Project NAI-BOR (Nextdoor Artificial Intelligence Building Operational Readiness), explains how to unleash safe experimentation, and why HR can't afford to be a passenger in the AI shift. The conversation also covers mental health, hybrid work, and the next frontier of employee experience.

In this episode of the HR Leaders Podcast, we speak with Heidi Barnett, President of Talent Acquisition at isolved, about how AI is reshaping recruiting and why candidate experience now matters more than ever. Heidi shares her journey from marketing into HR tech leadership and explains why the best recruiters today act more like growth leaders. She discusses the shift from sourcing to screening, why resumes are becoming obsolete, and how AI exposes broken hiring processes. The conversation explores how TA teams can reduce burnout, partner better with CHROs, and reimagine hiring from the ground up in the age of AI.

In this episode of the HR Leaders Podcast, we speak with Donnie Upshaw, Chief People Officer & Senior Vice President at Wingstop Restaurants Inc., about scaling one of the fastest-growing restaurant brands while protecting culture and developing frontline talent. Donnie shares how 70% of Wingstop's general managers started as hourly employees, why the GM role is the most important in the company, and how intentional development, micro-learning, and recognition fuel growth. He also explains how Wingstop uses storytelling, internal podcasts, and community giving to connect 47,000+ team members worldwide.

In this episode of the HR Leaders Podcast, we speak with Elle Lebourg, Global Head of Talent Acquisition at Hilti Group, about transforming TA to hire 55,000 people in six years while protecting culture and experience. Elle explains why classic change models fall short, how authentic communication sustains engagement, and why TA must adopt a product mindset. She shares how Hilti maps candidate journeys, balances global standards with local nuance, and keeps people, not tools, at the center of transformation.

In this episode of the HR Leaders Podcast, we speak with KeyAnna Schmiedl, Chief Human Experience (People) Officer at Workhuman, about reimagining recognition in the age of AI.KeyAnna shares how Workhuman is using AI to enhance - not replace - human connection, from just-in-time recognition to personalized career support. She explains why recognition must go beyond rewards, how to build cultures where people feel truly seen, and why strategic investment in recognition is a business imperative, not a nice-to-have.

What's up everyone and welcome to The Corporate Bartender!Is your team underperforming? I know it's easy to assume that there are talent problems, leadership problems, or skill gaps. Have you ever considered that your system might be setting them up to fail? Well, it just might be. Today, we're gonna dive into that idea.We've got Matt Granados on the program today. Don't know Matt? Stick around!Matt is a best-selling author and a sought-after keynote speaker. He equips teams with a proven framework to build sustainable, burnout-free performance. If it's worked for companies like Google, Twitter, and the US Air Force, it just might work for you! Matt's written two international bestsellers and if you haven't read "Motivate the Unmotivated," put it on your list!This was a killer conversation, we laughed a lot, I took a TON of notes, and I just know you're gonna dig it!If you want to skip straight to the interview, 7:16 is your spot!TCB Layout:0:00 - Show Open & Intro1:02 - Titles1:32 - Kickoff 7:17 - Matt Granados Interview59:10 - Wrap & CloseWebsite: https://www.lifepulseinc.com/tcb^^ There's a free gift! ^^Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

Osteosarcoma Webinar Series: Yanding Zhao, PhD to discuss how Distinct patterns of chromosomal instability fuel osteosarcoma progression and influence patient outcomes.Osteosarcoma (OS) is notable for extreme chromosomal instability (CIN) and molecular heterogeneity, which have hindered therapeutic progress. To address this, the lab performed longitudinal and multi-modal profiling of 91 tumors from 71 pediatric patients, integrating whole-genome and transcriptome sequencing with ATAC-seq and Hi-C in matched cell lines. Their analyses revealed that key driver mutations, including TP53, are fixed early and persist through progression. Over 80% of tumors exhibited complex structural alterations—such as chromothripsis, kataegis, loss of heterozygosity, and ecDNA amplification—with MYC enhancer hijacking linked to chemoresistance. They identified a high-risk evolutionary trajectory marked by homologous recombination deficiency (HRD)-like signatures in the absence of BRCA mutations. These tumors showed focal duplications at fragile sites, early whole-genome doubling, high TP53 mutation burden, and sensitivity to PARP inhibition—highlighting a potential therapeutic vulnerability. Together, these findings define a replication stress–driven model of OS evolution, shaped by early chromosomal remodeling and ecDNA-mediated oncogene activation, with implications for biomarker development and precision treatment strategies.Dr. Yanding Zhao is a postdoctoral researcher at Stanford University in the lab of Dr. Christina Curtis. He earned his PhD in Genetics from Dartmouth College, where he began developing computational tools to understand how genome instability disrupts gene regulation in cancer. At Stanford, his research focuses on pediatric osteosarcoma. By combining genome sequencing, 3D chromatin mapping, and spatial transcriptomics, he studies how tumors evolve, resist treatment, and evade the immune system. Dr. Zhao works closely with clinicians and scientists to help turn these discoveries into potential new therapies. He is honored to be part of the MIB Agents community and looks forward to sharing his work in a way that resonates with patients, families, and advocates.

In this episode of the HR Leaders Podcast, we speak with Jon Caldwell, SVP & Chief People Officer at Valvoline Inc., about leading people strategy during rapid growth and transformation. Jon shares how Valvoline, a 160-year-old brand, has doubled its retail footprint and plans to nearly double again by 2030, all while maintaining a strong “family” culture. He explains the company's grow-from-within model where 95% of managers start as technicians, the importance of scalable HR processes, and how traditions like the “Oil Olympics” reinforce teamwork and pride. The conversation highlights how culture, leadership, and data-driven HR fuel both business growth and employee success.

In this episode of the HR Leaders Podcast, we speak with Cathy Peterman, Chief People Officer for Tech, Product & Design at Wayfair, about navigating transformation, leading through change, and preparing the workforce for the AI era. Cathy shares her unusual path from studying international conflict resolution to leading HR at global brands, and how curiosity, resilience, and embracing discomfort have fueled her career. She discusses imposter syndrome, why transferable skills matter more than titles, and how generative AI is reshaping recruitment, performance, and learning at Wayfair.

In this episode of the HR Leaders Podcast, we speak with Adam Holton, Chief People Officer at GE HealthCare, about the mindset shifts HR leaders need to harness AI, personalize learning, and lead with authenticity. Adam explains why example matters more than instruction, why democratized learning is changing leadership, and how AI can act like a “superpower” for HR teams. The conversation covers embedding AI into coaching, rethinking processes instead of just automating them, and creating sticky adoption through daily use cases.

In this episode of the HR Leaders Podcast, we speak with Wouter Durville, Co-Founder & CEO of TestGorilla, about the rise of skills-based hiring and how AI is transforming recruitment. Wouter shares his entrepreneurial journey, the inspiration behind TestGorilla, and why traditional CVs are becoming obsolete. He explains how AI-driven assessments, resume scoring, and video interviews are making hiring more fair, efficient, and predictive. The conversation also explores the future of work, shifting skill demands, and why critical thinking and human skills matter more than ever in an AI-driven economy.

In this episode of the HR Leaders Podcast, we speak with Vince Molinaro Ph.D., NY Times Best-Selling Author of The Leadership Contract, about redefining leadership expectations and building a community of accountable leaders. Vince shares the four terms of leadership, decision, obligation, hard work, and community, and explains how organizations can embed these principles into everyday practices. He discusses how HR leaders can align executives during strategic shifts, strengthen leadership culture, and create the conditions for extraordinary performance.

JCO PO author Dr. Alison M. Schram at Memorial Sloan Kettering Cancer Center shares insights into her JCO PO article, “Retrospective Analysis of BRCA-Altered Uterine Sarcoma Treated With Poly(ADP-ribose) Polymerase Inhibitors.” Host Dr. Rafeh Naqash and Dr. Schram discuss relevant genomic and clinical features of patients with BRCA-altered uterine sarcoma and the efficacy of PARPis in this population. TRANSCRIPT Dr. Rafeh Naqash: Hello and welcome to JCO Precision Oncology Conversations, where we bring you engaging conversations with authors of clinically relevant and highly significant JCO PO articles. I'm your host, Dr. Rafeh Naqash, podcast editor for JCO Precision Oncology and associate professor at the OU Health Stephenson Cancer Center. Today, we are excited to be joined by Dr. Alison Schram, Associate Attending Physician and Section Head of Oral Therapeutics with Early Drug Development and Gynecologic Medical Oncology Services at the Memorial Sloan Kettering Cancer Center, and the senior author of the JCO Precision Oncology article titled, "Retrospective Analysis of BRCA-Altered Uterine Sarcoma Treated With Poly(ADP-ribose) Polymerase Inhibitors." At the time of this recording, our guest's disclosures will be linked in the transcript. Dr. Schram, thank you for joining us today. I am excited to be discussing this very interesting, unique topic based on what you published in JCO PO. Dr. Alison Schram: Thank you for having me. Dr. Rafeh Naqash: What we like to do for these podcasts is try to make them scientifically interesting but at the same time, keep them at a level where our trainees and other community oncology professionals understand the implications of what you've published. So I'd like to start by asking you, what is leiomyosarcoma for those of us who don't necessarily know a lot about leiomyosarcoma, and what are some of the treatment options for these uterine sarcomas? Dr. Alison Schram: Uterine leiomyosarcoma is a rare subtype of uterine cancer, and it represents about 1% of all female cancers in the reproductive tract. This is a rare malignancy that arises from the myometrial lining of the uterus, and it is generally pretty aggressive. In terms of the standard therapy, the standard therapy for uterine leiomyosarcoma includes chemotherapy, generally combination chemotherapy, but despite a few regimens that tend to be effective, the duration of effectiveness is relatively short-lived, and patients with advanced uterine leiomyosarcoma eventually progress and require additional therapy. I will say that localized uterine leiomyosarcoma can be treated with surgery as well. Dr. Rafeh Naqash: Thank you for that description. Now, there are two aspects to what you published. One is the sarcoma aspect, the leiomyosarcoma, and the second is the BRCA mutation. Since we are a precision medicine journal, although we've discussed BRCA a couple of times before, but again, for the sake of our listeners, could you highlight some of the aspects of BRCA and PARP sensitivity for us? Dr. Alison Schram: Yes. So BRCA is a gene that's important for DNA repair, and BRCA mutations can be either inherited as a germline mutation, so one of your parents likely had a BRCA mutation and you inherited one copy. In patients who have an inherited BRCA mutation, the normal cells tend to have one abnormal copy of BRCA, but if a second copy in the cell becomes altered, then that develops into cancer. And so these patients are at increased risk of developing cancers. Specifically, they are at an increased risk of developing ovarian cancer, breast cancer, prostate cancer, pancreatic cancer, and a few others. These cancers are considered BRCA-associated tumors. Alternatively, some patients, more rarely, can develop BRCA-altered cancers completely sporadically. So it's a mutation that happens in the tumor itself, and that can lead to impaired DNA repair and promote cancer progression. And those patients are not, they don't have any inherited risk, but just a random event caused a BRCA mutation in the tumor. The reason this is important is because, in addition to it being potentially important for family members, there are certain treatments that are more effective in BRCA-altered cancers. And the main example is PARP inhibitors, which are small molecule inhibitors that inhibit the PARP enzyme, and there is what we call synthetic lethality. So PARP is important for DNA repair, for single-stranded DNA repair, BRCA is important for double-stranded DNA repair, and in a patient that has a cancer that has a BRCA mutation, that cancer becomes more reliant on single-stranded DNA repair. And if you inhibit it with a PARP inhibitor, the cancer cells are unable to repair DNA, and the cells die. So we call that synthetic lethality. PARP inhibitors are FDA approved in several diseases, predominantly the BRCA-associated diseases I mentioned: breast cancer, ovarian cancer, pancreatic cancer, and prostate cancer. Dr. Rafeh Naqash: That was very beautifully explained. Honestly, I've heard many people explain BRCA before, but you kind of put it in a very simple, easy to understand format. You mentioned this earlier describing germline or hereditary BRCA and somatic BRCA. And from what I gather, you had a predominant population of somatic BRCA, but a couple of germline BRCA as well in your patient population, which we'll go into details as we understand the study. You mentioned the second hit on the germline BRCA that is required for the other copy of the gene to be altered. In your clinical experience, have you seen outside of the study that you published, a difference in the sensitivity of PARP for germline BRCA versus a somatic BRCA that has loss of both alleles? Dr. Alison Schram: So we will get into what's unique about uterine sarcomas in just a minute. In uterine sarcomas, what we have found is that the BRCA mutations tend to be somatic and not germline, as you mentioned. That is in contrast to the other diseases we mentioned, where the vast majority of these tumors are in patients that have germline BRCA alterations. So one thing that's really unique about the uterine sarcoma population and our paper, I believe, is that it is demonstrating an indication for PARP inhibitors in a population that is not characterized by germline BRCA alterations, but truly these by somatic BRCA alterations. If you look at the diseases that PARP inhibitors are validated to be effective in, including the, you know, the ones I mentioned, the BRCA-associated tumors, there's some data in specific context that suggests that perhaps germline alterations are more sensitive to PARP inhibitors, but that's not universal, and it's really tricky to do because the genetic testing that we have doesn't always tell you if you have two hits or just one hit. So you need more complex genetic analysis to truly understand if there is what we call a biallelic loss. And sometimes it's not a second mutation in BRCA. Sometimes it's silencing of the gene by hypermethylation or epigenetics. Some of our clinical trials are now incorporating this data collection to really understand if biallelic loss that we can identify on more complex genetic testing predicts for better outcomes. And we think it's probably true that the patients that have biallelic loss, whether it be germline or somatic biallelic loss, are more likely to benefit from these treatments. That still needs to be tested in a larger cohort of patients prospectively. Dr. Rafeh Naqash: In your clinical experience, I know you predominantly use MSK-IMPACT, but maybe you've perhaps used some other NGS platforms, next-generation sequencing platforms. Have you noticed that these reports for BRCA alterations the report mentioning biallelic loss in certain cases? I personally don't- I do lung cancer, I do early-phase lung cancer as well, but I personally don't actually remember if I've seen a report that actually says biallelic loss. So after this podcast, I'm going to check some of those NGS reports and make sure I look at it. But have you seen it, or what would be a learning point for the listeners there? Dr. Alison Schram: Exactly. And they usually do not. They usually do not explicitly say, “This looks like biallelic loss,” on the reports. The exception would be if there's a deep deletion, then that implies both copies of the gene have been deleted, and so then you can assume that it's a biallelic loss. But oftentimes, when you see a frameshift alteration or a mutation, you don't know whether or not it's a biallelic loss. And you may be able to get some clues based on the variant allele frequencies, but due to things like whole genome duplication or more complex tumor genomics, it's not clear from these reports, and you really do need a more in-depth bioinformatic analysis to understand whether these are biallelic or not. So that is why I suggest that this really needs to be done in the context of a clinical trial, but there is definitely a theoretical rationale for reporting and treating patients with biallelic losses perhaps more so than someone who has a variant of unknown significance that seems to be monoallelic. The other tricky part, as I mentioned, is the fact that there could be epigenetic changes that silence the second copy, so that wouldn't be necessarily evident on a DNA report, and you would need more complex molecular testing to understand that as well. Dr. Rafeh Naqash: Sure. Now, going to your study, could you tell us what prompted the study, what was the patient population that you collected, and how did you go about this research study design? Dr. Alison Schram: It's actually a great story. I was the principal investigator for a clinical trial enrolling patients regardless of their tumor type to a combination of a PARP inhibitor and immunotherapy. And this was a large clinical trial that was being done as a basket study, as I mentioned, for patients that have either germline or somatic alterations with advanced solid tumors that had progressed on standard therapy. And the hypothesis was that the combination of a PARP inhibitor and immunotherapy would be synergistic and that there would be increased efficacy compared to either agent alone and that patients who had BRCA alterations were a sensitive population to test because of their inherent sensitivity to PARP inhibitors and perhaps their increased neoantigen burden from having loss of DNA repair. So this large study, it's been published, really did show that there was efficacy across several tumor types, but it didn't seem to clearly demonstrate synergy between the immunotherapy and the PARP inhibitor as compared to what you might expect from a PARP inhibitor alone, and in addition to a couple of cases, perhaps attributable to the immunotherapy. So maybe additive rather than synergistic efficacy. However, what really struck me looking at the data was that there were three patients with uterine leiomyosarcoma with BRCA deletions who had the best responses of anyone on the study. So incredible, durable responses. One of my patients with a complete response that continues to not have any evidence of cancer eight years after the initiation of this regimen. And for those of us that treat uterine leiomyosarcoma, this is unheard of. These patients generally, as I mentioned, respond, if they do respond to chemotherapy, it's generally short-lived and the cancer progresses. And so a complete response nearly a decade later turns heads in this field. The other interesting thing was that these uterine leiomyosarcoma patients had somatic alterations rather than a germline alteration with a second hit, and the diseases that are best validated for being responsive to PARP inhibitors include the BRCA-associated diseases, the ones that you're at increased risk for if you have a germline BRCA mutation, including breast, pancreas, prostate, and ovarian. And so it was very interesting that this disease type that seemed to be uniquely sensitive to PARP inhibitors with immunotherapy was also different in that patients with uterine leiomyosarcoma don't tend to have a high frequency of BRCA alterations, and in patients that are born with a BRCA alteration, there doesn't seem to be a clearly increased risk of uterine sarcomas. So this population really jumped out as a uniquely sensitive population that differed from the prior indications for PARP inhibitors. Given this patient and these couple of patients that we observed on the combination, in addition to some other case reports and case series that had started to come out in small numbers, we wanted to look back at our large cohort of patients at Memorial Sloan Kettering to see if we could really get a better sense of the numbers. How many patients at Sloan Kettering with uterine sarcomas have BRCA alterations? Are they generally somatic or germline? Are there unique features about these patients in terms of their clinical characteristics? How many of them have received PARP inhibitors, and if so, is this just luck that these three patients did so well, or is this really a good treatment option for patients with BRCA-altered uterine sarcomas? And so we did this retrospective analysis identifying the patients at Sloan Kettering who met these criteria. So in total, we found 35 patients with uterine sarcomas harboring BRCA alterations, and the majority were leiomyosarcoma, about 86% of them had leiomyosarcoma, which is interesting because there are other uterine sarcomas, but it does seem like BRCA alterations tend to be more often in the leiomyosarcomas. And 13 of these patients with uterine leiomyosarcoma were treated with PARP inhibitors in the recurrent or metastatic setting with about half of those patients having an overall response, so that's a significant tumor shrinkage that sustained, and a clinical benefit rate of 62%. And if we look at the patients that had these BRCA2 deep deletions, which was the patient I had that had this amazing response, the overall response rate jumped to 60% and the clinical benefit rate to 80%. And we defined clinical benefit rate as having maintained on the PARP inhibitor without evidence of progression at six months. So this is really impressive for patients with a difficult to treat disease. And we couldn't do a randomized controlled trial comparing it to chemotherapy, but looking retrospectively at outcomes on chemotherapy studies, this was very favorable, particularly because many of these patients were heavily pretreated. So to get a sense of, you know, how this might compare to chemotherapy, we tried to use patients as their own internal controls, and we looked at how long patients were maintained on the PARP inhibitor as compared to how long they were on the treatment just prior. And we used a ratio of 1.3 to say if they were on the PARP inhibitor for 1.3 times what their previous treatment was or longer, that is pretty clearly better, more of a benefit from that regimen. And the majority of patients did meet that bar. So 58% had a PFS ratio greater than 1.3, and the average PFS ratio was 1.9, suggesting, you know, you would expect the the later lines of therapy to actually not work as well, but this suggests that it's actually working better than the immediately prior line of therapy, to me, suggesting that this is truly a good treatment option for these patients. Dr. Rafeh Naqash: Very interesting. And you mentioned that individuals with tumors having deep deletions were probably more responsive. How did you figure out that there was biallelic loss or deep deletions? Was that part of an extended analysis that was done subsequently? Dr. Alison Schram: So the deletions reported on our report, if it's a biallelic deletion, that is the one biallelic molecular alteration that would be reported. So those are, by definition, biallelic, and I think that that may be one of the reasons that's a good biomarker. But also, what's interesting is that if you have both copies deleted of BRCA, you can't develop reversion mutations. So one of the the known mechanisms of resistance to PARP inhibitors in patients who have BRCA alterations are something called a reversion mutation where, if you have a frameshift alteration, for example, in BRCA that makes BRCA protein nonfunctional, you can develop a second mutation that actually puts the DNA back in frame, and a functional protein is now made. And so a mechanism of resistance to PARP inhibitors is actually reverting BRCA to a wild-type protein, and then BRCA's synthetic lethality no longer makes sense and is no longer effective. But if you've deleted both copies of BRCA, you don't have the ability to restore the function, and you can't develop reversion mutations. And that's perhaps why, you know, my patient and others have had these prolonged responses to PARP inhibitors because you don't have the same ability to develop that mechanism of resistance. Dr. Rafeh Naqash: I remember thinking a year and a half back, I had an individual with prostate cancer and with BRCA2, and using liquid biopsy, I had a reversion mutation that we caught. In your practice, have you seen the utility of doing the serial liquid biopsies in these individuals to catch these reversion mutations? Dr. Alison Schram: Yes, absolutely. And in patients that have the ability to develop a reversion mutation, serial cell-free DNA can catch it, but the caveat is that it doesn't always. So if you see an acquired reversion mutation in cell-free DNA, that can be helpful, particularly if you're planning on putting the patient on another line of therapy that might require a dysfunctional BRCA. So if you're putting them on a clinical trial with a PARP combination and the rationale is that they're sensitive because they don't have a functional BRCA, you would want to know if they developed a reversion mutation, and serial cell-free DNA can definitely identify these reversion mutations. Some of the major clinical trials in ovarian cancer have done serial cell-free DNA and have demonstrated the utility of that approach. The caveat is that some of these reversion mutations are not readily caught on cell-free DNA because they're more complex reversion mutations, or they're not, the part of the gene that develops the reversion mutation is not tiled on the panel. And so it doesn't always catch the reversion mutations. Also, depends on the cell-free DNA shedding, depends on the tumor volume and other factors. And we published a related paper of a patient, it was a really interesting case of a patient with prostate cancer who was on a PARP inhibitor and developed what appeared to be a single reversion mutation on one sample, had negative cell-free DNA, single reversion mutation in a tissue biopsy, and then developed disease progression. And we did an autopsy, and the patient kindly consented to an autopsy, and at the time of autopsy, there were 10 unique reversion mutations identified across 11 metastases. So almost each metastasis had a unique reversion mutation, and only one of them had been seen premortem on a tissue biopsy and not on a cell-free DNA. But that autopsy really drove home to me how much we're missing by doing clinical testing in real time and we really don't know the entire genomic complexity of our patients by doing single samples. And theoretically, cell-free DNA can catch DNA from all the metastases, so you might think that that would be a solution, and it definitely can catch reversion mutations that are not seen in a single biopsy, but you really need to do it all. I mean, you need to do the tissue biopsy sampling, you need to do cell-free DNA, and probably one cell-free DNA test is not enough. Dr. Rafeh Naqash: Thank you, again, for that very nice explanation. Now, one quick provocative question. I remember when I was training, the lab that I used to work in, they used to do a lot of phosphorylation markers for DNA damage response, like phospho NBS, RAD51. Have you seen anything of that sort on these biallelic BRCA mutations where tumors are responding, but they also have a very high signature on the phosphorylation side, and it may or may not necessarily correspond to HRD signatures, but have you noticed or done any of that analysis? Dr. Alison Schram: I think that it would be great to do that analysis. And some of the work we're doing now is actually trying to dig a little bit deeper in our cohort of patients to understand are these HRD-positive tumors? Does HRD positivity correlate with response to BRCA alterations? In terms of the functional assays, I would love to be able to do a functional assay in these samples. One of the challenges is that this was a retrospective study and many of the patients were previously treated as standard of care or off-label with these agents, and so we didn't have prospective tissue collection, and so we're really limited by the tissue that was collected as part of standard of care and the consent forms that the patient signed that allow us to do genomic and molecular testing on their samples. So, I think that is hopefully future work that we will do and others will do. Dr. Rafeh Naqash: Sure. Shifting gears to your career trajectory, I'd like to spend a couple of minutes there before we end the podcast. So Dr. Schram, you've obviously been a trailblazer in this space of drug development, early-phase trials. Can you give us a brief synopsis of your journey and how you've successfully done what you're doing and what are some of the things that drive you? Dr. Alison Schram: Well, thank you for saying that. I don't know if that's true, but I'll take the bait. I've been interested in oncology since college and was always very interested in not only the science of oncology but of course, treating patients. And in medical school, I did basic science research in a laboratory and it was very inspiring and made me want to do research in oncology in addition to clinical care. When I became an oncology fellow, I was presented with a very difficult question, which is, “Do you want to be a lab PI and be in the lab, or do you want to do clinical care and clinical research?” And I couldn't choose. I found a mentor who thankfully really had this amazing vision of combining the two and doing very early drug development, taking the data that was being generated by labs and translating it into patients at the earliest stage. So, you know, phase one drug development in molecularly targeted therapies. And so I became very interested as a fellow in early drug development and this ability to translate brand new molecular insights into novel drugs. And I joined the- at Sloan Kettering, there was the Early Drug Development, it was actually a clinic, it was called something different, and it was very fortuitous. My last year of fellowship, the clinic became its own service with the ability to hire staff at Sloan Kettering, and I was the first ever hire to our Early Drug Development Service. And that really inspired me to try and bring these drugs to patients and to really translate the amazing molecular insights that my colleagues here at Sloan Kettering are discovering, and you know, of course, at other institutions and in pharma. And you know, there 's been an amazing revolution in in drug development over the last several years, and I feel very grateful that I've been here for it. You know, I've been able to take the brilliant insights from my colleagues and put these drugs in patients, and I have the amazing privilege of watching patients in many cases that benefit from these treatments. And so I do mostly phase one drug development and molecularly targeted therapies, and truthfully, I am just very fortunate to be around such brilliant people and to have both patients and labs trust me to be able to deliver these new drugs to patients and hopefully develop better drugs that move forward through FDA approval and reach patients across the country. Dr. Rafeh Naqash: Thank you so much. That was very nicely put. And hopefully our trainees and junior faculty find that useful based on their own career trajectories. Thank you, Dr. Schram, for joining us today. Hopefully, we'll see more of your subsequent work in JCO PO. Thank you for giving us all these insights today. Dr. Alison Schram: Thank you for having me. Dr. Rafeh Naqash: Thank you for listening to JCO Precision Oncology Conversations. Don't forget to give us a rating or review and be sure to subscribe so you never miss an episode. You can find all ASCO shows at asco.org/podcasts. The purpose of this podcast is to educate and to inform. This is not a substitute for professional medical care and is not intended for use in the diagnosis or treatment of individual conditions. Guests on this podcast express their own opinions, experience, and conclusions. Guest statements on the podcast do not express the opinions of ASCO. The mention of any product, service, organization, activity, or therapy should not be construed as an ASCO endorsement. Dr. Alison Schram Disclosures Consulting or Advisory Role Company: Mersana, Merus NV, Relay Therapeutics, Schrodinger, PMV Pharma ,Blueprint Medicines, Flagship Pioneering, Redona Therapeutics, Repare Therapeutics, Endeavor BioMedicines Research Funding Company: Recipient: Your Institution  Merus, Kura, Surface Oncology, AstraZeneca, Lilly, Pfizer , Black Diamond Therapeutics, BeiGene, Relay Therapeutics, Revolution Medicines,  Repare Therapeutics, PMV Pharma, Elevation Oncology, Boehringer Ingelheim Travel, Accommodations, Expenses Company: PMV Pharma 

What's up everyone and welcome to The Corporate Bartender!Doing this show, I get sent a LOT of books. When books stand out, it's important to bring that energy to the surface. Today is one of those days! This episode is all about listening. Listening is one of those things that a lot of us assume we're good at, but we're really just winging it. We've got Oscar Trimboli on the program today. Don't know Oscar? We've got your back! Stick around!Oscar is a best-selling author, host of the Apple award-winning podcast Deep Listening, and asought-after keynote speaker. Along with the Deep Listening Ambassador Community, he is on a quest to create 100 million deep listeners in the workplace.If you want to skip straight to the interview, 3:18 is your spot!TCB Layout:0:00 - Show Open & Intro0:59 - Titles1:27 - Kickoff 3:18 - Oscar Trimboli Interview57:0 - Wrap & CloseWebsite: https://listeningquiz.com/Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

Send us a textRobin has been involved in detection work since 2001, beginning in wilderness and human remains detection (HRD), which expanded into disaster work. She trains and deploys with Nebraska Task Force 1 and Iowa Task Force 1. She is a certified explosives and narcotics detection dog handler. ​Robin also works at the nexus of academia and business, managing people and relationships from both sides of the table. Whether working with small business, tier 1 research institutions or fortune 500 companies, she found common ground, allowing both sides to achieve their goals.  ​Her focused education in behavior technology started in 2016 by attending two Chicken Workshops (Behavior Technology Workshops). In 2018 she completed a four month resident apprenticeship with Parvene Farhoody, Phd. In 2022, Robin completed the Scandinavian Working Dog Institute year long Master K9 Trainer Program. She uses many of the same techniques she honed training dogs to advance initiatives in organizations she managed, whether she was paid by them or not.  By coaching the human, she provides students with a deeper understanding of the behaviors they are trying to achieve, not only in their K9 partner but in other people as well.  Her progressive, research-based training translates theory into practice, empowering people to truly collaborate with others, no matter the language they speak.​Robin serves as a Center Evaluator for the U.S. National Science Foundation (NSF) Industry/University Cooperative Research Center (I/UCRC) where she coaches university researchers, industry and non-profit center members on how to best collaborate and operate efficiently and effectively in a startup-like environment. ​Robin is an associate certified coach through the International Coaching Federation.  She uses the world of working dogs for engaging keynotes, workshops and training sessions. Podcast Link https://www.k9detectioncollaborative.com/K9 Detection Collaborative | Podcast | Dog Training DiscussionsThe K9 DC Podcast talks practical K9 training advice with humor and a big dose of theory. We include interviews with top dog trainers, practitioners, and scientists. We keep it fun, honest, and raWe are pleased to have Vested Interest in K9's as a sponsor. Vested Interest in K9s, Inc. is a 501c(3) non-profit whose mission is to provide bullet and stab-protective vests and other assistance to dogs. Check it out www.vik9s.org. Please welcome Ray Allen Manufacturing as a sponsor to the podcast. Go to the most trusted name in industry for all of your k9 related equipment. For a 10% discount use the RAMWDDP10 discount code.Welcome our sponsor Gold Coast K9. Gold Coast K9 trains and deploys hand-selected service dogs for personal and family protection, police agencies, and school districts. Their training programs rank among the best and most trusted in the world. Follow Gold Coast k9 on all social media platforms. For 10% off merchandise use the GCK910 discount code on their website www.goldcoastk9.comHLTK9 Conference continues to be a supporter of the WDDP. They are gearing up for the next conference in Myrtle Beach SC. Plan ahead, the 2026 conference will be April 14 - 16 2026. Register today at www.htlk9.com. Welcome our newest sponsor NCK9LLC. Located in Four Oaks NC, just east of Raleigh NC. Jim O'Brien and staff offer a variety of K9 services. Contact them at Phone : 919-353-7149 Email: jobrien@nck9.us

In this episode of the HR Leaders Podcast, we speak with Lucia Bucci, Divisional CHRO for Employer Services International (ESI) at ADP, about leading HR across 37 countries, embedding AI into people processes, and building future-ready teams. Lucia draws on her 25-year career across Europe and beyond to share how HR can stay relevant in an AI-driven future. She discusses automating repetitive tasks, using AI to support manager training, and upskilling HR teams to embrace technology. The conversation also dives into trust, authenticity, resilience, and why team engagement is the real driver of retention and performance.

In this episode of the HR Leaders Podcast, we're joined by Vishal Thanki, Director of Talent & Culture at B&Q. Vishal shares how B&Q is intentionally building a multigenerational workforce that reflects its diverse customer base, while driving high performance across all levels.From gamified e-learning to pay parity, inclusive training programs, and real talk on what motivates Gen Z to Baby Boomers, this episode is a practical playbook for designing a workplace where five generations thrive together. If you care about performance, inclusion, and real HR impact, this one's for you.

In this episode of the HR Leaders Podcast, we speak with Will Leahy, VP of People at Greenhouse Software, about how AI is reshaping employee development and the democratization of coaching. Will shares how Greenhouse is leveraging AI tools like Kona and dynamic learning pathways to create personalized, in-the-flow training at scale while maintaining a strong remote culture. The conversation explores why the future of HR isn't just about technology, it's about using AI to amplify human connection, learning speed, and cultural cohesion in distributed teams.

In this episode of the HR Leaders Podcast, we're joined by Kyle Forrest, U.S. Future of HR Leader at Deloitte. Kyle unpacks key insights from Deloitte's 2025 Global Human Capital Trends Report, based on responses from 13,000+ professionals across 90 countries. He explains how leaders can navigate tension between human and business outcomes, why 40% of work is wasted on non-value tasks, and how organizations are rethinking the role of managers, AI, and workforce experience. If you're leading transformation or planning for the future of work, this episode is your roadmap.

In this episode of the HR Leaders Podcast, we're joined by Lauren Nunes, Chief People Officer at Twitch. Lauren breaks down how Twitch is intentionally building a mission-driven culture while supporting employees and streamers alike. From Amazon-powered AI tools to flash mentoring programs and creator-employee connections, Lauren shares how Twitch is shaping the future of work with empathy, innovation, and purpose. This episode is a masterclass on blending community, business impact, and scalable support at one of the world's most iconic platforms.

In this episode of the HR Leaders Podcast, we're joined by Seán Delea, Senior Manager of Talent Acquisition at Greenhouse Software. Sean breaks down how Greenhouse is rethinking the recruiting experience with the help of AI, without losing the human touch. From AI-generated scorecards to candidate personalization via “My Greenhouse,” Sean explains how recruiters can manage a 121% spike in applications without being overwhelmed. He also shares his own journey from Cork to leading Greenhouse's global recruiting, and what makes their ATS stand out in a crowded space.

We focus on the people side of business here at the Bartender, and today we're squarely there. We're talking about bucket lists, we're talking about the unwritten rules of leading people, we're talking about bitching and pitching, and maybe a little "drunk HR." Yeah, that's gonna be a thing!We've got Traci Austin on the program. Don't know Traci? We've got your back! Stick around!She's a business owner, consultant, speaker, and coach. She's the host of the People Strategy Podcast, and she's pretty dang awesome.This was a killer conversation, and I think you're gonna dig it!If you want to skip straight to the interview, 3:26 is your spot!TCB Layout:0:00 - Show Open & Intro0:49 - Titles1:17 - Kickoff 3:26 - Traci Austin Interview01:02:14 - Wrap & CloseWebsite: https://elevatedtalentconsulting.com/Join our community!https://the-corporate-bartender.mn.co/Theme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

(00:00-17:51) Doug, indeed indeed. Recapping Tim on his time away. Tim enjoyed the Chris Kerber interview yesterday. The Grown Ups 2 and Angel Hair Pasta discussion. Jackson's beard is coming in well. A mid summer gift. Mt. Rushmore of Mt. Rushmores.(18:00-31:58) Wagering on the Homerun Derby. Junior Caminero and The Big Dumper. Audio of Pat MacAfee introducing the "best ass in all of professional sports." Put Pozo's ass up against anybody's. MacAfee and Morgan Wallen running the same offense. Tony LaRussa joining us later to talk about his upcoming event.(32:08-50:11) Loverman, where can you be? The Lambert Airport situation from Sunday. Noted film critic, Mike Francesa, had some thoughts on the new Superman film. Doesn't sound like he enjoyed the flick. Papers being vague again. Kid robbed a homerun in the Derby. Cal Raleigh not getting the attention he probably should. Not as much luster on the HRD these days.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Jamie Durling, Vice President Human Resources, Americas & South Africa at DOLCE&GABBANA, to unpack how HR leaders can drive real business impact by aligning people strategy with profit strategy.Jamie walks us through his journey from retail to luxury fashion, the power of understanding productivity metrics, and how HR can step beyond the traditional people function to influence the P&L. This conversation is a must for HR professionals ready to collaborate with finance, lead through complexity, and make culture a measurable growth engine.

In this episode of the HR Leaders Podcast, we speak with Emily Chiverton, HR Director for the UK & Ireland at L'Oréal, about building purpose-led careers and nurturing future leaders through structured development. Emily shares her own journey through L'Oréal's early careers program, the power of career mobility, and how initiatives like Brandstorm help young people discover their path. The conversation explores why HR's biggest role isn't managing talent, it's helping people build meaningful, fulfilling careers from day one.

In this episode of the HR Leaders Podcast, we speak with Ryan Laverty, CEO of Arist, about how AI is completely transforming workplace learning. Ryan shares how his team delivers 95%+ engagement by pushing personalized, AI-powered learning through tools like SMS and Microsoft Teams. The conversation explores how AI is making learning faster, more scalable, and more accessible for every employee, not just the top performers.

In this episode of the HR Leaders Podcast, we sit down with Daniel Chait, CEO at Greenhouse Software, and Lewis Brown, Jr. - MA, VP of Talent Management at Comcast. Together, we explore how great recruiting transforms teams, empowers managers, and reshapes the future of work. From the rise of AI-driven job applications to the lessons talent leaders can learn from college sports, this conversation uncovers what it really takes to attract, retain, and grow high-performing talent in a rapidly changing world.