Podcasts about hrd

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

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

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

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

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

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

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

In this episode of the HR Leaders Podcast On The Road, we sit down with Jorge Quezada, MBA (He.Him.His), Vice President, Culture & Performance at Granite Construction, to unpack what happens when culture stops being treated as a soft initiative and starts being run as a business driver.Jorge explains why culture is the operating system of an organization, shaping how people think, act, interact, and bring the company's mission, vision, and values to life every day.He shares how Granite is updating its culture for the next 100 years by preserving what makes the company strong, diagnosing what needs to change, and creating the conditions for people to grow, adapt, and perform.Most importantly, Jorge reveals why the future of culture belongs to leaders who stop copying best practices from other companies and start understanding what their own people, business, and operating system actually need.

In this episode of the HR Leaders Podcast On The Road, we sit down with Khalil Smith, VP, Inclusion, Diversity, and Engagement at Akamai Technologies, to unpack what it really takes to build a performance culture where people trust each other enough to speak up, challenge ideas, and grow.Khalil explains why culture is not what leaders say they want, but what the organization actually rewards, and why silence is often the clearest signal that trust has broken down.He shares how leaders can build stronger cultures by creating trust, encouraging healthy disagreement, aligning systems with values, and making recognition and feedback feel honest, specific, and useful.Most importantly, Khalil reveals why the future of culture belongs to organizations that close the gap between what they say and what they reward, creating environments where people can challenge respectfully, perform boldly, and speak up without fear.

In this episode of the HR Leaders Podcast On The Road, we sit down with Peter Andrew Danzig, Senior Advisor, Foundation Culture at Children's Hospital of Philadelphia, to unpack what psychological safety really means beyond the buzzword.Peter explains why psychological safety is not a checklist, policy, or one-time initiative, but a belief system that has to be co-created, practiced, and reinforced through everyday behavior.He shares how leaders can build safer spaces by embracing healthy friction, operationalizing empathy, and creating room for challenge, accountability, apology, repair, and growth.Most importantly, Peter reveals why the future of culture belongs to organizations that stop treating safety as comfort, and start building environments where more people can speak honestly, move through conflict, and still feel seen, heard, and valued.

In this episode of the HR Leaders Podcast On The Road, we sit down with Julie A. Stone, Chief Learning Officer, Group VP at TTEC, to unpack what it really takes to bring AI into an organization without losing the human connection, trust, and coaching that actually drive performance.Julie explains why simply training people on AI tools is not enough, and how leaders must help employees understand where, when, and how AI fits into their actual work.She shares how TTEC is using AI to create more time for human coaching, improve guidance in the flow of work, measure coaching effectiveness, and give people safe spaces to practice, learn, and build confidence.Most importantly, Julie reveals why the future of AI transformation belongs to leaders who start with real business problems, bring people along transparently, and redesign work in a way that helps people perform better.

O episódio 40 do EVA CAST, o podcast do Grupo Brasileiro de Tumores Ginecológicos, aborda o câncer de ovário resistente ou refratário à quimioterapia baseada em platina, um dos cenários mais desafiadores da Oncologia ginecológica. Em um contexto de alta incidência e mortalidade no Brasil, o episódio discute por que muitas pacientes ainda são diagnosticadas em estágios avançados e como isso contribui para recorrência frequente e limitação das respostas terapêuticas. Participam da conversa Alexssandra Lima, oncologista clínica do Grupo Oncoclínicas e pesquisadora do INCA; Lygia Soares, oncologista clínica e professora da UFRN; e Maria Eduarda Meyer, oncologista clínica do Centro Especializado em Oncologia de Florianópolis. As especialistas exploram a heterogeneidade do câncer de ovário, os fatores associados à recorrência e os critérios que definem sensibilidade ou resistência à platina, fundamentais para a organização do tratamento. O episódio detalha os mecanismos biológicos de resistência, como alterações no reparo do DNA e evasão da morte celular, além de discutir como esses processos impactam terapias subsequentes, incluindo os inibidores de PARP. Também apresenta avanços recentes, como terapias-alvo, imunoterapia e o uso de biomarcadores — BRCA, HRD, PD-L1, HER2 e receptor de folato alfa — na personalização do tratamento. A discussão inclui ainda os desafios do manejo clínico em múltiplas linhas de tratamento, o equilíbrio entre eficácia e qualidade de vida e as barreiras estruturais no Brasil, como desigualdade de acesso a diagnóstico, cirurgia especializada e terapias inovadoras. Como mensagem final, o episódio destaca que, apesar das limitações, a medicina de precisão abre caminho para melhores desfechos e maior individualização do cuidado.

In this episode of the HR Leaders Podcast On The Road, we sit down with Raúl J. Valentín, EVP & Chief Human Resources Officer at ABM Industries, live from Workhuman Live Orlando 2026, to unpack what it really takes to lead a frontline workforce through constant change, AI transformation, and rising employee expectations.Raúl explains why the future of HR is not about choosing between people and technology, but designing systems where people and AI work together to make work faster, fairer, and more human.He shares how ABM is building resilience across a workforce of more than 100,000 team members by focusing on fairness, recognition, manager capability, and helping employees feel seen, heard, and valued wherever they work.Most importantly, Raúl reveals why HR leaders must stop waiting for perfect answers before taking action, and instead create safe ways to launch, learn, improve, and lead transformation in motion.

What's up everyone and welcome to The Corporate Bartender!Navigating a career keeps getting harder and harder, and it's a LOT of work! We've got to be ready for the twists and turns and inevitable burnout that comes with it. That's what we're talking about today. We've got Johanna Danaher on the program. If you don't know Johanna, stick around, we've got you covered!She was a wannabe marine biologist, bartender(!), gig worker, and an HR lifer. She's been there, done that, and got the t-shirts.This conversation was fantastic, and I know you're gonna dig it. You'll learn about lobsters, burnout, and the drink called "the Johanna."If you want to skip straight to the interview, X:XX is your spotTCB Layout:0:00 - Show Open & Intro0:48 - Titles1:20 - Kickoff 3:32 - Johanna Danaher Interview46:54 - Last CallWebsite: https://www.anchortoaspire.com/LinkedIn: https://www.linkedin.com/in/johannadanaher/Join our community!https://skyeteam.cloud/tcbTheme Music by Hooksounds.comGood Feels Stories Copyright Paramount/CBS

This content has been funded by AstraZeneca, and is intended for healthcare professionals. The content in this podcast is for educational purposes only and is not intended to provide medical advice, diagnosis, or treatment, nor to promote any specific product or therapy.  The guests have been compensated by AstraZeneca for their participation. The views expressed are their own and do not necessarily reflect those of the AMJ or AstraZeneca. If you choose to act on information discussed here, you do so at your own discretion. Description: As homologous recombination deficiency (HRD) testing becomes increasingly embedded in ovarian cancer pathways, clinicians need clear, operational guidance. This episode brings together expert perspectives on selecting tests, understanding outputs, and integrating results into guideline-aligned care.  Learn: ·       HRD basics in plain language: what you're measuring and why ·       Test selection and reporting nuances that affect downstream decisions ·       Workflow design across oncology, pathology, and genetics ·       Applying results to maintenance strategies and patient conversations  Speakers: 1.     Rebecca Arend, Associate Director for Clinical Research, UAB O'Neal Comprehensive Cancer Center; Endowed Professor of Gynecologic Oncology, University of Alabama, USA. 2.   Thomas Krivak, Director, Division of Gynecologic Oncology; Chief Surgeon, West Penn Hospital, USA. 3.    Bhavana Pothuri, Gynecologic Oncologist, NYU Langone Health; Associate Professor, Department of Obstetrics and Gynecology, NYU Grossman School of Medicine, USA.

In this episode of the HR Leaders Podcast, we sit down with Blair Bennett, Senior Vice President, Global Talent Acquisition at PepsiCo, to unpack how talent acquisition is being completely redefined in the age of AI, hyper-personalization, and constant change.Blair explains why simply adding AI tools into outdated recruitment models doesn't work, and how PepsiCo redesigned its entire talent acquisition operating model to move faster, stay agile, and deliver better outcomes for both the business and candidates.She shares how the function is shifting from execution to strategy, enablement, and intelligence, embedding design thinking, talent intelligence, and co-creation with recruiters to build systems that actually scale.Most importantly, Blair reveals why the future of talent acquisition belongs to leaders who embrace uncertainty, collaboration, and continuous iteration, replacing command-and-control leadership with a model built around problems, not predefined answers.

In this episode of the HR Leaders Podcast, we sit down with Sarah Stary, Vice President Global Head of People and Organisation and Internal Communications at Swisslog Healthcare. Sarah breaks down what it really takes to lead transformation in a complex global business. She explains why standardizing the basics, especially onboarding and recruiting, became a high-impact priority, how her team built global consistency with local nuance, and why too many leaders still get distracted by innovation before fixing the fundamentals.Sarah also shares a more important leadership lesson. Do not rush to prove your value in the first 90 days. Instead, she argues that credibility is built by listening, traveling, understanding culture, and making changes that fit the business you are actually in, not the one you just left. The conversation also explores clear communication, trust-building, team autonomy, shared services, AI adoption, and culture integration inside the broader KUKA group.

In this episode of the HR Leaders Podcast, we sit down with Frederic Patitucci, Chief People & Culture Officer at Philip Morris International, to unpack how one of the world's largest organizations is transforming both its business model and its workforce capabilities at the same time.Frederic explains how PMI's bold shift toward a smoke-free future forced the company to rethink its operating model, moving from a single-product cigarette business to a complex multi-category innovation company spanning consumer technology, healthcare, and new consumer experiences.He shares how this transformation required new skills, new operating structures, and a completely redefined company culture, including codifying the PMI DNA and embedding it directly into hiring, performance management, leadership development, and everyday decision-making.Most importantly, Frederic reveals why the future of HR lies in managing skills instead of jobs, preparing employees for the skills that are rising, and helping people avoid career dead ends before disruption makes those roles obsolete.

What's up everyone and welcome to The Corporate Bartender!Pull up a stool, settle in, and let's talk shop for a minute. Around here we spend a lot of time unpacking the messy reality of work - the leadership moments, the career pivots, the things that look simple on LinkedIn but feel a whole lot different in real life.And today? We're getting into one of the topics that's quietly stressing out a lot of very smart people right now: finding your next gig in 2026.Because let's be honest - the job search game has changed.Resumes are getting screened by AI. Interviews sometimes feel like you're talking to a robot…because sometimes you are. And everyone seems to be asking the same question: How do you actually stand out when the algorithms are also applying for the job?So Lori grabbed the mic and opened it up to the TCB Crew.What followed was a real conversation about the highs, the headaches, and the strategy behind navigating a job search right now - from networking that actually works, to the emotional rollercoaster of the process, to how AI is both helping and absolutely messing with the system.It's thoughtful. It's practical. And like most Crew conversations around here… it's also pretty damn honest.Because the reality is this: careers are getting less predictable, the rules keep shifting, and trying to figure it out solo is a fast path to yelling at your laptop.And around here, we don't do that alone.TCB Layout:0:00 - Show Open & Intro1:31 - Titles2:02 - Kickoff 3:44 - Job Search 20261:01:40 - Wrap & CloseJoin 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 Andre Heinz, Chief People and Culture Officer at Celonis, to unpack what HR leadership really looks like inside a company scaling at rocket speed.Andre explains why growth has no mercy in fast scaling organizations, and why HR must constantly think two to three years ahead while still managing the intense operational demands of today. He shares how Celonis went from 800 to over 3,500 employees, and what it takes to build systems, culture, and talent strategies that actually scale with that kind of speed.Most importantly, he breaks down why HR must act as the guardian of organizational health, protecting the cultural DNA of the company while ensuring talent quality, operational efficiency, and leadership maturity keep pace with the speed of growth.

In this episode of the HR Leaders Podcast, we sit down with Carlo Steenvoorden, EVP HR People Services, Analytics & HR AI at KPN, to unpack how a 100+ year old telecom company is moving from legacy HR systems to a fully conversational AI powered employee experience.Carlo explains why KPN made a bold decision to declare that the future of HR interactions is conversational, with systems pushed to the back end and one intelligent interface in front. He shares how reducing human led HR queries from €15–20 per case to cents per prompt unlocked both massive efficiency gains and a better employee experience.Most importantly, he breaks down the real transformation behind the technology, from rebuilding HR team capabilities, to adopting product thinking, to deciding where AI belongs and where humans must stay firmly in the loop.

What's up everyone and welcome to The Corporate Bartender!If you've been hanging around this bar for a while, you know this has never just been a podcast — it's been a room. A room where HR nerds, L&D folks, consultants, and people leaders, pull up a stool and actually talk about what's going on at work.And today? We're officially kicking off the TCB relaunch!Year Six. New energy. Same soul.We break down what's changing — a more intentional cadence, thoughtfully curated Guest Bartenders, a clearer focus on high-signal conversations — and what is absolutely not changing: the Crew, the candor, and the community-first vibe.We even wrote a TCB Crew Charter. That's right. We put the vibe in writing.And then we opened it up to the room.The conversation was honest, funny, thoughtful — and a really strong reminder that leadership is getting more complex, and nobody wants to figure it out alone.Oh, and don't worry — Last Call is alive and well. The internet still gets weird, the humans still get good, and the cocktails still get…distributed.Let's GO!TCB Layout:0:00 - Show Open & Intro1:14 - Titles1:47 - Kickoff 8:23 - Agenda11:13 - What's Changing/Not Changing24:32 - Crew Conversation57:28 - Wrap & CloseEvent Mentioned: https://rmps.starchapter.com/meetinginfo.php?id=29&ts=1760057155Event Mentioned: https://www.eventbrite.com/e/disrupthr-denver-190-tickets-1980129360220Join 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 Ilja Bitterling, VP Skills Intelligence & Performance Management at Deutsche Telekom, to unpack how large organizations can finally make skills data usable, trusted, and decision ready.Ilja explains why skills intelligence is not about inventories, but about creating a shared language that connects workforce decisions, performance outcomes, and future readiness. He breaks down how Deutsche Telekom moves from fragmented skill signals to clear, comparable insights leaders can actually act on.Most importantly, he shares why performance management and skills cannot live apart anymore, and how organizations that connect them move faster, allocate talent better, and avoid betting the future on outdated role assumptions.

In this episode of the HR Leaders Podcast, we sit down with Vincent Lecerf, Executive Vice President, Human Resources at Orange, to unpack how purpose, diversity, and skills become real business levers inside a fast moving telecom and technology environment.Vincent explains why serving communities is not brand marketing, it's an operating model, from safer phones for children to digital education for seniors, and why HR must integrate DEI directly into strategy, governance, and incentives, not treat it as a side initiative.Most importantly, he shares how skills expiration, inclusive leadership, and AI acceleration are forcing CHROs to rethink reskilling cycles, leadership accountability, and how change happens with people, not to them.

What's up everyone and welcome to The Corporate Bartender!If you know SkyeTeam or TCB, you've heard us say it a hundred times - Relationships Matter. You've probably heard of the "no asshole rule" too. We're going to get into that by taking ownership of it. We've got Todd Schuchart on the program today. If you don't know Todd, stick around, he rules.He's a 'certified goofball' (note the squid hat), he's an expert in life insurance sales and lead generation. If you think that might be out of the lane for TCB, you're not wrong, but insurance sales is all about relationships. In building, developing, and deepening relationships - not being an asshole is critical. This conversation was epic. If you are interested in building relationships, and want to laugh a ton, this is the ticket! I laughed out loud SO many times when producing this episode.Oh, and we've got some big changes upcoming to the show, and will be kicking those off on February 4th at 4p MT. If you don't know the show link, and wanna come - reach out, we'll hook you up!If you want to skip straight to the interview, 7:14 is your spot!TCB Layout:0:00 - Show Open & Intro1:20 - Titles1:48 - Kickoff 7:14 - Todd Schuchart Interview56:35 - Wrap & CloseWebsite: https://saleschowder.com/LinkedIn: https://www.linkedin.com/in/toddcharles/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 Vincent Dupuis, Vice President HR Digital & AI at Airbus, to unpack how organizations should decide what to automate, what to augment, and what must be protected as AI reshapes work at scale.Vincent explains why augmentation, not replacement, is the real story of AI at work, using powerful analogies to show how AI should extend human capability, not hollow it out. He breaks down how Airbus thinks about freeing people from low value tasks, while deliberately protecting deep expertise, critical thinking, and safety critical knowledge.Most importantly, he shares why ethical governance, human in the loop learning, and robust knowledge roots are non negotiable in environments where quality, trust, and safety define success.

In this episode of the HR Leaders Podcast, we sit down with Jayney Howson, SVP Global Workforce Skills & Talent Readiness at ServiceNow , to unpack why “talent readiness” has become a burning platform for companies trying to keep pace with AI, platform adoption, and customer transformation. Jayney shares how ServiceNow builds skills for both its 28,000 employees and the millions of practitioners who power ServiceNow implementations inside the world's largest enterprises, including 85% of the Fortune 500.She explains how ServiceNow built ServiceNow University, an AI powered, hyper personalized learning platform designed around the concept of the “University of You”, where every learner's journey adapts to their context, their role, their skills, and their career aspirations. Jayney breaks down why minimum viable duration, skills profiles, and embedded learning experiences are replacing traditional course catalogs, and why democratizing training (including making it free) unlocks capability at global scale.Most importantly, she shares why transparency, trust, and psychological safety matter more than ever as skills shift, roles evolve, and automation changes the nature of work, and why, if we do this right, the future of work becomes more human, not less.

In this episode of the HR Leaders Podcast, we sit down with David Sperl, Head of HR for Advanced Visualization Solutions at GE HealthCare, to unpack how HR earns real business credibility by shipping outcomes, not PowerPoints, inside a heavily regulated, science driven environment.David explains why AI literacy must move from theory to hands-on practice, how microlearning and shared baseline tools help drive adoption, and why leadership advocacy is essential to scale change across technical, clinical, and commercial teams. He breaks down GE HealthCare's four stages of AI adoption, how communities of practice create demand pull, and why unlearning outdated mental models is now harder than learning new ones.Most importantly, he shares why user experience and friction removal are the real unlocks for AI in HR and business, and why the future of change isn't “change management”, it's change agility.

Dr. Hope Rugo and Dr. Vivek Subbiah discuss innovative trial designs to enable robust studies for smaller patient populations, as well as the promise of precision medicine, novel therapeutic approaches, and global partnerships to advance rare cancer research and improve patient outcomes. TRANSCRIPT  Dr. Hope Rugo: Hello and welcome to By the Book, a podcast series from ASCO that features engaging conversations between editors and authors of the ASCO Educational Book. I am your host, Dr. Hope Rugo. I am the director of the Women's Cancers Program and division chief of breast medical oncology at the City of Hope Cancer Center [in Los Angeles]. The field of rare cancer research is rapidly transforming thanks to progress in clinical trials and treatment strategies, as well as improvements in precision medicine and next-generation sequencing that enable biomarker identification. According to the National Cancer Institute, rare cancers occur in fewer than 150 cases per million each year, but collectively, they represent a significant portion of all cancer diagnoses. And we struggle with the appropriate treatment for these rare cancers in clinical practice. Today, I am delighted to be joined by Dr. Vivek Subbiah, a medical oncologist and the chief of early-phase drug development at the Sarah Cannon Research Institute in Nashville, Tennessee. Dr. Subbiah is the lead author of a paper in the ASCO Educational Book titled "Designing Clinical Trials for Patients with Rare Cancers: Connecting the Zebras," a great title for this topic. He will be telling us about innovative trial designs to enable robust studies for small patient populations, the promise of precision medicine, and novel therapeutic approaches to improve outcomes, and how we can leverage AI now to enroll more patients with rare cancers in clinical trials. Our full disclosures are available in the transcript of this episode.  Dr. Subbiah, it is great to have you on the podcast today. Thanks so much for being here. Dr. Vivek Subbiah: Thank you so much, Dr. Rugo, and it is an honor and pleasure being here. And thank you for doing this podcast for rare cancers. Dr. Hope Rugo: Absolutely. We are excited to talk to you. And congratulations on this fantastic paper. It is such a great resource for our community to better understand what is new in the field of rare cancer research. Of course, rare cancers are complex and multifaceted diseases. And this is a huge challenge for clinical oncologists. You know, our clinics, of course, cannot be designed as we are being very uni-cancer focused to just be for one cancer that is very rare. So, oncologists have to be a jack of all trades in this area. Your paper notes that there are approximately 200 distinct types of rare and ultra-rare cancers. And, by definition, all pediatric cancers are rare cancers. Of course, clinical trials are essential for developing new treatment strategies and improving patient outcomes, and in your paper, you highlight some unique challenges in conducting trials in this rare cancer space. Can you tell us about the challenges and how really innovative trial designs, I think a key issue, are being tailored to the specific needs of patients with rare cancer and, importantly, for these trials? Dr. Vivek Subbiah: Rare cancers present a perfect storm of challenges. First, the patient populations are very small, which makes it really hard to recruit enough participants for traditional type trials. Second, these patients are often geographically dispersed across multiple cities, across multiple states, across multiple countries, across multiple zip codes. So, logistics become complicated. Third, there is often limited awareness among clinicians, which delays referrals and diagnosis. Add to that regulatory hurdles, funding constraints, and you can see why rare cancer trials are so tough to execute. To overcome these barriers, we are seeing some really creative novel trial designs. And there are four different types of trial designs that are helping with enrolling patients with rare cancers. The first one is the basket trial. So let us talk about what basket studies are. Basket studies group patients based on shared genetic biomarkers or shared genetic mutations rather than tumor type. So instead of running separate 20 to 30 to 40 trials, you can study one therapy across multiple cancers. The second type of trial is the umbrella trial. The umbrella trials flip that concept of basket studies. They focus on one cancer type but test multiple targeted therapies within it. The third category of innovative trials are the platform studies. Platform trials are another exciting innovation. They allow new treatment arms to be added or removed as the data matures and as the data evolves, making trials more adaptive and efficient. The final category are decentralized tools in traditional trials, which are helping patients participate closer to where they are so that they can sleep in their own bed, which is, I think, a game changer for accessibility.  These designs maximize efficiency and feasibility for rare cancer research and rare cancer clinical trials. Dr. Hope Rugo: I love the idea of the platform trials that are decentralized. And I know that there is a trial being worked on with ARPA-H (Advanced Research Projects Agency for Health) funding in triple-negative breast cancer as well as in lung cancer, I think, and others with this idea of a platform trial. But it is challenged, I think, by precision medicine and next-generation sequencing where some patients do not have targetable markers, or there isn't a drug to target the marker. I think those are almost the same thing. We have really seen that these precision medicine ideas and NGS have moved the needle in helping to identify genetic alterations. This helps us to be more personalized. It actually helps with platform studies to customize trial enrollment. And we hope that this will result in better outcomes. It also allows us, I think, to study drugs even in the early stage setting more effectively. How can these advances be best applied to the future of rare cancers, as well as the challenges of not finding a marker or not having a drug? Dr. Vivek Subbiah: Thank you so much for that question. I think precision medicine and next-gen sequencing, or NGS, are truly the backbone of modern precision oncology. They have transformed how we think about cancer treatment. Instead of treating based on where the tumor originated or where the tumor started, we now look at the genetic blueprint of cancer. The NGS or next-gen sequencing allows us to sequence millions of DNA fragments quickly. Twenty, 30 years ago, they said we cannot sequence a human genome. Then it took almost a decade to sequence the first human genome. Right now, we have academic centers and commercial sequencing companies that are really democratizing NGS across all sites, not just in academic centers, across all the community sites, so that NGS is now accessible. This means that we can identify these actionable alterations like picking needles in haystacks, like NTRK fusions, RET fusions, or BRAF V600E alterations, high tumor mutational burden. This might occur across not one tumor type, across several different tumor types. So for rare cancers, this is critical because some of these mutations often define the best treatment option. Here is why this matters. Personalized therapy, right? Instead of a one-size-fits-all approach, we can tailor treatment to the patient's unique molecular profile. For trial enrollment, this can definitely help because patients can join biomarker-driven trials even if their cancer type is rare or ultra-rare. NGS technology has also helped us in designing rational studies. Many times monotherapy does not work in these cancers. So we are thinking about rational combination strategies. So NGS technology is helping us. Looking ahead, I see NGS becoming routine in clinical practice, not just at major niche academic centers, but everywhere. We will see more tumor-agnostic approvals, more molecular tumor boards guiding treatment decisions in real time. And I think we are seeing an expanded biomarker setup. Previously, we used to have only a few drugs and a handful of mutations. Now with homologous recombination defects, BRCA1/2 mutation, and expanding the HRD and also immunohistochemistry, we are expanding the biomarker portfolio. So again, I personally believe that the future is precision. What I mean by precision is delivering the right drug to the right patient at the right time. And for rare cancers, this isn't just progress. It is survival. And it is maybe the only way that they can have access to these cutting-edge precision medicines. Dr. Hope Rugo: That is so important. You mentioned an important area we will get to in a moment, the tumor-agnostic therapies. But as part of talking about that, do you think that the trials should also include just standard therapies? You know, who do you give an ADC to and when with these rare cancers? Because some of them do not have biomarkers to target and it is so disappointing for patients and providers where you are trying to screen a patient for a trial or a platform trial where you have one arm with this mutation, one arm with that, and they do not qualify because they only have a p53 loss, you know? They just do not have the marker that helps them. But we see this in breast cancer all the time. And it is tough because we don't have good information on the sequencing. So I wonder, you know, just because for some of these rare cancers it is not even clear what to use when with standard treatments. And then that kind of gets into this idea of the tumor-agnostic therapies that you mentioned. There are a lot of new treatments that are being evaluated. We have seen approval of some treatments in the last few years that are tumor-agnostic and based on a biomarker. Is that the best approach as we go forward for rare cancers? And what new treatment options are most exciting to you right now? Dr. Vivek Subbiah: Tumor-agnostic therapies, really close to my heart, are real breakthrough therapies and represent a major paradigm shift in oncology. Traditionally, for the broad listeners here, we are used to thinking about designing clinical trials and therapy like where the cancer originated, breast cancer, kidney cancer, prostate cancer, lung cancer. A tumor-agnostic therapy flips that model. Instead of focusing on the organ, they target the specific genetic alteration or biomarker that drives cancer growth regardless of where the tumor started, regardless of the location of the tumor, regardless of the zip code of the tumor. So why is this so important for rare cancers? Because many rare cancers share molecular features with more common cancers. For instance, NTRK fusion might occur in pediatric sarcoma, a salivary gland tumor, or a thyroid cancer. Historically, each of these would require separate trials, which is nearly impossible, unfeasible to conduct in these ultra-rare cancers like salivary gland cancer or pediatric sarcomas. Tumor-agnostic therapies allow us to treat all those cancers with the same targeted drug if they share that biomarker. Again, we are in 2025. The first tissue-agnostic approval, the historic precedent, was in fact an immunotherapy. Pembrolizumab was approved in 2017, May 2017, as the first immunotherapy to be approved in a tumor-agnostic way for a genomic biomarker, for MSI-High and dMMR cancers. Then came the NTRK inhibitors. So today we have not one, not two, but three different NTRK inhibitors: larotrectinib, entrectinib, and repotrectinib, which show response rates of nearly more than 60 to 75% across a handful of dozens and dozens of cancer types. Then, of course, we have RET inhibitors like selpercatinib, which is approved tissue-agnostic, and pralsetinib, which also shows tissue-agnostic activity across multiple cancers. And more recently, combination therapy with a BRAF and MEK combination, dabrafenib and trametinib, received tumor-agnostic approval for all BRAF V600E tumors with the exception of colorectal cancer. And even recently, you mentioned about antibody drug conjugates. Again, I think we live in an era of antibody drug conjugates. And Enhertu, trastuzumab deruxtecan, which was used first in breast cancer, now it is approved in a histology-agnostic manner for all HER2-positive tumors defined by immunohistochemistry 3+. So again, beyond NGS, now immunohistochemistry for HER2 is also becoming a biomarker. So again, for the broad listeners here, in addition to comprehensive NGS that may allow patients to find treatment options for these rare cancers for NTRK, RET, and BRAF, immunohistochemistry for HER2 positivity is also emerging as a biomarker given that we have a new FDA approval for this. So I would say personally that these therapies are game changers because they open doors for patients who previously had no options. Instead of waiting for years for a trial in their specific cancer type, they can access a treatment based on their molecular profile. I think it is precision medicine at its finest and best. Looking ahead, the third question you asked me is what is exciting going on? I think we will see more of these approvals. My hope is that today, I think we have nine to ten approvals. My hope is that within the next 25 to 50 years, we will have at least 50 to 100 drugs approved in this space based on a biomarker, not based on a location of the tumor type. Drug targeting rare alterations like FGFR2 fusions, FGFR amplifications, ALK fusions, and even complex signatures like high tumor mutational burden. I think we will be seeing hopefully more and more drugs approved. And as sequencing becomes routine, we will identify more patients for these therapies. I think for rare cancers, this is not just innovative approach. This is essential for them to access these novel precision medicines. Dr. Hope Rugo: Yeah, that is such a good point. I do think it is critical. Interestingly in breast cancer, it hasn't been, you know, there is always like two patients in these tumor-agnostic trials, or if that. You know, I think I have seen one NTRK fusion ever. I think that highlights the importance for rare cancers. And you know, I am hoping that that will translate into some new directions for some of our rarer and impossible-to-treat subtypes of breast cancer. It is this kind of research that is really going to make a difference. But what about those people who do not have biomarkers? What if you do not fit into that? Do you think there is a possibility of trying to do treatments for rare cancers in some prospective way that would help with that? You know, it is really a huge challenge. Dr. Vivek Subbiah: Absolutely. I think, you know, you're right, usually many of these rare cancers are driven by specific biomarkers. And again, some of the pediatric salivary gland tumors or pediatric sarcomas like fibrosarcomas, they are pathognomonic with NTRK fusions. And again, given that we have a tumor-agnostic approval, now these patients have access to these therapies. And I do not think that we would have had a trial just for pediatric fibrosarcomas with NTRK fusions. So that is one way. Another way is SWOG, right? The SWOG DART [1609] had this combination dual checkpoint, it was called the DART study dual combination chemotherapy with ipi/nivo. Now here the rare cancer subtype itself becomes a biomarker and they showed activity across multiple rare cancer subtypes. They didn't require a biomarker. As long as it was a rare or ultra-rare cancer, these patients were enrolled into the SWOG DART trial and multiple arms have read out. Angiosarcoma, Kaposi sarcoma, even gestational trophoblastic disease. Again, they have shown responses in these ultra-rare, rare cancers. Sometimes they might be seeing one or two cases a whole year. And I think this SWOG effort, this cooperative group effort, really highlighted the need for such studies without biomarkers as well. Dr. Hope Rugo: That is such a fantastic example of how to try and treat patients in a collaborative way. And in the paper, you also emphasize the need for collaborative research efforts, you know, uniting resource expertise across different ways of doing research. So cooperative groups, advocacy organizations that can really help advance rare cancer research, improve access to new therapies, and I think importantly influence policy changes. I think this already happened with the agnostic approvals. Could you tell us more about that? How can we move forward with this most effectively? Dr. Vivek Subbiah: Personally, I believe that collaboration is absolutely critical and essential for rare cancer research. No single institution, no single individual, or no single state or entity can tackle these challenges alone. The patient populations are small and dispersed. So pooling resources is the only way to run these meaningful trials. Again, it is not like singing, it is like putting a huge, huge, I would say, an opera piece together. It is not a solo, vocal therapy, but rather putting a huge opera piece like Turandot. You know, you mentioned cooperative groups. Cooperative groups, as I mentioned earlier, the SWOG DART program, the ASCO [TAPUR study]. ASCO is doing a phenomenal work of the TAPUR study. Again, this ASCO TAPUR program has enrolled so many patients with rare cancers who otherwise would not have treatment options. NCI-MATCH, the global effort, right? NCI-MATCH and the ComboMATCH are great examples. They bring together hundreds of sites, thousands of clinicians to run large-scale trials that would be impossible for any individual center or institution. These trials have already changed practice. For instance, the DART demonstrated the power of immunotherapy in rare cancers and influenced NCCN guidelines. One of the arms of the NCI-MATCH study from the BRAF V600E arm contributed towards the BRAF V600E tissue-agnostic approval. So, the BRAF V600E tissue-agnostic approval was by a pooled analysis of several studies. The ROAR study, the Rare Oncology Agnostic Research study, the NCI-MATCH dataset of tumor-agnostic cohort, and another pediatric trial, and also evidence from literature and evidence of case reports. And all this pooled analysis contributed to the tissue-agnostic approval of BRAF V600E across multiple rare cancers. There are several patient advocacy organizations which are the real unsung heroes here. Groups like, for instance, we mentioned in the paper, Target Cancer Foundation, don't just raise awareness for rare cancer research, they actively connect patients to trials providing financial, emotional support, and even run their own studies like the TRACK trial. They also influence policy to make access easier. On a global scale, initiatives like DRUP in the Netherlands, the ROME study in Italy, the PCM4EU in Europe are expanding precision medicine across these borders. These collaborations accelerate research, improve trial enrollment, and ensure patients everywhere can have access to these cutting-edge therapies. Again, it is truly a team effort, right? It is a multi-stakeholder approach. Researchers, clinicians, investigators, industry, regulators, academia, patients, patient advocates, and their caregivers all working together. And it takes a village. Dr. Hope Rugo: Absolutely. I mean, what a nice response to that. And I think really exciting and it is great to see your passion about this as well. But it helps all of us, I think, getting discouraged in treating these cancers to understand what is happening moving forward. And I think it is also a fabulous opportunity for our junior colleagues as they rise up in academics to be involved in these international collaborative efforts which are further expanding. One of the things that comes up for clinical trials for patients, and I think it is highlighted with rare cancers because, as you mentioned, people are all over the place, you know, they are so rare. They are all far away. Our patients are always saying to us, "Should I go here for a phase 1 trial?" Can you talk a little bit about how we can overcome these financial and geographic burdens for the patients? You talked about having trials locally, but it is a big financial and just social burden for patients. Dr. Vivek Subbiah: Great point. Financial cost is a major barrier in rare cancer clinical trials. It is a major barrier not just in rare cancer clinical trials, but in clinical trials in general. The economics of rare cancer research are one of the toughest challenges we face. Developing a new drug is already expensive, often billions of dollars. On an average, it takes 2 billion dollars or 2.8 billion dollars according to some data from drug discovery to approval. For rare cancers, the market is tiny, which means the pharmaceutical companies have really little financial incentive to invest. That is why initiatives like the Orphan Drug Act were created to provide tax credits, grants, and market exclusivity to encourage development for rare diseases. Clinical trials themselves are expensive because the small patient populations mean longer recruitment times and higher per-patient costs. Geographic dispersion, as you mentioned, for the patients adds travel, coordination. That is why we need to think out of the box about decentralized trial infrastructure so that we can mitigate some of these expenses. Complex trial designs like basket or platform trials sometimes require sophisticated data systems and regulatory oversight. That is a challenge. And I think some of the pragmatic studies like ASCO TAPUR have overcome those challenges. Advanced technologies like next-gen sequencing and molecular profiling also add significant upfront cost to this. Funding is also limited because rare cancers receive less attention compared to common cancers. Public funding and cooperative group trials help a lot, but I think they cannot cover everything. Patient advocacy organizations sometimes step in to bridge these gaps, but sustainable financing remains a huge challenge. So, the bottom line is without financial incentives and collaborating funding models, many promising therapies for rare cancers would never make it to patients. That is why we need system-wide policy changes, global partnerships, and innovative, effective, seamless trial designs which are so critical so that they can help reduce the cost and make research feasible so that we can deliver the right drug to the right patient at the right time. Dr. Hope Rugo: There is a lot of excitement about the future integration of AI in screening. Just at the San Antonio Breast Cancer meetings, we have a number of different presentations about AI to find markers, even like HER2, and using AI where you would screen and then match patients to clinical trials. Do you have any guidance for the rare cancer community on how to leverage this technology in order to optimize patient enrollment and, I think, identification of the best treatment matches? Dr. Vivek Subbiah: I think artificial intelligence, AI, is a game-changer in the making. Right now, clinical trial is clunky. Matching patients to trial is often manual, time consuming, laborious. You need a lot of personnel to do that. AI can automate this process by analyzing genomic data, medical records, and trial eligibility criteria to find the best matches quickly, accurately, and effectively. For the community, the key is to invest in data standardization and interoperability because AI needs clean, structured data to work effectively. Dr. Hope Rugo: Thank you so much, Dr. Subbiah, for sharing these fantastic insights with us on the podcast today and for your excellent article. Dr. Vivek Subbiah: Thank you so much. Dr. Hope Rugo: We thank you, our listeners, for joining us today. You will find a link to Dr. Subbiah's Educational Book article in the transcript of this episode. And please join us again next month on By the Book for more insightful views on key issues and innovations that are shaping modern oncology.  Thank you. 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. Follow today's speakers:        Dr. Hope Rugo   @hoperugo   Dr. Vivek Subbiah @VivekSubbiah Follow ASCO on social media:        ASCO on X  ASCO on Bluesky       ASCO on Facebook        ASCO on LinkedIn        Disclosures:       Dr. Hope Rugo:    Honoraria: Mylan/Viatris, Chugai Pharma   Consulting/Advisory Role: Napo Pharmaceuticals, Sanofi, Bristol Myer   Research Funding (Inst.): OBI Pharma, Pfizer, Novartis, Lilly, Merck, Daiichi Sankyo, AstraZeneca, Gilead Sciences, Hoffman La-Roche AG/Genentech, In., Stemline Therapeutics, Ambryx   Dr. Vivek Subbiah: Consulting/Advisory Role: Loxo/Lilly, Illumina, AADI, Foundation Medicine, Relay Therapeutics, Pfizer, Roche, Bayer, Incyte, Novartis, Pheon Therapeutics, Abbvie Research Funding (Inst.): Novartis, GlaxoSmithKline, NanoCarrier, Northwest Biotherapeutics, Genentech/Roche, Berg Pharma, Bayer, Incyte, Fujifilm, PharmaMar, D3 Oncology Solutions, Pfizer, Amgen, Abbvie, Mutlivir, Blueprint Medicines, Loxo, Vegenics, Takeda, Alfasigma, Agensys, Idera, Boston Biomedical, Inhibrx, Exelixis, Amgen, Turningpoint Therapeutics, Relay Therapeutics Other Relationship: Medscape, Clinical Care Options

What's up everyone and welcome to The Corporate Bartender!Do you ever find yourself looking for clarity? Clarity of direction, clarity in communication, clarity in execution? Do you wish you could get your team in FLOW? If you have, you're in the right place!We've got Clara Capano on the program today. If you don't know Clara, stick around, she's pretty awesome.She's the founder and CEO of Capano Speaking & Training and she been featured on NBC, ABC, CBC, and many other three letter acronyms, she contributes to Forbes, and CEO Mom, and is featured on Season 3 of Amazon's Speak Up!What an amazing conversation with someone who fits right in with the TCB values! If you're ready, let's get some Clara-ty!If you want to skip straight to the interview, 4:06 is your spot!TCB Layout:0:00 - Show Open & Intro1:01 - Titles1:28 - Kickoff 4:06 - Clara Capano Interview49:19 - Wrap & CloseWebsite: https://www.claracapano.com/LinkedIn: https://www.linkedin.com/in/claracapano/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 Kristen A. Pressner, Global Head of People & Culture at Roche Diagnostics UK & Ireland, to unpack why neurodiversity may be the single biggest untapped advantage in the post-AI workplace.Kristen explains why most organisations are sitting on “free upside”, talented people already inside the business who are not thriving because work was designed for one type of brain. She shares why only ~25% of employees feel psychologically safe, and why the line manager is the biggest determinant of whether neurodivergent employees thrive or merely survive.Most importantly, she reframes neurodiversity away from labels and diagnoses, and toward practical, human questions, how do you work best, what gives you energy, and what conditions help you shine, and why asking those questions changes performance, engagement, and learning at scale.

Will Clive, Chief Human Resources Officer at LVT (LiveView Technologies), to unpack what it really takes to build high performing teams in fast growing, high pressure environments without burning people out or killing trust.Will breaks down why clarity beats control, and why the job of a leader is not to micromanage talent, but to make the destination so clear that teams can figure out the path themselves. He shares how outcome clarity, values driven leadership behavior, and removing low performance quickly are foundational to building real performance cultures.Most importantly, Will explains the hard trade offs leaders avoid, why keeping low performers quietly poisons teams, how recognizing and stretching top performers matters more than money alone, and why autonomy plus accountability is the only model that scales.

In this episode of the HR Leaders Podcast, we sit down with Michael Burgess, Chief People Officer at Amey, to unpack what it really takes to build credibility, influence, and impact in HR when you don't start with privilege, pedigree, or permission.Michael shares his journey from leaving school at 16 and working as a farm labourer, to becoming a CPO responsible for people, culture, safety, and operations at scale. Along the way, he explains why hard work consistently beats talent, and why enjoying the work itself is the most underrated driver of long-term performance.Most importantly, he breaks down a deeply practical view of modern HR, why getting the basics right earns you the seat at the table, why listening without action destroys trust, and how widening the talent pool through second-chance hiring, apprenticeships, and prison-to-work pathways is not charity, but smart, future-ready leadership.

What's up everyone and welcome to The Corporate Bartender!If you know TCB (or SkyeTeam) you know that we're all about relationships. This episode is all about relationships. Why they matter, how to leverage them strategically, and just knowing when you've met 'one of your people!'We've got Jodie Goldberg on the program today. If you don't know Jodie, stick around, you won't be sorry.She's the founder and principal of Fleurish Consulting and she designs interactions that intentionally deepen relationships. She's also got an icebreaker activity that will knock your socks off. When I met Jodie, I knew she was 'one of our people' I say it all the time (maybe it's because we have such amazing guests), but man, this conversation is one of my FAVORITES of 2025!  As Jodie likes to say, "come for the content, stay for the community" This one's a banger, 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 & Intro1:04 - Titles1:33 - Kickoff 5:19 - Jodie Goldberg Interview58:14 - Wrap & CloseWebsite: https://www.fleurishconsultinginc.com/LinkedIn: https://www.linkedin.com/in/jodie-goldberg-14264663/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 Jason Bloomfield, Global Head of Talent Acquisition Transformation at Ericsson, to unpack how a 149-year-old company is rebuilding HR by putting people before technology.Jason explains how a failed global HR tool rollout, what he openly calls the “tool of doom,” became the catalyst for a complete reset. Instead of adding more systems, Ericsson built a global feedback loop that turns employee sentiment into action, investment, and prioritised roadmaps.Most importantly, Jason shares why five-year plans no longer work, why the shelf life of strategy is now six months, and how HR, TA, and change leaders must build change agility, skills intelligence, and authentic empathy to stay relevant in an AI-driven world.

In this episode of the HR Leaders Podcast, we sit down with Kristin Trecker, Chief People Officer at Visteon Corporation, to unpack what it really takes to build talent at the speed of disruption in a 100-year industry going through a 100-year change.Kristin explains why HR has to stop acting like an order taker and start operating like a product line manager, with a clear roadmap, clear customers, and a clear point of view. She shares how Visteon runs a six month product roadmap and pairs it with a capability and capacity plan, so talent decisions keep pace with the business.Most importantly, she breaks down the cultural shift behind it all, from calibrating performance around impact, to out-rewarding star performers, to rewriting HR's role entirely, replacing “business partner” with performance coach, and building a team that can debate, challenge, and drive change without politics.

In this episode of the HR Leaders Podcast, we sit down with Ayaskant Sarangi, CHRO at Mphasis, to explore how HR is shifting from a support function to a business-first, tech-enabled growth engine. Ayaskant shares why HR leaders must deeply understand P&L, business language, and customer problems to earn a real seat at the table.He breaks down how Mphasis is using AI-powered hyper personalization across learning, internal mobility, onboarding, and performance. From their in-house TalentNext platform to a unified talent marketplace and AI-driven appraisals, Ayaskant explains how tech connects skills, projects, careers, and business demand into one continuous loop.If you care about the future of HR, this episode is essential. It shows how listening, personalization, and change orchestration are reshaping employee experience, why onboarding is now about assimilation, and how HR must become the conscious keeper of culture in an always-on change environment.

In this episode of the HR Leaders Podcast, we sit down with Sharon Doherty, Chief People and Places Officer at Lloyds Banking Group, to explore how Lloyds is preparing its leaders for a world where AI and culture change are happening at the same time. Sharon shares how Lloyds focuses on substance over noise and why leadership behaviour matters more today than ever.She breaks down how the company is helping senior leaders go all in on AI, using global learning trips, reverse mentoring, and safe spaces where executives can learn without fear. Sharon explains how AI, used well, can strengthen culture, improve feedback, and give people better insights instead of overwhelming them.If you care about leading people through constant change, this conversation is for you. It shows why purpose, honest leadership, and real learning are the foundations that keep a culture strong when everything else is moving.

In this episode of the HR Leaders Podcast, we sit down with Emilee F. DeMartino, SVP and Chief People Officer for McDonald's International Operated Markets, to explore how one of the world's biggest employers keeps a people first culture alive across more than 120 markets. Emilee shares how values like serve, inclusion, integrity, community, and family guide everyday decisions in a world of constant change.She breaks down how AI is fixing real problems for restaurant teams. Hiring that once took 3 days now takes 3 minutes, applications have nearly doubled, and managers get 5 to 6 hours back each week to focus on their crew and customers instead of chasing admin.If you care about building a workplace people actually want to be part of, this episode is worth your time. It shows what happens when culture is not a slogan but a system, and why teams that listen, learn, and adapt will always outrun the ones stuck in old habits.

In this episode of the HR Leaders Podcast, we sit down with Kent Frederiksen, Vice President and Head of Rewards at the LEGO Group, to unpack how one of the world's most beloved brands is preparing for the EU's 2026 pay transparency rules. Kent breaks down why this shift is far bigger than compliance and why it will fundamentally reshape how companies handle data, structure roles, build trust and communicate with employees.He shares LEGO's six-year journey with global equal pay analyses and explains why the hardest part isn't legislation but the organisational mindset shift. Kent reveals the hidden challenges most companies underestimate, including the operational burden, the cultural implications and what it really means to “prove” pay equity in a legally defensible way.Finally, he explores how pay transparency is forcing companies to move from secrecy to partnership, why trust is the real currency in this transition and what HR leaders should be doing right now to get ahead before regulations hit.

In this episode of the HR Leaders Podcast, we sit down with Raj Verma, Chief Culture, Inclusion and Employee Experience Officer at Sanofi, to explore how culture, trust and co-creation became the foundation of one of the most ambitious AI transformations in the industry. Raj breaks down why culture is a verb, not a vibe, and how Sanofi intentionally shaped behaviors and values to support AI at scale. He explains how Sanofi began its AI journey before the ChatGPT wave, driven by a visionary CEO and a bold ambition to become the first pharma company to use AI at scale. Raj details how recognition, inclusion, and data-driven insights became critical levers for building trust, strengthening decision-making, and ensuring AI adoption across 100,000+ employees worldwide. The conversation also dives into psychological safety, bias detection, global recognition platforms, and why culture, inclusion and employee experience must be tightly integrated if companies want AI to stick and deliver real transformation.

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.

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.

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 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.