Podcasts about hrd

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

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

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

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

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

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

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

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

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

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

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

Budeme si povídat o Horalském Povidáriu, což je krásný projekt rodiny Hemrlíkovi z Rokytnice v Orlických horách. Hrdí patrioti a milovníci Orlických hor a Podorlicka pořádají nevšední setkání a chtějí brát návštěvníky třeba za historií regionu, ale i mizejícími řemesly, zajímavými příběhy i kulturou skotských horalů.Všechny díly podcastu Host ve studiu můžete pohodlně poslouchat v mobilní aplikaci mujRozhlas pro Android a iOS nebo na webu mujRozhlas.cz.

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

Kencan Dengan Tuhan - Rabu, 3 Juni 2026Bacaan: "Pergilah! Tuhan menyertai engkau." (1 Samuel 17:37b)Bacaan: Suatu hari, seorang pemuda melamar pekerjaan ke suatu perusahaan. "Selamat, Anda diterima menjadi supir di kantor ini. Mulai besok Anda sudah bisa bekerja," ucap manajer HRD kepada seorang pelamar. "Hmmm... maaf pak, bagaimana kalau saya bekerja mulai minggu depan saja?" jawab si pelamar. "Lho, mengapa begitu?" tanya manajer HRD keheranan. "Karena satu minggu ini saya harus kursus mengemudi terlebih dahulu, pak," jawab pelamar itu dengan mantap. Cerita tersebut memang hanya humor belaka. Terlepas dari itu, ada pelajaran menarik yang bisa kita ambil, yakni sikap berani si pelamar menerima tantangan sebagai supir padahal ia sendiri belum bisa mengendarai mobil. Sikap berani itu juga pernah ditunjukkan oleh Daud saat memutuskan untuk melawan Goliat. Kita tahu bahwa Daud tidak memiliki pengalaman perang sebelumnya, apalagi perang melawan raksasa yang selama ini ditakuti oleh bangsa-bangsa lain. la hanya mempunyai pengalaman melawan binatang buas, seperti singa atau beruang. Mengapa Daud berhasil mengalahkan Goliat padahal ia belum mempunyai pengalaman di medan perang? Karena Daud memutuskan dan maju berperang bersama Allah (ay. 45). Seperti halnya Daud, tantangan dalam kehidupan ini juga pasti ada. Tantangan dapat membuat nyali kita ciut, tetapi tantangan dapat membuat kita bertumbuh. Ini tergantung bagaimana kita merespon tantangan tersebut. Belajar dari Daud, hadapilah tantangan dalam hidup kita bersama Tuhan. Pandanglah Tuhan, bukan tantangan yang ada di hadapan kita! Dengan demikian, keberanian kita untuk menaklukkan tantangan akan semakin besar dan tantangan akan semakin kecil. Saat ini, sebelum kita beraktivitas, pastikan diri sendiri bahwa Tuhan ada dipihak kita, karena Dia adalah Sumber kekuatan dan keberanian kita untuk menaklukkan tantangan apapun yang ada di hadapan kita. Tuhan Yesus memberkati.Doa:Tuhan Yesus, terima kasih untuk setiap tantangan yang aku hadapi selama ini. Aku bersyukur, selama aku mengandalkan Engkau, semua tantangan itu dapat aku lewati dengan baik. Amin. (Dod).

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

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

O episódio 43 do EVA CAST, o podcast do Grupo Brasileiro de Tumores Ginecológicos, aborda como a oncologia de precisão vem transformando, na prática, o tratamento do câncer de ovário. Em um cenário marcado pelo avanço da biologia molecular, o episódio discute como testes genéticos, biomarcadores, inibidores de PARP, imunoterapia e novas terapias-alvo passaram a redefinir estratégias terapêuticas e ampliar as possibilidades de cuidado personalizado para as pacientes. Participam da conversa Mariana Scaranti, oncologista clínica da Rede Américas e diretora de pesquisa do EVA; Noele Gomes, oncologista clínica do Hospital São Domingos, no Maranhão; e Andreia Cristina de Melo, oncologista clínica da Oncologia Américas e chefe da Divisão de Pesquisa Clínica e Desenvolvimento Tecnológico do INCA. Ao longo do episódio, as especialistas discutem como a caracterização molecular dos tumores ovarianos mudou a prática clínica nos últimos anos e passou a orientar desde a escolha da manutenção até o sequenciamento terapêutico em doença recorrente. Entre os principais pontos abordados estão os biomarcadores que atualmente impactam a tomada de decisão terapêutica, como BRCA1 e BRCA2, deficiência de recombinação homóloga (HRD), PD-L1, HER2, receptor de folato alfa e deficiência de mismatch repair. O episódio também detalha o momento ideal para realização de testes genéticos e moleculares e explica como essas informações passaram a influenciar diretamente a seleção de terapias-alvo e o manejo individualizado das pacientes. A conversa explora ainda os avanços recentes em diferentes subtipos da doença, incluindo o carcinoma seroso de baixo grau, com destaque para estudos envolvendo hormonioterapia, inibidores de CDK4/6 e drogas direcionadas à via MAP-quinase. Também são discutidos os resultados mais recentes apresentados em congressos internacionais, como estudos com anticorpos droga-conjugados, imunoterapia e novas estratégias para pacientes com doença resistente à platina. Outro eixo importante do episódio é o impacto dos inibidores de PARP na história natural do câncer de ovário, especialmente em pacientes com mutação em BRCA ou HRD positivo, além da discussão sobre como a doença começa a caminhar para um modelo de cuidado mais próximo ao de uma condição crônica, com múltiplas linhas de tratamento personalizadas ao longo do tempo. As especialistas também analisam os desafios de acesso no Brasil e em outros países de baixa e média renda, incluindo desigualdades entre sistemas público e privado e dificuldades na incorporação de testes e terapias inovadoras. Como mensagem final, as convidadas reforçam que a oncologia de precisão já deixou de ser uma perspectiva futura e passou a fazer parte do presente do tratamento do câncer de ovário, embora ainda existam barreiras importantes para garantir acesso amplo e equitativo às pacientes.

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.

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.

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.