Podcasts about hrd

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

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

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

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

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

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

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

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

O episódio 45 do EVA CAST, o podcast do Grupo Brasileiro de Tumores Ginecológicos, discute o papel cada vez mais estratégico da patologia e dos biomarcadores na tomada de decisão no câncer de ovário. Muito além da confirmação do diagnóstico, a patologia passou a integrar informações histológicas, imunohistoquímicas e moleculares que ajudam a definir prognóstico, selecionar terapias-alvo e orientar uma abordagem cada vez mais personalizada para as pacientes. Participam da conversa Karla Kabach, médica patologista do Hospital Israelita Albert Einstein, com foco em tumores ginecológicos, e professora adjunta do Departamento de Patologia da Escola Paulista de Medicina (Unifesp); Louise De Brot, médica patologista e head de Patologia do A.C.Camargo Cancer Center e membro do Comitê de Ética do Grupo EVA; e Márcia Graudenz, professora titular do Departamento de Patologia da Universidade Federal do Rio Grande do Sul e chefe do Laboratório de Patologia e Biologia Molecular do Hospital Moinhos de Vento, em Porto Alegre. Ao longo do episódio, as especialistas explicam como a caracterização molecular do câncer de ovário vem transformando a prática clínica e ampliando as possibilidades da medicina de precisão. Entre os temas abordados estão os diferentes subtipos histológicos do câncer de ovário, a importância da imunohistoquímica e do sequenciamento genético na classificação tumoral, o papel da deficiência de recombinação homóloga (HRD) e das mutações em BRCA1 e BRCA2, além de outros biomarcadores que já influenciam ou poderão influenciar a escolha das terapias nos próximos anos. As convidadas também discutem como patologistas e oncologistas trabalham de forma integrada para individualizar o tratamento e aumentar as chances de benefício para cada paciente. O episódio aborda ainda os desafios para ampliar o acesso aos testes moleculares no Brasil, a necessidade de padronização dos exames, a importância do aconselhamento genético e o impacto que essas informações têm não apenas na escolha do tratamento, mas também na identificação de síndromes hereditárias e no cuidado dos familiares. Na reta final da conversa, as especialistas apresentam as principais perspectivas para o futuro da patologia em ginecologia oncológica. Entre os temas estão a biópsia líquida, o monitoramento molecular longitudinal, a inteligência artificial, a patologia digital, além de novas linhas de pesquisa envolvendo microbioma, metaboloma e outros biomarcadores capazes de aprimorar ainda mais a medicina de precisão no câncer de ovário. Como mensagem final, as convidadas reforçam que a patologia deixou de ser apenas uma especialidade diagnóstica para assumir um papel central na oncologia contemporânea. Integrar conhecimentos morfológicos, moleculares e genômicos, ampliar o acesso às tecnologias e fortalecer a formação de novos especialistas são passos fundamentais para oferecer tratamentos cada vez mais precisos e melhorar o prognóstico das mulheres com câncer de ovário.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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.

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 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 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 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.

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

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.

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.