Podcasts about people analytics

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

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

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

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

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

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

Episode Notes On this episode of Talent Experience Live, we look at why talent organizations have more data than ever and still can't answer basic business questions in real time. TA leaders walk into executive meetings unprepared, People Analytics teams field endless one-off report requests, and hiring problems that are actually data visibility problems keep getting misdiagnosed. We get into why fragmented data leads to fragmented decision-making, why generic BI tools haven't solved it, and how Phenom X+ Talent Advisor changes that picture, turning scattered data into decisions teams can act on instead of reports they have to chase down. We also look at what shifts for a talent organization once reactive reporting gives way to proactive intelligence.

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.

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.

For years, HR leaders have relied on dashboards to guide workforce decisions. But what happens when AI agents can analyse data, surface insights, and even recommend actions faster than any human?In this episode of the HRchat Podcast, Bill Banham is joined by Ankita Poddar, speaker, blogger, and Senior Human Resources Business Partner at Amazon Web Services (AWS), to explore why the future of HR analytics isn't about building better dashboards - it's about asking better questions.Fresh from her Disrupt Dublin presentation, "Dashboards Are Dead," Ankita explains how AI is fundamentally changing workforce planning, leadership, and organisational decision-making. Together, Bill and Ankita discuss why HR professionals must shift from reporting metrics to solving business problems, how global organisations are adapting to geopolitical uncertainty and changing talent mobility, and why leadership skills like empathy, systems thinking, and intellectual honesty are becoming more valuable than ever.Whether you're an HR leader, People Analytics professional, Talent strategist, or simply curious about how AI is reshaping work, this conversation offers practical insights into what's coming next.In this episode, you'll learn: Why traditional HR dashboards are becoming less valuable in an AI-driven world  How AI agents are changing workforce analytics and decision-making  Why better questions matter more than better reports  How global businesses are adapting to geopolitical uncertainty and changing talent mobility  What organisations are learning from the ongoing hybrid work experiment  The five leadership capabilities every future leader will need:  Intellectual honesty  Empathy  Systems thinking  AI fluency  The ability to slow down and think  How leaders can rebuild trust through better communication  Why HR professionals should look beyond HR for inspiration and innovation If you enjoyed this episode, please subscribe, leave a review, and share it with someone passionate about the future of work.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Workforce Planning vai muito além de aprovar vagas ou controlar headcount. Neste episódio do Mereo Talks, recebemos Kerlly Calixto, head de HR Transformation na Smart Fit, para uma conversa profunda sobre como o RH estratégico pode planejar o futuro das organizações com base em dados, habilidades e decisões de negócio.Ao longo do episódio, discutimos como as empresas podem deixar de operar no modo reativo e começar a conectar planejamento de pessoas, capacidade organizacional, IA e estratégia de crescimento.Kerlly compartilha experiências práticas sobre Workforce Planning, Skills-Based Organization, planejamento de talentos, integração entre RH e Finanças, uso inteligente de dados e os impactos da inteligência artificial nas estruturas organizacionais.Você vai entender:• O que realmente é Workforce Planning• Por que headcount não é estratégia• Como conectar RH, Finanças e negócio• O impacto da IA no planejamento de pessoas• Como sair do modelo de cargos para habilidades• Quais dados o RH precisa ter para decisões estratégicas• Como evitar estruturas sem liderança e sem direção• O papel do RH na construção da capacidade organizacional• Como transformar dados em decisões de negócio• O que diferencia um RH operacional de um RH estratégicoUm episódio essencial para profissionais de RH, People Analytics, HRBP, lideranças e empresas que querem construir uma estratégia de talentos preparada para o futuro do trabalho.

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.

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 an encore podcast presentation of WorkTrends previously aired on December 5th, 2025. Your people data is telling you something. Are you listening? In this #WorkTrends episode, we dig into how people analytics is reshaping HR and talent management — from turning raw workforce data into strategic insights, to using AI agents to make faster, smarter people decisions. Whether you're focused on engagement, retention, or performance, this conversation will change how you think about the numbers behind your team.

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.

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.

Get ready to unleash a surge of passion, truth, and bold insights on how AI is revolutionizing people analytics. Cole Napper, a true luminary in the space, shares the raw reality of data's power, pitfalls, and the brave new world ahead. Buckle up, this isn't just a podcast; it's a rallying cry for HR and analytics pros to lead with purpose.  In this episode:  How far has people analytics come since its early days  The impact of COVID and AI on credibility and practice  Why analytics teams are transforming into the future of HR  The role of AI in automating dashboards, insights, and decision-making  The importance of trust and ethical data use in predictive models  How to navigate data quality issues that threaten decision accuracy  Why the next wave is about people intelligence rather than simple reporting  Practical advice for HR teams deploying AI safely and strategically  Timestamps:  00:26 - Intro: The evolution of people analytics & Cole Napper's background 01:08 - The roots and rise of HR analytics before AI became a buzzword 03:22 - The tremendous journey: from skepticism to credibility in analytics 04:38 - How COVID accelerated AI's role in HR decision-making 05:07 - Influential luminaries shaping the analytics field 05:57 - Richard Rosenau's pioneering efforts in analytics recognition 06:43 - The digital impact: How analytics influence real-world change 07:12 - Paying it forward: The importance of community and mentorship 08:15 - The torch carriers: Keeping analytics alive through new generations 09:00 - The threat of layoffs and AI's false promise to replace analytics teams 09:48 - Recognizing the upcoming AI boom in HR and people analytics 11:09 - The challenge and opportunity: Organizing analytics teams in turbulent times 12:33 - The shift from building dashboards to strategic people intelligence 13:11 - Why risk-taking and experimentation are vital in transformative times 14:16 - The importance of trust, ethics, and human oversight in AI deployment 15:11 - The commoditization of data skills and the rise of strategic role of people intelligence 16:49 - How AI is changing the way we get notified and interact with insights 18:08 - The problem with push notifications and how to create demand for insights 19:41 - The true nature of predictive analytics: asking behind the questions 20:36 - The importance of context, data quality, and avoiding flawed signals 23:25 - The exponential evolution of data speed and the shrinking time to insights 28:17 - The real challenge: acting on predictions without destroying trust 30:23 - The costs of AI: tokenomics, data bills, and strategic investment 33:11 - The greatest data pitfall: messy, unclean HR data and its impact 36:39 - Embracing “Directionally Correct” — the pragmatic path forward 37:42 - The art versus science of compensation data 38:12 - The ultimate focus: solving the business problem 38:41 - Closing thoughts: leadership, trust, and being bold in AI-driven HR  Resources & Links:  People Analytics: Reinventing HR & Work with AI  Cole Napper - LinkedIn  HR Bench  Directionally Correct (Newsletter & Podcast)  Connect with Cole Napper:  LinkedIn  Twitter 

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

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

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

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

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

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

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

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

In this episode, Sanja talks with Dr. Alexis Fink, an experienced industrial-organizational psychologist who has shaped workforce strategy across global giants including Meta, Microsoft, and Intel. Dr. Alexis shares stories from her career bridging the gap between corporate strategy, daily execution, and human talent. She discusses what it takes to use data to ensure the entire ecosystem thrives , and how organizations can drive business success while simultaneously improving the personal lives of their teams. The conversation explores how people analytics teams can better align with business strategy by partnering with finance, sales, and operations, the importance of understanding different human experiences to build true empathy, and the ways AI can be leveraged to reduce repetitive drudgery and unconstrain teams. Dr. Fink also reflects on the necessity of cultivating a multidimensional identity to build resilience and combat burnout in today's demanding environments. Guest: Dr. Alexis Fink is a leader defined by her profound empathy and lifelong commitment to ensuring that the human remains at the heart of human resources. With an extensive background in organizational transformation and people analytics, she has led initiatives at companies like Meta, Microsoft, Intel, and BASF. Today, in her post-corporate season, she advises startups, teaches, and consults to help create workplaces where everyone truly belongs. Useful links: Dr. Alexis Fink on LinkedIn: https://www.linkedin.com/in/alexisfink Sanja Licina, PhD on LinkedIn: https://ar.linkedin.com/in/sanjalicina Learn more about QuestionPro: https://www.questionpro.com/ Check out the AI playbook recently published by the Stanford Digital Economy Lab: https://digitaleconomy.stanford.edu/publication/enterprise-ai-playbook/

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.

When your business is transforming, how do you make sure your people strategy is part of leading that change? In this episode of the Digital HR Leaders podcast, David Green is joined by Mattijs Mol, VP of HR Technology, Strategy and Insights at Wärtsilä, to explore what it really takes to run a people analytics function inside a business undergoing fundamental change. Join them, as they discuss: Why transformation creates new demands on people analytics and how to meet themWhat capabilities matter most when bringing workforce data sources togetherHow to make wellbeing land with the business by connecting it directly to performanceHow AI is reshaping the people analytics function and the wider workforceWhere the boundaries should be when AI starts influencing real workforce decisionsWhat the people analytics function could look like in five years This episode is sponsored by Visier. Visier Workforce AI is your GPS for workforce decisions. Spot attrition risk, uncover pay gaps, measure leadership impact, and track skills shortages before they slow growth. Then act. Align talent to real business outcomes. Across industries, HR and business leaders are using Visier Workforce AI to navigate the biggest workforce shifts of our time. Move from knowing to doing, faster. See it in action at visier.com Also, make sure to read to explore Visier's latest research on strategic workforce planning in the AI era. Hosted on Acast. See acast.com/privacy for more information.

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 does the next evolution of people analytics actually look like? As AI reshapes how organisations operate, people analytics is increasingly being drawn into more consultative, business-facing work - helping leaders think through decisions, guide adoption, and play a more active role in how work actually gets done. In this episode of the Digital HR Leaders podcast, host David Green is joined by Jamie Nevshehir, VP of HR Operations and People Analytics at NBCUniversal, to explore what that looks like in practice. So, hit play to learn more about: How to build a people analytics function from scratch and establish credibility earlyWhy strong data foundations still matter more than advanced analyticsHow to introduce a more consultative, business-facing approachThe role of people analytics in guiding and governing AI adoptionWhy dashboards are no longer enough on their ownHow the function is evolving toward influencing decisionsThis episode is sponsored by Visier. Visier Workforce AI is your GPS for workforce decisions. Spot attrition risk, uncover pay gaps, measure leadership impact, and track skills shortages before they slow growth. Then act. Align talent to real business outcomes. Across industries, HR and business leaders are using Visier Workforce AI to navigate the biggest workforce shifts of our time. Move from knowing to doing, faster. See it in action at visier.com Also, make sure to read to explore Visier's latest research on strategic workforce planning in the AI era. Hosted on Acast. See acast.com/privacy for more information.

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.

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture, brought to you by the HubSpot Podcast Network. This week, we are joined by Bill Yost, a People Analytics powerhouse who has operated at the very highest levels of data-driven culture. Bill spent four years running Googlegeist, Google's legendary annual survey that consistently achieved a staggering 90% response rate. Now leading analytics at Netflix, Bill joins Al and Leanne to explain why your employee engagement survey is likely failing—and how to fix it. In this episode, Bill pulls back the curtain on the "snake eating itself"—the cycle of performative surveying that destroys employee trust—and shares the exact framework used by tech giants to turn data into genuine organizational change.

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.

People analytics has spent years building credibility through data. Now the pressure is different. Business leaders aren't just asking for insight - they're expecting direction. Where should we invest? What should we stop doing? What risks are we not seeing yet? But many teams still find themselves pulled back into reporting cycles, ad-hoc requests, and an overemphasis on metrics that don't always lead to better decisions. So what shifts when people analytics starts operating more like a product and less like a project function? In this episode, David Green is joined by Ashar Khan, Head of People Insights and Solution Design at Autodesk, to explore how the function evolves from delivering data to shaping choices at scale. Join this conversation as they discuss: The skills and mindsets modern people analytics teams need beyond technical expertiseWhat an effective people analytics operating model looks like in practice The core capabilities required to bridge HR technology and HR strategy Where “metric fixation” leads organisations toward false confidence and poor decisions Why the assumption that AI automatically means “fewer people” misses the bigger picture Practical advice for CHROs building or redesigning a people analytics function today This episode is sponsored by Worklytics. How productive is your organisation, really? Worklytics makes it clear - with privacy-first insights from everyday work data. See how meeting volume, manager effectiveness, collaboration health, and AI adoption are impacting your team's focus, efficiency, and outcomes - so you can make smarter decisions, faster. No surveys. No assumptions. Just clear insight into work. Right now, Worklytics is offering podcast listeners a free 30-day trial of their productivity analytics dashboard. Learn more at worklytics.co/productivity Link to resources: The Strategic Workforce Planning Handbook David Edwards' Dark Artistry Newsletter Hosted on Acast. See acast.com/privacy for more information.

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.