Podcasts about redefining hr

What if HR wasn't the department you dreaded — but the partner that helped your team thrive?  In this episode of Scaling UP! H2O, host Trace Blackmore welcomes Tia Amundson, HR Director at HOH Water Technology, to explore how human resources can be a strategic driver of talent, culture, and profitability in the water treatment industry.  Redefining HR's Role  Tia shares her journey into water treatment and how she built HOH's HR department from the ground up. Instead of treating HR as a compliance function, she reframed it as a leadership partner—focused on employee connections, transparent communication, and culture building. From structured check-ins at 30, 60, and 90 days to coaching managers and bridging communication gaps, her approach ensures employees feel supported, heard, and connected.  Culture as Competitive Advantage  HOH's success story demonstrates how culture directly shapes business outcomes. Tia explains how open-book management, employee engagement surveys, and intentional recognition programs have increased retention, profitability, and trust across the organization. By aligning HR strategies with EOS (Entrepreneurial Operating System), HOH has cultivated an environment where employees thrive and deliver exceptional service.  Talent, Retention, and the Future of HR  Finding and retaining the right people remains one of the industry's biggest challenges. Tia outlines the importance of a clear employee value proposition, authentic recruiting practices, and a commitment to work-life balance. She also discusses how HR will evolve over the next decade, balancing automation with the irreplaceable human element of caring for people.  Dream Management and Employee Growth  As a Certified Dream Manager, Tia integrates personal growth with professional development. By helping employees pursue their own dreams, HOH has fostered deeper engagement, loyalty, and breakthroughs that extend far beyond the workplace.  Conclusion  For leaders in the water treatment industry, this episode challenges you to view HR not as a cost center, but as a powerful lever for long-term success. Strategic HR practices can reduce turnover, build culture, and give your organization a competitive edge.  Stay engaged, keep learning, and continue scaling up your knowledge!    Timestamps  02:28 - Trace Blackmore welcomes listeners, shares personal “sharpen the saw” growth theme  04:53 - Sharpen-the-saw story  08:10 - Water You Know with James McDonald  10:05 - Upcoming Events for Water Treatment Professionals   13:15 - Interview with a friend and Rising Tide Mastermind member Tia Amundson, HR Director, HOH Water Technology   13:30 - HR as employee connection + leadership alignment, not a “principal's office”  16:32 - From hiring to long-term care  19:14 - Coaching managers  23:49 - Turnover → P&L  33:12 – Recruitment Realities   44:03 – Dream Manager Program  48:11 – Overcoming Skepticism   50:02 – The Future of HR  51:13 – Start/Stop for HR  52:50 – Foundational operating system (EOS) first    Quotes  “HR isn't about punishment—it's about building trust, culture, and strategic advantage.”  “Pour into your employees, and they will pour into their work. That discretionary effort is what differentiates great companies.”  “Open communication and transparency aren't soft skills—they're the foundation of an intentional culture.”  “We started this interview saying we'd shatter how people think about HR—and I think we've shattered about a dozen things already.”   “When you engage employees in their personal dreams, you directly impact workplace engagement.”    Connect with Tia Amundson Phone: +12247721377  Email: tamundson@hohwatertechnology.com   Website: www.hohwatertechnology.com   LinkedIn: https://www.linkedin.com/in/tia-amundson-shrm-cp/     Guest Resources Mentioned   HOH Water Technology   EOS (Entrepreneurial Operating System)   Gallup Q12 Engagement Survey   The Dream Manager by Matthew Kelly  How to Be a Great Boss: Gino Wickman, René Boer  Traction by Gino Wickman  Three Signs of a Miserable Job by Patrick Lencioni   Wellbeing at Work: How to Build Resilient and Thriving Teams by Jim Clifton (Author) & Jim Harter   People: Dare to Build an Intentional Culture (The EOS Mastery Series) by Mark O'Donnell (Author), Kelly Knight (Author), CJ DuBe' (Author)   Beyond High Performance by Jason Jaggard    Scaling UP! H2O Resources Mentioned  AWT (Association of Water Technologies)  Industrial Water Week  Scaling UP! H2O's Industrial Water Week Resources Scaling UP! H2O Academy video courses Submit a Show Idea  The Rising Tide Mastermind   Water You Know with James McDonald  Question: What are some reasons for softener resin beads to crack?    2025 Events for Water Professionals  Check out our Scaling UP! H2O Events Calendar where we've listed every event Water Treaters should be aware of by clicking HERE.     

In this episode of the HR Mixtape podcast, host Shari Simpson sits down with Dr. Dieter Veldsman, Chief Scientist at AIHR. They delve into the integration of AI in HR practices, emphasizing the importance of managing the narrative around AI to alleviate fears and enhance employee experience. This conversation is particularly timely as organizations navigate the complexities of AI adoption while striving for inclusive leadership and data-driven decision-making. Listener Takeaways: Learn how to effectively introduce AI into your talent strategies without overwhelming your team. Discover why understanding the ethical implications of AI is crucial for fostering a diverse and inclusive workplace. Explore strategies for enhancing data literacy within HR to leverage analytics for better decision-making. Hit “Play” to gain insights on transforming HR practices with AI! Guest(s): Dr. Dieter Veldsman, Chief Scientist, AIHR

In this special episode of The New Talent Code, we take you inside Cultivate '25, our annual talent summit where HR and industry thought leaders share research and advice about how we can all shape the future of work with AI. From the debut of our fully autonomous AI interviewer to lessons on human-AI collaboration, decentralized leadership, and the business case for ongoing AI calibration—these were the moments that made us rethink what's possible. In this episode, we highlight: How agentic AI is moving beyond chatbots to become a decision-making partner. Why Bayer and Arcadis rebuilt job architecture to enable dynamic, skills-based teams. What Deloitte and Fortive learned about refining AI for faster, better hires. You can find the full sessions from Cultivate ‘25 available on demand: https://eightfold.ai/cultivate.

Ready to transform your HR operations? Download Deel's free AI-powered HR guide and discover how to streamline processes, stay compliant, and scale globally with ease: https://www.deel.com/resources/ai-in-hr-global-organizations/?utm_medium=sponsored-newsletter&utm_source=nickday&utm_campaign=ww_engage_download_nickday_sponnewsletter_hrnewsletter-theroleofai-jun25_platfpod_all&utm_content=engage_platfpod_sponnewsletter_theroleofai-dedicated-hr_enWhat does it really mean to build human-friendly workplaces in a world increasingly shaped by AI?In this episode of the HR L&D Podcast, Nick Day is joined by Kate O'Neill, internationally recognized tech humanist, futurist, and author of What Matters Next. Together, they explore how HR leaders can navigate rapid technological change while preserving human values, purpose, and culture.Whether you're grappling with AI integration, cultural transformation, or just trying to stay ahead, this conversation is your blueprint for leading with intention.Listen in and discover how to shape the future of work—without losing your soul.Kate's LinkedIn: https://www.linkedin.com/in/kateoneill/Nick Day's LinkedIn: https://www.linkedin.com/in/nickday/Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter - https://jgarecruitment.ck.page/23e7b153e7(00:00) Preview(02:51) Introducing Kate O'Neill (04:06) Redefining HR in the Age of Tech(07:53) Framework for Future-Focused Leadership (13:00) The Key to Smarter Decision-Making (17:51) Why Data Alone Isn't Enough for AI and Automation (22:41) Building Human-Ready Workplaces(30:59) Navigating AI Bias(34:32) Netflix Case Study (36:48) Levi's Pandemic Pivot: Human-Centered Digital Transformation (42:17) The Real Purpose of Technology (46:42) How HR Can Lead with Meaning in an AI World (49:22) Why Responsible Tech Belongs in HR (50:34) One Action to Improve the Future of Work

What's up, E1B2 famToday's episode is personal. I'm introducing a brand-new series we're launching called Next-Gen Disruptors —and this one's for the bold HR leaders out there who are tired of checking boxes and ready to challenge the way we actually build for people.This series is about those of us who are rethinking what HR can be—leaders who are innovating around talent, culture, L&D, and recruiting in ways that actually drive business and human outcomes. These aren't theoretical frameworks. These are real operators doing real work, grounded in empathy, experimentation, and execution.So if you've ever felt like the traditional playbook doesn't fit who you are or how you lead—this series is for you. We're shining light on the next-gen disruptors who are building the future of work from the inside out.Let's dig in. Let's get honest. Let's build better.

What if you could predict who will thrive in your organisation — not based on resumes, but by understanding how their brain works? In human resource management, neuroscience and AI are increasingly being used to gain deeper insights into employee behaviour, decision-making, and performance. Parul Sharma, Global Head of HR Business Partnering for Group Functions, The Economist Group shares more about the potential of neuroscience and AI in redefining HR practices.See omnystudio.com/listener for privacy information.

Deidre Lane is an entrepreneur, HR strategist, and business leader helping organizations align people with purpose. As the Founder and Owner of OptimaHR, she empowers small and medium-sized businesses with tailored, innovative HR solutions that transform people management into a strategic driver of success.Deidre's entrepreneurial story began during her time at the Edwards School of Business. While still a student, she gained hands-on business experience by supporting her husband in launching and growing his construction company. This early exposure to entrepreneurship taught her the value of resourcefulness, adaptability, and the power of combining people-focused leadership with operational efficiency.Her career took a pivotal turn when she joined zu, a leading digital design and development agency, where she spent over a decade. As Director of People Strategies, Deidre revolutionized the company's approach to HR, transforming it into a core business function that supported recruitment, onboarding, employee engagement, and operational excellence. She developed innovative processes, coached leaders through complex change initiatives, and created structures that prioritized employee well-being while driving organizational results. Her ability to position HR as a strategic partner earned her a reputation as a trailblazer in the field.Deidre reflects on key turning points in her career, including the courage it took to leave a role she loved to pursue a new challenge. She discusses how she recognized her growing desire to step out on her own, ultimately founding OptimaHR, where she now helps other entrepreneurs navigate the complexities of managing people in a way that aligns with their unique business goals.Deidre's leadership style has evolved over the years, shaped by experiences that span managing restaurant teams in her early career to guiding business owners as an HR consultant. She is deeply passionate about building environments where employees thrive and businesses succeed. Her philosophy is rooted in the belief that strategic HR isn't just about policies and procedures—it's about unlocking the full potential of people to create lasting impact.Show Notes:Connect with Deidre and learn more about her work:LinkedIn:  https://www.linkedin.com/in/deidre-lane OptimaHR:  https://optimahr.ca/ OptimaHR LinkedIn: https://www.linkedin.com/company/optimahr/ OptimaHR Instagram:  https://www.instagram.com/optima_hr/  Connect with The After Business School SpecialInstagram: @afterbusinesspodcastJoin the community: https://www.linkedin.com/groups/14250411/Stay in the know: http://eepurl.com/io8Z6AThis podcast is in partnership with the Edwards School of Business, University of Saskatchewan.

In this episode of TribePod, the Proactive Talent Podcast, host Matt Staney welcomes longtime friend and visionary HR leader Lars Schmidt. As the founder of Amplify Talent, author of "Redefining HR," and host of the "Redefining Work" podcast, Lars has transformed modern HR with his advocacy for open-source HR practices and his contributions to iconic brands like NPR, SpaceX, and Hootsuite. Join Matt and Lars as they take a deep dive into Lars' career journey—from his early days as a technical recruiter to his pioneering role as an author, speaker, and community builder. They discuss the evolution of HR, the future of AI in the workplace, and how emerging technologies are reshaping the field of talent acquisition. Plus, Lars opens up about his decision to step back from Amplify Talent and return to in-house work, sharing valuable insights on leadership, community, and finding fulfillment in the ever-changing world of HR. Whether you're an HR professional, a recruiter, or just interested in the future of work, this episode is packed with inspiration, practical takeaways, and thought-provoking ideas. Tune in, and be ready to rethink the future of HR with Matt and Lars.

In this episode of AI-volution: Redefining HR, Harry West and Lynsey Hathcock, Principal Consultants in Mercer's HR Next practice, discuss the implementation of AI in HR organizations. They explore how organizations can get started on their AI journeys, the key factors to consider on the journey, and the role of HR in driving the conversation. They also discuss the integration of AI into existing systems and processes, the potential impact on HR roles, and the importance of change management. West and Hathcock emphasize the need for a strategy, experimentation, and monitoring to ensure the successful deployment and sustainment of AI in HR. Takeaways: HR organizations are increasingly interested in implementing AI technologies to improve their processes and enhance the employee experience. Getting started on the AI journey requires a clear strategy, considering factors such as governance, collaboration with IT, and identifying the areas where AI can have the most impact. Integrating AI into existing systems and processes can streamline workflows and improve efficiency. AI has the potential to transform HR roles, allowing HR professionals to focus on more strategic and value-added activities. Change management is crucial for the successful deployment of AI in HR, and organizations should continuously monitor and evaluate the impact of AI to ensure desired outcomes.

In this HR Sound Off podcast episode, we welcome Bill Brown, Principal and Chief People Officer at Think People.Culture. Bill shares his inspiring journey through HR, offering valuable advice for those aspiring to become a Chief People Officer. We dive into his book Don't Suck At Recruiting, and get a sneak peek into his upcoming release, Don't Suck at Culture. Bill emphasizes the importance of ethical consistency in HR and building early company wins. He also shares his favorite reads, including Redefining HR by Lars Schmidt and insights from the Harvard Business Review. This episode is packed with practical insights and resources for HR professionals aiming to excel in their careers. Don't miss out!

In this episode of AI-volution: Redefining HR, Mercer Global HR Transformation COE Leader, Emily Liddle, interviews Mercer Asia Regional HR Transformation Leader, Miriam Daucher, about the impact of AI in the APAC and Asia market. Daucher shares her insights on the trends and themes she has observed since AI has become more prevalent in her region. She highlights the diversity and cultural differences in Asia, as well as the varying levels of AI adoption and governance. Daucher also discusses specific examples of how AI is being leveraged in different countries, such as Japan's transformation of work models and China's unique AI solutions. She emphasizes the openness and ambition of Asian countries to embrace AI innovations. They conclude by discussing the opportunities and challenges of AI implementation in Southeast Asia and the importance of data protection and employee engagement. Takeaways: Asia is a diverse region with varying levels of AI adoption and governance. Japan is undergoing a transformation in work models, moving from a lifetime employment contract to a job-based model. China has its own AI solutions and is open to embracing AI innovations. Southeast Asia is a major disruptor in the AI space, with countries like Indonesia and Malaysia leading the way. Data protection and employee engagement are important considerations in AI implementation.

In this episode of AI-volution: Redefining HR, Kristin Rhebergen, Mercer Principal Digital HR Consultant, deems 2024 the year of education and experimentation in AI and HR. HR teams are diving deeper into understanding practical and transformative applications of generative AI. Access to AI tools is a constraint for HR, but organizations are allowing employees to access public platforms and models with strict policies. She goes into how HR is often leading the way in partnership with IT. Education and experimentation in AI should involve stakeholders from all parts of the organization. Rhebergen urges organizations to start small and focus on both tactical and transformative use cases. Use public AI tools for learning, experimenting, and creating proofs of concept. Lastly, it's important to educate, practice, and collaborate to stay ahead in the AI journey. Takeaways: 2024 is the year of education and experimentation in AI and HR HR teams are diving deeper into understanding practical and transformative applications of generative AI Access to AI tools is a constraint for HR, but organizations are allowing employees to access public platforms and models with strict policies HR is often leading the way in partnership with IT Education and experimentation in AI should involve stakeholders from all parts of the organization Start small and focus on both tactical and transformative use cases• Use public AI tools for learning, experimenting, and creating proofs of concept It's important to educate, practice, and collaborate to stay ahead in the AI journey

In this episode of AI-volution: Redefining HR, Mercer AI Strategy & Innovation Leader, Adriana O'Kain, and Mercer HR Transformation Services Leader, Alex Zea, discuss the future of HR in the context of AI. They emphasize the need for HR to focus not only on tactical implementation but also on strategic thinking and the role of HR in caring for the human element in AI-driven teams. They highlight the importance of education, experimentation, and enablement in getting started with AI in HR. O'Kain and Zea also go over the value of innovation labs in driving change and embedding AI learnings. Finally, the two stress the need for a mindset shift and rethinking ways of working to fully leverage the potential of AI in HR. Takeaways: HR needs to focus on both tactical implementation and strategic thinking in the context of AI. Caring for the human element in AI-driven teams is crucial for HR. Education, experimentation, and enablement are key to getting started with AI in HR. Innovation labs can drive change and embed AI learnings in HR. A mindset shift and rethinking ways of working are necessary to fully leverage the potential of AI in HR.

In this episode of AI-volution: Redefining HR, Mercer Global HR Transformation COE, Emily Liddle, and Mercer AI Products Sales Leader - EU and UK, David Osborne, discuss their perspectives on the impact of AI on the HR function. They share insights from their conversations with clients and highlight the challenges organizations face in adopting AI. The majority of companies are not ready for AI implementation, both in terms of technology infrastructure and skills. Only about 10% of organizations feel prepared for AI; companies struggle with attracting and retaining individuals with the necessary AI skills. Two use cases of AI in HR are brought up in the episode: generative AI for policy harmonization in M&A processes and AI tools for skills mapping and career path recommendations. The two delve into the future of AI in HR and the potential impact on recruitment, hiring, and skills assessment. They further talk about the role of AI in coaching and people management, as well as the ethical considerations of AI. They wrap up by discussing the challenges of data readiness and integration; human involvement is essential in the AI process. Follow Emily and David on LinkedIn to learn more from them. Takeaways: The majority of organizations are not ready for AI implementation in the HR function. Companies struggle with attracting and retaining individuals with AI skills. Generative AI can be used for policy harmonization in M&A processes, saving time and effort. AI tools can help map skills and recommend career paths, facilitating lateral movement within organizations. AI tooling will play a significant role in recruitment and hiring processes, with a focus on context and skill assessment. AI can assist in generating executive summaries of CVs and provide targeted assessments of candidates. Skills assessment will see an increase in the use of AI. The role of HR professionals in implementing AI is crucial, as they need to ensure data readiness, integration, and ethical use of AI. Human involvement and the role of people managers remain essential in the AI-driven HR landscape.

In this episode of the AI-volution: Redefining HR podcast, Jason Averbook is joined by Ravin Jesuthasan, Mercer Global Transformation Services Leader, to discuss the impact of AI on work, HR, and humanity. They explore the misconceptions around AI and the need for a clear understanding of its different applications. They also discuss the transformation of work and the skills needed in the workforce. The conversation highlights the importance of re-architecting work for a generative AI-ready environment and the need for continuous reinvention. The two cover the impact of AI on work and the need for organizations to understand the nuances of skills and job transformation; Averbook and Jesuthasan emphasize the importance of redesigning work to leverage AI and automation effectively. They delve into the societal implications of AI and the need for proactive measures to address the rapid advancements in technology. Continuous learning, experimentation, and consideration of ethical and humanistic perspectives sit at the center. The conversation concludes with a sense of excitement and responsibility to shape the future of work for the better. Check out Ravin's website and books: Work Without Jobs: How to Reboot Your Organization's Work Operating System Transformative HR Lead the Work: Navigating a World Beyond Employment Reinventing Jobs: A 4-Step Approach to Applying Automation to Work The Fast Future Blur: Discover Transformative Interconnections Shaping the Future HR 4.0: Shaping People Strategies in the 4th Industrial Revolution Takeaways: AI is having a profound impact on work, HR, and humanity, and it is important to understand its different applications. The transformation of work is happening rapidly, with significant changes in the skills needed in the workforce. Generative AI has the potential to reshape work by allowing machines to work with humans, rather than humans having to learn how to use machines. Re-architecting work for a generative AI-ready environment is crucial for realizing the full potential of AI. Continuous reinvention is necessary to adapt to the changing landscape of work and technology. AI and automation have a nuanced impact on work, requiring organizations to understand the transformation of skills and jobs. Redesigning work is essential to effectively leverage AI and automation, leading to increased capacity, reskilling opportunities, and new types of skills. The rapid advancements in AI technology raise concerns about societal implications and the need for proactive measures and safeguards. Continuous learning, curiosity, and learning agility are crucial for individuals and organizations to navigate the complex and evolving landscape of AI. Leaders must take responsibility for shaping the choices and governance around AI, considering long-term consequences and humanistic perspectives.

In this episode of AI-volution: Redefining HR podcast, Tara Cooper, Work Tech Analyst at Mercer, discusses her recent tour of analyst days and industry conferences across the United States, focusing on the presence and impact of AI in HR technology. She highlights the unique approaches of companies like Paradox, Phenom, Walkme, and the Unleash America Conference, emphasizing the need for a realistic and strategic approach to AI adoption in HR. Follow along Tara Cooper's epic AI and HR Technology adventures by following her on LinkedIn https://www.linkedin.com/in/taracooper1/. Takeaways: AI in HR Technology is being approached in unique and impactful ways by companies like Paradox, Phenom, and Walkme. The Unleash America Conference emphasizes the need for a realistic and strategic approach to AI adoption in HR, focusing on solving real challenges. AI is out of the bag and here to stay, but it doesn't have to be scary or hard. Organizations need to have the courage to explore it and prepare their people for it.

An inspiring episode with Rasmus Holst who is the CEO of Annamas 365. We discussed the company's rapid scaling, emphasizing human success, accountability, and cross-team collaboration for creating a healthy workplace culture. Some of the key takeaways: Prioritizing human success: Redefining HR paradigms, focusing on customer success, personal growth, and fostering engagement. Strategic global expansion: Leveraging partnerships instead of physical presence for efficient scaling, particularly within the Microsoft ecosystem. Cultivating accountability and collaboration: Leadership fosters a healthy workplace culture by empowering decision-making, fostering accountability, and encouraging cross-team collaboration, fostering innovation and autonomy. Continuous feedback and engagement: Regular check-ins and weekly engagement surveys facilitate open communication, ensuring alignment, and adapting to evolving employee needs and preferences. These and much more in this special episode. Until the next episode, stay INSPIRED and make the biggest difference in your area of responsibility and beyond. For any inquiries, please contact fouad@alame.ch

In this episode of HR Heretics, Kelli and Nolan are joined by Kristy McCann Flynn, a seasoned HR professional with 25 years of experience, who shares her journey from working in traditional HR roles to founding SkillCycle, a company aimed at revolutionizing talent development and performance management.The lively debate covers the evolving role of HR,  why HR software purchasing power might be changing, why  HR practitioners are doing it wrong if the 50% of their time is spent hearing staff concerns, and as ever, the fundamental importance of aligning HR initiatives with business outcomes.HR Heretics is part of the Turpentine podcast network. Learn more: www.turpentine.coThis episode is brought to you by AttioAttio is the next generation of CRM. It's powerful, flexible and easily configures to the unique way your startup runs, whatever your go-to-market motion. The next era deserves a better CRM. Join Replicate, ElevenLabs, Modal and more at https://bit.ly/AttioHRHereticsLINKS: https://www.skillcycle.com/KEEP UP WITH KRISTY, NOLAN + KELLI ON LINKEDIN Kristy: https://www.linkedin.com/in/kmflynn/ Nolan: https://www.linkedin.com/in/nolan-church/ Kelli: https://www.linkedin.com/in/kellidragovich/TIMESTAMPS:(00:00) Intro(00:41) The Genesis of SkillCycle: A Response to Industry Frustrations(01:17) Navigating Corporate America's Challenges and Changes(03:29) Revolutionizing Talent Development(04:20) Transforming HR and Talent Management(04:54) Addressing the Skills Gap: A New Approach to HR Tech(05:33) The Business Case for Investing in Talent Development(09:04) SkillCycle's Strategy: Performance, Engagement, and Learning(09:26) Skill Development vs. Hiring(13:20) Sponsor: Attio(16:31) Enabling Your Entire Workforce(17:39) Investing in Employees Without Bias(20:04) Burnout in HR(24:18) The Future of HR and Shifting Focus to Business Leaders(27:37) Strategies for Professional Development and Growth(29:04) Navigating Budgets and Building Relationships with CFOs(31:02) The Importance of Business Acumen in HR(32:12) Redefining HR's Role Beyond Being a Complaint Department(37:29) On Engagement and Pulse Surveys(43:26) Transitioning from HR to CEO: Insights and Reflections(47:31) Optimism vs. Pessimism in Leadership(50:00) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

In this episode of the AI-volution: Redefining HR podcast, Jason Averbook interviews Amy Blankson, Chief Evangelist at the Digital Wellness Institute, about the concept of digital wellness and its impact on happiness. They discuss the evolution of concerns around technology and happiness, the importance of human behavior in determining happiness, and the need for individuals and organizations to take responsibility for their digital wellness. Averbook and Blankson also explore the measurements of digital wellness and the role of AI in relationships and well-being. The episode concludes with a discussion on Digital Wellness Day and the future of digital wellness. Learn more about Amy Blankson by following her on LinkedIn and checking out the Digital Wellness Day website. Takeaways: Digital wellness is about optimizing health and wellness in a hyper-connected world. Concerns about technology and happiness have evolved over time, but it is the way we use technology that impacts our happiness. Digital wellness is a joint responsibility of individuals and organizations. Measuring digital wellness is important to understand and improve our relationship with technology. AI can play a role in well-being, but human connection and understanding are still essential. Digital Wellness Day is an opportunity to reflect on our digital habits and have conversations about digital wellness.

What if you found yourself at a crossroads in your career, having to navigate complex situations such as laying off a co-worker? Welcome Madison Buzynski and Kara Harris, two HR generalists from VGM, who shed light on the emotionally charged side of HR that often goes unnoticed. They also discuss their journeys, striking a balance between the high-pressure requirements of their roles and the emotional toll it can sometimes take.This conversation takes a deeper turn as we, along with Madison and Kara, question the norms and challenge the status quo in the HR industry, particularly in the face of a global pandemic. We also explore how VGM is leading the way in emphasizing mental health and emergency response preparedness as integral aspects of their HR policies. With a wealth of insights drawn from real-world experiences, this episode is sure to leave HR professionals and curious listeners with a newfound perspective on the HR landscape. Tune in for an eye-opening discussion that will challenge your preconceived notions about human resources.Support the showRebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work. Please connect to continue the conversation! https://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcasthttp://www.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/

"Balancing demand and supply is paramount in talent acquisition. Recent layoffs in major companies highlight the consequences of an imbalance. It's crucial for organizations to align their workforce needs with market realities to maintain stability."In this episode of The Shape Of Work podcast, join us on a captivating journey, as we unfold the transformation of HR roles with Ankush Gupta, Talent Consultant at EY. Angush, with his enriching expedition from a software developer to an HR professional, shares some profound insights about the evolution of HR roles. With over a decade of professional experience, he has contributed his expertise to renowned organizations including Tata Consultancy Services, KPMG, and Infosys. He holds an Engineer's Degree from Shri Mata Vaishno Devi University and furthered his education with an MBA and PhD from the esteemed National Institute of Technology Warangal.In this episode, Ankush unravels the impact of real-time analytics on HR decision-making. He emphasizes the significance of engagement surveys, data visualization, and statistical tools in HR analytics. Episode HighlightsThe evolution of HR over the yearsHow is HR analytics reshaping decision-making in real-time?The challenges of talent acquisition and retention and the need for organisations to invest in technologyImportance of developing learning agility in the digital landscapeFollow Ankush on LinkedinProduced by: Priya BhattPodcast Host: Riddhi AgarwalAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

"To effect change and gain stakeholder buy-in, learning the art of implementation and adeptly addressing challenges is paramount. This is especially crucial for an HRBP striving to align with the business goals."Imagine charting a course for a career in physics, only to find your true calling in the field of Human Resources. That's the story of our guest in today's episode of The Shape Of Work, Ankit Menaria, HR Business Partner at BYJU'S, whose journey has been anything but conventional. With over eight years of extensive professional experience, Ankit has demonstrated his expertise in diverse organizational settings, including notable stints at Lipi Data Systems, Jindal Stainless, and Darwinbox. He pursued his B.Sc at Mohanlal Sukhadia University, followed by an M.S.W from the prestigious Udaipur School of Social Work.In this episode, Ankit discusses the hurdles he faced bringing e-learning to HR groups and how he overcame them with awareness and agility. From setting small, achievable goals to finding an accountability partner, he shares practical advice on making remote work, work for you.Episode HighlightsImportance of data accuracy in HR and the impact of culture in an organisationImportance of dressing professionally and highlighting benefits for stakeholdersChallenges of facilitating skills development and learning opportunities for employeesWhy is adapting to digitalization in the workplace important?Follow Ankit on LinkedinProduced by: Priya BhattPodcast Host: Riddhi AgarwalAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

Welcome to the AI-volution: Redefining HR podcast! Jason Averbook is back, recording from Singapore. In this episode, Jason delves into three main topics. First, AI governance, explaining its importance as a set of guidelines for responsible AI development and use. Second, the impactful announcement of Meta's SeamlessM4T, an AI-powered translation engine that directly converts spoken words between languages, revolutionizing communication in HR. And lastly, Jason demystifies large language models (LLMs) contrasting their capabilities with traditional AI and illustrating their dynamic, human-like understanding and interaction. Tune in to explore how AI is reshaping HR's landscape. List of reasons  for Code of Ethics: Transparency Fairness  Privacy Accountability Beneficence Continuous Improvement Collaboration Education Integrity Public Good

On this episode of Redefining HR, I'm joined by David Rogier, founder and CEO at MasterClass. We discuss lessons learned as a founder, how he's empowering businesses through MasterClass at Work and why education can also be entertaining.

Welcome back to Mercer | Leapgen's AI-volution: Redefining HR podcast. In this episode, Jason Averbook will take you on a journey into the world of AI-powered large language models (LLM) without the technical jargon. Large language models are like the brilliant minds of artificial intelligence. They can comprehend human language, generate creative content, and offer unparalleled insights. Picture an AI assistant that understands and interacts with customers like a human, streamlining customer service and enhancing user experiences. Join us as we explore how LLMs can empower your organization to thrive in the AI-driven future. Be sure to subscribe to the AI-volution podcast to stay tuned for inspiring stories, practical insights, and valuable strategies to leverage the full potential ofAI.

Welcome to Mercer's, AI-volution: Redefining HR podcast. This will quickly become your go-to resource for staying informed about the latest tools, platforms, and trends surrounding all things Generative AI. Each week we'll discuss the cutting-edge technologies offering valuable insights to support & empower HR leaders. Don't miss an episode as top thought leaders, industry influencers & subject matter experts, share their point of view & analysis as they tackle hot topics around artificial intelligence and automation tools for data analytics and employee experience that are shaping & redefining the future and the NOW of HR. Want to learn more about Mercer | Leapgen? Let's connect! https://leapgen.com/contact/#consultation

Lars Schmidt is a well-known expert and practitioner in the field of HR and talent acquisition. He is the founder of Amplify, a consulting firm that helps organizations build more inclusive and effective workplaces.    Prior to founding Amplify, Lars served in senior HR leadership roles at companies such as Ticketmaster and NPR. He is also the co-founder of the HR Open Source (HROS) movement, which is a global community of HR professionals dedicated to sharing knowledge and resources to advance the practice of HR.    Lars is a regular speaker at conferences and events and has been featured in numerous media outlets, including Forbes, The Wall Street Journal, and Fast Company. He is the author of ‘Redefining HR' and host of the Redefining HR podcast and media series.  

Kate Davis talks with Lars Schmidt about what a progressive, employee-centric human resources department would look like? What roles would it contain? And, If there is a future where HR is no longer the butt of office jokes?  Lars is the founder of the HR consultancy Amplify, speaker,  host of the Redefining Work podcast, author of the book Redefining HR, and a regular contributor to Fast Company

Welcome to the debut episode of Redefining Work, a rebranding of my long-running podcast Redefining HR. This season, we're expanding beyond pure HR coverage to discuss the new world of work from the perspective of leading thinkers, doers and practitioners. This episode features returning guest Marcus Buckingham, who is head of research, people and performance at ADP Research Institute. We discuss what Marcus sees for 2023's work trends, how data can support the shift to skills-based hiring, and much more.

In this fun episode, Rick and Kaleem have a lively discussion with Lars Schmidt, Founder at Amplify, a company he founded in 2013. Amplify is a multifaceted business that supports and drives the HR community to meet this moment through: HR executive search, HR & leadership development (Amplify Academy), editorial projects, and a robust global community of modern people leaders. Lars' personal mission is accelerating innovation in HR, and he has the track record to prove it. He was Vice President of HR at Ticket Master. He was also Senior Director of Talent Acquisition at NPR. Did you know he was  a contributing writer for Fast Company and Forbes? As if those accolades weren't enough, THE Adam Grant wrote him a testimonial for his book Redefining HR. Adam Grant! Lars is the real deal. Would you expect anything less from a congenial fellow who was once a trapeze artist specializing in the Backend Hocks Off? Didn't think so.We had a blast in this episode, and really learned a lot. Thanks, Lars!

In this episode of Redefining HR, I'm joined by Workday's chief people officer, Ashley Goldsmith. Ashley and I discuss how she's helped scale Workday, the skills HR teams need to grow and much more. This episode is the season finale of Redefining HR. In January, for season nine, we're evolving this podcast into Redefining Work. I'm excited for Ashley to help us close out season eight and be a part of this milestone for Redefining HR.

In this episode of Redefining HR, I spoke with PepsiCo's SVP and Chief Design Officer, Mauro Porcini. Mauro and I discuss what great design looks like, how it ties to innovation and insights from his recent book, “The Human Side of Innovation.” We also discuss why everyone is a designer in many ways.

Welcome to a special episode of Redefining HR. For the past three years, I've had the privilege of hosting this podcast, and I've seen quite a bit of change during that time. Today, I'm excited to share how the podcast will also be changing in 2023.

In this episode of Redefining HR, I spoke with Northwestern Mutual Executive Vice President and Chief HR Officer Don Robertson. We discuss Don's career transition from finance to HR, how his business acumen informs talent strategy, how Northwestern uses people analytics and much more.

Welcome back to the Robin Zander Show! Today's episode is an interview I did on my friend Lar Schmidt's Redefining HR podcast.  In this interview, we discuss my atypical career path, creativity and digital storytelling, and our work in video at Zander Media. We also talk about Zander Media's new documentary, “Parenthood @ Work.” I've long admired Lars and his work at Amplify Talent, so it was a pleasure to sit down with him and talk about the future of HR and the importance of people.  Enjoy!  

In this episode of Redefining HR, I'm joined by Johnson & Johnson's head of global talent management, Michael Ehret. Michael and I discuss his background, his work at J&J, how he thinks about innovating on a global scale and more.

In this episode of Redefining HR, I speak with Kerry Chandler, chief people officer at Bombas. We discuss her career path, what led her to Bombas and how she builds effective people teams. Kerry also shares how early career heads of people can align people strategy with the organization and build strong relationships with the board of directors.

In this episode of Redefining HR, I speak with NASA Chief Human Capital Officer Jane Datta. We discuss her career and how she leads the people team at one of the world's most recognized organizations. We also discuss how NASA approaches recruiting in a high-volume environment and how the agency puts people first.

This episode of Redefining HR is different from my normal format. There will be no video, guests or conversations specifically about innovative HR practices. Today, I'm talking about one of the universal life experiences of being human — living with grief.

This episode of Redefining HR is different from my normal format. There will be no video, guests or conversations specifically about innovative HR practices. Today, I'm talking about one of the universal life experiences of being human — living with grief.

In this episode of Redefining HR, I speak with Credit Karma Chief People, Places and Publicity Officer Colleen McCreary and Vice President, Head of Global Talent Acquisition, Ashleigh Anderson. We discuss their work at Credit Karma, including how they avoid layoffs. Colleen and Ashleigh discuss their unique approach to redeploying and reskilling talent and how it's helped them avoid layoffs.

In this episode of Redefining HR, I'm joined by Zander Media's founder and CEO, Robin Zander. We discuss his career path, creativity and digital storytelling, and his work in video production at Zander Media. We also talk about his new documentary, “Parenthood @ Home.”

In this episode of Redefining HR, I spoke with Melissa Daimler, chief learning officer at Udemy and author of the new book “ReCulturing: Design Your Company Culture to Connect with Strategy and Purpose for Lasting Success.” Melissa and I talk about her book, her career path and how learning and organizational development have evolved. We also discuss how to intentionally apply system thinking to design so you can reculture the workplace.

In this episode of Redefining HR, I'm joined by Electronic Arts Chief People Officer Mala Singh. We discuss her background in HR, how international assignments shaped her view on global people practices, how she thinks about innovation at scale in hybrid work and much more.

One of the most important relationships in a workplace is the dynamic between the chief people officer and the founder-CEO. No one knows this better than Lynee Luque, CPO at NerdWallet. In this episode of Redefining HR, Lynee and I discuss her shift from finance and consulting to HR, how the dynamic shifts for a CPO when working with a founder-CEO versus an established CEO, and how she's fueled growth by working with her CEO.

In this episode of Redefining HR, I'm joined by my good friend AJ Thomas, the chaos pilot for people and culture at X, the moonshot factory. AJ and I discuss her career and many other interests, what it means to surf the chaos in HR, the idea behind moonshots and how it can relate to personal goals.

In this episode of Redefining HR, I speak with Rapid7 Chief People Officer Christina Luconi. Christina and I discuss her career with high-growth startups and tech companies in the Boston ecosystem and her role in navigating hyper-growth at Rapid7. We'll also get her thoughts on building work relationships and why the CEO and CPO need to trust in each other.

In this episode of Redefining HR, I spoke with Envoy's chief people officer, Annette Reavis. Envoy is a workplace platform that helps companies manage hybrid work. Annette and I discuss her background, her career transition from finance to HR and her thoughts on building hybrid organizations. We also dive into her past experience at Facebook.

In this episode of Redefining HR, I sit down with Liz Fosslien, author and head of communications and content at Humu, a company dedicated to making work better with science, machine learning and a bit of love. Liz and I discuss her career journey, her role at Humu and her work as an author and illustrator. We also dive into the creative process for the Liz and Mollie illustrations and how they have bridged the gap between emotions and work.

Welcome to season eight of the Redefining HR podcast! There are a lot of exciting things happening in the Amplify world. Season eight will be a fun journey, with incredible guests, the new Amplify Academy and more ways to engage and collaborate with listeners.