Podcasts about what hr

Strategic workforce planning is back, and not in a nostalgic “this trend is back around” kind of way. It is back because the old staffing model, react late, hire fast, hope the market delivers, is failing more often than it works. The biggest misunderstanding is still the same one: strategic workforce planning is not long-term headcount forecasting. It is not a spreadsheet exercise dressed up with better visuals. It is a business discipline that exists for one reason, to stop leaders from committing to strategies the workforce cannot deliver.In this episode of Workplace Stories, David Edwards, author of The Strategic Workforce Planning Handbook, lays out a definition of SWP that is refreshingly usable. Strategic workforce planning is workforce planning for the strategic things in the organization, not an attempt to plan the entire workforce. That single shift makes SWP more approachable, more realistic, and far more effective.If you have not listened yet, this is one of those episodes worth hearing end-to-end. The conversation is practical, occasionally blunt, and full of the kind of “this is what actually happens inside companies” detail that most workforce planning content avoids.You will want to hear this episode if you are interested in...[00:00] A clearer, more usable definition of strategic workforce planning.[00:43] Why SWP is back right now.[03:20] How SWP supports scenario thinking without false precision.[09:50] The questions SWP must answer to be useful.[11:40] Uncertainty, talent scarcity, and skills half-life as drivers.[14:30] Why SWP is an exercise in ambiguity, not certainty.[17:20] Why SWP works best as a business process, not an HR project.[20:05] What HR should do if it is not included in strategy conversations.[22:00] How to define “strategic” beyond leadership roles.[25:10] Why tasks matter more than skills for future work.[28:00] The contextual data missing from most workforce planning.[31:15] How AI forces better workforce planning questions.[41:20] What happens when SWP forces leaders to narrow priorities.[45:30] What to do when the business will not listen.[46:45] Why this work matters at the human level.Strategic Workforce Planning Starts With One Uncomfortable QuestionStrategic workforce planning becomes useful the moment it stops pretending it can predict the future. The real starting point is simple: Is the workforce fit for the organization's future business purpose? That framing does two things immediately. First, it moves SWP out of the “HR process” bucket and into the “business execution” bucket. Second, it forces the conversation away from false certainty and toward risk, trade-offs, and feasibility.One of the most helpful parts of this episode is how clearly the conversation draws a line between strategic and long-term. Strategic does not automatically mean five years out. In some organizations, planning 15 months ahead is strategic compared to how they have historically operated. If you want the cleanest definition of SWP in the most human language possible, it is worth listening to the early part of the conversation where this is unpacked in real time.Why Workforce Planning Has ReturnedWorkforce planning always comes and goes. It resurfaces when the world feels unstable, and it fades when leaders believe they can hire their way out of problems.Right now, hiring your way out of problems is not working.There is too much uncertainty, and it is coming from too many directions at once. Geopolitical instability affects where work can happen. Talent shortages continue to constrain hiring. Skills decay faster than most organizations can reskill. Generational shifts are changing expectations around mobility and development. And technology is changing the shape of work itself.The point is not that leaders suddenly became more disciplined. The point is that the environment is forcing discipline.Strategic workforce planning is the response to that reality. Not because it gives certainty, but because it gives options. It gives a way to talk about what might happen without having to pretend anyone knows exactly what will happen.Strategic Workforce Planning Works When It Stops Being “HR's Thing”A lot of SWP efforts fail for a predictable reason. They are treated like an HR deliverable. A report. A deck. A spreadsheet. A set of numbers handed over to leadership. Strategic workforce planning is not a deliverable. It is a business process. It is a feasibility process. It is a risk conversation. One of the strongest through-lines in this episode is the idea that HR must initiate this conversation, not because HR owns strategy, but because HR holds the missing information. HR knows things about recruiting realities, workforce behavior, retention patterns, internal mobility, and capability development that business leaders often overlook.But knowledge is not enough. The shift HR has to make is from reporting to synthesis. People analytics without business context is just numbers. When workforce data is layered onto business strategy, a story emerges. A small function may be revenue-critical. A demographic cliff may be coming. The external market may not supply replacements. The timeline may be unrealistic.This is where SWP becomes sharp.Strategic Does Not Mean Leadership OnlyMany organizations quietly turn strategic workforce planning into succession planning. They define strategic as director and above, focus on leadership roles, and build plans around titles. That is leadership continuity planning. It is not strategic workforce planning. Strategic workforce planning is about what is material. Sometimes the most strategic workforce segment is a small team of individual contributors with rare expertise and direct revenue impact. They may never appear in succession planning decks. They may not have high-profile titles. But losing them becomes a board-level issue the moment revenue drops or delivery fails. Skills Are Not the Answer, Tasks Are the Missing MiddleSkills still matter, but the skills conversation has gotten out ahead of itself. The problem is not that skills are irrelevant. The problem is that skills are being treated as the answer to a question they cannot solve. Skills describe people. Work is made of tasks. People use skills to perform tasks. That middle layer is what connects workforce planning to reality. This becomes especially obvious when AI enters the picture. AI does not simply change which skills people need. It changes which tasks exist, how tasks are performed, and which tasks no longer require a human at all. If an organization cannot describe how work is changing at the task level, the skills conversation stays abstract. It becomes a taxonomy exercise instead of a planning exercise .This is one of the most useful reframes in the conversation, and if you are wrestling with the skills-versus-tasks debate inside your organization, it is worth hearing how this is discussed in context.Workforce Planning Has to Include the Person, Not Just the SkillA skill taxonomy can tell an organization that someone has a skill. It cannot tell the organization whether that person wants to use it. Whether they have demonstrated it in real execution. Whether they are willing to take on leadership. Whether they just moved into a role and are still ramping. Strategic workforce planning becomes more realistic when it includes contextual data, not just skill labels. This is where SWP becomes less about classification and more about decision-making. It stops treating people like skill containers and starts treating them like human beings with preferences, histories, and constraints.HR Influence Requires Persistence, Risk Language, and Political SkillEven when HR gets the analysis right, many organizations still do not listen. That is not paranoia. It is often true. In environments where HR has historically been transactional, leaders do not expect HR to challenge strategy feasibility. They do not expect HR to raise uncomfortable risks. They do not expect HR to show up with options. Strategic workforce planning forces HR into a different posture. It requires HR to speak in the language of risk, to persist, and to get political when necessary. If one group will not listen, find another that will. Engage operational risk. Borrow credibility. Use the channels that the organization already respects. This is one of those episodes where the advice is not theoretical. It is practical, and it is the kind of thing HR leaders often need to hear said out loud.Connect With David EdwardsDavid Edwards on LinkedinConnect With RedThread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn Twitter

Immigration and employment law continues to evolve — and for HR professionals in Ireland, staying compliant while attracting global talent has never been more important. In this episode of The HR Room Podcast, Dave is joined by Alice Heron, Manager at Fragomen, one of the world's leading immigration services firms, to break down everything HR leaders need to know about Irish immigration law in 2026. From updated salary thresholds to graduate hiring opportunities and strengthened compliance obligations, Alice provides clear, practical guidance to help HR professionals confidently manage international recruitment. Whether you're hiring from abroad, retaining international graduates, or reviewing your internal compliance processes, this episode offers essential insights for workforce planning in a changing regulatory landscape. Guest Alice Heron – Manager, Fragomen Topics include: • The difference between permission to work and permission to reside • What HR needs to know about right-to-work checks • Understanding Critical Skills, General, and Intra-Company Transfer permits • The new Minimum Annual Remuneration (MAR) thresholds and what they mean for 2026 • Changes under the Employment Permits Act 2024 • The Eligible and Ineligible Occupations Lists – and why they matter • Family reunification rules and dependent considerations • Visa timelines and workforce planning • Hiring and retaining international graduates in Ireland • Stamp 1G and Stamp 2 permissions explained • Common compliance pitfalls HR teams should avoid • Why immigration should be part of long-term workforce strategy — not an afterthought Key Takeaways for HR Leaders • Permission to work and permission to reside are separate systems — always verify both. • The new MAR thresholds (increasing through to 2030) mean salary planning must align with immigration requirements. • Immigration compliance is a lifecycle process — not a “file it and forget it” task. • Expiry date tracking for permits and IRP cards is critical to avoid operational disruption. • Graduate hiring presents a major opportunity, but early permit planning is essential. • Family considerations (including spouse work rights and dependent rules) significantly impact talent attraction and retention. • Promotions, salary changes, and role updates must be formally notified to the Department. • Strong record-keeping is essential in the event of a Workplace Relations Commission audit. • Employers who can clearly communicate long-term pathways (e.g., Stamp 4 eligibility) gain a competitive advantage in attracting global talent. Resources Eligibility and requirements for an employent permit Critical Skills Occupations List Ineligible List of Occupations for employment permits Types of Employment Permits Get in Touch If you're not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you'd like to join us as a guest, reach out to Dave Corkery at connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you're enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we're always here to support you with your HR challenges. Immediate HR support

Why are disabled individuals still excluded from leadership?In this episode of The Inclusive Growth Show, Toby Mildon speaks with Pravjoth Gill, a disability advocate and recent HR graduate, whose dissertation explores the misrepresentation of disabled people in leadership roles – and what inclusive HR practices can do to change this.Pravjoth shares how her lived experience and intersectional identity shaped her research, what the biggest blockers to disabled leadership are, and how internalised ableism and outdated workplace systems continue to hold talent back.Key takeaways:Why disabled leaders are often seen as ‘inspirational' – and why that's problematic.The real barriers beyond bias: broken systems, lack of adjustments, and inaccessible leadership pipelines.What HR can do now: co-creating inclusive training with disabled voices.The role of voluntary sectors and what others can learn.What the workplace could look like in 10 years if we get inclusion right.Guest Highlight: Pravjoth Gill, Associate at CIPD 

AI was supposed to make work more efficient. So why are people busier than ever? As organisations move into 2026, many leaders are realising that while technology has changed quickly, the fundamentals of how work gets done haven't kept up. Activity is increasing, output is accelerating in places - yet coordination, focus, and decision-making often feel harder than before. So what's actually going on? In this episode of the Digital HR Leaders podcast, David Green is joined by Philip Arkcoll, Founder and CEO of Worklytics, to unpack this very question. Join this dynamic duo, as they discuss: What the data reveals around where organisations were getting stuck in 2025, and how the way we work is changing in 2026 What collaboration and activity data reveals that traditional HR metrics often miss Why decision-making, not output, is becoming the primary bottleneck in AI-enabled organisations How increasing spans of control are reshaping the role, and load, of managers The emerging divide between teams and individuals who are benefiting from AI and those who aren't What HR and people analytics leaders can do to measure, diagnose, and redesign how work actually happens This episode is sponsored by Worklytics. Worklytics helps leaders understand how work actually happens with data-driven insights into collaboration, productivity and AI adoption. By analysing real work patterns - from meetings to tool usage - they empower teams to work = Learn more at worklytics.co/ai Link to resources: 5 Ways Work Will Change in 2026 Hosted on Acast. See acast.com/privacy for more information.

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

Migrant and refugee women in Ireland face significant and overlapping barriers when trying to access employment — from qualification recognition issues and childcare responsibilities to language barriers, rural isolation, unconscious bias, and confusion around immigration permissions. At a time when employers are struggling to find skilled talent, these barriers represent not just an equality issue, but a missed opportunity for Irish organisations. In this episode, Dave and Mary are joined by Fiona Hurley, CEO of NASC, to discuss the findings of NASC's Breaking Barriers report, which captures the lived experiences of migrant women navigating the Irish labour market. Together, they explore why highly skilled migrant women — including those with STEM, healthcare and professional qualifications — are being filtered out of recruitment processes, how employer misunderstanding of immigration stamps limits opportunity, and what HR leaders can do practically to remove bias and widen their talent pool. Guest Fiona Hurley – CEO, NASC (Migrant & Refugee Rights Charity) Topics include: Key findings from Breaking Barriers: Challenges in Employment Access for Migrant Women • Childcare, transport and structural barriers that disproportionately impact migrant women • Accent bias, language assumptions and discrimination in recruitment • Why overseas qualifications and experience are routinely undervalued • The “invisible talent pool” of highly skilled migrant women in Ireland • Immigration stamps explained: Stamp 1G, Stamp 1, Stamp 4 and common employer misconceptions • Why confusion around work permissions leads to exclusion — even when candidates have full work rights • How screening tools, interview panels and unconscious bias filter candidates out early • Internships, mentoring and work shadowing as practical entry points • Case studies of employers getting it right through partnership and flexibility • What HR professionals can do now to design fairer, more inclusive recruitment systems Useful Links & Resources Breaking Barriers: Challenges in Employment Access for Migrant Women – NASC Report • NASC contact: info@nascireland.org Get in touch If you're not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you'd like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie. For confidential HR support, contact info@insighthr.ie About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you're enjoying the podcast, please share it with colleagues or friends and leave us a review. We love your feedback and we're always here to support you with your HR challenges.

Matthew Hellrung is co-Founder & Partner at Meltzer Hellrung LLP. He helps companies create scalable and compliant immigration programs that withstand audits and policy changes. With over a decade of experience, he's a trusted advisor to Fortune 500 companies and HR leaders for his expertise in I-9 compliance, global mobility, and visa sponsorship. In this episode, Matthew talks about “What HR needs to know before sponsoring that next work visa". Host: Marie-Line Germain, Ph.D. Mixing: Kelly Minnis

This week on The Pete the Planner Show, Pete, Damian, and Kristen dive into one of the most universal workplace mysteries: why everyone treats HR like a certified financial planner… even though HR can barely tell you which parking pass to choose without checking a binder. Open enrollment, confusing benefits forms, retirement questions—employees fire all of it straight at HR hoping for guidance, clarity, or honestly just someone to make the decision for them. And while HR can walk you to the forms, they definitely cannot walk you through your medical history, risk tolerance, or whether your spouse is accident-prone. In this episode, we break down: Why HR gets stuck with financial questions in the first place The top “Please do not ask HR this” questions (yes, including the 401(k) ones) What HR is actually allowed to help you with How to get real answers without putting your HR team in legal jeopardy If you've ever stared at a PPO vs. HDHP page like it was ancient hieroglyphics—or asked HR which investments you should pick—this one's for you. And for HR professionals everywhere: you're welcome.

I'm excited to publish my recent discussion with Jacqui Canney, CHRO of ServiceNow (previously CHRO of Walmart & WPP). Jacqui describes her career and her vital role as Chief People and AI Enablement Officer at one of the fastest growing enterprise software companies in the world, and also explains her mission to enable AI for more than 3 million of ServiceNow's customers. Jacqui also describes how their HR team developed more than 1,000 HR use-cases and later refined these to 27 by building a rubric to evaluate AI opportunities. This is an inspirational conversation which will help you understand the role of the CHRO in AI transformation and the AI Playbook you can follow in your own company's journey. Like this podcast? Rate us on Spotify or Apple or YouTube. Additional Information The Pivotal Role Of Chief HR Officer in AI Transformations CHRO Insights: Understanding The Path to the CHRO How To Make AI Work For People: ServiceNow AI Playbook Introducing Galileo for Managers, The Leadership Guru At Your Fingertips Chapters (00:00:00) - ServiceNow's HR Event(00:00:16) - In the Elevator With Accenture's Leaders(00:05:17) - What's It Like Working With Bill McGovern?(00:07:26) - Bill Gates on the People Pact(00:08:57) - ServiceNow Chief AI Transformation Officer's Role(00:11:17) - ServiceNow's AI Enablement and Learning(00:15:37) - How to Upskill your People Operations Team with AI(00:17:54) - WSJDLive: The Future of HR with AI(00:21:38) - What We Need in HR: Super Agents(00:23:03) - Six Big Things Businesses Are Taking Advantage of AI(00:25:20) - What Advice Do HR Leaders Have For AI?(00:29:16) - What HR professionals need to do to stay ahead in the AI world(00:31:55) - A Year in the Life of ServiceNow

Does your organisation provide fair and equal leave and pay for all new parents? The Government has launched a full 18-month review of family-related leave and the Employment Rights Bill is set to introduce some changes in this area. In the meantime higher expectations among the workforce appear to be prompting organisations to take matters into their own hands and to develop ambitious new policies. In this episode of the podcast Zeba Sayed, senior legal editor at Brightmine, talks to Becs Peedell, employment lawyer at Lewis Silkin, about her organisation's equal new parent policy - and how it is seeking to encourage other firms to follow suit. Read the transcript Resources Equalised new parent leave policy How Lewis Silkin developed and rolled out its equalised new parent leave policy Statutory neonatal care leave: What HR needs to know On your radar - Employment Rights Bill updates and HR mythbusting Key Takeaways The podcast discusses UK parental leave, the newly launched Government review and law firm Lewis Silkin's equalised new parent leave policy. UK statutory leave offers 52 weeks for mothers, 1-2 weeks for fathers, and shared parental leave, but uptake is low and policies are seen as outdated. Lewis Silkin's policy gives all new parents up to 52 weeks' leave, with 26 weeks at full pay for those with a year's service. Leave can be taken flexibly. The policy has seen high uptake, including among fathers, and has cost more than expected, but is viewed as a success for workplace equality. The firm encourages other organisations to consider similar policies, emphasising stakeholder buy-in and operational planning.

Luke O'Mahoney, Founder & Creator of Sapienˣ, joined The Modern People Leader.We talked about the three emerging models of product-led HR, Agile theater, and how an enterprise company phased its shift to product-led HR.---- Sponsor Links:

What does it really mean to be a human-first leader in HR? In this episode of Create Magic at Work, Amy connects with Jenn Ayala, a seasoned HR executive with over 25 years of experience, to explore what it takes to transform HR from a rule-enforcer role into a people-empowering force for good. ✨ In this conversation, you'll hear about: Why Jenn believes kindness is the core of effective leadership How she overcame burnout and reclaimed her own well-being The powerful impact of "holding space" for employees in crisis What HR looks like across different generations Why praising others, especially when unexpected, builds powerful team culture

The future of work is already here, so why does HR still feel stuck in the past? Despite rising expectations, many HR teams are still relying on outdated tools like annual surveys, rigid change models, and compliance-first programs. The result: employee experiences that feel transactional instead of inspiring. In this episode, Loren Blandon joins Karina Young to talk about how HR can finally catch up to the way people actually work today. Loren is a Future of Work Strategist and Fractional HR Executive with nearly two decades of experience across industries. Loren shares why HR should borrow from marketing and brand building, how she rebuilt learning teams with human-centered design, and the importance of creating programs employees are proud to talk about outside of work. She and Karina also dig into how to get past “check-the-box” approaches, why HR leaders need to put the employee at the center of every decision, and how grassroots energy often drives change more effectively than top-down mandates. For HR leaders carrying more responsibility than ever with limited resources, this episode is a call to bring creativity, empathy, and courage to the way we design work and to step confidently into the future that's already unfolding. Join us as we discuss: (00:00) Meet HR Superstar: Loren Blandon (02:21) Loren's path from psychologist to HR leader (03:41) Why traditional change models no longer work (05:19) What HR can learn from top consumer brands (08:52) Breaking free from compliance-first HR mindsets (10:45) Designing learning programs people actually want (14:06) The role of AI in today's HR function (17:11) Addressing fear and uncertainty across every career stage (23:53) Using influencers to amplify culture and learning programs (27:26) The future of employee listening powered by AI (31:40) Practical ways HR teams are using AI today (37:00) Advice for HR leaders stepping into new roles   Resources: For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or YouTube, or tune in on our website. Original podcast track produced by Entheo. Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player. Hear Karina's thoughts on elevating your HR career by following her on LinkedIn: https://www.linkedin.com/in/karinayoung11/ Download 15Five's Employee Engagement Playbook: https://www.15five.com/ebook/engage-to-excel-15fives-employee-engagement-playbook/?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2_2023_Podcast_CTAs&utm_content=Employee  For more on maximizing employee performance, engagement, and retention, click here: https://www.15five.com/demo?utm_source=podcast&utm_medium=podcast&utm_campaign=Q2-Podcast-Ads&utm_content=Schedule-a-demo Loren Blandon's LinkedIn - https://www.linkedin.com/in/lorenblandon/

This week on Conflict Managed we're joined by Dr. Michelle Griffin. Join us as we talk about building smart workarounds for the hard parts of your job, so your strengths lead and your time goes where it matters most. We discuss: • How to design workarounds that fit you • Turning leadership coaching into action you can use • Investing in people and culture for better results • What HR really does and how to partner with them • Understanding your rights and the role of HR in conflicts   Conflict Managed is available wherever you listen to podcasts and to watch on YouTube @3pconflictrestoration.   Michelle Griffin is the founder and CEO of Griffin Resources, an end-to-end business solutions provider based in Tampa, Florida. Since founding her company, Michelle has built Griffin Resources into a comprehensive organization offering HR outsourcing, talent acquisition, sales strategy, and operational support services on a fractional, hourly basis with no monthly retainer requirements.  Griffin Resources distinguishes itself through its strategic approach to talent acquisition, going beyond simply filling vacancies to consider clients' long-term vision and aligning human capital with organizational goals. The company's innovative recruitment methods include behavioral and cognitive assessments, structured interviews, and ATS optimization to ensure the best match between candidates and companies.  Prior to launching Griffin Resources, Michelle served as Head of Human Resources at ConnectWise and Human Resources Director for Homes by WestBay. Her expertise spans corporate recruiting, compliance, payroll, employee benefits, and talent development.  Michelle holds a PhD in Industrial-Organizational Psychology from Grand Canyon University, along with a Master's degree in the same field. She remains active in her professional community, formerly serving on the Board of Directors for HR Tampa in College Relations.  When not helping businesses optimize their operations, Michelle enjoys traveling and supporting various philanthropic causes, including High Hopes in High Heels and Shriners Hospital for Children.  Conflict Managed is produced by Third Party Workplace Conflict Restoration Services and hosted by Merry Brown.

73% of women leaders say they would change companies for menopause-related benefits.Earlier this year, in our episode with Maggie Lester, we explored how menopause is beginning to take its place on the benefits agenda, but with a lot of work still to do. To continue this conversation, Stuart welcomes back Fiona McKay, CEO of Lightbulb and Founder of The Menopause Maze, to unpack how menopause impacts leadership retention and the loss of female talent.Together, Stuart and Fiona discuss the critical point at which organisations lose their most experienced female leaders, often without even realising it. They explore what HR frequently overlooks in leadership pipeline gaps, and how HR leaders can start connecting menopause to the silent derailments that disrupt careers behind the scenes. The conversation also touches on the long-term value chain of addressing menopause in the workplace, covering governance, the great wealth transfer and the implications for HR and corporate services leaders.Finally, Fiona introduces the NOPAUSE™ Workplace Diagnostic, the world's only data-driven tool designed to reveal where menopause is costing organisations their leadership layer, and what can be done to change that. For a limited time, you can access a personalised NOPAUSE™ diagnostic report in just five minutes, complimentary until 8th September 2025.Who is our guest?Fiona McKay is the CEO of Lightbulb Leadership Solutions, a strategic C-suite value creation advisory company that supports high-growth businesses, portfolio companies and private equity investors navigating critical moments of leadership, performance, and value creation. She's also the founder of The Menopause Maze, a specialist firm within the Lightbulb group that focuses on retaining and accelerating the top 1% of female leaders navigating menopause. Key timestamps:02:03: Introducing Fiona McKay and The Menopause Maze10:06: When companies start to lose their most seasoned talent13:30: Showing up, even when you're not visible17:04: Finding a good physician18:38: What HR commonly misses in the leadership layer gaps22:06: Approaching the topic of menopause23:38: Connecting the dots between menopause and the silent career derailment27:43: Benefits of medical plans and paying privately 29:33: Moving to a competitor if they offer menopause related benefits31:43: The great wealth transfer36:25: The NOPAUSE™ Workplace DiagnosticYou can listen to and download HR Insights from Apple Podcasts, Google Podcasts, Spotify and other popular podcast apps. Please subscribe so the latest episodes are directly available! You can also join our HR Community by following us on LinkedIn.Thank you for listening and please do review and rate us wherever you listen!

Helen Russell, Chief People Officer at HubSpot, joined us on The Modern People Leader. We talked about how HubSpot is fostering an AI-first culture, why belonging is so important right now, and what HR leaders can do to move fast without losing their humanity.---- Sponsor Links:

Have you ever downplayed a part of who you are just to feel accepted at work? Maybe it was your background, your beliefs, or even just your personality. That quiet act of self-editing - called covering - is more common than many realise, and it comes at a high cost to individuals and organisations alike. In this episode of the Digital HR Leaders podcast, host David Green is joined by Rami Tzafrir, Senior Director of Talent, Organisation and Learning at HiBob, to unpack powerful new research on covering in the workplace. Together, they explore why this behaviour is not just a personal issue but a signal of deeper organisational challenges—and what HR can do about it. Key topics explored in the conversation include: What covering really means, and why so many employees do it Headline findings from HiBob's global research on identity in the workplace Which groups are most likely to cover, and why How covering impacts performance, engagement, and career progression The link between covering and psychological safety What HR can do to create cultures of transparency and trust The complex role AI may play in either reinforcing or reducing covering This is a conversation that challenges traditional ideas of inclusion and calls for a more human approach to organisational culture. Want to build a culture where people feel free to be themselves? Download HiBob's new report, “Hidden at work: The human cost of covering in today's workplaces”, at www.hibob.com/covering. Hosted on Acast. See acast.com/privacy for more information.

Is your HR tech stack fixing real business problems, or just fuelling the shiny object hype? With new HR technologies arriving faster than ever, many organisations are quick to jump on the next big thing. But in the rush to modernise, are we losing sight of the real business problems we're meant to be solving? In this episode of the Digital HR Leaders podcast, host David Green is joined by Matthew Brown, Director of Research, HCM at ISG, whose diverse career spans practitioner, former Chief People Officer, and now respected industry analyst. And together they tackle a fundamental question: Are we truly leveraging HR technology to create business value, or are we just keeping up with trends? Tune in and join them as they explore: Why the disconnect between HR and tech adoption persists, and how to bridge it The risks of adopting AI without clear business purpose Why data quality remains an overlooked but critical obstacle What HR tech vendors should be doing to ethically upskill their customers When reimplementation of existing systems may be a smarter choice than replacement How to distinguish genuine tech partners from transactional vendors If you're questioning whether your HR tech strategy is driving real results or just driving activity, this conversation, sponsored by HiBob, offers timely insight, practical guidance, and fresh perspective from both sides of the industry. HiBob is a fast-growing new leader in the HCM market. In fact, according to HR tech guru Josh Bersin, HiBob is one of the few SaaS companies that have successfully cracked the code on user experience. Josh Bersin says that Bob is not only feature-rich but genuinely enjoyable to use. Read his review of Bob--as an HR tech analyst and user--at www.hibob.com/davidgreen2025. Hosted on Acast. See acast.com/privacy for more information.

Are you navigating a major life or career shift—and silently struggling to keep it all together?This powerful episode of Shedding the Corporate Bitch with executive coach Bernadette Boas features Wendy Alexander, founder of Happy Career Hub, career coach, and author of Internal Uprising. Wendy shares her raw, real story of overcoming single motherhood, burnout, and the unspoken corporate impact of menopause—and how she reclaimed her power every step of the way.Together, they break down:What it means to truly reclaim your power (and how to do it)How to renegotiate your career on your terms—without apologyWhy journaling, reflection, and owning your story are game-changersHow HR leaders can better support midlife women in the workplaceThe bold career move that changed everything for WendyWhether you're a corporate executive, team leader, or HR decision-maker—this episode offers real talk, tactical takeaways, and inspiration to lead with courage, clarity, and confidence.✨ Your career doesn't end at change—it begins there.

What does it really take to build an HR function that's agile, data-driven, and truly influential at the top table? In this episode of the Digital HR Leaders podcast, host David Green speaks with Janine Vos, Chief Human Resources Officer and Managing Board Member at Rabobank to explore how she has led her team through a significant transformation - shaping an HR function that not only keeps pace with business change, but helps lead it. From embedding agility into the day-to-day to using data as a lever for influence, Janine shares the strategies that have helped her team earn credibility and drive impact. Join them, as they discuss: What being agile actually looks like in practice, and how Rabobank brought it to life How to shift behaviours and mindsets to support new ways of working Why data is only powerful when it's paired with trust and strong relationships How Janine helps her team move beyond the numbers to tell meaningful stories The value of having people analytics report directly to the CHRO - and what others may be missing What HR leaders need to prioritise today to stay relevant tomorrow Whether you're leading transformation or seeking to add more strategic business value, this episode sponsored by HiBob, offers practical insights and forward-thinking strategies to help you navigate what's next. HiBob is a fast-growing new leader in the HCM market. In fact, according to HR tech guru Josh Bersin, HiBob is one of the few SaaS companies that have successfully cracked the code on user experience. Josh Bersin says that Bob is not only feature-rich but genuinely enjoyable to use. Read his review of Bob--as an HR tech analyst and user--at www.hibob.com/davidgreen2025. Hosted on Acast. See acast.com/privacy for more information.

You may have noticed a brief pause in our HR Insights: Podcast episodes. This break was part of our broader initiative to elevate the Elliott Scott brand. We're excited to return with enhanced content and a renewed focus on delivering insightful, topical discussions that support and inspire your career growth.We recently partnered with Cappfinity on a whitepaper focused on gathering the trends in the UK HR world at the beginning of 2025. Cappfinity is the world leader in measuring and developing potential in talent acquisition & talent management. Today we are joined by their Chief Skills Officer, Celine Floyd, to discuss our findings. Our CEO and host, Stuart Elliott, sat down with Celine to examine emerging trends, unexpected insights, the rise of skills-based hiring, change management, the integration of AI in HR, essential HR leadership capabilities  and what the HR community is most excited about in the year ahead. To download the full report please visit: UK HR trends 2025Who is our guest?Celine is the Chief Skills Officer at Cappfinity. She is a Chartered Occupational Psychologist and a featured author in Wired, Readers Digest, HR.com, Work Magazine and the Institute of Leadership and Management. Celine is a regular advisor to CEOs, CPOs and CHROs, typically of international corporations. She is passionate about authenticity, agility, inclusion, technology, social mobility and modernity. At Cappfinity Celine is responsible for their skills agenda and its global go-to-market strategy.Key Timestamps00:45 – Where have we been?02:01 – Intro to Celine Floyd and Cappfinity05:49 – Celine's key takeaways from the whitepaper07:20 – The trends that came to light14:38 – The skills-based movement19:39 – Change management22:02 – How we use AI29:34 – The shift in EDI35:21 – HR leadership skills40:42 – What HR is excited about in 2025You can listen to and download HR Insights from Apple Podcasts, Google Podcasts, Spotify and other popular podcast apps. Please subscribe so the latest episodes are directly available! You can also join our HR Community by following us on LinkedIn.Thank you for listening and please do review and rate us wherever you listen!

It's time for another CX Pulse Check to discuss current events and innovations in CX. In this illuminating conversation with Enrique Rubio, Founder at Hacking HR and Head of Global Community at Transform, and our host Jeannie Walters, we uncover how innovative organizations are finally bridging this gap through strategic use of data and technology.Fresh from their encounters at Qualtrics' X4 conference, Enrique and Jeannie explore how our experiences as consumers now directly shape our expectations as employees. They examine Apple's $500 billion US investment through this lens, discussing not just the business implications but what it means for talent development and organizational design. The conversation turns to Ford's data-driven approach to employee experience, revealing how established companies with strong legacies can use analytics to understand workforce needs around career development and digital readiness. Perhaps most provocatively, they challenge prevailing wisdom about remote work.Discover how connecting the dots between customer and employee experience can create competitive advantage where expectations are constantly evolving.About Enrique Rubio:Enrique is an HR, Tech and Future of Work expert, keynote speaker and founder of global communities. Enrique is currently an advisor to the community he built, Hacking HR, a global learning community operating at the intersection of future of work, technology, business and organizations, with thousands of members of all over the world; and the Head of Global Community at Transform, building a global community of local chapters covering every major city and region in the world. Enrique is one of the top 100 HR global influencers. He was the founder and CEO at Management Consultants, a firmed specialized in Human Resources in Venezuela. Before Management Consultants, Enrique worked in the telecommunications sector as a Senior Project Engineer for Telefonica and several other companies in the early to mid-2000s. Enrique is a guest author in several blogs about innovation, management and human resources. Most recently Enrique worked as an advisor to the Chief Human Resources Officer at the Inter-American Development Bank. Enrique frequently speaks about topics ranging from DEIB, future of work, HR strategy, employee experience, technology, among others. Additionally, Enrique designs hundreds of learning programs for the HR community in the form of events and short-term programs. Enrique is a Fulbright Scholar, and Electronic Engineer with an Executive Master's in Public Administration from Maxwell School at Syracuse University.Follow Enrique on...LinkedIn: https://www.linkedin.com/in/rubioenrique/ Articles Mentioned:Apple's $500 billion U.S. investment: What HR leaders need to know (HR Executive)Ford's data-driven approach to Employee Experience (Diginomica)Resources Mentioned:Experience Investigators -- https://experienceinvestigators.comWant to ask a question? Visit askjeannie.vip to leave Jeannie a voicemail! (And don't forget to follow Jeannie on LinkedIn! www.linkedin.com/in/jeanniewalters/)

Think cybersecurity is just an IT issue? Think again. In this eye-opening episode of Hire Expectations, we sit down with Scott and Christina Birmingham of Birmingham Consulting to expose one of the fastest-growing threats to businesses today — insider attacks fueled by cybercriminals offering employees major cash in exchange for sensitive data.We break down:

I figure we are mostly looking for the truth. And while 'truth' is hard to find, some things bring us closer. Like research. Also it's 2025. What HR debates are we still working through in our hunt for truth? This was the focus of my discussion with Dr. Catherine Connelly. Catherine is a leading HR researcher with a passion for research. When I asked Chat GPT for a 'future of HR' expert, her name was one of the top three. She is a Professor and Business Research Chair in Organizational Behaviour, in the Human Resources and Management department of the DeGroote School of Business at McMaster University plus many other qualifications. We talked about: - Hybrid & remote work. I was hoping to settle the debate once and for all, but it's much more nuanced. Are you surprised? - AI - it continues to be biased because it trains on our data. Which has bias baked in. We'll have to audit but even if we could get totally unbiased AI, we still have biased people in our organizations (see the video below). - Employee Experience - We need to focus on the basics. - A theme running through our discussion was the much maligned middle manager. They are critical to success in a lot of this. I hope to try another of these episodes because I believe the pursuit of truth is a fundamental. It's like happiness: we'll work at it, but never quite get there. Still, it's a worthwhile and critical journey. We had an insightful conversation... check it out! Also, find Catherine here https://www.linkedin.com/in/catherine-connelly-57b70762/ https://connellyresearch.com/ https://experts.mcmaster.ca/display/connell As always, find me at https://www.thehrhub.ca

Preparing for 2025: What HR and Payroll Professionals Need to Know Hosts: Steve Boese & Trish Steed Guest: Tom Hammond, Managing Director, Strategy Partnership and Business Development at Paychex In our latest episode, Trish and Steve brought back Tom Hammond for another year-end prep episode. They discuss everything you want to know about navigating end-of-year and new laws/regulations for 2025 payroll. In this episode, they cover: Year-End Preparation and Legislative ChangesRegulatory Issues and Tax CreditsState-Mandated Retirement Plans and Auto-EnrollmentI-9 VerificationPaid Leave and Minimum Wage ChangesYear-End Checklist and Employee EngagementPaychex Flex Perks and Employee Benefits Thank you for joining the show today!  Remember to subscribe wherever you get your podcasts! Download the H3 HR Advisors 2025 Workplace Trends Report and start your year off right!

In a world where artificial intelligence and workplace technologies are revolutionising how we work, the stakes have never been higher. How can organisations harness these powerful tools while ensuring fairness, ethics and compliance in a rapidly changing landscape? In this episode of the Digital HR Leaders podcast, host David Green sits down with Keith Sonderling, former Commissioner of the United States Equal Employment Opportunity Commission (EEOC), to tackle these critical questions. With a front-row seat to the challenges and opportunities at the intersection of AI and employment law, together, David and Keith explore: The promises of AI in HR—and the hidden risks leaders need to watch for How the global regulatory landscape is shaping the use of AI in the workplace Who's accountable when AI gets it wrong—and how liability is determined What HR tech vendors and HR leaders must do now to stay ahead of evolving regulations Real-world advice for embracing innovation without compromising on ethics or compliance Whether you're an HR leader navigating the rise of AI, a tech innovator shaping the future of work, or someone passionate about building a fairer workplace, this episode, sponsored by TechWolf is a must-listen. TechWolf is an AI-powered solution focused on one mission: delivering reliable skills data for every role and every employee in your organisation. With TechWolf, companies like HSBC, GSK, IQVIA, Workday, and United Airlines have accelerated time-to-hire by 32%, boosted internal mobility by 42%, and saved around $1,000 per employee annually on talent management. Visit techwolf.com for more information. Links to Resources: Keith Sonderling: Keith Sonderling TechWolf: TechWolf MyHRFuture Academy: MyHRFuture Insight222: Insight222 Hosted on Acast. See acast.com/privacy for more information.

This week on Upstream, former Netflix HR executive Patty McCord sits down with Nolan Church and Kelli Dragovich to dive deep into the creation and impact of Netflix's renowned culture deck, hailed as a pivotal document in Silicon Valley. Patty shares the evolution of the deck over 10 years with Netflix's management team, the challenges of scaling a rapidly growing company, and the importance of building high-performance teams. They discuss the intricacies of leadership, feedback, and the evolving workplace culture, post-pandemic. Patty also offers a candid look at HR's role in nurturing dynamic work environments. —

Why do we need to rethink how we value and measure human capital?How can HR influence the business to take a longer term view when making investments in their people?My guest on this episode is Peter Cappelli Professor of Management at The Wharton School and Director of Wharton's Center for Human ResourcesDuring our conversation Peter and I discuss:Why people are the least important asset according to current financial accounting practices.The real reason companies do layoffs (hint: it is often not about cost savings).What HR leaders can do to better communicate the tangible and intangible costs of layoffs.Why hiring decisions are the most important decisions organizations make.Why companies complain about skills gaps and why a lack of skills is not really the problem.His advice for HR leaders on what they should be doing in 2024 and beyond.Connecting with Peter CappelliConnect with Peter Cappelli on LinkedInLearn more about Peter and his contributions to the field

As an expert in the human capital market, Madeline Laurano's latest research dives deep into the world of talent intelligence. Her paper, Demystifying Talent Intelligence, explains what talent intelligence is — and isn't — and the ways it can impact an organization's performance. Laurano is a strong advocate for using AI to transform workforces — especially when it comes to driving change through a skills-based approach. In this episode of The New Talent Code, Laurano joined hosts Ligia Zamora and Jason Cerrato to discuss: - The definition of real talent intelligence — and how to tell the difference. - What HR transformation entails, including changing mindsets and measuring outcomes. - How to fix the disconnect between talent intelligence for the HR function and how it can serve the entire organization. - Where organizations are getting stuck in the adoption process and how to address these challenges with a holistic approach.

Monica Michelle is joined by consultant and podcast host Tim Reitma.Tim lives with Crohn's Disease.In this episode, Monica and Tim discuss: Tim's resiliency through managing his Crohn'sThe importance of self-advocacy, especially in the workplace Tim's podcast why he shares stories of those with invisible illness TIMESTAMPS00:47 - Tim's diagnosis 06:31 - How and why Tim applies self advocacy15:41 - Why Tim started his podcast22:42 - Invisible condition etiquette31:00 - What HR can do better for employees with invisible illness39:31 - Tools Tim uses to care for his Crohn's outside the homeThe full transcript and all links mentioned can be found on the episode page on invisiblenotbroken.com Hosted on Acast. See acast.com/privacy for more information.

Happy New Year! Let's start 2024 fresh by getting back to basics. Like, realllly basic.In this episode, I'm talking about what we actually mean when we say "HR compliance" and exploring its significance for all businesses regardless of location, size, or industry. HR compliance isn't JUST about adhering to laws and regulations related to employment (although yes, that is its #1 function); it's also about creating a balanced and fair experience for everyone in your workplace, including yourself. We discuss how compliance acts as a vital preventative measure to steer clear of legal pitfalls, and the nuanced role HR plays in safeguarding both the company and its work environment. This episode is all about boiling it down to the basics and covering points like:What HR compliance even means and where it should live within your businessHow labor laws fit into compliancePayroll compliance vs. HR complianceBasic standards of HR compliance that are often overlookedThe ONE must-have policy you absolutely need in your companyIn the spirit of "new year, new you"...this is the perfect time to make sure all your HR compliance ducks are in a row! Fill out the contact form on our website for a free consultation call and discover how we can support your business in staying compliant and On The Up & Up.Links Mentioned:First Hire Starter Pack: Visit the Set To Scale Shop at www.settoscale.com for our First Hire Starter Pack, which provides the minimum viable options for compliance when making your first hire, including a MUST-HAVE EEO clause.Prior To The Hire Guide: Check out our website to download our 'Prior To The Hire' Guide, detailing the essential considerations you need to know before your next hire.

HR consultants and leadership coaches are resources that should be leveraged to help your team, reduce your workload and help you succeed. As Hema Crockett, the co-founder of Gig Talent, tells us, these skilled experts aren't interested in taking your job and want you to tap into their knowledge. Highlights [3:42] What HR often needs help with [5:44] Sourcing HR consultants and leadership coaches [8:59] Fear of an HR consultant showing up the in-house HR talent [11:40] How an outside expert can help companies with HR matters [14:28] Does HR need outside help to persuade their executive teams? [17:04] Breaking hire/layoff cycles of talent [18:20] Checking consultant/organization compatibility [25:36] When compensation equalization help is needed [32:55] When an HR pro becomes a consultant [35:24] HR needs for 2024 Guest Bio Hema Crockett, Co-founder, Gig Talent Hema Crockett is an entrepreneur and author who believes life is too short to not do what you love. After spending nearly 20 years as an HR executive working in both the public and private sectors, she launched Gig Talent, a modern talent collective helping organizations level up their culture, their leadership and their talent by connecting vetted high-caliber HR consultants and leadership coaches with forward-thinking organizations seeking a competitive advantage. Hema has been published in numerous print and online publications, including Forbes and Thrive Global, and has co-authored two books, “Designing Exceptional Organizational Cultures” and “The Everyday Leader.” Links https://www.linkedin.com/in/hemacrockett/ https://gogigtalent.com/ https://www.hrmorning.com/news/hr-department-of-one/ https://www.hrmorning.com/articles/the-state-of-pay-equity-in-2023/ https://www.hrmorning.com/articles/seat-at-the-table/ Berta Aldrich's best-selling book, Winning the Talent Shift, is available on Amazon ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://a.co/d/iS7MuPJ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ We want to hear from you. Leave a review (5-Star would be nice!) on Apple Podcasts and add your question in the comment. We read every review and use them to choose topics, guests, and interview questions for the podcast. You can also reach out at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠podcast@hrmorning.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.  If you love this show, please share your favorite episodes with colleagues and on social media. We greatly appreciate your support. Thank you for listening. Remember to subscribe and follow us so you never miss an episode!  Voices of HR is brought to you by ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRMorning.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

On the inaugural episode of HR Heretics, author and former Chief Talent Officer of Netflix Patty McCord joins co-hosts Kelli Dragovich and Nolan Church for a candid interview to talk through how to innovate from the HR role, buck best practices, and how to build a high performing company. If you're looking for HR software that drives performance, check out Lattice www.lattice.com/hrheretics – Sponsors: Lattice | Continuum ✅ Discover HR software that drives performance with Lattice: www.lattice.com/hrheretics High performance and great culture should never be at odds; they're better together. With Lattice People Management Platform, companies efficiently run people programs that create enviable cultures where employees want to do their best work. Serving 1000s of customers of all sizes. Learn why companies from Slack to the LA Dodgers choose Lattice. www.lattice.com/hrheretics ✅ Hire Fractional Executives with Continuum: HR Heretics listeners get 15% off of their first month using this link: https://bit.ly/40hlRa9 Have you ever had a negative experience hiring executives? Continuum connects executives and senior operators to venture backed tech companies for fractional and full-time roles. You can post any executive-level role to Continuum's marketplace and search through our database of world-class, vetted leaders. There is no hidden cost, you only pay the person you hire. And you can cancel at any time. – KEEP UP WITH PATTY, KELLI, & NOLAN ON LINKEDIN Patty: https://www.linkedin.com/in/pattymccord/ Nolan: https://www.linkedin.com/in/nolan-church/ Kelli: https://www.linkedin.com/in/kellidragovich/ – LINKS: Netflix Culture Deck- https://www.slideshare.net/reed2001/culture-1798664  Powerful by Patty McCord- https://pattymccord.com/book/ – TIMESTAMPS: (00:00) Episode Preview (02:19) How we got Patty on this podcast (05:22)The true story behind Netflix's culture deck (09:15) High Performance cultures actually take 4-5 years to pull off (09:40) Why releasing the culture deck changed Netflix's hiring immediately (11:33) What to do when employees are averse to change (15:10) Delivering effective feedback (18:15) Sponsors: Lattice | Continuum  (19:50) Why execs need to get used to short tenures (22:10) If you're successful your company will change (24:30) Retention and the truth we need to tell employees about career pathing (26:19) How Reed Hastings hired Patty McCord (29:45) How HR officers can get a seat at the table (33:25) The P&L is the most important HR metric (35:10) Are HR leaders getting soft? (37:40) What Patty would tell her younger self (39:00) Why an HR officer is a business leader, not a business partner (40:00) What do HR people do? (41:30) Fixing equal pay and compensation strategy (43:28) Why HR keeps doing stupid stuff and needs to abandon best practices (48:10) What HR can learn from product managers (52:44) Compartmentalization and terminations (55:20) If Patty rewrote her book, she would change the chapter about relationships at work (56:40) Why HR people invite inappropriate therapist-style relationships (59:50) Why having arguments at work should be normalized (01:04:25) Does Patty miss being in the arena? (01:06:58)The portions of the workforce most impacted right now – HR Heretics is brought to you by Turpentine www.turpentine.co Exec Producer: Amelia Salyers Producer: Natalie Toren Production: Will Henderson-Nold, Seth Hahn, Michelle Poreh For inquiries about guests or sponsoring the podcast, email Natalie@turpentine.co Extra thanks to Patty McCord for hosting our team at her home.

HR in the Metaverse with Duncan Casemore #101In the episode, Nick Day is joined on The HR L&D Podcast by Duncan Casemore, is CTO and Co-Founder at Applaud, a workforce experience platform that makes digital HR simple!Meta is investing $150 million in creating an immersive learning ecosystem which they believe will make personal development more accessible through the metaverse, and with recent surveys such as that undertaken by Express VPN, claiming that 46% of Gen Z and 19% of Baby Boomers say that within the next two years they foresee themselves working in a metaverse, Nick wanted to bring this topic to life on today's show to discover if, with such rapid technological advances taking place in the HR sphere, the metaverse workplace is soon to become an everyday reality.Nick has invited HR Tech expert Duncan Casemore onto today's show to explore that subject. That's because Duncan is CTO and Co-Founder of Applaud, a business that has been helping the most ambitious Fortune 100 companies simplify their digital HR for over ten years! In this episode, we dive into this experience to understand what Futuristic Approaches are being adopted in the HR space to understand if we'll all be “Working in the Metaverse” one day.In this “HR in the Metaverse with Duncan Casemore" The HR L&D Podcast episode, we also explore:What do the words “human resources” mean to you?What is the Metaverse, and why is it important that we know about it?What is the potential impact of the Metaverse on the future of work?How will the Metaverse reshape the traditional workplace as we know it?What HR cutting-edge tools can we integrate with these rising technologies at work?What are some of the potential benefits and challenges of working in the metaverse?Can companies leverage the Metaverse to enhance employee engagement?Where are strategic HR leaders investing their technology budgets currently?Who are Applaud?How can companies and individuals navigate working in the metaverse?Links highlighted in this “HR in the Metaverse” episode are included below:Applaud's Website: https://www.applaudhr.com/Duncan's LinkedIn: https://uk.linkedin.com/in/duncancasemoreFree Report: The Future of HR: Employee Experience Fuelled by Consumer-Grade TechnologyJGA Planet Positive (ESG) Recruitment Solution – to find out more, email nick@jgarecruitment.comThe host of The HR L&D Podcast - LinkedIn Profile: Nick DayLeading HR...

This is a conversation about something we all wonder about: the ever changing and complicated role of HR at work. The conversation discusses the challenges faced by HR departments right now, including compliance, administration, and the need to balance day-to-day tasks with long-term strategy. The importance of building a healthy culture from the beginning and listening to employees is something we talk about in depth. We also examine the need for HR to be an enabler rather than a centralized admin unit and we touch on the role of organizational development in creating healthy cultures and the need for leaders to take responsibility for people and culture. Let's dig in!Today on Let's Make Work HumanThe role of HR in the past and todayAi! oh my!What HR leaders can do to prep for the futureWhat HR leaders can do to improve the hard things nowIdeas for how to be most courageous in HR right nowMoe has a new proposal for how HR should actually be positioned in companies. Pass it on!The twists and turns of big changes that lead to careersLinksTo receive weekly gold in your inbox, sign up for the Show Up newsletter here https://newsletter.leadwithmoe.com/To get yourself or your people leaders critical skills for the future, learn more and apply to the Leading People Program™ here: https://leadingpeopleprogram.com/To connect with Moe or Mei email info@moecarrick.com or go to www.moementum.com to learn more.To connect with Moe on Linked In https://www.linkedin.com/in/moecarrickBrandon's LinkedIn: https://www.linkedin.com/in/lawsbrandon/Brandon's Instagram: https://www.instagram.com/lawsbrandon/Brandon's Podcast: https://podcasts.apple.com/us/podcast/transform-your-workplace/id533673516

Employee Assistance Programs, when done correctly, can help you support your employee's health and wellbeing.Bill Banham's guest this time is Dr. Jonas Eyford, CEO at Recharge Wellness, a company offering custom wellness programs for organizations across Canada. The firm provides an employee support service (to enhance or replace an EFAP), on-site clinics, and wellness webinars.In late 2022, Jonas and his team made a major upgrade by launching a disruptive EAP which, he says, is "set out to fracture the stale reality of poor engagement with a wholly different approach to EAPs & mental health."Questions for Jonas include: In terms of mental and physical health,  how much harm did the pandemic do to the wellbeing of today's employees? Tell us about the new Employee Assistance Programme from your team and why it's unique. What HR processes need to be in place to support EAPs? What about HR leaders? Do they get enough support?Why is the use of mental health benefits consistently lower in older generations? Does the EAP industry need disruption? If so, why?More About JonasJonas is a chiropractor and consultant living in Toronto. He is passionate about transformation, exploring the challenges of behavior change through physical and psychosocial means.He founded Recharge Wellness in 2013. Clients include Loblaw Digital, Flipp, Top Hat, Wave HQ, Loopio, CGI, Live Nation, Ticketmaster, Clio, Architech, Soho VFX, League, Universe, Invesco, Vena Solutions, and Supreme Cannabis.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

What HR leaders need to know about shifting talent strategies in a volatile environment, building a team to thrive in the future of work, navigating a tight labor market and more.  What you'll hear:  Talent strategies to get the highest returns despite market volatility  HR strategies to retain and develop leaders to get the strongest results Building an elastic talent resource to seize opportunities in a tight labor market How to create collaborative cultures and boost performance in Hybrid 2.0   Join Jaime Klein, CEO and our guest panelists: Ariel Speicher, Head of HR, Point 72, Annette Krassner, CEO, Glocap Search, and Monica Bright-Hill, Inspire HR Expert, HR Business Partner  

Keeping workers engaged and purpose-driven is an important part of HR's job, but so is keeping your company out of court because of pitfalls related to the Equal Employment Opportunity Act, the Family and Medical Leave Act, the Fair Labor Standards Act, and more. To give you that ever-important legal perspective on the hot topics of DEI, hybrid work, and cultural competency, we've called in Katherin Nukk-Freeman, attorney and co-founding partner of Nukk-Freeman & Cerra PC, and President of SHIFT HR Compliance Training. Highlights:  [4:44] Root causes for why companies aren't moving forward with DEI [8:26] How can DEI training become a  problem for employers? [10:31] Executing effective DEI policies that avoid exposure to legal risk [12:50] What HR needs to be mindful of while coming up with a DEI plan for the organization [17:11] What to do if it looks like your DEI plan is going to get challenged in court [19:32] What is cultural competency? [27:32] Effective return to work strategies [32:12] Employment law and hybrid work [37:18] Resources for HR to track pending employment legislation [2:17] DEI compliance risks in the workplace Guest Bio Katherin Nukk-Freeman, President, SHIFT HR Compliance Training Katherin is the Co-Founder of SHIFT HR Compliance Training and the co-founding Partner of Nukk-Freeman & Cerra, P.C. - the largest woman-owned employment law firm on the east coast. She is a passionate advocate for building better workplaces, and has dedicated her career to working with clients to proactively address and effectively manage workplace issues. As a dynamic employment law advisor, training instructor and industry thought leader, Katherin is a highly sought-after speaker and for the past five years has also served on the Board of Directors for ConnectOne Bancorp Inc. Links https://www.linkedin.com/in/katherinnukkfreeman/ https://shiftelt.com/ https://nfclegal.com/ We want to hear from you. Leave a review (5-Star would be nice!) on Apple Podcasts and add your question in the comment. We read every review and use them to choose topics, guests, and interview questions for the podcast. You can also reach out at ⁠⁠⁠⁠⁠⁠⁠⁠podcast@hrmorning.com⁠⁠⁠⁠⁠⁠⁠⁠.  If you love this show, please share your favorite episodes with colleagues and on social media. We greatly appreciate your support. Thank you for listening. Remember to subscribe and follow us so you never miss an episode!  Voices of HR is brought to you by ⁠⁠⁠⁠⁠⁠⁠⁠HRMorning.com⁠⁠⁠⁠⁠⁠⁠⁠.

Welcome back to another episode of HR Insights: The Podcast!This week, our host Stuart Elliott is joined by returning guest, Ria Davey to speak about the impact of Generative AI on the world of work, particularly within the HR Function, as well as the risks and benefits that come with it. Ria Davey is the Global Head of HR in Engineering at Bloomberg where she has just celebrated her 11-year anniversary. Throughout her time at Bloomberg, Ria has been privy to the rapid evolution of AI within the industry and the ways in which its capability has potential for broad application. Despite its time-saving benefits, there are many risks that come with AI, whether that be through inaccuracies or loss of human empathy and intelligence. In this episode, Stuart and Ria discuss the endless possibilities AI, particularly ChatGPT, could have on the HR Function, the pros and cons of the technology, and how it can be utilized to support HR Leaders. Key Timestamps:-       1:30 - Intro into Ria Davey and her role within Bloomberg-       6:45 - Key themes and trends  -       13:15 - Possibilities of AI-       20:30 - Risks of AI-       25:45 - Overall impacts of ChatGPT at work-       32:25 - What HR leaders should be doing to support their businesses 

In the world of HR, it may seem like a lot of it is hard to quantify and measure. But by digging into “people analytics,” you can start to analyze and learn more about your workforce. In this HR Unplugged session, BambooHR's Head of HR, Anita Grantham, sits down with Vanessa Brulotte, Human Resources Business Partner, to talk about data – how we can gather it, what data to focus on, and what we can do with that information to become better business partners. Key Moments: What is people analytics? What to do if you don't have engaged employees What HR data can help with Why you should get clear on which problems you want to solve Why stay interviews are so important How to have unbiased conversations How to pick a HR tool Top takeaways and advice Key Links: The Definitive Guide to People Analytics: How to Make Better HR Decisions

Today, companies need to be adept at developing their current and next-gen leaders. HR's ability to identify these individuals with progressive skill sets and talents, and set them up for success is key to ensuring that your organization remains competitive and sustainable. To help you take the strategic reins in cultivating your company's high-performers, we've called in Dr. Renee Booth, President of Leadership Solutions. Highlights [4:04] Becoming a trusted advisor [9:02] What HR needs to keep in mind for 12-18 months into the future [11:13] Tests to identify high-performing talent [14:26] Convincing the C-suite that talent development is necessary [16:33] The need for new senior-level talent to have coaching [20:51] Adjusting to the mindset of being a senior leader [26:11] Women leaders wanting to “have it all” [29:35] CHRO to CEO transferable skills [32:00] Top characteristics HR should be tracking in new talent [36:12] Courage to handle the tough stuff  Guest Bio Dr. Renee Booth, President, Leadership Solutions Inc. The founder of boutique leadership consulting firm Leadership Solutions, Dr. Renee Booth has dedicated her career to helping executives and organizations find their potential to change their lives, their companies, and the world. She is an organizational psychologist and a trusted advisor to Fortune 500 companies, educational institutions, and leading not-for-profit organizations. Renee was the Eastern Regional Practice Leader for the HumanCapital Group of Watson Wyatt Worldwide. She also served as Senior Vice-President of Corporate Human Resources of financial services company ADVANTA Corporation, and spent more than a decade in senior positions with Hay Management Consultants. Renee serves on the Board of Directors at Vishay Intertechnology Inc., one of the world's largest manufacturers of discrete semiconductors and passive electronic components, and is also a member of the Compensation Committee. Renee is a Board of Trustee member at the Franklin Institute in Philadelphia, where she serves on the Executive Committee. She serves on the Board of Trustees of Vanguard Charitable Trust and Thomas Skelton Harrison Foundation.  Links https://www.linkedin.com/in/renee-booth-25125623/ https://leadership-solutions.com/ We want to hear from you. Leave a review (5-Star would be nice!) on Apple Podcasts and add your question in the comment. We read every review and use them to choose topics, guests, and interview questions for the podcast. You can also reach out at ⁠⁠podcast@hrmorning.com⁠⁠.  If you love this show, please share your favorite episodes with colleagues and on social media. We greatly appreciate your support. Thank you for listening. Remember to subscribe and follow us so you never miss an episode!  Voices of HR is brought to you by ⁠⁠HRMorning.com⁠⁠.

In this special episode, Bill Banham talks with Marc Coleman ahead of UNLEASH America happening April 26 and 27 in Las Vegas. Marc is Founder & CEO of UNLEASH, a top marketplace for HR, learning, and recruitment leaders. Questions for Marc include:What HR technology trends are you excited about right now?How do you imagine AI to play into the future of work and employee hiring & retention?What does it take to have a successful HR event in 2023?What is your goal in creating an event like UNLEASH America? Any specific goals for this year's event?How do UNLEASH events contribute to the brand? And the HR community?What do you expect to be some of the hot topics of discussion on this year's expo floor?  Looking back, what have been some of your biggest lessons learned from hosting past UNLEASH Americas? Talk about other upcoming UNLEASH events we can look forward to in 2023.More About Marc ColemanMarc is passionate about building global communities that imagine, create and power the new working world. Behind the scenes, he enjoys researching organizational design and transformation on the ideas that work, and mining for the know-how that inspires intelligent action and lifelong learning. Since 2008, Marc has created a number of successful HR brands to help build and shape trusted HR communities worldwide. Marc has worked with 100's of startups globally and hosted the world's first and longest-running startup competition in HR since 2011. These startups have since raised over $10 billion.Prior to the Pandemic, UNLEASH entered the Inc. 5000 - the world's fastest-growing companies and listed in the top 30% with a 212% growth average over 3yrs. Marc has a Higher Diploma in Quality Control Management, Applied Biology & Physics, a BSc in Microbiology, and an MSc in Biotechnology.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Gem Garcia is a DE&I consultant that loves helping individuals navigate the hectic corporate job application process. In this episode Gem talks about the HR recruitment process and reveals what makes an individual marketable. Gem is the founder of Corporate in Colour Consulting where she offers career coaching and other career related services.  Key Takeaways:     How job seekers or candidates can change the current HR recruitment narrative         What HR is looking for during the hiring process         Intangible aspects that help companies attract and keep talent         How a company can be able to attract the right kind of talent to join their team         The kind of qualities that you want HR to see on your Resume. Quote of the Show (38:00 – 39:00): “I don't hold back any punches because I don't feel like you engage with me at any level to sugarcoat it. That's not going to get you the results you want. You're dealing with someone who has insight into this crazy industry and can give you that if you're willing to learn.” - Gem Garcia Join our Anti-PR newsletter where we're keeping a watchful and clever eye on PR trends, PR fails, and interesting news in tech so you don't have to. You're welcome.   Want PR that actually matters? Get 30 minutes of expert advice in a fast-paced, zero-nonsense session from Karla Jo Helms, a veteran Crisis PR and Anti-PR Strategist who knows how to tell your story in the best possible light and get the exposure you need to disrupt your industry. Click here to book your call: https://info.jotopr.com/free-anti-pr-eval   Ways to connect with Gem Garcia: LinkedIn - https://www.linkedin.com/in/gemgarcia/ How to get more Disruption/Interruption:  Amazon Music - https://music.amazon.com/podcasts/eccda84d-4d5b-4c52-ba54-7fd8af3cbe87/disruption-interruption Apple Podcast - https://podcasts.apple.com/us/podcast/disruption-interruption/id1581985755  Google Play - https://podcasts.google.com/feed/aHR0cHM6Ly93d3cuZGlzcnVwdGlvbmludGVycnVwdGlvbi5jb20vZmVlZC54bWw   Spotify - https://open.spotify.com/show/6yGSwcSp8J354awJkCmJlD Stitcher - https://www.stitcher.com/show/disruption-interruptionSee omnystudio.com/listener for privacy information.

The Great Resignation is still subsiding very slowly. Millions of workers leaving their jobs every month creates a daily challenge for HR pros to keep their organizations fully staffed. Consultant Rob Dubin, who works with companies to turn burned out employees into engaged employees, shares his ideas for helping your people better connect with the things that lead to true happiness. Highlights [5:51] Where feelings of unfulfillment driving the Great Resignation are coming from [9:38] Happiness vs. “mis-wanting” [13:48] Re-thinking good benefits and compensation as the key to happiness [16:02] Can happiness be taught? [19:15] Happiness, relationships with others and remote work [21:21] Would four-day workweeks make people happier? [23:05] Getting the C-suite to care about improving employee engagement [26:14] What HR can do to promote more happiness within the company [28:58] Happiness, productivity and profits [30:54]  Some things scientific research has found about happiness Guest Bio: Rob Dubin was an award-winning filmmaker who traveled the world making  commercials and TV programs for Fortune 500 companies. At the age of 42 Rob and his wife sold their home, moved onto a 40-foot sailboat, and spent 17 years sailing around the world studying human happiness and fulfillment. Today Rob gives back by teaching courses in employee happiness which increase engagement, reduce resignations and combat quiet quitting. Rob combines lessons learned while sailing around the world with the science of human happiness to deliver strategies for building team engagement.  https://www.linkedin.com/in/robdubin/ https://www.robdubin.com/ We want to hear from you. Leave a review (5-Star would be nice!) on Apple Podcasts and add your question in the comment. We read every review and use them to choose topics, guests, and interview questions for the podcast. You can also reach out at podcast@hrmorning.com. If you love this show, please share your favorite episodes with colleagues and on social media. We greatly appreciate your support. Thank you for listening. Remember to subscribe and follow us so you never miss an episode! Voices of HR is brought to you by HRMorning.com.

Name: Joey Price Business Name: Jumpstart:HR Current Title: President + CEO Location: Maryland Educational Background:  BS - Kinesiology, MS - Human Resources Management and Development, Curious by Nature   About Joey Price:  Joey Price is an award-winning Human Resources Executive, thought leader, and the President and CEO of Jumpstart:HR. The company offers HR outsourcing and consulting for startups and small businesses. He is a proud member of the Forbes HR Counsel and UKG's Workforce Institute Advisory Board. Joey also co-hosts the "While We Were Working" weekly podcast for leaders in the workplace who wish to be better at handling people's issues. He is a seasoned HR professional with hands-on experience in multiple organizations; Joey advocates for businesses to translate their goals into high ROI through happily engaged staff members.   DURING THIS EPISODE YOU'LL LEARN: Why small businesses need an HR department The risks of not having an HR department Difference between hiring an HR specialist vs. outsourcing  The steps for setting up an HR department How to identify the right person for the job The importance of building work culture What HR compliance means and the challenges small businesses face For complete show notes and resources mentioned for this episode go to: blacktobusiness.com/134 Thank you so much for listening! Please support us by simply rating and reviewing our podcast!  

In this episode of the Digital HR Leaders, David is taking a journey to the past, present and future of the talent marketplace. Joining him are Jeff Schwartz, VP of Insights and Impact at Gloat, and Senior Advisor of Future of Work at Deloitte; and Jeroen Wels, Founder of The People At Work Innovation Collective. With their combined experience and insights, this conversation will highlight thought-provoking advice on how organisations can start thinking and actioning for the future of their businesses. Expect to learn more about: - How the talent marketplace supported Unilever and other businesses during the pandemic - The role of the talent marketplace during economic headwinds - The possibilities that can arise from skills-based organisations - Why 2023 is an important time to be thinking about 2030 - What HR professionals need to start doing today to prepare for the future of their business, and much more. Enjoy! Support from this podcast comes from Gloat. You can learn more by visiting: gloat.com Hosted on Acast. See acast.com/privacy for more information.

Kevin Mulcahy, co-author of the Future Workplace Experience, has been thinking and writing about the future of work since 2016. Six years ago the future of work was dramatically different. Reading Kevin's book makes him seem like a clairvoyant who predicted the future. In addition to being a successful author Kevin is a sought after speaker on all topics related to the future of work and workplace trends. In the past, he also lectured on entrepreneurship at Babson College.Listen and learn:What HR teams need to know about delivering great employee experiencesHow Airbnb created a culture of measuring and improving the employee experienceWhat are progressive employers doing to make the transition back to office work easierThe three "soft leadership" questions every manager should get great at askingHow to measure the quality of employee experiencesHow AI can be used to detect changes in tone in employee engagementWhere to start when using AI to improve the employee experienceHow the metaverse will improve remote workReferences in this episode:Twitter boss Elon Musk fires the entire ethics team as one of his first acts of "leadership"Charlene Li on AI and the Future of WorkGary Bolles on AI and the Future of WorkMark van Rijmenam on AI and the Future of WorkBurn In: A Novel of the Real Robotic Revolution by P.W.  Singer and August Cole

Balancing work and child care is a challenge countless employees face every day. Large organizations are taking action to combat burnout in working parents, some even building their own daycares. As a small business, offering onsite child care can be too expensive, but fortunately, there are alternative ways to support working parents without breaking the bank. In this week's episode, Joey and Sommer share four ways small businesses can better support workers with child care needs. Tune in to find out more! You'll also learn why helping workers navigate child care needs is a strategic investment regarding talent attraction and retention and what companies are doing to take care of their employees' mental health and wellbeing. Sommer and Joey also discuss monkeypox from an HR perspective, its risks, common misconceptions, and some steps you can take to keep your team safe and your organization protected. Key Takeaways How small businesses can better support working parents (00:00) What organizations are doing to help parents struggling with child care needs (03:10) Why many women left the workforce during the pandemic (06:43) Offering child care benefits as a talent retention strategy (10:47) Alternative ways small businesses can support working parents (16:17) What HR teams should know about monkeypox (22:04) How monkeypox could negatively impact your business (26:03) Should your business be worried about monkeypox? (29:43) Additional Resources

In this episode, host Sarah Morgan answers the following listener questions.  What advice can you give to people who are job searching and tips on how NOT to become frustrated with the process? I have been on at least 5 final interviews for jobs but the other candidate always gets picked. Is there something I should be doing to close the deal on a role?  What were your thoughts on the Dave Chappelle special? I follow you on social media and I didn't see you say too much about it. Do you think he is transphobic and should be cancelled like a lot of other woke people do?  I know you are a fan of General Hospital. What do you think of them firing Jax and Jason for not getting vaccinated? What accommodations are currently being made in the HR space for employees with mental health issues?  What HR challenges are most prevalent as we appear to be coming to the “end” of the pandemic?  To submit your questions for next month's Ask Me Anything, click HERE To contact Sarah for consulting or coaching services, email hello@buzzarooneyllc.com  To contact Keirsten Greggs the TRAP Recruiter for career coaching & interview prep services, go to her website. 

Join The #HRevolution for Episode 4: "The Competitive Advantage of People Analytics" with Max Blumberg, People Analytics Consultant and Owner of Blumberg Partnership LTD. Max Blumberg takes us on a personal, insightful, and humorous People Analytics journey in order to help us (and all HR Professionals) understand the importance of using human capital data and analytics to influence company stakeholders, improve organizational capabilities, and drive greater Human Capital Return on Investment (HCROI). Kevyn refers to Max as "The Godfather of People Analytics" We discuss: - The evolution of people analytics from theory to critical business process - How to effectively connect the academic world to the business world through the scientific method - Going from descriptive, prescriptive, and predictive analytics to multi-level modeling in order to provide real value - Why Artificial Intelligence and Machine Learning can be both useful and dangerous as the Future of Work evolves - What HR professionals need to know when implementing a People Analytics process in their organization - And more….