Podcasts about why hr

This is a conversation about the invisible emotional weight people carry into work every single day and what happens when someone finally makes space for it. I sat down with Courtney O'Brien (HR leader and community builder) to explore the hidden emotional world inside modern workplaces. We unpack psychological safety, anxiety, spirituality at work, powerful questions, collective healing, and why humanity may be the most overlooked leadership skill of our time. From fear of flying and nervous system regulation to AI companionship and emotional intelligence in corporate culture, this episode challenges the idea that professionalism requires disconnection from ourselves. Courtney shares why she believes work can become a spiritual teacher, how shame silently shapes human behavior, and the simple practices that help people reconnect to themselves—and each other.   Show Partners: Get your MENTAL FITNESS BLUEPRINT here! A special thanks to our mental fitness + sweat partner Sip Saunas Personal Socrates: Better Question, Better Life   Connect with Marc: https://konect.to/marcchampagne   Timestamps: 00:00 — “Who are you?” 01:18 — Growing up highly sensitive and learning to articulate emotions 02:43 — Loss, spirituality, and feeling connected to those who came before 03:22 — Why HR became Courtney's “spiritual practice” 05:02 — Bridging humanity and corporate systems 06:34 — Leading with vulnerability at work 07:23 — Why most people secretly want deeper conversations at work 08:55 — Small experiments that change team culture 10:12 — Using psychological safety exercises in meetings 11:32 — The surprising reaction people have when given permission to share 13:09 — Relief, humor, and connection in the workplace 14:33 — The power of better questions 15:52 — Why powerful questions changed Courtney's life 16:30 — “What do we owe each other?” 18:23 — Grace, challenge, and collective tension 19:53 — Why mentally fit teams operate differently 20:24 — Shame, judgment, and emotional healing 20:59 — Courtney's nervous system reset practices 22:21 — Learning to care for yourself without disconnecting from the world 23:18 — Why healing practices became simpler over time 24:28 — The grounding practice Courtney uses daily 26:36 — The wisdom of the body and collective consciousness 27:08 — Overcoming a fear of flying through physical regulation 28:51 — How posture changes emotional states 29:34 — AI, consciousness, and intuitive leadership 31:53 — Translating “woo-woo” for corporate culture 33:16 — Why spiritual thinkers and tech founders sound increasingly similar 34:33 — Using AI for self-reflection and deeper questioning 35:08 — The rise of AI companionship and emotional projection 36:53 — The danger of judging conversations too quickly 37:52 — What gives Courtney hope for the future 39:19 — “What It Takes to Heal” and collective belonging 40:10 — Why anxiety points toward what matters most 41:20 — Final reflections on humanity, healing, and meaningful work * Special props

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

In this episode, Swati Trehan, co-founder of Ema, breaks down what AI agents actually are, how “AI employees” work inside Fortune 500 companies, and why the future of enterprise software may look nothing like today's SaaS tools. Swati explains how Ema's platform orchestrates teams of AI agents that can autonomously handle HR, IT, finance, onboarding, payroll, employee support, and customer service workflows across massive organizations. She also reveals how companies like Hitachi are already deploying AI employees at scale, why traditional automation failed, and how enterprise AI is evolving beyond simple copilots into fully agentic systems. The conversation dives deep into the technical infrastructure behind agents, including memory, orchestration layers, knowledge graphs, model routing, and why Ema uses multiple LLMs simultaneously to optimize for cost, latency, and accuracy. Swati also shares why Excel remains one of AI's hardest unsolved problems, why video is the next frontier for agents, and how the “SaaS apocalypse” is reshaping software businesses. If you've been hearing terms like agents, autonomous workflows, AI employees, copilots, or agentic AI, this is one of the clearest explanations of where the technology is heading and what it means for the future of work. Key Topics Covered: What AI agents actually are (explained simply) The difference between copilots, agents, and AI employees Why traditional automation and RPA failed How Fortune 500 companies are deploying AI employees today Why HR is becoming the entry point for enterprise AI adoption How Ema orchestrates teams of agents across workflows The technical stack behind enterprise AI agents Why memory, context, and permissions are critical for agents The “mixture of experts” approach using multiple LLMs at once Why Excel remains surprisingly difficult for AI systems The next frontier: AI-generated video workflows The rise of the “SaaS apocalypse” Why solving business problems matters more than building features How AI is changing the way founders and engineers think Episode Timestamps: 00:00 - Intro 00:34 - What AI agents actually are 03:01 - The difference between agents and AI employees 03:25 - Liam's “light bulb” moment using agents 04:06 - Swati's realization that HR work could be automated 05:57 - The founding story behind Ema 08:20 - Why AI unlocks human creativity 09:20 - The technical infrastructure behind AI agents 12:12 - How Ema routes tasks across multiple LLMs 13:49 - Memory, context, and knowledge graphs for agents 16:35 - The biggest unsolved problems in AI agents 18:32 - Why video is the next frontier for AI 20:05 - Why Excel is still difficult for AI systems 21:00 - Who Ema's ideal customers are 23:27 - Why HR teams are leading enterprise AI adoption 24:25 - How enterprise AI implementation actually works 26:13 - Why modular agents matter 28:35 - What the employee experience looks like with AI agents 30:24 - Live demo of Ema's AI employee system 36:58 - How companies roll out AI agents internally 39:31 - Building AI employees in real time 44:01 - Ema's competitive moat in the AI race 47:46 - The “SaaS apocalypse” and future-proofing AI businesses 49:16 - Why Ema focused on product over hype 52:12 - How AI changed the way Swati thinks 55:07 - Why rapid problem-solving matters more than ever 57:27 - Living in London while building a global AI company 59:16 - Why Swati does what she does Swati Trehan's Socials: LinkedIn: https://www.linkedin.com/in/swati-trehan/ Ema: https://www.ema.co Partner Links Upgrade your AI toolkit: https://www.theaireport.ai/ai-executive-pass Subscribe to our free newsletter: https://newsletter.theaireport.ai/subscribe Join the community: https://www.theaireport.ai/leaders-launch-guide Learn more about your ad choices. Visit megaphone.fm/adchoices

AI agents are entering enterprise AI faster than CIOs can govern them. Line-of-business users are vibe-coding their own tools, agents are operating with employee credentials, and foundation models are changing under running systems. In CXOTalk episode 919, Anthony Scriffignano, PhD, a prominent data scientist, and Tim Crawford, a strategic advisor to CIOs at the world's largest companies, examine what enterprise AI governance, shadow AI, and agentic risk require of technology leaders today. The discussion grounds the AI agent conversation in practical decisions: what to keep from established IT governance, what is genuinely new, and where the CIO role must evolve.YOU'LL LEARN:✅ Why traditional regression testing breaks when foundation models, training data, and environments all change at once✅ How shadow AI and vibe-coding by non-developers expand the threat paradigm beyond the enterprise perimeter✅ Why HR-style policies do not transfer to AI agents, and what changes when super-agents call sub-agents through an orchestration layer✅ Specific controls for shadow AI: sandboxes, token counting, personal Identifying Information (PII) guardrails, and watching for value leaving the organization✅ Red, blue, and green teaming for autonomous agents, including why red teams need a defined target list, not a license to break things✅ The three governance layers CIOs must now reconcile: user role-based access controls (RBAC), agent governance, and knowledge governance, across ServiceNow, Salesforce, and SAP✅ When human in the loop is meaningful and when it becomes theater, including the limits of audited-sample review at machine speed✅ How the transformational CIO mindset differs from the traditional one, and why business depth is now the prerequisite skill⏱️ TIMESTAMPS0:00 AI agents are running wild: framing the problem3:11 From automation to autonomy: how CIOs should reframe risk5:21 What old governance disciplines still apply, and what is new6:12 Shadow AI, vibe coding, and the limits of control9:11 Practical controls: sandboxes, token counting, PII guardrails11:53 Why HR policies do not work for AI agents15:24 Regression testing for misuse and misadventure18:43 The aspiring CIO: traditional vs. transformational mindset21:07 Disciplined red, blue, and green teaming23:30 When mandatory automation becomes the only option32:03 Human in the loop: meaningful or theater?34:09 What AI governance actually looks like in practice38:10 New roles: context engineers, AI FinOps, and value frameworks40:30 Talent and jobs inside IT: what changes

Are constant interruptions at work stopping you from getting through your most important tasks? If you work in HR or a People role, you'll know how quickly your day can be taken over by “have you got a minute?” moments - making it difficult to focus on the work that really matters. In this episode of HR Coffee Time, Fay Wallis shares practical ways to protect your time, reduce distractions and create more space for focused work, helping you step up with more confidence and control in your role. You'll learn how to: Set clear boundaries without feeling unhelpful Reduce interruptions across your organisation Create uninterrupted time for deep work Stay focused on your most important priorities This episode is designed to support HR and People professionals who want to feel more confident, effective and in control of their time at work. Chapters[00:00] Do you get interrupted at work?[00:16] Interruptions – a big time management problem[00:55] Why HR gets pulled in[01:35] Episode goal and boundaries[01:56] Welcome and host intro[02:33] Four tips overview[03:00] Tip one: open door hours[03:35] Scripts and signage[04:06] Red sign boundary lesson[05:07] Tip two: company focus time[06:15] Deep work explained[07:11] No meeting Wednesday example[07:28] Tip three: working meetings[10:21] Tip four: block a deep work day[12:26] Recap and next stepsUseful Links from This Episode:Connect with Fay on LinkedInLearn about Fay's Essential HR PlannerLearn about Fay's Inspiring HR Leadership ProgrammeTake Fay's free HR Leadership Impact Assessment. Helpful Episodes to Listen to NextEp 7: What to Do When You Don't Have Enough Hours in the DayEp 45: 6 Ways to Stop Procrastinating & Find Time for Important Projects at WorkEp 52: Two Ideas to Help You Bounce Back From a Tough Day at Work Ep 67: How to Get on Top of Email Overwhelm When You're in a Busy HR RoleEp 138: Can't Find Time for Strategic Work in HR? 5 Tips to HelpEnjoyed This Episode? Don't Miss the Next One!Sign up for the free weekly HR Coffee Time email to be notified each time a new episode is released – and get free career tips, tools, and resources.Mentioned in this episode:Help That's There when It's Needed MostMenopause, grief, ADHD, relationship breakdown... Every day, employees dealing with these situations are turned away by their EAP because they don't qualify for counselling. When someone finally asks for help, they deserve better. Visit Kara Connect, where no employee is ever turned away. Kara Connect

Is the Era of the “Bad Boss” Over? Gen Z, Media Shakeups & Power Shifts Explained The “boss from hell” is back—at least on screen. With the return of The Devil Wears Prada, the iconic Miranda Priestly reminds us of a workplace era defined by fear, control, and impossible expectations. But in 2026… does that kind of leadership still survive? In this episode of The Karel Show, we break down: * Whether toxic bosses are finally being pushed out * How Gen Z and Millennials are reshaping workplace culture * Why HR policies, social media, and public accountability are changing power dynamics Then: the shakeup in media. Late night is under pressure—Jimmy Kimmel facing backlash, Stephen Colbert stepping away. Is edgy, opinion-driven TV fading out? And in news: * Major station shifts (KNX, KGO and more) * Ongoing pressure on media organizations * The bigger question: Is independent journalism under threat—or just evolving? Plus: what it all means for the future of work, media, and truth itself.

How can your culture become a competitive advantage?Why is engagement not just an HR metric, but a driver of business performance?My guest on this episode is Bala Sathyanarayanan, EVP and CHRO, Greif Inc. During our conversation Bala and I discuss the following: Why culture is the operating system that determines whether strategy succeeds or fails.Why engagement is not just an HR metric, but a leading indicator of customer and business performance.How organizations that focus on systems outperform those that focus only on outcomes.Why HR's credibility depends on its ability to create measurable business value.Why great organizations are never “great,” they are always chasing it.Connecting with Bala: Connect with Bala on LinkedInEpisode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

Dive into the raw truth of HR analytics, why it's all about storytelling backed by solid numbers. This episode uncovers how HR leaders can finally translate their human capital efforts into undeniable business value. Prepare to be inspired, challenged, and energized to rethink what your HR data can do!  Key Insights  The gap between HR stories and financial impact is real; HR needs to quantify their contributions.  Successful organizations are integrating HR metrics with business and financial data for compelling storytelling.  External benchmarks are critical to understanding where your organization stands are you best in class or in need of improvement?  Using visualization and advanced analytics makes complex data accessible and impactful for HR leaders.  Building tight collaborations with operations and finance is essential for accurate, meaningful HR metrics.  Small steps like analyzing turnover costs or onboarding ROI can start a powerful transformation.  HR must embrace a mindset of continuous measurement, storytelling, and adjusting based on macroeconomic shifts.  Investing in analytics tools and skills early helps HR lead from a position of influence and credibility.  Timestamps  00:00 - Welcome & intro to Schon Parris, HR data rockstar 02:45 - Schon's musical side and leadership journey at ADP 03:58 - Helping HR quantify workforce value through analytics 04:40 - The gap between HR stories and quantifiable business impact 05:34 - Why HR struggles to show ROI like sales or operations 06:39 - Bridging HR and finance through better skills and tools 07:32 - How AI and advanced analytics are changing the game 09:02 - Turning HR metrics into financial and business outcomes 10:02 - The importance of collaboration in understanding turnover costs 11:01 - Performance metrics for hourly workers and ubiquitous data 12:13 - The challenge of rolling up workforce data in organizations 13:10 - Building business cases for HR investments 14:16 - The power of visualization and storytelling with analytics 15:04 - Using metrics to tell compelling, data-backed HR stories 17:15 - The importance of granular data to prevent surprises 18:30 - Small steps that HR can take to demonstrate value 20:10 - Putting the numbers into business language for leadership 21:43 - Using external benchmarks to inform strategy 23:08 - Visual storytelling to connect HR efforts with profitability 24:15 - Deep-diving into specific workforce segments 25:03 - Tracking HR impact continuously, not just quarterly 26:40 - The importance of contextualizing data within macroeconomic shifts 27:57 - Steps to start building a data-driven HR culture  Resources & Links  How to Measure HR's Impact on Business  Power of Data Visualization in HR  Turnover Cost Analysis Tool  External Benchmarks for HR Metrics  Connect with Schon Parris  LinkedIn  Twitter  Final Thought  This episode is a rallying cry for HR leaders to step into their data-driven power. Metrics are no longer optional,they are the language of impact and influence. Start small, visualize boldly, and tell your stories with undeniable proof. Your workforce's true value depends on it!

If ‘We have Copilot' passes for your AI strategy, you're scaling decisions you can't explain. Here I examine three structural risks. In this episode we cover: Why having Copilot is an untested assumption How AI scales broken systems at speed Why HR owns AI consequences, not IT Episodes referenced: The Incentive Problem of Diversity and … Why “We Have Copilot” Is Not A Modern HR Strategy Read More » The post Why “We Have Copilot” Is Not A Modern HR Strategy appeared first on Element of Inclusion.

This episode was sparked by me taking time out this week to reflect on my business and my life and asking a simple question: What's genuinely moving the needle… and what's just making everything feel heavier than it needs to be? If your HR consultancy feels busy but not profitable, it's often not because you're doing too little- it's because you're doing too much, in too many places, with too much complexity. In this episode, we talk about how to keep your consultancy simple, tech-smart, and focused on the work that actually drives profit and I'm joined by Claire Snow, who has mastered the art of creating focus in her business. What you'll learn • Why HR consultants often overcomplicate (and what it's really costing you) • How to simplify your offer so clients can quickly understand what you do and say yes • How to use technology to be efficient without turning your business into an IT project • What to delegate (and why delegation is a profit strategy, not a luxury) • How to protect time for the activities that create revenue in the next 30–90 days Key talking points Overcomplication looks like: too many services, too many tools, too much content without purpose, and too much admin. A simple rule: if it doesn't help you sell, deliver, or get paid, it's probably not urgent. Keep your offer clear: one core problem, one primary delivery method, one clear next step. Minimum effective tech stack: choose the simplest tools that help you capture/track, deliver consistently, and get paid. Delegate non-core work: stop trying to be the marketer, designer, bookkeeper, IT desk, and admin assistant. CEO focus: business development, client delivery, and small consistent business improvement. Claire's LinkedIn Profile: https://www.linkedin.com/in/claire-snow/ Our website: www.leapintoconsulting.com

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Chapters 00:00 – Cold open: UNLEASH vs. Transform event dynamics01:10 – Meet Mary Jo Charbonneau and Kyndryl02:00 – Why AI is redefining HR transformation03:15 – HR's shift to the center of business strategy04:30 – Why HR leaders must think beyond HR (customer impact)05:45 – How AI is used on the customer delivery side07:00 – Translating business demand into skills with AI08:15 – Matching the right talent to the right work09:30 – The power of workforce data and skills visibility10:45 – Internal mobility: finding hidden talent within12:00 – Real-world use cases of repositioning underperforming employees13:30 – “Make yourself discoverable” in the age of AI14:30 – The future of skills-based organizations Key Takeaways 1. AI is pulling HR into the center of the business Not as support—but as a strategic driver tied directly to how work gets done and delivered to customers. 2. The real power of AI is translating work into skills Understanding what skills are needed—and matching them dynamically—is becoming HR's most critical capability. 3. Skills data unlocks internal mobility at scale Organizations already have the talent—they just haven't had the visibility to deploy it effectively. 4. “Make yourself discoverable” is the new career mandate Employees must actively surface their skills and capabilities in AI-driven environments or risk being overlooked. 5. AI enables a more human approach to talent decisions Instead of writing people off, organizations can identify where individuals will actually thrive. 6. HR needs to think beyond HR The biggest missed opportunity: not connecting AI in HR to how the business serves customers. 7. Transformation is no longer optional—it's continuous AI isn't a project. It's an ongoing shift in how organizations operate, hire, and grow talent.    

It's kinda wild how many people of are still dealing with compensation issues today! Most companies have a comp strategy the same way most people have a fitness plan...technically it exists, but nobody is really following it. Haris Ikram, co-founder and CEO of Candor IQ, joins me this week to talk about his founder journey and why compensation is the most misunderstood, most mishandled, and most consequential thing happening inside your org right now. This one's going to sting a little, but it'll bring plenty of clarity too, so it's still worth it! --- 0:00:00 - Intro 0:01:54 - Something Haris Believed About Work Early in His Career That he Unlearned 0:03:18 - The Moment Haris Decided to Start a Company 0:06:39 - What Starting a Company Seemed Like vs What it was Actually Like 0:09:49 - Being a Founder vs Being an Executive 0:13:24 - The Hardest Part of Being a First-time Founder That Nobody Tells You About 0:15:45 - The First Mistake Founders Make With Comp That Cost Them Later On 0:19:32 - What Made Haris Want to Solve the Comp Problem 0:30:24 - Why HR and Finance Can't Seem to Get Along 0:41:37 - How Data Alignment Transparency Benefits Employees 0:45:50 - Haris's Advice for Somebody Who Wants to Start a Company --- The Predictive Index behavioral assessment reveals how people work, think, and thrive—so teams can understand each other better and perform at their best. Because when you truly understand your people, work just works. Learn more: ⁠⁠trypi.com/ihateithere⁠⁠ --- If you love I Hate It Here, sign up to Hebba's newsletter! It's for jaded, overworked, and emotionally burnt-out HR/People Operations professionals needing a little inspiration. https://workweek.com/discover-newsletters/i-hate-it-here-newsletter/ And if you love this podcast, be sure to check out more episodesfor even more exclusive insider content!  https://www.youtube.com/@ihateit-here⁠ Follow Haris LinkedIn: https://www.linkedin.com/in/harisikram/ Follow Hebba:  YouTube: https://www.youtube.com/@ihateit-here/videos LinkedIn: https://linkedin.com/in/hebba-youssef Twitter: https://twitter.com/hebbamyoussef

In the latest episode of Executive Function, Brett sits down with Katie Burke, who recently became COO of Harvey after joining as Chief People Officer. Before Harvey, Katie spent 11 years in HR leadership at HubSpot, where she built one of tech's most distinctive cultures. In this conversation, she unpacks her marketing-minded approach to HR, why she hired deliberately from hospitality rather than corporate backgrounds, and why developing culture should be a strategic priority for any organization. In today's episode, we discuss: Why HR leaders should think like marketers The 2.5-year cultural hangover after a layoff The protein vs. sugar rule for employee feedback What it means to be the executive team's own HR business partner What the Chief People Officer owes the board and what they don't References: Amazon: https://www.amazon.com Anique Drumright: https://www.linkedin.com/in/anique-drumright-53978a1a/ Brian Halligan: https://www.linkedin.com/in/brianhalligan/ Carmel Galvin: https://www.linkedin.com/in/carmelgalvin/ eBay: https://www.ebay.com Gabe Pereyra: https://www.linkedin.com/in/gabepereyra Harvey: https://www.harvey.ai HubSpot: https://www.hubspot.com Jacqui Canney: https://www.linkedin.com/in/jacquicanney Klaviyo: https://www.klaviyo.com Lorrie Norrington: https://www.linkedin.com/in/lorrienorrington/ Maggie Landers: https://www.linkedin.com/in/maggiecohenlanders/ Rippling: https://www.rippling.com ServiceNow: https://www.servicenow.com Winston Weinberg: https://www.linkedin.com/in/winston-weinberg/ Where to find Katie: LinkedIn: https://www.linkedin.com/in/katie-burke-965767a/ Twitter/X: https://x.com/katieburkie Where to find Brett: LinkedIn: https://www.linkedin.com/in/brett-berson-9986094/ Twitter/X: https://twitter.com/brettberson Where to find First Round Capital: Website: https://firstround.com/ First Round Review: https://review.firstround.com/ Twitter/X: https://twitter.com/firstround YouTube: https://www.youtube.com/@FirstRoundCapital This podcast on all platforms: https://review.firstround.com/podcast Timestamps: 00:00 Introduction 00:23 Why HR begins with thinking like a marketer 01:58   “Don't ask for a seat at the table. Build the table.” 02:29 Radical transparency after Hubspot's IPO 05:14 How HubSpot's people function drove strategy 07:01 The trickiest part of the Chief People Officer role 10:00 Be the Michael Jordan of your exec team 12:14 Why people leaders need to create “graceful exits” 16:49 The inevitable two-year layoff hangover 23:31 The workplace shouldn't be Disneyland 26:05 “Our job is not to make you happy every day” 34:28 Being a Chief People Officer isn't for the faint of heart 35:04 How “Berry-Gate” taught HubSpot to manage feedback 40:51 Chief People Officers should be demanding, by design 42:01 Why “frequent flyers” are a new-hire red flag 44:54 Unpacking the role of the VP of People 49:94 Which company decisions fall to the Chief People Officer? 49:11 The most common challenges of scaling a company 51:39 The differences between HubSpot and Harvey 53:17 How AI is changing the people function 1:04:28 Why Katie shares her own performance reviews 1:06:22 How to manage a disagreement with the CEO

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   What You'll Learn * How enterprise HR leaders think about hiring, structure, and strategy at scale * Why most hiring challenges are actually business alignment problems * How to build proactive talent pipelines instead of reacting to openings * Where AI is actually delivering value in recruiting today * What separates average recruiters from truly impactful ones   Chapters: 00:00 Opening + UNLEASH 2026 floor energy01:15 Intro to Jason Desentz (CHRO, Toshiba Americas)02:10 Scale of Toshiba: 6,000 employees + HR org structure03:30 From automotive to CHRO: Jason's career journey05:00 Blimp hiring story (and why niche recruiting matters)07:10 Should Talent Acquisition sit under HR?09:00 Why HR leaders must understand the business10:30 The rise of the HR Business Partner mindset12:00 How to train HR teams to think like the business13:45 Why most companies fail at role intake & calibration16:00 Small talent pools & “purple squirrel” expectations18:00 Workforce planning: why hiring starts before the role opens20:30 Retention risk, succession planning & talent intelligence23:00 The compensation gap problem (champagne taste, beer budget)25:00 Creative comp strategies to close candidates26:30 What candidates actually value today (and what's losing impact)28:30 Toshiba's sourcing strategy: where hiring really starts30:00 The power of elite sourcers (and why networks win)32:00 AI in recruiting: what actually matters vs hype34:00 Automation vs human connection in hiring36:00 Why scheduling is the biggest bottleneck in recruiting37:30 Adaptability: the #1 trait in great recruiters39:00 Fraudulent candidates, AI cheating & interview risks41:30 Protecting IP in a high-risk hiring environment43:00 Metrics that matter (and ones that don't)45:00 Candidate experience & onboarding accountability47:00 Advice for job seekers in a competitive market49:00 “Always Be Hustling” mindset for career growth51:00 Final advice: Listen, Learn, Lead52:00 Closing + Vegas survival tips I

Send us Fan MailThis week on Jaded HR, we dive into an HR nightmare that somehow checks every single box of what NOT to do.A pregnant employee. A doctor's note. A simple work-from-home request.And a company that said… “nah, come into the office.”What happened next? A $22 million lawsuit that has HR professionals, employment lawyers, and workplace experts all asking the same question: what were they thinking?We break down the now-viral case involving Total Quality Logistics and unpack the real-world implications around:Pregnancy accommodations in the workplaceRemote work policies vs. medical necessityHR compliance, FMLA, and legal riskHow rigid company culture can backfire (spectacularly)Along the way, we also get into:Why “HR is here to protect the company” isn't always the slam dunk people think it isThe dangers of blindly following policy without using actual human judgmentAnd yes… somehow TikTok HR advice catches a stray (as it should)If you're in Human Resources, leadership, or just enjoy a good corporate cautionary tale, this episode is equal parts insight, frustration, and “you've got to be kidding me.”Because sometimes protecting the company… means not handing someone a $22M reason to sue you.

What if the Chief People Officer is no longer just responsible for people… but for how the entire business operates? In this episode of Success Leaves Clues, Robin and Al welcome back Michelle Brooks, Chief People Officer & Head of Operations at Security Compass, to explore one of the most important shifts happening inside modern organizations. The role of HR is evolving fast. What was once seen as a support function is now becoming central to how businesses scale, operate, and perform. Michelle shares how the CPO role is expanding into operations and even technology, why organizations are moving from departments to workflows, and how leaders can rethink structure, decision-making, and culture in a rapidly changing environment. The conversation also dives into a surprising redefinition of burnout, why it's no longer about working too much, but about working inefficiently, and how removing friction inside organizations can unlock both performance and engagement. If you are a CEO, founder, HR leader, or operator navigating growth, complexity, and change, this episode offers a clear lens on where leadership and organizational design are heading next. You'll hear about: Why the Chief People Officer role is expanding into operations and technology How organizations are shifting from departments to workflow-based thinking The concept of the CPO as an “organizational architect” Why HR and operations are no longer separate functions How COVID accelerated the strategic importance of people leadership The real reason burnout is rising, and why it's not about hours worked How inefficient processes and bottlenecks create modern burnout Why removing friction is the fastest path to productivity and performance The balance between empowerment and structure inside organizations How clarity of mission drives better decision-making across teams Why decision-making should live closest to the information How strong leadership creates ripple effects across entire organizations Why the future of business is less about hierarchy and more about flow We talk about: 00:00 Introduction to Michelle Brooks and her evolving leadership role 02:00 Why the CPO role is expanding into operations and technology 04:00 The shift toward organizational design and workflow thinking 05:30 How COVID accelerated the evolution of HR leadership 07:00 Breaking down silos and creating more efficient workflows 08:30 Benefits and challenges of blending people and operations roles 10:00 Reframing HR and operations as business enablers, not cost centers 12:30 When companies should bring in HR and operational leadership 14:00 How burnout has changed, from overwork to inefficiency 16:00 The impact of processes, bottlenecks, and friction on teams 19:30 Why clarity of mission is foundational to performance 23:00 Connecting individual work to company-wide impact 24:30 Why siloed organizations are becoming outdated 25:30 The shift toward workflow-based operating systems 27:00 Adapting organizational design to a rapidly changing environment 30:00 The ripple effect of strong leadership across teams and organizations Connect with Michelle LinkedIn: https://www.linkedin.com/in/michelle-brooks-1747b924 Website: https://www.securitycompass.com/ Connect with Us LinkedIn: Robin Bailey and Al McDonald Website: Aria Benefits and Life & Legacy Advisory Group

When it comes to building a career, titles and promotions only tell part of the story. The real impact often happens behind the scenes, in the way organizations develop people and align strategy. That is where Marisa Midyet thrives. She is a strategic HR leader who has led large-scale initiatives at global organizations like Johnson & Johnson and Apple, and now brings that experience to growing companies through her consulting firm, Rose Talent Co. On this episode of the Voices of Experience podcast, Marisa shares how HR can drive business success, why performance reviews often fall short and how to get them right, and what the future of work looks like in an era shaped by AI, flexibility and purpose. Table of Contents • 0:04 “It's time for your performance review” • 1:14 Why HR strategy must align with business strategy • 2:07 What HR actually does (and why it matters) • 3:35 The decision to pursue an MBA • 5:17 Taking a risk on a J&J internship • 7:18 Leading through COVID and constant change • 11:32 Performance reviews: simplicity over complexity • 13:17 Starting a business and redefining success • 16:01 How AI is changing HR • 17:58 The future of remote and hybrid work • 21:24 “Don't chase titles” • 22:38 Show notes and credits

How can HR Operations help transform the function and drive business impact?Why should HR shift from People First to People Forward strategy?My guest on this episode is Girish Ganesan, Chief People Officer, S&P GlobalDuring our conversation, Girish and I discuss the following: Why HR operations are the foundation of real impactWhy credibility requires understanding the work beneath the workHow HR teams can shift from "People First" to "People Forward"Why execution is becoming a defining capability for next-generation HR leaders.Why adaptive leadership is critical in the age of AI. Connecting with Girish: Connect with Girish on LinkedIn Episode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

In this episode of InSights, Brad Bialy sits down with David Searns to explore why selling staffing services has become harder and how firms must rethink their product, pricing, and messaging to compete in a changing market. About the Guest David Searns is the Co-CEO of Haley Marketing and one of the staffing industry's most respected marketing strategists. With more than 25 years of experience helping staffing firms differentiate, position their services, and drive demand, David brings a deep understanding of how marketing, sales, and product strategy intersect to fuel growth. Key Takeaways Selling staffing hasn't just gotten harder...the product itself may be outdated. Differentiation starts with defining a unique product, not louder promotion. The firms that control performance data will control the future of staffing. Value must be defined from the buyer's perspective—not the recruiter's. Specialization creates pricing power where commoditization destroys it. Timestamps [00:00] – Is staffing actually harder to sell today? [02:41] – Why staffing penetration dropped dramatically [05:24] – Rethinking staffing as project-based work [07:36] – The consulting model staffing can learn from [10:55] – Escaping the dangerous “markup conversation” [12:57] – Using AI as a strategic thought partner [15:21] – Why HR buyers are risk-averse [18:01] – The call center story that changed pricing [20:52] – Why A-players should cost dramatically more [24:29] – The power of owning performance data [30:41] – Stop selling to everyone: define the bullseye [32:08] – The four P's of marketing staffing firms ignore About the Host Brad Bialy is a trusted voice and highly sought-after speaker in the staffing and recruiting industry, known for helping firms grow through integrated marketing, sales, and recruiting strategies. With over 13 years at Haley Marketing and a proven track record guiding hundreds of firms, Brad brings deep expertise and a fresh, actionable perspective to every engagement. He's the host of Take the Stage and InSights, two of the staffing industry's leading podcasts with more than 200,000 downloads. Sponsors and Offers Heard InSights is presented by Haley Marketing. For a limited time, we're offer 50% off of a brand new staffing website. Just message Brad Bialy on LinkedIn and mention the Crazy Website Promo. Book a 30-minute business and marketing consultation with host, Brad Bialy: https://bit.ly/Bialy30 This episode is brought to you by FoxHire. If you're looking for an Employer of Record partner that helps recruiters confidently grow contract placements and build recurring revenue without taking on extra risk, FoxHire is perfect for you. Learn more at FoxHire.com/Haley.

Are you ready to feel the heartbeat of what's next in HR technology? In this episode, Oz Khan from ADP Ventures pulls back the curtain on how AI is transforming workflows, building trust, and reshaping the very fabric of work. This isn't just talk — it's a revolution happening right now, and you need to hear it. In this episode: The evolution from AI assistance to autonomous workflow execution Why HR is shifting from co-pilot to control tower — and what that means The critical importance of trust, compliance, and risk management in AI adoption How enterprise complexity and trust influence product development and investment The overlooked power of judgment — why human experience remains priceless The strategic focus of investors and founders navigating AI's wild waters Real-world examples: ADP's scale, the impact of startups like Naya and Emma The role of people, process, and tech — and how they coexist in solving real HR problems Timestamps: 00:00 - The pulse of HR innovation — what's coming next 02:10 - How ADP's labs culture sparked real growth 05:10 - Oz shares a fun, surprising fact about himself 06:10 - The seismic shift from AI tools to workflow automators 08:25 - How stability and proven value shape HR tech adoption 09:42 - The co-pilot becomes the control tower — deep dive 11:00 - APIs, data connectivity, and solving enterprise complexity 12:44 - Navigating compliance, risk, and the law in HR AI 13:51 - Why generative AI isn't ready to replace humans yet 15:54 - The real challenge of trust: transparency, training, guardrails 17:46 - The importance of judgment and experience in AI-driven decision making 20:40 - Building confidence with high-fidelity, deterministic AI solutions 23:38 - The last mile decision — where human judgment still rules 26:11 - The dangers of overhyping AI's potential — and the truth 29:52 - Education, skills, and the demographic shifts AI will bring 33:53 - The art of flexible, configurable HR tech — how founders navigate ‘craft' 37:16 - From $1M to scale — what it takes to grow AI-driven HR solutions 42:56 - Real-world impact — ADP's investments in Naya, Emma, and beyond 43:38 - The human side: solving emotional and organizational problems, not just tech 44:22 - The future is OpenClaw and beyond — what's next in AI bots Resources & Links: Naya — Transforming benefits decisions at scale Emma AI — Agentic platform powering workflows ADP Ventures — Driving innovation in HR tech Data Cloud Stanford Research — Insights on entry-level hiring and labor shifts ADP — Join the leaders in HR and payroll solutions Connect with Oz Khan: LinkedIn Twitter This isn't just a conversation — it's a call to action. Whether you're in HR, investing, or building the future, you've got to understand the truth about AI's power, limits, and the human judgment that will always be king. Don't get left behind. Your next big move is waiting — listen now, and be part of the revolution!

In this episode of the HR Leaders Podcast, we sit down with Andre Heinz, Chief People and Culture Officer at Celonis, to unpack what HR leadership really looks like inside a company scaling at rocket speed.Andre explains why growth has no mercy in fast scaling organizations, and why HR must constantly think two to three years ahead while still managing the intense operational demands of today. He shares how Celonis went from 800 to over 3,500 employees, and what it takes to build systems, culture, and talent strategies that actually scale with that kind of speed.Most importantly, he breaks down why HR must act as the guardian of organizational health, protecting the cultural DNA of the company while ensuring talent quality, operational efficiency, and leadership maturity keep pace with the speed of growth.

Is employee experience due for a reset? For much of the past decade, employee experience has been framed as a competitive advantage - a way to attract talent, boost engagement, and strengthen culture. Yet in today's environment, shaped by economic pressure, evolving workforce expectations, and the rapid rise of AI, many organisations are re-examining whether their approach is still sustainable - or whether, in trying to improve employee experience, they may have inadvertently diluted it. So, in this episode of the Digital HR Leaders podcast, host David Green speaks with Jacob Morgan - author, keynote speaker, and Founder of The Future of Work Leaders - to explore what an employee experience reset looks like in 2026 and beyond. Drawing on insights from interviews with 100 CHROs, Jacob shares why this moment may mark a turning point for accountability at work, and what leaders must do to balance empathy with performance without undermining either. Tune in to learn more about: Why 2026 may be a turning point for accountability in employee experience Whether wellbeing programmes have diluted performance expectations How leaders can balance empathy and high performance standards without appearing anti-employee What the evolving power dynamic between employers and employees means in practice How AI is redefining how work is measured, managed, and valued Why HR must lead - not just manage - the responsible and ethical adoption of AI This episode is sponsored by Hibob. HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business. Sapient Insights recognises HiBob's AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognising the strongest AI vision among Core Leaders. HiBob. All-in-one HCM for HR, Payroll, and Finance. ​​​Learn all about HiBob's modern HR platform here Resources: The Eight Laws of Employee Experience Hosted on Acast. See acast.com/privacy for more information.

Scaling from $1M to $10M: What No One Tells You | The Financial Operator Podcast | Episode 78 What really happens when a firm scales from $1M to tens of millions? In this episode of The Financial Operator: Cash In, Chaos Out, Jen sits down with Christy Hamilton, Partner & COO of Carey & Co, to talk about what scaling actually looks like behind the scenes, personally and operationally. Christy has helped lead Carey & Co through rapid growth, private equity investment, multiple transactions, and expansion from a small internal team to hundreds of employees serving nonprofits nationwide. This conversation dives into: • What changes when you scale from $1M to $10M+ • How leadership roles evolve as organizations grow • Why HR becomes critical (even when it feels like overhead) • The difference between being a generalist vs. a specialist • Why authority doesn't always grow with responsibility • Decision fatigue and scaling pressure • How KPIs create accountability, even for solo founders • Why growth isn't always the right goal If you're building a firm, running a nonprofit, or wondering whether scaling is worth it. This episode offers an honest look at the tradeoffs, the identity shifts, and the resilience required to grow well. Watch now for a candid conversation on growth, leadership, and redefining success. ⏱️Timestamps 00:00 Introduction & Meet Christy Hamilton 01:00 Inside Carey & Co & the Nonprofit Sector 02:40 Growing from $1M to Multi-Millions 04:30 How Leadership Must Evolve as You Scale 06:40 Why HR Becomes Non-Negotiable 08:00 Generalists vs. Specialists in Growing Firms 10:00 Letting Go of Control 12:30 Organizational DNA & Culture 16:00 KPIs, Metrics & Accountability 19:00 Scaling Pressure vs. Lifestyle Design 23:00 Decision Fatigue & Authority Gaps 26:00 When Growth Isn't the Right Goal 29:00 Resilience & Reinventing Yourself 31:00 How to Connect with Christy To connect with Christy Hamilton: LinkedIn: https://www.linkedin.com/in/christy-hamilton-54941520 Don't forget to subscribe for the latest podcast episodes and insights from  @mkbcfo Do you have your own financial or business growth questions for MKB? Visit: Website: https://mkbcfo.com Instagram: https://www.instagram.com/mkb_cfo/ Facebook: https://www.facebook.com/mkbcfo LinkedIn: https://www.linkedin.com/company/mkbcfo #NonprofitLeadership #BusinessScaling #FractionalCFO #OperationsLeadership #WomenInBusiness #PrivateEquity #EntrepreneurJourney #LeadershipGrowth #BusinessStrategy #TheFinancialOperator

In this episode, Dominic Rubino sits down with Helen Vitoria, a key member of the team supporting contractor onboarding, administration, and HR systems inside Contractor Wealth System Helen brings deep experience from real estate development, project management, and HR giving her a unique perspective on the staffing and leadership challenges contractors face every day. If your business feels chaotic, interruptions are constant, or hiring feels harder than it should, this episode will help you see where structure and leadership can make everything smoother. Topics covered: • Why HR problems are usually leadership system problems • How better onboarding reduces stress and turnover • The impact interruptions have on foremen and production leaders • Resetting your strategic plan mid-quarter • The Christmas Water Project and how contractors are creating real impact

How can organizations make employee well-being a leadership responsibility, not just an employee responsibility?Why is belonging the number one driver of employee well-being?My guest on this episode is Mark C. Crowley, a pioneer in workplace leadership, speaker, and bestselling author of Lead from the Heart and The Power of Employee Well-Being.During our conversation, Mark and I discuss the following: Why leading with the heart is often misunderstood as being "soft" in business settings.How pulse surveys, when paired with real accountability systems, can transform manager behavior and team performance.Why belonging is the number one driver of employee well-beingWhy employee well-being is the leader's responsibility, not the employee's and the research that proves it.Why HR leaders need to challenge decisions that prioritize short-term financial metrics over long-term culture and people.Connecting with Mark: Connect with Mark on LinkedIn Learn more about Mark's books and podcastEpisode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

What does it really mean for an HR team to be “strategic” – and how can you make that shift without adding more to your workload?In this solo episode of HR Coffee Time, Fay explores a practical and accessible way to strengthen your team's strategic focus: using OKRs – Objectives and Key Results.If you've ever felt pulled between operational demands and the bigger picture, this episode will help you think differently about how HR goals connect to organisational priorities – and how to make that link clearer for your whole team.Drawing on real examples (including a memorable orange analogy

How can HR lead with courage?How can organizations be both high performing and healthy?My guest on this episode is Pat Wadors, CHRO, Intuitive and author of “Unlock Your Leadership Story.”During our conversation, Pat and I discuss the following: Why HR leaders must have the courage to challenge decisions that compromise the organization's or their own values, even when it puts their role at risk.What it truly means to build a healthy company, not just a high-performing one.How can you partner with the business, so they own the initiatives and not HRWhy HR needs to adopt a product mindset when designing employee experiences and strategic initiatives.Why should you have a “personal scorecard” that helps you navigate your career and personal life.Connecting with Pat: Connect with Pat on LinkedIn Learn more about Pat's book Unlock Your Leadership Story. Episode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

In this episode of HR Salon, host Andrew Biernat sits down with Kevyn Rustici, COO of Boulter Industrial Contractors, to challenge one of HR's oldest myths—that it's a cost center. Kevin shares why he believes HR is actually a profit center, revealing how organizations that treat people as strategic assets, not overhead, outperform their peers.Together, they explore:How people analytics can predict performance and drive profitability.Why HR teams must learn to speak the language of business to earn true influence.The power of trust, communication, and feedback loops in building alignment.How talent pipelines and transparent leadership can future‑proof your organization.Whether you're an HR leader, people manager, or executive, this discussion redefines what it means to connect human and financial performance — proving that culture and profit aren't opposites, they're partners. Support the show

Why are so many HR leaders experiencing “what just happened?” moments at work - and what does it really take to respond to authoritarian leadership with courage instead of fear? That's the question Kristen Kavanaugh, Leadership Strategist, former Head of DEI and Talent Management at Tesla, explores in this episode of the Digital HR Leaders podcast. In this episode, host David Green sits down with Kristen to unpack what happens when fear quietly becomes the operating system inside organisations, why authoritarian leadership styles are becoming increasingly normalised, and how HR leaders can reclaim their agency in environments shaped by power, pressure, and public leadership behaviour. Tune in and learn: Why fear-based leadership creates short-term gains but long-term damage Why HR leaders often underestimate the agency they actually have How Kristen's Agency Loop framework helps leaders navigate tension, misalignment, and difficult decisions What courageous leadership looks like as AI reshapes roles, skills, and power at work Why HR has a once-in-a-generation opportunity to shape a more humane future of work 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: Courage over Fear: Harness the Power of Agency to Lead in Uncertain Times Hosted on Acast. See acast.com/privacy for more information.

"AI can give you information, but it can't replace judgment, accountability, or people." Notable Moments [04:50] Why HR roles are increasing [09:33] How applicant tracking systems really work [10:54] When automation misses great candidates [14:38] Risks of blindly trusting AI [18:17] Why AI still needs human judgment AI is changing how work gets done, but it isn't replacing people. When technology moves faster than judgment, the real risk isn't automation. It's assuming information equals understanding. The human side of work still matters more than ever. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca  

HR has two roles: keep the business out of jail and unlock human performance. In this powerful conversation, Ashley Williams (former CHRO of BT Group and BHP) explains what truly matters for HR leaders during periods of growth and transformation. We discuss: - Why HR must be a business function, not just a support function - The reality of transformation in large organisations - Leadership clarity, trust, and resilience in uncertain times - How human performance must serve business strategy If you're a CHRO, senior leader, or HR professional navigating complexity, this episode will challenge how you think about the role of HR. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

This episode unpacks the real danger of a female-dominated profession being policed through male eyes, the seismic shift happening with NLRB independence, and what HR leaders need to prepare for as workplace regulation becomes a political ping-pong ball. Bryan breaks down why the next few years will be anything but predictable for your compliance calendar.What We Cover– The Michigan firefighter bra inspection case and why "professionalism" is being weaponized to keep workplaces male-dominated – Why this case matters even though it shouldn't exist—and how past court rulings could doom the firefighter's lawsuit – The NLRB's loss of independence and what it means when presidents can fire board members at will– How decades of stable labor policy will now swing with every election cycle – The real difference between independent agency oversight and direct presidential control – Why rapid policy reversals in employment law will crush compliance predictability – Union membership trends: will the NLRB chaos actually drive more unionization or accelerate decline? – Bryan's three bold bets for 2026: AI implementation, AI discrimination issues, and te blue state/red state divide – The impossibility of creating one handbook that works across incompatible state laws – Why HR is the only department in the room protecting the human impact of business decisionsConnect with Bryan here: ⁠https://www.linkedin.com/in/bryanjohndriscoll/⁠   Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

Most executives think a Performance Improvement Plan (PIP) is a lifeline. It's actually a tombstone. They believe if they just work harder, hit the impossible metrics, and play nice, they can turn the ship around. But here's the cold reality: A PIP isn't designed for your improvement. It's a paper trail designed for your termination. It's a paid interview period—and the clock is ticking.   Why this matters There is a dangerous gap between what corporate policy says (HR is here to help) and how the game is actually played (HR protects the company). When you are being managed out, your natural instinct is to defend your performance or seek mediation. That instinct is wrong. By the time you spot the signs—nitpicking, the "cold shoulder," or a sudden shift in responsibilities—the decision has likely already been made. If you treat a PIP as a genuine coaching moment, you lose your leverage. If you don't know how to document the "buckets of wrongdoing" and build a counter-narrative, you walk away with damaged confidence and the bare minimum severance. But if you know the playbook, you can turn a forced exit into a negotiated victory.   In this episode, we unpack: Why the "Performance Improvement Plan" is almost never about performance. The exact signs that you are being managed out (and why a new manager is the #1 red flag). Why HR is not your friend—and why going to them too early destroys your leverage. The "Buckets of Wrongdoing" framework: How to document toxic behavior to build your case. The "At-Will" employment trap: Why it's a one-way street that benefits the employer. How to negotiate a severance package even when they try to offer you nothing. The mental toll of gaslighting and why validation is the first step to recovery.   A real transformation A professional facing a "Me Too" situation involving a CEO, dating back 20 years. She was wrongly terminated and then gaslit for seven months. Her family and friends told her she was crazy, urged her to drop it, and warned she was damaging her reputation. She felt isolated and powerless.   She partnered with Dan Goodman to stop playing the victim and start building a case. They refused to accept the silence. They documented the timeline, identified the inconsistencies, and presented a "scathing, reputationally damaging" narrative back to the employer.   After months of being ignored, she received a $50,000 offer out of the blue. But more importantly, the gaslighting stopped. The employer acknowledged the liability through their wallet. She moved from feeling "crazy" to being fully vindicated—and the negotiation is still ongoing.   Timestamps (0:00) — Intro (2:16) — Why you should never go to HR expecting a solution (5:20) — The PIP reality: It's a paid interview period (8:35) — How to spot when you are being managed out (The "New Leader" Red Flag) (10:24) — The financial motivation behind making you quit (14:40) — How to leverage "Buckets of Wrongdoing" for severance (19:00) — Preparing for the worst: What documents you need to gather now (24:00) — Using HR vs. Being played by HR (29:40) — The "At-Will" employment scam and why it's one-sided (36:30) — The mental health cost of carrying workplace trauma   The takeaway Blind loyalty is a career liability. If you are put on a PIP, the company has already broken up with you; they just haven't moved their stuff out yet. Don't internalize the gaslighting. Document the dysfunction. Turn their desire to get rid of you into your capital to walk away paid.   About Dan Goodman Dan Goodman is the founder of Evaluationz and a fierce advocate for employees facing toxic workplaces, unjust PIPs, and termination. He helps professionals interpret the "game" of corporate employment, document wrongdoing, and negotiate severance packages that respect their dignity and tenure.   Connect with Dan LinkedIn: https://www.linkedin.com/in/daniel-goodman2001/ Website: https://www.evaluationz.com/   Subscribe to Career Blast in a Half Apple Podcasts: https://podcasts.apple.com/ph/podcast/career-blast-in-a-half/id1670977528 Spotify: https://open.spotify.com/show/06a3ec936ca4e0c YouTube: https://www.youtube.com/channel/UCpGM7j8croBkkZ4bLqN7DOQ/   About Career Blast in a Half A third of our lives is spent working. Career Blast, In a Half is your 30 minutes of weekly simple, powerful and actionable career fuel to keep your success track no matter where you are in your career or what's to come next. Hosted by career strategist Loren Greiff.   Work with Loren Join the 30-Day BLAST Program: https://www.portfoliorocket.com/our-programs   Connect with Loren Website: https://www.portfoliorocket.com/ LinkedIn: https://www.linkedin.com/in/lorengreiff/ Instagram: https://www.instagram.com/portfoliorocket/   Leave us a review on Apple Podcasts and let us know what career topics you'd like us to cover!

In this episode of Success Leaves Clues, hosts Robin and Al are joined by Naomi Titleman, Co-Founder of future foHRward and former CHRO of American Express Canada, for a deeply thoughtful conversation about leadership, HR, and what it truly means to make work better in today's complex world. Naomi shares her journey from consulting at Deloitte to senior HR leadership at American Express, and eventually to building future foHRward, a consultancy and community dedicated to empowering HR leaders to lead with empathy, curiosity, and courage. She offers a refreshingly human perspective on HR's evolving role, explaining why the function is no longer about policy and gatekeeping, but about supercharging human performance. Together, they explore the realities of modern leadership, including the loneliness of senior HR roles, the tension between flexibility and productivity, and why culture lives or dies through day-to-day leadership behavior. Naomi also dives into how AI can free HR leaders from administrative overload, allowing them to focus more deeply on people, relationships, and critical thinking. The conversation wraps with a powerful reflection on legacy, mentorship, and the responsibility today's leaders have to plant trees for future generations, even when they may never sit in the shade themselves. This episode is an insightful, grounded exploration of leadership, culture, and the future of work through a human-centered lens. You'll hear about: Naomi's journey from consulting to CHRO to co-founding future foHRward Why HR leadership can be deeply lonely at the senior level What it truly means to “make work better” The shift from efficiency to effectiveness in leadership Why culture is shaped by everyday leadership behavior, not slogans The real meaning of flexibility and hybrid work How asking and listening builds trust inside organizations Why leaders must own people outcomes, not outsource them to HR How AI can enhance, not replace, the human side of HR Planting long-term impact through mentorship and leadership We talk about: 00:00 Introduction 03:30 From consulting to American Express Canada 05:30 Founding future foHRward and building an HR community 08:00 Why HR leadership can feel isolating 10:00 Supercharging human performance 12:30 Flexibility, hybrid work, and the power of “and” 15:00 Leadership effectiveness versus efficiency 17:30 Culture, wellbeing, and day-to-day employee experience 19:30 Asking employees for feedback and actually listening 22:00 Handling feedback you cannot act on immediately 24:30 Common blind spots organizations still face 26:30 AI, automation, and the future of HR 29:00 Preserving the human in human resources 31:00 Planting trees through mentorship and legacy leadership 33:00 Final reflections on purpose and making work better Connect with Naomi LinkedIn: https://www.linkedin.com/in/naomititlemancolla/ Website: https://www.futurefohrward.com/ Connect with Us LinkedIn: Robin Bailey and Al McDonald Website: Aria Benefits and Life & Legacy Advisory Group

In this episode of the HR Leaders Podcast, we sit down with Kristin Trecker, Chief People Officer at Visteon Corporation, to unpack what it really takes to build talent at the speed of disruption in a 100-year industry going through a 100-year change.Kristin explains why HR has to stop acting like an order taker and start operating like a product line manager, with a clear roadmap, clear customers, and a clear point of view. She shares how Visteon runs a six month product roadmap and pairs it with a capability and capacity plan, so talent decisions keep pace with the business.Most importantly, she breaks down the cultural shift behind it all, from calibrating performance around impact, to out-rewarding star performers, to rewriting HR's role entirely, replacing “business partner” with performance coach, and building a team that can debate, challenge, and drive change without politics.

In this episode of Collisions YYC, Tyler is joined by Bri Falls, Co-Founder and CEO of Leeg Group, a Calgary-based consultancy challenging conventional HR and people operations. Bri shares her perspective on how organizations can build better human systems by addressing the root causes of dysfunction, not just the symptoms. From shifting HR from transactional to strategic, to navigating co-leadership and founder vulnerability, Bri offers sharp, honest insight into what it takes to lead a truly people-first organization. This episode is a must-listen for leaders, founders, and HR professionals looking to build work cultures rooted in trust, transparency, and long-term thinking.In this episode:Why HR is often reactive—and how to make it strategicThe power of co-leadership and founder-level trustHow to use systems thinking to solve human problemsWhy “future of work” is a moving target with no silver bulletWhat real culture transformation looks like inside companiesTop 3 Wisdom Bombs"The cage does not exist. You are making a cage around yourself and all you have to do is open the door and walk through it.” - Bri Falls“We all feel scared for some reason or another. The most powerful thing is momentum. And just keep swimming.” - Bri Falls“Bravery isn't the absence of feeling fear. It's just the fact that you keep walking through it when you're uncomfortable.” - Bri FallsThis episode is brought to you by clearmotive marketing. When it comes to marketing that truly matters to your business, clearmotive is your go-to partner. With a proven track record of more than 15 years, they understand what makes your business tick. Learn more at https://www.clearmotive.ca and discover how clearmotive can help your marketing thrive.We're on social media! Follow us for episodes you might have missed and key insights on Western Canada directly on your feeds.Instagram: https://www.instagram.com/collisionsyycLinkedIn: https://www.linkedin.com/company/collisions-yycYouTube: https://www.youtube.com/@collisionsyycWebsite: https://www.collisionsyyc.comThank you for tuning into Collisions YYC!Remember to subscribe and follow us on Spotify and Apple Podcasts so you never miss an episode.If you loved the episode, please leave us a 5-star review and share the show with your friends! These things really help us reach more potential fans and share everything that's amazing about Western Canada.We sincerely appreciate your support of our local podcast.Host links:Tyler's website: https://www.tylerchisholm.comTyler's LinkedIn: https://www.linkedin.com/in/tylerchisholmGuest links:Bri Falls' LinkedIn: https://www.linkedin.com/in/bri-falls-21718498/Bri Falls' Instagram: https://www.instagram.com/brianamfallsLeeg Group's Website: https://www.leegworks.comLeeg Group's LinkedIn: https://www.linkedin.com/company/leeg-group/Leeg Group's Facebook: https://www.instagram.com/leeg.worksLeeg Group's Instagram: https://www.facebook.com/leeg.worksCollisions YYC is a Tyler Chisholm original production // Brought to you by clearmotive marketing

Friction is part of every workplace. It shows up in the meetings that don't need to happen, the unclear steps, and the small barriers that make work harder than it has to be. It's a cost we've come to accept, but it doesn't need to stay that way. When we look more closely, we start to see the real experience of work where people get stuck, where energy drains away, and where better design could help them thrive. In this episode, Dart and Stephanie Denino discuss what friction really means, how language shapes the way we think about work, and why AI is putting new pressure on workflow design.Stephanie Denino is Head of Advisory at FOUNT Global and a Managing Director at TI People. She helps leaders understand friction in workflows and redesign work so people can get things done with less effort.In this episode, Dart and Stephanie discuss:- Why friction is “the tax you pay when work is poorly designed”- How workers describe friction in their day-to-day tasks- Why focusing on workflow changes how leaders see problems- The two types of workflows inside organizations- How language shapes the way leaders talk about work- Why HR is becoming central to workflow design with AI- What friction reveals about customer outcomes and capacity- How process diagrams mask the lived experience of work- How product thinking improves workflow design- And other topics…Stephanie Denino is the Head of Advisory at FOUNT Global and a Managing Director at TI People, where she helps organizations identify and reduce friction in employee workflows using data and design. Before joining TI People, she spent more than a decade at Accenture in experience design and talent transformation roles. Her work centers on improving how people get work done through better systems, clearer processes, and intentional practices.Resources:FOUNT Global: https://www.fount-ex.com/Connect with Stephanie:LinkedIn: https://www.linkedin.com/in/stephaniedenino/Work with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what's most important to the business. Book a call at 11fold.com.

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.

Nonprofit HR can be messy — but it doesn't have to be. Let's talk about when it's time to call in reinforcements (and what "reinforcements" actually look like). I sat down with Mark Bromberg, a Business Performance Advisor at Insperity and one of my favorite people to send clients to when HR headaches start taking over. We dug into what PEOs (Professional Employer Organizations) really do — and when they make sense for nonprofits. Real Listener Question: "Our professional association has seven employees. We're losing our CEO soon, and our board wants to consider alternatives. When does it make sense to have a PEO instead of a CEO or in-house HR support?" This is one of those big-picture nonprofit management questions that hits close to home for a lot of leaders. In this episode, Mark and I unpack what a PEO actually is (spoiler: not just payroll!), what a true co-employment model looks like, and why choosing the right PEO is more than a price comparison — it's a relationship. We also talk about how post-pandemic remote work complicates HR, why private equity moving into the PEO space should give nonprofits pause, and what "due diligence" really means before signing a PEO contract. What You'll Learn: What a PEO is — and what it isn't When outsourcing HR actually helps your nonprofit How remote teams across multiple states complicate compliance Why private equity's growing interest in PEOs matters What to ask before choosing a PEO (hint: "Who owns you?" is fair game) Why HR pros and PEOs can actually be a dream team How to make sure your PEO relationship is an ethical, cultural fit Bottom line: Nonprofits don't exist to manage payroll, benefits, or compliance — you exist to change the world. The right PEO can help you do that, but only if you choose wisely and partner with someone who truly understands your mission. Resources from this Episode Learn about Insperity: https://www.insperity.com/ Connect with Mark on LinkedIn: https://www.linkedin.com/in/markbromberg/ Previous Episode: GoFundMe Creates 1.4M Nonprofit Donation Pages Without Consent with Ephraim Gopin https://birkenlaw.com/charity-therapy-podcast/ct150/ Episode Transcript: https://birkenlaw.com/wp-content/uploads/2025/11/CT151_Transcript.pdf Connect with Us Jess Birken: https://www.linkedin.com/in/jessbirken/ Listen & Engage Listen on Apple Podcasts | Spotify | YouTube | Amazon Music Rate & Review on Apple Podcasts: Click "Ratings and Reviews" then "Write a Review" Send us your nonprofit questions: https://birkenlaw.com/podcast/#podcast-story   Stay Connected Sign up for the Birken Law Email list: https://birkenlaw.com/signup/   Follow us on Facebook, Instagram, Twitter

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:

We talk a lot about strategy in HR, but not enough about the stories behind it. Too often, people-first initiatives lose their power because the "why" gets buried under data, process, and policy. In this minisode, Karina Young, VP of People at 15Five and host of HR Superstars, discusses why storytelling is one of the most overlooked skills in HR leadership. She shares how storytelling makes sense of data, experience, and business decisions and how HR leaders can use stories to earn buy-in for initiatives across the organization. For anyone looking to strengthen their communication skills, this episode will help you lead with more empathy and impact. Join us as we discuss: (00:00) Meet HR Superstar: Karina Young (00:44) Why HR storytelling matters now (02:30) Translating your "why" across audiences (06:04) Do this to improve your communication skills 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

How can culture become an operating system that drives business performance?Why does leadership behavior matter more than systems in driving culture?My guest on this episode is Paulo Pisano, CHRO, Booking Holdings & Chief People Officer, Booking.comDuring our conversation Paulo and I discuss:Why culture is an operating system and how it connects directly to business performance.The three levers that shape culture: behaviors, symbols, and systems—and how to align them with strategy.The importance of experimentation culture for AI adoption and innovation.Why HR leaders must understand business drivers first before designing their programs.How to position HR as "chief simplifiers" who reduce complexity rather than add to it.Connecting with PauloConnect with Paulo on LinkedInEpisode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

Haris Ikram, Co-founder and CEO of CandorIQ, and Chad Atwell, Head of Customer Success and Advisory Services at CandorIQ, join us this episode to discuss the critical, yet often disconnected, relationship between HR and finance in workforce planning. They explore why these teams often operate in silos and how they can collaborate more effectively on headcount and compensation to drive business success. The conversation also gets into the changing definition of the workforce, the role of data in strategic planning, and how AI is shaping the future of work and employee skills. [0:00] Introduction Welcome, Haris and Chad! Today's Topic: Bridging the Gap Between HR and Finance in Workforce Planning [5:50] Why HR and finance teams don't collaborate, even though they should The different objectives driving each team.  How to manage a multifaceted and flexible approach to getting work done in the modern economy.  [20:06] What's workforce planning and what challenges might be present? Workforce planning is about having the right people—and now AI agents—in place to get the work done.  How to manage a multifaceted and flexible approach to getting work done in the modern economy.  [37:53] How AI and agents are influencing workforce planning How AI is automating tactical work, creating a greater need for employees with skills in critical thinking, creativity, and strategy.  The importance of measuring the true productivity impact of AI over time, and why companies must be thoughtful about its implementation.  [43:46] Closing Thanks for listening! Quick Quote “Layoffs cause an immense amount of harm for the companies as well. I mean, there's lots of research out there that will show dips or even just outright dives in company confidence, people's belief in future career opportunities, confidence in leadership.”

From Cashier to HR Strategist: Oksana Day on Hiring Smarter, Not HarderVisit https://flexhr.com/ & https://www.truarthr.com/Learn the mindset and moves that lead to real results. Please visit my website to get more information: http://diversifiedgame.com/

Leaders today are under pressure from every direction: an unpredictable economy, the rise of AI, and the constant demand for transformation while keeping the business running. Few people see those challenges more clearly than Michael Smith. He argues that leaders make the greatest impact when they act as architects of transformation rather than playing defense. In this episode, Mike and Dart discuss what happens when HR is seen only as a cost and how CEOs and CFOs can unlock the real value of the people in their organizations. They also explore the future of HR and why doing well and doing good go together.As CEO of Randstad Enterprise, a division of one of the world's largest HR services companies, Mike has spent more than 20 years leading businesses across four continents. That vantage point gives him a rare perspective on how people, technology, and transformation shape the future of work.In this episode, Dart and Jim discuss:- Why HR leaders have the most impact as architects of transformation- What happens when people are treated as a cost instead of the engine of growth- How CEOs and CFOs can unlock the real value of talent- The future of HR in a world shaped by AI and constant change- Why companies are hiring and laying off at the same time- How AI is reshaping recruiting and freeing HR for higher-value work- The risk of excluding talent through rigid hiring processes- Why HR must become data visionaries to stay at the table- The ethical challenges of leading with AI- And other topics…Michael Smith is Chief Executive of Randstad Enterprise and part of Randstad's global leadership team. Over two decades with the company, he has led businesses across the US, Europe, and Asia, including CEO roles at Randstad UK and Randstad Sourceright EMEA. Today, he oversees Randstad's global talent solutions portfolio — from recruitment outsourcing and managed services to career transition, coaching, and advisory. His work puts him at the center of how the world's largest organizations adapt to change, balance people and technology, and unlock the real value of talent.Resources Mentioned:Randstad Enterprise: https://www.randstad.comGet discounted tickets to the Responsive Conference, featuring past Work for Humans guests Bree Groff and Simone Stolzoff – September 17–18, Oakland, CA. Use code “11fold”: https://www.responsiveconference.com/tickets Register to attend the UWEBC Conference, where Dart keynotes the HR track alongside Ethan Mollick and Nancy Giordano – September 30, University of Wisconsin: https://uwebc.wisc.edu/conference/registration/ Connect with Mike:LinkedIn: https://www.linkedin.com/in/michaeljohnsmith/Work with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what's most important to the business. Book a call at 11fold.com.

Today, Andy Storch goes solo on the Talent Development Hot Seat to break down the misunderstood, high-impact topic of personal brand and what it really means, why it matters, and how anyone can start building theirs for career and organizational success.Subscribe to our weekly updates and monthly talent development newsletter here. Order Own Your Career Own Your Life on AmazonApply to Join us in the Talent Development Think Tank Community!This episode is sponsored by LearnIt, which is offering a FREE trial of their TeamPass membership for you and up to 20 team members of your team. Check it out here.Connect with Andy here: Website | LinkedInAndy takes listeners beyond the buzzwords, drawing on his experience as a coach, author, and talent development leader to explain why crafting an intentional, authentic personal brand is quickly becoming a must for professionals at every level, not just executives or influencers.In this episode, Andy explores:What are you known for? Key questions to help you define and evolve your own brand and reputation at work and beyond.The hidden elements: Why your personal brand is shaped by everything from your work style to your hobbies, and how it impacts internal and external opportunities.Real-life exercises: Simple ways to assess your current brand and identify strengths, gaps, and actionable next steps.Lessons from coaching: Stories of professionals who've grown their brand both inside and outside the office, including actionable tips anyone can apply.Reputation in action: How micro-judgments in meetings or emails quietly shape how colleagues see you and what to do about it.Opportunities for teams: Why HR, talent, and L&D departments can (and should) build their own reputations to drive greater organizational impact.Humanizing your brand: The value of sharing personal interests, family, or resilience journeys and how this helps people connect and remember you.LinkedIn as a tool: The difference between internal and external personal brands, and why even small steps on social can pay off big.Organizational ripple effects: How developing employee brands can elevate the entire company's reputation, culture, and recruiting potential.Practical resources: Sneak peek into Andy's new book, “Own Your Brand, Own Your Career,” with activities and frameworks for teams and individuals.Whether you're an individual contributor, HR leader, or senior exec, Andy's practical strategies will help you harness your personal brand as a lever for career growth, visibility, and positive workplace change.Inspired to get started? Find more resources, book info, and connect with Andy directly at ownyourbrandbook.com or andystorch.com, and don't forget to pre-order or check out his new book for the full playbook.Stay ambitious, stay grateful, and join us next week for a conversation with Andy's co-author Mike Kim on the art of building a brand and career you're proud of!

HR is standing at a defining inflection point. AI is transforming how work gets done, stakeholder capitalism is reshaping expectations, and the pressure to deliver tangible business value with less has never been higher. So what does HR need to do now - not just to stay relevant, but to lead? In this episode of the Digital HR Leaders podcast, host David Green sits down with three of the profession's most respected thinkers to discuss this very topic: Dave Ulrich, Co-Founder of the RBL Group; Dick Beatty, Professor at Rutgers and the University of Michigan; and Patrick Wright, Chair in Strategic HR at the University of South Carolina. In their conversation, you'll learn: Why HR is at a historic inflection point, and what makes this moment different How AI is forcing a rethink of jobs, value creation, and organisational design What it really means to move from HR activity to business impact How HR can better serve external stakeholders like customers, investors, and communities Why CHROs must lead from the outside in - or risk being left behind How a new leadership development initiative, the Global HR Leadership Experience, is preparing future-ready HR leaders If you're rethinking the role of HR in your organisation, navigating transformation, or preparing your team for what's next, this is a must-listen conversation packed with wisdom, challenge, and practical insight. This episode is sponsored by HiBob. HiBob is the all-in-one HCM platform built for HR leaders who need connected data, flexible workflows, and a user experience people actually want to use. Learn more by visiting hibob.com/davidgreen2025. Hosted on Acast. See acast.com/privacy for more information.

About Jason Cavness Jason Cavness is a tattooed INFJ, retired U.S. Army officer (25 years of service), and a relentless builder of businesses and communities. He's the CEO/Founder of CavnessHR, where he helps U.S. small businesses (49 or fewer employees) save time and money by automating HR through a tech platform backed by a dedicated HR Business Partner. Jason also hosts The Jason Cavness Experience, a top 2.5% global podcast and top 100 tech podcast, where he dives deep with entrepreneurs and other interesting people shaping the future.  His motto: “Be Great Every Day.” Whether leading soldiers, advising startups, or building HR tech, Jason is focused on one thing: adding value and helping others solve real-world problems. He holds a Master's in Human Relations from the University of Oklahoma. About This Episode This special Wefunder livestream edition of The Jason Cavness Experience was hosted by Sierra Clouse and designed to inform the community about the CavnessHR crowdfunding campaign on Wefunder. In this conversation, Sierra flips the script and interviews Jason about his personal and professional journey from college leadership and the challenges of Army officer candidate school to leading successful military units and transitioning into entrepreneurship. The discussion also explores: Why HR is a critical challenge for small businesses The importance of balancing AI tools with the human element Client success stories (including “Anna,” a small business owner drowning in HR chaos) How CavnessHR is building for scale and community impact The vision for bridging Vietnam and U.S. startup ecosystems The risks and rewards of startup fundraising, and why investor trust matters Reflections on the Ho Chi Minh City launch event and what's next for CavnessHR