Future Proof HR

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Nicole Dubois, Head of HR at Parallel ENT & Allergy, to talk about why human judgment still matters as AI becomes part of everyday HR work.Nicole brings an operator's lens to the conversation. Before moving into HR, she led a region with a $60 million P&L, then moved through executive search, talent acquisition, startup people operations, and now full-suite HR in healthcare services. That path shapes how she thinks about HR's role in the business, not as a function that needs to prove its importance every day, but as one part of a larger operating system where finance, operations, IT, and people teams each have moments where they need to lead.The conversation also covers Nicole's own shift from AI skeptic to regular AI user. She talks about using AI for note-taking, resume support, interview questions, and as a way to pressure-test her thinking. But she is clear that AI should complement HR judgment, not replace it. In healthcare, recruiting, employee relations, and compliance, people still need context, empathy, human conversation, and the ability to understand what a tool cannot see.Nicole also shares how her remote HR team builds cross-functional awareness, why subject matter expertise matters when employees or patients arrive with AI-generated information, and where she draws the line in talent acquisition. AI can help surface resumes, refine interview cadence, and speed up the work, but Nicole still wants the full picture and the ability to double-check the tool's output.Topics Discussed:How Nicole Dubois moved from finance operations into full-suite HR leadershipWhy an operator's mindset helps HR work more effectively across the businessWhat it means for HR to have a seat at the table without treating every function as a competitionHow Nicole moved from AI skepticism to using AI regularly in HR workWhy AI should complement human connection instead of replacing itHow healthcare shows the limits of AI when trust, expertise, and care are involvedHow HR can respond when employees use AI or search tools to interpret workplace issuesWhy subject matter expertise still matters when people arrive with partial informationWhere AI can help in recruiting, interview design, and resume reviewWhy AI-only hiring creates risk, especially in human services and healthcare rolesHow HR teams can build broader internal knowledge through shared context and collaborationWhy Nicole still wants to double-check AI's work before making people decisionsIf you are an HR or People Ops leader trying to use AI without losing the human judgment behind good people decisions, this episode offers a practical look at where AI can help, where it should be checked, and why real conversations still matter.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Nicole Dubois on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Katrina Ali, Head of Human Resources at Freebee, to talk about how HR can move from AI skepticism to practical action while keeping people at the center of the function.Katrina shares how her perspective shifted as AI moved from a tech conversation to a workplace conversation. After hearing questions from employees and seeing uncertainty across the HR community, she worked with legal counsel and the C-suite to establish company-wide AI usage guidance and help employees understand how to use AI responsibly.The conversation gets practical with examples from Katrina's HR team, including how they used automation in ClickUp to streamline onboarding and offboarding workflows. Instead of treating AI as a replacement for HR, Katrina frames it as a way to remove repetitive work so HR teams can spend more time on strategy, culture, manager coaching, employee experience, and trust-building.Katrina also talks about what HR leaders need to prove to the C-suite in an AI-enabled workplace, why future HR talent needs both people skills and technology fluency, and how benefits and wellness investments can help growing companies attract and retain employees.Topics Discussed:How Katrina moved from AI skepticism to action in HRWhy AI conversations quickly became workplace conversations, not just tech conversationsHow HR partnered with legal and the C-suite to create responsible AI usage policiesWhy employees need clear guidance on when and how to use AIHow Katrina challenged her HR team to find automation opportunities in their own workflowsHow ClickUp helped streamline onboarding and offboarding tasksWhy removing repetitive HR work can make the function more humanHow HR can explain its value to operations-focused executive teamsWhy AI cannot replace human judgment, empathy, trust, and employee supportWhat future HR leaders need to balance: technology fluency, data, strategy, and people skillsWhy HR professionals cannot leave AI entirely to the technology teamHow benefits, 401(k), and wellness programs support retention in a growing companyIf you are an HR leader trying to move your team from uncertainty to practical AI adoption, this episode offers a grounded look at how to start small, build internal confidence, and use automation to create more space for strategic and human work.Additional Resources:Cleary's AI-powered HR Chatbot Future Proof HR CommunityConnect with Katrina Ali on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Sarah Chandler, VP of HR at Hensley Beverage Company, to talk about what it takes to keep HR high touch as AI changes the way work gets done.Sarah shares why she sees HR as both a people function and a process function. For her, AI is not a replacement for the human side of HR. It is an efficiency expert that can help HR teams move faster on reporting, reminders, documentation, communication, and analytics so people leaders can spend more time on the moments that require judgment, trust, and connection.The conversation covers how HR leaders can guide AI adoption across a workforce with different communication preferences, different levels of trust, and five generations working at the same time. Sarah explains why fear around AI cannot be dismissed, why early adopters still need guardrails, and why managers remain central to performance conversations, employee trust, and culture.Sarah also shares practical examples from a blue-collar, 24/7 environment, including AI-supported employee complaint documentation, the limits of automated exit surveys, and why routing decisions still need human knowledge of stores, competitors, timing, and local context. The episode is a grounded look at what HR should automate, what it should protect, and how leaders can help employees think more intentionally about what parts of their work should stay human.Topics Discussed:Why HR needs both people connection and process disciplineHow AI can act as the efficiency expert so HR can stay focused on people's workWhy analytics, reminders, documentation, and reports are strong AI use cases for HR teamsHow HR can train employees to use AI safely while protecting confidential employee dataWhy do five generations in the workplace create different reactions to AI adoptionHow AI can amplify existing communication issues between leaders and employeesWhy managers still need human judgment in performance conversationsWhat Sarah refuses to outsource to AI, including high-value exit and stay interviewsHow written complaint intake can save time, improve documentation, and reduce emotional escalationWhy blue-collar operations still need human context even when AI can optimize routesHow employees can assess what parts of their job should be automated and what should stay uniquely humanIf you are an HR leader trying to use AI without losing trust, judgment, or human connection, this episode offers a practical look at how to rebalance the work of HR around the moments that matter most.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Sarah Chandler on LinkedIn

In this episode of the Future Proof HR podcast, Jim Kanichirayil sits down with Laura Muir, Chief Human Resource Officer at Polaris Transport, to talk about building HR infrastructure in a highly competitive transportation environment with a lean team, limited budget, and growing operational demands.Laura shares how Polaris moved from a more informal, family-owned environment toward a more structured organization while still respecting the traditions, loyalty, and practical knowledge of long-tenured employees. She explains how transparency, leadership training, performance reviews, and employee trajectories helped the company create clearer growth paths without losing the culture that made the business work.The conversation also gets practical about AI in HR. Laura explains how her team used tools like ChatGPT, Textio, and CodePro to build foundational job descriptions, support pay equity work, and give leaders a faster starting point for role clarity. She also shares the downside of AI in hiring, including candidates using AI-generated resumes that do not match their real experience, and how that changed Polaris's screening process.For HR leaders working with small teams, tight budgets, and urgent business needs, this episode is a grounded look at using AI as a practical support layer, not a replacement for context, judgment, or leadership. Laura's experience shows why future-proofing HR often starts with building the basics, taking action, and improving the process as the organization grows.Topics Discussed:How Polaris is moving from a mom-and-pop structure to a more scalable HR operating modelWhy tradition and long-tenured employees matter during organizational changeHow transparency helped employees understand new skills and career expectationsBuilding employee trajectories through performance reviews and stretch rolesUsing leadership training to help managers communicate during uncertaintyWhy job descriptions became a priority for pay equity, compliance, and growthHow ChatGPT, Textio, and CodePro supported job description work for a lean HR teamWhy AI-generated resumes forced Polaris to rethink candidate screeningHow skilled trades hiring changes the way HR evaluates applicant qualityBuilding an employee skills repository to support workforce planning and retentionWhy AI still needs business context, leader input, and human judgmentHow execution helps HR teams learn faster than long planning cyclesIf you are an HR leader trying to build better processes with limited resources, this episode offers a practical look at how AI can help a lean team move faster while still keeping people, context, and business needs at the center.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Laura Muir on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Bea Bouras, Senior Vice President of Human Resources at Newity, to talk about what it takes to make AI part of daily HR work, not just a product or engineering initiative.Bea shares how Newity moved from early AI experimentation to a broader push for adoption across the workforce. She explains why leadership buy-in, curiosity, tool access, and cross-functional learning all matter when an organization wants AI to become part of how people actually work.The conversation also looks at the HR function itself. Bea talks about using AI to connect HR data across systems, prepare for performance and recruiting conversations, improve decision-making, and automate work that keeps HR teams away from higher-value human interactions.Her message for HR leaders is direct: sitting out AI adoption is not a neutral choice. If HR wants to lead change, support the business, and future-proof the function, HR professionals need enough fluency to redesign workflows, guide new tools, and use AI as part of their own development.Topics Discussed:How Bea's experience as a small business owner shaped her approach to HRWhy HR decisions need to tie back to business impactHow Newity's work with small businesses influenced its need for a dynamic organizationWhy AI adoption at Newity moved from product use cases to workforce-wide enablementHow executive buy-in changed the pace of AI adoptionWhy curiosity matters more than simply giving everyone an AI licenseHow Newity is using internal programs like "What Else Can AI Do?" to spark adoptionHow HR can use AI to connect performance, payroll, hiring, and knowledge-base dataWhy AI can help HR professionals prepare for better human conversationsWhat HR should automate and what should remain relationship-ledWhy AI fluency may become a key expectation for HR talentHow customized AI tools could reshape internal workflows across the businessIf you are an HR leader trying to move your organization from AI interest to real adoption, this episode offers a practical look at the culture, leadership, and workflow changes that help AI become useful in day-to-day work.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Bea Bouras on LinkedIn

In this episode of the Future Proof HR podcast, Jim Kanichirayil sits down with Chad Hartzell, VP of HR at Barletta Boats, to talk about what happens when an organization sees AI potential before it has a formal AI role, job description, or project plan.Chad shares how Barletta, part of the Winnebago Industries brand portfolio, approached an opportunistic AI hire by starting with values alignment, letting the candidate help shape the interview, and mapping the role to the areas where it could create the most immediate business impact.The conversation moves beyond AI as an HR-only story. Chad explains why Barletta first placed AI talent near customer experience and sales, how dealer feedback shaped the decision, and why improving service delivery can become part of a broader revenue and retention strategy.Chad also talks about building AI as an organizational competency. From ChatGPT and Copilot to data integration, predictive analytics, and workflow automation, he makes the case that HR can help people understand where AI fits, how to apply it responsibly, and how to create real bandwidth for higher-value work.Topics Discussed:Why Barletta hired AI talent before it had a formal AI job descriptionHow values alignment shaped the interview process for a nontraditional roleWhy the candidate led parts of the interview with Barletta's executive teamHow to co-create a role when the organization does not have a playbook yetWhy customer experience became the first focus area for Barletta's AI workHow AI can help connect warranty, service, technical, sales, and customer dataWhy AI strategy needs to tie back to people, innovation, differentiation, and scalingHow HR can build AI competency across back-office teams like marketing, finance, HR, and ITWhy repetitive tactical workflows are good starting points for automationWhat HR leaders can learn from early AI use cases in recruiting and operationsIf you are an HR leader trying to move AI from a loose idea into practical organizational capability, this episode offers a grounded look at how to evaluate talent, build trust, and connect AI work to the business problems that matter most.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Chad Hartzell on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Jason Carson, VP of HR at Bad Boy Mowers, to talk about how AI is changing HR in manufacturing and what it takes to use new technology responsibly inside a fast-growing, operationally complex business.Jason shares how Bad Boy Mowers has approached AI and automation with a practical, people-first mindset. For his HR team, the goal is not to remove the human side of the function. It is to reduce repetitive work, improve speed and consistency, and free the team to spend more time with employees, managers, and leaders.The conversation covers how AI can support recruiting, onboarding, employee feedback, shift-worker support, and data-driven decision-making. Jason also explains why HR teams need clear guardrails, especially when using AI in recruiting, interpreting workforce data, or scaling employee support across different locations, shifts, and languages.Jason’s core message is simple: data should drive decisions, but AI should not make decisions for HR. Future-proofing HR means learning the tools, asking better questions, validating the output, and staying close enough to the business and employees to know when something does not add up.Topics Discussed:Why Jason compares AI adoption in HR to the evolution of zero-turn mowersHow a small HR team can use AI to move away from repeatable administrative workWhy manufacturing HR needs both operational efficiency and face-to-face employee supportHow employee feedback surveys can improve recruiting, onboarding, and retentionWhy Bad Boy Mowers is taking a careful approach to AI in recruitingHow HR can use data to support headcount, productivity, and retention decisionsWhy shift-worker support creates a different set of challenges for HR teamsHow chatbots could give employees faster access to policy and HR answersWhat manufacturing automation teaches HR about change management and trustWhy AI-enabled onboarding can improve consistency across locations and languagesHow HR professionals can future-proof their careers by building flexibility, tech fluency, and data judgmentWhy HR must let data guide decisions without letting AI replace human thinkingIf you are an HR leader trying to bring AI into a manufacturing, hourly workforce, or operationally complex environment, this episode offers a practical look at how to balance speed, consistency, trust, and human judgment.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Jason Carson on LinkedIn

In this episode of the Future Proof HR podcast, Jim Kanichirayil speaks with Melissa Ganchev of Universal Nutrition about how AI modeling helped challenge one of the most common assumptions in a growing business: that scaling always means hiring more people.Universal Nutrition had reached a new growth milestone and was planning for more demand across its manufacturing operations. The initial plan pointed toward a significant increase in headcount. But instead of moving straight into hiring mode, the team paused, used AI modeling to evaluate production lines, equipment efficiency, shift structure, and resource allocation, and found a smarter path forward.Melissa shares how the company moved from an estimated need for around 30 new hires to hiring roughly eight manufacturing associates while still supporting growth. She explains how AI helped leaders rethink where work should happen, which lines were most efficient, and how to avoid over-hiring in ways that could later lead to painful reductions.The conversation also makes a clear case for people investment alongside AI adoption. Melissa talks about leadership development, career pathing, employee training, better benefits, cross-training, real-time dashboards, and a culture that has helped Universal Nutrition maintain unusually low attrition in a manufacturing environment. The lesson is not that AI replaces the people strategy. It is when the organization has already invested in the people who will make the work better.Topics Discussed:Why Universal Nutrition challenged the assumption that growth required major headcount expansionHow AI modeling helped the team rethink production lines, shifts, and staffing plansWhy the company started its AI pilot in one of its strongest revenue-producing buildingsHow headcount planning changed from an estimated 30 new hires to roughly eight manufacturing associatesWhy employee investment matters before and during operational transformationHow leadership development, lunch and learns, and career pathing support scaling effortsHow real-time dashboards can help employees troubleshoot production issues fasterWhy long-tenured manufacturing teams create resilience through cross-training and shared knowledgeHow communication, focus groups, surveys, town halls, and floor-level leadership support retentionWhy AI should be treated as another data point that sharpens critical thinking, not as a replacement for judgmentIf you are an HR or People Ops leader thinking through AI adoption, workforce planning, or growth without reactive hiring, this episode offers a practical look at how data, operations, and people investment can work together.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Melissa Ganchev on LinkedIn

In this episode of Future Proof HR, Jim Kanichirayil sits down with Robert St-Jacques, VP of People at Apera AI, to talk about what it takes for HR teams to scale AI without losing control. Robert shares a practical framework for thinking about AI governance in different stages of growth, with a focus on how HR leaders can move quickly without opening the door to unnecessary risk.The conversation centers on what safe AI adoption actually looks like in practice. Robert breaks early AI governance into three buckets: use cases, data, and controls. He explains what makes a true green-win use case, why internally controlled documentation is the safest place to start, and where human review has to remain in the loop before HR hands more work to AI systems.Jim and Robert also get into what changes as organizations mature. They cover how governance has to deepen as scale increases, where chatbots need stronger fail-safes, and why AI should never be left to make subjective decisions about people, pay, or candidate comparisons. The result is a grounded conversation for HR leaders who want AI efficiency without losing accountability, trust, or operational control.Topics Discussed:Balancing AI speed with governance, accountability, and controlWhat a green-win AI use case looks like in HRWhy internal documentation is the safest starting pointHow human review should work in early AI workflowsWhere candidate scoring and comparison create riskHow lawsuits are shaping HR AI cautionWhat changes when AI programs mature across larger organizationsHow to build chatbot fail-safes with citations and source linksWhy manager enablement matters in AI-powered learning and developmentA five-part checklist for AI governance in HRIf you are an HR leader trying to scale AI adoption with more clarity and less risk, this conversation offers a practical framework for deciding where AI can help, where human judgment still matters most, and how to put guardrails in place before small mistakes turn into bigger operational problems.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Robert St-Jacques on LinkedIn

In this episode of Future Proof HR, Jim Kanichirayil sits down with Brita Ohlin, Chief People Officer at Consafe Logistics Group, to talk about what a practical AI rollout looks like inside a people-centric company. Brita shares how AI first gained traction through customer demand on the product side, then gradually became part of the company’s internal workflows as teams started using tools like ChatGPT in their day-to-day work.The conversation focuses on how to balance AI progress with the need for trust, accuracy, and stability. Brita explains how Consafe Logistics built a structure around AI use by setting policies, standardizing licenses, and creating central oversight while still encouraging curiosity across the business. She also reflects on how culture shaped adoption and why clear guidance from leaders matters when experimentation starts spreading quickly.This episode is a grounded look at AI adoption for HR leaders who feel pressure to act but want to move with intention. Brita’s perspective offers a helpful reminder that the goal is not to automate everything. It is to solve the right problems, reduce AI stress, and keep people, culture, and practical value at the center of the work.Topics Discussed:Balancing AI innovation with product stability in logisticsHow customer demand shaped early AI adoptionWhy AI often enters the organization before governance catches upBuilding practical AI guardrails without shutting down curiosityHow company culture influences AI adoption behaviorReducing fear by framing AI as a tool for higher-value workCommon internal use cases across marketing, sales, and product teamsWhy HR is piloting a people agent for simple employee questionsHow to protect data accuracy and preserve trust during rolloutWhat success and failure should look like in an HR AI initiativeIf you are an HR leader trying to move from AI anxiety to a more deliberate plan, this conversation offers a practical framework for deciding where AI can help, where human connection still matters most, and how to introduce new tools without losing the culture you are trying to protect.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Brita Ohlin on LinkedIn

In this episode of Future Proof HR, Thomas Kunjappu sits down with Emily Frieze-Kemeny, Founder and CEO of Arose Group, to talk about why leadership feels more strained than ever and what leaders need to do differently as change becomes constant. Emily argues that the old model of treating change like a one-time initiative no longer works. Instead, leaders need a repeatable operating rhythm that helps teams adapt without burning out.Emily shares the SAIL framework for continuous change: sensing, aligning, implementing, and learning. She explains why many leaders miss the sensing and alignment work, why that creates friction later, and how a more intentional approach can improve execution. The conversation also looks at why leadership gets narrower at the top, how pressure can turn strengths into constraints, and what it means to become a pivot player who leads with perspective, options, and connection.The episode closes with a grounded look at AI. Emily explains why AI can become a meaningful leadership lever when it removes low-value work, creates time, and helps teams improve productivity without giving up wellbeing. She also makes a clear point that AI should not be a substitute for investing in people. Leaders need curiosity, a clear reason for using AI, guardrails for where it fits, and a plan to reinvest the gains back into the team.Topics Discussed:Why change management now needs to function like an operating systemThe SAIL model: sensing, aligning, implementing, and learningWhy leadership feels harder in the current momentReturn-to-office tension and what leaders are missingHow layoffs change trust across the workforceThe pivot player model of leadershipThe executor or micromanager archetype and how to shift itSequencing versus prioritization under pressureHow AI can improve productivity without hurting wellbeingWhy leaders must reinvest AI gains back into peopleIf you lead HR, people operations, a business unit, or a team that is balancing performance pressure with rapid change, this conversation gives you a practical framework for using AI, managing uncertainty, and helping leaders operate with more clarity and less friction.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Emily Frieze-Kemeny on LinkedIn

Jim Kanichirayil sits down with Monte Erritt, Chief People Officer at Vermeer Southeast Sales & Svc.Inc, to talk about what early AI adoption looks like inside a business with 12 locations, roughly 330 employees, and a strongly frontline, customer-facing workforce. Rather than treating AI as a trend to watch from a distance, Monte explains why his team started seeing it as a real strategic issue, especially in a market where technician talent is hard to find and leadership consistency matters.Monte walks through the first practical use cases that helped the conversation gain traction, from improving job descriptions and speeding up email writing to thinking through diagnostic support for technicians and internal coaching support for supervisors. A major theme in the episode is that AI becomes much more useful when it is grounded in the company's real language, legacy materials, assessment data, and leadership expectations.The conversation also focuses on change management. Monte shares how executive alignment, required reading, small-win storytelling, and an internal podcast helped his team create a more consistent message across the organization. Instead of positioning AI as a threat, Vermeer Southeast is working to normalize it as a daily thought partner that helps managers, service leaders, and support teams make better decisions faster.Monte also talks through the lessons they learned along the way, especially around guardrails, data handling, and the need to train at a much more practical level than most leaders first assume. For HR and people leaders trying to build momentum without hype, this episode offers a grounded look at what adoption can look like in the early stages.Topics Discussed:Why Vermeer Southeast saw AI as a competitive priorityWhat AI adoption looks like in a frontline-heavy businessHow technician retention shaped people strategyUsing AI to improve job descriptions and everyday communicationBuilding internal coaching support from assessments and leadership materialsHow to get the CEO, COO, and supervisor buy-inWhy sharing small wins helps AI adoption spreadUsing an internal podcast to scale communication and consistencyThe difference between ChatGPT, Copilot, and internal guardrailsWhat success looks like when AI becomes part of daily workIf you are leading HR, people operations, learning and development, or operations in a skilled-trades, field-service, or frontline-heavy environment, this episode offers a practical starting point for rolling out AI in a way that supports managers, protects trust, and connects directly to day-to-day work.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Monte Erritt on LinkedIn

In this episode of the Future Proof HR podcast, Jim Kanicharil sits down with Mike Danubio, Chief People and Culture Officer at Keches Law Group, to discuss how AI can support compensation strategy, employee communication, and retention without replacing the human judgment behind HR.Mike shares how his path from the Boston Red Sox to a growing regional law firm shaped the way he approached HR leadership in a new industry. When he joined Keches Law Group, he saw opportunities to improve communication, strengthen culture across locations, address compensation concerns, and build more scalable people infrastructure.The conversation also covers how Mike and his team used AI to support compensation modeling, pressure-test ideas, and communicate the full employee value proposition more clearly. Rather than letting AI build the strategy, Mike explains how HR can use it to reduce manual work, improve accuracy, and help employees better understand the value of what the organization offers.Topics DiscussedMike’s move from the Boston Red Sox to Keches Law GroupBuilding HR infrastructure in a growing legal organizationWhy communication became the foundation for culture, compensation, and retentionScaling culture across multiple office locationsAddressing compensation challenges in a competitive marketMoving from a black box bonus model to a more transparent compensation approachUsing AI to support compensation modeling and reduce manual workWhy HR should own the data, context, and communication behind total compensationConnecting EVP, compensation transparency, and employee retentionHelping employees learn how to use AI before it becomes a bigger skills gapLessons learned from leading change in a new environmentAdditional Resources:Cleary's AI-powered HR Chatbot Future Proof HR CommunityConnect with Mke Danubio on LinkedIn

In this episode of the Future Proof HR podcast, co-host and executive producer Jim Kanichariyil sits down with Andrew Kissinger, CFO and people leader at Clark Logic, to talk about how a 50-year-old organization is using AI to support people-centered growth. Andrew shares how Clark Logic has grown from roughly 70 people to about 230, while expanding across warehousing, logistics, real estate, and acquisitions.The conversation centers on a practical tension many HR and business leaders will recognize: growth creates more people needs, more questions, more documentation, and more operational strain, but adding headcount to every bottleneck is not always realistic. Andrew explains how he thinks about AI through both a finance lens and an HR lens, especially when the goal is to scale without burning out a lean team.Andrew walks through the use cases Clark Logic is already considering or putting into motion, including AI-enabled safety training, inventory tracking, dispatch support, recruiting tools, billing workflows, and employee access to answers. He also explains how the company evaluates vendor AI capabilities, why asking software partners the right questions matters, and how business cases can be built around turnover risk, overtime, hiring delays, and employee experience.This episode offers a grounded look at what AI adoption can look like outside of major tech hubs. Instead of framing AI as a replacement strategy, Andrew describes it as a way to protect capacity, support growth, and help people do better work as the organization scales.Topics Discussed:Why a CFO with people responsibility sees HR and finance as connected functionsHow Clark Logic grew from roughly 70 employees to about 230 while managing acquisitionsWhat breaks when acquisition-driven growth outpaces HR documentation and onboarding systemsWhy manual paperwork, job applications, and HRIS data entry exposed the need for better processesHow Andrew evaluates burnout, overtime, and turnover risk as part of the AI business caseWhat AI adoption looks like in Central Michigan, where local AI talent can be limitedHow executive vision from Jamie Clark helped create momentum for AI adoptionWhy Clark Logic is looking at AI to scale toward a $100 million business without simply doubling support headcountHow AI cameras could support warehouse inventory tracking and reduce manual cycle countsHow AI-enabled safety coaching could help one safety director support a growing driver populationWhy vendor conversations should start with existing tools before buying new AI softwareHow leaders can bring employees into the AI conversation so they do not view it only as job replacementIf you are an HR, People Ops, finance, or operations leader trying to scale a lean team without burning people out, this episode offers a practical example of how to evaluate AI through people, cost, capacity, and growth at the same time.Additional Resources:Cleary's AI-powered HR Chatbot Future Proof HR CommunityConnect with Andrew Kissinger on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Laura McGann, Chief People Officer at Prosci, to talk about AI adoption, change management, and why HR has a central role to play in helping organizations build the capability to change.Laura explains why AI is not just another software rollout. Because the technology keeps evolving, and because it reshapes how people work, trust information, make decisions, and build skills, AI adoption requires more than access to new tools. It requires leaders to pay attention to the people side of change, from awareness and desire to knowledge, ability, and reinforcement.The conversation uses Prosci’s ADKAR model as a practical lens for understanding where AI adoption often gets stuck. Laura breaks down the difference between training people once and creating ongoing learning in the flow of work, while also sharing her own experience with unlearning, building AI knowledge, and becoming a “learner in public.”Thomas and Laura also discuss what this means for HR’s future, including capability building, culture, leadership, data governance, role-specific AI use cases, and the CHRO/CIO partnership. Laura argues that HR and IT need deeper interdependence, but not a merger of expertise, because AI transformation depends on both technology and human systems.Topics Discussed:Why change management is shifting toward change adoption and change successHow constant change is pushing organizations to build change agility and resilienceWhy AI adoption is different from a traditional software rolloutHow HR leaders can use ADKAR to identify where employees are stuckThe role of awareness, desire, knowledge, ability, and reinforcement in AI adoptionWhy user proficiency and learning in the flow of work matter for AI ROIHow unlearning helps HR leaders rethink familiar processes like data synthesisWhy HR must lead capability building, culture, leadership, and change for AIHow leadership vision, governance, and functional tech stacks shape AI adoptionWhy CHRO/CIO partnership matters, even if the roles should not mergeHow AI is pushing HR teams to rethink job descriptions, skills, and ways of workingIf you are an HR leader trying to move your organization from AI access to AI adoption, this episode offers a practical way to think about the behavior change, leadership support, and cross-functional partnership needed to make AI useful at work.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Laura McGann on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Amy Goldfinger, Chief People Officer at Slice, to talk about what HR can and cannot hand over to AI.Drawing from her experience across Walmart, Heidrick & Struggles, and Slice, Amy shares how the people function changes across scale, why startup HR requires sharper prioritization and speed, and why the fundamentals of talent, operational rigor, and leadership development remain constant.They discuss practical uses of AI in learning and development, board preparation, performance management, and manager coaching. Amy explains why AI can accelerate the work, but cannot replace the judgment, creativity, empathy, and influence that HR leaders bring into the room.From the risk of weakening early-career development to the opportunity to help managers have better conversations, this episode offers a grounded look at how HR can use AI as a capacity-builder without hollowing out the human capabilities that make people teams effective. Topics Discussed:How HR priorities change between a global enterprise and a late-stage startupWhy speed, prioritization, and “just enough structure” matter in high-growth environmentsHow AI helped Slice build a leadership academy and where human judgment still had to take overWhy AI output can feel repetitive, mechanical, or incomplete without human creativityHow early-career roles may change as AI removes some of the traditional training groundWhy struggle, discomfort, and hands-on work still matter for developing analytical judgmentHow HR leaders can decide when AI is advantageous and when a human should leadWhat board meeting preparation reveals about the value of wrestling with hard decisionsHow AI can support performance management, review writing, and manager coachingWhy AI should strengthen manager capability instead of replacing difficult conversationsHow people teams can use AI to do more with less without hollowing out HRWhy future-proof HR may become even more human-centric in an AI-driven workplaceAdditional ResourcesCleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Amy Goldfinger on LinkedIn

In this episode of the Future Proof HR podcast, our co-host and executive producer Jim Kanichirayil sits down with Nathan Peirson, Chief People Officer at Onit, to talk about leading organizational transformation while building momentum around AI adoption.Drawing from his experience inside a PE-backed legal tech company, Nathan shares what it takes to scale a business, integrate teams, improve efficiency, and help employees move through change without losing trust in leadership.They discussed how Onit approached transformation with a clear focus on transparency, candor, consistency, and operating as one company. Nathan explains why communication has to be constant during periods of restructuring, especially when employees are already navigating uncertainty around efficiency, AI, and the future of work.From frontline communication and manager alignment to AI governance and employee enablement, this episode offers a practical look at how HR leaders can guide transformation with clarity, trust, and discipline. It is a grounded conversation about change management, AI adoption, organizational design, and the human work required to future-proof HR.Topics DiscussedHow Onit approached transformation as a PE-backed legal tech companyWhy transparency, candor, and consistency matter during organizational changeHow HR can help employees understand the “why” behind restructuring and efficiency effortsWhy AI adoption should be framed around enablement and empowerment, not replacementHow Onit created a Chief AI Officer role to signal commitment and accountabilityWhat it takes to connect AI strategy across product, technology, engineering, and go-to-market teamsWhy frontline employees need clear communication about how AI will affect their workHow training, governance, and responsible-use guardrails help prevent AI from becoming chaoticWhy managers and leaders play a critical role in building trust during transformationHow HR can help employees use AI to reduce low-impact work and focus on higher-value contributionsAdditional ResourcesCleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Nathan Peirson on LinkedIn

In this episode of the Future Proof HR podcast, our co-host and executive producer Jim Kanichirayil sits down with Kirsten Faurot, Chief People Officer at Bombora, to talk about what it really takes to build AI adoption inside an organization without creating fear, confusion, or resistance. Drawing from Bombora’s experience as a tech-forward B2B marketing data company, Kirsten shares how her team approaches AI governance, tool selection, manager enablement, and employee communication in a way that keeps people engaged while still moving the business forward.Together, they unpack the gap between the scary headlines around AI and what healthy adoption actually looks like in practice. Kirsten explains why leaders need to create clear guardrails, define use cases by team, and give employees space to talk honestly about what AI change means for their jobs. The conversation also covers how visible internal success stories can accelerate adoption, why managers play such a critical role in helping hesitant employees lean in, and how learning stipends, internal training, and practical experimentation can make AI feel more useful and less threatening.From DevOps and recruiting to sales and marketing, this episode offers a practical look at how HR leaders can help teams use AI to reduce manual work, improve efficiency, and create more room for higher-value work. It is a grounded conversation about trust, communication, adoption, and what it means to lead AI transformation without losing the human side of work.Topics DiscussedHow Bombora approaches AI adoption with guardrails, approved tools, and clear standardsWhy fear around AI and job loss has to be addressed directly, not ignoredHow leaders can frame AI as support for better work, not just efficiency pressureWhy showcasing employee wins in public helps drive broader adoptionHow Bombora uses manager coaching and monthly check-ins to move slow adopters forwardWhat DevOps, recruiting, marketing, sales, and SDR teams can learn from real AI use casesHow learning stipends and internal sharing can help build an AI-ready cultureWhy executive communication matters as much as the strategy itselfAdditional ResourcesCleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Kirsten Faurot on LinkedInNote: This episode was recorded in Dec 2025

In this episode of the Future Proof HR podcast, Jim Kanichirayil, our co-host and executive producer, sits down with Katie Fionova, Head of Human Resources at Four Inc., to talk about what it takes to lead through uncertainty when multiple major changes are happening at once. Katie shares how her organization has been navigating public sector volatility, a PE-backed transformation, enterprise systems work, new leadership hires, and broader scale-up efforts, all while supporting a distributed workforce.Together, they unpack what HR leadership looks like when the pace of change is high and employee uncertainty is even higher. Katie explains why trust has to be built through listening, relationships, and credibility, not just top-down communication, and how proactive communication, manager enablement, and practical use of AI can help HR teams respond more effectively to growing demand and complexity.The conversation also covers how to prioritize in fast-moving environments, how to balance strategic initiatives with day-to-day HR execution, and how to create space for employees to engage honestly during change. From culture committees and communication repositories to automation, risk-based prioritization, and leadership alignment, this episode offers a practical look at how HR can guide organizations through uncertainty without losing the human side of the work.Topics DiscussedHow HR can lead through uncertainty during PE change, scaling, and enterprise transformationWhy employees need information, transparency, and context during periods of rapid changeHow to use AI to anticipate employee questions and support proactive communicationWhy trust is built through relationships, credibility, and listening, not just formal presentationsHow project management, RACI planning, and communication systems support change in distributed organizationsHow automation creates bandwidth for strategic HR workWhy risk and enterprise dependencies should shape prioritization decisionsHow culture committees can create a two-way communication channel during changeWhy listening without action can damage trust, and how leaders can set honest expectationsWhat HR leaders should avoid when entering a new organization during a period of changeAdditional ResourcesCleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Katie Fionova on LinkedInNote: This episode was recorded in 2025.

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Terilyn Monroe, Chief People Officer at Guardant Health, to talk about what it takes for HR to operate like a business while still keeping people at the center. Terilyn shares how her team thinks about the employee experience end to end, from recruiting and leadership development to support, strategy, and workforce planning.Together, they unpack how the role of HR has been evolving, not because its purpose is entirely new, but because the way the work gets done is changing fast. Terilyn explains why modern people teams need to think like enterprise leaders, build with design thinking in mind, and use AI to improve workflows rather than simply layering tools onto broken processes.The conversation also reflects on lessons from the COVID era, especially the link between employee-centered decisions and strong business outcomes. From there, they turn to AI, discussing how leaders can move employees from fear to curiosity, why capability building matters at every level of the organization, and how senior leadership bootcamps, AI champions, and cross-functional learning communities can help companies adopt AI more responsibly and effectively.This episode offers a practical look at how HR can help lead transformation by translating business strategy into talent strategy, building readiness for change, and making sure technology serves people, not the other way around.Topics Discussed:Why HR should operate like a business while staying centered on employee experienceHow design thinking helps people teams solve real employee pain pointsWhat the COVID era taught HR leaders about balancing employee care and business continuityHow to shift the AI conversation from fear to capability buildingWhy senior leaders need baseline AI fluency before broader organizational change can happenThe role of AI champion communities, workshops, and learning programs in adoptionWhy broken processes need to be re-engineered before AI can add real valueHow HR can future-proof the business through workforce planning, prioritization, and internal talent developmentAdditional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Terilyn Monroe on LinkedInNote: This episode was recorded in 2025.

In this special live episode of the Future Proof HR podcast, recorded on the floor at Transform 2026 in Las Vegas, Thomas Kunjappu caught up with Jenn Congdon, a 30-plus year HR veteran and HR leader at M Financial Group, for a candid conversation about where AI is already delivering value for HR teams and where the function is headed next.M Financial Group is an insurance, reinsurance, and wealth management organization built around a community of member firms, with a mission centered on helping those firms succeed, thrive, and realize their full potential.They got into how Jenn is using AI to prepare for board and committee meetings by stress-testing presentations through the lens of each stakeholder, why she sees AI as a thought partner rather than a replacement for people, and what she would wave away if she had a magic wand: the fragmented, multi-source data problem that keeps HR from making truly business-driven decisions.Topics Discussed:Using Microsoft Copilot to pressure-test board presentations and anticipate hard questionsWhy HR's AI progress often lags behind product and technology teams, and how to close the gapThe vision for AI-powered self-service that handles repetitive HR questions at scaleWhy AI should eliminate non-value-add work, not the human judgment behind itThe data consolidation challenge: pulling insights from 15 different sources into one placeWhat it means for AI to be a responsible thought partner for HR leadersAdditional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Jenn Congdon on LinkedIn

In this special live episode of the Future Proof HR podcast, recorded on the floor at Transform 2026 in Las Vegas, Thomas Kunjappu sat down with Laura Brittingham, SVP of People at Prove, for a candid conversation about what AI actually looks like in practice for a scaling HR team and what it means for the function's strategic future.Prove is a leading provider of identity verification and authentication solutions, trusted by 19 of the top 20 US banks and 1,500 top brands globally. Laura joined less than a year ago with no background in identity, and she's been using that fresh perspective to rethink how HR can drive clarity, speed, and scale across the business.They got into how Laura is using AI to compress a months-long org design effort into seconds, why her mission this year is to make every employee an expert on Prove's products and industry, and why HR leaders who lean into building with agentic tools will define what the function looks like next.Topics Discussed:Using AI to build a company-wide remit directory and bring clarity to 200 unique job titlesWhy faster processing opens up space for strategic thinking, not just task completionThe case for AI-powered L&D content to make every employee a product and industry expertWhy the answer to "replace headcount with AI" is to 10x impact insteadHR is a strategic arm of the business, not just a compliance and payroll functionWhat it means to turn HR teams into builders using agentic toolsAdditional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Laura Brittingham on LinkedIn

In this special live episode of the Future Proof HR podcast, recorded on the floor at Transform 2026 in Las Vegas, Thomas Kunjappu sat down with Jennifer Erfurth, Chief People Officer at OPSWAT, for a fast-moving conversation about what it actually looks like to lead AI adoption across a global, highly technical workforce.OPSWAT is a $200 million cybersecurity company with 1,200 employees across the globe, protecting critical infrastructure like nuclear plants and water treatment facilities. With over 500 engineers on staff, Jennifer was tapped directly by her CEO to drive the company's AI adoption initiative, starting with the engineering organization.They got into why AI adoption is fundamentally a change management problem, how Jennifer rallied her globally distributed HR leadership team around a challenge they initially found intimidating, and why the ERP rollout is the right mental model for thinking about AI transformation. Jennifer also made the case that HR is uniquely positioned to lead this work, and shared what it looks like to embed AI into every employee touchpoint, from talent acquisition to org design to performance.Topics Discussed:Why AI adoption is a change management effort, not a technical oneHow Jennifer brought her global HR leadership team from nervous to bought-inComparing AI transformation to an ERP rollout, and why that framing holds upMeasuring adoption beyond lines of code, including acceptance rates and sprint velocityThe emerging model of embedding engineers directly into business functions to build AI-powered tools in-houseWhy HR needs to take a seat at the table on AI strategy, not just support itAdditional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Jennifer Erfurth on LinkedIn

In this special live episode of the Future Proof HR podcast, recorded on the floor at Transform 2026 in Las Vegas, Thomas Kunjappu sits down with Shawn McIntire, General Counsel at Pebl, for a quick but packed conversation about what AI governance actually looks like in practice at a global EOR company.Pebl provides employment outsourcing solutions that allow companies to hire talent internationally without a legal entity in-country, giving businesses a faster path to global expansion. As General Counsel, Shawn has had to think carefully about how AI fits into the company's existing risk framework and how to build a culture where employees feel comfortable experimenting without flying blind.They get into why GDPR is the right lens for thinking about AI governance, why keeping your policy short and jargon-free matters more than covering every edge case, and where HR teams are most exposed to AI-related liability today. Shawn also makes the case that the answer to "should AI be used for this?" is almost never no, and explains why every employee should be thinking about how to work themselves out of their current job.A candid, grounded conversation straight from one of HR's biggest stages.Topics Discussed:Why GDPR is a useful framework for thinking through AI governanceFitting AI risk into your company's existing risk profile, not the other way aroundKeeping AI policy short, simple, and actually usableWhere HR teams face the most AI liability risk today (hint: hiring)How bias gets amplified when AI is making decisions at scaleThe case for always iterating and never putting a lid on AI explorationAdditional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Shawn McIntire on LinkedIn

In this special live episode of the Future Proof HR podcast, recorded on the floor at Transform 2026 in Las Vegas, Thomas Kunjappu sits down with Conor Sweeney, VP of People at Form Health, for a quick but packed conversation about what AI in HR actually looks like in practice at a fast-growing telehealth company.Form Health is the national leader in science-backed obesity care management and cardiometabolic health, operating across 30+ states in the United States, and is a company scaling fast with two distinct employee populations: clinical and corporate. Conor and his team have had to think creatively about how to make it easier for people to do their jobs every day.They get into what it really looks like to implement agentic AI for knowledge management, the unglamorous work of keeping that content accurate enough to actually be useful, and what's next for AI in talent acquisition. Conor also shares what he's taking away from Transform: HR leaders aren't just adopting AI anymore, they're owning it.A candid, grounded conversation straight from one of HR's biggest stages.Topics Discussed:Using agentic AI for knowledge management and why Guru has worked for Form HealthThe real challenge of content accuracy when feeding an AI systemHow AI can help TA teams spend less time screening and more time advisingHR's growing ownership of AI strategy across industriesMoving from reactive to proactive in compliance and HR opsAdditional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Conor Sweeney on LinkedIn

In this episode of the Future Proof HR podcast, Jim Kanichirayil sits down with Katee Van Horn, Chief People Officer at Web Pros, to explore what it actually looks like to lead a people-first transformation inside a fast-moving, globally distributed organization and what happens when you layer AI on top of it.With team members across more than 51 countries and a growth strategy built heavily on acquisitions, Web Pros has had to solve some of the hardest problems in modern HR: aligning cultures, integrating teams, building consistent onboarding at scale, and maintaining a shared identity across vastly different ways of working. Katee brings a grounded, operational perspective on how to navigate all of that without losing sight of the people in the middle of it.Together, they dig into what it really means to shift the narrative around AI from fear to curiosity, why reskilling existing talent almost always beats hiring from outside, and how the SDET and QA role at Web Pros became a real-time case study in workforce evolution. Katee also makes a compelling case for why listening, not just as a practice, but as a discipline that drives action, is the foundation of any successful transformation effort.This episode is a candid, practical look at what it takes to lead transformation the right way, where people aren't an afterthought to the strategy. They are the strategy.Topics Discussed:Aligning culture and ways of working across acquisitions and global teamsBuilding scalable onboarding and just-in-time learning in a remote-first environmentHow AI is reshaping the SDET and QA function in real timeReskilling over replacing: why developing existing talent is the smarter long-term playHuman in the loop vs. human in the lead and when each appliesWhy listening exercises only work when they drive actionApplying agile thinking to transformation: iterating instead of overhaulingThe five principles for executing a people-first AI transformationAdditional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Katee Van Horn on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Angelika Ivanov-Jackson, founder of IGR, a globally focused HR and recruitment agency, to explore what it really means to build HR infrastructure across borders and why the HR professionals who will thrive in the age of AI are the ones brave enough to own their value.With over a decade of experience spanning the US, EMEA, APAC, MENA, and CIS regions across industries from real estate to finance, e-commerce, AI, and ad tech, Angelika has built HR functions from the ground up more times than most professionals build them once. She brings a rare combination of global compliance expertise, generalist scrappiness, and a deeply human perspective on what it means to lead people across cultures, languages, and time zones.Together, they dig into what really changes and what stays exactly the same when you take HR global, why the first hire in any new market should almost always be an HR professional, and how organizations that treat HR as a true strategic partner consistently outgrow the ones that don't. Angelika also shares her candid take on AI in HR, why she's never believed technology will replace the function, and how HR leaders can position themselves as the ones driving AI adoption across their entire organization rather than being disrupted by it.She also delivers one of the most energizing calls to action for early-career HR professionals you'll hear — a reminder that the work of repositioning HR from an administrative function to a true business partner has already been done, and now it's time for the next generation to be brave enough to walk through that door.Topics Discussed:How Gen Z is reshaping expectations in the workplace and what older generations can learn from themWhat's universal about HR across every country and what's notWhy labor law and local compliance are the real variables when going globalThe case for making HR your first hire when entering a new marketHow the HR function has evolved from "hire, fire, and plan the Christmas party" to a strategic business partnerWhy organizations with healthy HR teams grow faster and make fewer costly mistakesAI in HR: who has the advantage and how to make sure it's youHow to set up HR infrastructure from scratch at an early-stage or pre-opening companyHiring strategy for new markets: why you start from the top of each department downWhen to ask for your first HR hire and what the pre-opening stage actually demandsAdvice for new HR professionals: be brave, know your value, and bring options A, B, and CIf you're an HR leader navigating global expansion, building a people function from nothing, or trying to figure out how to stay relevant and future-proof in an AI-driven world, this episode is a grounded, globally informed, and deeply human look at what it takes to lead HR without borders.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Angelika Ivanov-Jackson on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Dorian Rhodes, Human Resources Director at Barton Associates, an architectural engineering firm with locations across Pennsylvania and North Carolina, to explore what it really means to build an HR function from the ground up. In a 60-year-old firm that had never had a formally trained HR leader before him.Coming from large global organizations where he led HR across the US, Canada, and Brazil, Dorian made a deliberate leap to a hundred-person company where he became the first HR professional in the firm's history. Eighteen months in, he's already implemented the company's first HRIS, digitized paper-based employee records, redesigned the performance management framework, and built a talent pipeline that starts at the high school level.Together, they dig into what it takes to earn executive trust when you're the first HR leader a company has ever had, how to reframe HR from a cost center to a profit center, and why the "fail fast" mindset is the single most important mental shift for HR professionals working in smaller, relationship-driven organizations.Dorian also shares how the looming retirement of a 40-year veteran electrical engineer became the catalyst for a formal succession planning approach, why being a business person first and an HR expert second is the real unlock for gaining credibility, and what he believes the lean HR team of the future actually looks like. including when to bring in outside specialists and when to keep it internal.Topics Discussed:Why Dorian went from tens of thousands of employees to a hundred-person firm and what he found when he got thereThe crawl-walk-run approach to building HR infrastructure from nothingHow to make the case for HRIS investment when every dollar counts and finance runs payrollReframing HR as a profit center: practical rhythms for building executive trustThe "fail fast" mindset and why not everyone agreeing with you is a good signPerformance management rollout strategy, including how to get executive sponsorship before you send a single emailSuccession planning in a firm where 40 years of tribal knowledge can walk out the door overnightBuilding a talent pipeline from vo-tech and high school all the way through university career fairsThe ESOP advantage and how to use it as a recruiting tool with students who have never heard of itWhat the future-proof small HR team actually looks like and when to bring in a COE on a contract basisIf you're an HR leader building a function from scratch, navigating a company culture that's never had formal HR before, or trying to prove your value to an executive team that sees HR as overhead, this episode is a grounded and practical look at what it takes to lead people in a company that's been running just fine without you, until now.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Dorian Rhodes on LinkedIn

In this episode of the Future Proof HR podcast, Jim Kanichirayil sits down with Kiley Ewing, Chief People Officer at McGuire Sponsel, a specialty tax consulting firm based out of Indianapolis, Indiana, to explore what it really takes to build an HR function from the ground up while staring down two of the most aggressive goals an organization can set: doubling headcount and tripling revenue by 2030.Six months into her role, Kiley isn't just reacting to growth, she's engineering it. With a background in high-performance coaching, neuroscience, and consultative selling, she brings a uniquely systems-oriented and mindset-forward approach to people operations. She shares how she came in and immediately focused on fixing processes before adding people, why she chose Predictive Index as her first tool, and how data-driven hiring helped her build a complementary team rather than a collection of people doing jobs they don't enjoy.Together, they dig into how Kiley thinks about the intersection of AI and human judgment in hiring, what it means to evaluate HR technology with the end in mind, and why thinking like a business owner rather than an employee is the single biggest unlock for HR leaders trying to earn credibility and drive real outcomes.Kiley also shares how she's already saved the organization $400,000 in her first six months, why she's building for 200 people now while still at 100, and what it means to balance strategic thinking with a collaborative culture that actually wants to slow you down.Topics Discussed:Why Kiley started with process before people and what that unlocked for hiringHow Predictive Index works as a complement to human judgment, not a replacementThe right way to evaluate and select HR technology for where you're going, not where you areUsing AI tools like ChatGPT to shortcut vendor research and find the right feature setWhy delegation and complementary strengths are the foundation of a lean, strategic HR teamThe role competency vs. company competency framework in hiring and performance managementHow to avoid the "guess and check" model in talent acquisition with predictive dataWorkforce planning for 200 people when you're still at 100 and why it matters nowThinking like a business owner: how Kiley saved $400K in her first six monthsWhy you can't fix a bad process by throwing AI or technology at itIf you're an HR leader navigating aggressive growth goals, building out your tech stack, or trying to stay strategic without losing sight of execution, this episode is a practical and energizing look at what future-ready HR actually looks like in the field.Additional Resources:Cleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Kiley Ewing on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu, CEO of Cleary, sits down with Zane Zumbahlen, Chief People Officer at Wedgewood, to explore what it really means to lead HR through transformation from day one and why vulnerability might be the most underrated strategic tool a leader has.With a career spanning technology, finance, and healthcare, Zane brings a cross-functional perspective on how to build trust fast, dream boldly, and still get the basics done. He shares how stepping into a company facing real business headwinds led him to experiment with radical authenticity and how that one decision changed everything about how his team showed up.Together, they explore how Zane used AI as a thought partner to build a 2028 HR vision, what happened when he brought his team together to dream and got derailed by reality, and why the best thing he did was give his team a "get out of jail free card" to push back on the business.Zane also shares why vulnerability is a learnable skill, not a personality trait and how practicing it, like a muscle, can accelerate trust, deepen relationships, and make HR teams more effective in ways that no tool or process can replicate.Topics Discussed:Why Zane opened his very first team meeting with a deeply personal story and what happened nextHow vulnerability creates speed of trust and why that matters for new HR leadersUsing ChatGPT as a strategic thought partner to build a 2028 HR visionRunning a two-day offsite that got productively derailed and why that was the best outcomeHow to help an overburdened HR team say no strategically and prioritize what actually moves the needleWhy Zane's client is the business, not the leader and what that means in practiceHandpicking external mentors from different industries for each direct reportThe future of AI in HR: emotional intelligence nudges, HRIS integration, and enabling managers to lead betterVulnerability as a skill you can build and how to start practicing it safelyIf you're an HR leader navigating a new role, leading a team through change, or trying to balance the tension between strategic vision and day-to-day execution, this episode offers both a fresh perspective and a practical playbook for leading with courage.Additional Resources:Jia Jiang's TED Talk: What I learned from 100 days of rejectionCleary's AI-powered HR ChatbotFuture Proof HR CommunityConnect with Zane Zumbahlen on LinkedIn*This conversation with Zane Zumbahlen was recorded in early 2025, shortly after he joined Wedgewood as Chief People Officer.

In this episode of the Future Proof HR podcast, Thomas Kunjappu, CEO of Cleary, sits down with Amy Wang, Head of HR and Payroll Shared Services at Mercedes-Benz North America, to discuss how HR is changing as AI, shared services, and human leadership increasingly overlap.With experience across IT, procurement, operations, and HR, Amy brings a cross-functional perspective on what it takes to build systems that are both scalable and people-centered. She explains why the future of HR depends on connecting people, processes, and technology in more intentional ways.Together, they explore where AI can support HR workflows, where human judgment still matters most, and why better design and governance are essential for making these tools useful in practice. They also discuss how shared services is evolving beyond transactional work into a more strategic function focused on capability, data fluency, and cross-functional value.Amy also shares why curiosity, continuous learning, and adaptability will be critical for HR leaders who want to stay relevant as work continues to change.Topics Discussed:How Amy’s transition from IT leadership to HR shaped her approach to organizational changeWhy the convergence of HR, IT, and shared services is acceleratingWhere AI can support HR workflows and where human judgment must remain centralThe “human-AI-human” model for responsible AI use in HR processesWhy poorly designed AI systems create frustration and how better governance can helpHow shared services is evolving from transactional processing to capability buildingThe role of curiosity and continuous learning in staying relevant as AI reshapes workWhy organizations must create safe environments for experimentation and innovationHow HR can act as a translator between strategy, systems, and the employee experienceFuture opportunities for AI in areas like employee relations analysis and pattern detectionIf you’re an HR leader thinking about how AI will affect HR operations, shared services, and the skills required to lead in the future, this episode offers practical insights and a thoughtful perspective on what the next shape of HR could look like.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Amy Wang on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu, CEO of Cleary, sits down with Fernando Garcia,  Chief People and Legal Officer at Opta Group (at the time of recording), to unpack what HR leaders are getting wrong about AI, and what they should be doing instead.Fernando brings a rare blend of experience across HR, legal, compliance, and business strategy, and he makes a clear case for why AI will not replace HR, but it will reshape the job. The work that remains, he argues, is the work that matters most: human judgment, context, experience, and the ability to make value-based decisions when the answer is not obvious.Together, they explore the practical reality of “shadow AI” already happening inside organizations, why guardrails matter more than hype, and how HR can work with legal as an early strategic partner rather than an emergency hotline once something has already escalated. The conversation also goes deep on the ethical tension of AI-driven hiring and fairness, including how bias can show up on both sides, whether decisions are made by people or machines, and why the “trolley problem” isn’t just a thought experiment anymore.This episode is for HR leaders who want to adopt AI responsibly, without parking their judgment at the door, and who want to future-proof their work by leaning harder into the human side of leadership.Topics Discussed:AI will change HR jobs, not eliminate themWhy HR’s value is judgment, context, and the human elementThe “three-legged stool” of business, legal, and people leadershipHow HR and legal can partner early to prevent risk, not just react to itThe reality of “shadow AI” and why assuming no one uses AI is the biggest riskPractical guardrails: data privacy, PII, sensitive employee info, and due diligenceWhere AI helps today: drafting, surveys, training design, and early recruiting supportThe ethics of AI in recruiting, fairness, and bias on both sides of the argumentWhy culture, training, and peer learning matter more than expensive enablement programsSkills that will matter most for future-proof HR: curiosity, EQ, relationship-building, and broad capabilityIf you’re an HR leader trying to balance innovation with compliance, curious about AI’s real use cases beyond automation, or navigating how to adopt these tools without losing the human element, this episode offers a grounded and thoughtful framework.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Fernando Garcia on LinkedIn

In this episode of the Future Proof HR podcast, Jim Kanichirayil, our podcast co-host and executive producer, sits down with Dominique Williams, Head of HR for North and South America at Forbo Movement Systems, to discuss the high-stakes transformation of HR in a manufacturing environment. Dominique shares her journey of walking into a "blank slate" organization—where the entire previous HR team had departed—and how she rebuilt the function from the ground up while facing a heartbreaking reality: five employees passing away before reaching retirement.Dominique explains why she prioritized health and wellness over traditional administrative "optimizations" during her first three years. From addressing the "survival mode" mentality of frontline workers to bridging a significant technology gap, she shares practical examples of how focusing on the human side of the business leads to tangible financial results.The conversation dives deep into the innovative use of AI in mental health. Dominique discusses the implementation of "Bella," an AI chatbot that provides 24/7 support to employees who might otherwise be reluctant to seek traditional therapy. She breaks down why AI can actually lower the barrier to mental health care by removing the fear of judgment often found in face-to-face interactions.The episode closes with a powerful reminder: HR’s true value lies in building trust and ensuring employees don't just work for 30 years, but actually live to enjoy the retirement they worked so hard for.Topics Discussed:Rebuilding an HR department with zero institutional knowledge.Shifting the mindset of a generational manufacturing workforce.How prioritizing mental health led to a 10% decrease in turnover and lower healthcare costs.Using the "Bella" chatbot to provide confidential, 24/7 support.Overcoming employee and leadership reluctance toward new digital tools.Partnering with academic institutions (UNC Charlotte) to modernize supervisor communication.Creative ways to get participation in financial literacy and health fairs.Presenting wellness as a business case to CFOs and Operations leaders.Protecting the HR team from burnout to ensure they can lead from "clarity, not depletion."If you are an HR leader in a traditional industry, navigating high turnover, or curious about how AI can be used for more than just automation, this episode offers a compassionate and data-backed blueprint for modernizing the workplace.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Dominique Williams on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu, CEO of Cleary, sits down with Adam McCoy, VP of HR at DMC Global Inc., to discuss what AI really means for HR leaders navigating economic pressure, talent shifts, and rising expectations to do more without adding headcount.Adam explains why he is not asking for more HR headcount and how AI is changing the way teams prioritize, execute, and deliver value. From building leadership training with AI to rethinking day-to-day workflows, he shares practical examples of working smarter without sacrificing quality.The conversation also explores how AI is reshaping talent acquisition on both sides of the hiring process. As candidates and employers both use AI tools, Adam breaks down the tension between efficiency, bias risk, legality, and candidate experience. He argues that AI fluency is quickly becoming a baseline expectation across roles.They discussed governance and guardrails. Ignoring AI is reckless. Banning it is unrealistic. HR must help define responsible use, protect data, and build literacy across the organization.The episode closes with a clear message: you won’t be replaced by AI, but you might be replaced by someone who knows how to use it.Topics Discussed:Why many CHROs are prioritizing productivity over headcount expansionUsing AI to build leadership training and accelerate HR executionThe evolving AI arms race in talent acquisitionBalancing automation, bias, and legal risk in AI-powered hiringHow AI fluency is becoming a baseline job requirementThe role of HR in enterprise AI governance and data guardrailsWhy ignoring or banning AI is not a viable strategyReskilling inside the HR function to stay relevantMaintaining trust and employee experience in an AI-enabled workplaceWhy adaptability, not fear, is the real competitive advantageIf you are an HR leader navigating AI adoption, rethinking your talent strategy, or wondering how to stay relevant in a rapidly shifting workplace, this episode offers a grounded and candid look at what it takes to lead through the shift.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Adam McCoy on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu, CEO of Cleary, sits down with Stefani Voorhees, Chief Human Resources Officer at Propio Language Services, to explore what it really takes to adopt AI across an organization without losing the human element.Stefani shares how executive alignment, transparency, and a clear philosophy that “AI makes people better, not replaced” shaped a company-wide shift toward responsible experimentation. From forming an internal AI function to launching small pilots with guardrails, she walks through the practical realities of change management in fast-moving, high-growth environments.The conversation dives into real use cases across talent acquisition, learning and development, and performance management. Stefani explains how AI-powered recruiting insights are helping HR move from anecdotal feedback to data-backed strategy, while also emphasizing the importance of blending technology with empathy. As automation increases, she argues, HR’s role becomes more strategic, not less.The episode closes with a candid look at the future of HR. Stefani shares why AI is accelerating the shift from administrative work to business partnership, why “people experience” must remain the north star, and how leaders can stay adaptable when the future is anything but predictable.Topics Discussed:Why AI must be treated as a business decision, not just an HR initiativeHow to align executives quickly around a clear AI philosophyBuilding guardrails with an AI committee and responsible pilotsUsing AI in talent acquisition to turn interview data into strategic insightsBalancing content creation speed with human tone and qualityThe risks and opportunities of AI in performance managementWhy HR is shifting from administrative to strategic workBlending technology and empathy to protect the employee experienceLeading transparently through rapid change and acquisitionsFuture-proofing HR through adaptability and a fail-fast mindsetIf you are an HR leader navigating AI adoption, managing change across teams, or trying to elevate your function from administrative to strategic, this episode offers a practical and grounded perspective on building momentum while staying people-first.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Stefani Voorhees on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu, CEO of Cleary, sits down with Chelly Conley, Director of Global HR and Inclusion at KnowBe4, to discuss the raw reality of the HR industry in 2026. From navigating the toughest job market in over a decade to surviving the "Wild West" of AI adoption, Chelly shares a no-sugarcoat guide to staying resilient and relevant.Chelly opens up about the "visceral" state of the current HR labor market, where experienced professionals are facing year-long unemployment cycles. The conversation dives deep into HR’s ongoing identity crisis—explaining why rebranding to "People and Culture" fails if the team is still viewed as the "food and fun" department rather than a strategic business partner.The two also explore the bizarre and high-stakes side of AI in talent acquisition. Chelly shares cautionary tales of "AI Brandon" bot interviews and deepfake candidates, while offering a practical framework for where HR should automate (administrative weeds) and where they must remain human (employment law and empathy).The episode closes with a masterclass on the J-Curve of change management. Chelly explains how HR leaders can future-proof their teams by "de-centering" themselves to lead employees through the chaos of transformation, ensuring that the eventual gains in productivity are worth the initial dip.Topics Discussed:The 2026 HR Job Market: Why it’s the toughest environment in 13 yearsNavigating "Advice Fatigue" and the emotional toll of long-term unemploymentThe HR Branding Trap: Moving beyond "party planning" to strategic business alignmentWhy "doing more with less" requires choosing which hills to die onThe "Wild West" of AI: Dealing with AI interview bots and deepfake candidatesThe Legal Guardrails: Why you should never use AI for employment law (ADA, FMLA, etc.)Finding the "Middle Steps": Identifying the right HR tasks for automationThe J-Curve of Change Management: Understanding the dip before the breakthrough"De-centering" as a leadership tool to build psychological safety during transitionsFuture-proofing through adaptability and a growth mindsetIf you are an HR leader feeling the weight of burnout, navigating a lean team, or trying to find the balance between human empathy and AI efficiency, this episode offers the grounded, "real-talk" perspective needed to pivot toward a more strategic future.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Chelly Conley on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu, CEO of Cleary, sits down with Jennifer Albert, Chief People Officer at Extensiv, to explore what it really takes to lead through sustained change. From reorgs and acquisitions to AI adoption, Jennifer explains why trust and transparency are the difference between momentum and breakdown.Jennifer shares how her background in psychology and business shaped her approach to HR leadership during periods of intense disruption. The conversation focuses on how HR leaders can move beyond reactive change management by creating clarity, consistency, and confidence when uncertainty is high.They also discuss AI adoption through a people-first lens. Jennifer advocates for curiosity over fear, low-risk experimentation, and clear guardrails to reduce shadow AI, while using technology to amplify HR’s impact rather than replace it.The episode closes with a practical look at micro-promotions and career tracks, and how visible, incremental progress helps rebuild engagement, restore confidence after a reorg, and support internal mobility.Topics Discussed:Jennifer’s path into HR and how a psychology and business background shaped her leadership styleWhy trust is an execution strategy, not a soft valueLeading through reorgs, M&A, and rebrands with transparency and clarityWhen and how HR should influence major business decisionsPreventing cultural breakdowns during acquisitionsWhy uncertainty, not change itself, creates resistanceAI adoption as a change management challenge, not just a tech rolloutLow-risk ways to build AI fluency across teamsCreating AI governance to reduce risk and shadow usageMicro-promotions and career tracks as post-reorg retention toolsHow visible progress supports engagement and internal mobilityDoing more with lean HR teams by focusing on priorities that matter mostIf you are an HR leader navigating reorgs, acquisitions, or AI adoption and want to build trust without slowing the business down, this episode offers grounded, experience-based insight into how transparency and people-first decision-making future-proof the HR function.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Jennifer Albert on LinkedIn

In this episode of the Future Proof HR podcast, Jim Kanichirayil, our podcast co-host and executive producer, sits down with Amanda Woodard, Senior Director of HR at Submittable, to unpack what changes when talent acquisition goes hybrid, candidate pools explode, and AI makes it easier than ever for bad actors to slip into your pipeline.Amanda shares her unconventional path from customer success into TA and HR, and why that revenue-side experience helped her operationalize recruiting like a pipeline, not a reactive process. From there, the conversation zooms into the real-world tension HR teams are facing right now: opening up remote hiring to access better talent, while also tightening controls to prevent fraud, deepfakes, and identity mismatches that can put the business at risk, especially in highly regulated environments.She breaks down the practical systems her team uses to protect candidate quality without killing candidate flow, including multi-step ID verification, digital footprint checks, geolocation signals, and reference validation that focuses less on “good feedback” and more on authenticity. Along the way, Amanda offers a clear-eyed take on the AI hype cycle, why most “AI” tools are actually automation, and what HR leaders can do today while major ATS and background check providers race to build native solutions.Topics Discussed:The shift from onsite recruiting to hybrid hiring, and why competition intensifiedHow revenue-side experience can transform TA into a more operational, pipeline-driven functionNavigating leadership resistance and trust issues during the move to remote workWhy candidate fraud is escalating, and what it means for HR and TA teamsUsing automation vs. true AI to reduce application review timeFiltering and reverse-filtering candidates based on skills and signalsMulti-layer identity verification: digital footprint checks, photo ID gates, and reference validationBalancing candidate experience with security and risk mitigationWhy transparency in the process reduces candidate drop-offWhat TA leaders should implement now, regardless of industry, to reduce hiring riskIf you are an HR or Talent Acquisition leader trying to keep hiring quality high in a hybrid world where AI-driven fraud is becoming more common, this episode offers a practical look at how to build tighter safeguards without losing trust, speed, or the ability to compete for strong candidates.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Amanda Woodard on LinkedIn*Note: Amanda was with Submittable at the time of this recording.

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Lorena Scott, Chief People Officer and Head of Customer Experience at Relay, to explore how AI can be used to accelerate people and CX roadmaps without losing the human moments that matter most.Drawing on her dual mandate across People and Customer Experience, Lorena shares how Relay thinks about AI not as a replacement for people, but as a way to expand capacity, unlock time, and bring forward initiatives that would otherwise live years out on the roadmap. She explains how lessons from CX such as coaching, enablement, and quality assurance have directly informed people practices, and why unifying these functions has created a more consistent and human-centered experience across the business.Lorena breaks down practical examples of AI in action, including AI-powered coaching to support managers and individual contributors, using AI to accelerate insights from people data, rethinking headcount planning across human and non-human capacity, and creating space for internal mobility through stretch projects. Throughout the conversation, she emphasizes the importance of showing impact through action, not promises, as the most effective way to build trust and reduce fear around AI adoption.Topics Discussed:Using AI to accelerate people and CX roadmaps Unifying People and Customer Experience under one operating philosophy AI coaching for managers and individual contributors Expanding human impact by removing low-value work Rethinking headcount planning with human and non-human capacity Applying CX learnings to HR enablement and support Internal mobility and stretch opportunities in a scaled organization Building trust through action, not reassurance Preparing people teams for an AI-enabled futureIf you are an HR or People leader looking to use AI to scale impact, improve enablement, and move critical initiatives forward faster without sacrificing humanity, this episode offers a thoughtful, operator-level perspective on what future-proofing really looks like.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Lorena Scott on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Marlene Cosain, HR Director at Abby Connect, to explore what it really looks like when a human-centered company introduces AI into the core of its business without eroding trust or displacing its people.Drawing on her journey from receptionist to HR Director, Marlene shares how Abby Connect navigated the launch of an AI receptionist inside a company built on human connection. She explains why transparency, early communication, and sustained trust were essential in helping employees move from fear to engagement during a major strategic shift.Marlene breaks down how HR led AI adoption by raising AI literacy through low-stakes experimentation, empowering early adopters, and enabling receptionists to transition into AI-adjacent roles. She explains why domain expertise became the foundation for new positions like AI technicians and QA specialists, and how human-in-the-loop design emerged as both a cultural anchor and a market differentiator.Topics Discussed:Human-first AI adoption in a people-driven businessBuilding trust during AI-driven changeRaising AI literacy through practical experimentationPromoting from within during transformationCreating AI-adjacent roles from frontline expertiseHuman-in-the-loop design as a competitive advantageHR’s role as the glue during strategic shiftsSupporting middle managers through uncertaintyIf you are an HR leader navigating AI adoption, workforce trust, or large-scale change that affects both the business model and the work itself, this episode offers a grounded, real-world perspective on how HR can lead transformation without losing its people.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Marlene Cosain on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Andy Martiniello, Chief People Officer at Equipment Ontario and Principal Coach at Martiniello Coaching & Consulting, to explore what it really means for HR to work at the intersection of people and strategy, not as separate disciplines, but in lockstep.Drawing on a career spanning sales leadership, executive coaching, HR technology, and strategy work, Andy shares how coaching senior leaders requires a deep understanding of how the business actually runs. He explains why focusing on individuals alone is not enough, and how people leaders can create real impact by coaching the system, the value chain, the operating model, and the patterns that shape outcomes.Andy breaks down how CPOs and CHROs can move upstream into strategy by mapping how work flows across the organization, identifying where execution stalls, and aligning teams around a shared understanding of how value is created. He also discusses the tension between psychological safety and accountability, and why effective coaching must balance both to drive meaningful change.The conversation explores how AI is reshaping people and strategy work, not by replacing human judgment, but by accelerating analysis, surfacing patterns, and acting as a thought partner for leaders navigating complexity. Andy shares practical examples of how AI can help HR leaders make better decisions, faster, while keeping interpretation and accountability firmly human.Topics Discussed:People and strategy working in lockstepCoaching the business system, not just individual leadersBalancing psychological safety with accountabilityMapping value chains before org chartsUsing AI as a thought partner in people and strategy workMoving HR upstream into strategy conversationsIdentifying patterns that block executionWhat it takes for HR to drive outcomes, not just support themIf you are an HR leader, people executive, or coach looking to move beyond individual development and influence how the business actually works, this episode offers a grounded, systems-level perspective on how HR can create lasting strategic impact.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Andy Martiniello on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Kendall Schultz, Chief People Officer at Triumph Behavior Support, to explore what it really takes for HR to move beyond a cost center and earn authority inside fast-growing, high-pressure organizations. With over 15 years of experience across venture-backed and private equity environments, Kendall shares how HR leaders can build credibility through execution, not permission, while navigating scale, risk, and constant change.Kendall breaks down why waiting to be invited into strategy conversations no longer works for HR. Instead, she explains how people leaders must proactively identify risk, eliminate waste, influence decisions, and operate with the same rigor as product and finance teams. From finding significant cost inefficiencies to treating people operations like a product roadmap, she outlines how HR can become a true value engine for the business.The conversation also explores the human side of authority. Kendall shares how psychological safety, ethical leadership, and transparency are not soft concepts but essential operating principles, especially during restructures, layoffs, and periods of rapid growth. She explains why HR must be present, consistent, and willing to make hard calls to build trust that scales beyond the HR function itself.Topics Discussed:Reframing HR from cost center to value engineEarning authority through execution, not titleTreating people operations like a productFinding operational inefficiencies and reducing organizational wasteBuilding credibility with CEOs and founders in PE and VC environmentsEmbedding psychological safety into daily operationsLeading ethically through layoffs and restructuresThe limits and opportunities of AI in people operationsWhat skills HR leaders need to stay relevant and future-proof their roleIf you are an HR leader, people operator, or executive navigating scale, scrutiny, and constant pressure to prove value, this episode offers a clear, experience-backed view of how HR can earn lasting influence and relevance in the future of work.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Kendall Schultz on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Amaan Hussain, Director of HR at The Acquisition Group, to explore how HR leaders can adopt AI without sacrificing the human connection that defines their organization. With over a decade of experience leading HR strategy in high-growth, direct-to-consumer environments, Amaan shares how his team balances efficiency, empathy, and scale in a world increasingly shaped by technology.Amaan explains why his organization is intentionally cautious about where AI shows up and where it does not. He outlines a clear guardrail that guides every technology decision: AI can improve speed, consistency, and insight, but it should never replace the core human relationships that drive performance, trust, and differentiation. From recruiting and coaching to sales enablement, he shares how a hybrid model allows AI to augment work without eroding what makes the business successful.The conversation also explores recruiting and managing Gen Z in high-touch, in-person roles. Amaan discusses how generational shifts, post-pandemic expectations, and increased access to information are changing how candidates evaluate employers. He explains why adapting leadership style matters more than trying to change the workforce, and how culture, growth opportunity, and human connection remain powerful advantages even in a tech-saturated market.Topics Discussed:Protecting human connection as a core business and HR valueBeing strategic, not reactive, with AI adoptionWhere AI can improve efficiency without replacing judgmentUsing AI for coaching, feedback, and skill developmentRecruiting and engaging Gen Z for non-remote, high-touch rolesAdapting leadership styles to generational shiftsCreating guardrails for HR technology decisionsBalancing productivity gains with long-term culture and trustIf you are an HR leader, people strategist, or executive navigating AI adoption while trying to preserve culture, credibility, and human connection, this episode offers a practical and grounded perspective on how to do both well.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Amaan Hussain on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Jamie Rivero, HR Director at MYCO Mechanical, Inc., to explore what disciplined HR leadership looks like in a rapidly changing environment. Drawing on nearly two decades of experience across manufacturing, logistics, healthcare, retail, and construction, Jamie shares how HR leaders can navigate AI adoption and major system decisions without losing credibility or trust.Jamie explains why moving too fast on AI and HR technology often creates more problems than it solves. She unpacks the importance of understanding the business before evaluating tools, pressure-testing vendor claims, and building ROI cases that connect time saved to real business outcomes rather than surface-level efficiency metrics.The conversation also examines where AI can support HR teams and where human judgment must remain central. Jamie outlines how HR leaders can reduce low-value work with technology while protecting high-stakes decisions like hiring, performance management, and employee relations, offering a grounded view of what it takes to lead HR through ongoing change.Topics Discussed:Why HR leadership today requires judgment, not just toolsSlowing down AI adoption to avoid costly implementation mistakesEvaluating HR technology through a true business lensBuilding credible ROI cases that executives trustLessons learned from failed or delayed HR system implementationsNegotiating vendor contracts and protecting leverage during implementationWhere AI belongs in HR and where humans must stay in the loopPreparing HR teams for continuous change without eroding trustIf you are an HR leader, people strategist, or executive navigating AI, HR technology, and constant change, this episode offers practical insight into how experienced HR leaders make decisions that stand the test of time.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Jamie Rivero on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Jessica DeLorenzo, Chief Human Resources Officer at Kimball Electronics, to explore how HR leaders can guide AI adoption as a business transformation, not just a technology rollout. Drawing from her non-traditional path into HR and nearly a decade inside a global, low-margin manufacturing organization, Jessica shares how HR can move from reactive service delivery to predictive, value-adding leadership.Jessica explains why she pushes back on the idea of having an “AI strategy” in isolation, and instead frames AI as an enabler of broader business strategy, from margin expansion and decision-making to workforce capability and meaningful work. She walks through how Kimball approaches AI adoption thoughtfully and selectively, balancing experimentation with governance, cost discipline, and real-world operational complexity.This episode offers a grounded look at what it takes to lead AI change inside a complex, regulated manufacturing environment, where processes are imperfect, audits are real, and transformation must deliver value without eroding trust.Topics Discussed:Moving HR from service delivery to predictive, strategic leadershipWhy AI strategy should be treated as a business strategyUsing AI as a teammate, not a replacementProtecting the human in the loop during AI adoptionLowering fear and resistance through play and experimentationBuilding AI capability responsibly in low-margin organizationsSelective licensing, early adopters, and managing AI ROISafeguarding high-potential talent during experimentationHR’s evolving role as a predictor, advisor, and change partnerIf you’re an HR leader, people strategist, or executive navigating AI adoption inside a complex organization, this episode offers practical insight into how HR can lead transformation while keeping humans, trust, and long-term value at the center.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Jessica DeLorenzo on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Amy Johnston, Head of People and Capability at Orion New Zealand Ltd., to explore what it really takes to future-proof HR inside a high-risk, highly regulated industry undergoing massive transformation. As electricity demand accelerates due to electrification, sustainability goals, and AI-driven data centers, Amy shares how HR plays a critical role in keeping people safe, workforces resilient, and organizations ready for what’s coming next.Amy explains how Orion is using AI responsibly across People & Culture and operational teams, why HR became a “safe place to play” for AI experimentation, and how governance, privacy, and employee trust shape every deployment. She walks through real-world examples, from tier-zero automation that reduced employee service requests by 50%, to AI-assisted drone inspections that improve safety on the power network.This episode offers a rare look at HR leadership where mistakes carry real-world consequences, and where future-proofing means balancing innovation, safety, dignity, and long-term workforce planning.Topics Discussed:Why HR can be a safe starting point for AI adoption in high-risk industriesAI governance, privacy, and employee communication in regulated environmentsUsing AI to automate tier-zero HR support and reduce service demandImproving safety through AI-assisted inspections and operational workflowsWorkforce challenges driven by electrification and AI-related energy demandRetaining institutional knowledge through transition-to-retirement programsTreating retirees as paid alumni, coaches, and mentorsBuilding diverse talent pipelines through STEM and early-career programsIndustry-wide collaboration to solve shared workforce shortagesWhat it truly means to future-proof HR when the lights have to stay onIf you’re an HR leader, people strategist, or operator working in a regulated, safety-critical, or infrastructure-heavy environment, this episode offers practical insight into how HR can lead through disruption without compromising trust, safety, or human connection.Additional Resources:Future Proof HR PodcastFuture Proof HR CommunityConnect with Amy Johnston on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Diana Alvis, VP of HR at Crown Capital MGMT, to discuss what it actually takes to future-proof HR beyond tools, hype, and fear. With more than 20 years of experience across retail, public sector, healthcare, immigration law, and construction, Diana brings a grounded, operator-first perspective on learning, judgment, and using AI responsibly to raise the quality of HR work.Diana shares how HR fundamentals translate across industries, why continuous learning is the real career advantage, and how AI can remove friction from daily workflows without replacing human judgment. She explains how she uses AI for job descriptions, bilingual communication, research, documentation, training design, and recruiting support, while drawing clear boundaries around confidentiality, governance, and what should never be automated.Throughout the conversation, Diana breaks down how she enables managers to be more self-sufficient, why communication is the most important skill for both humans and AI, and when live, human-led training matters more than efficiency. She also challenges assumptions about degrees in HR, discusses the balance of responsibility between HR and management, and explains how AI raises the floor rather than replacing roles.Topics Discussed:Why HR skills are transferable across industriesThe importance of a learning mindset in adapting to AI and changeHow AI increases productivity in everyday HR workflowsClear governance boundaries and protecting confidential informationUsing AI for job descriptions, bilingual communication, research, and documentationManager enablement and why managers should own people decisionsCommunication is the most critical future-proof skillHuman-led training versus passive, automated learningWhy AI raises the floor instead of replacing HR or recruiting rolesHow HR teams can adopt AI at their own pace without fearIf you’re an HR leader, operator, or manager navigating AI adoption while staying grounded in judgment, communication, and human connection, this episode offers practical insight, real-world examples, and a clear philosophy for building an HR function that lasts.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Diana Alvis on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Julie Fonzo, Senior Vice President of Human Resources at Five Star Breaktime Solutions, to discuss how HR can move fast with AI while staying grounded in real human connection. With experience across startups, turnarounds, growth environments, and M&A, Julie brings a business operator mindset and a clear approach to using technology to elevate not replace the employee experience.Julie shares how her team supports thousands of frontline employees, why multiple communication channels matter, and how tech-enabled workflows free HR for more meaningful interactions. She also breaks down her build versus buy decisions, the closed-loop systems that safeguard data, and when she intentionally slows down because the risks outweigh the reward.Throughout the conversation, she offers practical examples from using AI in job descriptions, communications, ER documentation, training, and early recruiting steps and explains how she brings her team along with confidence, clarity, and smart experimentation.Topics Discussed:Why HR can and should be the first function to ship AIHow to balance efficient answers with person-to-person interactionWhat it takes to communicate with a large frontline workforceHow closed-loop systems and layered controls protect sensitive dataWhen to build internal tools instead of spending on external vendorsHow AI helps with job descriptions, ER workflows, training modules, and internal communicationWhy human touch still matters in onboarding and parts of recruitingHow to bring HR teams along through change and build confidenceThe value of failing fast, learning quickly, and moving forward with intentionIf you’re responsible for helping HR teams modernize, remove friction, and use technology to improve both operations and human connection, this episode gives you real examples, strategic clarity, and a mindset for leading in a world that isn’t slowing down.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Julie Fonzo on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Marta Vittini, Vice President of Human Resources at Renovation Brands, to explore the human skills HR leaders must protect as technology accelerates change across every part of the workplace. Drawing on experience leading acquisitions, shaping culture across distributed teams, and driving AI adoption from the inside, Marta reflects on what it now takes for HR to stay sharp, relevant, and trusted in a world where tools evolve faster than people.Marta shares how critical thinking, continuous learning, and business fluency have become essential capabilities for every HR professional, and why relying too heavily on automation can quietly erode the judgment that leaders need most. She talks about the rapid AI transformation inside her organization, including how the CEO championed company-wide experimentation, how an internal AI Innovation Award reshaped behavior, and how HR monitors engagement to support hesitant adopters without shame or fear.She also revisits lessons from leading multiple acquisitions, explaining why integration is never truly complete, why communication routines hold cultures together, and how HR can guide organizations through disruption with structure, empathy, and intention.Topics Discussed:Why learning, thinking, and adapting have become non-negotiable for HR’s long-term relevanceHow HR can preserve human judgment while still embracing AI as a daily toolThe risks of over-reliance on AI and how critical thinking weakens when unusedHow an AI Innovation Award encouraged cross-functional experimentationWhy training, communication, and coaching are essential in driving AI adoptionWhat HR should monitor to understand true engagement with new toolsHow continuous onboarding and recognition sustain connection after acquisitionsWhy culture integration takes time and how communication shapes that experienceHow HR leaders can bring valuable insights to due diligence and early deal conversationsWhy understanding the business, financials, and performance drivers future-proofs HR careersIf you're responsible for helping people and organizations grow through change, this episode gives you perspective, examples, and practical insight on how to stay grounded, stay human, and stay ready in a landscape that is shifting faster than ever.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Marta Vittini on LinkedIn

In this episode of the Future Proof HR podcast, Thomas Kunjappu sits down with Shari Chernack, Chief People Officer at Isaacson Miller and an ICF-certified executive coach, to unpack what it now takes for HR to operate as true business athletes in the age of AI. Drawing on experience across Fortune 100, PE, and VC-backed environments, Shari talks about how the CHRO role has shifted from administrative support to strategic leadership and why HR leaders can’t afford to stay on the sidelines as AI reshapes every workflow, capability, and expectation inside the organization.Shari breaks down how performance management and learning have become HR’s most powerful levers for driving AI adoption, why some moments in the employee journey should stay high-touch even as automation grows, and how pilots, redeployment, and risk matrices help organizations adopt AI without unintentionally damaging culture, talent, or trust. Topics Discussed:Why the CHRO role has evolved from administration to strategy and now to business athlete expectationsThe skill gaps CHROs themselves say they wish they had closed earlier in their careersWhy HR must be involved in AI strategy from the start, not brought in at the end to “execute” decisionsHow performance management can accelerate responsible AI adoption through goals, impact, and clarityHow learning teams can use AI tools to design faster, gather insight quicker, and build real-time capabilityWhen automation makes sense and when high-touch human support still matters in employee momentsThe risks of replacing people too quickly and the value of thoughtful redeploymentWhat pilots reveal about organizational readiness, culture fit, and technology maturityHow “garbage in, garbage out” applies to HR processes, documentation, and data hygieneWhy non-linear change with AI requires experimentation, transparency, and shared learning across teamsIf you’re responsible for guiding your organization through AI adoption. Whether in HR, people operations, or the broader business, this episode gives you concrete examples, decision lenses, and practical ways to shape work without falling into hype or fear.Additional Resources:Cleary’s AI-powered HR ChatbotFuture Proof HR CommunityConnect with Shari Chernack on LinkedIn