HR Leaders

In this episode of the HR Leaders Podcast, Mechelle Monroe, former Global Chief People Officer for WPP Open X, Team Coca-Cola at WPP, explores how people leaders can support others without losing touch with what they need themselves.Mechelle breaks emotional resilience into practical habits, including scheduled emotional maintenance, conscious breathing, honest self-talk, protected meals, movement, reflection, and knowing when to say no. She also explains how naming an emotion, questioning the story behind it, and creating a clear end to the working day can stop difficult moments from following leaders home.As work becomes faster and more technical, emotional intelligence and emotional resilience become more valuable, not less. For leaders carrying other people’s stress, the real question is not how much more they can absorb, but whether they have built the capacity to pause, recover, and keep showing up well.🎓 In this episode, Mechelle discusses:How to challenge your internal story by naming emotions, asking yourself better questions, and looking for evidenceWhy emotional resilience matters alongside emotional intelligence when leaders are facing constant pressure and changeHow to stop carrying difficult conversations home by creating physical and mental transitions at the end of the working dayThe small warning sign that your emotional reserve is depleted, even before you realize how much pressure you are carryingWhat emotional maintenance looks like in practice, from protecting lunch and reflection time to consciously breathing and knowing when to say no🙏 Thank you to our series partner, 365 TalentsDownload the free toolkit and get your 2026 skills strategy moving faster → https://365talents.com/en/lp/hr-skills-strategy-toolkit/?utm_source=hr_leaders&utm_medium=podcast&utm_campaign=july_2026See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Jennifer M. Bales, Chief Human Resources Officer at Shearwater Health, to unpack how HR leaders can build culture, scale talent, and use AI without losing the human behind the work.Jennifer shares how Shearwater Health is connecting values, frontline employees, clinical talent, leadership development, engagement data, and employee storytelling across the US, India, and the Philippines. With more than 5,000 employees in the Philippines alone, she explains why building one shared culture takes more than posters, surveys, or slogans.Most importantly, Jennifer explains why the future of healthcare work is not about replacing people with technology. It is about helping clinicians work at the top of their license, reducing administrative burden, strengthening leadership capability, and remembering that behind every metric is a real person.🎓 In this episode, Jennifer discusses:Why there is always a person behind every data pointWhy AI should help clinicians work at the top of their licenseWhy leadership development, coaching quality, and 90-day retention are key culture metricsHow Shearwater is building nursing talent pipelines through academies and hospital partnershipsHow Shearwater Health built values with input from employees across the US, India, and the Philippines🙏 Thank you to our series partner, 365 TalentsDownload the free toolkit and get your 2026 skills strategy moving faster → https://365talents.com/en/lp/hr-skills-strategy-toolkit/?utm_source=hr_leaders&utm_medium=podcast&utm_campaign=july_2026See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Lisa Yankie, Chief HR Officer at Odyssey Logistics, to unpack why the future of HR is not just about AI, technology, or transformation. It is about solving the right problems with the right people in the room.Lisa shares how her own journey, from humble beginnings to leadership across manufacturing, financial services, and mid-sized companies, shaped the way she leads today. Her experience gave her a broader lens on business, resilience, empathy, courage, and the value of taking chances when others open the door.Most importantly, Lisa explains why HR must stop acting like an afterthought. In her words, human capital is the business. As AI changes work, HR has a bigger role to play as the glue across functions, the challenger of old assumptions, and the function that helps organizations stay human while moving faster.🎓 In this episode, Lisa discusses:Why leaders should focus on outcomes, not busy workHow values help teams make better decisions during changeWhy human-forward AI matters more than technology-first transformationHow HR can become the glue that connects functions around business problemsWhy curiosity, courage, and asking better questions may become the real future skills🙏 Thank you to our series partner, 365 TalentsDownload the free toolkit and get your 2026 skills strategy moving faster → https://365talents.com/en/lp/hr-skills-strategy-toolkit/?utm_source=hr_leaders&utm_medium=podcast&utm_campaign=july_2026See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Ciara Harrington (Barry), Chief People Officer at Skillsoft, to unpack why the shift from jobs to skills is finally becoming real.Ciara explains why HR can no longer rely only on job architecture, job descriptions, and traditional role design. As AI agents enter the workforce, leaders need to think differently about the unit of work, what skills are needed, and whether that work should be done by a human, an agent, or a combination of both.Most importantly, Ciara shares how Skillsoft is making skills practical inside the business, from leadership skills and hiring decisions, to nine-box talent reviews, performance conversations, AI adoption, and helping leaders move faster without waiting for the perfect system.🎓 In this episode, Ciara discusses:How to think about the unit of work, not just the job titleThe five leadership skills Skillsoft is prioritizing during transformationWhy skills are becoming the foundation for human and AI work designWhy leaders need to stop waiting for the perfect skills model before startingHow Skillsoft is embedding skills into hiring, talent reviews, and leadership decisions🙏 Thank you to our series partner, 365 TalentsDownload the free toolkit and get your 2026 skills strategy moving faster → https://365talents.com/en/lp/hr-skills-strategy-toolkit/?utm_source=hr_leaders&utm_medium=podcast&utm_campaign=july_2026See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Björn Axelsson, EVP and CHRO at Sandvik, to unpack how one of Sweden’s largest industrial technology companies is changing the way people think about mining, manufacturing, AI, sustainability, and future talent.Björn explains why mining is one of the most misunderstood industries in the talent market. Many people still picture it as old-fashioned, unsafe, or disconnected from the future, when in reality Sandvik has been working with autonomous vehicles, connected fleets, electrified equipment, digital mining, software, and AI-powered solutions for years.Most importantly, Björn shares how Sandvik is building a future-ready workforce by investing in STEM talent, early careers, mining academies, global mobility, employee-led storytelling, AI adoption, and local communities, all while helping customers access the minerals needed for the green transition.🎓 In this episode, Björn discusses:Why mining is one of the most misunderstood career paths for young talentWhy employee-led storytelling is helping show the real future of industrial workHow Sandvik uses autonomous vehicles, electrification, and AI across its businessHow Sandvik builds talent through 15 mining academies, graduate programs, and leadership pathwaysWhy STEM talent becomes more interested in mining when they understand its role in the green transition🙏 Thank you to our series partner, AristMeet the end-to-end AI agent for enablement that finds talent gaps, builds personalized interventions, and delivers learning directly in the flow of work → https://arist.com/resources/webinars/agent?utm_source=hr_leaders_podcast&utm_medium=sponsored&utm_campaign=hr_leaders_podcast_cr_june_2026See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Arun Serikar, VP, HR Technology, Digital Platforms & AI Innovation, Corp Functions at Schneider Electric, to unpack what it really takes to simplify HR technology, scale AI, and build a better employee experience across a global enterprise.Arun shares how Schneider Electric went from 545 HR applications to 303, reducing tech debt, breaking regional silos, and building stronger governance around the tools, data, and platforms used across the business. He explains why employees are not looking for the “best system”, they are looking for fewer systems that actually work together.Most importantly, Arun breaks down how Schneider Electric is using AI to move HR from a back-office function to an intelligence layer for the enterprise, from internal chatbots and ticket reduction, to performance review AI assistance, agentic workflows, and a future where employees can complete tasks without jumping between systems.🎓 In this episode, Arun discusses:Why employees want fewer systems, not more “best-in-class” toolsHow AI is reducing HR tickets and improving employee service at scaleWhy Schneider Electric reduced its HR tech stack from 545 applications to 303Why governance, data quality, and integration matter more than buying more toolsHow agentic AI could reshape HR workflows, manager support, and employee experience🙏 Thank you to our series partner, AristMeet the end-to-end AI agent for enablement that finds talent gaps, builds personalized interventions, and delivers learning directly in the flow of work → https://arist.com/resources/webinars/agent?utm_source=hr_leaders_podcast&utm_medium=sponsored&utm_campaign=hr_leaders_podcast_cr_june_2026See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Dr. Marcus Collins, Best-Selling Author, Keynote Speaker and Professor at University of Michigan - Stephen M. Ross School of Business, to unpack why culture is the most powerful force shaping human behavior, inside and outside organizations.Marcus explains why most companies misunderstand culture by reducing it to slogans, rituals, values, or “how we do things around here.” In reality, culture starts with how people think, what they believe, how they make meaning, and what behaviors those shared beliefs produce.Most importantly, he reveals why the future of work will not be won by technology alone. It will be won by organizations that understand the culture of work, align the front stage and backstage of the business, and build environments where people are truly connected to the beliefs, behaviors, and conviction behind the work.🎓 In this episode, Marcus discusses:Why purpose is weaker than convictionHow beliefs shape behaviors inside organizationsWhy culture is more than “how we do things around here”Why the future of work will be cultural, not just technologicalHow companies accidentally confuse data with real human understanding🙏 Thank you to our series partner, AristMeet the end-to-end AI agent for enablement that finds talent gaps, builds personalized interventions, and delivers learning directly in the flow of work → https://arist.com/resources/webinars/agent?utm_source=hr_leaders_podcast&utm_medium=sponsored&utm_campaign=hr_leaders_podcast_cr_june_2026See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Welcome to Work in Progress with Chris and Keyanna, your weekly workplace news hit, but with less corporate waffle, more real talk, and the occasional “wait… are we allowed to say that?” moment.All in under 10 minutes.No jargon. No doom-mongering. No pretending everything is fine when clearly… it is not.🧪 Episode 1: The AI Pressure TestThis week's big theme?AI is testing every leader right now.Not just your tech strategy.Not just your HR roadmap.Not just your shiny new tools.It is testing whether your people actually know what to do with AI, whether HR is in the room where decisions are being made, and whether leaders can explain the value they bring when AI starts doing the admin faster, cheaper and with fewer coffee breaks.s.Here's what we get into:See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Kelly Costanza, Chief People Officer at CAVA, to unpack how one of the fastest-growing restaurant brands is turning culture, hospitality, and frontline careers into a real business advantage.Kelly shares why culture cannot just be a word on a wall. At CAVA, culture is operationalized through values, competencies, recognition, career pathways, frontline listening, stock grants, mental health benefits, and leadership rituals that make the employee experience feel just as intentional as the guest experience.Most importantly, Kelly explains how CAVA is building a place where people can have a career, not just a job, from hourly team members growing into general managers, to leaders staying connected to the restaurants through shoulder-to-shoulder service, town halls, and practical feedback from the frontline.🎓 In this episode, Kelly discusses:How CAVA turns culture into everyday operating practicesWhy frontline careers are central to CAVA’s origin story and growth strategyWhy support center leaders work in restaurants every quarter to stay close to the frontlineHow values like generosity first always show up in benefits, recognition, and guest experienceHow CAVA is building career pathways through Flavor Your Future, stock grants, and leadership development🙏 Thank you to our series partner, AristMeet the end-to-end AI agent for enablement that finds talent gaps, builds personalized interventions, and delivers learning directly in the flow of work → https://arist.com/resources/webinars/agent?utm_source=hr_leaders_podcast&utm_medium=sponsored&utm_campaign=hr_leaders_podcast_cr_june_2026See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Anju Choudhary, Chief People Officer at Xoxoday, to unpack why burnout is not just a wellbeing problem, but a work design and change design problem.Anju explains why organizations often treat burnout as an individual resilience issue, when the real problem is often the way teams are overloaded with unclear priorities, constant change, weak manager support, and poor recognition systems. She shares why leaders need to stop rewarding unsustainable hustle and start designing cultures where people can perform, grow, and recover without burning out.Most importantly, Anju breaks down the practical ways HR leaders can reduce burnout, build trust, and create healthier performance cultures, from clearer feedback and better change management, to manager enablement, recognition, AI coaching, team playbooks, and reward strategies that actually connect to the lived employee experience.🎓 In this episode, Anju discusses:How unclear change creates cognitive overload for teamsWhy burnout is a design issue, not just a resilience problemWhy leaders must stop rewarding unsustainable hustle behaviorsWhy managers need better support for crucial conversations and changeHow recognition and feedback shape the culture employees actually experience🙏 Thank you to our series partner, AristMeet the end-to-end AI agent for enablement that finds talent gaps, builds personalized interventions, and delivers learning directly in the flow of work → https://arist.com/resources/webinars/agent?utm_source=hr_leaders_podcast&utm_medium=sponsored&utm_campaign=hr_leaders_podcast_cr_june_2026See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Allwyn Dsilva, VP HR & Global Head of L&D, Future of Work & Business HR at Tata Communications, to unpack why the future of learning must be built around business outcomes, skills, internal mobility, and AI-enabled career growth.Allwyn shares how Tata Communications moved beyond disconnected learning platforms and traditional course libraries to build a more connected ecosystem, linking skills, career aspirations, hiring, learning, coaching conversations, and AI-powered recommendations into one joined-up employee experience.Most importantly, he explains why learning teams must stop leading with the beauty of their programs and start proving behavior change, business impact, and real outcomes. From AI literacy and dark network operations to internal hiring, AI interview practice, and skills-based career pathways, this episode shows what it looks like when L&D becomes a true business engine.🎓 In this episode, Allwyn discusses:How AI can help employees prepare for future roles and interviewsWhy learning teams must prove behavior change before selling designWhy skills-based platforms are changing internal mobility and career growthHow Tata Communications is building AI literacy across different roles and levels🙏 Thank you to our series partner, AristMeet the end-to-end AI agent for enablement that finds talent gaps, builds personalized interventions, and delivers learning directly in the flow of work → https://arist.com/resources/webinars/agent?utm_source=hr_leaders_podcast&utm_medium=sponsored&utm_campaign=hr_leaders_podcast_cr_june_2026See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Khadija Ben Hammada, Member of the Executive Board and Chief People Officer at Merck Group, to unpack how HR can lead through AI transformation without losing the human heart of the organization.Khadija shares why leaders cannot run global organizations from an ivory tower, and why being close to employees on the ground creates the trust, safety, and pride people need to speak up. She explains how field visits, human connection, and a strong sense of global community help Merck stay united across regions, even as the world outside becomes more fragmented.Most importantly, she breaks down how Merck is building AI capability across the business, from AI literacy for everyone, to leader upskilling, internal AI tools, hackathons, flagship use cases, and HR agents that can improve employee experience at scale. Through it all, Khadija is clear: AI should take tasks, not humanity, and HR must stay at the intersection of business, technology, and empathy.🎓 In this episode, Khadija discusses:How Merck is building AI literacy across employees, leaders, and top executivesWhy the future of HR sits at the intersection of business, technology, and humanityWhy AI should remove low value tasks so HR can focus on human and strategic workWhy leaders must stay close to employees on the ground, not lead from headquartersHow hackathons and flagship use cases help turn AI learning into real business impact🙏 Thank you to our series partner, AristMeet the end-to-end AI agent for enablement that finds talent gaps, builds personalized interventions, and delivers learning directly in the flow of work → https://arist.com/resources/webinars/agent?utm_source=hr_leaders_podcast&utm_medium=sponsored&utm_campaign=hr_leaders_podcast_cr_june_2026See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of our On The Road series, we sit down with Amy Coleman, Executive Vice President, Chief People Officer at Microsoft, to explore how leaders can scale AI transformation without losing the human connection at the center of work.Amy reflects on stepping into the Chief People Officer role at Microsoft, the humility of becoming a beginner again, and why leaders do not need to pretend they have all the answers in moments of uncertainty. What matters is being honest, learning fast, and bringing people with you.Her message is clear: AI and humans cannot be separated. As work changes, HR leaders have to help people understand what is shifting, what still matters, and how AI can unlock more creativity, curiosity, innovation, and human potential.🎓 In this episode, we get into:Why leaders need to become beginners again in the age of AIHow recognition helps people understand why their work mattersHow Microsoft is thinking about human plus AI as work is reinventedWhy organizations cannot scale AI without bringing employees alongHow AI can unlock creativity, curiosity, innovation, and human potential🙏 Thank you to our partner, WorkhumanDiscover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.✅ Learn more about Workhuman → https://www.workhuman.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of our On The Road series, we sit down with Laura Mattimore and Lucia Suarez from Procter & Gamble to explore how one of the world’s most iconic companies is redesigning talent for the AI era.Laura leads global talent across P&G’s enterprise talent systems, including hiring, learning, leadership development, workforce planning, and talent strategy. Lucia leads talent development, talent management, analytics, insights, employee experience, and transformation within that broader talent agenda.Their message is clear: AI is not just a technology shift. It is a work, culture, skills, and employee experience shift. For P&G, the opportunity is not to replace the human, but to build around human plus AI, with HR playing a central role in redesigning how work gets done.🎓 In this episode, we get into:How P&G is redesigning talent strategy around human plus AIWhy HR must become the architect of future jobs and work designWhy frontline plant technicians must be designed for from the beginningHow P&G is building its own talent hub to support a build-from-within cultureHow AI can personalize upskilling, career paths, and employee experience at scale🙏 Thank you to our partner, WorkhumanDiscover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.✅ Learn more about Workhuman → https://www.workhuman.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of our On The Road series, we sit down with Kalifa Oliver, Ph.D. Senior Director of Technology - People Analytics at Lowe's Companies, Inc. to explore why HR needs to stop chasing AI tools and start solving the right business problems.Kalifa now sits in technology, not HR, leading teams across engineering, product, analytics, and people data. That gives her a very different view of what HR transformation actually requires.Her message is clear: AI is not magic. It will only be useful if HR asks better questions, understands the problem it is trying to solve, and stops adding technology on top of broken or unnecessary work.🎓 In this episode, we get into:Why HR’s role is not being replaced, but radically transformedHow to redesign work before adding AI on top of broken processesWhy leaders do not want more data, they want to know what to do with itHow HR can stop chasing AI tools and start with the problem it needs to solveWhy AI should be treated like a child that needs to be taught, not a fully grown adult🙏 Thank you to our partner, WorkhumanDiscover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.✅ Learn more about Workhuman → https://www.workhuman.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of our On The Road series, we sit down with Jennifer Reimert, SVP, Consulting Practice at Workhuman, to explore how organizations can make recognition reach the people who are often hardest to reach: frontline and deskless workers.Jennifer spent 20 years as an HR practitioner and total rewards leader before joining Workhuman. She was also a Workhuman customer back when the company was Globoforce, using recognition to help bring two merged companies together when culture, identity, and belonging were under real pressure.Her message is clear: recognition cannot only work for people at a desk. If most of the work that defines your culture happens on the floor, in the field, in hospitals, in plants, in stores, or across customer sites, then recognition has to meet people where they actually work.🎓 In this episode, we get into:Why 4–6 recognition moments in a year can help reduce turnover by halfHow to build a recognition business case that speaks the language of the CFOHow to make recognition work for frontline workers who are not sitting at a deskHow recognition data can reveal skills, networks, high performers, and hidden talentWhy recognition needs to reach people through kiosks, text, physical cards, and manager-led moments🙏 Thank you to our partner, WorkhumanDiscover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.✅ Learn more about Workhuman → https://www.workhuman.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of our On The Road series, we sit down with KeyAnna Schmiedl, Chief Human Experience Officer at Workhuman, to explore how organizations can identify future leaders before they are already in the obvious succession pipeline.KeyAnna shares how Workhuman’s Future Leaders technology is helping companies spot the people giving off strong leadership signals across the business, including those who may not be visible through traditional talent reviews, manager nominations, or proximity to senior leaders.Her message is clear: the best future leaders are not always the most obvious names in the room. If HR can use better signals to see talent earlier, organizations can retain, develop, and invest in people before they walk out the door.🎓 In this episode, we get into:Why the most visible people are not always the best future leadersWhy managers need to become talent exporters, not talent hoardersHow proximity bias shapes who gets noticed, sponsored, and promotedHow AI can help HR spot future leaders earlier without replacing human judgmentHow better talent signals can help companies retain future leaders before they leave🙏‍ Thank you to our series partner - WorkhumanDiscover how Future Leaders helps HR teams identify rising VP+ talent earlier, build stronger succession pipelines, and develop the leaders your people already follow.✅ Learn how to spot Future Leaders with Workhuman → https://www.workhuman.com/future-leaders/?utm_source=hr-leaders&utm_medium=partner_share&utm_campaign=1213801944017821&utm_content=null&utm_term=na_events_whl-orlando_prospecting~null_hr-leaders-podcast-recordings_1x1_5.20.2026See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of our On The Road series, we sit down with Ken Wechsler, VP, Total Rewards at Akamai Technologies, to explore how AI is changing the conversation around rewards, recognition, performance, and the future of work.As a total rewards leader, Ken is now facing questions that would have seemed unlikely just a few years ago: What is our AI strategy? What outcomes are we trying to drive? How will AI change productivity, performance, and how people are rewarded?His message is clear: AI skills alone should not automatically mean higher pay. The real question is whether AI helps people deliver better outcomes, raise performance, create more value, and help the business move forward.🎓 In this episode, we get into:Why the real question is not AI usage, but whether AI improves outcomesWhy AI is forcing rewards leaders to rethink how performance is measuredWhy being proficient in Gemini or Copilot should not automatically mean higher payHow Akamai is connecting recognition, trust, and performance in a remote-first companyHow rewards teams can use AI to move from manual analysis to strategic business partnering🙏 Thank you to our partner, WorkhumanDiscover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.✅ Learn more about Workhuman → https://www.workhuman.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast On The Road, we sit down with Eric Mosley, Founder and CEO at Workhuman to explore how recognition data, AI, and human insight are changing the way organizations identify their future leaders.Eric shares how Workhuman’s new Future Leaders capability uses recognition data, performance data, and AI to identify the people most likely to rise into senior leadership roles years before they are officially promoted.And this is where it gets really interesting.Eric says the strongest signals are not coming from a traditional succession planning form. They are coming from the language people use about each other, the recognition moments that describe how work actually gets done, and the patterns that emerge across billions of human interactions.🎓 We get into:Why succession planning often feels too slow and bureaucraticHow recognition data can reveal hidden leadership potentialWhy deep, specific recognition creates better signals than surface-level praiseHow AI can identify future leaders two, three, or even five years earlyWhy companies need to retain and develop these people before competitors doWhy making work human still sits at the center of the entire strategy🙏 Thank you to our partner, WorkhumanDiscover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.✅ Learn more about Workhuman → https://www.workhuman.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast On The Road, we sit down with Jorge Quezada, MBA (He.Him.His), Vice President, Culture & Performance at Granite Construction, to unpack what happens when culture stops being treated as a soft initiative and starts being run as a business driver.Jorge explains why culture is the operating system of an organization, shaping how people think, act, interact, and bring the company’s mission, vision, and values to life every day.He shares how Granite is updating its culture for the next 100 years by preserving what makes the company strong, diagnosing what needs to change, and creating the conditions for people to grow, adapt, and perform.Most importantly, Jorge reveals why the future of culture belongs to leaders who stop copying best practices from other companies and start understanding what their own people, business, and operating system actually need.🎓 In this episode, Jorge discusses:How organizations can learn, unlearn, and relearn to stay relevantHow AI still depends on human adoption, better questions, and human thinkingWhy culture should be treated as the operating system that drives performanceWhy leaders need to diagnose their own culture before copying external best practicesWhy unleashing human agency starts with challenging limiting beliefs and building confidence through action🙏 Thank you to our partner, WorkhumanDiscover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.✅ Learn more about Workhuman → https://www.workhuman.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast On The Road, we sit down with Khalil Smith, VP, Inclusion, Diversity, and Engagement at Akamai Technologies, to unpack what it really takes to build a performance culture where people trust each other enough to speak up, challenge ideas, and grow.Khalil explains why culture is not what leaders say they want, but what the organization actually rewards, and why silence is often the clearest signal that trust has broken down.He shares how leaders can build stronger cultures by creating trust, encouraging healthy disagreement, aligning systems with values, and making recognition and feedback feel honest, specific, and useful.Most importantly, Khalil reveals why the future of culture belongs to organizations that close the gap between what they say and what they reward, creating environments where people can challenge respectfully, perform boldly, and speak up without fear.🎓 In this episode, Khalil discusses:How culture is shaped through awareness, behavior, community, and systemsWhy recognition only works when it is grounded in honesty, specificity, and trustow leaders can create the conditions for employees to speak up and challenge ideasWhy healthy disagreement is essential for trust, performance, and better decision-makingWhy organizations must align internal reality with the values they communicate externally🙏 Thank you to our partner, WorkhumanDiscover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.✅ Learn more about Workhuman → https://www.workhuman.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast On The Road, we sit down with Peter Andrew Danzig, Senior Advisor, Foundation Culture at Children's Hospital of Philadelphia, to unpack what psychological safety really means beyond the buzzword.Peter explains why psychological safety is not a checklist, policy, or one-time initiative, but a belief system that has to be co-created, practiced, and reinforced through everyday behavior.He shares how leaders can build safer spaces by embracing healthy friction, operationalizing empathy, and creating room for challenge, accountability, apology, repair, and growth.Most importantly, Peter reveals why the future of culture belongs to organizations that stop treating safety as comfort, and start building environments where more people can speak honestly, move through conflict, and still feel seen, heard, and valued.🎓 In this episode, Peter discusses:Why psychological safety must be treated as a belief system, not a checklistHow healthy friction, challenge, and disagreement strengthen trust when handled wellHow rupture and repair can help organizations move through harm, conflict, accountability, and growthWhy neuroscience, identity, stress, and life outside work all shape how people experience safety at workWhy empathy, compassion, vulnerability, and perspective-taking need to be practiced, not just understood🙏 Thank you to our partner, WorkhumanDiscover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.✅ Learn more about Workhuman → https://www.workhuman.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast On The Road, we sit down with Julie A. Stone, Chief Learning Officer, Group VP at TTEC, to unpack what it really takes to bring AI into an organization without losing the human connection, trust, and coaching that actually drive performance.Julie explains why simply training people on AI tools is not enough, and how leaders must help employees understand where, when, and how AI fits into their actual work.She shares how TTEC is using AI to create more time for human coaching, improve guidance in the flow of work, measure coaching effectiveness, and give people safe spaces to practice, learn, and build confidence.Most importantly, Julie reveals why the future of AI transformation belongs to leaders who start with real business problems, bring people along transparently, and redesign work in a way that helps people perform better.🎓 In this episode, Julie discusses:Why AI training fails when people do not understand how to apply it in real workHow TTEC is using AI to create more time for human coaching, trust, and connectionHow safe practice environments can help managers and employees build confidenceWhy leaders need to measure behavior change, skill development, and coaching effectivenessWhy AI transformation requires trust, transparency, experimentation, and thoughtful work redesign🙏 Thank you to our partner, WorkhumanDiscover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.✅ Learn more about Workhuman → https://www.workhuman.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast On The Road, we sit down with Raúl J. Valentín, EVP & Chief Human Resources Officer at ABM Industries, live from Workhuman Live Orlando 2026, to unpack what it really takes to lead a frontline workforce through constant change, AI transformation, and rising employee expectations.Raúl explains why the future of HR is not about choosing between people and technology, but designing systems where people and AI work together to make work faster, fairer, and more human.He shares how ABM is building resilience across a workforce of more than 100,000 team members by focusing on fairness, recognition, manager capability, and helping employees feel seen, heard, and valued wherever they work.Most importantly, Raúl reveals why HR leaders must stop waiting for perfect answers before taking action, and instead create safe ways to launch, learn, improve, and lead transformation in motion.🎓 In this episode, Raúl discusses:Why managers are the real unlock for culture, safety, learning, and workflow redesignWhy grit, resilience, and learning agility matter more than ever in the new world of workHow AI coaching can help managers build confidence and practice difficult conversationsHow ABM creates fairness and opportunity across a highly distributed frontline workforceHow CHROs can balance experimentation, ROI pressure, trust, and transparency when adopting AI🙏 Thank you to our partner, WorkhumanDiscover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.✅ Learn more about Workhuman → https://www.workhuman.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Blair Bennett, Senior Vice President, Global Talent Acquisition at PepsiCo, to unpack how talent acquisition is being completely redefined in the age of AI, hyper-personalization, and constant change.Blair explains why simply adding AI tools into outdated recruitment models doesn’t work, and how PepsiCo redesigned its entire talent acquisition operating model to move faster, stay agile, and deliver better outcomes for both the business and candidates.She shares how the function is shifting from execution to strategy, enablement, and intelligence, embedding design thinking, talent intelligence, and co-creation with recruiters to build systems that actually scale.Most importantly, Blair reveals why the future of talent acquisition belongs to leaders who embrace uncertainty, collaboration, and continuous iteration, replacing command-and-control leadership with a model built around problems, not predefined answers.🎓 In this episode, Blair discusses: Why talent intelligence and external data are critical for future hiring decisions How hyper-personalized candidate experiences are becoming the new standard How leaders must shift from command-and-control to collaborative problem solving How PepsiCo restructured talent acquisition into strategy, enablement, and executionWhy adding AI to outdated recruitment models fails without redesigning the operating modelSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Sarah Stary, Vice President Global Head of People and Organisation and Internal Communications at Swisslog Healthcare. Sarah breaks down what it really takes to lead transformation in a complex global business. She explains why standardizing the basics, especially onboarding and recruiting, became a high-impact priority, how her team built global consistency with local nuance, and why too many leaders still get distracted by innovation before fixing the fundamentals.Sarah also shares a more important leadership lesson. Do not rush to prove your value in the first 90 days. Instead, she argues that credibility is built by listening, traveling, understanding culture, and making changes that fit the business you are actually in, not the one you just left. The conversation also explores clear communication, trust-building, team autonomy, shared services, AI adoption, and culture integration inside the broader KUKA group.🎓 In this episode, Sarah discusses: Why new HR leaders lose credibility when they move too fast before understanding culture How clear communication, in-person trust-building, and local dialogue accelerated buy-in for change How to balance global process consistency with local market realities, customs, and business needs Why standardizing onboarding and recruiting created outsized impact across a fragmented global organization How Swisslog Healthcare is thinking about shared services, AI adoption, product capability building, and values integration with KUKA🙏‍ Thank you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Frederic Patitucci, Chief People & Culture Officer at Philip Morris International, to unpack how one of the world’s largest organizations is transforming both its business model and its workforce capabilities at the same time.Frederic explains how PMI’s bold shift toward a smoke-free future forced the company to rethink its operating model, moving from a single-product cigarette business to a complex multi-category innovation company spanning consumer technology, healthcare, and new consumer experiences.He shares how this transformation required new skills, new operating structures, and a completely redefined company culture, including codifying the PMI DNA and embedding it directly into hiring, performance management, leadership development, and everyday decision-making.Most importantly, Frederic reveals why the future of HR lies in managing skills instead of jobs, preparing employees for the skills that are rising, and helping people avoid career dead ends before disruption makes those roles obsolete.🎓 In this episode, Frederic discusses:Why managing skills is becoming more important than managing jobsHow organizations can prepare employees for future skills before disruption hitsWhy culture had to be codified to integrate thousands of new leaders joining the organizationHow PMI embedded its cultural values directly into hiring, performance, and leadership systemsHow PMI is transforming from a traditional cigarette company into a smoke-free innovation companySee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Andre Heinz, Chief People and Culture Officer at Celonis, to unpack what HR leadership really looks like inside a company scaling at rocket speed.Andre explains why growth has no mercy in fast scaling organizations, and why HR must constantly think two to three years ahead while still managing the intense operational demands of today. He shares how Celonis went from 800 to over 3,500 employees, and what it takes to build systems, culture, and talent strategies that actually scale with that kind of speed.Most importantly, he breaks down why HR must act as the guardian of organizational health, protecting the cultural DNA of the company while ensuring talent quality, operational efficiency, and leadership maturity keep pace with the speed of growth.🎓 In this episode, Andre discusses:Why HR must act as the guardian of organizational healthWhat it takes to scale systems without losing startup agilityHow to maintain a high talent bar during hypergrowth hiringWhy fast scaling companies must think two to three years aheadHow Celonis scaled from 800 to 3,500 employees without losing its culture🙏‍ Thank you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Carlo Steenvoorden, EVP HR People Services, Analytics & HR AI at KPN, to unpack how a 100+ year old telecom company is moving from legacy HR systems to a fully conversational AI powered employee experience.Carlo explains why KPN made a bold decision to declare that the future of HR interactions is conversational, with systems pushed to the back end and one intelligent interface in front. He shares how reducing human led HR queries from €15–20 per case to cents per prompt unlocked both massive efficiency gains and a better employee experience.Most importantly, he breaks down the real transformation behind the technology, from rebuilding HR team capabilities, to adopting product thinking, to deciding where AI belongs and where humans must stay firmly in the loop.🎓 In this episode, Carlo discusses:Why in-house AI development accelerated transformationHow hyper personalized learning replaces one size fits all trainingHow HR query costs dropped from €15–20 to cents per interactionWhy 25–35% of the HR team had to be renewed to move fast enoughHow KPN shifted from legacy HR screens to a single conversational interface🙏‍ Thank you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Ilja Bitterling, VP Skills Intelligence & Performance Management at Deutsche Telekom, to unpack how large organizations can finally make skills data usable, trusted, and decision ready.Ilja explains why skills intelligence is not about inventories, but about creating a shared language that connects workforce decisions, performance outcomes, and future readiness. He breaks down how Deutsche Telekom moves from fragmented skill signals to clear, comparable insights leaders can actually act on.Most importantly, he shares why performance management and skills cannot live apart anymore, and how organizations that connect them move faster, allocate talent better, and avoid betting the future on outdated role assumptions.🎓 In this episode, Ilja discusses:Why fragmented skill data slows workforce readinessWhat it takes to make skills credible at enterprise scaleHow shared skill language improves mobility and planningWhy skills intelligence must support decisions, not documentationHow Deutsche Telekom connects skills and performance, not just roles🙏‍ Thank you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Vincent Lecerf, Executive Vice President, Human Resources at Orange, to unpack how purpose, diversity, and skills become real business levers inside a fast moving telecom and technology environment.Vincent explains why serving communities is not brand marketing, it’s an operating model, from safer phones for children to digital education for seniors, and why HR must integrate DEI directly into strategy, governance, and incentives, not treat it as a side initiative.Most importantly, he shares how skills expiration, inclusive leadership, and AI acceleration are forcing CHROs to rethink reskilling cycles, leadership accountability, and how change happens with people, not to them.🎓 In this episode, Vincent discusses:How diverse teams drive innovation and inclusive AIHow Orange embeds DEI directly into business strategy and incentivesHow AI acceleration changes HR’s role from policy owner to skills architect Why skills expire in three years, not decades, and what HR must do about itWhy community service and inclusion strengthen brand trust and performance🙏‍ Thank you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Vincent Dupuis, Vice President HR Digital & AI at Airbus, to unpack how organizations should decide what to automate, what to augment, and what must be protected as AI reshapes work at scale.Vincent explains why augmentation, not replacement, is the real story of AI at work, using powerful analogies to show how AI should extend human capability, not hollow it out. He breaks down how Airbus thinks about freeing people from low value tasks, while deliberately protecting deep expertise, critical thinking, and safety critical knowledge.Most importantly, he shares why ethical governance, human in the loop learning, and robust knowledge roots are non negotiable in environments where quality, trust, and safety define success.🎓 In this episode, Vincent discusses:How automation should free time for higher value human workWhy augmentation beats replacement as the dominant AI modelHow Airbus embeds ethical AI governance before access is grantedWhy protecting deep expertise and critical thinking is essential for safetyHow Airbus decides which work should be augmented, automated, or protected🙏‍ Thank you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Jayney Howson, SVP Global Workforce Skills & Talent Readiness at ServiceNow , to unpack why “talent readiness” has become a burning platform for companies trying to keep pace with AI, platform adoption, and customer transformation. Jayney shares how ServiceNow builds skills for both its 28,000 employees and the millions of practitioners who power ServiceNow implementations inside the world’s largest enterprises, including 85% of the Fortune 500.She explains how ServiceNow built ServiceNow University, an AI powered, hyper personalized learning platform designed around the concept of the “University of You”, where every learner’s journey adapts to their context, their role, their skills, and their career aspirations. Jayney breaks down why minimum viable duration, skills profiles, and embedded learning experiences are replacing traditional course catalogs, and why democratizing training (including making it free) unlocks capability at global scale.Most importantly, she shares why transparency, trust, and psychological safety matter more than ever as skills shift, roles evolve, and automation changes the nature of work, and why, if we do this right, the future of work becomes more human, not less.🎓 In this episode, Jayney discusses:How to embed learning into the flow of work and the flow of careerWhy democratizing training creates global talent pipelines at scaleHow ServiceNow University personalizes learning through AI and skills dataWhy learning must shift to minimum viable duration and assessment led experiencesWhy talent readiness became a burning platform for ServiceNow internally and externally🙏‍ Thank you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with David Sperl, Head of HR for Advanced Visualization Solutions at GE HealthCare, to unpack how HR earns real business credibility by shipping outcomes, not PowerPoints, inside a heavily regulated, science driven environment.David explains why AI literacy must move from theory to hands-on practice, how microlearning and shared baseline tools help drive adoption, and why leadership advocacy is essential to scale change across technical, clinical, and commercial teams. He breaks down GE HealthCare’s four stages of AI adoption, how communities of practice create demand pull, and why unlearning outdated mental models is now harder than learning new ones.Most importantly, he shares why user experience and friction removal are the real unlocks for AI in HR and business, and why the future of change isn’t “change management”, it’s change agility.🎓 In this episode, David discusses:What HR learns sitting inside a complex, regulated product lifecycleWhy HR must understand the product, customer, and clinical contextWhy feedback loops beat annual talent cycles in innovation environmentsHow role clarity unlocks productivity across scientific and commercial teamsHow to build talent systems that match the speed of innovation, not bureaucracy🙏‍ Thank you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Kristen A. Pressner, Global Head of People & Culture at Roche, to unpack why neurodiversity may be the single biggest untapped advantage in the post-AI workplace.Kristen explains why most organisations are sitting on “free upside”, talented people already inside the business who are not thriving because work was designed for one type of brain. She shares why only ~25% of employees feel psychologically safe, and why the line manager is the biggest determinant of whether neurodivergent employees thrive or merely survive.Most importantly, she reframes neurodiversity away from labels and diagnoses, and toward practical, human questions, how do you work best, what gives you energy, and what conditions help you shine, and why asking those questions changes performance, engagement, and learning at scale.🎓 In this episode, Kristen discusses:Why creating brain-friendly environments is “free upside” in a post-AI worldWhy interest, urgency, and novelty, not importance, drive action for many peopleThe role of line managers as the single biggest differentiator in employee thrivingWhy neurodiversity is not about diagnosis, but about how brains process motivation, focus, and energyHow workplaces accidentally label potential as laziness when they misunderstand neurodivergent behavior🙏‍ Thank you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Will Clive, Chief Human Resources Officer at LVT (LiveView Technologies), to unpack what it really takes to build high performing teams in fast growing, high pressure environments without burning people out or killing trust.Will breaks down why clarity beats control, and why the job of a leader is not to micromanage talent, but to make the destination so clear that teams can figure out the path themselves. He shares how outcome clarity, values driven leadership behavior, and removing low performance quickly are foundational to building real performance cultures.Most importantly, Will explains the hard trade offs leaders avoid, why keeping low performers quietly poisons teams, how recognizing and stretching top performers matters more than money alone, and why autonomy plus accountability is the only model that scales.🎓 In this episode, Will discusses:Why clarity of outcome matters more than controlling executionThe real cost of keeping low performers in high performance teamsHow recognition, stretch roles, and responsibility outperform money aloneWhy hiring for grit, learning ability, and hunger beats pedigreeHow leaders scale by trusting teams and removing roadblocks, not micromanaging🙏‍ Thank you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Michael Burgess, Chief People Officer at Amey, to unpack what it really takes to build credibility, influence, and impact in HR when you don’t start with privilege, pedigree, or permission.Michael shares his journey from leaving school at 16 and working as a farm labourer, to becoming a CPO responsible for people, culture, safety, and operations at scale. Along the way, he explains why hard work consistently beats talent, and why enjoying the work itself is the most underrated driver of long-term performance.Most importantly, he breaks down a deeply practical view of modern HR, why getting the basics right earns you the seat at the table, why listening without action destroys trust, and how widening the talent pool through second-chance hiring, apprenticeships, and prison-to-work pathways is not charity, but smart, future-ready leadership.🎓 In this episode, Michael discusses:Why listening without action trains employees to disengageHow getting the HR basics right earns trust and credibility at the top tableWhy hard work and enjoyment of work outlast talent, ambition, and opportunityWhy HR fails when it overloads the business with initiatives instead of running a clear planHow Amey builds real career pathways through apprenticeships and prison-to-work programs🙏‍ Thank you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Jason Bloomfield, Global Head of Talent Acquisition Transformation at Ericsson, to unpack how a 149-year-old company is rebuilding HR by putting people before technology.Jason explains how a failed global HR tool rollout, what he openly calls the “tool of doom,” became the catalyst for a complete reset. Instead of adding more systems, Ericsson built a global feedback loop that turns employee sentiment into action, investment, and prioritised roadmaps.Most importantly, Jason shares why five-year plans no longer work, why the shelf life of strategy is now six months, and how HR, TA, and change leaders must build change agility, skills intelligence, and authentic empathy to stay relevant in an AI-driven world.🎓 In this episode, Jason discusses:Why authentic empathy will separate leaders in the AI eraHow a global feedback loop now drives roadmaps and prioritisationWhy Ericsson moved from technology-first to people-first HR designHow skills, AI, and internal mobility connect TA, learning, and retentionWhy five-year strategies are obsolete and speed matters more than certainty🙏‍ Thank you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Kristin Trecker, Chief People Officer at Visteon Corporation, to unpack what it really takes to build talent at the speed of disruption in a 100-year industry going through a 100-year change.Kristin explains why HR has to stop acting like an order taker and start operating like a product line manager, with a clear roadmap, clear customers, and a clear point of view. She shares how Visteon runs a six month product roadmap and pairs it with a capability and capacity plan, so talent decisions keep pace with the business.Most importantly, she breaks down the cultural shift behind it all, from calibrating performance around impact, to out-rewarding star performers, to rewriting HR’s role entirely, replacing “business partner” with performance coach, and building a team that can debate, challenge, and drive change without politics.🎓 In this episode, Kristin discusses:Why HR’s job is to improve the business through talent, not “support” itHow Visteon runs a six month product roadmap with a parallel talent capability planThe culture shift from performance to impact, and why calibration takes years to get rightHow to redesign roles using a 2 by 2 by 1 matrix (two outcomes, two metrics, one change)Why “business partner” is out, and HR must become performance coaches who drive real outcomes🙏‍ Thanks you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Ayaskant Sarangi, CHRO at Mphasis, to explore how HR is shifting from a support function to a business-first, tech-enabled growth engine. Ayaskant shares why HR leaders must deeply understand P&L, business language, and customer problems to earn a real seat at the table.He breaks down how Mphasis is using AI-powered hyper personalization across learning, internal mobility, onboarding, and performance. From their in-house TalentNext platform to a unified talent marketplace and AI-driven appraisals, Ayaskant explains how tech connects skills, projects, careers, and business demand into one continuous loop.If you care about the future of HR, this episode is essential. It shows how listening, personalization, and change orchestration are reshaping employee experience, why onboarding is now about assimilation, and how HR must become the conscious keeper of culture in an always-on change environment.🎓 In this episode, Ayaskant discusses:How internal talent marketplaces drive real mobilityWhy change orchestration is now a core HR capabilityWhy onboarding has shifted from joining to assimilationHow HR must build deep business and P&L understandingUsing AI to power hyper personalized learning and careers🙏‍ Thanks you to our series partner - atlas copilotMeet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Sharon Doherty, Chief People and Places Officer at Lloyds Banking Group, to explore how Lloyds is preparing its leaders for a world where AI and culture change are happening at the same time. Sharon shares how Lloyds focuses on substance over noise and why leadership behaviour matters more today than ever.She breaks down how the company is helping senior leaders go all in on AI, using global learning trips, reverse mentoring, and safe spaces where executives can learn without fear. Sharon explains how AI, used well, can strengthen culture, improve feedback, and give people better insights instead of overwhelming them.If you care about leading people through constant change, this conversation is for you. It shows why purpose, honest leadership, and real learning are the foundations that keep a culture strong when everything else is moving.🎓 In this episode, Sharon discusses:How Lloyds develops leaders who are “all in” on AIThe three cultural “evergreens” every company must protectHow AI can supercharge culture, feedback, and personalisationHow purpose and honest leadership build trust during uncertaintyWhy reverse mentoring and “AI ninjas” change executive behaviour🙏‍ Thanks you to our series partner - WorkhumanDiscover how to Build Human-Centred Workplaces which Thrive! → https://www.workhuman.com/resources/reports-guides/the-human-centred-workplace-building-organisational-cultures-that-thrive-emea/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Emilee F. DeMartino, SVP and Chief People Officer for McDonald's International Operated Markets, to explore how one of the world’s biggest employers keeps a people first culture alive across more than 120 markets. Emilee shares how values like serve, inclusion, integrity, community, and family guide everyday decisions in a world of constant change.She breaks down how AI is fixing real problems for restaurant teams. Hiring that once took 3 days now takes 3 minutes, applications have nearly doubled, and managers get 5 to 6 hours back each week to focus on their crew and customers instead of chasing admin.If you care about building a workplace people actually want to be part of, this episode is worth your time. It shows what happens when culture is not a slogan but a system, and why teams that listen, learn, and adapt will always outrun the ones stuck in old habits.🎓 In this episode, Emilee discusses:How AI cut hiring from 3 days to 3 minutesWhy candidate experience nearly doubled applicationsHow McDonald’s keeps its values alive across global marketsWhy listening and data shape the future of work at McDonald’sHow cultural norms help teams move faster and collaborate better🙏‍ Thanks you to our series partner - WorkhumanDiscover how to Build Human-Centred Workplaces which Thrive! → https://www.workhuman.com/resources/reports-guides/the-human-centred-workplace-building-organisational-cultures-that-thrive-emea/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Kent Frederiksen, Vice President and Head of Rewards at the LEGO Group, to unpack how one of the world’s most beloved brands is preparing for the EU’s 2026 pay transparency rules. Kent breaks down why this shift is far bigger than compliance and why it will fundamentally reshape how companies handle data, structure roles, build trust and communicate with employees.He shares LEGO’s six-year journey with global equal pay analyses and explains why the hardest part isn’t legislation but the organisational mindset shift. Kent reveals the hidden challenges most companies underestimate, including the operational burden, the cultural implications and what it really means to “prove” pay equity in a legally defensible way.Finally, he explores how pay transparency is forcing companies to move from secrecy to partnership, why trust is the real currency in this transition and what HR leaders should be doing right now to get ahead before regulations hit.🎓 In this episode, Kent discusses: How LEGO built six years of global equal pay scans Why structure and job architecture suddenly matter again The shift from company-owned pay data to employee-owned rights Why EU pay transparency will transform HR far beyond compliance Why trust and communication determine whether transparency works🙏‍ Thanks you to our series partner - WorkhumanDiscover how to Build Human-Centred Workplaces which Thrive! → https://www.workhuman.com/resources/reports-guides/the-human-centred-workplace-building-organisational-cultures-that-thrive-emea/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Raj Verma, Chief Culture, Inclusion and Employee Experience Officer at Sanofi, to explore how culture, trust and co-creation became the foundation of one of the most ambitious AI transformations in the industry. Raj breaks down why culture is a verb, not a vibe, and how Sanofi intentionally shaped behaviors and values to support AI at scale. He explains how Sanofi began its AI journey before the ChatGPT wave, driven by a visionary CEO and a bold ambition to become the first pharma company to use AI at scale. Raj details how recognition, inclusion, and data-driven insights became critical levers for building trust, strengthening decision-making, and ensuring AI adoption across 100,000+ employees worldwide. The conversation also dives into psychological safety, bias detection, global recognition platforms, and why culture, inclusion and employee experience must be tightly integrated if companies want AI to stick and deliver real transformation.🎓 In this episode, Raj discusses:Embedding psychological safety so employees felt safe adopting AILeveraging global data to detect bias and guide leadership decisionsCo-creating culture, EX and inclusion practices to make transformation stickUsing recognition and belonging to strengthen performance and engagementStarting Sanofi’s AI journey early and why culture had to be intentionally rebuilt🙏‍ Thanks you to our series partner - WorkhumanDiscover how to Build Human-Centred Workplaces which Thrive! → https://www.workhuman.com/resources/reports-guides/the-human-centred-workplace-building-organisational-cultures-that-thrive-emea/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Frederic Patitucci, Chief People & Culture Officer at Philip Morris International, reveals the inside story of PMI’s decade-long transformation, from a traditional tobacco company to a science-driven, smoke-free business.Frédéric explains how PMI rebuilt its business model, operating model, and culture while navigating one of the most ambitious shifts in corporate history. He shares how the company co-created its cultural framework, PMI DNA, with more than 350 employees across backgrounds, levels, and regions, ensuring it wasn’t a top-down exercise but a true grassroots movement.From redefining values like We Care, Better Together, and Game Changers, to enforcing “license to operate” behavioral expectations, Frédéric shows how culture became PMI’s ultimate accelerator for radical change, responsible AI adoption, and leadership accountability.🎓 In this episode, Frédéric discusses:Why defining undesirable behaviors was essentialThe creation of PMI DNA, co-built with 350+ employeesThe “license to operate” and how culture drives accountabilityHow PMI uses culture as a first line of defense for responsible AI scalingHow PMI redesigned its culture during a massive business transformation🙏‍ Thanks you to our series partner - WorkhumanDiscover how to Build Human-Centred Workplaces which Thrive! → https://www.workhuman.com/resources/reports-guides/the-human-centred-workplace-building-organisational-cultures-that-thrive-emea/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Michiel van Duin, Chief People Technology, Data and Insights Officer at Novartis to discuss how the company is building a human-centered AI ecosystem that connects people, data, and technology.Michiel explains how Novartis brings together HR, IT, and corporate strategy to align AI innovation with the company’s long-term workforce and business goals. He shares how the team built an AI governance framework and a dedicated AI and innovation function inside HR, ensuring responsible use of AI while maintaining trust and transparency.From defining when AI should step in and when a “human-in-the-loop” is essential, to upskilling employees and creating the first “Ask Novartis” AI assistant, Michiel shows how Novartis is making AI practical, ethical, and human.🎓 In this episode, Michiel discusses:Deciding where AI ends and the human beginsDeveloping “Ask Novartis,” the company’s HR AI assistantUpskilling HR with AI-first capabilities and new hybrid rolesBuilding AI governance and responsible-use frameworks at NovartisPartnering across HR, IT, and strategy to align AI with business goals🙏‍ Thanks you to our series partner - WorkhumanDiscover how to Build Human-Centred Workplaces which Thrive! → https://www.workhuman.com/resources/reports-guides/the-human-centred-workplace-building-organisational-cultures-that-thrive-emea/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Gina Vargiu-Breuer, Chief People Officer and Labor Director at SAP, to explore how SAP is transforming into a truly skills-led, AI-powered organization. Gina shares how the company is reimagining its HR operating model by combining AI innovation with deep cultural roots, creating what she calls “human–AI power couples.”She discusses how SAP’s transition from role-based to skills-based talent management is changing everything, from recruiting and learning to performance and mobility. Gina reveals how SAP defined a company-wide skills taxonomy of 800+ evolving capabilities, built adaptive learning journeys, and encourages employees to invest 15% of their time in continuous learning.With her authentic energy, Gina explains how culture, curiosity, and speed are fueling SAP’s AI-first strategy, and why the future of HR depends on embracing technology without losing humanity.🎓 In this episode, Gina discusses:Building a human–AI partnership to power transformationEmbedding AI across recruiting, performance, and mobilityEncouraging employees to spend 15% of their time on learningThe company’s 800+ skill taxonomy and adaptive learning modelHow SAP is moving from role-based to skills-based talent management🙏‍ Thanks you to our series partner - WorkhumanDiscover how to Build Human-Centred Workplaces which Thrive! → https://www.workhuman.com/resources/reports-guides/the-human-centred-workplace-building-organisational-cultures-that-thrive-emea/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Eric Mosley, Founder, CEO, and Board Member at Workhuman to discuss how AI and recognition are reshaping the workplace. Eric reveals how companies can unlock hidden talent and reduce bias by combining AI with the human data hidden inside recognition moments.He explains why 80–90% of AI projects fail, not because of the technology, but because companies lack meaningful data to train their systems. Recognition, he says, provides a treasure trove of insight into real performance, collaboration, and potential.From the emotional power of gratitude to the measurable ROI of recognition, Eric paints a vision of the future where AI doesn’t replace humanity, it amplifies it.🎓 In this episode, Eric discusses:How recognition data fuels smarter, fairer AIWhy 80–90% of AI projects fail, and how to fix itThe emotional and financial ROI of gratitude at workHow AI can help uncover hidden talent and reduce biasReal examples of recognition improving retention and engagement🙏‍ Thanks you to our series partner - WorkhumanDiscover how to Build Human-Centred Workplaces which Thrive! → https://www.workhuman.com/resources/reports-guides/the-human-centred-workplace-building-organisational-cultures-that-thrive-emea/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Amy Coleman, Executive Vice President and Chief People Officer at Microsoft, to explore what it means to lead with humanity in the age of AI. After 25 years at Microsoft, Amy shares how HR’s role is transforming, from managing processes to designing experiences that balance innovation and empathy.She discusses how Microsoft is navigating AI’s impact on work, emphasizing trust, transparency, and inclusion as essential foundations. Amy explains why leaders must reframe AI as a tool for creativity and connection, not control - and how building psychological safety unlocks innovation across generations and geographies.From vulnerability and gratitude to rethinking leadership in uncertainty, Amy’s perspective is a masterclass in staying human in a tech-driven world.🎓 In this episode, Amy discusses:Why gratitude and curiosity fuel innovationHow to balance high performance with empathyCreating psychological safety across global teamsHow AI is reshaping HR and leadership at MicrosoftWhy vulnerability builds deeper trust and motivation🙏‍ Thanks you to our series partner - WorkhumanDiscover how to Build Human-Centred Workplaces which Thrive! → https://www.workhuman.com/resources/reports-guides/the-human-centred-workplace-building-organisational-cultures-that-thrive-emea/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we speak with Sandrine GIRSZYN, Chief Human Resources Officer Headquarters at AXA, about redefining the role of the manager in a fast-changing world. Sandrine explains how managers have become the crucial layer holding transformation, well-being, and performance together, and why HR must put them back at the center of organizational strategy.She shares how AXA is supporting more than 4,000 managers worldwide through a human-centered approach built on listening, co-creation, and trust. Rather than relying solely on AI or digital training, Sandrine reveals how in-person connection, community, and peer learning have become AXA’s secret to real development.From creating a “People Link” community to launching a global coaching platform, this episode is a roadmap for every HR leader trying to upskill managers while keeping the human touch alive.🎓 In this episode, Sandrine discusses:Offering real-time, human coaching, not AI substitutesHow in-person connection strengthens trust and capabilityHow AXA supports them through listening and co-creationBuilding a “People Link” community for peer learning and supportWhy middle managers are the most critical layer in transformation🙏‍ Thanks you to our series partner - WorkhumanDiscover how to Build Human-Centred Workplaces which Thrive! → https://www.workhuman.com/resources/reports-guides/the-human-centred-workplace-building-organisational-cultures-that-thrive-emea/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.