Practitioners Corner

From pulling weapons at Six Flags to scaling a global HR org, this is what happens when you chase people, not titles. Most careers don’t break. They drift. Jessica Kozak didn’t drift. She pivoted fast, learned what she hated early, and kept saying yes when it counted. From high-volume recruiting chaos to enterprise HR strategy, this is about ownership, risk, and building real leverage through people, not process. In this episode, you get the unfiltered path from security guard to CHRO, what high-turnover environments actually teach you, why “say yes” beats perfect planning, and how networks quietly run your career whether you admit it or not. Key Takeaways: Jessica started in criminal justice and pivoted after realizing she hated enforcement work High-volume recruiting means constant churn. Casino dealers sometimes leave in weeks Early career lesson: figure out what you don’t want fast She spent ~8 years in recruiting before moving into HR leadership “Say yes” unlocked multiple promotions and stretch roles Booz Allen rotated roles every ~18 months to force growth Hybrid HR + recruiting roles create stronger business alignment COVID response included building a 24/7 grocery support system for seniors Headquarters exposure accelerates access to executives and decision-making Networks compound. Burn one bridge, it follows you for years Career growth came from discomfort, not planning Guest : Jessica Kozak | CHRO, Apex Analytics LinkedIn : https://www.linkedin.com/in/jessicakozak Builds and scales HR orgs across enterprise environments. Known for turning chaos into structure without losing the human side. Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Global payroll isn’t just cutting checks—it’s a minefield of compliance, cultural nuances, and ever-changing regulations. Mariah Hantis, Senior Director of Global People Operations at Deel, unpacks her journey from aspiring FBI agent to HR leader. From payroll anxiety to AI-driven solutions, she shares the realities of managing 5,000 employees across 110 countries. In this episode, we look at HR, global payroll, compliance, people operations, payroll management, employee benefits, onboarding, international HR, career path, workforce management, payroll processing, open enrollment, insurance communication, AI in payroll, career development, HR challenges, and workplace culture. Key Takeaways Managing global payroll for 5,000 employees across 110 countries requires compliance expertise and local knowledge. US payroll is uniquely challenging due to intricate state-level regulations. Expanding into new countries demands thorough compliance research to avoid risks. California’s HR regulations stand out as particularly complex. Mariah’s teaching background enhances her HR approach, focusing on diverse learning styles. AI tools streamline payroll processes but still require human oversight. Communication during open enrollment is critical for employee engagement and understanding. Insurance complexities highlight the need for transparent, effective benefits communication. Payroll accuracy is non-negotiable—mistakes erode trust and create significant issues. Career paths in HR can be non-linear; Mariah transitioned from education to B2B marketing and payroll. Employee needs and cultural nuances shape benefits and workplace strategies. Future HR innovation will hinge on adapting to AI and evolving global workplace trends. Chapters 00:00 Introduction to the Practitioner Corner Podcast 05:57 Understanding Global Payroll vs. Domestic Payroll 12:01 The Journey into HR: Mariah's Career Path 18:05 Transitioning from Education to B2B Marketing 24:52 Navigating Payroll Challenges and Human Errors 30:03 The Complexity of Insurance and Employee Communication 35:40 Career Reflections and Future Aspirations This episode features Mariah Hantis, Sr. Director, Global Operations, Payroll, and Benefits @ Deel. You can connect with Mariah here: https://www.linkedin.com/in/mhantis/ Learn more about Deel, a Global People Platform that simplifies the way you onboard, offboard, and everything else in between. Connect with WRKdefined on Your Favorite Social Network William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Jill Larsen, Chief People Officer at Synopsys, shares her inspiring career journey from Division I athlete to HR leadership, emphasizing the power of mentorship, self-awareness, and building innovative talent strategies. She dives into navigating family and executive roles, the evolving workforce, and how technology and AI are reshaping talent acquisition. In this episode, we look at Jill’s approach to recruiting, leadership, workforce planning, change management, problem-solving, and skills development. Her insights highlight the importance of mentorship, career progression, and adapting to a tech-driven HR landscape, with practical advice for professionals at every stage of their journey. Key Takeaways Strong support systems are critical for navigating executive roles. Balancing career and family requires understanding trade-offs and priorities. Diverse perspectives drive innovation and better problem-solving. Technology and AI are revolutionizing talent acquisition and workforce planning. Self-awareness and continuous learning are vital for professional growth. Jill’s innovative strategies address inefficiencies and repurpose skills. Mentorship and networking play key roles in career advancement, especially for women. Recruiting expertise enhances hiring practices and builds stronger teams. Early-career voices bring fresh perspectives to leadership discussions. Effective communication strengthens relationships, especially during crises. Taking risks can open unexpected opportunities for growth. Companies must adapt to a changing job market by embracing workforce transformation. Chapters 00:00 Who is Jill Larsen 05:55 The Importance of Support Systems 11:54 From Sports to Career: Jill's Early Aspirations 18:03 Problem Solving and Diverse Perspectives 23:09 Career Progression and Transformational Change 30:06 Navigating Workforce Planning and Skills Development 35:43 The Importance of Mentorship and Networking 41:04 Advice for the Younger Generation Connect with Jill Larsen here: https://www.linkedin.com/in/jill-larsen-hrexec/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network: The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Neil Lenane walks us through a remarkable 37-year career, from managing claims to shaping HR strategy at Progressive Insurance. In his journey, he emphasizes influence, adaptability, and empathy as essential skills for creating a unified employee experience. Neil’s insights into offboarding, technology in HR, and career resilience redefine what it means to build intentional employee and customer experiences. In this episode, we look at career paths, talent acquisition, HR challenges, Progressive Insurance, employee experience, growth mindset, claims management, talent management, offboarding, recruitment, customer experience, technology in HR, and the art of influence and adaptability in HR. Key Takeaways: Neil's career showcases a 37-year journey from claims to HR at Progressive. Influence and credibility are core skills for success in HR. Employee experience is integrated with customer care principles at Progressive. A growth mindset and adaptability are emphasized in career development. Offboarding with respect is crucial for a strong company culture. Technology in HR can be transformative but must be balanced with empathy. Chapters 00:00 Introduction to Neil Lenane's Career Journey 02:08 From College to Claims: The Unexpected Path 10:11 Growth and Learning in Claims Management 12:47 Transitioning to Progressive: Embracing Growth Mindset 16:10 Finding Purpose: The Shift to HR 18:15 Navigating the HR Journey at Progressive 20:39 Navigating Career Paths in HR 22:32 Building Employee Experience from the Ground Up 24:50 The Pillars of Employee Experience 26:07 Integrating Customer Experience into Employee Experience 28:02 The Importance of Offboarding 30:03 Transitioning to Talent Management 32:19 Challenges in Talent Management 34:50 Unexpected Realities of Recruiting 37:40 The Role of Technology in Recruitment 38:09 Future Aspirations in HR 40:58 Advice for the Younger Self Connect with Neil Lenane here: https://www.linkedin.com/in/neillenane/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Craig Lutz, Director of Learning and Development at Gannett, explores the future of learning and development, emphasizing the transformative power of digital tools and AI. He highlights the shift from traditional classroom training to personalized, technology-driven learning strategies, underscoring the need for organizations to foster curiosity and adaptability among employees. In this episode, we look at Learning and Development, Technology in Learning, AI in Education, Upskilling, Personalized Learning, Change Management, and Employee Development. Discover how to create effective learning strategies that align with the evolving demands of the future of work. Key Takeaways: Technology and AI are revolutionizing Learning and Development, creating more dynamic and effective learning experiences. The transition from traditional training methods to digital learning requires strategic change management and adaptability. Upskilling and reskilling are essential as organizations prepare for the evolving future of work. Personalized learning enhances employee engagement and development, addressing individual needs and goals. Curiosity and agility are critical traits for navigating the changing landscape of work and skills development. Organizations must adopt flexible learning strategies to meet the demands of a rapidly changing workforce. Chapters 00:00 Introduction to Learning and Development 03:01 The Evolution of Learning Approaches 05:53 Navigating Change in Learning Environments 08:49 The Role of Technology in Learning 11:54 Embracing AI and Upskilling 15:02 Fostering Curiosity and Agility in Learning 17:48 Understanding Learner Needs 21:09 Creating Personalized Learning Experiences Connect with Craig Lutz here: https://www.linkedin.com/in/craiglutz/ Get your free copy of Workforce Agility for Dummies here: https://www.cornerstoneondemand.com/resources/article/Workforce-Agility-For-Dummies-Cornerstone-Special-Edition/ Learn more about Cornerstone here: https://www.cornerstoneondemand.com/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Gabrielle’s career journey highlights the balance between confidence and humility as she oversees multiple HR functions at 1Password. From cultural insights and the power of coffee to navigating remote work security, Gabrielle reflects on leadership development, parental support, and the critical role of asking questions in team success. In this episode, we look at cultural insights, HR, leadership, career journey, security, remote work, and parental support to understand the dynamics of Gabrielle’s professional growth and the evolving landscape of hiring in today’s remote-first world. Key Takeaways: Cultural insights shape HR strategies, influencing leadership approaches. Coffee serves as both a routine and a personal energizer, impacting workplace dynamics. Security concerns, especially in remote hiring, are growing in significance for HR professionals. Leadership involves asking the right questions to empower teams and encourage problem-solving. Parental support can play a pivotal role in shaping career trajectories and professional decisions. Balancing confidence and humility is critical for long-term career growth and leadership success. Chapters 00:00 Cultural Insights and Language Barriers 02:59 The Role of Coffee in Daily Life 05:51 Introduction to Gabrielle and Her Role 09:05 Navigating Multiple Responsibilities in HR 12:05 Gabrielle's Journey to 1Password 15:01 Leadership Development Through Experience 17:56 The Transition from Camp to Corporate 20:59 The Importance of Parental Support 24:08 Using Questions to Guide Others 26:55 Career Progression at McKinsey 30:00 The Balance of Confidence and Humility 33:03 Leaving McKinsey for Industry 35:47 Hiring Strategies in a Growing Company 38:56 Addressing Security Concerns in Remote Hiring 42:04 Advice for the Younger Self Connect with Gabrielle Caron, VP of Talent, DEIB & People Insights, here: https://www.linkedin.com/in/gabrielle-caron-5607ab13/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Melissa Thompson, Head of Global TA at Ford Motor Company, shares her no-nonsense approach to improving the hiring process. From coaching hiring managers on interviewing to aligning decisions with business strategy, she gives actionable insights to reshape your talent acquisition process and boost team collaboration. In this episode, we look at Melissa Thompson, Ford Motor Company, hiring process, communication, feedback, recruiters, hiring managers, and business strategy to provide a roadmap for HR leaders looking to align recruitment practices with business goals while elevating interview standards across the board. Key Takeaways: Clear communication between recruiters and hiring managers is essential for effective hiring. Specific feedback from hiring managers ensures better candidate alignment with role requirements. Training hiring managers on interviewing techniques significantly boosts the quality of hires. Aligning hiring decisions with business strategy is critical for long-term success. Fostering a collaborative environment in talent acquisition leads to more impactful results. Succession planning and promotion from within builds future leadership and organizational stability. Chapters 00:00 Who is Melissa Thompson? 03:20 Transition from Technical to Automotive Industry 06:25 Differentiating Automotive Industry as a Technology Company 09:43 Implementing Different ATSs by Region 13:04 Managing High Volume of Applicants at Ford 16:22 Transition from Retail to HR 19:43 Working with Atlas Systems and Travelers Express 23:31 The Importance of Asking Questions and Seeking Feedback 24:30 Treating People with Respect and Creating a Supportive Environment 25:55 Promoting from Within and Addressing Succession Planning 26:53 Teaching Hiring Managers Effective Interviewing Techniques 28:17 Improving Hiring Manager Engagement and Feedback 29:37 The Importance of Specific Feedback in Art and Hiring 31:30 Creating a Collaborative and Supportive Environment in TA 32:57 Identifying Future Leaders and Succession Planning 34:44 Addressing Hiring Manager Behavior and Feedback 36:37 Leveraging a Recruiting Process Model and Training Hiring Managers 38:03 Encouraging Specific Feedback and Avoiding Biases in Hiring 39:25 The Importance of Clear Communication and Feedback in Hiring 40:22 Closing Remarks Connect with Melissa Thompson here: https://www.linkedin.com/in/mcthompson1/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, we look at Southwest Airlines, talent acquisition, company culture, candidate experience, internships, career guidance, and employee engagement. Greg Muccio highlights the importance of a people-first strategy, innovative ideas from employees, and creating awareness for career opportunities that ensure staffing success. Key Takeaways: Southwest Airlines prioritizes a people-first approach to talent acquisition, focusing on company culture and values. Innovative ideas often come from frontline employees, fostering a collaborative work environment. Building relationships is critical in recruitment, not just filling positions. Southwest’s talent acquisition operates like a full-service staffing agency, offering a seamless candidate experience. Creating career awareness for young students helps bridge the opportunity gap. The business imperative at Southwest Airlines ensures talent acquisition meets both present and future staffing needs. Connect with Greg Muccio on LinkedIn: https://www.linkedin.com/in/greg-muccio/ Sponsored by the great people behind Pillar Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Carina Cortez, Chief People Officer at Cornerstone On Demand, shares her HR career journey from an entry-level role at Visa to leading strategic initiatives at PayPal. Mentorship, continuous learning, and passion drive her success. Cortez emphasizes the importance of HR business partners focusing on strategic initiatives and creating positive employee experiences. In this episode: We look at the HR landscape, focusing on Carina Cortez, Chief People Officer, HR business partners, strategic management, employee experience, and internal mobility. Tune in for insights that can shape your career and transform your approach to HR. Key Takeaways: Mentorship thrives when it’s organic, with mentors who challenge and encourage growth. Practical experience and continuous learning are crucial for HR professionals, especially in compliance and strategic management. HR has evolved from personnel departments to strategic roles focused on managing knowledge workers. Discovering your passion within HR is vital; exploring various roles can help identify your strengths. HR business partners must prioritize strategic initiatives over routine tasks to drive organizational success. Internal mobility and taking calculated risks are key to professional and personal growth. Chapters 00:00 Introduction and Background 02:57 The Value of Mentorship and Continuous Learning in HR 05:54 The Shift from Personnel Departments to Strategic HR 09:00 Exploring Different Areas within HR to Find Your Passion 17:26 Carina's Entry-Level Role at Visa 20:20 The Role of HR Business Partners 23:33 HR's Focus on Providing Value 25:21 Increasing Engagement through Internal Mobility 30:55 The Importance of Taking Risks in Your Career Connect with Carina on LinkedIn here: https://www.linkedin.com/in/carinacortez/ Learn more about Cornerstone here: https://www.cornerstoneondemand.com/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

We talk with Rachel Dalboth from The Talent Labs. Rachel shares her 25-year journey in talent acquisition, discussing her experiences at Nokia, Unilever, and now leading TA excellence at The Talent Labs. In this episode, we look at the evolving landscape of talent acquisition, remote work strategies, HR tech innovations, talent management, rebranding efforts, and career growth. Rachel dishes on practical advice for HR professionals navigating the complexities of today's recruitment world. Key Takeaways Rachel Dalboth's journey from Nokia to The Talent Labs. Strategies for managing fully remote teams effectively. The importance of rebranding and connecting talent management, development, and acquisition. Tips on building a long-term career in a single organization. Insights into the future of talent acquisition and HR tech innovations. Practical advice for creating a positive and engaging work culture. Connect with Rachael here: https://www.linkedin.com/in/rachel-dalboth-1a92423/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

We look Richa Gupta's career journey, exploring her humble beginnings and rise in HR. We discuss parenting, personal reflections, and HR leadership. We talk about the importance of treating employees uniquely, finding CEOs with intellectual humility, and fostering cross-functional communication in manufacturing. We examine personal reflections, parenting, HR profession, treating employees differently, challenges of HR leadership, career journey, humble beginnings, support, caring, courageous, fearless, HR, manufacturing, CEO, intellectual humility, people and culture, cross-functional communication, operational efficiency Key Takeaways: Treating employees differently is crucial in HR. HR leaders need to be caring, courageous, and fearless. Personal reflections and taking breaks are important for career growth. Support from others plays a significant role in career success. The HR profession is diverse and allows for different backgrounds and perspectives. Finding CEOs with intellectual humility and genuine care for people and culture is crucial for HR professionals. HR should have a direct reporting line to the CEO and be involved in strategic decision-making. Chapters 00:00 Who is Richa Gupta 05:09 Treating Employees Differently in HR 08:07 The Importance of Reflection and Breaks in Career Growth 11:19 The Impact of Support in Career Success 12:46 The Qualities of an Effective HR Leader 15:36 The Diversity of the HR Profession 20:39 The Importance of Intellectual Humility in CEOs for HR 23:48 Cross-Functional Communication and Operational Efficiency in Manufacturing 26:14 The Transformation of HR as a Critical Function 35:30 The Role of HR in Strategic Decision-Making 38:26 Taking a Break and Exploring Possibilities Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

We talk with Mandy Mekhail, Director of People and Chief of Staff at ClickUp about determination, family, and impact. Her story is inspiring (not cheesy) - a story that you can learn from. She opens up about her family, immigration, her role at ClickUp and self awareness. Here's what we discuss: How empathy directly impacts career Growing with intention How her father built 1 gas station and turned that into 13 How she built her inner circle and what motivates her decisions to lead people Connect with Mandy here: https://www.linkedin.com/in/mandymekhail/ Connect with WRKdefined on your favorite social network The Site | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Chapters 00:00 Who is Mandy Mekhail 01:25 Is Cali breaking off into the ocean? 02:27 Mandy's Career Journey: From Teaching to ClickUp 05:37 The Importance of Passion, Potential, and Choices 15:35 Creating a Supportive and Collaborative Environment for Impact 16:53 Using Time Wisely for Growth and Learning 18:23 Drawing Inspiration from Personal Stories of Resilience 22:20 Developing Skills through Intentional Opportunities and Mentorship 41:45 Practitioner Video Intro Epidemic NEW.mp4 Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode we speak with Maggie Smith SVP, HR at Traliant on how she navigates company culture in the midst of multiple and ongoing acquisitions. We talk deeply about the challenges she has faced and the strategies that she has deployed covering the integrating compensation strategies, managing benefits, and soliciting employee feedback. Takeaways The importance of understanding and integrating different company cultures during acquisitions The role of technology and tools in managing HR processes and employee engagement Challenges and strategies for integrating new employees into the existing organizational culture Embracing mistakes as learning opportunities The importance of adapting to change in HR Challenges of integrating compensation strategies Strategies for managing benefits and employee feedback The dynamic nature of HR and the need for continuous improvement Chapters 00:00 Understanding Company Culture and Acquisitions 09:59 Integrating New Culture and Employee Engagement 24:25 Journey to HR: From the Army to Boston 27:21 Discovering HR: Enlisting in the Army and Career Beginnings 30:42 The Role of Mentors in HR and Career Development 36:26 Challenges of Managing Compensation and Benefits in HR 45:47 Advice to Younger Self: Embracing Mistakes in HR Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode we speak with Jeri Hawthorne, SVP and CHRO at Aflac about the global HR challenges and strategies she is confronted with as she leads the worlds #1 provider of supplemental health insurance products. We learn about her career journey and her insights on the impact of technology, employee wellness, AI's impact on HR and how to ensure continuity with human touch. Takeaways Insights into Jeri Hawthorne's career journey and experiences in global HR Challenges and strategies for building and managing teams in different countries Evolution of HR practices and the impact of technology on global HR operations The importance of employee wellness and the need for organizations to ensure that employees are well-informed about available benefits. The impact of AI on the workforce and the ongoing conversation around re-skilling employees to focus on value-added work. The significance of human touch in HR, especially in emotionally impactful situations, and the need for employees to be engaged and not feel obsolete. The value of personal and professional growth, including the advice to try new things and take on challenges without preconceived notions. The challenges of frequent travel, experiences in the military, and the impact of burnout on employees during the pandemic. Learn more about your ad choices. Visit megaphone.fm/adchoices

"Corporate trust is low and employees are more focused on their own skill growth and career advancement" - This is what we dissect today in our conversation with @RealestRecruiter, Joel Lalgee. Nothing is off limits - we talk culture, loyalty, skill growth, the fractional mindset, compensation, why employers hate side hustles, toxic work environments... We cover it all. Takeaways Corporate trust is low and employees are more focused on their own skill growth and career advancement. The younger generation entering the workforce has a more fractional mindset, valuing skills and time over long-term loyalty to a single company. Traditional interview questions often force candidates to lie about their motivations, and companies should be more transparent and flexible in their approach to culture. Compensation is a key factor for employees, and companies need to understand and meet their financial expectations. Side hustles should be seen as a normal part of work, not something to be demonized. Employer branding should focus on attracting the right people and repelling those who are not a good fit. Recruiters should prioritize being advocates for candidates and providing transparency throughout the process. Focusing on quantity over quality in recruitment can lead to poor outcomes and dissatisfaction. Authentic and unpolished content is often more engaging and relatable than highly produced content. Chapters 00:00 Who is @RealestRecruiter - Joel Lalgee 07:16 The Changing Dynamics of Culture in the Workplace 14:11 The Employee Perspective on Culture 33:48 Transparency in Employer Branding 40:29 Quality over Quantity in Recruitment Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode we speak with Jean Bays, Head of People at Neat to explore the critical role of internships, effective communication, and global experience in attracting and retaining top talent. We look at fair treatment of employees, and strategies for fostering an inclusive workplace. We answer the question: How do these elements combined create a thriving, innovative company culture? Here's what we cover: Internships Communication Attracting Talent Cross-Training Fair Treatment Global Experience Chapters 00:00 Introduction and Jean's Current Role 03:00 Gene's HR Practitioner Journey 04:54 Differences in Parental Leave Policies 07:57 Working with a Nordic Company 11:26 Ranking Countries in Parental Leave 16:30 Rotations and Internships 23:03 The Fair Distribution of Tips in the Hospitality Industry 25:23 The Changing Landscape of Hiring and Onboarding 27:30 The Impact of COVID-19 on Talent Attraction 30:39 The Value of Global Experience 32:51 Overcoming Shyness and Building Confidence 35:15 The Challenges of Right-Sizing and Layoffs 39:39 The Importance of Leaders in Difficult Times 42:03 Conclusion and Future Collaboration Learn more about your ad choices. Visit megaphone.fm/adchoices

In this conversation, Tiffani Martinez from Otter PR discusses her career journey and her role as the Head of HR. We discuss overcrowded applicant pools, the lack of empathy, and what role emotional intelligence plays in today's version of HR. The role of HR has evolved to become a driver of business, impacting revenue and employee well-being. Where does your company fall on this spectrum? Takeaways The role of HR involves various responsibilities, including recruitment, onboarding, and performance management. Hiring can be challenging, with a large number of applicants to review and assess. Empathy and emotional intelligence are crucial skills for HR professionals to effectively support employees and manage relationships. Career paths can change unexpectedly, and it's important to be adaptable and open to new opportunities. Personal relationships and life events can influence career decisions and priorities. HR professionals should prioritize empathy and treat employees as human beings The role of HR has evolved to become a driver for the business, impacting revenue and employee well-being Continuing education and personal growth are important for HR professionals Companies should focus on hiring HR professionals with diverse backgrounds and experiences Open communication and support are crucial in building trust and maintaining employee satisfaction Chapters 00:00 Introduction and Background 04:05 Tiffani's Role in HR and Challenges of Hiring 09:09 The Importance of Empathy and Emotional Intelligence in HR 21:14 Personal Relationships and Career Decisions 21:53 Introduction and Background 22:09 Discovering Pregnancy and Career Choices 23:03 Taking Time Off and Exploring HR 25:02 Finding Purpose in Volunteering and Church 26:14 Transitioning to HR and Gaining Experience 28:41 The Role of HR and Changing Perceptions 32:04 The Shift in HR and the Need for Supportive Professionals 34:38 The Future of HR and the Importance of Empathy 45:17 Professional Goals and Achievements 46:20 Closing Remarks Learn more about your ad choices. Visit megaphone.fm/adchoices

Tara Fournier, Chief People Officer tackles change management and employee retention, communication, access, and caring. We ask hard the hard questions to understand where HR should fall as it relates to support. Should HR be an advocate for the employee or should they be an advocate for the betterment of the company? It's a fine line. Here's the story. Takeaways The role of a Chief People Officer is to oversee HR operations, manage people, culture, and engagement, and help organizations navigate through periods of change. Employee retention is a significant challenge, and companies need to create a caring culture to keep employees happy and productive. In a remote or flexible work environment, it is important to provide platforms for employees to connect and form interest groups outside of work. Caring can be validated by examining the budget, communication strategy, and access to executives and the board that support initiatives. Companies should prioritize open and transparent communication, provide access to leadership, and allocate resources to demonstrate their commitment to caring. Being a hustler is important in the staffing industry, and learning the political game is crucial in corporate recruiting. Joining professional organizations like SHRM can provide valuable networking and learning opportunities. Balancing the needs of the company and the employees is a challenge for HR professionals, but caring for employees is essential. Young professionals should do the hard things first, not be afraid to use their voice, and weigh the facts when making decisions. Chapters 00:00 Introduction and Podcast Etiquette 06:08 Navigating Organizational Change 16:02 Companies Struggle with Caring 31:41 The Role of PYRA in HR Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, we speak with industry veteran Amy Miller who shares her thoughts about what keeps her up at night. We get into it all - staffing vs. corporate, agency hustle vs. navigating corporate politics, being your candidates advocate, and knowing when to say enough is enough when the hiring manager oversteps. Here's what we covered: Recruiting is challenging and unpredictable Humor and personal anecdotes engage candidates Family dynamics shape our approach to work Authenticity leads to stronger connections Engagement and authenticity are vital in recruiting Word-of-mouth and networking are powerful tools Successful recruiters have agency and corporate experience Hustle and navigating politics are crucial skills Hiring managers should set realistic expectations Right-size job descriptions for better outcomes Recruiters should advocate for candidates Authenticity attracts the right candidates Finding a mentor provides valuable guidance Chapters 00:00 Introduction and Technical Difficulties 05:59 The Power of Humor in Recruiting 11:57 Recruiting Journey and Childhood Stories 26:42 The Importance of Hustle in Recruiting 33:06 Setting Realistic Expectations in Job Descriptions Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode Katie Breault, Chief Delivery Officer at YUPRO shares her story of mentorship and her work as a skills-first placement firm connecting nonprofit workforce development training program graduates with corporate partners. We explore how investing in peoples potential from internships to mentorships changes how employees connect with their employer. Takeaways YUPRO is a skills-first placement firm that connects nonprofit workforce development training program graduates with corporate partners. They focus on helping talent with limited work experience navigate the job search process and overcome hiring barriers. Katie Breault discovered her passion for investing in people's potential and found her role at YUPRO. Job placement is an impactful way to make a difference in individuals' lives and communities. Internships and work-based learning opportunities are crucial for early career talent to gain practical skills and experience. A successful internship should provide a balance between soft and hard skills training, with an emphasis on teaching professionalism and workplace etiquette. Mentorship plays a vital role in guiding young professionals and helping them navigate the corporate environment. YUPRO serves as a staffing company, connecting entry-level talent with corporate partners and providing a pathway to full-time employment. Chapters 00:00 Introduction and Unusual Conversation 08:35 Katie Breault's Role at YUPRO 15:00 Katie's Journey and Passion for Investing in Potential Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, we talk with Lisa Sterling, Chief People Officer at Perceptix. We explore Lisa's journey and uncover her triumphs and the hurdles she overcame on her path to the C-Suite. Lisa candidly discusses workplace dynamics, leadership transitions, the essence of corporate culture, and the pitfalls of silencing one's voice, emphasizing its impact on personal growth. She reflects on the visionary leadership of CEOs such as Rudy Karsan, Troy Kanter, David Ossip, and Scott Scherr, who serve as catalysts for team success. Drawing from her role as a CHRO and an executive, Lisa shares insights on alignment, navigating the CHRO-CEO dynamic, and the strategic choices involved in leadership transitions. Takeaways Passion for the product and service of the company you work for is crucial in driving success. Leveraging technology in HR can greatly improve the employee experience. Visionary leaders inspire and motivate their teams to achieve greatness. Working for companies with a strong culture and values can make a significant impact on your career. Passion and alignment are crucial in organizations, as they create a sense of purpose and attract like-minded individuals. The relationship between the CHRO and CEO should be a strategic partnership, with open communication and collaboration. Knowing when to transition between leaders is a personal decision based on factors such as vision alignment and personal growth opportunities. Prioritizing self-care is essential for long-term success and well-being. Don't let others quiet your voice or limit your potential; embrace your unique perspective and contribute confidently. Reflect on your career journey and the impact you have had on others, celebrating the success and growth you have facilitated. Chapters 00:00 Introduction and Lisa's Journey in HR Tech 10:58 Breaking the Mold: Challenging HR Norms 25:59 Transitioning Between Leaders Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode we speak with Amy Mosher, Chief People Officer with isolved to learn about her journey from HR Generalist to Chief People Officer for one of the industry's most loved workplaces. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode we sit down with Anthony Pacilio, VP of Neurodiverse Solutions at CAI, to explore neurodiversity in the workplace and how employers can work to accommodate neurodiverse talent. Neurodiversity is about recognizing and valuing the unique perspectives and abilities of individuals who think differently and process information in a different way. Takeaways Neurodiversity is about recognizing and valuing the unique perspectives and abilities of individuals who think differently and process information in a different way. There is a need for education and training to create inclusive work environments for neurodiverse talent. Advocacy and self-advocacy are crucial for neurodivergent individuals to communicate their needs and be successful in the workplace. Companies should focus on empathy and understanding to create a supportive and accepting culture for neurodivergent employees. The interview process should be tailored to accommodate the specific needs and abilities of neurodivergent candidates, rather than relying on standardized questions and processes. Accommodations, such as flexible work arrangements and noise-canceling headphones, are crucial for creating an inclusive workplace for neurodivergent individuals. Training and standardized interviews should be tailored to accommodate the unique needs of neurodivergent candidates. Remote work can be beneficial for many neurodivergent individuals, but some may still prefer the social interaction of a physical workplace. Early intervention and diagnosis are essential in supporting neurodivergent children and helping them reach their full potential. There is a need for intervention programs that support neurodivergent individuals in prisons and help them channel their skills and aptitudes into positive endeavors. Chapters 00:00 Introductions 06:07 Building Neurodiversity at Work 13:17 Anthony's Personal Journey 22:13 Understanding and Advocating for Neurodivergent Talent 27:14 The Interview Process and Tailoring for Neurodivergent Candidates 27:59 Creating an Inclusive Workplace 33:42 Tailoring Training and Interviews 37:18 The Benefits and Challenges of Remote Work 42:23 Early Intervention and Diagnosis 46:04 Intervention Programs Learn more about your ad choices. Visit megaphone.fm/adchoices

Charlie Judy, Chief People and Culture Officer at Intelligent Medical Objects, discusses his unconventional journey from accounting to HR, and later to tech innovation. With insights from his 13-year tenure at Deloitte and international assignments, he shares perspectives on workplace culture, remote work challenges, and career transitions. From redefining job hopping to embracing risks, Judy reflects on the evolving landscape of HR and employee experiences. Takeaways Charlie Judy's career path from accounting to HR showcases the value of diverse experiences in shaping HR professionals. International assignments can provide unique opportunities for growth and learning. Building a strong brand and understanding cultural nuances are essential when expanding operations in different countries. Transitioning to technology can offer new perspectives and solutions to HR challenges. Assessing workplace culture involves going beyond ratings and understanding the actual experience of working in a company. Defining workplace culture requires identifying the values, behaviors, and norms that shape the work environment. Remote work presents challenges in maintaining a strong workplace culture and connection among employees. Transitioning from entrepreneurship to a corporate role can provide valuable experience and perspective. Job hopping is no longer seen as a negative trait, and companies are valuing diverse experiences and skills. Learning and personal growth are important factors in job satisfaction and should be prioritized in career decisions. Knowing when to leave a job involves self-reflection and understanding one's needs and goals. Taking risks in career decisions can lead to personal and professional growth. Boomerang employees, those who leave a company and return later, can bring valuable experience and knowledge. Employee experience is subjective and varies based on individual preferences and company culture. Chapters 00:00 Introduction and Background 06:26 Current Role and Company 09:59 Non-Traditional Upbringing in HR 10:21 Early Career in Accounting 12:11 Transition to HR 14:01 Experience at Deloitte 16:17 International Assignments 19:14 Building a Brand in India 20:13 Transition to Technology 21:12 Assessing Workplace Culture 22:10 Defining Workplace Culture 23:09 Understanding Work Environment 24:23 Challenges of Remote Work 25:24 Transitioning from Entrepreneurship to Corporate 27:02 Changing Perceptions of Job Hopping 28:11 The Value of Relevant Experience 29:14 The Importance of Learning in a Job 30:24 Knowing When to Leave a Job 34:09 Taking Risks in Career Decisions 35:57 The Concept of Boomerang Employees 37:32 Employee Experience and Expectations Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Ryan Leary and William Tincup chat with Laura Mazzullo, founder of Eastside Staffing, about the nuances of talent acquisition. They tackle recruiter therapy, setting boundaries for both hiring managers and candidates, and the pivotal role of external staffing firms as companies scale. Takeaways Working with HR clients can be challenging due to the embarrassment factor and the perception that they should be able to handle recruitment themselves. Clients may feel shame or guilt about needing external help, but it's important to remind them that it's not a failure and that external expertise can be valuable. Teaching and educating clients can be beneficial, but it's crucial to focus on delivering results and outcomes rather than getting clients to understand the intricacies of the process. Setting clear boundaries and not taking on responsibilities that are not yours is essential to maintaining a healthy client relationship. Recruiters often struggle with confidence, especially when dealing with high-level executives or difficult conversations. Gender can play a role in confidence levels, with women often feeling less confident in business settings. Building confidence is a challenge for recruiters, but it is essential for success in the industry. Guilt can influence recruiters' decision-making and their desire to please everyone. Setting boundaries and tolerating relationships are important aspects of maintaining confidence and professional success in recruiting. Chapters 00:00 Introduction and Pronunciation 01:40 Introducing Laura Mazzullo 03:27 Challenges of Working with HR Clients 05:27 The Embarrassment Factor 09:37 The Perception of Needing External Help 13:31 Teaching and Educating Clients 15:27 The Value of Expertise 17:54 Not Taking on Others' Responsibilities 18:43 Simplifying Proposals and Processes 19:24 Not Chasing Clients 20:33 Managing Client and Candidate Expectations 21:28 Finding the Threshold for Expectations 22:33 Prioritizing Recruiter Satisfaction 23:32 Taking Ownership of Criticism 25:18 Balancing Self-Blame and Self-Confidence 26:16 Analyzing Criticism Objectively 28:24 Educating Candidates on the Hiring Process 29:24 Understanding Different Definitions of Toxicity 30:02 The Desire for Perfectionism in Talent Acquisition 33:33 Giving Feedback to Hiring Managers 35:27 Fear of Upsetting Hiring Managers 37:44 Overcoming Fear and Insecurity 38:27 The Confidence Gap 39:14 Gender and Confidence 40:09 The Challenge of Building Confidence 40:56 The Role of Guilt 41:48 The Difficulty of Firing and Layoffs 42:14 The Importance of Remembering Our Worth 42:48 The Need for Boundaries 44:00 The Challenge of Getting Hiring Right 45:27 The Role of Guilt in Recruiting 46:33 The Pressure to Please Everyone 48:48 The Fear of Ruffling Feathers 49:50 Sticking Up for Your Expertise 51:04 The Importance of Kindness 52:24 Setting Boundaries and Tolerating Relationships 55:02 The Consequences of Over-Pleasing 55:44 The Power of Handwritten Cards 56:01 Conclusion Learn more about your ad choices. Visit megaphone.fm/adchoices

We speak with TA veteran and 6-time author Bas van de Haterd who has recently co-authored with Kevin Wheeler, "Talent Acquisition Excellence: Using Digital Capabilities and Analytics to Improve Recruitment" We explore technology's role in sourcing, branding, and recruitment processes. From digital pre-selection to analytics, we unravel the ethical considerations and skills essential for future-proof recruitment, featuring real-world case studies and expert insights. Key Takeaways Talent acquisition professionals should focus on talent strategy and execution, aligning it with the corporate strategy. There is no one-size-fits-all approach to talent acquisition, and processes should be tailored to specific hiring scenarios. The book emphasizes the importance of being talent-centric and agile in recruitment, adapting processes to meet candidate needs. Cultural differences play a significant role in talent acquisition practices, and understanding these differences is crucial for global recruitment. Assessing candidates' English proficiency is crucial, especially in global organizations. Talent acquisition should evolve into a strategic partner within organizations, focusing on holistic talent management. Pre-hire assessments can provide valuable insights into candidates' skills and fit for the organization. Recruiters should aim to become talent partners, engaging in meaningful discussions with hiring managers. AI skills and data analysis are becoming increasingly important in talent acquisition. Ethical dilemmas arise when using technology in recruitment, and organizations should have open debates about their usage. Automation can be applied to certain recruitment tasks, freeing up time for recruiters to focus on strategic activities. Talent advisors play a crucial role in guiding organizations' talent acquisition strategies. Recruiters should continuously seek advice and learn from others in the field. Chapters 00:00 Introduction and Background 01:30 The Inspiration for the Book 03:55 The Title of the Book 04:35 Talent Acquisition Excellence 05:34 Identifying Bad Talent Acquisition 08:25 Defining Talent Excellence 11:21 Chapter by Chapter Overview 20:21 Global Perspectives on Talent Acquisition 22:29 Assessing English Proficiency 23:00 The Future of Talent Acquisition 23:26 Holistic Talent Management 24:03 Pre-Hire Assessments 24:24 Equal Opportunity for Candidates 24:59 Becoming Talent Partners 25:21 Debating Hiring Criteria 26:25 Building Relationships with Hiring Managers 27:32 Skills Needed for AI in Talent Acquisition 28:34 Analytical Skills and Data Analysis 29:34 Ethical Dilemmas in Tech Usage 30:31 Automation vs. Augmentation 37:31 Automating Recruitment Tasks 39:04 The Role of Talent Advisors 41:01 Best Advice for Recruiters Learn more about your ad choices. Visit megaphone.fm/adchoices

Donald Knight is an industry veteran, currently the Chief People Officer at Greenhouse Software joins us to dissect his rise to leading people at one of the most forward thinking HR and Work Tech companies on the planet. We interrogate Donald (in a nice way) to learn about his upbringing, education, and his career. From law school and LSATs to falling in love with understanding why organizations thrive - Donald converts his ridiculously high energy into the conversation that can help to answer some of the question that you may have on career growth and intentionally studying successful leaders. Takeaways: Learn with intentions Transitioning to HR can happen unexpectedly, and it is important to be open to new opportunities. Empathy is a crucial skill in HR, as it allows for understanding and support in difficult situations. Difficult conversations and layoffs require empathy and a focus on the overall well-being of employees. Successful CHRO careers often involve intentional career growth, continuous learning, and studying the experiences of other leaders. Seek wisdom from other practitioners and learn from their experiences. Understand and listen to others before sharing your own perspective. Continuously learn and add diverse experiences to enhance your skills. Strive for excellence in HR without being paralyzed by the pursuit of perfection. Find inspiration from youth and media to stay motivated and informed. Connect with us everywhere: Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Summary In this podcast, Tricia Shields, the Chief Human Resources Officer at Naviant, opens up about her 15-year journey in HR, diving into the unique culture of Wisconsin and her observations on movement's impact on workouts. Tricia also shares her sources of inspiration and networking experiences, highlighting the beauty of the UP alongside HR challenges. She emphasizes the significance of compensation, total rewards, and the influence of parenting on financial literacy. Tricia delves into the AI hype in HR, revealing valuable insights into her career journey and essential HR technology. The conversation wraps up with pivotal moments in Tricia's HR career. Takeaways Tricia started her career in office management roles and gradually transitioned into HR. The growth and continuous opportunities at Naviant have kept Tricia engaged and motivated to stay with the company for 15 years. Tricia advises her younger self to be more confident and embrace her unique insights and ideas. The Wisconsin accent is distinct and can vary across different regions. Observing others' movements during workouts can lead to a more intense workout. LinkedIn and peer groups are valuable sources of inspiration and networking for HR professionals. The UP offers beautiful natural resources and seasons. Compensation can include more than just salary, such as benefits and privileges. Financial literacy can be influenced by parenting. AI in HR is adequately hyped. Aligning with the right organization and leadership is crucial for career growth. Connect with WRKdefined on your favorite social network The Site | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Chapters 00:00 Introduction and Small Talk 03:05 Exploring Milwaukee and Wisconsin 06:55 Tricia's Journey in HR 09:06 Staying with a Company for 15 Years 12:52 Advice for Younger Self 14:10 Wisconsin Accent 15:33 The Impact of Movement on Workouts 16:00 Observing Others' Movements 16:12 Finding Inspiration and Networking 17:25 Sources of Inspiration 18:29 Engaging on LinkedIn 19:09 Lurking vs. Contributing on LinkedIn 20:12 What Keeps You Up at Night? 20:37 The Challenges of HR 22:35 Connecting with Remote Employees 23:48 The Hardest Part of HR 25:28 Compensation and Total Rewards 27:23 The Value of Cash in Compensation 29:31 The Influence of Parenting on Financial Literacy 31:31 The Hype of AI in HR 32:57 Career Journey and Moving Forward 34:44 The Most Valuable HR Technology 36:10 Pivotal Moments in the Journey 37:05 Feeling Confident in Having a Voice 38:00 Favorite Books and Reading Habits 39:15 The Importance of Crucial Conversations 40:01 The Challenges of HR Conversations 41:37 The Influence of Online Influencers 43:39 The Value of Conferences and Webinars 45:36 Enhancing the Conference Experience 46:18 The Power of Panels in HR Conferences 49:21 Creating Uncomfortable Conversations on Panels 50:12 Failed Ideas and Learning from Them 52:34 Closing Remarks Learn more about your ad choices. Visit megaphone.fm/adchoices

Summary In this conversation, Tami Rosen, Chief People Officer at Pagaya, shares insights from her career journey and the different industries she has worked in. She emphasizes the importance of understanding the business you support and building strong relationships with people at all levels. Tami also discusses the need for continuous learning and being open to failure as a means of growth. She ranks people, process, and product, highlighting the significance of having the right people in place. Tami shares her sources of inspiration and offers advice for new graduates and people managers. In this conversation, Tami Rosen discusses her sources of inspiration and how she consumes information from various places. She emphasizes the importance of reading articles, listening to others, and watching what people write about their experiences. Tami also expresses her preference for practitioners' stories and appreciates their authenticity and vulnerability. Additionally, she mentions the influence of social media, particularly LinkedIn and Twitter, in finding different voices and perspectives. Takeaways Understand the business you support and be able to talk fluently about it. Build strong relationships with people at all levels of the organization. Be a constant learner and embrace failure as an opportunity for growth. Rank people, process, and product, with people being the most important factor. Seek inspiration from various sources and consume information from different places. Pay attention to practitioners' stories as they provide authentic and vulnerable insights. Utilize social media platforms like LinkedIn and Twitter to find different voices and perspectives. Connect with WRKdefined on your favorite social network The Site | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Chapters 00:00 Introduction and Background 01:10 Differences in People Management Across Industries 04:19 Career Journey and Unexpected Paths 07:47 Finding Your Thrive 10:26 Choosing a College and Favorite Course 12:52 Transitioning from Pre-Law to HR 14:20 Navigating Career Choices and Experimenting 17:11 Guidance for New Graduates 19:27 Sources of Inspiration 22:59 Ranking People, Process, and Product 26:57 Successful and Failed Program Rollouts 30:35 Span of Control and Building Relationships 34:37 Identifying People Who Thrive 37:25 Nuggets of Advice for People Managers 39:42 Voices That Resonate 39:59 Sources of Inspiration 41:06 Preference for Practitioners' Stories 41:49 Influence of Social Media Learn more about your ad choices. Visit megaphone.fm/adchoices

Summary In this conversation, Steve O'Brien, Senior Vice President of People Solutions at Syneos Health, discusses the difference between talent acquisition and HR, the target operating model transformation, and programs that went well and didn't go well. He also shares advice for someone starting in the talent game and discusses the characteristics of successful interactions with colleagues and leaders. Additionally, he talks about his reading habits and the importance of methodical thinking. In this conversation, Steve O'Brien discusses his reading habits, the skills revolution in HR, and the difference between skills and competencies. Takeaways Talent acquisition is a tactical function focused on delivering concrete results, while HR encompasses both tactical and strategic elements. A target operating model transformation can introduce flexibility and agility into HR, allowing for rapid response to customer needs. Successful programs often involve informal agreements and a shared vision of what could be true, even if it can't be proven. Starting in staffing and gaining experience on the supplier side can provide valuable skills and a deep understanding of recruiting fundamentals. Interactions with colleagues and leaders should involve cooperation, vision casting, and a focus on what can be achieved rather than fault finding. Methodical thinking and a philosophical background can contribute to effective argumentation and democratic accessibility of ideas. Diversify your reading habits by including both fiction and nonfiction books. The skills revolution in HR is about moving away from job titles and career paths and focusing on the unique collection of skills that individuals possess. Skills should inform decision-making in hiring, promotion, and firing. Skills should be integrated throughout the entire organization to have a real impact. Skills should not be seen as a reductive view of talent, but rather as a way to enhance decision-making and understanding of individuals. Three key takeaways from Steve's career: commit to personal excellence, actively seek tough feedback, and invest in continuous learning. Connect with WRKdefined on your favorite social network The Site | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Chapters 00:00 Introduction and Background 02:50 Difference Between Talent Acquisition and HR 06:15 Target Operating Model Transformation 09:52 Programs that Went Well and Didn't Go Well 19:45 Advice for Someone Starting in the Talent Game 25:02 Starting in Staffing and Moving to Corporate Recruiting 29:26 Characteristics of Successful Interactions 33:53 Thriving with Leaders Above 35:13 Philosophy and Methodical Thinking 35:47 Reading Habits 35:54 Reading Habits 37:09 Skills Revolution 39:08 Skills vs Competencies 40:08 Key Takeaways Learn more about your ad choices. Visit megaphone.fm/adchoices