HR Voices Transistor (https://transistor.fm) https://feeds.transistor.fm/hr-voices HR Voices is a scenario-based podcast for People Leaders who’ve actually had to make the call. Each episode brings experienced HR and People leaders into realistic, anonymized workplace scenarios—the kind you recognize immediately. Performance issues. Messy conflicts. Investigations that don’t fit neatly into a policy box. Instead of talking about their own companies, guests react to outside cases and walk through how they’d think it through in real time. There are no right answers here. What you’ll hear is judgment: how seasoned leaders balance risk, fairness, legal reality, and humanity when the stakes are high and the path isn’t obvious. HR Voices is for HR, People Ops, legal, and leaders who want to hear how other smart humans actually handle employee relations—without confidentiality breaches, hypotheticals that feel fake, or a lecture on “best practices.” Rebecca Taylor ffa9f285-e9a6-5354-8af2-26813ec11b5f yes en Mon, 06 Apr 2026 16:19:31 +0000 Mon, 06 Apr 2026 16:20:26 +0000 https://podcasters.spotify.com/pod/show/tanner-green24 https://img.transistorcdn.com/RYEaoYIErGswdiApV74W575nbbcl_r3aL4o80BRr3fA/rs:fill:0:0:1/w:1400/h:1400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS8wNmVk/YTIzMTQ5Y2RkMjQx/ZWUwNTFhMTE1Y2Nl/NGI5Yi5qcGc.jpg HR Voices https://podcasters.spotify.com/pod/show/tanner-green24 episodic Rebecca Taylor HR Voices is a scenario-based podcast for People Leaders who’ve actually had to make the call. Each episode brings experienced HR and People leaders into realistic, anonymized workplace scenarios—the kind you recognize immediately. Performance issues. Messy conflicts. Investigations that don’t fit neatly into a policy box. Instead of talking about their own companies, guests react to outside cases and walk through how they’d think it through in real time. There are no right answers here. What you’ll hear is judgment: how seasoned leaders balance risk, fairness, legal reality, and humanity when the stakes are high and the path isn’t obvious. HR Voices is for HR, People Ops, legal, and leaders who want to hear how other smart humans actually handle employee relations—without confidentiality breaches, hypotheticals that feel fake, or a lecture on “best practices.” HR Voices is a scenario-based podcast for People Leaders who’ve actually had to make the call. HR,employee relations,workplace investigations,performance management,people leadership,HR strategy,conflict resolution,employee relations cases,people ops,CHRO,VP people,HR decision making,workplace conflict,employment law,HR leadership,employee issues,people leaders,HR scenarios,termination decisions,workplace policy Rebecca Taylor tanner@growthwizards.io No No Handling Viral Misconduct: Due Process, Deepfakes, and Franchisee Realities 61 61 Handling Viral Misconduct: Due Process, Deepfakes, and Franchisee Realities full b663cf90-4dcd-476c-9e6b-f3d0af68f2d8 https://share.transistor.fm/s/172e482a About this episode 🎙️

Handling Viral Misconduct: Due Process, Deepfakes, and Franchisee Realities
Summary
When a customer films a frontline worker spewing racist slurs and the clip explodes online, how do you protect your brand without abandoning due process? 
Amrita Bhaumik, VP of HR at Team Car Care—the largest Jiffy Lube franchisee—shares a clear, defensible playbook for high-stakes, high-speed incidents. Leading a large employee relations function across a distributed retail network, Amrita explains how to investigate quickly and fairly when social pressure is peaking and deepfakes muddy the truth. 
She breaks down who to interview first (and who to avoid to prevent “telephone game” distortions), why suspension beats same-day termination, and how to authenticate video using in-store footage and anti-deepfake checks. 
You’ll also hear how to handle customer outreach, when to make a public statement, and the most common ER mistakes that sink cases later. 
Finally, Amrita clarifies ownership in a franchise model and the training, policy, and hiring practices that prevent incidents in the first place—from social media governance to de-escalation and selecting for customer orientation.


Timestamps
[00:01] – Show intro and today’s headline-inspired scenario
[01:58] – Brand risk vs. due process: reacting fast without cutting corners
[06:09] – Investigation plan: who to interview, what to avoid, and rigorous documentation
[07:46] – Verifying evidence in the deepfake era; leveraging in-store footage
[09:11] – Interim steps: suspend vs. terminate; outreach to affected customers
[11:49] – Common ER pitfalls: bias, skipped steps, weak records
[13:39] – Decision-making frame: values, legal, operations, and precedents—at speed
[23:51] – Franchisee vs. corporate: who owns the call and how to equip local leaders


Takeaways
- Establish and follow an investigation SOP—document every step and source of evidence.
- Use suspension pending investigation; avoid same-day terminations driven by public pressure.
- Authenticate digital evidence with store footage and deepfake checks before acting.
- Proactively communicate with affected customers while deferring public statements until facts are verified.
- Train frontline managers on de-escalation and social media policy; reinforce with real scenarios.
- Clarify franchise vs. corporate decision rights and equip franchisees with templates, legal guidance, and comms playbooks.

Sponsor
AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.
See a demo at ⁠⁠⁠⁠⁠https://www.allvoices.co/⁠


🎙️ Follow our guest: 
On Linkedin: https://www.linkedin.com/in/amrita-bhaumik-hr/
Their website: https://www.jiffylube.com/

Follow AllVoices
→ https://www.linkedin.com/company/allvoicesco/
→ https://www.instagram.com/allvoices/
→ Or visit: https://www.allvoices.co

🎤 Follow Rebecca Taylor
→ https://www.linkedin.com/in/rebeccataylor2/

]]> About this episode 🎙️

Handling Viral Misconduct: Due Process, Deepfakes, and Franchisee Realities
Summary
When a customer films a frontline worker spewing racist slurs and the clip explodes online, how do you protect your brand without abandoning due process? 
Amrita Bhaumik, VP of HR at Team Car Care—the largest Jiffy Lube franchisee—shares a clear, defensible playbook for high-stakes, high-speed incidents. Leading a large employee relations function across a distributed retail network, Amrita explains how to investigate quickly and fairly when social pressure is peaking and deepfakes muddy the truth. 
She breaks down who to interview first (and who to avoid to prevent “telephone game” distortions), why suspension beats same-day termination, and how to authenticate video using in-store footage and anti-deepfake checks. 
You’ll also hear how to handle customer outreach, when to make a public statement, and the most common ER mistakes that sink cases later. 
Finally, Amrita clarifies ownership in a franchise model and the training, policy, and hiring practices that prevent incidents in the first place—from social media governance to de-escalation and selecting for customer orientation.


Timestamps
[00:01] – Show intro and today’s headline-inspired scenario
[01:58] – Brand risk vs. due process: reacting fast without cutting corners
[06:09] – Investigation plan: who to interview, what to avoid, and rigorous documentation
[07:46] – Verifying evidence in the deepfake era; leveraging in-store footage
[09:11] – Interim steps: suspend vs. terminate; outreach to affected customers
[11:49] – Common ER pitfalls: bias, skipped steps, weak records
[13:39] – Decision-making frame: values, legal, operations, and precedents—at speed
[23:51] – Franchisee vs. corporate: who owns the call and how to equip local leaders


Takeaways
- Establish and follow an investigation SOP—document every step and source of evidence.
- Use suspension pending investigation; avoid same-day terminations driven by public pressure.
- Authenticate digital evidence with store footage and deepfake checks before acting.
- Proactively communicate with affected customers while deferring public statements until facts are verified.
- Train frontline managers on de-escalation and social media policy; reinforce with real scenarios.
- Clarify franchise vs. corporate decision rights and equip franchisees with templates, legal guidance, and comms playbooks.

Sponsor
AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.
See a demo at ⁠⁠⁠⁠⁠https://www.allvoices.co/⁠


🎙️ Follow our guest: 
On Linkedin: https://www.linkedin.com/in/amrita-bhaumik-hr/
Their website: https://www.jiffylube.com/

Follow AllVoices
→ https://www.linkedin.com/company/allvoicesco/
→ https://www.instagram.com/allvoices/
→ Or visit: https://www.allvoices.co

🎤 Follow Rebecca Taylor
→ https://www.linkedin.com/in/rebeccataylor2/

]]> Thu, 02 Apr 2026 00:00:00 +0000 HR Voices HR Voices 1612 About this episode 🎙️

Handling Viral Misconduct: Due Process, Deepfakes, and Franchisee Realities
Summary
When a customer films a frontline worker spewing racist slurs and the clip explodes online, how do you protect your brand without abandoning due process? 
Amrita Bhaumik, VP of HR at Team Car Care—the largest Jiffy Lube franchisee—shares a clear, defensible playbook for high-stakes, high-speed incidents. Leading a large employee relations function across a distributed retail network, Amrita explains how to investigate quickly and fairly when social pressure is peaking and deepfakes muddy the truth. 
She breaks down who to interview first (and who to avoid to prevent “telephone game” distortions), why suspension beats same-day termination, and how to authenticate video using in-store footage and anti-deepfake checks. 
You’ll also hear how to handle customer outreach, when to make a public statement, and the most common ER mistakes that sink cases later. 
Finally, Amrita clarifies ownership in a franchise model and the training, policy, and hiring practices that prevent incidents in the first place—from social media governance to de-escalation and selecting for customer orientation.


Timestamps
[00:01] – Show intro and today’s headline-inspired scenario
[01:58] – Brand risk vs. due process: reacting fast without cutting corners
[06:09] – Investigation plan: who to interview, what to avoid, and rigorous documentation
[07:46] – Verifying evidence in the deepfake era; leveraging in-store footage
[09:11] – Interim steps: suspend vs. terminate; outreach to affected customers
[11:49] – Common ER pitfalls: bias, skipped steps, weak records
[13:39] – Decision-making frame: values, legal, operations, and precedents—at speed
[23:51] – Franchisee vs. corporate: who owns the call and how to equip local leaders


Takeaways
- Establish and follow an investigation SOP—document every step and source of evidence.
- Use suspension pending investigation; avoid same-day terminations driven by public pressure.
- Authenticate digital evidence with store footage and deepfake checks before acting.
- Proactively communicate with affected customers while deferring public statements until facts are verified.
- Train frontline managers on de-escalation and social media policy; reinforce with real scenarios.
- Clarify franchise vs. corporate decision rights and equip franchisees with templates, legal guidance, and comms playbooks.

Sponsor
AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.
See a demo at ⁠⁠⁠⁠⁠https://www.allvoices.co/⁠


🎙️ Follow our guest: 
On Linkedin: https://www.linkedin.com/in/amrita-bhaumik-hr/
Their website: https://www.jiffylube.com/

Follow AllVoices
→ https://www.linkedin.com/company/allvoicesco/
→ https://www.instagram.com/allvoices/
→ Or visit: https://www.allvoices.co

🎤 Follow Rebecca Taylor
→ https://www.linkedin.com/in/rebeccataylor2/

]]> HR,employee relations,workplace investigations,performance management,people leadership,HR strategy,conflict resolution,employee relations cases,people ops,CHRO,VP people,HR decision making,workplace conflict,employment law,HR leadership,employee issues,people leaders,HR scenarios,termination decisions,workplace policy No AI Hiring Under Fire: CHRO Kristen Duckett on Mobley v. Workday, Governance, and Accountability 60 60 AI Hiring Under Fire: CHRO Kristen Duckett on Mobley v. Workday, Governance, and Accountability full c15bc2ab-aa3f-4eed-93b3-0e126de33ab7 https://share.transistor.fm/s/098fa442 Summary

What happens when an AI hiring tool is accused of discrimination—and your brand, hiring engine, and employee trust are all on the line?

In this episode, Rebecca Taylor sits down with Kristen Duckett, Chief Human Resources Officer at WorldStrides, to dissect the Mobley v. Workday case and what it means for HR leaders using AI in talent selection.

With a background in executive recruiting and hands-on experience leading an AI steering committee, Kristen details how to build real governance—not just policies on paper. She explains automation bias and why explainability features matter, how to audit outcomes without stifling innovation, and who to involve (CHRO, Legal, CIO, Product) at each step.

You’ll hear how to message internally and externally when the pressure is high, why HR must investigate before defending, and practical ways to pause high-risk AI features while keeping hiring moving.


Timestamps

[00:45] – New format: Real-life employee relations scenarios and why specifics matter

[02:21] – The Mobley v. Workday case: AI bias claims and employer liability

[03:02] – Governance first: CHRO accountability, training, access controls, and audits

[07:40] – Automation bias explained and using explainability features to spot issues

[10:32] – Building an AI steering committee: CHRO, Legal, CIO, and Product

[12:19] – When to involve recruiting: avoiding defensiveness while getting facts

[22:33] – Communicating under scrutiny: facts first, transparent updates, no platitudes

[28:36] – Avoid knee-jerk reactions: pause resume screening, keep low-risk AI (e.g., scheduling)


Takeaways

- Establish cross-functional AI governance—form a CHRO-led steering committee with Legal, CIO, and Product.

- Train recruiters to counter automation bias; use explainability features and require human judgment on final decisions.

- Audit outcomes regularly for disparate impact; don’t “set and forget” vendor tools—validate, test, and re-test.

- Communicate early and clearly: investigate before defending; share what you know, what you don’t, and what’s next.

- Pause high-risk features (like screening) while maintaining low-risk automations (like scheduling) to keep hiring moving.

- Own the outcome—CHROs are accountable for tool selection, safeguards, and continuous improvement, regardless of intent.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Summary

What happens when an AI hiring tool is accused of discrimination—and your brand, hiring engine, and employee trust are all on the line?

In this episode, Rebecca Taylor sits down with Kristen Duckett, Chief Human Resources Officer at WorldStrides, to dissect the Mobley v. Workday case and what it means for HR leaders using AI in talent selection.

With a background in executive recruiting and hands-on experience leading an AI steering committee, Kristen details how to build real governance—not just policies on paper. She explains automation bias and why explainability features matter, how to audit outcomes without stifling innovation, and who to involve (CHRO, Legal, CIO, Product) at each step.

You’ll hear how to message internally and externally when the pressure is high, why HR must investigate before defending, and practical ways to pause high-risk AI features while keeping hiring moving.


Timestamps

[00:45] – New format: Real-life employee relations scenarios and why specifics matter

[02:21] – The Mobley v. Workday case: AI bias claims and employer liability

[03:02] – Governance first: CHRO accountability, training, access controls, and audits

[07:40] – Automation bias explained and using explainability features to spot issues

[10:32] – Building an AI steering committee: CHRO, Legal, CIO, and Product

[12:19] – When to involve recruiting: avoiding defensiveness while getting facts

[22:33] – Communicating under scrutiny: facts first, transparent updates, no platitudes

[28:36] – Avoid knee-jerk reactions: pause resume screening, keep low-risk AI (e.g., scheduling)


Takeaways

- Establish cross-functional AI governance—form a CHRO-led steering committee with Legal, CIO, and Product.

- Train recruiters to counter automation bias; use explainability features and require human judgment on final decisions.

- Audit outcomes regularly for disparate impact; don’t “set and forget” vendor tools—validate, test, and re-test.

- Communicate early and clearly: investigate before defending; share what you know, what you don’t, and what’s next.

- Pause high-risk features (like screening) while maintaining low-risk automations (like scheduling) to keep hiring moving.

- Own the outcome—CHROs are accountable for tool selection, safeguards, and continuous improvement, regardless of intent.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 17 Mar 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1905 SummaryWhat happens when an AI hiring tool is accused of discrimination—and your brand, hiring engine, and employee trust are all on the line? In this episode, Rebecca Taylor sits down with Kristen Duckett, Chief Human Resources Officer at WorldStrides, to dissect the Mobley v. Workday case and what it means for HR leaders using AI in talent selection. With a background in executive recruiting and hands-on experience leading an AI steering committee, Kristen details how to build real governance—not just policies on paper. She explains automation bias and why explainability features matter, how to audit outcomes without stifling innovation, and who to involve (CHRO, Legal, CIO, Product) at each step. You’ll hear how to message internally and externally when the pressure is high, why HR must investigate before defending, and practical ways to pause high-risk AI features while keeping hiring moving.Timestamps[00:45] – New format: Real-life employee relations scenarios and why specifics matter[02:21] – The Mobley v. Workday case: AI bias claims and employer liability[03:02] – Governance first: CHRO accountability, training, access controls, and audits[07:40] – Automation bias explained and using explainability features to spot issues[10:32] – Building an AI steering committee: CHRO, Legal, CIO, and Product[12:19] – When to involve recruiting: avoiding defensiveness while getting facts[22:33] – Communicating under scrutiny: facts first, transparent updates, no platitudes[28:36] – Avoid knee-jerk reactions: pause resume screening, keep low-risk AI (e.g., scheduling)Takeaways- Establish cross-functional AI governance—form a CHRO-led steering committee with Legal, CIO, and Product.- Train recruiters to counter automation bias; use explainability features and require human judgment on final decisions.- Audit outcomes regularly for disparate impact; don’t “set and forget” vendor tools—validate, test, and re-test.- Communicate early and clearly: investigate before defending; share what you know, what you don’t, and what’s next.- Pause high-risk features (like screening) while maintaining low-risk automations (like scheduling) to keep hiring moving.- Own the outcome—CHROs are accountable for tool selection, safeguards, and continuous improvement, regardless of intent.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ SummaryWhat happens when an AI hiring tool is accused of discrimination—and your brand, hiring engine, and employee trust are all on the line? In this episode, Rebecca Taylor sits down with Kristen Duckett, Chief Human Resources Officer at WorldStrides, t HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, accountability, AI-governance, CHRO, AI-hiring-bias, Mobley-v-Workday No The Streisand Risk: Social Media, Non-Disparagement, and HR’s Next Move 59 59 The Streisand Risk: Social Media, Non-Disparagement, and HR’s Next Move full d3946a9f-b2f5-46f7-8eef-4956abeea100 https://share.transistor.fm/s/c4f01e55 Summary

What should HR do when a former employee posts about culture after signing a settlement with a non-disparagement clause—sue, ignore, or investigate?

Jens H Jensen, Vice President of People & Culture at Echo Americas, brings a global HR lens to a real-world “social media retaliation” scenario (Sue v. Bevins). He breaks down why “being right” legally can still be wrong for brand and business, how jurisdiction and remote work complicate action, and why leaders must model disciplined scenario planning over impulse.

Jens outlines a pragmatic way to weigh reach vs. the Streisand effect, legal odds vs. opportunity cost, and individual allegations vs. systemic culture signals. He also details decision ownership (CEO–CFO–CHRO), when posts cross the line (e.g., naming individuals), and the limits of documentation in an era of AI transcripts and ubiquitous recordings.

Expect a decision framework you can use tomorrow: assess risks, assign value, define thresholds, and ask better questions before you act.


Timestamps

[00:45] – The case setup: settlement, social post, and alleged retaliation

[01:44] – First principles: global lens, legal realities, and the Streisand effect

[04:19] – When to act: reach, amplification risk, and defining “disparagement”

[05:29] – Jurisdiction matters: remote employees, free speech, and visa-era scrutiny

[07:52] – Scenario planning: winning, losing—and why outcomes aren’t binary

[11:11] – Separate issues: the post vs. the underlying culture/discrimination claims

[12:49] – Thresholds for response: named individuals, brand protection, and “pig wrestling”

[19:53] – Weighing pressures: legal fees, opportunity cost, employer brand

[22:44] – Decision ownership: CEO–CFO–CHRO alignment and owner/customer optics

[26:51] – Documentation realities: AI recordings, note hygiene, and risk tradeoffs

[30:18] – Leader advice: ask better questions; synthesize org views before choosing


Takeaways

- Quantify scenarios before acting—model win/lose outcomes, amplification risk, and opportunity cost of pulling teams into litigation.

- Check jurisdiction early—remote/former employee location can change what’s enforceable and advisable.

- Separate the social post from the underlying claims—triage credibility, patterns, and whether an internal investigation is warranted.

- Define thresholds for response—act when posts name individuals or materially harm brand; avoid fueling the Streisand effect otherwise.

- Align decision ownership—use the CEO–CFO–CHRO (and owners where relevant) to balance legal risk, optics, cost, and strategy.

- Tighten documentation hygiene—capture key performance and exit data, while recognizing AI/recording realities can both help and heighten risk.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Summary

What should HR do when a former employee posts about culture after signing a settlement with a non-disparagement clause—sue, ignore, or investigate?

Jens H Jensen, Vice President of People & Culture at Echo Americas, brings a global HR lens to a real-world “social media retaliation” scenario (Sue v. Bevins). He breaks down why “being right” legally can still be wrong for brand and business, how jurisdiction and remote work complicate action, and why leaders must model disciplined scenario planning over impulse.

Jens outlines a pragmatic way to weigh reach vs. the Streisand effect, legal odds vs. opportunity cost, and individual allegations vs. systemic culture signals. He also details decision ownership (CEO–CFO–CHRO), when posts cross the line (e.g., naming individuals), and the limits of documentation in an era of AI transcripts and ubiquitous recordings.

Expect a decision framework you can use tomorrow: assess risks, assign value, define thresholds, and ask better questions before you act.


Timestamps

[00:45] – The case setup: settlement, social post, and alleged retaliation

[01:44] – First principles: global lens, legal realities, and the Streisand effect

[04:19] – When to act: reach, amplification risk, and defining “disparagement”

[05:29] – Jurisdiction matters: remote employees, free speech, and visa-era scrutiny

[07:52] – Scenario planning: winning, losing—and why outcomes aren’t binary

[11:11] – Separate issues: the post vs. the underlying culture/discrimination claims

[12:49] – Thresholds for response: named individuals, brand protection, and “pig wrestling”

[19:53] – Weighing pressures: legal fees, opportunity cost, employer brand

[22:44] – Decision ownership: CEO–CFO–CHRO alignment and owner/customer optics

[26:51] – Documentation realities: AI recordings, note hygiene, and risk tradeoffs

[30:18] – Leader advice: ask better questions; synthesize org views before choosing


Takeaways

- Quantify scenarios before acting—model win/lose outcomes, amplification risk, and opportunity cost of pulling teams into litigation.

- Check jurisdiction early—remote/former employee location can change what’s enforceable and advisable.

- Separate the social post from the underlying claims—triage credibility, patterns, and whether an internal investigation is warranted.

- Define thresholds for response—act when posts name individuals or materially harm brand; avoid fueling the Streisand effect otherwise.

- Align decision ownership—use the CEO–CFO–CHRO (and owners where relevant) to balance legal risk, optics, cost, and strategy.

- Tighten documentation hygiene—capture key performance and exit data, while recognizing AI/recording realities can both help and heighten risk.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 17 Mar 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1898 SummaryWhat should HR do when a former employee posts about culture after signing a settlement with a non-disparagement clause—sue, ignore, or investigate? Jens H Jensen, Vice President of People & Culture at Echo Americas, brings a global HR lens to a real-world “social media retaliation” scenario (Sue v. Bevins). He breaks down why “being right” legally can still be wrong for brand and business, how jurisdiction and remote work complicate action, and why leaders must model disciplined scenario planning over impulse. Jens outlines a pragmatic way to weigh reach vs. the Streisand effect, legal odds vs. opportunity cost, and individual allegations vs. systemic culture signals. He also details decision ownership (CEO–CFO–CHRO), when posts cross the line (e.g., naming individuals), and the limits of documentation in an era of AI transcripts and ubiquitous recordings. Expect a decision framework you can use tomorrow: assess risks, assign value, define thresholds, and ask better questions before you act.Timestamps[00:45] – The case setup: settlement, social post, and alleged retaliation[01:44] – First principles: global lens, legal realities, and the Streisand effect[04:19] – When to act: reach, amplification risk, and defining “disparagement”[05:29] – Jurisdiction matters: remote employees, free speech, and visa-era scrutiny[07:52] – Scenario planning: winning, losing—and why outcomes aren’t binary[11:11] – Separate issues: the post vs. the underlying culture/discrimination claims[12:49] – Thresholds for response: named individuals, brand protection, and “pig wrestling”[19:53] – Weighing pressures: legal fees, opportunity cost, employer brand[22:44] – Decision ownership: CEO–CFO–CHRO alignment and owner/customer optics[26:51] – Documentation realities: AI recordings, note hygiene, and risk tradeoffs[30:18] – Leader advice: ask better questions; synthesize org views before choosingTakeaways- Quantify scenarios before acting—model win/lose outcomes, amplification risk, and opportunity cost of pulling teams into litigation.- Check jurisdiction early—remote/former employee location can change what’s enforceable and advisable.- Separate the social post from the underlying claims—triage credibility, patterns, and whether an internal investigation is warranted.- Define thresholds for response—act when posts name individuals or materially harm brand; avoid fueling the Streisand effect otherwise.- Align decision ownership—use the CEO–CFO–CHRO (and owners where relevant) to balance legal risk, optics, cost, and strategy.- Tighten documentation hygiene—capture key performance and exit data, while recognizing AI/recording realities can both help and heighten risk.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ SummaryWhat should HR do when a former employee posts about culture after signing a settlement with a non-disparagement clause—sue, ignore, or investigate? Jens H Jensen, Vice President of People & Culture at Echo Americas, brings a global HR lens to HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, non-disparagement, employee-advocacy, social-media-policy No From Data Overload to Discernment: US Bank’s SVP of HR on Outcome-Driven Work in the AI Era 58 58 From Data Overload to Discernment: US Bank’s SVP of HR on Outcome-Driven Work in the AI Era full eed6946e-5332-4e13-8b87-8d6c26345c2a https://share.transistor.fm/s/af654a35 Summary

AI is accelerating everything—but speed without clarity creates noise.

Clark Jessop, Senior Vice President of HR at US Bank and HR lead for the company’s digital, data & AI, and product teams, shares how he helps leaders manage acceleration without losing focus. He explains why discernment is the defining human skill in the AI age, how to simplify decision flows and clarify decision rights, and where human judgment must be protected.

Clark breaks down shifting HR from calendar-driven to outcome-driven, co-creating solutions with business partners, and reducing friction so teams can move faster.

Expect practical frames—the “control tower” approach to signals and noise, building listening strategies that scale—and closing advice on designing work for the AI era, staying optimistic, and developing real AI fluency.


Timestamps

[00:00] – Welcome and Clark’s path: broadcast roots, tech roles, and move to HR leadership

[00:52] – Role at US Bank: supporting digital, data & AI, and product; innovation balanced with risk

[02:39] – Managing acceleration: data overload, the control-tower metaphor, and decision rights

[05:51] – Human skills that matter: discernment over features; outcomes as the North Star

[08:13] – 2026 priorities: outcome-driven HR, reducing friction, aligning talent to value; when “on time” still hurts the business

[13:08] – Co-creation with the business: build together for better solutions and faster adoption

[20:06] – Closing advice: design work for the AI era, stay optimistic, and build true AI fluency


Takeaways

- Clarify decision rights and design workflows that protect the moments requiring human judgment.

- Shift from calendar- and process-driven HR to outcome-driven work that reduces friction and noise.

- Co-create programs with business leaders to reflect real constraints and speed adoption.

- Use scalable listening and internal brand checks to align functions and surface blind spots.

- Practice radical candor—high care and high directness—to improve trust and execution.

- Build AI fluency (beyond search) to experiment, create, and shape how work is done in the AI era.

Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/


]]> Summary

AI is accelerating everything—but speed without clarity creates noise.

Clark Jessop, Senior Vice President of HR at US Bank and HR lead for the company’s digital, data & AI, and product teams, shares how he helps leaders manage acceleration without losing focus. He explains why discernment is the defining human skill in the AI age, how to simplify decision flows and clarify decision rights, and where human judgment must be protected.

Clark breaks down shifting HR from calendar-driven to outcome-driven, co-creating solutions with business partners, and reducing friction so teams can move faster.

Expect practical frames—the “control tower” approach to signals and noise, building listening strategies that scale—and closing advice on designing work for the AI era, staying optimistic, and developing real AI fluency.


Timestamps

[00:00] – Welcome and Clark’s path: broadcast roots, tech roles, and move to HR leadership

[00:52] – Role at US Bank: supporting digital, data & AI, and product; innovation balanced with risk

[02:39] – Managing acceleration: data overload, the control-tower metaphor, and decision rights

[05:51] – Human skills that matter: discernment over features; outcomes as the North Star

[08:13] – 2026 priorities: outcome-driven HR, reducing friction, aligning talent to value; when “on time” still hurts the business

[13:08] – Co-creation with the business: build together for better solutions and faster adoption

[20:06] – Closing advice: design work for the AI era, stay optimistic, and build true AI fluency


Takeaways

- Clarify decision rights and design workflows that protect the moments requiring human judgment.

- Shift from calendar- and process-driven HR to outcome-driven work that reduces friction and noise.

- Co-create programs with business leaders to reflect real constraints and speed adoption.

- Use scalable listening and internal brand checks to align functions and surface blind spots.

- Practice radical candor—high care and high directness—to improve trust and execution.

- Build AI fluency (beyond search) to experiment, create, and shape how work is done in the AI era.

Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/


]]> Tue, 10 Mar 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1107 SummaryAI is accelerating everything—but speed without clarity creates noise. Clark Jessop, Senior Vice President of HR at US Bank and HR lead for the company’s digital, data & AI, and product teams, shares how he helps leaders manage acceleration without losing focus. He explains why discernment is the defining human skill in the AI age, how to simplify decision flows and clarify decision rights, and where human judgment must be protected. Clark breaks down shifting HR from calendar-driven to outcome-driven, co-creating solutions with business partners, and reducing friction so teams can move faster. Expect practical frames—the “control tower” approach to signals and noise, building listening strategies that scale—and closing advice on designing work for the AI era, staying optimistic, and developing real AI fluency.Timestamps[00:00] – Welcome and Clark’s path: broadcast roots, tech roles, and move to HR leadership[00:52] – Role at US Bank: supporting digital, data & AI, and product; innovation balanced with risk[02:39] – Managing acceleration: data overload, the control-tower metaphor, and decision rights[05:51] – Human skills that matter: discernment over features; outcomes as the North Star[08:13] – 2026 priorities: outcome-driven HR, reducing friction, aligning talent to value; when “on time” still hurts the business[13:08] – Co-creation with the business: build together for better solutions and faster adoption[20:06] – Closing advice: design work for the AI era, stay optimistic, and build true AI fluencyTakeaways- Clarify decision rights and design workflows that protect the moments requiring human judgment.- Shift from calendar- and process-driven HR to outcome-driven work that reduces friction and noise.- Co-create programs with business leaders to reflect real constraints and speed adoption.- Use scalable listening and internal brand checks to align functions and surface blind spots.- Practice radical candor—high care and high directness—to improve trust and execution.- Build AI fluency (beyond search) to experiment, create, and shape how work is done in the AI era.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ SummaryAI is accelerating everything—but speed without clarity creates noise. Clark Jessop, Senior Vice President of HR at US Bank and HR lead for the company’s digital, data & AI, and product teams, shares how he helps leaders manage acceleration wit HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, AI-era, Vice-President, SVP, data-strategy, outcome-driven-work No Building a People-First Airline: Breeze Airways’ CPO on AI, Frontline Comms, and Hypergrowth 57 57 Building a People-First Airline: Breeze Airways’ CPO on AI, Frontline Comms, and Hypergrowth full d49cbc11-3729-44e5-9d92-7bf45e15f99f https://share.transistor.fm/s/e753975f Summary

How do you keep a fast-growing, always-in-motion workforce informed, aligned, and delivering standout service—while adding a new aircraft every month?

Jeff Weber, Chief People Officer at Breeze Airways, shares how the airline is scaling a people-first culture across a distributed, frontline operation.

Founded during COVID by David Neumann, Breeze targets underserved airports with a “seriously nice” guest experience—and it shows with NPS in the 70s. Jeff, who came from software, breaks down what it takes to staff a point-to-point model across many locations, onboard 1,000+ new hires a year, and give teams the tools they need in the flow of work.

He details weekly CEO-led calls by role to drive connection and clarity, an AI-enabled HR assistant (Harper by WISC) that handles tier-one/two questions in Teams and email, and short-form training that becomes instant job aids on phones and iPads.

You’ll also hear how Breeze builds scalable listening loops—active Q&A, pulse surveys, and focus groups—while decentralizing culture through local ambassador committees and community work, including Make-A-Wish flights. Jeff closes with a clear charge to HR: act as internal consultants who partner on business outcomes in a complex, margin-tight industry.


Timestamps

[00:22] – Breeze context: founding during COVID, growth, A220 fleet, and adding an aircraft monthly

[03:14] – Why Jeff joined from tech; building a software-like culture to elevate guest experience (NPS in the 70s)

[05:04] – Hypergrowth people challenges: point-to-point staffing, onboarding at scale, and training new leaders

[07:26] – Keeping a distributed frontline connected: weekly function calls with the CEO, values, and safety

[08:52] – Practical AI in HR: Harper (WISC) for instant answers, policy links, and faster path to productivity

[12:47] – Short-form, in-the-flow training: turning courses into mobile job aids for real-time use

[15:40] – Scalable listening: active Q&A, pulse surveys, focus groups, and a safe culture for healthy friction

[20:58] – Local ownership of culture: ambassador committees, community service, and Make-A-Wish partnerships

Takeaways

- Run weekly, CEO-hosted calls by role to keep distributed teams connected and aligned.

- Deploy an AI HR assistant to deflect tier-one questions, route to resources, and speed path to productivity.

- Convert training into bite-size job aids accessible on mobile at the exact moment of need.

- Build scalable listening loops—chat Q&A, pulse surveys, and focus groups—to surface and act on feedback.

- Distribute culture locally via ambassador committees and community partnerships so values are felt, not just stated.

- Recast HR as internal consultants who partner on business outcomes, not just policy and process.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Summary

How do you keep a fast-growing, always-in-motion workforce informed, aligned, and delivering standout service—while adding a new aircraft every month?

Jeff Weber, Chief People Officer at Breeze Airways, shares how the airline is scaling a people-first culture across a distributed, frontline operation.

Founded during COVID by David Neumann, Breeze targets underserved airports with a “seriously nice” guest experience—and it shows with NPS in the 70s. Jeff, who came from software, breaks down what it takes to staff a point-to-point model across many locations, onboard 1,000+ new hires a year, and give teams the tools they need in the flow of work.

He details weekly CEO-led calls by role to drive connection and clarity, an AI-enabled HR assistant (Harper by WISC) that handles tier-one/two questions in Teams and email, and short-form training that becomes instant job aids on phones and iPads.

You’ll also hear how Breeze builds scalable listening loops—active Q&A, pulse surveys, and focus groups—while decentralizing culture through local ambassador committees and community work, including Make-A-Wish flights. Jeff closes with a clear charge to HR: act as internal consultants who partner on business outcomes in a complex, margin-tight industry.


Timestamps

[00:22] – Breeze context: founding during COVID, growth, A220 fleet, and adding an aircraft monthly

[03:14] – Why Jeff joined from tech; building a software-like culture to elevate guest experience (NPS in the 70s)

[05:04] – Hypergrowth people challenges: point-to-point staffing, onboarding at scale, and training new leaders

[07:26] – Keeping a distributed frontline connected: weekly function calls with the CEO, values, and safety

[08:52] – Practical AI in HR: Harper (WISC) for instant answers, policy links, and faster path to productivity

[12:47] – Short-form, in-the-flow training: turning courses into mobile job aids for real-time use

[15:40] – Scalable listening: active Q&A, pulse surveys, focus groups, and a safe culture for healthy friction

[20:58] – Local ownership of culture: ambassador committees, community service, and Make-A-Wish partnerships

Takeaways

- Run weekly, CEO-hosted calls by role to keep distributed teams connected and aligned.

- Deploy an AI HR assistant to deflect tier-one questions, route to resources, and speed path to productivity.

- Convert training into bite-size job aids accessible on mobile at the exact moment of need.

- Build scalable listening loops—chat Q&A, pulse surveys, and focus groups—to surface and act on feedback.

- Distribute culture locally via ambassador committees and community partnerships so values are felt, not just stated.

- Recast HR as internal consultants who partner on business outcomes, not just policy and process.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 03 Mar 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1398 SummaryHow do you keep a fast-growing, always-in-motion workforce informed, aligned, and delivering standout service—while adding a new aircraft every month? Jeff Weber, Chief People Officer at Breeze Airways, shares how the airline is scaling a people-first culture across a distributed, frontline operation. Founded during COVID by David Neumann, Breeze targets underserved airports with a “seriously nice” guest experience—and it shows with NPS in the 70s. Jeff, who came from software, breaks down what it takes to staff a point-to-point model across many locations, onboard 1,000+ new hires a year, and give teams the tools they need in the flow of work. He details weekly CEO-led calls by role to drive connection and clarity, an AI-enabled HR assistant (Harper by WISC) that handles tier-one/two questions in Teams and email, and short-form training that becomes instant job aids on phones and iPads. You’ll also hear how Breeze builds scalable listening loops—active Q&A, pulse surveys, and focus groups—while decentralizing culture through local ambassador committees and community work, including Make-A-Wish flights. Jeff closes with a clear charge to HR: act as internal consultants who partner on business outcomes in a complex, margin-tight industry.Timestamps[00:22] – Breeze context: founding during COVID, growth, A220 fleet, and adding an aircraft monthly[03:14] – Why Jeff joined from tech; building a software-like culture to elevate guest experience (NPS in the 70s)[05:04] – Hypergrowth people challenges: point-to-point staffing, onboarding at scale, and training new leaders[07:26] – Keeping a distributed frontline connected: weekly function calls with the CEO, values, and safety[08:52] – Practical AI in HR: Harper (WISC) for instant answers, policy links, and faster path to productivity[12:47] – Short-form, in-the-flow training: turning courses into mobile job aids for real-time use[15:40] – Scalable listening: active Q&A, pulse surveys, focus groups, and a safe culture for healthy friction[20:58] – Local ownership of culture: ambassador committees, community service, and Make-A-Wish partnershipsTakeaways- Run weekly, CEO-hosted calls by role to keep distributed teams connected and aligned.- Deploy an AI HR assistant to deflect tier-one questions, route to resources, and speed path to productivity.- Convert training into bite-size job aids accessible on mobile at the exact moment of need.- Build scalable listening loops—chat Q&A, pulse surveys, and focus groups—to surface and act on feedback.- Distribute culture locally via ambassador committees and community partnerships so values are felt, not just stated.- Recast HR as internal consultants who partner on business outcomes, not just policy and process.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ SummaryHow do you keep a fast-growing, always-in-motion workforce informed, aligned, and delivering standout service—while adding a new aircraft every month? Jeff Weber, Chief People Officer at Breeze Airways, shares how the airline is scaling a people-fi HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, frontline-retention, Chief-People-Officer, airline-industry, boomerang-culture, side-hustles, hypergrowth, wellness, frontline-communications No Engagement for Success: FreshDirect’s CPO on Redefining Performance, Purpose, and Growth 56 56 Engagement for Success: FreshDirect’s CPO on Redefining Performance, Purpose, and Growth full c96ae817-c0c8-4c2c-8f88-bc189ab0a5c3 https://share.transistor.fm/s/ee103bc4 Summary

In a farm-to-door, 24/7 operation, how do you keep 2,500 people aligned, motivated, and truly high-performing?

Claire Ko, Chief People Officer at FreshDirect—the pioneer of online grocery delivery—shares how her lean people team supports a complex, tech-enabled business spanning production, logistics, merchandising, and corporate functions.

Claire offers a view inside FreshDirect’s direct relationships with farms and fisheries, food-waste reduction efforts, and a new fair-trade initiative sending $1 per bunch of organic bananas back to farmers—purpose that fuels pride and performance.

She breaks down “Engagement for Success,” a company-wide framework that centers monthly, employee-led conversations defining personal success and linking work to business impact, complete with ongoing documentation to strengthen reviews and growth plans.

Claire also tackles calibration pitfalls, perspective-shifting tools like her “magic-wand” team exercise, and why clarity, recognition, and manager accountability matter most. She closes on HR’s human advantage in an AI era: connection, motivation, and the courage to remove obstacles so people can do their best work.


Timestamps

[00:45] – Guest intro and FreshDirect’s direct-from-farm model

[01:56] – Sustainability in action: reducing food waste and fair-trade bananas

[02:52] – HR in a complex, tech-enabled operation: competing expectations across teams

[04:35] – Leadership basics: clarity, recognition, and time with the team

[06:42] – “Engagement for Success”: purpose, design, and expected outcomes

[10:43] – Monthly employee-led success conversations and yearlong documentation

[14:25] – Rethinking performance reviews: beyond KPIs and the calibration trap

[15:35] – The “magic-wand” exercise: revealing potential and redefining what’s possible

[19:14] – The human advantage in an AI era: engagement, motivation, and trust


Takeaways

- Implement monthly, employee-led success check-ins that define outcomes, surface obstacles, and tie work to business impact.

- Document progress and engagement continuously to inform fair, future-focused performance reviews.

- Equip managers to remove blockers and recognize wins; make clarity and follow-through nonnegotiable.

- Use perspective-shifting prompts (e.g., the “magic-wand” team exercise) to reveal potential and set bolder goals.

- Connect roles to company purpose—such as sustainability partnerships—to boost pride, retention, and high performance.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Summary

In a farm-to-door, 24/7 operation, how do you keep 2,500 people aligned, motivated, and truly high-performing?

Claire Ko, Chief People Officer at FreshDirect—the pioneer of online grocery delivery—shares how her lean people team supports a complex, tech-enabled business spanning production, logistics, merchandising, and corporate functions.

Claire offers a view inside FreshDirect’s direct relationships with farms and fisheries, food-waste reduction efforts, and a new fair-trade initiative sending $1 per bunch of organic bananas back to farmers—purpose that fuels pride and performance.

She breaks down “Engagement for Success,” a company-wide framework that centers monthly, employee-led conversations defining personal success and linking work to business impact, complete with ongoing documentation to strengthen reviews and growth plans.

Claire also tackles calibration pitfalls, perspective-shifting tools like her “magic-wand” team exercise, and why clarity, recognition, and manager accountability matter most. She closes on HR’s human advantage in an AI era: connection, motivation, and the courage to remove obstacles so people can do their best work.


Timestamps

[00:45] – Guest intro and FreshDirect’s direct-from-farm model

[01:56] – Sustainability in action: reducing food waste and fair-trade bananas

[02:52] – HR in a complex, tech-enabled operation: competing expectations across teams

[04:35] – Leadership basics: clarity, recognition, and time with the team

[06:42] – “Engagement for Success”: purpose, design, and expected outcomes

[10:43] – Monthly employee-led success conversations and yearlong documentation

[14:25] – Rethinking performance reviews: beyond KPIs and the calibration trap

[15:35] – The “magic-wand” exercise: revealing potential and redefining what’s possible

[19:14] – The human advantage in an AI era: engagement, motivation, and trust


Takeaways

- Implement monthly, employee-led success check-ins that define outcomes, surface obstacles, and tie work to business impact.

- Document progress and engagement continuously to inform fair, future-focused performance reviews.

- Equip managers to remove blockers and recognize wins; make clarity and follow-through nonnegotiable.

- Use perspective-shifting prompts (e.g., the “magic-wand” team exercise) to reveal potential and set bolder goals.

- Connect roles to company purpose—such as sustainability partnerships—to boost pride, retention, and high performance.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 24 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1227 SummaryIn a farm-to-door, 24/7 operation, how do you keep 2,500 people aligned, motivated, and truly high-performing?Claire Ko, Chief People Officer at FreshDirect—the pioneer of online grocery delivery—shares how her lean people team supports a complex, tech-enabled business spanning production, logistics, merchandising, and corporate functions. Claire offers a view inside FreshDirect’s direct relationships with farms and fisheries, food-waste reduction efforts, and a new fair-trade initiative sending $1 per bunch of organic bananas back to farmers—purpose that fuels pride and performance.She breaks down “Engagement for Success,” a company-wide framework that centers monthly, employee-led conversations defining personal success and linking work to business impact, complete with ongoing documentation to strengthen reviews and growth plans. Claire also tackles calibration pitfalls, perspective-shifting tools like her “magic-wand” team exercise, and why clarity, recognition, and manager accountability matter most. She closes on HR’s human advantage in an AI era: connection, motivation, and the courage to remove obstacles so people can do their best work.Timestamps[00:45] – Guest intro and FreshDirect’s direct-from-farm model[01:56] – Sustainability in action: reducing food waste and fair-trade bananas[02:52] – HR in a complex, tech-enabled operation: competing expectations across teams[04:35] – Leadership basics: clarity, recognition, and time with the team[06:42] – “Engagement for Success”: purpose, design, and expected outcomes[10:43] – Monthly employee-led success conversations and yearlong documentation[14:25] – Rethinking performance reviews: beyond KPIs and the calibration trap[15:35] – The “magic-wand” exercise: revealing potential and redefining what’s possible[19:14] – The human advantage in an AI era: engagement, motivation, and trustTakeaways- Implement monthly, employee-led success check-ins that define outcomes, surface obstacles, and tie work to business impact.- Document progress and engagement continuously to inform fair, future-focused performance reviews.- Equip managers to remove blockers and recognize wins; make clarity and follow-through nonnegotiable.- Use perspective-shifting prompts (e.g., the “magic-wand” team exercise) to reveal potential and set bolder goals.- Connect roles to company purpose—such as sustainability partnerships—to boost pride, retention, and high performance.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ SummaryIn a farm-to-door, 24/7 operation, how do you keep 2,500 people aligned, motivated, and truly high-performing?Claire Ko, Chief People Officer at FreshDirect—the pioneer of online grocery delivery—shares how her lean people team supports a complex, HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, purpose-driven, Chief-People-Officer, growth-culture, performance-management No Retaining Frontline Talent: America’s Car‑Mart’s CHRO on Side Hustles, Boomerang Culture, and Whole‑Health Wellness 55 55 Retaining Frontline Talent: America’s Car‑Mart’s CHRO on Side Hustles, Boomerang Culture, and Whole‑Health Wellness full 454adb62-7ece-4238-a312-cb64982db558 https://share.transistor.fm/s/faf7df16 Summary

How do you keep a largely frontline workforce engaged across 135 dealerships and 12 states—while embracing the rise of side hustles? Jules Gianneschi, Chief Human Resources Officer at America’s Car‑Mart (a publicly traded, integrated auto sales and finance company based in Rogers, AR), shares how her team builds a purpose-led culture around a clear mission: keeping customers on the road. Jules explains why normalizing second jobs can actually improve retention, how whole‑health wellness (physical, mental, and financial) drives performance, and why authenticity at work reduces “energy tax” and boosts productivity. She breaks down Car‑Mart’s “boomerang” culture, the associate value proposition built from employee interviews, and the power of local leadership in rural communities where reliable transportation changes lives. Jules also offers two simple HR rituals—Hour of Power and Hallway Huddles—that upskill teams and keep HR connected to the business. She closes with practical interview advice leaders can use to create psychological safety and see candidates at their best.


Timestamps

[00:45] – Who is America’s Car‑Mart? Integrated sales/finance model, footprint, and purpose

[01:51] – The CHRO view: supporting frontline associates and a lean corporate team

[02:40] – The rise of second jobs: economic drivers, passion projects, and retention upside

[05:15] – Whole‑health wellness: physical, mental, and financial programs that meet people where they are

[07:50] – Authenticity and energy management; building the EVP; “boomerang” employees and core values

[14:30] – Mission clarity in action: rural markets, transportation access, and GMs as community leaders

[16:35] – Community engagement that builds loyalty: local events, service projects, and everyday hospitality

[18:05] – HR rituals: Hour of Power (weekly learning) and Hallway Huddles (monthly stand‑ups)

[22:05] – Interview advice for candidates—and how managers create safety to get real signals


Takeaways

- Normalize side hustles to boost retention—offer stable schedules and transparency, not secrecy.

- Operationalize whole‑health wellness: pair benefits with mental health support and financial education.

- Build your EVP from associate interviews and data; anchor it to clear, lived values.

- Clarify the mission (“keep customers on the road”) so every frontline role sees its impact.

- Empower local leaders—make managers the face of the brand in their communities.

- Install lightweight learning and comms rituals (Hour of Power, Hallway Huddles) to upskill HR and stay close to the business.

- Create psychological safety in hiring: invite candidates to name nerves so you can evaluate true fit and potential.


]]> Summary

How do you keep a largely frontline workforce engaged across 135 dealerships and 12 states—while embracing the rise of side hustles? Jules Gianneschi, Chief Human Resources Officer at America’s Car‑Mart (a publicly traded, integrated auto sales and finance company based in Rogers, AR), shares how her team builds a purpose-led culture around a clear mission: keeping customers on the road. Jules explains why normalizing second jobs can actually improve retention, how whole‑health wellness (physical, mental, and financial) drives performance, and why authenticity at work reduces “energy tax” and boosts productivity. She breaks down Car‑Mart’s “boomerang” culture, the associate value proposition built from employee interviews, and the power of local leadership in rural communities where reliable transportation changes lives. Jules also offers two simple HR rituals—Hour of Power and Hallway Huddles—that upskill teams and keep HR connected to the business. She closes with practical interview advice leaders can use to create psychological safety and see candidates at their best.


Timestamps

[00:45] – Who is America’s Car‑Mart? Integrated sales/finance model, footprint, and purpose

[01:51] – The CHRO view: supporting frontline associates and a lean corporate team

[02:40] – The rise of second jobs: economic drivers, passion projects, and retention upside

[05:15] – Whole‑health wellness: physical, mental, and financial programs that meet people where they are

[07:50] – Authenticity and energy management; building the EVP; “boomerang” employees and core values

[14:30] – Mission clarity in action: rural markets, transportation access, and GMs as community leaders

[16:35] – Community engagement that builds loyalty: local events, service projects, and everyday hospitality

[18:05] – HR rituals: Hour of Power (weekly learning) and Hallway Huddles (monthly stand‑ups)

[22:05] – Interview advice for candidates—and how managers create safety to get real signals


Takeaways

- Normalize side hustles to boost retention—offer stable schedules and transparency, not secrecy.

- Operationalize whole‑health wellness: pair benefits with mental health support and financial education.

- Build your EVP from associate interviews and data; anchor it to clear, lived values.

- Clarify the mission (“keep customers on the road”) so every frontline role sees its impact.

- Empower local leaders—make managers the face of the brand in their communities.

- Install lightweight learning and comms rituals (Hour of Power, Hallway Huddles) to upskill HR and stay close to the business.

- Create psychological safety in hiring: invite candidates to name nerves so you can evaluate true fit and potential.


]]> Fri, 20 Feb 2026 07:00:00 -0100 Rebecca Taylor Rebecca Taylor 1420 SummaryHow do you keep a largely frontline workforce engaged across 135 dealerships and 12 states—while embracing the rise of side hustles? Jules Gianneschi, Chief Human Resources Officer at America’s Car‑Mart (a publicly traded, integrated auto sales and finance company based in Rogers, AR), shares how her team builds a purpose-led culture around a clear mission: keeping customers on the road. Jules explains why normalizing second jobs can actually improve retention, how whole‑health wellness (physical, mental, and financial) drives performance, and why authenticity at work reduces “energy tax” and boosts productivity. She breaks down Car‑Mart’s “boomerang” culture, the associate value proposition built from employee interviews, and the power of local leadership in rural communities where reliable transportation changes lives. Jules also offers two simple HR rituals—Hour of Power and Hallway Huddles—that upskill teams and keep HR connected to the business. She closes with practical interview advice leaders can use to create psychological safety and see candidates at their best.Timestamps[00:45] – Who is America’s Car‑Mart? Integrated sales/finance model, footprint, and purpose[01:51] – The CHRO view: supporting frontline associates and a lean corporate team[02:40] – The rise of second jobs: economic drivers, passion projects, and retention upside[05:15] – Whole‑health wellness: physical, mental, and financial programs that meet people where they are[07:50] – Authenticity and energy management; building the EVP; “boomerang” employees and core values[14:30] – Mission clarity in action: rural markets, transportation access, and GMs as community leaders[16:35] – Community engagement that builds loyalty: local events, service projects, and everyday hospitality[18:05] – HR rituals: Hour of Power (weekly learning) and Hallway Huddles (monthly stand‑ups)[22:05] – Interview advice for candidates—and how managers create safety to get real signalsTakeaways- Normalize side hustles to boost retention—offer stable schedules and transparency, not secrecy.- Operationalize whole‑health wellness: pair benefits with mental health support and financial education.- Build your EVP from associate interviews and data; anchor it to clear, lived values.- Clarify the mission (“keep customers on the road”) so every frontline role sees its impact.- Empower local leaders—make managers the face of the brand in their communities.- Install lightweight learning and comms rituals (Hour of Power, Hallway Huddles) to upskill HR and stay close to the business.- Create psychological safety in hiring: invite candidates to name nerves so you can evaluate true fit and potential. SummaryHow do you keep a largely frontline workforce engaged across 135 dealerships and 12 states—while embracing the rise of side hustles? Jules Gianneschi, Chief Human Resources Officer at America’s Car‑Mart (a publicly traded, integrated auto sales and HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, frontline-retention, CHRO, boomerang-culture, side-hustles, wellness No From Design to HR: People-First Culture, Co-Leadership, and AI in HR 54 54 From Design to HR: People-First Culture, Co-Leadership, and AI in HR full 19f6d5b8-ff0c-4f6b-b726-1f4d0ebe3895 https://share.transistor.fm/s/ebf37933 Summary

What happens when a designer leads HR? Michael Bodziner, Co–Chief Human Resources Officer at Gensler—the global architecture and design firm with 56 offices and 6,400 people—shares how a 40-year career from intern to studio director to CHRO shaped a people-first approach that boosts retention and performance. Michael explains how he translated retail customer-experience thinking into an employee-experience playbook, why “don’t let fear be the deciding factor” guided his leap into HR, and how focusing on strengths—“aces and spaces”—builds higher-performing teams. He details the shift from transactional HR to strategic partnership, Gensler’s co-leadership model (including his pairing with co-CHRO Larissa Gray to balance culture with compliance), and how that structure sustained the firm through COVID. Michael also offers a pragmatic view on AI: use it to automate the busywork so HR can spend time coaching leaders, improving the team member experience, and retaining top talent. Expect candid lessons on designing culture at scale, knowing your people deeply, and making courageous career moves.


Timestamps

[00:45] – Guest intro: 40-year journey from intern to co-CHRO at a global firm

[03:38] – From designer to studio director: putting people first and reducing turnover

[06:01] – The Starbucks ask: moving into HR—and “don’t let fear be the deciding factor”

[09:57] – Rebuilding HR around the team member experience to compete for talent

[12:42] – Taking the CHRO role weeks before COVID and leading people strategy

[13:11] – Co-leadership at Gensler: pairing culture with compliance (with co-CHRO Larissa Gray)

[18:37] – “Aces and spaces”: strengths-led development and managers who truly know their people

[24:23] – Practical AI: automating transactions so HR can be a strategic partner


Takeaways

- Map the employee experience like a customer journey to improve engagement and retention.

- Adopt co-leadership to balance external growth with internal culture, and strategy with compliance.

- Coach managers to know each person’s aspirations and align work to strengths.

- Build teams around “aces and spaces”—pair strengths to cover gaps and raise performance.

- Use AI to handle transactional HR (e.g., routine comms, admin) and free time for strategic work.

- Make courageous career moves—don’t let fear be the deciding factor.


]]> Summary

What happens when a designer leads HR? Michael Bodziner, Co–Chief Human Resources Officer at Gensler—the global architecture and design firm with 56 offices and 6,400 people—shares how a 40-year career from intern to studio director to CHRO shaped a people-first approach that boosts retention and performance. Michael explains how he translated retail customer-experience thinking into an employee-experience playbook, why “don’t let fear be the deciding factor” guided his leap into HR, and how focusing on strengths—“aces and spaces”—builds higher-performing teams. He details the shift from transactional HR to strategic partnership, Gensler’s co-leadership model (including his pairing with co-CHRO Larissa Gray to balance culture with compliance), and how that structure sustained the firm through COVID. Michael also offers a pragmatic view on AI: use it to automate the busywork so HR can spend time coaching leaders, improving the team member experience, and retaining top talent. Expect candid lessons on designing culture at scale, knowing your people deeply, and making courageous career moves.


Timestamps

[00:45] – Guest intro: 40-year journey from intern to co-CHRO at a global firm

[03:38] – From designer to studio director: putting people first and reducing turnover

[06:01] – The Starbucks ask: moving into HR—and “don’t let fear be the deciding factor”

[09:57] – Rebuilding HR around the team member experience to compete for talent

[12:42] – Taking the CHRO role weeks before COVID and leading people strategy

[13:11] – Co-leadership at Gensler: pairing culture with compliance (with co-CHRO Larissa Gray)

[18:37] – “Aces and spaces”: strengths-led development and managers who truly know their people

[24:23] – Practical AI: automating transactions so HR can be a strategic partner


Takeaways

- Map the employee experience like a customer journey to improve engagement and retention.

- Adopt co-leadership to balance external growth with internal culture, and strategy with compliance.

- Coach managers to know each person’s aspirations and align work to strengths.

- Build teams around “aces and spaces”—pair strengths to cover gaps and raise performance.

- Use AI to handle transactional HR (e.g., routine comms, admin) and free time for strategic work.

- Make courageous career moves—don’t let fear be the deciding factor.


]]> Fri, 20 Feb 2026 07:00:00 -0100 Rebecca Taylor Rebecca Taylor 1535 SummaryWhat happens when a designer leads HR? Michael Bodziner, Co–Chief Human Resources Officer at Gensler—the global architecture and design firm with 56 offices and 6,400 people—shares how a 40-year career from intern to studio director to CHRO shaped a people-first approach that boosts retention and performance. Michael explains how he translated retail customer-experience thinking into an employee-experience playbook, why “don’t let fear be the deciding factor” guided his leap into HR, and how focusing on strengths—“aces and spaces”—builds higher-performing teams. He details the shift from transactional HR to strategic partnership, Gensler’s co-leadership model (including his pairing with co-CHRO Larissa Gray to balance culture with compliance), and how that structure sustained the firm through COVID. Michael also offers a pragmatic view on AI: use it to automate the busywork so HR can spend time coaching leaders, improving the team member experience, and retaining top talent. Expect candid lessons on designing culture at scale, knowing your people deeply, and making courageous career moves.Timestamps[00:45] – Guest intro: 40-year journey from intern to co-CHRO at a global firm[03:38] – From designer to studio director: putting people first and reducing turnover[06:01] – The Starbucks ask: moving into HR—and “don’t let fear be the deciding factor”[09:57] – Rebuilding HR around the team member experience to compete for talent[12:42] – Taking the CHRO role weeks before COVID and leading people strategy[13:11] – Co-leadership at Gensler: pairing culture with compliance (with co-CHRO Larissa Gray)[18:37] – “Aces and spaces”: strengths-led development and managers who truly know their people[24:23] – Practical AI: automating transactions so HR can be a strategic partnerTakeaways- Map the employee experience like a customer journey to improve engagement and retention.- Adopt co-leadership to balance external growth with internal culture, and strategy with compliance.- Coach managers to know each person’s aspirations and align work to strengths.- Build teams around “aces and spaces”—pair strengths to cover gaps and raise performance.- Use AI to handle transactional HR (e.g., routine comms, admin) and free time for strategic work.- Make courageous career moves—don’t let fear be the deciding factor. SummaryWhat happens when a designer leads HR? Michael Bodziner, Co–Chief Human Resources Officer at Gensler—the global architecture and design firm with 56 offices and 6,400 people—shares how a 40-year career from intern to studio director to CHRO shaped HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, culture-design, co-leadership, people-first No Employee Voice at Scale: EDF’s CHRO on Skills-Based Growth, Pay Equity, and AI Hiring Risks 53 53 Employee Voice at Scale: EDF’s CHRO on Skills-Based Growth, Pay Equity, and AI Hiring Risks full 2f21c8a5-f262-4800-9935-94690768e3a7 https://share.transistor.fm/s/350e93a1 Summary

When politics and technology collide with your mission, how do you keep people engaged and moving forward?

Elizabeth Mattila, SVP and Chief Human Resources Officer at the Environmental Defense Fund (EDF), shares how a 1,000-person, global NGO sustains morale, builds true employee voice, and modernizes talent practices.

Elizabeth explains EDF’s science-driven, bipartisan approach to advocacy—and how transparent communication, town halls, and a clear legal strategy help teams stay focused even amid policy headwinds.

She details two structural levers for engagement: a new, peer-elected Staff Council that represents employees worldwide and a Culture Council advancing DEI with data from annual engagement surveys. On talent, Elizabeth breaks down EDF’s shift to skills-based career growth and cross-functional mobility—making advancement less about tenure and more about capabilities. She also outlines why annual pay equity snapshots fall short, and how EDF now runs equity analyses on-demand for real transparency.

Finally, Elizabeth flags rising AI threats in hiring—from deepfake candidates to data risks—and why HR must partner with security to protect the org. Expect practical ideas to future-proof HR in mission-driven and global contexts: employee voice at scale, real-time equity, and skills as the new currency.


Timestamps

[00:00] – Welcome and guest introduction

[00:53] – EDF 101: mission pillars, size, and global footprint

[03:05] – Supporting a hybrid, multinational workforce and compliance

[04:30] – Policy headwinds and morale: keeping the mission alive

[05:46] – AI risks in hiring: deepfakes, fake candidates, and data security

[07:58] – Transparency in action: science-led advocacy, legal strategy, town halls

[12:30] – Building employee voice: Staff Council, Culture Council, and engagement insights

[14:58] – Skills-based careers, cross-functional mobility, and real-time pay equity


Takeaways

- Establish formal employee voice mechanisms (e.g., peer-elected Staff Council) to enable two-way communication across regions and levels.

- Use a dedicated Culture/DEI council and engagement data to prioritize actions that matter beyond “topics of the moment.”

- Shift to skills-based talent management—define required capabilities, publish transparent pathways, and support cross-functional moves.

- Move from annual to on-demand pay equity analysis to keep pace with hiring and attrition and to increase trust.

- Sustain morale in mission-driven orgs with radical transparency, bipartisan partnerships, and clear plans of action.

- Protect hiring integrity by collaborating with security to counter AI-driven applicant fraud and safeguard sensitive data.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Summary

When politics and technology collide with your mission, how do you keep people engaged and moving forward?

Elizabeth Mattila, SVP and Chief Human Resources Officer at the Environmental Defense Fund (EDF), shares how a 1,000-person, global NGO sustains morale, builds true employee voice, and modernizes talent practices.

Elizabeth explains EDF’s science-driven, bipartisan approach to advocacy—and how transparent communication, town halls, and a clear legal strategy help teams stay focused even amid policy headwinds.

She details two structural levers for engagement: a new, peer-elected Staff Council that represents employees worldwide and a Culture Council advancing DEI with data from annual engagement surveys. On talent, Elizabeth breaks down EDF’s shift to skills-based career growth and cross-functional mobility—making advancement less about tenure and more about capabilities. She also outlines why annual pay equity snapshots fall short, and how EDF now runs equity analyses on-demand for real transparency.

Finally, Elizabeth flags rising AI threats in hiring—from deepfake candidates to data risks—and why HR must partner with security to protect the org. Expect practical ideas to future-proof HR in mission-driven and global contexts: employee voice at scale, real-time equity, and skills as the new currency.


Timestamps

[00:00] – Welcome and guest introduction

[00:53] – EDF 101: mission pillars, size, and global footprint

[03:05] – Supporting a hybrid, multinational workforce and compliance

[04:30] – Policy headwinds and morale: keeping the mission alive

[05:46] – AI risks in hiring: deepfakes, fake candidates, and data security

[07:58] – Transparency in action: science-led advocacy, legal strategy, town halls

[12:30] – Building employee voice: Staff Council, Culture Council, and engagement insights

[14:58] – Skills-based careers, cross-functional mobility, and real-time pay equity


Takeaways

- Establish formal employee voice mechanisms (e.g., peer-elected Staff Council) to enable two-way communication across regions and levels.

- Use a dedicated Culture/DEI council and engagement data to prioritize actions that matter beyond “topics of the moment.”

- Shift to skills-based talent management—define required capabilities, publish transparent pathways, and support cross-functional moves.

- Move from annual to on-demand pay equity analysis to keep pace with hiring and attrition and to increase trust.

- Sustain morale in mission-driven orgs with radical transparency, bipartisan partnerships, and clear plans of action.

- Protect hiring integrity by collaborating with security to counter AI-driven applicant fraud and safeguard sensitive data.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Fri, 20 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1366 SummaryWhen politics and technology collide with your mission, how do you keep people engaged and moving forward? Elizabeth Mattila, SVP and Chief Human Resources Officer at the Environmental Defense Fund (EDF), shares how a 1,000-person, global NGO sustains morale, builds true employee voice, and modernizes talent practices. Elizabeth explains EDF’s science-driven, bipartisan approach to advocacy—and how transparent communication, town halls, and a clear legal strategy help teams stay focused even amid policy headwinds. She details two structural levers for engagement: a new, peer-elected Staff Council that represents employees worldwide and a Culture Council advancing DEI with data from annual engagement surveys. On talent, Elizabeth breaks down EDF’s shift to skills-based career growth and cross-functional mobility—making advancement less about tenure and more about capabilities. She also outlines why annual pay equity snapshots fall short, and how EDF now runs equity analyses on-demand for real transparency. Finally, Elizabeth flags rising AI threats in hiring—from deepfake candidates to data risks—and why HR must partner with security to protect the org. Expect practical ideas to future-proof HR in mission-driven and global contexts: employee voice at scale, real-time equity, and skills as the new currency.Timestamps[00:00] – Welcome and guest introduction[00:53] – EDF 101: mission pillars, size, and global footprint[03:05] – Supporting a hybrid, multinational workforce and compliance[04:30] – Policy headwinds and morale: keeping the mission alive[05:46] – AI risks in hiring: deepfakes, fake candidates, and data security[07:58] – Transparency in action: science-led advocacy, legal strategy, town halls[12:30] – Building employee voice: Staff Council, Culture Council, and engagement insights[14:58] – Skills-based careers, cross-functional mobility, and real-time pay equityTakeaways- Establish formal employee voice mechanisms (e.g., peer-elected Staff Council) to enable two-way communication across regions and levels.- Use a dedicated Culture/DEI council and engagement data to prioritize actions that matter beyond “topics of the moment.”- Shift to skills-based talent management—define required capabilities, publish transparent pathways, and support cross-functional moves.- Move from annual to on-demand pay equity analysis to keep pace with hiring and attrition and to increase trust.- Sustain morale in mission-driven orgs with radical transparency, bipartisan partnerships, and clear plans of action.- Protect hiring integrity by collaborating with security to counter AI-driven applicant fraud and safeguard sensitive data.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ SummaryWhen politics and technology collide with your mission, how do you keep people engaged and moving forward? Elizabeth Mattila, SVP and Chief Human Resources Officer at the Environmental Defense Fund (EDF), shares how a 1,000-person, global NGO susta HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, accountability, pay-equity, CHRO, AI-hiring-bias, Mobley-v-Workday, AI-governance, AI-hiring, skills-based-growth, employee-voice-at-scale No Chelle O’Keefe, CHRO at Associa 52 52 Chelle O’Keefe, CHRO at Associa full 7950e9ab-8ea9-495b-83a1-0ae38a586dca https://share.transistor.fm/s/05cf339c Integrating at Scale: Associa’s CHRO on Culture, Identity, and Bottom‑Up AI


Summary

How do you integrate 16 acquisitions at once without losing the soul of each local business?

Chelle O’Keefe, Executive Vice President and Chief Human Resources Officer at Associa—the largest property and community management company in North America—shares a practical playbook for scaling culture while honoring local identity.

With 30,000+ communities and 4 million homeowners across the U.S., Canada, and Mexico, Associa grows primarily through M&A. Chelle explains how her team balances standardization with autonomy, why new acquisitions with seller-owners need a different glide path, and how reframing “loss of control” as “evolving identity” changes resistance into buy-in.

She details a bottom‑up approach to AI—automating painful, repetitive work first—and a real-world example of using AI to model 401(k) scenarios that saved significant cost.

Chelle also breaks down Associa’s succession strategy in a niche industry, including a new tool pushing frontline leaders to develop their replacements and maintain high internal promotion rates.

Expect candid insights on titles, urgency traps, and building leaders who can thrive through constant change.


Timestamps

[00:45] – Associa overview: largest in community management, acquisitive growth, scale across North America

[01:23] – Integrating 16 companies at once: standard platforms vs. local differentiation in employee experience

[03:13] – Managing “branch presidents”: core branches vs. new acquisitions with seller-owners

[05:46] – From control to identity: why titles matter and creating space during integration

[09:28] – Escaping the urgency trap: learning, networking, and the realities of HR’s “lonely” role

[12:02] – Bottom‑up AI: start with painful, repetitive work instead of forcing AI into processes

[14:58] – AI case study: modeling 401(k) scenarios, validating with providers, and saving money

[17:42] – Succession at scale: promoting from within, frontline ownership, and a new succession tool


Takeaways

- Lead integrations through identity alignment—don’t erase local culture; evolve it.

- Define two playbooks: one for core branches and one for newly acquired, seller-led teams.

- Slow down where it matters—acknowledge title changes and create space for employees to be heard.

- Apply AI from the bottom up: automate repetitive, low‑value tasks before redesigning everything.

- Pilot AI on real business problems, then validate with experts to ensure accuracy and trust.

- Push succession planning to the frontline—develop replacements to enable upward mobility and retention.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Integrating at Scale: Associa’s CHRO on Culture, Identity, and Bottom‑Up AI


Summary

How do you integrate 16 acquisitions at once without losing the soul of each local business?

Chelle O’Keefe, Executive Vice President and Chief Human Resources Officer at Associa—the largest property and community management company in North America—shares a practical playbook for scaling culture while honoring local identity.

With 30,000+ communities and 4 million homeowners across the U.S., Canada, and Mexico, Associa grows primarily through M&A. Chelle explains how her team balances standardization with autonomy, why new acquisitions with seller-owners need a different glide path, and how reframing “loss of control” as “evolving identity” changes resistance into buy-in.

She details a bottom‑up approach to AI—automating painful, repetitive work first—and a real-world example of using AI to model 401(k) scenarios that saved significant cost.

Chelle also breaks down Associa’s succession strategy in a niche industry, including a new tool pushing frontline leaders to develop their replacements and maintain high internal promotion rates.

Expect candid insights on titles, urgency traps, and building leaders who can thrive through constant change.


Timestamps

[00:45] – Associa overview: largest in community management, acquisitive growth, scale across North America

[01:23] – Integrating 16 companies at once: standard platforms vs. local differentiation in employee experience

[03:13] – Managing “branch presidents”: core branches vs. new acquisitions with seller-owners

[05:46] – From control to identity: why titles matter and creating space during integration

[09:28] – Escaping the urgency trap: learning, networking, and the realities of HR’s “lonely” role

[12:02] – Bottom‑up AI: start with painful, repetitive work instead of forcing AI into processes

[14:58] – AI case study: modeling 401(k) scenarios, validating with providers, and saving money

[17:42] – Succession at scale: promoting from within, frontline ownership, and a new succession tool


Takeaways

- Lead integrations through identity alignment—don’t erase local culture; evolve it.

- Define two playbooks: one for core branches and one for newly acquired, seller-led teams.

- Slow down where it matters—acknowledge title changes and create space for employees to be heard.

- Apply AI from the bottom up: automate repetitive, low‑value tasks before redesigning everything.

- Pilot AI on real business problems, then validate with experts to ensure accuracy and trust.

- Push succession planning to the frontline—develop replacements to enable upward mobility and retention.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 19 Feb 2026 07:00:00 -0100 Rebecca Taylor Rebecca Taylor 1356 Integrating at Scale: Associa’s CHRO on Culture, Identity, and Bottom‑Up AISummaryHow do you integrate 16 acquisitions at once without losing the soul of each local business? Chelle O’Keefe, Executive Vice President and Chief Human Resources Officer at Associa—the largest property and community management company in North America—shares a practical playbook for scaling culture while honoring local identity. With 30,000+ communities and 4 million homeowners across the U.S., Canada, and Mexico, Associa grows primarily through M&A. Chelle explains how her team balances standardization with autonomy, why new acquisitions with seller-owners need a different glide path, and how reframing “loss of control” as “evolving identity” changes resistance into buy-in.She details a bottom‑up approach to AI—automating painful, repetitive work first—and a real-world example of using AI to model 401(k) scenarios that saved significant cost. Chelle also breaks down Associa’s succession strategy in a niche industry, including a new tool pushing frontline leaders to develop their replacements and maintain high internal promotion rates. Expect candid insights on titles, urgency traps, and building leaders who can thrive through constant change.Timestamps[00:45] – Associa overview: largest in community management, acquisitive growth, scale across North America[01:23] – Integrating 16 companies at once: standard platforms vs. local differentiation in employee experience[03:13] – Managing “branch presidents”: core branches vs. new acquisitions with seller-owners[05:46] – From control to identity: why titles matter and creating space during integration[09:28] – Escaping the urgency trap: learning, networking, and the realities of HR’s “lonely” role[12:02] – Bottom‑up AI: start with painful, repetitive work instead of forcing AI into processes[14:58] – AI case study: modeling 401(k) scenarios, validating with providers, and saving money[17:42] – Succession at scale: promoting from within, frontline ownership, and a new succession toolTakeaways- Lead integrations through identity alignment—don’t erase local culture; evolve it.- Define two playbooks: one for core branches and one for newly acquired, seller-led teams.- Slow down where it matters—acknowledge title changes and create space for employees to be heard.- Apply AI from the bottom up: automate repetitive, low‑value tasks before redesigning everything.- Pilot AI on real business problems, then validate with experts to ensure accuracy and trust.- Push succession planning to the frontline—develop replacements to enable upward mobility and retention.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Integrating at Scale: Associa’s CHRO on Culture, Identity, and Bottom‑Up AISummaryHow do you integrate 16 acquisitions at once without losing the soul of each local business? Chelle O’Keefe, Executive Vice President and Chief Human Resources Officer at As HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Associa, CHRO No Heather Brazik Smith, Chief Human Resources Officer at BrightStar Care 50 50 Heather Brazik Smith, Chief Human Resources Officer at BrightStar Care full 7e995125-10e8-4830-a06a-31dd14e9da2d https://share.transistor.fm/s/813e1cd1 Care for Caregivers: Bright Star Care’s CXO on Community, Consistency, and AI in Hiring


Summary

How do you build connection and consistency for a largely solo, non-desk workforce?

Heather Bresick-Smith, Chief Experience Officer at Bright Star Care (formerly CHRO), shares how the home healthcare franchisor is reshaping employee experience across 13–14k caregivers through community, clear lanes of ownership, and smart tech.

Heather breaks down the shift from HR to Experience—employee, client, and soon owner experience—plus formal change management to drive franchisee adoption. She reveals Bright Star’s new employer brand pillars—connection at our core, flexibility that fits your life, and care that starts within—and why the first 90 days are the retention tipping point.

Heather details a network-wide LMS for consistent onboarding and career paths, an employee mobile app that becomes the “virtual office” for distributed caregivers, and where AI fits: sourcing, screening, scheduling, and predictive signals that prioritize highly motivated candidates with a clean human handoff.

She closes with how franchisee roundtables turn local wins in recruiting and retention into system-wide standards.


Timestamps

[00:45] – From CHRO to CXO: experience “lanes,” client/employee/owner experience, and change management

[03:17] – Splitting people ops vs. franchisee-facing support to scale impact

[04:06] – The caregiver challenge: isolation, recruiting vs. retention, and the 90-day stickiness milestone

[06:39] – Employer brand pillars: connection, flexibility, and “care that starts within”

[09:03] – The employee mobile app as the virtual office: messaging, recognition, and education on-the-go

[12:24] – Standardizing learning: network-wide LMS, robust 90-day onboarding, CE, and career paths

[15:10] – Practical AI in hiring: sourcing/screening/scheduling and predictive signals for candidate prioritization

[17:30] – The “people leader co-pilot” vision: just-in-time guidance for interviews, feedback, and HR risk

[19:48] – Stronger together: franchisee collaboration and turning best practices into system norms

Takeaways

- Define clear experience lanes (employee, client, owner) and formalize change management to boost adoption across franchises.

- Design for early retention: build programs that carry caregivers past the 90-day threshold and target candidates who mirror your best performers.

- Lead with “care that starts within”: make caregiver well-being a visible pillar of your employer brand and day-to-day operations.

- Create community for distributed workers: use a mobile app for real-time messaging, recognition, and learning—treat it like the office.

- Standardize a network-wide LMS to deliver consistent onboarding, CE, and career pathways that reduce burnout and turnover.

- Use AI judiciously: automate sourcing/screening/scheduling, leverage predictive motivation signals, and ensure a warm, timely human handoff.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Care for Caregivers: Bright Star Care’s CXO on Community, Consistency, and AI in Hiring


Summary

How do you build connection and consistency for a largely solo, non-desk workforce?

Heather Bresick-Smith, Chief Experience Officer at Bright Star Care (formerly CHRO), shares how the home healthcare franchisor is reshaping employee experience across 13–14k caregivers through community, clear lanes of ownership, and smart tech.

Heather breaks down the shift from HR to Experience—employee, client, and soon owner experience—plus formal change management to drive franchisee adoption. She reveals Bright Star’s new employer brand pillars—connection at our core, flexibility that fits your life, and care that starts within—and why the first 90 days are the retention tipping point.

Heather details a network-wide LMS for consistent onboarding and career paths, an employee mobile app that becomes the “virtual office” for distributed caregivers, and where AI fits: sourcing, screening, scheduling, and predictive signals that prioritize highly motivated candidates with a clean human handoff.

She closes with how franchisee roundtables turn local wins in recruiting and retention into system-wide standards.


Timestamps

[00:45] – From CHRO to CXO: experience “lanes,” client/employee/owner experience, and change management

[03:17] – Splitting people ops vs. franchisee-facing support to scale impact

[04:06] – The caregiver challenge: isolation, recruiting vs. retention, and the 90-day stickiness milestone

[06:39] – Employer brand pillars: connection, flexibility, and “care that starts within”

[09:03] – The employee mobile app as the virtual office: messaging, recognition, and education on-the-go

[12:24] – Standardizing learning: network-wide LMS, robust 90-day onboarding, CE, and career paths

[15:10] – Practical AI in hiring: sourcing/screening/scheduling and predictive signals for candidate prioritization

[17:30] – The “people leader co-pilot” vision: just-in-time guidance for interviews, feedback, and HR risk

[19:48] – Stronger together: franchisee collaboration and turning best practices into system norms

Takeaways

- Define clear experience lanes (employee, client, owner) and formalize change management to boost adoption across franchises.

- Design for early retention: build programs that carry caregivers past the 90-day threshold and target candidates who mirror your best performers.

- Lead with “care that starts within”: make caregiver well-being a visible pillar of your employer brand and day-to-day operations.

- Create community for distributed workers: use a mobile app for real-time messaging, recognition, and learning—treat it like the office.

- Standardize a network-wide LMS to deliver consistent onboarding, CE, and career pathways that reduce burnout and turnover.

- Use AI judiciously: automate sourcing/screening/scheduling, leverage predictive motivation signals, and ensure a warm, timely human handoff.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 19 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1253 Care for Caregivers: Bright Star Care’s CXO on Community, Consistency, and AI in HiringSummaryHow do you build connection and consistency for a largely solo, non-desk workforce? Heather Bresick-Smith, Chief Experience Officer at Bright Star Care (formerly CHRO), shares how the home healthcare franchisor is reshaping employee experience across 13–14k caregivers through community, clear lanes of ownership, and smart tech. Heather breaks down the shift from HR to Experience—employee, client, and soon owner experience—plus formal change management to drive franchisee adoption. She reveals Bright Star’s new employer brand pillars—connection at our core, flexibility that fits your life, and care that starts within—and why the first 90 days are the retention tipping point. Heather details a network-wide LMS for consistent onboarding and career paths, an employee mobile app that becomes the “virtual office” for distributed caregivers, and where AI fits: sourcing, screening, scheduling, and predictive signals that prioritize highly motivated candidates with a clean human handoff. She closes with how franchisee roundtables turn local wins in recruiting and retention into system-wide standards.Timestamps[00:45] – From CHRO to CXO: experience “lanes,” client/employee/owner experience, and change management[03:17] – Splitting people ops vs. franchisee-facing support to scale impact[04:06] – The caregiver challenge: isolation, recruiting vs. retention, and the 90-day stickiness milestone[06:39] – Employer brand pillars: connection, flexibility, and “care that starts within”[09:03] – The employee mobile app as the virtual office: messaging, recognition, and education on-the-go[12:24] – Standardizing learning: network-wide LMS, robust 90-day onboarding, CE, and career paths[15:10] – Practical AI in hiring: sourcing/screening/scheduling and predictive signals for candidate prioritization[17:30] – The “people leader co-pilot” vision: just-in-time guidance for interviews, feedback, and HR risk[19:48] – Stronger together: franchisee collaboration and turning best practices into system normsTakeaways- Define clear experience lanes (employee, client, owner) and formalize change management to boost adoption across franchises.- Design for early retention: build programs that carry caregivers past the 90-day threshold and target candidates who mirror your best performers.- Lead with “care that starts within”: make caregiver well-being a visible pillar of your employer brand and day-to-day operations.- Create community for distributed workers: use a mobile app for real-time messaging, recognition, and learning—treat it like the office.- Standardize a network-wide LMS to deliver consistent onboarding, CE, and career pathways that reduce burnout and turnover.- Use AI judiciously: automate sourcing/screening/scheduling, leverage predictive motivation signals, and ensure a warm, timely human handoff.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Care for Caregivers: Bright Star Care’s CXO on Community, Consistency, and AI in HiringSummaryHow do you build connection and consistency for a largely solo, non-desk workforce? Heather Bresick-Smith, Chief Experience Officer at Bright Star Care (formerly HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Heather-Brazik-Smith, BrightStar-Care No Stephanie Lovinger Roseman, Chief People Officer at Fortis Fire & Safety 51 51 Stephanie Lovinger Roseman, Chief People Officer at Fortis Fire & Safety full 7bda29c0-24bd-4c17-b06c-3ecdb2678831 https://share.transistor.fm/s/7ad83ba1 Onsite-First HR: Fortis Fire & Safety’s CPO on Transparency, Incentives, and Practical AI


Summary

How do you build trust and clarity for a largely frontline, onsite workforce amid inflation pressures and AI-fueled change?

Stephanie Roseman, Chief People Officer at Fortis Fire & Safety—a national provider of fire suppression, alarms, and integrated security—shares a practical playbook.

She breaks down what her latest employee survey surfaced (financial squeeze, job security, career growth, and communication) and how Fortis turns data into action: branch-level insights, manager enablement, and company-wide town halls.

Stephanie details her transparency mantra—“I’ll tell you everything I can as soon as I can”—and how she handled benefits changes with in-person roadshows and red/green clarity on employee impact.

She’s also simplifying complexity, shrinking the handbook to a 40-page core, and building transparent incentive programs that reward productivity and safety behaviors. Finally, Stephanie dives into practical AI: scaling personalization in performance and development, boosting recruiting capacity, and cross-referencing HR and operations data for analyst-level insights—plus AI coaching tools that help managers practice tough conversations.

Expect concrete, repeatable tactics for any people leader supporting onsite teams.


Timestamps

[00:45] – What Fortis does and why HR in fire/safety mirrors “background” risk prevention

[01:53] – Employee survey findings: financial squeeze, job security, growth, and comms; onsite-first culture

[03:59] – From data to action: branch-level insights, manager enablement, and upcoming town halls

[06:26] – Benefits changes done right: face-to-face roadshows and red/green impact clarity

[10:05] – Simplification: 40-page core handbook and building transparent, behavior-based incentives

[13:01] – Personalizing development at scale with AI: clearer paths to the next level

[14:03] – Practical AI in ops and recruiting: cross-system analytics and capacity for high-touch hiring

[17:33] – AI coaching for managers and why “safe practice” improves tough conversations


Takeaways

- Turn survey data into local action: equip frontline managers with branch-specific insights and clear follow-ups.

- Practice radical transparency with boundaries: “Tell everything you can as soon as you can” to build trust.

- Make benefits changes unmistakably clear: meet people in person and label positive/negative impacts directly.

- Simplify to strengthen understanding: distill policies into a short, usable core and treat employees like adults.

- Tie incentives to observable behaviors (e.g., productivity, driver safety) with criteria everyone can see.

- Use AI to scale, not replace: automate sourcing and analysis, and support managers with coaching tools.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Onsite-First HR: Fortis Fire & Safety’s CPO on Transparency, Incentives, and Practical AI


Summary

How do you build trust and clarity for a largely frontline, onsite workforce amid inflation pressures and AI-fueled change?

Stephanie Roseman, Chief People Officer at Fortis Fire & Safety—a national provider of fire suppression, alarms, and integrated security—shares a practical playbook.

She breaks down what her latest employee survey surfaced (financial squeeze, job security, career growth, and communication) and how Fortis turns data into action: branch-level insights, manager enablement, and company-wide town halls.

Stephanie details her transparency mantra—“I’ll tell you everything I can as soon as I can”—and how she handled benefits changes with in-person roadshows and red/green clarity on employee impact.

She’s also simplifying complexity, shrinking the handbook to a 40-page core, and building transparent incentive programs that reward productivity and safety behaviors. Finally, Stephanie dives into practical AI: scaling personalization in performance and development, boosting recruiting capacity, and cross-referencing HR and operations data for analyst-level insights—plus AI coaching tools that help managers practice tough conversations.

Expect concrete, repeatable tactics for any people leader supporting onsite teams.


Timestamps

[00:45] – What Fortis does and why HR in fire/safety mirrors “background” risk prevention

[01:53] – Employee survey findings: financial squeeze, job security, growth, and comms; onsite-first culture

[03:59] – From data to action: branch-level insights, manager enablement, and upcoming town halls

[06:26] – Benefits changes done right: face-to-face roadshows and red/green impact clarity

[10:05] – Simplification: 40-page core handbook and building transparent, behavior-based incentives

[13:01] – Personalizing development at scale with AI: clearer paths to the next level

[14:03] – Practical AI in ops and recruiting: cross-system analytics and capacity for high-touch hiring

[17:33] – AI coaching for managers and why “safe practice” improves tough conversations


Takeaways

- Turn survey data into local action: equip frontline managers with branch-specific insights and clear follow-ups.

- Practice radical transparency with boundaries: “Tell everything you can as soon as you can” to build trust.

- Make benefits changes unmistakably clear: meet people in person and label positive/negative impacts directly.

- Simplify to strengthen understanding: distill policies into a short, usable core and treat employees like adults.

- Tie incentives to observable behaviors (e.g., productivity, driver safety) with criteria everyone can see.

- Use AI to scale, not replace: automate sourcing and analysis, and support managers with coaching tools.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 19 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1224 Onsite-First HR: Fortis Fire & Safety’s CPO on Transparency, Incentives, and Practical AISummaryHow do you build trust and clarity for a largely frontline, onsite workforce amid inflation pressures and AI-fueled change? Stephanie Roseman, Chief People Officer at Fortis Fire & Safety—a national provider of fire suppression, alarms, and integrated security—shares a practical playbook. She breaks down what her latest employee survey surfaced (financial squeeze, job security, career growth, and communication) and how Fortis turns data into action: branch-level insights, manager enablement, and company-wide town halls. Stephanie details her transparency mantra—“I’ll tell you everything I can as soon as I can”—and how she handled benefits changes with in-person roadshows and red/green clarity on employee impact. She’s also simplifying complexity, shrinking the handbook to a 40-page core, and building transparent incentive programs that reward productivity and safety behaviors. Finally, Stephanie dives into practical AI: scaling personalization in performance and development, boosting recruiting capacity, and cross-referencing HR and operations data for analyst-level insights—plus AI coaching tools that help managers practice tough conversations. Expect concrete, repeatable tactics for any people leader supporting onsite teams.Timestamps[00:45] – What Fortis does and why HR in fire/safety mirrors “background” risk prevention[01:53] – Employee survey findings: financial squeeze, job security, growth, and comms; onsite-first culture[03:59] – From data to action: branch-level insights, manager enablement, and upcoming town halls[06:26] – Benefits changes done right: face-to-face roadshows and red/green impact clarity[10:05] – Simplification: 40-page core handbook and building transparent, behavior-based incentives[13:01] – Personalizing development at scale with AI: clearer paths to the next level[14:03] – Practical AI in ops and recruiting: cross-system analytics and capacity for high-touch hiring[17:33] – AI coaching for managers and why “safe practice” improves tough conversationsTakeaways- Turn survey data into local action: equip frontline managers with branch-specific insights and clear follow-ups.- Practice radical transparency with boundaries: “Tell everything you can as soon as you can” to build trust.- Make benefits changes unmistakably clear: meet people in person and label positive/negative impacts directly.- Simplify to strengthen understanding: distill policies into a short, usable core and treat employees like adults.- Tie incentives to observable behaviors (e.g., productivity, driver safety) with criteria everyone can see.- Use AI to scale, not replace: automate sourcing and analysis, and support managers with coaching tools.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Onsite-First HR: Fortis Fire & Safety’s CPO on Transparency, Incentives, and Practical AISummaryHow do you build trust and clarity for a largely frontline, onsite workforce amid inflation pressures and AI-fueled change? Stephanie Roseman, Chief People HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Fortis-Fire-&-Safety, Chief-People-Officer, Stephanie-Lovinger-Roseman No Andrea Brunet, Director, Employee Relations at Greystar 48 48 Andrea Brunet, Director, Employee Relations at Greystar full 8eee72a4-7233-4d9c-b45d-28e89b128c4f https://share.transistor.fm/s/c6de0987 Human-First Employee Relations: Greystar’s Director on Multi-State Investigations, AI, and Trust

Summary

How do you lead fair, fast, and human investigations across dozens of jurisdictions—with California in the mix—and still keep people at the center?

Andrea Brunet, Director of Employee Relations at Greystar, supports 2,400 employees across multiple states for the global real estate leader. She shares how rigorous organization, clear triage, and deep partnership with field leaders power compliant, compassionate employee relations.

Andrea explains her system for managing time-sensitive cases (think EEOC and wage-and-hour), why rapport lets HR deliver risk-based guidance leaders can hear, and how to handle AI-authored complaints without losing the human story.

Expect practical insights on turning “small” complaints into root-cause patterns, coaching managers through tough conversations, and preserving dignity in terminations—so HR is seen as a trusted partner, not “Toby.”


Timestamps

[00:01] – Role and scope: Greystar’s footprint, multi-state support, and California complexity

[02:25] – Staying organized: tracking investigations, deadlines, and time-sensitive compliance

[04:44] – Building trust: collaborating with leaders and giving risk-based recommendations

[06:52] – AI in ER: the upside, the pitfalls, and why a phone call reveals the real story

[10:03] – From symptoms to root cause: the “coffee complaint” and pattern-spotting in ER

[11:39] – HR as connective tissue: first and last impressions and company-wide impact

[14:19] – Service mindset: triaging requests, team collaboration, and shedding the “Toby” stereotype

[18:45] – Dignity in terminations: coaching leaders through hard conversations and de-escalation


Takeaways

- Build a simple, durable tracking system (spreadsheets or case management) to manage investigations and meet hard deadlines.

- Earn trust early so leaders accept risk-based guidance—even when it’s not the answer they hoped for.

- Treat AI-generated complaints as a starting point; connect live to hear the human behind the text.

- Look beyond surface issues to identify patterns and root causes; small complaints can reveal bigger gaps.

- Position HR as organizational triage: route quickly, respond personally, and reduce friction across functions.

- Protect dignity in difficult moments: frame decisions as business-driven, allow pauses, and coach leaders to de-escalate.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Human-First Employee Relations: Greystar’s Director on Multi-State Investigations, AI, and Trust

Summary

How do you lead fair, fast, and human investigations across dozens of jurisdictions—with California in the mix—and still keep people at the center?

Andrea Brunet, Director of Employee Relations at Greystar, supports 2,400 employees across multiple states for the global real estate leader. She shares how rigorous organization, clear triage, and deep partnership with field leaders power compliant, compassionate employee relations.

Andrea explains her system for managing time-sensitive cases (think EEOC and wage-and-hour), why rapport lets HR deliver risk-based guidance leaders can hear, and how to handle AI-authored complaints without losing the human story.

Expect practical insights on turning “small” complaints into root-cause patterns, coaching managers through tough conversations, and preserving dignity in terminations—so HR is seen as a trusted partner, not “Toby.”


Timestamps

[00:01] – Role and scope: Greystar’s footprint, multi-state support, and California complexity

[02:25] – Staying organized: tracking investigations, deadlines, and time-sensitive compliance

[04:44] – Building trust: collaborating with leaders and giving risk-based recommendations

[06:52] – AI in ER: the upside, the pitfalls, and why a phone call reveals the real story

[10:03] – From symptoms to root cause: the “coffee complaint” and pattern-spotting in ER

[11:39] – HR as connective tissue: first and last impressions and company-wide impact

[14:19] – Service mindset: triaging requests, team collaboration, and shedding the “Toby” stereotype

[18:45] – Dignity in terminations: coaching leaders through hard conversations and de-escalation


Takeaways

- Build a simple, durable tracking system (spreadsheets or case management) to manage investigations and meet hard deadlines.

- Earn trust early so leaders accept risk-based guidance—even when it’s not the answer they hoped for.

- Treat AI-generated complaints as a starting point; connect live to hear the human behind the text.

- Look beyond surface issues to identify patterns and root causes; small complaints can reveal bigger gaps.

- Position HR as organizational triage: route quickly, respond personally, and reduce friction across functions.

- Protect dignity in difficult moments: frame decisions as business-driven, allow pauses, and coach leaders to de-escalate.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Wed, 18 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1347 Human-First Employee Relations: Greystar’s Director on Multi-State Investigations, AI, and TrustSummaryHow do you lead fair, fast, and human investigations across dozens of jurisdictions—with California in the mix—and still keep people at the center? Andrea Brunet, Director of Employee Relations at Greystar, supports 2,400 employees across multiple states for the global real estate leader. She shares how rigorous organization, clear triage, and deep partnership with field leaders power compliant, compassionate employee relations. Andrea explains her system for managing time-sensitive cases (think EEOC and wage-and-hour), why rapport lets HR deliver risk-based guidance leaders can hear, and how to handle AI-authored complaints without losing the human story. Expect practical insights on turning “small” complaints into root-cause patterns, coaching managers through tough conversations, and preserving dignity in terminations—so HR is seen as a trusted partner, not “Toby.”Timestamps[00:01] – Role and scope: Greystar’s footprint, multi-state support, and California complexity[02:25] – Staying organized: tracking investigations, deadlines, and time-sensitive compliance[04:44] – Building trust: collaborating with leaders and giving risk-based recommendations[06:52] – AI in ER: the upside, the pitfalls, and why a phone call reveals the real story[10:03] – From symptoms to root cause: the “coffee complaint” and pattern-spotting in ER[11:39] – HR as connective tissue: first and last impressions and company-wide impact[14:19] – Service mindset: triaging requests, team collaboration, and shedding the “Toby” stereotype[18:45] – Dignity in terminations: coaching leaders through hard conversations and de-escalationTakeaways- Build a simple, durable tracking system (spreadsheets or case management) to manage investigations and meet hard deadlines.- Earn trust early so leaders accept risk-based guidance—even when it’s not the answer they hoped for.- Treat AI-generated complaints as a starting point; connect live to hear the human behind the text.- Look beyond surface issues to identify patterns and root causes; small complaints can reveal bigger gaps.- Position HR as organizational triage: route quickly, respond personally, and reduce friction across functions.- Protect dignity in difficult moments: frame decisions as business-driven, allow pauses, and coach leaders to de-escalate.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Human-First Employee Relations: Greystar’s Director on Multi-State Investigations, AI, and TrustSummaryHow do you lead fair, fast, and human investigations across dozens of jurisdictions—with California in the mix—and still keep people at the center? Andr HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Greystar, Andrea-Brunet No Sunaina Lobo, Chief People Officer at Omnissa 47 47 Sunaina Lobo, Chief People Officer at Omnissa full 65e883c9-37df-4203-a5fa-efd7833fddc7 https://share.transistor.fm/s/d832c2a8 AI-Native HR: Omnissa’s CPO on Hyper-Personalization, Skills Intelligence, and Human Connection


Summary

How can HR lead AI adoption without losing the human core of work?

Sunaina Lobo, Chief People Officer at Omnissa—an AI-driven digital workforce platform carved out of VMware—shares how she’s building a modern “hire-to-retire” experience just six weeks into the role.

Sunaina explains why people teams must be change leaders, not just technology adopters, and how AI lets HR leapfrog legacy models like shared services to deliver truly personalized, scalable support.

She walks through a practical talent development use case—using conversational intelligence to transform career conversations—so managers can focus on relationships while AI captures insights and suggests development paths.

Sunaina also breaks down personalization in total rewards, the realities of a distributed workforce across 18 countries, the shift from rear-view HR metrics to predictive, insights-driven decision-making, and why engagement depends on hyper-human interaction and purpose-led cultures. If you’re redefining HR’s operating system, this episode offers a clear blueprint.


Timestamps

[00:45] – Guest intro: Omnissa’s VMware roots and Sunaina’s “hire-to-retire” mandate

[02:50] – Why HR must lead AI adoption: change management over tools

[04:45] – Leapfrogging shared services: AI bots for personalized employee support

[06:20] – Talent development, reimagined: conversational intelligence for career conversations

[09:00] – Total rewards in the AI era: from one-size-fits-all to hyper-personalization

[11:30] – Engagement is human: community, connection, and “putting the H back in HR”

[15:30] – Five focus areas: hyper-personalization, global talent, insights-driven HR, purpose, skills intelligence

[18:10] – Aligning product and people: building an AI-native employee experience

[18:50] – From anecdotes to evidence: using AI to connect HR metrics to business outcomes

[20:40] – Guardrails: augment with AI, but keep the human conversation central


Takeaways

- Lead AI adoption as a change initiative—design for human behavior, not just new tools.

- Map HR processes end-to-end; automate repeatable steps and reserve managers for high-value conversations.

- Flip career conversations with conversational intelligence to capture insights and generate development options.

- Personalize benefits and rewards based on employee life stage and preferences, not averages.

- Build community and manager capability to counter remote isolation and boost engagement.

- Shift from rear-view reporting to predictive, insights-driven HR and tie people data to business outcomes.

- Treat skills intelligence as a strategic asset—identify, develop, and deploy skills for competitive advantage.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/


]]> AI-Native HR: Omnissa’s CPO on Hyper-Personalization, Skills Intelligence, and Human Connection


Summary

How can HR lead AI adoption without losing the human core of work?

Sunaina Lobo, Chief People Officer at Omnissa—an AI-driven digital workforce platform carved out of VMware—shares how she’s building a modern “hire-to-retire” experience just six weeks into the role.

Sunaina explains why people teams must be change leaders, not just technology adopters, and how AI lets HR leapfrog legacy models like shared services to deliver truly personalized, scalable support.

She walks through a practical talent development use case—using conversational intelligence to transform career conversations—so managers can focus on relationships while AI captures insights and suggests development paths.

Sunaina also breaks down personalization in total rewards, the realities of a distributed workforce across 18 countries, the shift from rear-view HR metrics to predictive, insights-driven decision-making, and why engagement depends on hyper-human interaction and purpose-led cultures. If you’re redefining HR’s operating system, this episode offers a clear blueprint.


Timestamps

[00:45] – Guest intro: Omnissa’s VMware roots and Sunaina’s “hire-to-retire” mandate

[02:50] – Why HR must lead AI adoption: change management over tools

[04:45] – Leapfrogging shared services: AI bots for personalized employee support

[06:20] – Talent development, reimagined: conversational intelligence for career conversations

[09:00] – Total rewards in the AI era: from one-size-fits-all to hyper-personalization

[11:30] – Engagement is human: community, connection, and “putting the H back in HR”

[15:30] – Five focus areas: hyper-personalization, global talent, insights-driven HR, purpose, skills intelligence

[18:10] – Aligning product and people: building an AI-native employee experience

[18:50] – From anecdotes to evidence: using AI to connect HR metrics to business outcomes

[20:40] – Guardrails: augment with AI, but keep the human conversation central


Takeaways

- Lead AI adoption as a change initiative—design for human behavior, not just new tools.

- Map HR processes end-to-end; automate repeatable steps and reserve managers for high-value conversations.

- Flip career conversations with conversational intelligence to capture insights and generate development options.

- Personalize benefits and rewards based on employee life stage and preferences, not averages.

- Build community and manager capability to counter remote isolation and boost engagement.

- Shift from rear-view reporting to predictive, insights-driven HR and tie people data to business outcomes.

- Treat skills intelligence as a strategic asset—identify, develop, and deploy skills for competitive advantage.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/


]]> Wed, 18 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1276 AI-Native HR: Omnissa’s CPO on Hyper-Personalization, Skills Intelligence, and Human ConnectionSummaryHow can HR lead AI adoption without losing the human core of work? Sunaina Lobo, Chief People Officer at Omnissa—an AI-driven digital workforce platform carved out of VMware—shares how she’s building a modern “hire-to-retire” experience just six weeks into the role. Sunaina explains why people teams must be change leaders, not just technology adopters, and how AI lets HR leapfrog legacy models like shared services to deliver truly personalized, scalable support. She walks through a practical talent development use case—using conversational intelligence to transform career conversations—so managers can focus on relationships while AI captures insights and suggests development paths. Sunaina also breaks down personalization in total rewards, the realities of a distributed workforce across 18 countries, the shift from rear-view HR metrics to predictive, insights-driven decision-making, and why engagement depends on hyper-human interaction and purpose-led cultures. If you’re redefining HR’s operating system, this episode offers a clear blueprint.Timestamps[00:45] – Guest intro: Omnissa’s VMware roots and Sunaina’s “hire-to-retire” mandate[02:50] – Why HR must lead AI adoption: change management over tools[04:45] – Leapfrogging shared services: AI bots for personalized employee support[06:20] – Talent development, reimagined: conversational intelligence for career conversations[09:00] – Total rewards in the AI era: from one-size-fits-all to hyper-personalization[11:30] – Engagement is human: community, connection, and “putting the H back in HR”[15:30] – Five focus areas: hyper-personalization, global talent, insights-driven HR, purpose, skills intelligence[18:10] – Aligning product and people: building an AI-native employee experience[18:50] – From anecdotes to evidence: using AI to connect HR metrics to business outcomes[20:40] – Guardrails: augment with AI, but keep the human conversation centralTakeaways- Lead AI adoption as a change initiative—design for human behavior, not just new tools.- Map HR processes end-to-end; automate repeatable steps and reserve managers for high-value conversations.- Flip career conversations with conversational intelligence to capture insights and generate development options.- Personalize benefits and rewards based on employee life stage and preferences, not averages.- Build community and manager capability to counter remote isolation and boost engagement.- Shift from rear-view reporting to predictive, insights-driven HR and tie people data to business outcomes.- Treat skills intelligence as a strategic asset—identify, develop, and deploy skills for competitive advantage.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ AI-Native HR: Omnissa’s CPO on Hyper-Personalization, Skills Intelligence, and Human ConnectionSummaryHow can HR lead AI adoption without losing the human core of work? Sunaina Lobo, Chief People Officer at Omnissa—an AI-driven digital workforce platform HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Omnissa, Chief-People-Officer, Sunaina-Lobo No David Hanrahan, SVP People Success at Solarwinds 49 49 David Hanrahan, SVP People Success at Solarwinds full 5635710f-8110-4966-8b6d-bbc4cf09bb30 https://share.transistor.fm/s/2fb35184 Scaling Through Change: SolarWinds’ People Leader on Functional HRBPs, Sales Talent, and AI-Driven Performance


Summary

What does it take to steer a 25-year-old tech company through going private while raising the performance bar?

David Hanrahan, SVP of People Success at SolarWinds, shares how his team is navigating culture integration with a data-driven parent company, reorganizing HR for impact, and using AI to modernize performance.

With 2,100+ employees and deep tenure across the business, SolarWinds is balancing “what’s worked” with a sharper go-to-market focus. David explains why he shifted HRBPs from site-based support to functional teams (GTM, R&D, G&A), how he built trust quickly across global sites, and why HR must solve revenue problems—starting with hiring and retaining top “native sales” talent.

He also opens up about building an attrition prediction model (and what they learned when v1 missed), plus how AI writing assistants can free managers to be coaches, not scribes.

He closes with a research-backed principle: managers who truly understand their team’s work dramatically boost performance, engagement, and retention.


Timestamps

[00:45] – SolarWinds overview: going private, observability software, and the change agenda

[02:17] – Balancing long company history with Turn/River’s speed and data-orientation

[04:42] – Rewiring HRBPs: from site-based coverage to functional alignment (GTM, R&D, G&A)

[07:19] – Earning trust fast: global site visits, human updates, and building rapport remotely

[11:44] – HR as business problem-solver: zeroing in on “native sales” talent to drive bookings

[14:06] – Attrition prediction model: partnering with IT and learning from first-pass misses

[15:06] – AI in performance: writing assistants, meeting people where they are, manager as coach

[22:13] – The performance multiplier: managers who truly understand the work


Takeaways

- Align HRBPs by function, not just site, to strengthen partnership with global business priorities.

- Build trust quickly through intentional face time and human touches—even in remote-first contexts.

- Aim HR at revenue levers: hire and retain top “native sales” talent to fuel bookings growth.

- Treat analytics as experiments: iterate on models that miss and learn from actual attrition drivers.

- Use AI to handle synthesis and writing so managers can coach, set trade-offs, and elevate performance.

- Make “manager understanding of work” a habit—it doubles high performance and slashes attrition.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Scaling Through Change: SolarWinds’ People Leader on Functional HRBPs, Sales Talent, and AI-Driven Performance


Summary

What does it take to steer a 25-year-old tech company through going private while raising the performance bar?

David Hanrahan, SVP of People Success at SolarWinds, shares how his team is navigating culture integration with a data-driven parent company, reorganizing HR for impact, and using AI to modernize performance.

With 2,100+ employees and deep tenure across the business, SolarWinds is balancing “what’s worked” with a sharper go-to-market focus. David explains why he shifted HRBPs from site-based support to functional teams (GTM, R&D, G&A), how he built trust quickly across global sites, and why HR must solve revenue problems—starting with hiring and retaining top “native sales” talent.

He also opens up about building an attrition prediction model (and what they learned when v1 missed), plus how AI writing assistants can free managers to be coaches, not scribes.

He closes with a research-backed principle: managers who truly understand their team’s work dramatically boost performance, engagement, and retention.


Timestamps

[00:45] – SolarWinds overview: going private, observability software, and the change agenda

[02:17] – Balancing long company history with Turn/River’s speed and data-orientation

[04:42] – Rewiring HRBPs: from site-based coverage to functional alignment (GTM, R&D, G&A)

[07:19] – Earning trust fast: global site visits, human updates, and building rapport remotely

[11:44] – HR as business problem-solver: zeroing in on “native sales” talent to drive bookings

[14:06] – Attrition prediction model: partnering with IT and learning from first-pass misses

[15:06] – AI in performance: writing assistants, meeting people where they are, manager as coach

[22:13] – The performance multiplier: managers who truly understand the work


Takeaways

- Align HRBPs by function, not just site, to strengthen partnership with global business priorities.

- Build trust quickly through intentional face time and human touches—even in remote-first contexts.

- Aim HR at revenue levers: hire and retain top “native sales” talent to fuel bookings growth.

- Treat analytics as experiments: iterate on models that miss and learn from actual attrition drivers.

- Use AI to handle synthesis and writing so managers can coach, set trade-offs, and elevate performance.

- Make “manager understanding of work” a habit—it doubles high performance and slashes attrition.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Wed, 18 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1432 Scaling Through Change: SolarWinds’ People Leader on Functional HRBPs, Sales Talent, and AI-Driven PerformanceSummaryWhat does it take to steer a 25-year-old tech company through going private while raising the performance bar? David Hanrahan, SVP of People Success at SolarWinds, shares how his team is navigating culture integration with a data-driven parent company, reorganizing HR for impact, and using AI to modernize performance. With 2,100+ employees and deep tenure across the business, SolarWinds is balancing “what’s worked” with a sharper go-to-market focus. David explains why he shifted HRBPs from site-based support to functional teams (GTM, R&D, G&A), how he built trust quickly across global sites, and why HR must solve revenue problems—starting with hiring and retaining top “native sales” talent. He also opens up about building an attrition prediction model (and what they learned when v1 missed), plus how AI writing assistants can free managers to be coaches, not scribes. He closes with a research-backed principle: managers who truly understand their team’s work dramatically boost performance, engagement, and retention.Timestamps[00:45] – SolarWinds overview: going private, observability software, and the change agenda[02:17] – Balancing long company history with Turn/River’s speed and data-orientation[04:42] – Rewiring HRBPs: from site-based coverage to functional alignment (GTM, R&D, G&A)[07:19] – Earning trust fast: global site visits, human updates, and building rapport remotely[11:44] – HR as business problem-solver: zeroing in on “native sales” talent to drive bookings[14:06] – Attrition prediction model: partnering with IT and learning from first-pass misses[15:06] – AI in performance: writing assistants, meeting people where they are, manager as coach[22:13] – The performance multiplier: managers who truly understand the workTakeaways- Align HRBPs by function, not just site, to strengthen partnership with global business priorities.- Build trust quickly through intentional face time and human touches—even in remote-first contexts.- Aim HR at revenue levers: hire and retain top “native sales” talent to fuel bookings growth.- Treat analytics as experiments: iterate on models that miss and learn from actual attrition drivers.- Use AI to handle synthesis and writing so managers can coach, set trade-offs, and elevate performance.- Make “manager understanding of work” a habit—it doubles high performance and slashes attrition.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Scaling Through Change: SolarWinds’ People Leader on Functional HRBPs, Sales Talent, and AI-Driven PerformanceSummaryWhat does it take to steer a 25-year-old tech company through going private while raising the performance bar? David Hanrahan, SVP of Peop HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Vice-President, Solarwinds, David-Hanrahan, SVP No Lisa Meyers Strasman, Chief People Operations Officer at IMG Academy 46 46 Lisa Meyers Strasman, Chief People Operations Officer at IMG Academy full 75e80d0b-44c9-4f02-ba05-74473788d22b https://share.transistor.fm/s/b6555a26 Ignite Our Heartbeat: IMG Academy’s CPO on Hybrid Culture, Burnout, and Purpose-Driven HR


Summary

When half your workforce is on a Florida campus and half is fully remote, how do you sustain one culture, prevent burnout, and support growth in a world of constant change?

Lisa Strasman, Chief People Operations Officer at IMG Academy and former President of NCSA (acquired by IMG Academy), shares how the world’s leading sports education brand aligns people, performance, and purpose.

She outlines IMG Academy’s unique mix—boarding school and elite training in Bradenton, year-round camps, and IMG Academy+ for mental performance, nutrition, and college recruiting guidance—and explains how “athlete DNA” fuels a high-performing team.

Lisa unpacks the realities of hybrid culture, why careers must be treated as dynamic, and how their engagement surveys directly shape priorities. She also details their 2026 people-first goal—Ignite Our Heartbeat—designed to elevate the employee experience so staff can better serve student-athletes and families.

Expect practical guidance on closing the communication loop, reducing burnout (especially for remote employees), and connecting daily work to a mission that matters.


Timestamps

[00:45] – IMG Academy overview: campus, camps, and IMG Academy+ (mental performance, nutrition, recruiting)

[02:48] – CPO scope: 2,200 employees split between Bradenton campus and fully remote

[03:56] – Hybrid culture in practice: pace of change, bridging onsite and virtual teams

[05:26] – Nonlinear careers: growth without rigid ladders and HR’s role in transparency

[07:12] – Engagement survey insights: burnout, work-life balance, development, and communication

[08:45] – From insights to action: 2026 goals and “Ignite Our Heartbeat”

[10:51] – Role evolution: from President/COO to CPO and integrating acquired cultures

[13:04] – Athlete DNA at work: hiring for coachability, resilience, and teamwork

[15:02] – Closing advice: connect everyday work to a mission that matters


Takeaways

- Anchor culture to a clear mission and consistently spotlight real impact stories.

- Listen with regular engagement surveys—and close the loop by tying programs to what employees said.

- Build hybrid rituals that serve both onsite and remote teams; make communication inclusive and repeat key messages.

- Treat careers as dynamic; offer development that builds confidence without rigid paths.

- Tackle burnout proactively—especially for remote staff—through workload norms, energy checks, and manager enablement.

- Align people priorities with business outcomes; make people-first goals (like “Ignite Our Heartbeat”) visible, measurable, and owned across the org.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Ignite Our Heartbeat: IMG Academy’s CPO on Hybrid Culture, Burnout, and Purpose-Driven HR


Summary

When half your workforce is on a Florida campus and half is fully remote, how do you sustain one culture, prevent burnout, and support growth in a world of constant change?

Lisa Strasman, Chief People Operations Officer at IMG Academy and former President of NCSA (acquired by IMG Academy), shares how the world’s leading sports education brand aligns people, performance, and purpose.

She outlines IMG Academy’s unique mix—boarding school and elite training in Bradenton, year-round camps, and IMG Academy+ for mental performance, nutrition, and college recruiting guidance—and explains how “athlete DNA” fuels a high-performing team.

Lisa unpacks the realities of hybrid culture, why careers must be treated as dynamic, and how their engagement surveys directly shape priorities. She also details their 2026 people-first goal—Ignite Our Heartbeat—designed to elevate the employee experience so staff can better serve student-athletes and families.

Expect practical guidance on closing the communication loop, reducing burnout (especially for remote employees), and connecting daily work to a mission that matters.


Timestamps

[00:45] – IMG Academy overview: campus, camps, and IMG Academy+ (mental performance, nutrition, recruiting)

[02:48] – CPO scope: 2,200 employees split between Bradenton campus and fully remote

[03:56] – Hybrid culture in practice: pace of change, bridging onsite and virtual teams

[05:26] – Nonlinear careers: growth without rigid ladders and HR’s role in transparency

[07:12] – Engagement survey insights: burnout, work-life balance, development, and communication

[08:45] – From insights to action: 2026 goals and “Ignite Our Heartbeat”

[10:51] – Role evolution: from President/COO to CPO and integrating acquired cultures

[13:04] – Athlete DNA at work: hiring for coachability, resilience, and teamwork

[15:02] – Closing advice: connect everyday work to a mission that matters


Takeaways

- Anchor culture to a clear mission and consistently spotlight real impact stories.

- Listen with regular engagement surveys—and close the loop by tying programs to what employees said.

- Build hybrid rituals that serve both onsite and remote teams; make communication inclusive and repeat key messages.

- Treat careers as dynamic; offer development that builds confidence without rigid paths.

- Tackle burnout proactively—especially for remote staff—through workload norms, energy checks, and manager enablement.

- Align people priorities with business outcomes; make people-first goals (like “Ignite Our Heartbeat”) visible, measurable, and owned across the org.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 17 Feb 2026 07:00:00 -0100 Rebecca Taylor Rebecca Taylor 1038 Ignite Our Heartbeat: IMG Academy’s CPO on Hybrid Culture, Burnout, and Purpose-Driven HRSummaryWhen half your workforce is on a Florida campus and half is fully remote, how do you sustain one culture, prevent burnout, and support growth in a world of constant change? Lisa Strasman, Chief People Operations Officer at IMG Academy and former President of NCSA (acquired by IMG Academy), shares how the world’s leading sports education brand aligns people, performance, and purpose. She outlines IMG Academy’s unique mix—boarding school and elite training in Bradenton, year-round camps, and IMG Academy+ for mental performance, nutrition, and college recruiting guidance—and explains how “athlete DNA” fuels a high-performing team. Lisa unpacks the realities of hybrid culture, why careers must be treated as dynamic, and how their engagement surveys directly shape priorities. She also details their 2026 people-first goal—Ignite Our Heartbeat—designed to elevate the employee experience so staff can better serve student-athletes and families. Expect practical guidance on closing the communication loop, reducing burnout (especially for remote employees), and connecting daily work to a mission that matters.Timestamps[00:45] – IMG Academy overview: campus, camps, and IMG Academy+ (mental performance, nutrition, recruiting)[02:48] – CPO scope: 2,200 employees split between Bradenton campus and fully remote[03:56] – Hybrid culture in practice: pace of change, bridging onsite and virtual teams[05:26] – Nonlinear careers: growth without rigid ladders and HR’s role in transparency[07:12] – Engagement survey insights: burnout, work-life balance, development, and communication[08:45] – From insights to action: 2026 goals and “Ignite Our Heartbeat”[10:51] – Role evolution: from President/COO to CPO and integrating acquired cultures[13:04] – Athlete DNA at work: hiring for coachability, resilience, and teamwork[15:02] – Closing advice: connect everyday work to a mission that mattersTakeaways- Anchor culture to a clear mission and consistently spotlight real impact stories.- Listen with regular engagement surveys—and close the loop by tying programs to what employees said.- Build hybrid rituals that serve both onsite and remote teams; make communication inclusive and repeat key messages.- Treat careers as dynamic; offer development that builds confidence without rigid paths.- Tackle burnout proactively—especially for remote staff—through workload norms, energy checks, and manager enablement.- Align people priorities with business outcomes; make people-first goals (like “Ignite Our Heartbeat”) visible, measurable, and owned across the org.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Ignite Our Heartbeat: IMG Academy’s CPO on Hybrid Culture, Burnout, and Purpose-Driven HRSummaryWhen half your workforce is on a Florida campus and half is fully remote, how do you sustain one culture, prevent burnout, and support growth in a world of con HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Lisa-Meyers-Strasman, IMG-Academy No Deane Ilukowicz, CPO at TPI Composites 44 44 Deane Ilukowicz, CPO at TPI Composites full cf05b0fb-2c0f-4f05-972d-58ff4d98d113 https://share.transistor.fm/s/af318a96 Steady in the Storm: TPI’s CPO on Leading HR Through Chapter 11 with Transparency and Trust


Summary

When your company files Chapter 11, HR becomes the steady hand the business needs.

Deane Ilukowicz, Chief People Officer at TPI Composites—the world’s largest industrial manufacturer of wind turbine blades—shares how she’s guided a nearly 10,000-person, global workforce through restructuring with clarity and care.

From saying “I don’t know” the right way to co-owning tough conversations with leaders, Deane breaks down the practices that build trust under intense uncertainty. She explains why protecting your HR team’s emotional health is non-negotiable, how resilience and psychological safety actually show up day to day, and why “policies as guardrails” beats rigid rulebooks.

Deane also offers a simple, repeatable framework for continuous performance feedback and closes with a charge to every HR pro: be a business leader first.

Expect concrete guidance on communicating when you can’t share everything, keeping operations running while showing empathy, and earning—then keeping—your strategic seat at the table.


Timestamps

[00:45] – Guest intro: TPI’s footprint, scale, and manufacturing context

[02:15] – Chapter 11 realities for HR and leading with transparent context

[04:27] – Protecting the HR team: humane reductions and co-delivering hard news

[05:41] – Resilience and psychological safety: giving HR safe space to process

[08:21] – Truthful performance: using PIPs well to drive clarity and engagement

[11:48] – Continuous feedback in practice: the “one thing” framework

[15:21] – Presence, empathy, and grace; policies as guardrails while staying flexible

[21:02] – Business-first HR: understand how the company makes money to keep your seat


Takeaways

- Lead with transparent context—state what you know, what you don’t, and when you’ll update.

- Protect your HR team’s well-being; co-own difficult conversations with leaders and allow space to decompress.

- Build resilience and psychological safety by normalizing pauses, resets, and candid check-ins.

- Make feedback continuous: one thing that went well, one to improve, and one to do differently.

- Use PIPs as development tools grounded in clear expectations, not as a step toward termination.

- Earn strategic influence by mastering your business model, value drivers, and risks.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Steady in the Storm: TPI’s CPO on Leading HR Through Chapter 11 with Transparency and Trust


Summary

When your company files Chapter 11, HR becomes the steady hand the business needs.

Deane Ilukowicz, Chief People Officer at TPI Composites—the world’s largest industrial manufacturer of wind turbine blades—shares how she’s guided a nearly 10,000-person, global workforce through restructuring with clarity and care.

From saying “I don’t know” the right way to co-owning tough conversations with leaders, Deane breaks down the practices that build trust under intense uncertainty. She explains why protecting your HR team’s emotional health is non-negotiable, how resilience and psychological safety actually show up day to day, and why “policies as guardrails” beats rigid rulebooks.

Deane also offers a simple, repeatable framework for continuous performance feedback and closes with a charge to every HR pro: be a business leader first.

Expect concrete guidance on communicating when you can’t share everything, keeping operations running while showing empathy, and earning—then keeping—your strategic seat at the table.


Timestamps

[00:45] – Guest intro: TPI’s footprint, scale, and manufacturing context

[02:15] – Chapter 11 realities for HR and leading with transparent context

[04:27] – Protecting the HR team: humane reductions and co-delivering hard news

[05:41] – Resilience and psychological safety: giving HR safe space to process

[08:21] – Truthful performance: using PIPs well to drive clarity and engagement

[11:48] – Continuous feedback in practice: the “one thing” framework

[15:21] – Presence, empathy, and grace; policies as guardrails while staying flexible

[21:02] – Business-first HR: understand how the company makes money to keep your seat


Takeaways

- Lead with transparent context—state what you know, what you don’t, and when you’ll update.

- Protect your HR team’s well-being; co-own difficult conversations with leaders and allow space to decompress.

- Build resilience and psychological safety by normalizing pauses, resets, and candid check-ins.

- Make feedback continuous: one thing that went well, one to improve, and one to do differently.

- Use PIPs as development tools grounded in clear expectations, not as a step toward termination.

- Earn strategic influence by mastering your business model, value drivers, and risks.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 17 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1363 Steady in the Storm: TPI’s CPO on Leading HR Through Chapter 11 with Transparency and TrustSummaryWhen your company files Chapter 11, HR becomes the steady hand the business needs. Deane Ilukowicz, Chief People Officer at TPI Composites—the world’s largest industrial manufacturer of wind turbine blades—shares how she’s guided a nearly 10,000-person, global workforce through restructuring with clarity and care. From saying “I don’t know” the right way to co-owning tough conversations with leaders, Deane breaks down the practices that build trust under intense uncertainty. She explains why protecting your HR team’s emotional health is non-negotiable, how resilience and psychological safety actually show up day to day, and why “policies as guardrails” beats rigid rulebooks. Deane also offers a simple, repeatable framework for continuous performance feedback and closes with a charge to every HR pro: be a business leader first. Expect concrete guidance on communicating when you can’t share everything, keeping operations running while showing empathy, and earning—then keeping—your strategic seat at the table.Timestamps[00:45] – Guest intro: TPI’s footprint, scale, and manufacturing context[02:15] – Chapter 11 realities for HR and leading with transparent context[04:27] – Protecting the HR team: humane reductions and co-delivering hard news[05:41] – Resilience and psychological safety: giving HR safe space to process[08:21] – Truthful performance: using PIPs well to drive clarity and engagement[11:48] – Continuous feedback in practice: the “one thing” framework[15:21] – Presence, empathy, and grace; policies as guardrails while staying flexible[21:02] – Business-first HR: understand how the company makes money to keep your seatTakeaways- Lead with transparent context—state what you know, what you don’t, and when you’ll update.- Protect your HR team’s well-being; co-own difficult conversations with leaders and allow space to decompress.- Build resilience and psychological safety by normalizing pauses, resets, and candid check-ins.- Make feedback continuous: one thing that went well, one to improve, and one to do differently.- Use PIPs as development tools grounded in clear expectations, not as a step toward termination.- Earn strategic influence by mastering your business model, value drivers, and risks.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Steady in the Storm: TPI’s CPO on Leading HR Through Chapter 11 with Transparency and TrustSummaryWhen your company files Chapter 11, HR becomes the steady hand the business needs. Deane Ilukowicz, Chief People Officer at TPI Composites—the world’s larges HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Deane-Ilukowicz, TPI-Composites, Chief-People-Officer No Deboleena Bose, CHRO at CoBank 45 45 Deboleena Bose, CHRO at CoBank full 4c23f398-989c-4a7d-9dbc-22f5aa80e38e https://share.transistor.fm/s/40c946c5 Intentional Culture at CoBank: CHRO Debulina Bose on Mission-First HR and AI with Empathy


Summary

How do you unify a national, largely exempt workforce while navigating AI and rapid growth?


Debulina Bose, Chief Human Resources Officer at CoBank, shares how a mission-first approach—serving rural America and strengthening food security—drives hiring, development, and culture across 1,400 associates. As a cooperative, CoBank makes long-term people decisions, not quarter-by-quarter tradeoffs.

Debulina details how her team uses Gallup StrengthsFinder to build diverse-by-thinking teams, why empathy, listening, and judgment will differentiate talent in an AI-enabled workplace, and where AI fits today—from HR chat assistants for FAQs to Copilot for tone and productivity. With 40% of employees new in the last three years, she outlines CoBank’s 2026 priority: building an intentional, co-created culture that matches the mission and the moment.

Expect practical ideas for hiring for purpose, applying the “five whys,” and using AI as a thought partner—while keeping humans firmly in the loop.


Timestamps

[00:45] – Guest intro: CoBank’s mission to serve rural America and Debulina’s remit as CHRO

[01:54] – Workforce snapshot: 1,400 associates, HQ in Denver, national footprint, largely exempt

[03:02] – Unifying a distributed culture: hiring and promoting for mission alignment

[04:34] – The cooperative advantage: long-term lens for talent and development

[05:33] – StrengthsFinder in action: diversity of perspectives and team assimilations

[08:03] – AI anxiety to clarity: empathy, listening, and judgment as differentiators

[11:36] – Practical AI: HR knowledge assistant for FAQs; Copilot to refine difficult messages

[17:43] – 2026 focus: “intentional culture” with 40% new hires—engagement over edicts


Takeaways

- Hire for purpose: prioritize mission alignment to unify distributed teams and decisions.

- Anchor people strategy in the long term—especially in a cooperative or stakeholder model.

- Use StrengthsFinder to design teams with diverse thinking styles and run effective assimilations.

- Deploy AI where it scales routine work (FAQ chatbots) and boosts clarity (tone refinement), not where empathy is required.

- Teach human skills that AI can’t replicate: deep listening, judgment, critical thinking, and the “five whys.”

- Co-create culture during periods of heavy hiring—engage employees broadly instead of issuing top-down values.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Intentional Culture at CoBank: CHRO Debulina Bose on Mission-First HR and AI with Empathy


Summary

How do you unify a national, largely exempt workforce while navigating AI and rapid growth?


Debulina Bose, Chief Human Resources Officer at CoBank, shares how a mission-first approach—serving rural America and strengthening food security—drives hiring, development, and culture across 1,400 associates. As a cooperative, CoBank makes long-term people decisions, not quarter-by-quarter tradeoffs.

Debulina details how her team uses Gallup StrengthsFinder to build diverse-by-thinking teams, why empathy, listening, and judgment will differentiate talent in an AI-enabled workplace, and where AI fits today—from HR chat assistants for FAQs to Copilot for tone and productivity. With 40% of employees new in the last three years, she outlines CoBank’s 2026 priority: building an intentional, co-created culture that matches the mission and the moment.

Expect practical ideas for hiring for purpose, applying the “five whys,” and using AI as a thought partner—while keeping humans firmly in the loop.


Timestamps

[00:45] – Guest intro: CoBank’s mission to serve rural America and Debulina’s remit as CHRO

[01:54] – Workforce snapshot: 1,400 associates, HQ in Denver, national footprint, largely exempt

[03:02] – Unifying a distributed culture: hiring and promoting for mission alignment

[04:34] – The cooperative advantage: long-term lens for talent and development

[05:33] – StrengthsFinder in action: diversity of perspectives and team assimilations

[08:03] – AI anxiety to clarity: empathy, listening, and judgment as differentiators

[11:36] – Practical AI: HR knowledge assistant for FAQs; Copilot to refine difficult messages

[17:43] – 2026 focus: “intentional culture” with 40% new hires—engagement over edicts


Takeaways

- Hire for purpose: prioritize mission alignment to unify distributed teams and decisions.

- Anchor people strategy in the long term—especially in a cooperative or stakeholder model.

- Use StrengthsFinder to design teams with diverse thinking styles and run effective assimilations.

- Deploy AI where it scales routine work (FAQ chatbots) and boosts clarity (tone refinement), not where empathy is required.

- Teach human skills that AI can’t replicate: deep listening, judgment, critical thinking, and the “five whys.”

- Co-create culture during periods of heavy hiring—engage employees broadly instead of issuing top-down values.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 17 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1319 Intentional Culture at CoBank: CHRO Debulina Bose on Mission-First HR and AI with EmpathySummaryHow do you unify a national, largely exempt workforce while navigating AI and rapid growth? Debulina Bose, Chief Human Resources Officer at CoBank, shares how a mission-first approach—serving rural America and strengthening food security—drives hiring, development, and culture across 1,400 associates. As a cooperative, CoBank makes long-term people decisions, not quarter-by-quarter tradeoffs. Debulina details how her team uses Gallup StrengthsFinder to build diverse-by-thinking teams, why empathy, listening, and judgment will differentiate talent in an AI-enabled workplace, and where AI fits today—from HR chat assistants for FAQs to Copilot for tone and productivity. With 40% of employees new in the last three years, she outlines CoBank’s 2026 priority: building an intentional, co-created culture that matches the mission and the moment. Expect practical ideas for hiring for purpose, applying the “five whys,” and using AI as a thought partner—while keeping humans firmly in the loop.Timestamps[00:45] – Guest intro: CoBank’s mission to serve rural America and Debulina’s remit as CHRO[01:54] – Workforce snapshot: 1,400 associates, HQ in Denver, national footprint, largely exempt[03:02] – Unifying a distributed culture: hiring and promoting for mission alignment[04:34] – The cooperative advantage: long-term lens for talent and development[05:33] – StrengthsFinder in action: diversity of perspectives and team assimilations[08:03] – AI anxiety to clarity: empathy, listening, and judgment as differentiators[11:36] – Practical AI: HR knowledge assistant for FAQs; Copilot to refine difficult messages[17:43] – 2026 focus: “intentional culture” with 40% new hires—engagement over edictsTakeaways- Hire for purpose: prioritize mission alignment to unify distributed teams and decisions.- Anchor people strategy in the long term—especially in a cooperative or stakeholder model.- Use StrengthsFinder to design teams with diverse thinking styles and run effective assimilations.- Deploy AI where it scales routine work (FAQ chatbots) and boosts clarity (tone refinement), not where empathy is required.- Teach human skills that AI can’t replicate: deep listening, judgment, critical thinking, and the “five whys.”- Co-create culture during periods of heavy hiring—engage employees broadly instead of issuing top-down values.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Intentional Culture at CoBank: CHRO Debulina Bose on Mission-First HR and AI with EmpathySummaryHow do you unify a national, largely exempt workforce while navigating AI and rapid growth? Debulina Bose, Chief Human Resources Officer at CoBank, shares how HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Deboleena-Bose, CoBank, CHRO No Jason Desentz, CHRO at Toshiba USA 43 43 Jason Desentz, CHRO at Toshiba USA full be6ef84d-55e2-4548-a74d-bd102346d56f https://share.transistor.fm/s/0e770eb1 Reinventing a 150‑Year‑Old Startup: Toshiba’s CHRO on Influence, COEs, and AI


Summary

How do you modernize a century-old manufacturer under private equity—while unifying fragmented HR teams and systems?

Jason Richard Desentz, Chief Human Resources Officer for Toshiba in the Americas, breaks down what it really takes to lead transformation at scale. With roots in Detroit automotive and training in Lean Six Sigma, plus an MBA and DBA, Jason explains why today’s CHRO must think like a business operator first.

He shares a simple but powerful career framework—rotating between HR centers of excellence and field roles (“work on” vs. “work in” the process)—that builds credibility and speed. Jason also unpacks the politics of change: how to socialize ideas early, tailor the pitch, and win stakeholder buy-in. He frames AI as an enhancement, not a replacement, and makes the case for cultures that embrace smart risk-taking and fast learning from mistakes.

Expect practical guidance on consolidating legacy orgs, avoiding complacency, and bringing Gen Z voices to the table—all while keeping the business, people, and process aligned.


Timestamps

[00:45] – CHRO scope at Toshiba: PE-backed reinvention and consolidating standalone units

[03:23] – From legacy to reinvention: “a 150-year-old startup” mindset to refresh processes and culture

[06:45] – The modern CHRO: business acumen, P&L fluency, and Lean roots

[07:32] – COEs vs. field HR: “work on” vs. “work in” the process and career pathing

[09:49] – Influence over edict: politics, context, and stakeholder buy-in

[12:11] – AI as enhancement, not replacement; right- vs. left-brain leadership

[14:03] – Normalize mistakes: psychological safety, coaching, and the 5% rule

[19:02] – Closing playbook: persistence, calibration, and learning from Gen Z/Alpha


Takeaways

- Audit legacy processes with a startup lens to align with future culture and strategy.

- Sharpen business fluency—P&L, operations, and Lean—to elevate HR’s strategic impact.

- Rotate between COE and field roles; volunteer for cross-functional projects to accelerate learning.

- Socialize early and sell smart: build context, coalition, and influence before implementation.

- Treat AI as an enhancement: blend left-brain data with right-brain values; calibrate tools to your org.

- Create psychological safety for calculated risk-taking; learn fast from mistakes and move on.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Reinventing a 150‑Year‑Old Startup: Toshiba’s CHRO on Influence, COEs, and AI


Summary

How do you modernize a century-old manufacturer under private equity—while unifying fragmented HR teams and systems?

Jason Richard Desentz, Chief Human Resources Officer for Toshiba in the Americas, breaks down what it really takes to lead transformation at scale. With roots in Detroit automotive and training in Lean Six Sigma, plus an MBA and DBA, Jason explains why today’s CHRO must think like a business operator first.

He shares a simple but powerful career framework—rotating between HR centers of excellence and field roles (“work on” vs. “work in” the process)—that builds credibility and speed. Jason also unpacks the politics of change: how to socialize ideas early, tailor the pitch, and win stakeholder buy-in. He frames AI as an enhancement, not a replacement, and makes the case for cultures that embrace smart risk-taking and fast learning from mistakes.

Expect practical guidance on consolidating legacy orgs, avoiding complacency, and bringing Gen Z voices to the table—all while keeping the business, people, and process aligned.


Timestamps

[00:45] – CHRO scope at Toshiba: PE-backed reinvention and consolidating standalone units

[03:23] – From legacy to reinvention: “a 150-year-old startup” mindset to refresh processes and culture

[06:45] – The modern CHRO: business acumen, P&L fluency, and Lean roots

[07:32] – COEs vs. field HR: “work on” vs. “work in” the process and career pathing

[09:49] – Influence over edict: politics, context, and stakeholder buy-in

[12:11] – AI as enhancement, not replacement; right- vs. left-brain leadership

[14:03] – Normalize mistakes: psychological safety, coaching, and the 5% rule

[19:02] – Closing playbook: persistence, calibration, and learning from Gen Z/Alpha


Takeaways

- Audit legacy processes with a startup lens to align with future culture and strategy.

- Sharpen business fluency—P&L, operations, and Lean—to elevate HR’s strategic impact.

- Rotate between COE and field roles; volunteer for cross-functional projects to accelerate learning.

- Socialize early and sell smart: build context, coalition, and influence before implementation.

- Treat AI as an enhancement: blend left-brain data with right-brain values; calibrate tools to your org.

- Create psychological safety for calculated risk-taking; learn fast from mistakes and move on.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Mon, 16 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1287 Reinventing a 150‑Year‑Old Startup: Toshiba’s CHRO on Influence, COEs, and AISummaryHow do you modernize a century-old manufacturer under private equity—while unifying fragmented HR teams and systems? Jason Richard Desentz, Chief Human Resources Officer for Toshiba in the Americas, breaks down what it really takes to lead transformation at scale. With roots in Detroit automotive and training in Lean Six Sigma, plus an MBA and DBA, Jason explains why today’s CHRO must think like a business operator first. He shares a simple but powerful career framework—rotating between HR centers of excellence and field roles (“work on” vs. “work in” the process)—that builds credibility and speed. Jason also unpacks the politics of change: how to socialize ideas early, tailor the pitch, and win stakeholder buy-in. He frames AI as an enhancement, not a replacement, and makes the case for cultures that embrace smart risk-taking and fast learning from mistakes. Expect practical guidance on consolidating legacy orgs, avoiding complacency, and bringing Gen Z voices to the table—all while keeping the business, people, and process aligned.Timestamps[00:45] – CHRO scope at Toshiba: PE-backed reinvention and consolidating standalone units[03:23] – From legacy to reinvention: “a 150-year-old startup” mindset to refresh processes and culture[06:45] – The modern CHRO: business acumen, P&L fluency, and Lean roots[07:32] – COEs vs. field HR: “work on” vs. “work in” the process and career pathing[09:49] – Influence over edict: politics, context, and stakeholder buy-in[12:11] – AI as enhancement, not replacement; right- vs. left-brain leadership[14:03] – Normalize mistakes: psychological safety, coaching, and the 5% rule[19:02] – Closing playbook: persistence, calibration, and learning from Gen Z/AlphaTakeaways- Audit legacy processes with a startup lens to align with future culture and strategy.- Sharpen business fluency—P&L, operations, and Lean—to elevate HR’s strategic impact.- Rotate between COE and field roles; volunteer for cross-functional projects to accelerate learning.- Socialize early and sell smart: build context, coalition, and influence before implementation.- Treat AI as an enhancement: blend left-brain data with right-brain values; calibrate tools to your org.- Create psychological safety for calculated risk-taking; learn fast from mistakes and move on.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Reinventing a 150‑Year‑Old Startup: Toshiba’s CHRO on Influence, COEs, and AISummaryHow do you modernize a century-old manufacturer under private equity—while unifying fragmented HR teams and systems? Jason Richard Desentz, Chief Human Resources Officer f HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Toshiba-USA, Jason-Desentz, CHRO No Kristin Gaarder, Chief People Officer at Perforce Software 42 42 Kristin Gaarder, Chief People Officer at Perforce Software full 061c9fb0-ed9c-4506-b5b1-335c63458d9a https://share.transistor.fm/s/5a3f6a52 Empathy at Scale: Perforce’s CPO on AI, Authentic Hiring, and Leading Individuals


Summary

When change is constant and AI is rewriting work, how do you create clarity, safety, and performance for a global workforce?

Kristin Gaarder, Chief People Officer at Perforce Software (2,000 employees across 30+ countries), shares how her team supports technologists navigating rapid transformation, geopolitical uncertainty, and change fatigue—without losing the human thread.

She unpacks the real risks AI introduces to talent acquisition (think synthetic candidates and system infiltration) and why Perforce is reintroducing in-person touchpoints to validate skills and character.

Kristin details a company-wide leadership learning journey: from building high-performing teams on trust and healthy conflict to leading each individual with empathy and precision.

She also breaks down Perforce’s listening architecture—small group sessions, town halls, pulse and engagement surveys, CEO surveys, and always-on feedback forms—to replace “hallway chatter” in distributed teams and rebuild trust through action.

Expect practical ways to teach curiosity and critical thinking, normalize not having all the answers, and anchor change in empathy, stability, and clarity.


Timestamps

[00:45] – Guest intro: Perforce’s global footprint and technical workforce

[01:37] – The pace and volume of change: AI’s impact, global uncertainty, and employee anxiety

[04:10] – Skills for the next decade: curiosity, critical thinking, and discerning AI outputs

[06:21] – Talent acquisition in an AI era: preventing “synthetic candidates” and bot infiltration

[07:55] – Back to basics: why in-person interviews may return—and what to look for in humans

[09:24] – Leading without all the answers: humility, listening widely, and pivoting fast

[10:35] – Replacing hallway feedback: listening sessions, surveys, and building trust remotely

[13:08] – Perforce’s leadership journey: high-performing teams to individualized leadership

[15:36] – Development in practice: better feedback, personalized plans, and AI as a tool

[17:22] – Closing principles: meeting people with empathy, stability, and clarity


Takeaways

- Fortify talent acquisition against AI risks—verify identity, add human touchpoints, and assess learnability, not perfection.

- Build a multi-channel listening system (small groups, pulse/engagement/CEO surveys, town halls) and act visibly on feedback.

- Coach leaders to run high-performing teams grounded in trust, healthy conflict, and clear results.

- Shift from team-only leadership to individualized leadership—meet each person where they are, when they need it.

- Teach curiosity and critical thinking so employees can evaluate AI outputs and navigate ambiguity.

- Anchor change in empathy, stability, and clarity to create psychological safety and enable faster, better decisions.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Empathy at Scale: Perforce’s CPO on AI, Authentic Hiring, and Leading Individuals


Summary

When change is constant and AI is rewriting work, how do you create clarity, safety, and performance for a global workforce?

Kristin Gaarder, Chief People Officer at Perforce Software (2,000 employees across 30+ countries), shares how her team supports technologists navigating rapid transformation, geopolitical uncertainty, and change fatigue—without losing the human thread.

She unpacks the real risks AI introduces to talent acquisition (think synthetic candidates and system infiltration) and why Perforce is reintroducing in-person touchpoints to validate skills and character.

Kristin details a company-wide leadership learning journey: from building high-performing teams on trust and healthy conflict to leading each individual with empathy and precision.

She also breaks down Perforce’s listening architecture—small group sessions, town halls, pulse and engagement surveys, CEO surveys, and always-on feedback forms—to replace “hallway chatter” in distributed teams and rebuild trust through action.

Expect practical ways to teach curiosity and critical thinking, normalize not having all the answers, and anchor change in empathy, stability, and clarity.


Timestamps

[00:45] – Guest intro: Perforce’s global footprint and technical workforce

[01:37] – The pace and volume of change: AI’s impact, global uncertainty, and employee anxiety

[04:10] – Skills for the next decade: curiosity, critical thinking, and discerning AI outputs

[06:21] – Talent acquisition in an AI era: preventing “synthetic candidates” and bot infiltration

[07:55] – Back to basics: why in-person interviews may return—and what to look for in humans

[09:24] – Leading without all the answers: humility, listening widely, and pivoting fast

[10:35] – Replacing hallway feedback: listening sessions, surveys, and building trust remotely

[13:08] – Perforce’s leadership journey: high-performing teams to individualized leadership

[15:36] – Development in practice: better feedback, personalized plans, and AI as a tool

[17:22] – Closing principles: meeting people with empathy, stability, and clarity


Takeaways

- Fortify talent acquisition against AI risks—verify identity, add human touchpoints, and assess learnability, not perfection.

- Build a multi-channel listening system (small groups, pulse/engagement/CEO surveys, town halls) and act visibly on feedback.

- Coach leaders to run high-performing teams grounded in trust, healthy conflict, and clear results.

- Shift from team-only leadership to individualized leadership—meet each person where they are, when they need it.

- Teach curiosity and critical thinking so employees can evaluate AI outputs and navigate ambiguity.

- Anchor change in empathy, stability, and clarity to create psychological safety and enable faster, better decisions.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Mon, 16 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1080 Empathy at Scale: Perforce’s CPO on AI, Authentic Hiring, and Leading IndividualsSummaryWhen change is constant and AI is rewriting work, how do you create clarity, safety, and performance for a global workforce? Kristin Gaarder, Chief People Officer at Perforce Software (2,000 employees across 30+ countries), shares how her team supports technologists navigating rapid transformation, geopolitical uncertainty, and change fatigue—without losing the human thread. She unpacks the real risks AI introduces to talent acquisition (think synthetic candidates and system infiltration) and why Perforce is reintroducing in-person touchpoints to validate skills and character. Kristin details a company-wide leadership learning journey: from building high-performing teams on trust and healthy conflict to leading each individual with empathy and precision. She also breaks down Perforce’s listening architecture—small group sessions, town halls, pulse and engagement surveys, CEO surveys, and always-on feedback forms—to replace “hallway chatter” in distributed teams and rebuild trust through action. Expect practical ways to teach curiosity and critical thinking, normalize not having all the answers, and anchor change in empathy, stability, and clarity.Timestamps[00:45] – Guest intro: Perforce’s global footprint and technical workforce[01:37] – The pace and volume of change: AI’s impact, global uncertainty, and employee anxiety[04:10] – Skills for the next decade: curiosity, critical thinking, and discerning AI outputs[06:21] – Talent acquisition in an AI era: preventing “synthetic candidates” and bot infiltration[07:55] – Back to basics: why in-person interviews may return—and what to look for in humans[09:24] – Leading without all the answers: humility, listening widely, and pivoting fast[10:35] – Replacing hallway feedback: listening sessions, surveys, and building trust remotely[13:08] – Perforce’s leadership journey: high-performing teams to individualized leadership[15:36] – Development in practice: better feedback, personalized plans, and AI as a tool[17:22] – Closing principles: meeting people with empathy, stability, and clarityTakeaways- Fortify talent acquisition against AI risks—verify identity, add human touchpoints, and assess learnability, not perfection.- Build a multi-channel listening system (small groups, pulse/engagement/CEO surveys, town halls) and act visibly on feedback.- Coach leaders to run high-performing teams grounded in trust, healthy conflict, and clear results.- Shift from team-only leadership to individualized leadership—meet each person where they are, when they need it.- Teach curiosity and critical thinking so employees can evaluate AI outputs and navigate ambiguity.- Anchor change in empathy, stability, and clarity to create psychological safety and enable faster, better decisions.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Empathy at Scale: Perforce’s CPO on AI, Authentic Hiring, and Leading IndividualsSummaryWhen change is constant and AI is rewriting work, how do you create clarity, safety, and performance for a global workforce? Kristin Gaarder, Chief People Officer at P HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Perforce-Software, Kristin-Gaarder, Chief-People-Officer No Vanessa Brulotte, Employee Relations Partner at BambooHR 41 41 Vanessa Brulotte, Employee Relations Partner at BambooHR full 1969cc4e-8560-4cad-9c20-3f688b0a166b https://share.transistor.fm/s/36466eff Catch It at a Simmer: BambooHR’s Vanessa Brulotte on Employee Relations, Clear Communication, and AI in HR


Summary

When employees only reach HR at “eruption,” it’s already too late.

Vanessa Brulotte, Employee Relations Partner at BambooHR, shares how to build a trusted, centralized ER function that catches issues at a simmer—so leaders and employees can collaborate toward resolution instead of crisis.

With nine years at BambooHR across TA, HR, and ER, Vanessa brings practical frameworks for fairness and consistency, from creating visible “safe spaces” in a hybrid environment to setting shared expectations and alignment before projects go off the rails.

She unpacks why communication fails even with good intent, how to avoid ruinous empathy, and simple habits—like recap notes—that prevent misinterpretation (cue the Amelia Bedelia lesson).

Vanessa also dives into AI’s role in HR today: use it to scale clarity and prep tough conversations (think SBI-F talk tracks), ask it to push back, and put guardrails in place—never as legal counsel. The episode closes with a reminder many HR pros need: protect your own wellbeing, set boundaries, and show up with calm when it matters most.


Timestamps

[00:45] – Vanessa’s path at BambooHR and why she built a centralized ER function

[02:22] – Fairness, consistency, and creating a trusted “safe space” for employees

[05:20] – Hybrid visibility: why showing up onsite builds access and credibility

[07:58] – The real reason communication fails—and how to catch issues at a simmer

[08:27] – Alignment before action: roles, decisions, contributors, and deadlines

[11:00] – High vs. low context communication (and the Amelia Bedelia effect)

[12:37] – Recap to prevent rework: simple practices that keep teams aligned

[14:12] – AI in HR: scaling clarity, SBI-F talk tracks, and asking for pushback

[16:09] – Guardrails, not legal advice: using AI responsibly

[19:30] – HR wellbeing: boundaries, mental health, and showing up with calm


Takeaways

- Build trust early so issues surface at a simmer—long before crisis and escalation.

- Drive clarity: align on who decides, who is responsible, who contributes, and by when.

- Over-communicate with intent—use recap notes, confirm “what good looks like,” and avoid ruinous empathy.

- Prepare difficult conversations with the SBI-F framework; practice and plan language in advance.

- Use AI as a thought partner to draft talk tracks and challenge your thinking—ask it to play devil’s advocate.

- Set and socialize AI guardrails; never treat AI outputs as legal counsel.

- Protect your own capacity: limit doomscrolling, set boundaries, and create pauses to bring calm to charged moments.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Catch It at a Simmer: BambooHR’s Vanessa Brulotte on Employee Relations, Clear Communication, and AI in HR


Summary

When employees only reach HR at “eruption,” it’s already too late.

Vanessa Brulotte, Employee Relations Partner at BambooHR, shares how to build a trusted, centralized ER function that catches issues at a simmer—so leaders and employees can collaborate toward resolution instead of crisis.

With nine years at BambooHR across TA, HR, and ER, Vanessa brings practical frameworks for fairness and consistency, from creating visible “safe spaces” in a hybrid environment to setting shared expectations and alignment before projects go off the rails.

She unpacks why communication fails even with good intent, how to avoid ruinous empathy, and simple habits—like recap notes—that prevent misinterpretation (cue the Amelia Bedelia lesson).

Vanessa also dives into AI’s role in HR today: use it to scale clarity and prep tough conversations (think SBI-F talk tracks), ask it to push back, and put guardrails in place—never as legal counsel. The episode closes with a reminder many HR pros need: protect your own wellbeing, set boundaries, and show up with calm when it matters most.


Timestamps

[00:45] – Vanessa’s path at BambooHR and why she built a centralized ER function

[02:22] – Fairness, consistency, and creating a trusted “safe space” for employees

[05:20] – Hybrid visibility: why showing up onsite builds access and credibility

[07:58] – The real reason communication fails—and how to catch issues at a simmer

[08:27] – Alignment before action: roles, decisions, contributors, and deadlines

[11:00] – High vs. low context communication (and the Amelia Bedelia effect)

[12:37] – Recap to prevent rework: simple practices that keep teams aligned

[14:12] – AI in HR: scaling clarity, SBI-F talk tracks, and asking for pushback

[16:09] – Guardrails, not legal advice: using AI responsibly

[19:30] – HR wellbeing: boundaries, mental health, and showing up with calm


Takeaways

- Build trust early so issues surface at a simmer—long before crisis and escalation.

- Drive clarity: align on who decides, who is responsible, who contributes, and by when.

- Over-communicate with intent—use recap notes, confirm “what good looks like,” and avoid ruinous empathy.

- Prepare difficult conversations with the SBI-F framework; practice and plan language in advance.

- Use AI as a thought partner to draft talk tracks and challenge your thinking—ask it to play devil’s advocate.

- Set and socialize AI guardrails; never treat AI outputs as legal counsel.

- Protect your own capacity: limit doomscrolling, set boundaries, and create pauses to bring calm to charged moments.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Mon, 16 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1227 Catch It at a Simmer: BambooHR’s Vanessa Brulotte on Employee Relations, Clear Communication, and AI in HRSummaryWhen employees only reach HR at “eruption,” it’s already too late. Vanessa Brulotte, Employee Relations Partner at BambooHR, shares how to build a trusted, centralized ER function that catches issues at a simmer—so leaders and employees can collaborate toward resolution instead of crisis. With nine years at BambooHR across TA, HR, and ER, Vanessa brings practical frameworks for fairness and consistency, from creating visible “safe spaces” in a hybrid environment to setting shared expectations and alignment before projects go off the rails. She unpacks why communication fails even with good intent, how to avoid ruinous empathy, and simple habits—like recap notes—that prevent misinterpretation (cue the Amelia Bedelia lesson). Vanessa also dives into AI’s role in HR today: use it to scale clarity and prep tough conversations (think SBI-F talk tracks), ask it to push back, and put guardrails in place—never as legal counsel. The episode closes with a reminder many HR pros need: protect your own wellbeing, set boundaries, and show up with calm when it matters most.Timestamps[00:45] – Vanessa’s path at BambooHR and why she built a centralized ER function[02:22] – Fairness, consistency, and creating a trusted “safe space” for employees[05:20] – Hybrid visibility: why showing up onsite builds access and credibility[07:58] – The real reason communication fails—and how to catch issues at a simmer[08:27] – Alignment before action: roles, decisions, contributors, and deadlines[11:00] – High vs. low context communication (and the Amelia Bedelia effect)[12:37] – Recap to prevent rework: simple practices that keep teams aligned[14:12] – AI in HR: scaling clarity, SBI-F talk tracks, and asking for pushback[16:09] – Guardrails, not legal advice: using AI responsibly[19:30] – HR wellbeing: boundaries, mental health, and showing up with calmTakeaways- Build trust early so issues surface at a simmer—long before crisis and escalation.- Drive clarity: align on who decides, who is responsible, who contributes, and by when.- Over-communicate with intent—use recap notes, confirm “what good looks like,” and avoid ruinous empathy.- Prepare difficult conversations with the SBI-F framework; practice and plan language in advance.- Use AI as a thought partner to draft talk tracks and challenge your thinking—ask it to play devil’s advocate.- Set and socialize AI guardrails; never treat AI outputs as legal counsel.- Protect your own capacity: limit doomscrolling, set boundaries, and create pauses to bring calm to charged moments.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Catch It at a Simmer: BambooHR’s Vanessa Brulotte on Employee Relations, Clear Communication, and AI in HRSummaryWhen employees only reach HR at “eruption,” it’s already too late. Vanessa Brulotte, Employee Relations Partner at BambooHR, shares how to bui HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Vanessa-Brulotte, BambooHR No Todd Mayhew, CHRO at Snap Finance 40 40 Todd Mayhew, CHRO at Snap Finance full 3888c889-14f0-4744-838c-371d11a87b4e https://share.transistor.fm/s/4c7bcc56 From Reorg to Results: Snap Finance’s CHRO on Org Design, AI Adoption, and the People Strategy Edge


Summary

If your org chart changes but execution doesn’t, you’re missing the “connective tissue.” Todd Mayhew, Chief Human Resources Officer at Snap Finance, shares how he’s guiding a fintech at an inflection point—from a transaction-based model to a consumer platform—by aligning structure, process, and behavior.

Five months into the role, Todd is reorganizing around centers of excellence, using RACIs to create clarity, and applying the Galbraith Star Model to ensure strategy, structure, process, rewards, and people move in lockstep.

A USC doctorate in Organizational Change & Leadership gives him the language and evidence to influence CFOs and engineers with data, not just theory. Todd also reframes AI as an HR discipline: you onboard, coach, and measure it like a teammate, model adoption as a leader, and spotlight internal wins to drive behavior change.

He cautions that AI augments capability—it won’t replace missing analytical muscles—and makes the case that a business strategy without a people strategy is a pipe dream. Expect practical guidance for turning reorganizations into results, building analytic acumen in HR, and making AI real across a global workforce.


Timestamps

[00:45] – Guest intro and Snap Finance’s mission: serving consumers under financial stress

[02:53] – Global footprint and the big shift: from transactions to a relationship platform

[04:24] – Centers of excellence, org design, and why RACIs reduce friction and decision fatigue

[05:17] – The “connective tissue” leaders miss in reorgs: roles, processes, and accountability

[06:53] – Change that sticks: culture as behavior + the Galbraith Star Model explained

[08:21] – Todd’s path: public administration to HR, plus a USC doctorate in org change

[10:39] – Influencing with evidence: meeting CFOs/engineers with data; people strategy as essential

[13:56] – Making AI real: exercise analogy, “hiring” GPT as L&D, modeling adoption, and sharing wins

[19:13] – Guardrails: AI augments but doesn’t replace baseline skills; why HR must build analytics

Takeaways

- Design with the Galbraith Star: align strategy, structure, processes, rewards, and people to avoid reorg stall-outs.

- Build the “connective tissue”: use RACIs and clear process ownership so decisions stick and work flows.

- Lead AI by example: onboard and coach AI like a teammate, then showcase internal wins to drive adoption.

- Bring data to the table: use evidence and research to influence financially minded leaders and shape strategy.

- Invest in analytics in HR: AI amplifies capability but won’t fix gaps in financial or analytical acumen.

- Shift from transactions to relationships: organize into centers of excellence to scale a platform model.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> From Reorg to Results: Snap Finance’s CHRO on Org Design, AI Adoption, and the People Strategy Edge


Summary

If your org chart changes but execution doesn’t, you’re missing the “connective tissue.” Todd Mayhew, Chief Human Resources Officer at Snap Finance, shares how he’s guiding a fintech at an inflection point—from a transaction-based model to a consumer platform—by aligning structure, process, and behavior.

Five months into the role, Todd is reorganizing around centers of excellence, using RACIs to create clarity, and applying the Galbraith Star Model to ensure strategy, structure, process, rewards, and people move in lockstep.

A USC doctorate in Organizational Change & Leadership gives him the language and evidence to influence CFOs and engineers with data, not just theory. Todd also reframes AI as an HR discipline: you onboard, coach, and measure it like a teammate, model adoption as a leader, and spotlight internal wins to drive behavior change.

He cautions that AI augments capability—it won’t replace missing analytical muscles—and makes the case that a business strategy without a people strategy is a pipe dream. Expect practical guidance for turning reorganizations into results, building analytic acumen in HR, and making AI real across a global workforce.


Timestamps

[00:45] – Guest intro and Snap Finance’s mission: serving consumers under financial stress

[02:53] – Global footprint and the big shift: from transactions to a relationship platform

[04:24] – Centers of excellence, org design, and why RACIs reduce friction and decision fatigue

[05:17] – The “connective tissue” leaders miss in reorgs: roles, processes, and accountability

[06:53] – Change that sticks: culture as behavior + the Galbraith Star Model explained

[08:21] – Todd’s path: public administration to HR, plus a USC doctorate in org change

[10:39] – Influencing with evidence: meeting CFOs/engineers with data; people strategy as essential

[13:56] – Making AI real: exercise analogy, “hiring” GPT as L&D, modeling adoption, and sharing wins

[19:13] – Guardrails: AI augments but doesn’t replace baseline skills; why HR must build analytics

Takeaways

- Design with the Galbraith Star: align strategy, structure, processes, rewards, and people to avoid reorg stall-outs.

- Build the “connective tissue”: use RACIs and clear process ownership so decisions stick and work flows.

- Lead AI by example: onboard and coach AI like a teammate, then showcase internal wins to drive adoption.

- Bring data to the table: use evidence and research to influence financially minded leaders and shape strategy.

- Invest in analytics in HR: AI amplifies capability but won’t fix gaps in financial or analytical acumen.

- Shift from transactions to relationships: organize into centers of excellence to scale a platform model.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 12 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1304 From Reorg to Results: Snap Finance’s CHRO on Org Design, AI Adoption, and the People Strategy EdgeSummaryIf your org chart changes but execution doesn’t, you’re missing the “connective tissue.” Todd Mayhew, Chief Human Resources Officer at Snap Finance, shares how he’s guiding a fintech at an inflection point—from a transaction-based model to a consumer platform—by aligning structure, process, and behavior. Five months into the role, Todd is reorganizing around centers of excellence, using RACIs to create clarity, and applying the Galbraith Star Model to ensure strategy, structure, process, rewards, and people move in lockstep. A USC doctorate in Organizational Change & Leadership gives him the language and evidence to influence CFOs and engineers with data, not just theory. Todd also reframes AI as an HR discipline: you onboard, coach, and measure it like a teammate, model adoption as a leader, and spotlight internal wins to drive behavior change. He cautions that AI augments capability—it won’t replace missing analytical muscles—and makes the case that a business strategy without a people strategy is a pipe dream. Expect practical guidance for turning reorganizations into results, building analytic acumen in HR, and making AI real across a global workforce.Timestamps[00:45] – Guest intro and Snap Finance’s mission: serving consumers under financial stress[02:53] – Global footprint and the big shift: from transactions to a relationship platform[04:24] – Centers of excellence, org design, and why RACIs reduce friction and decision fatigue[05:17] – The “connective tissue” leaders miss in reorgs: roles, processes, and accountability[06:53] – Change that sticks: culture as behavior + the Galbraith Star Model explained[08:21] – Todd’s path: public administration to HR, plus a USC doctorate in org change[10:39] – Influencing with evidence: meeting CFOs/engineers with data; people strategy as essential[13:56] – Making AI real: exercise analogy, “hiring” GPT as L&D, modeling adoption, and sharing wins[19:13] – Guardrails: AI augments but doesn’t replace baseline skills; why HR must build analyticsTakeaways- Design with the Galbraith Star: align strategy, structure, processes, rewards, and people to avoid reorg stall-outs.- Build the “connective tissue”: use RACIs and clear process ownership so decisions stick and work flows.- Lead AI by example: onboard and coach AI like a teammate, then showcase internal wins to drive adoption.- Bring data to the table: use evidence and research to influence financially minded leaders and shape strategy.- Invest in analytics in HR: AI amplifies capability but won’t fix gaps in financial or analytical acumen.- Shift from transactions to relationships: organize into centers of excellence to scale a platform model.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ From Reorg to Results: Snap Finance’s CHRO on Org Design, AI Adoption, and the People Strategy EdgeSummaryIf your org chart changes but execution doesn’t, you’re missing the “connective tissue.” Todd Mayhew, Chief Human Resources Officer at Snap Finance, HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Todd-Mayhew, CHRO, Snap-Finance No Tanya Moore, Chief People Officer at West Monroe 39 39 Tanya Moore, Chief People Officer at West Monroe full e1e71fb3-4837-41af-9274-127fec3f2339 https://share.transistor.fm/s/b60f9cf4 AI‑Literate HR: West Monroe’s CPO on Human‑in‑the‑Loop and Workflow Leapfrogging


Summary

Feeling the pressure to do more with less while AI reshapes work?

Tanya Moore, Chief People Officer at West Monroe, shares how she’s evolving HR from an administrative function to a strategic architect of business outcomes.

Leading people strategy for a 2,000+ person business and technology consultancy, Tanya breaks down a practical AI playbook: raise AI literacy across the org (they now have ~100 super users), reinvent core workflows, and keep humans firmly in the loop.

She details how West Monroe built client-ready offerings like Intellio Hopper to modernize data 80% faster, and how her team uses AI to compress M&A diligence—from sifting thousands of documents to delivering faster, higher-quality insights.

Tanya also offers concrete advice for HR leaders: separate HR operations from strategy, focus on fewer, high-impact priorities, and “leapfrog” with technology instead of moving step-by-step.

She closes with how leaders should model usage, prioritize workflow pilots, and foster continuous learning (including her own 8–10 hours per week) so talent stays employable and energized. Hear the frameworks, tools, and mindset shifts any people leader can apply now.


Timestamps

[00:52] – CPO scope and West Monroe overview (2,000+ employees; business and tech consulting)

[01:50] – The new HR mandate: do more with less while elevating employee experience

[02:49] – From admin to strategic architect: partnering with the C‑suite and board

[04:31] – Balancing urgent and strategic: split HR ops, focus ruthlessly, and leapfrog with tech

[07:41] – Building AI literacy: ~100 super users and offerings like Intellio Hopper (80% faster data modernization)

[10:54] – Human‑in‑the‑loop: pairing judgment with AI to improve speed and quality

[11:56] – Workflow reinvention: AI‑accelerated M&A diligence to deliver insights faster

[16:47] – Model the behavior: leadership usage, workflow priorities, and a culture of continuous learning


Takeaways

- Elevate HR from process owner to strategic architect by aligning people strategy to business outcomes.

- Separate HR operations from strategic work to reduce reactivity and create focus.

- Focus on a few high-impact priorities; ship value, then iterate.

- Leapfrog with technology to compress timelines—don’t always move step‑by‑step.

- Build AI literacy org‑wide, cultivate super users, and redesign end‑to‑end workflows with human‑in‑the‑loop.

- Model continuous learning at the top and make experimentation a visible, regular practice.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> AI‑Literate HR: West Monroe’s CPO on Human‑in‑the‑Loop and Workflow Leapfrogging


Summary

Feeling the pressure to do more with less while AI reshapes work?

Tanya Moore, Chief People Officer at West Monroe, shares how she’s evolving HR from an administrative function to a strategic architect of business outcomes.

Leading people strategy for a 2,000+ person business and technology consultancy, Tanya breaks down a practical AI playbook: raise AI literacy across the org (they now have ~100 super users), reinvent core workflows, and keep humans firmly in the loop.

She details how West Monroe built client-ready offerings like Intellio Hopper to modernize data 80% faster, and how her team uses AI to compress M&A diligence—from sifting thousands of documents to delivering faster, higher-quality insights.

Tanya also offers concrete advice for HR leaders: separate HR operations from strategy, focus on fewer, high-impact priorities, and “leapfrog” with technology instead of moving step-by-step.

She closes with how leaders should model usage, prioritize workflow pilots, and foster continuous learning (including her own 8–10 hours per week) so talent stays employable and energized. Hear the frameworks, tools, and mindset shifts any people leader can apply now.


Timestamps

[00:52] – CPO scope and West Monroe overview (2,000+ employees; business and tech consulting)

[01:50] – The new HR mandate: do more with less while elevating employee experience

[02:49] – From admin to strategic architect: partnering with the C‑suite and board

[04:31] – Balancing urgent and strategic: split HR ops, focus ruthlessly, and leapfrog with tech

[07:41] – Building AI literacy: ~100 super users and offerings like Intellio Hopper (80% faster data modernization)

[10:54] – Human‑in‑the‑loop: pairing judgment with AI to improve speed and quality

[11:56] – Workflow reinvention: AI‑accelerated M&A diligence to deliver insights faster

[16:47] – Model the behavior: leadership usage, workflow priorities, and a culture of continuous learning


Takeaways

- Elevate HR from process owner to strategic architect by aligning people strategy to business outcomes.

- Separate HR operations from strategic work to reduce reactivity and create focus.

- Focus on a few high-impact priorities; ship value, then iterate.

- Leapfrog with technology to compress timelines—don’t always move step‑by‑step.

- Build AI literacy org‑wide, cultivate super users, and redesign end‑to‑end workflows with human‑in‑the‑loop.

- Model continuous learning at the top and make experimentation a visible, regular practice.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Wed, 11 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1197 AI‑Literate HR: West Monroe’s CPO on Human‑in‑the‑Loop and Workflow LeapfroggingSummaryFeeling the pressure to do more with less while AI reshapes work? Tanya Moore, Chief People Officer at West Monroe, shares how she’s evolving HR from an administrative function to a strategic architect of business outcomes. Leading people strategy for a 2,000+ person business and technology consultancy, Tanya breaks down a practical AI playbook: raise AI literacy across the org (they now have ~100 super users), reinvent core workflows, and keep humans firmly in the loop. She details how West Monroe built client-ready offerings like Intellio Hopper to modernize data 80% faster, and how her team uses AI to compress M&A diligence—from sifting thousands of documents to delivering faster, higher-quality insights. Tanya also offers concrete advice for HR leaders: separate HR operations from strategy, focus on fewer, high-impact priorities, and “leapfrog” with technology instead of moving step-by-step. She closes with how leaders should model usage, prioritize workflow pilots, and foster continuous learning (including her own 8–10 hours per week) so talent stays employable and energized. Hear the frameworks, tools, and mindset shifts any people leader can apply now.Timestamps[00:52] – CPO scope and West Monroe overview (2,000+ employees; business and tech consulting)[01:50] – The new HR mandate: do more with less while elevating employee experience[02:49] – From admin to strategic architect: partnering with the C‑suite and board[04:31] – Balancing urgent and strategic: split HR ops, focus ruthlessly, and leapfrog with tech[07:41] – Building AI literacy: ~100 super users and offerings like Intellio Hopper (80% faster data modernization)[10:54] – Human‑in‑the‑loop: pairing judgment with AI to improve speed and quality[11:56] – Workflow reinvention: AI‑accelerated M&A diligence to deliver insights faster[16:47] – Model the behavior: leadership usage, workflow priorities, and a culture of continuous learningTakeaways- Elevate HR from process owner to strategic architect by aligning people strategy to business outcomes.- Separate HR operations from strategic work to reduce reactivity and create focus.- Focus on a few high-impact priorities; ship value, then iterate.- Leapfrog with technology to compress timelines—don’t always move step‑by‑step.- Build AI literacy org‑wide, cultivate super users, and redesign end‑to‑end workflows with human‑in‑the‑loop.- Model continuous learning at the top and make experimentation a visible, regular practice.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ AI‑Literate HR: West Monroe’s CPO on Human‑in‑the‑Loop and Workflow LeapfroggingSummaryFeeling the pressure to do more with less while AI reshapes work? Tanya Moore, Chief People Officer at West Monroe, shares how she’s evolving HR from an administrative HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Chief-People-Officer, West-Monroe, Tanya-Moore No Valerie Capers Workman, CHRO at Empower Pharmacy 38 38 Valerie Capers Workman, CHRO at Empower Pharmacy full 427f207b-b59a-4a7e-b7b5-63f9d65f93a2 https://share.transistor.fm/s/db08dd70 The Human Last Mile: Empower Pharmacy’s CHRO on AI Fluency, Ethics, and HR Transformation


Summary

AI in HR isn’t about replacing people—it’s about redefining excellence and freeing humans to do higher-order work.

Valerie Capers Workman, Chief Human Resources Officer at Empower Pharmacy and author of two books on AI, shares how she’s leading company-wide AI transformation while rebuilding the HR tech stack with human-in-the-loop design.

Valerie tackles the real blockers—fear, security, ethics, IP, and inequity—and explains why “excellence now requires AI” and how leaders can communicate that without triggering defensiveness. She breaks down a practical operating model: use AI for task work, keep humans as the “last mile” decision-makers, and build AI fluency through structured, role-based training so no one is left behind.

Expect candid stories, from coaching a team member past “AI is cheating” to using saved time for strategic thinking, plus how to set guardrails for sensitive areas like employee relations.


Timestamps

[00:45] – Guest intro: CHRO role at Empower Pharmacy and leading AI across HR and the business

[02:16] – The real challenges: fear of replacement, ethics, security, and IP concerns

[03:24] – Redefining excellence and leveling the field: reluctance, inequity, and access

[06:16] – Coaching in practice: moving from “AI is cheating” to standout work—and time back

[08:42] – What leaders must do: shift routine to AI to create space for strategic thinking

[10:24] – Managing risk: automation misfires, ER sensitivity, and designing for control

[11:48] – Design principle: human-in-the-loop “last mile” for all critical HR decisions

[15:45] – Building AI fluency: pilot curriculum, company-wide training, and starting before perfect


Takeaways

- Design AI with humans as the last mile—keep judgment, empathy, and final decisions with leaders.

- Build AI fluency by role; launch a pilot curriculum and scale it so no one is left behind.

- Reframe AI as a performance multiplier: use it for tasks to create room for strategy and EQ work.

- Set clear guardrails (ethics, security, IP) and choose platforms that preserve human control.

- Start now with small experiments; momentum beats perfection in a fast-changing tech landscape.

- Normalize failure and iteration—use “bad” outputs to sharpen prompts, thinking, and processes.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> The Human Last Mile: Empower Pharmacy’s CHRO on AI Fluency, Ethics, and HR Transformation


Summary

AI in HR isn’t about replacing people—it’s about redefining excellence and freeing humans to do higher-order work.

Valerie Capers Workman, Chief Human Resources Officer at Empower Pharmacy and author of two books on AI, shares how she’s leading company-wide AI transformation while rebuilding the HR tech stack with human-in-the-loop design.

Valerie tackles the real blockers—fear, security, ethics, IP, and inequity—and explains why “excellence now requires AI” and how leaders can communicate that without triggering defensiveness. She breaks down a practical operating model: use AI for task work, keep humans as the “last mile” decision-makers, and build AI fluency through structured, role-based training so no one is left behind.

Expect candid stories, from coaching a team member past “AI is cheating” to using saved time for strategic thinking, plus how to set guardrails for sensitive areas like employee relations.


Timestamps

[00:45] – Guest intro: CHRO role at Empower Pharmacy and leading AI across HR and the business

[02:16] – The real challenges: fear of replacement, ethics, security, and IP concerns

[03:24] – Redefining excellence and leveling the field: reluctance, inequity, and access

[06:16] – Coaching in practice: moving from “AI is cheating” to standout work—and time back

[08:42] – What leaders must do: shift routine to AI to create space for strategic thinking

[10:24] – Managing risk: automation misfires, ER sensitivity, and designing for control

[11:48] – Design principle: human-in-the-loop “last mile” for all critical HR decisions

[15:45] – Building AI fluency: pilot curriculum, company-wide training, and starting before perfect


Takeaways

- Design AI with humans as the last mile—keep judgment, empathy, and final decisions with leaders.

- Build AI fluency by role; launch a pilot curriculum and scale it so no one is left behind.

- Reframe AI as a performance multiplier: use it for tasks to create room for strategy and EQ work.

- Set clear guardrails (ethics, security, IP) and choose platforms that preserve human control.

- Start now with small experiments; momentum beats perfection in a fast-changing tech landscape.

- Normalize failure and iteration—use “bad” outputs to sharpen prompts, thinking, and processes.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 10 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1188 The Human Last Mile: Empower Pharmacy’s CHRO on AI Fluency, Ethics, and HR TransformationSummaryAI in HR isn’t about replacing people—it’s about redefining excellence and freeing humans to do higher-order work. Valerie Capers Workman, Chief Human Resources Officer at Empower Pharmacy and author of two books on AI, shares how she’s leading company-wide AI transformation while rebuilding the HR tech stack with human-in-the-loop design. Valerie tackles the real blockers—fear, security, ethics, IP, and inequity—and explains why “excellence now requires AI” and how leaders can communicate that without triggering defensiveness. She breaks down a practical operating model: use AI for task work, keep humans as the “last mile” decision-makers, and build AI fluency through structured, role-based training so no one is left behind. Expect candid stories, from coaching a team member past “AI is cheating” to using saved time for strategic thinking, plus how to set guardrails for sensitive areas like employee relations.Timestamps[00:45] – Guest intro: CHRO role at Empower Pharmacy and leading AI across HR and the business[02:16] – The real challenges: fear of replacement, ethics, security, and IP concerns[03:24] – Redefining excellence and leveling the field: reluctance, inequity, and access[06:16] – Coaching in practice: moving from “AI is cheating” to standout work—and time back[08:42] – What leaders must do: shift routine to AI to create space for strategic thinking[10:24] – Managing risk: automation misfires, ER sensitivity, and designing for control[11:48] – Design principle: human-in-the-loop “last mile” for all critical HR decisions[15:45] – Building AI fluency: pilot curriculum, company-wide training, and starting before perfectTakeaways- Design AI with humans as the last mile—keep judgment, empathy, and final decisions with leaders.- Build AI fluency by role; launch a pilot curriculum and scale it so no one is left behind.- Reframe AI as a performance multiplier: use it for tasks to create room for strategy and EQ work.- Set clear guardrails (ethics, security, IP) and choose platforms that preserve human control.- Start now with small experiments; momentum beats perfection in a fast-changing tech landscape.- Normalize failure and iteration—use “bad” outputs to sharpen prompts, thinking, and processes.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ The Human Last Mile: Empower Pharmacy’s CHRO on AI Fluency, Ethics, and HR TransformationSummaryAI in HR isn’t about replacing people—it’s about redefining excellence and freeing humans to do higher-order work. Valerie Capers Workman, Chief Human Resource HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Empower-Pharmacy, Valerie-Capers-Workman, CHRO No Jen Fults, Global Chief People Officer at Alvarez & Marsal 37 37 Jen Fults, Global Chief People Officer at Alvarez & Marsal full eb49d9c6-57be-4a89-b926-5e1b7baa9a24 https://share.transistor.fm/s/2ba38a15 The Golden Thread: Alvarez & Marsal’s CPO on AI, Trust, and Sustainable Growth


Summary

How do you scale a people function for a global consultancy—without burning out the team?

Jen Fults, Managing Director and Global Chief People Officer at Alvarez & Marsal, shares how her HR team is redesigning the entire people experience to fuel ambitious growth sustainably.

Jen explains A&M’s entrepreneurial, “permission to build” culture, the “golden thread” that connects hiring, development, performance, and rewards, and why co-creation with business stakeholders is non-negotiable for adoption.

She details standing up an AI council to accelerate execution (not just add headcount), rebuilding performance in weeks by leveraging internal and external networks, and the leadership practices that keep pace and boundaries intact.

Expect practical insights on stakeholder management, change enablement, and building trust-rich teams where no task is too small—and where programs are rooted in what employees actually need.


Timestamps

[00:45] – Guest intro: Alvarez & Marsal’s global footprint and Jen’s remit

[01:48] – HR team structure, enabling firm growth and operating model focus

[02:44] – The “golden thread” across hiring, development, performance, and rewards

[04:34] – Entrepreneurial culture: permission to pitch, build, and move fast

[05:30] – Case study: rebuilding performance in weeks by tapping networks

[09:13] – What’s ripe for disruption: AI’s role and A&M’s HR AI council

[10:52] – Sustainable execution: pacing, boundaries, and avoiding burnout

[15:20] – Co-creation and change management: turning stakeholders into champions

[16:49] – The rising bar for HR: consultative skills, data, and business fluency

[20:05] – Closing mindset: keep the human experience at the center


Takeaways

- Build the “golden thread” that links hiring, development, performance, and total rewards to a consistent people experience.

- Co-create programs with business leaders to drive trust, relevance, and real adoption.

- Use AI and data to accelerate execution and quality—not to simply expand headcount.

- Set clear pace and boundaries; design roadmaps that prevent burnout while meeting growth goals.

- Equip HR with consultative skills (stakeholder management, change enablement) alongside deep functional expertise.

- Cultivate a trust-first team culture—no task too small, raise your hand early, and support each other to the finish line.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> The Golden Thread: Alvarez & Marsal’s CPO on AI, Trust, and Sustainable Growth


Summary

How do you scale a people function for a global consultancy—without burning out the team?

Jen Fults, Managing Director and Global Chief People Officer at Alvarez & Marsal, shares how her HR team is redesigning the entire people experience to fuel ambitious growth sustainably.

Jen explains A&M’s entrepreneurial, “permission to build” culture, the “golden thread” that connects hiring, development, performance, and rewards, and why co-creation with business stakeholders is non-negotiable for adoption.

She details standing up an AI council to accelerate execution (not just add headcount), rebuilding performance in weeks by leveraging internal and external networks, and the leadership practices that keep pace and boundaries intact.

Expect practical insights on stakeholder management, change enablement, and building trust-rich teams where no task is too small—and where programs are rooted in what employees actually need.


Timestamps

[00:45] – Guest intro: Alvarez & Marsal’s global footprint and Jen’s remit

[01:48] – HR team structure, enabling firm growth and operating model focus

[02:44] – The “golden thread” across hiring, development, performance, and rewards

[04:34] – Entrepreneurial culture: permission to pitch, build, and move fast

[05:30] – Case study: rebuilding performance in weeks by tapping networks

[09:13] – What’s ripe for disruption: AI’s role and A&M’s HR AI council

[10:52] – Sustainable execution: pacing, boundaries, and avoiding burnout

[15:20] – Co-creation and change management: turning stakeholders into champions

[16:49] – The rising bar for HR: consultative skills, data, and business fluency

[20:05] – Closing mindset: keep the human experience at the center


Takeaways

- Build the “golden thread” that links hiring, development, performance, and total rewards to a consistent people experience.

- Co-create programs with business leaders to drive trust, relevance, and real adoption.

- Use AI and data to accelerate execution and quality—not to simply expand headcount.

- Set clear pace and boundaries; design roadmaps that prevent burnout while meeting growth goals.

- Equip HR with consultative skills (stakeholder management, change enablement) alongside deep functional expertise.

- Cultivate a trust-first team culture—no task too small, raise your hand early, and support each other to the finish line.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 05 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1300 The Golden Thread: Alvarez & Marsal’s CPO on AI, Trust, and Sustainable GrowthSummaryHow do you scale a people function for a global consultancy—without burning out the team? Jen Fults, Managing Director and Global Chief People Officer at Alvarez & Marsal, shares how her HR team is redesigning the entire people experience to fuel ambitious growth sustainably. Jen explains A&M’s entrepreneurial, “permission to build” culture, the “golden thread” that connects hiring, development, performance, and rewards, and why co-creation with business stakeholders is non-negotiable for adoption. She details standing up an AI council to accelerate execution (not just add headcount), rebuilding performance in weeks by leveraging internal and external networks, and the leadership practices that keep pace and boundaries intact. Expect practical insights on stakeholder management, change enablement, and building trust-rich teams where no task is too small—and where programs are rooted in what employees actually need.Timestamps[00:45] – Guest intro: Alvarez & Marsal’s global footprint and Jen’s remit[01:48] – HR team structure, enabling firm growth and operating model focus[02:44] – The “golden thread” across hiring, development, performance, and rewards[04:34] – Entrepreneurial culture: permission to pitch, build, and move fast[05:30] – Case study: rebuilding performance in weeks by tapping networks[09:13] – What’s ripe for disruption: AI’s role and A&M’s HR AI council[10:52] – Sustainable execution: pacing, boundaries, and avoiding burnout[15:20] – Co-creation and change management: turning stakeholders into champions[16:49] – The rising bar for HR: consultative skills, data, and business fluency[20:05] – Closing mindset: keep the human experience at the centerTakeaways- Build the “golden thread” that links hiring, development, performance, and total rewards to a consistent people experience.- Co-create programs with business leaders to drive trust, relevance, and real adoption.- Use AI and data to accelerate execution and quality—not to simply expand headcount.- Set clear pace and boundaries; design roadmaps that prevent burnout while meeting growth goals.- Equip HR with consultative skills (stakeholder management, change enablement) alongside deep functional expertise.- Cultivate a trust-first team culture—no task too small, raise your hand early, and support each other to the finish line.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ The Golden Thread: Alvarez & Marsal’s CPO on AI, Trust, and Sustainable GrowthSummaryHow do you scale a people function for a global consultancy—without burning out the team? Jen Fults, Managing Director and Global Chief People Officer at Alvarez &amp HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Jen-Fults, Chief-People-Officer, Alvarez-&-Marsal No Lindsay Crawley, Chief People Officer at SCAN Group & Health Plan 36 36 Lindsay Crawley, Chief People Officer at SCAN Group & Health Plan full c0b34a77-cf25-4be6-93ec-1488669e618c https://share.transistor.fm/s/fba3c5ac Human + AI + Human: SCAN’s CPO on AI Adoption, Hybrid Culture, and the Early-Career Gap


Summary

If AI headlines are making your people feel vulnerable or irrelevant, how do you move them from hesitancy to agency?

Lindsay Crawley-Herbert, Chief People Officer at SCAN, a Long Beach–based nonprofit Medicare Advantage organization with care delivery assets, shares a practical blueprint for building an AI‑confident workforce without burning people out.

With a CPA background, Lindsay brings a valuable lens to balancing business performance with people needs. She explains SCAN’s “human + AI + human” approach, why they frame AI as a multiplier—not a job eliminator—and how they’re upskilling employees on the soft skills that matter most: critical thinking, judgment, learning agility, and adaptability.

Lindsay details experiments like an AI coaching pilot, a company hackathon, and the pitfalls of poor workflow integration and context switching. She also sounds the alarm on cutting entry-level roles, arguing that skipping early-career talent now will create a succession crisis later.

Expect actionable guidance on messaging, governance, data quality, and integrating AI where work already happens.


Timestamps

[00:45] – SCAN’s mission, footprint, and hybrid model (collaboration days and distributed leadership)

[01:51] – From office-first to intentional hybrid: why in-person still matters

[03:05] – 2026 challenge: moving employees from AI hesitancy to agency and addressing fear of irrelevance

[05:46] – Human + AI + Human: AI as a capability multiplier and input vs. output framing

[07:39] – Upskilling strategy: critical thinking, learning agility, hackathons, and safe-to-experiment culture

[11:27] – AI coaching pilot: scaling manager support and the importance of workflow integration

[15:23] – Adoption watchouts: data quality, governance, and keeping a human on the “back end”

[18:14] – Don’t skip entry-level roles: exposure, succession, and building future leaders


Takeaways

- Reframe AI as a growth multiplier: communicate “human + AI + human” to reduce fear and increase agency.

- Build soft skills at scale—critical thinking, judgment, and learning agility—to future-proof your workforce.

- Embed AI where work happens (e.g., Slack/Teams) to cut context switching and drive adoption.

- Pilot AI coaching to give more people access to feedback, improve conflict resolution, and support managers.

- Govern for reliability: invest in data quality, clear policies, and human review on both the input and output sides.

- Protect the early-career pipeline with real exposure and development to avoid future succession gaps.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Human + AI + Human: SCAN’s CPO on AI Adoption, Hybrid Culture, and the Early-Career Gap


Summary

If AI headlines are making your people feel vulnerable or irrelevant, how do you move them from hesitancy to agency?

Lindsay Crawley-Herbert, Chief People Officer at SCAN, a Long Beach–based nonprofit Medicare Advantage organization with care delivery assets, shares a practical blueprint for building an AI‑confident workforce without burning people out.

With a CPA background, Lindsay brings a valuable lens to balancing business performance with people needs. She explains SCAN’s “human + AI + human” approach, why they frame AI as a multiplier—not a job eliminator—and how they’re upskilling employees on the soft skills that matter most: critical thinking, judgment, learning agility, and adaptability.

Lindsay details experiments like an AI coaching pilot, a company hackathon, and the pitfalls of poor workflow integration and context switching. She also sounds the alarm on cutting entry-level roles, arguing that skipping early-career talent now will create a succession crisis later.

Expect actionable guidance on messaging, governance, data quality, and integrating AI where work already happens.


Timestamps

[00:45] – SCAN’s mission, footprint, and hybrid model (collaboration days and distributed leadership)

[01:51] – From office-first to intentional hybrid: why in-person still matters

[03:05] – 2026 challenge: moving employees from AI hesitancy to agency and addressing fear of irrelevance

[05:46] – Human + AI + Human: AI as a capability multiplier and input vs. output framing

[07:39] – Upskilling strategy: critical thinking, learning agility, hackathons, and safe-to-experiment culture

[11:27] – AI coaching pilot: scaling manager support and the importance of workflow integration

[15:23] – Adoption watchouts: data quality, governance, and keeping a human on the “back end”

[18:14] – Don’t skip entry-level roles: exposure, succession, and building future leaders


Takeaways

- Reframe AI as a growth multiplier: communicate “human + AI + human” to reduce fear and increase agency.

- Build soft skills at scale—critical thinking, judgment, and learning agility—to future-proof your workforce.

- Embed AI where work happens (e.g., Slack/Teams) to cut context switching and drive adoption.

- Pilot AI coaching to give more people access to feedback, improve conflict resolution, and support managers.

- Govern for reliability: invest in data quality, clear policies, and human review on both the input and output sides.

- Protect the early-career pipeline with real exposure and development to avoid future succession gaps.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 03 Feb 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1425 Human + AI + Human: SCAN’s CPO on AI Adoption, Hybrid Culture, and the Early-Career GapSummaryIf AI headlines are making your people feel vulnerable or irrelevant, how do you move them from hesitancy to agency? Lindsay Crawley-Herbert, Chief People Officer at SCAN, a Long Beach–based nonprofit Medicare Advantage organization with care delivery assets, shares a practical blueprint for building an AI‑confident workforce without burning people out. With a CPA background, Lindsay brings a valuable lens to balancing business performance with people needs. She explains SCAN’s “human + AI + human” approach, why they frame AI as a multiplier—not a job eliminator—and how they’re upskilling employees on the soft skills that matter most: critical thinking, judgment, learning agility, and adaptability. Lindsay details experiments like an AI coaching pilot, a company hackathon, and the pitfalls of poor workflow integration and context switching. She also sounds the alarm on cutting entry-level roles, arguing that skipping early-career talent now will create a succession crisis later. Expect actionable guidance on messaging, governance, data quality, and integrating AI where work already happens.Timestamps[00:45] – SCAN’s mission, footprint, and hybrid model (collaboration days and distributed leadership)[01:51] – From office-first to intentional hybrid: why in-person still matters[03:05] – 2026 challenge: moving employees from AI hesitancy to agency and addressing fear of irrelevance[05:46] – Human + AI + Human: AI as a capability multiplier and input vs. output framing[07:39] – Upskilling strategy: critical thinking, learning agility, hackathons, and safe-to-experiment culture[11:27] – AI coaching pilot: scaling manager support and the importance of workflow integration[15:23] – Adoption watchouts: data quality, governance, and keeping a human on the “back end”[18:14] – Don’t skip entry-level roles: exposure, succession, and building future leadersTakeaways- Reframe AI as a growth multiplier: communicate “human + AI + human” to reduce fear and increase agency.- Build soft skills at scale—critical thinking, judgment, and learning agility—to future-proof your workforce.- Embed AI where work happens (e.g., Slack/Teams) to cut context switching and drive adoption.- Pilot AI coaching to give more people access to feedback, improve conflict resolution, and support managers.- Govern for reliability: invest in data quality, clear policies, and human review on both the input and output sides.- Protect the early-career pipeline with real exposure and development to avoid future succession gaps.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Human + AI + Human: SCAN’s CPO on AI Adoption, Hybrid Culture, and the Early-Career GapSummaryIf AI headlines are making your people feel vulnerable or irrelevant, how do you move them from hesitancy to agency? Lindsay Crawley-Herbert, Chief People Office HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Lindsay-Crawley, SCAN-Group-&-Health-Plan, Chief-People-Officer No Trent Savage, CHRO at Mountain America Credit Union 35 35 Trent Savage, CHRO at Mountain America Credit Union full ce6598ce-f98f-4752-93f5-afa934ff7beb https://share.transistor.fm/s/96eb8afd From Frontline to Future-Ready: Mountain America’s CHRO on Skills, AI, and the Employee Experience


Summary


How do you align a frontline-heavy workforce while preparing for AI, labor shortages, and shifting leadership aspirations?

Trent Savage, Chief Human Resources Officer at Mountain America Credit Union—the eighth largest credit union in the U.S. with 3,700 employees, 100 branches across five states, and $22B in assets—shares how his team is building a skills-based, AI-ready organization without losing sight of member-centric service.

Trent explains why flexibility must be defined by role, how rotating talent through branch roles deepens empathy and performance, and why workforce planning must be tightly integrated with talent pipelines.

He details a six-pillar employee experience model tied directly to engagement metrics, a dynamic skills ontology to power internal mobility, and a transparent approach to AI that blends social and technical systems.

Expect practical guidance on moving beyond AI dabbling, upskilling for problem-solving work, and preparing leaders and employees for the 2026 shift from pilots to productivity.


Timestamps

[00:45] – Guest intro: Mountain America’s footprint, growth, and member-centric culture

[02:56] – Frontline vs. corporate: role-based flexibility and rotating talent through branches

[05:47] – Leadership pipeline shifts: Gen Z aspirations, retirements, and looming labor shortages

[07:55] – Workforce planning meets talent management; AI strategy and the socio-technical lens

[11:11] – Upskilling now: automating transactional work and elevating HR as thought partner; change management for 2026

[16:51] – Operationalizing EX: six-pillar blueprint, linking engagement to manager action, and journey mapping pain points with IT/facilities

[20:49] – Building a skills ontology: AI-enabled benchmarking, role-based learning paths, and transparent internal mobility

[22:21] – Closing advice: get out of the transactional and into strategy, org design, capabilities, and change


Takeaways

- Define flexibility by role and rotate leaders through member-facing work to build empathy and performance.

- Integrate workforce planning with talent management; know your pipeline health and readiness for critical roles.

- Move beyond AI dabbling: set a clear strategy, over-communicate, and balance tech with culture using a socio-technical approach.

- Upskill now for problem-solving, holistic thinking, and collaboration as automation removes transactional work.

- Operationalize employee experience with a clear, manager-owned EX model tied to engagement data and journey-mapped fixes.

- Build a skills-based organization: invest in a dynamic skills ontology, use AI to benchmark, and connect skills to learning and mobility.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> From Frontline to Future-Ready: Mountain America’s CHRO on Skills, AI, and the Employee Experience


Summary


How do you align a frontline-heavy workforce while preparing for AI, labor shortages, and shifting leadership aspirations?

Trent Savage, Chief Human Resources Officer at Mountain America Credit Union—the eighth largest credit union in the U.S. with 3,700 employees, 100 branches across five states, and $22B in assets—shares how his team is building a skills-based, AI-ready organization without losing sight of member-centric service.

Trent explains why flexibility must be defined by role, how rotating talent through branch roles deepens empathy and performance, and why workforce planning must be tightly integrated with talent pipelines.

He details a six-pillar employee experience model tied directly to engagement metrics, a dynamic skills ontology to power internal mobility, and a transparent approach to AI that blends social and technical systems.

Expect practical guidance on moving beyond AI dabbling, upskilling for problem-solving work, and preparing leaders and employees for the 2026 shift from pilots to productivity.


Timestamps

[00:45] – Guest intro: Mountain America’s footprint, growth, and member-centric culture

[02:56] – Frontline vs. corporate: role-based flexibility and rotating talent through branches

[05:47] – Leadership pipeline shifts: Gen Z aspirations, retirements, and looming labor shortages

[07:55] – Workforce planning meets talent management; AI strategy and the socio-technical lens

[11:11] – Upskilling now: automating transactional work and elevating HR as thought partner; change management for 2026

[16:51] – Operationalizing EX: six-pillar blueprint, linking engagement to manager action, and journey mapping pain points with IT/facilities

[20:49] – Building a skills ontology: AI-enabled benchmarking, role-based learning paths, and transparent internal mobility

[22:21] – Closing advice: get out of the transactional and into strategy, org design, capabilities, and change


Takeaways

- Define flexibility by role and rotate leaders through member-facing work to build empathy and performance.

- Integrate workforce planning with talent management; know your pipeline health and readiness for critical roles.

- Move beyond AI dabbling: set a clear strategy, over-communicate, and balance tech with culture using a socio-technical approach.

- Upskill now for problem-solving, holistic thinking, and collaboration as automation removes transactional work.

- Operationalize employee experience with a clear, manager-owned EX model tied to engagement data and journey-mapped fixes.

- Build a skills-based organization: invest in a dynamic skills ontology, use AI to benchmark, and connect skills to learning and mobility.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 29 Jan 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1377 From Frontline to Future-Ready: Mountain America’s CHRO on Skills, AI, and the Employee ExperienceSummaryHow do you align a frontline-heavy workforce while preparing for AI, labor shortages, and shifting leadership aspirations? Trent Savage, Chief Human Resources Officer at Mountain America Credit Union—the eighth largest credit union in the U.S. with 3,700 employees, 100 branches across five states, and $22B in assets—shares how his team is building a skills-based, AI-ready organization without losing sight of member-centric service. Trent explains why flexibility must be defined by role, how rotating talent through branch roles deepens empathy and performance, and why workforce planning must be tightly integrated with talent pipelines. He details a six-pillar employee experience model tied directly to engagement metrics, a dynamic skills ontology to power internal mobility, and a transparent approach to AI that blends social and technical systems. Expect practical guidance on moving beyond AI dabbling, upskilling for problem-solving work, and preparing leaders and employees for the 2026 shift from pilots to productivity.Timestamps[00:45] – Guest intro: Mountain America’s footprint, growth, and member-centric culture[02:56] – Frontline vs. corporate: role-based flexibility and rotating talent through branches[05:47] – Leadership pipeline shifts: Gen Z aspirations, retirements, and looming labor shortages[07:55] – Workforce planning meets talent management; AI strategy and the socio-technical lens[11:11] – Upskilling now: automating transactional work and elevating HR as thought partner; change management for 2026[16:51] – Operationalizing EX: six-pillar blueprint, linking engagement to manager action, and journey mapping pain points with IT/facilities[20:49] – Building a skills ontology: AI-enabled benchmarking, role-based learning paths, and transparent internal mobility[22:21] – Closing advice: get out of the transactional and into strategy, org design, capabilities, and changeTakeaways- Define flexibility by role and rotate leaders through member-facing work to build empathy and performance.- Integrate workforce planning with talent management; know your pipeline health and readiness for critical roles.- Move beyond AI dabbling: set a clear strategy, over-communicate, and balance tech with culture using a socio-technical approach.- Upskill now for problem-solving, holistic thinking, and collaboration as automation removes transactional work.- Operationalize employee experience with a clear, manager-owned EX model tied to engagement data and journey-mapped fixes.- Build a skills-based organization: invest in a dynamic skills ontology, use AI to benchmark, and connect skills to learning and mobility.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ From Frontline to Future-Ready: Mountain America’s CHRO on Skills, AI, and the Employee ExperienceSummaryHow do you align a frontline-heavy workforce while preparing for AI, labor shortages, and shifting leadership aspirations? Trent Savage, Chief Human R HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Mountain-America-Credit-Union, CHRO, Trent-Savage No Pam Teufel, Senior Vice President, CHRO at Main Line Health 34 34 Pam Teufel, Senior Vice President, CHRO at Main Line Health full fee35a81-4415-4d29-978d-7e3ef2f54e37 https://share.transistor.fm/s/a2180c4f From Bots to Bedside: Mainline Health’s CHRO on AI, Capacity, and Trust


Summary

Healthcare never slows down—so how do people leaders modernize without burning out their teams?

Pam Teufel, Chief Human Resources Officer at Mainline Health (14,000 employees; four acute-care hospitals, a behavioral health facility, and hundreds of ambulatory sites), shares how she prioritizes capacity, trust, and practical technology in a no-rest era.

Pam pulls back the curtain on the “invisible work” of HR—from leading a CEO transition to risk-managing every hire and termination—and why designing systems around the end user is the only path to effective AI.

She details real wins: a ServiceNow-powered HR service center, a hackathon-built chatbot that answers high-volume leave-of-absence questions for an 80% female workforce, and clinical AI that reduces charting “pajama time,” triages urgent radiology, and automates nurse discharge education.

Expect a grounded playbook on sequencing change, leading with empathy for frontline realities, and growing learning agility so teams can keep up without burning out.


Timestamps

[00:45] – Mainline Health overview and Pam’s path to CHRO

[02:41] – The invisible work: CEO search, risk mitigation, and fixing legacy systems

[03:59] – Process before AI: design for end users, not administrators

[05:07] – Managing the no-rest pace: capacity calls that prevent burnout

[08:21] – Lead with empathy to rebuild trust across frontline teams

[10:54] – Practical wins: ServiceNow HR service center and an LOA chatbot

[14:59] – From bots to bedside: ambient scribing, radiology triage, and nurse discharge education

[20:24] – Career advice: skill building and learning agility


Takeaways

- Design HR tech around end users and clean processes first—then automate and augment with AI.

- Protect team capacity by sequencing projects; say no or “not yet” to prevent burnout.

- Lead with empathy for frontline realities (transportation, shift work) to rebuild trust and retention.

- Use chatbots for high-volume, policy-stable topics (e.g., leaves of absence) to free HR for higher-value conversations.

- Apply clinical AI to remove administrative burden (ambient scribing, triage, discharge education) and communicate intent clearly to reduce job anxiety.

- Hire and reward learning agility—continuous upskilling will outpace static skills.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> From Bots to Bedside: Mainline Health’s CHRO on AI, Capacity, and Trust


Summary

Healthcare never slows down—so how do people leaders modernize without burning out their teams?

Pam Teufel, Chief Human Resources Officer at Mainline Health (14,000 employees; four acute-care hospitals, a behavioral health facility, and hundreds of ambulatory sites), shares how she prioritizes capacity, trust, and practical technology in a no-rest era.

Pam pulls back the curtain on the “invisible work” of HR—from leading a CEO transition to risk-managing every hire and termination—and why designing systems around the end user is the only path to effective AI.

She details real wins: a ServiceNow-powered HR service center, a hackathon-built chatbot that answers high-volume leave-of-absence questions for an 80% female workforce, and clinical AI that reduces charting “pajama time,” triages urgent radiology, and automates nurse discharge education.

Expect a grounded playbook on sequencing change, leading with empathy for frontline realities, and growing learning agility so teams can keep up without burning out.


Timestamps

[00:45] – Mainline Health overview and Pam’s path to CHRO

[02:41] – The invisible work: CEO search, risk mitigation, and fixing legacy systems

[03:59] – Process before AI: design for end users, not administrators

[05:07] – Managing the no-rest pace: capacity calls that prevent burnout

[08:21] – Lead with empathy to rebuild trust across frontline teams

[10:54] – Practical wins: ServiceNow HR service center and an LOA chatbot

[14:59] – From bots to bedside: ambient scribing, radiology triage, and nurse discharge education

[20:24] – Career advice: skill building and learning agility


Takeaways

- Design HR tech around end users and clean processes first—then automate and augment with AI.

- Protect team capacity by sequencing projects; say no or “not yet” to prevent burnout.

- Lead with empathy for frontline realities (transportation, shift work) to rebuild trust and retention.

- Use chatbots for high-volume, policy-stable topics (e.g., leaves of absence) to free HR for higher-value conversations.

- Apply clinical AI to remove administrative burden (ambient scribing, triage, discharge education) and communicate intent clearly to reduce job anxiety.

- Hire and reward learning agility—continuous upskilling will outpace static skills.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 27 Jan 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1411 From Bots to Bedside: Mainline Health’s CHRO on AI, Capacity, and TrustSummaryHealthcare never slows down—so how do people leaders modernize without burning out their teams? Pam Teufel, Chief Human Resources Officer at Mainline Health (14,000 employees; four acute-care hospitals, a behavioral health facility, and hundreds of ambulatory sites), shares how she prioritizes capacity, trust, and practical technology in a no-rest era. Pam pulls back the curtain on the “invisible work” of HR—from leading a CEO transition to risk-managing every hire and termination—and why designing systems around the end user is the only path to effective AI. She details real wins: a ServiceNow-powered HR service center, a hackathon-built chatbot that answers high-volume leave-of-absence questions for an 80% female workforce, and clinical AI that reduces charting “pajama time,” triages urgent radiology, and automates nurse discharge education. Expect a grounded playbook on sequencing change, leading with empathy for frontline realities, and growing learning agility so teams can keep up without burning out.Timestamps[00:45] – Mainline Health overview and Pam’s path to CHRO[02:41] – The invisible work: CEO search, risk mitigation, and fixing legacy systems[03:59] – Process before AI: design for end users, not administrators[05:07] – Managing the no-rest pace: capacity calls that prevent burnout[08:21] – Lead with empathy to rebuild trust across frontline teams[10:54] – Practical wins: ServiceNow HR service center and an LOA chatbot[14:59] – From bots to bedside: ambient scribing, radiology triage, and nurse discharge education[20:24] – Career advice: skill building and learning agilityTakeaways- Design HR tech around end users and clean processes first—then automate and augment with AI.- Protect team capacity by sequencing projects; say no or “not yet” to prevent burnout.- Lead with empathy for frontline realities (transportation, shift work) to rebuild trust and retention.- Use chatbots for high-volume, policy-stable topics (e.g., leaves of absence) to free HR for higher-value conversations.- Apply clinical AI to remove administrative burden (ambient scribing, triage, discharge education) and communicate intent clearly to reduce job anxiety.- Hire and reward learning agility—continuous upskilling will outpace static skills.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ From Bots to Bedside: Mainline Health’s CHRO on AI, Capacity, and TrustSummaryHealthcare never slows down—so how do people leaders modernize without burning out their teams? Pam Teufel, Chief Human Resources Officer at Mainline Health (14,000 employees; f HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Main-Line-Health, Pam-Teufel, CHRO No Dan Meyers, CHRO at Acronis 33 33 Dan Meyers, CHRO at Acronis full 099d5918-e47c-4549-9334-037a84b219d0 https://share.transistor.fm/s/4923421e Balancing AI and Humanity: Acronis’ CHRO on Governance, Alumni Hiring, and Global HR at Scale


Summary

How do you scale HR across 63 countries while adopting AI without losing the human touch?

Dan Meyers, Chief Human Resources Officer at Acronis, pulls back the curtain on leading a 2,000-person, truly global organization that serves the managed service provider (MSP) market.

Dan shares how his team built a follow-the-sun HR model, why recruiting alumni is a strategic advantage, and what it really takes to roll out AI responsibly in HR—especially under stringent data privacy rules.

He details Acronis’ alumni strategy using Boomerang, integrated with Workday, which generated 400 outreach messages in its first month, a 50% click-through, and 10 candidates in process. Dan also breaks down AI governance for people leaders: what to ask vendors, how to balance automation with compassion, and why AI should be seen as an efficiency multiplier—not a headcount reducer.

Expect pragmatic guidance on standardizing approved AI tools, synthesizing employee survey data with AI, and change-managing teams through platform choices. He closes with a simple mantra for HR: start small, build trust, and scale what works.


Timestamps


[00:45] – Acronis overview: MSP-focused model, cyber protection, and global growth

[02:40] – Building a global HR team: follow-the-sun support across 63 countries

[04:31] – 2026 challenge: integrating AI in HR while preserving humanity and privacy

[05:35] – Alumni hiring at scale: Boomerang + Workday, early results and why it works

[09:34] – AI governance realities: privacy, automation use cases, and efficiency vs. headcount

[13:31] – What to ask AI vendors: data location, model “under the hood,” access, and security

[15:03] – Employee adoption: personal LLMs vs. approved tools, policy, and trust

[18:58] – Change management: standardizing platforms and helping people adapt

[20:32] – Parting advice: don’t boil the ocean—pilot, prove, and scale


Takeaways

- Operationalize an alumni strategy—integrate an AI-enabled platform with your HRIS to re-engage “good leavers” and shorten ramp time.

- Build AI governance with Legal and Security from day one; vet where data lives, what model powers the tool, and who can access what.

- Use AI to automate insights, not empathy—start with reporting and engagement survey synthesis to speed analysis without losing the human touch.

- Treat AI as an efficiency multiplier, not a headcount reduction lever; redeploy time to higher-value work.

- Standardize on approved AI tools, publish clear usage guidelines, and close risky gaps (e.g., personal LLM usage).

- Start small: pick one high-impact use case, measure outcomes, and scale what works.
Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Balancing AI and Humanity: Acronis’ CHRO on Governance, Alumni Hiring, and Global HR at Scale


Summary

How do you scale HR across 63 countries while adopting AI without losing the human touch?

Dan Meyers, Chief Human Resources Officer at Acronis, pulls back the curtain on leading a 2,000-person, truly global organization that serves the managed service provider (MSP) market.

Dan shares how his team built a follow-the-sun HR model, why recruiting alumni is a strategic advantage, and what it really takes to roll out AI responsibly in HR—especially under stringent data privacy rules.

He details Acronis’ alumni strategy using Boomerang, integrated with Workday, which generated 400 outreach messages in its first month, a 50% click-through, and 10 candidates in process. Dan also breaks down AI governance for people leaders: what to ask vendors, how to balance automation with compassion, and why AI should be seen as an efficiency multiplier—not a headcount reducer.

Expect pragmatic guidance on standardizing approved AI tools, synthesizing employee survey data with AI, and change-managing teams through platform choices. He closes with a simple mantra for HR: start small, build trust, and scale what works.


Timestamps


[00:45] – Acronis overview: MSP-focused model, cyber protection, and global growth

[02:40] – Building a global HR team: follow-the-sun support across 63 countries

[04:31] – 2026 challenge: integrating AI in HR while preserving humanity and privacy

[05:35] – Alumni hiring at scale: Boomerang + Workday, early results and why it works

[09:34] – AI governance realities: privacy, automation use cases, and efficiency vs. headcount

[13:31] – What to ask AI vendors: data location, model “under the hood,” access, and security

[15:03] – Employee adoption: personal LLMs vs. approved tools, policy, and trust

[18:58] – Change management: standardizing platforms and helping people adapt

[20:32] – Parting advice: don’t boil the ocean—pilot, prove, and scale


Takeaways

- Operationalize an alumni strategy—integrate an AI-enabled platform with your HRIS to re-engage “good leavers” and shorten ramp time.

- Build AI governance with Legal and Security from day one; vet where data lives, what model powers the tool, and who can access what.

- Use AI to automate insights, not empathy—start with reporting and engagement survey synthesis to speed analysis without losing the human touch.

- Treat AI as an efficiency multiplier, not a headcount reduction lever; redeploy time to higher-value work.

- Standardize on approved AI tools, publish clear usage guidelines, and close risky gaps (e.g., personal LLM usage).

- Start small: pick one high-impact use case, measure outcomes, and scale what works.
Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 22 Jan 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1321 Balancing AI and Humanity: Acronis’ CHRO on Governance, Alumni Hiring, and Global HR at ScaleSummaryHow do you scale HR across 63 countries while adopting AI without losing the human touch? Dan Meyers, Chief Human Resources Officer at Acronis, pulls back the curtain on leading a 2,000-person, truly global organization that serves the managed service provider (MSP) market. Dan shares how his team built a follow-the-sun HR model, why recruiting alumni is a strategic advantage, and what it really takes to roll out AI responsibly in HR—especially under stringent data privacy rules. He details Acronis’ alumni strategy using Boomerang, integrated with Workday, which generated 400 outreach messages in its first month, a 50% click-through, and 10 candidates in process. Dan also breaks down AI governance for people leaders: what to ask vendors, how to balance automation with compassion, and why AI should be seen as an efficiency multiplier—not a headcount reducer. Expect pragmatic guidance on standardizing approved AI tools, synthesizing employee survey data with AI, and change-managing teams through platform choices. He closes with a simple mantra for HR: start small, build trust, and scale what works.Timestamps[00:45] – Acronis overview: MSP-focused model, cyber protection, and global growth[02:40] – Building a global HR team: follow-the-sun support across 63 countries[04:31] – 2026 challenge: integrating AI in HR while preserving humanity and privacy[05:35] – Alumni hiring at scale: Boomerang + Workday, early results and why it works[09:34] – AI governance realities: privacy, automation use cases, and efficiency vs. headcount[13:31] – What to ask AI vendors: data location, model “under the hood,” access, and security[15:03] – Employee adoption: personal LLMs vs. approved tools, policy, and trust[18:58] – Change management: standardizing platforms and helping people adapt[20:32] – Parting advice: don’t boil the ocean—pilot, prove, and scaleTakeaways- Operationalize an alumni strategy—integrate an AI-enabled platform with your HRIS to re-engage “good leavers” and shorten ramp time.- Build AI governance with Legal and Security from day one; vet where data lives, what model powers the tool, and who can access what.- Use AI to automate insights, not empathy—start with reporting and engagement survey synthesis to speed analysis without losing the human touch.- Treat AI as an efficiency multiplier, not a headcount reduction lever; redeploy time to higher-value work.- Standardize on approved AI tools, publish clear usage guidelines, and close risky gaps (e.g., personal LLM usage).- Start small: pick one high-impact use case, measure outcomes, and scale what works.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Balancing AI and Humanity: Acronis’ CHRO on Governance, Alumni Hiring, and Global HR at ScaleSummaryHow do you scale HR across 63 countries while adopting AI without losing the human touch? Dan Meyers, Chief Human Resources Officer at Acronis, pulls back HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Acronis, CHRO, Dan-Meyers No Sheeba Teves, Vice President of People Culture at Oakview 32 32 Sheeba Teves, Vice President of People Culture at Oakview full 60ddba6a-41fc-4f35-9efc-399533153b4b https://share.transistor.fm/s/f4854666 Inside the Arena: Oak View Group’s VP People on Frontline Engagement, Slack Micro-Learning, and AI Scheduling


Summary

How do you build people strategy for a workforce that makes the show happen—nights, weekends, and everything in between?

Sheeba Teves, Vice President of People & Culture (Canada) at Oak View Group, shares how her team supports a diverse, union and non-union frontline spanning engineers, AV operators, stage crews, concessions, and hospitality across global venues.

Sheeba explains how to balance boundless creativity with the guardrails needed for safety, compliance, and efficiency—and why recognition is the launch pad for engagement.

She details a mobile-first communication approach paired with an always-there onsite presence, a roll-up-your-sleeves leadership ethos, and practical ways to create predictability for part-time teams using AI-enabled scheduling.

You’ll also hear how Slack is evolving from chat to culture—powering mood check-ins, micro-learning, and automated HR answers—and how generative AI helps draft policy frameworks and deliver just-in-time knowledge without losing local compliance. She closes with a call to care for HR and build community support.


Timestamps

[00:42] – What Oak View Group does: venues, hospitality, and delivering “a good night out”

[04:29] – Creativity meets process: designing people strategy and a recognition-first approach

[06:03] – Mobile-first comms with an onsite presence; roll-up-your-sleeves leadership

[07:56] – 2026 challenge: part-time hours, predictability, and building trust with frontline teams

[10:10] – Smarter scheduling: AI-enabled tools and staying ahead of the kinks

[11:13] – Beyond chat: Slack for mood check-ins, gamified micro-learning, polls, and celebrations

[15:44] – Centralizing knowledge and using gen AI for policies and just-in-time answers

[17:39] – Parting advice: be kind to HR (and yourself) and build community


Takeaways

- Balance creativity with clear guardrails—anchor programs in recognition to fuel engagement.

- Meet frontline teams where they are: pair mobile-first tools with visible onsite People & Culture presence.

- Improve predictability with AI-powered scheduling and transparent shift practices that prioritize existing staff.

- Turn Slack into a culture platform: automate check-ins, deliver micro-learning, celebrate moments, and enable HR Q&A.

- Centralize knowledge and use generative AI for policy frameworks and instant answers—then validate for local law.

- Invest in community and self-care for HR; build peer networks to share playbooks and support.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Inside the Arena: Oak View Group’s VP People on Frontline Engagement, Slack Micro-Learning, and AI Scheduling


Summary

How do you build people strategy for a workforce that makes the show happen—nights, weekends, and everything in between?

Sheeba Teves, Vice President of People & Culture (Canada) at Oak View Group, shares how her team supports a diverse, union and non-union frontline spanning engineers, AV operators, stage crews, concessions, and hospitality across global venues.

Sheeba explains how to balance boundless creativity with the guardrails needed for safety, compliance, and efficiency—and why recognition is the launch pad for engagement.

She details a mobile-first communication approach paired with an always-there onsite presence, a roll-up-your-sleeves leadership ethos, and practical ways to create predictability for part-time teams using AI-enabled scheduling.

You’ll also hear how Slack is evolving from chat to culture—powering mood check-ins, micro-learning, and automated HR answers—and how generative AI helps draft policy frameworks and deliver just-in-time knowledge without losing local compliance. She closes with a call to care for HR and build community support.


Timestamps

[00:42] – What Oak View Group does: venues, hospitality, and delivering “a good night out”

[04:29] – Creativity meets process: designing people strategy and a recognition-first approach

[06:03] – Mobile-first comms with an onsite presence; roll-up-your-sleeves leadership

[07:56] – 2026 challenge: part-time hours, predictability, and building trust with frontline teams

[10:10] – Smarter scheduling: AI-enabled tools and staying ahead of the kinks

[11:13] – Beyond chat: Slack for mood check-ins, gamified micro-learning, polls, and celebrations

[15:44] – Centralizing knowledge and using gen AI for policies and just-in-time answers

[17:39] – Parting advice: be kind to HR (and yourself) and build community


Takeaways

- Balance creativity with clear guardrails—anchor programs in recognition to fuel engagement.

- Meet frontline teams where they are: pair mobile-first tools with visible onsite People & Culture presence.

- Improve predictability with AI-powered scheduling and transparent shift practices that prioritize existing staff.

- Turn Slack into a culture platform: automate check-ins, deliver micro-learning, celebrate moments, and enable HR Q&A.

- Centralize knowledge and use generative AI for policy frameworks and instant answers—then validate for local law.

- Invest in community and self-care for HR; build peer networks to share playbooks and support.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 20 Jan 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1236 Inside the Arena: Oak View Group’s VP People on Frontline Engagement, Slack Micro-Learning, and AI SchedulingSummaryHow do you build people strategy for a workforce that makes the show happen—nights, weekends, and everything in between? Sheeba Teves, Vice President of People & Culture (Canada) at Oak View Group, shares how her team supports a diverse, union and non-union frontline spanning engineers, AV operators, stage crews, concessions, and hospitality across global venues. Sheeba explains how to balance boundless creativity with the guardrails needed for safety, compliance, and efficiency—and why recognition is the launch pad for engagement. She details a mobile-first communication approach paired with an always-there onsite presence, a roll-up-your-sleeves leadership ethos, and practical ways to create predictability for part-time teams using AI-enabled scheduling. You’ll also hear how Slack is evolving from chat to culture—powering mood check-ins, micro-learning, and automated HR answers—and how generative AI helps draft policy frameworks and deliver just-in-time knowledge without losing local compliance. She closes with a call to care for HR and build community support.Timestamps[00:42] – What Oak View Group does: venues, hospitality, and delivering “a good night out”[04:29] – Creativity meets process: designing people strategy and a recognition-first approach[06:03] – Mobile-first comms with an onsite presence; roll-up-your-sleeves leadership[07:56] – 2026 challenge: part-time hours, predictability, and building trust with frontline teams[10:10] – Smarter scheduling: AI-enabled tools and staying ahead of the kinks[11:13] – Beyond chat: Slack for mood check-ins, gamified micro-learning, polls, and celebrations[15:44] – Centralizing knowledge and using gen AI for policies and just-in-time answers[17:39] – Parting advice: be kind to HR (and yourself) and build communityTakeaways- Balance creativity with clear guardrails—anchor programs in recognition to fuel engagement.- Meet frontline teams where they are: pair mobile-first tools with visible onsite People & Culture presence.- Improve predictability with AI-powered scheduling and transparent shift practices that prioritize existing staff.- Turn Slack into a culture platform: automate check-ins, deliver micro-learning, celebrate moments, and enable HR Q&A.- Centralize knowledge and use generative AI for policy frameworks and instant answers—then validate for local law.- Invest in community and self-care for HR; build peer networks to share playbooks and support.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Inside the Arena: Oak View Group’s VP People on Frontline Engagement, Slack Micro-Learning, and AI SchedulingSummaryHow do you build people strategy for a workforce that makes the show happen—nights, weekends, and everything in between? Sheeba Teves, Vice HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Oakview, Sheeba-Teves No Monica Anderton, CHRO at DS Smith 31 31 Monica Anderton, CHRO at DS Smith full ca9fb28e-2f1b-45ad-b990-f1cbd1226e5d https://share.transistor.fm/s/9dbd5966 Solving the Manufacturing Talent Gap: DS Smith’s CHRO on Engagement, Integration, and AI that Pays


Summary

Struggling to recruit and retain frontline talent while driving transformation?

Monica Anderton, CHRO at DS Smith North America—and a recognized top CHRO voice in manufacturing—shares how her team stabilized a complex post-acquisition landscape and built a “sticky” culture in a tough labor market.

Monica walks through DS Smith’s North America journey—from consolidating plants and launching a highly automated greenfield site in Lebanon, Indiana, to importing the company’s sustainability DNA (“redefining packaging for a changing world”).

She breaks down Project Engage, a data-driven turnaround that moved poor survey scores by treating engagement like any other operations initiative: executive sponsorship, site-level ownership, transparent communications, targeted training for frontline leaders, and rigorous measurement.

On the technology front, Monica details where AI is already creating ROI—saving millions by translating content across 7–8 languages and building an RFP answer library that speeds responses—alongside pragmatic HR ops wins like automating ATS and onboarding to reduce admin and rehire risk. Expect candid lessons on automation tradeoffs, funding realities, pacing change for frontline teams, and why HR must keep learning (including Monica’s own AI coursework) to act as business leaders first.


Timestamps

[01:54] – Guest intro and DS Smith’s North America growth story

[02:24] – Integration, plant consolidation, sustainability, and the Lebanon, IN greenfield

[06:07] – The manufacturing labor gap and making work “sticky” for the next generation

[08:23] – Project Engage: turning poor survey results into measurable improvement

[12:24] – Running engagement like operations: metrics, ownership, monthly exec reviews

[13:41] – Automation vs. ROI and where AI makes sense today

[15:58] – Saving millions with AI translations; building an RFP knowledge base

[17:47] – Modernizing HR ops: ATS/onboarding fixes; inspiration from AI coaching at scale

[21:53] – Career advice: keep learning, know the metrics, be a business leader in HR


Takeaways

- Treat engagement like an operations project: secure executive sponsors, assign site-level owners, communicate transparently, and measure before/after.

- Compete in the labor crunch by building “sticky” workplaces: develop frontline leaders, clarify career paths, and align culture with daily behaviors.

- Target AI where ROI is clear: automate translations to cut costs and standardize voice; create a reusable RFP answer library to move faster.

- Modernize people ops to reduce friction: automate ATS and onboarding, clean data, and prevent costly rehire mistakes.

- Pilot AI-enabled coaching and support where scale is needed; set guardrails, learn from usage data, and iterate content.

- Keep learning to lead credibly: deepen your AI literacy, know the business metrics, and operate as a business leader in the people function.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Solving the Manufacturing Talent Gap: DS Smith’s CHRO on Engagement, Integration, and AI that Pays


Summary

Struggling to recruit and retain frontline talent while driving transformation?

Monica Anderton, CHRO at DS Smith North America—and a recognized top CHRO voice in manufacturing—shares how her team stabilized a complex post-acquisition landscape and built a “sticky” culture in a tough labor market.

Monica walks through DS Smith’s North America journey—from consolidating plants and launching a highly automated greenfield site in Lebanon, Indiana, to importing the company’s sustainability DNA (“redefining packaging for a changing world”).

She breaks down Project Engage, a data-driven turnaround that moved poor survey scores by treating engagement like any other operations initiative: executive sponsorship, site-level ownership, transparent communications, targeted training for frontline leaders, and rigorous measurement.

On the technology front, Monica details where AI is already creating ROI—saving millions by translating content across 7–8 languages and building an RFP answer library that speeds responses—alongside pragmatic HR ops wins like automating ATS and onboarding to reduce admin and rehire risk. Expect candid lessons on automation tradeoffs, funding realities, pacing change for frontline teams, and why HR must keep learning (including Monica’s own AI coursework) to act as business leaders first.


Timestamps

[01:54] – Guest intro and DS Smith’s North America growth story

[02:24] – Integration, plant consolidation, sustainability, and the Lebanon, IN greenfield

[06:07] – The manufacturing labor gap and making work “sticky” for the next generation

[08:23] – Project Engage: turning poor survey results into measurable improvement

[12:24] – Running engagement like operations: metrics, ownership, monthly exec reviews

[13:41] – Automation vs. ROI and where AI makes sense today

[15:58] – Saving millions with AI translations; building an RFP knowledge base

[17:47] – Modernizing HR ops: ATS/onboarding fixes; inspiration from AI coaching at scale

[21:53] – Career advice: keep learning, know the metrics, be a business leader in HR


Takeaways

- Treat engagement like an operations project: secure executive sponsors, assign site-level owners, communicate transparently, and measure before/after.

- Compete in the labor crunch by building “sticky” workplaces: develop frontline leaders, clarify career paths, and align culture with daily behaviors.

- Target AI where ROI is clear: automate translations to cut costs and standardize voice; create a reusable RFP answer library to move faster.

- Modernize people ops to reduce friction: automate ATS and onboarding, clean data, and prevent costly rehire mistakes.

- Pilot AI-enabled coaching and support where scale is needed; set guardrails, learn from usage data, and iterate content.

- Keep learning to lead credibly: deepen your AI literacy, know the business metrics, and operate as a business leader in the people function.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 15 Jan 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1286 Solving the Manufacturing Talent Gap: DS Smith’s CHRO on Engagement, Integration, and AI that PaysSummaryStruggling to recruit and retain frontline talent while driving transformation? Monica Anderton, CHRO at DS Smith North America—and a recognized top CHRO voice in manufacturing—shares how her team stabilized a complex post-acquisition landscape and built a “sticky” culture in a tough labor market. Monica walks through DS Smith’s North America journey—from consolidating plants and launching a highly automated greenfield site in Lebanon, Indiana, to importing the company’s sustainability DNA (“redefining packaging for a changing world”). She breaks down Project Engage, a data-driven turnaround that moved poor survey scores by treating engagement like any other operations initiative: executive sponsorship, site-level ownership, transparent communications, targeted training for frontline leaders, and rigorous measurement. On the technology front, Monica details where AI is already creating ROI—saving millions by translating content across 7–8 languages and building an RFP answer library that speeds responses—alongside pragmatic HR ops wins like automating ATS and onboarding to reduce admin and rehire risk. Expect candid lessons on automation tradeoffs, funding realities, pacing change for frontline teams, and why HR must keep learning (including Monica’s own AI coursework) to act as business leaders first.Timestamps[01:54] – Guest intro and DS Smith’s North America growth story[02:24] – Integration, plant consolidation, sustainability, and the Lebanon, IN greenfield[06:07] – The manufacturing labor gap and making work “sticky” for the next generation[08:23] – Project Engage: turning poor survey results into measurable improvement[12:24] – Running engagement like operations: metrics, ownership, monthly exec reviews[13:41] – Automation vs. ROI and where AI makes sense today[15:58] – Saving millions with AI translations; building an RFP knowledge base[17:47] – Modernizing HR ops: ATS/onboarding fixes; inspiration from AI coaching at scale[21:53] – Career advice: keep learning, know the metrics, be a business leader in HRTakeaways- Treat engagement like an operations project: secure executive sponsors, assign site-level owners, communicate transparently, and measure before/after.- Compete in the labor crunch by building “sticky” workplaces: develop frontline leaders, clarify career paths, and align culture with daily behaviors.- Target AI where ROI is clear: automate translations to cut costs and standardize voice; create a reusable RFP answer library to move faster.- Modernize people ops to reduce friction: automate ATS and onboarding, clean data, and prevent costly rehire mistakes.- Pilot AI-enabled coaching and support where scale is needed; set guardrails, learn from usage data, and iterate content.- Keep learning to lead credibly: deepen your AI literacy, know the business metrics, and operate as a business leader in the people function.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Solving the Manufacturing Talent Gap: DS Smith’s CHRO on Engagement, Integration, and AI that PaysSummaryStruggling to recruit and retain frontline talent while driving transformation? Monica Anderton, CHRO at DS Smith North America—and a recognized top C HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, DS-Smith, CHRO, Monica-Anderton No Einav Lavi, Chief Human Resources Officer at EDB 30 30 Einav Lavi, Chief Human Resources Officer at EDB full c4c442f7-a862-4314-83c7-aff989847d89 https://share.transistor.fm/s/ce587759 Clarity at Speed: EDB’s CHRO on AI-Enabled HR, Manager-Led Change, and Growth Mindset


Summary

When your company is transforming fast, how do you keep people aligned, energized, and ready for what’s next?

Einav Lavi, Chief Human Resources Officer at EnterpriseDB (EDB), shares how she’s steering a high-velocity shift from a database services company to a sovereign data and AI platform—without losing the human center.

With a background in finance and 20+ years in PE-backed transformations, Einav breaks down the CEO–CHRO partnership, why HR must be both data-savvy and deeply empathetic, and how AI frees teams to focus on meaningful conversations.

She details EDB’s change playbook: a company-wide growth mindset program, “framing memo” with a five-year plan, flat access to leaders, and manager-first enablement.

Expect specifics—quarterly talent reviews driven by predictive attrition insights, AI-powered sourcing that reduced five sourcers to zero, and EQ training for managers—plus a practical ritual for balancing business results with employee care.


Timestamps

[00:45] – What EDB does and its shift to a sovereign data and AI platform

[01:58] – Einav’s path: finance to CHRO, PE transformations, and a 7-hour CEO interview

[04:15] – The CEO–CHRO pact: balancing ROI with empathy in rapid change

[05:46] – Beyond “I love people”: AI handles admin so HR can focus on careers and culture

[07:26] – Managing change: over-communication, growth mindset, and the 40-page “framing memo”

[11:48] – Manager-led change: quarterly talent reviews, predictive attrition, and generous equity

[14:33] – Freeing time for real conversations: EQ programs and AI that removes busywork

[16:41] – Fit-for-purpose orgs: what roles to automate vs. where humans are essential

[21:59] – AI as augmentation, not replacement—and Einav’s weekly reflection practice


Takeaways

- Operationalize clarity with guiding principles, flat access to leaders, and a five-year “framing memo.”

- Equip managers to lead change: run quarterly talent reviews, use predictive attrition data, and develop EQ.

- Automate the busywork: use AI for sourcing, survey analysis, and note-taking; redeploy time to high-value conversations.

- Design for human–machine partnership: ask every function which roles can be automated and which require creativity/strategy.

- Make change personal: pair corporate transformation with growth mindset training and clear “what this means for me.”

- Balance business acumen with empathy—schedule regular reflection to stay anchored on both.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Clarity at Speed: EDB’s CHRO on AI-Enabled HR, Manager-Led Change, and Growth Mindset


Summary

When your company is transforming fast, how do you keep people aligned, energized, and ready for what’s next?

Einav Lavi, Chief Human Resources Officer at EnterpriseDB (EDB), shares how she’s steering a high-velocity shift from a database services company to a sovereign data and AI platform—without losing the human center.

With a background in finance and 20+ years in PE-backed transformations, Einav breaks down the CEO–CHRO partnership, why HR must be both data-savvy and deeply empathetic, and how AI frees teams to focus on meaningful conversations.

She details EDB’s change playbook: a company-wide growth mindset program, “framing memo” with a five-year plan, flat access to leaders, and manager-first enablement.

Expect specifics—quarterly talent reviews driven by predictive attrition insights, AI-powered sourcing that reduced five sourcers to zero, and EQ training for managers—plus a practical ritual for balancing business results with employee care.


Timestamps

[00:45] – What EDB does and its shift to a sovereign data and AI platform

[01:58] – Einav’s path: finance to CHRO, PE transformations, and a 7-hour CEO interview

[04:15] – The CEO–CHRO pact: balancing ROI with empathy in rapid change

[05:46] – Beyond “I love people”: AI handles admin so HR can focus on careers and culture

[07:26] – Managing change: over-communication, growth mindset, and the 40-page “framing memo”

[11:48] – Manager-led change: quarterly talent reviews, predictive attrition, and generous equity

[14:33] – Freeing time for real conversations: EQ programs and AI that removes busywork

[16:41] – Fit-for-purpose orgs: what roles to automate vs. where humans are essential

[21:59] – AI as augmentation, not replacement—and Einav’s weekly reflection practice


Takeaways

- Operationalize clarity with guiding principles, flat access to leaders, and a five-year “framing memo.”

- Equip managers to lead change: run quarterly talent reviews, use predictive attrition data, and develop EQ.

- Automate the busywork: use AI for sourcing, survey analysis, and note-taking; redeploy time to high-value conversations.

- Design for human–machine partnership: ask every function which roles can be automated and which require creativity/strategy.

- Make change personal: pair corporate transformation with growth mindset training and clear “what this means for me.”

- Balance business acumen with empathy—schedule regular reflection to stay anchored on both.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 13 Jan 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1469 Clarity at Speed: EDB’s CHRO on AI-Enabled HR, Manager-Led Change, and Growth MindsetSummaryWhen your company is transforming fast, how do you keep people aligned, energized, and ready for what’s next? Einav Lavi, Chief Human Resources Officer at EnterpriseDB (EDB), shares how she’s steering a high-velocity shift from a database services company to a sovereign data and AI platform—without losing the human center. With a background in finance and 20+ years in PE-backed transformations, Einav breaks down the CEO–CHRO partnership, why HR must be both data-savvy and deeply empathetic, and how AI frees teams to focus on meaningful conversations. She details EDB’s change playbook: a company-wide growth mindset program, “framing memo” with a five-year plan, flat access to leaders, and manager-first enablement. Expect specifics—quarterly talent reviews driven by predictive attrition insights, AI-powered sourcing that reduced five sourcers to zero, and EQ training for managers—plus a practical ritual for balancing business results with employee care.Timestamps[00:45] – What EDB does and its shift to a sovereign data and AI platform[01:58] – Einav’s path: finance to CHRO, PE transformations, and a 7-hour CEO interview[04:15] – The CEO–CHRO pact: balancing ROI with empathy in rapid change[05:46] – Beyond “I love people”: AI handles admin so HR can focus on careers and culture[07:26] – Managing change: over-communication, growth mindset, and the 40-page “framing memo”[11:48] – Manager-led change: quarterly talent reviews, predictive attrition, and generous equity[14:33] – Freeing time for real conversations: EQ programs and AI that removes busywork[16:41] – Fit-for-purpose orgs: what roles to automate vs. where humans are essential[21:59] – AI as augmentation, not replacement—and Einav’s weekly reflection practiceTakeaways- Operationalize clarity with guiding principles, flat access to leaders, and a five-year “framing memo.”- Equip managers to lead change: run quarterly talent reviews, use predictive attrition data, and develop EQ.- Automate the busywork: use AI for sourcing, survey analysis, and note-taking; redeploy time to high-value conversations.- Design for human–machine partnership: ask every function which roles can be automated and which require creativity/strategy.- Make change personal: pair corporate transformation with growth mindset training and clear “what this means for me.”- Balance business acumen with empathy—schedule regular reflection to stay anchored on both.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Clarity at Speed: EDB’s CHRO on AI-Enabled HR, Manager-Led Change, and Growth MindsetSummaryWhen your company is transforming fast, how do you keep people aligned, energized, and ready for what’s next? Einav Lavi, Chief Human Resources Officer at Enterpri HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Einav-Lavi, EDB No Tommy Comer, CHRO at HealthPRO Heritage 29 29 Tommy Comer, CHRO at HealthPRO Heritage full afc4af56-dfd5-43fb-98f7-b9887607823d https://share.transistor.fm/s/540f4c81 Easing the Burden: HealthPRO Heritage’s CHRO on Flex Staffing, Connected HR Tech, and Practical AI


Summary

In healthcare, you can’t Zoom in care, so how do you build flexibility, reduce admin burdens, and retain scarce clinicians?

Tommy Comer, Chief Human Resources Officer at HealthPRO Heritage, shares how his team supports therapists across 44 states by blending smart staffing models with a connected HR tech ecosystem.

With 15 years in healthcare HR, Tommy explains how the employee–employer compact has shifted especially for therapists with gig-like options and why leaders must design flexibility around settings and shifts, not location.

He details practical tech and AI use cases that actually give time back to caregivers: automated record audits (Dart AI) for accuracy and reimbursement, voice-to-text documentation, and an AI-powered HR “mascot” that answers policy questions 24/7 so HR can focus on complex issues.

Tommy also breaks down why comp is only one lever, how to link turnover, comp, and scheduling data to find true root causes, and the role HR must play in AI adoption being fluent, peeking around corners, and upskilling the human skills machines won’t replace.


Timestamps


[00:45] – HealthPRO Heritage overview: national footprint and therapy settings served

[01:11] – Tommy’s 15-year path in healthcare HR and why people strategy is different in care

[02:01] – The new employee–employer compact: loyalty, options, and a gig-like therapist market

[05:06] – Flex in healthcare: optimizing PRN talent, cross-setting staffing, and clear options

[07:18] – From silos to systems: connecting turnover, comp, and scheduling data by location

[10:45] – Frontline reality: admin burden vs. mission work—and where tech can relieve it

[11:50] – Practical AI that sticks: Dart AI for audits, voice-to-notes, and an HR “mascot” for policies

[16:02] – HR’s role in AI adoption: fluency, risk balance, human-skills development, and final advice


Takeaways

- Design flexibility around settings and shifts—build cross-setting PRN pools and let clinicians choose where they work.

- Connect people data across systems (turnover, comp, scheduling) to diagnose root causes by market and site.

- Deploy simple, high-impact AI: automated record audits, voice-to-text documentation, and 24/7 HR knowledge bots.

- Reduce administrative friction so clinicians can focus on care; standardize and streamline what you can.

- Treat pay as one lever—pair fair comp with recognition, strong supervisors, and predictable, transparent schedules.

- Make HR AI-fluent and lead adoption while upskilling the human skills (communication, leadership) AI won’t replace.
Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Easing the Burden: HealthPRO Heritage’s CHRO on Flex Staffing, Connected HR Tech, and Practical AI


Summary

In healthcare, you can’t Zoom in care, so how do you build flexibility, reduce admin burdens, and retain scarce clinicians?

Tommy Comer, Chief Human Resources Officer at HealthPRO Heritage, shares how his team supports therapists across 44 states by blending smart staffing models with a connected HR tech ecosystem.

With 15 years in healthcare HR, Tommy explains how the employee–employer compact has shifted especially for therapists with gig-like options and why leaders must design flexibility around settings and shifts, not location.

He details practical tech and AI use cases that actually give time back to caregivers: automated record audits (Dart AI) for accuracy and reimbursement, voice-to-text documentation, and an AI-powered HR “mascot” that answers policy questions 24/7 so HR can focus on complex issues.

Tommy also breaks down why comp is only one lever, how to link turnover, comp, and scheduling data to find true root causes, and the role HR must play in AI adoption being fluent, peeking around corners, and upskilling the human skills machines won’t replace.


Timestamps


[00:45] – HealthPRO Heritage overview: national footprint and therapy settings served

[01:11] – Tommy’s 15-year path in healthcare HR and why people strategy is different in care

[02:01] – The new employee–employer compact: loyalty, options, and a gig-like therapist market

[05:06] – Flex in healthcare: optimizing PRN talent, cross-setting staffing, and clear options

[07:18] – From silos to systems: connecting turnover, comp, and scheduling data by location

[10:45] – Frontline reality: admin burden vs. mission work—and where tech can relieve it

[11:50] – Practical AI that sticks: Dart AI for audits, voice-to-notes, and an HR “mascot” for policies

[16:02] – HR’s role in AI adoption: fluency, risk balance, human-skills development, and final advice


Takeaways

- Design flexibility around settings and shifts—build cross-setting PRN pools and let clinicians choose where they work.

- Connect people data across systems (turnover, comp, scheduling) to diagnose root causes by market and site.

- Deploy simple, high-impact AI: automated record audits, voice-to-text documentation, and 24/7 HR knowledge bots.

- Reduce administrative friction so clinicians can focus on care; standardize and streamline what you can.

- Treat pay as one lever—pair fair comp with recognition, strong supervisors, and predictable, transparent schedules.

- Make HR AI-fluent and lead adoption while upskilling the human skills (communication, leadership) AI won’t replace.
Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 08 Jan 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1140 Easing the Burden: HealthPRO Heritage’s CHRO on Flex Staffing, Connected HR Tech, and Practical AISummaryIn healthcare, you can’t Zoom in care, so how do you build flexibility, reduce admin burdens, and retain scarce clinicians? Tommy Comer, Chief Human Resources Officer at HealthPRO Heritage, shares how his team supports therapists across 44 states by blending smart staffing models with a connected HR tech ecosystem. With 15 years in healthcare HR, Tommy explains how the employee–employer compact has shifted especially for therapists with gig-like options and why leaders must design flexibility around settings and shifts, not location. He details practical tech and AI use cases that actually give time back to caregivers: automated record audits (Dart AI) for accuracy and reimbursement, voice-to-text documentation, and an AI-powered HR “mascot” that answers policy questions 24/7 so HR can focus on complex issues. Tommy also breaks down why comp is only one lever, how to link turnover, comp, and scheduling data to find true root causes, and the role HR must play in AI adoption being fluent, peeking around corners, and upskilling the human skills machines won’t replace.Timestamps[00:45] – HealthPRO Heritage overview: national footprint and therapy settings served[01:11] – Tommy’s 15-year path in healthcare HR and why people strategy is different in care[02:01] – The new employee–employer compact: loyalty, options, and a gig-like therapist market[05:06] – Flex in healthcare: optimizing PRN talent, cross-setting staffing, and clear options[07:18] – From silos to systems: connecting turnover, comp, and scheduling data by location[10:45] – Frontline reality: admin burden vs. mission work—and where tech can relieve it[11:50] – Practical AI that sticks: Dart AI for audits, voice-to-notes, and an HR “mascot” for policies[16:02] – HR’s role in AI adoption: fluency, risk balance, human-skills development, and final adviceTakeaways- Design flexibility around settings and shifts—build cross-setting PRN pools and let clinicians choose where they work.- Connect people data across systems (turnover, comp, scheduling) to diagnose root causes by market and site.- Deploy simple, high-impact AI: automated record audits, voice-to-text documentation, and 24/7 HR knowledge bots.- Reduce administrative friction so clinicians can focus on care; standardize and streamline what you can.- Treat pay as one lever—pair fair comp with recognition, strong supervisors, and predictable, transparent schedules.- Make HR AI-fluent and lead adoption while upskilling the human skills (communication, leadership) AI won’t replace.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Easing the Burden: HealthPRO Heritage’s CHRO on Flex Staffing, Connected HR Tech, and Practical AISummaryIn healthcare, you can’t Zoom in care, so how do you build flexibility, reduce admin burdens, and retain scarce clinicians? Tommy Comer, Chief Human R HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, HealthPRO-Heritage, Tommy-Comer, CHRO No Cortney Worle, Chief People Officer at Cafe Rio 28 28 Cortney Worle, Chief People Officer at Cafe Rio full 98810a4e-d05a-4a04-a8c2-10d7b27e14a0 https://share.transistor.fm/s/5e598a46 Doing More with Less: Cafe Rio’s CPO on Frontline Engagement, Cross-Training, and Practical AI


Summary

How do you keep 4,500 non-desk employees engaged when hybrid isn’t an option?

In this episode, host Emily Fenech sits down with Cortney Worle, Chief People Officer at Cafe Rio Mexican Grill (formerly HR leader at Road Runner Sports), to unpack what’s unique and universal about leading people in restaurants and retail.

Cortney shares her non-linear path to CPO (including a strategic step back), why engagement strategies must evolve every 18–24 months, and how Cafe Rio’s “Talk & Tacos” listening sessions with the CEO/COO surface real, fixable issues fast.

She gets specific on shifting from specialization to cross-training amid tight margins, rolling out mobile-first scheduling and shift swaps, and where AI actually helps today (dynamic labor scheduling) versus where she’s cautious (AI-driven hiring).

Cortney also tackles the “boundaries vs. growth” conversation and closes with simple advice: get out of the office and watch the work to find your next high-impact improvement.


Timestamps

[00:45] – Cortney’s journey: taking a step back to become CPO at Cafe Rio

[02:33] – The frontline HR reality: high turnover, non-desk workers, and limited peer benchmarks

[03:45] – Post-COVID shifts: rethinking recognition, comp, and what younger workers value now

[05:21] – “Talk & Tacos”: real-time listening with execs that drives concrete changes

[06:55] – From feedback to action: mobile schedules, in-app shift swaps, and faster fixes

[08:38] – Doing more with less: cross-training, agility, and reframing “not my job”

[11:30] – Boundaries vs. growth: addressing misused terms without missing real issues

[13:08] – Tech in restaurants: robotics vs. AI, and smart scheduling that frees managers

[15:34] – AI and recruiting: governance, bias risk, and why not to be an early adopter

[16:35] – Field-first leadership: don’t decide in a bubble—watch the work to find opportunities


Takeaways

- Build continual listening loops (e.g., small-group forums with executives) to surface high-signal, fixable problems.

- Revisit recognition, training, and comp every 18–24 months; the frontline’s needs change quickly.

- Modernize scheduling: give employees mobile access, enable shift swaps, and use AI to optimize labor by demand.

- Cross-train intentionally; frame it as career growth (trainer/manager paths) to overcome “not my job.”

- Discern language vs. reality: prioritize true toxicity and discrimination while coaching on productive boundaries.

- Apply AI where it’s low-risk and high-impact (scheduling, forecasting); be cautious with AI-led selection due to bias.

- Spend time on the floor; observing real workflows reveals bottlenecks you’ll never catch from a desk.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Doing More with Less: Cafe Rio’s CPO on Frontline Engagement, Cross-Training, and Practical AI


Summary

How do you keep 4,500 non-desk employees engaged when hybrid isn’t an option?

In this episode, host Emily Fenech sits down with Cortney Worle, Chief People Officer at Cafe Rio Mexican Grill (formerly HR leader at Road Runner Sports), to unpack what’s unique and universal about leading people in restaurants and retail.

Cortney shares her non-linear path to CPO (including a strategic step back), why engagement strategies must evolve every 18–24 months, and how Cafe Rio’s “Talk & Tacos” listening sessions with the CEO/COO surface real, fixable issues fast.

She gets specific on shifting from specialization to cross-training amid tight margins, rolling out mobile-first scheduling and shift swaps, and where AI actually helps today (dynamic labor scheduling) versus where she’s cautious (AI-driven hiring).

Cortney also tackles the “boundaries vs. growth” conversation and closes with simple advice: get out of the office and watch the work to find your next high-impact improvement.


Timestamps

[00:45] – Cortney’s journey: taking a step back to become CPO at Cafe Rio

[02:33] – The frontline HR reality: high turnover, non-desk workers, and limited peer benchmarks

[03:45] – Post-COVID shifts: rethinking recognition, comp, and what younger workers value now

[05:21] – “Talk & Tacos”: real-time listening with execs that drives concrete changes

[06:55] – From feedback to action: mobile schedules, in-app shift swaps, and faster fixes

[08:38] – Doing more with less: cross-training, agility, and reframing “not my job”

[11:30] – Boundaries vs. growth: addressing misused terms without missing real issues

[13:08] – Tech in restaurants: robotics vs. AI, and smart scheduling that frees managers

[15:34] – AI and recruiting: governance, bias risk, and why not to be an early adopter

[16:35] – Field-first leadership: don’t decide in a bubble—watch the work to find opportunities


Takeaways

- Build continual listening loops (e.g., small-group forums with executives) to surface high-signal, fixable problems.

- Revisit recognition, training, and comp every 18–24 months; the frontline’s needs change quickly.

- Modernize scheduling: give employees mobile access, enable shift swaps, and use AI to optimize labor by demand.

- Cross-train intentionally; frame it as career growth (trainer/manager paths) to overcome “not my job.”

- Discern language vs. reality: prioritize true toxicity and discrimination while coaching on productive boundaries.

- Apply AI where it’s low-risk and high-impact (scheduling, forecasting); be cautious with AI-led selection due to bias.

- Spend time on the floor; observing real workflows reveals bottlenecks you’ll never catch from a desk.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 06 Jan 2026 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1165 Doing More with Less: Cafe Rio’s CPO on Frontline Engagement, Cross-Training, and Practical AISummaryHow do you keep 4,500 non-desk employees engaged when hybrid isn’t an option? In this episode, host Emily Fenech sits down with Cortney Worle, Chief People Officer at Cafe Rio Mexican Grill (formerly HR leader at Road Runner Sports), to unpack what’s unique and universal about leading people in restaurants and retail. Cortney shares her non-linear path to CPO (including a strategic step back), why engagement strategies must evolve every 18–24 months, and how Cafe Rio’s “Talk & Tacos” listening sessions with the CEO/COO surface real, fixable issues fast. She gets specific on shifting from specialization to cross-training amid tight margins, rolling out mobile-first scheduling and shift swaps, and where AI actually helps today (dynamic labor scheduling) versus where she’s cautious (AI-driven hiring). Cortney also tackles the “boundaries vs. growth” conversation and closes with simple advice: get out of the office and watch the work to find your next high-impact improvement.Timestamps[00:45] – Cortney’s journey: taking a step back to become CPO at Cafe Rio[02:33] – The frontline HR reality: high turnover, non-desk workers, and limited peer benchmarks[03:45] – Post-COVID shifts: rethinking recognition, comp, and what younger workers value now[05:21] – “Talk & Tacos”: real-time listening with execs that drives concrete changes[06:55] – From feedback to action: mobile schedules, in-app shift swaps, and faster fixes[08:38] – Doing more with less: cross-training, agility, and reframing “not my job”[11:30] – Boundaries vs. growth: addressing misused terms without missing real issues[13:08] – Tech in restaurants: robotics vs. AI, and smart scheduling that frees managers[15:34] – AI and recruiting: governance, bias risk, and why not to be an early adopter[16:35] – Field-first leadership: don’t decide in a bubble—watch the work to find opportunitiesTakeaways- Build continual listening loops (e.g., small-group forums with executives) to surface high-signal, fixable problems.- Revisit recognition, training, and comp every 18–24 months; the frontline’s needs change quickly.- Modernize scheduling: give employees mobile access, enable shift swaps, and use AI to optimize labor by demand.- Cross-train intentionally; frame it as career growth (trainer/manager paths) to overcome “not my job.”- Discern language vs. reality: prioritize true toxicity and discrimination while coaching on productive boundaries.- Apply AI where it’s low-risk and high-impact (scheduling, forecasting); be cautious with AI-led selection due to bias.- Spend time on the floor; observing real workflows reveals bottlenecks you’ll never catch from a desk.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Doing More with Less: Cafe Rio’s CPO on Frontline Engagement, Cross-Training, and Practical AISummaryHow do you keep 4,500 non-desk employees engaged when hybrid isn’t an option? In this episode, host Emily Fenech sits down with Cortney Worle, Chief Peopl HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Cortney-Worle, Chief-People-Officer, Cafe-Rio No Remko Verheul, Head of People at Wrike 26 26 Remko Verheul, Head of People at Wrike full 9f0927c6-03bf-4bfa-8657-d0c760a09f0c https://share.transistor.fm/s/5828baa9 Leading a Global, Remote Workforce: Wrike’s Head of People on AI, Alignment, and Skills-Based Talent


Summary

How do you keep 1,000+ people across 30 countries aligned, connected, and moving fast—while AI reshapes how work gets done?

Remko Verheul, SVP and Head of People at Wrike, shares the operating system behind a truly global, distributed company. Wrike is a collaborative work management platform used worldwide, and Remko explains how the team “eats its own dog food” to create a single source of truth, drive cross-time-zone alignment, and feed product innovation.

He breaks down the rituals that matter—company-wide AMAs, leader travel, and function kickoffs—and why bringing humanity back to remote work is nonnegotiable.

Remko also details Wrike’s dual-track AI strategy: top-down workstreams with clear outcomes and bottom-up experimentation via bootcamps and internal pitches, including new workforce optimizer and performance coach agents.

Finally, he explains why HR must shift from jobs to skills to meet a gig-like labor market and dissolve silos. Expect practical frameworks you can apply this quarter.

Timestamps

[00:45] – Wrike overview: platform, org footprint, and distributed team structure

[02:18] – The big four challenges: AI acceleration, remote/distributed work, global time zones, and the gig economy

[03:55] – Building alignment: single system of record, comms cadence, AMAs, and clear handoffs

[06:35] – Remote with humanity: intentional check-ins and knowing when to switch from async to live

[08:41] – In-person rituals: executive travel cadence and team kickoffs that reinforce culture

[10:55] – AI in the product: customer-built agents and early time savings

[12:12] – AI inside HR: Human + AI = Organizational Intelligence; top-down workstreams and bottom-up experiments

[15:27] – From jobs to skills: adapting to a gig-style market and breaking down silos


Takeaways

- Operationalize alignment with a single source of truth and explicit touchpoints/handoffs across time zones.

- Make communication a ritual: all-hands, AMAs, and purposeful in-person moments; expect leaders to travel.

- Bring humanity to remote work: start 1:1s with check-ins and escalate from async to live when nuance matters.

- Drive AI adoption with a dual strategy—fund a few top-down workstreams and foster bottom-up experimentation (bootcamps, internal pitches).

- Build practical AI agents for people ops (e.g., resource allocation, performance coaching) to unlock measurable productivity.

- Shift talent practices from roles to skills to support cross-functional growth and a gig-like career reality.

- Practice “zoom in, zoom out” leadership to balance detail work with big-picture direction.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Leading a Global, Remote Workforce: Wrike’s Head of People on AI, Alignment, and Skills-Based Talent


Summary

How do you keep 1,000+ people across 30 countries aligned, connected, and moving fast—while AI reshapes how work gets done?

Remko Verheul, SVP and Head of People at Wrike, shares the operating system behind a truly global, distributed company. Wrike is a collaborative work management platform used worldwide, and Remko explains how the team “eats its own dog food” to create a single source of truth, drive cross-time-zone alignment, and feed product innovation.

He breaks down the rituals that matter—company-wide AMAs, leader travel, and function kickoffs—and why bringing humanity back to remote work is nonnegotiable.

Remko also details Wrike’s dual-track AI strategy: top-down workstreams with clear outcomes and bottom-up experimentation via bootcamps and internal pitches, including new workforce optimizer and performance coach agents.

Finally, he explains why HR must shift from jobs to skills to meet a gig-like labor market and dissolve silos. Expect practical frameworks you can apply this quarter.

Timestamps

[00:45] – Wrike overview: platform, org footprint, and distributed team structure

[02:18] – The big four challenges: AI acceleration, remote/distributed work, global time zones, and the gig economy

[03:55] – Building alignment: single system of record, comms cadence, AMAs, and clear handoffs

[06:35] – Remote with humanity: intentional check-ins and knowing when to switch from async to live

[08:41] – In-person rituals: executive travel cadence and team kickoffs that reinforce culture

[10:55] – AI in the product: customer-built agents and early time savings

[12:12] – AI inside HR: Human + AI = Organizational Intelligence; top-down workstreams and bottom-up experiments

[15:27] – From jobs to skills: adapting to a gig-style market and breaking down silos


Takeaways

- Operationalize alignment with a single source of truth and explicit touchpoints/handoffs across time zones.

- Make communication a ritual: all-hands, AMAs, and purposeful in-person moments; expect leaders to travel.

- Bring humanity to remote work: start 1:1s with check-ins and escalate from async to live when nuance matters.

- Drive AI adoption with a dual strategy—fund a few top-down workstreams and foster bottom-up experimentation (bootcamps, internal pitches).

- Build practical AI agents for people ops (e.g., resource allocation, performance coaching) to unlock measurable productivity.

- Shift talent practices from roles to skills to support cross-functional growth and a gig-like career reality.

- Practice “zoom in, zoom out” leadership to balance detail work with big-picture direction.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Mon, 22 Dec 2025 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1178 Leading a Global, Remote Workforce: Wrike’s Head of People on AI, Alignment, and Skills-Based TalentSummaryHow do you keep 1,000+ people across 30 countries aligned, connected, and moving fast—while AI reshapes how work gets done? Remko Verheul, SVP and Head of People at Wrike, shares the operating system behind a truly global, distributed company. Wrike is a collaborative work management platform used worldwide, and Remko explains how the team “eats its own dog food” to create a single source of truth, drive cross-time-zone alignment, and feed product innovation. He breaks down the rituals that matter—company-wide AMAs, leader travel, and function kickoffs—and why bringing humanity back to remote work is nonnegotiable. Remko also details Wrike’s dual-track AI strategy: top-down workstreams with clear outcomes and bottom-up experimentation via bootcamps and internal pitches, including new workforce optimizer and performance coach agents. Finally, he explains why HR must shift from jobs to skills to meet a gig-like labor market and dissolve silos. Expect practical frameworks you can apply this quarter.Timestamps[00:45] – Wrike overview: platform, org footprint, and distributed team structure[02:18] – The big four challenges: AI acceleration, remote/distributed work, global time zones, and the gig economy[03:55] – Building alignment: single system of record, comms cadence, AMAs, and clear handoffs[06:35] – Remote with humanity: intentional check-ins and knowing when to switch from async to live[08:41] – In-person rituals: executive travel cadence and team kickoffs that reinforce culture[10:55] – AI in the product: customer-built agents and early time savings[12:12] – AI inside HR: Human + AI = Organizational Intelligence; top-down workstreams and bottom-up experiments[15:27] – From jobs to skills: adapting to a gig-style market and breaking down silosTakeaways- Operationalize alignment with a single source of truth and explicit touchpoints/handoffs across time zones.- Make communication a ritual: all-hands, AMAs, and purposeful in-person moments; expect leaders to travel.- Bring humanity to remote work: start 1:1s with check-ins and escalate from async to live when nuance matters.- Drive AI adoption with a dual strategy—fund a few top-down workstreams and foster bottom-up experimentation (bootcamps, internal pitches).- Build practical AI agents for people ops (e.g., resource allocation, performance coaching) to unlock measurable productivity.- Shift talent practices from roles to skills to support cross-functional growth and a gig-like career reality.- Practice “zoom in, zoom out” leadership to balance detail work with big-picture direction.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Leading a Global, Remote Workforce: Wrike’s Head of People on AI, Alignment, and Skills-Based TalentSummaryHow do you keep 1,000+ people across 30 countries aligned, connected, and moving fast—while AI reshapes how work gets done? Remko Verheul, SVP and H HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Wrike, Remko-Verheul No Rodrigo Tajonar, CHRO at Boston Globe 27 27 Rodrigo Tajonar, CHRO at Boston Globe full 4874ba8a-beee-441b-afbd-410b1cce875c https://share.transistor.fm/s/5597617b From Burnout to “Rust Out”: Boston Globe Media’s CHRO on Culture, AI, and Re‑Engaging Hybrid Teams


Summary

How do you build a high-performance culture when hybrid work frays connection and engagement?

Rodrigo Tajonar, Chief Human Resources Officer at Boston Globe Media (home to The Boston Globe, STAT, Boston.com, Globe Opinion, and Boston Magazine), unpacks two urgent challenges for people leaders: culture in a hybrid world and the rise of “rust out”—erosion of creativity and motivation—versus traditional burnout.

Rodrigo shares practical ways managers can rekindle energy and trust, including the company’s Let’s Connect program that scales leadership access and cross-team connection beyond HQ.

He also dives into AI in a newsroom: why AI should be an input (not the output), how in-house tools help reporters craft smarter headlines, and how data helps personalize subscriber engagement.

On the HR side, he outlines automating tier-one requests with an internal HR bot to free HR for strategy, and a vision for modern L&D—short, just‑in‑time, AI-assisted coaching for real moments like delivering feedback or navigating conflict.

He closes with grounded advice for HR leaders: stay humble, be friendly (not everyone’s friend), and borrow shamelessly from your network.


Timestamps

[00:40] – The Boston Globe Media footprint and Rodrigo’s CHRO remit

[02:21] – 2025 challenge #1: Culture, hybrid work, and closing the engagement gap

[05:39] – Burnout vs. “rust out”: what differs and how HR can spot each

[10:20] – Rebuilding connection: the Let’s Connect program and leadership lunches across sites

[11:46] – AI in media: input vs. output, an in-house headline tool, and data-driven subscriber engagement

[16:40] – HR automation: rolling out a tier-one HR bot to unlock strategic HR time

[19:40] – Rethinking L&D: microlearning, just-in-time guidance, and AI role‑play for tough conversations

[23:07] – Practical advice for HR leaders: humility, boundaries, and “borrow shamelessly”


Takeaways

- Diagnose “rust out” vs. burnout—address workload and wellbeing for burnout; rebuild purpose, creativity, and connection to combat rust out.

- Create intentional connection rituals (e.g., leadership lunches, cross-site meetups) to make hybrid work feel human.

- Set AI guardrails: use AI as an input for ideation and speed, not as the final source—especially in fact-checking environments.

- Automate tier-one HR requests with an internal bot to deliver fast answers and refocus HR on coaching, strategy, and culture.

- Redesign L&D for impact: short, scenario-based microlearning with AI prompts and role-play to support managers in the moment.

- Coach managers to model energy and clarity—regular check-ins, mentoring, and explicit expectations drive engagement across generations.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> From Burnout to “Rust Out”: Boston Globe Media’s CHRO on Culture, AI, and Re‑Engaging Hybrid Teams


Summary

How do you build a high-performance culture when hybrid work frays connection and engagement?

Rodrigo Tajonar, Chief Human Resources Officer at Boston Globe Media (home to The Boston Globe, STAT, Boston.com, Globe Opinion, and Boston Magazine), unpacks two urgent challenges for people leaders: culture in a hybrid world and the rise of “rust out”—erosion of creativity and motivation—versus traditional burnout.

Rodrigo shares practical ways managers can rekindle energy and trust, including the company’s Let’s Connect program that scales leadership access and cross-team connection beyond HQ.

He also dives into AI in a newsroom: why AI should be an input (not the output), how in-house tools help reporters craft smarter headlines, and how data helps personalize subscriber engagement.

On the HR side, he outlines automating tier-one requests with an internal HR bot to free HR for strategy, and a vision for modern L&D—short, just‑in‑time, AI-assisted coaching for real moments like delivering feedback or navigating conflict.

He closes with grounded advice for HR leaders: stay humble, be friendly (not everyone’s friend), and borrow shamelessly from your network.


Timestamps

[00:40] – The Boston Globe Media footprint and Rodrigo’s CHRO remit

[02:21] – 2025 challenge #1: Culture, hybrid work, and closing the engagement gap

[05:39] – Burnout vs. “rust out”: what differs and how HR can spot each

[10:20] – Rebuilding connection: the Let’s Connect program and leadership lunches across sites

[11:46] – AI in media: input vs. output, an in-house headline tool, and data-driven subscriber engagement

[16:40] – HR automation: rolling out a tier-one HR bot to unlock strategic HR time

[19:40] – Rethinking L&D: microlearning, just-in-time guidance, and AI role‑play for tough conversations

[23:07] – Practical advice for HR leaders: humility, boundaries, and “borrow shamelessly”


Takeaways

- Diagnose “rust out” vs. burnout—address workload and wellbeing for burnout; rebuild purpose, creativity, and connection to combat rust out.

- Create intentional connection rituals (e.g., leadership lunches, cross-site meetups) to make hybrid work feel human.

- Set AI guardrails: use AI as an input for ideation and speed, not as the final source—especially in fact-checking environments.

- Automate tier-one HR requests with an internal bot to deliver fast answers and refocus HR on coaching, strategy, and culture.

- Redesign L&D for impact: short, scenario-based microlearning with AI prompts and role-play to support managers in the moment.

- Coach managers to model energy and clarity—regular check-ins, mentoring, and explicit expectations drive engagement across generations.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Mon, 22 Dec 2025 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1552 From Burnout to “Rust Out”: Boston Globe Media’s CHRO on Culture, AI, and Re‑Engaging Hybrid TeamsSummaryHow do you build a high-performance culture when hybrid work frays connection and engagement? Rodrigo Tajonar, Chief Human Resources Officer at Boston Globe Media (home to The Boston Globe, STAT, Boston.com, Globe Opinion, and Boston Magazine), unpacks two urgent challenges for people leaders: culture in a hybrid world and the rise of “rust out”—erosion of creativity and motivation—versus traditional burnout. Rodrigo shares practical ways managers can rekindle energy and trust, including the company’s Let’s Connect program that scales leadership access and cross-team connection beyond HQ. He also dives into AI in a newsroom: why AI should be an input (not the output), how in-house tools help reporters craft smarter headlines, and how data helps personalize subscriber engagement. On the HR side, he outlines automating tier-one requests with an internal HR bot to free HR for strategy, and a vision for modern L&D—short, just‑in‑time, AI-assisted coaching for real moments like delivering feedback or navigating conflict. He closes with grounded advice for HR leaders: stay humble, be friendly (not everyone’s friend), and borrow shamelessly from your network.Timestamps[00:40] – The Boston Globe Media footprint and Rodrigo’s CHRO remit[02:21] – 2025 challenge #1: Culture, hybrid work, and closing the engagement gap[05:39] – Burnout vs. “rust out”: what differs and how HR can spot each[10:20] – Rebuilding connection: the Let’s Connect program and leadership lunches across sites[11:46] – AI in media: input vs. output, an in-house headline tool, and data-driven subscriber engagement[16:40] – HR automation: rolling out a tier-one HR bot to unlock strategic HR time[19:40] – Rethinking L&D: microlearning, just-in-time guidance, and AI role‑play for tough conversations[23:07] – Practical advice for HR leaders: humility, boundaries, and “borrow shamelessly”Takeaways- Diagnose “rust out” vs. burnout—address workload and wellbeing for burnout; rebuild purpose, creativity, and connection to combat rust out.- Create intentional connection rituals (e.g., leadership lunches, cross-site meetups) to make hybrid work feel human.- Set AI guardrails: use AI as an input for ideation and speed, not as the final source—especially in fact-checking environments.- Automate tier-one HR requests with an internal bot to deliver fast answers and refocus HR on coaching, strategy, and culture.- Redesign L&D for impact: short, scenario-based microlearning with AI prompts and role-play to support managers in the moment.- Coach managers to model energy and clarity—regular check-ins, mentoring, and explicit expectations drive engagement across generations.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ From Burnout to “Rust Out”: Boston Globe Media’s CHRO on Culture, AI, and Re‑Engaging Hybrid TeamsSummaryHow do you build a high-performance culture when hybrid work frays connection and engagement? Rodrigo Tajonar, Chief Human Resources Officer at Boston HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Rodrigo-Tajonar, CHRO, Boston-Globe No Jill Wrobel, CHRO at Brunswick Corporation 25 25 Jill Wrobel, CHRO at Brunswick Corporation full 7f1edc59-04f6-4589-8502-eea69fe61545 https://share.transistor.fm/s/525ca376 Leading Through Uncertainty: Brunswick’s CHRO on AI, Frontline Talent, and a “Next Never Rest” Culture


Summary

How do you keep a 15,000-person, global, frontline-heavy workforce aligned when tariffs, interest rates, and tech shifts won’t sit still?

Jill Wrobel, Chief Human Resources Officer at Brunswick—parent to 60+ marine brands including Mercury Marine and Freedom Boat Club—shares how the company navigates uncertainty with a continuous improvement mindset they call “Next Never Rest.”

Jill breaks down what’s unique about HR in a cyclical, manufacturing-and-services business that spans welders and machinists to electrification engineers and digital product teams.

She details Brunswick’s “business system” approach to standardizing processes, using Lean Six Sigma and design thinking, and where AI and automation create outsized impact—from Microsoft Copilot for communications to an AI-driven tariff model and AutoCaptain, which can dock a boat at the push of a button while distinguishing a person from a leaf.


Jill also gets candid about the weight HR teams carry—context switching, coaching leaders, and rising expectations—and how she’s scaling HR’s impact with hackathons, smarter prioritization, and a stronger coaching stance so leaders truly lead.


Timestamps

[00:45] – Guest intro: Brunswick’s $5B portfolio, 60+ brands, and global footprint (Freedom Boat Club in 425+ locations)

[02:56] – The core challenge: operating through uncertainty—rates, tariffs, cyclical demand

[04:05] – Mindset matters: control what you can, “power of yet,” and resilience in a changing world

[05:57] – A diverse workforce: welders to electrification engineers to e-commerce and app teams

[09:28] – “Next Never Rest”: Brunswick’s business system, Lean Six Sigma, and design thinking

[10:58] – Practical AI: AutoCaptain auto-docking, Copilot for comms, and an AI model for tariff analysis

[14:13] – Why this is HR’s moment: HR as business leaders enabling humans + machines

[16:02] – Scaling HR: reducing workload, hackathons, automation, and coaching managers to lead

[19:01] – Protecting the team: mental health, boundaries, and sustaining energy


Takeaways

- Build a continuous improvement culture—standardize definitions, map end-to-end processes, and empower teams to iterate.

- Prioritize AI where it tackles the biggest business problems (e.g., tariff modeling, safety-critical automation) before chasing “nice to haves.”

- Equip HR to scale: run hackathons, automate repeat work, and share solutions globally to avoid reinventing the wheel.

- Coach managers to lead—HR adds leverage by enabling leaders, not owning every decision.

- Leverage practical tools now: use Copilot/GenAI for clearer communications, planning, and analysis to reclaim time.

- Support HR well-being: reduce context switching, set boundaries, and normalize recovery so the team can sustain high-impact work.


Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Leading Through Uncertainty: Brunswick’s CHRO on AI, Frontline Talent, and a “Next Never Rest” Culture


Summary

How do you keep a 15,000-person, global, frontline-heavy workforce aligned when tariffs, interest rates, and tech shifts won’t sit still?

Jill Wrobel, Chief Human Resources Officer at Brunswick—parent to 60+ marine brands including Mercury Marine and Freedom Boat Club—shares how the company navigates uncertainty with a continuous improvement mindset they call “Next Never Rest.”

Jill breaks down what’s unique about HR in a cyclical, manufacturing-and-services business that spans welders and machinists to electrification engineers and digital product teams.

She details Brunswick’s “business system” approach to standardizing processes, using Lean Six Sigma and design thinking, and where AI and automation create outsized impact—from Microsoft Copilot for communications to an AI-driven tariff model and AutoCaptain, which can dock a boat at the push of a button while distinguishing a person from a leaf.


Jill also gets candid about the weight HR teams carry—context switching, coaching leaders, and rising expectations—and how she’s scaling HR’s impact with hackathons, smarter prioritization, and a stronger coaching stance so leaders truly lead.


Timestamps

[00:45] – Guest intro: Brunswick’s $5B portfolio, 60+ brands, and global footprint (Freedom Boat Club in 425+ locations)

[02:56] – The core challenge: operating through uncertainty—rates, tariffs, cyclical demand

[04:05] – Mindset matters: control what you can, “power of yet,” and resilience in a changing world

[05:57] – A diverse workforce: welders to electrification engineers to e-commerce and app teams

[09:28] – “Next Never Rest”: Brunswick’s business system, Lean Six Sigma, and design thinking

[10:58] – Practical AI: AutoCaptain auto-docking, Copilot for comms, and an AI model for tariff analysis

[14:13] – Why this is HR’s moment: HR as business leaders enabling humans + machines

[16:02] – Scaling HR: reducing workload, hackathons, automation, and coaching managers to lead

[19:01] – Protecting the team: mental health, boundaries, and sustaining energy


Takeaways

- Build a continuous improvement culture—standardize definitions, map end-to-end processes, and empower teams to iterate.

- Prioritize AI where it tackles the biggest business problems (e.g., tariff modeling, safety-critical automation) before chasing “nice to haves.”

- Equip HR to scale: run hackathons, automate repeat work, and share solutions globally to avoid reinventing the wheel.

- Coach managers to lead—HR adds leverage by enabling leaders, not owning every decision.

- Leverage practical tools now: use Copilot/GenAI for clearer communications, planning, and analysis to reclaim time.

- Support HR well-being: reduce context switching, set boundaries, and normalize recovery so the team can sustain high-impact work.


Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Mon, 15 Dec 2025 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1308 Leading Through Uncertainty: Brunswick’s CHRO on AI, Frontline Talent, and a “Next Never Rest” CultureSummaryHow do you keep a 15,000-person, global, frontline-heavy workforce aligned when tariffs, interest rates, and tech shifts won’t sit still? Jill Wrobel, Chief Human Resources Officer at Brunswick—parent to 60+ marine brands including Mercury Marine and Freedom Boat Club—shares how the company navigates uncertainty with a continuous improvement mindset they call “Next Never Rest.” Jill breaks down what’s unique about HR in a cyclical, manufacturing-and-services business that spans welders and machinists to electrification engineers and digital product teams. She details Brunswick’s “business system” approach to standardizing processes, using Lean Six Sigma and design thinking, and where AI and automation create outsized impact—from Microsoft Copilot for communications to an AI-driven tariff model and AutoCaptain, which can dock a boat at the push of a button while distinguishing a person from a leaf.Jill also gets candid about the weight HR teams carry—context switching, coaching leaders, and rising expectations—and how she’s scaling HR’s impact with hackathons, smarter prioritization, and a stronger coaching stance so leaders truly lead.Timestamps[00:45] – Guest intro: Brunswick’s $5B portfolio, 60+ brands, and global footprint (Freedom Boat Club in 425+ locations)[02:56] – The core challenge: operating through uncertainty—rates, tariffs, cyclical demand[04:05] – Mindset matters: control what you can, “power of yet,” and resilience in a changing world[05:57] – A diverse workforce: welders to electrification engineers to e-commerce and app teams[09:28] – “Next Never Rest”: Brunswick’s business system, Lean Six Sigma, and design thinking[10:58] – Practical AI: AutoCaptain auto-docking, Copilot for comms, and an AI model for tariff analysis[14:13] – Why this is HR’s moment: HR as business leaders enabling humans + machines[16:02] – Scaling HR: reducing workload, hackathons, automation, and coaching managers to lead[19:01] – Protecting the team: mental health, boundaries, and sustaining energyTakeaways- Build a continuous improvement culture—standardize definitions, map end-to-end processes, and empower teams to iterate.- Prioritize AI where it tackles the biggest business problems (e.g., tariff modeling, safety-critical automation) before chasing “nice to haves.”- Equip HR to scale: run hackathons, automate repeat work, and share solutions globally to avoid reinventing the wheel.- Coach managers to lead—HR adds leverage by enabling leaders, not owning every decision.- Leverage practical tools now: use Copilot/GenAI for clearer communications, planning, and analysis to reclaim time.- Support HR well-being: reduce context switching, set boundaries, and normalize recovery so the team can sustain high-impact work.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Leading Through Uncertainty: Brunswick’s CHRO on AI, Frontline Talent, and a “Next Never Rest” CultureSummaryHow do you keep a 15,000-person, global, frontline-heavy workforce aligned when tariffs, interest rates, and tech shifts won’t sit still? Jill Wro HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Jill-Wrobel, CHRO, Brunswick-Corporation No Burke Walker, Chief People Officer at Spring Venture Group 24 24 Burke Walker, Chief People Officer at Spring Venture Group full 24586ffd-2a46-4e34-a3e9-c2aa867d3750 https://share.transistor.fm/s/7ba3fe8d AI Readiness, Career Paths, and Ruthless Prioritization: Spring Venture Group’s CPO on Leading Through Change


Summary

How do you prepare people for AI, grow careers without forcing everyone into management, and reduce overwhelm in a world of endless priorities?

Burke Walker, Chief People Officer at Spring Venture Group—and veteran HR leader at Sprint, H&R Block, Applebee’s, and North American Savings Bank—shares practical playbooks for modern people leadership.

He explains why HR is a transferable craft across industries, how to demystify AI with education and trust-building, and why the direct leader is the single biggest driver of culture and engagement.

Burke details dual career paths that elevate high-impact individual contributors alongside managers, plus a simple effort-versus-impact lens for prioritizing the work that truly moves the needle.

Expect concrete, repeatable practices: company-wide AI upskilling, leadership development that equips managers to coach careers, and planning rhythms that favor doing fewer things, better.


Timestamps

[00:45] – Career journey: Sprint, H&R Block, Applebee’s, NASB, and landing at Spring Venture Group

[02:34] – What SVG does (Medicare enrollment) and why HR skills transfer across industries

[04:15] – Two big challenges: AI’s rise and the push for career progression

[05:06] – Preparing people for AI: education over fear, trust, and personal vs. enterprise tools

[09:21] – Culture starts with the direct leader: building managers who coach and communicate

[10:49] – Dual career paths: management tracks and high-impact individual contributors

[13:34] – Overwhelm at work: prioritization, effort vs. impact, and managing change load

[18:28] – Planning season tactics: quarterly resets, focus on the vital few, enhance before net-new


Takeaways

- Demystify AI: educate every employee, clarify use cases, and communicate how data and tools will be used to build trust.

- Train leaders to coach careers: invest in leadership development so managers can run effective talent and promotion conversations.

- Create dual career ladders: reward expert individual contributors as robustly as managers to keep growth non-linear and inclusive.

- Prioritize with an effort-impact lens: say no to good ideas that dilute focus; do fewer initiatives, done exceptionally well.

- Manage change saturation: limit concurrent rollouts, repeat key messages, and account for the time teams need to adopt.

- Run regular priority resets: monthly/quarterly reviews to narrow to the top 4–5 initiatives and optimize existing programs before starting new ones.




AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> AI Readiness, Career Paths, and Ruthless Prioritization: Spring Venture Group’s CPO on Leading Through Change


Summary

How do you prepare people for AI, grow careers without forcing everyone into management, and reduce overwhelm in a world of endless priorities?

Burke Walker, Chief People Officer at Spring Venture Group—and veteran HR leader at Sprint, H&R Block, Applebee’s, and North American Savings Bank—shares practical playbooks for modern people leadership.

He explains why HR is a transferable craft across industries, how to demystify AI with education and trust-building, and why the direct leader is the single biggest driver of culture and engagement.

Burke details dual career paths that elevate high-impact individual contributors alongside managers, plus a simple effort-versus-impact lens for prioritizing the work that truly moves the needle.

Expect concrete, repeatable practices: company-wide AI upskilling, leadership development that equips managers to coach careers, and planning rhythms that favor doing fewer things, better.


Timestamps

[00:45] – Career journey: Sprint, H&R Block, Applebee’s, NASB, and landing at Spring Venture Group

[02:34] – What SVG does (Medicare enrollment) and why HR skills transfer across industries

[04:15] – Two big challenges: AI’s rise and the push for career progression

[05:06] – Preparing people for AI: education over fear, trust, and personal vs. enterprise tools

[09:21] – Culture starts with the direct leader: building managers who coach and communicate

[10:49] – Dual career paths: management tracks and high-impact individual contributors

[13:34] – Overwhelm at work: prioritization, effort vs. impact, and managing change load

[18:28] – Planning season tactics: quarterly resets, focus on the vital few, enhance before net-new


Takeaways

- Demystify AI: educate every employee, clarify use cases, and communicate how data and tools will be used to build trust.

- Train leaders to coach careers: invest in leadership development so managers can run effective talent and promotion conversations.

- Create dual career ladders: reward expert individual contributors as robustly as managers to keep growth non-linear and inclusive.

- Prioritize with an effort-impact lens: say no to good ideas that dilute focus; do fewer initiatives, done exceptionally well.

- Manage change saturation: limit concurrent rollouts, repeat key messages, and account for the time teams need to adopt.

- Run regular priority resets: monthly/quarterly reviews to narrow to the top 4–5 initiatives and optimize existing programs before starting new ones.




AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Sun, 14 Dec 2025 18:00:00 -0100 Rebecca Taylor Rebecca Taylor 1420 AI Readiness, Career Paths, and Ruthless Prioritization: Spring Venture Group’s CPO on Leading Through ChangeSummaryHow do you prepare people for AI, grow careers without forcing everyone into management, and reduce overwhelm in a world of endless priorities? Burke Walker, Chief People Officer at Spring Venture Group—and veteran HR leader at Sprint, H&R Block, Applebee’s, and North American Savings Bank—shares practical playbooks for modern people leadership. He explains why HR is a transferable craft across industries, how to demystify AI with education and trust-building, and why the direct leader is the single biggest driver of culture and engagement. Burke details dual career paths that elevate high-impact individual contributors alongside managers, plus a simple effort-versus-impact lens for prioritizing the work that truly moves the needle. Expect concrete, repeatable practices: company-wide AI upskilling, leadership development that equips managers to coach careers, and planning rhythms that favor doing fewer things, better.Timestamps[00:45] – Career journey: Sprint, H&R Block, Applebee’s, NASB, and landing at Spring Venture Group[02:34] – What SVG does (Medicare enrollment) and why HR skills transfer across industries[04:15] – Two big challenges: AI’s rise and the push for career progression[05:06] – Preparing people for AI: education over fear, trust, and personal vs. enterprise tools[09:21] – Culture starts with the direct leader: building managers who coach and communicate[10:49] – Dual career paths: management tracks and high-impact individual contributors[13:34] – Overwhelm at work: prioritization, effort vs. impact, and managing change load[18:28] – Planning season tactics: quarterly resets, focus on the vital few, enhance before net-newTakeaways- Demystify AI: educate every employee, clarify use cases, and communicate how data and tools will be used to build trust.- Train leaders to coach careers: invest in leadership development so managers can run effective talent and promotion conversations.- Create dual career ladders: reward expert individual contributors as robustly as managers to keep growth non-linear and inclusive.- Prioritize with an effort-impact lens: say no to good ideas that dilute focus; do fewer initiatives, done exceptionally well.- Manage change saturation: limit concurrent rollouts, repeat key messages, and account for the time teams need to adopt.- Run regular priority resets: monthly/quarterly reviews to narrow to the top 4–5 initiatives and optimize existing programs before starting new ones.AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ AI Readiness, Career Paths, and Ruthless Prioritization: Spring Venture Group’s CPO on Leading Through ChangeSummaryHow do you prepare people for AI, grow careers without forcing everyone into management, and reduce overwhelm in a world of endless priorit HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Burke-Walker, Chief-People-Officer, Spring-Venture-Group No Jessica Smith, Chief People Officer at Hays 23 23 Jessica Smith, Chief People Officer at Hays full c4fe18a4-68f5-4910-b267-73f598cd5da8 https://share.transistor.fm/s/b8b64ac5 From Big Tech to Staffing: Hays’ CPO on Accountability, HR Wellness, and Practical AI


Summary

The recruiting world is transforming at high speed—AI is reshaping workflows while markets stay volatile.

How do you keep teams resilient and deliver results?

Jess Smith, Chief People Officer, Americas at Hays (formerly at AWS, Amazon, and Meta), shares how Big Tech agility translates to a global staffing leader with 10,000+ employees across 23 countries. Jess breaks down how Hays is building “the Hays of the future” in the Americas—rethinking org design and tooling while putting people first.

She outlines an accountability-first culture with above/below-the-line thinking to create stability in constant change, how managers coach teams from finger-pointing to ownership, and why HR must protect its energy during emotionally heavy transformations.

On AI, Jess gets practical: balancing budget cuts with expectations, piloting over promises, guarding candidate experience, and planning for training, prompt fluency, and time-to-value. E

xpect usable coaching prompts, an AI evaluation checklist, and clear guidance for HR leaders navigating relentless change.


Timestamps

[00:45] – Guest intro: Big Tech lessons, “human capital strategist,” and agility in action

[01:59] – Inside Hays: global footprint, Americas growth, and services from placements to RPO/MSP

[03:36] – Navigating constant change and AI’s impact on recruiting

[05:34] – Building an ownership culture: accountability and above/below-the-line thinking (and how to coach it)

[08:13] – Protecting the people team: HR wellness and emotional labor in transformations

[11:06] – Practical AI in HR: expectations, budget pressure, and what to pilot now

[13:41] – How to evaluate AI tools: candidate experience, training needs, and time-to-value

[18:41] – Parting advice: self-care amid a once-in-a-generation shift


Takeaways

- Build accountability with above/below-the-line thinking to create stability during change.

- Coach teams from blame to action: What did you want to happen? What could you do differently? What’s your next step?

- Protect HR’s energy—plan workloads around high-emotion moments and normalize recovery.

- Set realistic AI expectations: pilot with clear success criteria, especially under budget constraints.

- Evaluate AI on experience, readiness, risk/compliance, training and prompt fluency required, and true time-to-value.

- Teach ambiguity tolerance and role clarity so teams can pivot without losing momentum.



AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> From Big Tech to Staffing: Hays’ CPO on Accountability, HR Wellness, and Practical AI


Summary

The recruiting world is transforming at high speed—AI is reshaping workflows while markets stay volatile.

How do you keep teams resilient and deliver results?

Jess Smith, Chief People Officer, Americas at Hays (formerly at AWS, Amazon, and Meta), shares how Big Tech agility translates to a global staffing leader with 10,000+ employees across 23 countries. Jess breaks down how Hays is building “the Hays of the future” in the Americas—rethinking org design and tooling while putting people first.

She outlines an accountability-first culture with above/below-the-line thinking to create stability in constant change, how managers coach teams from finger-pointing to ownership, and why HR must protect its energy during emotionally heavy transformations.

On AI, Jess gets practical: balancing budget cuts with expectations, piloting over promises, guarding candidate experience, and planning for training, prompt fluency, and time-to-value. E

xpect usable coaching prompts, an AI evaluation checklist, and clear guidance for HR leaders navigating relentless change.


Timestamps

[00:45] – Guest intro: Big Tech lessons, “human capital strategist,” and agility in action

[01:59] – Inside Hays: global footprint, Americas growth, and services from placements to RPO/MSP

[03:36] – Navigating constant change and AI’s impact on recruiting

[05:34] – Building an ownership culture: accountability and above/below-the-line thinking (and how to coach it)

[08:13] – Protecting the people team: HR wellness and emotional labor in transformations

[11:06] – Practical AI in HR: expectations, budget pressure, and what to pilot now

[13:41] – How to evaluate AI tools: candidate experience, training needs, and time-to-value

[18:41] – Parting advice: self-care amid a once-in-a-generation shift


Takeaways

- Build accountability with above/below-the-line thinking to create stability during change.

- Coach teams from blame to action: What did you want to happen? What could you do differently? What’s your next step?

- Protect HR’s energy—plan workloads around high-emotion moments and normalize recovery.

- Set realistic AI expectations: pilot with clear success criteria, especially under budget constraints.

- Evaluate AI on experience, readiness, risk/compliance, training and prompt fluency required, and true time-to-value.

- Teach ambiguity tolerance and role clarity so teams can pivot without losing momentum.



AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Tue, 09 Dec 2025 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1170 From Big Tech to Staffing: Hays’ CPO on Accountability, HR Wellness, and Practical AISummaryThe recruiting world is transforming at high speed—AI is reshaping workflows while markets stay volatile. How do you keep teams resilient and deliver results? Jess Smith, Chief People Officer, Americas at Hays (formerly at AWS, Amazon, and Meta), shares how Big Tech agility translates to a global staffing leader with 10,000+ employees across 23 countries. Jess breaks down how Hays is building “the Hays of the future” in the Americas—rethinking org design and tooling while putting people first. She outlines an accountability-first culture with above/below-the-line thinking to create stability in constant change, how managers coach teams from finger-pointing to ownership, and why HR must protect its energy during emotionally heavy transformations. On AI, Jess gets practical: balancing budget cuts with expectations, piloting over promises, guarding candidate experience, and planning for training, prompt fluency, and time-to-value. Expect usable coaching prompts, an AI evaluation checklist, and clear guidance for HR leaders navigating relentless change.Timestamps[00:45] – Guest intro: Big Tech lessons, “human capital strategist,” and agility in action[01:59] – Inside Hays: global footprint, Americas growth, and services from placements to RPO/MSP[03:36] – Navigating constant change and AI’s impact on recruiting[05:34] – Building an ownership culture: accountability and above/below-the-line thinking (and how to coach it)[08:13] – Protecting the people team: HR wellness and emotional labor in transformations[11:06] – Practical AI in HR: expectations, budget pressure, and what to pilot now[13:41] – How to evaluate AI tools: candidate experience, training needs, and time-to-value[18:41] – Parting advice: self-care amid a once-in-a-generation shiftTakeaways- Build accountability with above/below-the-line thinking to create stability during change.- Coach teams from blame to action: What did you want to happen? What could you do differently? What’s your next step?- Protect HR’s energy—plan workloads around high-emotion moments and normalize recovery.- Set realistic AI expectations: pilot with clear success criteria, especially under budget constraints.- Evaluate AI on experience, readiness, risk/compliance, training and prompt fluency required, and true time-to-value.- Teach ambiguity tolerance and role clarity so teams can pivot without losing momentum.AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ From Big Tech to Staffing: Hays’ CPO on Accountability, HR Wellness, and Practical AISummaryThe recruiting world is transforming at high speed—AI is reshaping workflows while markets stay volatile. How do you keep teams resilient and deliver results? Jess HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Jessica-Smith, Chief-People-Officer, Hays No Paula Slater, CHRO at IAC Group 22 22 Paula Slater, CHRO at IAC Group full a37bd663-6489-4103-904b-779bef7337de https://share.transistor.fm/s/4365da08 Communicating Through Volatility: IAC’s CHRO on AI, Safety, and Frontline Culture


Summary

When production volumes swing and electrification reshapes the auto industry, how do you keep frontline teams informed, confident, and aligned?

Paula Slater, Chief Human Resources Officer at International Automotive Components (IAC Group), a Tier 1 interiors supplier with 12,000 employees across North America and Europe, shares a practical playbook for leading through uncertainty.

She explains why supervisors—not slide decks—are the true carriers of culture, and how IAC is building manager communication muscles with high-touch development, clear behavioral expectations, and accountability that cascades from the C-suite to the plant floor.

Paula details how onsite leadership reinforces a safety-first foundation and recognition habits that stick. She also breaks down AI in manufacturing—back-office vs. in-process applications, why clean data and parameters matter, the ROI in quality and scrap reduction, and the realities of funding and cybersecurity.

The conversation closes on trust, reskilling, and why HR’s human skills—empathy, listening, and emotional intelligence—are the differentiator in the AI era, plus a reminder to put on your own oxygen mask first.


Timestamps

[00:45] – IAC overview: Tier 1 interiors supplier, global footprint, and workforce makeup

[02:25] – Electrification and unstable volumes: why over-communication is essential

[06:30] – Reaching non-desk workers: supervisors as primary communicators and culture carriers

[08:50] – Building manager capability: high-touch supervisor development and cascading accountability

[10:43] – Onsite presence that matters: safety as culture bedrock and recognition on the floor

[12:59] – AI in manufacturing: back-office vs. in-process, data quality, and ROI in quality outcomes

[15:58] – Speed vs. security: funding constraints, university partnerships, and cybersecurity guardrails

[18:12] – Trust, reskilling, and HR’s evolving role: leading with empathy amid constant change

[22:44] – Parting advice: self-care for HR leaders—the oxygen mask principle


Takeaways

- Over-communicate context and repeat messages through supervisors—the most trusted channel for frontline teams.

- Cascade culture via modeled behaviors and clear accountability from executives to plant leaders.

- Build supervisor capability with high-touch development: standard core content, local facilitation, and real feedback loops.

- Make safety the non-negotiable foundation and recognize visible wins during onsite visits.

- Pilot AI where data is strongest; define parameters, measure quality ROI, and balance speed with cybersecurity.

- Lead reskilling with transparency and empathy; strengthen emotional intelligence—and protect your own capacity first.


Sponsor


AllVoices brings all your employee relations work together in one place.

No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Communicating Through Volatility: IAC’s CHRO on AI, Safety, and Frontline Culture


Summary

When production volumes swing and electrification reshapes the auto industry, how do you keep frontline teams informed, confident, and aligned?

Paula Slater, Chief Human Resources Officer at International Automotive Components (IAC Group), a Tier 1 interiors supplier with 12,000 employees across North America and Europe, shares a practical playbook for leading through uncertainty.

She explains why supervisors—not slide decks—are the true carriers of culture, and how IAC is building manager communication muscles with high-touch development, clear behavioral expectations, and accountability that cascades from the C-suite to the plant floor.

Paula details how onsite leadership reinforces a safety-first foundation and recognition habits that stick. She also breaks down AI in manufacturing—back-office vs. in-process applications, why clean data and parameters matter, the ROI in quality and scrap reduction, and the realities of funding and cybersecurity.

The conversation closes on trust, reskilling, and why HR’s human skills—empathy, listening, and emotional intelligence—are the differentiator in the AI era, plus a reminder to put on your own oxygen mask first.


Timestamps

[00:45] – IAC overview: Tier 1 interiors supplier, global footprint, and workforce makeup

[02:25] – Electrification and unstable volumes: why over-communication is essential

[06:30] – Reaching non-desk workers: supervisors as primary communicators and culture carriers

[08:50] – Building manager capability: high-touch supervisor development and cascading accountability

[10:43] – Onsite presence that matters: safety as culture bedrock and recognition on the floor

[12:59] – AI in manufacturing: back-office vs. in-process, data quality, and ROI in quality outcomes

[15:58] – Speed vs. security: funding constraints, university partnerships, and cybersecurity guardrails

[18:12] – Trust, reskilling, and HR’s evolving role: leading with empathy amid constant change

[22:44] – Parting advice: self-care for HR leaders—the oxygen mask principle


Takeaways

- Over-communicate context and repeat messages through supervisors—the most trusted channel for frontline teams.

- Cascade culture via modeled behaviors and clear accountability from executives to plant leaders.

- Build supervisor capability with high-touch development: standard core content, local facilitation, and real feedback loops.

- Make safety the non-negotiable foundation and recognize visible wins during onsite visits.

- Pilot AI where data is strongest; define parameters, measure quality ROI, and balance speed with cybersecurity.

- Lead reskilling with transparency and empathy; strengthen emotional intelligence—and protect your own capacity first.


Sponsor


AllVoices brings all your employee relations work together in one place.

No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 04 Dec 2025 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1428 Communicating Through Volatility: IAC’s CHRO on AI, Safety, and Frontline CultureSummaryWhen production volumes swing and electrification reshapes the auto industry, how do you keep frontline teams informed, confident, and aligned? Paula Slater, Chief Human Resources Officer at International Automotive Components (IAC Group), a Tier 1 interiors supplier with 12,000 employees across North America and Europe, shares a practical playbook for leading through uncertainty. She explains why supervisors—not slide decks—are the true carriers of culture, and how IAC is building manager communication muscles with high-touch development, clear behavioral expectations, and accountability that cascades from the C-suite to the plant floor. Paula details how onsite leadership reinforces a safety-first foundation and recognition habits that stick. She also breaks down AI in manufacturing—back-office vs. in-process applications, why clean data and parameters matter, the ROI in quality and scrap reduction, and the realities of funding and cybersecurity. The conversation closes on trust, reskilling, and why HR’s human skills—empathy, listening, and emotional intelligence—are the differentiator in the AI era, plus a reminder to put on your own oxygen mask first.Timestamps[00:45] – IAC overview: Tier 1 interiors supplier, global footprint, and workforce makeup[02:25] – Electrification and unstable volumes: why over-communication is essential[06:30] – Reaching non-desk workers: supervisors as primary communicators and culture carriers[08:50] – Building manager capability: high-touch supervisor development and cascading accountability[10:43] – Onsite presence that matters: safety as culture bedrock and recognition on the floor[12:59] – AI in manufacturing: back-office vs. in-process, data quality, and ROI in quality outcomes[15:58] – Speed vs. security: funding constraints, university partnerships, and cybersecurity guardrails[18:12] – Trust, reskilling, and HR’s evolving role: leading with empathy amid constant change[22:44] – Parting advice: self-care for HR leaders—the oxygen mask principleTakeaways- Over-communicate context and repeat messages through supervisors—the most trusted channel for frontline teams.- Cascade culture via modeled behaviors and clear accountability from executives to plant leaders.- Build supervisor capability with high-touch development: standard core content, local facilitation, and real feedback loops.- Make safety the non-negotiable foundation and recognize visible wins during onsite visits.- Pilot AI where data is strongest; define parameters, measure quality ROI, and balance speed with cybersecurity.- Lead reskilling with transparency and empathy; strengthen emotional intelligence—and protect your own capacity first.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Communicating Through Volatility: IAC’s CHRO on AI, Safety, and Frontline CultureSummaryWhen production volumes swing and electrification reshapes the auto industry, how do you keep frontline teams informed, confident, and aligned? Paula Slater, Chief Hum HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, IAC-Group, Paula-Slater, CHRO No Valentina Gissin, Chief People Officer at Curana Health 21 21 Valentina Gissin, Chief People Officer at Curana Health full 3cdf8a63-f147-4936-b3b5-8de0c668aafa https://share.transistor.fm/s/a6a6a177 Change People Can Absorb: Curana Health’s CPO on AI, Compliance, and Product‑Minded HR


Summary

How do you lead a frontline care workforce through constant change—without burning them out?

Valentina Gissin, Chief People Officer at Curana Health, shares how her team improves care for seniors while helping 2,000+ providers embrace change, work smarter, and stay focused on patients.

She explains why the real limiter isn’t your roadmap—it’s how much change your organization can metabolize—and how she creates capacity by carving out paid time for providers to preview what’s coming and understand the “why.”

Valentina breaks down a pragmatic AI strategy that keeps clinicians in their “genius zone” with just‑in‑time guidance (not decisions), and reframes compliance as a design feature, not a blocker.

She also discusses the expanding remit of modern people teams—acting like business operators with P&L fluency—and how to navigate today’s messy HR tech market by thinking like a product leader and building before buying. Expect clear, field-tested tactics for change adoption, AI enablement, and resourcing people teams to do more with less.


Timestamps

[00:45] – Guest intro: Curana Health’s model, mission, and frontline provider workforce

[01:51] – The challenge: startup velocity, uncertainty, and reframing change for clinicians

[04:35] – Measuring “capacity for change”: time studies, prioritization, and creating flex

[05:58] – Creating paid time to absorb change and arming leaders with a clear “why”

[07:54] – Practical AI: keeping providers in their genius zone with just‑in‑time best practices

[10:50] – Compliance as a feature: HIPAA, “code as law,” and why digitization increases rigor

[12:49] – Doing more with less: CPO as business operator, KPIs, and nontraditional HR talent

[16:20] – HR tech strategy: build before you buy, product mindset, and what to look for in vendors

[19:45] – Parting advice: self‑care, curiosity, and designing from first principles


Takeaways

- Audit your org’s capacity for change; run time studies and pace initiatives to what teams can absorb.

- Create paid, protected time for employees to preview changes and internalize the “why.”

- Use AI to surface just‑in‑time guidance so experts spend more time on care, less on admin.

- Treat compliance as a design constraint and advantage—build rules into technology workflows.

- Evolve people teams into business operators: tie HR work to company KPIs and P&L outcomes.

- Think like a product leader: prototype AI automations, prefer built‑in features, and only buy tools that solve clearly defined problems.


Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Change People Can Absorb: Curana Health’s CPO on AI, Compliance, and Product‑Minded HR


Summary

How do you lead a frontline care workforce through constant change—without burning them out?

Valentina Gissin, Chief People Officer at Curana Health, shares how her team improves care for seniors while helping 2,000+ providers embrace change, work smarter, and stay focused on patients.

She explains why the real limiter isn’t your roadmap—it’s how much change your organization can metabolize—and how she creates capacity by carving out paid time for providers to preview what’s coming and understand the “why.”

Valentina breaks down a pragmatic AI strategy that keeps clinicians in their “genius zone” with just‑in‑time guidance (not decisions), and reframes compliance as a design feature, not a blocker.

She also discusses the expanding remit of modern people teams—acting like business operators with P&L fluency—and how to navigate today’s messy HR tech market by thinking like a product leader and building before buying. Expect clear, field-tested tactics for change adoption, AI enablement, and resourcing people teams to do more with less.


Timestamps

[00:45] – Guest intro: Curana Health’s model, mission, and frontline provider workforce

[01:51] – The challenge: startup velocity, uncertainty, and reframing change for clinicians

[04:35] – Measuring “capacity for change”: time studies, prioritization, and creating flex

[05:58] – Creating paid time to absorb change and arming leaders with a clear “why”

[07:54] – Practical AI: keeping providers in their genius zone with just‑in‑time best practices

[10:50] – Compliance as a feature: HIPAA, “code as law,” and why digitization increases rigor

[12:49] – Doing more with less: CPO as business operator, KPIs, and nontraditional HR talent

[16:20] – HR tech strategy: build before you buy, product mindset, and what to look for in vendors

[19:45] – Parting advice: self‑care, curiosity, and designing from first principles


Takeaways

- Audit your org’s capacity for change; run time studies and pace initiatives to what teams can absorb.

- Create paid, protected time for employees to preview changes and internalize the “why.”

- Use AI to surface just‑in‑time guidance so experts spend more time on care, less on admin.

- Treat compliance as a design constraint and advantage—build rules into technology workflows.

- Evolve people teams into business operators: tie HR work to company KPIs and P&L outcomes.

- Think like a product leader: prototype AI automations, prefer built‑in features, and only buy tools that solve clearly defined problems.


Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Mon, 01 Dec 2025 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1214 Change People Can Absorb: Curana Health’s CPO on AI, Compliance, and Product‑Minded HRSummaryHow do you lead a frontline care workforce through constant change—without burning them out? Valentina Gissin, Chief People Officer at Curana Health, shares how her team improves care for seniors while helping 2,000+ providers embrace change, work smarter, and stay focused on patients. She explains why the real limiter isn’t your roadmap—it’s how much change your organization can metabolize—and how she creates capacity by carving out paid time for providers to preview what’s coming and understand the “why.” Valentina breaks down a pragmatic AI strategy that keeps clinicians in their “genius zone” with just‑in‑time guidance (not decisions), and reframes compliance as a design feature, not a blocker. She also discusses the expanding remit of modern people teams—acting like business operators with P&L fluency—and how to navigate today’s messy HR tech market by thinking like a product leader and building before buying. Expect clear, field-tested tactics for change adoption, AI enablement, and resourcing people teams to do more with less.Timestamps[00:45] – Guest intro: Curana Health’s model, mission, and frontline provider workforce[01:51] – The challenge: startup velocity, uncertainty, and reframing change for clinicians[04:35] – Measuring “capacity for change”: time studies, prioritization, and creating flex[05:58] – Creating paid time to absorb change and arming leaders with a clear “why”[07:54] – Practical AI: keeping providers in their genius zone with just‑in‑time best practices[10:50] – Compliance as a feature: HIPAA, “code as law,” and why digitization increases rigor[12:49] – Doing more with less: CPO as business operator, KPIs, and nontraditional HR talent[16:20] – HR tech strategy: build before you buy, product mindset, and what to look for in vendors[19:45] – Parting advice: self‑care, curiosity, and designing from first principlesTakeaways- Audit your org’s capacity for change; run time studies and pace initiatives to what teams can absorb.- Create paid, protected time for employees to preview changes and internalize the “why.”- Use AI to surface just‑in‑time guidance so experts spend more time on care, less on admin.- Treat compliance as a design constraint and advantage—build rules into technology workflows.- Evolve people teams into business operators: tie HR work to company KPIs and P&L outcomes.- Think like a product leader: prototype AI automations, prefer built‑in features, and only buy tools that solve clearly defined problems.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Change People Can Absorb: Curana Health’s CPO on AI, Compliance, and Product‑Minded HRSummaryHow do you lead a frontline care workforce through constant change—without burning them out? Valentina Gissin, Chief People Officer at Curana Health, shares how h HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Curana-Health, Chief-People-Officer, Valentina-Gissin No John R. Petrov, Chief Human Resources Officer at UAB Medicine 20 20 John R. Petrov, Chief Human Resources Officer at UAB Medicine full 763e4dc4-5c6f-4c81-8f7f-c3135899d83a https://share.transistor.fm/s/66ce2027 Caring for the Caregivers: UAB Medicine’s CHRO on High‑Stakes HR, Recognition at Scale, and AI‑Powered Hiring


Summary

When your organization is the primary destination for critical care, how do you support the people who support patients—without breaking under pressure?

John Petrov, Chief Human Resources Officer at UAB Medicine, leads HR for a 1,300+ bed academic medical center and a statewide health system employing 37,000 people.

He shares what HR looks like in the second-most regulated industry in the U.S., from building rock-solid frontline leader relationships to removing roadblocks that delay care.

John reframes “housekeeping” as infection prevention, breaks down why volume and environment shape patient experience, and details how UAB equips caregivers through rigorous onboarding, ongoing competencies, wellness incentives, and 24/7 support.

He also unveils “Applause,” a system-wide recognition platform, and the feedback engine behind 83% engagement survey participation.

Finally, John explains how UAB is using Phenom’s AI to automate recruiting workflows, accelerate candidate connections, and free teams to focus on the human moments that matter closing with two simple leadership principles that travel across industries.


Timestamps

[00:45] – UAB Medicine’s footprint: academic medical center, statewide hospitals, and CHRO scope

[03:00] – High-stakes reality: healthcare as the #2 most regulated industry and why it matters

[05:02] – Supporting caregivers: frontline leader relationships, clearing barriers, and EVS as infection prevention

[08:01] – Collaboration challenges: personalities, ER volume, and the ripple effects on patient experience

[11:15] – Nurturing the workforce: onboarding, annual competencies, EAP, and wellness incentives

[13:20] – Recognition that sticks: launching “Applause” for peer-to-peer points and milestones

[15:40] – Real feedback loops: 83% engagement, action plans, town halls, and transparent “not now”

[19:25] – AI in talent acquisition: Phenom to source, schedule, and speed up candidate connection

[21:55] – What AI changes: less transactional work, more time to sell mission, values, and culture

[23:53] – Parting advice: do all you can for your people; make a positive difference


Takeaways

- Strengthen frontline leader-caregiver relationships and remove barriers that delay care.

- Treat environmental services as critical infection prevention, not just “housekeeping.”

- Close the feedback loop: drive high engagement, publish action plans, and explain the “why” behind decisions.

- Incentivize preventive health to boost wellbeing and contain benefit costs.

- Recognize often and publicly—use a scalable, peer-to-peer platform tied to values and milestones.

- Automate recruiting workflows with AI to accelerate candidate engagement and redirect recruiter time to high-impact conversations.




AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance

conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Caring for the Caregivers: UAB Medicine’s CHRO on High‑Stakes HR, Recognition at Scale, and AI‑Powered Hiring


Summary

When your organization is the primary destination for critical care, how do you support the people who support patients—without breaking under pressure?

John Petrov, Chief Human Resources Officer at UAB Medicine, leads HR for a 1,300+ bed academic medical center and a statewide health system employing 37,000 people.

He shares what HR looks like in the second-most regulated industry in the U.S., from building rock-solid frontline leader relationships to removing roadblocks that delay care.

John reframes “housekeeping” as infection prevention, breaks down why volume and environment shape patient experience, and details how UAB equips caregivers through rigorous onboarding, ongoing competencies, wellness incentives, and 24/7 support.

He also unveils “Applause,” a system-wide recognition platform, and the feedback engine behind 83% engagement survey participation.

Finally, John explains how UAB is using Phenom’s AI to automate recruiting workflows, accelerate candidate connections, and free teams to focus on the human moments that matter closing with two simple leadership principles that travel across industries.


Timestamps

[00:45] – UAB Medicine’s footprint: academic medical center, statewide hospitals, and CHRO scope

[03:00] – High-stakes reality: healthcare as the #2 most regulated industry and why it matters

[05:02] – Supporting caregivers: frontline leader relationships, clearing barriers, and EVS as infection prevention

[08:01] – Collaboration challenges: personalities, ER volume, and the ripple effects on patient experience

[11:15] – Nurturing the workforce: onboarding, annual competencies, EAP, and wellness incentives

[13:20] – Recognition that sticks: launching “Applause” for peer-to-peer points and milestones

[15:40] – Real feedback loops: 83% engagement, action plans, town halls, and transparent “not now”

[19:25] – AI in talent acquisition: Phenom to source, schedule, and speed up candidate connection

[21:55] – What AI changes: less transactional work, more time to sell mission, values, and culture

[23:53] – Parting advice: do all you can for your people; make a positive difference


Takeaways

- Strengthen frontline leader-caregiver relationships and remove barriers that delay care.

- Treat environmental services as critical infection prevention, not just “housekeeping.”

- Close the feedback loop: drive high engagement, publish action plans, and explain the “why” behind decisions.

- Incentivize preventive health to boost wellbeing and contain benefit costs.

- Recognize often and publicly—use a scalable, peer-to-peer platform tied to values and milestones.

- Automate recruiting workflows with AI to accelerate candidate engagement and redirect recruiter time to high-impact conversations.




AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance

conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 20 Nov 2025 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1494 Caring for the Caregivers: UAB Medicine’s CHRO on High‑Stakes HR, Recognition at Scale, and AI‑Powered HiringSummaryWhen your organization is the primary destination for critical care, how do you support the people who support patients—without breaking under pressure? John Petrov, Chief Human Resources Officer at UAB Medicine, leads HR for a 1,300+ bed academic medical center and a statewide health system employing 37,000 people. He shares what HR looks like in the second-most regulated industry in the U.S., from building rock-solid frontline leader relationships to removing roadblocks that delay care. John reframes “housekeeping” as infection prevention, breaks down why volume and environment shape patient experience, and details how UAB equips caregivers through rigorous onboarding, ongoing competencies, wellness incentives, and 24/7 support. He also unveils “Applause,” a system-wide recognition platform, and the feedback engine behind 83% engagement survey participation. Finally, John explains how UAB is using Phenom’s AI to automate recruiting workflows, accelerate candidate connections, and free teams to focus on the human moments that matter closing with two simple leadership principles that travel across industries.Timestamps[00:45] – UAB Medicine’s footprint: academic medical center, statewide hospitals, and CHRO scope[03:00] – High-stakes reality: healthcare as the #2 most regulated industry and why it matters[05:02] – Supporting caregivers: frontline leader relationships, clearing barriers, and EVS as infection prevention[08:01] – Collaboration challenges: personalities, ER volume, and the ripple effects on patient experience[11:15] – Nurturing the workforce: onboarding, annual competencies, EAP, and wellness incentives[13:20] – Recognition that sticks: launching “Applause” for peer-to-peer points and milestones[15:40] – Real feedback loops: 83% engagement, action plans, town halls, and transparent “not now”[19:25] – AI in talent acquisition: Phenom to source, schedule, and speed up candidate connection[21:55] – What AI changes: less transactional work, more time to sell mission, values, and culture[23:53] – Parting advice: do all you can for your people; make a positive differenceTakeaways- Strengthen frontline leader-caregiver relationships and remove barriers that delay care.- Treat environmental services as critical infection prevention, not just “housekeeping.”- Close the feedback loop: drive high engagement, publish action plans, and explain the “why” behind decisions.- Incentivize preventive health to boost wellbeing and contain benefit costs.- Recognize often and publicly—use a scalable, peer-to-peer platform tied to values and milestones.- Automate recruiting workflows with AI to accelerate candidate engagement and redirect recruiter time to high-impact conversations.AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Caring for the Caregivers: UAB Medicine’s CHRO on High‑Stakes HR, Recognition at Scale, and AI‑Powered HiringSummaryWhen your organization is the primary destination for critical care, how do you support the people who support patients—without breaking un HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, UAB-Medicine No Todd Cunningham, Chief People Officer at AvidXchange 19 19 Todd Cunningham, Chief People Officer at AvidXchange full 4d777aff-f64a-4437-be6d-739c2400dae4 https://share.transistor.fm/s/71e0f5c9 Leading Through Uncertainty: AvidXchange’s CPO on Visible Leadership, AI as Input, and the Power of Human Connection


When uncertainty lingers, decision-making slows and performance suffers.
Todd Cunningham, Chief People Officer at AvidXchange, brings 38 years of HR leadership across Fortune 50 enterprises, mid-sized organizations, and high-growth startups.

Having sat “in every seat” of the HR function, he’s spent the last 11 years helping AvidXchange (a 26-year-old fintech with ~$500M in revenue) deepen its culture and elevate performance.

From Charlotte HQ, where employees intentionally create “collisions” Tue–Thu, Todd explains why leading through ambiguity is a must-have skill and how to be the lighthouse: manage your own mindset, be visible and vulnerable, and re-anchor teams on clear priorities.

He argues that AI isn’t replacing human connection it’s amplifying the need for it. With 2x the volume of AI-generated job applications, AvidXchange is doubling down on human sourcing and referrals, while using AI as an input (not an output) in HR: benefits Q&A, targeted engagement follow-ups, and manager coaching avoiding “cognitive laziness” and hallucinations.

Todd closes with a reminder that deep, trusting relationships are the ultimate performance advantage—and now is the moment to turn uncertainty into competitive distance.


Timestamps

[00:45] – Company and role: AvidXchange’s growth, Charlotte HQ, hybrid rhythm, and “collisions”

[02:30] – The performance cost of prolonged uncertainty: caution, risk-taking, and decision speed

[05:26] – Leading through ambiguity: be the lighthouse; watch the stories you tell yourself

[07:55] – Visible and vulnerable leadership: engage openly, clarify priorities, create advantage

[10:24] – AI at AvidXchange: embrace curiosity; why tech is reinforcing human connection

[11:40] – Recruiting in the AI era: resume deluge, back to human prospecting, input vs. output

[15:15] – HR’s seat at the AI table: guardrails, training, and practical use cases in HR

[17:50] – Reducing recency bias and scaling fairness with AI—plus the human check on hallucinations

[20:06] – Final lens: performance is built on deep, trusting relationships



Takeaways

  • Lead through ambiguity be the calm, visible “lighthouse” your team needs.
  • Challenge the stories you tell yourself; model vulnerability to invite real dialogue.
  • Re-anchor teams on a short list of priorities and why they matter to sustain performance.
  • Treat AI as an input, not an output avoid cognitive laziness and add human judgment.
  • Put HR at the AI strategy table; set ethics, train the org, and enable practical adoption.
  • Rediscover the human edge: source through referral



Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Leading Through Uncertainty: AvidXchange’s CPO on Visible Leadership, AI as Input, and the Power of Human Connection


When uncertainty lingers, decision-making slows and performance suffers.
Todd Cunningham, Chief People Officer at AvidXchange, brings 38 years of HR leadership across Fortune 50 enterprises, mid-sized organizations, and high-growth startups.

Having sat “in every seat” of the HR function, he’s spent the last 11 years helping AvidXchange (a 26-year-old fintech with ~$500M in revenue) deepen its culture and elevate performance.

From Charlotte HQ, where employees intentionally create “collisions” Tue–Thu, Todd explains why leading through ambiguity is a must-have skill and how to be the lighthouse: manage your own mindset, be visible and vulnerable, and re-anchor teams on clear priorities.

He argues that AI isn’t replacing human connection it’s amplifying the need for it. With 2x the volume of AI-generated job applications, AvidXchange is doubling down on human sourcing and referrals, while using AI as an input (not an output) in HR: benefits Q&A, targeted engagement follow-ups, and manager coaching avoiding “cognitive laziness” and hallucinations.

Todd closes with a reminder that deep, trusting relationships are the ultimate performance advantage—and now is the moment to turn uncertainty into competitive distance.


Timestamps

[00:45] – Company and role: AvidXchange’s growth, Charlotte HQ, hybrid rhythm, and “collisions”

[02:30] – The performance cost of prolonged uncertainty: caution, risk-taking, and decision speed

[05:26] – Leading through ambiguity: be the lighthouse; watch the stories you tell yourself

[07:55] – Visible and vulnerable leadership: engage openly, clarify priorities, create advantage

[10:24] – AI at AvidXchange: embrace curiosity; why tech is reinforcing human connection

[11:40] – Recruiting in the AI era: resume deluge, back to human prospecting, input vs. output

[15:15] – HR’s seat at the AI table: guardrails, training, and practical use cases in HR

[17:50] – Reducing recency bias and scaling fairness with AI—plus the human check on hallucinations

[20:06] – Final lens: performance is built on deep, trusting relationships



Takeaways

  • Lead through ambiguity be the calm, visible “lighthouse” your team needs.
  • Challenge the stories you tell yourself; model vulnerability to invite real dialogue.
  • Re-anchor teams on a short list of priorities and why they matter to sustain performance.
  • Treat AI as an input, not an output avoid cognitive laziness and add human judgment.
  • Put HR at the AI strategy table; set ethics, train the org, and enable practical adoption.
  • Rediscover the human edge: source through referral



Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Mon, 17 Nov 2025 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1324 Leading Through Uncertainty: AvidXchange’s CPO on Visible Leadership, AI as Input, and the Power of Human ConnectionWhen uncertainty lingers, decision-making slows and performance suffers.Todd Cunningham, Chief People Officer at AvidXchange, brings 38 years of HR leadership across Fortune 50 enterprises, mid-sized organizations, and high-growth startups. Having sat “in every seat” of the HR function, he’s spent the last 11 years helping AvidXchange (a 26-year-old fintech with ~$500M in revenue) deepen its culture and elevate performance.From Charlotte HQ, where employees intentionally create “collisions” Tue–Thu, Todd explains why leading through ambiguity is a must-have skill and how to be the lighthouse: manage your own mindset, be visible and vulnerable, and re-anchor teams on clear priorities.He argues that AI isn’t replacing human connection it’s amplifying the need for it. With 2x the volume of AI-generated job applications, AvidXchange is doubling down on human sourcing and referrals, while using AI as an input (not an output) in HR: benefits Q&A, targeted engagement follow-ups, and manager coaching avoiding “cognitive laziness” and hallucinations.Todd closes with a reminder that deep, trusting relationships are the ultimate performance advantage—and now is the moment to turn uncertainty into competitive distance.Timestamps[00:45] – Company and role: AvidXchange’s growth, Charlotte HQ, hybrid rhythm, and “collisions”[02:30] – The performance cost of prolonged uncertainty: caution, risk-taking, and decision speed[05:26] – Leading through ambiguity: be the lighthouse; watch the stories you tell yourself[07:55] – Visible and vulnerable leadership: engage openly, clarify priorities, create advantage[10:24] – AI at AvidXchange: embrace curiosity; why tech is reinforcing human connection[11:40] – Recruiting in the AI era: resume deluge, back to human prospecting, input vs. output[15:15] – HR’s seat at the AI table: guardrails, training, and practical use cases in HR[17:50] – Reducing recency bias and scaling fairness with AI—plus the human check on hallucinations[20:06] – Final lens: performance is built on deep, trusting relationshipsTakeawaysLead through ambiguity be the calm, visible “lighthouse” your team needs.Challenge the stories you tell yourself; model vulnerability to invite real dialogue.Re-anchor teams on a short list of priorities and why they matter to sustain performance.Treat AI as an input, not an output avoid cognitive laziness and add human judgment.Put HR at the AI strategy table; set ethics, train the org, and enable practical adoption.Rediscover the human edge: source through referralSponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Leading Through Uncertainty: AvidXchange’s CPO on Visible Leadership, AI as Input, and the Power of Human ConnectionWhen uncertainty lingers, decision-making slows and performance suffers.Todd Cunningham, Chief People Officer at AvidXchange, brings 38 yea HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, AvidXchange, Chief-People-Officer, Todd-Cunningham No Harry C. Osle, Principal and CHRO at The Hackett Group 18 18 Harry C. Osle, Principal and CHRO at The Hackett Group full fb79e74f-fabb-4b79-86e9-230a17a68705 https://share.transistor.fm/s/fdf05343 Feeling the pressure of AI acceleration, talent gaps, and organizational change fatigue?


The Hackett Group® AI XPLR™ tool helps organizations identify and evaluate AI opportunities at the work-step level across the front, middle and back office – including agentic workflow designs and ROI forecast.

Discover the tool here: https://www.thehackettgroup.com/ai-xplr/


Harry Osle, Chief Human Resources Officer at The Hackett Group, offers a clear, practical roadmap.

With 1,400+ employees, 300 global contractors, and 28 years helping the world’s leading companies benchmark and transform talent, finance, and operations, Harry brings a rare, dual-lens perspective: advising global enterprises on transformation—while leading it inside his own organization.

Harry shares how HR’s role is shifting from “policy and support” to architecting change velocity ensuring organizations evolve internally fast enough to keep pace with the market. He breaks down what reskilling looks like in practice, how to design learning that people actually engage with, and why education must be treated as an ongoing investment, not a compliance checkbox.

Expect specifics: how Hackett gamified continuous learning, how they identify internal “momentum carriers” to champion AI adoption, and why their first AI automation was intentionally small—birthday and anniversary announcements—to test governance, trust, and workflow readiness before tackling more strategic functions.

Harry also shares a grounded framework for assessing AI use cases, evaluating build-vs-buy decisions, and sequencing change so teams don’t get overwhelmed. And he closes with a powerful reminder: the future of work may be digital—but thriving in it is deeply human.


Timestamps


[00:42] – Who The Hackett Group serves and how they use benchmarking + IP to drive transformation
[02:01] – The new challenge: external change velocity vs. internal readiness
[03:42] – Tactics to stay ahead: reskilling, daily learning, and education as strategic infrastructure
[05:33] – Designing learning that sticks: gamification, chapter pacing, and fresh curriculum
[08:28] – Harnessing internal enthusiasts as AI champions and cultural accelerators
[09:55] – Hackett’s AI Explorer: mapping where AI fits in real workflows
[12:04] – Starting small: automating birthday + anniversary workflows to test trust + governance
[14:56] – Why some AI pilots fail—and how to evaluate “right-sized” opportunities
[17:53] – Operational use cases where AI unlocks the fastest ROI
[19:39] – Harry’s closing insight: balancing tech progress with deeply human leadership


Takeaways

- HR’s role is to reduce the gap between external change and internal capability.Treat education as strategic infrastructure, not a cost center.

- Gamify and refresh learning to keep employees curious and engaged.

- Start AI with small, low-risk, high-volume workflows to build confidence and governance maturity.

- Identify internal “momentum builders” to champion change from within.

- The future of work is not only digital—it’s human-centered transformation at scale.


Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Feeling the pressure of AI acceleration, talent gaps, and organizational change fatigue?


The Hackett Group® AI XPLR™ tool helps organizations identify and evaluate AI opportunities at the work-step level across the front, middle and back office – including agentic workflow designs and ROI forecast.

Discover the tool here: https://www.thehackettgroup.com/ai-xplr/


Harry Osle, Chief Human Resources Officer at The Hackett Group, offers a clear, practical roadmap.

With 1,400+ employees, 300 global contractors, and 28 years helping the world’s leading companies benchmark and transform talent, finance, and operations, Harry brings a rare, dual-lens perspective: advising global enterprises on transformation—while leading it inside his own organization.

Harry shares how HR’s role is shifting from “policy and support” to architecting change velocity ensuring organizations evolve internally fast enough to keep pace with the market. He breaks down what reskilling looks like in practice, how to design learning that people actually engage with, and why education must be treated as an ongoing investment, not a compliance checkbox.

Expect specifics: how Hackett gamified continuous learning, how they identify internal “momentum carriers” to champion AI adoption, and why their first AI automation was intentionally small—birthday and anniversary announcements—to test governance, trust, and workflow readiness before tackling more strategic functions.

Harry also shares a grounded framework for assessing AI use cases, evaluating build-vs-buy decisions, and sequencing change so teams don’t get overwhelmed. And he closes with a powerful reminder: the future of work may be digital—but thriving in it is deeply human.


Timestamps


[00:42] – Who The Hackett Group serves and how they use benchmarking + IP to drive transformation
[02:01] – The new challenge: external change velocity vs. internal readiness
[03:42] – Tactics to stay ahead: reskilling, daily learning, and education as strategic infrastructure
[05:33] – Designing learning that sticks: gamification, chapter pacing, and fresh curriculum
[08:28] – Harnessing internal enthusiasts as AI champions and cultural accelerators
[09:55] – Hackett’s AI Explorer: mapping where AI fits in real workflows
[12:04] – Starting small: automating birthday + anniversary workflows to test trust + governance
[14:56] – Why some AI pilots fail—and how to evaluate “right-sized” opportunities
[17:53] – Operational use cases where AI unlocks the fastest ROI
[19:39] – Harry’s closing insight: balancing tech progress with deeply human leadership


Takeaways

- HR’s role is to reduce the gap between external change and internal capability.Treat education as strategic infrastructure, not a cost center.

- Gamify and refresh learning to keep employees curious and engaged.

- Start AI with small, low-risk, high-volume workflows to build confidence and governance maturity.

- Identify internal “momentum builders” to champion change from within.

- The future of work is not only digital—it’s human-centered transformation at scale.


Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 13 Nov 2025 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1273 Feeling the pressure of AI acceleration, talent gaps, and organizational change fatigue?The Hackett Group® AI XPLR™ tool helps organizations identify and evaluate AI opportunities at the work-step level across the front, middle and back office – including agentic workflow designs and ROI forecast.Discover the tool here: https://www.thehackettgroup.com/ai-xplr/Harry Osle, Chief Human Resources Officer at The Hackett Group, offers a clear, practical roadmap.With 1,400+ employees, 300 global contractors, and 28 years helping the world’s leading companies benchmark and transform talent, finance, and operations, Harry brings a rare, dual-lens perspective: advising global enterprises on transformation—while leading it inside his own organization.Harry shares how HR’s role is shifting from “policy and support” to architecting change velocity ensuring organizations evolve internally fast enough to keep pace with the market. He breaks down what reskilling looks like in practice, how to design learning that people actually engage with, and why education must be treated as an ongoing investment, not a compliance checkbox.Expect specifics: how Hackett gamified continuous learning, how they identify internal “momentum carriers” to champion AI adoption, and why their first AI automation was intentionally small—birthday and anniversary announcements—to test governance, trust, and workflow readiness before tackling more strategic functions.Harry also shares a grounded framework for assessing AI use cases, evaluating build-vs-buy decisions, and sequencing change so teams don’t get overwhelmed. And he closes with a powerful reminder: the future of work may be digital—but thriving in it is deeply human.Timestamps[00:42] – Who The Hackett Group serves and how they use benchmarking + IP to drive transformation[02:01] – The new challenge: external change velocity vs. internal readiness[03:42] – Tactics to stay ahead: reskilling, daily learning, and education as strategic infrastructure[05:33] – Designing learning that sticks: gamification, chapter pacing, and fresh curriculum[08:28] – Harnessing internal enthusiasts as AI champions and cultural accelerators[09:55] – Hackett’s AI Explorer: mapping where AI fits in real workflows[12:04] – Starting small: automating birthday + anniversary workflows to test trust + governance[14:56] – Why some AI pilots fail—and how to evaluate “right-sized” opportunities[17:53] – Operational use cases where AI unlocks the fastest ROI[19:39] – Harry’s closing insight: balancing tech progress with deeply human leadershipTakeaways- HR’s role is to reduce the gap between external change and internal capability.Treat education as strategic infrastructure, not a cost center.- Gamify and refresh learning to keep employees curious and engaged.- Start AI with small, low-risk, high-volume workflows to build confidence and governance maturity.- Identify internal “momentum builders” to champion change from within.- The future of work is not only digital—it’s human-centered transformation at scale.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Feeling the pressure of AI acceleration, talent gaps, and organizational change fatigue?The Hackett Group® AI XPLR™ tool helps organizations identify and evaluate AI opportunities at the work-step level across the front, middle and back office – including HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, The-Hackett-Group, CHRO No Kelley Morse, Chief People Officer at Bullhorn 17 17 Kelley Morse, Chief People Officer at Bullhorn full d25e72a7-247d-4ec0-88c8-8e473e397441 https://share.transistor.fm/s/a300c16e Wrestling with AI hype, budget pressure, and messy HR workflows?

Kelley Morse, Chief People Officer at Bullhorn—the market leader powering 10,000+ staffing and recruitment firms—offers a grounded blueprint.

With 25+ years in market, 1,300 employees, and an AI-forward product (Amplify), Kelley shares a rare dual view: building AI into a platform recruiters already live in, while introducing it inside her own People team.

She recounts her unconventional rise from individual contributor to CPO during COVID—guided by a mentor and centered on impact—and breaks down what’s next in 2025: navigating SaaS headwinds while upskilling for AI.

Expect specifics: why AI must be “built where you live” to win adoption, how her team mapped the full employee lifecycle, and the first pilot they’re launching to deflect 15,000 HR emails with self-service.

Kelley also explains how to run bottom-up pilots, make smart build-vs-buy calls, and avoid “scaling garbage processes.” She closes with a pragmatic reimagining of performance management—let AI assemble the receipts, then keep the human conversation—and candid career advice for leaders who feel “behind.”


Timestamps

[00:45] – Who Bullhorn serves and where AI fits in the platform

[01:34] – Kelley’s path to CPO: joining as an IC, COVID turmoil, and mentorship

[05:08] – 2025 outlook: SaaS headwinds and the AI talent opportunity

[06:41] – Amplify and the “built where you live” rule for effective AI

[09:09] – People Ops pilots: HR self‑service to deflect 15k emails and lifecycle use cases

[12:13] – Adoption strategy: bottom‑up pilots, build‑vs‑buy, and investment discipline

[14:13] – Redesign the work: from surveys to performance reviews—don’t scale broken processes

[19:18] – Parting advice for HR leaders: ditch impostor syndrome and lean in


Takeaways

- Embed AI where people already work to drive adoption and leverage existing data.

- Start with high-volume, low-risk wins (e.g., HR self-service to deflect tier‑one inquiries).

- Pilot bottom-up: let functions test, prove value, and scale only when outcomes are clear.

- Rebuild workflows before layering tech—otherwise you just automate bad processes.

- Use AI to prepare performance reviews (aggregate and summarize inputs) while humans lead the conversation.

- Be disciplined on build vs. buy—leverage internal expertise and invest where your org can absorb and sustain change.


Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Wrestling with AI hype, budget pressure, and messy HR workflows?

Kelley Morse, Chief People Officer at Bullhorn—the market leader powering 10,000+ staffing and recruitment firms—offers a grounded blueprint.

With 25+ years in market, 1,300 employees, and an AI-forward product (Amplify), Kelley shares a rare dual view: building AI into a platform recruiters already live in, while introducing it inside her own People team.

She recounts her unconventional rise from individual contributor to CPO during COVID—guided by a mentor and centered on impact—and breaks down what’s next in 2025: navigating SaaS headwinds while upskilling for AI.

Expect specifics: why AI must be “built where you live” to win adoption, how her team mapped the full employee lifecycle, and the first pilot they’re launching to deflect 15,000 HR emails with self-service.

Kelley also explains how to run bottom-up pilots, make smart build-vs-buy calls, and avoid “scaling garbage processes.” She closes with a pragmatic reimagining of performance management—let AI assemble the receipts, then keep the human conversation—and candid career advice for leaders who feel “behind.”


Timestamps

[00:45] – Who Bullhorn serves and where AI fits in the platform

[01:34] – Kelley’s path to CPO: joining as an IC, COVID turmoil, and mentorship

[05:08] – 2025 outlook: SaaS headwinds and the AI talent opportunity

[06:41] – Amplify and the “built where you live” rule for effective AI

[09:09] – People Ops pilots: HR self‑service to deflect 15k emails and lifecycle use cases

[12:13] – Adoption strategy: bottom‑up pilots, build‑vs‑buy, and investment discipline

[14:13] – Redesign the work: from surveys to performance reviews—don’t scale broken processes

[19:18] – Parting advice for HR leaders: ditch impostor syndrome and lean in


Takeaways

- Embed AI where people already work to drive adoption and leverage existing data.

- Start with high-volume, low-risk wins (e.g., HR self-service to deflect tier‑one inquiries).

- Pilot bottom-up: let functions test, prove value, and scale only when outcomes are clear.

- Rebuild workflows before layering tech—otherwise you just automate bad processes.

- Use AI to prepare performance reviews (aggregate and summarize inputs) while humans lead the conversation.

- Be disciplined on build vs. buy—leverage internal expertise and invest where your org can absorb and sustain change.


Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Mon, 10 Nov 2025 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1199 Wrestling with AI hype, budget pressure, and messy HR workflows? Kelley Morse, Chief People Officer at Bullhorn—the market leader powering 10,000+ staffing and recruitment firms—offers a grounded blueprint. With 25+ years in market, 1,300 employees, and an AI-forward product (Amplify), Kelley shares a rare dual view: building AI into a platform recruiters already live in, while introducing it inside her own People team. She recounts her unconventional rise from individual contributor to CPO during COVID—guided by a mentor and centered on impact—and breaks down what’s next in 2025: navigating SaaS headwinds while upskilling for AI. Expect specifics: why AI must be “built where you live” to win adoption, how her team mapped the full employee lifecycle, and the first pilot they’re launching to deflect 15,000 HR emails with self-service. Kelley also explains how to run bottom-up pilots, make smart build-vs-buy calls, and avoid “scaling garbage processes.” She closes with a pragmatic reimagining of performance management—let AI assemble the receipts, then keep the human conversation—and candid career advice for leaders who feel “behind.”Timestamps[00:45] – Who Bullhorn serves and where AI fits in the platform[01:34] – Kelley’s path to CPO: joining as an IC, COVID turmoil, and mentorship[05:08] – 2025 outlook: SaaS headwinds and the AI talent opportunity[06:41] – Amplify and the “built where you live” rule for effective AI[09:09] – People Ops pilots: HR self‑service to deflect 15k emails and lifecycle use cases[12:13] – Adoption strategy: bottom‑up pilots, build‑vs‑buy, and investment discipline[14:13] – Redesign the work: from surveys to performance reviews—don’t scale broken processes[19:18] – Parting advice for HR leaders: ditch impostor syndrome and lean inTakeaways- Embed AI where people already work to drive adoption and leverage existing data.- Start with high-volume, low-risk wins (e.g., HR self-service to deflect tier‑one inquiries).- Pilot bottom-up: let functions test, prove value, and scale only when outcomes are clear.- Rebuild workflows before layering tech—otherwise you just automate bad processes.- Use AI to prepare performance reviews (aggregate and summarize inputs) while humans lead the conversation.- Be disciplined on build vs. buy—leverage internal expertise and invest where your org can absorb and sustain change.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Wrestling with AI hype, budget pressure, and messy HR workflows? Kelley Morse, Chief People Officer at Bullhorn—the market leader powering 10,000+ staffing and recruitment firms—offers a grounded blueprint. With 25+ years in market, 1,300 employees, and a HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Kelley-Morse, Bullhorn, Chief-People-Officer No Colette Brown, CHRO at Stony Brook Medicine 16 16 Colette Brown, CHRO at Stony Brook Medicine full e9f7e74d-4a3c-4e72-a5b0-ec0aa357ec6f https://share.transistor.fm/s/ba3020bf Running HR in a 24/7 Hospital: Stony Brook’s CHRO on Behavior-Based Leadership and AI


Connect with Colette Brown: https://www.linkedin.com/in/colettebrownhr/


Summary

How do you lead 10,000 caregivers across three shifts without losing consistency, compassion, or speed?

Colette Brown, Chief Human Resources Officer at Stony Brook University Hospital—the only Level I trauma center in Suffolk County and recently ranked #1 in New York for pediatric care and #7 in the nation—explains how her team supports a round-the-clock workforce.

Colette shares why leadership is the core challenge in healthcare HR and how to replace labels like “toxic” with pinpointed behaviors you can coach.

She walks through Stony Brook’s homegrown manager training (verbs over adjectives, real role-plays, and ER partnership) and how they prepare leaders for tough reactions while preserving empathy and fairness.

Colette also details their AI journey, including “Herbie,” a 24/7 HR chatbot built to handle high-volume, high-urgency questions—from leaves and timesheets to employment verifications—and why continuous monitoring matters.

Along the way, she reflects on COVID-era heroism, practical resilience, and career advice for rising HR leaders. Expect actionable tools for behavior-based leadership, self-service at scale, and using AI to reduce anxiety before investigations and difficult conversations.


Timestamps

[00:38] – Stony Brook’s footprint, rankings, and mission-driven culture

[01:56] – Why healthcare HR is hardest: 24/7 staffing and emotional labor

[04:44] – COVID heroism: SUNY Upstate nurses, community support, lasting lessons

[06:18] – 2026 priorities: leadership, fairness, and the “attitude trap”

[08:44] – From labels to behaviors: verbs, pinpointing, and practical training

[11:22] – Coaching managers: ER partnership and preparing for tough reactions

[15:12] – AI in HR: launching “Herbie,” the 24/7 HR chatbot

[17:58] – What employees ask most—and how self-service changes HR


Takeaways

- Replace labels with observable behaviors; coach using verbs and specific examples.

- Build manager capability with role-plays, scripts, and ER support to handle difficult reactions.

- Standardize fairness and consistency across shifts; set clear expectations and address issues early.

- Use AI to rehearse investigations and tough conversations to reduce anxiety and improve outcomes.

- Deploy a 24/7 HR chatbot; curate content, track trends, and continuously refine answers.

- Invest in caregiver well-being and resilience to sustain performance in a round-the-clock environment.


Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Running HR in a 24/7 Hospital: Stony Brook’s CHRO on Behavior-Based Leadership and AI


Connect with Colette Brown: https://www.linkedin.com/in/colettebrownhr/


Summary

How do you lead 10,000 caregivers across three shifts without losing consistency, compassion, or speed?

Colette Brown, Chief Human Resources Officer at Stony Brook University Hospital—the only Level I trauma center in Suffolk County and recently ranked #1 in New York for pediatric care and #7 in the nation—explains how her team supports a round-the-clock workforce.

Colette shares why leadership is the core challenge in healthcare HR and how to replace labels like “toxic” with pinpointed behaviors you can coach.

She walks through Stony Brook’s homegrown manager training (verbs over adjectives, real role-plays, and ER partnership) and how they prepare leaders for tough reactions while preserving empathy and fairness.

Colette also details their AI journey, including “Herbie,” a 24/7 HR chatbot built to handle high-volume, high-urgency questions—from leaves and timesheets to employment verifications—and why continuous monitoring matters.

Along the way, she reflects on COVID-era heroism, practical resilience, and career advice for rising HR leaders. Expect actionable tools for behavior-based leadership, self-service at scale, and using AI to reduce anxiety before investigations and difficult conversations.


Timestamps

[00:38] – Stony Brook’s footprint, rankings, and mission-driven culture

[01:56] – Why healthcare HR is hardest: 24/7 staffing and emotional labor

[04:44] – COVID heroism: SUNY Upstate nurses, community support, lasting lessons

[06:18] – 2026 priorities: leadership, fairness, and the “attitude trap”

[08:44] – From labels to behaviors: verbs, pinpointing, and practical training

[11:22] – Coaching managers: ER partnership and preparing for tough reactions

[15:12] – AI in HR: launching “Herbie,” the 24/7 HR chatbot

[17:58] – What employees ask most—and how self-service changes HR


Takeaways

- Replace labels with observable behaviors; coach using verbs and specific examples.

- Build manager capability with role-plays, scripts, and ER support to handle difficult reactions.

- Standardize fairness and consistency across shifts; set clear expectations and address issues early.

- Use AI to rehearse investigations and tough conversations to reduce anxiety and improve outcomes.

- Deploy a 24/7 HR chatbot; curate content, track trends, and continuously refine answers.

- Invest in caregiver well-being and resilience to sustain performance in a round-the-clock environment.


Sponsor


AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 06 Nov 2025 06:00:00 -0100 Rebecca Taylor Rebecca Taylor 1212 Running HR in a 24/7 Hospital: Stony Brook’s CHRO on Behavior-Based Leadership and AIConnect with Colette Brown: https://www.linkedin.com/in/colettebrownhr/SummaryHow do you lead 10,000 caregivers across three shifts without losing consistency, compassion, or speed? Colette Brown, Chief Human Resources Officer at Stony Brook University Hospital—the only Level I trauma center in Suffolk County and recently ranked #1 in New York for pediatric care and #7 in the nation—explains how her team supports a round-the-clock workforce. Colette shares why leadership is the core challenge in healthcare HR and how to replace labels like “toxic” with pinpointed behaviors you can coach.She walks through Stony Brook’s homegrown manager training (verbs over adjectives, real role-plays, and ER partnership) and how they prepare leaders for tough reactions while preserving empathy and fairness. Colette also details their AI journey, including “Herbie,” a 24/7 HR chatbot built to handle high-volume, high-urgency questions—from leaves and timesheets to employment verifications—and why continuous monitoring matters. Along the way, she reflects on COVID-era heroism, practical resilience, and career advice for rising HR leaders. Expect actionable tools for behavior-based leadership, self-service at scale, and using AI to reduce anxiety before investigations and difficult conversations.Timestamps[00:38] – Stony Brook’s footprint, rankings, and mission-driven culture[01:56] – Why healthcare HR is hardest: 24/7 staffing and emotional labor[04:44] – COVID heroism: SUNY Upstate nurses, community support, lasting lessons[06:18] – 2026 priorities: leadership, fairness, and the “attitude trap”[08:44] – From labels to behaviors: verbs, pinpointing, and practical training[11:22] – Coaching managers: ER partnership and preparing for tough reactions[15:12] – AI in HR: launching “Herbie,” the 24/7 HR chatbot[17:58] – What employees ask most—and how self-service changes HRTakeaways- Replace labels with observable behaviors; coach using verbs and specific examples.- Build manager capability with role-plays, scripts, and ER support to handle difficult reactions.- Standardize fairness and consistency across shifts; set clear expectations and address issues early.- Use AI to rehearse investigations and tough conversations to reduce anxiety and improve outcomes.- Deploy a 24/7 HR chatbot; curate content, track trends, and continuously refine answers.- Invest in caregiver well-being and resilience to sustain performance in a round-the-clock environment.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Running HR in a 24/7 Hospital: Stony Brook’s CHRO on Behavior-Based Leadership and AIConnect with Colette Brown: https://www.linkedin.com/in/colettebrownhr/SummaryHow do you lead 10,000 caregivers across three shifts without losing consistency, compassion HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Colette-Brown, Stony-Brook-Medicine, CHRO No Donovan Mattole, CHRO at Langan Engineering & Environmental Services 15 15 Donovan Mattole, CHRO at Langan Engineering & Environmental Services full 5dc9c04b-894a-43f9-a451-a8ac53728040 https://share.transistor.fm/s/4b44fb5f Building a Magnet for Engineers: Langan’s CHRO on AI, Flexibility, and Teamship


Summary

When retirements equal graduates and infrastructure demand surges, how do you grow a human-capital business?

Donovan Mattole, Chief Human Resources Officer at Langan, a global engineering and environmental consulting firm, breaks down how his team competes in a structural talent shortage.

He shares Langan’s “magnet for talent” strategy blending hybrid flexibility, development-first leadership, and unique rewards like compensatory time with an industry-wide push to expand the pipeline through STEM outreach and smart immigration.

Donovan details a practical listening strategy (surveys, focus groups, and on-the-ground visits to 50 offices), reframes the Gen Z value proposition around purpose and long-term careers, and shows how his HR team is preparing for 2026 with AI-powered development plans.

Expect candid lessons on when to build vs. buy AI (from Microsoft Copilot-enabled chatbots to partnering with Atlas Copilot), why “teamship” beats leader-centric models, and how values must anchor decision-making amid fast-changing tech.


Timestamps

[00:45] – Who Langan serves and why it’s a pure human-capital business

[02:07] – 2026 challenge: engineering talent crunch and the scale of demand

[03:43] – Becoming a “magnet for talent”: flexibility, development, and comp time

[05:50] – Expanding the pipeline: STEM outreach, F‑1 to H‑1B, and industry collaboration

[06:48] – Listening strategy: surveys, pulses, focus groups, and site visits across 50 offices

[08:23] – Rethinking Gen Z retention: purpose, connection, and full-career value at one company

[10:09] – Upskilling HR for 2026: development plans and AI-created learning pathways

[11:38] – Build vs. buy AI: Atlas Copilot pilots and an in-house HR policy chatbot

[16:31] – Don’t chase shiny objects: keep trust, values, and managers at the center

[18:02] – From leadership to “teamship”: distributing accountability across the team

[19:40] – Final advice: live your values and use them for daily decision-making



Takeaways

- Compete in tight talent markets by designing a true “magnet employer”: flexible hybrid work, visible development paths, and unique rewards like comp time.

- Expand supply, not just demand: partner across industry, invest in K–12 STEM interest, and leverage F‑1 OPT to H‑1B for critical skills.

- Listen systemically and locally combine surveys and focus groups with leadership walkabouts to surface what employees actually value.

- Reposition retention for Gen Z: sell purpose, connection, growth, and the benefits of building a full career at one company.

- Use AI intentionally: buy solutions for well-defined outcomes, build selectively in-house, and equip HR with AI-driven learning pathways.

- Shift from leader-centric management to “teamship” so accountability, communication, and innovation are shared across the team.

- Anchor transformation in values use them as decision-making guardrails amid rapid technological change.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.


See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Building a Magnet for Engineers: Langan’s CHRO on AI, Flexibility, and Teamship


Summary

When retirements equal graduates and infrastructure demand surges, how do you grow a human-capital business?

Donovan Mattole, Chief Human Resources Officer at Langan, a global engineering and environmental consulting firm, breaks down how his team competes in a structural talent shortage.

He shares Langan’s “magnet for talent” strategy blending hybrid flexibility, development-first leadership, and unique rewards like compensatory time with an industry-wide push to expand the pipeline through STEM outreach and smart immigration.

Donovan details a practical listening strategy (surveys, focus groups, and on-the-ground visits to 50 offices), reframes the Gen Z value proposition around purpose and long-term careers, and shows how his HR team is preparing for 2026 with AI-powered development plans.

Expect candid lessons on when to build vs. buy AI (from Microsoft Copilot-enabled chatbots to partnering with Atlas Copilot), why “teamship” beats leader-centric models, and how values must anchor decision-making amid fast-changing tech.


Timestamps

[00:45] – Who Langan serves and why it’s a pure human-capital business

[02:07] – 2026 challenge: engineering talent crunch and the scale of demand

[03:43] – Becoming a “magnet for talent”: flexibility, development, and comp time

[05:50] – Expanding the pipeline: STEM outreach, F‑1 to H‑1B, and industry collaboration

[06:48] – Listening strategy: surveys, pulses, focus groups, and site visits across 50 offices

[08:23] – Rethinking Gen Z retention: purpose, connection, and full-career value at one company

[10:09] – Upskilling HR for 2026: development plans and AI-created learning pathways

[11:38] – Build vs. buy AI: Atlas Copilot pilots and an in-house HR policy chatbot

[16:31] – Don’t chase shiny objects: keep trust, values, and managers at the center

[18:02] – From leadership to “teamship”: distributing accountability across the team

[19:40] – Final advice: live your values and use them for daily decision-making



Takeaways

- Compete in tight talent markets by designing a true “magnet employer”: flexible hybrid work, visible development paths, and unique rewards like comp time.

- Expand supply, not just demand: partner across industry, invest in K–12 STEM interest, and leverage F‑1 OPT to H‑1B for critical skills.

- Listen systemically and locally combine surveys and focus groups with leadership walkabouts to surface what employees actually value.

- Reposition retention for Gen Z: sell purpose, connection, growth, and the benefits of building a full career at one company.

- Use AI intentionally: buy solutions for well-defined outcomes, build selectively in-house, and equip HR with AI-driven learning pathways.

- Shift from leader-centric management to “teamship” so accountability, communication, and innovation are shared across the team.

- Anchor transformation in values use them as decision-making guardrails amid rapid technological change.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.


See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Thu, 30 Oct 2025 08:00:00 -0100 Rebecca Taylor Rebecca Taylor 1194 Building a Magnet for Engineers: Langan’s CHRO on AI, Flexibility, and TeamshipSummaryWhen retirements equal graduates and infrastructure demand surges, how do you grow a human-capital business? Donovan Mattole, Chief Human Resources Officer at Langan, a global engineering and environmental consulting firm, breaks down how his team competes in a structural talent shortage. He shares Langan’s “magnet for talent” strategy blending hybrid flexibility, development-first leadership, and unique rewards like compensatory time with an industry-wide push to expand the pipeline through STEM outreach and smart immigration. Donovan details a practical listening strategy (surveys, focus groups, and on-the-ground visits to 50 offices), reframes the Gen Z value proposition around purpose and long-term careers, and shows how his HR team is preparing for 2026 with AI-powered development plans. Expect candid lessons on when to build vs. buy AI (from Microsoft Copilot-enabled chatbots to partnering with Atlas Copilot), why “teamship” beats leader-centric models, and how values must anchor decision-making amid fast-changing tech.Timestamps[00:45] – Who Langan serves and why it’s a pure human-capital business[02:07] – 2026 challenge: engineering talent crunch and the scale of demand[03:43] – Becoming a “magnet for talent”: flexibility, development, and comp time[05:50] – Expanding the pipeline: STEM outreach, F‑1 to H‑1B, and industry collaboration[06:48] – Listening strategy: surveys, pulses, focus groups, and site visits across 50 offices[08:23] – Rethinking Gen Z retention: purpose, connection, and full-career value at one company[10:09] – Upskilling HR for 2026: development plans and AI-created learning pathways[11:38] – Build vs. buy AI: Atlas Copilot pilots and an in-house HR policy chatbot[16:31] – Don’t chase shiny objects: keep trust, values, and managers at the center[18:02] – From leadership to “teamship”: distributing accountability across the team[19:40] – Final advice: live your values and use them for daily decision-makingTakeaways- Compete in tight talent markets by designing a true “magnet employer”: flexible hybrid work, visible development paths, and unique rewards like comp time.- Expand supply, not just demand: partner across industry, invest in K–12 STEM interest, and leverage F‑1 OPT to H‑1B for critical skills.- Listen systemically and locally combine surveys and focus groups with leadership walkabouts to surface what employees actually value.- Reposition retention for Gen Z: sell purpose, connection, growth, and the benefits of building a full career at one company.- Use AI intentionally: buy solutions for well-defined outcomes, build selectively in-house, and equip HR with AI-driven learning pathways.- Shift from leader-centric management to “teamship” so accountability, communication, and innovation are shared across the team.- Anchor transformation in values use them as decision-making guardrails amid rapid technological change.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Building a Magnet for Engineers: Langan’s CHRO on AI, Flexibility, and TeamshipSummaryWhen retirements equal graduates and infrastructure demand surges, how do you grow a human-capital business? Donovan Mattole, Chief Human Resources Officer at Langan, a HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Donovan-Mattole, Langan-Engineering-&-Environmental-Services, CHRO No Kathleen Weslock, CHRO at Ansys 14 14 Kathleen Weslock, CHRO at Ansys full de16b642-ab59-4cdd-b58e-ed989586686c https://share.transistor.fm/s/8683f30a Summary

Acquisitions are messy unless you have a plan to keep culture, talent, and momentum intact. Kathleen Weslock, former CHRO at Ansys (now part of Synopsys), employment lawyer, and ex-Mercer consultant, shares the playbook her team used to navigate a multibillion-dollar deal with low turnover and high trust.

She explains how to run HR like a Swiss train during M&A, from 1,000+ employee listening sessions to identifying “critical roles” (including hidden gatekeepers) and deploying global equity to retain top engineers. Kathleen details the leadership development her team built for turbulent times resilience, change management, and DISC-informed coaching plus why HR must align every dollar to business outcomes and avoid “shiny AI” distractions.

She also calls out broken talent acquisition practices (ghosting, premature references) and how to fix candidate experience fast, then makes the case for people analytics and labor economics as core CHRO skills.

Expect practical guidance on CEO alignment, speaking in ROI, and protecting culture while accelerating results.


Timestamps

[00:45] – Guest intro and the Ansys/Synopsys acquisition: mission, culture, and CHRO mandate

[05:25] – The M&A playbook: keep HR ops steady; use 1,000+ focus groups to build trust

[06:55] – Protecting critical talent: skills mapping, contingency chains, comp and global equity

[08:30] – Equipping leaders: resilience and change management, “above/below the line” coaching

[10:25] – 2026 outlook: align to business impact; spend wisely; avoid shiny-AI syndrome

[12:35] – Bespoke L&D that scales: HiPo development on a dime and DISC-based change programs

[14:30] – Fix TA first: stop ghosting, elevate candidate experience, and pulse employee sentiment

[16:40] – What trips CHROs up: subject-depth gaps, comp fluency, CEO alignment, and speaking ROI with data


Takeaways

- Run HR like a Swiss train in M&A keep core ops humming while increasing employee listening.

- Map critical roles and skills; create bespoke retention plans using fair comp and global equity.

- Equip managers with resilience, change management, and DISC-informed leadership tools.

- Align every HR investment to business outcomes; skip “shiny” tech unless it solves a defined problem.

- Repair talent acquisition now: end ghosting, treat candidates like customers, and protect your brand.

- Speak the CEO’s language with data build people analytics, labor economics, and compensation expertise to influence decisions.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.


See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Summary

Acquisitions are messy unless you have a plan to keep culture, talent, and momentum intact. Kathleen Weslock, former CHRO at Ansys (now part of Synopsys), employment lawyer, and ex-Mercer consultant, shares the playbook her team used to navigate a multibillion-dollar deal with low turnover and high trust.

She explains how to run HR like a Swiss train during M&A, from 1,000+ employee listening sessions to identifying “critical roles” (including hidden gatekeepers) and deploying global equity to retain top engineers. Kathleen details the leadership development her team built for turbulent times resilience, change management, and DISC-informed coaching plus why HR must align every dollar to business outcomes and avoid “shiny AI” distractions.

She also calls out broken talent acquisition practices (ghosting, premature references) and how to fix candidate experience fast, then makes the case for people analytics and labor economics as core CHRO skills.

Expect practical guidance on CEO alignment, speaking in ROI, and protecting culture while accelerating results.


Timestamps

[00:45] – Guest intro and the Ansys/Synopsys acquisition: mission, culture, and CHRO mandate

[05:25] – The M&A playbook: keep HR ops steady; use 1,000+ focus groups to build trust

[06:55] – Protecting critical talent: skills mapping, contingency chains, comp and global equity

[08:30] – Equipping leaders: resilience and change management, “above/below the line” coaching

[10:25] – 2026 outlook: align to business impact; spend wisely; avoid shiny-AI syndrome

[12:35] – Bespoke L&D that scales: HiPo development on a dime and DISC-based change programs

[14:30] – Fix TA first: stop ghosting, elevate candidate experience, and pulse employee sentiment

[16:40] – What trips CHROs up: subject-depth gaps, comp fluency, CEO alignment, and speaking ROI with data


Takeaways

- Run HR like a Swiss train in M&A keep core ops humming while increasing employee listening.

- Map critical roles and skills; create bespoke retention plans using fair comp and global equity.

- Equip managers with resilience, change management, and DISC-informed leadership tools.

- Align every HR investment to business outcomes; skip “shiny” tech unless it solves a defined problem.

- Repair talent acquisition now: end ghosting, treat candidates like customers, and protect your brand.

- Speak the CEO’s language with data build people analytics, labor economics, and compensation expertise to influence decisions.


Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.


See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

]]> Mon, 27 Oct 2025 08:00:00 -0100 Rebecca Taylor Rebecca Taylor 1553 SummaryAcquisitions are messy unless you have a plan to keep culture, talent, and momentum intact. Kathleen Weslock, former CHRO at Ansys (now part of Synopsys), employment lawyer, and ex-Mercer consultant, shares the playbook her team used to navigate a multibillion-dollar deal with low turnover and high trust. She explains how to run HR like a Swiss train during M&A, from 1,000+ employee listening sessions to identifying “critical roles” (including hidden gatekeepers) and deploying global equity to retain top engineers. Kathleen details the leadership development her team built for turbulent times resilience, change management, and DISC-informed coaching plus why HR must align every dollar to business outcomes and avoid “shiny AI” distractions. She also calls out broken talent acquisition practices (ghosting, premature references) and how to fix candidate experience fast, then makes the case for people analytics and labor economics as core CHRO skills. Expect practical guidance on CEO alignment, speaking in ROI, and protecting culture while accelerating results.Timestamps[00:45] – Guest intro and the Ansys/Synopsys acquisition: mission, culture, and CHRO mandate[05:25] – The M&A playbook: keep HR ops steady; use 1,000+ focus groups to build trust[06:55] – Protecting critical talent: skills mapping, contingency chains, comp and global equity[08:30] – Equipping leaders: resilience and change management, “above/below the line” coaching[10:25] – 2026 outlook: align to business impact; spend wisely; avoid shiny-AI syndrome[12:35] – Bespoke L&D that scales: HiPo development on a dime and DISC-based change programs[14:30] – Fix TA first: stop ghosting, elevate candidate experience, and pulse employee sentiment[16:40] – What trips CHROs up: subject-depth gaps, comp fluency, CEO alignment, and speaking ROI with dataTakeaways- Run HR like a Swiss train in M&A keep core ops humming while increasing employee listening.- Map critical roles and skills; create bespoke retention plans using fair comp and global equity.- Equip managers with resilience, change management, and DISC-informed leadership tools.- Align every HR investment to business outcomes; skip “shiny” tech unless it solves a defined problem.- Repair talent acquisition now: end ghosting, treat candidates like customers, and protect your brand.- Speak the CEO’s language with data build people analytics, labor economics, and compensation expertise to influence decisions.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ SummaryAcquisitions are messy unless you have a plan to keep culture, talent, and momentum intact. Kathleen Weslock, former CHRO at Ansys (now part of Synopsys), employment lawyer, and ex-Mercer consultant, shares the playbook her team used to navigate a HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Ansys, Kathleen-Weslock, CHRO No Steve Browne, Chief People Officer at LaRosa’s Pizzeria, Inc. 13 13 Steve Browne, Chief People Officer at LaRosa’s Pizzeria, Inc. full 2e9b022b-6117-41aa-8c84-ffc37f3511a9 https://share.transistor.fm/s/20bf6f52 Episode Summary
What if HR didn’t feel like “HR”? In this episode of HR Voices, host Emily Fenech sits down with Steve Browne, Chief People Officer at LaRosa’s Pizzerias a Cincinnati-based, 71-year-old brand built on family, food, and fierce community pride.

Steve shares how LaRosa’s has cultivated a people-first culture where employees from teen cooks to long-time franchisees feel seen, heard, and supported.

With more than 1,000 team members and 65+ locations, Steve explains why HR at LaRosa’s isn’t about policies it’s about presence. He dives into the practice of “one plus one” conversations, why they ditched departments for a skills-first approach, and how intentional development is replacing outdated performance management.

The episode also explores how LaRosa’s is embracing technology (yes, even ChatGPT) while staying true to its local, human touch.

Whether you're leading a people team or just craving a slice of culture transformation, this conversation will leave you with practical insights and possibly hungry for pizza.


Timestamps

  • [00:34] – Meet Steve Browne and the culture behind LaRosa’s Pizzerias

  • [01:29] – What makes LaRosa’s “iconic” in Cincinnati

  • [03:04] – Transforming HR’s image through presence and relationships

  • [06:12] – Why showing up—without an agenda—builds trust

  • [09:21] – Development over performance: A new way to grow people

  • [13:48] – Rethinking departments: Moving from silos to shared skills

  • [17:43] – How AI and tech are enhancing—not replacing human work

  • [23:04] – Steve’s final advice: Lead with passion, not policy


Actionable Takeaways

    • Be present, not performative – HR builds credibility by showing up consistently and authentically.
    • Shift from performance management to personalized development – Focus on strengths and ask employees what they need to grow.
    • Use tech to amplify human potential – Let AI streamline workflows, but keep the people experience at the center.
    • Challenge traditional org charts – Break silos by focusing on work, not just roles or titles.
    • Build relationships before you need them – Trust and connection are the foundation of resilient cultures.

  • Sponsor


    • AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.


    See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

    ]]>     Episode Summary
    What if HR didn’t feel like “HR”? In this episode of HR Voices, host Emily Fenech sits down with Steve Browne, Chief People Officer at LaRosa’s Pizzerias a Cincinnati-based, 71-year-old brand built on family, food, and fierce community pride.

    Steve shares how LaRosa’s has cultivated a people-first culture where employees from teen cooks to long-time franchisees feel seen, heard, and supported.

    With more than 1,000 team members and 65+ locations, Steve explains why HR at LaRosa’s isn’t about policies it’s about presence. He dives into the practice of “one plus one” conversations, why they ditched departments for a skills-first approach, and how intentional development is replacing outdated performance management.

    The episode also explores how LaRosa’s is embracing technology (yes, even ChatGPT) while staying true to its local, human touch.

    Whether you're leading a people team or just craving a slice of culture transformation, this conversation will leave you with practical insights and possibly hungry for pizza.


    Timestamps

    • [00:34] – Meet Steve Browne and the culture behind LaRosa’s Pizzerias

    • [01:29] – What makes LaRosa’s “iconic” in Cincinnati

    • [03:04] – Transforming HR’s image through presence and relationships

    • [06:12] – Why showing up—without an agenda—builds trust

    • [09:21] – Development over performance: A new way to grow people

    • [13:48] – Rethinking departments: Moving from silos to shared skills

    • [17:43] – How AI and tech are enhancing—not replacing human work

    • [23:04] – Steve’s final advice: Lead with passion, not policy


    Actionable Takeaways

    • Be present, not performative – HR builds credibility by showing up consistently and authentically.
    • Shift from performance management to personalized development – Focus on strengths and ask employees what they need to grow.
    • Use tech to amplify human potential – Let AI streamline workflows, but keep the people experience at the center.
    • Challenge traditional org charts – Break silos by focusing on work, not just roles or titles.
    • Build relationships before you need them – Trust and connection are the foundation of resilient cultures.

  • Sponsor


    • AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.


    See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

    ]]>     Thu, 23 Oct 2025 09:00:00 +0000 Rebecca Taylor Rebecca Taylor 1457 Episode SummaryWhat if HR didn’t feel like “HR”? In this episode of HR Voices, host Emily Fenech sits down with Steve Browne, Chief People Officer at LaRosa’s Pizzerias a Cincinnati-based, 71-year-old brand built on family, food, and fierce community pride. Steve shares how LaRosa’s has cultivated a people-first culture where employees from teen cooks to long-time franchisees feel seen, heard, and supported.With more than 1,000 team members and 65+ locations, Steve explains why HR at LaRosa’s isn’t about policies it’s about presence. He dives into the practice of “one plus one” conversations, why they ditched departments for a skills-first approach, and how intentional development is replacing outdated performance management. The episode also explores how LaRosa’s is embracing technology (yes, even ChatGPT) while staying true to its local, human touch.Whether you're leading a people team or just craving a slice of culture transformation, this conversation will leave you with practical insights and possibly hungry for pizza.Timestamps[00:34] – Meet Steve Browne and the culture behind LaRosa’s Pizzerias[01:29] – What makes LaRosa’s “iconic” in Cincinnati[03:04] – Transforming HR’s image through presence and relationships[06:12] – Why showing up—without an agenda—builds trust[09:21] – Development over performance: A new way to grow people[13:48] – Rethinking departments: Moving from silos to shared skills[17:43] – How AI and tech are enhancing—not replacing human work[23:04] – Steve’s final advice: Lead with passion, not policyActionable TakeawaysBe present, not performative – HR builds credibility by showing up consistently and authentically.Shift from performance management to personalized development – Focus on strengths and ask employees what they need to grow.Use tech to amplify human potential – Let AI streamline workflows, but keep the people experience at the center.Challenge traditional org charts – Break silos by focusing on work, not just roles or titles.Build relationships before you need them – Trust and connection are the foundation of resilient cultures.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ Episode SummaryWhat if HR didn’t feel like “HR”? In this episode of HR Voices, host Emily Fenech sits down with Steve Browne, Chief People Officer at LaRosa’s Pizzerias a Cincinnati-based, 71-year-old brand built on family, food, and fierce community prid HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Chief-People-Officer, Steve-Browne No     Andrea Cooper, Chief People Officer at Talkspace 12 12 Andrea Cooper, Chief People Officer at Talkspace full b3ecd37e-6e7e-434a-99cc-1e499b1be5bd https://share.transistor.fm/s/b01f5474 How do you build one culture when half your workforce is therapists and the rest are tech and corporate?

    Andrea Cooper, Chief People Officer at Talkspace, shares how a remote-only, publicly traded mental health company aligns a mixed workforce while scaling People Ops from startup to enterprise.

    Andrea explains Talkspace’s care model from asynchronous messaging to live video, audio, and live-text sessions and why blending W2 and contracted therapists ensures access and coverage.

    She details why Talkspace combined clinician and corporate all-hands, how they tailor follow-ups by role, and how a mental health-first environment normalizes therapy while reinforcing boundaries for HR.

    On the operations side, Andrea breaks down the team’s shift to bring previously outsourced processes in-house, the impact of a Jira-powered service desk, and how BambooHR’s compensation module plus a company-wide career framework creates transparency and speed.

    Expect pragmatic, scalable practices: using ticket data to fix communication gaps, designing systems that free HR from firefighting, and hiring creative experts to push the function forward.


    Key Timestamps

    • - [00:45] – What Talkspace offers: async messaging, live sessions, and workforce makeup
    • - [03:31] – One company, shared all-hands: connecting therapists and core teams
    • - [05:35] – Treating therapists as the frontline: tailoring expectations and comms
    • - [06:47] – Mental health at work: openness, free therapy, and healthy boundaries
    • - [11:20] – 2026 priorities: bringing People Ops processes in-house with a small, mighty team
    • - [14:54] – From startup to public: why the team and tech are now ready for in-house HR
    • - [16:52] – Systemized service: Jira ticketing to route requests, document, and surface trends
    • - [19:10] – Career frameworks in BambooHR: comp transparency and faster, fairer decisions
    • - [21:44] – Leadership advice: surround yourself with people who out-create and out-think you


    Takeaways

    • - Unify culture by sharing forums (one all-hands) while tailoring follow-ups to each role’s realities.
    • - Centralize HR requests with a ticketing system to reduce firefighting, track SLAs, and spot communication gaps.
    • - Bring People Ops in-house when team maturity and tooling support quality, compliance, and speed.
    • - Codify a career framework and load comp data into your HRIS to drive transparent, consistent decisions.
    • - Normalize mental health access while setting clear HR boundaries; leverage clinical experts without “playing therapist.”
    • - Hire for creativity and expertise beyond your own to accelerate change and deliver better business outcomes.


    Sponsor

    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.


    See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

    ]]>     How do you build one culture when half your workforce is therapists and the rest are tech and corporate?

    Andrea Cooper, Chief People Officer at Talkspace, shares how a remote-only, publicly traded mental health company aligns a mixed workforce while scaling People Ops from startup to enterprise.

    Andrea explains Talkspace’s care model from asynchronous messaging to live video, audio, and live-text sessions and why blending W2 and contracted therapists ensures access and coverage.

    She details why Talkspace combined clinician and corporate all-hands, how they tailor follow-ups by role, and how a mental health-first environment normalizes therapy while reinforcing boundaries for HR.

    On the operations side, Andrea breaks down the team’s shift to bring previously outsourced processes in-house, the impact of a Jira-powered service desk, and how BambooHR’s compensation module plus a company-wide career framework creates transparency and speed.

    Expect pragmatic, scalable practices: using ticket data to fix communication gaps, designing systems that free HR from firefighting, and hiring creative experts to push the function forward.


    Key Timestamps

    • - [00:45] – What Talkspace offers: async messaging, live sessions, and workforce makeup
    • - [03:31] – One company, shared all-hands: connecting therapists and core teams
    • - [05:35] – Treating therapists as the frontline: tailoring expectations and comms
    • - [06:47] – Mental health at work: openness, free therapy, and healthy boundaries
    • - [11:20] – 2026 priorities: bringing People Ops processes in-house with a small, mighty team
    • - [14:54] – From startup to public: why the team and tech are now ready for in-house HR
    • - [16:52] – Systemized service: Jira ticketing to route requests, document, and surface trends
    • - [19:10] – Career frameworks in BambooHR: comp transparency and faster, fairer decisions
    • - [21:44] – Leadership advice: surround yourself with people who out-create and out-think you


    Takeaways

    • - Unify culture by sharing forums (one all-hands) while tailoring follow-ups to each role’s realities.
    • - Centralize HR requests with a ticketing system to reduce firefighting, track SLAs, and spot communication gaps.
    • - Bring People Ops in-house when team maturity and tooling support quality, compliance, and speed.
    • - Codify a career framework and load comp data into your HRIS to drive transparent, consistent decisions.
    • - Normalize mental health access while setting clear HR boundaries; leverage clinical experts without “playing therapist.”
    • - Hire for creativity and expertise beyond your own to accelerate change and deliver better business outcomes.


    Sponsor

    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.


    See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

    ]]>     Mon, 20 Oct 2025 09:00:00 +0000 Rebecca Taylor Rebecca Taylor 1328 How do you build one culture when half your workforce is therapists and the rest are tech and corporate? Andrea Cooper, Chief People Officer at Talkspace, shares how a remote-only, publicly traded mental health company aligns a mixed workforce while scaling People Ops from startup to enterprise. Andrea explains Talkspace’s care model from asynchronous messaging to live video, audio, and live-text sessions and why blending W2 and contracted therapists ensures access and coverage. She details why Talkspace combined clinician and corporate all-hands, how they tailor follow-ups by role, and how a mental health-first environment normalizes therapy while reinforcing boundaries for HR. On the operations side, Andrea breaks down the team’s shift to bring previously outsourced processes in-house, the impact of a Jira-powered service desk, and how BambooHR’s compensation module plus a company-wide career framework creates transparency and speed. Expect pragmatic, scalable practices: using ticket data to fix communication gaps, designing systems that free HR from firefighting, and hiring creative experts to push the function forward.Key Timestamps- [00:45] – What Talkspace offers: async messaging, live sessions, and workforce makeup- [03:31] – One company, shared all-hands: connecting therapists and core teams- [05:35] – Treating therapists as the frontline: tailoring expectations and comms- [06:47] – Mental health at work: openness, free therapy, and healthy boundaries- [11:20] – 2026 priorities: bringing People Ops processes in-house with a small, mighty team- [14:54] – From startup to public: why the team and tech are now ready for in-house HR- [16:52] – Systemized service: Jira ticketing to route requests, document, and surface trends- [19:10] – Career frameworks in BambooHR: comp transparency and faster, fairer decisions- [21:44] – Leadership advice: surround yourself with people who out-create and out-think youTakeaways- Unify culture by sharing forums (one all-hands) while tailoring follow-ups to each role’s realities.- Centralize HR requests with a ticketing system to reduce firefighting, track SLAs, and spot communication gaps.- Bring People Ops in-house when team maturity and tooling support quality, compliance, and speed.- Codify a career framework and load comp data into your HRIS to drive transparent, consistent decisions.- Normalize mental health access while setting clear HR boundaries; leverage clinical experts without “playing therapist.”- Hire for creativity and expertise beyond your own to accelerate change and deliver better business outcomes.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠https://www.allvoices.co/ How do you build one culture when half your workforce is therapists and the rest are tech and corporate? Andrea Cooper, Chief People Officer at Talkspace, shares how a remote-only, publicly traded mental health company aligns a mixed workforce while scali HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Talkspace, Chief-People-Officer, Andrea-Cooper No     Kate Kemp, Chief People Officer at Restaurant 365 11 11 Kate Kemp, Chief People Officer at Restaurant 365 full 561e7978-3f59-4c44-afb0-a32567f00bdb https://share.transistor.fm/s/b040f764 Episode Summary


    What does it take to build an AI-native HR culture?

    In this episode of HR Voices, host Emily Fenech sits down with Kate Kemp, Chief People Officer at Restaurant365 the platform powering operations for major brands like McDonald’s, Taco Bell, and Wendy’s.

    With past HR leadership roles at DocuSign and Airbnb, Kate brings a wealth of experience in people strategy at high-growth tech companies.

    Kate shares how she’s preparing her teams for 2026 and beyond, emphasizing AI adoption, continuous learning, and a culture of curiosity over fear.

    From implementing department-specific AI champions to launching hackathons that encourage cross-functional collaboration, Kate’s approach blends empowerment, experimentation, and empathy.

    Whether you're just starting to explore AI or leading transformation at scale, this episode offers practical strategies for fostering a resilient, forward-thinking HR function.

    Timestamps

    • [00:45] – Meet Kate Kemp and her journey from Airbnb and DocuSign to Restaurant365

    • [02:45] – Why embracing rapid change is the new HR superpower

    • [04:42] – Building a growth mindset culture amid AI disruption

    • [06:37] – Gamifying AI learning: empowering teams to pitch tools and test ideas

    • [08:22] – Transforming recruiters into AI-savvy innovators

    • [10:40] – The Champions Council: Scaling AI adoption across departments

    • [12:45] – Designing “always-on” AI learning to avoid one-off training pitfalls

    • [14:43] – Advice for HR leaders feeling behind on AI: start small, stay curious

    Takeaways

    • Foster a growth mindset by modeling curiosity and optimism around change

    • Create AI champions to decentralize innovation and build internal expertise

    • Encourage experimentation by inviting teams to test tools and pitch use cases

    • Gamify learning to make AI adoption engaging, not overwhelming

    • Build cross-functional alignment through collaborative forums and open dialogue

    • Normalize the learning curve—no one’s “behind” if they’re paying attention and staying open


    Our Sponsor
    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early—so you can work proactively, not just put out fires. See a demo at ⁠⁠allvoices.co⁠⁠.

    ]]>     Episode Summary


    What does it take to build an AI-native HR culture?

    In this episode of HR Voices, host Emily Fenech sits down with Kate Kemp, Chief People Officer at Restaurant365 the platform powering operations for major brands like McDonald’s, Taco Bell, and Wendy’s.

    With past HR leadership roles at DocuSign and Airbnb, Kate brings a wealth of experience in people strategy at high-growth tech companies.

    Kate shares how she’s preparing her teams for 2026 and beyond, emphasizing AI adoption, continuous learning, and a culture of curiosity over fear.

    From implementing department-specific AI champions to launching hackathons that encourage cross-functional collaboration, Kate’s approach blends empowerment, experimentation, and empathy.

    Whether you're just starting to explore AI or leading transformation at scale, this episode offers practical strategies for fostering a resilient, forward-thinking HR function.

    Timestamps

    • [00:45] – Meet Kate Kemp and her journey from Airbnb and DocuSign to Restaurant365

    • [02:45] – Why embracing rapid change is the new HR superpower

    • [04:42] – Building a growth mindset culture amid AI disruption

    • [06:37] – Gamifying AI learning: empowering teams to pitch tools and test ideas

    • [08:22] – Transforming recruiters into AI-savvy innovators

    • [10:40] – The Champions Council: Scaling AI adoption across departments

    • [12:45] – Designing “always-on” AI learning to avoid one-off training pitfalls

    • [14:43] – Advice for HR leaders feeling behind on AI: start small, stay curious

    Takeaways

    • Foster a growth mindset by modeling curiosity and optimism around change

    • Create AI champions to decentralize innovation and build internal expertise

    • Encourage experimentation by inviting teams to test tools and pitch use cases

    • Gamify learning to make AI adoption engaging, not overwhelming

    • Build cross-functional alignment through collaborative forums and open dialogue

    • Normalize the learning curve—no one’s “behind” if they’re paying attention and staying open


    Our Sponsor
    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early—so you can work proactively, not just put out fires. See a demo at ⁠⁠allvoices.co⁠⁠.

    ]]>     Thu, 16 Oct 2025 09:00:00 +0000 Rebecca Taylor Rebecca Taylor 997 Episode SummaryWhat does it take to build an AI-native HR culture? In this episode of HR Voices, host Emily Fenech sits down with Kate Kemp, Chief People Officer at Restaurant365 the platform powering operations for major brands like McDonald’s, Taco Bell, and Wendy’s. With past HR leadership roles at DocuSign and Airbnb, Kate brings a wealth of experience in people strategy at high-growth tech companies.Kate shares how she’s preparing her teams for 2026 and beyond, emphasizing AI adoption, continuous learning, and a culture of curiosity over fear. From implementing department-specific AI champions to launching hackathons that encourage cross-functional collaboration, Kate’s approach blends empowerment, experimentation, and empathy.Whether you're just starting to explore AI or leading transformation at scale, this episode offers practical strategies for fostering a resilient, forward-thinking HR function.Timestamps[00:45] – Meet Kate Kemp and her journey from Airbnb and DocuSign to Restaurant365[02:45] – Why embracing rapid change is the new HR superpower[04:42] – Building a growth mindset culture amid AI disruption[06:37] – Gamifying AI learning: empowering teams to pitch tools and test ideas[08:22] – Transforming recruiters into AI-savvy innovators[10:40] – The Champions Council: Scaling AI adoption across departments[12:45] – Designing “always-on” AI learning to avoid one-off training pitfalls[14:43] – Advice for HR leaders feeling behind on AI: start small, stay curiousTakeawaysFoster a growth mindset by modeling curiosity and optimism around changeCreate AI champions to decentralize innovation and build internal expertiseEncourage experimentation by inviting teams to test tools and pitch use casesGamify learning to make AI adoption engaging, not overwhelmingBuild cross-functional alignment through collaborative forums and open dialogueNormalize the learning curve—no one’s “behind” if they’re paying attention and staying openOur SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early—so you can work proactively, not just put out fires. See a demo at ⁠⁠allvoices.co⁠⁠. Episode SummaryWhat does it take to build an AI-native HR culture? In this episode of HR Voices, host Emily Fenech sits down with Kate Kemp, Chief People Officer at Restaurant365 the platform powering operations for major brands like McDonald’s, Taco Bell HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Chief-People-Officer, Kate-Kemp No     David Alsop, CHRO at Ultradent 10 10 David Alsop, CHRO at Ultradent full e277729d-132e-4ad5-9c28-43d538df4e22 https://share.transistor.fm/s/6e4d1091 How do you keep a global, mostly non-desk workforce informed, aligned, and proud to belong?

    David Alsop, Chief Human Resources Officer at Ultradent Products, a global manufacturer of dental and oral health products, explains how his team connects a multilingual frontline through clarity, short-form video, and practical AI.

    He shares why HR must act like content creators, how mobile-first comms outperform text for factory teams, and how translation tech now removes costly barriers across 20+ languages.

    David also details Ultradent’s onsite-first philosophy, how to define flexibility by role without dividing office and line workers, and why recruiting with radical clarity prevents mis-hires. He breaks down “culture charters” that turn values into daily behaviors, job-level guides that set expectations, and a leadership frame—360 care that balances employees, customers, and company results.

    Expect actionable examples, from filming on an iPhone with a gimbal to using Microsoft Copilot, ChatGPT, and Viva Engage to scale clear, inclusive communication.


    Key Timestamps


    • - [00:45] – Guest intro: Ultradent’s global footprint and the “apex” of individualism and unity
    • - [01:51] – What’s unique about HR in manufacturing vs. tech: keeping non-desk workers connected
    • - [04:01] – HR as content creators: short-form video, mobile-first comms, filming on the floor
    • - [05:57] – Practical AI: Copilot/ChatGPT to refine tone, translation at scale, Viva Engage
    • - [08:52] – 2026 people challenges: engagement vs. “apex connection” and recruiting with clarity
    • - [11:15] – Onsite-first culture: collaboration, trust, and defining flexibility by role
    • - [14:29] – From values to behaviors: culture guides, job-level expectations, and team charters
    • - [16:36] – 360 care: balancing employees, customers, and company performance


    Takeaways

    • - Make HR a content studio: use short, mobile-first video to reach frontline teams; film, interview, and ship usable clips.
    • - Leverage AI to sharpen communications and translate instantly; judge messages by outcomes, not authorship.
    • - Recruit with radical clarity about culture (e.g., onsite-first) to attract right-fit talent and avoid misalignment.
    • - Define flexibility by role: shifts and schedules for manufacturing; location flexibility where it truly fits.
    • - Turn values into operating norms via culture charters and job-level guides; practice peer accountability.
    • - Lead with 360 care—balance employees, customers, and company results for sustainable performance.


    Sponsor

    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.


    See a demo at ⁠⁠⁠⁠allvoices.co⁠⁠⁠⁠.

    ]]>     How do you keep a global, mostly non-desk workforce informed, aligned, and proud to belong?

    David Alsop, Chief Human Resources Officer at Ultradent Products, a global manufacturer of dental and oral health products, explains how his team connects a multilingual frontline through clarity, short-form video, and practical AI.

    He shares why HR must act like content creators, how mobile-first comms outperform text for factory teams, and how translation tech now removes costly barriers across 20+ languages.

    David also details Ultradent’s onsite-first philosophy, how to define flexibility by role without dividing office and line workers, and why recruiting with radical clarity prevents mis-hires. He breaks down “culture charters” that turn values into daily behaviors, job-level guides that set expectations, and a leadership frame—360 care that balances employees, customers, and company results.

    Expect actionable examples, from filming on an iPhone with a gimbal to using Microsoft Copilot, ChatGPT, and Viva Engage to scale clear, inclusive communication.


    Key Timestamps


    • - [00:45] – Guest intro: Ultradent’s global footprint and the “apex” of individualism and unity
    • - [01:51] – What’s unique about HR in manufacturing vs. tech: keeping non-desk workers connected
    • - [04:01] – HR as content creators: short-form video, mobile-first comms, filming on the floor
    • - [05:57] – Practical AI: Copilot/ChatGPT to refine tone, translation at scale, Viva Engage
    • - [08:52] – 2026 people challenges: engagement vs. “apex connection” and recruiting with clarity
    • - [11:15] – Onsite-first culture: collaboration, trust, and defining flexibility by role
    • - [14:29] – From values to behaviors: culture guides, job-level expectations, and team charters
    • - [16:36] – 360 care: balancing employees, customers, and company performance


    Takeaways

    • - Make HR a content studio: use short, mobile-first video to reach frontline teams; film, interview, and ship usable clips.
    • - Leverage AI to sharpen communications and translate instantly; judge messages by outcomes, not authorship.
    • - Recruit with radical clarity about culture (e.g., onsite-first) to attract right-fit talent and avoid misalignment.
    • - Define flexibility by role: shifts and schedules for manufacturing; location flexibility where it truly fits.
    • - Turn values into operating norms via culture charters and job-level guides; practice peer accountability.
    • - Lead with 360 care—balance employees, customers, and company results for sustainable performance.


    Sponsor

    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.


    See a demo at ⁠⁠⁠⁠allvoices.co⁠⁠⁠⁠.

    ]]>     Mon, 13 Oct 2025 09:00:00 +0000 Rebecca Taylor Rebecca Taylor 1104 How do you keep a global, mostly non-desk workforce informed, aligned, and proud to belong? David Alsop, Chief Human Resources Officer at Ultradent Products, a global manufacturer of dental and oral health products, explains how his team connects a multilingual frontline through clarity, short-form video, and practical AI. He shares why HR must act like content creators, how mobile-first comms outperform text for factory teams, and how translation tech now removes costly barriers across 20+ languages. David also details Ultradent’s onsite-first philosophy, how to define flexibility by role without dividing office and line workers, and why recruiting with radical clarity prevents mis-hires. He breaks down “culture charters” that turn values into daily behaviors, job-level guides that set expectations, and a leadership frame—360 care that balances employees, customers, and company results. Expect actionable examples, from filming on an iPhone with a gimbal to using Microsoft Copilot, ChatGPT, and Viva Engage to scale clear, inclusive communication.Key Timestamps- [00:45] – Guest intro: Ultradent’s global footprint and the “apex” of individualism and unity- [01:51] – What’s unique about HR in manufacturing vs. tech: keeping non-desk workers connected- [04:01] – HR as content creators: short-form video, mobile-first comms, filming on the floor- [05:57] – Practical AI: Copilot/ChatGPT to refine tone, translation at scale, Viva Engage- [08:52] – 2026 people challenges: engagement vs. “apex connection” and recruiting with clarity- [11:15] – Onsite-first culture: collaboration, trust, and defining flexibility by role- [14:29] – From values to behaviors: culture guides, job-level expectations, and team charters- [16:36] – 360 care: balancing employees, customers, and company performanceTakeaways- Make HR a content studio: use short, mobile-first video to reach frontline teams; film, interview, and ship usable clips.- Leverage AI to sharpen communications and translate instantly; judge messages by outcomes, not authorship.- Recruit with radical clarity about culture (e.g., onsite-first) to attract right-fit talent and avoid misalignment.- Define flexibility by role: shifts and schedules for manufacturing; location flexibility where it truly fits.- Turn values into operating norms via culture charters and job-level guides; practice peer accountability.- Lead with 360 care—balance employees, customers, and company results for sustainable performance.SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.See a demo at ⁠⁠⁠⁠allvoices.co⁠⁠⁠⁠. How do you keep a global, mostly non-desk workforce informed, aligned, and proud to belong? David Alsop, Chief Human Resources Officer at Ultradent Products, a global manufacturer of dental and oral health products, explains how his team connects a multil HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, CHRO, Ultradent, David-Alsop No     Laura Maffucci, VP, Head of Human Resources at Globalization Partners 9 9 Laura Maffucci, VP, Head of Human Resources at Globalization Partners full ccec371c-083e-4183-9017-5e8626f4f0e1 https://share.transistor.fm/s/c7791a4b Episode Summary


    In a world where AI is reshaping every corner of work, how can HR teams lead the way without leaving people behind? In this episode of HR Voices, host Emily Fenech speaks with Laura Maffucci, VP and Head of Human Resources at G-P Globalization Partners, a leader in Employer of Record (EOR) services and now, a pioneer in HR compliance AI with their tool GIA.

    Laura shares her unique vantage point as both an HR leader and a builder of HR tech, offering a rare look at how GP is approaching AI adoption across a global workforce.

    From launching an internal AI council and Slack-driven idea-sharing, to AI “Awesomeness Awards” and strict data security protocols, Laura explains how GP empowers employees to experiment with AI in a safe and supported environment.

    This episode explores the psychological hurdles employees face when adopting new tech, the real risks of AI misuse, and how HR can be both enablers and ethical stewards in this new era. If you're wondering how to implement AI in a people-first way or how to help your team feel less afraid of the future this conversation is packed with insights you can use.


    Timestamps

    • [00:35] – Introduction to Laura Maffucci and her role at GP

    • [01:01] – What GP does: EOR services and their AI tool, GIA

    • [02:37] – The biggest challenge in 2025: Change fatigue and AI overwhelm

    • [03:30] – How GP enables employees to adopt AI with confidence

    • [05:28] – Balancing fear and opportunity: Why AI won’t replace you—but could replace those who resist it

    • [07:31] – Combatting the stigma: Why using AI isn’t “cheating”

    • [09:24] – How GIA was built: Trust, accuracy, and HR-legal vetting

    • [12:27] – AI “Awesomeness Awards” and the power of safe experimentation

    • [13:42] – Advice for HR leaders feeling behind on AI adoption

    Takeaways

    • Create a culture of psychological safety to encourage experimentation with AI

    • Develop guardrails and governance: clear policies, vetted tools, and education to reduce risk

    • Recognize and reward early adopters to build positive momentum internally

    • Use AI to automate the mundane, so teams can focus on strategic, people-first work

    • Don’t wait for perfection, just start: Find your internal champions and begin small

    • GIA is built for HR by HR, offering verified, reliable compliance and policy support worldwide


    Our Sponsor


    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early—so you can work proactively, not just put out fires. See a demo at ⁠⁠allvoices.co⁠⁠.

    ]]>     Episode Summary


    In a world where AI is reshaping every corner of work, how can HR teams lead the way without leaving people behind? In this episode of HR Voices, host Emily Fenech speaks with Laura Maffucci, VP and Head of Human Resources at G-P Globalization Partners, a leader in Employer of Record (EOR) services and now, a pioneer in HR compliance AI with their tool GIA.

    Laura shares her unique vantage point as both an HR leader and a builder of HR tech, offering a rare look at how GP is approaching AI adoption across a global workforce.

    From launching an internal AI council and Slack-driven idea-sharing, to AI “Awesomeness Awards” and strict data security protocols, Laura explains how GP empowers employees to experiment with AI in a safe and supported environment.

    This episode explores the psychological hurdles employees face when adopting new tech, the real risks of AI misuse, and how HR can be both enablers and ethical stewards in this new era. If you're wondering how to implement AI in a people-first way or how to help your team feel less afraid of the future this conversation is packed with insights you can use.


    Timestamps

    • [00:35] – Introduction to Laura Maffucci and her role at GP

    • [01:01] – What GP does: EOR services and their AI tool, GIA

    • [02:37] – The biggest challenge in 2025: Change fatigue and AI overwhelm

    • [03:30] – How GP enables employees to adopt AI with confidence

    • [05:28] – Balancing fear and opportunity: Why AI won’t replace you—but could replace those who resist it

    • [07:31] – Combatting the stigma: Why using AI isn’t “cheating”

    • [09:24] – How GIA was built: Trust, accuracy, and HR-legal vetting

    • [12:27] – AI “Awesomeness Awards” and the power of safe experimentation

    • [13:42] – Advice for HR leaders feeling behind on AI adoption

    Takeaways

    • Create a culture of psychological safety to encourage experimentation with AI

    • Develop guardrails and governance: clear policies, vetted tools, and education to reduce risk

    • Recognize and reward early adopters to build positive momentum internally

    • Use AI to automate the mundane, so teams can focus on strategic, people-first work

    • Don’t wait for perfection, just start: Find your internal champions and begin small

    • GIA is built for HR by HR, offering verified, reliable compliance and policy support worldwide


    Our Sponsor


    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early—so you can work proactively, not just put out fires. See a demo at ⁠⁠allvoices.co⁠⁠.

    ]]>     Thu, 09 Oct 2025 09:00:00 +0000 Rebecca Taylor Rebecca Taylor 860 Episode SummaryIn a world where AI is reshaping every corner of work, how can HR teams lead the way without leaving people behind? In this episode of HR Voices, host Emily Fenech speaks with Laura Maffucci, VP and Head of Human Resources at G-P Globalization Partners, a leader in Employer of Record (EOR) services and now, a pioneer in HR compliance AI with their tool GIA.Laura shares her unique vantage point as both an HR leader and a builder of HR tech, offering a rare look at how GP is approaching AI adoption across a global workforce. From launching an internal AI council and Slack-driven idea-sharing, to AI “Awesomeness Awards” and strict data security protocols, Laura explains how GP empowers employees to experiment with AI in a safe and supported environment.This episode explores the psychological hurdles employees face when adopting new tech, the real risks of AI misuse, and how HR can be both enablers and ethical stewards in this new era. If you're wondering how to implement AI in a people-first way or how to help your team feel less afraid of the future this conversation is packed with insights you can use.Timestamps[00:35] – Introduction to Laura Maffucci and her role at GP[01:01] – What GP does: EOR services and their AI tool, GIA[02:37] – The biggest challenge in 2025: Change fatigue and AI overwhelm[03:30] – How GP enables employees to adopt AI with confidence[05:28] – Balancing fear and opportunity: Why AI won’t replace you—but could replace those who resist it[07:31] – Combatting the stigma: Why using AI isn’t “cheating”[09:24] – How GIA was built: Trust, accuracy, and HR-legal vetting[12:27] – AI “Awesomeness Awards” and the power of safe experimentation[13:42] – Advice for HR leaders feeling behind on AI adoptionTakeawaysCreate a culture of psychological safety to encourage experimentation with AIDevelop guardrails and governance: clear policies, vetted tools, and education to reduce riskRecognize and reward early adopters to build positive momentum internallyUse AI to automate the mundane, so teams can focus on strategic, people-first workDon’t wait for perfection, just start: Find your internal champions and begin smallGIA is built for HR by HR, offering verified, reliable compliance and policy support worldwideOur SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early—so you can work proactively, not just put out fires. See a demo at ⁠⁠allvoices.co⁠⁠. Episode SummaryIn a world where AI is reshaping every corner of work, how can HR teams lead the way without leaving people behind? In this episode of HR Voices, host Emily Fenech speaks with Laura Maffucci, VP and Head of Human Resources at G-P Globalizat HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Vice-President, Globalization-Partners, Laura-Maffucci No     Cheryl Naumann, Chief Human Resources Officer at University of Phoenix 8 8 Cheryl Naumann, Chief Human Resources Officer at University of Phoenix full 2a294a0c-f7b4-4dcb-ac15-fe2ad25ce7bc https://share.transistor.fm/s/8597fe79 How do you scale people strategy for a fully remote workforce, while future-proofing with AI?


    In this episode, host Emily Fenech sits down with Cheryl Naumann, Chief Human Resources Officer at the University of Phoenix, to unpack how her team supports 3,000+ employees and faculty who serve working adult learners nationwide.

    Cheryl shares how UOPX keeps engagement far above benchmarks in a digital-first culture, why “brave, honest, focused” values power connection, and how the university is rolling out an enterprise-wide AI upskilling initiative from learning paths and enterprise tools to grassroots “power users” who accelerate adoption. She closes with practical advice on building an enterprise mindset so HR can drive business outcomes, not just people processes.


    Key Timestamps

    • [00:35] – Introduction: Cheryl’s remit and the mission of serving working adult learners

    • [01:00] – Inside the CHRO scope: TA, total rewards, HRBPs, comms, and aligning people strategy to university goals

    • [05:11] – Biggest challenge: sustaining connection and wellness in a fully remote culture

    • [08:06] – Culture in action: “Be brave” and the virtual coffee outreach playbook

    • [11:49] – AI upskilling at UOPX: leaders first, benchmarking usage, and safe enterprise tools

    • [14:33] – Power users as change catalysts: grassroots adoption beats policy alone

    • [17:13] – Real HR use cases: comms headlines, L&D visualizations, Glassdoor replies, compliance workflows, legal summaries

    • [20:41] – Final advice: lead with an enterprise mindset and listen for people-powered solutions

    Takeaways

    • Design for digital connection: Encourage intentional outreach (e.g., “virtual coffees”) to build friendships and cross-functional visibility.
    • Measure and mind engagement: Pulse twice a year; celebrate high scores but don’t relax—remote wellness requires ongoing attention.
    • Upskill leaders first on AI: Build confidence with curated learning paths and sanctioned tools to model safe, effective use.
    • Leverage power users: Turn early adopters into guides who share use cases and shrink the intimidation curve.
    • Start small, compound wins: Automate summaries, visualizations, workflows, and comms to reclaim time for higher-value work.
    • Adopt an enterprise mindset: Know the business levers, listen widely, and align people solutions to strategic outcomes.


  • Our Sponsor

    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires. See a demo at ⁠⁠⁠allvoices.co⁠⁠⁠

    • ]]>     How do you scale people strategy for a fully remote workforce, while future-proofing with AI?


    In this episode, host Emily Fenech sits down with Cheryl Naumann, Chief Human Resources Officer at the University of Phoenix, to unpack how her team supports 3,000+ employees and faculty who serve working adult learners nationwide.

    Cheryl shares how UOPX keeps engagement far above benchmarks in a digital-first culture, why “brave, honest, focused” values power connection, and how the university is rolling out an enterprise-wide AI upskilling initiative from learning paths and enterprise tools to grassroots “power users” who accelerate adoption. She closes with practical advice on building an enterprise mindset so HR can drive business outcomes, not just people processes.


    Key Timestamps

    • [00:35] – Introduction: Cheryl’s remit and the mission of serving working adult learners

    • [01:00] – Inside the CHRO scope: TA, total rewards, HRBPs, comms, and aligning people strategy to university goals

    • [05:11] – Biggest challenge: sustaining connection and wellness in a fully remote culture

    • [08:06] – Culture in action: “Be brave” and the virtual coffee outreach playbook

    • [11:49] – AI upskilling at UOPX: leaders first, benchmarking usage, and safe enterprise tools

    • [14:33] – Power users as change catalysts: grassroots adoption beats policy alone

    • [17:13] – Real HR use cases: comms headlines, L&D visualizations, Glassdoor replies, compliance workflows, legal summaries

    • [20:41] – Final advice: lead with an enterprise mindset and listen for people-powered solutions

    Takeaways

    • Design for digital connection: Encourage intentional outreach (e.g., “virtual coffees”) to build friendships and cross-functional visibility.
    • Measure and mind engagement: Pulse twice a year; celebrate high scores but don’t relax—remote wellness requires ongoing attention.
    • Upskill leaders first on AI: Build confidence with curated learning paths and sanctioned tools to model safe, effective use.
    • Leverage power users: Turn early adopters into guides who share use cases and shrink the intimidation curve.
    • Start small, compound wins: Automate summaries, visualizations, workflows, and comms to reclaim time for higher-value work.
    • Adopt an enterprise mindset: Know the business levers, listen widely, and align people solutions to strategic outcomes.


  • Our Sponsor

    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires. See a demo at ⁠⁠⁠allvoices.co⁠⁠⁠

    • ]]>     Mon, 06 Oct 2025 09:00:00 +0000 Rebecca Taylor Rebecca Taylor 1300 How do you scale people strategy for a fully remote workforce, while future-proofing with AI? In this episode, host Emily Fenech sits down with Cheryl Naumann, Chief Human Resources Officer at the University of Phoenix, to unpack how her team supports 3,000+ employees and faculty who serve working adult learners nationwide. Cheryl shares how UOPX keeps engagement far above benchmarks in a digital-first culture, why “brave, honest, focused” values power connection, and how the university is rolling out an enterprise-wide AI upskilling initiative from learning paths and enterprise tools to grassroots “power users” who accelerate adoption. She closes with practical advice on building an enterprise mindset so HR can drive business outcomes, not just people processes.Key Timestamps[00:35] – Introduction: Cheryl’s remit and the mission of serving working adult learners[01:00] – Inside the CHRO scope: TA, total rewards, HRBPs, comms, and aligning people strategy to university goals[05:11] – Biggest challenge: sustaining connection and wellness in a fully remote culture[08:06] – Culture in action: “Be brave” and the virtual coffee outreach playbook[11:49] – AI upskilling at UOPX: leaders first, benchmarking usage, and safe enterprise tools[14:33] – Power users as change catalysts: grassroots adoption beats policy alone[17:13] – Real HR use cases: comms headlines, L&D visualizations, Glassdoor replies, compliance workflows, legal summaries[20:41] – Final advice: lead with an enterprise mindset and listen for people-powered solutionsTakeawaysDesign for digital connection: Encourage intentional outreach (e.g., “virtual coffees”) to build friendships and cross-functional visibility.Measure and mind engagement: Pulse twice a year; celebrate high scores but don’t relax—remote wellness requires ongoing attention.Upskill leaders first on AI: Build confidence with curated learning paths and sanctioned tools to model safe, effective use.Leverage power users: Turn early adopters into guides who share use cases and shrink the intimidation curve.Start small, compound wins: Automate summaries, visualizations, workflows, and comms to reclaim time for higher-value work.Adopt an enterprise mindset: Know the business levers, listen widely, and align people solutions to strategic outcomes.Our SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires. See a demo at ⁠⁠⁠allvoices.co⁠⁠⁠ How do you scale people strategy for a fully remote workforce, while future-proofing with AI? In this episode, host Emily Fenech sits down with Cheryl Naumann, Chief Human Resources Officer at the University of Phoenix, to unpack how her team supports 3,0 HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, University-of-Phoenix, Cheryl-Naumann No     David Hawthorne, Chief People Officer at Anchor Point Management Group, LLC 7 7 David Hawthorne, Chief People Officer at Anchor Point Management Group, LLC full 6de2612e-a44e-4c65-96b5-61771c7d89e7 https://share.transistor.fm/s/144ccf05 Episode Summary

    What does it take to lead people strategy for nearly 12,000 employees across 11 brands and 500 locations?

    In this episode of HR Voices, host Emily Fenech sits down with David Hawthorne, Chief People Officer at Anchor Point Management Group, the operator behind major franchises like Taco Bell and Buffalo Wild Wings.

    With over two decades at the company, David shares how leadership has evolved through massive growth and what it really means to upskill thousands of managers in a high-turnover, frontline industry.

    From the lingering impacts of COVID on talent to leveraging skills-based hiring and experimenting with AI in HR, David offers real-world insights into managing scale without losing a people-first mindset. You’ll hear how Anchor Point is reducing turnover, building a skills inventory, and creating a culture of accountability plus, why the best leadership development still happens shoulder to shoulder.

    Key Timestamps

    • [00:35] – Meet David Hawthorne and Anchor Point’s massive multi-brand footprint

    • [01:43] – The challenge of staying agile as a “small company in a big body”

    • [02:29] – Top leadership challenges post-COVID and bridging generational skill gaps

    • [03:16] – Why getting “back to basics” works: communication, accountability, and feedback

    • [05:30] – The power of role modeling over traditional training

    • [06:33] – Skills-first hiring and building an internal skills inventory

    • [08:55] – Where AI fits into HR workflows and where it doesn’t (yet)

    • [10:51] – Using HCM data to predict and prevent employee turnover

    • [12:00] – David’s career advice: Don’t wait to be developed—own your growth

    Takeaways

    • Return to leadership fundamentals, strong communication and accountability still move the needle

    • Upskilling starts with role modeling, the most effective training is seeing great leadership in action

    • Build a skills inventory know what your people are good at beyond job titles

    • AI can aid but not replace human judgment, especially when it comes to sensitive HR issues

    • Use HCM data for retention, spot flight risks and take proactive steps to retain talent

      Own your development, resources are everywhere, but initiative is up to you

  • Sponsor

    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

    See a demo at ⁠⁠⁠allvoices.co⁠⁠⁠.


    • ]]>     Episode Summary

    What does it take to lead people strategy for nearly 12,000 employees across 11 brands and 500 locations?

    In this episode of HR Voices, host Emily Fenech sits down with David Hawthorne, Chief People Officer at Anchor Point Management Group, the operator behind major franchises like Taco Bell and Buffalo Wild Wings.

    With over two decades at the company, David shares how leadership has evolved through massive growth and what it really means to upskill thousands of managers in a high-turnover, frontline industry.

    From the lingering impacts of COVID on talent to leveraging skills-based hiring and experimenting with AI in HR, David offers real-world insights into managing scale without losing a people-first mindset. You’ll hear how Anchor Point is reducing turnover, building a skills inventory, and creating a culture of accountability plus, why the best leadership development still happens shoulder to shoulder.

    Key Timestamps

    • [00:35] – Meet David Hawthorne and Anchor Point’s massive multi-brand footprint

    • [01:43] – The challenge of staying agile as a “small company in a big body”

    • [02:29] – Top leadership challenges post-COVID and bridging generational skill gaps

    • [03:16] – Why getting “back to basics” works: communication, accountability, and feedback

    • [05:30] – The power of role modeling over traditional training

    • [06:33] – Skills-first hiring and building an internal skills inventory

    • [08:55] – Where AI fits into HR workflows and where it doesn’t (yet)

    • [10:51] – Using HCM data to predict and prevent employee turnover

    • [12:00] – David’s career advice: Don’t wait to be developed—own your growth

    Takeaways

    • Return to leadership fundamentals, strong communication and accountability still move the needle

    • Upskilling starts with role modeling, the most effective training is seeing great leadership in action

    • Build a skills inventory know what your people are good at beyond job titles

    • AI can aid but not replace human judgment, especially when it comes to sensitive HR issues

    • Use HCM data for retention, spot flight risks and take proactive steps to retain talent

      Own your development, resources are everywhere, but initiative is up to you

  • Sponsor

    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

    See a demo at ⁠⁠⁠allvoices.co⁠⁠⁠.


    • ]]>     Mon, 29 Sep 2025 09:00:00 +0000 Rebecca Taylor Rebecca Taylor 810 Episode SummaryWhat does it take to lead people strategy for nearly 12,000 employees across 11 brands and 500 locations? In this episode of HR Voices, host Emily Fenech sits down with David Hawthorne, Chief People Officer at Anchor Point Management Group, the operator behind major franchises like Taco Bell and Buffalo Wild Wings. With over two decades at the company, David shares how leadership has evolved through massive growth and what it really means to upskill thousands of managers in a high-turnover, frontline industry.From the lingering impacts of COVID on talent to leveraging skills-based hiring and experimenting with AI in HR, David offers real-world insights into managing scale without losing a people-first mindset. You’ll hear how Anchor Point is reducing turnover, building a skills inventory, and creating a culture of accountability plus, why the best leadership development still happens shoulder to shoulder.Key Timestamps[00:35] – Meet David Hawthorne and Anchor Point’s massive multi-brand footprint[01:43] – The challenge of staying agile as a “small company in a big body”[02:29] – Top leadership challenges post-COVID and bridging generational skill gaps[03:16] – Why getting “back to basics” works: communication, accountability, and feedback[05:30] – The power of role modeling over traditional training[06:33] – Skills-first hiring and building an internal skills inventory[08:55] – Where AI fits into HR workflows and where it doesn’t (yet)[10:51] – Using HCM data to predict and prevent employee turnover[12:00] – David’s career advice: Don’t wait to be developed—own your growthTakeawaysReturn to leadership fundamentals, strong communication and accountability still move the needleUpskilling starts with role modeling, the most effective training is seeing great leadership in actionBuild a skills inventory know what your people are good at beyond job titlesAI can aid but not replace human judgment, especially when it comes to sensitive HR issuesUse HCM data for retention, spot flight risks and take proactive steps to retain talentOwn your development, resources are everywhere, but initiative is up to youSponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires. See a demo at ⁠⁠⁠allvoices.co⁠⁠⁠. Episode SummaryWhat does it take to lead people strategy for nearly 12,000 employees across 11 brands and 500 locations? In this episode of HR Voices, host Emily Fenech sits down with David Hawthorne, Chief People Officer at Anchor Point Management Group, HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Chief-People-Officer, David-Hawthorne No     Maral Kazanjian, Chief People Officer at Moody’s Corporation 6 6 Maral Kazanjian, Chief People Officer at Moody’s Corporation full caa8520d-f1ed-44dd-a902-51b28485c1cc https://share.transistor.fm/s/d5d9d56e Episode Summary

    What if AI could free your workforce to focus on the work only humans can do best? In this episode of HR Voices by All Voices, host Emily Fenech sits down with Maral Kazanjian, Chief People Officer at Moody’s, to explore how a 115-year-old global company is embracing AI to transform both business outcomes and employee experience.

    Maral shares how Moody’s has integrated large language models (LLMs) and agentic AI into its operations, not just to deliver smarter insights to clients, but to reshape how employees work, learn, and grow. From bonusing employees for experimenting with AI tools to creating a pioneering role, Head of AI Workforce Enablement

    Maral details how HR can lead the way in balancing innovation, governance, and humanity.

    Whether you’re curious about practical HR use cases for AI, or wondering how to keep your workforce engaged through transformation, this conversation offers a roadmap for building a culture of experimentation, empowerment, and responsible tech adoption.


    Key Timestamps

    • [00:45] – Maral’s introduction and overview of Moody’s

    • [02:07] – Using AI and agentic tools to unlock business opportunities

    • [03:49] – How Moody’s people team is embedding AI into daily work

    • [06:26] – The viral “Head of AI Workforce Enablement” role and its vision

    • [09:25] – Governance, ethics, and balancing risk with innovation

    • [14:37] – Recruiting transformation with tech tools like HiredScore and Paradox

    • [17:53] – Advice for HR leaders who feel “behind” on AI adoption

      [20:24] – Why curiosity and play are the keys to building AI confidence


  • Takeaways

    • Embed AI into culture by creating structured learning, rewards, and experimentation opportunities.

    • Reframe workforce planning—AI is not about replacement, but enabling people to do more meaningful work.

    • Lead from HR, not just tech—people teams are uniquely positioned to balance innovation with responsible boundaries.

    • Focus on high-impact use cases—target specific pain points like recruiting efficiency or transactional HR support.

    • Cultivate curiosity—small, consistent habits of experimentation help employees build confidence with AI tools.


    Our Sponsor

    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires. See a demo at ⁠⁠allvoices.co⁠⁠.

    ]]>     Episode Summary

    What if AI could free your workforce to focus on the work only humans can do best? In this episode of HR Voices by All Voices, host Emily Fenech sits down with Maral Kazanjian, Chief People Officer at Moody’s, to explore how a 115-year-old global company is embracing AI to transform both business outcomes and employee experience.

    Maral shares how Moody’s has integrated large language models (LLMs) and agentic AI into its operations, not just to deliver smarter insights to clients, but to reshape how employees work, learn, and grow. From bonusing employees for experimenting with AI tools to creating a pioneering role, Head of AI Workforce Enablement

    Maral details how HR can lead the way in balancing innovation, governance, and humanity.

    Whether you’re curious about practical HR use cases for AI, or wondering how to keep your workforce engaged through transformation, this conversation offers a roadmap for building a culture of experimentation, empowerment, and responsible tech adoption.


    Key Timestamps

    • [00:45] – Maral’s introduction and overview of Moody’s

    • [02:07] – Using AI and agentic tools to unlock business opportunities

    • [03:49] – How Moody’s people team is embedding AI into daily work

    • [06:26] – The viral “Head of AI Workforce Enablement” role and its vision

    • [09:25] – Governance, ethics, and balancing risk with innovation

    • [14:37] – Recruiting transformation with tech tools like HiredScore and Paradox

    • [17:53] – Advice for HR leaders who feel “behind” on AI adoption

      [20:24] – Why curiosity and play are the keys to building AI confidence


  • Takeaways

    • Embed AI into culture by creating structured learning, rewards, and experimentation opportunities.

    • Reframe workforce planning—AI is not about replacement, but enabling people to do more meaningful work.

    • Lead from HR, not just tech—people teams are uniquely positioned to balance innovation with responsible boundaries.

    • Focus on high-impact use cases—target specific pain points like recruiting efficiency or transactional HR support.

    • Cultivate curiosity—small, consistent habits of experimentation help employees build confidence with AI tools.


    Our Sponsor

    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires. See a demo at ⁠⁠allvoices.co⁠⁠.

    ]]>     Mon, 22 Sep 2025 09:00:00 +0000 Rebecca Taylor Rebecca Taylor 1262 Episode SummaryWhat if AI could free your workforce to focus on the work only humans can do best? In this episode of HR Voices by All Voices, host Emily Fenech sits down with Maral Kazanjian, Chief People Officer at Moody’s, to explore how a 115-year-old global company is embracing AI to transform both business outcomes and employee experience.Maral shares how Moody’s has integrated large language models (LLMs) and agentic AI into its operations, not just to deliver smarter insights to clients, but to reshape how employees work, learn, and grow. From bonusing employees for experimenting with AI tools to creating a pioneering role, Head of AI Workforce Enablement Maral details how HR can lead the way in balancing innovation, governance, and humanity.Whether you’re curious about practical HR use cases for AI, or wondering how to keep your workforce engaged through transformation, this conversation offers a roadmap for building a culture of experimentation, empowerment, and responsible tech adoption.Key Timestamps[00:45] – Maral’s introduction and overview of Moody’s[02:07] – Using AI and agentic tools to unlock business opportunities[03:49] – How Moody’s people team is embedding AI into daily work[06:26] – The viral “Head of AI Workforce Enablement” role and its vision[09:25] – Governance, ethics, and balancing risk with innovation[14:37] – Recruiting transformation with tech tools like HiredScore and Paradox[17:53] – Advice for HR leaders who feel “behind” on AI adoption[20:24] – Why curiosity and play are the keys to building AI confidenceTakeawaysEmbed AI into culture by creating structured learning, rewards, and experimentation opportunities.Reframe workforce planning—AI is not about replacement, but enabling people to do more meaningful work.Lead from HR, not just tech—people teams are uniquely positioned to balance innovation with responsible boundaries.Focus on high-impact use cases—target specific pain points like recruiting efficiency or transactional HR support.Cultivate curiosity—small, consistent habits of experimentation help employees build confidence with AI tools.Our SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires. See a demo at ⁠⁠allvoices.co⁠⁠. Episode SummaryWhat if AI could free your workforce to focus on the work only humans can do best? In this episode of HR Voices by All Voices, host Emily Fenech sits down with Maral Kazanjian, Chief People Officer at Moody’s, to explore how a 115-year-old HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Chief-People-Officer, Maral-Kazanjian No     Kevin Henry, Executive Vice President & Chief People Officer at PulteGroup 5 5 Kevin Henry, Executive Vice President & Chief People Officer at PulteGroup full 7a948c2f-f4e5-41de-9761-023f53bc67d9 https://share.transistor.fm/s/95642962 Episode Summary
    What does it take to lead a people strategy for a 7,000+ employee organization across 45 markets—and still put people first? In this episode of HR Voices by All Voices, Emily Fenech sits down with Kevin Henry, Chief People Officer at Pulte Group, one of the largest home construction companies in the U.S. Kevin shares how his team drives culture, engagement, and trust in a fast-paced, high-growth environment.

    Kevin opens up about the biggest challenge facing people leaders today: supporting the emotional, physical, and mental wellbeing of employees amidst economic, social, and environmental uncertainty. His leadership approach emphasizes intentional communication, providing “the why” behind decisions, and creating safe spaces for transparency and connection.

    Listeners will walk away with powerful insights on the shift from work-life balance to life-work integration, how to build trust at scale, and why consistency—and caring—wins the race.

    Key Timestamps

    • [00:35] – Introduction to Kevin Henry and Pulte Group’s people strategy

    • [02:14] – The power of listening and meeting employees where they are

    • [03:11] – The top challenge: supporting wellbeing in uncertain times

    • [04:38] – Why context and transparency matter more than ever

    • [07:46] – The blurring of work and life—and how leaders should respond

    • [09:37] – Building intimacy and trust within teams

    • [12:24] – Valuing differences: a personal story on perspective and inclusion

    • [16:54] – Final advice: be bold, be wise, be people first

    Takeaways

    • Communicate the “why” behind decisions to create alignment and engagement

    • Recognize and support the whole person, not just the employee

    • Build trust through intentional leadership and vulnerability

    • Create psychologically safe environments that encourage real conversation

    • Value different perspectives to unlock team potential and belonging

    • Consistency beats intensity—lead with patience and purpose

    Our Sponsor

    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early—so you can work proactively, not just put out fires. See a demo at ⁠allvoices.co⁠.


    ]]>     Episode Summary
    What does it take to lead a people strategy for a 7,000+ employee organization across 45 markets—and still put people first? In this episode of HR Voices by All Voices, Emily Fenech sits down with Kevin Henry, Chief People Officer at Pulte Group, one of the largest home construction companies in the U.S. Kevin shares how his team drives culture, engagement, and trust in a fast-paced, high-growth environment.

    Kevin opens up about the biggest challenge facing people leaders today: supporting the emotional, physical, and mental wellbeing of employees amidst economic, social, and environmental uncertainty. His leadership approach emphasizes intentional communication, providing “the why” behind decisions, and creating safe spaces for transparency and connection.

    Listeners will walk away with powerful insights on the shift from work-life balance to life-work integration, how to build trust at scale, and why consistency—and caring—wins the race.

    Key Timestamps

    • [00:35] – Introduction to Kevin Henry and Pulte Group’s people strategy

    • [02:14] – The power of listening and meeting employees where they are

    • [03:11] – The top challenge: supporting wellbeing in uncertain times

    • [04:38] – Why context and transparency matter more than ever

    • [07:46] – The blurring of work and life—and how leaders should respond

    • [09:37] – Building intimacy and trust within teams

    • [12:24] – Valuing differences: a personal story on perspective and inclusion

    • [16:54] – Final advice: be bold, be wise, be people first

    Takeaways

    • Communicate the “why” behind decisions to create alignment and engagement

    • Recognize and support the whole person, not just the employee

    • Build trust through intentional leadership and vulnerability

    • Create psychologically safe environments that encourage real conversation

    • Value different perspectives to unlock team potential and belonging

    • Consistency beats intensity—lead with patience and purpose

    Our Sponsor

    AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early—so you can work proactively, not just put out fires. See a demo at ⁠allvoices.co⁠.


    ]]>     Mon, 15 Sep 2025 09:00:00 +0000 Rebecca Taylor Rebecca Taylor 1131 Episode SummaryWhat does it take to lead a people strategy for a 7,000+ employee organization across 45 markets—and still put people first? In this episode of HR Voices by All Voices, Emily Fenech sits down with Kevin Henry, Chief People Officer at Pulte Group, one of the largest home construction companies in the U.S. Kevin shares how his team drives culture, engagement, and trust in a fast-paced, high-growth environment.Kevin opens up about the biggest challenge facing people leaders today: supporting the emotional, physical, and mental wellbeing of employees amidst economic, social, and environmental uncertainty. His leadership approach emphasizes intentional communication, providing “the why” behind decisions, and creating safe spaces for transparency and connection.Listeners will walk away with powerful insights on the shift from work-life balance to life-work integration, how to build trust at scale, and why consistency—and caring—wins the race.Key Timestamps[00:35] – Introduction to Kevin Henry and Pulte Group’s people strategy[02:14] – The power of listening and meeting employees where they are[03:11] – The top challenge: supporting wellbeing in uncertain times[04:38] – Why context and transparency matter more than ever[07:46] – The blurring of work and life—and how leaders should respond[09:37] – Building intimacy and trust within teams[12:24] – Valuing differences: a personal story on perspective and inclusion[16:54] – Final advice: be bold, be wise, be people firstTakeawaysCommunicate the “why” behind decisions to create alignment and engagementRecognize and support the whole person, not just the employeeBuild trust through intentional leadership and vulnerabilityCreate psychologically safe environments that encourage real conversationValue different perspectives to unlock team potential and belongingConsistency beats intensity—lead with patience and purposeOur SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early—so you can work proactively, not just put out fires. See a demo at ⁠allvoices.co⁠. Episode SummaryWhat does it take to lead a people strategy for a 7,000+ employee organization across 45 markets—and still put people first? In this episode of HR Voices by All Voices, Emily Fenech sits down with Kevin Henry, Chief People Officer at Pulte HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Kevin-Henry, Chief-People-Officer, PulteGroup No     Alexandra Basso Moore, Chief People Officer at Asset Living 4 4 Alexandra Basso Moore, Chief People Officer at Asset Living full 12fa0fe3-c166-4ded-a403-743674ce492f https://share.transistor.fm/s/c0fe5e15 Episode Summary
    What does it take to lead HR for a 13,000-person workforce in a rapidly evolving AI landscape? In this episode of HR Voices, Emily Fenech sits down with Alex Moore, Chief People Officer at Asset Living, one of the largest property management firms in the U.S. Alex shares how his team is reimagining the employee experience by embedding empathy, operational expertise, and smart AI adoption across the people function.

    From redesigning roles and automating recruiting workflows to embedding former operators into HR teams, Alex reveals the strategic decisions that are helping his people organization stay human-centric—while staying ahead. You’ll hear about the practical tools they're using, the cultural shift it’s enabling, and why empathy remains their north star amid the noise of digital transformation.

    Whether you're leading a people team or navigating AI at scale, this episode offers clear, actionable insights on building a future-ready, human-first HR function.

    Key Timestamps

    • [00:45] – Meet Alex Moore, CPO at Asset Living

    • [01:03] – Leading HR at scale: Growing from 6,500 to 13,000+ employees

    • [03:03] – The biggest challenge: Balancing AI adoption with human empathy

    • [04:17] – How Asset Living is redesigning roles through AI

    • [07:29] – Embedding frontline operators into HR functions

    • [11:29] – Automating recruiting: Chatbots, ATS, and faster hiring

    • [14:31] – Using AI in performance management to reduce bias and improve insight

    • [15:33] – How to evaluate AI tools that align with business and people goals

    • [17:27] – Final advice: Think beyond HR—AI must serve the entire business

    Takeaways

    • Lead AI transformation with empathy to ensure people feel supported—not replaced

    • Redesign roles to prioritize high-impact work as automation removes tactical load

    • Embed former frontline operators into HR teams to boost relevance and credibility

    • Leverage AI in recruiting and performance reviews to streamline processes and reduce bias

    • Evaluate AI tools through a business-wide lens, not just HR efficiency

    Our SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early—so you can work proactively, not just put out fires. See a demo at allvoices.co.

    ]]>     Episode Summary
    What does it take to lead HR for a 13,000-person workforce in a rapidly evolving AI landscape? In this episode of HR Voices, Emily Fenech sits down with Alex Moore, Chief People Officer at Asset Living, one of the largest property management firms in the U.S. Alex shares how his team is reimagining the employee experience by embedding empathy, operational expertise, and smart AI adoption across the people function.

    From redesigning roles and automating recruiting workflows to embedding former operators into HR teams, Alex reveals the strategic decisions that are helping his people organization stay human-centric—while staying ahead. You’ll hear about the practical tools they're using, the cultural shift it’s enabling, and why empathy remains their north star amid the noise of digital transformation.

    Whether you're leading a people team or navigating AI at scale, this episode offers clear, actionable insights on building a future-ready, human-first HR function.

    Key Timestamps

    • [00:45] – Meet Alex Moore, CPO at Asset Living

    • [01:03] – Leading HR at scale: Growing from 6,500 to 13,000+ employees

    • [03:03] – The biggest challenge: Balancing AI adoption with human empathy

    • [04:17] – How Asset Living is redesigning roles through AI

    • [07:29] – Embedding frontline operators into HR functions

    • [11:29] – Automating recruiting: Chatbots, ATS, and faster hiring

    • [14:31] – Using AI in performance management to reduce bias and improve insight

    • [15:33] – How to evaluate AI tools that align with business and people goals

    • [17:27] – Final advice: Think beyond HR—AI must serve the entire business

    Takeaways

    • Lead AI transformation with empathy to ensure people feel supported—not replaced

    • Redesign roles to prioritize high-impact work as automation removes tactical load

    • Embed former frontline operators into HR teams to boost relevance and credibility

    • Leverage AI in recruiting and performance reviews to streamline processes and reduce bias

    • Evaluate AI tools through a business-wide lens, not just HR efficiency

    Our SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early—so you can work proactively, not just put out fires. See a demo at allvoices.co.

    ]]>     Mon, 08 Sep 2025 09:00:00 +0000 Rebecca Taylor Rebecca Taylor 1146 Episode SummaryWhat does it take to lead HR for a 13,000-person workforce in a rapidly evolving AI landscape? In this episode of HR Voices, Emily Fenech sits down with Alex Moore, Chief People Officer at Asset Living, one of the largest property management firms in the U.S. Alex shares how his team is reimagining the employee experience by embedding empathy, operational expertise, and smart AI adoption across the people function.From redesigning roles and automating recruiting workflows to embedding former operators into HR teams, Alex reveals the strategic decisions that are helping his people organization stay human-centric—while staying ahead. You’ll hear about the practical tools they're using, the cultural shift it’s enabling, and why empathy remains their north star amid the noise of digital transformation.Whether you're leading a people team or navigating AI at scale, this episode offers clear, actionable insights on building a future-ready, human-first HR function.Key Timestamps[00:45] – Meet Alex Moore, CPO at Asset Living[01:03] – Leading HR at scale: Growing from 6,500 to 13,000+ employees[03:03] – The biggest challenge: Balancing AI adoption with human empathy[04:17] – How Asset Living is redesigning roles through AI[07:29] – Embedding frontline operators into HR functions[11:29] – Automating recruiting: Chatbots, ATS, and faster hiring[14:31] – Using AI in performance management to reduce bias and improve insight[15:33] – How to evaluate AI tools that align with business and people goals[17:27] – Final advice: Think beyond HR—AI must serve the entire businessTakeawaysLead AI transformation with empathy to ensure people feel supported—not replacedRedesign roles to prioritize high-impact work as automation removes tactical loadEmbed former frontline operators into HR teams to boost relevance and credibilityLeverage AI in recruiting and performance reviews to streamline processes and reduce biasEvaluate AI tools through a business-wide lens, not just HR efficiencyOur SponsorAllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early—so you can work proactively, not just put out fires. See a demo at allvoices.co. Episode SummaryWhat does it take to lead HR for a 13,000-person workforce in a rapidly evolving AI landscape? In this episode of HR Voices, Emily Fenech sits down with Alex Moore, Chief People Officer at Asset Living, one of the largest property managemen HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Alexandra-Basso-Moore, Chief-People-Officer, Asset-Living No     Dr. Milana Hogan, Chief Talent Officer at Sullivan & Cromwell LLP 3 3 Dr. Milana Hogan, Chief Talent Officer at Sullivan & Cromwell LLP full 9a175513-761a-41f2-bbc9-b0e7e8a4c662 https://share.transistor.fm/s/fd435b00 Episode Summary
    Why do so few women make it to the top in big law—even though they start at the same rate as men? In this episode of HR Voices, host Emily Fenech speaks with Dr. Milana Hogan, Chief Talent Officer at Sullivan & Cromwell, who has spent years studying this exact leadership gap. Drawing from her doctoral research in work-based learning and her role in shaping talent at one of the world’s top law firms, Dr. Hogan shares how two powerful traits—grit and growth mindset—are common denominators among women who rise through the legal ranks.

    She explains how these non-cognitive traits can be measured, developed, and embedded into workplace culture—not only at the individual level but also across entire teams. You’ll hear why performance and persistence matter as much as intelligence, how HR leaders can foster these traits in their organizations, and why resilience is the leadership currency of the future.

    Whether you're navigating your own career path or looking to develop the next generation of leaders, this episode offers powerful, research-backed insights on what it takes to thrive in high-pressure industries.


    Key Timestamps

    • [00:36] – Introduction to Dr. Milana Hogan and her research on gender gaps in law firm leadership

    • [01:42] – The leadership drop-off: Why women don’t advance at the same rates

    • [02:34] – What women can control: Building success through behavioral traits

    • [03:58] – Defining grit and growth mindset in the workplace

    • [06:55] – How to identify and assess grit in interviews and resumes

    • [08:58] – Can grit be taught? Why this is good news for professionals

    • [14:19] – How HR can promote grit and growth mindset at scale

    • [18:27] – Why gritty teams outperform and how to build them

    • [20:38] – Final advice for people leaders: Take care of yourself to lead others


    Takeaways

    • Recognize the career cliff: Even with equal entry rates, women drop off in leadership—understanding why is key to solving it.

    • Grit = sustained effort + passion: It's not about sprinting; it's about showing up consistently, especially in high-pressure careers.

    • Growth mindset is a belief system: People who believe they can improve tend to persist longer and achieve more.

    • Grit and mindset are learnable: Even low scorers on assessments can develop these traits through intentional practice.

    • Embed traits in culture: Use training, evaluations, and leadership storytelling to normalize grit and growth mindset.

    • Team-level resilience matters: High-performing teams operate with shared perseverance—not just individual effort.

    • HR leaders must refill their own tanks: Self-care is not optional when your job is to support others’ success.


    Our Sponsor
    AllVoices⁠ is an employee feedback platform designed to make it easy and safe for employees to speak up. With anonymous reporting, pulse surveys, and case management tools, AllVoices helps HR and leadership teams address issues early, build trust, and improve workplace culture. Empower your employees to share feedback anytime, from anywhere. ⁠Join hundreds of companies using AllVoices to create a healthier workplace.⁠

    ]]>     Episode Summary
    Why do so few women make it to the top in big law—even though they start at the same rate as men? In this episode of HR Voices, host Emily Fenech speaks with Dr. Milana Hogan, Chief Talent Officer at Sullivan & Cromwell, who has spent years studying this exact leadership gap. Drawing from her doctoral research in work-based learning and her role in shaping talent at one of the world’s top law firms, Dr. Hogan shares how two powerful traits—grit and growth mindset—are common denominators among women who rise through the legal ranks.

    She explains how these non-cognitive traits can be measured, developed, and embedded into workplace culture—not only at the individual level but also across entire teams. You’ll hear why performance and persistence matter as much as intelligence, how HR leaders can foster these traits in their organizations, and why resilience is the leadership currency of the future.

    Whether you're navigating your own career path or looking to develop the next generation of leaders, this episode offers powerful, research-backed insights on what it takes to thrive in high-pressure industries.


    Key Timestamps

    • [00:36] – Introduction to Dr. Milana Hogan and her research on gender gaps in law firm leadership

    • [01:42] – The leadership drop-off: Why women don’t advance at the same rates

    • [02:34] – What women can control: Building success through behavioral traits

    • [03:58] – Defining grit and growth mindset in the workplace

    • [06:55] – How to identify and assess grit in interviews and resumes

    • [08:58] – Can grit be taught? Why this is good news for professionals

    • [14:19] – How HR can promote grit and growth mindset at scale

    • [18:27] – Why gritty teams outperform and how to build them

    • [20:38] – Final advice for people leaders: Take care of yourself to lead others


    Takeaways

    • Recognize the career cliff: Even with equal entry rates, women drop off in leadership—understanding why is key to solving it.

    • Grit = sustained effort + passion: It's not about sprinting; it's about showing up consistently, especially in high-pressure careers.

    • Growth mindset is a belief system: People who believe they can improve tend to persist longer and achieve more.

    • Grit and mindset are learnable: Even low scorers on assessments can develop these traits through intentional practice.

    • Embed traits in culture: Use training, evaluations, and leadership storytelling to normalize grit and growth mindset.

    • Team-level resilience matters: High-performing teams operate with shared perseverance—not just individual effort.

    • HR leaders must refill their own tanks: Self-care is not optional when your job is to support others’ success.


    Our Sponsor
    AllVoices⁠ is an employee feedback platform designed to make it easy and safe for employees to speak up. With anonymous reporting, pulse surveys, and case management tools, AllVoices helps HR and leadership teams address issues early, build trust, and improve workplace culture. Empower your employees to share feedback anytime, from anywhere. ⁠Join hundreds of companies using AllVoices to create a healthier workplace.⁠

    ]]>     Wed, 03 Sep 2025 09:00:00 +0000 Rebecca Taylor Rebecca Taylor 1333 Episode SummaryWhy do so few women make it to the top in big law—even though they start at the same rate as men? In this episode of HR Voices, host Emily Fenech speaks with Dr. Milana Hogan, Chief Talent Officer at Sullivan & Cromwell, who has spent years studying this exact leadership gap. Drawing from her doctoral research in work-based learning and her role in shaping talent at one of the world’s top law firms, Dr. Hogan shares how two powerful traits—grit and growth mindset—are common denominators among women who rise through the legal ranks.She explains how these non-cognitive traits can be measured, developed, and embedded into workplace culture—not only at the individual level but also across entire teams. You’ll hear why performance and persistence matter as much as intelligence, how HR leaders can foster these traits in their organizations, and why resilience is the leadership currency of the future.Whether you're navigating your own career path or looking to develop the next generation of leaders, this episode offers powerful, research-backed insights on what it takes to thrive in high-pressure industries.Key Timestamps[00:36] – Introduction to Dr. Milana Hogan and her research on gender gaps in law firm leadership[01:42] – The leadership drop-off: Why women don’t advance at the same rates[02:34] – What women can control: Building success through behavioral traits[03:58] – Defining grit and growth mindset in the workplace[06:55] – How to identify and assess grit in interviews and resumes[08:58] – Can grit be taught? Why this is good news for professionals[14:19] – How HR can promote grit and growth mindset at scale[18:27] – Why gritty teams outperform and how to build them[20:38] – Final advice for people leaders: Take care of yourself to lead othersTakeawaysRecognize the career cliff: Even with equal entry rates, women drop off in leadership—understanding why is key to solving it.Grit = sustained effort + passion: It's not about sprinting; it's about showing up consistently, especially in high-pressure careers.Growth mindset is a belief system: People who believe they can improve tend to persist longer and achieve more.Grit and mindset are learnable: Even low scorers on assessments can develop these traits through intentional practice.Embed traits in culture: Use training, evaluations, and leadership storytelling to normalize grit and growth mindset.Team-level resilience matters: High-performing teams operate with shared perseverance—not just individual effort.HR leaders must refill their own tanks: Self-care is not optional when your job is to support others’ success.Our SponsorAllVoices⁠ is an employee feedback platform designed to make it easy and safe for employees to speak up. With anonymous reporting, pulse surveys, and case management tools, AllVoices helps HR and leadership teams address issues early, build trust, and improve workplace culture. Empower your employees to share feedback anytime, from anywhere. ⁠Join hundreds of companies using AllVoices to create a healthier workplace.⁠ Episode SummaryWhy do so few women make it to the top in big law—even though they start at the same rate as men? In this episode of HR Voices, host Emily Fenech speaks with Dr. Milana Hogan, Chief Talent Officer at Sullivan & Cromwell, who has spent y HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Sullivan-&-Cromwell-LLP No     Pamela J. Brown, Head of People & Culture at Crunch Fitness 2 2 Pamela J. Brown, Head of People & Culture at Crunch Fitness full 090a0e93-4e2f-47f6-8fb5-bd6ef5b06239 https://share.transistor.fm/s/b30b7a21 Episode Summary

    In this episode of HR Voices by AllVoices, Emily Fenech sits down with Pamela Brown, Head of People and Culture at Crunch Fitness, to explore how HR leaders can shift from being reactive task managers to strategic business drivers. Pam shares how she uses ruthless prioritization to align people initiatives with top- and bottom-line business goals, and why she considers herself a businessperson first who specializes in people.

    Pam also opens up about her personal transformation journey at Crunch—including losing 60 pounds—and how that experience helped her build deeper credibility with frontline teams. From predictive analytics in HR to strengthening manager capability, Pam offers a masterclass in combining authenticity, data, and strategy to amplify culture and results.

    Whether you're fighting for a seat at the table or trying to keep up with the rapid pace of AI in HR, this conversation offers practical insights and grounded leadership advice.


    Key Timestamps

    • [00:34] – Meet Pamela Brown, Head of People and Culture at Crunch Fitness

    • [01:02] – The expanding role of HR: culture keeper, change navigator, and strategy partner

    • [01:56] – Ruthless prioritization: how Pam decides what matters most

    • [03:21] – Tying HR strategy to business growth and executive priorities

    • [04:15] – Owning your seat: becoming a business-first HR leader

    • [05:22] – Personal transformation: how Pam’s fitness journey built trust and connection

    • [07:54] – The rise of predictive analytics in people strategy

    • [09:52] – Building strong partnerships with technology experts

    • [11:28] – Using AI to interpret engagement data and drive action

    • [13:50] – Pam’s leadership philosophy: be a multiplier


    Takeaways

    • Lead HR with ruthless prioritization to avoid distraction and align with business impact

    • Act like a business owner: speak the language of finance, operations, and outcomes

    • Build credibility through lived experience, vulnerability, and real connection

    • Leverage predictive analytics to proactively address turnover and engagement

    • Network with a give-first mindset to build authentic, lasting professional relationships

    • Be a culture multiplier by identifying growth opportunities at every level of the organization


    Our Sponsor
    ⁠AllVoices⁠ is an employee feedback platform designed to make it easy and safe for employees to speak up. With anonymous reporting, pulse surveys, and case management tools, AllVoices helps HR and leadership teams address issues early, build trust, and improve workplace culture. Empower your employees to share feedback anytime, from anywhere. ⁠Join hundreds of companies using AllVoices to create a healthier workplace.⁠


    ]]>     Episode Summary

    In this episode of HR Voices by AllVoices, Emily Fenech sits down with Pamela Brown, Head of People and Culture at Crunch Fitness, to explore how HR leaders can shift from being reactive task managers to strategic business drivers. Pam shares how she uses ruthless prioritization to align people initiatives with top- and bottom-line business goals, and why she considers herself a businessperson first who specializes in people.

    Pam also opens up about her personal transformation journey at Crunch—including losing 60 pounds—and how that experience helped her build deeper credibility with frontline teams. From predictive analytics in HR to strengthening manager capability, Pam offers a masterclass in combining authenticity, data, and strategy to amplify culture and results.

    Whether you're fighting for a seat at the table or trying to keep up with the rapid pace of AI in HR, this conversation offers practical insights and grounded leadership advice.


    Key Timestamps

    • [00:34] – Meet Pamela Brown, Head of People and Culture at Crunch Fitness

    • [01:02] – The expanding role of HR: culture keeper, change navigator, and strategy partner

    • [01:56] – Ruthless prioritization: how Pam decides what matters most

    • [03:21] – Tying HR strategy to business growth and executive priorities

    • [04:15] – Owning your seat: becoming a business-first HR leader

    • [05:22] – Personal transformation: how Pam’s fitness journey built trust and connection

    • [07:54] – The rise of predictive analytics in people strategy

    • [09:52] – Building strong partnerships with technology experts

    • [11:28] – Using AI to interpret engagement data and drive action

    • [13:50] – Pam’s leadership philosophy: be a multiplier


    Takeaways

    • Lead HR with ruthless prioritization to avoid distraction and align with business impact

    • Act like a business owner: speak the language of finance, operations, and outcomes

    • Build credibility through lived experience, vulnerability, and real connection

    • Leverage predictive analytics to proactively address turnover and engagement

    • Network with a give-first mindset to build authentic, lasting professional relationships

    • Be a culture multiplier by identifying growth opportunities at every level of the organization


    Our Sponsor
    ⁠AllVoices⁠ is an employee feedback platform designed to make it easy and safe for employees to speak up. With anonymous reporting, pulse surveys, and case management tools, AllVoices helps HR and leadership teams address issues early, build trust, and improve workplace culture. Empower your employees to share feedback anytime, from anywhere. ⁠Join hundreds of companies using AllVoices to create a healthier workplace.⁠


    ]]>     Mon, 25 Aug 2025 14:42:33 +0000 Rebecca Taylor Rebecca Taylor 898 Episode SummaryIn this episode of HR Voices by AllVoices, Emily Fenech sits down with Pamela Brown, Head of People and Culture at Crunch Fitness, to explore how HR leaders can shift from being reactive task managers to strategic business drivers. Pam shares how she uses ruthless prioritization to align people initiatives with top- and bottom-line business goals, and why she considers herself a businessperson first who specializes in people.Pam also opens up about her personal transformation journey at Crunch—including losing 60 pounds—and how that experience helped her build deeper credibility with frontline teams. From predictive analytics in HR to strengthening manager capability, Pam offers a masterclass in combining authenticity, data, and strategy to amplify culture and results.Whether you're fighting for a seat at the table or trying to keep up with the rapid pace of AI in HR, this conversation offers practical insights and grounded leadership advice.Key Timestamps[00:34] – Meet Pamela Brown, Head of People and Culture at Crunch Fitness[01:02] – The expanding role of HR: culture keeper, change navigator, and strategy partner[01:56] – Ruthless prioritization: how Pam decides what matters most[03:21] – Tying HR strategy to business growth and executive priorities[04:15] – Owning your seat: becoming a business-first HR leader[05:22] – Personal transformation: how Pam’s fitness journey built trust and connection[07:54] – The rise of predictive analytics in people strategy[09:52] – Building strong partnerships with technology experts[11:28] – Using AI to interpret engagement data and drive action[13:50] – Pam’s leadership philosophy: be a multiplierTakeawaysLead HR with ruthless prioritization to avoid distraction and align with business impactAct like a business owner: speak the language of finance, operations, and outcomesBuild credibility through lived experience, vulnerability, and real connectionLeverage predictive analytics to proactively address turnover and engagementNetwork with a give-first mindset to build authentic, lasting professional relationshipsBe a culture multiplier by identifying growth opportunities at every level of the organizationOur Sponsor⁠AllVoices⁠ is an employee feedback platform designed to make it easy and safe for employees to speak up. With anonymous reporting, pulse surveys, and case management tools, AllVoices helps HR and leadership teams address issues early, build trust, and improve workplace culture. Empower your employees to share feedback anytime, from anywhere. ⁠Join hundreds of companies using AllVoices to create a healthier workplace.⁠ Episode SummaryIn this episode of HR Voices by AllVoices, Emily Fenech sits down with Pamela Brown, Head of People and Culture at Crunch Fitness, to explore how HR leaders can shift from being reactive task managers to strategic business drivers. Pam shar HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, Crunch-Fitness No     Dr. Patrick Fagan, Chief Talent / Human Resources Officer at NYC Department of Education 1 1 Dr. Patrick Fagan, Chief Talent / Human Resources Officer at NYC Department of Education full a4ef8126-5f05-49aa-b60f-be08c1e2cd99 https://share.transistor.fm/s/0b31788c Episode Summary
    What does it take to lead the People function for the largest school district in the United States? In this premiere episode of HR Voices, host Emily Fenech sits down with Dr. Patrick Fagan, Chief Talent and HR Officer for New York City Public Schools, to unpack the challenges and innovations behind managing a workforce of over 80,000 educators and staff.

    Dr. Fagan shares his path from lifelong public servant to top HR leader, and how his academic background in industrial-organizational psychology informs his leadership today. He dives into the complexities of scaling HR solutions across massive systems, the importance of storytelling and data in securing resources, and how NYC schools are experimenting with AI-powered coaching to support teacher well-being and retention.

    From navigating post-pandemic workplace expectations to piloting cutting-edge tech with a human-first mindset, this conversation offers valuable insights for any HR leader trying to do more with less—without losing sight of the people behind the work.


    Key Timestamps

    • [00:45] – Meet Dr. Patrick Fagan and his journey to a dream HR role

    • [03:43] – The biggest challenge: scaling with limited resources

    • [05:16] – How to make a strong business case for HR programs

    • [06:47] – Navigating AI within a massive, interdependent public system

    • [09:14] – Piloting BetterUp to support new teacher retention

    • [11:58] – Why people are more honest with AI—and what that means for HR

    • [13:09] – Creating psychological safety at scale

    • [14:06] – Final advice: don’t forget the “human” in human resources

    Takeaways

    • Tell compelling, data-backed stories to secure resources for your HR initiatives

    • Pilot and experiment—even in large systems, small tests can lead to scalable innovation

    • Use AI to augment, not replace, human connection and coaching

    • Address psychological safety proactively in large, distributed workforces

    • Lead with empathy—especially in a world saturated with buzzwords and tech trends


    Our Sponsor
    AllVoices is an employee feedback platform designed to make it easy and safe for employees to speak up. With anonymous reporting, pulse surveys, and case management tools, AllVoices helps HR and leadership teams address issues early, build trust, and improve workplace culture. Empower your employees to share feedback anytime, from anywhere. ⁠Join hundreds of companies using AllVoices to create a healthier workplace.⁠

    ]]>     Episode Summary
    What does it take to lead the People function for the largest school district in the United States? In this premiere episode of HR Voices, host Emily Fenech sits down with Dr. Patrick Fagan, Chief Talent and HR Officer for New York City Public Schools, to unpack the challenges and innovations behind managing a workforce of over 80,000 educators and staff.

    Dr. Fagan shares his path from lifelong public servant to top HR leader, and how his academic background in industrial-organizational psychology informs his leadership today. He dives into the complexities of scaling HR solutions across massive systems, the importance of storytelling and data in securing resources, and how NYC schools are experimenting with AI-powered coaching to support teacher well-being and retention.

    From navigating post-pandemic workplace expectations to piloting cutting-edge tech with a human-first mindset, this conversation offers valuable insights for any HR leader trying to do more with less—without losing sight of the people behind the work.


    Key Timestamps

    • [00:45] – Meet Dr. Patrick Fagan and his journey to a dream HR role

    • [03:43] – The biggest challenge: scaling with limited resources

    • [05:16] – How to make a strong business case for HR programs

    • [06:47] – Navigating AI within a massive, interdependent public system

    • [09:14] – Piloting BetterUp to support new teacher retention

    • [11:58] – Why people are more honest with AI—and what that means for HR

    • [13:09] – Creating psychological safety at scale

    • [14:06] – Final advice: don’t forget the “human” in human resources

    Takeaways

    • Tell compelling, data-backed stories to secure resources for your HR initiatives

    • Pilot and experiment—even in large systems, small tests can lead to scalable innovation

    • Use AI to augment, not replace, human connection and coaching

    • Address psychological safety proactively in large, distributed workforces

    • Lead with empathy—especially in a world saturated with buzzwords and tech trends


    Our Sponsor
    AllVoices is an employee feedback platform designed to make it easy and safe for employees to speak up. With anonymous reporting, pulse surveys, and case management tools, AllVoices helps HR and leadership teams address issues early, build trust, and improve workplace culture. Empower your employees to share feedback anytime, from anywhere. ⁠Join hundreds of companies using AllVoices to create a healthier workplace.⁠

    ]]>     Mon, 18 Aug 2025 10:00:00 +0000 Rebecca Taylor Rebecca Taylor 903 Episode SummaryWhat does it take to lead the People function for the largest school district in the United States? In this premiere episode of HR Voices, host Emily Fenech sits down with Dr. Patrick Fagan, Chief Talent and HR Officer for New York City Public Schools, to unpack the challenges and innovations behind managing a workforce of over 80,000 educators and staff.Dr. Fagan shares his path from lifelong public servant to top HR leader, and how his academic background in industrial-organizational psychology informs his leadership today. He dives into the complexities of scaling HR solutions across massive systems, the importance of storytelling and data in securing resources, and how NYC schools are experimenting with AI-powered coaching to support teacher well-being and retention.From navigating post-pandemic workplace expectations to piloting cutting-edge tech with a human-first mindset, this conversation offers valuable insights for any HR leader trying to do more with less—without losing sight of the people behind the work.Key Timestamps[00:45] – Meet Dr. Patrick Fagan and his journey to a dream HR role[03:43] – The biggest challenge: scaling with limited resources[05:16] – How to make a strong business case for HR programs[06:47] – Navigating AI within a massive, interdependent public system[09:14] – Piloting BetterUp to support new teacher retention[11:58] – Why people are more honest with AI—and what that means for HR[13:09] – Creating psychological safety at scale[14:06] – Final advice: don’t forget the “human” in human resourcesTakeawaysTell compelling, data-backed stories to secure resources for your HR initiativesPilot and experiment—even in large systems, small tests can lead to scalable innovationUse AI to augment, not replace, human connection and coachingAddress psychological safety proactively in large, distributed workforcesLead with empathy—especially in a world saturated with buzzwords and tech trendsOur SponsorAllVoices is an employee feedback platform designed to make it easy and safe for employees to speak up. With anonymous reporting, pulse surveys, and case management tools, AllVoices helps HR and leadership teams address issues early, build trust, and improve workplace culture. Empower your employees to share feedback anytime, from anywhere. ⁠Join hundreds of companies using AllVoices to create a healthier workplace.⁠ Episode SummaryWhat does it take to lead the People function for the largest school district in the United States? In this premiere episode of HR Voices, host Emily Fenech sits down with Dr. Patrick Fagan, Chief Talent and HR Officer for New York City Pub HR-Voices, employee-voice, HR-leadership, workplace-culture, people-strategy, organizational-development, employee-engagement, workplace-inclusion, diversity-equity, talent-management, HR-transformation, workplace-wellness, employee-retention, people-operations, organizational-strategy, NYC-Department-of-Education No