AI is already inside 75% of companies—and 100% of people are using it—but only 10% actually know how. So what's really standing between organizations and meaningful AI transformation? According to Amanda Scott, it's not the technology. It's us. In this episode, Barb Bidan sits down with Amanda Scott, CEO of North America Talent Solutions at AON and a PhD candidate researching AI's impact on the workforce, for a deep, data-driven conversation on what's real versus hype in the AI era. Amanda leads a team of 500+ advisors across rewards, career, executive compensation, and assessment, giving her a rare dual lens: practical client work by day, academic research by night. Together, Barb and Amanda unpack AI sensitivity heat maps, the widening gender pay gap hiding inside AI adoption, why junior and senior roles are most exposed, and how the "middle" of the workforce may be the most important group to get right. If you lead people, design jobs, or set pay strategy, this one's essential listening.

Timestamps

• 00:54 Amanda's global background and why she's pursuing a PhD on AI
• 03:56 The biggest limiting factor in AI adoption (hint: it's humans)
• 06:41 Building AI heat maps and reshaping jobs around them
• 12:50 What CHROs and C-suite leaders need to do right now
• 15:38 Amanda's research: how AI is widening the gender pay gap
• 18:48 The future for early-career workers entering the workforce
• 22:17 Why the middle of the organization may matter most
• 26:50 Lightning round and final takeaways

Takeaways

• Map where AI will hit your workforce before deploying tools—start with a sensitivity heat map of roles and tasks
• Rethink compensation alongside job design, because evolving roles change pay structures
• Prioritize reskilling as an inclusion strategy, not just a retention one
• Break down silos between HR, technology, finance, and the board—this conversation requires all of them
• Redesign processes from scratch instead of just speeding up old ones with AI
• Lead with curiosity; it's the one skill that compounds through every wave of change

Guest LinkedIn: https://www.linkedin.com/in/amandabscott/

Company website: https://www.AON.com

Sponsor

Wisq introduces Harper, your AI-powered HR service bot designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:54) - Amanda's global background and why she's pursuing a PhD on AI
• (03:56) - The biggest limiting factor in AI adoption (hint: it's humans)
• (06:41) - Building AI heat maps and reshaping jobs around them
• (12:50) - What CHROs and C-suite leaders need to do right now
• (15:38) - Amanda's research: how AI is widening the gender pay gap
• (18:48) - The future for early-career workers entering the workforce
• (22:17) - Why the middle of the organization may matter most
• (26:50) - Lightning round and final takeaways

What happens when you've actually built AI into hospitality at the scale of 7,000 employees and millions of guests—not theorized about it on LinkedIn? In this episode, Barb Bidan sits down with Ani Nazaryan, Chief People Officer at The Siegel Group and Amazing Brands, for a refreshingly practical conversation about where AI belongs in HR and where it absolutely doesn't. Ani built her foundation in luxury hospitality, helping open two of the most iconic resorts in Las Vegas—The Cosmopolitan and Fontainebleau—where she stood up entire people systems for thousands of employees and pioneered branded AI personas like Rose and Morris years before AI was a buzzword. 

Together, Barb and Ani get into the real use cases for AI in onboarding, recruiting, communications, and coaching—plus the moments leaders should never outsource. Ani shares why she calls overuse "hiding behind AI," her three-bucket test for when humans must lead (career, culture, judgment), and how to keep your authentic voice intact when AI is drafting your messages. If you're a people leader figuring out where to draw the line, this one's for you.

Timestamps

• [03:09] – Ani's immigrant journey from Armenia to Las Vegas hospitality
• [05:59] – Where to draw the line: AI as assistant, not replacement
• [07:21] – Why automated onboarding still needs a human phone call
• [09:40] – Building Rose and Morris: AI personas with brand identity
• [13:11] – Hard messages, layoffs, and the role AI should never play
• [14:48] – Keeping your authentic voice when drafting with AI
• [20:37] – The "keyboard warrior" trap and what overuse looks like
• [25:45] – Lightning round and Ani's final word for HR leaders

Takeaways

• Use the three-bucket test before letting AI lead: career impact, culture impact, judgment required → keep it human
• Bookend automated processes with real human touchpoints to preserve connection
• Draft your message in your own words first, then use AI to polish—not the other way around
• Build branded AI personas that reinforce identity instead of generic chatbots that flatten it
• Free leaders from manual reporting and templating so they can spend more time in the field
• Protect critical thinking by refusing to outsource judgment your team's experience earned

Guest LinkedIn: https://www.linkedin.com/in/ani-nazaryan-27660084/

Company website: https://siegelgroup.net

Sponsor

Wisq introduces Harper, the world's first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (03:09) - Ani's immigrant journey from Armenia to Las Vegas hospitality
• (05:59) - Where to draw the line: AI as assistant, not replacement
• (07:21) - Why automated onboarding still needs a human phone call
• (09:40) - Building Rose and Morris: AI personas with brand identity
• (13:11) - Hard messages, layoffs, and the role AI should never play
• (14:48) - Keeping your authentic voice when drafting with AI
• (20:37) - The "keyboard warrior" trap and what overuse looks like
• (25:45) - Lightning round and Ani's final word for HR leaders

If your HR team is buried in inbox requests, you’re leaving no time for the moments that truly need a human touch. Preet Michelson, Chief People Officer at TMS and Morgan Street Holdings, shares how she’s using AI to modernize global HR operations across 44+ countries—without losing the human element. 
A former CPA at KPMG who later moved into commercialization, Preet brings a business-first lens to HR, supporting a creative, fast-moving company known for Happy Meal toys and programs like T‑Mobile Tuesdays. She breaks down a practical, two-part approach: centralize and summarize inquiries with AI to spot training gaps and service needs, then route tier-0/1 questions to a chatbot (Jewel in SAP SuccessFactors) while protecting time for complex, sensitive issues. 

Preet also details a goal-led performance process powered by AI—goal suggestions, a living goal library, an “on/off track” mid-year, and year-end summaries pulled from emails and decks—which drove 96% review completion and 97% manager 1:1s. Expect clear criteria for bot vs. human, change management lessons after a global HCM rollout, and how HR shifts from “push” to “pull” by showing up with data, empathy, and a strategic POV.

Timestamps

[00:36] – From CPA to CPO: why HR must be business-first

[02:22] – Inside TMS and Morgan Street Holdings: a “buy and hold” model and global footprint

[03:25] – Creative, fast-moving culture: Happy Meal toys, T‑Mobile Tuesdays, and geopolitics

[04:41] – Fixing manual HR ops with AI: SAP SuccessFactors + Jewel, and the case for logging everything

[06:46] – Centralize, summarize, then go deep: using AI to bucket inquiries across EU/APMEA/NA

[09:44] – Bot vs. human: timeliness/accuracy vs. nuance/sensitivity (immigration, FMLA, family)

[13:19] – Goal-first performance: AI goal suggestions, a goal library, on/off-track mid-year, AI-aided year-end

[16:46] – Outcomes and brand shift: 96% review completion, 97% 1:1s, and moving HR from push to pull

Takeaways

- Centralize and summarize HR inquiries with AI to uncover training gaps, policy fixes, and regional needs.

- Route tier-0/1 transactions to a chatbot; reserve experts for nuanced, sensitive, or multi-path issues.

- Redesign performance around a few clear goals; use AI to suggest goals, craft feedback, and surface accomplishments.

- Simplify checkpoints—“on track/off track”—to focus manager time where it matters most.

- Measure adoption and communicate wins; high completion and 1:1 rates signal cultural momentum.

- Use AI as a time-saver, not a truth source; validate outputs and keep humans at the center of decisions.

Sponsor

Wisq introduces Harper, the world's first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:36) - From CPA to CPO: Why HR Must Be Business-First
• (02:22) - Inside TMS and Morgan Street Holdings: Buy and Hold Model
• (03:25) - Creative Culture: Happy Meal Toys and Global Footprint
• (04:41) - Fixing Manual HR Ops: SAP SuccessFactors Chatbot and Logging
• (06:46) - Centralize Summarize Then Go Deep: AI Inquiry Bucketing
• (09:44) - Bot vs Human: Timeliness and Accuracy vs Nuance and Sensitivity
• (13:19) - Goal-First Performance: AI Goals Library and Year-End Reviews
• (16:46) - 96% Completion and HR Brand Shift: From Push to Pull

How do you make AI feel human-first in a mission-driven, frontline environment? Ashley Ridgeway-Washington—CEO and Principal Advisor at Leverage Group and former CHRO at JPS Health Network—shares a leadership-led approach to AI that elevates patient care by improving the employee experience. A rare blend of HR strategist, attorney, and executive coach (JD, MHR, SPHR, SHRM-CP), Ashley has led global DEI at Amazon and is a Deloitte Next Gen CHRO Academy alum. She breaks down high-impact frontline use cases—from real-time materials management to patient de-escalation in the palm of a caregiver's hand—and why AI fails when it's treated as a tech project instead of an operating model change. Ashley details the leadership behaviors AI now demands (humility, problem clarity, decision rights, and governance), how to redirect time from admin to high-touch work, and why "train AI like an intern" is a powerful design principle. She also tackles AI literacy and guardrails (including deepfake risks), what healthcare can borrow from Amazon's customer obsession and speed-to-value, and how HR can automate the rote (absence management, onboarding, off-cycle pay) to focus on coaching, succession, and talent. Plus, lightning-round advice on what to delegate to an agent tomorrow and the digital mindset HR leaders need next.

TIMESTAMPS
[00:45] – Guest intro: Ashley's path (JPS Health Network, Amazon, Leverage Group) and why healthcare needs human-first AI
[02:00] – Frontline use cases: materials management, patient experience de-escalation—beyond diagnostics and rev cycle
[02:44] – Where AI fails: unclear problems, weak data, no change management, and skills atrophy risks
[05:35] – From admin to empathy: freeing leaders' time; using AI to check bias and tone while guarding against hallucinations
[08:58] – Automating HR: "Ask Ashley," RPA for absence management, labor planning, onboarding, and off-cycle pay
[12:46] – Lessons from Amazon: customer obsession, speed-to-value—without importing a ruthless edge
[15:57] – Design principles: train AI like an intern (voice, tone, context); set "never delegate to AI" decisions and guardrails
[18:22] – Literacy first: deepfakes, ethics, and why healthcare must invest in AI education for staff (and kids)

TAKEAWAYS
- Treat AI as a leadership and operating-model shift—define the problem, decision rights, data readiness, and change plan before tools.
- Redirect admin time to human touch; use AI for both enterprise efficiency and individual productivity (bias/voice checks for leaders).
- Automate the rote with RPA—absence management, labor planning, onboarding, and off-cycle pay—to unlock strategic HR work.
- Borrow tech's customer obsession and speed-to-value while anchoring to mission, empathy, and clinical competence.
- Train AI like an intern: codify voice, tone, and context; publish a "never delegate to AI" list; enforce governance and ethics.
- Build AI literacy and guardrails across the workforce to prevent misuse (e.g., deepfakes), audit outputs, and avoid skills atrophy.

Sponsor

The Human Element is brought to you by Harper, Wisq’s always-on AI HR Generalist, transforming how work gets done.

Powered by deep HR intelligence, Harper delivers instant, accurate, and empathetic support, from policy questions to performance coaching, so employees get answers fast and HR teams can focus on strategic work. By handling routine HR requests and automating everyday workflows, Harper helps organizations scale people operations while maintaining a human-centered employee experience.

Learn more and see Harper in action at https://www.wisq.com/.

• (00:45) - Guest Intro: Ashley's Path from JPS Health to Amazon to Leverage Group
• (02:00) - Frontline Use Cases: Materials Management and Patient De-Escalation
• (02:44) - Where AI Fails: Unclear Problems Weak Data and Skills Atrophy
• (05:35) - From Admin to Empathy: Freeing Time and Guarding Against Hallucinations
• (08:58) - Automating HR: Ask Ashley RPA Absence Management and Labor Planning
• (12:46) - Lessons from Amazon: Customer Obsession and Speed-to-Value
• (15:57) - Design Principles: Train AI Like an Intern and Set Guardrails
• (18:22) - Literacy First: Deepfakes Ethics and AI Education

If you're embedding AI "everywhere," how do you move fast without losing your human center—or burning out your leaders? Christy Harris, SVP and Chief Human Resources Officer at CCC Intelligent Solutions, shares how the 45-year-old, $1B+ AI-powered SaaS company is modernizing the auto claims ecosystem while transforming how its own people work. Christy explains CCC's consumer-first "tiebreaker" for tough trade-offs, why "AI everywhere" means embedding AI in daily workflows (not turning everyone into data scientists), and how purpose and storytelling keep teams grounded amid change. She dives into the emerging reality of leading both humans and AI workers, the importance of clear feedback loops (for agents and people), and how AI can coach managers in the moment. Christy also tackles leader capacity—what it takes to move with pace without tipping into burnout—and why internal AI adoption is a cultural shift, not just a technical one. Expect practical moves, from building AI fluency to launching CCC's first AI worker in T&E, plus a call for HR leaders to be architects of the future, not bystanders.

TIMESTAMPS
[01:09] – The problem CCC solves and why auto claims need modernization now
[03:01] – Balancing product AI with workforce change; the consumer-first tiebreaker
[04:06] – "AI everywhere" defined: embed in drafting, analysis, and prioritization; anchor in purpose
[09:53] – Move with pace and "fall in love with the problem, not the solution"
[12:37] – Leading humans and AI workers: feedback clarity and AI as a coach for managers
[17:59] – Leader capacity and burnout: supporting managers through fast change
[24:14] – Internal vs. product AI: adoption is cultural; build AI fluency and lead from the front
[24:38] – CCC's first AI worker in T&E: removing a high-friction employee pain point

TAKEAWAYS
- Anchor change in purpose and customer impact to reduce fear and keep teams aligned.
- Enroll, over-communicate, and create open forums—then listen and iterate.
- Embed AI in daily work (drafting, analysis, prioritization) so people focus on judgment and relationships.
- Train leaders to manage humans and AI workers; practice clear, corrective feedback and use AI to coach better.
- Move with pace and a challenger mindset—fall in love with the problem, not the solution.
- Treat internal AI as a culture change: build AI fluency, start with high-friction processes (e.g., T&E), and protect leader capacity to prevent burnout.

Sponsor

Wisq introduces Harper, the world's first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (01:09) - The problem CCC solves and why auto claims need modernization now
• (03:01) - Balancing product AI with workforce change; the consumer-first tiebreaker
• (04:06) - AI everywhere defined: embed in drafting, analysis, and prioritization; anchor in purpose
• (09:53) - Move with pace and "fall in love with the problem, not the solution"
• (12:37) - Leading humans and AI workers: feedback clarity and AI as a coach for managers
• (17:59) - Leader capacity and burnout: supporting managers through fast change
• (24:14) - Internal vs. product AI: adoption is cultural; build AI fluency and lead from the front
• (24:38) - CCC's first AI worker in T&E: removing a high-friction employee pain point

How do you build a people strategy for a high-trust, high-stakes environment where your “customers” are caregivers? 

Colette Brown, Chief Human Resources Officer at Stony Brook University Hospital, shares how her team centers HR on mission, fixes pay with data, and uses practical AI to return time to human moments. With strong alignment from CEO Carol Gomes, Colette led a compensation overhaul grounded in market reviews and role prioritization—driving vacancy down from 18% to 3%, turnover from 22% to 7%, and engagement from the 7th to the 55th percentile. She unpacks how Stony Brook avoids the “poof, you’re a leader” trap with hands-on manager development, a prescriptive 90-day onboarding and buddy program, and a culture of gratitude—right down to a dedicated Resilience Room. 

Colette also details where AI already works in healthcare HR and clinical workflows: policy analysis, job descriptions, tone checks, and ambient scribes that improve listening while preserving human review. She closes with hiring for values and aptitude (teach the rest) and a coaching approach that targets behaviors—not attitudes—so leaders build performance and dignity at the same time.

Timestamps

[00:45] – Guest intro and the reality of “caring for the caregivers”

[03:45] – Centering HR on mission: linking engagement to patient experience

[07:10] – Compensation overhaul: market reviews, prioritization, and leadership alignment

[10:10] – Results from pay investments: vacancy, turnover, and engagement turnarounds

[12:33] – From star clinician to capable manager: building real leadership development

[14:52] – Culture that sticks: 90-day onboarding, gratitude, and the Resilience Room

[17:25] – Practical AI: policy analysis, job descriptions, and ambient scribes with human review

[25:21] – Coach behaviors, not attitudes: “pinpointing” to drive change

Takeaways

- Anchor HR decisions to mission and patient experience to sustain alignment and energy.

- Fix pay first: run market reviews, prioritize high-impact roles, and secure CEO/CFO sponsorship.

- Replace “poof, you’re a leader” with structured, hands-on manager training and clear expectations.

- Design culture into the first 90 days—buddy programs, frequent check-ins, and visible recognition.

- Use AI to shed tedium (policy comparisons, JDs, tone checks) and adopt ambient scribes to improve listening—always with human validation.

- Hire for values, curiosity, and aptitude; teach the rest. Coach on observed behaviors, not attitudes, to improve performance with dignity.

Sponsor

Wisq introduces Harper, the world's first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:45) - Guest intro and the reality of caring for the caregivers
• (03:45) - Centering HR on mission: linking engagement to patient experience
• (07:10) - Compensation overhaul: market reviews, prioritization, and leadership alignment
• (10:10) - Results from pay investments: vacancy, turnover, and engagement turnarounds
• (12:33) - From star clinician to capable manager: building real leadership development
• (14:52) - Culture that sticks: 90-day onboarding, gratitude, and the Resilience Room
• (17:25) - Practical AI: policy analysis, job descriptions, and ambient scribes with human review
• (25:21) - Coach behaviors: building performance and dignity at the same time

In mission-driven organizations, trust isn’t optional—so how do you adopt AI without losing the human element or opening new risks? 

Elizabeth Mattila, Chief Human Resources Officer at Environmental Defense Fund (EDF), shares a pragmatic playbook for using AI in HR while protecting culture, candidates, and company data. From her first “wow” moment with ChatGPT to today’s realities—deepfakes, resume automation, and high-volume recruiting—Elizabeth explains where AI adds real value and where humans must stay in the loop. 

She details how EDF is training recruiters to spot synthetic identities, exploring vendor partners for deepfake detection, and factoring AI’s environmental footprint into tech decisions. Elizabeth also digs into practical wins: using AI for executive summaries after workshops, triaging inbox overload, and translating employment-law changes into plain English. 

Expect a grounded approach: pilot AI to speed resume screening, keep interviews live and conversational, and set clear guardrails so AI assists—but never replaces—sensitive people work.

Timestamps

[00:45] – Guest intro: EDF’s mission and Elizabeth’s first “wow” with ChatGPT

[03:43] – Tool with caution: resume help vs. overuse and the rise of deepfakes

[06:05] – Security risk in hiring: training recruiters and why AI education is table stakes

[08:36] – Vendor landscape and EDF’s lens: spotting deepfakes and weighing environmental impact

[11:49] – AI in recruiting: where to automate—and why prerecorded video isn’t the answer

[17:05] – Practical wins: inbox triage, exec summaries, and boiling down legal changes

[19:33] – Guardrails that keep AI from “doing your job” while preserving speed and trust

[22:50] – Lightning round: protections, misconceptions, and AI red lines in HR

Takeaways

- Train recruiters to detect deepfakes; evaluate specialist vendors and bake controls into hiring.

- Pilot AI for resume triage and legal summarization, then layer human review for fit and nuance.

- Keep first-round interviews live; avoid prerecorded video screens that strip out human signals.

- Set clear guardrails: AI can draft resumes and summaries—never run sensitive employee relations.

- Weigh AI’s environmental impact alongside ethics, security, and business value.

- Invest in AI education for HR teams to move thoughtfully—not fearfully—at the right pace for your org.

Sponsor

Wisq introduces Harper, the world's first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:45) - Guest intro: EDF's mission and Elizabeth's first wow with ChatGPT
• (03:43) - Tool with caution: resume help vs. overuse and the rise of deepfakes
• (06:05) - Security risk in hiring: training recruiters and why AI education is table stakes
• (08:36) - Vendor landscape and EDF's lens: spotting deepfakes and weighing environmental impact
• (11:49) - AI in recruiting: where to automate and why prerecorded video isn't the answer
• (17:05) - Practical wins: inbox triage, exec summaries, and boiling down legal changes
• (19:33) - Guardrails that keep AI from doing your job while preserving speed and trust
• (22:50) - Lightning round: protections, misconceptions, and AI red lines in HR

How do you embed AI into HR across a complex, manufacturing-led enterprise without losing momentum, or quality? 

Jill Wrobel, Chief Human Resources Officer at Brunswick Corporation (Mercury Marine, Boston Whaler, Sea Ray), shares how her team is turning survey insights (“we have too much work”) into structured pilots and end-to-end redesigns. 

Jill explains why HR must pair quick wins—LLMs for TA notes, job descriptions, and policy queries—with deeper process rethinks like onboarding. 

She details a “future of HR work” hackathon, lessons from an HR Q&A bot that needed a quality reset, and how HRBPs are co-innovating with supply chain using multimodal AI to analyze tens of thousands of CAD drawings for tariff/material modeling. 

On the product side, she spotlights AutoCaptain—autonomous docking—and the skills engine behind it. Jill also covers AI in service workflows to handle seasonal spikes, the staffing realities of Freedom Boat Club, and where AI can accelerate M&A diligence and integration planning.

Finally, she unpacks governance with IT, legal, privacy, and cyber; why HR houses Brunswick’s Enterprise Transformation Office; and the leadership mindset shift from “speeding up current tasks” to true end-to-end transformation.

Timestamps

[00:45] – Guest intro: Brunswick’s global footprint and why boating builds community

[02:13] – From “too much work” to AI pilots: building a compensation agent and early hiccups

[04:45] – Redesign before you automate: onboarding, TA with LLMs, and lessons from an HR Q&A bot

[07:42] – HRBPs as innovators: multimodal AI on CAD drawings to model tariffs and upskill teams

[10:47] – Product-side AI: AutoCaptain and the skills behind autonomous docking

[13:09] – Rethinking ROI: beyond efficiency tweaks to end-to-end transformation and cultural agility

[18:51] – Seasonality and service ops: AI for manuals/parts; Freedom Boat Club hiring at scale; where M&A gains from AI

[27:50] – Governance that works: aligning HR, IT, legal, privacy, and cyber; HR’s Enterprise Transformation Office

Takeaways

- Run a “future of HR work” hackathon to surface pain points and co-build targeted AI agents.

- Redesign fragmented processes (e.g., onboarding) before layering automation; measure quality and iterate.

- Apply multimodal AI to complex files (CAD, service manuals) to free experts for higher-value strategy.

- Build cross-functional AI governance and prioritize investments; centralize momentum via a transformation office.

- Upskill leaders on AI fundamentals and shared definitions to reduce confusion and improve decisions.

- Treat adoption as change management: over-communicate, support longer than you think, and aim for employee self-service to relieve HR.

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:45) - Guest intro: Brunswick's global footprint and why boating builds community
• (02:13) - From too much work to AI pilots: building a compensation agent and early hiccups
• (04:45) - Redesign before you automate: onboarding, TA with LLMs, and lessons from an HR Q&A bot
• (07:42) - HRBPs as innovators: multimodal AI on CAD drawings to model tariffs and upskill teams
• (10:47) - Product-side AI: AutoCaptain and the skills behind autonomous docking
• (14:27) - Rethinking ROI: beyond efficiency tweaks to end-to-end transformation and cultural agility
• (18:51) - Seasonality and service ops: AI for manuals and parts; Freedom Boat Club hiring at scale; where M&A gains from AI
• (27:50) - Governance that works: aligning HR, IT, legal, privacy, and cyber; HR's Enterprise Transformation Office

Buying the shiniest AI won’t transform your org—redesigning the work will. 

Maggie Ruvoldt, Chief People Officer at Learn Behavioral, a national leader in ABA therapy for children and young adults with autism, lays out a practical, people-first blueprint for AI adoption that HR should lead. 

She reframes success away from headcount cuts and toward real operating gains—think shipped automated workflows, automation coverage, and organizational fluency. 

Maggie shares the “magic wand” exercise to surface repetitive, low-value tasks and, crucially, how to redeploy the time saved into innovation, empathy, and proactive work. She walks through process-mapping techniques, why fresh eyes and cross-functional “customers” matter, and how lightweight partners like Zapier can accelerate early wins. 

You’ll also hear why starting in Talent Acquisition is risky for culture and candidate experience, and how HR can build credibility by piloting AI within its own team before scaling with IT and operations.

Timestamps

[00:45] – Guest intro: Learn Behavioral’s mission and Maggie’s people-first lens on AI

[01:06] – Biggest misconception: tool-first thinking vs. redesigning the work

[02:31] – Beyond job cuts: workflow impact, automation coverage, and fluency as core metrics

[04:55] – The “magic wand” exercise: creating capacity and deciding how to use it

[08:36] – Case study: a resistant team embraces AI when time saved funds “dream projects”

[12:18] – Process mapping: end goals, fresh eyes, and cross-functional customers (plus Zapier)

[17:18] – Why HR should lead AI: build fluency in-house and partner with tech on shared goals

[23:46] – Don’t start with TA: protect candidate experience and automate the right moments

Takeaways

- Start with the work, not the tool—redesign roles and workflows before selecting technology.

- Measure what matters: ship automated workflows, track automation coverage, and raise team fluency.

- Use the “magic wand” exercise to identify low-value tasks and pre-plan how saved time will be reinvested.

- Redesign end-to-end processes with cross-functional customers and fresh eyes; don’t just “plug in” bots.

- Pilot AI inside HR to build hands-on fluency and credibility; share small wins to spark demand.

- Protect candidate experience—avoid leading with TA; automate thoughtfully while keeping real human connection.

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:45) - Guest intro: Learn Behavioral's mission and Maggie's people-first lens on AI
• (01:06) - Biggest misconception: tool-first thinking vs. redesigning the work
• (02:31) - Beyond job cuts: workflow impact, automation coverage, and fluency as core metrics
• (04:55) - The magic wand exercise: creating capacity and deciding how to use it
• (08:36) - Case study: a resistant team embraces AI when time saved funds dream projects
• (12:18) - Process mapping: end goals, fresh eyes, and cross-functional customers plus Zapier
• (17:18) - Why HR should lead AI: build fluency in-house and partner with tech on shared goals
• (23:46) - Don't start with TA: protect candidate experience and automate the right moments

He also covers governance, the tools they use, and early steps in employee sentiment analytics with a roadmap for retention. Fred breaks down change management that accelerates adoption and the metrics he trusts most to judge pilots: productivity and quality. His advice for HR leaders is simple: just try it and measure.

Chapters

[Start] Guest Introduction: Barb introduces Fred Skinner, and they discuss his roles in HR leadership.

01:31 Defining AI-for-HR Strategy: How companies like Eversana are defining AI in HR spaces to change the workspace.

07:56 IO Psychology and AI in HR: How Fred is using his background to redefine the use of AI in HR.

16:42 Employee Retention and Appreciation: Different tools available to help companies gauge their employee interest and how to improve.

20:12 Driving Adoption: The biggest changes Eversana has made to increase their adoption of AI in HR workflows.

Links and Resources

Eversana

Connect with Fred Skinner on LinkedIn

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:45) - Guest intro and the realities of HR in regulated life sciences
• (01:07) - Defining AI-for-HR strategy: enable the business with compliance rigor
• (02:38) - Project Windex: cleaning data/processes to kill tech debt and prep for AI
• (05:05) - First use cases: workflow automation and AI-powered TA (tailored intros, video screening, bias mitigation)
• (11:04) - Tools and outcomes: SmartRecruiters, Gemini vs. Copilot, hours saved, quality of hire
• (15:04) - Candidate experience: faster flow, clearer context—and the personalization trade-offs
• (17:10) - Reading employee sentiment today; building toward predictive retention risk
• (20:46) - Driving adoption: work instructions, prompts, and proof-point learning

How do you accelerate AI without losing the human element? 

Erica Koenig, Chief Human Resources Officer at SPS Commerce—the leader in supply chain cloud solutions—shares how her team is co-creating an AI-enabled future with employees while staying grounded in values and customer impact. 

Erica explains why curiosity, adaptability, and critical thinking are the leadership capabilities that matter most, and how SPS is using practical pilots to prove value—like Gong-powered sales coaching and an AI “performance management coach” that improves feedback and goal setting. 

She breaks down scaling HR in a global, acquisitive business with Workday as a single source of truth, the role of predictive people analytics, and how compliance and risk get easier with AI. 

Expect candid guidance on transparency, human-first design, ethical guardrails, and “perpetual beta”—plus what HR must unlearn to become capability builders in an AI era.

Timestamps

[00:45] – Guest intro: Erica Koenig, SPS Commerce’s CHRO and the people-first approach to AI

[01:13] – Co-creating AI with employees: pilots, leadership capabilities (curiosity, adaptability, critical thinking), and aligning to values

[04:11] – Global scaling with AI: workforce planning by market, acquisitions, Workday, and predictive people analytics

[06:45] – Compliance and risk: using AI to track regulations and reduce administrative load

[07:59] – Real pilot: Gong insights → targeted sales coaching and self-learning

[09:30] – AI “performance management coach”: better reviews, continuous feedback, and stronger goals

[11:22] – Building trust: transparency, human-in-the-loop, and why the conversation matters more than authorship

[14:00] – Human-first design and personalization at scale: reducing bias, designing guardrails, and tailoring development

[18:54] – What HR must unlearn: change fatigue, “perpetual beta,” and shifting from process owners to capability builders

[25:00] – Lightning round: AI isn’t a project, measuring adoption/sentiment, and why SPS chose a consolidated platform

Takeaways

- Involve employees early—run pilots and co-create to increase adoption and reduce fear.

- Build leadership capabilities for AI: curiosity, adaptability, and critical thinking.

- Use AI to remove low-value tasks so people can double down on relationships, innovation, and customer impact.

- Stand up practical use cases: call coaching from conversation data and an AI-assisted performance review/goal process to enable continuous feedback.

- Consolidate core systems (e.g., Workday) for a single source of truth, then plug in specialized tools as needed.

- Measure what matters: track employee adoption and sentiment; be transparent, set ethical guardrails, and test for bias with humans in the loop.

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:45) - Guest Intro: Erica Koenig, SPS Commerce CHRO
• (01:13) - Co-Creating AI with Employees
• (04:11) - Global Scaling with AI and Workday
• (06:45) - Compliance and Risk with AI
• (07:59) - Pilot: Gong-Powered Sales Coaching
• (09:30) - AI Performance Management Coach
• (11:22) - Building Trust and Transparency
• (14:00) - Human-First Design and Personalization
• (18:54) - What HR Must Unlearn
• (25:00) - Lightning Round

What does it take to build a culture that embraces AI without fear?

In this episode of The Human Element, Barb sits down with Diane Sanford, Chief People Officer at Unleashed Brands, the franchise platform behind Urban Air, Snapology, and The Little Gym. With over 25 years of HR leadership experience, Diane shares how she’s guiding her organization through a new era of AI adoption anchored in trust, curiosity, and clarity.

Diane reveals how her team is preparing leaders and employees for AI by fostering psychological safety, creating guardrails, and embedding AI into everyday workflows.

From automating recruiting and onboarding to rethinking productivity and purpose, this conversation is packed with actionable ideas for any HR leader navigating the future of work.

If you're looking to future-proof your workforce and lead through change with intention, this episode is for you.

Timestamps

• [00:45] – Meet Diane Sanford and her role at Unleashed Brands
• [01:15] – Why psychological safety is key to AI adoption
• [03:56] – Hiring a work automation specialist and building AI fluency
• [06:46] – Leading with values across multiple brands
• [11:57] – Practical ways AI is streamlining recruiting and onboarding
• [16:40] – Blending data, AI, and human judgment in decision-making
• [20:18] – Guardrails for responsible AI use: the note-taker example
• [24:43] – Lightning round: misconceptions, metrics, and AI tool choices
• [29:40] – Diane’s advice for HR leaders just starting with AI

Takeaways

• Create psychological safety so employees feel empowered—not threatened—by AI
• Build AI readiness by aligning leadership, using common language, and offering clear guidance
• Redesign roles to eliminate redundancy and amplify high-value, human-centric work
• Leverage AI tools to improve hiring, onboarding, and engagement without losing the human touch
• Lead with values—your team’s experience will shape the customer’s experience
• Balance speed with scrutiny—always validate AI outputs through human context and conversation

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:45) - Meet Diane Sanford and Her Role at Unleashed Brands
• (01:15) - Why Psychological Safety Is Key to AI Adoption
• (03:56) - Hiring a Work Automation Specialist and Building AI Fluency
• (06:46) - Leading with Values Across Multiple Brands
• (11:57) - Practical Ways AI Is Streamlining Recruiting and Onboarding
• (16:40) - Blending Data AI and Human Judgment in Decision-Making
• (20:18) - Guardrails for Responsible AI Use: The Note-Taker Example
• (24:43) - Lightning Round: Misconceptions Metrics and AI Tool Choices
• (27:30) - Diane's Advice for HR Leaders Just Starting with AI

If your workforce runs 24/7, employees can’t wait until business hours for answers. DJ Campbell, Vice President and Chief HR Officer at Sanford Health (Bismarck market), shares how to use AI self-service to cut friction for a 60,000-employee system while keeping the experience human. 

He outlines what must be true before greenlighting tools—readiness, education, and myth-busting—and how to run a focused 90-day pilot that actually proves value. 

DJ explains the cross-functional table needed in healthcare (HR, IT, legal, clinical), the guardrails that are non-negotiable (HIPAA-grade security, governance), and the integrations that make or break adoption (HRIS, ticketing). 

He also gets practical on reskilling without layoffs through attrition planning, individualized development, and elevating “soft skills” to “power skills.” 

Expect specifics on measuring ROI and employee sentiment, where AI fits first (think performance management and coding), and why leaders should “be curious, not judgmental” as they guide teams through AI-driven change.

Timestamps

[01:21] – Why AI self-service for a 24/7 workforce; top employee pain points

[05:02] – What must be true to greenlight AI: readiness, education, and cross-functional buy-in

[07:42] – Designing a 90-day pilot: start with one use case and early adopters

[10:09] – Keeping it human: myth-busting, informal influencers, reassurance not replacement

[12:42] – Measuring adoption: usage, time saved, and smart feedback loops

[15:18] – Reskilling without layoffs: attrition planning, coding, and “power skills”

[18:53] – Guardrails and vendors: HIPAA-grade security, governance, and must-have integrations

[23:43] – Lightning round: automate performance reviews, 2026 metrics, leader advice

Takeaways

- Start with one high-friction self-service use case (e.g., benefits, requisitions, performance) and pilot with early adopters who will give actionable feedback.

- Build readiness first: educate on what AI is/isn’t, debunk myths, and position AI as support—not replacement—while recruiting informal influencers in every department.

- Measure what matters: track usage and time saved, then add targeted engagement-survey items to diagnose adoption barriers and iterate.

- Plan reskilling through attrition: map retirements/turnover, redesign roles, and fund individual development—especially for coding-adjacent functions.

- Elevate “power skills” (communication, listening, EQ) as the leadership differentiators in an AI-enabled workplace.

- Demand healthcare-grade guardrails: HIPAA-level security, AI governance, and seamless integrations with HRIS and ticketing from day one.

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (01:21) - Why AI Self-Service for a 24/7 Workforce; Top Employee Pain Points
• (05:02) - What Must Be True to Greenlight AI: Readiness Education and Buy-In
• (07:42) - Designing a 90-Day Pilot: One Use Case and Early Adopters
• (10:09) - Keeping It Human: Myth-Busting Influencers and Reassurance
• (12:42) - Measuring Adoption: Usage Time Saved and Feedback Loops
• (15:18) - Reskilling Without Layoffs: Attrition Planning and Power Skills
• (18:53) - Guardrails and Vendors: HIPAA Security Governance and Integrations
• (23:43) - Lightning Round: Performance Reviews 2026 Metrics and Leader Advice

What if the real power of AI in HR isn’t automation—but trust? Angela Briggs-Page, Chief People Officer at Acelero Learning and a Head Start alum, shares how her team uses AI to elevate human-centered practices across a mission-driven, early childhood education workforce. 

She explains how AI transforms thousands of open-ended survey comments into timely insight—capturing tone, emotion, and patterns—so leaders can respond in hours, not months. 

Angela details how the time saved gets reinvested into designing better experiences: welcoming, belonging-rich onboarding; ongoing coaching; and real career pathways. 

In hiring, Acelero automates credential and compliance screening while keeping judgment and empathy with people—anchored by the principle “AI recommends, humans decide.” 

She also unveils a pilot for AI-personalized learning paths tied to role, goals, and feedback, plus the change practices that make adoption safe: transparent modeling, peer champions, and psychological safety. 

Expect practical guidance on measuring “time to value,” choosing best-of-breed tools, and leading AI efforts that start—and end—with people.

Timestamps

[00:45] – Guest intro and Acelero Learning’s mission in early childhood education

[01:17] – Where AI moves the needle: listening at scale and turning comments into action

[04:40] – Using freed capacity to design human experiences: onboarding, coaching, career paths

[06:11] – Hiring in a tough market: “AI recommends, humans decide” and values-aligned job posts

[09:51] – Piloting personalized learning: AI-curated paths, micro-learnings, and early success signals

[12:22] – Change that sticks: transparency, peer champions, psychological safety; ROI as time to value

[16:19] – Lightning round: top misconception, the metric that matters, and best-of-breed vs consolidation

[21:44] – Closing advice: lead with your people and start with one real problem

Takeaways

- Use AI to synthesize open-ended survey feedback in hours, track tone and momentum, and act while trust is fresh.

- Reinvest saved time into human touchpoints—design onboarding, coaching, and career pathways that deepen belonging.

- Apply “AI recommends, humans decide” to hiring: automate credential checks, keep empathy and mission fit with people.

- Write inclusive, values-driven job posts and targeted interview questions with AI’s help to attract mission-aligned talent.

- Pilot AI-personalized learning paths tied to role, goals, and feedback; measure engagement and real-world application.

- Normalize AI use through executive transparency and peer champions; judge pilots by 30-day time to value and added capacity for high-touch work.

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:45) - Guest Intro and Acelero Learning's Mission
• (01:17) - Where AI Moves the Needle: Listening at Scale
• (04:40) - Using Freed Capacity to Design Human Experiences
• (06:11) - Hiring in a Tough Market: AI Recommends Humans Decide
• (09:51) - Piloting Personalized Learning: AI-Curated Paths
• (12:22) - Change That Sticks: Transparency Champions and Safety
• (16:19) - Lightning Round: Misconceptions Metrics and Best of Breed
• (21:44) - Closing Advice: Lead with Your People

How do you keep “human” at the center of HR while scaling a high-volume, frontline workforce? 

Dana Rutland, Chief Human Resources Officer at Right at Home, shares how her team supports a nationwide senior home care franchise network by pairing human judgment with AI for speed and scale. 

With experience across telecom and manufacturing, Dana brings a pragmatic lens to franchise HR—spanning multilingual teams in the U.S., Mexico, and Venezuela. She details how an AI recruiting bot (“Olivia”) handles scheduling and early screening while reflecting company culture, and why prompt skills matter to avoid misfires. 

Dana also explains how AI can shortlist caregiver-client matches based on skills, chemistry proxies, and availability—freeing case managers from manual Tetris so they can focus on care. She walks through the metrics that matter (turnover, time-to-fill), how Power BI/Automate dashboards prevent gaps in coverage, and the mobile-first playbook for building AI literacy across a non-desk workforce. 

Expect practical tips like voice-to-plan workflows that turn hours of work into minutes, clear guardrails for safe experimentation, and a grounded take on tech stack vs. best-of-breed AI. 

Dana closes with one mandate for HR leaders: stay curious.

Timestamps

[00:45] – Franchise HR model: corporate services, offshore team, and rapid growth

[02:35] – Human-first HR: what AI should do vs. what leaders must do

[04:30] – Recruiting bot “Olivia”: scheduling, screening, culture—and lessons learned

[07:40] – Smart matching: using AI to pair caregivers and clients, plus schedule alignment

[11:50] – Dashboards that matter: turnover, time-to-fill, and preventing gaps in care

[18:46] – Building AI literacy: mobile-first training, microlearning, and guardrails

[25:45] – Hours to minutes: voice-to-plan workflows for busy field leaders

[27:50] – Lightning round: misconceptions, success metrics, and tech stack vs. bots

Takeaways

- Eliminate non-value work with AI so HR can focus on coaching, hiring decisions, and culture.

- Deploy AI bots for high-volume recruiting tasks—scheduling, screening, FAQs—while monitoring edge cases.

- Build AI-driven caregiver-client matching to narrow options fast by skills and availability.

- Instrument your function: track turnover and time-to-fill with dashboards to flag risks early.

- Enable mobile-first AI use so non-desk teams can ask data questions and act from their phones.

- Create safe guardrails and microlearning; encourage prompt iteration and voice-to-plan workflows.

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:45) - Franchise HR Model: Corporate Services Offshore Team and Growth
• (02:35) - Human-First HR: What AI Should Do vs What Leaders Must Do
• (04:30) - Recruiting Bot Olivia: Scheduling Screening and Lessons Learned
• (07:40) - Smart Matching: Pairing Caregivers and Clients with AI
• (11:50) - Dashboards That Matter: Turnover Time-to-Fill and Care Gaps
• (18:46) - Building AI Literacy: Mobile-First Training and Guardrails
• (25:45) - Hours to Minutes: Voice-to-Plan Workflows for Field Leaders
• (27:50) - Lightning Round: Misconceptions Metrics and Tech Stack vs Bots

AI isn’t just automating HR, it’s forcing a full rethink of how the function is designed and delivered. 

In this episode, Jarlath Doherty, seasoned HR leader with roles at Squarespace, LinkedIn, and Yahoo and former Chief People Officer at a data intelligence company shares how to evolve from a traditional HRBP/COE model to a product-led, AI-powered people function. 

Drawing on a deep tech and data background, Jarlath explains why EX designers and AI ops specialists are emerging must-have roles, how cross-functional pods and agile sprints accelerate value, and why data quality and content hygiene are now mission-critical. He breaks down where to start (tier-1 support and people analytics), what “always-on” really looks like for employees, and how to build the governance and foundations that keep AI accurate, ethical, and useful. 

Expect clear playbooks—product taxonomies, rapid MVPs, and practical governance—plus a candid look at what AI should never replace: coaching, judgment, and human connection.

Timestamps

•  [00:45] – Guest intro: tech-to-HR career and why AI is truly transformational
•  [07:39] – The new HR operating model: product mindset, EX designers, and AI ops specialists
•  [10:01] – Always-on employee experience: agentic support and a 2 a.m. example
•  [15:31] – How to organize: cross-functional pods, AI governance board, agile/MVP delivery
•  [18:05] – Foundations that make or break AI: tech stack reality, data quality, policy hygiene
•  [25:54] – Are you data-ready? Data lakes, deprecating duplicates, and “garbage in, garbage out”
•  [31:33] – Where to start: tier‑1 chatbot/ticketing and conversational people analytics
•  [33:48] – Skills and playbook: data fluency, product taxonomy, and starting now

Takeaways

• Productize HR: define services as products, stand up EX designer roles, and add AI ops specialists to implement, tune, and govern systems.
• Stand up an AI governance board (HR, Legal, IT, Trust & Safety) to oversee use cases, data, and risk.
• Clean and centralize data and content: build a data lake/warehouse, deprecate duplicate policies, and enforce knowledge-base hygiene.
• Launch a tier‑1 support pilot: integrate a chatbot with your knowledge base; track deflection, first-response time, and satisfaction.
• Work in pods with agile sprints: ship MVPs fast, learn in the wild, and iterate.
• Build data fluency across HR and create a product taxonomy to map services to AI use cases and roadmaps.

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:45) - Guest Intro: Tech-to-HR Career and Why AI Is Transformational
• (07:39) - The New HR Operating Model: Product Mindset and AI Ops
• (10:01) - Always-On Employee Experience: Agentic Support
• (15:31) - Cross-Functional Pods AI Governance and Agile Delivery
• (18:05) - Foundations: Tech Stack Reality Data Quality Policy Hygiene
• (25:54) - Are You Data-Ready? Lakes Duplicates and Garbage In Garbage Out
• (31:33) - Where to Start: Tier-1 Chatbot and People Analytics
• (33:48) - Skills and Playbook: Data Fluency Product Taxonomy and Starting Now

How do you turn AI from buzzword to business value inside HR—without losing the human? 

Brandon Sammut, Chief People Officer at Zapier and former educator, shares a practical blueprint for AI-enabled people operations. He explains how his team now auto-resolves over 80% of frontline HR inquiries with high CSAT, freeing talent for higher-impact work while improving speed and quality. 

Brandon breaks down the non-technical foundations that actually determine AI success clear mission, crisp goals, psychological safety for experimentation, and trusted leadership and opens up Zapier’s AI Fluency Framework as a tool any org can use to build skills, set expectations, and reward curiosity. 

He also unpacks what makes a strong CPO–CEO partnership with Wade Foster (including a memorable culture moment), why early-career talent is a competitive advantage in the AI era, and why leaders must get hands-on to model the change. 

Expect concrete, adaptable ideas for building an AI-ready people org that delivers a genuine triple win: for the business, for end users, and for employees.

Key Timestamps

• [00:58] – Guest intro: education roots, people ops as the “human potential” business
• [03:50] – Matching potential to opportunity with AI—and the “triple win” (business, end user, employees)
• [07:15] – HR ticketing automation: 80% deflection with high CSAT; freeing people ops for higher-impact work
• [13:45] – Culture before tooling: mission, goals, safety to experiment, and trusted management
• [17:30] – Zapier’s AI Fluency Framework: open-sourced levels, curiosity as the baseline
• [18:42] – CPO–CEO partnership: mutual empathy for the craft and a decisive culture moment
• [21:28] – Early-career talent in the AI era: accelerating judgment and cross-mentoring with veterans
• [25:37] – Lightning round: build a weekly AI digest agent, start with HR Q&A automation, lead with a “sense of possibility,” and choose data (broadly defined) over intuition

Takeaways

• - Automate frontline HR Q&A to deflect ~80% of inquiries, measure CSAT, and redeploy talent to higher-impact work.
• - Anchor AI efforts in clear mission, strategy, and goals; create psychological safety for experimentation and learning.
• - Adopt an AI fluency framework to set expectations, reward curiosity, and grow capability progressively across roles.
• - Strengthen the CPO–CEO pact around business outcomes and culture stewardship—and act decisively in moments that matter.
• - Bet on early-career, AI-native talent and pair them with experienced leaders in cross-mentoring to speed judgment development.
• - Lead from the front: set up personal AI agents (e.g., a weekly AI+talen t digest) and model hands-on experimentation for your team.

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:58) - Guest Intro: Education Roots and the Human Potential Business
• (03:50) - Matching Potential to Opportunity: The Triple Win
• (07:15) - HR Ticketing: 80% Deflection and Higher-Impact Work
• (13:45) - Culture Before Tooling: Mission Goals and Safety to Experiment
• (17:30) - Zapier AI Fluency Framework: Curiosity as the Baseline
• (18:42) - CPO-CEO Partnership: Mutual Empathy and a Culture Moment
• (21:28) - Early-Career Talent: Accelerating Judgment in the AI Era
• (25:37) - Lightning Round: AI Digest Agent Data over Intuition Lead from Front

Feeling pressure to “do AI” but unsure where to start without creating tech bloat? 

Jason Desentz, Chief Human Resources Officer at Toshiba Americas, breaks down a pragmatic, ROI-first path for AI in HR. 

Known for transforming underperforming units and leading large-scale workforce change, Jason shares two nonnegotiables for any AI rollout: low-to-no disruption to the business and a measurable improvement to the employee experience. 

He explains why recruiting is the smartest first use case, how to build AI literacy at scale through Toshiba University and AI champions, and how to avoid bolt-on overload after years of HCM consolidation. 

Jason details how he structures pilots to earn trust—cost-benefit clarity, utilization metrics, and an 80/20 design rule—plus his “set, forget, reflect” cadence and when to practice planned abandonment. 

He also covers platform consolidation vs. best-of-breed bots, when it makes sense to “hire” your first AI teammate, and how project-based work can upskill HR without formal role changes.

Key Timestamps

• - [00:45] – ROI-first AI: two guideposts (low disruption, better EX) and starting with recruiting
• - [03:20] – Getting AI-ready: Toshiba University, LMS, Copilot, and AI champions
• - [06:25] – Avoiding AI bloat: cautious adoption vs. hype and fear of obsolescence
• - [08:37] – Impact–effort approach: prove value with low-hanging fruit, then tackle bigger bets
• - [10:32] – Pilot design: trust-building, cost-benefit, dashboards, and the 80/20 rule
• - [14:16] – “Set, forget, reflect”: continuous improvement and planned abandonment
• - [16:32] – Running 100+ HR projects: pace, culture, and project-based development
• - [21:07] – Platform consolidation, when to “hire” an AI teammate, and success metrics to watch

Takeaways

• - Start where ROI is clear: prioritize use cases like recruiting that deliver value fast with minimal disruption.
• - Build AI literacy first: launch “AI-ready” training, designate champions, and normalize tools like Copilot/ChatGPT.
• - Prevent AI bloat: favor platform consolidation; add AI only when it spans end-to-end workflows employees will use.
• - Pilot with rigor: define utilization and effectiveness metrics, timelines, and a cost-benefit case before scaling.
• - Design for the 80%: implement for the majority and manage edge cases later to avoid paralysis.
• - Iterate with discipline: “set, forget, reflect”—measure, tweak, or practice planned abandonment when results lag.

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:45) - ROI-First AI: Two Guideposts and Starting with Recruiting
• (03:20) - Getting AI-Ready: Toshiba University LMS and AI Champions
• (06:25) - Avoiding AI Bloat: Cautious Adoption vs Hype and FOMO
• (08:37) - Impact-Effort Approach: Low-Hanging Fruit Then Bigger Bets
• (10:32) - Pilot Design: Trust-Building Cost-Benefit and the 80/20 Rule
• (14:16) - Set Forget Reflect: Continuous Improvement and Planned Abandonment
• (16:32) - Running 100+ HR Projects: Pace Culture and Development
• (21:07) - Platform Consolidation Hiring an AI Teammate and Success Metrics

Trying to separate AI signal from noise in HR? 

Larry Ott, Senior Vice President and Chief Human Resources Officer at Cooper Standard, shares a pragmatic blueprint for using AI to create business value without buying into cure-all promises. 

With four decades in the automotive industry, Larry explains why AI’s impact depends on your HR operating model, how to anchor talent transformation with CEO-level sponsorship, and why HR must lead with business acumen, not just HR tactics. He outlines a clear leadership language from “leaders of others” to enterprise leaders plus how Cooper Standard is making transitions stick with mandatory onboarding and manager-backed immersion. 

Larry also details where AI actually moves the P&L in a manufacturing context, how his 200-person HR team uses AI to speed work (job descriptions, comms), and why freed-up “idle time” should be reinvested into higher-value, strategic work. 

Expect practical playbooks: building an internal AI tool for security, hiring for AI curiosity, and standing up an HR AI think tank to spread best practices fast.

Key Timestamps

- [00:45] – Guest intro and Cooper Standard’s global context

- [01:20] – Will AI transform HR? Why org structure matters more than hype

- [02:58] – Talent transformation at scale: CEO sponsorship and leadership alignment

- [03:20] – Redefining leadership: from “leaders of others” to enterprise leaders

- [05:01] – Making leadership transitions stick: mandatory onboarding + manager support

- [06:57] – Responsible AI in HR: faster JDs/comms and using “idle time” for strategy

- [10:05] – Big-rock value: applying AI in manufacturing and purchasing to impact the P&L

- [13:15] – Building adaptability: hire for AI curiosity, internal tools, and an HR AI think tank

Takeaways

• - Anchor transformation with CEO sponsorship and a fully aligned top team.
• - Define leadership levels and expectations (leaders of others → enterprise); require immersion onboarding for new leaders.
• - Treat AI as a productivity accelerant, not a cure-all; use it to speed writing, translation, and routine workflows.
• - Reinvest time saved into strategic, business-facing work—not headcount cuts—especially in lean HR teams.
• - Target “big rocks” where AI can drive measurable P&L impact (manufacturing, product development, purchasing).
• - Hire and develop for AI curiosity and adaptability; build secure internal tools and spread best practices quickly.

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:45) - Guest Intro and Cooper Standard's Global Context
• (01:20) - Will AI Transform HR? Why Org Structure Matters More Than Hype
• (02:58) - Talent Transformation: CEO Sponsorship and Leadership Alignment
• (03:20) - Redefining Leadership: From Leaders of Others to Enterprise Leaders
• (05:01) - Making Leadership Transitions Stick: Mandatory Onboarding
• (06:57) - Responsible AI in HR: Faster JDs and Using Idle Time for Strategy
• (10:05) - Big-Rock Value: AI in Manufacturing and Purchasing for the P&L
• (13:15) - Building Adaptability: Hire for Curiosity and an HR AI Think Tank

The conversation highlights how HR automation and HR technology can reduce repetitive work, such as answering high-volume employee inquiries, while freeing HR leaders to focus on higher-impact initiatives. David explains how AI in HR is enabling smarter sourcing, interview summaries, and candidate communication tools, transforming talent acquisition, while emerging tools are helping managers deliver more consistent, data-informed feedback across the employee lifecycle. As organizations navigate AI adoption in HR and HR digital transformation, David offers practical advice: stay curious, test new tools regularly, and rethink how technology can amplify the human element of leadership.

Chapters

[Start] Meet David Hanrahan: Barb introduces David Hanrahan, SVP of People Success at SolarWinds, and his experience bringing AI in HR across companies like Eventbrite, Twitter, and Niantic.

01:40 HR Automation for Everyday Employee Support: David explains how AI chatbots inside the HRIS can resolve high-volume employee questions instantly, reducing ticket loads and freeing HR teams for higher-value work.

04:09 AI in Recruiting and Talent Acquisition: A look at how AI tools are transforming sourcing, screening, and scheduling so recruiters can shift from administrative tasks to acting as strategic talent advisors.

09:02 The Future Candidate Experience: David describes a more transparent and frictionless hiring journey powered by AI, with automated status updates, candidate nudges, and the potential rise of a virtual recruiter.

12:50 AI-Powered Performance Insights: How AI may soon aggregate signals across tools, messages, and feedback to help managers deliver more timely coaching and more accurate performance evaluations.

Links and Resources

Solar Winds Website

Connect with David on LinkedIn

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:03) - Meet David Hanrahan: SVP of People Success at SolarWinds
• (01:40) - HR Automation for Everyday Employee Support
• (04:09) - AI in Recruiting and Talent Acquisition
• (09:02) - The Future Candidate Experience: Frictionless and Human
• (12:50) - AI-Powered Performance Insights and Coaching Nudges

Remko shares how HR operation and AI tools for HR can operate repetitive tasks, such as automated note-taking, while maintaining human oversight. His dual approach—top-down direction plus bottom-up experimentation—outlines practical strategies that can help organizations embrace innovation while keeping a human-centered AI approach at the core. His final strategy tip involves pressure-testing every plan with AI from multiple stakeholder personas before taking anything to the board. The most successful companies will be those that combine technology with human insight. Take the step, but do it the right way.

Chapters

[Start] Guest Intro: Barb introduces Remko Verheul, SVP & Head of People at Wrike, as they explore human and artificial intelligence.

02:36 Inside Wrike: How AI unlocks new efficiencies in Wrike’s business workflows.

06:44 Pitfalls and AI Enablers: Shifting perspective to avoid pitfalls and be vulnerable in what you don’t know.

11:54 AI in the Workplace: Misconceptions about AI being used in business, and where to learn more.

15:07 Zoom In/Zoom Out: The best ways HR leaders can begin their journey of incorporating AI in the workplace. 

Links and Resources

Wrike's Website

Connect with Remko Verheul on LinkedIn

Sponsor

Wisq introduces Harper, the world’s first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.

By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.

See Harper in action at https://www.wisq.com/

• (00:00) - Guest Intro: Remko Verheul SVP and Head of People at Wrike
• (02:36) - Inside Wrike: How AI Unlocks New Efficiencies
• (06:44) - Pitfalls and AI Enablers: Vulnerability and AI-First Hiring
• (11:54) - AI in the Workplace: Misconceptions and Where to Learn More
• (15:07) - Zoom In Zoom Out: Advice for HR Leaders Starting with AI