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/
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 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/
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/
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/
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/
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/
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/
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
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/
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/
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/
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/
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/
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
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
Takeaways
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 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.
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
Takeaways
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.
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
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