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John D. Hadeed, Senior Vice President, People & Culture, US at Primark, explains how the retailer develops frontline leaders and supports internal progression. He shares how career conversations, protected training time and everyday coaching help prepare colleagues for bigger roles, while clear values support consistency as the business grows.

Andrea Petrone, The CEO Whisperer and author of Reinvention at the Top, explains how the habits that make leaders successful can later hold them back. He shares why honest feedback becomes harder to hear at the top and how leaders can build trust through clearer priorities and consistent actions.

Sandra Ma, Co-Founder and Chief Executive Officer, and Richard Harrell, Jr., Co-Founder and Chief Design Officer at Jovial, explain why better workplaces start with clarity, consistency and connection. They share how unclear ownership, scattered information and ineffective meetings create friction—and why leaders should address those foundations before expecting AI or another tool to solve the problem.

Laura Lawson shares how UWM has built a highly intentional workplace culture around accessibility, internal mobility, continuous feedback and community, and why meaningful employee experiences often depend more on leadership behaviour and creativity than expensive perks.

Bruno Da Sola, Group Chief People Officer at Inetum, shares why isolated AI use cases struggled to create meaningful impact and how redesigning entire workflows helped the company dramatically accelerate workforce management.

Dianna Sparacino, Chief People Officer at Endeavor Health, shares how the organisation is bringing four healthcare institutions together around a shared culture while strengthening frontline leadership, connecting employee and patient experience, and exploring new approaches to technology and development.

Employee listening only matters if people can see what changed because they spoke up.In this episode of the HR Leaders Podcast, I sit down with Amy Schultz of DTE Energy to explore how employee listening can become a real operating system for culture and business performance.For HR leaders, the bigger challenge is not collecting more employee data. It is building the leadership accountability, feedback loops and operating rhythms that turn sentiment into visible change. As organisations navigate AI, transformation and increasing uncertainty, Amy shares why culture has to become part of how the business operates, not something HR manages alongside it.5 things you’ll learn from this episode:What DTE discovered when employees started signalling that their opinions were not being heard as strongly as beforeThe mechanism that helped move engagement from an HR-owned process to an executive leadership priorityHow DTE goes beyond survey scores to uncover what is really sitting underneath employee sentimentWhy…

Nabeela Elsayed, author of Breaking Burnout, explores why high achievers can struggle with exhaustion even in positive workplaces, and how beliefs about success, identity, purpose and effort can shape our relationship with work.

Simon Brown, Global Learning & Development Leader, Partner, Talent at EY, explains how EY is building AI capability at scale through hands-on agent learning, responsible AI, continuous experimentation and a learning strategy designed around rapidly changing skills.

Joshua Horenstein, Senior Vice President, Administrative Office & Corporate Secretary at Innophos, explores why cross-functional leadership, executive range and the ability to combine human judgement with AI could become increasingly important as traditional C-suite silos begin to change.

Lewis Brown and Josh Klein of From Here Collective join Rich Jennings, Executive Advisor to Comcast, to explore how CHROs can become trusted strategic advisers by building business fluency, organisational intelligence, fearlessness and influence at the highest level.

Paul Brubaker, Vice President Human Resources, North America at KARL STORZ, explains how leaders can build high-performing teams through trust, clear standards, better coaching and continuous learning while preparing HR roles for the impact of AI.

Judith Wiese, Chief People and Sustainability Officer of Siemens AG, explains how Siemens is redesigning its operating model, skills infrastructure and learning strategy so people and the business can keep adapting as AI accelerates the pace of change.

What if AI isn't replacing jobs, but quietly redesigning the tasks inside them?In the most recent HR Leaders Podcast episode, I had an important conversation with Sultan Murad Saidov, Former CEO / Founder and Investor at Beamery. He explains why task intelligence could become critical to workforce planning, how AI is changing the work inside existing roles, and why deciding what gets automated should become an HR question, not just a technology question.Drawing on more than a decade of building Beamery and working at the intersection of AI, skills and workforce data, Sultan explains why skills alone are no longer enough to understand where work is heading.5 things you’ll learn from this episode:Why looking at tasks instead of job titles changes how leaders understand AI's impact on workThe research Sultan references suggesting 75% of jobs may need redesign because of AI augmentationHow digital twin teams could help leaders model workforce decisions before making themWhy reducing junior roles may create a…

Laura Maffucci, Head of HR at Globalization Partners, outlines how organizations can combat employee exhaustion, preserve critical thinking, and build psychological safety by focusing on authentic communication, practical AI enablement, and rewarding smart failure.

Mahrukh Dalal, Founder and Leadership Coach at Mahrukh Dalal Executive Coaching, unpacks how senior leaders can overcome imposter syndrome by closing the internal identity gap, reframing self-doubt into a signal of growth, and shifting self-perception to drive executive execution.

David Lloyd, SVP Platform Engineering & Chief AI Officer at Dayforce, explains how HR leaders can combine trusted data, fast governance and safe experimentation to turn isolated AI pilots into measurable capabilities that scale across the enterprise.

Josh Newman, VP of Skills and Talent Readiness at ServiceNow, breaks down why traditional skills-based models fail and explains how ambient data signals, real-time AI simulations, and psychological safety build measurable workforce readiness without getting trapped in static data taxonomies.

Bijal Shah, CEO & Board Director at Guild, explains how leaders can transform legacy businesses into AI-native organisations, build future skills through collective action, and use AI to strengthen human judgement without widening the workforce divide.

Jeff Schmitz, Chief People Officer at Zebra Technologies, details how separating tactical HR tasks from strategic talent initiatives creates an agile, tech-enabled people function that scales self-service, improves manager experience, and stewards company culture.

Barbara, Chief People Officer at Remote, explains how fully distributed organizations can build high-performing cultures by embedding AI into performance cycles, establishing clear leadership pillars, and using predictive HR data to drive operational efficiency.

Ty Beasley, Chief Talent Officer at RSM US LLP, shares how transforming HR professionals from transactional order-takers into commercial strategic advisors drives peak performance, strengthens internal talent benches, and directly aligns workforce strategy with long-term business growth.

Chris Bruce, CEO and Co-Founder at Origin, explains how AI can turn fragmented global benefits data into a trusted source of truth, helping HR reduce waste, answer employee questions faster, and use one of its biggest costs as a strategic workforce lever.

Jacob Morgan, Best-Selling Author, Keynote Speaker and Founder of Future of Work Leaders, explains how leaders can rethink employee experience, prepare their workforce for AI, and help employees take greater ownership of their careers in a rapidly changing world.

Mechelle Monroe, former Global Chief People Officer for WPP Open X, Team Coca-Cola at WPP, shares practical ways to build emotional resilience, manage self-talk, protect empathetic boundaries, and recover from the pressure of being the person everyone turns to.

Jennifer M. Bales, Chief Human Resources Officer at Shearwater Health, shares how Shearwater Health is building a values-led, people-first culture across a global healthcare workforce while using AI, leadership development, and data to improve the employee experience.

Lisa Yankie, CHRO at Odyssey Logistics, shares why HR must become more business-led, human-forward, and problem-first as AI reshapes work, skills, leadership, and organizational decision-making.

Ciara Harrington, Chief People Officer at Skillsoft, shares how HR leaders can move from jobs to skills, redesign work for humans and AI, and build leadership capability through practical skills-based talent decisions.

Björn Axelsson, EVP and CHRO at Sandvik, shares how Sandvik is reshaping the perception of mining and industrial technology by connecting talent strategy, sustainability, AI, electrification, autonomy, early careers, and purpose-driven work.

Arun Serikar, VP, HR Technology, Digital Platforms & AI Innovation, Corp Functions at Schneider Electric, shares how Schneider Electric is simplifying HR technology, reducing application sprawl, scaling AI, and building a more seamless employee experience through governance, integration, and agentic automation.

Dr. Marcus Collins, Best-Selling Author, Keynote Speaker and Professor at University of Michigan, Stephen M. Ross School of Business, explains why culture is the operating system of human behavior, why purpose without conviction is weak, and why the future of work will be cultural, not just technological.

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

Kelly Costanza, Chief People Officer at CAVA, shares how CAVA operationalizes culture by connecting values, frontline experience, career growth, recognition, and leadership behaviors into everyday work, helping team members grow from hourly roles into long-term careers.

Anju Choudhary, Chief People Officer at Xoxoday, shares why burnout is mostly a design issue, not just a wellbeing issue, and explains how HR leaders can build healthier cultures through clearer expectations, better change management, recognition, manager support, and practical team rituals.

Allwyn Dsilva, VP HR & Global Head of L&D, Future of Work & Business HR at Tata Communications, shares how learning can drive measurable business impact by connecting skills, career pathways, internal mobility, AI platforms, and business outcomes into one integrated talent ecosystem.

Khadija Ben Hammada, Member of the Executive Board and Chief People Officer at Merck Group, shares how Merck is scaling AI adoption through structured upskilling, internal tools, hackathons, and human-centered leadership, while protecting empathy, judgment, and lifelong learning as core HR capabilities.

Amy Coleman, Executive Vice President, Chief People Officer at Microsoft, joins the series to share how Microsoft is thinking about human plus AI as work is being reinvented. She explores why leaders need to become beginners again, how recognition helps people understand the impact of their work, and why organizations must bring employees along with clarity, humility, and psychological safety as AI changes roles, identity, incentives, and the future of work.

Laura Mattimore, Senior Vice President, Global Talent at Procter & Gamble, and Lucia Suarez, Vice President, Global Talent at Procter & Gamble, join the series to share how P&G is redesigning talent for the human plus AI era.

Kalifa Oliver, Senior Director of Technology - People Analytics at Lowe’s Companies, joins the series to share why HR must stop starting with AI tools and start with the real business problems it needs to solve. She explores how people analytics is shifting from data collection to action, why AI needs better questions and stronger human judgment, and how HR can redesign work, remove unnecessary tasks, and use technology to create more meaningful, people-centered outcomes.

Jennifer Reimert, SVP, Consulting Practice at Workhuman, joins the series to share how organizations can make recognition work for frontline and deskless employees who are often disconnected from traditional HR systems. She explores how recognition can strengthen culture after major change, why recognition data can reveal skills, networks, and hidden talent, and how leaders can prove ROI by connecting recognition to turnover, productivity, engagement, and business outcomes.

KeyAnna Schmiedl, Chief Human Experience Officer at Workhuman, joins the series to share how Workhuman is helping organizations identify future leaders who may not yet be visible through traditional succession planning. She explores how AI can surface hidden talent, why proximity bias can influence who gets promoted, and how HR can use leadership signals to build more intentional development programs, retain high-potential employees, and create stronger talent pipelines for the future.

Ken Wechsler, VP, Total Rewards at Akamai Technologies, joins the series to share how AI is reshaping the future of total rewards, recognition, and performance. He explores why AI proficiency alone should not automatically lead to higher pay, how rewards leaders can focus on outcomes rather than tool usage, and why recognition, trust, connection, and clear communication are critical as organizations bring employees through AI transformation.

In this episode of the HR Leaders Podcast On The Road, we sit down with Eric Mosley, Founder and CEO at Workhuman to explore how recognition data, AI, and human insight are changing the way organizations identify their future leaders.Eric shares how Workhuman’s new Future Leaders capability uses recognition data, performance data, and AI to identify the people most likely to rise into senior leadership roles years before they are officially promoted.And this is where it gets really interesting.Eric says the strongest signals are not coming from a traditional succession planning form. They are coming from the language people use about each other, the recognition moments that describe how work actually gets done, and the patterns that emerge across billions of human interactions.🎓 We get into:Why succession planning often feels too slow and bureaucraticHow recognition data can reveal hidden leadership potentialWhy deep, specific recognition creates better signals than surface-level praiseHow AI can identify…

Jorge Quezada, Vice President, Culture & Performance at Granite Construction, joins the series to share how Granite is turning culture into a business driver by treating it as the company’s operating system. He explores why culture cannot be copied from another organization, how leaders can update the conditions that help people think, act, and interact differently, and why the future of work depends on unleashing human agency, confidence, curiosity, and performance.

Khalil Smith, VP, Inclusion, Diversity, and Engagement at Akamai Technologies, joins the series to share how organizations can build a performance culture where people feel trusted enough to speak up, challenge ideas, give feedback, and do their best work. He explores why recognition only works when trust is already present, why silence is one of the clearest warning signs in a business, and how leaders can close the gap between what they say they value and what their systems actually reward.

Peter Andrew Danzig, Senior Advisor, Foundation Culture at Children’s Hospital of Philadelphia, joins the series to share why psychological safety is not a checklist, but a belief system that has to be co-created and practiced over time. He explores why safety should not be confused with comfort, how leaders can create space for healthy friction and accountability, and why empathy, vulnerability, rupture, and repair are essential to building cultures where people feel genuinely seen, heard, and able to grow.

Julie A. Stone, Chief Learning Officer, Group VP at TTEC, joins the series to share how TTEC is bringing AI into the organization without losing the human connection, trust, and coaching that drive performance. She explores why AI transformation needs more than tool training, how leaders can bring people through fear and uncertainty, and how AI-enabled coaching can create more time for the conversations that help people grow.

Raúl J. Valentín, EVP & Chief Human Resources Officer at ABM Industries, joins the series to share how ABM is leading a frontline workforce of more than 100,000 team members through constant change, AI transformation, and rising employee expectations. He explores how fairness, recognition, manager capability, and AI coaching can help frontline employees feel seen, supported, and ready to grow.

Blair Bennett, SVP Global Talent Acquisition at PepsiCo, shares how modern talent acquisition requires a new operating model, stronger business alignment, and a shift toward AI-enabled, personalized, and continuously evolving hiring systems.

Sarah Stary, Vice President Global Head of People and Organisation & Internal Communications at Swisslog Healthcare, shares a practical blueprint for modern HR leadership, from global process standardization and leadership credibility to AI, shared services, and values integration.