Explorez tous les épisodes du podcast Digital HR Leaders with David Green

You’ve mapped your workforce’s skills. What changes in the decisions your organisation makes?

In this episode of the Digital HR Leaders podcast, David Green welcomes back Loïc Michel, co-founder and CEO of 365Talents, a Docebo company, to explore how organisations can connect skills intelligence, learning and workforce strategy. From closing capability gaps to redeploying talent and reducing reliance on external contractors, they discuss what it takes to make skills data useful in everyday business decisions. They also explore how AI agents could change the work of HR, and why human judgement remains essential.

Join them as they discuss:

• Why learning and skills technology grew up separately, what bringing them together enables
• How to measure whether capability gaps are closing through a cycle of detecting, developing and assessing skills
• Why skills initiatives stall at the mapping stage, and how a clear business problem and committed leadership keep them moving
• How SNCF used skills intelligence to identify internal capabilities and reduce reliance on subcontractors
• Where AI agents can support learning and career development, and how to keep people in the lead on workforce decisions
• Why understanding skills and tasks is essential to preparing people for changing jobs and work shared with AI agents

This episode is sponsored by 365Talents, a Docebo company.

Every organisation approaches skills in its own way, so 365Talents designs its talent intelligence solutions to adapt to how each business works. HR teams use them to put skills-based strategies into action more quickly and to see the impact across the whole organisation.

Find out more about 365Talents

Building or refining your skills strategy? The 2026 Skills Toolkit brings together 14 free HR templates covering every stage of the journey. It includes a business case built for your CFO, a structured framework for comparing vendors, a strategy you can take to the board, and practical tools for day-to-day HR operations and rollout.

Get free access to the 2026 Skills Toolkit

Resources:

365Talents newsletter

365Talents skills resources

Docebo

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As AI makes knowledge more widely available, are organisations paying enough attention to the relationships that help people put it to work?

In this episode of the Digital HR Leaders podcast, David Green is joined by Michael Arena and Greg Pryor, co-founders of the Connected Commons and co-authors of the forthcoming book, The New Social Code: Five Relational Edges That Outperform Algorithms. Drawing on decades of organisational network research and experience leading talent in major organisations, Michael and Greg explore how human connections shape performance, career progression and the ability to turn new ideas into action. Michael is Dean of the Crowell School of Business at Biola University and previously served as Chief Talent Officer at General Motors and VP of Talent at AWS. Greg’s career spans talent leadership and consulting at organisations including Accenture, Workday, Merrill Lynch and Juniper Networks. Together, they make the case for bringing social capital into talent practices alongside skills and experience, helping people build the relationships they need for the work they do today and the responsibilities they may take on tomorrow.

Join them as they discuss:

• Why relationships become more important as AI makes knowledge easier to access
• The five relational edges: opportunity, trust, attention, insight and influence
• Why bigger networks can undermine performance, and how to balance deep trust with broader connections
• How onboarding can help new joiners build trust and contribute more quickly
• How to recognise collaboration overload and support the people connecting different parts of the organisation
• What networks reveal about future leaders, and practical ways to apply this thinking without sophisticated analytics

This episode is sponsored by 365Talents, a Docebo company.

Every organisation approaches skills in its own way, so 365Talents designs its talent intelligence solutions to adapt to how each business works. HR teams use them to put skills-based strategies into action more quickly and to see the impact across the whole organisation.

Find out more about 365Talents

Building or refining your skills strategy? The 2026 Skills Toolkit brings together 14 free HR templates covering every stage of the journey. It includes a business case built for your CFO, a structured framework for comparing vendors, a strategy you can take to the board, and practical tools for day-to-day HR operations and rollout.

Get free access to the 2026 Skills Toolkit

Resources:

The New Social Code: Five Relational Edges That Outperform Algorithms

The New Social Code Compendium Newsletter

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What changes when the people function is designed not as a collection of separate HR processes, but as part of the operating system of the company?

In this episode of the Digital HR Leaders podcast, David Green is joined by Jack Buckley, Chief People and Systems Officer at Roblox, to explore how measurement, people analytics, technology and workforce strategy come together inside one of the world’s best-known technology companies.

Jack’s career spans the US Navy, academia, applied statistics, large-scale assessment and game-based hiring before leading people and systems at Roblox. That background has shaped a clear philosophy: before organisations make better people decisions, they need to be confident they are measuring the right things, with data they can trust.

Join them, as they discuss:

• Why data quality and measurement should come before advanced analytics
• Lessons from building a people science and analytics function during hypergrowth
• Why People and Finance need a shared view of workforce data and planning
• How the Roblox operating system brings people processes, technology and internal products together
• When organisations should buy technology, customise it or build their own
• How AI is reshaping recruiting, assessment, performance, retraining and workforce planning at Roblox
• Why skills atrophy could become a significant challenge as employees rely more heavily on AI tools
• How to balance rapid experimentation with rigorous evaluation and governance
• Why measuring the work and skills people actually use is essential to redesigning work and creating business value

This episode is sponsored by 365Talents, a Docebo company.

Every organisation approaches skills in its own way, so 365Talents designs its talent intelligence solutions to adapt to how each business works. HR teams use them to put skills-based strategies into action more quickly and to see the impact across the whole organisation.

Find out more about 365Talents

Building or refining your skills strategy? The 2026 Skills Toolkit brings together 14 free HR templates covering every stage of the journey. It includes a business case built for your CFO, a structured framework for comparing vendors, a strategy you can take to the board, and practical tools for day-to-day HR operations and rollout.

Get free access to the 2026 Skills Toolkit

Resources:

Roblox

Insight222 People Analytics Trends 2025/26

HR Operating Model for the AI Era

Try Roblox's Coding Cookies practice assessment

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Your organisation has committed to an AI strategy. But what does that commitment mean for the people who have to work differently because of it?

AI adoption is moving into a more demanding phase. The challenge for HR and learning leaders is translating technology investment into new capabilities, different ways of working and measurable business outcomes.

In this special episode of the Digital HR Leaders podcast, David Green is joined by Mike Wynn, SVP, Academy Executive for AI Capabilities & Enterprise Learning Products at Bank of America, and Himanshu Palsule, CEO of Cornerstone. Together, they explore what it takes to build an AI-ready workforce, combining the practical experience of capability building at scale with a broader perspective on workforce intelligence, skills and work redesign.

Join them as they explore:

• How Bank of America is building AI confidence and capability across every career stage, from self-paced learning to collaborative, experiential workshops
• Why every AI capability the bank teaches is anchored to human skills such as judgement, critical thinking and strategic thinking
• Why organisations need to connect AI strategy with workforce strategy by understanding how work, tasks and skills are changing
• How workforce intelligence can help organisations connect signals about people and work with outcomes such as productivity, mobility and workforce transformation
• Why learning increasingly needs to happen in the flow of work, as technology makes development more continuous and contextual
• Why course completions and attendance are insufficient measures of success, and why leaders should instead look for changes in behaviour, work and business outcomes
• What HR and learning leaders should prioritise when ambitious AI plans have yet to translate into a clear people strategy

For CHROs, CLOs and workforce leaders, this conversation offers a practical roadmap for moving beyond AI experimentation and building the workforce capability needed to turn ambition into business value.

This episode is sponsored by Cornerstone.

Industries, organisations and workforces are all changing at once, and most people leaders are trying to respond with fragmented data and processes that move too slowly to keep up. Cornerstone brings together the insights leaders need, the learning and skills that move people forward, and AI agents that turn intelligence into action, helping organisations build a workforce that’s ready for what’s next.

Explore Cornerstone Workforce AI™ and the wider platform here. And if you are building the case internally, Cornerstone's CHRO Mandate eBook on workforce readiness is a useful place to start: CHRO Mandate eBook

Find out more about Cornerstone here.

Resources:

Cornerstone Connect, Chicago

Bank of America Careers

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What if the thing slowing down AI in HR isn't the technology at all, but the way the function is set up to deliver it?

Most HR organisations already have access to AI. The bigger challenge is whether the way HR is structured, governed and measured is ready to turn that technology into sustainable business value.

In this episode of the Digital HR Leaders podcast, David Green is joined by Michael Rochelle, Chief Strategy Officer, principal analyst and co-founder of Brandon Hall Group, to explore new research identifying six structural moves for building an AI-enabled HR operating model.

Join them, as they discuss:

• Why the operating model can become the constraint on AI transformation, even when the technology is ready
• What changes when HR manages recruiting, learning, employee experience and workforce planning as continuously evolving products rather than finite programmes
• Why great people and well-designed processes need to come before technology, and the risks of automating processes that already need redesigning
• How talent pods, workforce product teams and centres of excellence can combine business proximity with scalable solutions and enterprise standards
• Why HR business partners need deeper business acumen and a stronger performance consulting mindset
• Why governance works best when it is embedded into design and delivery, helping create the trust required for innovation
• Why HR needs to strengthen capabilities in judgement, critical thinking, business acumen and data and analytics as work changes
• How leaders can measure business, workforce, system and future impact rather than simply tracking implementation activity

For CHROs and HR leaders rethinking how their function operates, this conversation provides a practical framework for creating an HR model that can continuously adapt, scale and deliver measurable value.

This episode is sponsored by HiBob.

HiBob is the people platform built for the AI era, helping organisations replace fragmented HR systems with a unified foundation for workforce management.

That's why Brandon Hall Group says unified workforce platforms are becoming the foundation for organisations looking to scale AI with confidence.

The report also includes a practical business case template with ROI modelling and executive evaluation criteria to help build your transformation strategy.

Download the Brandon Hall Group HCMS Platforms Report

Resources:

Brandon Hall Group

The AI-Enabled HR Operating Model

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As AI reshapes work, the people function has an opportunity to play a much bigger role in how organisations navigate the transformation. At Snowflake, that starts with trusted data, strong people analytics and a clear view of what technology should automate, where it should augment human capability, and what should remain human. 

In this episode, David Green is joined by Arnnon Geshuri, Chief People Officer at Snowflake. Drawing on a career that includes senior roles at Google, Tesla and Teladoc Health, Arnnon explains why data has become a common language between HR and the business, and how Snowflake is putting that philosophy into practice. 

In this conversation, David and Arnnon discuss: 

• Why people analytics gives HR greater credibility and influence with senior business leaders 
• Snowflake’s model for deciding what to automate, what to augment and what should remain human 
• How Snowflake’s talent acquisition team is building its own tools, including an application that reduced hours of work on job descriptions to minutes 
• Why AI is changing jobs, career paths and the skills people will need as work is redesigned 
• Why trusted data is essential to workforce transformation, and how Snowflake puts interactive organisational insights directly into managers’ hands 
• How Snowflake’s talent acquisition team achieved a 20% productivity improvement, and why Arnnon focuses on business outcomes rather than tool usage 
• Why analytics, systems thinking and change management are becoming essential capabilities for current and aspiring Chief People Officers 

For HR and people analytics leaders, this conversation provides a practical look at how a data-led people function can help shape work, strengthen decision-making and lead organisational transformation. 

This episode is sponsored by HiBob.   

HiBob is the people platform built for the AI era, helping organizations replace fragmented HR systems with a unified foundation for workforce management. That's why Brandon Hall Group says unified workforce platforms are becoming the foundation for organizations looking to scale AI with confidence.

The report also includes a practical business case template with ROI modeling and executive evaluation criteria to help build your transformation strategy.  

Download the Brandon Hall Group HCMS Platforms Report  

Resources:   

Snowflake 

Careers at Snowflake 

Snowflake Education and Training

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A year ago, the challenge was getting people to use AI. Now, the harder task is turning widespread experimentation into redesigned work, stronger productivity and measurable business impact. 

In this episode, David Green is joined by Ronni Zehavi, Co-Founder and CEO of HiBob, to explore what the company has learned from its own award-winning AI transformation. Ronni also shares an early, inside perspective on Salesforce’s $166 million investment in HiBob and why it represents an important next chapter in the company’s evolution towards an Organisational Intelligence platform, built on trusted workforce context to help organisations redesign work and make better decisions as people and AI increasingly work side by side. 

Join them, as David and Ronni discuss:

• Why HiBob shifted its focus from experimentation and adoption to measuring productivity, impact and business value 
• Why managers are the critical change agents in workforce transformation, and what HiBob learned from its Leading with AI programme 
• Why skills are becoming increasingly important to work redesign, and how this is reshaping job architecture, hiring and development 
• How Ronni has changed his own behaviour as CEO, including building a digital twin that has become part of how he works every day 
• Why trusted people and organisational data is central to HiBob’s vision for Organisational Intelligence, and what the Salesforce investment could mean for the company’s next chapter 
• Why HR needs to take a leading role in redesigning work, while simultaneously transforming its own capabilities, processes and ways of working 

For HR and business leaders navigating the same transition, this is a candid look behind the curtain at what it takes to move from promising adoption numbers to meaningful changes in how work gets done and measurable business impact. 

This episode is sponsored by HiBob.   

HiBob is the people platform built for the AI era, helping organizations replace fragmented HR systems with a unified foundation for workforce management. That's why Brandon Hall Group says unified workforce platforms are becoming the foundation for organizations looking to scale AI with confidence.  

The report also includes a practical business case template with ROI modeling and executive evaluation criteria to help build your transformation strategy.

Download the Brandon Hall Group HCMS Platforms Report  

Resources:   

HiBob resources hub 

HiBob's 2026 Josh Bersin HR Pacesetter Award for AI Transformation

The $166 million investment round led by Salesforce

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Your AI adoption numbers might be climbing. But what do they tell you about your people?  

Kelly Jones, Chief People Officer at Cisco, and her team set out to answer that question, and the findings are reshaping how Cisco thinks about engagement, performance, leadership, and the future of HR itself. 

In this conversation, David and Kelly discuss:

• What prompted Cisco's People Intelligence team to ask a bigger question about AI than most organisations are asking 
• The connection between AI use, employee engagement, and career growth at Cisco 
• Why leaders who use AI themselves are so critical to driving adoption across their teams 
• The confidence gap Cisco is seeing between director-level leaders and mid-level employees, and what to do about it 
• How this transformation is reshaping the HR function itself, and the skills needed to build HR for an "intelligence era" 
• The wellbeing cost of change at this pace, and where to start if you don't know where to begin 

This episode is sponsored by HiBob.

HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business.   

Sapient Insights recognises HiBob’s AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognising the strongest AI vision among Core Leaders.    

HiBob. All-in-one HCM for HR, Payroll, and Finance.   

​​​Learn all about HiBob’s modern HR platform here

Resources:  

Cisco's Journey in AI Workforce Transformation  

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If you knew you might live to 100, how differently would you think about the career you are building today? 

Lynda Gratton is Professor of Management Practice in Organisational Behaviour at London Business School, where she's taught for more than thirty years and leads the world's number one ranked programme in human resources. Lynda is also the bestselling co-author of the million selling The 100-Year Life.  

Ahead of the publication of her new book, Living the 100-Year Life: How to build a career that lasts and a life you love, Lynda joins David to explore why longer lives are stretching the traditional education, work and retirement model to breaking point, and what this means for individuals and organisations. 

In this episode, David and Lynda discuss: 

• The eight threads Lynda believes can help us build resilient and fulfilling working lives, and why calm is becoming increasingly important 
• Why “amplification”, our relationship with technology and AI, is one of the eight threads we need to manage deliberately 
• How AI is reshaping work at the level of tasks, and what that means for the careers we build 
• Why career architectures, mobility and development models designed for shorter, more predictable working lives need to evolve 
• How organisations can help people navigate repeated transitions across careers that could span 50 or 60 years 

Ultimately, this is a conversation about longevity, technology and human agency, and how individuals and organisations can make the extra years we have been given count. 

This episode is sponsored by HiBob.  

HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business.   

Sapient Insights recognises HiBob’s AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognising the strongest AI vision among Core Leaders.    

HiBob. All-in-one HCM for HR, Payroll, and Finance.   

​​​Learn all about HiBob’s modern HR platform here

Resources:  

Living the 100-year old Life: How to build a career that lasts and a life you love 

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Should workforce transformation belong to HR? Bettina Dietsche, Group Chief People and Culture Officer at Allianz, doesn't think so. 

Bettina leads the people agenda for around 156,000 employees at Allianz. She came to HR after 25 years in IT and digital transformation, picking up the people function while serving as COO of Allianz Commercial during a company turnaround. That background shapes her view that HR's job is to challenge and push transformation onto the business agenda - not to own it.

In this episode, David and Bettina discuss: 

• Why she believes HR should challenge and nudge workforce transformation, while ownership sits with the business
• How 25 years leading IT and digital transformation, including a COO turnaround, shaped her approach to the CPO role
• Why she runs regular sessions with more than 60 CEOs across Allianz, and what that partnership actually looks like in practice
• Her test for a healthy culture - what people do when no one's watching - and why she calls culture "the hardest currency"
• How Allianz builds daily AI habits into leadership, from "AI gem sessions" to asking each morning what AI can help with first
• Why she sees AI creating as many new early-career roles as it displaces, and how Allianz is reshaping graduate hiring around that 

This episode is sponsored by Valence.  

Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before.

As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.

Learn more at valence.co/insight222

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Do you know which of your people are wired to thrive in chaos, and which ones need certainty to do their best work? 

In this episode, David is joined by Mike Flannagan, Corporate Vice President, Customer & Commercial Success at Microsoft, and Paul Burgess, founder of Instinctive Drives, to explore Microsoft's recent partnership with Instinctive Drives and what it reveals about the human side of AI transformation. Together they unpack why the biggest barrier to AI adoption isn't the technology itself, but the mismatch between people's natural instincts and the roles they're being asked to play. 

Join the dynamic trio as they discuss: 

• Why AI adoption is a people transformation 
• How the Instinctive Drives framework explains why people react so differently to change 
• What happens when the wrong people get pushed into high-experimentation, high-failure roles 
• Why psychological safety is the real prerequisite for AI adoption at scale 
• How a shared language around instincts can rebuild trust and speed up team performance 

Listeners can try their own Instinctive Drives assessment for free for a limited time (expires 31st of October 2026) - the link is in the show notes below. 

This episode is sponsored by Instinctive Drives.  

As organisations invest heavily in AI, the people expected to deliver are often overwhelmed and working against their own natural wiring. Instinctive Drives' science-backed methodology reveals how each person is wired to work - which is why Microsoft chose them as their strategic partner for enterprise AI adoption worldwide. 

Try your own Instinctive Drives assessment for free at instinctivedrives.com/digitalhrleaders - available until 31 October 2026. 

Resources:  

Instinctive Drives assessment - available until 31 October 2026 

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Do you know which of your people are wired to thrive in chaos, and which ones need certainty to do their best work? 

In this episode, David is joined by Mike Flannagan, Corporate Vice President, Customer & Commercial Success at Microsoft, and Paul Burgess, founder of Instinctive Drives, to explore Microsoft's recent partnership with Instinctive Drives and what it reveals about the human side of AI transformation. Together they unpack why the biggest barrier to AI adoption isn't the technology itself, but the mismatch between people's natural instincts and the roles they're being asked to play.

Join the dynamic trio as they discuss:

• Why AI adoption is a people transformation 
• How the Instinctive Drives framework explains why people react so differently to change 
• What happens when the wrong people get pushed into high-experimentation, high-failure roles 
• Why psychological safety is the real prerequisite for AI adoption at scale 
• How a shared language around instincts can rebuild trust and speed up team performance 

Listeners can try their own Instinctive Drives assessment for free for a limited time (expires 31st of October 2026) - the link is in the show notes below. 

This episode is sponsored by Instinctive Drives.

As organisations invest heavily in AI, the people expected to deliver are often overwhelmed and working against their own natural wiring. Instinctive Drives' science-backed methodology reveals how each person is wired to work — which is why Microsoft chose them as their strategic partner for enterprise AI adoption worldwide.

Try your own Instinctive Drives assessment for free at instinctivedrives.com/digitalhrleaders - available until 31 October 2026.

Resources:  

• Instinctive Drives assessment - available until 31 October 2026

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How do you bring AI into an organisation without losing what's made it work for 150 years? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Eric Dozier, Executive Vice President and Chief People Officer at Eli Lilly, to explore what it takes for HR to lead AI and workforce transformation at enterprise scale.  

Join them, as they discuss: 

• Why HR has to transform twice over in the AI era, first as a function, then as an organisation  
• What prompted Lilly's AI journey, and how the friction points that came up shaped the approach going forward 
• How the role of the manager is changing as AI becomes part of everyday work 
• What separates AI capability from simply increased AI usage 
• The principles guiding Lilly's approach to responsible AI, including where it supports leadership judgement and where it shouldn't 
• How employee feedback has reshaped Lilly's AI strategy, and what Eric believes HR leaders should prioritise as they lead their own transformations 

This episode is sponsored by Valence.  

Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. 

As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.  

Learn more at valence.co/insight222

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What if the resistance you're seeing from your team isn't opposition at all? 

David Green is joined by Travis Hahler, who leads global strategy and transformation at Salesforce and is also the founder of Neurological Nomad, where he applies neuroscience and neuropsychology to how leaders manage change. Travis is the author of the new book Rethink Resistance, and his central argument reframes almost everything: resistance isn't personal, it's protective. 

Why resistance to change should be read as information, not opposition:

• The six neurological barriers to change, and why leaders need to understand each one 
• How routine and old habits quietly pull people back toward what made them successful before, even when they're not against the future 
• Why cognitive load and pacing determine whether people actually learn through a transformation, or just survive it 
• What employees are really losing in change that's genuinely good for them, and why leaders often miss it 
• How to apply these insights practically to workforce transformation and AI adoption 

Whether you're leading a transformation right now or preparing for one, this conversation will change how you think about the resistance you're seeing. 

This episode is sponsored by Valence.  

Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. 

 As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.  

Learn more at valence.co/insight222  

Additional resources: 

Rethink Resistance: Embracing Neuroscience to Lead Transformational Change

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Is your HR function organised the way employees actually experience it, or just the way it's always been done? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Tony Truong, VP of People Strategy, Operations, Technology and Analytics at Chime, to unpack why most HR functions are still organised in silos, by specialty, while employees experience work as a series of moments: getting hired, being onboarded, going for a promotion. Tony has spent the last two years closing that gap, rebuilding Chime's people function from the ground up as the company has scaled into a public company. 

In this episode, David and Tony discuss: 

• Why the real limitation holding HR back is fragmentation, not ambition 
• What it's taken to rebuild a people function from the ground up at a newly public company 
• How AI has reshaped recruiting at Chime, cutting a process that used to take days down to hours 
• Tony's three-stage framework for thinking about AI's role in the business: assistance, automation, and orchestration 
• What it actually looks like to move people analytics from the periphery of HR to the centre of how a business makes decisions 

This episode is sponsored by Valence.  

Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. 

 As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.  

Learn more at valence.co/insight222  

Additional resources: 

Deloitte Global Human Capital Trends 2026 Report

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How do you tell the difference between AI that's genuinely transforming HR and AI that's just a slide in a vendor deck? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Parker Mitchell, Founder and CEO of Valence, the team behind the AI coaching platform Nadia, to discuss what it really takes for HR to prove value in an increasingly crowded AI market. 

Join them, as they discuss: 

• How to separate genuine AI capability from marketing claims in an increasingly crowded market
• Why AI budgets are increasingly coming from the C-suite rather than HR, and what that means for how HR shows up in these conversations
• What CHROs should be asking before choosing between an AI-native provider and a legacy platform with bolted-on AI features
• How the best people analytics teams are proving ROI from AI coaching, beyond adoption metrics
• What it looks like to make performance management continuous rather than a once or twice-a-year process
• Why frontline and operational workers need a different approach to AI coaching than knowledge workers
• Valence's recent partnership with Microsoft and what it signals about where AI coaching is heading 

This episode is sponsored by Valence.  

Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. 

 As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.  

Learn more at valence.co/insight222

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What would your organisation look like if it worked more like an octopus — distributed, adaptive, and capable of sensing and reacting without waiting for instructions from the centre? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Phil Lebrun and Jana Werner, Executives in Residence at Amazon Web Services and authors of The Octopus Organization, to explore why so many transformations fail to stick — and what a more adaptive, human approach to change actually looks like. 

Join them as they discuss:

• What the octopus organisation metaphor is, and why it offers a different model to the traditional, hierarchical "Tin Man" organisation 
• The three themes — clarity, ownership, and curiosity — that separate organisations that adapt well from those that don't 
• Why transformation can no longer be treated as a one-time event 
• HR's evolving role in driving and supporting transformation 
• How to measure whether change is actually working, beyond vanity metrics 
• Real examples of leaders and organisations putting these ideas into practice 

This episode is sponsored by Valence.  

Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. 

 As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.  

Learn more at valence.co/insight222

Resources:

• The Octopus Organization by Phil Lebrun and Jana Werner 

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Is purpose at work as straightforward as we've made it out to be? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Jessica Zwaan, VP People Strategy and Operations at Leapsome and author of Built for People and Purpose and Work, to explore what the research actually tells us about purpose at work — and what that means for how HR shows up for people. 

Join them as they discuss: 

• Why treating HR like a product function changes the questions you ask
• What the research on purpose at work really reveals, and why the reality is more nuanced than the narrative
• What purpose washing is, how it happens, and what it can look like in practice
• What a more grounded alternative to purpose-led culture could look like
• Why really knowing your people is the foundation of all of it
• How perceptions of HR are evolving, and what's driving that shift 

This episode is brought to you by Leapsome - the people-first HR platform that connects performance, engagement, and HR operations in one place, so you get a complete picture, not half the story.  

See it in action at leapsome.com/demo. 

Resources:  

• Built for People by Jessica Zwaan  
• Purpose and Work by Jessica Zwaan 
• People over Perks, the Leapsome Community

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How do you rebuild a company's entire capability infrastructure — and fund the transformation through the savings it generates? 

Zaka Farhat is Global SVP for Talent, Learning, Organisation and Capability Development at GSK, where she leads the company's enterprise-wide skills, learning and capability agenda. In this episode, Zaka shares the full story of how GSK rebuilt its capability infrastructure in 18 months - retiring more than 20 legacy systems, building a single skills and learning ecosystem, and funding the transformation through the savings it generated. 

Join them as David and Zaka discuss:

• Why GSK's skills transformation began with a commercial question about capability and cost 
• The five conditions for organisational readiness that had to be in place before any platform launched 
• How GSK approached skills taxonomy, job architecture and inference, and what they had to redo along the way 
• What personalised learning looks like at scale, and how skills data is now shaping workforce planning decisions 
• What GSK chose to stop, and why decommissioning is the step most transformations skip 
• How Zaka's team is measuring impact across three KPI layers 

This episode is sponsored by TechWolf. 

The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. 

That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf.  

As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence.  Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai.

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How do the world's most forward-thinking organisations use skills intelligence, market intelligence and work intelligence together to stay ahead? 

In this episode of the Digital HR Leaders podcast, host David Green is joined by Mik Wornoo, co-founder and President of US at TechWolf, to explore how organisations are using three signals together to build a strategic workforce planning strategy that can keep pace with AI, and what that looks like in practice. 

In this conversation, David and Mik discuss: 

• What skills intelligence, work intelligence and market intelligence each bring to strategic workforce planning, and why all three matter 
• What work intelligence actually means in practice, and how decomposing work into tasks is changing how organisations understand the impact of AI on their workforce 
• How AI is actively reshaping roles right now, and what that means for strategic workforce planning, job architecture and redeployment 
• Real-world case studies from organisations using all three signals to make smarter workforce decisions and align their people strategy with their AI strategy 
• What it actually looks like to get started, and why the barrier to entry is lower than most HR leaders think 

This episode is sponsored by TechWolf. 

The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. 

That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf.  

As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence.  Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai. 

Resources:  

TechWolf podcast

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What does it take to turn a 300-year-old bank into the UK's biggest fintech? 

Sharon Doherty is Chief People and Places Officer at Lloyds Banking Group, and over the last four years she's been leading one of the most ambitious organisational transformations in British financial services - 300-year-old institution reinventing itself as the UK's biggest fintech.

In this episode, David and Sharon get into what transformation at that scale actually looks like from the inside - the governance, the culture work, the AI strategy, and the tough calls that only leadership can make. 

• How Sharon thinks about her role as CPPO through three lenses: storyteller, tough lover, and disruptor
• The AI governance structure at Lloyds, including the control tower she runs with the CTO and the ethics committee underpinning every decision
• The cross-functional super agent Lloyds is building with Microsoft
• Why HR leaders should be fighting to get Places on their remit, and how ownership of the physical environment transforms what the function can deliver
• How Lloyds is approaching the shift from AI literacy to AI fluency across 80,000 people
• What Sharon thinks the world of work looks like in 2033, and the role HR must play in getting there 

This episode is sponsored by TechWolf. 

The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. 

That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf.  

As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence.  Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai.

Hosted on Acast. See acast.com/privacy for more information.

Are your meetings actually working? Or has your calendar just become a system nobody knows how to switch off? 

In this episode, David Green is joined by Rebecca Hinds, Stanford-trained organisational researcher, Head of the Work AI Institute at Glean, and author of Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done.  

In this conversation, David and Rebecca discuss: 

• Why organisations should treat meetings as a product, and what that actually means in practice 
• The concept of meeting debt, and why calendars accumulate bloat in the same way codebases accumulate technical debt 
• What a 48-hour calendar cleanse involves, and what typically happens when organisations rebuild their calendars from scratch 
• The patterns that show up most consistently when mapping how work actually moves between teams 
• How AI is being used to improve meetings, and the ways it can make dysfunctional meeting culture worse 
• What the conversation looks like in the room when CHROs start rethinking collaboration for the AI era 

This episode is sponsored by TechWolf. 

The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. 

That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf.  

As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence.  Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai. 

Resources: Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done 

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Most organisations are asking how to get more from their people. But what if the real question is how to get more from the time they spend at work? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Joe O'Connor, founder of Worktime Revolution, and Jared Lindzon, future-of-work journalist and author, to explore the research-backed case for the four-day working week, and what it means for how HR leaders design, lead and transform work. 

Join them as they discuss: 

• Why the five-day working week is a relic of the industrial age  
• What the evidence from global pilots shows about productivity, wellbeing and retention 
• Why organisations moving to a four-day week are also becoming faster AI adopters 
• What it actually takes to make the transition work - and why culture and trust are the real foundations 
• How HR leaders can shift the conversation from top-down mandate to shared, enthusiastic change 

This episode is sponsored by TechWolf. 

The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. 

That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf.

As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence.  Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai. 

Resources: Do More In Four by Joe O'Connor and Jared Lindzon

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What’s the value of employee experience if you can’t tie it to business performance results?

In this special bonus episode of the Digital HR Leaders podcast, host David Green is joined Katarina Coppé and Jake Mealy, respectively Senior Partner and Chief Data Solutions Officer at Welliba.  

Drawing on new research analysing over 25 million data points across the S&P 500, they unpack the direct link between employee experience and financial performance, showing why companies with stronger employee sentiment consistently outperform the market. 

Join them to learn more about:  

• Why traditional employee listening models are breaking down and what’s replacing them 
• How external data can reveal competitive blind spots in attraction and retention 
• The surprising link between employee experience and shareholder returns 
• Why “fixing the floor” matters more than chasing high engagement scores 
• How HR can bring employee experience into board-level and investor conversations
• Practical steps to move from insight to action - faster 

Welliba, winner of the 2024 HR Unleash Global Startup Award, is redefining people, culture and organisational insights.  

Using the latest AI technologies combined with behavioural science, their EXcelerate solution, instantly analyses all available public data, delivering deep insights into people and organisations - without the need for surveys. Discover how you can elevate your talent strategy, transform your workforce, and stay ahead of your competitors.  

Learn more at offer.welliba.com/insight222-2026 

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When your business is transforming, how do you make sure your people strategy is part of leading that change? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Mattijs Mol, VP of HR Technology, Strategy and Insights at Wärtsilä, to explore what it really takes to run a people analytics function inside a business undergoing fundamental change. 

Join them, as they discuss: 

• Why transformation creates new demands on people analytics and how to meet them
• What capabilities matter most when bringing workforce data sources together
• How to make wellbeing land with the business by connecting it directly to performance
• How AI is reshaping the people analytics function and the wider workforce
• Where the boundaries should be when AI starts influencing real workforce decisions
• What the people analytics function could look like in five years 

This episode is sponsored by Visier. 

Visier Workforce AI is your GPS for workforce decisions. Spot attrition risk, uncover pay gaps, measure leadership impact, and track skills shortages before they slow growth. Then act. Align talent to real business outcomes.   

Across industries, HR and business leaders are using Visier Workforce AI to navigate the biggest workforce shifts of our time. Move from knowing to doing, faster.  

See it in action at visier.com 

Also, make sure to read to explore Visier’s latest research on strategic workforce planning in the AI era.  

Hosted on Acast. See acast.com/privacy for more information.

AI, layoffs, reskilling - everyone’s reacting to the same headlines. The question is: are they making the right decisions because of them? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Kate O’Neill, Tech Humanist, keynote speaker, and author of What Matters Next, to explore how leaders can make more deliberate, context-aware decisions in a landscape shaped by constant change. 

Join them, as they discuss: 

• Why reacting to headlines can lead to poor decision-making 
• How to take a more structured, long-term view of change 
• The ultimate approach to prioritising in complex environments 
• What meaningful upskilling looks like in the age of AI 
• Why prompting reflects a deeper shift in how work gets done 
• How to build trust and communicate change more effectively 

This episode is sponsored by Visier. 

Visier Workforce AI is your GPS for workforce decisions. Spot attrition risk, uncover pay gaps, measure leadership impact, and track skills shortages before they slow growth. Then act. Align talent to real business outcomes.   

Across industries, HR and business leaders are using Visier Workforce AI to navigate the biggest workforce shifts of our time. Move from knowing to doing, faster.  

See it in action at visier.com 

Also, make sure to read to explore Visier’s latest research on strategic workforce planning in the AI era.

Resources:  

What Matters Next: A Leader's Guide to Making Human-Friendly Tech Decisions 

We can not leave meaning to machine - TED talk  

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What if HR is still thinking too small about AI? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Paul, Chief Evangelist and Talent Strategist at Visier, to explore why traditional transformation approaches may no longer be fit for purpose, and what HR needs to do differently to keep pace. 

Join them, as they tackle some of the biggest questions facing the function today: 

• Is the current framing of AI in HR too narrow? 
• Does HR need to operate more like finance to remain relevant? 
• What does it take to move from pilots to real, enterprise-wide impact? 
• And as AI becomes embedded across the business, does people analytics become less visible… or more critical than ever? 

This episode is sponsored by Visier. 

Visier Workforce AI is your GPS for workforce decisions. Spot attrition risk, uncover pay gaps, measure leadership impact, and track skills shortages before they slow growth. Then act. Align talent to real business outcomes.   

Across industries, HR and business leaders are using Visier Workforce AI to navigate the biggest workforce shifts of our time. Move from knowing to doing, faster.  

See it in action at visier.com 

Also, make sure to read to explore Visier’s latest research on strategic workforce planning in the AI era.

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What does the next evolution of people analytics actually look like? 

As AI reshapes how organisations operate, people analytics is increasingly being drawn into more consultative, business-facing work - helping leaders think through decisions, guide adoption, and play a more active role in how work actually gets done. 

In this episode of the Digital HR Leaders podcast, host David Green is joined by Jamie Nevshehir, VP of HR Operations and People Analytics at NBCUniversal, to explore what that looks like in practice.  

So, hit play to learn more about: 

• How to build a people analytics function from scratch and establish credibility early
• Why strong data foundations still matter more than advanced analytics
• How to introduce a more consultative, business-facing approach
• The role of people analytics in guiding and governing AI adoption
• Why dashboards are no longer enough on their own
• How the function is evolving toward influencing decisions

This episode is sponsored by Visier. 

Visier Workforce AI is your GPS for workforce decisions. Spot attrition risk, uncover pay gaps, measure leadership impact, and track skills shortages before they slow growth. Then act. Align talent to real business outcomes.   

Across industries, HR and business leaders are using Visier Workforce AI to navigate the biggest workforce shifts of our time. Move from knowing to doing, faster.  

See it in action at visier.com 

Also, make sure to read to explore Visier’s latest research on strategic workforce planning in the AI era.

Hosted on Acast. See acast.com/privacy for more information.

Are organisations overlooking one of the most important drivers of employee experience and performance? 

For many, the workplace is still treated as a fixed asset - something to manage for cost and capacity, rather than something to actively design around how work actually happens. 

In this episode of the Digital HR Leaders podcast, host David Green is joined by Phil Kirschner, Workforce Experience Consultant and author of the famous newsletter, The Workline, to explore why workplace strategy continues to sit outside of core HR and people analytics conversations - and why that needs to change. 

Drawing on his experience across Credit Suisse, JLL, WeWork, and McKinsey, Phil shares a more practical view of what organisations are missing - from the lack of basic workplace data, to the assumptions that still shape many workplace decisions today. 

So, hit play to learn more about: 

• Why workplace strategy is still disconnected from workforce strategy
• The key data points organisations should be tracking
• How leading organisations are starting to think differently about the purpose of the office
• What the “Chief Work Officer” role looks like in practice
• Why AI is increasing - not reducing - the importance of workplace and experience design

This episode is sponsored by Visier. 

Visier Workforce AI is your GPS for workforce decisions. Spot attrition risk, uncover pay gaps, measure leadership impact, and track skills shortages before they slow growth. Then act. Align talent to real business outcomes.   

Across industries, HR and business leaders are using Visier Workforce AI to navigate the biggest workforce shifts of our time. Move from knowing to doing, faster.  

See it in action at visier.com 

Also, make sure to read to explore Visier’s latest research on strategic workforce planning in the AI era.  

Resources:  

The Workline newsletter

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Are we finally at a point where the way we’ve approached workplace learning no longer works? 

For years, organisations have invested heavily in learning platforms, content libraries and structured programmes. But if we’re honest, much of it still feels disconnected from how people actually learn today - especially in a world where employees can pick up new skills instantly using AI tools. 

So what does effective learning look like now? And how do organisations build an AI-ready workforce without falling back on outdated models? 

In this episode of the Digital HR Leaders podcast, host David Green is joined by Chris Eigeland, Founder and CEO of Go1, to explore how workplace learning is evolving - and what HR and L&D leaders need to do differently. 

Drawing on his experience working with L&D practitioners across the globe, Chris shares practical insights on: 

• Why traditional approaches to learning are struggling to keep up 
• How AI is changing not just what we learn, but how we learn
• Where organisations are making real progress with AI upskilling - and where they’re falling short
• Whether technology can finally reduce the compliance burden on HR teams
• What HR and L&D leaders should prioritise over the next 12–18 months

This episode is sponsored by Go1.  

Go1 partners with L&D leaders around the world to turn AI into a workforce advantage, combining trusted learning expertise with an AI toolkit designed for organisational assessment and skills strategy, ready to deploy when teams need it.  

"With a learning delivery suite designed to deliver expert-led content through AI functionality, Go1 helps people build the skills to work confidently alongside AI"  

Learn more at go1.com/ai-with-go1     

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If parts of a role can be automated or augmented overnight, what does that mean for job design, career development, and the way organisations build the next generation of talent? 

In this episode of the Digital HR Leaders podcast, host David Green is joined by Hebba Youssef, Chief People Officer at Workweek and the Founder and creator of the widely followed newsletter I Hate It Here. 

Drawing on her experience building and leading HR teams, Hebba shares how she is approaching AI adoption inside her own organisation and what the rise of AI-powered teams means for the future of work. 

So, tune in to learn: 

• Why the traditional job description model may no longer reflect how work actually gets done 
• How AI-powered teams are beginning to reshape HR operating models 
• What the rise of AI means for managers, entry-level talent and early career development 
• How HR leaders can evaluate and prioritise AI investments 
• Where HR teams can begin automating parts of their function 
• Why governance and organisational design must evolve alongside AI adoption 

This episode is sponsored by Hibob. 

HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business.  

Sapient Insights recognizes HiBob’s AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognizing the strongest AI vision among Core Leaders.   

HiBob. All-in-one HCM for HR, Payroll, and Finance.

Learn all about HiBob’s modern HR platform here 

Resources:  

I Hate it Here Newsletter 

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Are we overlooking one of the biggest human consequences of AI at work? 

As organisations race to adopt AI, much of the conversation has focused on productivity, efficiency, and redesigning work. But far less attention has been given to how these technologies may reshape something just as important: the relationships people rely on at work. 

To unpack this, in this episode of the Digital HR Leaders podcast, host David Green speaks with Connie Noonan Hadley, organisational psychologist, Thinkers50 Radar thinker, and Research Associate Professor at Boston University’s Questrom School of Business. 

Connie has spent decades studying the social experience of work, including the growing challenge of loneliness in organisations. And drawing on her latest research and conversations with senior HR leaders, Connie shares insights on how AI is beginning to influence not just how work gets done, but how people connect, collaborate, and seek support at work. 

So, tune in to learn: 

• Why loneliness at work remains such a persistent challenge - even in organisations investing heavily in culture
• What CHROs are prioritising right now as they navigate AI adoption, organisational redesign, and a rapidly shifting external environment
• How employees are already using AI for things they once relied on colleagues for - from career advice to coaching and problem-solving
• Why return-to-office mandates may not solve loneliness in the way many leaders expect
• Practical ways HR leaders can protect human connection while embracing AI-driven transformation 

This episode is sponsored by Hibob. 

HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business.  

Sapient Insights recognizes HiBob’s AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognizing the strongest AI vision among Core Leaders.   

HiBob. All-in-one HCM for HR, Payroll, and Finance.  

​​​Learn all about HiBob’s modern HR platform here 

Resources:  

We’re Still Lonely at Work 

The Surprising Power of Team Rituals 

Institute for Leadership & Work at Boston University Questrom School of Business 

Institute for Life at Work, research think tank and laboratory

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Have we made the manager’s role more complex without making it easier to make good decisions? 

Over the past decade, expectations on managers have grown significantly. They’re expected to make decisions that are fair, data-informed, and financially responsible - often in real time and under increasing scrutiny. Yet in many organisations, the systems designed to support those decisions haven’t evolved at the same pace.  

So, in this episode of the Digital HR Leaders podcast, host David Green speaks with Kenneth Matos, Director of Market Insights at HiBob, to explore what it takes to design better decision environments for modern organisations. 

Drawing on new global research involving 4,700 people managers, Ken shares why the time spent stitching together data and the lack of a unified HR–Finance view are undermining decision quality - and what leaders must do to enable managers to balance people fairness with financial discipline. 

Tune in to learn more about: 

• Why decision friction is emerging as a hidden barrier to organisational agility 
• How fragmented data undermines fairness, consistency, and trust in people decisions 
• What changes when HR and Finance operate from a shared context
• Why defensibility is becoming critical in an era of pay transparency and scrutiny
• How AI can reduce decision friction when implemented with the right guardrails
• Why designing better decision environments is becoming a core leadership priority 

This episode is sponsored by Hibob. 

HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business.  

Sapient Insights recognises HiBob’s AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognising the strongest AI vision among Core Leaders.   

HiBob. All-in-one HCM for HR, Payroll, and Finance.  

​​Learn all about HiBob’s modern HR platform here

Resources:  

Better Together: Budget-Smart People-Fair How Managers Decide with Data Report 

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Is employee experience due for a reset? 

For much of the past decade, employee experience has been framed as a competitive advantage - a way to attract talent, boost engagement, and strengthen culture. Yet in today’s environment, shaped by economic pressure, evolving workforce expectations, and the rapid rise of AI, many organisations are re-examining whether their approach is still sustainable - or whether, in trying to improve employee experience, they may have inadvertently diluted it. 

So, in this episode of the Digital HR Leaders podcast, host David Green speaks with Jacob Morgan - author, keynote speaker, and Founder of The Future of Work Leaders - to explore what an employee experience reset looks like in 2026 and beyond.  

Drawing on insights from interviews with 100 CHROs, Jacob shares why this moment may mark a turning point for accountability at work, and what leaders must do to balance empathy with performance without undermining either. 

Tune in to learn more about: 

• Why 2026 may be a turning point for accountability in employee experience 
• Whether wellbeing programmes have diluted performance expectations 
• How leaders can balance empathy and high performance standards without appearing anti-employee 
• What the evolving power dynamic between employers and employees means in practice 
• How AI is redefining how work is measured, managed, and valued 
• Why HR must lead - not just manage - the responsible and ethical adoption of AI 

This episode is sponsored by Hibob. 

HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business.  

Sapient Insights recognises HiBob’s AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognising the strongest AI vision among Core Leaders.   

HiBob. All-in-one HCM for HR, Payroll, and Finance.  

​​​Learn all about HiBob’s modern HR platform here 

Resources:  

The Eight Laws of Employee Experience 

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What can HR learn from private equity, where talent, culture, and leadership are part of the deal thesis from day one? 

In many organisations, the connection between people strategy and business outcomes is still taking shape. In private equity, however, that connection is immediate and unmistakable, with leadership quality, organisational design, workforce capability, and culture being central to the value-creation plan, with clear timelines, defined expectations, and measurable results. 

So, in this episode of the Digital HR Leaders podcast, host David Green speaks with Angela Geffre, Head of Human Capital at GrowthCurve Capital, to discuss what this looks like on the ground.  

Together, they explore what it really means to run HR in a private equity environment, and what the broader HR profession can learn from it. So tune in, and learn more about:  

• The key people questions to ask when assessing a new portfolio company
• How HR contributes to value creation during a 3–5 year investment horizon
• What truly drives performance and retention across industries and organisation sizes
• How HR must adapt when moving from large enterprises to fast-moving portfolio businesses
• How AI is reshaping products, operating models, and early-career pathways
• Why HR must lead the responsible and ethical adoption of AI, not just manage its impact 

This episode is sponsored by HiBob. 

HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business.  

Sapient Insights recognises HiBob’s AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognising the strongest AI vision among Core Leaders.   

HiBob. All-in-one HCM for HR, Payroll, and Finance.  

​​​Learn all about HiBob’s modern HR platform here

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Most organisations say Strategic Workforce Planning is a priority. Far fewer are prepared for what that actually requires. 

Because the challenge isn’t just predicting how many people you’ll need. It’s understanding how work itself is changing, how skills are shifting beneath stable job titles, and how today’s hiring, reskilling, and entry-level decisions are quietly shaping capability and leadership risk years into the future. 

In this episode of the Digital HR Leaders podcast, David Green is joined by Vincent Barat, Founder and CEO of Albert, to explore whether organisations are thinking about Strategic Workforce Planning at the right level - and what it really means to make workforce planning truly strategic in today’s environment. 

Drawing on Vincent’s experience working at the intersection of business strategy, skills, and workforce dynamics, this conversation explores: 

• Why SWP is shifting from a planning exercise to a capability and risk discipline 
• What truly puts the “strategic” in Strategic Workforce Planning beyond headcount and budgeting 
• Where organisations most often struggle when trying to move from SWP theory to execution 
• How AI is reshaping skills and tasks beneath job titles, and the implications for reskilling and redeployment 
• Why reduced entry-level hiring today could create leadership and succession challenges tomorrow 
• The practical priorities HR and people analytics leaders should focus on right now 

This episode is sponsored by Albert.  

Albert is your strategic workforce planning co-pilot, built for global HR leaders who are done with Excel, chaos, and finance-led headcount cuts.  

Albert helps you decode complex people data, anticipate change, and make confident, cost-saving decisions on skills and hiring without hiring a single analyst.  

Discover how to handle the people side of your long-range plan with zero guesswork at albertapp.com/davidgreen 

Links to resources: 

The SWP Cookbook 

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People analytics has spent years building credibility through data. Now the pressure is different. Business leaders aren’t just asking for insight - they’re expecting direction. Where should we invest? What should we stop doing? What risks are we not seeing yet? 

But many teams still find themselves pulled back into reporting cycles, ad-hoc requests, and an overemphasis on metrics that don’t always lead to better decisions. 

So what shifts when people analytics starts operating more like a product and less like a project function? 

In this episode, David Green is joined by Ashar Khan, Head of People Insights and Solution Design at Autodesk, to explore how the function evolves from delivering data to shaping choices at scale. 

Join this conversation as they discuss: 

• The skills and mindsets modern people analytics teams need beyond technical expertise
• What an effective people analytics operating model looks like in practice 
• The core capabilities required to bridge HR technology and HR strategy 
• Where “metric fixation” leads organisations toward false confidence and poor decisions 
• Why the assumption that AI automatically means “fewer people” misses the bigger picture 
• Practical advice for CHROs building or redesigning a people analytics function today 

This episode is sponsored by Worklytics. 

How productive is your organisation, really? Worklytics makes it clear - with privacy-first insights from everyday work data. See how meeting volume, manager effectiveness, collaboration health, and AI adoption are impacting your team’s focus, efficiency, and outcomes - so you can make smarter decisions, faster. 

No surveys. No assumptions. Just clear insight into work. Right now, Worklytics is offering podcast listeners a free 30-day trial of their productivity analytics dashboard. 

Learn more at worklytics.co/productivity 

Link to resources: 

• The Strategic Workforce Planning Handbook  
• David Edwards’ Dark Artistry Newsletter 

Hosted on Acast. See acast.com/privacy for more information.

AI is changing tasks. Skills strategies are evolving. And yet visibility into capability, cost, and risk across the workforce often remains fragmented. 

So how do organisations move from reacting to workforce change, to planning for it in a way that actually shapes business outcomes? 

In this episode of the Digital HR Leaders podcast, host David Green is joined by David Edwards, strategic workforce planning practitioner, advisor, and author of The Strategic Workforce Planning Handbook, to explore what it really takes to make strategic workforce planning work in practice. 

Join this conversation as they discuss: 

• Why workforce planning can feel “deceptively threatening” inside an organisation  
• What changes when leaders shift from thinking about headcount to thinking about capability, capacity, cost, and risk over time  
• What goes wrong when people analytics and workforce planning operate in parallel 
• Why looking beyond permanent employees reveals hidden workforce risk 
• How AI is forcing organisations to rethink work design, not just skills strategies 
• The stakeholders' strategic workforce planning really needs 

This episode is sponsored by Worklytics. 

How productive is your organisation, really? Worklytics makes it clear - with privacy-first insights from everyday work data. See how meeting volume, manager effectiveness, collaboration health, and AI adoption are impacting your team’s focus, efficiency, and outcomes - so you can make smarter decisions, faster. 

No surveys. No assumptions. Just clear insight into work. Right now, Worklytics is offering podcast listeners a free 30-day trial of their productivity analytics dashboard. 

Learn more at worklytics.co/productivity . 

Link to resources: 

• The Strategic Workforce Planning Handbook  
• David Edwards’ Dark Artistry Newsletter 

Hosted on Acast. See acast.com/privacy for more information.

AI was supposed to make work more efficient. So why are people busier than ever? 

As organisations move into 2026, many leaders are realising that while technology has changed quickly, the fundamentals of how work gets done haven’t kept up. Activity is increasing, output is accelerating in places - yet coordination, focus, and decision-making often feel harder than before. 

So what’s actually going on? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Philip Arkcoll, Founder and CEO of Worklytics, to unpack this very question.  

Join this dynamic duo, as they discuss: 

• What the data reveals around where organisations were getting stuck in 2025, and how the way we work is changing in 2026 
• What collaboration and activity data reveals that traditional HR metrics often miss 
• Why decision-making, not output, is becoming the primary bottleneck in AI-enabled organisations 
• How increasing spans of control are reshaping the role, and load, of managers 
• The emerging divide between teams and individuals who are benefiting from AI and those who aren’t 
• What HR and people analytics leaders can do to measure, diagnose, and redesign how work actually happens 

This episode is sponsored by Worklytics. 

Worklytics helps leaders understand how work actually happens with data-driven insights into collaboration, productivity and AI adoption.  

By analysing real work patterns - from meetings to tool usage - they empower teams to work = 

Learn more at worklytics.co/ai  

Link to resources: 

• 5 Ways Work Will Change in 2026 

Hosted on Acast. See acast.com/privacy for more information.

Why are so many HR leaders experiencing “what just happened?” moments at work - and what does it really take to respond to authoritarian leadership with courage instead of fear? 

That’s the question Kristen Kavanaugh, Leadership Strategist, former Head of DEI and Talent Management at Tesla, explores in this episode of the Digital HR Leaders podcast. 

In this episode, host David Green sits down with Kristen to unpack what happens when fear quietly becomes the operating system inside organisations, why authoritarian leadership styles are becoming increasingly normalised, and how HR leaders can reclaim their agency in environments shaped by power, pressure, and public leadership behaviour. 

Tune in and learn: 

• Why fear-based leadership creates short-term gains but long-term damage 
• Why HR leaders often underestimate the agency they actually have 
• How Kristen’s Agency Loop framework helps leaders navigate tension, misalignment, and difficult decisions 
• What courageous leadership looks like as AI reshapes roles, skills, and power at work 
• Why HR has a once-in-a-generation opportunity to shape a more humane future of work This episode is sponsored by Worklytics. 

Worklytics helps leaders understand how work actually happens with data-driven insights into collaboration, productivity and AI adoption.  

By analysing real work patterns - from meetings to tool usage - they empower teams to work = 

Learn more at worklytics.co/ai  

Link to resources: 

• Courage over Fear: Harness the Power of Agency to Lead in Uncertain Times 

Hosted on Acast. See acast.com/privacy for more information.

Why do organisations keep repeating the same mistakes when it comes to hybrid work - and are they now doing the same with AI? 

That’s the question Brian Elliott, one of the most respected voices on the future of work, explores in this episode of the Digital HR Leaders podcast. 

In this episode, host David Green sits down with Brian to unpack why the hybrid and return-to-office debate continues to create tension between leaders and employees, despite years of data and experience, and the striking parallels between how organisations handled hybrid work and how many are now approaching AI adoption. 

Tune in and learn: 

• Why the hybrid and return-to-office debate continues to divide leaders and employees 
• What the evidence says about making hybrid work effective for both people and the business 
• The similarities between hybrid work decisions and today’s AI adoption challenges 
• How AI is changing entry-level roles and long-term talent pipelines 
• The biggest barriers organisations face when trying to change long-established ways of working 
• Why leadership behaviour ultimately determines whether change sticks 

This episode is sponsored by Worklytics. 

Worklytics helps leaders understand how work actually happens with data-driven insights into collaboration, productivity and AI adoption.  

By analysing real work patterns - from meetings to tool usage - they empower teams to work = 

Learn more at worklytics.co/ai  

Link to resources: 

• Five leadership lessons for "tough" CEOs 
• The burnout age 
• The job market and AI 

Hosted on Acast. See acast.com/privacy for more information.

As we begin a new year, it’s natural to reflect on what’s changed - and what’s quietly no longer fit for purpose. 

AI investment is accelerating at pace, and autonomous and semi-autonomous agents are moving from experimentation to everyday work. And yet, many organisations are still operating with leadership models, workforce structures, and planning assumptions designed for a world where humans were the only actors in the system. 

In this episode of the Digital HR Leaders podcast, David Green is joined by Sandra Durth, Partner at McKinsey & Company, to explore what happens when work is no longer just human-to-human, but human-to-agent - and what that means for the future of organisations. 

Drawing on McKinsey’s latest research, Sandra shares her perspective on: 

• How AI-human symbiosis is reshaping the very definition of work 
• Why traditional hierarchies and leadership models are starting to break down 
• What “agentic leadership” really looks like in practice  
• The implications for performance, management capability, and strategic workforce planning 
• The biggest opportunities - and the biggest risks - HR leaders need to be paying attention to right now 

Links to research: 

The agentic organization: Contours of the next paradigm for the AI era 

Six shifts to build the agentic organization of the future 

Rethink management and talent for agentic AI 

Hosted on Acast. See acast.com/privacy for more information.

Can AI fuel a people-first transformation at global scale? At UPS, the answer is a resounding yes. 

While many companies view AI through the lens of automation and efficiency, UPS is taking a radically different approach: treating AI as an enabler of human growth, not a replacement for it. 

In this episode of the Digital HR Leaders podcast, host David Green is joined by Danelle McCusker, Senior Vice President and Global Head of Talent, Learning and Culture at UPS, to explore how the company is redefining what workforce transformation looks like in the age of AI. 

With over half a million employees and a deeply rooted culture of promotion from within, UPS faces a unique challenge: how to prepare its people for a future defined by emerging technologies - while preserving trust, purpose, and opportunity. 

Join them as Danelle and David explore: 

• Why UPS is designing AI implementations to relieve frontline burdens and elevate the value of human work - not eliminate it. 
• How a pilot with Valence’s AI coach Nadia is creating access to consistent, personalised development for employees well beyond the executive tier. 
• The role of psychological safety and experimentation in successful AI adoption 
• How HR and technology teams are partnering to drive cultural and capability transformation 
• What other HR leaders can learn from UPS’s intentional, business-first approach to AI 

Whether you're in the early stages of your AI journey or looking for practical ways to align tech with talent strategy, this conversation offers both inspiration and actionable insights from the front lines of change. 

This episode is sponsored by Valence. 

Imagine if every employee had a world-class coach in their pocket. That’s exactly what Valence has created with Nadia - the AI-powered coach helping Fortune 500 companies scale development, boost performance, and support leaders at every level.  

Learn more at valence.co/insight222 

Hosted on Acast. See acast.com/privacy for more information.

Performance expectations are rising - but the systems designed to support people haven’t kept up. 

In this episode of the Digital HR Leaders Podcast, host David Green is joined by Parker Mitchell, CEO and Founder of Valence, to explore how AI is transforming the way organisations think about performance.  

Tune is as they explore:  

• Why traditional performance management still feels broken 
• How AI coaching can support real-time performance improvement at scale 
• How trust, context, and timing make the difference in effective AI tools 
• What changes when every employee has access to a personal coach  
• The signals that show AI coaching is driving real performance impact 
• How HR leaders can start small - but smart - when exploring AI coaching 

This episode is sponsored by Valence. 

Imagine if every employee had a world-class coach in their pocket. That’s exactly what Valence has created with Nadia - the AI-powered coach helping Fortune 500 companies scale development, boost performance, and support leaders at every level.  

Learn more at valence.co/insight222 

Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Digital HR Leaders podcast, Katarina Berg - CHRO at On, former CHRO at Spotify, and author of Bold: A New Era of Strategic HR - joins David Green to explore what modern, strategic HR leadership truly requires.

Together, they dive into the evolving partnership between the CHRO and CEO - a relationship that has never been more critical as organisations navigate AI, workforce transformation, culture, and business growth. Katarina shares how HR leaders can bring both insight and humanity to the executive table, shape decisions that drive business outcomes, and intentionally design a culture that empowers people to perform.

The conversation covers:

• What a genuinely strategic CHRO-CEO relationship looks like - and how to build it
• How Katarina approached her first 100 days as CHRO at On, and the lessons she’s bringing into the next phase of growth
• Why “putting the H back in HR” is essential in the AI era
• How people analytics teams can evolve into true insight and decision-driving partners
• Why intentional leadership - not just tools or trends - will define the next era of HR

This is a must-listen for HR leaders who want to elevate their strategic influence and lead with courage, clarity, and humanity.

This episode is sponsored by Valence.

Imagine if every employee had a world-class coach in their pocket. That’s exactly what Valence has created with Nadia - the AI-powered coach helping Fortune 500 companies scale development, boost performance, and support leaders at every level. Learn more at valence.co/insight222

Links referenced in the conversation:

Bold: A New Era of Strategic HR

2025 HR Predictions: Looking Into the Crystal Ball

Hosted on Acast. See acast.com/privacy for more information.

Why do some teams click while others struggle, despite having top talent? 

That’s exactly what our host David Green explores in this episode of the Digital HR Leaders podcast, with guest Dr. Colin Fisher - PhD Programme Director at UCL School of Management and author of The Collective Edge. 

With a background in organisational behaviour, Colin brings a fresh lens to one of the most critical - and misunderstood - aspects of modern work: how teams are structured, and how that structure shapes everything from communication to creativity to performance. 

Join them and learn more about: 

• Why the seeds of team success - or failure - are planted before Day One 
• The 60-30-10 rule for high-performing teams (and why most leaders focus on the wrong 10%) 
• How to design work that kills free-riding and boosts engagement 
• Why psychological safety is a non-negotiable - and how to build it fast 
• How AI and team design intersect, and what leaders need to do right now 

This episode is sponsored by Valence. 

Imagine if every employee had a world-class coach in their pocket. That’s exactly what Valence has created with Nadia - the AI-powered coach helping Fortune 500 companies scale development, boost performance, and support leaders at every level. Learn more at valence.co/insight222

Hosted on Acast. See acast.com/privacy for more information.

“Be yourself.” “Bring your whole self to work.” It sounds empowering -  but what if it’s actually bad advice? 

That’s exactly what our host David Green explores in this episode of the Digital HR Leaders podcast, with returning guest Tomas Chamorro-Premuzic - Professor of Business Psychology at UCL and Columbia, and author of Don’t Be Yourself: Why Authenticity is Overrated (and What to Do Instead). 

Together, they challenge popular leadership tropes and explore why being real doesn’t always lead to being effective - especially in today’s fast-changing, AI-driven world. So, join them as they explore: 

• Why authenticity is misunderstood, and when it becomes a liability 
• The leadership traits that actually build trust and influence 
• How AI is transforming the employee experience 
• The risks of eliminating early-career jobs in pursuit of productivity 
• What inclusion really requires beyond buzzwords and optics 
• The three ingredients every AI strategy needs to succeed 

This episode is sponsored by Valence. 

Imagine if every employee had a world-class coach in their pocket. That’s exactly what Valence has created with Nadia - the AI-powered coach helping Fortune 500 companies scale development, boost performance, and support leaders at every level. Learn more at valence.co/insight222 

Hosted on Acast. See acast.com/privacy for more information.

The HR technology market is booming - but with so much innovation (and noise), how can HR leaders and investors tell what’s truly transformative from what’s just trendy? 

In this episode of the Digital HR Leaders Podcast, host David Green sits down with Thomas Otter, General Partner and Venture Capitalist at Acadian Ventures - a firm dedicated to investing in groundbreaking companies that make work better. 

With decades of experience spanning SAP, Gartner, and now venture capital, Thomas brings a rare 360-degree view of the HR tech ecosystem - from building and leading product teams to backing the next generation of innovators. 

Together, David and Thomas explore: 

• Whether HR tech is going through a true transformation or simply evolving 
• Where AI is actually making a difference,  and where the hype is getting ahead of reality 
• Why AI adoption remains slow for many organisations, and what leaders can do about it 
• The traits and technologies that make HR tech startups stand out to investors 
• The trends and breakthroughs shaping the next five years of HR technology and the future of work 

If you’re an HR or people analytics leader, tech founder, or investor looking to cut through the noise and understand where HR tech is really headed, this is a conversation you won’t want to miss. 

This episode is sponsored by TechWolf. 

TechWolf helps enterprises get fast, accurate, and actionable skills data—without surveys. From identifying the skills your workforce has to mapping what they need, TechWolf’s AI integrates seamlessly with your existing systems to turn messy data into strategic advantage. 

 Learn more at techwolf.com  

Hosted on Acast. See acast.com/privacy for more information.

The future of work won’t wait - and neither can your people analytics strategy. 

On today’s episode of the Digital HR Leaders Podcast, Rob Etheridge, Global Head of Workforce Strategy and Insights at HSBC, joins the Digital HR Leaders podcast with host David Green to reveal how the bank is building a forward-looking people analytics function - grounded in skills, AI, and trust. 

Join them, as they explore: 

• The evolution of people analytics at HSBC and across the industry 
• How to design and scale an operating model that delivers business value 
• Why skills are a strategic priority - and how HSBC is addressing them 
• Building governance frameworks for AI in people analytics 
• The leadership behaviours that embed analytics into decision-making 

This episode is sponsored by TechWolf. 

TechWolf helps enterprises get fast, accurate, and actionable skills data—without surveys. From identifying the skills your workforce has to mapping what they need, TechWolf’s AI integrates seamlessly with your existing systems to turn messy data into strategic advantage. 

 Learn more at techwolf.com  

Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Digital HR Leaders Podcast, host David Green is joined once again by Mikael Wornoo, Co-Founder of TechWolf - a company at the forefront of skills intelligence. 

Bringing fresh insights from the frontlines of AI and workforce strategy, together they explore where leading companies are heading, and what HR needs to do to stay ahead of the curve. From adoption challenges to ethical concerns, in this episode, you can expect to learn more about:  

• How the conversation around AI and skills is shifting—and what’s driving the change 
• Why skills-based workforce planning is becoming a business-critical priority 
• The human side of AI: navigating adoption, mindset shifts, and ethical concerns 
• The data and insights HR needs to lead meaningful transformation 
• How to build a fair, skills-powered future—and avoid a “winner-takes-all” dynamic 

This episode is sponsored by TechWolf. 

TechWolf helps enterprises get fast, accurate, and actionable skills data—without surveys. From identifying the skills your workforce has to mapping what they need, TechWolf’s AI integrates seamlessly with your existing systems to turn messy data into strategic advantage. 

 Learn more at techwolf.com  

Hosted on Acast. See acast.com/privacy for more information.