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Christopher “CJ” Gross, CEO of Jabbar HR Solutions, CEO and Founder of Ascension Worldwide, and author, joins us this episode to discuss key takeaways from his book, What’s Your ZIP Code Story? CJ shares how our backgrounds shape workplace interactions, techniques for navigating difficult conversations, and practical approaches to addressing class bias in professional settings. 

[0:00] Introduction

• Welcome, CJ!
• Today’s Topic: Understanding and Overcoming Class Bias in the Workplace

[6:55] What inspired CJ to write his book?

• Where to begin when discussing class in the workplace
• Understanding that it’s human to develop biases

[19:26] Where did CJ start the journey to write his book?

• The power of conversations that stems from curiosity
• Exploring the dualities within people

[31:39] How do you navigate difficult conversations with people who share opposing opinions?

• How to engage productively with people who hold opposing opinions
• Why face-to-face conversations build trust in ways digital communication cannot

[41:18] Closing

• Thanks for listening!

Connect with CJ: 

• LinkedIn  

Connect with David:  

• LinkedIn 
• david.turetsky@salary.com 

Connect with Dwight: 

• LinkedIn 
• Dwight.brown@salary.com  

 Podcast Team 

• HRDataLabs@Salary.com 

 Produced by Afogato Media 

Quick Quote

“If we’re not able to share [our stories] without fear of retaliation, then we don’t have an environment where we can have dialogue. When that happens, people will use power to protect themselves.”

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST.  Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Danielle Bushen, Global Head of People & Culture Technology Strategy at Sanofi, joins us this episode to discuss HR data governance. She explains what “data governance” actually means, outlines common data governance challenges HR teams face, and offers practical first steps toward better governance practices. 

[0:00] Introduction

• Welcome, Danielle!
• Today’s Topic: Demystifying HR Data Governance

[5:54] What does “data governance” actually mean?

• Understanding transactional vs. analytical HR data
• Why cross-team interoperability and collaboration are key

[16:58] What are common HR data governance challenges?

• Navigating the complexity of balancing multiple jurisdictions
• How the lack of standardized practices creates governance headaches

[27:15] Where do you start your data governance journey?

• Establishing clear data ownership
• When to address urgent issues before tackling comprehensive data cleanup

[36:28] Closing

• Thanks for listening!

Quick Quote

“[Data governance] is owned by people, enabled by processes, and supported by technology.”

Contacts: 

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Dwight's LinkedIn
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For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST.  Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Isaac Cheifetz, Managing Principal at Catalytic1 Executive Search and Chief Mentor Recruiter at Minnesota Emerging Software Advisory, joins us this episode to discuss applying lean methodologies to talent acquisition. 

[0:00] Introduction

• Welcome, Isaac!
• Today’s Topic: Applying Lean Methodology to Talent Acquisition

[9:14] Is talent acquisition really broken?

• Examining pain points for hiring managers, job seekers, CEOs, and HR teams
• Challenges in the online job application process

[18:05] How can we change talent acquisition to improve it?

• Importance of reviewing and improving job descriptions
• Integrating lean methodologies into talent acquisition processes
• Pros and cons of AI in talent acquisition

[40:08] Is formalized training required for good talent acquisition system design?

• Strategic benefits to formal training in talent acquisition system design

[41:51] Closing

• Thanks for listening!

Quick Quote

“All you have to do [when you’re designing quality job descriptions] is start with the funded business case. The role you’re hiring for is the result of a funded business initiative.”

Resources: 

Catalytic1 

Hiring Secrets of the NFL 

How to assess & improve AI competencies for Executives & BOD 

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Ron Hetrick, Vice President of Staffing Strategy and Sr. Labor Economist at Lightcast, joins us in this episode to discuss the current labor shortage and its relation to shifting demographics in the workforce. He explores which industries are being hit hardest by labor shortages (and why), and he answers the question on many of our minds: can AI help solve this issue? 

[0:00] Introduction

• Welcome, Ron!
• Today’s Topic: Finding a Solution to Current Labor Shortages

[7:24] An overview of the current labor shortage

• The economic impact of retiring Baby Boomers becoming consumers rather than producers
• How immigrant workers fill essential roles in sectors facing critical staffing challenges

[25:40] Which industries are being hit the hardest with labor shortages?

• Using classification systems to identify the most vulnerable industries
• How automation and remote work are reshaping job markets

[38:30] Is AI a potential solution to the labor shortage?

• Japan’s pioneering approach to AI workforce integration amid population decline
• Why successful B2B AI implementation must precede B2C applications

[45:55] Closing

• Thanks for listening!

Quick Quote:

“Right now all the AI investment is going to B2B, . . . which are also in-office, professional jobs. So a problem we don’t have is getting solutions, while all the [labor shortage] problems we do have have no solutions.”

Resources: 

The Rising Storm

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Stefanie Krievins, President of The Change Architects, joins us to pick up topics that were left on the cutting room floor when she last guested on the show. In this episode, she discusses how executive upskilling and reskilling has changed in recent years, the true impact of executive coaching, and why change management doesn’t get the attention and investment it deserves. 

[0:00] Introduction

• Welcome, Stefanie!
• Today’s Topic: The Holistic Impact of Change Management

[5:00] How has executive upskilling and reskilling evolved?

• Contrasting upskilling vs. reskilling
• How to spread autonomy throughout an organization so leaders can lead

[13:26] How do organizations give their leaders opportunities to grow?

• The impact and ROI of executive coaching
• How succession plans help mitigate unknown risks

[25:23] Why does change management often lack the investment it needs?

• Why to avoid implementing change management too late
• How much time and money organizations should allocate to change management

[35:29] Closing

• Thanks for listening!

Quick Quote:

“Leaders should be leverage makers. Your right leaders turn the output of one person into the seeming output of five people—that’s leverage.”

Resource:

The Change Architects 

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Beth White, Founder and CEO of MeBeBot, joins us this episode to discuss lessons learned from working with AI. She also shares concerns regarding the continued widespread integration of AI in organizations as well as hopes for the future of AI. 

[0:00] Introduction

• Welcome, Beth!
• Today’s Topic: The Evolution of AI in the Workplace

[5:21] What has Beth learned over the years working with AI?

• How AI has evolved from basic if-then statements
• The journey toward developing conversational AI

[10:20] What are Beth’s concerns regarding AI?

• Generative AI consumes an unprecedented amount of energy
• AI regulation remain largely unstructured, especially within organizations
• The importance of grounding the AI with human checks and balances

[26:23] What are Beth’s hopes for the future of AI?

• Educational programs developed by a diverse set of professionals
• The natural integration of AI into HR practices

[34:56] Closing

• Thanks for listening!

Quick Quote

“[If we] help educate and train people on AI today, we’ll have a more employable workforce for the future.”

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Ann Kuss, CEO of Outstaff Your Team, joins us this episode to discuss common causes for employee turnover in organizations, the impact it has on remaining team members, and strategies to reduce turnover while managing its stress on the team. 

[0:00] Introduction

• Welcome, Ann!
• Today’s Topic: Minimizing Turnover’s Financial and Psychological Costs

[5:16] What are the most frequent causes for turnover in the tech industry?

• Why limited growth opportunities often cause for turnover
• Gender difference in resignation patterns

[13:07] What are the financial and psychological costs of turnover?

• Loss of institutional knowledge and team cohesion
• Measuring productivity losses from employee departures

[23:11] What are some effective retention strategies that can reduce turnover?

• Building an adaptable retention system
• Keeping employees engaged and interested through meaningful challenges

[31:22] Closing

• Thanks for listening!

Quick Quote

“Sometimes employees are not looking for that next-level thing, and from a manager’s perspective, getting them unstuck can be a challenge.”

Resources:

Outstaff Your Team

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Martha Curioni, People Analytics Consultant at Provisio Data Solutions, joins us this episode to discuss some best practices for responsible AI implementation in organizations. She also explains the importance of integrating AI models into existing processes and allowing users to submit feedback on the AI. 

[00:00] Introduction

• Welcome, Martha!
• Today’s Topic: How to Responsibly Integrate AI into HR

[05:33] What does “responsible AI implementation” mean?

• Intersection with data security and privacy
• Data governance regarding new AI processes

[14:30] What are the essential steps for responsible AI implementation?

• Redesign HR processes around the newly implemented AI
• Checking that the new AI is accurate and reliable

[26:59] How can organizations avoid training AI models on bad data?

• Building unbiased AI systems
• Implementing user feedback mechanisms

[35:33] Closing

• Thanks for listening!

Quick Quote

“Companies need to ensure that the AI they’re going to be using is implemented in a way that is transparent, minimizes the influence of bias, supports fairness, and empowers employees and managers to make better decisions.”

Resources:

Martha's previous episode

Github account

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John Barrand, Chief HR Officer for the State of Utah, joins us this episode to discuss the unique challenge of modernizing performance management in the public sector. 

[0:00] Introduction

• Welcome, John!
• Today’s Topic: Modernizing Performance Management in the Public Sector

[8:18] What are the key differences between public and private sector HR?

• Comparing HR practices across sectors
• Transparency in the private versus public organizations

[14:48] How do HR processes differ in public vs. private organizations?

• A case study in public sector performance management
• Strategies for improving public sector compensation
• Building support for performance management among leaders and managers

[33:58] How to present data-driven plans to public sector stakeholders

• Driving employee satisfaction and attracting new talent
• Benefits of transparent and productive HR conversations

[40:26] Closing

• Thanks for listening!

Quick Quote

“[The public sector] is seeing [employee satisfaction] upticks that are outpacing private sector organizations . . . people are hearing that if you’re a good performer, there’s a place for you [in the public sector].”

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Chris Taylor, Founder and CEO of Actionable, joins us this episode to discuss why—and more importantly, how—organizations might invest in measuring behavioral change resulting from training and development initiatives. 

[0:00] Introduction

• Welcome, Chris!
• Today’s Topic: How to Measure Behavioral Changes with Learning Interventions

[4:08] What behavioral change should we expect from talent development programs?

• Establishing a baseline prior to measuring behavioral change
• The pertinence of behavioral change across all training programs

[12:25] How can organizations measure engagement?

• Starting with the organization’s strategic priorities
• Lessons learned from a case study in high employee turnover

[23:51] How can organizations ensure that behavioral change lasts?

• Helping participants discover their “why” in learning
• The value of post-session facilitator-participant follow-up

[33:06] Closing

• Thanks for listening!

Quick Quote

“If we assume [an organization’s] strategic priorities involve achieving something that we’ve never achieved before, then it’s going to require some new . . . processes and/or competencies.”

Resources:

Actionable

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Hannah Dannecker, Managing Partner of the Better Together Group, joins us this episode to discuss staffing in the transportation and trucking industry. We explore the growing push over the last decade to bring more women into the historically male-dominated field. 

[0:00] Introduction

• Welcome, Hannah!
• Today’s Topic: Transforming the Trucking Industry Through Gender Diversity

[8:32] How Hannah got into the transportation industry

• Understanding transportation’s male-dominated landscape
• Comparing men’s vs. women’s workplace priorities

[20:15] Why many have built a lasting career in transportation

• The unique appeal that keeps industry veterans engaged 
• Transportation’s resilience through economic challenges

[28:47] Championing women in transportation

• Industry federations’ role in promoting female representation
• Addressing safety perceptions in the trucking profession

[45:15] Closing

• Thanks for listening!

Quick Quote:

“For the [trucking] industry at large . . . females are valuable. Female truck drivers are incredible—their safety ratings are fantastic; they’re dedicated; they’re diligent. They're great employees.”

Resources:

Hannah's recent books

Well Shit: Time To Grow Up

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Kasara Weinrich, Director of Sales Technology and AI Solutions Designer at ADP, joins us this week to discuss how organizations weigh generative AI adoption. As a PhD candidate in anthropology and social change, Kasara offers a unique historical perspective on how workers have adapted to technological disruption. 

[0:00] Introduction

• Welcome, Kasara!
• Today’s Topic: The Anthropology of Generative AI in the Workplace

[5:47] What’s wrong with the world of work today?

• Historical patterns of AI innovation and adoption
• The impact of end-user involvement in generative AI development

[18:46] What are the implications of unregulated use of people data by generative AI?

• The importance of partnering with established global organizations
• Leveraging emerging technologies with a goal and strategy

[28:07] How does an organization prepare for generative AI adoption?

• Aligning expectations and involvement between leadership and employees
• Technology adoption beyond workforce reduction

[38:46] Closing

• Thanks for listening!

Quick Quote

“For certain work, generative AI can [augment and automate tasks] while bringing the human skills to the top, but only if it’s done strategically and not just because it can be done.”

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Siri Chilazi, Senior Researcher for the Women and Public Policy Program at Harvard Kennedy School, joins us this episode to discuss identifying and implementing solutions that make the workplace fair for everyone. 

[0:00] Introduction

• Welcome, Siri!
• Today’s Topic: Making Workplaces Fair by Design

[5:38] The new paradigm of workplace fairness

• Shifting behavior without shifting mindset
• Practical frameworks for measuring and advancing workplace fairness

[18:26] How do we change processes to drive equity

• Recruitment process modifications that significantly improve interview candidates
• Skills-based hiring and how to implement it effectively

[29:29] How do we improve the data that drive fairness?

• A case study in fairness from the BBC
• Creating meaningful collaboration between data teams and employees

[35:14] Closing

• Thanks for listening!

Quick Quote

“Fairness [at work] is not a program but a way of doing things.”

Resources
Make Work Fair book
Reducing discrimination against job seekers with and without employment gaps paper

Contact:
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Peter Laughter, speaker and experienced recruiting/staffing entrepreneur, joins us this episode to discuss why he believes recruitment is broken and how he views the future of HR as a result.

[0:00] Introduction
•Welcome, Peter!
•Today’s Topic: Recruitment is Broken—How Can We Fix It?

[1:59] Peter journey in recruiting and staffing
•Lessons learned from working for a small staffing firm
•The commoditization of recruitment and staffing services

[19:28] Is recruitment broken?
•The connection between engaged employee and customer satisfaction
•How transformative technologies will fundamentally change organizations

[31:55] How Peter’s experience has framed his view of the future of HR
•Will HR be viewed as a resource as opposed to a cost center?
•The critical impact adaptive leadership can have on an organization’s HR team

[40:11] Closing
•Thanks for listening!

Quick Quote
“How can our organizations be effective if HR is viewed as a cost center as opposed to a resource?”

Resources
Peter's Website
TEDx talk
Moth Story (Podcast)
Moth Story (Video) 

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Chris McAlister, founder of SightShift and renowned leadership coach, explores the crucial difference between leading for validation versus leading for genuine impact.

[0:00] Introduction
•Welcome, Chris!
•Today’s Topic: Leading for Impact, Not Validation

[5:13] The problem with leadership today
•How the quest for validation undermines effective leadership
•Focusing on the organization’s needs and not personal wishes

[12:55] How do leaders overcome their insecurities?
•Measuring and managing insecurities
•How toxic workplace cultures challenge leaders

[24:57] What can HR practitioners can support leadership development
•Focusing on positive growth over risk management
•Why traditional leadership training often falls short

[33:28] Closing
•Try this: Identify the last time you had a moment of insecurity in the workplace
•Thanks for listening!

Quick Quote
“[HR leaders] are not here just to protect the organization from harm, . . . [they’re] also here for how good it can get.”

Resources
SightShift
Lead For Impact: Why Mindfulness, Empathy, and Psychological Safety Don’t Make Great Leaders

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In this very special episode, we bring together Salary.com’s top compensation experts for a fascinating roundtable discussion. Featuring insights from our senior consultants Courtney LeCompte (Director of Consulting Sales), Eric McMillan (VP of Compensation Consulting), Garry Straker (VP of Compensation Consulting), Angela Bailey (VP of Compensation Consulting), Greg Wolf (Managing Principal), and hosted by Dwight Brown (VP of Compensation Consulting) and David Turetsky (VP of Consulting), we dive into our reflections on 2024 and our predictions for the future of HR in 2025. 

[0:00] Introduction

• Welcome, Salary.com Senior Consulting Team!
• Today’s Topic: HR Experts Predict the Future of HR in 2025

[9:29] Reviewing our predictions for 2024

• Did mental health and wellness benefits reshape traditional compensation packages?
• Did remote work strategies challenge both organizations and employees?
• Did salaries increase by less than 4%?
• Was career development a key focus, with organizations creating clearer progression pathways?
• Did recruitment and retention pay incentives stabilize?
• Did recessionary pressures drive strategic workforce decisions?

[19:04] Predictions for 2025

• States will introduce legislation to help the struggling healthcare industry
• Workplace civility will become a priority amid the polarizing political landscape
• DEI initiative rollbacks will create workplace tensions
• Employees will grow increasingly interested in returning to the office
• Pay equity and transparency obligations will prove critical for organizations
• Organizations will push “return to office” plans
• AI will not cause a major shift in how HR does its work, yet…

[42:44] Final thoughts

• How 2024 set the stage for larger-scale AI adoption
• Why 2025 might be a year of continued uncertainty

[45:46] Closing

• Thanks for listening!

Quick Quote

“California was first out of the gate with this, but I anticipate us at least seeing [healthcare minimum wage] legislation introduced in other states.”

Resources
Compensation Consulting

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As Season 8 of HR Data Labs comes to a close, David Turetsky and Dwight Brown reflect on the season’s episodes, guests, and key topics. They also revisit their predictions from the Season 7 finale and posit some new predictions for the future of HR.

[0:00] Introduction

• Welcome, David and Dwight!
• Today’s Topic: Season 8 Recap

[6:01] Looking back at Season 8’s major topics and themes

• AI’s ubiquity across industries
• Normalizing discussion about emotional intelligence and employee wellbeing

[18:09] Reviewing predictions made in the Season 7 finale

• Did companies see pushback related to survey fatigue?
• Did more companies adopt pay transparency as a standard?

[25:57] David and Dwight’s predictions for what the next six months will bring for HR

• AI will continue to impact customer service but will result in workforce re-skilling instead of workforce reduction
• Companies will maintain DEI cultures despite potential challenges to regulations

[33:07] Closing

• Thanks for listening!

Quick Quoteem

“With the implementation of AI, what people don’t realize is: you need significant resources for the care and feeding of that AI.”

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Bennett Sung, Strategic Marketing Advisor at Restworld and Fractional CMO at MeBeBot, joins us in this episode to explore AI’s current and future role in HR. He talks about where AI best fits within existing HR tech stacks and shares exciting prospects for AI implementation, while also considering how pay transparency is transforming recruitment strategies.

This conversation took place at the HR Tech 2024 conference in Las Vegas. 

[0:00] Introduction

• Welcome, Bennett!
• Today’s Topic: Exciting Prospects for AI Implementation

[7:36] How will AI fit into existing HR technology stacks?

• HR’s evolving relationship with finance may include learning to “follow the money”
• The increasing intersection of HR and IT through new data governance requirements

[15:51] Will pay transparency be a game changer for recruitment?

• Leveraging total compensation statements as strategic recruitment tools

[21:31] Will 2025 be a breakthrough year for AI in HR?

• Financial investment enabling HR to “do more with less” through AI
• The importance of succession planning as baby boomers exit the workforce
• The emerging potential of AI agents

[39:45] Closing

• Thanks for listening!

Quick Quote

“Following the money is important for HR to master . . . to build business cases for the long term.”

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Chris Havrilla, Vice President of HCM Product Management at Oracle, joins us in this episode to discuss the hurdles organizations face (or merely think they face) when looking to integrate new technologies into their workflows. She also explores how organizations can benefit from learning to work with AI.

[0:00] Introduction
•Welcome, Chris!
•Today’s Topic: How to Reduce Technological Adoption Barriers in Organizations

[4:34] How has HR evolved in the last few years?
•HR is finally in a place where technology can work for it
•The root causes of HR teams’ reluctance to adopt new technologies

[16:06] How can organizations reduce technological adoption barriers?
•Reframing new technology as a strategic “team member” rather than a threat
•Mitigating fear, uncertainty, and doubt surrounding AI implementation

[29:11] How can organizations practically integrate AI?
•Shifting the conversation from “Will AI replace me?” To “How can AI help me work more efficiently?”
•Why quality assurance remains essential in AI-assisted workflows

[34:09] Closing
•Thanks for listening!

Quick Quote
“I think the thing that is really messing people up is the notion of transformation [when adopting new HR technologies] . . . but if you can show people how to take baby steps, the momentum builds pretty quickly.”

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Jack Coapman, Chief Strategy Officer at GR8 People, joins us in this episode to discuss the evolution of recruitment and its relationship to compensation. He explores the pros and cons of emerging technologies and emphasizes that successful recruitment still fundamentally depends on people and processes.

[0:00] Introduction

• Welcome, Jack!
• Today’s Topic: Why People and Process Drive Recruitment Success

[4:18] How is the relationship between recruitment and compensation evolving?

• How pay transparency regulations are forcing the issue in recruitment conversations
• Why organizations benefit from posting compensation ranges in job postings even if they aren’t required to

[15:10] How has recruitment technology and processes evolved?

• The fundamentals of improving recruitment remain constant, with or without AI
• The limitations of technological solutions in addressing fundamental recruitment issues

[24:26] Was Jack shocked by anything he saw at HR Tech 2024?

• Technology means nothing to an organization if it can’t be tied to its people and processes
• The importance of properly implementing and maintaining new technologies

[34:18] Closing

• Thanks for listening!

Quick Quote

“You don’t want to get days, weeks, months into a screening process with somebody only to find at the end that you’re never going to be able to align the dots when it comes to [the compensation] that candidate is seeking and what the organization wants to pay.”

Resource:
GR8 People

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Sapient Insights Group is the research and advisory firm that organizes the annual HR technology survey which seeks to shed light on HR professionals’ relationships with existing and emerging technologies. In this episode, Stacey Harris (Chief Research Officer & Managing Partner) and Teri Zipper (CEO & Managing Partner) join us to discuss HR’s technical revolution and how it has been affecting compensation. 

This conversation took place at the HR Tech 2024 conference in Las Vegas. 

[0:00] Introduction

• Welcome, Stacey Harris and Teri Zipper of Sapient Insights Group!
• Today’s Topic: Compensation and the Evolving Workplace

[5:28] How has HR’s landscape changed (besides AI)?

• AI’s role in making information more accessible
• Younger generations and evolving workplace dynamics

[12:44] HR’s technology paradox

• Rapid evolution in HR technology outpaces many organizations’ awareness
• Why emerging technologies enhance rather than eliminate human roles

[20:33] How important is compensation in the modern HR ecosystem?

• Skill-based pay as a potential driver for pay equity
• Innovative compensation models to motivate and retain talent

[32:32] Closing

• Thanks for listening!

Quick Quote

“[Compensation] shows up in places we often forget inside the whole HR model—it’s part of your time and attendance . . . that’s a really important issues for those people who depend on it.”

Resources:
Sapient Insights

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Kathi Enderes, Senior Vice President of Research and Global Industry Analyst at The Josh Bersin Company, joins us in this episode to explore why compensation practices have stagnated and how organizations can modernize their approach to pay.

[0:00] Introduction

• Welcome, Kathi!
• Today’s Topic: Breaking Free From Outdated Pay Practices

[5:13] How has compensation evolved in recent decades?

• Why most organizations still use 40-year-old compensation models
• Connecting compensation to employee experience

[13:40] How can organizations make compensation more accessible?

• The power of simplifying compensation communication
• Building stakeholder buy-in for process changes

[23:10] Should organizations replace merit programs with targeted incentive programs?

• Reimagining performance-based compensation
• Aligning pay reviews with business cycles

[31:39] Closing

• Thanks for listening!

Quick Quote

“In all areas of HR . . . if we speak our own language, business won’t understand it and you’re not going to gain any credibility.”

Resource:
Josh Bersin Company

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Noelle London, Founder and CEO of Illoominus, joins us in this episode to discuss the strides people analytics has made over the years, how the intersection of compensation and people analytics gives leaders another tool to better steer their organizations, and what organizations can expect of AI once the hype subsides. 

This conversation took place at the HR Tech 2024 conference in Las Vegas. 

[0:00] Introduction

• Welcome, Noelle!
• Today’s Topic: How AI is Shaping the Future of People Analytics

[4:52] How are organizations using people analytics?

• How various HR tech vendors are tackling data management challenges
• People analytics is now accessible to organizations of all sizes, not just large enterprises

[9:44] How do compensation and people analytics intersect?

• How leaders can use compensation data to manage rapid changes in organizations
• The importance of making people analytics and data science accessible to leaders

[20:35] Beyond the hype cycles, how will AI change HR?

• How organizations are preparing for AI adoption while protecting data integrity
• Key conversations organizations should be having about AI’s role in HR

[29:40] Closing

• Thanks for listening!

Quick Quote

“HR is not administrative. Organizations that look at HR as administrative are not truly seeing . . . that investing in your people is investing in your business.”

Resource:
Illoominus

Contact:
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Stacia Garr, Co-founder and Principal Analyst at RedThread Research, joins us this episode to explore the current state of AI in HR technology. Stacia dives into how vendors’ AI expectations often diverge from those of their customers and examines the disconnect in how employers and employees relate to AI in the workplace.

This conversation took place at the HR Tech 2024 conference in Las Vegas. 

[0:00] Introduction

• Welcome, Stacia!
• Today’s Topic: Can AI Deliver on Its Big Promises for HR?

[4:33] How has HR technology evolved in recent years?

• Data, not technology, may be driving recent HR tech acquisitions
• Why people analytics could make traditional benchmarking obsolete

[15:51] Beyond the hype cycle, where does AI land in the world of HR?

• Comparing vendor vs. customer expectations for AI
• HR technology vendors’ vision for AI

[25:46] Is 2025 the year HR embraces and adopts AI?

• The disconnect between employer and employee perspectives on AI
• Addressing dystopian future concerns

[34:56] Closing

• Large Action Models may be the next big leap in AI
• Thanks for listening!

Quick Quote

“Many of the [HR technology] acquisitions that are happening now are less about the technology and more about the data”

Resource:
RedThread Research

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Podcast Manager: Karissa Harris
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Jay Polaki is the Founder and CEO of HR Geckos™ and the host of the HR Bytes™ Podcast. In this episode, Jay unpacks HR trends that everyone should be following in 2025, what happens when AI gets assigned the role of administrative assistant, and how AI will realistically contribute to HR once the hype settles. 

This conversation took place at the HR Tech 2024 conference in Las Vegas. 

[0:00] Introduction

• Welcome, Jay!
• Today’s Topic: What AI Can (and Cannot) Do for HR

[3:16] What’s the latest HR tech trend everyone should be following in 2025?

• Why AI is more than just the latest trend
• What an HR AI assistant could offer employees

[11:27] How does HR change if AI is used for administrative assistance?

• HR will never be fully automated, but HR workflows will need to integrate AI
• How AI could simplify HR jargon for non-HR employees

[17:16] What will AI be bringing to the table once the hype cycle dies down?

• AI “ownership” within an organization
• How different generations perceive AI

[32:44] Closing

• Thanks for listening!

Quick Quote

“HR can never be automated 100% . . . the ‘H’ in ‘HR’ [stands for] ‘human,’ but the way AI is evolving, we can’t just sit back and say we’re not going to embed it into our workflow.”

Resources

HR Geckos 

HR Bytes podcast

Contact:
Jay's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manager: Karissa Harris
Email us!

Production by Affogato Media