Josh Bersin, HR industry giant, discusses the transformation of HR to enable more profitable and human organizations. They explore what makes a company 'irresistible,' the role of HR in shifting workplace culture, and the potential of AI in the workplace.

The hosts answer anonymous listener questions in an Ask Us Anything episode. They discuss collaboration between HR and finance teams, balancing platform teams and mission-based teams, collaborative strategy setting, aligning teams and embracing Agile HR, and navigating toxic work environments.

The podcast discusses the concept of org debt, its negative impact on organizations, and how it particularly affects HR. It explores hidden costs of org debt, strategies for addressing it, and the financial impact it has globally. The hosts debate the value of preventive measures and share real-life examples. The chapter also mentions the concept of Orgnet and provides references for further exploration.

Explore HR's data dilemma and the challenges faced by HR leaders worldwide. Discover why change efforts often fail despite clear supporting data and how to engage with entrenched opinions. Learn about sourcing and interpreting external information, as well as collecting data within your company. Brian Elliott unpacks insights on turning data into meaningful action and making change in organizations.

In this podcast, the hosts discuss how AI can help HR make progress on difficult battles, the potential impact of AI on human work and identity, and ways to integrate AI into daily work. They also explore tensions in meetings and email, and the use of AI in various fields. Don't miss the upcoming guest episode!

In this podcast, they discuss the confusion and excitement surrounding AI in HR. They share personal AI journeys, ways to start AI exploration, and upgrades for HR maturity levels. They mention cultural attitudes towards AI, Betamax vs VHS, and the law of requisite variety. The hosts emphasize starting small in AI experimentation and the potential of AI for idea generation and organizational evolution.

The podcast discusses the role of market designers in organizational transformation and the importance of a healthy talent marketplace. It explores the rise of freelancing and modular workforce and the concept of creating a robust talent marketplace within large organizations.

Since last fall, we’ve spoken/joked/laughed/cried with hundreds of HR leaders and change makers about the Future of HR and the industry’s evolutionary tipping point. And despite spending time with many inspiring CPOs and CHROs, there’s none quite like Hebba Youssef. Along with being Workweek’s Chief People Officer, she’s also the author of “I Hate It Here”, a no holds barred newsletter unpacking HR’s thorniest problems and putting into words what everyone’s thinking but too afraid to say. Plus, her GIF game? Unparalleled.This week, on episode 6 of our miniseries, Rodney Evans sits down with Hebba to talk about how “I Hate It Here” came to be, how a role often tasked with putting out one fire after another can stay focused on strategy, and why being CPO is the hardest and loneliest job in any organization.Learn more about Hebba Youssef: On LinkedIn Subscribe to the “I Hate It Here” newsletter and listen to her podcast. Join the Safe Space community. --------------Learn more about The Future of HR at our website.Curious where your company sits on our 5-stage maturity model? Take our assessment and find out!Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com.Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com.---------------00:00 Intro + Check-In: What’s something that you love that is kind of embarrassing?04:20 Origins of “I Hate It Here”09:36 What resonates the most in the “I Hate It Here” community?10:32 Sources of burnout in HR15:58 Balancing strategy with the day-to-day as CPO21:23 HR’s martyrdom complex23:48 Isolation and loneliness in HR30:25 The CEO-CPO relationship34:52 HR as the organization’s doctor40:09 Hebba’s top HR mission to solve46:03 Wrap up: Leave us a review!

The role of HR Business Partner is often a tale of two experiences. On the one hand, HRBPs are some of the most empathetic and passionate people you’ll ever meet. On the other hand, they’re stuck on the hamster wheel of busywork, bouncing from crisis to crisis without the authority to prioritize their energy—and without the respect from leadership to make a real difference. Look up “burnout” in the dictionary and odds are you’ll find a picture of an HRBP.In this miniseries, Brave New Work’s Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable.Today on episode 5, they explore how this critical role took a hard left turn from it’s intended purpose, what its future-of-work glow-up (hello, HR Business Coach) could look like, and how HR Business Coaches + Mission-Based Teaming = unlimited potential.References mentioned: Mister Rogers' Neighborhood Episode 1481 "Talks about Competition" (1981). "How People Make Crayons" begins at 05:20. American Gladiators Dave Ulrich, of the Ulrich HR model --------------Learn more about The Future of HR at our website.Curious where your company sits on our 5-stage maturity model? Take our assessment and find out!Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com.Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com.--------------00:00 Intro + Check-In: What was your favorite show to watch as a small child?04:05 Why the HRBP role isn’t working10:41 Why Future of HR requires rethinking the HRBP12:53 Skill overlap between HRBP and HR Business Coach21:03 Shifting from “service mindset” to “product mindset”25:07 HR Business Coach’s point of view27:20 Recap of Level 3 and what’s changed29:26 Who does the HR Business Coach report to?34:55 Wrap up: Send us your burning HR questions!

In this miniseries, Brave New Work’s Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable.Last week, Rodney and Sam teamed up with Future of HR team member Meg Saxby to explore our new maturity model, assessment, and the six key capabilities every HR department needs to learn, strengthen, and evolve to succeed in the future of work. Today, on episode 4, Rodney, Sam, and Meg finish that two-parter. Which reminds us: If you haven’t yet listened to last week’s episode, do that first for a 101 overview of our maturity model.This episode focuses on the capabilities needed to succeed in Levels 3-5 (and our secret bonus level): Facilitation and Future of Work Coaching Solution Design and Market Management Data Literacy and Automation ---------------------------Learn more about The Future of HR at our websiteCurious where your company sits on our 5-stage maturity model? Take our assessment and find out!Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com.Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com.---------------------------00:00 Intro and Check-In: What is a language you would like to speak (or speak better than your currently do) and why?03:03 Why these are Varsity 2.0 level skills04:31 Key Capability 4: Facilitation and Future of Work Coaching08:04 What Future of Work coaching looks like in practice11:34 Key Capability 5: Solution Design and Market Management15:31 Why solution design is such a big shift for HR18:18 Key Capability 6: Data Literacy and Automation19:56 Big potential wins for automation in HR right now23:32 Impact of AI on capacity planning24:58 Holding our predictions lightly26:51 Wrap up: Send us your burning hot HR questions!