Talk Talent To Me

Ken Bouchard, VP of Talent Strategy at BJ’s Wholesale Club, joins Rob to break down how he led a full-scale HR transformation—without losing sight of the business. From splitting strategic and ER functions, to killing off “HR vanity projects,” Ken explains how he restructured his team to be faster, sharper, and more aligned to outcomes. Plus, he shares why some projects should be shelved even if they succeed, what HR can learn from restaurants, and how a little time in Iceland goes a long way for clarity. Key Takeaways: Why BJ’s split employee relations from strategic HR—and how it improved both How to kill off “HR vanity projects” (even the successful ones) A practical framework for aligning HR work to real business outcomes Why HR pros should treat internal teams like customers The value of front-of-house/back-of-house thinking in HR org design Why experience across multiple HR domains leads to better leadership How to grow your career in HR when key processes only happen once a year The importance of postmortems—even when things go well   Ken Bouchard on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Trisha Degg joins Rob to unpack her zigzagging path through sales, HR, venture capital, and back to the hiring trenches as Head of Global TA at Rush Street Interactive. She shares how “Googling her way through HR” (pre-AI!) made her a sharper TA leader, why she hired a former recruiter to wrangle ATS chaos, and how her team is using AI to reverse-engineer their best hires. From global hiring hurdles to cleaning up messy data, Trisha proves that building scalable talent processes is as much about grit as it is strategy—plus, there's tomatoes. Lots of tomatoes Key takeaways: Why cross-functional experience makes for stronger talent leaders How to clean up and future-proof your ATS and headcount data The value of hiring scrappy, fast learners into ops roles Using AI to identify common traits among top performers Tips for globalizing recruiting processes across 20+ countries How to build a strong CPO relationship (and why it matters) Trisha Degg on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

TTTM welcomes back Dom Farnan, who shares her journey from being the CEO of DotConnect to her current role as Head of Business Recruiting at Groq. Dom discusses the challenges and learnings from her transition, the importance of communication in leadership, and the need for a tailored recruiting process that aligns with the company's values. She emphasizes the significance of educating hiring managers about the recruitment process and the importance of choosing the right clients for successful partnerships. Dom also shares insights on assessing talent and the qualities that make a great recruiter, concluding with her thoughts on curiosity as a key value in recruitment. Dom Farnan on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Show Notes & Key Takeaways Show Notes EnterpriseDB CHRO Einav Lavi shares how she transformed from finance instructor to business-focused HR leader by speaking the language of executives—revenue, costs, and ROI. She details challenging a COVID-era 20% layoff mandate with data-driven alternatives that saved nearly $1M, leading company-wide AI implementation, and positioning HR as "builders of the business" rather than policy enforcers. The conversation covers earning executive credibility through commercial fluency, courage to challenge leadership decisions, and viewing HR as a strategic change management function. Key Takeaways Speak business language: Translate HR initiatives into revenue impact, cost analysis, and ROI rather than engagement scores or time-to-fill Challenge with data: Respond to executive decisions with financial models and alternative cost analyses, not emotional appeals Earn credibility through commercial fluency: Understand revenue, margins, and business metrics to gain genuine executive partnership Lead cross-functional change: Position HR as change management experts who can spearhead company-wide initiatives like AI implementation Use HR as transformation pilot: Test new processes within your department first, document results, then scale across the organization Master the "why" in communication: Focus on explaining why changes benefit the business, not just what changes are happening Invest in business knowledge: Understand different departments' priorities to become a true business partner rather than order-taker Commit to continuous learning: Block dedicated time for market trends, financials, and industry developments that impact your company   Einav Lavi on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Show Notes Lucia shares her unconventional career philosophy: choose companies over jobs. With experience at Yahoo, Patreon, and six years at Virta, she argues that job titles, managers, and compensation frequently change, but company mission remains stable. The conversation explores Virta's unique hiring challenge of needing 20-50 healthcare coaches and providers within weeks due to unpredictable patient enrollment. Their solution: a 4,500-person talent community (4x their workforce) maintained through regular communication, cohort-based hiring, and radical transparency to enable rapid deployment when demand spikes. Key Takeaways • Choose company over job details: Focus on company mission and ethos rather than specific titles, managers, or compensation—these change frequently while mission stays stable. • You are the asset: View your skills as portable value that can be applied anywhere, not tied to a specific role or company. • Mission alignment prevents burnout: Working for organizations whose purpose resonates with you provides emotional fuel during difficult periods. • Build talent communities at scale: Virta maintains 4,500 people (4x workforce) with regular communication, enabling rapid hiring for unpredictable demand. • Use cohort hiring for transparency: Set hiring dates reduce uncertainty and improve candidate communication about timing and expectations. • Simplify your tech stack: Consolidating tools reduces complexity and costs while improving focus on relationships. • Prioritize authentic recruiting: Transparent, anti-sales communication builds better candidate relationships than traditional "selling" approaches. • Consider fractional work: Consulting and fractional roles offer flexibility to wait for aligned opportunities while maintaining income. Links Lucia Guillory LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Gianna Driver, a seasoned Chief People Officer shares her stance on eliminating cover letters and resumes, the mutual evaluation process during job searches, and the critical questions candidates should ask to assess company culture. Gianna emphasizes the importance of in-person interactions and offers valuable advice for job seekers navigating a challenging market.   Takeaways Should we eliminate cover letters and resumes? Job searches are a mutual evaluation process. Asking the right questions to gauge company culture. Tuning in to subtle cues during interviews. Knowing your worth independent of your employer. Gianna Driver on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production

Helen Burns, the Global Talent Director at Owkin, shares her fascinating journey from freelance consulting to an in-house role during the pandemic. She emphasizes the importance of long-term talent strategies and the challenges of building effective teams in fast-evolving industries. The conversation delves into employer value propositions, fostering strong company culture, and overcoming imposter syndrome. Helen also highlights proactive recruitment strategies and balancing immediate hiring needs with future talent goals, encouraging growth through reflection and adaptability.

Summary In this episode, Rob interviews Jonathan Graber, the head of talent at Gynger, discussing his journey from agency recruiting to in-house talent acquisition. They explore the challenges and rewards of transitioning roles, the importance of setting deadlines in hiring, and the diverse responsibilities that come with working in a startup environment. Jonathan shares insights on managing priorities, the significance of people operations, and how to navigate the complexities of talent acquisition in a fast-paced setting. Takeaways The 10 80 10 rule illustrates how people respond to requests. Transitioning from agency to in-house recruiting Adding People Ops responsibilities Prioritizing recruitment based on urgency and revenue impact. Managing multiple roles in a startup requires effective triage.   Jonathan Graber on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

JP, Chief People Officer at Metropolis, emphasizes the need to reframe the return to office narrative, highlighting the irreplaceable value of human connection and collaboration that cannot be replicated through remote work alone. He shares insights on fostering a culture of access and the responsibilities that come with managing a large workforce post-acquisition. In this conversation, John-Paul Sukkar discusses the challenges and strategies involved in integrating a large organization after a significant acquisition. He emphasizes the importance of cultural shifts, change management, and the reevaluation of core values to foster innovation and ownership among employees. JP shares insights on balancing agility with necessary processes in a larger corporate environment and introduces a personal framework for decision-making that encourages long-term thinking and risk-taking. Takeaways In-person interactions foster serendipitous conversations that can unblock issues. AI cannot replicate the nuances of human interactions in the workplace. Return to office should be viewed as an opportunity, not a punishment. Creating a culture of access encourages open communication and collaboration.  Day one changes are crucial for signaling new directions. Ownership mentality is essential for employee engagement. Taking risks on oneself is vital for personal and professional growth.   Links JP Sukkar on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production  

Elizabeth explains how succession planning reveals far-reaching insights about the state of talent in an organization. As Director of Talent Management and Organizational Development at Cerence AI, Elizabeth has prioritized generating individual development plans (IDPs) for all employees. Elizabeth emphasizes that employees should take ownership of their careers and seek out opportunities for growth, while companies must create supportive environments to retain top talent. The conversation highlights the need for open communication, feedback mechanisms, and the role of managers in fostering a culture of development and engagement. Takeaways: Why implementation of talent management strategies is crucial. How succession planning is essential for organizational growth. Every employee should have an Individual Development Plan (IDP). Companies must support their managers to retain talent. Employees should take ownership of their career paths.   Cerence AI Elizabeth on LinkedIn LHH Recruitment Solutions  A Beautiful Working World A Soundbeam Studios Production