Digital HR Leaders with David Green

The guest on this week’s episode of the podcast is Claude Silver, Chief Heart Officer at VaynerMedia. In our conversation, Claude and I discuss: How the role of Chief Heart Officer emerged and how it has evolved Claude’s close working relationship with Gary Vaynerchuk, the CEO and how together, they seamlessly merge a people perspective with VaynerMedia’s business strategy The Kind Candor program, which is in place at VaynerMedia and which is designed so that feedback is an act of caring and a way of making employees better The work that Claude is leading on diversity, equity and inclusionThis episode is a must listen for anyone interested or involved in one of the most important relationships in business, that of the CEO and the CHRO and how the right organisational culture can drive at the same time, business success and employee wellbeing.Support for this podcast is brought to you by charthop. To learn more, visit https://www.charthop.com/digitalhr. Hosted on Acast. See acast.com/privacy for more information.

The guests on this week’s special bonus episode are Arianna Huffington, CEO and Founder of Thrive Global and Donna Morris, Chief People Officer at Walmart. In our conversation, we discuss how the pandemic has thrust the human resources function centre stage, and how HR has thrived during this difficult time in organisations where the function is well led, has strong senior stakeholder equity, has prioritised employee wellbeing and has robust capability in people analytics. If anything, this has raised expectations of Chief People Officers even further, can they and the functions they lead evolve at the pace necessary to deliver on the expectations of Leaders and the workforce?In our conversation, Arianna, Donna and I discuss: How the role of the Chief People Officer has changed since the beginning of the pandemic What the impact of these increased expectations have had on Chief People Officers themselves The lessons in workforce agility Walmart has learned from hiring over 500,000 associates so far in the crisis and how they will carry these learnings forward How to adopt the mindset to find opportunity in ambiguity and why it is important that Leaders set the tone What HR can do in 2021 and beyond, to capture more value for the businessThis episode is a must listen for anyone interested or involved in HR and how it can create value for the organisation and protect the health of its workforce. So that is Business Leaders, Chief People Officers and anyone in an Organisational Health, Employee Experience, People Analytics or HR Business Partner role.Support for this podcast is brought to you by gloat. To learn more, visit https://www.gloat.com Hosted on Acast. See acast.com/privacy for more information.

To build sustainable success in people analytics, you need a few key ingredients. Let's look at three. First, align the work of the people analytics team to the business strategy and priorities. Second in parallel, be intentional about building analytical capability across the wider HR function and third, get the sponsorship from the Chief Human Resources Officer, the Global HR Leadership Team and Senior Leaders in the business.My guest on this episode of the podcast has mixed all of these ingredients and more since founding the people analytics team at Merck, in 2016. Alexis Saussinan is the Group Head of People Data and Technology, and the function he has built has become a bedrock of Merck's people strategy and consistently delivers value to the business and the global workforce at Merck.Alexis and I reflect on the journey of people analytics over the last five years at Merck and look forward to the future as Alexis' role has expanded to bring people data, analytics and technology together.In our discussion, Alexis and I discuss: How to align the work of the people analytics team with the business and the people strategy Examples of people analytics in action, including how Merck takes a skills-based approach to workforce planning The size, structure and skills of the people analytics team and how it has evolved over the last five years at Merck How a combination of CHRO sponsorship, ambassador networks, rotational programs and effective communication combined to help grow a data-driven culture Why bringing people data, analytics and technology together enables the next wave of HR transformationThis episode is a must listen for anyone interested or involved in creating business value and employee experience from people analytics, in parallel with increasing HR capability in data and digital.So that is Business Leaders, Chief HR Officers, Chief Learning Officers and anyone in a people analytics, learning, HR leadership or HR business partner role.Support for this podcast is brought to you by gloat. To learn more, visit https://www.gloat.com/. Hosted on Acast. See acast.com/privacy for more information.

My guest on this week's episode of the podcast is Karen Powell, Chief Talent and Learning Officer at IQVIA. Karen emphasises that talent marketplace goes far beyond being a technology solution, instead it is a far broader cultural shift that permeates across the organisation and enables a whole new way of thinking about talent. In our conversation, Karen and I discuss how HR and the business are working together to drive transformational change at IQVIA, with talent marketplace.In our conversation, Karen and I discuss: How to get started with implementing a skills-based talent strategy Why a skills-based view of talent is critical for workforce planning How talent marketplace helps companies understand productivity in a new and deeper way Whether talent marketplace will mean that jobs won't exist anymoreThis episode is a must listen for anyone interested or involved in HR transformation, internal mobility, workforce planning, people analytics and HR technology. So that is Business Leaders, Chief HR Officers and anyone in a people analytics, workforce planning, learning or HR Business Partner role.Support for this podcast is brought to you by gloat. To learn more, visit https://www.gloat.com/. Hosted on Acast. See acast.com/privacy for more information.

My guest on this week's episode of the podcast is Ruslan Tovbulatov, who first saw how HR and people analytics could be a strategic enabler of innovation, during his time at Google. This inspired Ruslan to pivot towards the HR tech field, first by joining Arianna Huffington at Thrive Global, where he worked in senior product and marketing roles for four years before moving on to his current role as VP of Global Marketing at Gloat. The company that first coined the phrase talent marketplace. In this episode, Ruslan shares powerful examples of the business benefits of creating a talent marketplace.In our conversation Ruslan and I discuss: The burgeoning HR technology market, the factors driving its growth, why the market is fragmented and what lies ahead The challenges involved with running a company in a new category of HR technology Powerful examples of the business benefits of a talent marketplace at companies such as Unilever, Schneider Electric, Nestle, Standard Chartered Bank and Walmart The benefits talent marketplace provides to employees, managers and businesses as well as the future developments in this field Whether the talent marketplace will mean that jobs won't exist anymoreThis episode is a must listen for anyone interested or involved in HR transformation, internal mobility, workforce planning, people analytics and HR technology. So that is Business Leaders. Chief HR Officers and anyone in a people analytics, learning or HR business partner role.Support for this podcast is brought to you by gloat. To learn more, visit https://www.gloat.com/. Hosted on Acast. See acast.com/privacy for more information.

When the CEO cites the internal talent marketplace you have helped to create, as a major contributor to revenue during the company's quarterly earnings call, you know you have achieved something pretty special.That is what happened to my guest for this week's episode of The Digital HR Leaders Podcast. Jeroen Wels is the Executive Vice President of HR at Unilever and the architect of Flex Experiences. Flex Experiences is Unilever's thriving, internal talent marketplace, which is currently used by 65,000 global employees who are able to share their skills and experience with people in other teams and in other countries. During their quarterly earnings call for the first quarter of 2020, Unilever CEO, Alan Jope, highlighted how by using Flex Experiences the company had been able to redeploy over 3000 people from parts of the business with low demand, to the areas that were seeing high demand due to the pandemic. As you will hear from Jeroen in this episode, Flex is a standout example of a talent marketplace and the impact, both to the business in terms of agility and unlocked hours and employees in helping them discover their purpose and support their careers, is huge.In our conversation, Jeroen and I discuss: The journey of talent marketplace at Unilever so far and what is coming next How the events of 2020 cemented the business case for talent marketplace in Unilever Jeroen’s horizon thinking approach to working with HR technology companies and startups Whether the talent marketplace will mean that jobs won't exist anymoreThis episode is a must listen for anyone interested or involved in agile transformation, employee experience, learning and internal mobility. So that is Business Leaders, CHROs and anyone in a people analytics, learning or HR business partner role.Support for this podcast is brought to you by gloat. To learn more, visit https://www.gloat.com/. Hosted on Acast. See acast.com/privacy for more information.

My guest on this week’s episode is Ina Gantcheva, a Principle in Deloitte’s Human Capital Practice and a leading authority on talent marketplace. In Ina’s words, talent marketplace has the potential to change the way organisations think about three fundamentals. One, work, by fractionalising work for increased efficiency. Second, the workforce, by unlocking greater potential and value. And finally third, the workplace, by breaking down silos.In our conversation Ina and I discuss: The four P’s of iterative dynamic talent marketplace design. That is purpose, plan, program and platform The role of HR in supporting the transformation and associated change management involved in talent marketplace Examples of companies who have implemented a successful talent marketplace and the benefits they are enjoying as a result The opportunities that talent marketplace provides to employees How the pandemic has helped reshape the approach to talent marketplace Whether talent marketplace will mean that jobs won't exist anymore.This episode is a must listen for anyone interested or involved in HR transformation, internal mobility, workforce planning, people analytics and HR technology. So that is Business Leaders, Chief HR Officers and anyone in a people analytics, learning or HR business partner role.Support for this podcast is brought to you by gloat. To learn more, visit https://www.gloat.com/. Hosted on Acast. See acast.com/privacy for more information.

Welcome to the final episode of series eleven of The Digital HR Leaders podcast. I first met today's podcast guest nearly four years ago, just before he embarked on his current role. I was hugely impressed. His background as an economist, his focus on delivering value and his sheer passion for the possibilities afforded by people analytics meant, I judged, that he had all the ingredients to be successful.Today as Head of People Strategy and Analytics at Capital One, Guru Sethupathy presides over one of the leading people analytics functions in the world. During this, just shy of four year tenure, Guru has quadrupled the size of the team to around a hundred people and together with his team has delivered significant value to the business as well as Capital One's Associates. Guru is a deep thinker and has retained that passion for people analytics that I saw four years ago. I know that listeners will enjoy learning from Guru’s experience and vision for people analytics during the next 45 minutes or so.In our conversation Guru and I discuss: The key milestones of how people analytics has been scaled at Capital One during Guru's tenure How people analytics has supported Capital One and its associates during the pandemic The steps that Capital One has taken to build a data driven culture across its HR function How to scale people analytics by developing products that people will use How well equipped HR functions have thrived during the crisis of 2020 How to turn insights from people analytics work into actions The role of HR in helping to prepare organisations for hybrid ways of workingThis episode is a must listen for anyone interested or involved in people analytics, employee experience and HR technology. So that is Business Leaders, CHROs and anyone in a people analytics, learning, HR tech or HR business partner role.Support for this podcast is brought to you by orgvue. To learn more, visit https://www.orgvue.com/. Hosted on Acast. See acast.com/privacy for more information.

The nature of work and workplaces was already changing, but the pandemic has fast-forwarded many aspects of the future of work. Today's guest is Ethan Bernstein, who is an Associate Professor in the Organisational Behaviour Unit at The Harvard Business School.He teaches the second year MBA course in managing human capital, the Harvard Business School online course on developing yourself as a leader and various executive education programs. Ethan studies the impact of workplace transparency, the observability of employee activities, routines, behaviours, output and performance on productivity. With implications for leadership, collaboration, organisation design and new forms of organising.Together with others, Ethan has conducted research during the pandemic to understand the implications of working without an office, which sought to answer a number of questions. Paramount amongst them was what impact has working from home had on productivity and creativity?The discussion that follows is rich, wide ranging and consistently fascinating. Ethan is one of the most interesting, knowledgeable and witty guests we have had on the show yet. In our conversation, Ethan and I discuss: The key findings of his research on the impact of remote working and the impact it is having on productivity and innovation The implications, post pandemic for work, collaboration and workplace design How well-equipped HR functions have thrived during the crisis of 2020 What the future leaders he teaches in his Harvard MBA course are saying about the role of HR The role of HR in workplace design and in helping prepare their organisations for hybrid ways of workingThis episode is a must listen for anyone interested or involved in workplace transparency, technology, people analytics and future ways of working. So that's business leaders, CHROs and anyone in a people analytics, strategic workforce planning, HR tech or HR business partner role.Support for this podcast is brought to you by orgvue . To learn more, visit https://www.orgvue.com/. Hosted on Acast. See acast.com/privacy for more information.

My guest on this week’s episode is Wagner Denuzzo, who has a wonderful job title of Head of Capabilities for Future of Work, where he is leading the effort to design the organisation of the future at Prudential Financial. Wagner’s team is responsible for organisational design and capabilities and he is overseeing the development of an extraordinary end to end employee experience, as well as the transformation of learning, careers and skills development for the future and the creation of a talent marketplace.In our conversation, Wagner and I discuss: The role of HR in the wider transformation at Prudential Financial How Prudential Financial is using data to understand skills and career opportunities Why employees and the organisation have a shared responsibility for careers and up-skilling How to build a culture of mobility, encompassing leaders, managers and employees The business outcomes that internal mobility can driveThis episode is a must listen for anyone interested or involved in skills, learning and workforce planning. So that is business leaders, CHROs and anyone in a people analytics, HR business partner or learning role.Support for this podcast is brought to you by orgvue . To learn more, visit https://www.orgvue.com/. Hosted on Acast. See acast.com/privacy for more information.