Digital HR Leaders with David Green

Agile isn't just for Tech anymore. It's transforming how organisations hire, develop and manage their people. It's also transforming how HR interacts with the Workforce from doing things to employees to designing programs and Technology with and for employees. In many ways agile is the backbone of efforts to design, understand and improve the employee experience. My guest this week on the podcast is Anna Tavis, a Clinical Associate Professor of Human Capital Management at New York University and the editor at People and Strategy a journal for HR Executives. She also wrote a landmark article in HBR with Peter Capelli on Agile in HR, so who better for me to discuss this topic in more detail. In our conversation, Anna and I discuss:  What agile HR means and why it is becoming increasingly important We look at the skills, mindset and methodologies needed to be successful Anna also talks about examples of how agile is being employed by companies such as IBM and Adobe in HR We also look into the crystal ball like we do with all our guests and ponder what the role of HR will be in 2025. This episode is a must listen for everyone in HR, particularly those leading efforts in employee experience, people analytics and other leadership roles.Support for this podcast is brought to you by Perceptyx to learn more, visit perceptyx.com. Hosted on Acast. See acast.com/privacy for more information.

We increasingly expect a similar experience at work as that we enjoy as consumers. This coupled with advances in technology and the growth of people analytics has seen a surge of growth and innovation in the field of employee experience and surveys. With growth comes noise.How often should I survey my workforce? Is it time to ditch the annual survey? What about survey fatigue? How do I combine surveys with other data and analytics? These are just some of the areas I cover with today's guest on the podcast, Sarah Johnson Vice President of Enterprise Surveys and Workforce Analytics at Perceptyx.Sarah is an IO psychologist who has been in the survey research space for 35 years and combines her wealth of experience with an exciting vision for the future.In our conversation, Sarah and I discuss:  Why survey research is the most strategic thing HR can do We talk about the huge shift in how companies are approaching surveys, incorporating analytics and identifying actions to drive the employee experience We look at the link between employee experience, customer experience and business outcomes Sarah provides examples of the work Perceptyx has delivered to its client base which includes the likes of Google, Apple and Facebook We explore why text is the final frontier for surveys We look into the crystal ball like we do with all our guests and ponder what the role of HR will be in 2025This episode is a must listen for anyone interested in employee experience the role of people analytics and the insights and outcomes that can be generated through the intelligent use of surveys.Support for this podcast is brought to you by Perceptyx to learn more, visit perceptyx.com. Hosted on Acast. See acast.com/privacy for more information.

Our guest on the podcast this week doesn't require much of an introduction as she is one of the most recognised, respected and leading voices in our field and a real catalyst of change for our profession. Leena Nair the Chief HR Officer at Unilever. Leena speaks passionately about the need to become more human in our increasingly digital age. Leena and her team at Unilever are rightly regarded as an exemplar for next-gen HR, which at the same time is more business focused and more human. Leena is a pioneer. She was the first woman appointed to Unilever's Southeast Asia leadership team and she is now Unilever's first female CHRO.This ethos is embedded in her work and that will become evident as you listen to the podcast and learn how Unilever has harnessed data, analytics, AI and technology to radically reshape HR and deliver value both to the business and across the employee life cycle. Leena is an important voice in our field and a strong advocate of HR. So I know that you will enjoy listening to this episode of the podcast.In our conversation, Leena and I discuss: Why HR should have more swagger and more confidence How Unilever has employed AI and analytics throughout the employee journey delivering business value and an enhanced employee experience We learn about the building blocks you need to build a frictionless experience for employees We also look at how to stay human in a technology obsessed world As with all our guests, we look into the crystal ball and ponder what the role of HR will be in 2025This episode is a must listen for Business Leaders seeking more from HR as well as any HR professional who wants to add more value to their organisation, to their workforce and to their own careers. You can connect with Leena on LinkedIn and learn more about the Learn with Leena initiative by going to https://www.linkedin.com/in/nairleena/. Support for this podcast is brought to you by Perceptyx to learn more, visit perceptyx.com. Hosted on Acast. See acast.com/privacy for more information.

Our guest on this week’s podcast is Keith McNulty, Global Director of People Analytics and Measurement at McKinsey. Keith is a prolific and renowned writer which saw him recognised by LinkedIn as a top voice in December 2017. Keith is a deep thinker and one of the most knowledgeable and visionary leaders in the space so I know that listeners will enjoy this episode of the podcast as we explore McKinsey’s approach to data-driven HR.In our conversation Keith and I discuss: Keith's HR 3.0 model, an analytically sophisticated and agile function populated by professionals with strong business acumen and problem solving skills We talk about the skills and capabilities you need in a people analytics team and we reflect on highlights from Keith's journey of building the people analytics and measurement team at McKinsey, which he's done over the last two and a half years We also reflect on the people analytics space and also what drives Keith to share his knowledge and experience with the community And like with all our guests we look into the crystal ball and ponder what the role of HR will be in 2025This episode is a must listen for anyone in the people analytics role, HR and business professionals interested in how people data can drive business outcomes and CHROs looking to build or scale their HR functions.Support for this podcast is brought to you by Perceptyx to learn more, visit perceptyx.com. Hosted on Acast. See acast.com/privacy for more information.

The HR technology space continues to attract a lot of attention as well as a growing level of investment. There are literally thousands of vendors in this space. John Sumser said there's 40,000 that he's tracking, which means there is a hell of a lot of choice. But whether you are an HR practitioner, a buyer, an investor or an HR tech company itself, how do you navigate what is a complex and at times confusing market and should it even be called HR Tech anyway?That's the topic for this weeks episode. Where I talk to one of the most knowledgeable and experienced people working in the space, Jason Corsello, now founder and CEO at the Acadian company and previously Head of Strategy and Corporate Development at Cornerstone as we talk about the shift from HR Tech to Work Tech.In our conversation Jason and I discuss: Advice to offer to potential investors, startups looking to secure investment, and practitioners looking to buy work tech for their organisations We talk about the areas of Work Tech that are attracting the most attention and investment We also explore the likely areas of consolidation moving forward And like with all our guests, we look into the crystal ball and ponder what the role of HR and HR Tech will be in 2025This episode is a must listen for anyone in the HR space particularly those looking to invest, those looking to secure investment for their Technologies and practitioners seeking to navigate a complex market.Support for this podcast is brought to you by pymetrics, to learn more, visit pymetrics.com. Hosted on Acast. See acast.com/privacy for more information.

The lens on HR continues to intensify. McKinsey talks about the G3 the group of three Executives at the top of the company the CEO, the CFO and the CHRO. But how does a CHRO partner successfully with a CEO and the rest of the executive team?That's the topic for this week's episode where my guest is Jill Larsen, Chief People Officer at Medidata on how to transform HR to drive more business value. Jill has over 20 years experience in senior HR roles in companies like Cisco, EMC and SunGard. So she is ideally placed to talk about how the role of the CHRO has changed.In our conversation Jill and I discuss: The key responsibilities of the CHRO in our Modern Age and how these have evolved over the past years The digital transformation of HR and how to bring the rest of the organisation with you along the journey The changing skills requirements for HR professionals We also talk about how you can harness technologies to support this change and transformation And like with all our guests, we look into the crystal ball and ponder what the role of HR will be in 2025This episode is a must listen for anyone working in HR or Business Leaders who want more from their CHROs and people functions.Support for this podcast is brought to you by pymetrics, to learn more, visit pymetrics.com. Hosted on Acast. See acast.com/privacy for more information.

Unconscious bias is a huge problem in the workplace, especially in areas like recruitment, promotion, and performance management as well as being a major barrier in efforts to improve diversity and inclusion. Whilst training and awareness can help, as humans we have inherent unconscious biases. So how can technology data and science help? And what steps do you need to take to minimise bias through the use of technologies like AI rather than to perpetuate it?That's the topic for this week's podcast where my guest is Frida Polli co-founder and CEO of pymetrics, where we discuss how AI and behavioural science can reduce bias in recruiting.In our conversation Frida and I discuss: Why recruiting is broken and how AI and behavioural science can help to fix it We talk about the ethical issues we need to think about when using AI to support hiring and people decisions We talk about the bold initiative pymetrics has taken to open-source it's code as well as talking about the challenges involved in being a female CEO and founder of a successful HR tech company Finally like with all our guests we also look into the crystal ball and ponder what the role of HR will be in 2025This episode is a must-listen for people working or interested in recruiting, HR technology, behavioural science and people analytics as well as diversity and inclusion.Support for this podcast is brought to you by pymetrics, to learn more, visit pymetrics.com. Hosted on Acast. See acast.com/privacy for more information.

Building a people analytics function in a global fortune 50 company is as wonderful an opportunity as it is a significant undertaking. This was the challenge facing my guest today, Ian O'Keefe, when he took the role as Global Head of Workforce Analytics at JPMorgan Chase in June 2016. Ian and I walk through his journey in building the function at the bank as well as reflecting on his 10 years in the space, which has included people analytics roles at Google, Sears, and American Express.Ian is one of the most knowledgeable, experienced, and insightful leaders in the space so I know that listeners will enjoy this episode of the podcast. In this episode, Ian and I talk about: The three-year build of workforce analytics at JPMorgan Chase, which he built from the ground up The skills and capabilities you need in a people or workforce analytics team How to balance demand for analytics from the business with prioritising the work We reflect on the people analytics space, in general, based on Ian's unique perspective of having worked in several sectors like tech, banking, and retail And like we do with all our guests we look into the crystal ball and ponder what the role of HR will be in 2025.This episode is a must-listen for anyone in a workforce or people analytics role. HR and business professionals interested in how people data can drive business outcomes. And CHROs looking to build or scale their people analytics headquarters.Support for this podcast is brought to you by pymetrics, to learn more, visit pymetrics.com. Hosted on Acast. See acast.com/privacy for more information.

The guest on this week’s show is none other than Dave Ulrich, the renowned university professor, author, speaker, coach, and management consultant. Dave is a Professor of Business at the Ross School of Business at the University of Michigan, and co-founder of the RBL Group. With his colleagues he has written over 30 books that have shaped the HR profession, defined organisations' capabilities, and shown the impact of leadership on customers and investors.In our conversation, Dave and I delve into a multitude of topics, including: How HR can increase its impact to leaders, organisations, and workers We talk about the qualities that a great chief HR officer has, we actually even talk a little bit about some of the criticism of his infamous HR business partner model, and how the model has evolved over time We talk about four phases of digital HR, efficiency, innovation, information and connection We talk about the impact that technology and the future of work is having on strategic workforce planning We also delve into some of the surprising, and perhaps worrying findings Dave's researchers unearthed on how companies are using people analytics We talk about what Dave calls his new moonshot, an organisational guidance system that could herald the dawn of next generation HR, and increase the business impact of the function by several multiples Lastly, we look into the crystal ball, as we do with all our guests, and look at what the role of HR will be in 2025This episode is a must listen for HR professionals looking to increase their business impact, as well as business leaders looking to get more out of their HR teams.Support for this podcast is brought to you by pymetrics, to learn more, visit pymetrics.com. Hosted on Acast. See acast.com/privacy for more information.

According to research by the Corporate Research Forum, 69% of organisations with 10,000 employees or more now have a People Analytics team. The reality is perhaps not so rosy, as in my experience, many of these teams are still essentially restricted to reporting, and not really doing analytics. At least it shows the ambition is there.One organisation that is definitely doing people analytics is Nestlé. Since the arrival in June 2016 of Jordan Pettman, our guest on the show this week, as Global Head of People Data Analytics and Planning, the progress has been remarkable. In this episode, Jordan and I discuss:   Key milestones in Nestlé's People Analytics journey, how he grew capability in the team, both centrally and regionally, in line with Nestlé's decentralised business model We talk about some examples of projects undertaken including one that helps address the gender pay gap We also talk about what excites and concerns Jordan about the continual growth of people analytics Like with all our guests on the show, we also look into the crystal ball and ponder what the role of HR will be in 2025This episode is a must-listen for anyone in a People Analytics role, as well as HR and business professionals interested in how people data can drive business outcomes and support initiatives in areas like diversity and inclusion. Support for this podcast is brought to you by ClickIQ - find out more at www.clickiq.co.uk. Hosted on Acast. See acast.com/privacy for more information.