HR Data Labs podcast (David Turetsky)
Explorez tous les épisodes de HR Data Labs podcast
| Date | Titre | Durée | |
|---|---|---|---|
| 10 Feb 2022 | Lenna Turner - DEI: A Personal Perspective Through a Retrospective Lens | 00:36:16 | |
Summary: Lenna Turner is the Director of DEI and a consultant at Salary.com’s CompData Consulting Practice. Lenna’s current role focuses on client engagements involving compensation studies for base and total compensation, pay equity, and building DEI thought leadership and knowledge offerings for clients via white papers, surveys, roundtables, and panel discussions. She has been with Salary.com since 2019 and has 20 years of compensation management, consulting, and HR experience across various industries and companies. In this episode, Lenna shares a personal perspective on her personal journey with DEI in the workplace.
[0:00 - 6:13] Introduction
[6:14 - 15:25] When did you becoming interested in DEI, and what led you to your current role?
[15:26 - 27:24] How can DEI strategy (or a lack thereof) impact an employee’s career development?
[27:25 - 34:33] What are some examples of actions that impact common DEI issues?
[34:34 - 36:16] Final Thoughts & Closing
Quotes: “I’ve seen in my career a lot of really great people from marginalized communities, people of color, get recruited into the workplace. And then they get there, there’s no real plan to move them through the organization.” “You have to be intentional. First of all, you have to be intentional to have a strategy and be intentional about building goals that help you meet that strategy.” | |||
| 17 Feb 2022 | Fred Wills - Lead Inclusively to Maximize Innovation and Equity | 00:36:43 | |
Summary: Fred Wills is a thought leader on diversity, equity, and inclusion (DEI), organizational development, culture and climate, and its impact on organizational performance, transformation, and change. He’s built a successful career which includes working for Mayo Clinic and Nationwide Children’s Hospital, and he’s since channeled this experience into the foundation of Inclusiastic Consulting. He also brings international experience in organizational performance, community development, and capacity-building through his international development and aid efforts in Malawi, Africa. His current client base includes healthcare, tech, financial services, education, and government and non-profit sectors.
[0:00 - 5:56] Introduction
[5:57 - 22:10] Why Do So Many Organizations Struggle With DEI and What Characteristics Can They Adopt To Become More Equitable and Inclusive?
[22:11 - 33:53] How Can Leaders Step Up and Start Leading Inclusively?
[33:54 - 36:45] Final Thoughts & Closing
Quotes: “Numbers representation—those are outcome things. They’re super important, but they’re not the only thing… If we’re focusing on just the number, solely the number, then we’re missing the point of what we’re trying to do.” “You get more traction in this space as a leader, whether you're a leader by title or a leader by some other definition… by being authentic. So I would say, tell the story but also articulate where you're trying to get to and give folks space to do that.” | |||
| 24 Feb 2022 | Adriana DiNenno - It's OK Not to Be OK: Employee Wellbeing and Mental Health | 00:33:06 | |
Summary: Adriana DiNenno is product manager for Infor People Solutions and has been with the company for 12.5 years. She loves working on a variety of applications like Talent Acquisition systems, Core HR, and Occupational Health to name a few. Her “side job” at Infor is co-chair of the Infor People Wellbeing employee resource group, whose goal is to create a safe work environment by focusing on all dimensions of employee wellbeing. She says, “With a brother who suffered from mental health issues, it meant a lot to me to be one of the co-founders of this group at Infor, so that I can help others in need.” In this episode, Adriana talks about employee wellbeing, why it’s OK to not be OK, and what you can do to enhance your employee experience.
[0:00 - 4:01] Introduction
[4:02 - 10:06] Why There Has Been an Increased Demand for Employee Wellbeing
[10:07 - 15:14] Employees Want to Be a Part of a Community
[15:15 - 30:09] Wellbeing Coming to Life via Software
[30:10 - 33:06] Final Thoughts & Closing
Quotes: “I think [when] employees are part of a community, they feel less inclined to leave because they have a reason to belong.” “I know all these companies are doing mental health days, and it’s not that I don’t support mental health days, but I support mental health days more often. I think it’s important to know when you’ve reached your limit and when you need some time to yourself.” | |||
| 03 Mar 2022 | Jordan Morrow - Foundationalizing Data Literacy | 00:30:29 | |
Summary: Known as the "Godfather of Data Literacy", Jordan Morrow has helped pioneer the field of data literacy by building one of the world's first data literacy programs. He is Head of Data, Design, and Management Skills at Pluralsight, and he served as the Chair of the Advisory Board for The Data Literacy Project. Jordan has spoken at numerous national and international conferences and is an active voice in the data and analytics community. He has also helped companies and organizations around the world, including the United Nations, build and understand data literacy. In this episode, Jordan talks about data literacy and the human element of data and analytics. Chapters: [0:00 - 4:58] Introduction
[4:59 - 13:42] What Are the Biggest Roadblocks to Successful Data and Analytics?
[13:43 - 20:29] How Can Organizations and Individuals Successfully Learn Data Literacy?
[20:30 - 27:53] What Does It Mean to Be “Data Driven” and How Can Organizations Become Data Driven?
[27:54 - 30:29] Final Thoughts & Closing
“The premise of the data lake is a good idea: throw all your data into one spot. But we keep coming back to data literacy. If people don’t know how to get information out of it correctly, you run into problems.” “I commonly say, ‘I want to create a world of data skeptics, not data cynics.’ The world is doing a good enough job of creating data cynicism. Data skepticism is just asking questions of things. That’s it. To me, the key to data literacy, data analytics, all of that, is curiosity.” | |||
| 10 Mar 2022 | Jan Johnson - Moving HR Tech from the Personnel Action Form to Employee Engagement | 00:28:53 | |
Summary: Jan Johnson loves all things HR Technology. Always immersed in technology, she’s taken her career from setting up learning systems as a program manager to now leading product management for Talent Acquisition and HR at UKG. Jan doesn’t focus on the features, but on the business problems her customers need to solve—or better yet, don't yet know they are going to have! In this episode, Jan talks about people, their work, and their data. Chapters: [0:00 - 4:37] Introduction
[4:38 - 9:21] How has HR technology changed over the years?
[9:22 - 15:32] How does HR technology change to meet new recruiting needs?
[15:33 - 26:27] How has Jan’s thinking changed from when she first jumped into HR technology as a young professional?
[26:28 - 28:53] Final Thoughts & Closing
Quotes: “When you think about companies not being able to find enough applicants—how many people are there in the world? Something like 8 billion, right? And [there are] 330 million in the US. So is the problem that we can't find applicants, or we're not looking in the right place, or we're not in a broad enough spectrum?” “That’s really one of the most important things in recruiting today: the ability to build rapport and a sense of belonging with the candidates and to help them understand the culture and what it is to work there.” | |||
| 17 Mar 2022 | Larry Dunivan - Solving HR Technology for the Mid-Market | 00:27:36 | |
Summary: Larry Dunivan is a seasoned software industry executive with a 30+ year career. His experience spans a variety of projects and responsibilities with the greatest emphasis being on executive leadership, sales management, and product management and development. His unique insight into the software industry and its leadership, along with attention to talent development and interpersonal interactions, set him apart from his peers. In this episode, Larry talks about HR Technology as it relates to mid-size businesses and how it can help them overcome their unique challenges. Chapters: [0:00 - 3:50] Introduction
[3:51 - 12:35] How Mid-sized Companies’ Issues Differ From Enterprise And Small Business Issues
[12:36 - 17:50] The Challenges HR Technology Faces In Mid-sized Companies
[17:51 - 26:06] Lessons And Examples for Mid-sized Companies On Their HR Technology Journey
[26:07 - 27:36] Final Thoughts & Closing
Quotes: “The most important thing [mid-sized businesses] have to do is develop great relationships with their vendors . . . One of the reasons why they get so frustrated with support is because there's often this misalignment between expectations and reality.” “If you don't have a handle on recruiting and onboarding in this labor market, whether you're growing or not, not much else matters. If you do it Poorly you're at a massive disadvantage. So that's job number one.” | |||
| 24 Mar 2022 | Holger Mueller - Why Has AI Not Arrived in HR? | 00:30:09 | |
Summary: While traveling the world (and the online world) as VP and Principal Analyst at Constellation Research, Holger Mueller researches enterprise software trends and focuses on the next generation of applications and the future of work. He’s built his 25 year career in the industry by building, selling, and implementing enterprise software. Outside of his work at Constellation Research, Holger is a cycling, soccer, and volleyball enthusiast. In this episode, Holger talks about why we haven’t seen a mass adoption of AI in HR and when that might happen.
[0:00 - 4:17] Introduction
[4:18 - 15:45] Where Holger has seen successful uses for AI
[15:46 - 28:33] What HR can learn from business when it comes to integrating AI?
[28:34 - 30:09] Final Thoughts & Closing
Quotes: “Machines can do a lot of more things, and the big thing that fuels it [is that] a human needs time to get this done. Then it's the question, “How smart is he or she and how much time do they need and how committed are they to find out?” A very different equation to a machine because all it needs is for someone to program it, thinking of possible solutions . . . and then [all you have to do is] compute. So if there's enough compute cycles, ultimately the machine will keep trying, trying, trying and find it—something that a human will never get to.” “Work with vendors; see what’s possible; get educated; know what can be done; become competent; suggest what should be done. [Or] build something yourself, right? Every company has the data scientists, potentially AI people, who could make something.” | |||
| 31 Mar 2022 | Tarush Aggarwal - Using Infrastructure to Drive Value | 00:27:24 | |
Summary: Tarush Aggarwal has been at the forefront of HR data analytics since it gained recognition in 2011. He was Salesforce Analytics Team’s first data engineer and, later, got the opportunity to build up an international data team at WeWork that scaled up to over 100 people from its initial 5. He then moved to Shanghai and did it all again for our rapidly growing business in China. Along the way, he’s learned important lessons from personal experience on the best ways to grow a data team. In this episode, Tarush talks about how HR teams can get more out of their data by leveraging infrastructure. Chapters: [0:00 - 5:29] Introduction
[5:30 - 10:20] What Prevents Companies From Developing In-house HR Capabilities?
[10:21 - 19:54] Why Doesn’t a One-Size-Fits-All Solution Work For Everyone?
[19:55 - 25:19] Will Mergers and Acquisitions Lead To One-Size-Fits-All Being the Only Solution?
[25:20 - 27:24] Final Thoughts & Closing
“A data team with a hundred people acts very differently from a data team with 3, 4, or 5 people . . . So unfortunately, what we see is that a lot of [smaller] HR analytics team don't really get to leverage the more mature technology of their sister, larger data teams.” “In reality, [HR analytics solutions of the future] will probably be hybrid, where you get 60-70% of what you want out of the box and [you can customize] the remaining 30-40%.” | |||
| 07 Apr 2022 | Steve Brink - Custom Compensation Packages: How Employees Want to be Paid | 00:34:39 | |
Summary: Steve Brink has always had a passion for HR technology and data analytics. Early in his career, he was involved in creating a job evaluation software tool and the first PC-based compensation planning tool, called Compensation Workbench, released in 1987. He then went on to work at Towers Perrin and Mercer where he continue to develop and improve software tools. Most recently, he’s left his role as CEO of AIRINC to become President of uFlexReward. In this episode, Steve talks about why people want more choice on how they are rewarded and paid. Chapters: [0:00 - 7:05] Introduction
[7:06 - 15:12] Why is personalization of reward important?
[15:13 - 21:46] How can you personalize rewards?
[21:47 - 31:56] What are some practical steps for moving toward personalized rewards?
[31:57 - 34:39] Final Thoughts & Closing
Contact:
“When you look at future of work . . . it's how you're doing the work, but it's also when and where you're going to be doing the work. People spend a lot of time talking about future of work, but they don't talk about the implication of what that means for the potential of pay.” “If you're allowed to provide even more in terms of choice, you start gathering more information. It's actually [your employees] selecting what's important to them. And with that feedback loop, can we actually start making changes to our reward system that are going to better align with the people in the organization? My goodness—isn't that what we all want?” | |||
| 14 Apr 2022 | Kathi Enderes - Diversity, Equity & Inclusion Analytics | 00:34:33 | |
Summary: As the Senior Vice President of Research at The Josh Bersin Company, Kathi leads and develops research-based insights for all areas of HR, Learning, Talent, and HR Technology. She has 20+ years of experience in management consulting (with IBM, PwC, and EY) and as a talent leader (with McKesson and Kaiser Permanente). Most recently, Kathi led talent and workforce research at Deloitte. She is a frequent keynote speaker, author, and thought leader. Originally from Austria, Kathi has worked in Vienna, London, and Spain, and now lives in San Francisco. Her passion is to make work better and more meaningful. In this episode, Kathi talks about why diversity, equity, and inclusion (DEI) analytics are important and how companies are working with them today. Chapters: [0:00 - 8:09] Introduction
[8:10 - 23:22] What are DEI analytics and why are they important?
[23:23 - 30:21] What are companies doing today in DEI analytics?
[30:22 - 34:33] Final Thoughts & Closing
Quotes: “We did a big study on employee experience and we found that of all the things that a company can do to create a great experience, the number one thing that drives the employee experience is trust in the organization.” “When we did our big DEI study, we actually studied many, many different topics of DEI because DEI is, of course, embedded in many different areas of HR and the business. One thing that we found out was when we interviewed several DEI leaders on what they were doing, one of the DEI leaders told us, ‘You got to approach DEI as a business practice, not as an HR program.’ ” | |||
| 21 Apr 2022 | Susan Hunt Stevens - Environmental, Social and Governance in Today's Organizations | 00:34:29 | |
Summary: Susan Hunt Stevens is the Founder & CEO of WeSpire, an award-winning, employee experience technology that drives environmental, social, and governance (ESG) outcomes by engaging people in activities that align with their passion and purpose. She founded WeSpire, after her son was diagnosed with serious food allergies, to leverage her digital behavior change expertise to help people embrace healthier and more sustainable lifestyles and create a more equitable and inclusive work culture. Susan was named an EY Entrepreneur of the Year for New England and a Woman of Influence by the Boston Business Journal. She’s also been included in the Environmental Leader 100 list. In this episode, Susan talks about environmental, social, and governance (ESG) in today’s organizations. Chapters: [0:00 - 5:34] Introduction
[5:35 - 11:32] What are ESGs and what are companies doing to build ESG into their company framework?
[11:33 - 26:37] What are the biggest challenges facing HR leaders on this journey to shift culture and embed ESG?
[26:38 - 32:25] What metrics and measurements are organizations using to track and report on these efforts?
[32:26 - 34:29] Final Thoughts & Closing
Quotes: “I'm a big believer that companies respond to investors, and investors care extraordinarily now about ESG. The largest private and public equity funds in the world, from Blackstone to BlackRock, have told portfolio companies that they need to have very strong ESG strategies and present really good ESG data for them to evaluate their investments.” “I think you can do things to dramatically improve employee engagement and these [mental health and wellbeing, and inclusive culture] programs are an absolute tool in your toolbox for creating an environment that's the best place to work . . . [and that helps employees] feel included and belong and therefore they're higher performing.” | |||
| 28 Apr 2022 | Kevin Campbell - How We Measure Employee Experience to Drive Customer Outcomes | 00:39:09 | |
Summary: Kevin helps organizations acquire, develop, and retain their most valuable asset: their people. He also helps people manage an aspect of their lives that plays a key role in their happiness: their work. He’s spent the last decade of his career building leaders at every level and creating scores of engaged, high-performing, strengths-based teams. Prior to founding Lifted Leadership, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives. In this episode, Kevin talks about how we measure employee experience to drive customer outcomes.
[0:00 - 6:43] Introduction
[6:44 - 13:23] What is an Employee Experience Scientist?
[13:24 - 27:10] What are the first steps to connecting EX data to business and customer outcomes?
[27:11 - 36:14] What’s been learned form connecting EX data to customers?
[36:15 - 39:09] Final Thoughts & Closing
Quotes: “A lot of times when we're trying to close experience gaps, we try to do it by improving the experience itself, which is absolutely warranted. But a lot of times the gap comes from the gap between expectations and experiences.” “The very first thing is looking at your data. And I know that sounds almost too simple, but . . . just look at what the data are telling you before you even analyze the data before you even compare one data point or a set of data points to another.” | |||
| 05 May 2022 | Garry Straker - The Pay Equity Landscape | 00:28:59 | |
Summary: Garry Straker has more than 20 years of experience providing total rewards consulting services to a diverse list of clients from a variety of industries including technology, logistics, higher education, non-profit, healthcare, public sector, and more. Garry focuses on helping organizations achieve strategic goals by leveraging technology, data, and labor market insights to design sustainable, market-aligned total compensation plans. His expertise includes developing rewards programs that are appropriately aligned with workplace culture, and business priorities. Garry is an active member of World at Work and a board member of the Colonial Total Rewards Association. He is also a certified employee benefits specialist with fellowship status. He has been a presenter on human resources, compensation and benefits topics at national and regional conferences, including the World at Work Pay Equity Symposium, SHRM, CBIA, CUPA and SACUBO. In this episode, Garry talks about pay equity, how it’s changed over the years, and how it continues to influence compensation practices across industries. Chapters: [0:00 - 4:11] Introduction
[4:12 - 8:29] What is pay equity?
[8:30 - 18:50] How has the focus on pay equity changed compensation practices?
[18:51 - 26:33] What trends are you seeing in the workplace that are related to pay equity?
[26:44 - 28:59] Final Thoughts & Closing
Quotes: “I think pay equity, in terms of how we define, it has evolved and changed particularly in recent years and as a result of many different factors. But today when we talk about pay equity, we're really talking about a general sense of fairness in the workplace.” “For a lot of organizations, I think it's going to be incremental steps. There's a lot of housekeeping and analysis that needs to be done around pay equity . . . and the integrity of your data is just going to be critical.” | |||
| 12 May 2022 | Greg Miller - Socially Responsible Automation: Implementing a People First Strategy for Social Equity | 00:31:08 | |
Summary: Greg Miller’s career has been focused on one of his greatest passions—tackling significant socioeconomic challenges like the digital skills gap. After starting his career at Oracle, Greg worked in senior leadership roles at leading tech companies such as PeopleSoft and, most recently, SAP where he was Chief Operating Officer. After his tenure at SAP, he raised social venture capital to enable youth STEM innovation and grow the next generation of digital skills in Australia. In 2017, Greg co-founded Faethm—an AI-powered SaaS platform that provides organizations with information on how automation will impact every job. In September 2021, Faethm was acquired by British workforce education giant, Pearson, and Greg became the SVP Customer, Workforce Skills at Pearson. In this episode, Greg talks about socially responsible automation and how implementing a people-first strategy can protect social equity in the age of AI. Chapters: [0:00 - 5:32] Introduction
[5:33 - 8:18] What is socially responsible automation?
[8:19 - 21:09] How do emerging technologies disproportionately impact certain workers and job roles?
[21:10 - 27:00] How can HR help business leaders make more socially responsible decision when tasked with introducing new technologies?
[27:01 - 31:08] Final Thoughts & Closing
Quotes: “If I'm going to build a strategy that's socially responsible when it comes to automation . . . I want to understand what the impact on my people will be. And if I know that, then I can organize myself to say, well, over that two or three year horizon of implementing this big digital transformation, rather than firing those people impacted by these technologies, using that as my cost savings, and displacing these workers, I’m gonna actually say, I have a bunch of future jobs that I need to add to my organization.” “I had the chief caregiver officer, the head of HR for a Cleveland clinic say to me, well, my number one objective is to grow revenues . . . I need to open up more centers. Well to do that, I need more nurses. How do I get more nurses when kids aren't getting their nursing credentials anymore? I need to bring in technology to augment nurses and make nurses to the power of two—then I can grow revenue.” | |||
| 19 May 2022 | Adriana DiNenno - Collaboration in HR Technology for You and Your Network’s Advantage | 00:33:46 | |
Summary: Adriana DiNenno is a product manager for Infor People Solutions and has been with the company for 13 years. Day-to-day, she is a jack of all trades, working on a variety of applications within the HR Talent suite from Core HR to Health & Safety to Employee Relations. About a year ago, Adriana founded a group at Infor called the “Infor People Wellbeing”. It’s an employee resource group that focuses on all dimensions of an employee’s wellbeing, from the mental to physical to emotional, etc. The group strives to create a safe environment at work. Adriana is also the co-chair of “Infor People Wellbeing”. In this episode, Adriana talks about how collaboration in HR technology can be an advantage for you and your network. Chapters: [0:00 - 4:51] Introduction
[4:52 - 18:10] Helping others in the workforce
[18:11 - 23:04] Behavioral assessments for collaborations
[23:05 - 32:08] How teams and teamwork apply to HR and HR technology
[32:09 - 33:46] Final Thoughts & Closing
Quotes: “You may not understand that this recruiter has gotten thousands of applicants and why are you getting screened out so quickly? . . . That's not transparent to someone who doesn't see the behind the scenes in HR technology. Collaboration is really important [because] you can figure out what you can do to better yourself, take training, up-skill, network…” | |||
| 26 May 2022 | Tim Freestone - Finding Data Analytics Talent | 00:29:52 | |
Summary: Tim Freestone starting out initially as a financial analyst in a large smash repairs, believe it or not, but has since spent his career in analytics. He left the world of forecasting balance sheets & income statements to progress into commercial analytics and then eventually into data analytics, where he lead an analytics team in a travel tech company. Through his career Tim has gotten great firsthand experience in being both a candidate and a hiring manager in analytics. It’s this direct exposure to the myriad of issues in analytics hiring that led Tim to found Alooba, a skills assessment platform for data literacy, analytics, and data science. Alooba’s vision is to create a world where everyone can get the job they deserve. This is a world (we can all agree) far from the one we live in right now. Chapters: [0:00 - 4:13] Introduction
[4:14 - 11:15] Resumes and CV’s
[11:16 - 17:52] Interviews
[17:53 - 26:34] Sourcing
[26:35 - 29:52] Final Thoughts & Closing
Quotes: “We need to get to a point where we have a much more fair, objective way of making [hiring] decisions. I think in general, that's one of the big issues with hiring is even though it's such an important decision, people rely so much on their gut and intuition and heuristics, whereas really we need to make it a much more rational, objective decision.” “It's all about collecting the best data at each step—if that's the application step, the interview step, the testing step—and making the decisions based on that data. A rational objective decision, rather than the pure gut-feel intuition approach.” | |||
| 02 Jun 2022 | David Turetsky and Dwight Brown - Season 3 Recap | 00:31:11 | |
Summary: As Season 3 of the HR Data Labs Podcast comes to a close, David and Dwight take a look back at its episodes, its guests, and some key lessons. They also throw out some predictions for the future of HR.
[0:00 - 5:05] Introduction
[5:06 - 17:09] Looking back at Season 3
[17:10 - 21:31] Looking forward to Season 4
[21:32 - 27:49] Carnac David and Carnac Dwight make predictions for the world of HR data analytics and technology
[27:50 - 31:11] Final Thoughts & Closing
Quotes: “What is amazing to me is the fact that we're moving from a mindset of HR being company driven to HR and companies being employee-driven.” “I do think that even with a softening of the labor market, we're never going to see it flipped back to things not being employee-driven. And we got to keep our eye on the ball of keeping things employee-driven.” Need some help producing your podcast? Reach out to Carl from Affogato Media at info@affogatomedia.com or visit affogatomedia.com to learn more. | |||
| 09 Jun 2022 | Dino Zincarini - ADP Pro Series 2022 - Compensation Strategies in a Turbulent World | 00:17:53 | |
While on the road at the ADP Pro Summit, David sits down with colleague Dino Zincarini to talk about compensation strategies, how they’re being challenged, and how some companies are navigating the necessary change. In this episode, Dino talks about compensation trends and insights from his latest projects. •Welcome, Dino! •Today’s Topic: Compensation strategy and trends [1:50 -12:06] Are current compensation strategies working? •How working from home affects compensation strategies •Will pay transparency be affected by compensation policy changes? [12:18 -16:19] Practical first steps for revamping compensation strategies •Begin by understanding your compensation strategy •Review your people data [16:28 -17:53] Final Thoughts & Closing •Embrace challenges and opportunities •Thanks for listening! Quotes: “In particular, what's been interesting to me, looking for bigger trends, has been that the entire comp strategy is starting to be questioned. And that's a much bigger question that people haven't really been prepared to ask.” “HR has opportunities everywhere there's challenges. These are also exciting opportunities for us. Data cleansing is an opportunity to elevate the value of the information we curate. Compensation disruption is an opportunity to elevate our value in leading a change in an area that would otherwise hurt a company. These are all opportunities to really show why we're here and the value we provide.” | |||
| 16 Jun 2022 | Garry Straker - WorldatWork 2022 Series - Pay Equity Strategies | 00:13:29 | |
Garry Straker has more than 20 years of experience providing total rewards consulting services to a diverse list of clients from a variety of industries including technology, logistics, higher education, non-profit, healthcare, public sector, and more. Garry’s focuses on helping organizations achieve strategic goals by leveraging technology, data, and labor market insights to design sustainable, market-aligned total compensation plans. His expertise includes developing rewards programs that are appropriately aligned with workplace culture, and business priorities. Garry is an active member of WorldatWork and a board member of the Colonial Total Rewards Association. He is also a certified employee benefits specialist with fellowship status. He has been a presenter on human resources, compensation and benefits topics at national and regional conferences, including the WorldatWork Pay Equity Symposium, SHRM, CBIA, CUPA and SACUBO. In this episode, Garry Straker talks about sourcing and working with good sets of data. •Welcome, Garry! •Today’s Topic: Sourcing and working with good data. [1:32 -6:58] What are the biggest issues with getting good data for pay equity analyses •Data is often incomplete •Incomplete data should not prevent organizations from doing pay equity analyses [6:59 -12:51] What are your thoughts on privacy laws concerning an organization’s people data? •Why this may be just the beginning •What to do with an employee that may choose to opt out of HR processes •Helping employees understand how their data is being used [12:52 -13:29] Final Thoughts & Closing •Thanks for listening! “I think US companies, and I think employers generally, are probably going to have to start helping employees understand how they're using their data.” | |||
| 23 Jun 2022 | David Turetsky - WorldatWork 2022 Series - Talent Intelligence: The Evolution of People Analytics | 01:03:29 | |
Summary: David Turetsky is a passionate speaker and at this year’s WorldatWork ’22 conference, he gave a presentation titled, Talent Intelligence: The Evolution of People Analytics. For the first time in HR Data Labs history, we’re showcasing a presentation that was given at a major conference! As you’ll hear, the audience thoroughly enjoyed it, and we want to know your thoughts too. Consider giving us some feedback on our website because we would love to hear from you. In this episode, David talks about the evolution of people analytics.
[0:00 - 1:41] Introduction
[1:42 - 15:54] How do we make decisions?
[15:55 - 39:54] What is People Analytics?
[39:55 - 60:36] What is Talent Intelligence?
[60:37 - 63:29] Q&A and Closing
Quotes: “At the end of the day, what do I want to do for my managers? I don't want them to fail, I want them to make better decisions.” “Ask better questions. You have the data; you have the capability; it's there. You will deliver better insights, and you will hopefully get better decisions made.” | |||
| 30 Jun 2022 | Belinda Roberts - WorldatWork 2022 Series - The Future of Compensation Data | 00:25:59 | |
Belinda Roberts is the North America Survey Products Leader at Mercer. She’s passionate about HR and has some experience-backed insights into compensation data, it’s current state, and where it’s heading. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. In this episode, David and Kevin talk with Belinda about the future of compensation data. • Welcome, Belinda and Kevin! • Today’s Topic: The Future of Compensation Data [2:17 - 9:02] Survey data: its history and where is stands currently • Acquisition of survey data is still a very high friction process • Why realtime feedback was a significant innovation
• When certain data sources/sets benefit specific types of companies and employees • How pay transparency has evolved over the years
• Will we see a pivot toward skills-based pay? • Personalized pay and rewards for employees based on their needs
•Thanks for listening!
“We need to question what competitiveness is. I think base salary is kind of table stakes, right? It's all [about] the other stuff that factors into how competitive is your job that you are trying to hire or retain people in.” “You mentioned pay transparency before— it's that transparency of the philosophy around how organizations pay. I think a lot of employees don't believe that their comp teams really know what they're doing, and I think that's because they just haven't been transparent.” | |||
| 14 Jul 2022 | Marc McBrearty and Kevin Plunkett - WorldatWork 2022 Series - Marc McBrearty and Kevin Plunkett - Compensation Surveys: Past, Present and Future | 00:39:20 | |
Summary: Marc McBrearty is the North American Practice Leader, Rewards Data & Software at Willis Towers Watson. His years working in the financial services industry helped him hone his skills in HR consulting, executive pay, broad-based employee compensation, and compensation software. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. In this episode, David and Kevin talk with Marc about the past, present, and future of surveys. Chapters: •Welcome, Marc and Kevin! •Today’s Topic: The Past, Present, and Future of Surveys
•Why surveys now last only weeks when they used to last months •HR needs more, good data to be part of the conversations that drive business
•What defines “good data”? •There’s validity in having multiple data sources •How pay transparency affects all parties involved in recruitment
•The importance of vendor-client partnerships for good, realtime data •The differences in needs and use cases for realtime data •Final Thoughts & Closing •Thanks for listening!
“That's where I see big improvements coming in the next three to five years: artificial intelligence; data science.” “I wonder: when somebody says, 'I want realtime data,' do they really want realtime data for their entire population, or do they want realtime data for data scientists?” | |||
| 21 Jul 2022 | Jeremy Feinstein and Kevin Plunkett - WorldatWork 2022 Series - The Past, Present, and Future of Compensation Surveys | 00:22:24 | |
Summary: Jeremy Feinstein is the managing director at Empsight International, LLC, a Human Resource consulting firm that specializes in compensation consulting and helps companies make strategic decisions involving their employees. Jeremy primarily focuses on conducting compensation surveys in niche markets, both domestically and internationally. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. In this episode, David and Kevin talk with Jeremy about the future of surveys. Chapters: [0:00 -2:36] Introduction •Welcome, Jeremy and Kevin! •Today’s Topic: What is the future of surveys? [2:37 -9:27] Jeremy’s perspective on surveys of the past •The challenges of surveying companies •How new job roles and titles have changed the makeup of compensation [9:28 -13:14] How today’s surveys are created and used •Using custom data science software to recognize errors and problems in data •Why matching as much data as possible yields to more robust results [13:15 -21:43] The future of compensation surveys and data •Capturing total compensation in surveys •Leveraging AI to draw meaningful information from raw data [21:44 -22:24] Final Thoughts & Closing •Thanks for listening! Quotes: “The AI-modeled data and the crowdsource data are very useful for an individual just to understand what their value is when they're negotiating a compensation package with an employer is very valuable . . . I think there's always gonna be a role for salary surveys and the more they can automate it, the better.” “We're gonna have to go beyond just compensation and look at the total rewards package. Just drawing intelligence from all the different compensation data and deriving more analytics from it and providing data for decisions, more than just the raw data itself.” | |||
| 28 Jul 2022 | David Turetsky and Dwight Brown - ADP Pro Series 2022 - Compensation Benchmarking | 00:19:30 | |
Summary: While on the road at the ADP Pro Summit in Dallas, Dwight and David talked about compensation benchmarking in hopes of demystifying it and breaking down how it works. They list some of the beneficial aspects of benchmarking and other areas that present opportunities for improvement. Chapters: [0:00 -3:20] Introduction •Today’s Topic: Compensation benchmarking [3:21 -8:48] How companies can use compensation benchmarking to learn more about their workforce •Large data sets are readily available •How technology has enabled us to have more confidence in the data we use [8:49 -17:31] Where are the opportunities to improve compensation benchmarking? •Training HR employees on the ins and outs of the compensation process •The importance of understating the surveys that you’re using •How job descriptions (or the lack thereof) can impact the results of a benchmarking project [17:32 -19:29] Summary & Closing •Seek out help from experts for benchmarking projects •Thanks for listening! Quotes: “I can take two different surveys looking at the same industry and I can get vastly different results. . . . I see people come in using one survey and I think they don't necessarily know what the positives and pitfalls of that particular survey are.” “Anybody who tries to make matching and survey processes into science experiments—they fail. . . . You can know who the participants are, and the person could have done a really good job matching, but they could have excluded a bunch of people because [of whatever reason]. . .. [I’m] not trying to say they did anything nefarious, but it just happens.” | |||
| 11 Aug 2022 | David Turetsky and Dwight Brown - ADP Pro Series 2022 - Lessons for HR from Medical Quality Analytics | 00:25:56 | |
Summary: While on the road at the ADP Pro Summit in Dallas, Dwight and David talked about Dwight’s past experience at Mayo Clinic working with quality analytics. This episode is a bit of a case study in process automation and how it can, in some cases, save lives. Chapters: [0:00 -2:23] Introduction •Today’s Topic: Process Automation [2:24 -11:31] Examining processes and recognizing what can be automated •Manual processes can be time consuming and can use up valuable resources •The importance of investing in change management [11:32 -18:29] Examples of business processes that could benefit from automation •How we can improve personnel action forms •Small changes and incremental improvement [18:30 -24:45] Tackling small process changes in HR •Job tables •Performance management [24:46 -25:56] Final Thoughts & Closing •Thanks for listening! Quotes: “One of the big barriers that we had to get past was people letting go of their processes.” “I think if organizations could move [toward automating their performance management processes], their ability to do performance management, both proactive and reactive performance management, is enhanced.” | |||
| 04 Aug 2022 | Kevin Campbell - Program Measurement and Evaluation: Lean Times Ahead for HR | 00:36:37 | |
Summary: Kevin Campbell, employee experience scientist with Qualtrics, is back again for another fascinating discussion with David and Dwight! Kevin creates and implements plans for strategic positioning with company executives and high-level leaders with the goal of improving the employee experience. Prior to his current role at Qualtrics, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives. In this episode, Kevin talks about program evaluation and program effectiveness. Chapters: [0:00 -4:31] Introduction •Welcome, Kevin! •Today’s Topic: Program Evaluation and Program Effectiveness [4:32 -12:58] How current HR program spending trends came to be •The importance of measure outcomes and not only completion •Recognizing what needs to be accomplished with a program [12:59 -25:31] How can we improve surveys for better qualitative data? •Daily surveys that we take as consumers vs surveys that we take at work •Lessons that HR can learn from the customer experience department [25:32 -35:03] How can we harness unstructured data to measure the employee experience? •Employees sharing their experience outside of work and on social media •The importance of truly randomized, AB testing [35:04 -36:37] Final Thoughts & Closing •If you organization needs to make cuts to HR, better it be your program than you •Thanks for listening! Quotes: “A lot of work done in humanitarian aid, as an example, [has] flaws around measuring whether or not the food or supplies was delivered . . . rather than measuring the true outcome, which is whether or not people go to bed hungry. When you fail to measure the true outcome and you only measure the widgets produced or the bags of rice delivered, you could be having things where there's an unequal distribution of those supplies that you're offering, or it ends up benefiting only some families more than others.” “One of the problems with the traditional survey is that you're already defining the universe of responses and questions. . . . So those unknown unknowns aren't even in your field of awareness.” | |||
| 18 Aug 2022 | Nadia Clifford - Issues and Pitfalls with Managing Complex Technology Initiatives | 00:26:41 | |
Summary: Nadia Clifford is passionate about transforming and reinventing complex technology organizations through efficient processes and collaboration. Her entire career she’s been at the forefront of digital transformations, even before this term existed. Her penchant for taking on new challenges has propelled her into different industries throughout the years (e.g., biotech, HR & payroll, retail, media, financial services, crypto, and banking). She has also worked in a range of roles, like Java software engineer, analyst, Scrum Master, and Product Owner to name a few. It’s that range of experience that makes her an effective technology leader and coach. In this episode, Nadia talks about the biggest pitfalls that people run into when managing complex technology initiatives, including product management in HR technology. Chapters: [0:00 -6:10] Introduction •Welcome, Nadia! •Today’s Topic: Issues and pitfalls with managing complex technology initiatives [6:11 -11:06] Lack of Vision: Creating a solution for an unidentified problem •Who is running into the problem? Why are you trying to solve it? •Not delivering on the intended value because resources are stretched too thin [11:07 -15:39] Everything is a #1 priority •Learning to say “no” or “not now” •How deliverables and feedback can inform, or possibly even change, the vision [15:40 -24:53] Lack of communication and/or buy-in •Get buy-in by letting people experience the problem you’re trying to solve •Balancing frequent communication with work-life •Has remote work has affected how people work together? [24:54 -26:41] Final Thoughts & Closing •Getting feedback sooner than later is critical to complex technologies’ success •Thanks for listening! Quotes: “Prioritization is not just saying ‘yes’, . . . it's also saying ‘no’ to everything else. And it takes a lot of guts to say ‘no’.” “If a product manager really wants their stakeholders or their development teams to hear their message, they need to use every possible communication channel.” | |||
| 25 Aug 2022 | Carlee Wolfe - Change Management: Starting Simply | 00:33:10 | |
Summary: Carlee Wolfe is an insightful people and culture business partner with deep, rich experience accelerating change, transforming cultures, and elevating performance to achieve business objectives in multiple industries. She has spent her career exploring her passion for inclusion, organizational development, leadership, change, and capability development. Most recently, Carlee served in transformative leadership roles at major brands such as Under Armor and Hyatt Hotels. In this episode, Carlee talks about ways that we can simplify change management and how we measure it. Chapters: [0:00 -5:51] Introduction •Welcome, Carlee! •Today’s Topic: Simplifying Change Management [5:52 -12:33] The importance of change management •Measuring the success of change in simple ways •Maintaining a focus on the “why” and the “how” [12:34 -24:55] How has Carlee evolved her changes measures over the years? •It all comes down to information, support, and encouragement •Making sure people are still participating in the change •The role leadership plays in checking in on people going through change [24:56 -30:59] Carlee’s favorite way of measuring change •Making a before/after comparison •Gathering new, relevant insights [31:00 -33:10] Final Thoughts & Closing •Recognizing the difference between data and insights •Thanks for listening! Quotes: “Information, support, and encouragement . . . If you're doing these three things as a leader, you're going to have better success in facilitating your transformation than you would have if not thinking about them at all.” “There's data and there's also insight. And I think we spend a lot of time talking about, ‘how do we get insights that are gonna matter?’ I think those insights can be reported in meaningful ways, right? . . . So I would just encourage folks to continue to find those insights. And when you're stuck, [ask yourself], ‘what's the most simple thing that we can go after today to at least get some of those insights?’” | |||
| 01 Sep 2022 | Lenna Turner and David Turetsky - SHRM 2022 Series - The Plunkett Pay Equity Framework | 00:58:33 | |
Summary: This past June, at SHRM22, our very own Lenna Turner, Director of Diversity, Equity, and Inclusion at Salary.com, and David Turetsky had the opportunity to host a session on pay equity while presenting an overview of the Plunkett Pay Equity Framework. Lenna and David begin by addressing the importance of pay equity today and then lay out the six steps to achieving pay equity in your organization. In this episode, Lenna and David talk about pay equity and how to achieve it. Chapters: [0:00 -4:30] Introduction •This episode was recorded live at SHRM22! •A New Perspective: Pay Equity and How to Achieve It [4:31 -15:56] Why is pay equity important today? •It’s the right thing to do! •Pay equity legislation [15:57 -42:33] What is pay equity and the 6 steps to achieving it •Mandate pay equity •Group comparable jobs •Model internal equity •Benchmark external competitiveness •Communicate transparently •Update continuously [42:34 -58:33] Final Thoughts & Closing •Use these 6 steps to get ahead of the pay equity curve •Thanks for listening! Quotes: “The first and critical step [to pay equity]. . . is working with your senior leaders and the board of directors to make sure that it is mandated by them, and it's therefore important.” “This method . . . sets you up to, first of all, get that mandate because now you have a process that you can translate into an action plan that your CEO and your board can actually support and approve and fund.” | |||
| 08 Sep 2022 | Jessica Miller-Merrell - SHRM 2022 Series - What CHROs Are Dealing With Today | 00:15:47 | |
Summary: Jessica Miller-Merrell is an HR practitioner turned entrepreneur and the founder of Workology, a two-time Forbes recognized human resources, workplace, and recruiting resource established in 2005. Workology reaches 800,000 HR practitioners every single month and strives to help them elevate their businesses. Jessica is also the host of the Workology Podcast, which recently published its CHRO series. In this episode, Jessica talks about her new HR Benchmark Survey and how it’s going to help shed some light on what CHROs are dealing with today. Chapters: [0:00 -3:31] Introduction •Welcome, Jessica! •Today’s Topic: What are CHROs Dealing with Today? [3:32 -8:56] Why build a CHRO survey and where would people get this data previously? •How Jessica’s interviews with CHROs highlighted a need for more data •How do small and medium sized businesses (SMBs) differ from others? [8:57 -15:09] What is the goal of the CHRO survey? •Quarterly updates and information trends •Pushing wider acceptance and use of data analytics in HR [15:10 -15:47] Closing •Thanks for listening! Quotes: “I started doing the interviews and to date we've had over 50 interviews with heads of HR, but I was finding that it was just anecdotal [conversations]. . . . So we launched what we called the HR Benchmark Survey.” “Innovation is everything. The more diversity we have in terms of people we bring into the profession of human resources, I think the better it is for everyone because we're dreaming up new things.” | |||
| 15 Sep 2022 | Neena Kovuru - The Role of Data in the Recruiting World | 00:30:26 | |
Summary: As a strategic HR and technologies consultant, Neena Kovuru helps organizations gather insights from their data and design solutions that harness the power of technological innovations. Neena is passionate about analytics, data visualization, and emerging technology. In this episode, Neena talks about the role of data in the recruiting world. Chapters: [0:00 -3:18] Introduction •Welcome, Neena! •Today’s Topic: The Role of Data in the Recruiting World [3:19 -10:37] How recruiters can use data to drive their decisions •Should reciters be trained to have a more data-driven mindset? •Using data from past successes to inform future recruiting plans [10:38 -20:24] Where technology has both failed and helped recruiters •The importance of properly configuring recruiting software •Using data visualization to empower leadership [20:25 -29:06] The future of technology for recruiting •How AI can enhance the quality of hires •Thinking about the candidate experience and where it can be improved [29:06 -30:26] Closing •Thanks for listening!
“You do need to develop a certain type of mindset for recruiters because they have to be more analytical, and they also have to be more proactive.” “If you can [visualize the data that you have in your HR system], . . . you can actually empower your leaders because they can now base decisions on data.” | |||
| 22 Sep 2022 | Shubh Sidhu - How Earned Wage Access Affects Employees | 00:34:39 | |
Summary: Shubh Sidhu is the VP of Growth at ZayZoon, an employee financial wellness company whose core service offering is “wages on-demand” (i.e., what the industry now calls early wage access). ZayZoon was an opportunity that Shubh was passionate about both because it had a potential for significant growth and (more importantly) because it was an opportunity to give people a solution to some of their biggest challenges. Shubh’s focuses on building scalable, optimized growth engines and develop the careers of people he gets to work with. In this episode, Shubh talks about how earned wage access affects employees. Chapters: [0:00 -5:06] Introduction •Welcome, Shubh! •Today’s Topic: How Earned Wage Access Affects Employees [5:07 -14:29] What is Earned Wage Access (EWA)? •Giving more financial control to people who live paycheck-to-paycheck •Rules and regulations around access to pay [14:30 -21:28] What are companies’ expectations when implementing EWA? •Avoiding cashflow issues •How companies can smoothly integrate EWA [21:29 -33:32] How can employees benefit from EWA? •Access to pay during times of need •Improving financial literacy [33:33] Closing •Thanks for listening! Quotes: “Effectively, the concept of early wage access (or earned wage access) is trying to bridge that gap. How do we get employees access to their pay as they work without having to necessarily wait for that two week cycle, while at the same time not compromising the employer cash flow?” “Financial stress is (outside of a couple of other things) right at the top of everybody's list in terms of what impacts them and causes them the most stress. . . . Close to 90% [of employees] will say, “My stress level is lower knowing I have access to on demand pay.” | |||
| 29 Sep 2022 | Louie Lugo - Driving Business Success Through an Inclusive Workplace | 00:37:45 | |
Summary: As Chief People Officer at Gallus Detox Centers, Louie Lugo loves helping people improve their lives by improving their workplace. Louie has 20 years of experience in the field, and he is driven by personal and professional growth. In this episode, Louie talks about driving business success through an inclusive workplace. Chapters: [0:00 -3:03] Introduction •Welcome, Louie! •Today’s Topic: Driving Business Success Though an Inclusive Workplace [3:04 -14:14] The Role of the Chief People Officer •Fostering workplace culture •Understanding expectations among various generations in the workplace •How to create a sense of belonging among employees [14:15 -36:09] Accountability And Empathy In the Workplace •A paradigm shift in the role of HR professionals •Fostering success for everyone across all generations in an organization •How businesses benefit from inclusivity [36:07 -37:44] Closing •Thanks for listening! Quotes: “I think a number of organizations look at values to often be outward facing (so customer, client, patient-facing) and that's fine. But it's incredibly important that those values are also inward facing. How we treat each other in the workplace is incredibly important. And I would argue that it's underrated even in this day and age.” “Doing the right thing has not been especially popular or consistent in the workplace. . . . At this point we've been saying “work-life balance” for twenty plus years. I think we're moving into a [time] where it's more “work-life integration” and how we support the whole person.” | |||
| 06 Oct 2022 | Brittany Leonard - A General Counsel's View on HR Data and Processes | 00:24:14 | |
Summary: Brittany Leonard is the Chief Corporate Counsel at Civix, a public sector technology company that provides services and software for government, transportation, and grants. Her experience, which includes advising and collaborating with Fortune 500 companies as an attorney, has given her a unique insight into HR’s interactions with an organization’s employees. In this episode, Brittany talks about a general counsels’ view on HR data and processes. Chapters: [0:00 -5:02] Introduction •Welcome, Brittany! •Today’s Topic: A General Counsel’s view on HR data and processes [5:03 -10:04] A General Counsel’s relationship with HR and how it supports the business •Different employees might have different issues with HR •Why HR might find itself fielding initial questions meant for other departments [10:05 - 15:20] What struggles do General Counsels typically have with HR? •Lack of communication or response •Acquiring accurate and timely data from HR systems [15:21 - 23:12] What are examples of things that HR does well and where it can improve? •Employees love involvement and communication •Transparency in communication and not withholding information [23:13 - 24:14] Closing •Thanks for listening! Quotes: “I've always tended to tell friends of mind, ‘The first thing you do when you get into [a General Counsel] position—you need to have HR as your ally. . . . Know that they’re there; know that you can talk to them; build that relationship [because] you always want to be preventative, not reactive, to a situation.’” “The more open you are with your employees, the more you’re going to have them wanting to be on your team, waiting to help, because they don’t feel like they’re left out of the loop.” | |||
| 13 Oct 2022 | Ben Waber - What People Analytics Can Tell Us About Your Business | 00:42:47 | |
Summary: Ben Weber is the President and Co-founder of Humanyze. Ben is particularly passionate about the power of behavioral data and analytics and its ability to improve organizations and how people work in general. He has been featured in Wired, CNN, and The New York Times, among other outlets, and his work was selected for Harvard Business Review's List of Breakthrough Ideas and Technology Review's Top 10 Emerging Technologies. In this episode, Ben talks about collaboration data, AI, and expertise. Chapters: [0:00 -5:32] Introduction •Welcome, Ben! •Today’s Topic: Collaboration Data, AI, and Expertise [5:33 -15:37] What is collaboration data and why does it matter? •Understanding how people communication and work together •Striving for complete data sets vs “good enough” data sets [15:38 -29:38] Adaptive statistics (i.e., AI) and its role in data analysis •How developments in technology have allowed us too find correlations within massive data sets •Are we holding onto unrealistic expectations for AI? [29:39 -39:55] How does expertise impact people analytics inside of an organization? •Unlearning that it’s best practice to copy success •Using hypothesis backed by data to improve an organization [39:56 -42:47] Final Thoughts & Closing •Professional ethics’ role in people analytics •Thanks for listening! Quotes: “When companies look at things like collaboration technologies that are purpose built for very specific applications, [they] better understand the implications of that for how people work, because even if it makes a particular team’s task more efficient—if it detracts from the coordination and collaboration that has to happen across teams, it may be negative.” “I like to call [AI] ‘adaptive statistics’ because that's what it is—these things are correlation engines, and what makes them more productive is lots of data. So why suddenly have things been able to get a lot more predictive or [why] can we [generate images] with these algorithms much better than we could in the past? It's not because the algorithms themselves are different, [it’s because] now we can literally mine every single piece of text on the internet.” | |||
| 20 Oct 2022 | Cindy Foxworth - How Executives Use HR Analytics to Make Business Decisions | 00:28:31 | |
Summary: Cindy Foxworth is the CHRO at ADT Solar. She has built her career by working in many HR departments across multiple markets and industries, and she is passionate about using HR analytics to help employees improve their skills and build the careers they want. In this episode, Cindy talks about how executives use HR analytics to make business decisions. Chapters: [0:00 -4:26] Introduction •Welcome, Cindy! •Today’s Topic: How Executives Use HR Analytics to Make Business Decisions [4:27 -10:10] Have HR analytics always been part of executive decision making? •HR and people analytics have only started influencing business decisions this past decade •Analytics need to tell a story that can make a positive impact [10:11 -16:57] How have HR analytics affected strategic and functional decisions? •Establishing an understanding of the insights HR can provide business leaders •How HR analytics can be used to help employees grow [16:58 -26:04] Which analytics managers embrace vs those that they don’t value •Go-to analytics that address new hire onboarding for fast-growing businesses •Why hire quality is more important than hire cost [26:05 -28:31] Final Thoughts & Closing •Challenge yourself to find new data •Thanks for listening! Quotes: “If you're not showing the graphs that tell the story—if you're just spewing numbers or facts, you're making no change. [HR analytics] has to tell a story that leads to actionable items that impact the company in a positive way.” “What I challenge myself with daily . . . is making sure [I] don't have blinders on and that [I’m] not repeating the same cycle over and over. [I’m] continually looking for other data, other information.” | |||
| 27 Oct 2022 | Amy Leschke-Kahle - The Myth of Measurement | 00:41:00 | |
Summary: Amy Leschke-Kahle is the Vice President of Performance Acceleration with the Marcus Buckingham Company, an ADP company. Initially a chemical engineer, she’s worked as a talent practitioner, a product builder, and most recently a world of work mythbuster who is passionate about helping organizations rethink and reinvent how to make work not suck. In this episode, Amy talks about the myth of measurement. Chapters: [0:00 -3:55] Introduction •Welcome, Amy! •Today’s Topic: The Myth of Measurement [3:56-14:01] How can measurement be a myth? •Context is king; trends are critical •Finding the right amount of measurement [14:02 -24:17] Don’t we need data to make decisions? •Identifying the critical points of employee performance •Using objective measures when possible [24:18 -36:38] How do we get more employee contribution? •Creating a culture of frequent attention •Translating the methodology to employees who work from home [36:39 -38:47] Final Thoughts & Closing •Now is the time to rethink work •Thanks for listening! Quotes: “‘What's measured gets measured,’ not ‘what's measured gets done.’ The ‘what's measured’ part, the performance measurement part of that is a whole different process with different intended outcomes. . . . [but] really frequent connections—moments of attention between, particularly, team leaders and team members, that's the performance movement, performance acceleration, however you wanna phrase that.” “[in ADP Research Institute’s 2022 People at Work Study], people who were working offsite responded more favorably to many of the items on the survey than people who were working onsite. . . . If you think about people who are not working in the same place, when [you] call them, it's usually not, 'Oh, what are you doing today? How's it going? What's the weather like, wherever you are.' It's usually really intentional.” | |||
| 03 Nov 2022 | Dermot O'Brien - Building DEI Into a Company Framework | 00:39:59 | |
Summary: After a successful career that saw him in multiple CHRO roles for a variety of major companies, Dermot O’Brien now serves as a board member of multiple advisory boards. He’s passionate about diversity, equity, inclusion, and belonging (DEI) and has extensive experience with using data analytics to help organizations successfully implement DEI plans and, in turn, improve overall performance. In this episode, Dermot talks about why and how to build DEI into a company framework.
[0:00 -7:01] Introduction •Welcome, Dermot! •Today’s Topic: Building DEI Into a Company Framework [7:02 -12:35] Why is having a diverse team and talent pool so important? •Better performance and better results •Avoiding a company culture that singles out [12:36 -28:08] What strategies can be employed to meaningfully move the needle? •Analyzing the diversity of leadership roles •Improving the sourcing of quality, diverse talent [28:09 -38:06] How can organizations engage this important topic and avoid past pitfalls? •Make sure change resonates and is meaningful to everyone in the organization •Leverage employee resource groups (BRGs) [38:07 -39:59] Closing •Thanks for listening!
“[Within an] HR talent acquisition team, whether it's sourcing internal people or sourcing external people, I have found that there's a lot of bias. A lot of the problems are actually in the talent acquisition area. . . . And so nobody wants to admit it at first, but then when you really get in there, you realize, ‘Nah, [talent acquisition] is not as strong as it needs to be.’” “One of the greatest, fastest strategies for DEI that I've ever put in place is take diverse people and put them in seats of power.Just do it, and then guess what happens? You put an African American female in, like the top executive level, guess what happens? More African Americans are showing up on her team.” | |||
| 10 Nov 2022 | Dr. Adam McKinnon and Martha Curioni - Automated Assessment of Employee Data Quality | 00:38:08 | |
Summary: Dr. Adam McKinnon is the People Data and Analytics Lead at Reece Group in Australia. Over the course of his career, he’s focused on driving individual, team, and organizational performance through the development and implementation of tailored analytics frameworks and methodologies. Martha Curioni is the Associate Director of HR at IQVIA in Italy. She leverages her technical skills and expertise to help businesses solve their problems using data analysis. In this episode, Adam and Martha talk about the data analysis model presented in the article they co-wrote entitled Automated Assessment of Employee Data Quality using Machine Learning. Chapters: [0:00 - 6:07] Introduction
[6:08 - 15:04] What motivated you to start your project?
[15:05 - 27:42] What did you learn from the process?
[27:43 - 34:31] How do we realistically start using this new data quality model?
[34:32 - 38:08] Final Thoughts & Closing
Quotes: “Machine learning is this great opportunity to synthesize this massive complexity and distill it to a form that becomes usable, but [machine learning] also elevates the level of work that our HR colleagues can perform.” “The model really is meant to catch . . . the combination of variables that make [your data] inaccurate. And so that's where the model comes in—[it’s] able to raise that level of sophistication.” | |||
| 17 Nov 2022 | Gerry McDonough - The Value of Successful Succession Management | 00:30:04 | |
Summary: Gerry McDonough leads the Advanced Human Capital practice within Ankura, where he also developed the firm’s proprietary Human Equity Value methodology and Culture Key culture measurement system. Prior to joining Ankura, Gerry ran his own human capital consulting firm for 23 years, where he worked on everything from organizational design to executive development and succession. In this episode, Gerry shares his thoughts on succession management and the value it can bring to an organization when done well. Chapters: [0:00 - 3:26] Introduction
[3:27 - 9:05] What are the issues with conventional succession management
[9:06 - 20:54] Pragmatic improvements to make succession planning more effective
[20:55 - 27:10] Succession planning for all levels of an organization
[27:11 - 30:04] Final Thoughts & Closing
Quotes: “86% of leaders believe leadership succession planning is of utmost importance—only 14% think their organizations are doing it well.” “All too often organizations think it's up to the manager to determine a succession plan for their direct reports. That's a little backwards, right? It's got to be a two-way street. . . . It's up to those team members to [think about their career aspirations].” | |||
| 01 Dec 2022 | Amy Mosher - Why 2023 Will Be the Year HR Gets People Analytics Right | 00:30:42 | |
Summary: Amy Mosher is the Chief People Officer at isolved where she’s responsible for the overall people strategy. She has over 20 years of global human resources experience, and she has contributed to the success of several progressive multi-national companies in various industries including biotechnology, hardware, and software. She is a subject matter expert in organizational development, compensation, talent acquisition, operations, and compliance. In this episode, Amy talks about why 2023 might be the year that HR finally gets people analytics right. Chapters: [0:00 - 4:07] Introduction
[4:08 - 8:21] Why 2023, and what is wrong with people analytics now?
[8:22 - 23:36] How to find the right vendor when investing in people analytics
[23:37 - 28:53] Amy’s approach to people analytics in her work at isolved
[28:54 - 30:42] Final Thoughts & Closing
Quotes: “In the past, HR was more about soft skills. . . . Well, now it's a core function of organizations. Just like you are tracking revenue, and bookings, and profitability, you should be tracking, turnover, retention metrics, onboarding efficiencies. Those are just as important as other metrics now.” “[An evidence-based HR approach] improves the employee experience, which is really the most impactful way that your an attract and retain talent.” | |||
| 08 Dec 2022 | David Turetsky and Dwight Brown - Season 4 Recap - Celebrating Our 100th Episode! | 00:40:00 | |
Summary: As Season 4 of the HR Data Labs podcast comes to a close, David and Dwight take a look back at its episodes, its guests, and some key lessons. They revisit their predictions from last seasons and bring some new predictions for the future of HR to the table. Chapters: [0:00 - 5:55] Introduction
[5:56 - 17:42] Looking back at Season 4
[17:43 - 22:06] Looking forward to Season 5
[22:07 - 38:16] David and Dwight make predictions for the future of HR
[38:17 - 40:00] Final Thoughts & Closing
Quotes: “Something that’s been on my mind a lot lately . . . is the idea of quiet quitting. And I also think [quiet firing] is going to work its way into the conversation because there’s no doubt that that happens as well.” “I want us to be much more mature about our conversations around [pay transparency]. With California and 1162, transparency takes on a gigantic new dimension because companies are going to be forced to provide that transparency to employees as well as on job requisitions online.” | |||
| 12 Jan 2023 | Tara Furiani - Budgeting for Salaries in an Uncertain World | 00:41:31 | |
Summary: Tara Furiani is an executive, a business team builder, an influencer, a board member, a writer, a speaker, and a people leader. What’s more, she’s also the creator, executive producer, and host of Not the HR Lady and Workcations! She is an accomplished Chief People Officer and has worked across many industries & countries with companies of all sizes, both as the top “people” leader for the organization, reporting to the CEO, and as a consultant, reporting to the Board. In this episode, Tara Furiani talks about budgeting for salaries in an uncertain world. Chapters: [0:00 - 8:06] Introduction
[8:07 - 17:45] Why did 2022 introduce uncertainty around salaries?
[17:46 - 40:40] What will be different about 2023?
[40:41 - 41:31] Final Thoughts & Closing
Quotes: “We're not going back [to pre-pandemic times], we're going forward. Organizations really need to take that in. There are going to be higher expenses for salaries, which are going to result in higher expenses for taxes and other things. We have to do it though . . . if we want to remain competitive as organizations.” “I'm gonna talk directly to employers right now. You all have core values, mission, a vision, pillars of excellence, whatever. Look at them, study them, read them, reflect on if those are what you actually are in reality. . . . [because] if you're not doing that stuff, people notice.” | |||
| 19 Jan 2023 | Sapient Insights Group - HR Tech 2022 Series - Perspectives from the 2022 Survey | 00:41:58 | |
Summary: Sapient Insights Group is a women-owned, research and advisory firm that is passionate about adding value to clients, partners, and the HR and Finance communities they work within. They are also the proud organizers behind a massive annual HR technology survey that seeks to shed light on HR professionals’ relationships with existing and emerging technologies. What’s more, the survey just passed it’s 25th anniversary! Representing Sapient Insights in this episode are Susan Richards (Founder & Managing Partner), Teri Zipper (CEO & Managing Partner), and Sheryl Herle (Principal Advisor). In this episode, Susan, Teri, and Sheryl talk about perspectives from Sapient Insights' annual survey on HR technology. Chapters: [0:00 - 5:05] Introduction
[5:06 - 24:39] What was a surprising perspective that you gained from this year’s survey?
[24:40 - 40:58] Trends from this year’s HR tech survey
[40:59 - 41:58] Final Thoughts & Closing
Quotes: “Vendors are building out all these toolsets, and clients still aren't using them, and they're moving more to core BI tools that are layered on top of data warehouses.” “One of the questions that we ask [in our survey] is, ‘What are you using your HR analytics tools for?’ . . . What was beautiful to see this year was that while HR metrics in general are still leading, DE&I was #2 this year.” | |||
| 26 Jan 2023 | Joe Phoenix - Charitable Giving as an Employee Benefit | 00:36:59 | |
Summary: Joe Phoenix is the Co-founder and CEO of Givinga, a Philantech (i.e., philanthropic technology) firm that designs customized giving solutions. Seven years ago, Joe saw that the culture around corporate giving was changing and that employees were holding their employers to a higher standard. He left his longtime employment as Head of Global Institutional Management at Putnam Investments to co-found Givinga and encourage companies to treat philanthropy as brand enhancing investment. In this episode, Joe talks about corporate charitable giving and how it factors into employee benefits and workplace culture. Chapters: [0:00 - 6:03] Introduction
[6:04 - 14:00] What is the state of corporate giving?
[14:01 - 22:50] How does corporate giving translate to employee giving?
[22:51 - 31:20] Philanthropic technology
[31:21 - 37:00] Final Thoughts & Closing
Quotes: “We've seen a pretty significant shift over the last five years of companies realizing that philanthropic giving is not really a check the box exercise anymore. . . . I think that the employees that companies are hiring, the customers that they're interacting with, are demanding more than a check the box.” “What companies are realizing is that they have this massive amount of potential impact in their employee base. And on the other side, the employees are realizing that the way that they can become more philanthropic is by efficiently working with their employer to drive these dollars in a more meaningful way out to causes that support them.” | |||
| 02 Feb 2023 | Tim Sackett - HR Tech 2022 Series - Recruitment and ATS in 2022 and Beyond | 00:39:25 | |
Summary: Tim Sackett is an HR Technology Analyst, a Top 10 Global HR Influencer, and the President of HRU Technical Resources. Over his 20+ years as an HR and talent professional, Tim has worked both in recruitment roles and in various HR generalist roles, which have all helped him understand HR from every angle possible. In this episode, Tim looks back at 2022 and looks forward to 2023 through the lens of recruitment and talent acquisition. Chapters: [0:00 - 2:37] Introduction
[2:38 - 19:30] What did you expect going into 2022?
[19:31 - 28:42] What was surprising about 2022?
[28:43 - 38:14] Predictions and prognosis for 2023
[38:15 - 39:25] Final Thoughts & Closing
Quotes: “I believe that in talent acquisition especially, we are data rich, but information poor. We still aren't very good with insights. And so when we take a look at 2023 and beyond, to me, we're going to start to redefine success of HR and talent acquisition in a completely new way.” “The biggest mistake I find . . . is that companies are trying to take their current process and just overlay new technology and call that digital transformation. What they should say is, ‘What happens if we scrap our entire process and start with a blank, white piece of paper? How could we do this differently, better, etc?’ That's really transformational.” | |||
| 09 Feb 2023 | Karin Buchbinder - Death by Spreadsheet! Using Excel for Compensation | 00:19:33 | |
Summary: Karin Buchbinder manages the team of compensation consultants at Salary.com. She is also, as it turns out, an Excel wizard. Having developed and implemented solutions globally, she’s familiar with myriad compensation management tools, including Excel. The latest version of Excel may have powerful business tools for managing compensation data, but that doesn’t mean it should be used without its own rules and procedures.
Chapters: [0:00 - 4:59] Introduction
[5:00 - 11:45] The greatest challenges Karin has come across in the world of compensation
[11:46 - 15:16] How to successfully use Excel for compensation management
[15:17 - 18:45] Will Excel ever be replaced as the go-to compensation management tool?
[18:46 - 19:33] Final Thoughts & Closing
Quotes: “One of the largest challenges [I’ve come across working in compensation] is that a lot of companies and organizations have their processes done in Excel. . . . [The problem with this] is data integrity because that spreadsheet will get handed down from one person to another . . . with no parameters around the integrity of the data.” “I think people don’t make that connection [that their compensation spreadsheet is a system of record]. You need to have the assumptions written out and documented.”
| |||
| 16 Feb 2023 | Al Adamsen - HR Tech 2022 Series - Lessons Learned From 2022 and How They Will Influence 2023 | 00:35:35 | |
Summary: Al Adamsen is all about “People Data for Good”. He’s the Founder and CEO of the People Analytics & Future of Work (PAFOW) Community and Conference Series, which is a global network committed to promoting the responsible and ethical use of people data, analytics, and artificial intelligence (AI) for the benefit of individuals, teams, groups, organizations, and society at large. While running PAFOW, Al also co-founded Insight222, an organization committed to accelerating the positive impact People Analytics has in large enterprises. In this episode, recorded at HR Tech 2022, Al talks about some lessons learned from 2022 and how they could be applied to 2023 and beyond. Chapters: [0:00 - 5:43] Introduction
[5:44 - 16:05] What did you learn about people analytics in 2022?
[16:06 - 25:18] Using people data as a learning tool
[25:19 - 34:50] Where will people analytics go in 2023?
[34:51 - 35:35] Final Thoughts & Closing
Quotes: “What I fear about American society right now is that we’re not able to [learn at speed, at scale, and in a sustainable way]. . . . It’s not about (as a leader) collecting the data, developing a strategy, and being agile.” “We’re talking about skills and human beings still like they’re an infinite resource, but we’re all constrained by time. . . . We have to [better] understand capability.” | |||
| 23 Feb 2023 | Chris Havrilla - HR Tech 2022 Series - HR Technology Has Evolved to Support New Workforce Needs | 00:30:32 | |
Summary: Chris Havrilla is the global leader of Talent Product Strategy for Oracle Cloud Human Capital Management. Before joining Oracle, she led human capital technology research, strategy, and advisory as a VP and Lead Tech Industry Analyst at Deloitte. Her recent accolades include being named one of HR Executive’s Top 100 HR Tech Influencers, peopleHum’s Top 30 Women in HR Tech, 8X8’s Top 16 Hybrid Work Influencers, Onalytica's Who’s Who in Future of Work as well as their Top 25 Global Consultancies Influencer Report. In this episode, Chris talks about how HR technology support employees through 2022 and what we can expect for 2023. Chapters: [0:00 - 7:35] Introduction
[7:36 - 17:03] How did HR Tech support employees in 2022?
[17:04 - 23:53] Should we be reframing what we consider an employee?
[23:54 - 29:24] What is coming in 2023?
[29:25 - 30:32] Final Thoughts & Closing
Quotes: “Productivity went up [in 2022] when employees had more control over data. But now managers are trying to get control back. Why? . . . That means we haven't learned how to manage performance and trust people enough.” “That's why democratization of data is so important. At the end of the day, it all comes down to: how are we helping people make informed decisions? [It comes down to] giving them the insights and value so that they can make good decisions and take action.” | |||
| 02 Mar 2023 | Jason Averbook - HR Tech 2022 Series - How HR Processes Are Changing | 00:33:59 | |
Summary: As the Co-Founder and CEO of Leapgen, Jason Averbook helps executives rethink, redesign, and better deliver employee services. He has more than 25 years of experience in the HR and technology industries, and he has guided industry-leading companies through strategic HR transformations. Jason has also authored two books: HR from Now to Next and The Ultimate Guide to a Digital Workforce Experience. In this episode, Jason Averbook compares 2022 to 2023 and unpacks how HR process has changed. Chapters: [0:00 - 4:04] Introduction
[4:05 - 8:32] Were there any surprises related to HR processor technology in 2022?
[8:33 - 23:26] Have shifts in technology enabled HR to react faster to significant events?
[23:27 - 33:12] Jason’s HR technology predictions for 2023
[33:13 - 33:59] Final Thoughts & Closing
Quotes: “Employees need to understand the value [that HR solutions] bring to them.” “Changes to HR processes must be presented as business cases, not HR cases. . . . And your measure of success isn’t going live, it’s a more diverse workforce that meets the customers’ needs and improves those relationships.” | |||
| 09 Mar 2023 | Ian Cook - HR Tech 2022 Series - How 2022 Impacted People Analytics and 2023 Predictions | 00:38:03 | |
Summary: Ian Cook is the VP of Research and Strategy at Visier Inc. Using his expertise in people analytics, he helps executives link the human side of their business to its sales and operations. Over the last two years, his insights have been features in the Harvard Business Review, the Economist, Business Insider, and CNBC, just to name a few. In this episode, Ian talks about how the labor market and people analytics changed in 2022 and what he predicts will happen in 2023. Chapters: [0:00 - 4:24] Introduction
[4:25 - 15:35] What did we learn from 2022?
[15:36 - 31:55] What surprises came out of 2022?
[31:56 - 37:22] Ian’s predictions for 2023
[37:23 - 38:03] Final Thoughts & Closing
“We’re advocates for the right data to the right person at the right time.” “Hybrid isn’t a policy, it’s a practice. It’s a series of practices, an operating system. Hybrid is here to stay; I think organizations will run some form of hybrid in some aspects of their business [in 2023].” | |||
| 16 Mar 2023 | Maya Huber - HR Tech 2022 Series - Understanding Competencies and Their Role in Recruitment | 00:32:13 | |
Summary: Maya Huber is the Co-founder and CEO of TaTiO, a company that helps recruiters improve their applicant-to-hire ratio for high-volume positions by accessing people from previously untapped sources and assessing their actual job skills. Over the past 15 years, Maya has gained practical and theoretical research experience managing HR companies focusing on the work inclusion of vulnerable population groups. In this episode, Maya talks about why competencies, not skills, can provide better insight and better hires in recruitment. Chapters: [0:00 - 4:51] Introduction
[4:52 - 15:15] What do we mean by “competencies”?
[15:16 - 21:29] How do we shift from over-automated recruitment to people-driven recruitment?
[21:30 - 31:07] Maya’s predictions for 2023
[31:08 - 32:13] Final Thoughts & Closing
Quotes: “Competencies are not skills—because there’s movement about skill-based hiring. . . . But [the skill] depends on the context. It’s the context [in which the skill is used] that matters. That’s competency.” “Resumes and [the current] application process were invented a long, long time ago. I want my kids to grow up to say, ‘Resume: are people still using those?’ ” | |||
| 23 Mar 2023 | Bennett Sung - HR Tech 2022 Series - Revolutionary Emerging Technologies in ATS | 00:29:25 | |
Summary: Bennett Sung is the head of marketing for Humanly (humanly.io), a conversational AI for recruiting engine that helps surface the most qualified, diverse pool of applicants at scale. He is a creative technologist with 16+ years of experience leading corporate and product marketing functions at startups and public companies. He has also been included in the Most Inclusive HR Influencer List since 2019. In this episode, Bennett talks about how new application tracking technology could entirely change how we think about (and use) applicant data. Chapters: [0:00 - 4:52] Introduction
[4:53 - 16:11] The development of a new category of application tracking technology
[16:12 - 22:55] Improving the over-automated application tracking process
[22:56 - 27:10] Bennett’s predictions for 2023
[27:11 - 29:25] Final Thoughts & Closing
Quotes: “Once we start to look at the aggregation of data across interviews in organizations, and we slice it by diversity filters—this is where the eyes open up.” “We need [an employee skills ontology]. It is the crux that holds recruiting back—completely!” | |||
| 30 Mar 2023 | Robert Sheen and Anuj Mongia - HR Tech 2022 Series - Improving DEI with Innovative Data Analytics | 00:27:54 | |
Summary: Robert Sheen and Anuj Mongia are on a mission to revolutionize DEI with the help of data analytics. As the CEO and Founder, and VP of Strategic Alliances and Product respectively, Robert and Anuj help lead the team at Trusaic, a regulatory compliance software company that helps businesses keep up with rapidly changing regulatory requirements. In this episode, Robert and Anuj talk about how new legislation will drive organizations to revamp their DEI efforts with the help of data analytics software. Chapters: [0:00 - 5:56] Introduction
[5:57 - 16:20] Looking back at 2022 through a DEI lens
[16:21 - 27:16] Trusaic’s HR predictions for 2023
[27:17 - 27:54] Closing
Quotes: “[Hiring remote and overseas employees] opens up a bigger pool of people that could help make your organization more diverse.” “We’re seeing that HR teams are hiring data specialists to analyze HR data in order to learn about and solve business problems.” | |||
| 06 Apr 2023 | Steve Brink - HR Tech 2022 Series - Creative Compensation Solutions for the Talent Shortage | 00:29:41 | |
Summary: Steve Brink is the President and Chief Revenue Officer of uFlexRewards, a digital global total rewards platform that combines multiple data silos into one real-time platform. At uFlexRewards, Steve is responsible for the growth of the client base which includes new clients, partnerships, and potential resellers. As you’ll also hear, Steve was David’s second ever boss! In this episode, Steve talks about how companies need to think outside the box to win talent in a rapidly changing and bizarre economic landscape. Chapters: [0:00 - 6:10] Introduction
[6:11 - 14:43] Looking back at 2022
[14:44 - 22:55] Lessons learned from 2022
[22:56 - 29:01] Predictions for 2023
[29:02 - 29:41] Closing
Quotes: “There’s pay transparency, and then there’s taking it to the next level and giving [candidates] the opportunity to compare their current benefits with their potential benefits if they were to accept a job offer.” “Wouldn’t it be cool to have a different paradigm about pay where instead of [giving salary increases] just because the clock changed, we do so based on what what they actually do to impact the company?” | |||
| 13 Apr 2023 | Robert Mattson - HR Tech 2022 Series - Can Quantifiable AI Promote Employee Engagement? | 00:25:03 | |
Summary: Robert Mattson is the Founder and Principal of INTRIGUE (formerly ITM Speakers), a company that uses science and art to help organizations craft compelling stories and learn how to be more intriguing and memorable. By combining his professional experience as a high-tech marketing executive at companies like ADP, Ceridian, and SmashFly Technologies with his numerous creative skills, Robert brings a unique perspective to HR technology and people analytics. In this episode, Robert talks about AI’s transition from theoretical to quantifiable and how it could help measure and foster employee engagement. Chapters: [0:00 - 3:41] Introduction
[3:42 - 11:13] Looking back at 2022’s HR technology outcomes
[11:14 - 16:33] Exciting HR developments to look forward to this year
[16:34 - 24:20] What changes to HR technology might we see in 2023?
[24:21 - 25:03] Closing
Quotes: “What does wellness mean now and how do we support wellness—it’s not just about the technology.” “Whatever solution, whatever process, service, system you put in, it has to be done in a human way. . . . Be good to people; be honest with people; be forthright with people and then set up your processes to reflect that.” | |||
| 20 Apr 2023 | Mark Hanson - HR Tech 2022 Series - Re-Skilling Employees in a Competitive Labor Market | 00:24:03 | |
Summary: Mark Hanson is the VP of Strategy with Lightcast (formerly Emsi Burning Glass), a company whose ultimate goal is to connect individuals with the right skills and right jobs in the right places. Throughout his career, Mark has worked as Associate Director of Talent Acquisition at UnitedHealth Group and as Adjunct Professor at Bethel University. In this episode, Mark talks about how companies can leverage their employees’s skills in a tight labor market, and why 2023 might be the year of the CHRO. Chapters: [0:00 - 3:26] Introduction
[3:27 - 11:28] How the economic landscape will shape HR in 2023
[11:29 - 14:48] Things that didn’t surprise us in 2022
[14:49 - 22:59] Where is the HR technology heading in 2023
[23:00 - 24:03] Closing
Quotes: “The labor market is great for candidates right now—they have more power than ever.” “CHROs finally have a huge say in where [their companies] are going, and they’re going to have even more of a say in 2023.” | |||
| 27 Apr 2023 | Rep. Josh Cutler and Rep. Brandy Fluker Oakley - Bill H.1849 and How Everyone Benefits From Pay Transparency | 00:28:05 | |
Summary: On February 16, 2023, Representatives John S. Cutler and Brandy Fluker Oakley brought Bill H.1849 to the Massachusetts House with goal of enforcing salary range transparency for companies and organizations across the state. Like other states’ pay transparency legislation, Bill H.1849 serves as a stepping stone toward more honest and fair hiring practices that most often save both the companies and candidates involved time and money while encouraging greater pay equity. In this episode, Representatives Cutler and Fluker Oakley discuss the proven benefits of salary range transparency. Chapters: [0:00 - 4:08] Introduction
[4:09 - 15:42] What is H.1849
[15:43 - 26:08] How can companies prepare for pay transparency?
[26:09 - 28:05] Final Thoughts & Closing
Quotes: “As a woman and a black woman at that, I recognize and know firsthand inequities with pay, and it has to stop somewhere.” -Rep. Brandy Fluker Oakley “The hiring process can be costly—investing in personal time in candidates who don't share the same salary expectation is really a waste of company resources and the candidates' time. By putting, you know, the pay out from the beginning and the outset, you're removing that” -Rep. Josh Cutler | |||
| 04 May 2023 | David Turetsky - ADP MOTM 2023 - Pay Transparency's Benefits and Challenges | 00:57:00 | |
Summary: ADP’s Meeting of the Minds was held in Atlanta, GA in March 2023 and our very own David Turetsky led a session about pay transparency. With an increasing number of states adopting pay transparency legislation, it’s important for companies to not only recognize that pay transparency is now being treated more seriously than ever but also prepare for its adoption. In this episode, David talks about the rise of pay transparency legislation, the challenges it presents to organizations, and how to prepare for it. Chapters: [0:00 - 2:18] Introduction
[2:19 - 21:25] What exactly is pay transparency and what are its benefits?
[21:26 - 46:54] Challenges with pay transparency adoption and how it affects various roles within a company
[46:55 - 56:29] Q&A
[56:30 - 57:00] Closing
Quotes: “Pay is always [an emotional topic] when you sit down with your employee . . . make sure they’re emotionally ready to have a conversation.” “There are a lot of challenges [with pay transparency] and one of them is that compliance cost is extremely high.” | |||
| 11 May 2023 | Zack Johnson - HR Tech 2022 Series - New Players Entering the HR Technology Sector | 00:23:19 | |
Summary: Zack Johnson is the VP of Embedded Solutions and the GM of Strategic Solutions and Partnerships at Visier, a leading company in people analytics. While attending HR Tech '22, David was able to catch up with Zack and ask him about some takeaways from both the conference and the previous year in HR analytics. In this episode, Zack talks about how people’s increasing obsession with work is introducing new players to the HR space and how this trend might shape the future of the industry. Chapters: [0:00 - 2:22] Introduction
[2:23 - 11:35] 2022 brought newfound attention to the HR analytics space
[11:36 - 14:53] Gather insights into a company’s network of people
[14:54 - 19:44] HR’s role in educating a company on results derived from HR data and analytics
[19:45 - 23:19] Final Thoughts & Closing
Quotes: “What’s really interesting, and kind of surprising, is that the rest of the world has become obsessed with work. . . . I don’t think the HR community has realized quite how much that means other vendors that aren’t traditionally HR vendors are going to take a very, very big interest in the space.” “Fast forward five, six years from now and I think some [newer HR companies] are going to be much bigger and they’re going to attack some of those niche areas [that others haven’t gone after].” | |||
| 18 May 2023 | Neena Kovuru and Joe Kvidera - HR Tech 2022 Series - Attracting and Retaining Top Talent | 00:35:22 | |
Summary: This is our series finale as we wrap up our interviews from HR Tech '22 with a back-to-back, two-part episode! First, we’ll be hearing from Neena Kovuru, VP of HR Strategy and Technologies at UKG. Then, we’ll be hearing from Joe Kvidera who at the time was the VP of Sales at Lucy AI, an AI-powered knowledge platform. In this episode, Neena first walks us through what it means to be an employer of choice and what companies can do to become one, and then Joe talks about conversational AI and how it can improve the employee experience. Chapters: [0:00 - 1:29] Introduction [1:30 - 3:03] Welcome, Neena!
[3:04 - 18:21] What is an Employer of Choice and what does it mean to be one?
[18:22 - 30:12] Welcome, Joe!
[30:13 - 34:53] Building conversational AI for an improved employee experience
[34:54 - 35:22] Closing
Quotes: “Very few organizations actually say, ‘Here’s a pathway for you. We see potential in you. Let’s see how we can help you grow.’ . . . [and] when you talk about equity, everybody needs a different ladder to climb.” “The biggest challenge with brining together data to answer HR questions is that there’s no consistency [from one organization to the next; from one department to the next; and from one leader to the next].” | |||
| 25 May 2023 | Sophie Wyne - How Human Resources Can Do More With Less | 00:34:16 | |
Summary: Sophie Wyne is the Co-founder and CEO of Ariglad, a ticket and issue management software that uses AI to auto-triage employees’ HR-related messages. Though she has experience working in various industries, it was her time working in cybersecurity that ultimately inspired her to launch Ariglad in 2020. In this episode, Sophie tackles the big question of the moment: with increasing restrictions and limitations placed on HR teams, how can they continue to perform and possibly even improve? In other words, how can HR do more with less? Chapters: [0:00 - 3:08] Introduction
[3:09 - 9:34] How HR departments operate properly with fewer resources?
[9:35 - 25:20] Hacks for more streamlined HR processes
[25:21 - 33:34] How companies can optimize their HR processes
[33:35 - 34:16] Closing
Quotes: “[HR] are the ones that are distributing resources to employees and that have direct lines [of communication] between teams. . . . There’s a reason it’s called ‘Human Resources’: you need the resources, but you also need the human.” “Conversations about your journey as an employee—those are the conversations that HR is there for and excited to take part in.” | |||
| 01 Jun 2023 | Steve Kolnick and Ken Clemens - 2023 ADP Pro Summit Conversations | 00:32:14 | |
Summary: In this episode, we have back-to-back interviews with Steve Kolnick and Ken Clemens from ADP Pro Summit 2023! First up, we talk to Steve, the VP of Global Partnerships with G-P. Then we talk to Ken, a consultant with Salary.com who works with current and prospective customers to solve their specific business problems. In this episode, Steve talks about the rise of the modern-day hybrid workforce and how some companies are accommodating (and even fostering) their remote workers. Then, Ken dives into why and how job descriptions are so closely intertwined with career frameworks, pay transparency, and more. Chapters: [0:00 - 1:33] Introduction
[5:44 - 17:38] What makes remote work work (or not work)?
[19:42 - 32:04] Effectively managing job descriptions and avoiding common issues
[32:05 - 32:33] Closing
Quotes: “[Working remotely] is just such a different way of working, when you have this ability to be there and present with your family. . . . We have so many people on our team that they wouldn’t work any other way.” | |||
| 08 Jun 2023 | Partha Neog - The Critical Role of Employee Engagement for Growing Companies | 00:27:45 | |
Summary: Partha Neog is the founder and CEO of Vantage Circle, an employee engagement and employee benefits platform. Partha began his career as an engineer working in telecom, but after the turn of the century he decided that it was time to start something of his own. In 2010, Partha founded Vantage Circle and has since grown it to a company of over 200 employees that operates in over 100 countries. In this episode, Partha talks about the critical role employee engagement plays for a growing company. Chapters: [0:00 - 5:03] Introduction
[5:04 - 9:50] What are the biggest challenges for a company growing from 2 to 200 employees?
[9:51 - 16:00] Partha’s lessons learned while growing Vantage Circle
[16:01 - 25:43] Examples of how employee engagement can help a growing company succeed
[25:44 - 27:45] Closing
Quotes: “When you are a small team, a lot of information is [communicated] through osmosis... but as you keep on growing, it’s very important to have a formal communication channel.” “Wellness is a very important part of the value proposition of an organization.” | |||
| 15 Jun 2023 | Dr. Jonathan Ashong-Lamptey - Using Evidence-Based Decisions to Make Workplaces More Inclusive | 00:42:47 | |
Summary: Back in the late 2000s, Dr. Jonathan Ashong-Lamptey was working as a Chartered Accountant (i.e., a CPA) in the UK. Attending Barack Obama’s inauguration in 2009 inspired Dr. Jonathan, and when Obama then appeared on the cover Accountancy magazine, he knew he had to open it up and get to reading. An article inside titled “It Does Matter if You’re Black or White” caught his eye, and set him on a path to quit his job and pursue a PhD from the London School of Economics with the goal of making workplaces more inclusive globally. In this episode, Dr. Jonathan talks about using evidence-based processes to make workplaces more inclusive. Chapters: [0:00 - 11:54] Introduction
[11:55 - 17:42] What does evidence-based decision making mean for DEI?
[17:43 - 28:46] Common misunderstanding and misinterpretations of DEI
[28:47 - 41:06] How to put evidence-based diversity into practice
[41:07 - 42:47] Closing
Quotes: “Evidence-based practitioners say that when you want to make decisions, it’s useful to look at and collect data from four key sources: relevant research, the organization, the stakeholders, professional expertise.” “When companies try and start thinking about inclusion more broadly, . . . they’re thinking about entry-level jobs more than they’re thinking about then entire stack of jobs from leadership to entry-level.” “Every organization has a hero story . . . that tells you who makes it—who [the organization] wants you to be. And that very much influences the culture.” | |||
| 22 Jun 2023 | Martine Kalaw - Leveraging Data to Plan Scalable DEI Programs | 00:37:20 | |
Summary: Martine Kalaw is the CEO and Founder of Martine Kalaw Enterprises, a boutique firm that supports Human Resources professionals and helps them make DEI accessible in their workplaces. Martine has over 10 years of experience working with Fortune 500 companies and is the author of Illegal Among Us: A Stateless Woman’s Quest for Citizenship and The ABC's of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace. In this episode, Martine talks about why DEI is inevitable and how you can leverage data to plan scalable DEI programs in your organization. Chapters: [0:00 - 6:51] Introduction
[6:52 - 19:45] What type of data is needed to actually drive DEI in the workplace?
[19:46 - 26:00] How does DEI drive businesses?
[26:01 - 35:18] How can organizations prepare their data and their leadership to start seeing DEI as a business strategy?
[35:19 - 37:39] Closing
Quotes: “You can tell a story about who you are as a company to a consumer and say, ‘we are you,’ . . . but if you can’t say that because you’re not diverse, then you’re missing the point!” “Defining what diversity means [is critical]. What does it mean to the organization, because ‘diversity’ could mean on or multiple things, and having one of a person isn’t enough.” | |||
| 29 Jun 2023 | David Turetsky and Dwight Brown - Season 5 Recap - Where We've Been and Where We're Going | 00:38:16 | |
Summary: As Season five of HR Data Labs comes to a close, David and Dwight take a look back at its episodes, its guests, and some key takeaways. They revisit their predictions from last seasons and bring some new predictions for the future of HR (and AI?) to the table. Chapters: [0:00 - 5:53] Introduction
[5:54 - 14:53] Looking back at Season 5
[14:54 - 25:25] Looking forward to Season 6
[25:26 - 36:49] David and Dwight make predictions for the future of HR
[36:50 - 38:15] Final Thoughts & Closing
Quotes: “The fast forward that [ChatGPT] put companies like Microsoft into—we're gonna see some tangible changes to the [Human Resources] landscape, even within the next six months. I can't say exactly what those will be, but I do think that we're gonna start to feel it in our technology.” “All those states that are tangentially affected right now because they don't have [pay transparency] laws but their neighboring states do, I think they're gonna start to get on it and implement some pay transparency laws.” | |||
| 03 Aug 2023 | Jennifer Brown - Inclusive Leadership | 00:39:36 | |
Summary: Jennifer Brown is a champion of DEI, a best-selling author, and the Founder and CEO of Jennifer Brown Consulting. Jennifer draws from her 20 years of experience of doing DEI work with countless organizations and leaders to bring deep insight into the challenges organizations and leaders face today. Through keynote presentations, executive coaching, and senior leadership sessions, she educates and equips leaders to step into their role in the ongoing pursuit for a more inclusive workplace. In this episode, Jennifer discusses benefits and challenges of inclusive leadership. Chapters: [0:00 - 7:00] Introduction
[7:01 - 18:16] What have inclusivity initiatives gotten right?
[18:17 - 29:55] Why is inclusivity difficult to measure?
[29:56 - 36:44] How can HR practitioners help leaders with inclusivity?
[36:45 - 39:35] Final Thoughts & Closing
Quotes: “If I had a magic wand, we’d have a way of measuring according to those on the receiving end of inclusive behaviors. . . and I think that would yield so much more information.” “I worry about backsliding and forgetting some of the most poignant and powerful lessons and truths that we’ve heard from people who are really in pain the last couple of years. We have to carry that forward and continue to heard that, as hard as it is.” | |||
| 10 Aug 2023 | Garry Straker and David Turetsky - SHRM 2023 - Avoiding Unintended Consequences of Pay Transparency | 00:56:18 | |
Summary: This past June, Garry Straker, Senior Compensation Consultant and Salary.com, and our very own David Turetsky led a presentation focusing on pay transparency at the SHRM23 conference in Las Vegas. With pay transparency already a reality for some states and an inevitability for others, many HR professionals see benefits of it and also have concerns about some of its possible consequences. In this recorded session, Garry and David dive into it all: pay transparency “pros”, “cons”, how to prepare for it, and how to make the most of it. In this episode, Garry and David talk about the impacts that pay transparency can have on an organization and how to avoid its unintended consequences. Chapters: [0:00 - 3:53] Introduction
[3:54 - 21:25] What do we mean by “pay transparency” and what new legislation are we seeing related to it?
[21:26 - 36:34] Why is pay transparency important and where are some of its impacts?
[36:35 - 52:51] Avoiding the unintended consequences of pay transparency
[52:52 - 55:48] Closing
Quotes: “Letting people know what you make might feel uncomfortable, but isn’t it less uncomfortable than wondering if you’re being discriminated against or being paid unfairly?” “The #1 ‘pro’ of pay transparency is that it will effectively eliminate gender and racial [pay] gaps.” | |||
| 17 Aug 2023 | Jackie Ferguson - Creating an Opening in the DEI Conversation for Late Adopters | 00:40:02 | |
Summary: Jackie Ferguson is a certified diversity executive and the Co-founder and VP of Content and Programming at The Diversity Movement. She is also the author of The Inclusive Language Handbook: A Guide to Better Communication and Transformational Leadership. Inc. magazine named Jackie to their 2023 Inc. Female Founders 200 list which comprises the 200 women leaders across America who are “shaping the world into a better place.” In this episode, Jackie talks about some of the challenges companies might face when adopting new DEI practices and how they can succeed by starting with an effort to better communicate. Chapters: [0:00 - 11:13] Introduction
[11:14 - 16:32] The Diversity Movement’s special sauce
[16:33 - 27:07] Challenges surrounding company-wide adoption of DEI practices
[27:08 - 36:55] What are some examples of how we can work toward DEI best practices?
[36:56 - 40:02] Final Thoughts & Closing
Quotes: “Gen Z . . . they’re doing so much research on companies that they are supporting from a customer perspective and the companies that they’re considering working for.” “One of the reasons we have a skew [in pay equity] is that some people are given opportunities based on what organizations think their ability to do the work is. People that look like me are given jobs based on a proven track record.” | |||
| 24 Aug 2023 | Steve Brink and David Turetsky - WorldatWork 2023 - What to Expect When Hiring an HR Consultant | 00:56:08 | |
Summary: This past June at the WorldatWork Conference, Steve Brink, President and Chief Revenue Officer at uFlexRewards, and our very own David Turetsky led a presentation that focused on working with HR consultants. Sometimes, you’re presented with an HR problem that needs to be solved much sooner than later—there’s not time to hire and onboard a new team and you find yourself looking externally for help. With such a wide array of options, it’s important to know what to expect and which questions to ask when looking to hire a consultant. In this episode, Steve and David talk about the “why”, “when”, and “how” of hiring and HR consultant to work with your company. Chapters: [0:00 - 5:15] Introduction
[5:16 - 16:58] Hiring a consultant to quickly address HR problems
[16:59 - 33:55] Knowing if you’re ready to start working with a consultant
[33:56 - 52:55] How to embrace change, even if it may be difficult
[52:56 - 56:08] Final Thoughts & Closing
Quotes: “When you hire a consultant, the job isn’t over for you. . . . You need to be prepared to actively work with them to get the job done.” “Sometimes you can use [consultants] to help educate a board, executives, managers or employees.” | |||
| 31 Aug 2023 | Laurie Robinson - Burton Snowboards’ Journey into Pay Transparency | 00:34:32 | |
Summary: Laurie Robinson is the People and Culture Strategist for Burton Snowboards, who recently dove into planning and developing a company-wide pay transparency strategy. Laurie has already seen how this move has pushed the company toward a more diverse employee base and how it has set Burton up as a pioneer in the world of snowboarding. In this episode, Laurie talks about her how Burton Snowboards’ commitment to pay transparency has helped build a diverse company and set the tone for the sport of snowboarding at large. Chapters: [0:00 - 4:34] Introduction
[4:35 - 12:56] Where is Burton Snowboards on Pay Transparency?
[12:57 - 25:08] How Burton keeps their pay transparency practice current?
[25:09 - 31:14] How do you keep stakeholders informed?
[31:15 - 34:32] Final Thoughts & Closing
Quotes: “The business partners had to be able to understand why we were doing this . . . so that they can get ahead of the questions.” “The job is what we base our wages on, not the employee.” | |||
| 07 Sep 2023 | Katherine Boardman - How Remote Work Works in Today's Environment | 00:37:35 | |
Summary: Katherine Boardman is the Chief People Officer at BlueConic, a customer data platform that helps companies connect with their customers and promote their growth and transformation. Katherine leverages her 20+ years of experience to develop programs and processes that promote organizations’ unique cultures. In this episode, Katherine talks about remote work and how some companies have crafted it for their employees’ benefit. Chapters: [0:00 - 5:06] Introduction
[5:07 - 10:34] Why BlueConic decided to close their Boston office in favor of a remote-first work model
[10:35 - 23:04] How do you manage company culture with a remote-first workforce?
[23:05 - 35:09] Steps companies can take to ensure meaningful interactions among remote employees
[35:10 - 37:35] Final Thoughts & Closing
“We were measuring [remote employees] in terms of their engagement and satisfaction, . . . which are critical to [our productivity as a company].” | |||
| 14 Sep 2023 | Shayne Halls - How to Harness the Power of AI for Better DEI Processes | 00:42:02 | |
Summary: Shayne Halls is the CEO of Manifested Dreams, a company that provides corporate DEI and career consulting services with a focus on AI integration and AI-enhanced strategies. He has over 15 years of experience as a DEI specialist, and he has been a champion of AI integration into HR processes. He is also the author of multiple e-books, including Inclusivity 2.0: How AI is Accelerating the DEI Movement. In this episode, Shayne talks about AI’s impact on DEI and how to use AI for better DEI and HR practices. Chapters: [0:00 - 8:36] Introduction
[8:37 - 15:56] Why HR professionals should embrace AI
[15:57 - 29:43] What are some potential pitfalls for those seeking to incorporate AI into HR?
[29:44 - 40:33] Advice for those who might be worries about AI’s impact on HR and the workforce
[40:34 - 43:03] Final Thoughts & Closing
Quotes: “AI in its current state is one of the best tools to eliminate bias and prejudice in the talent acquisition HR process.” Resources: Inclusivity 2.0: How AI is Accelerating the DEI Movement | |||
| 21 Sep 2023 | Anne Fulton - Companies Remaining Fit and Agile to Thrive in Modern Times | 00:33:49 | |
Summary: Anne Fulton is the Founder and CEO of Fuel50, an AI-driven talent marketplace platform. As an organizational psychologist, a builder of psychometric tests, and a published author of two books, Anne Fulton is passionate about helping people find and fine tune their careers. In this episode, Anne talks about creating organizational resilience and what takes a company from a state of survival to thriving. Chapters: [0:00 - 4:10] Introduction
[4:11 - 13:56] What’s the journey from survive to thrive in this economic era?
[13:57 - 20:02] What should HR practitioners be investing in today?
[20:03 - 32:43] How should HR be thinking about AI?
[32:44 - 33:49] Closing
Quotes: “We have an opportunity as leaders to ask powerful questions that allow people to coach themselves toward answers and a focus on solutions.” “Every organizations needs to think about how it’s going to create safety for the organization and safety for the individuals [when using new AI technologies].” Anne's Books | |||
| 28 Sep 2023 | Dr. Dawn Nicholson and Jeffrey Siminoff - EDI's Evolution and Persisting Hurdles Over the Decades | 00:41:18 | |
Summary: Dr. Dawn Nicholson is a lecturer in Business and Organizational Psychology at the University of Kent in the UK. Jeffrey Siminoff leads a workplace dignity program at Robert F. Kennedy Human Rights and has prior experience working as an employment lawyer at companies like Apple and Twitter. In this episode, Dr. Nicholson and Jeffrey talk about Equity, Diversity, and Inclusion (EDI) and why, despite its dramatic evolution over the last few decades, some companies are still struggling to see its inherent benefits. Chapters: [0:00 - 4:53] Introduction
[4:54 - 14:47] What is EDI?
[14:48 - 29:41] What did EDI mean years ago, when we first started talking about it?
[29:42 - 40:32] When did we start seeing actual change with regards to EDI in organizations?
[40:33 - 41:18] Closing
Quotes: “What we are seeing is that people who have been cynical or not in favor of DEI leverage the poorest reasoning to [act against it].” | |||
| 05 Oct 2023 | Katica Roy - The Economic Opportunities of Closing the Gender Equity Gap | 00:38:00 | |
Summary: In this episode, Katica talks about how closing the gender equity gap would dramatically benefit all people currently in the workforce, all future workers, and the economy at large. Chapters: [0:00 - 4:03] Introduction
[4:04 - 13:45] What does a Gender Economist actually do?
[13:46 - 28:24] What economic opportunities can come from closing the gender equity gap?
[28:25 - 36:43] What would be a good starting point toward fixing the gender equity cap?
[36:44 - 38:00] Final Thoughts & Closing
Quotes: “There’s often this assumption that [the gender pay gap] just impacts women, and that’s actually not true. . . . the American taxpayer actually subsidizes the pay gap.” | |||
| 12 Oct 2023 | Katherine Boardman - Successfully Becoming a Remote First Organization | 00:35:28 | |
Summary: Katherine Boardman is the Chief People Officer at BlueConic, a customer data platform that helps companies connect with their customers and promote their growth and transformation. Katherine leverages her 20+ years of experience to develop programs and processes that promote organizations’ unique cultures. In this episode, Katherine talks about BlueConic’s decision to close their Boston office and shift to becoming a remote first organization. Chapters: [0:00 - 4:45] Introduction
[4:46 - 12:08] Why BlueConic decided to permanently close its Boston office
[12:19 - 22:57] How is BlueConic maintaining its culture through its shift toward remote work?
[23:23 - 34:29] Activities and investments BlueConic has made to generate employee interactions
[34:35 - 35:29] Final Thoughts & Closing
Quotes: “Even though people had indicated through surveys that, ‘Yes, I want to be back [in the office]’, after 18 months of working solo at home, people acclimated—they reworked the structure of their lives.” | |||
| 19 Oct 2023 | Adriana DiNenno and Christine Burke - The Power of Data Driven Recruiting | 00:34:17 | |
Summary: Adriana DiNenno is a Product Manager at Health eCareers. She’s spent her career working within recruiting and all things HR, and she has a passion for helping people find jobs. Christine Burke is a B2B Marketing Director at Health eCareers with 15 years of experience in brand management, email marketing, demand generation, and storytelling. In this episode, Adriana and Christine talk about the role of data in recruitment and how it can help optimize recruiting processes. Chapters: [0:00 - 5:09] Introduction
[5:10 - 18:36] How data helps in the recruitment of physicians and nurses
[18:37 - 23:44] How to use data from surveys, A/B tests, and qualitative research to inform better business decisions
[23:45 - 31:34] What kind of behavioral analyses to use for recruiters and applicants
[31:35 - 34:17] Final Thoughts & Closing
Quotes: “What makes a job posting more desirable to view vs. another one? Is it the way it’s written? Is it catchier than others? There’s a lot that you can get out [analyzing job seekers’ behaviors].” | |||
| 26 Oct 2023 | Salary.com's Senior Consultants - HR and Comp Predictions for 2024 | 00:43:17 | |
Summary: This is a special episode featuring a roundtable discussion that includes the following Senior Consultants from Salary.com: Greg Wolf the Managing Principal of Salary.com's Consulting Practice, Rebecca Gorman a Principal of Compensation Consulting, Courtney LeCompte a VP of Compensation Consulting, Garry Straker a VP of Compensation Consulting, Eric McMillan a VP of Compensation Consulting, and Mara Marino a Senior Compensation Consultant.
Chapters: [0:00 - 8:36] Introduction
[8:37 - 11:34] Greg’s Prediction: Salary increase budgets will shrink
[11:35 - 13:01] Mara’s Prediction: More companies will choose to invest in automation
[13:02 - 16:01] Courtney’s Prediction: Organizations will seek out creative strategies to recruit and retain talent
[16:02 - 19:00] Garry’s Prediction: Organizations will start better communicating career progression to their employees
[19:01 - 24:58] Eric’s Prediction: Remote work will continue to be very popular among the labor force
[24:59 - 28:29] Rebecca’s Prediction: Organizations will develop better infrastructure around job architecture and compensation and benefits budgets
[28:30 - 36:15] David’s Prediction: High schools and universities will start training students how to best leverage artificial intelligence
[36:16 - 43:17] Final Thoughts & Closing
Quotes: “We’re going to see organizations continue to seek out creative strategies to stand out recruit and retain talent.” | |||
| 02 Nov 2023 | Anna Tavis, Ph.D - How AI Will Transform Digital Coaching | 00:40:24 | |
Summary: In this episode, Dr. Tavis talks about digital coaching and how we can expect it to change with the recent explosion of AI. Chapters: [0:00 - 5:48] Introduction
[5:49 - 11:08] A short history of coaching
[11:09 - 32:36] How coaching changes with the introduction of new technologies
[32:37 - 39:17] How do we prepare for the next generation of digital coaching?
[39:18 - 40:24] Closing
Quotes: | |||
| 09 Nov 2023 | Jeff Higgins and Rebecca Gorman - Potential Changes to the SEC's HCM Metric Disclosure Rules | 00:34:20 | |
Summary: Jeff Higgins is the Founder and CEO of Human Capital Management Institute and an Adjunct Professor of Human Capital Analytics at USC. Rebecca Gorman is a Principal of Compensation Consulting at Salary.com. Rebecca kicked off her career conducting investment and economic research and found her way into the world of consulting via HR research. Chapters: [0:00 - 6:19] Introduction
[6:20 - 14:07] What are some of the rule change suggestions that have been made regarding HCM metric disclosures?
[14:08 - 21:01] How would new HCM metric disclosure rules affect companies?
[21:02 - 33:39] Assuming the SEC adopts these potential changes, how can companies prepare?
[33:40 - 34:20] Closing
Quotes: “By disclosing more [HCM metrics], you have a chance to grab the narrative to your story in a positive way.” “The SEC is very US-centric because it regulates US issuers, but when you have large, global companies that are US issuers, having to comply with this . . . it might look [different] compared to a competitor who is strictly US-based.” | |||
| 14 Nov 2023 | Tim Sackett - HR Tech 2023 - How AI Will Revolutionize Recruitment | 00:27:48 | |
Summary: Tim Sackett is an HR Technology Analyst, a Top 10 Global HR Influencer, and the President of HRU Technical Resources. Over his 20+ years as an HR and talent professional, Tim has worked both in recruitment roles and in various HR generalist roles, which have all helped him understand HR from every angle possible. In this episode, Tim shares his thoughts on how AI and emerging technologies will revolutionize recruitment over the next two years. Chapters: [0:00 - 3:04] Introduction
[3:05 - 13:02] What did 2023 bring to the recruiting and recruiting technology space?
[13:03 - 21:43] How AI can help recruiters build relationships with their candidates
[21:44 - 26:52] Will AI revolutionize recruitment as soon as 2025, or will it take longer?
[26:53 - 27:48] Closing
Quotes: “[In 2023], we saw a change in how technology is being funded in the VC world.” “I don’t think, ‘what is AI going to take away’—what is AI going to enable me to do because of the unique human traits that I have?” | |||
| 16 Nov 2023 | Peter Louch - Combining AI With the 80/20 Rule for Better Workforce Planning | 00:34:06 | |
Summary: Peter Louch is the Founder and CEO of Vemo, a cloud-based workforce planning and analytics technology company. In this episode, Peter talks about how HR practitioners can use AI to solve 80% of their workforce planning efforts so they can focus on more critical tasks. Chapters: [0:00 - 6:03] Introduction
[6:04 - 16:07] Can 80% of the workforce planning effort be automated with AI?
[16:08 - 27:04] How will the automation of workforce planning efforts impact the role of HR practitioners?
[27:05 - 33:23] What’s on the horizon for workforce planning and people analytics?
[33:24 - 34:06] Final Thoughts & Closing
Quotes: “The idea of the 80/20 rule is that only a certain part of your organization is shifting at any given time.” “There’s no standard for what a job description is . . . everyone’s interested in skills, but one company will say they have 40 while another says they have 200,000.” | |||
| 21 Nov 2023 | Richard Rosenow - HR Tech 2023 - Predicting the Future of HR with Lessons Learned from 2023 | 00:31:37 | |
Summary: Richard Rosenow is a people analytics speaker and the VP of People Analytics Strategy at One Model, a people analytics platform. In this episode, Richard talks about some observations and lessons learned from 2023 and how they might shape the near and distant future of people analytics. Chapters: [0:00 - 3:51] Introduction
[3:52 - 12:45] Looking back at 2023
[12:46 - 22:02] Near future predictions for people analytics
[22:03 - 29:55] Distant future predictions for people analytics
[29:56 - 31:37] Closing
Quotes: “You’ve got to actually give HR the investment. [It needs to be data-driven], like every other function in the business.” “A lot of times [HR] has to overcome the fact that there are multiple data sources, and they’re not always wrong, but they have to add up to a story.” | |||
| 28 Nov 2023 | Kathi Enderes - HR Tech 2023 - How AI Enables Skills-Based Workforce Planning | 00:43:53 | |
Summary: Kathi Enderes is the Senior Vice President of Research and Global Industry Analyst at The Josh Bersin Company. She brings insight from some of their recent research concerning the labor shortage and what can possibly be done to help close the gap.
Chapters: [0:00 - 3:55] Introduction
[3:56 - 16:00] Looking back at 2023
[16:01 - 32:14] How can AI help with skills-based workforce planning?
[32:15 - 42:56] Will AI increase the speed of work and employee burnout?
[42:57 - 43:52] Closing
Quotes: “One big theme that we see for [the coming years] is: how can HR operate in a more integrated way? ” “I think a lot of companies are waking up to the fact that they need to do much more agile and dynamic workforce planning.” | |||
| 30 Nov 2023 | Yasmine Mustafa - Workplace Violence and Its Effect on HR | 00:31:04 | |
Summary: Yasmine Mustafa is the Co-founder and CEO of ROAR, the designers of a wearable panic button solution that uses proprietary technology to increase workplace safety across organizations and prevent workplace violence. In this episode, Yasmine talks about workplace violence, why it seems to be worse today than ever, and how it affects HR. Chapters: [0:00 - 7:56] Introduction
[7:57 - 15:09] What is workplace violence and why is it so prevalent right now?
[15:10 - 23:28] What impact does workplace violence have on HR
[23:29 - 28:25] How do you train people to react to real scenarios instead of standing by?
[28:29 - 31:04] Final Thoughts & Closing
Quotes: “[Workplace violence] is the worst it’s ever been, and a lot of it is due to not having supported systems for underlying social issues.” “As soon as there’s a workplace violence incident, the entire morale of an organization plummets.” | |||
| 05 Dec 2023 | Al Adamsen - HR Tech 2023 - Thoughtfully Integrating AI Into the Workplace Experience | 00:23:21 | |
Summary: Al Adamsen is the Founder and CEO of People Analytics & Future of Work, an organization that specializes in providing events and resources about people data, analytics, AI, and more. In this episode, Al talks about how organizations can properly plan to efficiently integrate AI into their workforce without unnecessarily adding stress to their employees. He also talks about how a company can know if it’s actually ready to adopt AI. Chapters: [0:00 - 4:35] Introduction
[4:36 - 14:07] With AI developing so quickly, how can HR get ahead of it?
[14:08 - 20:54] On being thoughtful about AI and the human experience at work
[20:55 - 22:44] What concerns are we currently seeing related to the integration of AI
[22:45 - 23:21] Closing
Quotes: “[Organizations have to adopt a] continuous work strategy in the age of perpetual disruption.” “There’s an underlying assumption that AI is going to make people more efficient and effective, . . . and what I’m concerned about is that leaders are going to say, ‘. . . I’m going to need less people.’ ” | |||
| 07 Dec 2023 | Marc Miller - How AI Will Impact Human Resources | 00:38:08 | |
Summary: Marc Miller is the President and Founder of Marc S. Miller Associates, Adjunct Professor of Management of Technology at New York University, and the Author of The Death of HR: Who Killed H. (Harriet) R. (Rose) Job? In this episode, Marc talks about some of the biggest promises and pitfalls presented by AI as well as how it has already been integrated into both HR and our daily lives. Chapters: [0:00 - 6:58] Introduction
[6:59 - 15:44] Where has AI been and how did it affect HR in the past?
[15:45 - 25:20] Is AI becoming better for HR to adopt?
[25:21 - 37:20] Does HR have to worry about AI?
[37:21 - 38:08] Closing
Quotes: “[The successful implementation of AI in HR] is all about the ability for HR to have staff that knows how to tell a story.” “At this point, [regulation around AI] has been a lot of fear, uncertainty, and doubt. . . . Let’s do what we can to, if not embrace, at least understand AI.” | |||
| 12 Dec 2023 | Susan Richards and Teri Zipper - HR Tech 2023 - How HR Might Be Revamped by the Next Generation of HR Practitioners | 00:37:11 | |
Summary: Sapient Insights Group is a women-owned, research and advisory firm that is the proud organizer behind a massive annual HR technology survey that seeks to shed light on HR professionals’ relationships with existing and emerging technologies. Representing Sapient Insights in this episode are Susan Richards (Founder & Managing Partner) and Teri Zipper (CEO & Managing Partner). In this episode, Susan and Teri talk about the changing of the guard that HR may soon experience with its newer and younger practitioners joining the workforce. Chapters: [0:00 - 9:22] Introduction
[9:23 - 19:05] How the world at work for HR is about to change
[19:06 - 27:55] How will the next generations of HR practitioners challenge existing systems?
[27:56 - 34:53] Where to employees and companies stand on ESG?
[34:54 - 37:11] Closing
Quotes: “The next generation of HR professionals, who didn’t grow up in a compliance environment, [will make] a push toward empathetic HR.” “[In a survey we conducted that] had participants from all walks of life—all backgrounds, all races, all education levels, and all employment levels— . . . everybody was concerned about how an organization treats the environment.” | |||
| 14 Dec 2023 | Alexandra Levit - How Good Talent Intelligence Benefits Recruitment and Retention | 00:42:11 | |
Summary: Alexandra Levit is a workplace futurist, a bestselling author and the Founder and CEO of Inspiration at Work, a woman-owned futurist consulting business with the goal of preparing organizations and their employees to be competitive and marketable in the future business world. In this episode, Alexandra talks about talent intelligence and how it has helped organizations with recruitment and retention. Chapters: [0:00 - 5:23] Introduction
[5:24 - 15:58] What does the future currently look like for the world at work?
[15:59 - 31:24] How does talent intelligence help with recruitment and retention?
[31:25 - 41:17] What can you do today to take advantage of talent intelligence?
[41:18 - 42:11] Closing
Quotes: “What we’re seeing now is that . . . organizations don’t have a good handle on the skills of the existing workforce.” “When [the states of New York and Indiana] put their talent intelligence systems together, . . . they were able to pipeline a whole bunch more people into those open jobs that employers had and keep them from leaving the state.” | |||
| 19 Dec 2023 | Robert Mattson - HR Tech 2023 - The Four Ingredients of Masterful Communication | 00:33:08 | |
Summary: Robert Mattson is a Principal at INTRIGUE Communications and Coaching, a marketing and messaging consultancy based on the idea that stories connect people to each other, their interests, and brands. In this episode, Robert talks about how you can communicate by telling stories that will resonate with your audience. Chapters: [0:00 - 9:18] Introduction
[9:19 - 17:51] What is the key to effective communication?
[17:52 - 25:59] How does expectation-setting set the framework for conversations?
[26:00 - 32:04] How do you tell someone that they should improve their emotional communication skills?
[32:05 - 33:09] Closing
Quotes: “One thing people tend to be bad at is setting painfully clear expectations.” “Look at the challenges you have in your communication . . . and always take responsibility that there’s something you can do to improve the situation.” | |||
| 04 Jan 2024 | Brian Escobar and Walter William Duncan III - How to Demystify Paychecks for Employees | 00:29:43 | |
Summary: Brian Escobar is the Director of Human Resources Operations at Endeavor Schools, and Walter William Duncan III is the Payroll Manager at Endeavor Schools. Brian and Walter co-host the podcast It’s About Payroll, a weekly podcast designed to help spread knowledge about pay. In this episode, Brian and Walter talk about why organizations can find empowerment in treating their employees like customers when it comes to payroll. Chapters: [0:00 - 7:59] Introduction
[8:00 - 15:43] Why is it important to educate employees about their pay?
[15:44 - 22:55] What are the most common challenges in educating people about their pay?
[22:56 - 28:21] How can we better educate people on taxes?
[28:21 - 29:43] Closing
Quotes: “[As an employer], you want your employees to be financially savvy.” “[The key to understanding income taxes] is consuming multiple resources until you understand it, and that’s the thing: the resources are scarce.” | |||
| 09 Jan 2024 | Mark Stelzner - HR Tech 2023 - How to Make Sense of Disaggregated HR Data | 00:32:59 | |
Summary: Mark Stelzner is the Founder and Managing Principal at IA, HR “anti-consultants” who specialize in distilling key points from large amount of HR data. In this episode, Mark talks about the various tools HR practitioners can use to help organizations make sense of their data and streamline their processes. Chapters: [0:00 - 2:37] Introduction
[2:38 - 10:20] What new observations surprised us at HR Tech 2023?
[10:21 - 20:20] Where have we seen AI impact other (non-HR) departments of organizations?
[20:21 - 32:19] How can practitioners approach organizations that might be reluctant to change?
[32:20 - 32:59] Closing
Quotes: “If you wan to ideate about [implementing disruptive technologies], you have to derive prioritized use cases.” “If it’s never been written down how [current processes work] or if we’re inferring how [current processes work], we don’t know what we’re moving from and to.” | |||
| 11 Jan 2024 | Schon Parris - How to Start Making Data-Driven HR Decisions | 00:30:19 | |
Summary: Schon Parris is the Future of Work Practice Leader at ADP where he helps clients better use their data to make well-informed business decisions. In this episode, Schon talks about what typically prevents HR teams from effectively using the data available to them and how they can overcome those obstacles and start making data-driven decisions today. Chapters: [0:00 - 5:46] Introduction
[5:47 - 12:10] What gets in the way of HR using data successfully?
[12:11 - 18:01] Client success stories and commonalities among them
[18:02 - 28:01] What are clients building into their models to accommodate AI?
[28:02 - 30:19] Final Thoughts & Closing
Quotes: “Somebody has to take it upon themselves to make [data analytics] important. . . . Unless you have at least one person that’s going to dive in and do the work, it’s not going to go anywhere.” “There’s no need for someone within HR to fear the evolution of AI stealing [their job].” | |||
| 16 Jan 2024 | Sean Luitjens - HR Tech 2023 - Leveraging People Analytics for Compensation Allocation | 00:26:57 | |
Summary: | |||
| 18 Jan 2024 | Oshri Cohen - Technical Recruiting is Broken—Here's How to Fix It | 00:36:19 | |
Summary: Oshri Cohen is the founder of RedCorner, a CTO as a Service agency that provides organizations with highly skilled and experienced ex-CTOs who specialize in whatever industry, business model or engineering culture is needed. In this episode, Oshri talks about the current issues with technical recruiting and what we can do to fix them. Chapters: [0:00 - 4:13] Introduction
[4:14 - 17:44] What is technical recruiting?
[17:45 - 28:33] What can be done to improve the technical recruiting experience?
[28:34 - 35:27] How will generative AI affect the world of technical recruiting
[35:28 - 36:19] Closing
Quotes: “[Companies should have proper technical leadership where the CTO is a business-minded individual and understands how to talk outside of their technical sphere.” “If you ask [ChatGPT] to write a specify function that does one small thing, it can do that beautifully, but it writes code like a junior developer.” | |||
| 23 Jan 2024 | David Turetsky and Katie Stukowski - HR Tech 2023 - Pay Trends Dominating 2024 | 00:56:47 | |
Summary: The HR Technology Conference 2023 was held in Las Vegas, Nevada in October 2023 and our very own David Turetsky and Katie Stukowski presented on the pay trends that will dominate 2024. In recent years, the landscape of pay practices has undergone significant transformations. From employee demands for greater pay transparency and equity, to the growing importance of accurate job descriptions and skills assessments, to the unpredictable twists of a volatile economy, HR teams are adapting at lightning speed. This session will review anticipated pay trends for 2024 and how employers can use data and technology to stay ahead of these developments. In this episode, David and Katie talk about salary trends, pay equity trends, technology trends, and more. Chapters: [0:00 - 3:30] Introduction
[3:31 - 18:32] Business and compensation trends
[18:33 - 38:54] Pay equity and the skills taxonomy
[38:55 - 54:03] Competitive pay and market pricing
[54:04 - 56:47] Closing
Quotes: “Compensation is the link between the employee and the employer to build the trust that they are valued within that organization, and you can’t get compensation right without accurate job descriptions.” “Pay equity is the right thing to do. That’s equal pay for comparable work that is internally equitable, externally competitive, and transparently communicated.” | |||
| 25 Jan 2024 | Karen Catlin - Creating More Inclusive Workplaces with Everyday Acts of Allyship | 00:32:08 | |
Summary: Karen Catlin is a 25-year veteran of the tech industry turned leadership coach, acclaimed author, and speaker on inclusive workplaces. She coaches women to be stronger leaders and men who want to be better allies for underrepresented groups. In this episode, Karen talks about the Better Allies approach and creating more inclusive workplaces with everyday acts of allyship. Chapters: [0:00 - 3:54] Introduction
[3:55 - 13:07] What gets in the way of people actually becoming more inclusive?
[13:08 - 24:13] Tangible actions that can help you become a better workplace ally
[24:14 - 31:11] How allies can help course-correct larger systemic issues
[31:12 - 32:08] Closing
Quotes: “People don’t want to be better allies, or speak up, or do something because they are afraid of getting it wrong.” “You can take action for one person, but then ask yourself if there’s something you can do to have a larger, systemic impact that really would be ideal for your organization.” | |||
| 01 Feb 2024 | Don Weinstein - Using HR Data Analytics to Drive Business Insights | 00:31:54 | |
Summary: Don Weinstein, most recently the former Chief Product and Technology Officer at ADP, has spent 35 years of his career working at Fortune 500 companies. With over half of those years being spent in HR roles, he’s acquired valuable knowledge about human capital management and HR data analytics. In this episode, Don talks about how some organizations have leveraged HR data to produce valuable business insights and what steps other organizations can take to get to that point. Chapters: [0:00 - 4:27] Introduction
[4:28 - 14:53] How to turn HR data into business insights
[14:54 - 22:32] Critical lessons from the early days of HR analytics
[22:33 - 30:31] How mature are HR data analytics and how will they further develop in the future?
[30:32 - 31:54] Closing
Quotes: “When [HR] has the facts, and the analytics, and the data, [they] can make a real impact in an organization.” “Many organizations are still suffering from limited adoption [of HR data analytics] and one of the things that’s still hindering them is poor data quality.” | |||