How do you bring AI into an organisation without losing what's made it work for 150 years? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Eric Dozier, Executive Vice President and Chief People Officer at Eli Lilly, to explore what it takes for HR to lead AI and workforce transformation at enterprise scale.  

Join them, as they discuss: 

• Why HR has to transform twice over in the AI era, first as a function, then as an organisation  
• What prompted Lilly's AI journey, and how the friction points that came up shaped the approach going forward 
• How the role of the manager is changing as AI becomes part of everyday work 
• What separates AI capability from simply increased AI usage 
• The principles guiding Lilly's approach to responsible AI, including where it supports leadership judgement and where it shouldn't 
• How employee feedback has reshaped Lilly's AI strategy, and what Eric believes HR leaders should prioritise as they lead their own transformations 

This episode is sponsored by Valence.  

Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. 

As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.  

Learn more at valence.co/insight222

Hosted on Acast. See acast.com/privacy for more information.

What if the resistance you're seeing from your team isn't opposition at all? 

David Green is joined by Travis Hahler, who leads global strategy and transformation at Salesforce and is also the founder of Neurological Nomad, where he applies neuroscience and neuropsychology to how leaders manage change. Travis is the author of the new book Rethink Resistance, and his central argument reframes almost everything: resistance isn't personal, it's protective. 

Why resistance to change should be read as information, not opposition:

• The six neurological barriers to change, and why leaders need to understand each one 
• How routine and old habits quietly pull people back toward what made them successful before, even when they're not against the future 
• Why cognitive load and pacing determine whether people actually learn through a transformation, or just survive it 
• What employees are really losing in change that's genuinely good for them, and why leaders often miss it 
• How to apply these insights practically to workforce transformation and AI adoption 

Whether you're leading a transformation right now or preparing for one, this conversation will change how you think about the resistance you're seeing. 

This episode is sponsored by Valence.  

Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. 

 As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.  

Learn more at valence.co/insight222  

Additional resources: 

Rethink Resistance: Embracing Neuroscience to Lead Transformational Change

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Is your HR function organised the way employees actually experience it, or just the way it's always been done? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Tony Truong, VP of People Strategy, Operations, Technology and Analytics at Chime, to unpack why most HR functions are still organised in silos, by specialty, while employees experience work as a series of moments: getting hired, being onboarded, going for a promotion. Tony has spent the last two years closing that gap, rebuilding Chime's people function from the ground up as the company has scaled into a public company. 

In this episode, David and Tony discuss: 

• Why the real limitation holding HR back is fragmentation, not ambition 
• What it's taken to rebuild a people function from the ground up at a newly public company 
• How AI has reshaped recruiting at Chime, cutting a process that used to take days down to hours 
• Tony's three-stage framework for thinking about AI's role in the business: assistance, automation, and orchestration 
• What it actually looks like to move people analytics from the periphery of HR to the centre of how a business makes decisions 

This episode is sponsored by Valence.  

Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. 

 As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.  

Learn more at valence.co/insight222  

Additional resources: 

Deloitte Global Human Capital Trends 2026 Report

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How do you tell the difference between AI that's genuinely transforming HR and AI that's just a slide in a vendor deck? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Parker Mitchell, Founder and CEO of Valence, the team behind the AI coaching platform Nadia, to discuss what it really takes for HR to prove value in an increasingly crowded AI market. 

Join them, as they discuss: 

• How to separate genuine AI capability from marketing claims in an increasingly crowded market
• Why AI budgets are increasingly coming from the C-suite rather than HR, and what that means for how HR shows up in these conversations
• What CHROs should be asking before choosing between an AI-native provider and a legacy platform with bolted-on AI features
• How the best people analytics teams are proving ROI from AI coaching, beyond adoption metrics
• What it looks like to make performance management continuous rather than a once or twice-a-year process
• Why frontline and operational workers need a different approach to AI coaching than knowledge workers
• Valence's recent partnership with Microsoft and what it signals about where AI coaching is heading 

This episode is sponsored by Valence.  

Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. 

 As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.  

Learn more at valence.co/insight222

Hosted on Acast. See acast.com/privacy for more information.

What would your organisation look like if it worked more like an octopus — distributed, adaptive, and capable of sensing and reacting without waiting for instructions from the centre? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Phil Lebrun and Jana Werner, Executives in Residence at Amazon Web Services and authors of The Octopus Organization, to explore why so many transformations fail to stick — and what a more adaptive, human approach to change actually looks like. 

Join them as they discuss:

• What the octopus organisation metaphor is, and why it offers a different model to the traditional, hierarchical "Tin Man" organisation 
• The three themes — clarity, ownership, and curiosity — that separate organisations that adapt well from those that don't 
• Why transformation can no longer be treated as a one-time event 
• HR's evolving role in driving and supporting transformation 
• How to measure whether change is actually working, beyond vanity metrics 
• Real examples of leaders and organisations putting these ideas into practice 

This episode is sponsored by Valence.  

Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. 

 As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.  

Learn more at valence.co/insight222

Resources:

• The Octopus Organization by Phil Lebrun and Jana Werner 

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Is purpose at work as straightforward as we've made it out to be? 

In this episode of the Digital HR Leaders podcast, David Green is joined by Jessica Zwaan, VP People Strategy and Operations at Leapsome and author of Built for People and Purpose and Work, to explore what the research actually tells us about purpose at work — and what that means for how HR shows up for people. 

Join them as they discuss: 

• Why treating HR like a product function changes the questions you ask
• What the research on purpose at work really reveals, and why the reality is more nuanced than the narrative
• What purpose washing is, how it happens, and what it can look like in practice
• What a more grounded alternative to purpose-led culture could look like
• Why really knowing your people is the foundation of all of it
• How perceptions of HR are evolving, and what's driving that shift 

This episode is brought to you by Leapsome - the people-first HR platform that connects performance, engagement, and HR operations in one place, so you get a complete picture, not half the story.  

See it in action at leapsome.com/demo. 

Resources:  

• Built for People by Jessica Zwaan  
• Purpose and Work by Jessica Zwaan 
• People over Perks, the Leapsome Community

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How do you rebuild a company's entire capability infrastructure — and fund the transformation through the savings it generates? 

Zaka Farhat is Global SVP for Talent, Learning, Organisation and Capability Development at GSK, where she leads the company's enterprise-wide skills, learning and capability agenda. In this episode, Zaka shares the full story of how GSK rebuilt its capability infrastructure in 18 months - retiring more than 20 legacy systems, building a single skills and learning ecosystem, and funding the transformation through the savings it generated. 

Join them as David and Zaka discuss:

• Why GSK's skills transformation began with a commercial question about capability and cost 
• The five conditions for organisational readiness that had to be in place before any platform launched 
• How GSK approached skills taxonomy, job architecture and inference, and what they had to redo along the way 
• What personalised learning looks like at scale, and how skills data is now shaping workforce planning decisions 
• What GSK chose to stop, and why decommissioning is the step most transformations skip 
• How Zaka's team is measuring impact across three KPI layers 

This episode is sponsored by TechWolf. 

The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. 

That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf.  

As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence.  Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai.

Hosted on Acast. See acast.com/privacy for more information.

How do the world's most forward-thinking organisations use skills intelligence, market intelligence and work intelligence together to stay ahead? 

In this episode of the Digital HR Leaders podcast, host David Green is joined by Mik Wornoo, co-founder and President of US at TechWolf, to explore how organisations are using three signals together to build a strategic workforce planning strategy that can keep pace with AI, and what that looks like in practice. 

In this conversation, David and Mik discuss: 

• What skills intelligence, work intelligence and market intelligence each bring to strategic workforce planning, and why all three matter 
• What work intelligence actually means in practice, and how decomposing work into tasks is changing how organisations understand the impact of AI on their workforce 
• How AI is actively reshaping roles right now, and what that means for strategic workforce planning, job architecture and redeployment 
• Real-world case studies from organisations using all three signals to make smarter workforce decisions and align their people strategy with their AI strategy 
• What it actually looks like to get started, and why the barrier to entry is lower than most HR leaders think 

This episode is sponsored by TechWolf. 

The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. 

That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf.  

As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence.  Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai. 

Resources:  

TechWolf podcast

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What does it take to turn a 300-year-old bank into the UK's biggest fintech? 

Sharon Doherty is Chief People and Places Officer at Lloyds Banking Group, and over the last four years she's been leading one of the most ambitious organisational transformations in British financial services - 300-year-old institution reinventing itself as the UK's biggest fintech.

In this episode, David and Sharon get into what transformation at that scale actually looks like from the inside - the governance, the culture work, the AI strategy, and the tough calls that only leadership can make. 

• How Sharon thinks about her role as CPPO through three lenses: storyteller, tough lover, and disruptor
• The AI governance structure at Lloyds, including the control tower she runs with the CTO and the ethics committee underpinning every decision
• The cross-functional super agent Lloyds is building with Microsoft
• Why HR leaders should be fighting to get Places on their remit, and how ownership of the physical environment transforms what the function can deliver
• How Lloyds is approaching the shift from AI literacy to AI fluency across 80,000 people
• What Sharon thinks the world of work looks like in 2033, and the role HR must play in getting there 

This episode is sponsored by TechWolf. 

The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. 

That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf.  

As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence.  Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai.

Hosted on Acast. See acast.com/privacy for more information.

Are your meetings actually working? Or has your calendar just become a system nobody knows how to switch off? 

In this episode, David Green is joined by Rebecca Hinds, Stanford-trained organisational researcher, Head of the Work AI Institute at Glean, and author of Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done.  

In this conversation, David and Rebecca discuss: 

• Why organisations should treat meetings as a product, and what that actually means in practice 
• The concept of meeting debt, and why calendars accumulate bloat in the same way codebases accumulate technical debt 
• What a 48-hour calendar cleanse involves, and what typically happens when organisations rebuild their calendars from scratch 
• The patterns that show up most consistently when mapping how work actually moves between teams 
• How AI is being used to improve meetings, and the ways it can make dysfunctional meeting culture worse 
• What the conversation looks like in the room when CHROs start rethinking collaboration for the AI era 

This episode is sponsored by TechWolf. 

The world of work is being rewritten faster than HR systems can keep up. Skills age in months. Roles get redesigned quarter by quarter. CHROs have quietly become AI transformation leads, and the data they need to lead it doesn't exist in any HR system. 

That's why the world's most forward-looking enterprises such as HSBC, AMD, T-Mobile, GSK, ServiceNow, Pfizer, have built on TechWolf.  

As the data layer for the AI era of work, TechWolf gives enterprises the skills, they need to move faster and lead with confidence.  Skills Intelligence, Work Intelligence, and Market Intelligence, in one layer. Visit techwolf.ai. 

Resources: Your Best Meeting Ever: 7 Principles for Designing Meetings That Get Things Done 

Hosted on Acast. See acast.com/privacy for more information.