Clarity at Speed: EDB’s CHRO on AI-Enabled HR, Manager-Led Change, and Growth Mindset

Summary

When your company is transforming fast, how do you keep people aligned, energized, and ready for what’s next?

Einav Lavi, Chief Human Resources Officer at EnterpriseDB (EDB), shares how she’s steering a high-velocity shift from a database services company to a sovereign data and AI platform—without losing the human center.

With a background in finance and 20+ years in PE-backed transformations, Einav breaks down the CEO–CHRO partnership, why HR must be both data-savvy and deeply empathetic, and how AI frees teams to focus on meaningful conversations.

She details EDB’s change playbook: a company-wide growth mindset program, “framing memo” with a five-year plan, flat access to leaders, and manager-first enablement.

Expect specifics—quarterly talent reviews driven by predictive attrition insights, AI-powered sourcing that reduced five sourcers to zero, and EQ training for managers—plus a practical ritual for balancing business results with employee care.

Timestamps

[00:45] – What EDB does and its shift to a sovereign data and AI platform

[01:58] – Einav’s path: finance to CHRO, PE transformations, and a 7-hour CEO interview

[04:15] – The CEO–CHRO pact: balancing ROI with empathy in rapid change

[05:46] – Beyond “I love people”: AI handles admin so HR can focus on careers and culture

[07:26] – Managing change: over-communication, growth mindset, and the 40-page “framing memo”

[11:48] – Manager-led change: quarterly talent reviews, predictive attrition, and generous equity

[14:33] – Freeing time for real conversations: EQ programs and AI that removes busywork

[16:41] – Fit-for-purpose orgs: what roles to automate vs. where humans are essential

[21:59] – AI as augmentation, not replacement—and Einav’s weekly reflection practice

Takeaways

- Operationalize clarity with guiding principles, flat access to leaders, and a five-year “framing memo.”

- Equip managers to lead change: run quarterly talent reviews, use predictive attrition data, and develop EQ.

- Automate the busywork: use AI for sourcing, survey analysis, and note-taking; redeploy time to high-value conversations.

- Design for human–machine partnership: ask every function which roles can be automated and which require creativity/strategy.

- Make change personal: pair corporate transformation with growth mindset training and clear “what this means for me.”

- Balance business acumen with empathy—schedule regular reflection to stay anchored on both.

Sponsor

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