Feeling the pressure of AI acceleration, talent gaps, and organizational change fatigue?

The Hackett Group® AI XPLR™ tool helps organizations identify and evaluate AI opportunities at the work-step level across the front, middle and back office – including agentic workflow designs and ROI forecast.

Discover the tool here: https://www.thehackettgroup.com/ai-xplr/

Harry Osle, Chief Human Resources Officer at The Hackett Group, offers a clear, practical roadmap.

With 1,400+ employees, 300 global contractors, and 28 years helping the world’s leading companies benchmark and transform talent, finance, and operations, Harry brings a rare, dual-lens perspective: advising global enterprises on transformation—while leading it inside his own organization.

Harry shares how HR’s role is shifting from “policy and support” to architecting change velocity ensuring organizations evolve internally fast enough to keep pace with the market. He breaks down what reskilling looks like in practice, how to design learning that people actually engage with, and why education must be treated as an ongoing investment, not a compliance checkbox.

Expect specifics: how Hackett gamified continuous learning, how they identify internal “momentum carriers” to champion AI adoption, and why their first AI automation was intentionally small—birthday and anniversary announcements—to test governance, trust, and workflow readiness before tackling more strategic functions.

Harry also shares a grounded framework for assessing AI use cases, evaluating build-vs-buy decisions, and sequencing change so teams don’t get overwhelmed. And he closes with a powerful reminder: the future of work may be digital—but thriving in it is deeply human.

Timestamps

[00:42] – Who The Hackett Group serves and how they use benchmarking + IP to drive transformation
[02:01] – The new challenge: external change velocity vs. internal readiness
[03:42] – Tactics to stay ahead: reskilling, daily learning, and education as strategic infrastructure
[05:33] – Designing learning that sticks: gamification, chapter pacing, and fresh curriculum
[08:28] – Harnessing internal enthusiasts as AI champions and cultural accelerators
[09:55] – Hackett’s AI Explorer: mapping where AI fits in real workflows
[12:04] – Starting small: automating birthday + anniversary workflows to test trust + governance
[14:56] – Why some AI pilots fail—and how to evaluate “right-sized” opportunities
[17:53] – Operational use cases where AI unlocks the fastest ROI
[19:39] – Harry’s closing insight: balancing tech progress with deeply human leadership

Takeaways

- HR’s role is to reduce the gap between external change and internal capability.Treat education as strategic infrastructure, not a cost center.

- Gamify and refresh learning to keep employees curious and engaged.

- Start AI with small, low-risk, high-volume workflows to build confidence and governance maturity.

- Identify internal “momentum builders” to champion change from within.

- The future of work is not only digital—it’s human-centered transformation at scale.

Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/