HR Data Labs

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Mei Kim is the Executive Director of Global Workforce Analytics at the
Estée Lauder Companies, and Heidi Perloff is the SVP of Global HR
Strategic Initiatives and Delivery Solutions at the Estée Lauder Companies.
In this episode, Mei and Heidi talk about some practices that made
adopting new technologies easier, whether they believe AI-based
technologies pose a threat or present an opportunity to the workforce, and
why it’s important to embrace data mindfulness in HR processes.

Chapters
[0:00 - 4:25] Introduction
• Welcome, Mei and Heidi!
• Today’s Topic: How to Make New HR Technologies Approachable for
Everyone
[4:26 - 14:06] What’s the difference between “digital” and “technology”
• “Technology is a thing; digital is a way of doing things”
• It’s ok for new technology to be difficult to adopt
[14:07 - 27:03] AI: opportunity or threat?
• AI helped Mei’s team win back 10+ hours of their week by minimizing
tedious processes
• The major threat lies in HR not knowing how to use AI technologies or
being curious about it
[27:04 - 37:24] What is data mindfulness?
• Analyze not only the data, but also the data flow and input processes as
well
• Will AI lull us into losing our critical thinking skills?
[37:25 - 39:14] Closing
• Thanks for listening!

Quotes
“HR VPs who embrace being digital and embrace the use of technology . . .
tend to go farther ahead in their careers than others who don’t.”
“Yes, we can get automation from AI, but it’s really the augmentation of
what it enables us to do as human beings that is super exciting.”

Contact:
Mei's LinkedIn
Heidi's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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Martin Low is the Founder and CEO of On Plane Consulting, a consulting firm that helps small businesses and startups optimize and scale. Having held HR Director positions at multiple successful companies, Martin bring a wealth of experience to the table. 

In this episode, Martin talks about the fact that despite the evergreen landscape of new and emerging technologies, businesses still need one essential resource: people. 

Chapters

[0:00 - 9:17] Introduction

•   Welcome, Martin!

•   Today’s Topic: Why A Business’ People are More Important Than Its Technologies

[9:18 - 18:23] Why can’t businesses just rely more on technology and less on people?

•   If you rely less on people, those you do rely on will matter much more

•   Emerging technologies likely won’t replace people so much as improve their productivity

[18:24 - 27:15] As someone in HR, how do you facilitate technological change within your business?

•   Good data and insights into a business’ current state are essential

•   Why HR practitioners should be business minded (and vice-versa)

[27:14 - 38:00] How HR practitioners can drive progress within their business

•   Data will help you identify problems and build a business case for the solution

•   Building a solution for reducing the people cost of a business

[38:01 - 38:55] Closing

•   Thanks for listening!

Quotes

“[HR] data will do a couple of things for you: . . . it’ll tell you if you really have a problem, and it’ll help you show others that it might be.”

“If you can [reduce the people cost of a business] by 1 or 2%, it’s night-and-day for the profitability because that can all drop straight down to the bottom line.”

Contact:
Martin's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

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With over 25 years of leadership in DE&I, Jason R. Thompson is the
creator of the CAPE Inclusion model and the author of Diversity and
Inclusion Matter. He led DE&I programming for a community of 150K
students and faculty at Western Governors University; he influenced DE&I
strategies for over 1,000 global startups at Techstars; and he helped the
US Olympic Committee set new standards for DE&I in sports.

In this episode, Jason talks about how HR data can help businesses take
practical steps toward improving their DE&I and growing strategically.

Chapters
[0:00 - 4:52] Introduction
• Welcome, Jason!
• Today’s Topic: Using HR Data to Progress from Theoretical DE&I to
Practical DE&I
[4:53 - 15:01] How has Jason done DE&I differently than those around
him?
• Outsource consultants and data scientists to help clean up HR data
• The problem with over-assigning unpaid special projects for the sake of
employee growth
[15:02 - 23:12] How to use HR data to create a DE&I scorecard
• Exploring the DE&I journey of US Olympic teams
• How DE&I and strategic growth are directly connected
[23:13 - 28:04] How does a DE&I scorecard help an organization move
forward?
• Creating reasonable DE&I expectations based on turnover rates
• Diversity in leadership
[28:05 - 29:35] Closing
• Thanks for listening!

Quotes
“Diversity is a noun—it’s the outcome of actually managing some [HR]
data.”
“From a strategic point of view . . . if you looked at the [DE&I] data, you
would say, ‘In which demographics do we have the best opportunity to
grow?’”

Contact:
Jason's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Garry Straker is a Senior Compensation Consultant at Salary.com. As a
total rewards professional with over 20 years of experience, he’s worked
with a diverse range of businesses, higher education institutions, and
non-profit entities.

In this episode, Garry talks about some surprising trends from 2023 and
whether he thinks they will carry into 2024.

Chapters
[0:00 - 3:07] Introduction
• Welcome, Garry!
• Today’s Topic: Will HR Trends from 2023 continue into 2024 and
beyond?
[3:08 - 10:15] Surprising trends of 2023
• Pay transparency legislation lost some of its momentum
• Labor unions had a high-profile year and made some big moves
[10:16 - 25:16] HR trends that will impact 2024
• AI and its role within HR
• Employers will benefit from better managing their internal labor markets
and developing employee skills
[25:17 - 40:22] Garry’s predictions for 2024, 2025, and beyond
• Even in the event of a change in administration, the economy is probably
going to chug along
• Salary budgets and their tie to the labor market
[40:23 - 49:05] Q&A and Closing
• Answering some questions from the webinar audience
• Thanks for listening!

Quotes
“The labor market is going to look very different in 2024, and it’s going to be
important for employers to better manage their internal labor markets.”
“If [employees] are underperforming, . . . [companies] need to have the
systems and processes in place to be able to identify that and address it
quickly.”

Contact:
Garry's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Amy Butchko is the Talent Acquisition Vice President at Maximus, where
she’s focused on helping organizations recruit IT talent at scale. Her
experience brings insights into both acquiring talent and communicating
talent acquisition data.
In this episode, Amy talks about the challenges surrounding talent
acquisition data and the steps you can take to solve them.

Chapters
[0:00 - 5:45] Introduction
• Welcome, Amy!
• Today’s Topic: 4 Steps to Better Enterprise Talent Acquisition
[5:46 - 12:16] What is the biggest challenge with talent acquisition today?
• Challenges with where are how quickly are you going to find your next
hire
• Solving the data problems within talent acquisition
[12:17 - 21:20] How do you develop talent acquisition acumen within HR
teams that yield desirable results?
• Identify the core requirements needed for candidates
• Considering skill level vs legacy requirements (e.g., degree requirements)
[21:21 - 29:07] How do you create a narrative around recruitment data?
• The narrative should be built around the circumstances and goals
surround recruitment
• Learn who you’re presenting to and how to best communicate the data to
them
[29:08 - 30:09] Closing
• Thanks for listening!
Quotes
“The thing that’s really important is finding people who can help bridge the
gap between all those seemingly irrelevant data points and turn them into
something that looks like an executive could understand it.”
“If you can home in on a couple of things that are really, strongly impacting
your business, measure them effectively, and tell a story consistently, [you
will be able to transfer data narratives]."

Contact:
Amy's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Perry Doody is the owner of Above the Rings Consulting and Performance. After
over 10 years as the founding partner and president of CompTrak, Perry sought
to continue his career in consulting with a newfound approach that combines
insights from the worlds of business and fitness.

In this episode, Perry talks about how people are an important asset to
companies and why it’s critical for HR teams to be more strategic.

Chapters
[0:00 - 6:12] Introduction
• Welcome, Perry!
• Today’s Topic: How HR Teams Can Pivot From Being Tactical to Being
Strategic
[6:13 - 12:57] What differentiates a good HR department from a great HR
department?
• The CEO must recognize that HR is a critical component to the overall
business
• People need to focus on doing less and doing it well, instead of doing a lot of
things in a mediocre way
[12:58 - 17:07] Is busy work holding HR back from being more strategic?
• Adapting legacy systems to new needs can often be more difficult than building
new systems from scratch
• HR teams should add people from diverse backgrounds
[17:08 - 29:27] What enables a company to pivot from being tactical to being
more strategic?
• What is the CEO’s relationship with HR and its goals?
• How bad administrative decisions can antagonize HR strategies
[29:28 - 30:53] Closing
• Thanks for listening!

Quotes
“People are [a company’s] capital—they are an asset, and I don’t think every
company looks at it that way. The strategic ones do.”

“Becoming more strategic involves change, and a lot of us are resistant to
change, . . . but the way you get over this is by looking to competitors, other
industries, and even your personal life.”

Contact:
Perry's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Jason Averbook is a Senior Partner at Mercer and a global leader in HR
transformation. 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.
In this episode, Jason presents his takeaways from 2023 and talks about
how current HR trends will shape the future of the industry.

Chapters
[0:00 - 5:10] Introduction
• Welcome, Jason!
• Today’s Topic: Perspectives on HR and Emerging Technologies
[5:11 - 20:51] Jason’s takeaways from 2023
• 2023’s geopolitical events had significant mental health implications for
American workers
• Many organizations who have ignored their data are just now starting to
uncover its flaws
[20:52 - 29:20] Is 2024 the year of mass AI integration for HR?
• Generative AI will help us see where our data problems are, but we may
still need to solve the problems themselves
• Data fitness should be prioritized before a generative AI rollout
[29:21 - 35:20] How will emerging technologies affect HR one year from
now, in 2025?
• HR will be doing much less “hands work” and much more “heads work
and hearts work”
• Will HR roles be replaced by new technologies?
[35:21 - 36:24] Closing
• Thanks for listening!

Quotes
“AI has exposed the fact that organizations that don’t have good data can’t
use [tools like large language models].”
“The unlearning effort of 2024 to prepare for 2025 is more than the
technology effort—it’s more than the data effort.”

Contact:
Jason's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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Summary:

As Season 6 of HR Data Labs comes to a close, David and Dwight take a look back at its episodes, guests, and key takeaways. They also revisit their predictions from last season and put forth some new predictions for the future of HR. 

Chapters:

[0:00 - 5:51] Introduction

[5:52 - 15:26] Looking back at Season 6

[15:27 - 24:30] Looking forward to Season 7

[24:31 - 36:30] David and Dwight’s predictions for the future of HR

[36:31 - 40:03] Final Thoughts & Closing

• Thanks for listening—we’ll be back soon with Season 7!

Quotes:

“My prediction is that we’re going to see a ton of upheaval in the ESG space as well as the DEI space [in the next six months].”

“Because of some of the court cases and backlash, . . . I think we’re going to start to see more clamping on what AI can do in the world of HR.”

Contact:
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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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

• Thanks for listening!

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.”

Contact:
Don's LinkedIn
David's LinkedIn
Dwight's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media

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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

• Thanks for listening!

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.”

Resources:
Karen's Books

Contact:
Karen's LinkedIn
David's LinkedIn
Podcast Manger: Karissa Harris
Email us!

Production by Affogato Media

To schedule a meeting with us: https://salary.com/hrdlconsulting

For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/

Produced by Affogato Media