HR Data Labs

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HR Data Labs episodes

May 19, 2021Dwight Brown - The Role of Data Governance in Analytics
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You can’t have analytics without Data Governance, and data governance can be the difference between good data and bad data. Dwight Brown is a self-professed ‘data geek’ who is a part of our very own Turetsky Consulting bringing over 22 years of healthcare experience at Mayo Clinic in Rochester, MN. Over half his career was spent in Analytics leadership positions, including Manager of Quality Analytics, and Director of Analytics Operations. He is an industry thought leader who is well-versed in all stages of the Analytics cycle but especially in Data Governance.
Let’s dive right in and learn more about your most valuable asset; the role of Data Governance in analytics.

[00:01 - 06:01] Opening Segment
I welcome and learn more about Dwight Brown
Today’s topic - data governance
[06:02 - 11:58] Everything You Need to Know About Data Governance
Dwight defines and explains data governance
The roles within it and its processes
[11:59 - 18:56] The WIIFM of Data Governance
Breaking down the ‘What’s in it for me’ - good data and bad data
You as the steward are responsible for data integrity
The world’s best networkers
[18:57 - 27:02] Overwhelmed? This is Where to Start
Dwight talks about what it takes to be in Data Governance
Start high and move down low
Resources to start with and Dwight’s advice
[27:03 - 30:48] Closing Segment
Summary of our conversation and final points
Final Words
Tweetable Quotes:
“You can’t have analytics without some sort of data governance.” - Dwight Brown
“Having no data is better than having bad data… As the steward, you need to have a system that helps you, a system of checks and balances that helps you, to be able to ensure that you have good data integrity.” - Dwight Brown
Resources Mentioned:
http://www.datagovernance.com/
LinkedIn: The Data Governance Institute
DATAVERSITY
DAMA International

Connect with Dwight on LinkedIn.
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Connect with me:
LinkedIn
Twitter
Email: [email protected]
This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.
Did you love the value that we are putting out in the show? LEAVE
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
32 min
April 08, 2021Ian Cook - Job Titles are Dead, Long Live Job Titles!
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Whatever happened to job titles and what do they even mean anymore? In this episode I am welcoming back Dino Zincarini and Ian Cook to talk about the what, why, and where around the applicability job titles have to HR and how the job table is changing.

Dino, as you may remember, is an HR Technologist and Consultant who works alongside myself at Turetsky Consulting, while Ian is VP in people analytics at Visier making him responsible for the over direction and growth of the company.
Now that you have Dino and Ian’s job titles in mind, let’s dive into today’s topic; are job titles dead… Long live job titles!

[00:01 - 01:42] Opening Segment
We welcome back Ian Cook and Dino Zincarini
Introducing today’s topic
[03:43 - 10:58] There is a Long History of Job Titles; What are They Used For?
Ian talks about the issues at the job table and why it’s important
Dino talks about the changes in the job titling model
The boundaries around jobs are becoming fluid
[10:59 - 19:53] Why THIS is the Time to Talk About Job Architecture and Titling
Ian talks about the triggers that are starting this conversation
The issue of compliance and possible solutions
Tools, resources, and consulting
[19:54 - 34:02] The Future of Job Titles; Do We Need Them?
Dino talks about the consistent need to brand your work
Looking past the job titles to the person, but using the standardization
How to prepare for changes in job titling and its fluidity
[34:03 - 27:20] Closing Segment
Summary of our conversation
Final Words
Tweetable Quotes:
“That interest to give people a sense of uniqueness through title or through a new job you're adding, really clashes with the harmonization of the architecture of the jobs that need to have some way of being compared internally.” - Ian Cook
“The more we try to use data, the more we want to standardize it, yet the more we want to have things proliferate, the more it becomes differentiated… there’s no one right answer.” - Dino Zincarini
“The faster you think about it, come up with a plan or a strategy and maybe even the technology to support this divergence in the branding of jobs and the standardization… the sooner you can come up with a plan on how you’re going to manage that - the better.” - Dino Zincarini
Resources Mentioned:
Salary.com
EMSI
Connect with Dino on LinkedIn.
Connect with Ian on LinkedIn. Visit https://www.visier.com/ to learn more about Ian’s space.

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Connect with me:
LinkedIn
Twitter
Email: [email protected]
This show is brought to you by Turetsky Cons
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
38 min
April 01, 2021Stacey Harris - The State of HR Technology in the World Today
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HR is an ecosystem of technology, and you have to treat it as such. In this episode I have Dino back in the studio along with our guest Stacey Harris. Stacey is Chief Research Officer, and a Managing Partner for Sapient Insights Group, a Research and Consulting firm focused on helping clients use data and insights. She also oversees the esteemed Annual HR Systems Survey and White Paper, now in its 23rd year. Stacey was recently listed in HR Executive Magazines Top 100 HR Tech Influencers list.
Let’s dive right in and learn more from Stacey about the State of HR Tech in the World Today.

[00:01 - 04:03] Opening Segment
We introduce Stacey Harris
Some background on Stacey
[04:04 - 13:37] The State of HR Tech in the World Today
Stacey’s observations on today’s tech themes
The ecosystem of HR
Navigating the ‘shiny object syndrome’ - the importance of process and function
No two ecosystems are alike
[13:38 - 30:13] Guiding a Company as They Embark on New Technology
Stacey gives examples and advice on guiding organizations
Being clear on systems and what they need to achieve
80% vs. 20%
[30:14 - 33:18] Closing Segment
Summary of our conversation
Final Words
Tweetable Quotes:
“HR is an ecosystem of technology, and you have to treat it as such.” - Stacey Harris
“We often forget that the experience that the end user has doesn’t start and end on their watch, or the screen on their computer, or on their phone. It begins and ends with the data and whether or not it’s right.” - Stacey Harris
“In the market we’re in today, 80% of the systems do about 80% of the same things… It’s that 20% that makes a difference as to whether or not that HR technology is adopted.” - Stacey Harris

Resources Mentioned:
● Stacey Harris HR Systems Survey
● Meet the HR Tech Speakers: Stacey Harris

Connect with Stacey on LinkedIn. Check out https://sapientinsights.com/ to learn more data insights that solve business problems.
Connect with Dino on LinkedIn.
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Connect with me:
· LinkedIn
· Twitter
Email: [email protected]
This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.
Did you love the value that we are putting out in the show? LEAVE A REVIEW
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
35 min
March 25, 2021Abhishek Goel - The Return on Investment of Data Science in People Analytics
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While we may have matured our science, I wonder, have we really matured our way we see the art behind it? Today we’ll dive into this (and a bit of Indian Tea making) with Abhishek Goel, the Founder, CEO, and Chief Behavior Expert of Dasque. He is an expert in applying analytical, statistical modeling, stochastic and/or forecasting methods to improve business performance.
Let’s tap into Abhishek’s expertise and learn how to get to the Return on Investment of Data Science in People Analytics.
[00:01 - 06:57] Opening Segment
Introducing Abhishek Goel
Abhishek shares about his unique background
[06:58 - 07:57] Intro to the Importance of ROI

[07:58 - 15:25] Practical Data Science in People Analytics
Abhishek shares his insights about AI’s ability to reveal bias
The goal to add value to the organization
The art and attitude behind data science
[15:43 - 24:19] Hiring and Utilizing a Data Scientist
Abhishek gives practical steps on how to find and hire a data scientist
The importance of clear goals and a strong stakeholder
The responsibility of the data leader
[24:20 - 32:30] The Pros and Cons of Data Science in People Analytics
The pros of data science
The challenges of data science
How to improve and optimize to solve for ROI
[32:31 - 34:37] Closing Segment
Summary of our conversation
Final Words
Tweetable Quotes:
“We have matured our science so much, but unfortunately, we have not matured our way of thinking, we have not seen the art behind it; the dotted lines behind the science.” - Abhishek Goel
“We cannot make a better past, what we should do is make a better future, and that is the purpose of the organization” - Abhishek Goel
“If you follow simple, basic steps, you will get to the ROI. It’s about the framework, it’s not just about the outcome.” - Abhishek Goel
Resources Mentioned:
Connect with Abhishek on LinkedIn. Check out https://www.adataleader.com/to learn more about the best in deep tech.

Indian Tea Recipe: https://www.myrecipes.com/recipe/chai-spiced-indian-tea
Namaste!!
Happy Chai Time!! Let’s have more chai time and lots of creative ideas and fun conversation with loved one with chai !!
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Connect with me:
LinkedIn
Twitter
Email: [email protected]
This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations nee
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
36 min
March 18, 2021Paul Rubenstein - The CHRO Should Be to People Analytics as A CFO is to Financial Analysis - Hands On!
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People Analytics Expert, Paul Rubenstein spent his career doing three things - linking business strategy to talent strategy, helping organizations find competitive advantage through the human resources function, and creating profitable lasting relationships with clients as a consultant and outsourcer. He’s a man who is passionate about using science and data to make better talent decisions. Paul is also a ‘recovering Consultant,’ First-Time Chief People Officer with Visier, and ‘People Analytics Evangelist.’

Let’s dive into today’s topic with Paul and look at how a CHRO should be just as hands-on with People Analytics as a CFO is with Financial Analysis, and how it can positively impact a business.

[00:01 - 05:59] Opening Segment
I introduce Paul Rubenstein
Paul talks about his background and his work with Visier
[06:00 - 16:21] What a CHRO Does with People Analytics
Paul talks about the CHRO helping guide decision making through analytics
Taking on a richer understanding of how everything impacts results
CHRO on sharing data with the business
[16:22 - 28:08] Deep Dive into How People Analytics REALLY Works Today
Paul talks about the factors within a business that the CHRO can impact
Tying in outcomes and exposing issues within the business - the diversity example
How the CHRO can become the solution
[28:09 - 38:23] Why Organizations Struggle with People Analytics and What to Do
The struggles of organizations with their people and customers
Becoming helpless to AI
The solutions around feedback, practical AI, and other HR tech
[38:24 - 40:48] Closing Segment
Summary of our conversation
Final Words
Tweetable Quotes:
“So many small decisions happen so far from the C-Suite… Using analytics and putting them in front of people to help guide those decisions, that’s the key… That’s what the CHRO needs to do.” - Paul Rubenstein
“The narrower the view the narrower the strategic lever you pull, the wider the view the more options you find yourself with, and the more impact you can have.” - Paul Rubenstein
“This data is front and center so that you understand how your single moment and your decision connects to the longer arc strategy.” - Paul Rubenstein
Connect with Paul on LinkedIn. Check out https://www.visier.com/ and join in on some ‘fire-side’ chats.
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Connect with me:
LinkedIn
Twitter
Email: [email protected]
This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.
Did you love the value that we are putting out in the show? LEAVE A REVIEW

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
42 min
March 11, 2021Ruth Thomas - Pay Transparency
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Ruth Thomas believes that It’s becoming increasingly important as an employer to work out where you sit on the continuum and where you want to be on the continuum in terms of creating an environment of transparency. Ruth’s career and interest in technology in the HR/Reward space took her travelling internationally as the advent of Saas technology hit for HR. Being fascinated by the ability to have a compensation solution that actually worked she co-founded Curo Comp; exploring how SaaS technology could transform traditional approaches to reward and drive fair pay and while designing their innovative product strategy.
Let’s jump right in and learn more about how Ruth drives pay transparency in an HR world where we are increasingly interested in pay equity.

[00:01 - 04:15] Opening Segment
I introduce Ruth Thomas
Ruth talks about her background and specialty
[04:16 - 12:20] How Pay Transparency Evolved into a Reward Theme
Factors that have affected the evolution of PT
How we continue to progress towards pay transparency
The growing expectations of PT and the importance of acknowledging it
[12:21 - 19:43] What it Means to be Transparent About Pay
The continuum of pay transparency - what organizations want to achieve
The importance of our communication with managers
[19:44 - 25:03] Overcoming Budget Limitations
How pay reflects on your brand
Providing managers with clear guidelines around pay
[25:04 - 28:46] How to Make Transparency Happen
Ruth talks about budgeting for performance and skills/potential
Using technology to make compensation decisions
[28:47 - 36:41] Closing Segment
Ruth talks about paying for skill through predictive modeling
Facilitating the transparent environment
Summary of our conversation
Final Words
Tweetable Quotes:
“I think it’s important as an employer to work out where you sit the continuum and where you want to be on the continuum in terms of creating an environment of transparency.” - Ruth Thomas
“My focus has been how you can use technology to help make better-informed compensation decisions.” - Ruth Thomas
“Pay people for the value that they bring to the organization, don’t pay people based on their pay history.” - Ruth Thomas
Connect with Ruth on LinkedIn. Check out https://curocomp.com/ to learn more.
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Connect with me:
LinkedIn
Twitter
Email: [email protected]
This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.
Did you love the value that we are putting out in th
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
41 min
March 04, 2021Chris Havrilla - Reimagining the World of Work and HR's Role in it
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Today, you’ll get to hear from one of the Top 100 HR Tech Influencers, which recognizes individuals from HR who are impacting the state and future direction of HR technology, Chris Havrilla. Chris was my friend at ADP and was responsible for their HR Systems Operations and their global transformation. While that was a big job! Now, Chris is the leader of Human Capital Research and Sensing. She leads the HR technology and solution provider strategy, advisory, research and sensing practices for Deloitte Consulting LLP—helping to demystify the ever-changing HR Tech landscape for organizations and solution providers.

Let’s dive in and learn from the best what HR’s role is in the changing world of work.

[00:01 - 04:49] Opening Segment
Introducing Chris Havrilla

[04:50 - 12:50] Why NOW is the Time to Talk About Change
Chris talks about the data disruptions throughout the years leading up to now
How we think about AI and new tech coming onto our teams
The evolution of productivity; output vs. outcome
[12:51 - 25:03] Technologies That are Furthering Our Changes
Chris talks about how technology is moving us from business to social
Thinking about AI as an employee
Benefits, challenges, and plans
[25:04 - 33:44] Where to Start
Chris breaks down how to make these changes happen
What, Why, When - get out of the How
Expand your focus, Extend your influence
[33:45 - 36:41] Closing Segment
Summary of our conversation
Final Words
Tweetable Quotes:
“We’re always going to be seeking to optimize efficiencies, right? I think that’s still a dimension here in this future of work drivers, but it’s also ‘value’ and that ability to seek to expand opportunities.” - Chris Havrilla
“... The new mantra for HR - Expand your focus, and extend your influence! That’s how this is going to get done.” - Chris Havrilla

Resources Mentioned:
● Deloitte’s Open Memo to HR
Connect with Chris on LinkedIn and Twitter. Check out https://www2.deloitte.com/us/en.html to learn more.
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Connect with me:
LinkedIn
Twitter
Email: [email protected]
This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.
Did you love the value that we are putting out in the show? LEAVE A REVIEW
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
38 min
February 25, 2021Ian Cook - Artificial Intelligence in People Analytics
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When it comes to the insurgence of AI, where do we land on this technology within the HR space? Should we trust it as a useful augmentation tool, or is it just as flawed as human error? To answer these questions we are welcoming back Dino Zincarini and Ian Cook. Ian and Dino, as you may remember, are passionate HR Technologists; While Dino works alongside me and Ian works for Viser, they are both advocates for the crucial role that people play in helping companies thrive.

Let’s dive into today’s topic as we talk about Artificial Intelligence as it applies to HR, what we should take into consideration, and what doors it may open up.

[00:01 - 01:56] Opening Segment
Let’s reintroduce Dino and Ian

[01:57 - 10:44] What We Mean by Artificial Intelligence and Its Uses
Ian breaks down what AI is and how it applies to people analytics
Ian talks about the uses surrounding AI
Our thoughts and insights on AI
[10:45 - 20:24] Things Organizations Should Take into Consideration
Dino talks about knowing the data going into the AI system
Understanding the ethics behind the data
Utilizing training sets of data - thoughts on current AI systems
[20:25 - 33:21] The Possibilities Open to HR with Artificial Intelligence
Ian talks about augmentation possibilities
Showing opportunities
AI as a means of figuring out where you want to get to
The comparison and contrast to hiring a human
[33:22 - 36:13] Closing Segment
Summary of our conversation and reiteration
Final Words
Tweetable Quotes:
“What’s going to happen in my business? AI is often about prediction or automation.” - Ian Cook
“I think the technology will narrow the decision space for us and make it better.” - Ian Cook
“Wouldn’t it be great if you had an AI out there that could simultaneously look at… different indicators of what’s going on based on specific problems you’re trying to solve for and have it suggest to you where you should pay attention?” - Dino Zincarini
“The AI has to be trained, it has to make mistakes, and we have to understand that calibration… in other words, is it any different from hiring a person?” - Dino Zincarini
Connect with Dino on LinkedIn.
Connect with Ian on LinkedIn. Visit https://www.visier.com/ to learn more about Ian’s space.
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Connect with me:
LinkedIn
Twitter
Email: [email protected]
This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.
Did you love the value that we are putting out in the show? L
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
38 min
February 18, 2021Christy Brown - The Use of Analytics in Building the Next Big Idea
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With a passion to help women grow to the “20 Million Dollar Mindset,” Christy Brown became the new President and CEO of Launchpad2x. As an entrepreneur, CEO, Coach, and Founder, Christy people, especially women, find their voice as CEO’s and setting up long-term legacies for their businesses.

With skills in talent acquisition & management, organizational needs analysis, strategic planning, management development, team expansion, technology solutions, and so many more analytical spaces, Christy has many insights into the “Idea” Market.
Let’s dive into Christy’s wealth of knowledge and experience and learn the use of analytics in building the next big ideas.

[00:01 - 05:01] Opening Segment
Let’s get to know Christy Brown
Christy talks about Launchpad and what they do
Today’s topic
[05:02 - 17:18] Using Analytics to Build Out Ideas Towards the Marketplace
Christy talks about the startup market and market fit
Maturing and improving using data analytics
“Gig Work” vs. “Return to work”
[17:19 - 28:15] Ventures into People Data & People Analytics
Christy gives her insights into data ventures and their uses
The new cultural norms around infiltration and exfiltration
Updating and accessing new tech and data
[28:16 - 32:22] Advice Around New Ideas in Analytics
Christy shares her wisdom and resources to grow
Examples in using measurements
[32:23 - 35:21] Closing Segment
Summarizing our discussion today
Final Words
Tweetable Quotes:
“You're constantly questioning who your customer is to determine product-market fit, and there’s no other way to achieve that but through analytics and data.” - Christy Brown
“We’ve got to create some good operational synthesis around what your marketing and sales objectives are and I think just kind of knowing your strengths help with that.” - Christy Brown
“Act and avoid second-guessing yourself… Know your company’s value! Know the investability and the defensibility of it… and play to win!” - Christy Brown
Resources Mentioned:
● Measure What Matters: OKR’s

Connect with Christy on LinkedIn. Visit https://launchpad2x.org/ to learn more.
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Connect with me:
LinkedIn
Twitter
Email: [email protected]
This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.
Did you love the value that we are putting out in the show? LEAVE A REVIEW + Share this episode with like-minded people who can benefit from this
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
37 min
February 11, 2021Steve Brink - Challenges of Workforce Analytics Which is Not Just Reporting, But Much More
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Today's guest, Steve Brink, believes workforce analytics is the evolution of data from information into insights that benefit an organization. Steve has always had a passion around HR technology and data. In the early days of Steve’s career, he was involved in creating the first PC-based compensation planning software tool released in 1987 called Compensation Workbench and a job evaluation software tool. Today he is the CEO and President of AIRINC helping clients deploy talent worldwide.
Let’s dive into today’s episode and learn more from Steve about the challenges of workforce analytics and it’s higher function in a given organization.

[00:01 - 03:26] Opening Segment
Let’s get to know Steve Brink
Today’s topic
[03:27 - 20:18] What People Take for Granted When Dealing with Workforce Analytics
Steve talks about where he sees his clients facing challenges
Becoming a detective in analytics - finding the missing data
Making an impact in the business
[20:19 - 30:09] Why We Have Yet to Adopt Benchmark Surveys
Steve talks about the impact of different business strategies
P x Q = ?
Compensation analysis analogy
[30:10 - 31:18] Closing Segment
Summarizing our discussion today
Final Words
Tweetable Quotes:
“Data in the HR Department is, for the best word I’ve been able to find to describe it; it’s Helter-Skelter.” - Steve Brink
“Really you have to become like a detective, and that is what’s exciting in people analytics… What can I use as a proxy? How can I investigate this?” - Steve Brink
“We can make a difference for the company, in terms of overall being able to make a business impact to the organization.” - Steve Brink
Resources Mentioned:
● UflexRewards
Connect with Steve on LinkedIn. Visit https://www.air-inc.com/ to learn more.
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Connect with me:
LinkedIn
Twitter
Email: [email protected]
This show is brought to you by Turetsky Consulting LLC, our company providing business consulting on Analytics, HR Processes, and Rewards with a focus on getting answers that organizations need by demystifying People Analytics.
Did you love the value that we are putting out in the show? LEAVE A REVIEW + Share this episode with like-minded people who can benefit from this content.
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
33 min

About HR Data Labs

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Unlock the future of HR, today with the HR Data Labs podcast! Dive into transformative insights, expert interviews, and cutting-edge practices that empower organizations to harness their workforce’s…