HR Data Labs

Get ready to unleash a surge of passion, truth, and bold insights on how AI is revolutionizing people analytics.

Cole Napper, a true luminary in the space, shares the raw reality of data's power, pitfalls, and the brave new world ahead. Buckle up, this isn’t just a podcast; it’s a rallying cry for HR and analytics pros to lead with purpose. 

In this episode: 

How far has people analytics come since its early days 

The impact of COVID and AI on credibility and practice 

Why analytics teams are transforming into the future of HR 

The role of AI in automating dashboards, insights, and decision-making 

The importance of trust and ethical data use in predictive models 

How to navigate data quality issues that threaten decision accuracy 

Why the next wave is about people intelligence rather than simple reporting 

Practical advice for HR teams deploying AI safely and strategically 

Timestamps: 

00:26 - Intro: The evolution of people analytics & Cole Napper’s background 
01:08 - The roots and rise of HR analytics before AI became a buzzword 
03:22 - The tremendous journey: from skepticism to credibility in analytics 
04:38 - How COVID accelerated AI’s role in HR decision-making 
05:07 - Influential luminaries shaping the analytics field 
05:57 - Richard Rosenau’s pioneering efforts in analytics recognition 
06:43 - The digital impact: How analytics influence real-world change 
07:12 - Paying it forward: The importance of community and mentorship 
08:15 - The torch carriers: Keeping analytics alive through new generations 
09:00 - The threat of layoffs and AI’s false promise to replace analytics teams 
09:48 - Recognizing the upcoming AI boom in HR and people analytics 
11:09 - The challenge and opportunity: Organizing analytics teams in turbulent times 
12:33 - The shift from building dashboards to strategic people intelligence 
13:11 - Why risk-taking and experimentation are vital in transformative times 
14:16 - The importance of trust, ethics, and human oversight in AI deployment 
15:11 - The commoditization of data skills and the rise of strategic role of people intelligence 
16:49 - How AI is changing the way we get notified and interact with insights 
18:08 - The problem with push notifications and how to create demand for insights 
19:41 - The true nature of predictive analytics: asking behind the questions 
20:36 - The importance of context, data quality, and avoiding flawed signals 
23:25 - The exponential evolution of data speed and the shrinking time to insights 
28:17 - The real challenge: acting on predictions without destroying trust 
30:23 - The costs of AI: tokenomics, data bills, and strategic investment 
33:11 - The greatest data pitfall: messy, unclean HR data and its impact 
36:39 - Embracing “Directionally Correct” — the pragmatic path forward 
37:42 - The art versus science of compensation data 
38:12 - The ultimate focus: solving the business problem 
38:41 - Closing thoughts: leadership, trust, and being bold in AI-driven HR 

Resources & Links: 

People Analytics: Reinventing HR & Work with AI 

Cole Napper - LinkedIn 

HR Bench 

Directionally Correct (Newsletter & Podcast) 

Connect with Cole Napper: 

LinkedIn 

Twitter 

Get ready to have your perspectives shattered. Peter Laughter, a visionary in leadership and organizational strategy, dives deep into why traditional command-and-control models are crumbling and what leaders, especially in HR must do to adapt. This isn't just theory, it's a call to action, a blueprint for survival in the chaos of modern business. 

 In this episode: 

The fundamental flaws of command and control leadership in today’s complexity 

How HR can measure and diagnose organizational failures before they explode 

The transformative power of distributed leadership and democratized decision-making 

Why modern technology can be the key to faster, smarter, more human organizations 

The importance of listening to frontline voices and creating a culture of challenge 

Timestamps:. 
00:33 - Introduction to Peter Laughter's perspective on leadership 
01:18 - Peter’s background in entrepreneurship and social impact focus 
02:03 - The failure of command and control in complex environments 
02:46 - HR’s role in creating new leadership pathways 
03:18 - Fun facts: Peter’s brief career as an anthropologist 
04:06 - Organizations hiring anthropologists to make tech more human 
06:34 - Why current HR data metrics might be missing the mark 
07:13 - Redesigning data measurement for complex systems 
09:24 - The importance of tracking decision-making and response times 
10:36 - The concept of Hubers Syndrome and organizational blindness 
11:00 - Fail-safes and organizational feedback loops 
12:14 - The impact of hierarchy on information flow and decision quality 
13:17 - The challenges of speaking truth to power in leadership 
14:36 - Military’s command flexibility vs corporate rigidity 
15:04 - How frameworks and decentralization empower in decision-making 
16:12 - Democratizing data and challenging old hierarchies 
17:11 - The power of honesty and courage in leadership meetings 
19:45 - The rise of entrepreneurial spirit sparked by workplace constraints 
20:47 - When command and control fails in top organizations and why leaders are slow to react 
24:10 - The changing cultural landscape and the craving for authentic leadership 
27:22 - How distributed leadership models accelerate change 
29:02 - Success stories of flat, autonomous organizations like Valve 
33:00 - Measuring cultural shift and ethos through data 
34:38 - Frontline engagement as a predictive metric for organizational health 
36:25 - The critical role HR plays in shaping adaptive, resilient organizations 
36:40 - Final thoughts: The urgency for HR to lead disruption and innovation 

Resources & Links: 

Valve’s Handbook – Flat organization & manager-free culture 

Greg Sattel - Cascades – Principles of distributed leadership 

Turn the Ship Around by David Marquette – Leading from the point of decision 

Total Quality Management & Deming – Foundations for organizational excellence 

Jenny’s Ice Cream & Zoe Schweitzer – Frontline leadership in HR 

Connect with Peter Laughter: 

LinkedIn 

Twitter 

Ready to shake up your leadership and HR strategy? It’s time we move from fear-based hierarchies to trust-based, innovative organizations.

The future is calling, will you answer?

Hold onto your seats, this episode cracks open the truth about AI and the workforce like never before! Mike Ohata shares his bold insights on how AI isn’t here to replace us but to transform how we lead, learn, and live.

This isn’t just about automation; it's about human capability, culture, and daring to rethink everything.

In this episode: 

Why AI’s doom-and-gloom narrative is superficial and how human leadership remains vital 

The real impact of AI on task automation versus redesigning work systems 

How to cultivate systems thinkers instead of linear learners in a rapidly evolving workplace 

The critical importance of judgment, empathy, and entrepreneurial skills in tomorrow's workforce 

Rethinking talent development: from skills inventories to ontologies that connect competencies 

The role of leaders in embracing AI with agility, curiosity, and ethical responsibility 

How AI can enable trade skills and encourage entrepreneurial thinking among trade professionals 

Navigating the tension between short-term cost cuts and long-term talent sustainability 

Why cultural fit and values matter more than ever in AI-driven organizational change 

Timestamps: 
00:00 - Introduction: Why this episode changes your view on AI and the future of work 
01:22 - Mike’s background: Learning environments in professional services and talent development 
03:30 - Fun fact about Chuck Todd and political anthropology as a lens for leadership insights 
04:49 - The core dilemma: Is AI a threat or an opportunity for organizations? 
05:01 - Debunking the AI doom narrative: Tasks vs. systems redesign 
06:10 - The integral role of human-AI collaboration in future work 
07:26 - Are current automation efforts just "lift and shift"? Or are they a chance to reinvent work? 
08:49 - The profound implications of AI for leadership and systemic thinking 
09:45 - Risks of resistance and misconceptions about AI adoption in the workplace 
10:16 - Human skills like prompting, framing, and judgment as key in AI utilization 
11:49 - Protecting institutional knowledge and combating ageism in AI integration 
13:24 - Educational shifts: From memorization to systems thinking 
14:34 - Leadership development for a connected, systemic mindset 
15:07 - How easy answers can mislead us in AI’s era of complexity 
16:41 - Redefining success: Outcome over process in a world of AI tools 
17:08 - The evolving nature of regulated and unregulated work with AI 
18:43 - Customer empathy, judgment, and the lasting importance of human touch 
20:36 - The challenge of engaging frontline and hourly workers with AI and automation 
21:53 - Is enterprise AI adoption a short-term cost play or a strategic transformation? 
26:17 - What we’re really automating: From low-level analysis to high-level talent strategy 
30:11 - The essential role of entrepreneurial skills for trade and technical professions 
32:23 - Using skills inventories and ontologies to future-proof organizations 
36:25 - Reskilling versus layoffs: How purpose and objectives shape talent decisions 
37:51 - Beyond short-term profit: The long-term value of investing in people and culture 
40:28 - Ethical considerations, collective values, and navigating AI’s future challenges

Resources & Links: 

Book: Human + Machine: Reimagining Work in the Age of AI by H. James Wilson & Paul R. Daugherty 

Mike Ohata - LinkedIn 

Understanding Ontologies in Skills & Competencies 

AI and Leadership: The Next Frontier – Harvard Business Review 

The Future of Work in the Age of AI – McKinsey Report 

Connect with Mike Ohata: 

LinkedIn 

Twitter 

Note: This episode is a rallying cry to foster human-centric, ethical AI adoption, challenging the status quo and empowering organizations and individuals to adapt boldly. 

Are you tired of outdated, ineffective performance reviews? Want your organization to thrive with motivated, aligned employees?

This episode dives deep into transforming your performance management process into a powerhouse that drives results and engagement.

Join us as Bruce Cohen, a seasoned HR leader, shares decades of insights from goal-setting to AI-driven tools and how to implement a system that’s continuous, clear, and compelling.

In this episode: 

Why top companies prioritize ongoing performance feedback 

How to cascade goals effectively from leadership to every employee 

The critical difference between job descriptions and goals 

Using AI to enhance accuracy, consistency, and personalization 

The role of senior leadership support and leading by example 

Practical tips for managing self-assessments and overcoming recency bias 

The future of performance management with AI and data insights 

Timestamps: 

00:00 - Why performance management is crucial in 2026 and beyond 
00:26 - Bruce Cohen introduces himself and his HR background 
01:23 - The value of continuous feedback in employee motivation 
02:33 - The importance of goal setting and clear communication 
05:39 - The risks of infrequent reviews and how to shift the culture 
08:01 - Upskilling managers for real-time coaching and feedback 
10:14 - Leading with example in HR and organizational commitment 
11:40 - Defining "best in class" performance systems 
12:33 - Aligning goals with company objectives through cascading 
15:22 - Using self-assessments to prepare for performance conversations 
18:44 - Overcoming challenges with recency bias and self-evaluations 
21:43 - The multiplier effect of ongoing feedback 
25:17 - The transformative role of AI in performance management 
28:23 - Practical steps for implementing AI tools effectively 
33:48 - Five key steps to elevate your system post-episode

Resources & Links: 

eCornell Organizational Design and Performance Courses 

Book: "Radical Candor" by Kim Scott 

AI Tools for HR and Performance Management 

Leadership Support in HR 

Connect with Bruce Cohen: 

LinkedIn 

Twitter 

Let's revolutionize performance management together! Take these insights, leverage new technologies, and lead your organization to a more engaged, productive future.

The time for change is now, don’t wait for the next review cycle to start transforming your system. Start today! 

Are women stepping into leadership roles with the respect, tools, and support they deserve? This episode dives deep into the critical challenges female CEOs face in 2026, from societal biases to systemic barriers, and how we can change the narrative for future generations.

In this episode:

Christy Brown shares her inspiring journey from corporate to entrepreneur, and her mission of empowering women in leadership.

The stark realities: Only 11% of Fortune 500 CEOs are women, and the gender pay gap still lingers at 72 cents on the dollar.

The unique challenges women encounter, including stereotypes, motherhood penalties, and systemic roadblocks.

The societal and political headwinds hindering progress, from DEI rollback trends to eroding reproductive rights.

The power of community, mentorship, and sponsorship in transforming the leadership landscape.

Practical strategies women can adopt: building confidence, self-respect, and support networks that reinforce their value.

The urgent need for systemic change so women can compete and lead on an equal footing, free from outdated norms and misogyny.

Timestamps:

00:00 - Welcome and episode overview

00:50 - Christy Brown’s background and entrepreneurial journey

02:33 - The innovative work of Dr. Nose and its societal impact

06:15 - Personal fun fact: fundraising through a 31-mile dog walk

08:11 - Challenges for women CEOs in 2026: statistics and systemic issues

09:45 - Representation gap and pipeline problems in leadership roles

11:33 - Motherhood penalty and caregiving stigma

12:39 - Cultural conditioning and societal stereotypes

14:24 - The state of gender pay gap and pay transparency in 2026

16:00 - The global perspective and the importance of representation

17:14 - The impact of role models on young women and girls’ ambitions

19:25 - Creating aspirational standards and societal goals for gender equity

22:06 - Combating misogyny, societal biases, and outdated gender roles

25:20 - The importance of confidence, self-worth, and community support

28:12 - Building networks, mentorship, and sponsorship to empower women

33:15 - Resources and communities available for female founders and CEOs

35:09 - Final thoughts and call to action: changing the narrative for a better future

Resources & Links:

Dr. Nose — Innovating pediatric wellness at home

Gizuota Business School — Startup accelerator supporting entrepreneurs

American Cancer Society — Fundraising and advocacy efforts

UN Gender Equality Data — Global gender equality insights

Women’s Startup Resources — Support networks for female entrepreneurs

MentorSpaces — Finding mentorship and sponsorship programs

Connect with Christy Brown:

LinkedIn

Twitter

Let’s rewrite the story of leadership, because the world needs more women leading boldly, with respect and power. It starts now.

Dive into the raw truth of HR analytics, why it’s all about storytelling backed by solid numbers.

This episode uncovers how HR leaders can finally translate their human capital efforts into undeniable business value. Prepare to be inspired, challenged, and energized to rethink what your HR data can do! 

Key Insights 

The gap between HR stories and financial impact is real; HR needs to quantify their contributions. 

Successful organizations are integrating HR metrics with business and financial data for compelling storytelling. 

External benchmarks are critical to understanding where your organization stands are you best in class or in need of improvement? 

Using visualization and advanced analytics makes complex data accessible and impactful for HR leaders. 

Building tight collaborations with operations and finance is essential for accurate, meaningful HR metrics. 

Small steps like analyzing turnover costs or onboarding ROI can start a powerful transformation. 

HR must embrace a mindset of continuous measurement, storytelling, and adjusting based on macroeconomic shifts. 

Investing in analytics tools and skills early helps HR lead from a position of influence and credibility. 

Timestamps 

00:00 - Welcome & intro to Schon Parris, HR data rockstar 
02:45 - Schon’s musical side and leadership journey at ADP 
03:58 - Helping HR quantify workforce value through analytics 
04:40 - The gap between HR stories and quantifiable business impact 
05:34 - Why HR struggles to show ROI like sales or operations 
06:39 - Bridging HR and finance through better skills and tools 
07:32 - How AI and advanced analytics are changing the game 
09:02 - Turning HR metrics into financial and business outcomes 
10:02 - The importance of collaboration in understanding turnover costs 
11:01 - Performance metrics for hourly workers and ubiquitous data 
12:13 - The challenge of rolling up workforce data in organizations 
13:10 - Building business cases for HR investments 
14:16 - The power of visualization and storytelling with analytics 
15:04 - Using metrics to tell compelling, data-backed HR stories 
17:15 - The importance of granular data to prevent surprises 
18:30 - Small steps that HR can take to demonstrate value 
20:10 - Putting the numbers into business language for leadership 
21:43 - Using external benchmarks to inform strategy 
23:08 - Visual storytelling to connect HR efforts with profitability 
24:15 - Deep-diving into specific workforce segments 
25:03 - Tracking HR impact continuously, not just quarterly 
26:40 - The importance of contextualizing data within macroeconomic shifts 
27:57 - Steps to start building a data-driven HR culture 

Resources & Links 

How to Measure HR’s Impact on Business 

Power of Data Visualization in HR 

Turnover Cost Analysis Tool 

External Benchmarks for HR Metrics 

Connect with Schon Parris 

LinkedIn 

Twitter 

Final Thought 

This episode is a rallying cry for HR leaders to step into their data-driven power. Metrics are no longer optional,they are the language of impact and influence.

Start small, visualize boldly, and tell your stories with undeniable proof. Your workforce’s true value depends on it!

 Discover how a bold new approach to evaluating performance could revolutionize your organization. Jacob Chase shares groundbreaking insights on moving away from traditional systems to fully leverage collective intelligence, fairness, and meritocracy. 
 

Main Topics Covered: 

Why current centralized performance reviews are broken and how decentralization offers a solution 

How stock market principles apply to internal organizational valuation 

Building a culture of transparency through peer-to-peer feedback systems 

Transforming pay equity via contribution-based assessments 

Practical steps for leaders to pilot decentralized evaluation methods 

Timestamps: 

00:31 - Introduction to Jacob Chase and his background 
01:34 - The story behind Infin and its purpose 
02:23 - Fun fact: Jacob's chaotic car and the humor of parenthood 
03:34 - The core topic: valuing organizational contribution beyond traditional pay structures 
04:33 - What is pay equity in modern terms? 
05:29 - The problem with centralized evaluation systems and the benefit of decentralized approaches 
06:45 - How individual perspectives enrich performance assessment 
08:27 - Learning from stock markets: decentralized valuation models applied internally 
09:32 - Creating internal markets for credit attribution within organizations 
10:00 - How collective intelligence can self-assess performance 
10:46 - Safeguards and motivations in decentralized data collection 
12:01 - Peer feedback, confidentiality, and fostering a feedback culture 
13:21 - Cultural shift required for decentralized evaluation to succeed 
14:01 - How performance data can shape careers and future growth 
14:37 - Quantifying contributions versus narrative assessments 
15:06 - Replacing traditional evaluations with real-time performance insights 
16:20 - Using data to improve workforce decisions and recognition 
17:05 - The econometrics of contribution and how it enables meritocracy 
17:58 - The importance of true merit-based rewards and reducing bias 
18:52 - Moving beyond incremental changes—wholesale transformation needed 
19:12 - Practical steps for HR and leadership to pilot decentralized systems 
22:01 - Starting with the executive team to build credibility 
23:08 - Overcoming the fear of transparency and trust issues 
24:06 - Long-term benefits: Fairness, transparency, and organizational excellence 
24:44 - The power of fairness in motivating exceptional contribution 
26:01 - Final thoughts: embracing decentralized performance for competitive advantage 
 

Resources & Links: 

Infin Platform 

Stock Market as a Model for Internal Valuation 

Performance Management Systems: Why They Fail 

Build a Culture of Feedback 

Connect with Jacob Chase: 

LinkedIn 

Twitter 

Unlock the Future of Performance Management Today! 

This isn’t just a reset, it’s a revolution.

If you’re ready to empower your team, eliminate bias, and create truly fair compensation, start with a bold step: decentralized, contribution-based evaluation.

The future is fair, transparent, and driven by collective intelligence.

Will you lead the change? 

This episode dives deep into a critical issue that affects nearly 80% of the workforce, substance use disorder (SUD), and explores how HR professionals and organisations can lead the change.

Get ready for an eye-opening conversation filled with practical steps, inspiring examples, and a powerful message: supporting employees through recovery is not just compassionate, it’s strategic.

In this episode:

Amy Dufrane reveals why substance abuse is a silent epidemic impacting organizations across all sectors

The startling statistics surrounding SUD and its toll on productivity and healthcare costs

How organizations are pioneering recovery-friendly workplace certifications and initiatives

Practical advice for HR on cultivating a supportive, stigma-free environment

The importance of education, policies, and manager training for long-term organizational health

Resources for organizations to implement real change—without reinventing the wheel

Timestamps:

00:00 - Welcome and introduction to Amy Dufrane, CEO of HRCI

00:24 - Amy’s background and passion for HR’s evolution

02:09 - Why substance use disorder is a critical issue for HR and employers

04:01 - The impact of SUD on productivity, turnover, and healthcare costs

05:28 - Understanding SUD as a chronic condition, not a choice

06:23 - How HR can start addressing substance abuse in the workplace

07:11 - Navigating HIPAA and legal considerations around employee health disclosures

08:39 - Partnering with organizations like Global Recovery Initiatives Foundation for education and certification

10:00 - The role of company certification and building a recovery-friendly culture

11:14 - Why leadership commitment is essential for change

12:44 - The importance of manager training and creating safe communication channels

15:08 - Overcoming organizational culture and resource barriers

16:08 - The long-term investment in employee wellbeing and organizational health

17:00 - The non-legal, human-centered approach to supporting employees in recovery

17:59 - How organizations can get started with certification and resources

21:07 - Practical first steps for HR and leadership

22:24 - The importance of proactive, organizational commitment over reactive responses

23:05 - Final advice for CHROs and leaders to prioritize this issue

23:44 - Gratitude and closing thoughts.

Resources & Links:

National Recovery Friendly Workplace Institute — Certification and tools for creating recovery-supportive workplaces

HRCI — Certification and education for HR professionals

White House Initiative on Substance Use — Government leadership in supporting workplace recovery efforts

Connect with Amy Dufrane:

LinkedIn

Twitter

Take Action:

Start today by educating your leadership and HR team about SUD

Explore certification programs to build a recovery-friendly culture

Implement ongoing training for managers to recognize and support employees

Remember: your organization’s health depends on your compassion and commitment. Let’s break the stigma and embrace a future where recovery is supported and celebrated.

Get ready to challenge the status quo. In this episode, Jess von Bank and David Turetsky confront the fast-paced AI revolution, urging us to see beyond profit and speed. They reveal why women’s voices should lead our design decisions, advocating for a human-centric approach in a world speeding towards automation and loss of trust.

In this episode:

Timestamps:

00:00 - The mission to center womenin AI design and HR innovation

Resources & Links:

Book: The Future of Work by Jack Zenger

Jess von Bank - LinkedIn | Twitter

Capita AI Governance Framework

HireVue video interview platform

TikTok’s addictive content studies

Connect with Jess von Bank:

LinkedIn

Twitter

Join us in reshaping HR and AI—center human values, demand transparency, and slow down the rush. Our future depends on it.

In this electrifying episode, Charlene Li shares her insights on how AI is transforming HR strategies, leadership, and the very way we define jobs in this rapidly evolving landscape. Get ready to rethink what’s possible and how you can take immediate steps toward an AI-empowered future.
Key Topics:

Timestamps: