HR Leaders

In this episode of the HR Leaders Podcast, we sit down with Allwyn Dsilva, VP HR & Global Head of L&D, Future of Work & Business HR at Tata Communications, to unpack why the future of learning must be built around business outcomes, skills, internal mobility, and AI-enabled career growth.

Allwyn shares how Tata Communications moved beyond disconnected learning platforms and traditional course libraries to build a more connected ecosystem, linking skills, career aspirations, hiring, learning, coaching conversations, and AI-powered recommendations into one joined-up employee experience.

Most importantly, he explains why learning teams must stop leading with the beauty of their programs and start proving behavior change, business impact, and real outcomes. From AI literacy and dark network operations to internal hiring, AI interview practice, and skills-based career pathways, this episode shows what it looks like when L&D becomes a true business engine.

🎓 In this episode, Allwyn discusses:

1. How AI can help employees prepare for future roles and interviews
2. Why learning teams must prove behavior change before selling design
3. Why skills-based platforms are changing internal mobility and career growth
4. How Tata Communications is building AI literacy across different roles and levels

🙏 Thank you to our series partner, Arist

Meet the end-to-end AI agent for enablement that finds talent gaps, builds personalized interventions, and delivers learning directly in the flow of work → https://arist.com/resources/webinars/agent?utm_source=hr_leaders_podcast&utm_medium=sponsored&utm_campaign=hr_leaders_podcast_cr_june_2026

See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Khadija Ben Hammada, Member of the Executive Board and Chief People Officer at Merck Group, to unpack how HR can lead through AI transformation without losing the human heart of the organization.

Khadija shares why leaders cannot run global organizations from an ivory tower, and why being close to employees on the ground creates the trust, safety, and pride people need to speak up. She explains how field visits, human connection, and a strong sense of global community help Merck stay united across regions, even as the world outside becomes more fragmented.

Most importantly, she breaks down how Merck is building AI capability across the business, from AI literacy for everyone, to leader upskilling, internal AI tools, hackathons, flagship use cases, and HR agents that can improve employee experience at scale. Through it all, Khadija is clear: AI should take tasks, not humanity, and HR must stay at the intersection of business, technology, and empathy.

🎓 In this episode, Khadija discusses:

1. How Merck is building AI literacy across employees, leaders, and top executives
2. Why the future of HR sits at the intersection of business, technology, and humanity
3. Why AI should remove low value tasks so HR can focus on human and strategic work
4. Why leaders must stay close to employees on the ground, not lead from headquarters
5. How hackathons and flagship use cases help turn AI learning into real business impact

🙏 Thank you to our series partner, Arist

Meet the end-to-end AI agent for enablement that finds talent gaps, builds personalized interventions, and delivers learning directly in the flow of work → https://arist.com/resources/webinars/agent?utm_source=hr_leaders_podcast&utm_medium=sponsored&utm_campaign=hr_leaders_podcast_cr_june_2026

See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of our On The Road series, we sit down with Amy Coleman, Executive Vice President, Chief People Officer at Microsoft, to explore how leaders can scale AI transformation without losing the human connection at the center of work.

Amy reflects on stepping into the Chief People Officer role at Microsoft, the humility of becoming a beginner again, and why leaders do not need to pretend they have all the answers in moments of uncertainty. What matters is being honest, learning fast, and bringing people with you.

Her message is clear: AI and humans cannot be separated. As work changes, HR leaders have to help people understand what is shifting, what still matters, and how AI can unlock more creativity, curiosity, innovation, and human potential.

🎓 In this episode, we get into:

1. Why leaders need to become beginners again in the age of AI
2. How recognition helps people understand why their work matters
3. How Microsoft is thinking about human plus AI as work is reinvented
4. Why organizations cannot scale AI without bringing employees along
5. How AI can unlock creativity, curiosity, innovation, and human potential

🙏 Thank you to our partner, Workhuman

Discover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.

✅ Learn more about Workhuman → https://www.workhuman.com/

See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of our On The Road series, we sit down with Laura Mattimore and Lucia Suarez from Procter & Gamble to explore how one of the world’s most iconic companies is redesigning talent for the AI era.

Laura leads global talent across P&G’s enterprise talent systems, including hiring, learning, leadership development, workforce planning, and talent strategy. Lucia leads talent development, talent management, analytics, insights, employee experience, and transformation within that broader talent agenda.

Their message is clear: AI is not just a technology shift. It is a work, culture, skills, and employee experience shift. For P&G, the opportunity is not to replace the human, but to build around human plus AI, with HR playing a central role in redesigning how work gets done.

🎓 In this episode, we get into:

1. How P&G is redesigning talent strategy around human plus AI
2. Why HR must become the architect of future jobs and work design
3. Why frontline plant technicians must be designed for from the beginning
4. How P&G is building its own talent hub to support a build-from-within culture
5. How AI can personalize upskilling, career paths, and employee experience at scale

🙏 Thank you to our partner, Workhuman

Discover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.

✅ Learn more about Workhuman → https://www.workhuman.com/

See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of our On The Road series, we sit down with Kalifa Oliver, Ph.D. Senior Director of Technology - People Analytics at Lowe's Companies, Inc. to explore why HR needs to stop chasing AI tools and start solving the right business problems.

Kalifa now sits in technology, not HR, leading teams across engineering, product, analytics, and people data. That gives her a very different view of what HR transformation actually requires.

Her message is clear: AI is not magic. It will only be useful if HR asks better questions, understands the problem it is trying to solve, and stops adding technology on top of broken or unnecessary work.

🎓 In this episode, we get into:

1. Why HR’s role is not being replaced, but radically transformed
2. How to redesign work before adding AI on top of broken processes
3. Why leaders do not want more data, they want to know what to do with it
4. How HR can stop chasing AI tools and start with the problem it needs to solve
5. Why AI should be treated like a child that needs to be taught, not a fully grown adult

🙏 Thank you to our partner, Workhuman

Discover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.

✅ Learn more about Workhuman → https://www.workhuman.com/

See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of our On The Road series, we sit down with Jennifer Reimert, SVP, Consulting Practice at Workhuman, to explore how organizations can make recognition reach the people who are often hardest to reach: frontline and deskless workers.

Jennifer spent 20 years as an HR practitioner and total rewards leader before joining Workhuman. She was also a Workhuman customer back when the company was Globoforce, using recognition to help bring two merged companies together when culture, identity, and belonging were under real pressure.

Her message is clear: recognition cannot only work for people at a desk. If most of the work that defines your culture happens on the floor, in the field, in hospitals, in plants, in stores, or across customer sites, then recognition has to meet people where they actually work.

🎓 In this episode, we get into:

1. Why 4–6 recognition moments in a year can help reduce turnover by half
2. How to build a recognition business case that speaks the language of the CFO
3. How to make recognition work for frontline workers who are not sitting at a desk
4. How recognition data can reveal skills, networks, high performers, and hidden talent
5. Why recognition needs to reach people through kiosks, text, physical cards, and manager-led moments

🙏 Thank you to our partner, Workhuman

Discover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.

✅ Learn more about Workhuman → https://www.workhuman.com/

See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of our On The Road series, we sit down with KeyAnna Schmiedl, Chief Human Experience Officer at Workhuman, to explore how organizations can identify future leaders before they are already in the obvious succession pipeline.

KeyAnna shares how Workhuman’s Future Leaders technology is helping companies spot the people giving off strong leadership signals across the business, including those who may not be visible through traditional talent reviews, manager nominations, or proximity to senior leaders.

Her message is clear: the best future leaders are not always the most obvious names in the room. If HR can use better signals to see talent earlier, organizations can retain, develop, and invest in people before they walk out the door.

🎓 In this episode, we get into:

1. Why the most visible people are not always the best future leaders
2. Why managers need to become talent exporters, not talent hoarders
3. How proximity bias shapes who gets noticed, sponsored, and promoted
4. How AI can help HR spot future leaders earlier without replacing human judgment
5. How better talent signals can help companies retain future leaders before they leave

🙏‍ Thank you to our series partner - Workhuman

Discover how Future Leaders helps HR teams identify rising VP+ talent earlier, build stronger succession pipelines, and develop the leaders your people already follow.

✅ Learn how to spot Future Leaders with Workhuman → https://www.workhuman.com/future-leaders/?utm_source=hr-leaders&utm_medium=partner_share&utm_campaign=1213801944017821&utm_content=null&utm_term=na_events_whl-orlando_prospecting~null_hr-leaders-podcast-recordings_1x1_5.20.2026

See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of our On The Road series, we sit down with Ken Wechsler, VP, Total Rewards at Akamai Technologies, to explore how AI is changing the conversation around rewards, recognition, performance, and the future of work.

As a total rewards leader, Ken is now facing questions that would have seemed unlikely just a few years ago: What is our AI strategy? What outcomes are we trying to drive? How will AI change productivity, performance, and how people are rewarded?

His message is clear: AI skills alone should not automatically mean higher pay. The real question is whether AI helps people deliver better outcomes, raise performance, create more value, and help the business move forward.

🎓 In this episode, we get into:

1. Why the real question is not AI usage, but whether AI improves outcomes
2. Why AI is forcing rewards leaders to rethink how performance is measured
3. Why being proficient in Gemini or Copilot should not automatically mean higher pay
4. How Akamai is connecting recognition, trust, and performance in a remote-first company
5. How rewards teams can use AI to move from manual analysis to strategic business partnering

🙏 Thank you to our partner, Workhuman

Discover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.

✅ Learn more about Workhuman → https://www.workhuman.com/

See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast On The Road, we sit down with Eric Mosley, Founder and CEO at Workhuman to explore how recognition data, AI, and human insight are changing the way organizations identify their future leaders.

Eric shares how Workhuman’s new Future Leaders capability uses recognition data, performance data, and AI to identify the people most likely to rise into senior leadership roles years before they are officially promoted.

And this is where it gets really interesting.

Eric says the strongest signals are not coming from a traditional succession planning form. They are coming from the language people use about each other, the recognition moments that describe how work actually gets done, and the patterns that emerge across billions of human interactions.

🎓 We get into:

1. Why succession planning often feels too slow and bureaucratic
2. How recognition data can reveal hidden leadership potential
3. Why deep, specific recognition creates better signals than surface-level praise
4. How AI can identify future leaders two, three, or even five years early
5. Why companies need to retain and develop these people before competitors do
6. Why making work human still sits at the center of the entire strategy

🙏 Thank you to our partner, Workhuman

Discover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.

✅ Learn more about Workhuman → https://www.workhuman.com/

See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast On The Road, we sit down with Jorge Quezada, MBA (He.Him.His), Vice President, Culture & Performance at Granite Construction, to unpack what happens when culture stops being treated as a soft initiative and starts being run as a business driver.

Jorge explains why culture is the operating system of an organization, shaping how people think, act, interact, and bring the company’s mission, vision, and values to life every day.

He shares how Granite is updating its culture for the next 100 years by preserving what makes the company strong, diagnosing what needs to change, and creating the conditions for people to grow, adapt, and perform.

Most importantly, Jorge reveals why the future of culture belongs to leaders who stop copying best practices from other companies and start understanding what their own people, business, and operating system actually need.

🎓 In this episode, Jorge discusses:

1. How organizations can learn, unlearn, and relearn to stay relevant
2. How AI still depends on human adoption, better questions, and human thinking
3. Why culture should be treated as the operating system that drives performance
4. Why leaders need to diagnose their own culture before copying external best practices
5. Why unleashing human agency starts with challenging limiting beliefs and building confidence through action

🙏 Thank you to our partner, Workhuman

Discover how Workhuman helps organizations turn recognition into real business impact, building stronger cultures, more connected teams, and better visibility into the people driving performance.

✅ Learn more about Workhuman → https://www.workhuman.com/

See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.