What if the strongest workplace culture is not built through expensive perks, but through the everyday systems that make people feel seen, supported and able to grow? In this episode of the HR Leaders Podcast, I sit down with <a href="https://www.linkedin.com/article/edit/7513877645235736577/?author=urn%3Ali%3Afsd_company%3A11212641#" rel="noopener noreferrer" target="_blank">Laura Lawson</a>, Chief People Officer at <a href="https://www.linkedin.com/article/edit/7513877645235736577/?author=urn%3Ali%3Afsd_company%3A11212641#" rel="noopener noreferrer" target="_blank">United Wholesale Mortgage</a> (UWM), to explore how UWM has built an unusually intentional workplace culture for its 9,000 employees in Pontiac, Michigan.From onsite healthcare and career coaching to monthly employee-led conversations and a long-standing commitment to avoiding layoffs, Laura explains why culture at UWM is treated as something leaders actively design rather than something they leave to chance. 5 things you’ll learn from this episode:<ol><li>Why a workplace can have great benefits and still fail to create a great employee experience</li><li>The unconventional hiring approach UWM uses to identify attitude, curiosity and work ethic</li><li>Why Laura believes monthly employee-led conversations can be more valuable than the traditional annual review</li><li>How UWM approaches internal mobility and career coaching to retain people even when their first role is not the right fit</li><li>Why some of the strongest culture initiatives may require more creativity than budget</li></ol> 🙏 Thank you to our series partner, LeapsomeAI is already reshaping HR. Learn how to build an agentic HR team in six months and unlock Leapsome’s €24K Accelerator plus its HRIS Foundation at no extra cost before 31 December → <a href="https://hubs.li/Q04yT6Rh0" rel="noopener noreferrer" target="_blank">https://hubs.li/Q04yT6Rh0</a>See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer" target="_blank">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer" target="_blank">https://art19.com/privacy#do-not-sell-my-info</a>.

What if the strongest workplace culture is not built through expensive perks, but through the everyday systems that make people feel seen, supported and able to grow? In this episode of the HR Leaders Podcast, I sit down with Laura Lawson, Chief People Officer at United Wholesale Mortgage (UWM), to explore how UWM has built an unusually intentional workplace culture for its 9,000 employees in Pontiac, Michigan. From onsite healthcare and career coaching to monthly employee-led conversations and a long-standing commitment to avoiding layoffs, Laura explains why culture at UWM is treated as something leaders actively design rather than something they leave to chance. 5 things you’ll learn from this episode:Why a workplace can have great benefits and still fail to create a great employee experienceThe unconventional hiring approach UWM uses to identify attitude, curiosity and work ethicWhy Laura believes monthly employee-led conversations can be more valuable than the traditional annual reviewHow UWM approaches internal mobility and career coaching to retain people even when their first role is not the right fitWhy some of the strongest culture initiatives may require more creativity than budget 🙏 Thank you to our series partner, Leapsome AI is already reshaping HR. Learn how to build an agentic HR team in six months and unlock Leapsome’s €24K Accelerator plus its HRIS Foundation at no extra cost before 31 December → https://hubs.li/Q04yT6Rh0 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

What if the strongest workplace culture is not built through expensive perks, but through the everyday systems that make people feel seen, supported and able to grow? In this episode of the HR Leaders Podcast, I sit down with <a href="https://www.linkedin.com/article/edit/7513877645235736577/?author=urn%3Ali%3Afsd_company%3A11212641#" rel="noopener noreferrer">Laura Lawson</a>, Chief People Officer at <a href="https://www.linkedin.com/article/edit/7513877645235736577/?author=urn%3Ali%3Afsd_company%3A11212641#" rel="noopener noreferrer">United Wholesale Mortgage</a> (UWM), to explore how UWM has built an unusually intentional workplace culture for its 9,000 employees in Pontiac, Michigan.From onsite healthcare and career coaching to monthly employee-led conversations and a long-standing commitment to avoiding layoffs, Laura explains why culture at UWM is treated as something leaders actively design rather than something they leave to chance. 5 things you’ll learn from this episode:<ol><li>Why a workplace can have great benefits and still fail to create a great employee experience</li><li>The unconventional hiring approach UWM uses to identify attitude, curiosity and work ethic</li><li>Why Laura believes monthly employee-led conversations can be more valuable than the traditional annual review</li><li>How UWM approaches internal mobility and career coaching to retain people even when their first role is not the right fit</li><li>Why some of the strongest culture initiatives may require more creativity than budget</li></ol> 🙏 Thank you to our series partner, LeapsomeAI is already reshaping HR. Learn how to build an agentic HR team in six months and unlock Leapsome’s €24K Accelerator plus its HRIS Foundation at no extra cost before 31 December → <a href="https://hubs.li/Q04yT6Rh0" rel="noopener noreferrer">https://hubs.li/Q04yT6Rh0</a>See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer">https://art19.com/privacy#do-not-sell-my-info</a>.

5 Ways to Build a Workplace People Don’t Want to Leave

What if the biggest mistake companies are making with AI is trying to improve individual tasks instead of redesigning the entire process?In this episode of the HR Leaders Podcast, I sit down with <a href="https://www.linkedin.com/article/edit/7511380103424221186/#" rel="noopener noreferrer" target="_blank">Bruno Da Sola</a>, Group Chief People Officer at <a href="https://www.linkedin.com/article/edit/7511380103424221186/#" rel="noopener noreferrer" target="_blank">Inetum</a>, to explore what changed when the company moved beyond scattered AI experiments and started redesigning critical end-to-end workflows.For HR leaders, the bigger lesson is not simply to add more AI tools. It is to identify the workflows that matter most to the business, redesign them around outcomes, and be transparent with employees about what the change means for their work. 5 things you’ll learn from this episode:<ol><li>Why asking employees for individual AI use cases did not create the business impact Bruno expected</li><li>The change in approach that helped Inetum move from scattered experimentation to end-to-end AI transformation</li><li>How one workforce process went from taking weeks to producing results in minutes</li><li>Why Bruno believes the most powerful AI workflows still need carefully chosen human intervention</li><li>The mistake HR leaders may be making by choosing small, low-impact processes to prove the value of AI</li></ol> 🙏 Thank you to our series partner, LeapsomeAI is already reshaping HR. Learn how to build an agentic HR team in six months and unlock Leapsome’s €24K Accelerator plus its HRIS Foundation at no extra cost before 31 December → <a href="https://hubs.li/Q04yT6Rh0" rel="noopener noreferrer" target="_blank">https://hubs.li/Q04yT6Rh0</a>See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer" target="_blank">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer" target="_blank">https://art19.com/privacy#do-not-sell-my-info</a>.

What if the biggest mistake companies are making with AI is trying to improve individual tasks instead of redesigning the entire process? In this episode of the HR Leaders Podcast, I sit down with Bruno Da Sola, Group Chief People Officer at Inetum, to explore what changed when the company moved beyond scattered AI experiments and started redesigning critical end-to-end workflows. For HR leaders, the bigger lesson is not simply to add more AI tools. It is to identify the workflows that matter most to the business, redesign them around outcomes, and be transparent with employees about what the change means for their work. 5 things you’ll learn from this episode:Why asking employees for individual AI use cases did not create the business impact Bruno expectedThe change in approach that helped Inetum move from scattered experimentation to end-to-end AI transformationHow one workforce process went from taking weeks to producing results in minutesWhy Bruno believes the most powerful AI workflows still need carefully chosen human interventionThe mistake HR leaders may be making by choosing small, low-impact processes to prove the value of AI 🙏 Thank you to our series partner, Leapsome AI is already reshaping HR. Learn how to build an agentic HR team in six months and unlock Leapsome’s €24K Accelerator plus its HRIS Foundation at no extra cost before 31 December → https://hubs.li/Q04yT6Rh0 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

What if the biggest mistake companies are making with AI is trying to improve individual tasks instead of redesigning the entire process?In this episode of the HR Leaders Podcast, I sit down with <a href="https://www.linkedin.com/article/edit/7511380103424221186/#" rel="noopener noreferrer">Bruno Da Sola</a>, Group Chief People Officer at <a href="https://www.linkedin.com/article/edit/7511380103424221186/#" rel="noopener noreferrer">Inetum</a>, to explore what changed when the company moved beyond scattered AI experiments and started redesigning critical end-to-end workflows.For HR leaders, the bigger lesson is not simply to add more AI tools. It is to identify the workflows that matter most to the business, redesign them around outcomes, and be transparent with employees about what the change means for their work. 5 things you’ll learn from this episode:<ol><li>Why asking employees for individual AI use cases did not create the business impact Bruno expected</li><li>The change in approach that helped Inetum move from scattered experimentation to end-to-end AI transformation</li><li>How one workforce process went from taking weeks to producing results in minutes</li><li>Why Bruno believes the most powerful AI workflows still need carefully chosen human intervention</li><li>The mistake HR leaders may be making by choosing small, low-impact processes to prove the value of AI</li></ol> 🙏 Thank you to our series partner, LeapsomeAI is already reshaping HR. Learn how to build an agentic HR team in six months and unlock Leapsome’s €24K Accelerator plus its HRIS Foundation at no extra cost before 31 December → <a href="https://hubs.li/Q04yT6Rh0" rel="noopener noreferrer">https://hubs.li/Q04yT6Rh0</a>See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer">https://art19.com/privacy#do-not-sell-my-info</a>.

How to Move From AI Pilots to Real Business Impact

How Endeavor Health Is Building One Culture Across Four Health SystemsIn this episode of the HR Leaders Podcast, I sit down with Dianna Sparacino, MBA, SPHR, Chief People Officer at Endeavor Health , to explore how the organisation is bringing multiple healthcare institutions together as one system while continuing to protect what matters most to its people, patients and communities.For HR leaders, the conversation raises a bigger question about the connection between employee experience and patient experience. From supporting frontline caregivers to experimenting with AI, knowledge transfer and new approaches to leadership development, Dianna shares what Endeavor is learning as it continues building one organisation from several distinct histories. 5 things you’ll learn from this episode:<ol><li>The difficult balance Endeavor had to navigate when bringing four healthcare organisations into one system</li><li>Why frontline leaders may be the difference between employees understanding a transformation and simply experiencing more change</li><li>What prompted Endeavor to move from allowing culture to evolve naturally to shaping it much more intentionally</li><li>How the organisation is thinking about the relationship between employee experience and the quality of patient care</li><li>Where AI, simulation and new technology could help solve some of healthcare's toughest time, knowledge and capability challenges</li></ol> 🙏 Thank you to our series partner, LeapsomeThe companies pulling furthest ahead are already rewriting how HR works. Explore 5,000+ data points from 100 leading tech companies and learn what their 2027 playbook looks like → https://hubs.li/Q04wvZ7g0See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer" target="_blank">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer" target="_blank">https://art19.com/privacy#do-not-sell-my-info</a>.

How Endeavor Health Is Building One Culture Across Four Health Systems In this episode of the HR Leaders Podcast, I sit down with Dianna Sparacino, MBA, SPHR, Chief People Officer at Endeavor Health , to explore how the organisation is bringing multiple healthcare institutions together as one system while continuing to protect what matters most to its people, patients and communities. For HR leaders, the conversation raises a bigger question about the connection between employee experience and patient experience. From supporting frontline caregivers to experimenting with AI, knowledge transfer and new approaches to leadership development, Dianna shares what Endeavor is learning as it continues building one organisation from several distinct histories. 5 things you’ll learn from this episode:The difficult balance Endeavor had to navigate when bringing four healthcare organisations into one systemWhy frontline leaders may be the difference between employees understanding a transformation and simply experiencing more changeWhat prompted Endeavor to move from allowing culture to evolve naturally to shaping it much more intentionallyHow the organisation is thinking about the relationship between employee experience and the quality of patient careWhere AI, simulation and new technology could help solve some of healthcare's toughest time, knowledge and capability challenges 🙏 Thank you to our series partner, Leapsome The companies pulling furthest ahead are already rewriting how HR works. Explore 5,000+ data points from 100 leading tech companies and learn what their 2027 playbook looks like → https://hubs.li/Q04wvZ7g0 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

How Endeavor Health Is Building One Culture Across Four Health SystemsIn this episode of the HR Leaders Podcast, I sit down with Dianna Sparacino, MBA, SPHR, Chief People Officer at Endeavor Health , to explore how the organisation is bringing multiple healthcare institutions together as one system while continuing to protect what matters most to its people, patients and communities.For HR leaders, the conversation raises a bigger question about the connection between employee experience and patient experience. From supporting frontline caregivers to experimenting with AI, knowledge transfer and new approaches to leadership development, Dianna shares what Endeavor is learning as it continues building one organisation from several distinct histories. 5 things you’ll learn from this episode:<ol><li>The difficult balance Endeavor had to navigate when bringing four healthcare organisations into one system</li><li>Why frontline leaders may be the difference between employees understanding a transformation and simply experiencing more change</li><li>What prompted Endeavor to move from allowing culture to evolve naturally to shaping it much more intentionally</li><li>How the organisation is thinking about the relationship between employee experience and the quality of patient care</li><li>Where AI, simulation and new technology could help solve some of healthcare's toughest time, knowledge and capability challenges</li></ol> 🙏 Thank you to our series partner, LeapsomeThe companies pulling furthest ahead are already rewriting how HR works. Explore 5,000+ data points from 100 leading tech companies and learn what their 2027 playbook looks like → https://hubs.li/Q04wvZ7g0See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer">https://art19.com/privacy#do-not-sell-my-info</a>.

How to Shape Workplace Culture in 2027

Employee listening only matters if people can see what changed because they spoke up.In this episode of the HR Leaders Podcast, I sit down with <a href="https://www.linkedin.com/article/edit/7506373511414816773/#" rel="noopener noreferrer" target="_blank">Amy Schultz</a> of <a href="https://www.linkedin.com/article/edit/7506373511414816773/#" rel="noopener noreferrer" target="_blank">DTE Energy</a> to explore how employee listening can become a real operating system for culture and business performance.For HR leaders, the bigger challenge is not collecting more employee data. It is building the leadership accountability, feedback loops and operating rhythms that turn sentiment into visible change. As organisations navigate AI, transformation and increasing uncertainty, Amy shares why culture has to become part of how the business operates, not something HR manages alongside it.5 things you’ll learn from this episode:<ol><li>What DTE discovered when employees started signalling that their opinions were not being heard as strongly as before</li><li>The mechanism that helped move engagement from an HR-owned process to an executive leadership priority</li><li>How DTE goes beyond survey scores to uncover what is really sitting underneath employee sentiment</li><li>Why closing the feedback loop can matter just as much as taking action on the feedback itself</li><li>How changing technology and AI are influencing the capabilities DTE may prioritise differently in future talent decisions</li></ol> 🙏 Thank you to our series partner, LeapsomeThe companies pulling furthest ahead are already rewriting how HR works. Explore 5,000+ data points from 100 leading tech companies and learn what their 2027 playbook looks like → https://hubs.li/Q04wvZ7g0See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer" target="_blank">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer" target="_blank">https://art19.com/privacy#do-not-sell-my-info</a>.

Employee listening only matters if people can see what changed because they spoke up. In this episode of the HR Leaders Podcast, I sit down with Amy Schultz of DTE Energy to explore how employee listening can become a real operating system for culture and business performance. For HR leaders, the bigger challenge is not collecting more employee data. It is building the leadership accountability, feedback loops and operating rhythms that turn sentiment into visible change. As organisations navigate AI, transformation and increasing uncertainty, Amy shares why culture has to become part of how the business operates, not something HR manages alongside it. 5 things you’ll learn from this episode:What DTE discovered when employees started signalling that their opinions were not being heard as strongly as beforeThe mechanism that helped move engagement from an HR-owned process to an executive leadership priorityHow DTE goes beyond survey scores to uncover what is really sitting underneath employee sentimentWhy closing the feedback loop can matter just as much as taking action on the feedback itselfHow changing technology and AI are influencing the capabilities DTE may prioritise differently in future talent decisions 🙏 Thank you to our series partner, Leapsome The companies pulling furthest ahead are already rewriting how HR works. Explore 5,000+ data points from 100 leading tech companies and learn what their 2027 playbook looks like → https://hubs.li/Q04wvZ7g0 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Employee listening only matters if people can see what changed because they spoke up.In this episode of the HR Leaders Podcast, I sit down with <a href="https://www.linkedin.com/article/edit/7506373511414816773/#" rel="noopener noreferrer">Amy Schultz</a> of <a href="https://www.linkedin.com/article/edit/7506373511414816773/#" rel="noopener noreferrer">DTE Energy</a> to explore how employee listening can become a real operating system for culture and business performance.For HR leaders, the bigger challenge is not collecting more employee data. It is building the leadership accountability, feedback loops and operating rhythms that turn sentiment into visible change. As organisations navigate AI, transformation and increasing uncertainty, Amy shares why culture has to become part of how the business operates, not something HR manages alongside it.5 things you’ll learn from this episode:<ol><li>What DTE discovered when employees started signalling that their opinions were not being heard as strongly as before</li><li>The mechanism that helped move engagement from an HR-owned process to an executive leadership priority</li><li>How DTE goes beyond survey scores to uncover what is really sitting underneath employee sentiment</li><li>Why closing the feedback loop can matter just as much as taking action on the feedback itself</li><li>How changing technology and AI are influencing the capabilities DTE may prioritise differently in future talent decisions</li></ol> 🙏 Thank you to our series partner, LeapsomeThe companies pulling furthest ahead are already rewriting how HR works. Explore 5,000+ data points from 100 leading tech companies and learn what their 2027 playbook looks like → https://hubs.li/Q04wvZ7g0See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer">https://art19.com/privacy#do-not-sell-my-info</a>.

How to Build an Employee Listening Strategy

What if burnout is not only about how much you work, but what you believe success requires from you?In this episode of the HR Leaders Podcast, I sit down with <a href="https://www.linkedin.com/in/nabeelaixtabalan/" rel="noopener noreferrer" target="_blank">Nabeela Elsayed, MS, ACC</a>, author of Breaking Burnout, to explore why high achievers can become exhausted even when they love their work, have supportive leaders and are succeeding on paper. Her research challenges the idea that burnout can always be explained by a toxic workplace or an individual who simply needs better boundaries.For HR leaders, the conversation raises a bigger question about how we think about wellbeing at work. Burnout sits inside a wider system of work, relationships, caregiving, identity, expectations and personal beliefs, which means sustainable performance may require organisations and individuals to rethink far more than workload alone.5 things you’ll learn from this episode:<ol><li>Why some of the highest-performing people can also be the most vulnerable to burnout</li><li>The success belief Nabeela believes can keep people working harder long after hard work stops helping</li><li>Why having a strong sense of purpose can sometimes create an unexpected burnout risk</li><li>What Nabeela learned from sports scientists about performing at a high level without constantly operating at maximum intensity</li><li>The identity shift that can help ambitious people build a healthier relationship with work without giving up ambition</li></ol> 🙏 Thank you to our series partner, LeapsomeThe companies pulling furthest ahead are already rewriting how HR works. Explore 5,000+ data points from 100 leading tech companies and learn what their 2027 playbook looks like → https://hubs.li/Q04wvZ7g0See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer" target="_blank">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer" target="_blank">https://art19.com/privacy#do-not-sell-my-info</a>.

What if burnout is not only about how much you work, but what you believe success requires from you? In this episode of the HR Leaders Podcast, I sit down with Nabeela Elsayed, MS, ACC, author of Breaking Burnout, to explore why high achievers can become exhausted even when they love their work, have supportive leaders and are succeeding on paper. Her research challenges the idea that burnout can always be explained by a toxic workplace or an individual who simply needs better boundaries. For HR leaders, the conversation raises a bigger question about how we think about wellbeing at work. Burnout sits inside a wider system of work, relationships, caregiving, identity, expectations and personal beliefs, which means sustainable performance may require organisations and individuals to rethink far more than workload alone. 5 things you’ll learn from this episode:Why some of the highest-performing people can also be the most vulnerable to burnoutThe success belief Nabeela believes can keep people working harder long after hard work stops helpingWhy having a strong sense of purpose can sometimes create an unexpected burnout riskWhat Nabeela learned from sports scientists about performing at a high level without constantly operating at maximum intensityThe identity shift that can help ambitious people build a healthier relationship with work without giving up ambition 🙏 Thank you to our series partner, Leapsome The companies pulling furthest ahead are already rewriting how HR works. Explore 5,000+ data points from 100 leading tech companies and learn what their 2027 playbook looks like → https://hubs.li/Q04wvZ7g0 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

What if burnout is not only about how much you work, but what you believe success requires from you?In this episode of the HR Leaders Podcast, I sit down with <a href="https://www.linkedin.com/in/nabeelaixtabalan/" rel="noopener noreferrer">Nabeela Elsayed, MS, ACC</a>, author of Breaking Burnout, to explore why high achievers can become exhausted even when they love their work, have supportive leaders and are succeeding on paper. Her research challenges the idea that burnout can always be explained by a toxic workplace or an individual who simply needs better boundaries.For HR leaders, the conversation raises a bigger question about how we think about wellbeing at work. Burnout sits inside a wider system of work, relationships, caregiving, identity, expectations and personal beliefs, which means sustainable performance may require organisations and individuals to rethink far more than workload alone.5 things you’ll learn from this episode:<ol><li>Why some of the highest-performing people can also be the most vulnerable to burnout</li><li>The success belief Nabeela believes can keep people working harder long after hard work stops helping</li><li>Why having a strong sense of purpose can sometimes create an unexpected burnout risk</li><li>What Nabeela learned from sports scientists about performing at a high level without constantly operating at maximum intensity</li><li>The identity shift that can help ambitious people build a healthier relationship with work without giving up ambition</li></ol> 🙏 Thank you to our series partner, LeapsomeThe companies pulling furthest ahead are already rewriting how HR works. Explore 5,000+ data points from 100 leading tech companies and learn what their 2027 playbook looks like → https://hubs.li/Q04wvZ7g0See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer">https://art19.com/privacy#do-not-sell-my-info</a>.

5 Hidden Burnout Risks for High Achievers

Episode #3 - We are joined by Dawn Robinson, Global HR Director, Nomad Digital. Watch the video footage from the podcast here: http://bit.ly/HRDLeadersPodcast.See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer" target="_blank">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer" target="_blank">https://art19.com/privacy#do-not-sell-my-info</a>.

Episode #3 - We are joined by Dawn Robinson, Global HR Director, Nomad Digital. Watch the video footage from the podcast here: http://bit.ly/HRDLeadersPodcast. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Episode #3 - We are joined by Dawn Robinson, Global HR Director, Nomad Digital. Watch the video footage from the podcast here: http://bit.ly/HRDLeadersPodcast.See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer">https://art19.com/privacy#do-not-sell-my-info</a>.

Dawn Robinson, Global HR Director, Nomad Digital

Episode #1 - We are joined by Stephane Charbonnier, CHRO, L'Oreal. Subscribe to the HR Leaders Newsletter here <a href="http://www.hrdleaders.com/subscribe" target="_blank">www.hrdleaders.com/subscribe</a>See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer" target="_blank">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer" target="_blank">https://art19.com/privacy#do-not-sell-my-info</a>.

Episode #1 - We are joined by Stephane Charbonnier, CHRO, L'Oreal. Subscribe to the HR Leaders Newsletter here www.hrdleaders.com/subscribe See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Episode #1 - We are joined by Stephane Charbonnier, CHRO, L'Oreal. Subscribe to the HR Leaders Newsletter here&nbsp;<a href="http://www.hrdleaders.com/subscribe" rel="noopener noreferrer">www.hrdleaders.com/subscribe</a>See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer">https://art19.com/privacy#do-not-sell-my-info</a>.

Stephane Charbonnier, CHRO, L'Oreal

Episode #2 - We are joined by Savio DSouza, Talent & Development Director Europe EMEA, Coca-Cola. Watch the video footage from the podcast here: http://bit.ly/HRDLeadersPodcast.See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer" target="_blank">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer" target="_blank">https://art19.com/privacy#do-not-sell-my-info</a>.

Episode #2 - We are joined by Savio DSouza, Talent & Development Director Europe EMEA, Coca-Cola. Watch the video footage from the podcast here: http://bit.ly/HRDLeadersPodcast. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

&nbsp;Episode #2 - We are joined by Savio DSouza, Talent &amp; Development Director Europe EMEA, Coca-Cola. Watch the video footage from the podcast here: http://bit.ly/HRDLeadersPodcast.See Privacy Policy at <a href="https://art19.com/privacy" rel="noopener noreferrer">https://art19.com/privacy</a> and California Privacy Notice at <a href="https://art19.com/privacy#do-not-sell-my-info" rel="noopener noreferrer">https://art19.com/privacy#do-not-sell-my-info</a>.

Savio DSouza, Talent & Development Director Europe EMEA, Coca-Cola

Join host Chris Rainey on the HR Leaders Podcast, where he sits down with top Chief People Officers, CHROs, and leading HR experts to uncover the strategies, trends, and insights shaping the future of human resources. Each episode dives into best practices in people management, leadership challenges, and transformative HR innovations that impact both business success and society at large. Whether you're an HR professional or simply passionate about modern workplace strategies, this podcast delivers expert advice, real-world experiences, and the latest trends in HR, making it your go-to resource for all things human resources.

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Join host Chris Rainey on the HR Leaders Podcast, where he sits down with top Chief People Officers, CHROs, and leading HR experts to uncover the strategies, trends, and insights shaping the future of human resources. Each episode dives into best practices in people management, leadership challenges, and transformative HR innovations that impact both business success and society at large. Whether you're an HR professional or simply passionate about modern workplace strategies, this podcast delivers expert advice, real-world experiences, and the latest trends in HR, making it your go-to resource for all things human resources.

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