HR Voices

Caring for the Caregivers: UAB Medicine’s CHRO on High‑Stakes HR, Recognition at Scale, and AI‑Powered Hiring

Summary

When your organization is the primary destination for critical care, how do you support the people who support patients—without breaking under pressure?

John Petrov, Chief Human Resources Officer at UAB Medicine, leads HR for a 1,300+ bed academic medical center and a statewide health system employing 37,000 people.

He shares what HR looks like in the second-most regulated industry in the U.S., from building rock-solid frontline leader relationships to removing roadblocks that delay care.

John reframes “housekeeping” as infection prevention, breaks down why volume and environment shape patient experience, and details how UAB equips caregivers through rigorous onboarding, ongoing competencies, wellness incentives, and 24/7 support.

He also unveils “Applause,” a system-wide recognition platform, and the feedback engine behind 83% engagement survey participation.

Finally, John explains how UAB is using Phenom’s AI to automate recruiting workflows, accelerate candidate connections, and free teams to focus on the human moments that matter closing with two simple leadership principles that travel across industries.

Timestamps

[00:45] – UAB Medicine’s footprint: academic medical center, statewide hospitals, and CHRO scope

[03:00] – High-stakes reality: healthcare as the #2 most regulated industry and why it matters

[05:02] – Supporting caregivers: frontline leader relationships, clearing barriers, and EVS as infection prevention

[08:01] – Collaboration challenges: personalities, ER volume, and the ripple effects on patient experience

[11:15] – Nurturing the workforce: onboarding, annual competencies, EAP, and wellness incentives

[13:20] – Recognition that sticks: launching “Applause” for peer-to-peer points and milestones

[15:40] – Real feedback loops: 83% engagement, action plans, town halls, and transparent “not now”

[19:25] – AI in talent acquisition: Phenom to source, schedule, and speed up candidate connection

[21:55] – What AI changes: less transactional work, more time to sell mission, values, and culture

[23:53] – Parting advice: do all you can for your people; make a positive difference

Takeaways

- Strengthen frontline leader-caregiver relationships and remove barriers that delay care.

- Treat environmental services as critical infection prevention, not just “housekeeping.”

- Close the feedback loop: drive high engagement, publish action plans, and explain the “why” behind decisions.

- Incentivize preventive health to boost wellbeing and contain benefit costs.

- Recognize often and publicly—use a scalable, peer-to-peer platform tied to values and milestones.

- Automate recruiting workflows with AI to accelerate candidate engagement and redirect recruiter time to high-impact conversations.

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance

conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

Leading Through Uncertainty: AvidXchange’s CPO on Visible Leadership, AI as Input, and the Power of Human Connection

When uncertainty lingers, decision-making slows and performance suffers.
Todd Cunningham, Chief People Officer at AvidXchange, brings 38 years of HR leadership across Fortune 50 enterprises, mid-sized organizations, and high-growth startups.

Having sat “in every seat” of the HR function, he’s spent the last 11 years helping AvidXchange (a 26-year-old fintech with ~$500M in revenue) deepen its culture and elevate performance.

From Charlotte HQ, where employees intentionally create “collisions” Tue–Thu, Todd explains why leading through ambiguity is a must-have skill and how to be the lighthouse: manage your own mindset, be visible and vulnerable, and re-anchor teams on clear priorities.

He argues that AI isn’t replacing human connection it’s amplifying the need for it. With 2x the volume of AI-generated job applications, AvidXchange is doubling down on human sourcing and referrals, while using AI as an input (not an output) in HR: benefits Q&A, targeted engagement follow-ups, and manager coaching avoiding “cognitive laziness” and hallucinations.

Todd closes with a reminder that deep, trusting relationships are the ultimate performance advantage—and now is the moment to turn uncertainty into competitive distance.

Timestamps

[00:45] – Company and role: AvidXchange’s growth, Charlotte HQ, hybrid rhythm, and “collisions”

[02:30] – The performance cost of prolonged uncertainty: caution, risk-taking, and decision speed

[05:26] – Leading through ambiguity: be the lighthouse; watch the stories you tell yourself

[07:55] – Visible and vulnerable leadership: engage openly, clarify priorities, create advantage

[10:24] – AI at AvidXchange: embrace curiosity; why tech is reinforcing human connection

[11:40] – Recruiting in the AI era: resume deluge, back to human prospecting, input vs. output

[15:15] – HR’s seat at the AI table: guardrails, training, and practical use cases in HR

[17:50] – Reducing recency bias and scaling fairness with AI—plus the human check on hallucinations

[20:06] – Final lens: performance is built on deep, trusting relationships

Takeaways

• Lead through ambiguity be the calm, visible “lighthouse” your team needs.
• Challenge the stories you tell yourself; model vulnerability to invite real dialogue.
• Re-anchor teams on a short list of priorities and why they matter to sustain performance.
• Treat AI as an input, not an output avoid cognitive laziness and add human judgment.
• Put HR at the AI strategy table; set ethics, train the org, and enable practical adoption.
• Rediscover the human edge: source through referral

Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

Feeling the pressure of AI acceleration, talent gaps, and organizational change fatigue?

The Hackett Group® AI XPLR™ tool helps organizations identify and evaluate AI opportunities at the work-step level across the front, middle and back office – including agentic workflow designs and ROI forecast.

Discover the tool here: https://www.thehackettgroup.com/ai-xplr/

Harry Osle, Chief Human Resources Officer at The Hackett Group, offers a clear, practical roadmap.

With 1,400+ employees, 300 global contractors, and 28 years helping the world’s leading companies benchmark and transform talent, finance, and operations, Harry brings a rare, dual-lens perspective: advising global enterprises on transformation—while leading it inside his own organization.

Harry shares how HR’s role is shifting from “policy and support” to architecting change velocity ensuring organizations evolve internally fast enough to keep pace with the market. He breaks down what reskilling looks like in practice, how to design learning that people actually engage with, and why education must be treated as an ongoing investment, not a compliance checkbox.

Expect specifics: how Hackett gamified continuous learning, how they identify internal “momentum carriers” to champion AI adoption, and why their first AI automation was intentionally small—birthday and anniversary announcements—to test governance, trust, and workflow readiness before tackling more strategic functions.

Harry also shares a grounded framework for assessing AI use cases, evaluating build-vs-buy decisions, and sequencing change so teams don’t get overwhelmed. And he closes with a powerful reminder: the future of work may be digital—but thriving in it is deeply human.

Timestamps

[00:42] – Who The Hackett Group serves and how they use benchmarking + IP to drive transformation
[02:01] – The new challenge: external change velocity vs. internal readiness
[03:42] – Tactics to stay ahead: reskilling, daily learning, and education as strategic infrastructure
[05:33] – Designing learning that sticks: gamification, chapter pacing, and fresh curriculum
[08:28] – Harnessing internal enthusiasts as AI champions and cultural accelerators
[09:55] – Hackett’s AI Explorer: mapping where AI fits in real workflows
[12:04] – Starting small: automating birthday + anniversary workflows to test trust + governance
[14:56] – Why some AI pilots fail—and how to evaluate “right-sized” opportunities
[17:53] – Operational use cases where AI unlocks the fastest ROI
[19:39] – Harry’s closing insight: balancing tech progress with deeply human leadership

Takeaways

- HR’s role is to reduce the gap between external change and internal capability.Treat education as strategic infrastructure, not a cost center.

- Gamify and refresh learning to keep employees curious and engaged.

- Start AI with small, low-risk, high-volume workflows to build confidence and governance maturity.

- Identify internal “momentum builders” to champion change from within.

- The future of work is not only digital—it’s human-centered transformation at scale.

Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

Wrestling with AI hype, budget pressure, and messy HR workflows?

Kelley Morse, Chief People Officer at Bullhorn—the market leader powering 10,000+ staffing and recruitment firms—offers a grounded blueprint.

With 25+ years in market, 1,300 employees, and an AI-forward product (Amplify), Kelley shares a rare dual view: building AI into a platform recruiters already live in, while introducing it inside her own People team.

She recounts her unconventional rise from individual contributor to CPO during COVID—guided by a mentor and centered on impact—and breaks down what’s next in 2025: navigating SaaS headwinds while upskilling for AI.

Expect specifics: why AI must be “built where you live” to win adoption, how her team mapped the full employee lifecycle, and the first pilot they’re launching to deflect 15,000 HR emails with self-service.

Kelley also explains how to run bottom-up pilots, make smart build-vs-buy calls, and avoid “scaling garbage processes.” She closes with a pragmatic reimagining of performance management—let AI assemble the receipts, then keep the human conversation—and candid career advice for leaders who feel “behind.”

Timestamps

[00:45] – Who Bullhorn serves and where AI fits in the platform

[01:34] – Kelley’s path to CPO: joining as an IC, COVID turmoil, and mentorship

[05:08] – 2025 outlook: SaaS headwinds and the AI talent opportunity

[06:41] – Amplify and the “built where you live” rule for effective AI

[09:09] – People Ops pilots: HR self‑service to deflect 15k emails and lifecycle use cases

[12:13] – Adoption strategy: bottom‑up pilots, build‑vs‑buy, and investment discipline

[14:13] – Redesign the work: from surveys to performance reviews—don’t scale broken processes

[19:18] – Parting advice for HR leaders: ditch impostor syndrome and lean in

Takeaways

- Embed AI where people already work to drive adoption and leverage existing data.

- Start with high-volume, low-risk wins (e.g., HR self-service to deflect tier‑one inquiries).

- Pilot bottom-up: let functions test, prove value, and scale only when outcomes are clear.

- Rebuild workflows before layering tech—otherwise you just automate bad processes.

- Use AI to prepare performance reviews (aggregate and summarize inputs) while humans lead the conversation.

- Be disciplined on build vs. buy—leverage internal expertise and invest where your org can absorb and sustain change.

Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations.

It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

Running HR in a 24/7 Hospital: Stony Brook’s CHRO on Behavior-Based Leadership and AI

Connect with Colette Brown: https://www.linkedin.com/in/colettebrownhr/

Summary

How do you lead 10,000 caregivers across three shifts without losing consistency, compassion, or speed?

Colette Brown, Chief Human Resources Officer at Stony Brook University Hospital—the only Level I trauma center in Suffolk County and recently ranked #1 in New York for pediatric care and #7 in the nation—explains how her team supports a round-the-clock workforce.

Colette shares why leadership is the core challenge in healthcare HR and how to replace labels like “toxic” with pinpointed behaviors you can coach.

She walks through Stony Brook’s homegrown manager training (verbs over adjectives, real role-plays, and ER partnership) and how they prepare leaders for tough reactions while preserving empathy and fairness.

Colette also details their AI journey, including “Herbie,” a 24/7 HR chatbot built to handle high-volume, high-urgency questions—from leaves and timesheets to employment verifications—and why continuous monitoring matters.

Along the way, she reflects on COVID-era heroism, practical resilience, and career advice for rising HR leaders. Expect actionable tools for behavior-based leadership, self-service at scale, and using AI to reduce anxiety before investigations and difficult conversations.

Timestamps

[00:38] – Stony Brook’s footprint, rankings, and mission-driven culture

[01:56] – Why healthcare HR is hardest: 24/7 staffing and emotional labor

[04:44] – COVID heroism: SUNY Upstate nurses, community support, lasting lessons

[06:18] – 2026 priorities: leadership, fairness, and the “attitude trap”

[08:44] – From labels to behaviors: verbs, pinpointing, and practical training

[11:22] – Coaching managers: ER partnership and preparing for tough reactions

[15:12] – AI in HR: launching “Herbie,” the 24/7 HR chatbot

[17:58] – What employees ask most—and how self-service changes HR

Takeaways

- Replace labels with observable behaviors; coach using verbs and specific examples.

- Build manager capability with role-plays, scripts, and ER support to handle difficult reactions.

- Standardize fairness and consistency across shifts; set clear expectations and address issues early.

- Use AI to rehearse investigations and tough conversations to reduce anxiety and improve outcomes.

- Deploy a 24/7 HR chatbot; curate content, track trends, and continuously refine answers.

- Invest in caregiver well-being and resilience to sustain performance in a round-the-clock environment.

Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

Building a Magnet for Engineers: Langan’s CHRO on AI, Flexibility, and Teamship

Summary

When retirements equal graduates and infrastructure demand surges, how do you grow a human-capital business?

Donovan Mattole, Chief Human Resources Officer at Langan, a global engineering and environmental consulting firm, breaks down how his team competes in a structural talent shortage.

He shares Langan’s “magnet for talent” strategy blending hybrid flexibility, development-first leadership, and unique rewards like compensatory time with an industry-wide push to expand the pipeline through STEM outreach and smart immigration.

Donovan details a practical listening strategy (surveys, focus groups, and on-the-ground visits to 50 offices), reframes the Gen Z value proposition around purpose and long-term careers, and shows how his HR team is preparing for 2026 with AI-powered development plans.

Expect candid lessons on when to build vs. buy AI (from Microsoft Copilot-enabled chatbots to partnering with Atlas Copilot), why “teamship” beats leader-centric models, and how values must anchor decision-making amid fast-changing tech.

Timestamps

[00:45] – Who Langan serves and why it’s a pure human-capital business

[02:07] – 2026 challenge: engineering talent crunch and the scale of demand

[03:43] – Becoming a “magnet for talent”: flexibility, development, and comp time

[05:50] – Expanding the pipeline: STEM outreach, F‑1 to H‑1B, and industry collaboration

[06:48] – Listening strategy: surveys, pulses, focus groups, and site visits across 50 offices

[08:23] – Rethinking Gen Z retention: purpose, connection, and full-career value at one company

[10:09] – Upskilling HR for 2026: development plans and AI-created learning pathways

[11:38] – Build vs. buy AI: Atlas Copilot pilots and an in-house HR policy chatbot

[16:31] – Don’t chase shiny objects: keep trust, values, and managers at the center

[18:02] – From leadership to “teamship”: distributing accountability across the team

[19:40] – Final advice: live your values and use them for daily decision-making

Takeaways

- Compete in tight talent markets by designing a true “magnet employer”: flexible hybrid work, visible development paths, and unique rewards like comp time.

- Expand supply, not just demand: partner across industry, invest in K–12 STEM interest, and leverage F‑1 OPT to H‑1B for critical skills.

- Listen systemically and locally combine surveys and focus groups with leadership walkabouts to surface what employees actually value.

- Reposition retention for Gen Z: sell purpose, connection, growth, and the benefits of building a full career at one company.

- Use AI intentionally: buy solutions for well-defined outcomes, build selectively in-house, and equip HR with AI-driven learning pathways.

- Shift from leader-centric management to “teamship” so accountability, communication, and innovation are shared across the team.

- Anchor transformation in values use them as decision-making guardrails amid rapid technological change.

Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

Summary

Acquisitions are messy unless you have a plan to keep culture, talent, and momentum intact. Kathleen Weslock, former CHRO at Ansys (now part of Synopsys), employment lawyer, and ex-Mercer consultant, shares the playbook her team used to navigate a multibillion-dollar deal with low turnover and high trust.

She explains how to run HR like a Swiss train during M&A, from 1,000+ employee listening sessions to identifying “critical roles” (including hidden gatekeepers) and deploying global equity to retain top engineers. Kathleen details the leadership development her team built for turbulent times resilience, change management, and DISC-informed coaching plus why HR must align every dollar to business outcomes and avoid “shiny AI” distractions.

She also calls out broken talent acquisition practices (ghosting, premature references) and how to fix candidate experience fast, then makes the case for people analytics and labor economics as core CHRO skills.

Expect practical guidance on CEO alignment, speaking in ROI, and protecting culture while accelerating results.

Timestamps

[00:45] – Guest intro and the Ansys/Synopsys acquisition: mission, culture, and CHRO mandate

[05:25] – The M&A playbook: keep HR ops steady; use 1,000+ focus groups to build trust

[06:55] – Protecting critical talent: skills mapping, contingency chains, comp and global equity

[08:30] – Equipping leaders: resilience and change management, “above/below the line” coaching

[10:25] – 2026 outlook: align to business impact; spend wisely; avoid shiny-AI syndrome

[12:35] – Bespoke L&D that scales: HiPo development on a dime and DISC-based change programs

[14:30] – Fix TA first: stop ghosting, elevate candidate experience, and pulse employee sentiment

[16:40] – What trips CHROs up: subject-depth gaps, comp fluency, CEO alignment, and speaking ROI with data

Takeaways

- Run HR like a Swiss train in M&A keep core ops humming while increasing employee listening.

- Map critical roles and skills; create bespoke retention plans using fair comp and global equity.

- Equip managers with resilience, change management, and DISC-informed leadership tools.

- Align every HR investment to business outcomes; skip “shiny” tech unless it solves a defined problem.

- Repair talent acquisition now: end ghosting, treat candidates like customers, and protect your brand.

- Speak the CEO’s language with data build people analytics, labor economics, and compensation expertise to influence decisions.

Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

Episode Summary
What if HR didn’t feel like “HR”? In this episode of HR Voices, host Emily Fenech sits down with Steve Browne, Chief People Officer at LaRosa’s Pizzerias a Cincinnati-based, 71-year-old brand built on family, food, and fierce community pride.

Steve shares how LaRosa’s has cultivated a people-first culture where employees from teen cooks to long-time franchisees feel seen, heard, and supported.

With more than 1,000 team members and 65+ locations, Steve explains why HR at LaRosa’s isn’t about policies it’s about presence. He dives into the practice of “one plus one” conversations, why they ditched departments for a skills-first approach, and how intentional development is replacing outdated performance management.

The episode also explores how LaRosa’s is embracing technology (yes, even ChatGPT) while staying true to its local, human touch.

Whether you're leading a people team or just craving a slice of culture transformation, this conversation will leave you with practical insights and possibly hungry for pizza.

Timestamps

• [00:34] – Meet Steve Browne and the culture behind LaRosa’s Pizzerias

• [01:29] – What makes LaRosa’s “iconic” in Cincinnati

• [03:04] – Transforming HR’s image through presence and relationships

• [06:12] – Why showing up—without an agenda—builds trust

• [09:21] – Development over performance: A new way to grow people

• [13:48] – Rethinking departments: Moving from silos to shared skills

• [17:43] – How AI and tech are enhancing—not replacing human work

• [23:04] – Steve’s final advice: Lead with passion, not policy

  
  

Actionable Takeaways

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

How do you build one culture when half your workforce is therapists and the rest are tech and corporate?

Andrea Cooper, Chief People Officer at Talkspace, shares how a remote-only, publicly traded mental health company aligns a mixed workforce while scaling People Ops from startup to enterprise.

Andrea explains Talkspace’s care model from asynchronous messaging to live video, audio, and live-text sessions and why blending W2 and contracted therapists ensures access and coverage.

She details why Talkspace combined clinician and corporate all-hands, how they tailor follow-ups by role, and how a mental health-first environment normalizes therapy while reinforcing boundaries for HR.

On the operations side, Andrea breaks down the team’s shift to bring previously outsourced processes in-house, the impact of a Jira-powered service desk, and how BambooHR’s compensation module plus a company-wide career framework creates transparency and speed.

Expect pragmatic, scalable practices: using ticket data to fix communication gaps, designing systems that free HR from firefighting, and hiring creative experts to push the function forward.

Key Timestamps

• - [00:45] – What Talkspace offers: async messaging, live sessions, and workforce makeup
• - [03:31] – One company, shared all-hands: connecting therapists and core teams
• - [05:35] – Treating therapists as the frontline: tailoring expectations and comms
• - [06:47] – Mental health at work: openness, free therapy, and healthy boundaries
• - [11:20] – 2026 priorities: bringing People Ops processes in-house with a small, mighty team
• - [14:54] – From startup to public: why the team and tech are now ready for in-house HR
• - [16:52] – Systemized service: Jira ticketing to route requests, document, and surface trends
• - [19:10] – Career frameworks in BambooHR: comp transparency and faster, fairer decisions
• - [21:44] – Leadership advice: surround yourself with people who out-create and out-think you

Takeaways

• - Unify culture by sharing forums (one all-hands) while tailoring follow-ups to each role’s realities.
• - Centralize HR requests with a ticketing system to reduce firefighting, track SLAs, and spot communication gaps.
• - Bring People Ops in-house when team maturity and tooling support quality, compliance, and speed.
• - Codify a career framework and load comp data into your HRIS to drive transparent, consistent decisions.
• - Normalize mental health access while setting clear HR boundaries; leverage clinical experts without “playing therapist.”
• - Hire for creativity and expertise beyond your own to accelerate change and deliver better business outcomes.

Sponsor

AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early, so you can work proactively, not just put out fires.

See a demo at ⁠⁠⁠⁠https://www.allvoices.co/

Episode Summary

What does it take to build an AI-native HR culture?

In this episode of HR Voices, host Emily Fenech sits down with Kate Kemp, Chief People Officer at Restaurant365 the platform powering operations for major brands like McDonald’s, Taco Bell, and Wendy’s.

With past HR leadership roles at DocuSign and Airbnb, Kate brings a wealth of experience in people strategy at high-growth tech companies.

Kate shares how she’s preparing her teams for 2026 and beyond, emphasizing AI adoption, continuous learning, and a culture of curiosity over fear.

From implementing department-specific AI champions to launching hackathons that encourage cross-functional collaboration, Kate’s approach blends empowerment, experimentation, and empathy.

Whether you're just starting to explore AI or leading transformation at scale, this episode offers practical strategies for fostering a resilient, forward-thinking HR function.

Timestamps

• [00:45] – Meet Kate Kemp and her journey from Airbnb and DocuSign to Restaurant365

• [02:45] – Why embracing rapid change is the new HR superpower

• [04:42] – Building a growth mindset culture amid AI disruption

• [06:37] – Gamifying AI learning: empowering teams to pitch tools and test ideas

• [08:22] – Transforming recruiters into AI-savvy innovators

• [10:40] – The Champions Council: Scaling AI adoption across departments

• [12:45] – Designing “always-on” AI learning to avoid one-off training pitfalls

• [14:43] – Advice for HR leaders feeling behind on AI: start small, stay curious

Takeaways

• Foster a growth mindset by modeling curiosity and optimism around change

• Create AI champions to decentralize innovation and build internal expertise

• Encourage experimentation by inviting teams to test tools and pitch use cases

• Gamify learning to make AI adoption engaging, not overwhelming

• Build cross-functional alignment through collaborative forums and open dialogue

• Normalize the learning curve—no one’s “behind” if they’re paying attention and staying open

  
  

Our Sponsor
AllVoices brings all your employee relations work together in one place. No more jumping between spreadsheets, emails, and legacy systems—just one place to document and manage reports, cases, investigations, and performance conversations. It helps you run a more consistent process, takes busywork off your plate with AI, and makes it easier to spot trends early—so you can work proactively, not just put out fires. See a demo at ⁠⁠allvoices.co⁠⁠.