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.

How do you keep a global, mostly non-desk workforce informed, aligned, and proud to belong?

David Alsop, Chief Human Resources Officer at Ultradent Products, a global manufacturer of dental and oral health products, explains how his team connects a multilingual frontline through clarity, short-form video, and practical AI.

He shares why HR must act like content creators, how mobile-first comms outperform text for factory teams, and how translation tech now removes costly barriers across 20+ languages.

David also details Ultradent’s onsite-first philosophy, how to define flexibility by role without dividing office and line workers, and why recruiting with radical clarity prevents mis-hires. He breaks down “culture charters” that turn values into daily behaviors, job-level guides that set expectations, and a leadership frame—360 care that balances employees, customers, and company results.

Expect actionable examples, from filming on an iPhone with a gimbal to using Microsoft Copilot, ChatGPT, and Viva Engage to scale clear, inclusive communication.

Key Timestamps

• - [00:45] – Guest intro: Ultradent’s global footprint and the “apex” of individualism and unity
• - [01:51] – What’s unique about HR in manufacturing vs. tech: keeping non-desk workers connected
• - [04:01] – HR as content creators: short-form video, mobile-first comms, filming on the floor
• - [05:57] – Practical AI: Copilot/ChatGPT to refine tone, translation at scale, Viva Engage
• - [08:52] – 2026 people challenges: engagement vs. “apex connection” and recruiting with clarity
• - [11:15] – Onsite-first culture: collaboration, trust, and defining flexibility by role
• - [14:29] – From values to behaviors: culture guides, job-level expectations, and team charters
• - [16:36] – 360 care: balancing employees, customers, and company performance

Takeaways

• - Make HR a content studio: use short, mobile-first video to reach frontline teams; film, interview, and ship usable clips.
• - Leverage AI to sharpen communications and translate instantly; judge messages by outcomes, not authorship.
• - Recruit with radical clarity about culture (e.g., onsite-first) to attract right-fit talent and avoid misalignment.
• - Define flexibility by role: shifts and schedules for manufacturing; location flexibility where it truly fits.
• - Turn values into operating norms via culture charters and job-level guides; practice peer accountability.
• - Lead with 360 care—balance employees, customers, and company results for sustainable performance.

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.

Episode Summary

In a world where AI is reshaping every corner of work, how can HR teams lead the way without leaving people behind? In this episode of HR Voices, host Emily Fenech speaks with Laura Maffucci, VP and Head of Human Resources at G-P Globalization Partners, a leader in Employer of Record (EOR) services and now, a pioneer in HR compliance AI with their tool GIA.

Laura shares her unique vantage point as both an HR leader and a builder of HR tech, offering a rare look at how GP is approaching AI adoption across a global workforce.

From launching an internal AI council and Slack-driven idea-sharing, to AI “Awesomeness Awards” and strict data security protocols, Laura explains how GP empowers employees to experiment with AI in a safe and supported environment.

This episode explores the psychological hurdles employees face when adopting new tech, the real risks of AI misuse, and how HR can be both enablers and ethical stewards in this new era. If you're wondering how to implement AI in a people-first way or how to help your team feel less afraid of the future this conversation is packed with insights you can use.

Timestamps

• [00:35] – Introduction to Laura Maffucci and her role at GP

• [01:01] – What GP does: EOR services and their AI tool, GIA

• [02:37] – The biggest challenge in 2025: Change fatigue and AI overwhelm

• [03:30] – How GP enables employees to adopt AI with confidence

• [05:28] – Balancing fear and opportunity: Why AI won’t replace you—but could replace those who resist it

• [07:31] – Combatting the stigma: Why using AI isn’t “cheating”

• [09:24] – How GIA was built: Trust, accuracy, and HR-legal vetting

• [12:27] – AI “Awesomeness Awards” and the power of safe experimentation

• [13:42] – Advice for HR leaders feeling behind on AI adoption

Takeaways

• Create a culture of psychological safety to encourage experimentation with AI

• Develop guardrails and governance: clear policies, vetted tools, and education to reduce risk

• Recognize and reward early adopters to build positive momentum internally

• Use AI to automate the mundane, so teams can focus on strategic, people-first work

• Don’t wait for perfection, just start: Find your internal champions and begin small

• GIA is built for HR by HR, offering verified, reliable compliance and policy support worldwide

  
  

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.

How do you scale people strategy for a fully remote workforce, while future-proofing with AI?

In this episode, host Emily Fenech sits down with Cheryl Naumann, Chief Human Resources Officer at the University of Phoenix, to unpack how her team supports 3,000+ employees and faculty who serve working adult learners nationwide.

Cheryl shares how UOPX keeps engagement far above benchmarks in a digital-first culture, why “brave, honest, focused” values power connection, and how the university is rolling out an enterprise-wide AI upskilling initiative from learning paths and enterprise tools to grassroots “power users” who accelerate adoption. She closes with practical advice on building an enterprise mindset so HR can drive business outcomes, not just people processes.

Key Timestamps

• [00:35] – Introduction: Cheryl’s remit and the mission of serving working adult learners

• [01:00] – Inside the CHRO scope: TA, total rewards, HRBPs, comms, and aligning people strategy to university goals

• [05:11] – Biggest challenge: sustaining connection and wellness in a fully remote culture

• [08:06] – Culture in action: “Be brave” and the virtual coffee outreach playbook

• [11:49] – AI upskilling at UOPX: leaders first, benchmarking usage, and safe enterprise tools

• [14:33] – Power users as change catalysts: grassroots adoption beats policy alone

• [17:13] – Real HR use cases: comms headlines, L&D visualizations, Glassdoor replies, compliance workflows, legal summaries

• [20:41] – Final advice: lead with an enterprise mindset and listen for people-powered solutions

Takeaways

Episode Summary

What does it take to lead people strategy for nearly 12,000 employees across 11 brands and 500 locations?

In this episode of HR Voices, host Emily Fenech sits down with David Hawthorne, Chief People Officer at Anchor Point Management Group, the operator behind major franchises like Taco Bell and Buffalo Wild Wings.

With over two decades at the company, David shares how leadership has evolved through massive growth and what it really means to upskill thousands of managers in a high-turnover, frontline industry.

From the lingering impacts of COVID on talent to leveraging skills-based hiring and experimenting with AI in HR, David offers real-world insights into managing scale without losing a people-first mindset. You’ll hear how Anchor Point is reducing turnover, building a skills inventory, and creating a culture of accountability plus, why the best leadership development still happens shoulder to shoulder.

Key Timestamps

• [00:35] – Meet David Hawthorne and Anchor Point’s massive multi-brand footprint

• [01:43] – The challenge of staying agile as a “small company in a big body”

• [02:29] – Top leadership challenges post-COVID and bridging generational skill gaps

• [03:16] – Why getting “back to basics” works: communication, accountability, and feedback

• [05:30] – The power of role modeling over traditional training

• [06:33] – Skills-first hiring and building an internal skills inventory

• [08:55] – Where AI fits into HR workflows and where it doesn’t (yet)

• [10:51] – Using HCM data to predict and prevent employee turnover

• [12:00] – David’s career advice: Don’t wait to be developed—own your growth

Takeaways

• Return to leadership fundamentals, strong communication and accountability still move the needle

• Upskilling starts with role modeling, the most effective training is seeing great leadership in action

• Build a skills inventory know what your people are good at beyond job titles

• AI can aid but not replace human judgment, especially when it comes to sensitive HR issues

• Use HCM data for retention, spot flight risks and take proactive steps to retain talent

  Own your development, resources are everywhere, but initiative is up to you

Episode Summary

What if AI could free your workforce to focus on the work only humans can do best? In this episode of HR Voices by All Voices, host Emily Fenech sits down with Maral Kazanjian, Chief People Officer at Moody’s, to explore how a 115-year-old global company is embracing AI to transform both business outcomes and employee experience.

Maral shares how Moody’s has integrated large language models (LLMs) and agentic AI into its operations, not just to deliver smarter insights to clients, but to reshape how employees work, learn, and grow. From bonusing employees for experimenting with AI tools to creating a pioneering role, Head of AI Workforce Enablement

Maral details how HR can lead the way in balancing innovation, governance, and humanity.

Whether you’re curious about practical HR use cases for AI, or wondering how to keep your workforce engaged through transformation, this conversation offers a roadmap for building a culture of experimentation, empowerment, and responsible tech adoption.

Key Timestamps

• [00:45] – Maral’s introduction and overview of Moody’s

• [02:07] – Using AI and agentic tools to unlock business opportunities

• [03:49] – How Moody’s people team is embedding AI into daily work

• [06:26] – The viral “Head of AI Workforce Enablement” role and its vision

• [09:25] – Governance, ethics, and balancing risk with innovation

• [14:37] – Recruiting transformation with tech tools like HiredScore and Paradox

• [17:53] – Advice for HR leaders who feel “behind” on AI adoption

  [20:24] – Why curiosity and play are the keys to building AI confidence

  
  

• Embed AI into culture by creating structured learning, rewards, and experimentation opportunities.

• Reframe workforce planning—AI is not about replacement, but enabling people to do more meaningful work.

• Lead from HR, not just tech—people teams are uniquely positioned to balance innovation with responsible boundaries.

• Focus on high-impact use cases—target specific pain points like recruiting efficiency or transactional HR support.

• Cultivate curiosity—small, consistent habits of experimentation help employees build confidence with AI tools.

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.