Easing the Burden: HealthPRO Heritage’s CHRO on Flex Staffing, Connected HR Tech, and Practical AI

Summary

In healthcare, you can’t Zoom in care, so how do you build flexibility, reduce admin burdens, and retain scarce clinicians?

Tommy Comer, Chief Human Resources Officer at HealthPRO Heritage, shares how his team supports therapists across 44 states by blending smart staffing models with a connected HR tech ecosystem.

With 15 years in healthcare HR, Tommy explains how the employee–employer compact has shifted especially for therapists with gig-like options and why leaders must design flexibility around settings and shifts, not location.

He details practical tech and AI use cases that actually give time back to caregivers: automated record audits (Dart AI) for accuracy and reimbursement, voice-to-text documentation, and an AI-powered HR “mascot” that answers policy questions 24/7 so HR can focus on complex issues.

Tommy also breaks down why comp is only one lever, how to link turnover, comp, and scheduling data to find true root causes, and the role HR must play in AI adoption being fluent, peeking around corners, and upskilling the human skills machines won’t replace.

Timestamps

[00:45] – HealthPRO Heritage overview: national footprint and therapy settings served

[01:11] – Tommy’s 15-year path in healthcare HR and why people strategy is different in care

[02:01] – The new employee–employer compact: loyalty, options, and a gig-like therapist market

[05:06] – Flex in healthcare: optimizing PRN talent, cross-setting staffing, and clear options

[07:18] – From silos to systems: connecting turnover, comp, and scheduling data by location

[10:45] – Frontline reality: admin burden vs. mission work—and where tech can relieve it

[11:50] – Practical AI that sticks: Dart AI for audits, voice-to-notes, and an HR “mascot” for policies

[16:02] – HR’s role in AI adoption: fluency, risk balance, human-skills development, and final advice

Takeaways

- Design flexibility around settings and shifts—build cross-setting PRN pools and let clinicians choose where they work.

- Connect people data across systems (turnover, comp, scheduling) to diagnose root causes by market and site.

- Deploy simple, high-impact AI: automated record audits, voice-to-text documentation, and 24/7 HR knowledge bots.

- Reduce administrative friction so clinicians can focus on care; standardize and streamline what you can.

- Treat pay as one lever—pair fair comp with recognition, strong supervisors, and predictable, transparent schedules.

- Make HR AI-fluent and lead adoption while upskilling the human skills (communication, leadership) AI won’t replace.
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/

Doing More with Less: Cafe Rio’s CPO on Frontline Engagement, Cross-Training, and Practical AI

Summary

How do you keep 4,500 non-desk employees engaged when hybrid isn’t an option?

In this episode, host Emily Fenech sits down with Cortney Worle, Chief People Officer at Cafe Rio Mexican Grill (formerly HR leader at Road Runner Sports), to unpack what’s unique and universal about leading people in restaurants and retail.

Cortney shares her non-linear path to CPO (including a strategic step back), why engagement strategies must evolve every 18–24 months, and how Cafe Rio’s “Talk & Tacos” listening sessions with the CEO/COO surface real, fixable issues fast.

She gets specific on shifting from specialization to cross-training amid tight margins, rolling out mobile-first scheduling and shift swaps, and where AI actually helps today (dynamic labor scheduling) versus where she’s cautious (AI-driven hiring).

Cortney also tackles the “boundaries vs. growth” conversation and closes with simple advice: get out of the office and watch the work to find your next high-impact improvement.

Timestamps

[00:45] – Cortney’s journey: taking a step back to become CPO at Cafe Rio

[02:33] – The frontline HR reality: high turnover, non-desk workers, and limited peer benchmarks

[03:45] – Post-COVID shifts: rethinking recognition, comp, and what younger workers value now

[05:21] – “Talk & Tacos”: real-time listening with execs that drives concrete changes

[06:55] – From feedback to action: mobile schedules, in-app shift swaps, and faster fixes

[08:38] – Doing more with less: cross-training, agility, and reframing “not my job”

[11:30] – Boundaries vs. growth: addressing misused terms without missing real issues

[13:08] – Tech in restaurants: robotics vs. AI, and smart scheduling that frees managers

[15:34] – AI and recruiting: governance, bias risk, and why not to be an early adopter

[16:35] – Field-first leadership: don’t decide in a bubble—watch the work to find opportunities

Takeaways

- Build continual listening loops (e.g., small-group forums with executives) to surface high-signal, fixable problems.

- Revisit recognition, training, and comp every 18–24 months; the frontline’s needs change quickly.

- Modernize scheduling: give employees mobile access, enable shift swaps, and use AI to optimize labor by demand.

- Cross-train intentionally; frame it as career growth (trainer/manager paths) to overcome “not my job.”

- Discern language vs. reality: prioritize true toxicity and discrimination while coaching on productive boundaries.

- Apply AI where it’s low-risk and high-impact (scheduling, forecasting); be cautious with AI-led selection due to bias.

- Spend time on the floor; observing real workflows reveals bottlenecks you’ll never catch from a desk.

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/

From Burnout to “Rust Out”: Boston Globe Media’s CHRO on Culture, AI, and Re‑Engaging Hybrid Teams

Summary

How do you build a high-performance culture when hybrid work frays connection and engagement?

Rodrigo Tajonar, Chief Human Resources Officer at Boston Globe Media (home to The Boston Globe, STAT, Boston.com, Globe Opinion, and Boston Magazine), unpacks two urgent challenges for people leaders: culture in a hybrid world and the rise of “rust out”—erosion of creativity and motivation—versus traditional burnout.

Rodrigo shares practical ways managers can rekindle energy and trust, including the company’s Let’s Connect program that scales leadership access and cross-team connection beyond HQ.

He also dives into AI in a newsroom: why AI should be an input (not the output), how in-house tools help reporters craft smarter headlines, and how data helps personalize subscriber engagement.

On the HR side, he outlines automating tier-one requests with an internal HR bot to free HR for strategy, and a vision for modern L&D—short, just‑in‑time, AI-assisted coaching for real moments like delivering feedback or navigating conflict.

He closes with grounded advice for HR leaders: stay humble, be friendly (not everyone’s friend), and borrow shamelessly from your network.

Timestamps

[00:40] – The Boston Globe Media footprint and Rodrigo’s CHRO remit

[02:21] – 2025 challenge #1: Culture, hybrid work, and closing the engagement gap

[05:39] – Burnout vs. “rust out”: what differs and how HR can spot each

[10:20] – Rebuilding connection: the Let’s Connect program and leadership lunches across sites

[11:46] – AI in media: input vs. output, an in-house headline tool, and data-driven subscriber engagement

[16:40] – HR automation: rolling out a tier-one HR bot to unlock strategic HR time

[19:40] – Rethinking L&D: microlearning, just-in-time guidance, and AI role‑play for tough conversations

[23:07] – Practical advice for HR leaders: humility, boundaries, and “borrow shamelessly”

Takeaways

- Diagnose “rust out” vs. burnout—address workload and wellbeing for burnout; rebuild purpose, creativity, and connection to combat rust out.

- Create intentional connection rituals (e.g., leadership lunches, cross-site meetups) to make hybrid work feel human.

- Set AI guardrails: use AI as an input for ideation and speed, not as the final source—especially in fact-checking environments.

- Automate tier-one HR requests with an internal bot to deliver fast answers and refocus HR on coaching, strategy, and culture.

- Redesign L&D for impact: short, scenario-based microlearning with AI prompts and role-play to support managers in the moment.

- Coach managers to model energy and clarity—regular check-ins, mentoring, and explicit expectations drive engagement across generations.

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/

Leading a Global, Remote Workforce: Wrike’s Head of People on AI, Alignment, and Skills-Based Talent

Summary

How do you keep 1,000+ people across 30 countries aligned, connected, and moving fast—while AI reshapes how work gets done?

Remko Verheul, SVP and Head of People at Wrike, shares the operating system behind a truly global, distributed company. Wrike is a collaborative work management platform used worldwide, and Remko explains how the team “eats its own dog food” to create a single source of truth, drive cross-time-zone alignment, and feed product innovation.

He breaks down the rituals that matter—company-wide AMAs, leader travel, and function kickoffs—and why bringing humanity back to remote work is nonnegotiable.

Remko also details Wrike’s dual-track AI strategy: top-down workstreams with clear outcomes and bottom-up experimentation via bootcamps and internal pitches, including new workforce optimizer and performance coach agents.

Finally, he explains why HR must shift from jobs to skills to meet a gig-like labor market and dissolve silos. Expect practical frameworks you can apply this quarter.

Timestamps

[00:45] – Wrike overview: platform, org footprint, and distributed team structure

[02:18] – The big four challenges: AI acceleration, remote/distributed work, global time zones, and the gig economy

[03:55] – Building alignment: single system of record, comms cadence, AMAs, and clear handoffs

[06:35] – Remote with humanity: intentional check-ins and knowing when to switch from async to live

[08:41] – In-person rituals: executive travel cadence and team kickoffs that reinforce culture

[10:55] – AI in the product: customer-built agents and early time savings

[12:12] – AI inside HR: Human + AI = Organizational Intelligence; top-down workstreams and bottom-up experiments

[15:27] – From jobs to skills: adapting to a gig-style market and breaking down silos

Takeaways

- Operationalize alignment with a single source of truth and explicit touchpoints/handoffs across time zones.

- Make communication a ritual: all-hands, AMAs, and purposeful in-person moments; expect leaders to travel.

- Bring humanity to remote work: start 1:1s with check-ins and escalate from async to live when nuance matters.

- Drive AI adoption with a dual strategy—fund a few top-down workstreams and foster bottom-up experimentation (bootcamps, internal pitches).

- Build practical AI agents for people ops (e.g., resource allocation, performance coaching) to unlock measurable productivity.

- Shift talent practices from roles to skills to support cross-functional growth and a gig-like career reality.

- Practice “zoom in, zoom out” leadership to balance detail work with big-picture direction.

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/

Leading Through Uncertainty: Brunswick’s CHRO on AI, Frontline Talent, and a “Next Never Rest” Culture

Summary

How do you keep a 15,000-person, global, frontline-heavy workforce aligned when tariffs, interest rates, and tech shifts won’t sit still?

Jill Wrobel, Chief Human Resources Officer at Brunswick—parent to 60+ marine brands including Mercury Marine and Freedom Boat Club—shares how the company navigates uncertainty with a continuous improvement mindset they call “Next Never Rest.”

Jill breaks down what’s unique about HR in a cyclical, manufacturing-and-services business that spans welders and machinists to electrification engineers and digital product teams.

She details Brunswick’s “business system” approach to standardizing processes, using Lean Six Sigma and design thinking, and where AI and automation create outsized impact—from Microsoft Copilot for communications to an AI-driven tariff model and AutoCaptain, which can dock a boat at the push of a button while distinguishing a person from a leaf.

Jill also gets candid about the weight HR teams carry—context switching, coaching leaders, and rising expectations—and how she’s scaling HR’s impact with hackathons, smarter prioritization, and a stronger coaching stance so leaders truly lead.

Timestamps

[00:45] – Guest intro: Brunswick’s $5B portfolio, 60+ brands, and global footprint (Freedom Boat Club in 425+ locations)

[02:56] – The core challenge: operating through uncertainty—rates, tariffs, cyclical demand

[04:05] – Mindset matters: control what you can, “power of yet,” and resilience in a changing world

[05:57] – A diverse workforce: welders to electrification engineers to e-commerce and app teams

[09:28] – “Next Never Rest”: Brunswick’s business system, Lean Six Sigma, and design thinking

[10:58] – Practical AI: AutoCaptain auto-docking, Copilot for comms, and an AI model for tariff analysis

[14:13] – Why this is HR’s moment: HR as business leaders enabling humans + machines

[16:02] – Scaling HR: reducing workload, hackathons, automation, and coaching managers to lead

[19:01] – Protecting the team: mental health, boundaries, and sustaining energy

Takeaways

- Build a continuous improvement culture—standardize definitions, map end-to-end processes, and empower teams to iterate.

- Prioritize AI where it tackles the biggest business problems (e.g., tariff modeling, safety-critical automation) before chasing “nice to haves.”

- Equip HR to scale: run hackathons, automate repeat work, and share solutions globally to avoid reinventing the wheel.

- Coach managers to lead—HR adds leverage by enabling leaders, not owning every decision.

- Leverage practical tools now: use Copilot/GenAI for clearer communications, planning, and analysis to reclaim time.

- Support HR well-being: reduce context switching, set boundaries, and normalize recovery so the team can sustain high-impact work.

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/

AI Readiness, Career Paths, and Ruthless Prioritization: Spring Venture Group’s CPO on Leading Through Change

Summary

How do you prepare people for AI, grow careers without forcing everyone into management, and reduce overwhelm in a world of endless priorities?

Burke Walker, Chief People Officer at Spring Venture Group—and veteran HR leader at Sprint, H&R Block, Applebee’s, and North American Savings Bank—shares practical playbooks for modern people leadership.

He explains why HR is a transferable craft across industries, how to demystify AI with education and trust-building, and why the direct leader is the single biggest driver of culture and engagement.

Burke details dual career paths that elevate high-impact individual contributors alongside managers, plus a simple effort-versus-impact lens for prioritizing the work that truly moves the needle.

Expect concrete, repeatable practices: company-wide AI upskilling, leadership development that equips managers to coach careers, and planning rhythms that favor doing fewer things, better.

Timestamps

[00:45] – Career journey: Sprint, H&R Block, Applebee’s, NASB, and landing at Spring Venture Group

[02:34] – What SVG does (Medicare enrollment) and why HR skills transfer across industries

[04:15] – Two big challenges: AI’s rise and the push for career progression

[05:06] – Preparing people for AI: education over fear, trust, and personal vs. enterprise tools

[09:21] – Culture starts with the direct leader: building managers who coach and communicate

[10:49] – Dual career paths: management tracks and high-impact individual contributors

[13:34] – Overwhelm at work: prioritization, effort vs. impact, and managing change load

[18:28] – Planning season tactics: quarterly resets, focus on the vital few, enhance before net-new

Takeaways

- Demystify AI: educate every employee, clarify use cases, and communicate how data and tools will be used to build trust.

- Train leaders to coach careers: invest in leadership development so managers can run effective talent and promotion conversations.

- Create dual career ladders: reward expert individual contributors as robustly as managers to keep growth non-linear and inclusive.

- Prioritize with an effort-impact lens: say no to good ideas that dilute focus; do fewer initiatives, done exceptionally well.

- Manage change saturation: limit concurrent rollouts, repeat key messages, and account for the time teams need to adopt.

- Run regular priority resets: monthly/quarterly reviews to narrow to the top 4–5 initiatives and optimize existing programs before starting new ones.

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/

From Big Tech to Staffing: Hays’ CPO on Accountability, HR Wellness, and Practical AI

Summary

The recruiting world is transforming at high speed—AI is reshaping workflows while markets stay volatile.

How do you keep teams resilient and deliver results?

Jess Smith, Chief People Officer, Americas at Hays (formerly at AWS, Amazon, and Meta), shares how Big Tech agility translates to a global staffing leader with 10,000+ employees across 23 countries. Jess breaks down how Hays is building “the Hays of the future” in the Americas—rethinking org design and tooling while putting people first.

She outlines an accountability-first culture with above/below-the-line thinking to create stability in constant change, how managers coach teams from finger-pointing to ownership, and why HR must protect its energy during emotionally heavy transformations.

On AI, Jess gets practical: balancing budget cuts with expectations, piloting over promises, guarding candidate experience, and planning for training, prompt fluency, and time-to-value. E

xpect usable coaching prompts, an AI evaluation checklist, and clear guidance for HR leaders navigating relentless change.

Timestamps

[00:45] – Guest intro: Big Tech lessons, “human capital strategist,” and agility in action

[01:59] – Inside Hays: global footprint, Americas growth, and services from placements to RPO/MSP

[03:36] – Navigating constant change and AI’s impact on recruiting

[05:34] – Building an ownership culture: accountability and above/below-the-line thinking (and how to coach it)

[08:13] – Protecting the people team: HR wellness and emotional labor in transformations

[11:06] – Practical AI in HR: expectations, budget pressure, and what to pilot now

[13:41] – How to evaluate AI tools: candidate experience, training needs, and time-to-value

[18:41] – Parting advice: self-care amid a once-in-a-generation shift

Takeaways

- Build accountability with above/below-the-line thinking to create stability during change.

- Coach teams from blame to action: What did you want to happen? What could you do differently? What’s your next step?

- Protect HR’s energy—plan workloads around high-emotion moments and normalize recovery.

- Set realistic AI expectations: pilot with clear success criteria, especially under budget constraints.

- Evaluate AI on experience, readiness, risk/compliance, training and prompt fluency required, and true time-to-value.

- Teach ambiguity tolerance and role clarity so teams can pivot without losing momentum.

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/

Communicating Through Volatility: IAC’s CHRO on AI, Safety, and Frontline Culture

Summary

When production volumes swing and electrification reshapes the auto industry, how do you keep frontline teams informed, confident, and aligned?

Paula Slater, Chief Human Resources Officer at International Automotive Components (IAC Group), a Tier 1 interiors supplier with 12,000 employees across North America and Europe, shares a practical playbook for leading through uncertainty.

She explains why supervisors—not slide decks—are the true carriers of culture, and how IAC is building manager communication muscles with high-touch development, clear behavioral expectations, and accountability that cascades from the C-suite to the plant floor.

Paula details how onsite leadership reinforces a safety-first foundation and recognition habits that stick. She also breaks down AI in manufacturing—back-office vs. in-process applications, why clean data and parameters matter, the ROI in quality and scrap reduction, and the realities of funding and cybersecurity.

The conversation closes on trust, reskilling, and why HR’s human skills—empathy, listening, and emotional intelligence—are the differentiator in the AI era, plus a reminder to put on your own oxygen mask first.

Timestamps

[00:45] – IAC overview: Tier 1 interiors supplier, global footprint, and workforce makeup

[02:25] – Electrification and unstable volumes: why over-communication is essential

[06:30] – Reaching non-desk workers: supervisors as primary communicators and culture carriers

[08:50] – Building manager capability: high-touch supervisor development and cascading accountability

[10:43] – Onsite presence that matters: safety as culture bedrock and recognition on the floor

[12:59] – AI in manufacturing: back-office vs. in-process, data quality, and ROI in quality outcomes

[15:58] – Speed vs. security: funding constraints, university partnerships, and cybersecurity guardrails

[18:12] – Trust, reskilling, and HR’s evolving role: leading with empathy amid constant change

[22:44] – Parting advice: self-care for HR leaders—the oxygen mask principle

Takeaways

- Over-communicate context and repeat messages through supervisors—the most trusted channel for frontline teams.

- Cascade culture via modeled behaviors and clear accountability from executives to plant leaders.

- Build supervisor capability with high-touch development: standard core content, local facilitation, and real feedback loops.

- Make safety the non-negotiable foundation and recognize visible wins during onsite visits.

- Pilot AI where data is strongest; define parameters, measure quality ROI, and balance speed with cybersecurity.

- Lead reskilling with transparency and empathy; strengthen emotional intelligence—and protect your own capacity first.

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/

Change People Can Absorb: Curana Health’s CPO on AI, Compliance, and Product‑Minded HR

Summary

How do you lead a frontline care workforce through constant change—without burning them out?

Valentina Gissin, Chief People Officer at Curana Health, shares how her team improves care for seniors while helping 2,000+ providers embrace change, work smarter, and stay focused on patients.

She explains why the real limiter isn’t your roadmap—it’s how much change your organization can metabolize—and how she creates capacity by carving out paid time for providers to preview what’s coming and understand the “why.”

Valentina breaks down a pragmatic AI strategy that keeps clinicians in their “genius zone” with just‑in‑time guidance (not decisions), and reframes compliance as a design feature, not a blocker.

She also discusses the expanding remit of modern people teams—acting like business operators with P&L fluency—and how to navigate today’s messy HR tech market by thinking like a product leader and building before buying. Expect clear, field-tested tactics for change adoption, AI enablement, and resourcing people teams to do more with less.

Timestamps

[00:45] – Guest intro: Curana Health’s model, mission, and frontline provider workforce

[01:51] – The challenge: startup velocity, uncertainty, and reframing change for clinicians

[04:35] – Measuring “capacity for change”: time studies, prioritization, and creating flex

[05:58] – Creating paid time to absorb change and arming leaders with a clear “why”

[07:54] – Practical AI: keeping providers in their genius zone with just‑in‑time best practices

[10:50] – Compliance as a feature: HIPAA, “code as law,” and why digitization increases rigor

[12:49] – Doing more with less: CPO as business operator, KPIs, and nontraditional HR talent

[16:20] – HR tech strategy: build before you buy, product mindset, and what to look for in vendors

[19:45] – Parting advice: self‑care, curiosity, and designing from first principles

Takeaways

- Audit your org’s capacity for change; run time studies and pace initiatives to what teams can absorb.

- Create paid, protected time for employees to preview changes and internalize the “why.”

- Use AI to surface just‑in‑time guidance so experts spend more time on care, less on admin.

- Treat compliance as a design constraint and advantage—build rules into technology workflows.

- Evolve people teams into business operators: tie HR work to company KPIs and P&L outcomes.

- Think like a product leader: prototype AI automations, prefer built‑in features, and only buy tools that solve clearly defined problems.

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/

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/