HR Voices

From Reorg to Results: Snap Finance’s CHRO on Org Design, AI Adoption, and the People Strategy Edge

Summary

If your org chart changes but execution doesn’t, you’re missing the “connective tissue.” Todd Mayhew, Chief Human Resources Officer at Snap Finance, shares how he’s guiding a fintech at an inflection point—from a transaction-based model to a consumer platform—by aligning structure, process, and behavior.

Five months into the role, Todd is reorganizing around centers of excellence, using RACIs to create clarity, and applying the Galbraith Star Model to ensure strategy, structure, process, rewards, and people move in lockstep.

A USC doctorate in Organizational Change & Leadership gives him the language and evidence to influence CFOs and engineers with data, not just theory. Todd also reframes AI as an HR discipline: you onboard, coach, and measure it like a teammate, model adoption as a leader, and spotlight internal wins to drive behavior change.

He cautions that AI augments capability—it won’t replace missing analytical muscles—and makes the case that a business strategy without a people strategy is a pipe dream. Expect practical guidance for turning reorganizations into results, building analytic acumen in HR, and making AI real across a global workforce.

Timestamps

[00:45] – Guest intro and Snap Finance’s mission: serving consumers under financial stress

[02:53] – Global footprint and the big shift: from transactions to a relationship platform

[04:24] – Centers of excellence, org design, and why RACIs reduce friction and decision fatigue

[05:17] – The “connective tissue” leaders miss in reorgs: roles, processes, and accountability

[06:53] – Change that sticks: culture as behavior + the Galbraith Star Model explained

[08:21] – Todd’s path: public administration to HR, plus a USC doctorate in org change

[10:39] – Influencing with evidence: meeting CFOs/engineers with data; people strategy as essential

[13:56] – Making AI real: exercise analogy, “hiring” GPT as L&D, modeling adoption, and sharing wins

[19:13] – Guardrails: AI augments but doesn’t replace baseline skills; why HR must build analytics

Takeaways

- Design with the Galbraith Star: align strategy, structure, processes, rewards, and people to avoid reorg stall-outs.

- Build the “connective tissue”: use RACIs and clear process ownership so decisions stick and work flows.

- Lead AI by example: onboard and coach AI like a teammate, then showcase internal wins to drive adoption.

- Bring data to the table: use evidence and research to influence financially minded leaders and shape strategy.

- Invest in analytics in HR: AI amplifies capability but won’t fix gaps in financial or analytical acumen.

- Shift from transactions to relationships: organize into centers of excellence to scale a platform model.

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‑Literate HR: West Monroe’s CPO on Human‑in‑the‑Loop and Workflow Leapfrogging

Summary

Feeling the pressure to do more with less while AI reshapes work?

Tanya Moore, Chief People Officer at West Monroe, shares how she’s evolving HR from an administrative function to a strategic architect of business outcomes.

Leading people strategy for a 2,000+ person business and technology consultancy, Tanya breaks down a practical AI playbook: raise AI literacy across the org (they now have ~100 super users), reinvent core workflows, and keep humans firmly in the loop.

She details how West Monroe built client-ready offerings like Intellio Hopper to modernize data 80% faster, and how her team uses AI to compress M&A diligence—from sifting thousands of documents to delivering faster, higher-quality insights.

Tanya also offers concrete advice for HR leaders: separate HR operations from strategy, focus on fewer, high-impact priorities, and “leapfrog” with technology instead of moving step-by-step.

She closes with how leaders should model usage, prioritize workflow pilots, and foster continuous learning (including her own 8–10 hours per week) so talent stays employable and energized. Hear the frameworks, tools, and mindset shifts any people leader can apply now.

Timestamps

[00:52] – CPO scope and West Monroe overview (2,000+ employees; business and tech consulting)

[01:50] – The new HR mandate: do more with less while elevating employee experience

[02:49] – From admin to strategic architect: partnering with the C‑suite and board

[04:31] – Balancing urgent and strategic: split HR ops, focus ruthlessly, and leapfrog with tech

[07:41] – Building AI literacy: ~100 super users and offerings like Intellio Hopper (80% faster data modernization)

[10:54] – Human‑in‑the‑loop: pairing judgment with AI to improve speed and quality

[11:56] – Workflow reinvention: AI‑accelerated M&A diligence to deliver insights faster

[16:47] – Model the behavior: leadership usage, workflow priorities, and a culture of continuous learning

Takeaways

- Elevate HR from process owner to strategic architect by aligning people strategy to business outcomes.

- Separate HR operations from strategic work to reduce reactivity and create focus.

- Focus on a few high-impact priorities; ship value, then iterate.

- Leapfrog with technology to compress timelines—don’t always move step‑by‑step.

- Build AI literacy org‑wide, cultivate super users, and redesign end‑to‑end workflows with human‑in‑the‑loop.

- Model continuous learning at the top and make experimentation a visible, regular practice.

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/

The Human Last Mile: Empower Pharmacy’s CHRO on AI Fluency, Ethics, and HR Transformation

Summary

AI in HR isn’t about replacing people—it’s about redefining excellence and freeing humans to do higher-order work.

Valerie Capers Workman, Chief Human Resources Officer at Empower Pharmacy and author of two books on AI, shares how she’s leading company-wide AI transformation while rebuilding the HR tech stack with human-in-the-loop design.

Valerie tackles the real blockers—fear, security, ethics, IP, and inequity—and explains why “excellence now requires AI” and how leaders can communicate that without triggering defensiveness. She breaks down a practical operating model: use AI for task work, keep humans as the “last mile” decision-makers, and build AI fluency through structured, role-based training so no one is left behind.

Expect candid stories, from coaching a team member past “AI is cheating” to using saved time for strategic thinking, plus how to set guardrails for sensitive areas like employee relations.

Timestamps

[00:45] – Guest intro: CHRO role at Empower Pharmacy and leading AI across HR and the business

[02:16] – The real challenges: fear of replacement, ethics, security, and IP concerns

[03:24] – Redefining excellence and leveling the field: reluctance, inequity, and access

[06:16] – Coaching in practice: moving from “AI is cheating” to standout work—and time back

[08:42] – What leaders must do: shift routine to AI to create space for strategic thinking

[10:24] – Managing risk: automation misfires, ER sensitivity, and designing for control

[11:48] – Design principle: human-in-the-loop “last mile” for all critical HR decisions

[15:45] – Building AI fluency: pilot curriculum, company-wide training, and starting before perfect

Takeaways

- Design AI with humans as the last mile—keep judgment, empathy, and final decisions with leaders.

- Build AI fluency by role; launch a pilot curriculum and scale it so no one is left behind.

- Reframe AI as a performance multiplier: use it for tasks to create room for strategy and EQ work.

- Set clear guardrails (ethics, security, IP) and choose platforms that preserve human control.

- Start now with small experiments; momentum beats perfection in a fast-changing tech landscape.

- Normalize failure and iteration—use “bad” outputs to sharpen prompts, thinking, and processes.

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/

The Golden Thread: Alvarez & Marsal’s CPO on AI, Trust, and Sustainable Growth

Summary

How do you scale a people function for a global consultancy—without burning out the team?

Jen Fults, Managing Director and Global Chief People Officer at Alvarez & Marsal, shares how her HR team is redesigning the entire people experience to fuel ambitious growth sustainably.

Jen explains A&M’s entrepreneurial, “permission to build” culture, the “golden thread” that connects hiring, development, performance, and rewards, and why co-creation with business stakeholders is non-negotiable for adoption.

She details standing up an AI council to accelerate execution (not just add headcount), rebuilding performance in weeks by leveraging internal and external networks, and the leadership practices that keep pace and boundaries intact.

Expect practical insights on stakeholder management, change enablement, and building trust-rich teams where no task is too small—and where programs are rooted in what employees actually need.

Timestamps

[00:45] – Guest intro: Alvarez & Marsal’s global footprint and Jen’s remit

[01:48] – HR team structure, enabling firm growth and operating model focus

[02:44] – The “golden thread” across hiring, development, performance, and rewards

[04:34] – Entrepreneurial culture: permission to pitch, build, and move fast

[05:30] – Case study: rebuilding performance in weeks by tapping networks

[09:13] – What’s ripe for disruption: AI’s role and A&M’s HR AI council

[10:52] – Sustainable execution: pacing, boundaries, and avoiding burnout

[15:20] – Co-creation and change management: turning stakeholders into champions

[16:49] – The rising bar for HR: consultative skills, data, and business fluency

[20:05] – Closing mindset: keep the human experience at the center

Takeaways

- Build the “golden thread” that links hiring, development, performance, and total rewards to a consistent people experience.

- Co-create programs with business leaders to drive trust, relevance, and real adoption.

- Use AI and data to accelerate execution and quality—not to simply expand headcount.

- Set clear pace and boundaries; design roadmaps that prevent burnout while meeting growth goals.

- Equip HR with consultative skills (stakeholder management, change enablement) alongside deep functional expertise.

- Cultivate a trust-first team culture—no task too small, raise your hand early, and support each other to the finish line.

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/

Human + AI + Human: SCAN’s CPO on AI Adoption, Hybrid Culture, and the Early-Career Gap

Summary

If AI headlines are making your people feel vulnerable or irrelevant, how do you move them from hesitancy to agency?

Lindsay Crawley-Herbert, Chief People Officer at SCAN, a Long Beach–based nonprofit Medicare Advantage organization with care delivery assets, shares a practical blueprint for building an AI‑confident workforce without burning people out.

With a CPA background, Lindsay brings a valuable lens to balancing business performance with people needs. She explains SCAN’s “human + AI + human” approach, why they frame AI as a multiplier—not a job eliminator—and how they’re upskilling employees on the soft skills that matter most: critical thinking, judgment, learning agility, and adaptability.

Lindsay details experiments like an AI coaching pilot, a company hackathon, and the pitfalls of poor workflow integration and context switching. She also sounds the alarm on cutting entry-level roles, arguing that skipping early-career talent now will create a succession crisis later.

Expect actionable guidance on messaging, governance, data quality, and integrating AI where work already happens.

Timestamps

[00:45] – SCAN’s mission, footprint, and hybrid model (collaboration days and distributed leadership)

[01:51] – From office-first to intentional hybrid: why in-person still matters

[03:05] – 2026 challenge: moving employees from AI hesitancy to agency and addressing fear of irrelevance

[05:46] – Human + AI + Human: AI as a capability multiplier and input vs. output framing

[07:39] – Upskilling strategy: critical thinking, learning agility, hackathons, and safe-to-experiment culture

[11:27] – AI coaching pilot: scaling manager support and the importance of workflow integration

[15:23] – Adoption watchouts: data quality, governance, and keeping a human on the “back end”

[18:14] – Don’t skip entry-level roles: exposure, succession, and building future leaders

Takeaways

- Reframe AI as a growth multiplier: communicate “human + AI + human” to reduce fear and increase agency.

- Build soft skills at scale—critical thinking, judgment, and learning agility—to future-proof your workforce.

- Embed AI where work happens (e.g., Slack/Teams) to cut context switching and drive adoption.

- Pilot AI coaching to give more people access to feedback, improve conflict resolution, and support managers.

- Govern for reliability: invest in data quality, clear policies, and human review on both the input and output sides.

- Protect the early-career pipeline with real exposure and development to avoid future succession gaps.

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 Frontline to Future-Ready: Mountain America’s CHRO on Skills, AI, and the Employee Experience

Summary

How do you align a frontline-heavy workforce while preparing for AI, labor shortages, and shifting leadership aspirations?

Trent Savage, Chief Human Resources Officer at Mountain America Credit Union—the eighth largest credit union in the U.S. with 3,700 employees, 100 branches across five states, and $22B in assets—shares how his team is building a skills-based, AI-ready organization without losing sight of member-centric service.

Trent explains why flexibility must be defined by role, how rotating talent through branch roles deepens empathy and performance, and why workforce planning must be tightly integrated with talent pipelines.

He details a six-pillar employee experience model tied directly to engagement metrics, a dynamic skills ontology to power internal mobility, and a transparent approach to AI that blends social and technical systems.

Expect practical guidance on moving beyond AI dabbling, upskilling for problem-solving work, and preparing leaders and employees for the 2026 shift from pilots to productivity.

Timestamps

[00:45] – Guest intro: Mountain America’s footprint, growth, and member-centric culture

[02:56] – Frontline vs. corporate: role-based flexibility and rotating talent through branches

[05:47] – Leadership pipeline shifts: Gen Z aspirations, retirements, and looming labor shortages

[07:55] – Workforce planning meets talent management; AI strategy and the socio-technical lens

[11:11] – Upskilling now: automating transactional work and elevating HR as thought partner; change management for 2026

[16:51] – Operationalizing EX: six-pillar blueprint, linking engagement to manager action, and journey mapping pain points with IT/facilities

[20:49] – Building a skills ontology: AI-enabled benchmarking, role-based learning paths, and transparent internal mobility

[22:21] – Closing advice: get out of the transactional and into strategy, org design, capabilities, and change

Takeaways

- Define flexibility by role and rotate leaders through member-facing work to build empathy and performance.

- Integrate workforce planning with talent management; know your pipeline health and readiness for critical roles.

- Move beyond AI dabbling: set a clear strategy, over-communicate, and balance tech with culture using a socio-technical approach.

- Upskill now for problem-solving, holistic thinking, and collaboration as automation removes transactional work.

- Operationalize employee experience with a clear, manager-owned EX model tied to engagement data and journey-mapped fixes.

- Build a skills-based organization: invest in a dynamic skills ontology, use AI to benchmark, and connect skills to learning and mobility.

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 Bots to Bedside: Mainline Health’s CHRO on AI, Capacity, and Trust

Summary

Healthcare never slows down—so how do people leaders modernize without burning out their teams?

Pam Teufel, Chief Human Resources Officer at Mainline Health (14,000 employees; four acute-care hospitals, a behavioral health facility, and hundreds of ambulatory sites), shares how she prioritizes capacity, trust, and practical technology in a no-rest era.

Pam pulls back the curtain on the “invisible work” of HR—from leading a CEO transition to risk-managing every hire and termination—and why designing systems around the end user is the only path to effective AI.

She details real wins: a ServiceNow-powered HR service center, a hackathon-built chatbot that answers high-volume leave-of-absence questions for an 80% female workforce, and clinical AI that reduces charting “pajama time,” triages urgent radiology, and automates nurse discharge education.

Expect a grounded playbook on sequencing change, leading with empathy for frontline realities, and growing learning agility so teams can keep up without burning out.

Timestamps

[00:45] – Mainline Health overview and Pam’s path to CHRO

[02:41] – The invisible work: CEO search, risk mitigation, and fixing legacy systems

[03:59] – Process before AI: design for end users, not administrators

[05:07] – Managing the no-rest pace: capacity calls that prevent burnout

[08:21] – Lead with empathy to rebuild trust across frontline teams

[10:54] – Practical wins: ServiceNow HR service center and an LOA chatbot

[14:59] – From bots to bedside: ambient scribing, radiology triage, and nurse discharge education

[20:24] – Career advice: skill building and learning agility

Takeaways

- Design HR tech around end users and clean processes first—then automate and augment with AI.

- Protect team capacity by sequencing projects; say no or “not yet” to prevent burnout.

- Lead with empathy for frontline realities (transportation, shift work) to rebuild trust and retention.

- Use chatbots for high-volume, policy-stable topics (e.g., leaves of absence) to free HR for higher-value conversations.

- Apply clinical AI to remove administrative burden (ambient scribing, triage, discharge education) and communicate intent clearly to reduce job anxiety.

- Hire and reward learning agility—continuous upskilling will outpace static skills.

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/

Balancing AI and Humanity: Acronis’ CHRO on Governance, Alumni Hiring, and Global HR at Scale

Summary

How do you scale HR across 63 countries while adopting AI without losing the human touch?

Dan Meyers, Chief Human Resources Officer at Acronis, pulls back the curtain on leading a 2,000-person, truly global organization that serves the managed service provider (MSP) market.

Dan shares how his team built a follow-the-sun HR model, why recruiting alumni is a strategic advantage, and what it really takes to roll out AI responsibly in HR—especially under stringent data privacy rules.

He details Acronis’ alumni strategy using Boomerang, integrated with Workday, which generated 400 outreach messages in its first month, a 50% click-through, and 10 candidates in process. Dan also breaks down AI governance for people leaders: what to ask vendors, how to balance automation with compassion, and why AI should be seen as an efficiency multiplier—not a headcount reducer.

Expect pragmatic guidance on standardizing approved AI tools, synthesizing employee survey data with AI, and change-managing teams through platform choices. He closes with a simple mantra for HR: start small, build trust, and scale what works.

Timestamps

[00:45] – Acronis overview: MSP-focused model, cyber protection, and global growth

[02:40] – Building a global HR team: follow-the-sun support across 63 countries

[04:31] – 2026 challenge: integrating AI in HR while preserving humanity and privacy

[05:35] – Alumni hiring at scale: Boomerang + Workday, early results and why it works

[09:34] – AI governance realities: privacy, automation use cases, and efficiency vs. headcount

[13:31] – What to ask AI vendors: data location, model “under the hood,” access, and security

[15:03] – Employee adoption: personal LLMs vs. approved tools, policy, and trust

[18:58] – Change management: standardizing platforms and helping people adapt

[20:32] – Parting advice: don’t boil the ocean—pilot, prove, and scale

Takeaways

- Operationalize an alumni strategy—integrate an AI-enabled platform with your HRIS to re-engage “good leavers” and shorten ramp time.

- Build AI governance with Legal and Security from day one; vet where data lives, what model powers the tool, and who can access what.

- Use AI to automate insights, not empathy—start with reporting and engagement survey synthesis to speed analysis without losing the human touch.

- Treat AI as an efficiency multiplier, not a headcount reduction lever; redeploy time to higher-value work.

- Standardize on approved AI tools, publish clear usage guidelines, and close risky gaps (e.g., personal LLM usage).

- Start small: pick one high-impact use case, measure outcomes, and scale what works.
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/

Inside the Arena: Oak View Group’s VP People on Frontline Engagement, Slack Micro-Learning, and AI Scheduling

Summary

How do you build people strategy for a workforce that makes the show happen—nights, weekends, and everything in between?

Sheeba Teves, Vice President of People & Culture (Canada) at Oak View Group, shares how her team supports a diverse, union and non-union frontline spanning engineers, AV operators, stage crews, concessions, and hospitality across global venues.

Sheeba explains how to balance boundless creativity with the guardrails needed for safety, compliance, and efficiency—and why recognition is the launch pad for engagement.

She details a mobile-first communication approach paired with an always-there onsite presence, a roll-up-your-sleeves leadership ethos, and practical ways to create predictability for part-time teams using AI-enabled scheduling.

You’ll also hear how Slack is evolving from chat to culture—powering mood check-ins, micro-learning, and automated HR answers—and how generative AI helps draft policy frameworks and deliver just-in-time knowledge without losing local compliance. She closes with a call to care for HR and build community support.

Timestamps

[00:42] – What Oak View Group does: venues, hospitality, and delivering “a good night out”

[04:29] – Creativity meets process: designing people strategy and a recognition-first approach

[06:03] – Mobile-first comms with an onsite presence; roll-up-your-sleeves leadership

[07:56] – 2026 challenge: part-time hours, predictability, and building trust with frontline teams

[10:10] – Smarter scheduling: AI-enabled tools and staying ahead of the kinks

[11:13] – Beyond chat: Slack for mood check-ins, gamified micro-learning, polls, and celebrations

[15:44] – Centralizing knowledge and using gen AI for policies and just-in-time answers

[17:39] – Parting advice: be kind to HR (and yourself) and build community

Takeaways

- Balance creativity with clear guardrails—anchor programs in recognition to fuel engagement.

- Meet frontline teams where they are: pair mobile-first tools with visible onsite People & Culture presence.

- Improve predictability with AI-powered scheduling and transparent shift practices that prioritize existing staff.

- Turn Slack into a culture platform: automate check-ins, deliver micro-learning, celebrate moments, and enable HR Q&A.

- Centralize knowledge and use generative AI for policy frameworks and instant answers—then validate for local law.

- Invest in community and self-care for HR; build peer networks to share playbooks and support.

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/

Solving the Manufacturing Talent Gap: DS Smith’s CHRO on Engagement, Integration, and AI that Pays

Summary

Struggling to recruit and retain frontline talent while driving transformation?

Monica Anderton, CHRO at DS Smith North America—and a recognized top CHRO voice in manufacturing—shares how her team stabilized a complex post-acquisition landscape and built a “sticky” culture in a tough labor market.

Monica walks through DS Smith’s North America journey—from consolidating plants and launching a highly automated greenfield site in Lebanon, Indiana, to importing the company’s sustainability DNA (“redefining packaging for a changing world”).

She breaks down Project Engage, a data-driven turnaround that moved poor survey scores by treating engagement like any other operations initiative: executive sponsorship, site-level ownership, transparent communications, targeted training for frontline leaders, and rigorous measurement.

On the technology front, Monica details where AI is already creating ROI—saving millions by translating content across 7–8 languages and building an RFP answer library that speeds responses—alongside pragmatic HR ops wins like automating ATS and onboarding to reduce admin and rehire risk. Expect candid lessons on automation tradeoffs, funding realities, pacing change for frontline teams, and why HR must keep learning (including Monica’s own AI coursework) to act as business leaders first.

Timestamps

[01:54] – Guest intro and DS Smith’s North America growth story

[02:24] – Integration, plant consolidation, sustainability, and the Lebanon, IN greenfield

[06:07] – The manufacturing labor gap and making work “sticky” for the next generation

[08:23] – Project Engage: turning poor survey results into measurable improvement

[12:24] – Running engagement like operations: metrics, ownership, monthly exec reviews

[13:41] – Automation vs. ROI and where AI makes sense today

[15:58] – Saving millions with AI translations; building an RFP knowledge base

[17:47] – Modernizing HR ops: ATS/onboarding fixes; inspiration from AI coaching at scale

[21:53] – Career advice: keep learning, know the metrics, be a business leader in HR

Takeaways

- Treat engagement like an operations project: secure executive sponsors, assign site-level owners, communicate transparently, and measure before/after.

- Compete in the labor crunch by building “sticky” workplaces: develop frontline leaders, clarify career paths, and align culture with daily behaviors.

- Target AI where ROI is clear: automate translations to cut costs and standardize voice; create a reusable RFP answer library to move faster.

- Modernize people ops to reduce friction: automate ATS and onboarding, clean data, and prevent costly rehire mistakes.

- Pilot AI-enabled coaching and support where scale is needed; set guardrails, learn from usage data, and iterate content.

- Keep learning to lead credibly: deepen your AI literacy, know the business metrics, and operate as a business leader in the people function.

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/