Today, we're discussing a significant evolution in our profession: the CHRO as a business strategist. Because CHROs are not just leading people teams, they're actively contributing to growth, transformation, and enterprise value. 

For a long time, the C-suite felt pretty established: CEO, CFO, COO, maybe a CMO. HR was seen as an essential support function - the guardians of compliance and organisers of company events. We’ve all had a family friend or two in HR who recommended “life-changing” books that were your introduction to non-fiction – 7 Habits by Stephen Covey or The Goal by Eliyahu Goldratt. But that has changed. 

Talent isn't just ‘HR's concern’ anymore- it's a key competitive factor. Companies recognise that even the best strategy won't succeed without the right people in the right roles. The Chief Human Resources Officer has now stepped into a more central position, not just as a people leader but as an important pillar of business success. 

Hi, and welcome back to SHRM Global Radio! I didn't really give  much thought before today, but that word - Global - has become so laden with meaning of late – both good and bad, for and against. 

For so long, it felt like the world was just getting smaller, right? Borders blurring, policies aligning. We built incredible talent pipelines, leveraging efficiency. It was almost like a perfectly curated LinkedIn feed of global talent, but without the endless humble brags and pseudo-profundity. Nowadays, you might’ve noticed, something has shifted. Geopolitical tensions, shaky supply chains that make you question basic economics, nationalistic policies, and a fresh focus on local resilience are driving ‘de-globalization.’ 

This isn't about shutting ourselves off; it's a strategic reset - a more fragmented, localized approach to global business. And guess who's right at the heart of navigating this new reality, often with little more than a strong coffee, and a prayer- if you’re so inclined? Us merry folks in HR, that’s who. It feels like HR is heading towards uncharted waters again. We're looking at HR’s Role in Geo-Workforce Strategy: How we influence where and how companies build teams across borders in a de-globalizing world. 

Welcome to SHRM Global radio. In this podcast series, we discuss workplace and workforce trends that are shaping the future, and we also examine the zeitgeist to understand what makes the HR world go round. 

But there is a catch, a gap even - the silent ones may, and often do, go unnoticed. Or worse, remain unheralded. So, are we getting a truly holistic picture of the HR landscape?

In most workplaces today, success is associated with visibility, or at least, has a volume setting. The louder you are, the more likely you are to be noticed. The ones who speak up in meetings, lead presentations, or are active on social platforms tend to be noticed, and rewarded.

Hello and welcome to SHRM Global Radio, where we unpack the trends, ideas and stories shaping how we work, lead and grow.Today’s episode focuses on a theme that’s becoming central to how modern organisations grow and thrive.

 People. Potential. And performance.

We’re exploring a topic that sits right at the intersection of all three: Reimagining value creation with empowered talent.

In a world where disruption is the norm and new technology arrives faster than we can adapt to the last one, one thing remains clear- it is people who create lasting value.

So, the real question is how do we unlock that value?

Let me ask you this: What if the next big leap in your organisation’s growth doesn’t come from strategy or scale, but from how you support your managers?

Because in 2025, leadership isn’t just about driving results. It’s about building resilience, trust, and a culture where people can do their best work, especially in uncertain times.

Welcome to SHRM Global Radio. In this episode, we’re exploring how the role of leaders is being redefined, and how HR is stepping up to shape the managers of tomorrow. From human-centric design to AI-driven learning, this is leadership, evolved.

Welcome to another episode of SHRM Global Radio. You've probably heard a lot of this lately, but— you know that shift in workplaces where we say work is no longer defined by static job titles; it is a mosaic of skills, tasks, and ever-changing needs? We have a catchy name for that now: "work pixelation." 

It is the move from fixed roles to dynamic, modular work units that adjust as circumstances change. Many global organizations are already testing this approach to create a more responsive and agile workforce. If you are an HR leader, understanding these changes is crucial to shaping the future of your team. That's all true, of course, but you're probably thinking… wait, did you say pixelation? 

Welcome to our segment on workplace innovation! 

Today, we're diving into a hot topic that's making waves in the competitive job market: benefits customization. Organizations are getting creative with their strategies to attract and retain top talent. So, what exactly is benefits customization, and why is it so powerful? 

Traditional, one-size-fits-all benefits packages are no longer sufficient in a workforce that spans multiple generations, cultural backgrounds, and life circumstances. What works for one employee might not work for another. That's where personalized benefits come in. Imagine this—you're an employee juggling work and caring for an elderly parent. 

Wouldn't it be a game-changer if your company offered elder care support? By offering personalized benefits—such as elder care support, pet leave, and flexible schedules—companies can enhance employee satisfaction, loyalty, and overall productivity.

Picture this: an employee working seamlessly from a café in Lisbon or a beachfront coworking space in Bali, all while remaining fully compliant with your company’s policies and local laws.

This isn’t a make-believe scenario anymore—it’s the future of work. You heard that right. Companies around the globe are rewriting the rules to embrace digital nomadism, using it as a tool to attract top talent, foster employee satisfaction, and expand their operational reach. But with great opportunity comes great...complexity.

So, how do HR professionals navigate the legal, logistical, and cultural challenges of this global phenomenon? Today, we’ll discuss why digital nomad policies are so popular today, its challenges and how HR departments can work around this to drive success.

In today's fast-paced business world, organizations face a challenge: ensuring their workforce is in sync with ever-evolving market demands and groundbreaking technological advancements. Enter Strategic Workforce Planning, or SWP—your ticket to conquering talent shortages and crafting a dynamic team ready to tackle the future head-on!

So, why is Strategic Workforce Planning a game changer? Gone are the days when workforce planning was merely about filling positions or predicting short-term needs. SWP has evolved into a strategic powerhouse, directly linking talent management to the core objectives of the business. As companies embrace digital transformation, globalization, and the aim to build diverse teams, SWP has emerged as a dynamic tool for thriving in today's unpredictable market.

Hello and welcome to SHRM Global Radio! We’re in December 2024, 2025 is around the corner, and we’re thinking about how we can make the next year a great year at the workplace. Today, we’re diving into a topic that’s more relevant than ever—how to create a work environment where everyone, regardless of their age or background, feels valued and engaged.

Today’s workplaces are more diverse than ever before, bringing together people from different generations, each with their own stories, strengths, and perspectives. And honestly, that’s pretty exciting! But it can also mean that we, as leaders, need to be more mindful about how we connect with our teams. It’s about embracing all that diversity to build stronger, more cohesive teams.