Most business leaders think M&A success is decided in spreadsheets. We have seen the opposite: culture, compliance, and trust are usually where the deal either delivers or quietly collapses. We are joined by Kathy Woods, Head of People, Culture, and Impact at Seven Miles Coffee Company, to share what HR learns when hospitality brands scale fast, merge, and operate under private equity expectations. 

We talk through the people risks that show up before and after the announcement, including culture fit, wage and award compliance in due diligence, and the messy reality of “merger” versus “acquisition”. Kathy explains what CEOs should ask before signing, how HR teams can reduce uncertainty to retain key talent, and why you need to invest time and effort up front if you want integration to stick. 

From there, we get practical about employee engagement and retention in hospitality. Engagement is not a benefits campaign or endless surveys; it is leaders removing daily friction, fixing broken processes, and being honest when something cannot change. We also dig into commercial HR: understanding the business model, speaking P&L and EBITDA, and translating culture work into productivity, turnover reduction, and ROI. Finally, we look ahead at automation and AI in hospitality and why human connection may become the true differentiator as machines increase consistency. 

If you care about HR leadership, hospitality workforce strategy, employee engagement, retention, and making growth actually work, subscribe, share this with a leader who owns a P&L, and leave a review so more people can find the show. What is the biggest people risk you see in M&A right now?

Tell us what you think about this episode here...it takes 5 seconds

Get the 2026 HR Talent Intelligence Report: https://www.civitastalent.com/resource-hub/

Download the report here: https://www.civitastalent.com/resource-hub/

Tell us what you think about this episode here...it takes 5 seconds

Get the 2026 HR Talent Intelligence Report: https://www.civitastalent.com/resource-hub/

Download the report here: https://www.civitastalent.com/resource-hub/

AI is everywhere in HR right now and that’s exactly why it’s so easy to get it wrong. Shane O’Neill sits down with Olga Rankin, Group Manager for People and Culture at Arinco, to cut through the noise and talk about what responsible AI adoption actually looks like inside a real business. We get practical about the big question: how do HR leaders use AI to boost productivity without stripping out the “human” part that makes hiring, culture, and leadership work?

We unpack the essentials of AI in human resources: transparency, guardrails, and why “just try a tool” can turn into privacy and compliance risk fast. Olga shares how she thinks about safe experimentation using licensed platforms, why prompt engineering matters more than most people admit, and how different models (think Copilot, ChatGPT, Claude) can change the quality and tone of outputs. If your team is copying CVs, contracts, or sensitive employee info into random tabs, this conversation is your wake-up call.

From there, we go deep on AI in recruitment and AI interviewing. We talk bias, how systems can learn the wrong trends over time, and why humans still need to stay in the loop with audits and judgment calls, especially as seniority rises. We also tackle the bigger talent and L&D challenge: when AI removes the entry-level “grind,” what replaces the traditional way people learn resilience, craft, and context on the job?

If you lead people, talent acquisition, HR technology, or workforce planning, you’ll leave with clearer next steps and better questions to ask your business. Subscribe for more HR and talent conversations, share this with a leader who needs it, and leave a review if it helped. What’s one HR task you’re ready to redesign with AI this year?

Tell us what you think about this episode here...it takes 5 seconds

Get the 2026 HR Talent Intelligence Report: https://www.civitastalent.com/resource-hub/

Download the report here: https://www.civitastalent.com/resource-hub/

DEI can feel like a debate topic right now, but at ground level it’s still about something simple: how humans treat each other at work. Shane O’Neill sits down with Laura Jones, GM People Experience at ServiceStream, to unpack what diversity, equity, inclusion, and belonging look like when you strip away the slogans and focus on outcomes.

We talk about diversity as more than demographics: diversity of thought, beliefs, and lived experience, and why businesses stagnate when teams become replicas of the same perspective. Laura shares how truly inclusive workplaces change performance in real terms: people speak up sooner, bring better ideas, challenge respectfully, and help the organization continuously improve. If you care about employee engagement, retention, and building a culture of accountability, this conversation makes the link clear.

Then we zoom into critical infrastructure and construction, where the skills shortage and aging workforce make talent pipeline strategy urgent. Laura explains why culture can be a competitive advantage even without huge budgets, and why a low ego environment helps attract a broader range of candidates. We also explore women in the workforce, the caregiving reality many families live with, and the practical flexibility supports that make inclusion feel real, including school holiday programs that reduce pressure and build community.

If you’re an HR leader, CEO, or people manager looking for practical DEI strategy, inclusive leadership ideas, and employee experience takeaways that fit fast-paced project environments, hit play. Subscribe, share this with a leader who needs it, and leave a review with the one change you’d make to help more people belong at work.

Tell us what you think about this episode here...it takes 5 seconds

Download the report here: https://www.civitastalent.com/resource-hub/

Hiring in shortage markets can’t be an admin exercise. We sit with Derek Del Simone, Chief Talent Officer at Abano Healthcare Group, to map out how Talent becomes a true growth engine—separate from HR yet tightly partnered—and why a single clinical hire can change a practice’s P&L. Derek shares the journey from an ill-fitting ATS to an AI-enabled stack that removes drudge work, sources international clinicians at scale, and frees recruiters to build real relationships. We get practical on what to automate, what to measure, and how to tell a financial story that wins buy-in from CEOs, COOs, and operations leaders.

You’ll hear why job boards are fading, how to train AI rather than “set and forget,” and what it takes to keep candidates engaged through visas, accreditation, and relocation. We also dive into internal mobility and retention as core parts of the market, not afterthoughts. Derek outlines the operating rhythm that prevents burnout—clear metrics, flexible hours for global outreach, and AI handling after-hours FAQs—so teams can sustain high performance without losing their edge. Along the way, we explore the case for giving Talent its own seat at the table, how award submissions can build brand credibility, and the governance of an AI Council to keep tools aligned with strategy.

If you lead People, Talent, or operations in healthcare or any hard-to-hire sector, this conversation gives you a blueprint to move from reactive hiring to proactive, ROI-driven growth. Subscribe for more candid playbooks from leaders who are building the next generation of TA, leave a review to share what resonated, and pass this along to someone who needs a smarter approach to hiring.

Tell us what you think about this episode here...it takes 5 seconds

Get the 2026 HR Talent Intelligence Report: https://www.civitastalent.com/resource-hub/

Download the report here: https://www.civitastalent.com/resource-hub/

Talent teams aren’t just filling roles anymore; they’re steering growth. We sit with Kyle Hurley, Senior Manager for Talent Acquisition at MedHealth, to explore how a 25‑brand portfolio builds a unified hiring engine without losing each brand’s edge. Kyle’s journey from coding classes and agency desks to enterprise TA leadership unlocks a playbook for moving beyond requisitions to true talent intelligence—where data, empathy, and clear operating rhythms translate into hiring quality, speed, and trust.

Kyle shares how his team returned to “brilliant basics,” then layered in the right tools to lift both experience and output. That foundation now shows up in real numbers: a 99% NPS from new starters and a 31% hiring increase year over year. We dig into where AI makes the biggest difference today—AI‑assisted video analysis, predictive analytics for attrition and mobility, and conversational agents that cut friction across the funnel—while unpacking why governance and bias monitoring must sit inside the TA function. Tech should accelerate judgment, not replace it.

We also get tactical about multi‑brand strategy in scarce‑talent markets like allied health. Kyle explains how to centralize ways of working while keeping local employer brands vibrant, how to swap leaky “talent pools” for continuous mapping and referrals, and how to balance BAU delivery with multi‑year “big rocks” that shift capability. Looking ahead, he sees a blended TA team—analysts, sourcers, brand pros, recruiters—augmented by AI and aligned to skills‑based hiring, internal pathways, and measurable impact on the business. Agencies still play a role for confidential searches, off‑market mapping, and areas in‑house teams can’t touch.

Curious how to future‑proof your hiring without losing the human edge? Press play, then tell us your boldest TA bet for the next 12 months. If you enjoyed the conversation, subscribe, leave a review, and share it with a TA leader who should be part of it.

Tell us what you think about this episode here...it takes 5 seconds

Get the 2026 HR Talent Intelligence Report: https://www.civitastalent.com/resource-hub/

Download the report here: https://www.civitastalent.com/resource-hub/

The way we learn at work is finally catching up to the way we actually work. Shane O’Neill sits down with Udemy APAC VP and MD Peter Kokkinos to unpack how AI is transforming learning from a one-size-fits-all catalog into personalized, in-the-flow support that meets people at the exact moment of need. From the early days of laser discs to today’s AI-powered role plays, Peter shares what’s changed, what still doesn’t work, and why soft skills like critical thinking, communication, and leadership now matter more than ever.

We dive into AI fluency as a new baseline capability—less about mastering a specific tool, more about using the tools you have to improve real workflows. Peter explains how demand for AI skills has surged across functions like HR, finance, operations, and marketing, and why organizations that frame learning around outcomes (productivity, mobility, retention) see stronger engagement. We also get practical about culture: how leadership intent shows up in budgets and time, how to personalize learning paths based on current skills and role transitions, and how to deliver learning inside the tools employees already use, reducing friction and increasing adoption.

Measurement gets a much-needed reset. Instead of counting hours, we focus on skills confidence proven in simulations, visible behavior change, and usage of approved AI tools that ties to performance. You’ll hear candid takes on common pitfalls—copy-paste AI undermining learning—and concrete ideas to future proof your HR function with contextual practice, embedded guidance, and smarter metrics. If you’re ready to move past generic courses and build a learning culture that actually moves the needle, this conversation will give you the language, the levers, and the next steps.

Enjoy the episode, then subscribe, share with a colleague, and leave a review to help more HR leaders find these conversations. Got a question or a story about AI in your learning strategy? Drop us a comment—we’d love to hear it.

Tell us what you think about this episode here...it takes 5 seconds

Get the 2026 HR Talent Intelligence Report: https://www.civitastalent.com/resource-hub/

Download the report here: https://www.civitastalent.com/resource-hub/

Rebecca Donaldson, Chief People Officer at Ramsey Healthcare, brings her unique blend of legal expertise and HR leadership to a fascinating discussion about the transformation of the HR profession. With experience spanning major organizations like Qantas and ABC, Rebecca offers invaluable insights from her journey through highly regulated industries to her current role overseeing 36,000 employees across Australia's largest private healthcare provider.

The conversation explores how HR has evolved from being mere "policy police" to strategic business partners influencing organizational culture and even public policy. Rebecca articulates why today's HR leaders need strong commercial acumen: "CPOs at the top table now don't just pipe up about people issues or talent or performance, but we're expected to understand the business in its entirety." She shares practical examples of how HR professionals can demonstrate ROI and use data effectively while leveraging their natural storytelling abilities to create meaningful narratives.

Rebecca's perspective on artificial intelligence reveals both excitement and pragmatism about its applications in healthcare. From ambient listening technology that improves clinical documentation to AI-powered tools that streamline HR processes, she envisions technology freeing HR professionals from administrative burdens while enhancing both patient and employee experiences. Yet she acknowledges the inherent risks, emphasizing the importance of establishing appropriate guardrails without stifling innovation.

Whether you're an HR professional looking to elevate your strategic impact, a healthcare leader navigating workforce challenges, or simply interested in how technology is reshaping organizations, this episode offers valuable takeaways about the changing landscape of HR. Connect with Rebecca on LinkedIn to continue the conversation about strategic HR leadership in complex, regulated environments.

Tell us what you think about this episode here...it takes 5 seconds

Get the 2026 HR Talent Intelligence Report: https://www.civitastalent.com/resource-hub/

Download the report here: https://www.civitastalent.com/resource-hub/

Discount code for CultureCon 2025: https://thegrowthfaculty.co/CivitasCultureCon25

Barbara Harvey takes us on a fascinating journey through the evolving landscape of workplace learning, drawing from her unique career path that began teaching drama to at-risk youth in South Africa. Now as Head of Learning at Growth Faculty, she brings a refreshing perspective to how organizations can foster meaningful learning experiences in today's rapidly changing environment.

The conversation explores a critical shift happening across industries – 50% of organizations are abandoning traditional classroom-style workshops in favor of more agile, multi-modal approaches. Barbara makes a compelling distinction between changing delivery methods and the timeless principles of how humans learn, reminding us that while technology transforms how we access information, certain elements like storytelling remain essential to effective learning.

What stands out is Barbara's passionate advocacy for social learning. She brilliantly compares self-directed online courses to "the home exercise bike of learning" – purchased with good intentions but often abandoned in favor of more pressing priorities. By contrast, synchronous, time-bound social learning creates accountability and community that drives engagement and retention. This insight alone could transform how organizations approach their learning strategy.

The discussion tackles one of L&D's greatest challenges – measurement. Barbara acknowledges the industry must improve its ability to demonstrate ROI while offering practical suggestions for tracking learning impact through broader business metrics. Her balanced perspective on AI's role in learning is equally valuable – embracing its potential for personalization while cautioning against "microwaving our learning" by making everything too quick and easy.

Ready to transform your organization's learning culture? Start small with quarterly team sessions that make learning joyful, creative and collaborative. And don't miss CultureCon 2025, Australia's premier workplace culture conference featuring thought leaders like Heidi Gardner exploring the intersection of organizational health and performance. Connect with Barbara on LinkedIn to continue the conversation about creating learning experiences that truly change lives.

Tell us what you think about this episode here...it takes 5 seconds

Get the 2026 HR Talent Intelligence Report: https://www.civitastalent.com/resource-hub/

Download the report here: https://www.civitastalent.com/resource-hub/

The future of HR is unfolding before our eyes, and it's being shaped by data, skills, and artificial intelligence. In this enlightening conversation, Melissa Bowden, Senior Director for People and Purpose at Workday APAC and Japan, takes us deep into the transformation happening at the intersection of human resources and technology.

Melissa shares Workday's pioneering journey toward becoming a skills-based organization, revealing how they've leveraged machine learning since 2018 to create tangible benefits for both employees and the business. The results speak for themselves: 42% higher internal mobility rates for employees participating in skills development "gigs" and an 11% increase in career growth sentiment across the organization.

What makes this conversation particularly valuable is the practical application of cutting-edge tools. Workday's employee listening platform delivers weekly pulse checks that provide granular, real-time insights—enabling HR leaders to make immediate adjustments rather than waiting for annual survey results. Meanwhile, their AI-powered recruitment tools are transforming how talent acquisition teams operate, with interview scheduling time reduced from three days to just seven hours.

But perhaps most fascinating is Melissa's perspective on the emerging reality of managing both human and digital workforces simultaneously. As AI agents take on increasingly complex role-based functions, HR leaders must develop new frameworks for oversight, governance, and integration. Despite these technological advances, Melissa emphasizes that AI's purpose isn't to replace humans but to "amplify the human experience" by freeing people to focus on higher-value work.

Whether you're a CHRO planning your organization's AI strategy, an HR professional wondering how your role might evolve, or a business leader seeking to understand the future of work, this episode provides a compelling glimpse into what's possible when human insight meets technological innovation. The revolution is here—are you ready to embrace it?

Tell us what you think about this episode here...it takes 5 seconds

Get the 2026 HR Talent Intelligence Report: https://www.civitastalent.com/resource-hub/

Download the report here: https://www.civitastalent.com/resource-hub/