Summary

If your workforce runs 24/7, employees can’t wait until business hours for answers. DJ Campbell, Vice President and Chief HR Officer at Sanford Health (Bismarck market), shares how to use AI self-service to cut friction for a 60,000-employee system while keeping the experience human. 

He outlines what must be true before greenlighting tools—readiness, education, and myth-busting—and how to run a focused 90-day pilot that actually proves value. 

DJ explains the cross-functional table needed in healthcare (HR, IT, legal, clinical), the guardrails that are non-negotiable (HIPAA-grade security, governance), and the integrations that make or break adoption (HRIS, ticketing). 

He also gets practical on reskilling without layoffs through attrition planning, individualized development, and elevating “soft skills” to “power skills.” 

Expect specifics on measuring ROI and employee sentiment, where AI fits first (think performance management and coding), and why leaders should “be curious, not judgmental” as they guide teams through AI-driven change.

Timestamps

[01:21] – Why AI self-service for a 24/7 workforce; top employee pain points

[05:02] – What must be true to greenlight AI: readiness, education, and cross-functional buy-in

[07:42] – Designing a 90-day pilot: start with one use case and early adopters

[10:09] – Keeping it human: myth-busting, informal influencers, reassurance not replacement

[12:42] – Measuring adoption: usage, time saved, and smart feedback loops

[15:18] – Reskilling without layoffs: attrition planning, coding, and “power skills”

[18:53] – Guardrails and vendors: HIPAA-grade security, governance, and must-have integrations

[23:43] – Lightning round: automate performance reviews, 2026 metrics, leader advice

Takeaways

- Start with one high-friction self-service use case (e.g., benefits, requisitions, performance) and pilot with early adopters who will give actionable feedback.

- Build readiness first: educate on what AI is/isn’t, debunk myths, and position AI as support—not replacement—while recruiting informal influencers in every department.

- Measure what matters: track usage and time saved, then add targeted engagement-survey items to diagnose adoption barriers and iterate.

- Plan reskilling through attrition: map retirements/turnover, redesign roles, and fund individual development—especially for coding-adjacent functions.

- Elevate “power skills” (communication, listening, EQ) as the leadership differentiators in an AI-enabled workplace.

- Demand healthcare-grade guardrails: HIPAA-level security, AI governance, and seamless integrations with HRIS and ticketing from day one.

Sponsor

Wisq is the AI platform for HR. We built Harper, the world’s first AI HR teammate — designed to handle the judgment-heavy work that has historically consumed HR teams: job changes, performance concerns, leaves of absence, onboarding, and employee relations issues. Where HCM bolt-ons and chatbots deflect the easiest questions, Harper resolves full cases, end-to-end. The result is an HR function with the capacity and strategic bandwidth to focus on the work that moves the business.

Companies get Harper live in weeks, not quarters, with implementation support built on deep HR domain expertise. Wisq serves HR leaders at leading companies across industries, helping them raise the bar on employee experience and expand what their teams are capable of.

For more information, visit https://www.wisq.com.

Summary

What if the real power of AI in HR isn’t automation—but trust? Angela Briggs-Page, Chief People Officer at Acelero Learning and a Head Start alum, shares how her team uses AI to elevate human-centered practices across a mission-driven, early childhood education workforce. 

She explains how AI transforms thousands of open-ended survey comments into timely insight—capturing tone, emotion, and patterns—so leaders can respond in hours, not months. 

Angela details how the time saved gets reinvested into designing better experiences: welcoming, belonging-rich onboarding; ongoing coaching; and real career pathways. 

In hiring, Acelero automates credential and compliance screening while keeping judgment and empathy with people—anchored by the principle “AI recommends, humans decide.” 

She also unveils a pilot for AI-personalized learning paths tied to role, goals, and feedback, plus the change practices that make adoption safe: transparent modeling, peer champions, and psychological safety. 

Expect practical guidance on measuring “time to value,” choosing best-of-breed tools, and leading AI efforts that start—and end—with people.

Timestamps

[00:45] – Guest intro and Acelero Learning’s mission in early childhood education

[01:17] – Where AI moves the needle: listening at scale and turning comments into action

[04:40] – Using freed capacity to design human experiences: onboarding, coaching, career paths

[06:11] – Hiring in a tough market: “AI recommends, humans decide” and values-aligned job posts

[09:51] – Piloting personalized learning: AI-curated paths, micro-learnings, and early success signals

[12:22] – Change that sticks: transparency, peer champions, psychological safety; ROI as time to value

[16:19] – Lightning round: top misconception, the metric that matters, and best-of-breed vs consolidation

[21:44] – Closing advice: lead with your people and start with one real problem

Takeaways

- Use AI to synthesize open-ended survey feedback in hours, track tone and momentum, and act while trust is fresh.

- Reinvest saved time into human touchpoints—design onboarding, coaching, and career pathways that deepen belonging.

- Apply “AI recommends, humans decide” to hiring: automate credential checks, keep empathy and mission fit with people.

- Write inclusive, values-driven job posts and targeted interview questions with AI’s help to attract mission-aligned talent.

- Pilot AI-personalized learning paths tied to role, goals, and feedback; measure engagement and real-world application.

- Normalize AI use through executive transparency and peer champions; judge pilots by 30-day time to value and added capacity for high-touch work.

Sponsor

Wisq is the AI platform for HR. We built Harper, the world’s first AI HR teammate — designed to handle the judgment-heavy work that has historically consumed HR teams: job changes, performance concerns, leaves of absence, onboarding, and employee relations issues. Where HCM bolt-ons and chatbots deflect the easiest questions, Harper resolves full cases, end-to-end. The result is an HR function with the capacity and strategic bandwidth to focus on the work that moves the business.

Companies get Harper live in weeks, not quarters, with implementation support built on deep HR domain expertise. Wisq serves HR leaders at leading companies across industries, helping them raise the bar on employee experience and expand what their teams are capable of.

For more information, visit https://www.wisq.com.

• (00:45) - Guest Intro and Acelero Learning's Mission

Summary

How do you keep “human” at the center of HR while scaling a high-volume, frontline workforce? 

Dana Rutland, Chief Human Resources Officer at Right at Home, shares how her team supports a nationwide senior home care franchise network by pairing human judgment with AI for speed and scale. 

With experience across telecom and manufacturing, Dana brings a pragmatic lens to franchise HR—spanning multilingual teams in the U.S., Mexico, and Venezuela. She details how an AI recruiting bot (“Olivia”) handles scheduling and early screening while reflecting company culture, and why prompt skills matter to avoid misfires. 

Dana also explains how AI can shortlist caregiver-client matches based on skills, chemistry proxies, and availability—freeing case managers from manual Tetris so they can focus on care. She walks through the metrics that matter (turnover, time-to-fill), how Power BI/Automate dashboards prevent gaps in coverage, and the mobile-first playbook for building AI literacy across a non-desk workforce. 

Expect practical tips like voice-to-plan workflows that turn hours of work into minutes, clear guardrails for safe experimentation, and a grounded take on tech stack vs. best-of-breed AI. 

Dana closes with one mandate for HR leaders: stay curious.

Timestamps

[00:45] – Franchise HR model: corporate services, offshore team, and rapid growth

[02:35] – Human-first HR: what AI should do vs. what leaders must do

[04:30] – Recruiting bot “Olivia”: scheduling, screening, culture—and lessons learned

[07:40] – Smart matching: using AI to pair caregivers and clients, plus schedule alignment

[11:50] – Dashboards that matter: turnover, time-to-fill, and preventing gaps in care

[18:46] – Building AI literacy: mobile-first training, microlearning, and guardrails

[25:45] – Hours to minutes: voice-to-plan workflows for busy field leaders

[27:50] – Lightning round: misconceptions, success metrics, and tech stack vs. bots

Takeaways

- Eliminate non-value work with AI so HR can focus on coaching, hiring decisions, and culture.

- Deploy AI bots for high-volume recruiting tasks—scheduling, screening, FAQs—while monitoring edge cases.

- Build AI-driven caregiver-client matching to narrow options fast by skills and availability.

- Instrument your function: track turnover and time-to-fill with dashboards to flag risks early.

- Enable mobile-first AI use so non-desk teams can ask data questions and act from their phones.

- Create safe guardrails and microlearning; encourage prompt iteration and voice-to-plan workflows.

Sponsor

Wisq is the AI platform for HR. We built Harper, the world’s first AI HR teammate — designed to handle the judgment-heavy work that has historically consumed HR teams: job changes, performance concerns, leaves of absence, onboarding, and employee relations issues. Where HCM bolt-ons and chatbots deflect the easiest questions, Harper resolves full cases, end-to-end. The result is an HR function with the capacity and strategic bandwidth to focus on the work that moves the business.

Companies get Harper live in weeks, not quarters, with implementation support built on deep HR domain expertise. Wisq serves HR leaders at leading companies across industries, helping them raise the bar on employee experience and expand what their teams are capable of.

For more information, visit https://www.wisq.com.

• (00:45) - Franchise HR Model: Corporate Services Offshore Team and Growth

Summary

AI isn’t just automating HR, it’s forcing a full rethink of how the function is designed and delivered. 

In this episode, Jarlath Doherty, seasoned HR leader with roles at Squarespace, LinkedIn, and Yahoo and former Chief People Officer at a data intelligence company shares how to evolve from a traditional HRBP/COE model to a product-led, AI-powered people function. 

Drawing on a deep tech and data background, Jarlath explains why EX designers and AI ops specialists are emerging must-have roles, how cross-functional pods and agile sprints accelerate value, and why data quality and content hygiene are now mission-critical. He breaks down where to start (tier-1 support and people analytics), what “always-on” really looks like for employees, and how to build the governance and foundations that keep AI accurate, ethical, and useful. 

Expect clear playbooks—product taxonomies, rapid MVPs, and practical governance—plus a candid look at what AI should never replace: coaching, judgment, and human connection.

Timestamps

•  [00:45] – Guest intro: tech-to-HR career and why AI is truly transformational
•  [07:39] – The new HR operating model: product mindset, EX designers, and AI ops specialists
•  [10:01] – Always-on employee experience: agentic support and a 2 a.m. example
•  [15:31] – How to organize: cross-functional pods, AI governance board, agile/MVP delivery
•  [18:05] – Foundations that make or break AI: tech stack reality, data quality, policy hygiene
•  [25:54] – Are you data-ready? Data lakes, deprecating duplicates, and “garbage in, garbage out”
•  [31:33] – Where to start: tier‑1 chatbot/ticketing and conversational people analytics
•  [33:48] – Skills and playbook: data fluency, product taxonomy, and starting now

Takeaways

• Productize HR: define services as products, stand up EX designer roles, and add AI ops specialists to implement, tune, and govern systems.
• Stand up an AI governance board (HR, Legal, IT, Trust & Safety) to oversee use cases, data, and risk.
• Clean and centralize data and content: build a data lake/warehouse, deprecate duplicate policies, and enforce knowledge-base hygiene.
• Launch a tier‑1 support pilot: integrate a chatbot with your knowledge base; track deflection, first-response time, and satisfaction.
• Work in pods with agile sprints: ship MVPs fast, learn in the wild, and iterate.
• Build data fluency across HR and create a product taxonomy to map services to AI use cases and roadmaps.

Sponsor

Wisq is the AI platform for HR. We built Harper, the world’s first AI HR teammate — designed to handle the judgment-heavy work that has historically consumed HR teams: job changes, performance concerns, leaves of absence, onboarding, and employee relations issues. Where HCM bolt-ons and chatbots deflect the easiest questions, Harper resolves full cases, end-to-end. The result is an HR function with the capacity and strategic bandwidth to focus on the work that moves the business.

Companies get Harper live in weeks, not quarters, with implementation support built on deep HR domain expertise. Wisq serves HR leaders at leading companies across industries, helping them raise the bar on employee experience and expand what their teams are capable of.

For more information, visit https://www.wisq.com.

• (00:45) - Guest Intro: Tech-to-HR Career and Why AI Is Transformational

Summary

How do you turn AI from buzzword to business value inside HR—without losing the human? 

Brandon Sammut, Chief People Officer at Zapier and former educator, shares a practical blueprint for AI-enabled people operations. He explains how his team now auto-resolves over 80% of frontline HR inquiries with high CSAT, freeing talent for higher-impact work while improving speed and quality. 

Brandon breaks down the non-technical foundations that actually determine AI success clear mission, crisp goals, psychological safety for experimentation, and trusted leadership and opens up Zapier’s AI Fluency Framework as a tool any org can use to build skills, set expectations, and reward curiosity. 

He also unpacks what makes a strong CPO–CEO partnership with Wade Foster (including a memorable culture moment), why early-career talent is a competitive advantage in the AI era, and why leaders must get hands-on to model the change. 

Expect concrete, adaptable ideas for building an AI-ready people org that delivers a genuine triple win: for the business, for end users, and for employees.

Key Timestamps

• [00:58] – Guest intro: education roots, people ops as the “human potential” business
• [03:50] – Matching potential to opportunity with AI—and the “triple win” (business, end user, employees)
• [07:15] – HR ticketing automation: 80% deflection with high CSAT; freeing people ops for higher-impact work
• [13:45] – Culture before tooling: mission, goals, safety to experiment, and trusted management
• [17:30] – Zapier’s AI Fluency Framework: open-sourced levels, curiosity as the baseline
• [18:42] – CPO–CEO partnership: mutual empathy for the craft and a decisive culture moment
• [21:28] – Early-career talent in the AI era: accelerating judgment and cross-mentoring with veterans
• [25:37] – Lightning round: build a weekly AI digest agent, start with HR Q&A automation, lead with a “sense of possibility,” and choose data (broadly defined) over intuition

Takeaways

• - Automate frontline HR Q&A to deflect ~80% of inquiries, measure CSAT, and redeploy talent to higher-impact work.
• - Anchor AI efforts in clear mission, strategy, and goals; create psychological safety for experimentation and learning.
• - Adopt an AI fluency framework to set expectations, reward curiosity, and grow capability progressively across roles.
• - Strengthen the CPO–CEO pact around business outcomes and culture stewardship—and act decisively in moments that matter.
• - Bet on early-career, AI-native talent and pair them with experienced leaders in cross-mentoring to speed judgment development.
• - Lead from the front: set up personal AI agents (e.g., a weekly AI+talen t digest) and model hands-on experimentation for your team.

Sponsor

Wisq is the AI platform for HR. We built Harper, the world’s first AI HR teammate — designed to handle the judgment-heavy work that has historically consumed HR teams: job changes, performance concerns, leaves of absence, onboarding, and employee relations issues. Where HCM bolt-ons and chatbots deflect the easiest questions, Harper resolves full cases, end-to-end. The result is an HR function with the capacity and strategic bandwidth to focus on the work that moves the business.

Companies get Harper live in weeks, not quarters, with implementation support built on deep HR domain expertise. Wisq serves HR leaders at leading companies across industries, helping them raise the bar on employee experience and expand what their teams are capable of.

For more information, visit https://www.wisq.com.

• (00:58) - Guest Intro: Education Roots and the Human Potential Business

Summary

Feeling pressure to “do AI” but unsure where to start without creating tech bloat? 

Jason Desentz, Chief Human Resources Officer at Toshiba Americas, breaks down a pragmatic, ROI-first path for AI in HR. 

Known for transforming underperforming units and leading large-scale workforce change, Jason shares two nonnegotiables for any AI rollout: low-to-no disruption to the business and a measurable improvement to the employee experience. 

He explains why recruiting is the smartest first use case, how to build AI literacy at scale through Toshiba University and AI champions, and how to avoid bolt-on overload after years of HCM consolidation. 

Jason details how he structures pilots to earn trust—cost-benefit clarity, utilization metrics, and an 80/20 design rule—plus his “set, forget, reflect” cadence and when to practice planned abandonment. 

He also covers platform consolidation vs. best-of-breed bots, when it makes sense to “hire” your first AI teammate, and how project-based work can upskill HR without formal role changes.

Key Timestamps

• - [00:45] – ROI-first AI: two guideposts (low disruption, better EX) and starting with recruiting
• - [03:20] – Getting AI-ready: Toshiba University, LMS, Copilot, and AI champions
• - [06:25] – Avoiding AI bloat: cautious adoption vs. hype and fear of obsolescence
• - [08:37] – Impact–effort approach: prove value with low-hanging fruit, then tackle bigger bets
• - [10:32] – Pilot design: trust-building, cost-benefit, dashboards, and the 80/20 rule
• - [14:16] – “Set, forget, reflect”: continuous improvement and planned abandonment
• - [16:32] – Running 100+ HR projects: pace, culture, and project-based development
• - [21:07] – Platform consolidation, when to “hire” an AI teammate, and success metrics to watch

Takeaways

• - Start where ROI is clear: prioritize use cases like recruiting that deliver value fast with minimal disruption.
• - Build AI literacy first: launch “AI-ready” training, designate champions, and normalize tools like Copilot/ChatGPT.
• - Prevent AI bloat: favor platform consolidation; add AI only when it spans end-to-end workflows employees will use.
• - Pilot with rigor: define utilization and effectiveness metrics, timelines, and a cost-benefit case before scaling.
• - Design for the 80%: implement for the majority and manage edge cases later to avoid paralysis.
• - Iterate with discipline: “set, forget, reflect”—measure, tweak, or practice planned abandonment when results lag.

Sponsor

Wisq is the AI platform for HR. We built Harper, the world’s first AI HR teammate — designed to handle the judgment-heavy work that has historically consumed HR teams: job changes, performance concerns, leaves of absence, onboarding, and employee relations issues. Where HCM bolt-ons and chatbots deflect the easiest questions, Harper resolves full cases, end-to-end. The result is an HR function with the capacity and strategic bandwidth to focus on the work that moves the business.

Companies get Harper live in weeks, not quarters, with implementation support built on deep HR domain expertise. Wisq serves HR leaders at leading companies across industries, helping them raise the bar on employee experience and expand what their teams are capable of.

For more information, visit https://www.wisq.com.

• (00:45) - ROI-First AI: Two Guideposts and Starting with Recruiting

Summary

Trying to separate AI signal from noise in HR? 

Larry Ott, Senior Vice President and Chief Human Resources Officer at Cooper Standard, shares a pragmatic blueprint for using AI to create business value without buying into cure-all promises. 

With four decades in the automotive industry, Larry explains why AI’s impact depends on your HR operating model, how to anchor talent transformation with CEO-level sponsorship, and why HR must lead with business acumen, not just HR tactics. He outlines a clear leadership language from “leaders of others” to enterprise leaders plus how Cooper Standard is making transitions stick with mandatory onboarding and manager-backed immersion. 

Larry also details where AI actually moves the P&L in a manufacturing context, how his 200-person HR team uses AI to speed work (job descriptions, comms), and why freed-up “idle time” should be reinvested into higher-value, strategic work. 

Expect practical playbooks: building an internal AI tool for security, hiring for AI curiosity, and standing up an HR AI think tank to spread best practices fast.

Key Timestamps

- [00:45] – Guest intro and Cooper Standard’s global context

- [01:20] – Will AI transform HR? Why org structure matters more than hype

- [02:58] – Talent transformation at scale: CEO sponsorship and leadership alignment

- [03:20] – Redefining leadership: from “leaders of others” to enterprise leaders

- [05:01] – Making leadership transitions stick: mandatory onboarding + manager support

- [06:57] – Responsible AI in HR: faster JDs/comms and using “idle time” for strategy

- [10:05] – Big-rock value: applying AI in manufacturing and purchasing to impact the P&L

- [13:15] – Building adaptability: hire for AI curiosity, internal tools, and an HR AI think tank

Takeaways

• - Anchor transformation with CEO sponsorship and a fully aligned top team.
• - Define leadership levels and expectations (leaders of others → enterprise); require immersion onboarding for new leaders.
• - Treat AI as a productivity accelerant, not a cure-all; use it to speed writing, translation, and routine workflows.
• - Reinvest time saved into strategic, business-facing work—not headcount cuts—especially in lean HR teams.
• - Target “big rocks” where AI can drive measurable P&L impact (manufacturing, product development, purchasing).
• - Hire and develop for AI curiosity and adaptability; build secure internal tools and spread best practices quickly.

Sponsor

Wisq is the AI platform for HR. We built Harper, the world’s first AI HR teammate — designed to handle the judgment-heavy work that has historically consumed HR teams: job changes, performance concerns, leaves of absence, onboarding, and employee relations issues. Where HCM bolt-ons and chatbots deflect the easiest questions, Harper resolves full cases, end-to-end. The result is an HR function with the capacity and strategic bandwidth to focus on the work that moves the business.

Companies get Harper live in weeks, not quarters, with implementation support built on deep HR domain expertise. Wisq serves HR leaders at leading companies across industries, helping them raise the bar on employee experience and expand what their teams are capable of.

For more information, visit https://www.wisq.com.

• (00:45) - Guest Intro and Cooper Standard's Global Context

AI is constantly changing how work is defined and how HR strategy evolves in modern organizations. How do you differentiate between artificial and human intelligence in the workplace? In this episode of The Human Element, host Barb Bidan sits down with Remko Verheul, the Vice President and Head of People at Wrike. Remko shares the blueprint Wrike promotes: human intelligence plus AI equals organizational intelligence. He explains that Wrike does not seek to replace human work with AI, but rather to amplify human creativity, empathy, and decision-making within organizations.

Remko shares how HR operation and AI tools for HR can operate repetitive tasks, such as automated note-taking, while maintaining human oversight. His dual approach—top-down direction plus bottom-up experimentation—outlines practical strategies that can help organizations embrace innovation while keeping a human-centered AI approach at the core. His final strategy tip involves pressure-testing every plan with AI from multiple stakeholder personas before taking anything to the board. The most successful companies will be those that combine technology with human insight. Take the step, but do it the right way.

Chapters

[Start] Guest Intro: Barb introduces Remko Verheul, SVP & Head of People at Wrike, as they explore human and artificial intelligence.

02:36 Inside Wrike: How AI unlocks new efficiencies in Wrike’s business workflows.

06:44 Pitfalls and AI Enablers: Shifting perspective to avoid pitfalls and be vulnerable in what you don’t know.

11:54 AI in the Workplace: Misconceptions about AI being used in business, and where to learn more.

15:07 Zoom In/Zoom Out: The best ways HR leaders can begin their journey of incorporating AI in the workplace. 

Links and Resources

Wrike's Website

Connect with Remko Verheul on LinkedIn

Sponsor

Wisq is the AI platform for HR. We built Harper, the world’s first AI HR teammate — designed to handle the judgment-heavy work that has historically consumed HR teams: job changes, performance concerns, leaves of absence, onboarding, and employee relations issues. Where HCM bolt-ons and chatbots deflect the easiest questions, Harper resolves full cases, end-to-end. The result is an HR function with the capacity and strategic bandwidth to focus on the work that moves the business.

Companies get Harper live in weeks, not quarters, with implementation support built on deep HR domain expertise. Wisq serves HR leaders at leading companies across industries, helping them raise the bar on employee experience and expand what their teams are capable of.

For more information, visit https://www.wisq.com.

• (00:00) - Guest Intro: Remko Verheul SVP and Head of People at Wrike

AI is rapidly transforming how HR teams operate, shifting the function from reactive support to strategic leadership. In this first episode of The Human Element, host Barb Bidan sits down with David Hanrahan, SVP of People Success at SolarWinds, to explore how AI in HR is reshaping modern HR strategy and HR operations, from recruiting and employee support to performance management and leadership decision-making. Drawing on his experience leading people organizations at SolarWinds, Eventbrite, Twitter, and Niantic, David shares where AI is already delivering value and where the next wave of innovation in HR technology and strategic HR leadership is headed.

The conversation highlights how HR automation and HR technology can reduce repetitive work, such as answering high-volume employee inquiries, while freeing HR leaders to focus on higher-impact initiatives. David explains how AI in HR is enabling smarter sourcing, interview summaries, and candidate communication tools, transforming talent acquisition, while emerging tools are helping managers deliver more consistent, data-informed feedback across the employee lifecycle. As organizations navigate AI adoption in HR and HR digital transformation, David offers practical advice: stay curious, test new tools regularly, and rethink how technology can amplify the human element of leadership.

Chapters

[Start] Meet David Hanrahan: Barb introduces David Hanrahan, SVP of People Success at SolarWinds, and his experience bringing AI in HR across companies like Eventbrite, Twitter, and Niantic.

01:40 HR Automation for Everyday Employee Support: David explains how AI chatbots inside the HRIS can resolve high-volume employee questions instantly, reducing ticket loads and freeing HR teams for higher-value work.

04:09 AI in Recruiting and Talent Acquisition: A look at how AI tools are transforming sourcing, screening, and scheduling so recruiters can shift from administrative tasks to acting as strategic talent advisors.

09:02 The Future Candidate Experience: David describes a more transparent and frictionless hiring journey powered by AI, with automated status updates, candidate nudges, and the potential rise of a virtual recruiter.

12:50 AI-Powered Performance Insights: How AI may soon aggregate signals across tools, messages, and feedback to help managers deliver more timely coaching and more accurate performance evaluations.

Links and Resources

Solar Winds Website

Connect with David on LinkedIn

Sponsor

Wisq is the AI platform for HR. We built Harper, the world’s first AI HR teammate — designed to handle the judgment-heavy work that has historically consumed HR teams: job changes, performance concerns, leaves of absence, onboarding, and employee relations issues. Where HCM bolt-ons and chatbots deflect the easiest questions, Harper resolves full cases, end-to-end. The result is an HR function with the capacity and strategic bandwidth to focus on the work that moves the business.

Companies get Harper live in weeks, not quarters, with implementation support built on deep HR domain expertise. Wisq serves HR leaders at leading companies across industries, helping them raise the bar on employee experience and expand what their teams are capable of.

For more information, visit https://www.wisq.com.

• (00:03) - Meet David Hanrahan: SVP of People Success at SolarWinds