James' key message to HR professionals is to "think differently." He explains how he is harnessing the CERN workforce to solve its talent acquisition and HR challenges. Through HR Crowdsourcing, he is catalyzing conversations that spark new ideas and initiatives. Instead of "launching an HR initiative like a bull in a China shop, how can you get people on board so they can do the HR for you?. . . We have 70 people in HR, and we are a workforce of 18,000 – we cannot do HR for everybody." In the interview, he provides examples of "getting HR close to the business." He explains, "In a lot of organizations there is a polarization, [people complain] 'that is another HR initiative. Why are they allocating resources for this?' Instead, HR needs to look ahead to "anticipate and deliver on those [business] needs. . . . so we are seen as working with [other departments]." In the interview, he shares challenges like how to have a talent pipeline when–for some technical positions–it takes close to ten years to create a qualified employee.