The Human Element | CHRO & HR Leadership Podcast

SummaryA new hire fills out their 90-day survey and says they're not getting meaningful time with their manager. Instead of filing it away for a quarterly review, Bradford Wilkins pulls the data—and within ten seconds, AI shows him that the manager is spending nearly 50% of their time on pre-sales activities that aren't even part of their job. Within a week, the team is redesigning job responsibilities, reallocating time, and building a fix that will accelerate ramp for every future hire in that department. In this episode of The Human Element, host Barb Bidan sits down with Bradford Wilkins, VP of People and Organization at Cognite, an industrial AI company, for a fast-moving conversation about what happens when you stop looking at people data in silos and start connecting it the same way you'd connect sensors in an oil refinery. Bradford walks through how Cognite is building knowledge graphs that layer engagement data on top of performance data on top of Salesforce data to surface correlations no one was seeing before, why he says 50% of his job is already gone (and why that's exciting, not scary), and his "cheesecloth" framework for AI-first thinking: push everything through AI first, and whatever's left on the other side is the human work. He and Barb also get into why entry-level hires who grew up on AI may be more valuable right now than your mid-career employees, how org charts are starting to include agent boxes alongside human ones, and why the best time to start was twenty years ago—but the second best time is now.Timestamps00:39 How Cognite connects people data the same way it connects industrial sensors04:30 The 90-day survey that triggered three fixes in a single week09:54 Where the biggest HR automation opportunities are right now12:59 "50% of my job is gone"—and why that's the exciting part14:12 What still requires the human touch: team composition, empathy, judgment19:42 Building trust by helping employees visualize where their jobs are headed23:51 Managing agents as direct reports: the new org chart26:35 Learning labs, AI champions, and building capability through show and tellTakeawaysPush every process through the "cheesecloth" of AI first—what's left on the other side is the genuinely human workConnect your people data across silos (engagement, performance, time tracking, CRM) instead of analyzing each in isolationDon't add AI on top of a bad process; you're just compounding the problem fasterBuild trust by helping employees visualize what their jobs will look like after AI, not just telling them not to worryCreate learning labs and AI champion roles to drive adoption intentionally instead of hoping it happens organicallyRecognize that entry-level hires who grew up on AI may be your most valuable asset right now for accelerating adoptionGuest LinkedIn: https://www.linkedin.com/in/bradfordwilkins/Company website: https://www.cognite.comSponsorWisq introduces Harper, your AI-powered HR service bot designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.See Harper in action at https://www.wisq.com/ (00:39) - How Cognite connects people data the same way it connects industrial sensors (04:30) - The 90-day survey that triggered three fixes in a single week (09:54) - Where the biggest HR automation opportunities are right now (12:59) - "50% of my job is gone"—and why that's the exciting part (14:12) - What still requires the human touch: team composition, empathy, judgment (19:42) - Building trust by helping employees visualize where their jobs are headed (23:51) - Managing agents as direct reports: the new org chart (26:35) - Learning labs, AI champions, and building capability through show and tell

SummaryIn a regulated, data-rich industry like insurance, speed isn't the goal—credibility is. In this episode of The Human Element, host Barb Bidan sits down with Elizabeth McSaveny, Chief People Officer at Zurich Canada, for a grounded conversation about what it actually looks like to drive AI adoption at scale inside a global enterprise. Liz leads people strategy for a company that already runs on data across underwriting, claims, and risk, which gives her a unique vantage point on how HR should show up in the AI conversation: not as the owner of the technology, but as the orchestrator of trust, clarity, and responsible use. She shares how Zurich built ZuriChat—a GPT-based tool with enterprise guardrails—rolled out mandatory Copilot training with annual recertification, and why the gap between access and adoption is almost always a leadership problem, not a technology problem. Barb and Liz also get into the distinction between artificial intelligence and augmented intelligence, why 70% of AI transformations fail due to leadership rather than tech, and what Liz is looking for in a new L&D hire tasked with building AI capability across the organization. She closes with practical advice for every HR leader: get comfortable with the tools yourself first, because your team is watching whether you actually use what you're asking them to adopt. If you lead people in a regulated industry or are trying to build AI adoption that sticks, this conversation will ground your approach.Timestamps01:06 Liz's intro and what leading people strategy means at a global insurer02:10 Why credibility matters more than speed in regulated environments05:26 Advice for HR leaders stepping into global or regulated roles for the first time07:39 How Zurich uses AI in underwriting, claims, and HR10:57 Building ZuriChat with enterprise guardrails and mandatory recertification16:57 Hiring an L&D leader focused on building AI capability23:27 What HR leaders are getting wrong: focusing on the tool instead of the mindset26:02 One action HR leaders can take this weekTakeawaysLead with clarity and trust, not speed—credibility is how you earn the right to move fast laterClose the gap between AI access and adoption by investing in leadership capability, not more toolsRequire training and recertification for AI tools so employees understand both the power and the boundariesSell AI internally as an enabler of your day to day, not a separate initiative layered on top of existing workModel AI use yourself before asking your team to adopt—they're watching whether you practice what you promoteDefine what good innovation looks like before telling your team to "be innovative"Guest LinkedIn: https://www.linkedin.com/in/elizabeth-McSavaney-chrl-bsc-371377/Company website: https://www.zurichcanada.com/en-caSponsorWisq introduces Harper, your AI-powered HR service bot designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.See Harper in action at https://www.wisq.com/ (01:06) - Liz's intro and what leading people strategy means at a global insurer (02:10) - Why credibility matters more than speed in regulated environments (05:26) - Advice for HR leaders stepping into global or regulated roles for the first time (07:39) - How Zurich uses AI in underwriting, claims, and HR (10:57) - Building ZuriChat with enterprise guardrails and mandatory recertification (16:57) - Hiring an L&D leader focused on building AI capability (23:27) - What HR leaders are getting wrong: focusing on the tool instead of the mindset (26:02) - One action HR leaders can take this week

SummaryAI is already inside 75% of companies—and 100% of people are using it—but only 10% actually know how. So what's really standing between organizations and meaningful AI transformation? According to Amanda Scott, it's not the technology. It's us. In this episode, Barb Bidan sits down with Amanda Scott, CEO of North America Talent Solutions at AON and a PhD candidate researching AI's impact on the workforce, for a deep, data-driven conversation on what's real versus hype in the AI era. Amanda leads a team of 500+ advisors across rewards, career, executive compensation, and assessment, giving her a rare dual lens: practical client work by day, academic research by night. Together, Barb and Amanda unpack AI sensitivity heat maps, the widening gender pay gap hiding inside AI adoption, why junior and senior roles are most exposed, and how the "middle" of the workforce may be the most important group to get right. If you lead people, design jobs, or set pay strategy, this one's essential listening.Timestamps00:54 Amanda's global background and why she's pursuing a PhD on AI03:56 The biggest limiting factor in AI adoption (hint: it's humans)06:41 Building AI heat maps and reshaping jobs around them12:50 What CHROs and C-suite leaders need to do right now15:38 Amanda's research: how AI is widening the gender pay gap18:48 The future for early-career workers entering the workforce22:17 Why the middle of the organization may matter most26:50 Lightning round and final takeawaysTakeawaysMap where AI will hit your workforce before deploying tools—start with a sensitivity heat map of roles and tasksRethink compensation alongside job design, because evolving roles change pay structuresPrioritize reskilling as an inclusion strategy, not just a retention oneBreak down silos between HR, technology, finance, and the board—this conversation requires all of themRedesign processes from scratch instead of just speeding up old ones with AILead with curiosity; it's the one skill that compounds through every wave of changeGuest LinkedIn: https://www.linkedin.com/in/amandabscott/Company website: https://www.AON.comSponsorWisq introduces Harper, your AI-powered HR service bot designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.See Harper in action at https://www.wisq.com/ (00:54) - Amanda's global background and why she's pursuing a PhD on AI (03:56) - The biggest limiting factor in AI adoption (hint: it's humans) (06:41) - Building AI heat maps and reshaping jobs around them (12:50) - What CHROs and C-suite leaders need to do right now (15:38) - Amanda's research: how AI is widening the gender pay gap (18:48) - The future for early-career workers entering the workforce (22:17) - Why the middle of the organization may matter most (26:50) - Lightning round and final takeaways

SummaryWhat happens when you've actually built AI into hospitality at the scale of 7,000 employees and millions of guests—not theorized about it on LinkedIn? In this episode, Barb Bidan sits down with Ani Nazaryan, Chief People Officer at The Siegel Group and Amazing Brands, for a refreshingly practical conversation about where AI belongs in HR and where it absolutely doesn't. Ani built her foundation in luxury hospitality, helping open two of the most iconic resorts in Las Vegas—The Cosmopolitan and Fontainebleau—where she stood up entire people systems for thousands of employees and pioneered branded AI personas like Rose and Morris years before AI was a buzzword. Together, Barb and Ani get into the real use cases for AI in onboarding, recruiting, communications, and coaching—plus the moments leaders should never outsource. Ani shares why she calls overuse "hiding behind AI," her three-bucket test for when humans must lead (career, culture, judgment), and how to keep your authentic voice intact when AI is drafting your messages. If you're a people leader figuring out where to draw the line, this one's for you.Timestamps[03:09] – Ani's immigrant journey from Armenia to Las Vegas hospitality[05:59] – Where to draw the line: AI as assistant, not replacement[07:21] – Why automated onboarding still needs a human phone call[09:40] – Building Rose and Morris: AI personas with brand identity[13:11] – Hard messages, layoffs, and the role AI should never play[14:48] – Keeping your authentic voice when drafting with AI[20:37] – The "keyboard warrior" trap and what overuse looks like[25:45] – Lightning round and Ani's final word for HR leadersTakeawaysUse the three-bucket test before letting AI lead: career impact, culture impact, judgment required → keep it humanBookend automated processes with real human touchpoints to preserve connectionDraft your message in your own words first, then use AI to polish—not the other way aroundBuild branded AI personas that reinforce identity instead of generic chatbots that flatten itFree leaders from manual reporting and templating so they can spend more time in the fieldProtect critical thinking by refusing to outsource judgment your team's experience earnedGuest LinkedIn: https://www.linkedin.com/in/ani-nazaryan-27660084/Company website: https://siegelgroup.netSponsorWisq introduces Harper, the world's first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.See Harper in action at https://www.wisq.com/ (03:09) - Ani's immigrant journey from Armenia to Las Vegas hospitality (05:59) - Where to draw the line: AI as assistant, not replacement (07:21) - Why automated onboarding still needs a human phone call (09:40) - Building Rose and Morris: AI personas with brand identity (13:11) - Hard messages, layoffs, and the role AI should never play (14:48) - Keeping your authentic voice when drafting with AI (20:37) - The "keyboard warrior" trap and what overuse looks like (25:45) - Lightning round and Ani's final word for HR leaders

SummaryIf your HR team is buried in inbox requests, you’re leaving no time for the moments that truly need a human touch. Preet Michelson, Chief People Officer at TMS and Morgan Street Holdings, shares how she’s using AI to modernize global HR operations across 44+ countries—without losing the human element. A former CPA at KPMG who later moved into commercialization, Preet brings a business-first lens to HR, supporting a creative, fast-moving company known for Happy Meal toys and programs like T‑Mobile Tuesdays. She breaks down a practical, two-part approach: centralize and summarize inquiries with AI to spot training gaps and service needs, then route tier-0/1 questions to a chatbot (Jewel in SAP SuccessFactors) while protecting time for complex, sensitive issues. Preet also details a goal-led performance process powered by AI—goal suggestions, a living goal library, an “on/off track” mid-year, and year-end summaries pulled from emails and decks—which drove 96% review completion and 97% manager 1:1s. Expect clear criteria for bot vs. human, change management lessons after a global HCM rollout, and how HR shifts from “push” to “pull” by showing up with data, empathy, and a strategic POV.Timestamps[00:36] – From CPA to CPO: why HR must be business-first[02:22] – Inside TMS and Morgan Street Holdings: a “buy and hold” model and global footprint[03:25] – Creative, fast-moving culture: Happy Meal toys, T‑Mobile Tuesdays, and geopolitics[04:41] – Fixing manual HR ops with AI: SAP SuccessFactors + Jewel, and the case for logging everything[06:46] – Centralize, summarize, then go deep: using AI to bucket inquiries across EU/APMEA/NA[09:44] – Bot vs. human: timeliness/accuracy vs. nuance/sensitivity (immigration, FMLA, family)[13:19] – Goal-first performance: AI goal suggestions, a goal library, on/off-track mid-year, AI-aided year-end[16:46] – Outcomes and brand shift: 96% review completion, 97% 1:1s, and moving HR from push to pullTakeaways- Centralize and summarize HR inquiries with AI to uncover training gaps, policy fixes, and regional needs.- Route tier-0/1 transactions to a chatbot; reserve experts for nuanced, sensitive, or multi-path issues.- Redesign performance around a few clear goals; use AI to suggest goals, craft feedback, and surface accomplishments.- Simplify checkpoints—“on track/off track”—to focus manager time where it matters most.- Measure adoption and communicate wins; high completion and 1:1 rates signal cultural momentum.- Use AI as a time-saver, not a truth source; validate outputs and keep humans at the center of decisions.SponsorWisq introduces Harper, the world's first AI HR generalist designed to act like a virtual HR generalist for every employee. No more waiting on emails or digging through policies—Harper gives your team instant answers to HR questions, helps them navigate benefits and policies, and even routes more complex cases to the right person.By handling the repetitive requests, Harper frees up your HR team to focus on strategy and people, while ensuring employees always feel supported. It’s a smarter, more consistent way to deliver HR services at scale.See Harper in action at https://www.wisq.com/ (00:36) - From CPA to CPO: Why HR Must Be Business-First (02:22) - Inside TMS and Morgan Street Holdings: Buy and Hold Model (03:25) - Creative Culture: Happy Meal Toys and Global Footprint (04:41) - Fixing Manual HR Ops: SAP SuccessFactors Chatbot and Logging (06:46) - Centralize Summarize Then Go Deep: AI Inquiry Bucketing (09:44) - Bot vs Human: Timeliness and Accuracy vs Nuance and Sensitivity (13:19) - Goal-First Performance: AI Goals Library and Year-End Reviews (16:46) - 96% Completion and HR Brand Shift: From Push to Pull