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