Insight222

As part of my role at Insight222, since May 2019 I have hosted the Digital HR Leaders podcast where I speak to a range of chief human resources officers, heads of people analytics, other senior HR leaders, thought leaders and executives of HR technology firms who are pushing a data-driven and digital HR agenda.

Since the podcast was created, we have released nearly 200 episodes, with each episode attracting in excess of 5,000 listens.

Find out more and access past episodes here: https://www.myhrfuture.com/digital-hr-leaders-podcast
Listen on Apple: https://podcasts.apple.com/gb/podcast/digital-hr-leaders-with-david-green/id1459322652
Listen on Spotify: https://open.spotify.com/show/40LdYb32asJxvZ9JnYYlTL

Host, Digital HR Leaders Podcast

After my initial period as a NED, I become an Executive Director and full member of the board at Insight222 in January 2019 with a global remit for the business.

Insight222 is a networking, consulting and learning business focused on People Analytics. We supports chief human resource officers, people analytics leaders and senior human resources executives to create sustainable business value with people analytics and develop a data-driven culture in HR. Our signature offering, 'The People Analytics Program', provides members (Heads of People Analytics and CHROs) with techniques, co-creation workshops, on-line collaboration, training and design thinking techniques to help them increase expertise and improve their success in bringing more value to their organisations.

Insight222's purpose is to put People Analytics, as a discipline, at the centre of business and upskill the HR profession -- in turn helping Insight222's current and future clients create more cultural and economic value through the wise and ethical use of people data and analytics. 

Through myHRfuture.com, we provide online training for HR professionals on people analytics, digital HR and the future of work. See https://www.myhrfuture.com/academy for details of all courses and https://www.myhrfuture.com/academy-teams, if you are looking to upskill your HR team. 

If you are a people analytics leader or CHRO interested in finding out more about The People Analytics Program, please get in touch at david.green@insight222.com

Executive Director and Member of the Board

I joined Insight222 initially as a Non-Executive Director to help the company advance its strategy, portfolio of clients and assets. 

During 2018, we grew significantly and by the end of the year we had 50 member organisations as part of The People Analytics Program across Europe and North America.

Examples of the activities delivered to members in 2018 were:
- The inaugural Global Executive Retreat, which took place in Philadelphia in October 2018 and brought together the Head of People Analytics from our European and North America member organisations for two days of learning, reflection and planning.
- An Ethics Charter co-created through design thinking workshops with members.
- The launch of the Nine Dimensions for Excellence In People Analytics model, which I created together with Jonathan Ferrar
- Quarterly regional peer meetings in Europe (London, Amsterdam, Zürich and Copenhagen) and the United States (New York and San Francisco)
- The launch of the myHRfuture academy and blog

Non Executive Director & Board Advisor

Zandel | davidrgreen.com

I created Zandel in 2018 as a business centred on providing three services in the people analytics, HR and future of work domain. These are outlined below, with further information available on my website - davidrgreen.com:

SPEAKING: I am a popular keynote speaker, moderator and chair who has presented at conferences all over the world. For example, I have chaired Tucana’s People Analytics World and People Analytics Forum conferences since 2015, I was the main stage emcee at the UNLEASH conference in Amsterdam in 2018, and Paris in 2019 and 2022, and was the co-chair of the People Analytics & Future of Work (PAFOW) conferences in San Francisco, Philadelphia and London from 2017 to 2020.

Recent speaking engagements include:
- HR4results (São Paulo, Jun 2023)
- HR Tech by HR Norge (Oslo, May 2023)
- People Analytics World (London, Apr 2023)
- Workday Rising Europe (Stockholm, Nov 2022)
- UNLEASH World (Paris, Oct 2022)

CONSULTING: I deliver a range of consulting services to help organisations embark upon and progress their people analytics and digital HR journeys. I am regularly invited to share my knowledge on people analytics, HR technology and the future of work at internal company events, which since the start of 2017 includes global organisations such as ABN Amro, Bosch, Vodafone, Rolls Royce, Amdocs and AXA.

ADVISORY: I am available for board advisory and Non-Executive Director roles in the people analytics, HR technology and digital HR spaces.

If you would like to get in touch, please contact me at dgreen@zandel.org

Founder and CEO

UNLEASH

I have partnered with UNLEASH (formerly known as HR Tech World), the organisers of the award-winning conferences in cities including Paris, Las Vegas, Amsterdam, London and San Francisco since 2015.

•	MC: I was MC of the main stage at the UNLEASH World shows in Amsterdam (Oct 2018), and Paris (Oct 2019 and Oct 2022)
•	CHAIR/MODERATOR: I moderated the Smart Data track at the shows in Paris (Oct 2016), London (Mar 2017), Amsterdam (Oct 2017), London (Mar 2018), Las Vegas (May 2018), Las Vegas (May 2019) and Paris (Oct 2019) as well as the Influencer Stage (Lon 2019)
•	SPEAKER: I spoke on People Analytics Trends and Innovations at the inaugural US show in San Francisco (Jun 2017), People Analytics Readiness in Europe in Amsterdam (Oct 2017), Ethics in People Analytics and Six Trends in People Analytics (both London, Mar 2018), 'The role of ONA in People Analytics' (Las Vegas, May 2018) and How to Create Business Value from People Analytics (Lon 2019, Las Vegas 2019)
•	WRITER:  regular contributor to the UNLEASH Blog since 2015 where my articles are consistently amongst the highest viewed. 

For more information on the UNLEASH shows please visit http://www.unleashgroup.io

Speaker and Main Stage Emcee

TrustSphere

I joined TrustSphere's advisory board to support the executive team drive the next level of the company’s evolution as a leading provider in the people analytics and relationship analytics technology space until May 2022, when Bigtincan invested in the company.

Board Advisor

People Analytics & Future Of Work

I worked as Conference Co-Chair, Speaker and Advisor to Al Adamsen and the PAFOW (People Analytics and the Future of Work) from 2017 until 2021. Until the onset of the pandemic, this took on PAFOW in-person events in San Francisco (2017, 2018, 2019 and 2020), Philadelphia (2017, 2018 and 2019), and London (2019) plus virtual conferences in April 2020 and January 2021.

Visit pafow.net for details of upcoming events.

Conference Co-Chair, Speaker & Advisor

IBM Watson Talent combines the power of people analytics and workforce science, with market-leading solutions to help organisations build an impassioned and engaged workforce and deliver better business outcomes.

I was responsible for:
•	Helping clients get started and accelerate their people analytics journeys through a combination of consulting, solutions and services 
•	Amplifying the voice of IBM Watson Talent in the marketplace as it relates to people analytics, digital HR transformation, AI and the future of work
•	Promoting the wider adoption by HR of a data driven, analytical and insight led approach to link people based decisions with improved business outcomes and employee experience
•	Working with the IBM Smarter Workforce Institute research team, which conducts rigorous and innovative research programs about all aspects of the workforce

Global Director, People Analytics | IBM Watson Talent

Tucana

I partnered with Tucana, the organisers of the People Analytics World and People Analytics Forum conferences in London since 2014. The Tucana events grew to be the best regarded and highest attended conferences on people analytics in Europe. 

•	Chair, People Analytics World 2015, 2016, 2017 and 2018
•	Chair, People Analytics Forum 2016 and 2017
•	Advised on content and speakers
•	Writer and a co-host of the People Analytics Podcast

Conference Chair, Advisor, Writer and Podcast Host

Various HR & People Analytics blogs and conferences

I write and speak on some of the key tenets driving this seismic change. Principally, this enables me to indulge my passion for helping to make analytics and evidence based decision making part of HR’s standard practice.

SPEAKING ENGAGEMENTS
Since the start of 2016, I have spoken at and/or chaired 40+ conferences across the world including: HR Tech World (Paris, London, Amsterdam & San Francisco), People Analytics World/Forum (London), Stamford Global Workforce Analytics Summits (Amsterdam, Sydney, New York & Singapore), People Analytics & The Future of Work (San Francisco & Philadelphia), HR Digital Summit (Moscow), Social Recruiting Days (Berlin), hiQ Elevate (San Francisco), HR Technology Conference (Las Vegas), HR Norge HR Tech & People Analytics Conferences (Oslo), Beyond HR Leadership Forum (Amsterdam) & HR Congress (Amsterdam & Brussels). I have also been invited to speak at internal company events on people analytics, HR Tech and the future of work including with: ABN AMRO, Bosch, Vodafone, BT and AXA. 

This led to me establishing Zandel Ltd in April 2018, which acts as an outlet for my speaking and advisory work.

Please feel free to contact me on dgreen@zandel.org with any speaking or advisory opportunities.

Speaker, Conference Chair & Writer | People Analytics, the Future of Work

Cielo

Cielo is recognised as a leading global partner for recruitment process outsourcing (RPO) and talent management solutions. 

As part of the European leadership team, I was responsible for:
•	Global and multi-regional new business pursuits and solutions design
•	Growth of existing customers through regional expansion and additional services
•	Leading out our people analytics services and capability

Director / VP | Business Development | Customer Solutions | People Analytics

Capita

Responsible for the consulting, solution design and commercial delivery of tailored end-to-end and/or project based talent acquisition, RPO and MSP solutions both for organisations considering outsourcing and/or co-sourcing options.

I was responsible for leading the creation and go-to market strategy for a Professional Services offering. This was founded upon a project I also led to establish Strategic Resourcing Assessment tool, which measured the effectiveness of the resourcing function against the objectives of the business.

Solutions & Development Director | Head of Professional Services

Co-Author of Excellence in People Analytics | People Analytics leader | Director, Insight222 & myHRfuture.com | Conference speaker | Host, Digital HR Leaders Podcast

I am a globally respected writer, speaker, conference chair and executive consultant on people analytics, data-driven HR and the future of work.

My main role is as an Executive Director at Insight222. Our clients include several Fortune100 firms and through 'The People Analytics Program', we help member organisations create more value and better employee experience through the wise and ethical use of people analytics. The consumer side of Insight222 - myHRfuture.com - provides training for HR professionals in 'future-oriented' topics.

WRITING | PODCASTING
I write regularly about people analytics and its role in the future of work and the evolution of the HR function. My articles are published on LinkedIn and myHRfuture.com. Subscribe to my Digital HR Leaders newsletter and podcast via myHRfuture: https://www.myhrfuture.com/subscribe 

SPEAKING
I am fortunate to speak at and chair conferences all over the world. Recent and upcoming speaking engagements include:
- UNLEASH World (Paris, Oct 2025, 2024, 2023, 2022, 2019)
- UNLEASH America (Las Vegas, May 2025)
- Workday Rising Europe (2024, 2023 and 2022), Workday Rising US (2024)
- People Analytics World (London, 2014-2025), Zurich 2025, 2024, New York 2025, 2024 Amsterdam, 2023)
- Wharton People Analytics Conference (2025)
- Workhuman Live (London, 2025)
- People Matters TechHR India (Delhi, 2025)
- Visier Outsmart (London, 2024)
- HR4results by Gupy (São Paulo, Jun 2023)
- HR Tech by HR Nørge (Oslo, May 2023)

GET IN TOUCH
Please feel free to follow me here on LinkedIn and subscribe to my LinkedIn newsletter - Data Driven HR Monthly. 

If you would like to book me as a speaker/chair, please contact me at dgreen@zandel.org.

If you are a people analytics leader or CHRO interested in joining Insight222's People Analytics Program, or finding about more about how we upskill HR professionals in data literacy, please get in touch at david.green@insight222.com.  

For my full biography, please visit davidrgreen.com.

🎙️ "Today’s chief people officers are central to driving organizational resilience, business transformation and workforce readiness."

A new report from the World Economic Forum offers a strategic blueprint for chief people officers (CPOs) navigating the new world of work. 

Based on a survey of over 130 global people leaders, the report's key finding is that the people function is playing an increasingly strategic role in shaping business transformation and growth. 

While the short-term labour market outlook reflects caution, with many organisations delaying hiring and restructuring decisions, CPOs see long-term opportunities for workforce transformation. 

The report emphasises that CPOs are now central to driving organisational resilience, business transformation, and workforce readiness. A large majority of those surveyed state that their firms rely on them to actively co-drive and co-design company direction. 

The top three strategic imperatives for the year ahead are: 
1️⃣ Revising organisational structures. 
2️⃣ Fostering culture and purpose. 
3️⃣ Advancing intentional and responsible workforce AI deployment. 

The report concludes that to drive this transformation, people leaders must develop core competencies such as business acumen, digital fluency, and stakeholder influence. This will position the HR function as central to future business success. 

Kudos to the authors: Adèle Jacquard, Isabelle Leliaert, and Till Alexander Leopold. Thanks to Seth Hollander, MBA and Hanadi El Sayyed for drawing my attention to the report.

🚀 The report is featured in the September edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eYMxaczQ 🚀

#chiefpeopleofficer #humanresources #peopleanalytics #workforceplanning #futureofwork

David Green 🇺🇦

WEF | Chief People Officers Outlook

🔥 Presenting the October edition of the Data Driven HR Monthly – a curation of the HR, people analytics, AI and future of work resources that caught my eye over the month. 🔥

🔎 This month’s edition explores how HR can lead through the accelerating wave of AI transformation. Highlights include McKinsey’s vision for the “agentic organisation”, BCG’s insights on the widening AI value gap, and PwC’s research on AI agents reshaping HR workflows. Also featured: Dana Minbaeva on realigning people analytics for the AI era, Mercer on designing employee experience for resilience, and Dave Ulrich on multiplying artificial and human intelligence. Look out too for perspectives from Virginia Minni on great managers, Dr Tomas Chamorro-Premuzic on authentic leadership, and Stacia Garr on the shifting HCM market.

🙏 Thank you to Julius Schelstraete 🐺 Reinhard De Milt and the TechWolf team for sponsoring this edition. 

Perfect for a Sunday read 🥐 ☕ 🗞

🚀 If you find it valuable, share some data-driven love by liking, commenting, or sharing 🤓

#humanresources #peopleanalytics #workforceplanning #culture #hrtech #employeeexperience #agenticai #orgdesign #employeelistening #learning #leadership #recruiting #organizationalnetworkanalysis #futureofwork #chiefpeopleofficer David Green 🇺🇦

I am a globally respected writer, speaker, conference chair and executive consultant on people analytics, data-driven HR and the future of work.

My main role is as an Executive Director at Insight222. Our clients include several Fortune100 firms and through 'The People Analytics Program', we help member organisations create more value and better employee experience through the wise and ethical use of people analytics. The consumer side of Insight222 - myHRfuture.com - provides training for HR professionals in 'future-oriented' topics.

WRITING | PODCASTING
I write regularly about people analytics and its role in the future of work and the evolution of the HR function. My articles are published on LinkedIn and myHRfuture.com. Subscribe to my Digital HR Leaders newsletter and podcast via myHRfuture: https://www.myhrfuture.com/subscribe 

SPEAKING
I am fortunate to speak at and chair conferences all over the world. Recent and upcoming speaking engagements include:
- Workday Rising Europe (Barcelona, Nov 2023 and Stockholm, Nov 2022)
- UNLEASH World (Paris, Oct 2023 and Oct 2022)
- People Analytics World (Amsterdam, Sept 2023 | London, Apr 2022 and Apr 2023)
- HR4results by Gupy (São Paulo, Jun 2023)
- HR Tech by HR Nørge (Oslo, May 2023)

GET IN TOUCH
Please feel free to follow me here on LinkedIn and on Twitter @david_green_uk. 

If you would like to book me as a speaker/chair, please contact me at dgreen@zandel.org.

If you are a people analytics leader or CHRO interested in joining Insight222's People Analytics Program, or finding about more about how we upskill HR professionals in data literacy, please get in touch at david.green@insight222.com.  

For my full biography, please visit davidrgreen.com.

It’s been a fabulous start to People Analytics World in New York this morning.

As co-chair, I had the honour of kicking things off – sharing some early findings from Insight222’s sixth annual People Analytics Trends study – not least that: The more advanced a people analytics team is (“A” and “B” Teams) the more they drive AI adoption and value.

Then Cole Nussbaumer Knaflic delivered a mini-masterclass on how to visualise and verbalise data for impact before Elin Thomasian walked through how to move from rigid job catalogues to skills-based structures that update continuously using internal signals and labour market data

In the Impact track that I’ll be chairing for the rest of the day, other speakers include: Jeremy Shapiro, Cole Napper, Rupert Bader, Paul Batten, Tanmay Manohar, Ashish Parulekar, Jamie Durling, Courtney McMahon, Alan Susi

Over in the Innovation track, chaired by Michael M. Moon, PhD, speakers include Nicole Lettich, Kevin Rutherford, Peter Louch, Stephanie Murphy, Ph.D., Craig Starbuck, PhD, Christopher Cerasoli, Matthew Corritore, Jeff Higgins, Sarabjeet Singh, Amy Armitage, Yuyan Sun.

#peopleanalytics #paworldnyc #insight222 #workforceplanning #humanresources 

It promises to be a wonderful day of conversation, learning and fun.

🔥 Reimagining performance management in the age of AI 

🎙️ "60% of HR Leaders believe that performance management does not work the way they wish it would, within their organization."

This absorbing paper from Mercer argues that the traditional approach to performance management is fundamentally broken. According to the report, only 4% of HR leaders believe their current approach delivers exceptional value. 

To "flip the script" and reinvent performance management, the authors of the report – Kate Bravery, Gord Frost, and Ravin Jesuthasan, CFA, FRSA, outline five strategies: 

🔎 Focus on the vital many, not the anointed few: 
👉 Requiring managers to act as stewards to all employees – not just low and high performers, who together make-up approximately 25% of the employee population. 

🔎 Connect employee aspirations to business needs: 
👉 “By failing to connect people's contributions to business performance and/or neglecting to steer workers to develop skills that add business value, employers do their employees (and their companies) a disservice”. 

🔎 Empower managers to make the right call and stand by it: 
👉 Educate everyone on the business fundamentals and the compensation philosophy, not just managers. 

🔎 Embed performance enablement into the day-to-day: 
👉 This approach moves businesses closer to a more continuous dialogue and opens up an opportunity for AI to play a role in gathering actionable data and reporting out for HR milestones. 

🔎 Partner with AI to drive performance outcomes: 
👉 Use AI to support managers and employees with tasks like providing just-in-time advice and guidance on goals and career progression. 

The report also provides examples of how AI is transforming performance management, shifting the focus to a more meaningful employee experience. 

As an example, the financial services company Experian partnered with Valence to train an AI coach, Nadia. Nadia can converse with employees, helping them create relevant performance goals and providing just-in-time advice. The report documents how this has freed up HR from hosting training sessions and has been met with exceptional feedback from employees. 

🙏 Thanks to Parker Mitchell and Lewis Garrad for highlighting the report 

🔗  If you enjoy curated resources like these, please check out the Data Driven HR Monthly. Every month I select and curate some of the best HR, future of work and people analytics resources of the month. See the October edition here: https://lnkd.in/eu7wwZYJ 🔗  

#humanresources #employeeexperience #futureofwork #leadership #culture #performancemanagement #hrtech #peopleanalytics

Performance Management in the Age of AI

Eleven reflections from last week’s biggest UNLEASH World show yet in Paris with over 8,000 attendees across the three days.

Once again, I had the honour of being emcee of the Main Stage, so most – but not all – of my reflections come from there:

1️⃣ Amy Coleman heralded HR as the next R&D but explained that to realise this it is not just changing what we do: it’s changing how we think, how we build and how we learn.

2️⃣ Scott Galloway’s assertion of AI as corporate Ozempic is already proving worryingly prescient as CEOs increasingly believe they can grow without hiring more people.

3️⃣ Interviewing a humanoid robot on stage is a challenge! (Mike Bollinger, you are right: Interviewing a robot can be a acquired skill!!) Ameca reminded us that: 
🎙️ “My role isn’t to replace human values, but to remind you how precious they are.”

4️⃣ Daniel Susskind captured the essence of the AI age as it relates to jobs, which as in previous industrial revolutions: 
🎙️ “There are going to be lots of jobs for people to do. The challenge is that these jobs are going to look quite different.”

5️⃣ Josh Bersin emphasised the case for work redesign and reengineering in order for organisations to flourish with AI and increase productivity.

6️⃣ With AI, it’s even more important that we reinforce the importance of the ‘H’ in HR.

7️⃣ Unleash is the show that CHROs attend. Seven CHROs spoke on the Main Stage, many more on the other eight stages, and the CHRO Summit was well attended.

8️⃣ Away from the Main Stage, I also moderated a fireside chat with Uzair Qadeer, Chief People Officer at the BBC. I left inspired by Uzair’s take on leadership and purpose: 
🎙️ “Leadership is many things, but leadership is creating clarity in chaos, helping people buckle up and calm down so they can do their best work.”

9️⃣ From walking the show floor and speaking to exhibitors, Unleash really is where the HR world meets: the mix of practitioners, investors, analysts, vendors creates a playground of creativity, learning, collaboration and energy.

🔟 Reconnecting with old friends and meeting new ones is always something to treasure.

1️⃣ 1️⃣ Marc Coleman and the Unleash team keep raising their already high bar for this event. 2025 was the best Unleash World yet – and having seen the plans for 2026…wow!

Thanks to Marc for giving me the opportunity to emcee the Main Stage again, the fabulous Unleash Production team: Zoltán Kőváry, Julia O'Hegarty, Csenge Pfandler, Jeremy Roden, Dave Durant, Laura D., Viktoria Tripp, Borbala Rubovszky.

Unleash always sparks numerous articles, videos and reflections. I will include links to some of my favourites in the comments to this post – please feel free to add those that I will inevitably miss.

#unleashworld #humanresources #peopleanalytics #workforceplanning #hrtech #futureofwork #employeeexperience #chiefpeopleofficer

🚀 In every edition of the Data Driven HR Monthly, I feature a collection of articles by current and recent people analytics leaders. In the September edition - which you can read here 👉 https://lnkd.in/eYMxaczQ 🔥 

Those included are:

🌟 Adrian P. walks through five stages of a people analytics map (see Figure): The Wildlands, The Crunchbarrows, Welcome to Dashborough, Data and Organizational Research Centre (D.O.R.C.), and The Janus Watchtower.

🌟 Richard Rosenow provides another great resource for the people analytics field - a list of 175 people analytics leaders as part of an initiative he called, “Weaving Wednesdays.” 
🎙️ "Practice intentional connection so ideas, trust, and opportunities move more freely across our field."

🌟 Deniz Demir breaks down how a people analytics function can become a true strategic partner to the business: 
🎙️ “People Analytics maturity is not just about moving up a scale. It is about building trust in data and embedding analytics into real business decisions.”

🌟 Vinicius Buso thoughtfully muses on the potential negative impacts on organisational networks and collaboration due to the growth of AI agents
🙏 Thanks to Martha Curioni and Marcus Baker for highlighting.

🌟 Andrew Marritt outlines how to use LLMs to analyse employee feedback by building a question-answering system that uses the answers provided in a large employee survey as a knowledge base.

🌟 Craig Starbuck, PhD explores how managers can regain influence in the new landscape of work, and why network-based employee listening may be the missing piece: 
🎙️ “Network-based listening is a next-generation approach to employee listening that integrates feedback with network analysis, uncovering the influencers, hidden communities, and collaboration patterns that shape experience, culture, change, and performance.”

🌟 Scott Reida and Kristin Saboe, Ph.D. examine how to translate directional clarity into workforce decisions: 
🎙️ “By layering multiple data sources, mapping workflows, and examining priority roles in greater detail, it becomes possible to identify where investments should be placed, which skills require immediate attention, and how to remain competitive in an environment defined by accelerating skill cycles.”

🌟 Cole Napper shares insights from his new book, People Analytics: Using Data-Driven HR and Gen AI as a Business Asset,  with JP Elliott, PhD including why business acumen isn't just nice to have but a fundamental requirement for all HR and people analytics professionals.

Looking forward to seeing Richard, Kristin, Craig and Cole - as well as everyone else who is going - at People Analytics World in New York next week.

#humanresources #peopleanalytics #organizationalnetworkanalysis #workforceplanning #employeelistening #hrtech #futureofwork

🎙️ "A successful AI strategy is both technical and cultural."

Phil Willburn, head of people analytics at Workday, highlights the key findings of Workday’s 2025 Global Workforce Report, which he co-authored with Greg Anderson, Rich Davenport, William Haarder, Vishnu Mohan, Ernest Ng, PhD, Brad Reaume, and Jeremy Grynpas. 

The report reveals a triple threat of high performers leaving, internal career growth stalling (see page 10), and employee trust eroding due to unclear communication around AI: 

🎙️ “44% of employee comments made in organizations' internal employee surveys mentioning strategy and AI are negative.” 

To reverse direction and rebuild focus, leaders should take three steps: 

1️⃣ Prioritise internal growth: by making career development visible, personalised, and tied to evolving business needs. 

2️⃣ Clarify strategic direction: with consistent, transparent communication, especially as AI reshapes roles and expectations. 

3️⃣ Use AI intentionally to redirect time, surface opportunities, and give employees a greater sense of agency and alignment.

🚀 The report is featured in the September edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eYMxaczQ 🚀

#humanresources #peopleanalytics #workforceplanning #culture #hrtech #employeeexperience #learning #futureofwork

Workday | 2025 Global Workforce Report

🎙️ AI is rapidly and radically changing the tasks workers undertake, the talent companies need, and the ways teams interact. What feels advanced today will be table stakes by 2030 - if not before.

🤔 Are you ready?

AI is profoundly reshaping work, talent, and teams, requiring a fundamental shift in workforce strategy. A recent Boston Consulting Group (BCG) article outlines a comprehensive framework for this transformation, arguing that a focus on mere efficiency is insufficient. 

🔎 The authors introduce the AI Talent Horizon Framework (see page 12), which plots an organisation's journey across two dimensions: AI Maturity (from tool-based adoption to agent-led orchestration) and Workforce Impact (changes in tasks, talent and teams). 
👉 Changes in Tasks: The tasks, processes and workflows that define how work gets done are in flux
👉 Changes in Talent: As a result, the skills, roles, responsibilities and capabilities required by individuals are also changing
👉 Changes in Teams: Consequently, the structure, shape and culture of teams are also evolving

🔎 As AI matures, work becomes more about intelligent orchestration, talent evolves to guide AI, and teams become flatter and more integrated with hybrid human-AI pods. 

🔎 This article also presents seven trends reshaping how work gets done, who does it and how teams are structured, including the redefinition of work, the blending of roles from function-based to fluid, the rethinking of location strategy, and the rise of AI fluency as a baseline skill. 

🔎 The authors also introduce a model to highlight the four talent archetypes that are emerging (see page 17): 
1️⃣ The Scaler, 
2️⃣ The Horizon Builder, 
3️⃣ The Streamliner, and; 
4️⃣ The Reinventor. 

For leaders and HR professionals, understanding these archetypes is important for aligning talent strategy with business objectives. 

The article concludes that success requires a deliberate and proactive approach, moving beyond traditional models to build a workforce that can not only cope with AI but thrive with it. 

🙏 Kudos to the authors: Julie Bedard, Liz Lucero, Ruth Ebeling, Frank Breitling, Consuelo G., and Ayush Sakhuja.

🔗  The study is featured in the September edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eYMxaczQ 🔗 

#humanresources #workforceplanning #peopleanalytics #agenticai #chiefpeopleofficer #futureofwork #employeeexperience #culture

AI and 2030 Workforce Strategy

🎙️ “If your HR function only has access to data within HR, it's always going to be backwards-looking. It can only be predictive and prescriptive when you pull in the data from other functions. So, the best HR organisations are led by chief people officers with a tremendous amount of influence so that they can convince IT, security, legal, finance and sales to put all of that data together.” 

🤔 How can HR transform into an insight-driven function? 

That’s the overarching question I tackle in the new episode of the Digital HR Leaders podcast. My guest is Jenny Dearborn, MBA, who has held executive roles both in HR and business at companies including SAP Success Factors, HP and Sun Microsystems. Jenny is now the Chief People Strategy Officer at BTS and recently co-authored (with Kelly Rider), The Insight-Driven Leader – a book I highly recommend.

🎙️ “The best advice I ever got and now repeat to others is that if you want to have a career in HR leadership, the best thing to do is leave HR and come back.”

In our conversation, Jenny makes the case for a bold shift: from reactive, rear-view reporting to forward-looking, insight-driven action. In the episode, Jenny and I discuss:

🔎 Why “data-driven” HR often falls short, and what insight-driven really means
🔎 The risks of relying on outdated metrics that don’t influence business decisions
🔎 What CEOs should be demanding from HR leaders
🔎 How top organisations are transforming HR into a strategic, insight-generating function
🔎 What it looks like when HR operates like a product organisation with clear outcomes, user focus, and measurable value.
🔎 How CHROs can build trusted partnerships with CFOs and CIOs

🎙️ “The relationship between the CEO and CHRO sets the tone for how HR is viewed, and how impactful and successful it can be for the entire organisation… Excellence in business acumen is the biggest differentiator between the best CHROs and the rest of the pack.”

🙏 Thanks to Jenny for sharing her time and expertise with listeners. Thanks too to Julius Schelstraete 🐺, Reinhard De Milt and the TechWolf team for sponsoring this series of the podcast, as well as Oceane, Jasmine and the teams at Insight222, myHRfuture and Listen for bringing the podcast to life.

cc. Jeremy, Amit, Mikaël, Patrick, Richard, Michelle, Craig, Dan, Kelley, Tony, Marta, Katarina, L., Steve, Alexis, Dr. Christian, Ron, Jason, David, Hanadi, Philippa, Amanda, Stela, Stephanie, Sukumaran, Angela, Jacob, Martha, Narelle, Nick,

#humanresources #chiefpeopleofficer #peopleanalytics #hrtech #learning #workforceplanning #hrpodcast #insight222

🎙️ "Systems thinking emphasizes understanding interdependencies, redefining problems iteratively, and engaging diverse stakeholders to co-create solutions."

n their article for Harvard Business Review, Tima Bansal and Julian Birkinshaw of Ivey Business School at Western University make the case that systems thinking is a better innovation approach than breakthrough and design thinking when it comes to tackling the complex challenges faced by businesses in today’s world. 

While breakthrough thinking focuses on a single, disruptive idea and design thinking centres on creating a human-centred solution, systems thinking considers the entire interconnected system to anticipate the ripple effects of change. 

Their article outlines a four-step framework for streamlining systems thinking:
1️⃣ Define a desired future state: define the North Star and engage stakeholders. 
2️⃣ Reframe problems so that they resonate across stakeholders. 
3️⃣ Focus on flows and relationships over discrete products and services, and;
4️⃣ Implement small nudges to gradually shift the system.

🔗 The article is featured in the September edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eYMxaczQ 🔗 

#strategy #humanresources #innovation #systemsthinking #leadership

Professor seeking to create a better world through business

Dean, Ivey Business School

Ivey Business School at Western University

Keran D.

Thrilled to be kicking off UNLEASH World in Paris this morning as Main Stage emcee – with 8,000 attendees!

In my 25+ years in the field there’s never been a more exciting or challenging time to be in HR.

The slides I used to open the show are included here, and outline four opportunities for HR in the age of AI:

1️⃣ Lead on workforce transformation and work redesign
2️⃣ Reimagine HR as a product function
3️⃣ Hyper-personalise the workforce experience – and build fairer, healthier and more human organisations
4️⃣ Invest in a People Analytics ‘A’ Team - our research at Insight222 finds that the more advanced a people analytics function, the more that organisation drives adoption from and value in AI in HR.

On the main stage today, speakers include:
🎙️ Amy Coleman, Chief People Officer at Microsoft, who will deliver the opening keynote on Reimagining People Strategies in an Era of AI
🎙️ I’ll be interviewing, Ameca, a humanoid, on stage to discuss where humanoids and AI converge
🎙️ George Rogers 👟🥾👞 will be moderating a panel of CHROs: Sharon Doherty, Emilee F. DeMartino and Alejandra Piñol on Culture as a Superpower
🎙️ Charles-Henri Besseyre des Horts will moderate a panel on Reimagining DEI and Sustainability in the Global Workplace with Dailah Nihot, Vincent Lecerf and Uzair Qadeer.
🎙️ Finally, Scott Galloway – the main who coined the oft used phrase: “AI won't take your job. Someone using AI will,” will deliver the closing keynote: The AI Optimist.

Thanks to Marc Coleman and the UNLEASH team for entrusting me to emcee the Main Stage again, and for putting together such a fabulous show.

The rocket launches now…

#humanresources #unleashworld #insight222 #futureofwork #peopleanalytics #hrtech

Unleash World 2025 | Emcee opening slides

🔥 What’s the single biggest shift in the future of work by 2030, and how will HR lead it? 🔥 

We recently wrapped up Series 49 of the Digital HR Leaders podcast and all episodes are now available for your aural enjoyment:

1️⃣ Kerry Dryburgh - How BP is Writing the Next Chapter. Discussing Transformation and Technology
🎙️ "You've got to be bold and courageous because no transformation or big change happens without having courage."

2️⃣ Dick Beatty, Patrick Wright and Dave Ulrich – How to Build the Next Generation of HR Leaders
🎙️ "HR is not about HR. It's about creating value for stakeholders."

3️⃣ Dawn Klinghoffer – How Microsoft Uses People Data to Shape Flexible Working That Helps Teams Thrive
🎙️ "We’ve looked at how our teams work best, and the data is clear: when people work together in person more often, they thrive – they are more energized, empowered, and they deliver stronger results."

4️⃣ Olena Bondareva (Priadka) - Scaling Organisations Through Strategic HR
🎙️ "We show the data that tells the story…connect it to strategy…and then make it actionable and simple."

5️⃣ Toby Hough – How to Redefine Culture and Performance as Your Company Scales
🎙️ "One thing in a scaling business that we can really benefit from is internal mobility."

🙏 Thanks to all our guests as well as Louis Gordon and the HiBob team for sponsoring this series of the podcast.

🙏 If you enjoy listening to the Digital HR Leaders podcast, please do rate the show on Apple podcasts or Spotify and share it with your friends and colleagues via social media. Thank you. It really helps!

#humanresources #peopleanalytics #employeeexperience #leadership #learning #culture #chiefpeopleofficer #employeelistening #hrpodcast

🚀 This week more than 60 of the world’s most accomplished people analytics leaders have gathered at the Foxhall Resort, near Atlanta, for the eighth annual Insight222 Global Executive Retreat.

The three-day Retreat, which has become affectionally known as ‘The Davos of People Analytics,’ kicked off yesterday, with an absorbing session with Peter Fasolo, Ph.D., former CHRO at Johnson & Johnson and Harvard Business School Fellow.

Three of the many takeaways from Peter’s session, which was expertly facilitated by my colleague Heidi Binder-Matsuo, were:

🔎 While the next 3-5 years present a huge opportunity for chief people officers to lead AI transformation in their organisation, there needs to be a greater sense of urgency in our field.

🔎 Boards are increasing asking CHROs what returns the organisation is getting from their technology investments. Most CHROs struggle to answer that question. Leading CHROs understand that they need to demonstrate ROI as it relates to the workforce and partner closely with their people analytics team to do this.

🔎 People analytics leaders should always be looking for opportunities to develop more value. They need to be students of their P&L and know what drives value in their firm. They need to help the CEO and board answer questions that they may not even be asking yet.

🕰️ Peter concluded by emphasising to the people analytics leaders in the room that now is the time for people analytics leaders to influence the agenda in the C-suite.

The theme of the 2025 Retreat is Leading People Analytics in the Era of AI, and speakers today and tomorrow include Kay Firth-Butterfield (on Governing AI) and Dr Tomas Chamorro-Premuzic (on augmented leadership creating value in the era of AI). I’ll share more takeaways from the Retreat throughout this week, and please also check out the more regular updates on the Insight222 LinkedIn page.

The Retreat is designed for people analytics leaders whose companies are members of the Insight222 People Analytics Program. If you are a people analytics leader who’d like to find out more about the Program, please get in touch with me.

cc. the Insight222 team onsite: Jonathan Ferrar, Jay Dorio, Jane Bloomfield, Madhura Chakrabarti, PhD, Heidi Binder-Matsuo, Liz Schuller, James Garrett, Oceane Daigneau Frugier, Georgia Wylie

#peopleanalytics #humanresources #chiefpeopleofficer #futureofwork #workforceplanning

🎙️ “What we've seen in our research is that AI is automating very few jobs, but AI can augment, truly augment, numerous tasks. We're seeing lots of companies focused on understanding work at a task level, breaking down work into tasks, and then trying to understand: Is it going to be augmented? Is it going to be automated? How do we consolidate work? How do we regroup work? That's a big conversation that is ongoing and growing. 

🤔 How is AI Changing the Way We Plan for Skills?

🎧 That is the overarching question we tackle in the new episode of the Digital HR Leaders podcast. My guest is Mikaël Wornoo🐺, Co-Founder of TechWolf - a company at the forefront of connecting tasks, skills, and jobs to provide deep workforce intelligence.

🎙️ “What sets the leading CHROs (Mik cites Jacqui Canney and Nickle LaMoreaux as two examples) apart is one, they are focused on building a leaner, more effective function and essentially embedding AI in HR. Secondly, they have this broad perspective on embedding AI in the workforce and are using data to be very proactive in this transformation.”

Join Mikael and me as we discuss:
🔎 How the conversation around AI and skills is shifting—and what’s driving the change
🔎 Why skills-based workforce planning is becoming a business-critical priority
🔎 The human side of AI: navigating adoption, mindset shifts, and ethical concerns
🔎 The data and insights HR needs to lead meaningful transformation
🔎 How to build a fair, skills-powered future—and avoid a “winner-takes-all” dynamic

🎙️ “CHROs need answers now faster than ever. So, having a very solid data foundation about the skills and capabilities in their workforce is becoming critical, and that's the number one problem we solve for our customers right now.”

🙏 Thanks to Mik for sharing his time and knowledge with listeners. Thanks too to Julius Schelstraete 🐺, Reinhard De Milt and the TechWolf team for sponsoring this series of the podcast, as well as Oceane, Jasmine and the teams at Insight222, myHRfuture and Listen for bringing the podcast to life.

🎙️ “For the first time ever, workforce planning is less about predicting the future, and more about a technology adoption curve. We analyse over 2 billion data points - about a decade worth of labour market data and found that 38% of tasks can be enhanced with AI today; but more importantly, 75% of skills in the workforce need training.”

cc. Kyle, David, Gareth, Sandra, Brian, Diane, Angela, Patrick, Jaap, Josh, Nick, Jessie, Hanadi, Ian, Christophe, Anish, Jacob, David, Sonia, Lewis, Martijn, Chris, Chester, Ludek, Shonna, Dan, Dan, Martha, Nick, Stela

#humanresources #workforceplanning #peopleanalytics #futureofwork #chiefpeopleofficer #hrpodcast #techwolf #insight222

What an inspiring week!

The eighth annual Global Executive Retreat for member companies of the Insight222 People Analytics Program – ‘the Davos of People Analytics,’ which was held this year at the Foxhall Retreat in Georgia – has now closed.

Three wonderful days of conversation, learning, collaboration, networking and lots of fun too – when you’re laughing, you’re learning.

A huge thank you to our wonderful speakers – Peter Fasolo, Ph.D., Kay Firth-Butterfield, and Dr Tomas Chamorro-Premuzic, who really helped us bring to life the theme for this year’s Retreat: Leading People Analytics in the Era of AI.

Three takeaways – one from each speaker – were:

1️⃣ It’s our time in people analytics. We need to be students of our P&L, know what drives value in our company, and always be looking for ways to deliver more value (from Peter).

2️⃣ Governance in AI builds trust, trust in AI builds adoption, adoption of AI builds impact (from Kay).

3️⃣ People analytics is central in enabling organisations to adapt to the age of AI in transforming the workforce, redesigning work and redefining leadership (Tomas).

Thank you to the 60 people analytics leaders who joined us for the Retreat. It was wonderful to catch up with some familiar faces and meet many new ones too! This is such an amazing field to work in. The level of collaboration and willingness to share is astounding. Long may it continue!

The Retreat is designed for people analytics leaders whose companies are members of the Insight222 People Analytics Program. If you are a people analytics leader who’d like to find out more about the Program, and attend next year’s Retreat in London, please get in touch with me.

From Atlanta to New York, where I'll be heading to tomorrow ahead of People Analytics World In New York next week - hope to see some of you there. 

cc. the Insight222 team onsite: Jonathan Ferrar, Jay Dorio, Jane Bloomfield, Madhura Chakrabarti, PhD, Heidi Binder-Matsuo, Liz Schuller, James Garrett, Oceane Daigneau Frugier, Georgia Wylie

#peopleanalytics #humanresources #chiefpeopleofficer #futureofwork #workforceplanning

👉 The Rise and Fall of DEI in Corporate America 

A sobering Revelio Labs study, authored by Loujaina Abdelwahed, PhD, Paulina Tilly and Lisa K. Simon, into the rise and increasingly rapid retreat of DEI teams in corporate America, their measurable impact on workforce diversity, and the outcomes for DEI professionals as companies scale back these efforts. 

Findings in the report include: 
🔎 Companies with dedicated DEI teams consistently hire a higher share of Asian, Black, and Hispanic employees than those without. 
🔎 Employees at companies with DEI teams consistently report higher satisfaction, especially when it comes to culture and values and workplace diversity and inclusion. 
🔎 55% of DEI workers leaving their roles moved into non-DEI positions at new firms, while 38% remained at the same company but transitioned into different functions. Only a small minority found new DEI jobs elsewhere.

🎙️ "As DEI initiatives face growing political and economic pressures, organizations must decide whether their earlier commitments were fleeting gestures or the foundation of lasting change. For firms that aim to retain diverse talent and foster inclusive cultures, the evidence is clear: DEI teams matter. Walking away from them now risks not only undoing progress but also alienating employees and customers in the process."

Thanks to Ben Zweig for highlighting.

🔗 The report is featured in the September edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eYMxaczQ 🔗 

#humanresources #peopleanalytics #diversity #culture #leadership #chiefpeopleofficer #employeeexperience #employeelistening

The Rise and Fall of DEI in the US

🎙️ “There needs to be full alignment and understanding on the value that strategic workforce planning can have, and it needs to start from the top. When you have a CEO and C-suite that can connect the dots and understand how effective strategic workforce planning can impact shareholder value or the balance sheet, it's a different narrative.”

🤔 What if the most valuable business strategy starts with workforce planning?

That’s the topic, we discuss in a new episode of the Digital HR Leaders podcast, where my guest is Ross Sparkman, Global Head of Workforce Planning at Nutrien and author of the recently released second edition of the book: Strategic Workforce Planning.

🎙️ “Strategic workforce planning has evolved from episodic to continuous, from reactive to proactive and from roles to skills based. It’s much more cross-functional and integrated with business strategy. It’s more top of mind for leaders. It's much more data-driven and analytical. The focus now has shifted to say, it's not so much about the headcount, it's more about the skills, the talent that's needed to execute on the strategy.”

🚀 With a career leading workforce strategy at companies like Meta, GE, Nike, LinkedIn and Walmart, Ross brings rare insight into how to turn workforce planning into a true lever of transformation, join our conversation as we explore:

🔎 Why traditional workforce planning is no longer fit for today’s pace of change
🔎 How to integrate AI into workforce planning outputs and activities without falling for the hype
🔎 What it really takes to make workforce planning stick inside large organisations
🔎 The critical partnership between people analytics and SWP for future-ready strategies

🎙️ "If you're doing your budget planning process, your short-term planning, workforce planning should be one of the key inputs or outputs of that process. It shouldn't just be a finance-driven activity. I see workforce planning as being the conduit between HR and finance and business leaders in that space."

🙏 Thanks to Ross for sharing his time and expertise with listeners. Thanks too to Julius, Reinhard and the TechWolf team for sponsoring this series of the podcast, as well as Oceane, Jasmine and the teams at Insight222, myHRfuture and Listen for bringing the podcast to life.

🎙️ “Including skills as part of workforce planning is just so important. There really needs to be a strong understanding and a framework in place for developing skills taxonomies.”

cc. David, Alicia, Gareth, Sandra, Alex, Mikaël, Rupert, Alan, Antony, Paul, Dr. Tobias, Kevin, Jordan, James, Richard, Jacob, Dan, Jane, Bartek, Marcela, Jaap, Patrick, Adam, Andrés, James, Justine, Pierpaolo, Ruben, Sebastian, Jurgen, Asaf, Lewis

#humanresources #peopleanalytics #workforceplanning #futureofwork #hrpodcast #chiefpeopleofficer #hrtech #learning

🎙️ "The difference between organizations shipping measurable value (from implementing AI in HR) and those stuck presenting endless slides comes down to a single, replicable value creation pattern."

Volker Jacobs continues to provide some of the most insightful analysis in the field on what drives success for organisations with AI in HR. 

The headline finding of the latest analysis, based on work Volker and his team at TI People are doing with 25 leading companies, is that it is not the technology that is the differentiator, it’s the value creation model that they use. 

Three related takeaways that resonated in the article are: 

1️⃣ The work-centric approach to studying AI impact on HR allows for an iterative transformation of single parts of HR. That way, staggered AI deployment becomes possible. 

2️⃣ Product-orientation is a key enabler of success for iterative AI transformation, as it brings customer-centricity (and thus, adoption) and speed to the new technology (see Figure). 

3️⃣ A hackathon is an appropriate format for designing new, AI-enabled HR products, as accelerates complex decision making by dimensions. 

➕ For more on this topic from Volker, I recommend listening to his conversation with me on the Digital HR Leaders podcast: How AI is reshaping the HR operating model.

🚀 Volker's article is featured in the September edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eYMxaczQ 🚀

#humanresources #peopleanalytics #chiefpeopleofficer #futureofwork #employeeexperience #workforceplanning #hrtransformation #hroperatingmodel

🎙️ "Even with clean data, sound models, and well-defined decision levers, poor storytelling can dilute impact."

🏃‍♀️‍➡️ Storytelling is commonly referred to as the last mile challenge in people analytics in order to move from insights to decisions and ultimately to outcomes. 

Our own research at Insight222 into building data literacy in HR identified storytelling as one of five core skills. 

As such a new article - How One Google Team Built Storytelling Into Analytics - by Jiaxi Z. an analytics leader at Google is a helpful read for Chief People Officers and people analytics leaders looking to build data-driven HR functions. 

The article explains how a Google team learned that decision-making stalls when insights lack a clear narrative and connection to what executives care about. 

Jiaxi outlines a framework for building storytelling into analytics by creating a four-layer framework (see Figure). The four layers are: 

1️⃣ Data layer: 
👉 to build business-aligned data foundations. 

2️⃣ Analytics layer: 
👉 to design flexible, interpretable models that anticipate and address executive needs. 

3️⃣ Decision layer: 
👉 to structure outputs around actionable levers, trade-offs, and constraints. 

4️⃣ Narrative layer: 
👉 to deliver coherent, contextualised insights that lead to action.

🚀 The article is featured in the September edition of the Data Driven HR Monthly, which you can access here: https://lnkd.in/eYMxaczQ 🚀

#humanresources #peopleanalytics #storytelling #learning

🎙️ “AI is not just reshaping tasks. It is reshaping organizations.”

In “Six Shifts to Build the Agentic Organization of the Future,” Sandra Durth and her McKinsey colleagues highlight how the advance of agentic AI – where humans and AI agents work side-by-side – demands a ground-up redesign of the enterprise.

They highlight six shifts:

1️⃣ Workflows: Redesign end-to-end with “AI-first” intent.
🔎 Rather than bolting on tools, work must be reconceived with agents and humans in the loop from the start.

2️⃣ Talent: Define a new human–agent frontier.
🔎 Many current roles must be reshaped; new profiles like agent-orchestrators, hybrid managers and AI-coaches will matter.

3️⃣ Structure: Move to more dynamic organisation-models.
🔎 Hierarchies give way to flatter human+agent teams focused on outcomes.

4️⃣ Leadership: Shift to orchestrators of hybrid intelligence.
🔎 Leaders must combine tech fluency, systems thinking and ethical judgement to guide transformation.

5️⃣ Culture & Skills: Make continuous reinvention a competitive advantage.
🔎 Fluency in AI is only the start; organisations must develop learning mindsets and embed adaptive skills at scale.

6️⃣ HR & Talent Systems: Re-engineer HR as the engine of the transformation.
🔎 Strategic workforce planning, role-redesign, new incentives and career paths must reflect the human–agent model.

🎙️ "HR should become the engine of transformation, partnering with other business and technology leaders to reimagine jobs, redeploy talent, and embed trust into the system."

For CHROs, the message is clear: your role must evolve from supporting change to architecting the transformation. Success lies not in deploying another tool, but in rewiring how people and agents create value together, and how HR designs the ecosystem for that shift.

🔗 If you enjoy curated resources like these, please check out the Data Driven HR Monthly. Every month I select and curate some of the best HR, future of work and people analytics resources of the month. See the October edition here: https://lnkd.in/eu7wwZYJ 🔗 

👉 See link in comments 👇 

#humanresources #strategy #peopleanalytics #workforceplanning #orgdesign #chiefpeopleofficer #agenticai #futureofwork

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