HR Brew
MARCH 21, 2025
She also remembers her peers in HR business partner roles being regarded as paper pushers, unimportant to business strategy. While the sentiment among employees does somewhat persist today, as the function has evolved, its become less prevalent, and leadership has relied more heavily on people leaders expertise and guidance.
HR Brew
SEPTEMBER 13, 2024
This is a universal challenge at every HR function, which is what I call BMI—not body mass index, but bureaucratic misery index. Do you have any other advice for HR pros? The research in the book shows that, on average, HR leaders are spending [the majority] of their week on shallow work, shallow outcomes, shallow activity.
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HR Brew
OCTOBER 18, 2024
While HR teams can use technology to automate a variety of tasks, the report said the use cases are still somewhat limited. It recommended that businesses look for new ways to use GenAI in HR functions over the next year so people teams can focus more on strategy. Quick-to-read HR news & insights.
HR Brew
JULY 17, 2025
But it’s become a crucial talent strategy to train leaders and managers on the skills that help employees feel like they matter, according to Zach Mercurio, leadership researcher and author of The Power of Mattering: How Leaders Can Create a Culture of Significance.
Speaker: Jeremy York
Join us for a thought-provoking exploration of the rapidly evolving HR landscape as we examine how technological innovation, regulatory changes, talent strategies, and evolving diversity approaches are reshaping the profession.
HR Brew
OCTOBER 15, 2024
The most common title to have held before stepping into the CHRO or CPO role was “director of HR” (16%), followed by “VP of HR” (15%). Leaders in these roles typically oversee the full HR function, but in a junior capacity compared to the CHRO or CPO, Hazen said. were chief talent officers. “If
HRExecutive
NOVEMBER 8, 2024
Despite the rallying cry that every organization needs an AI strategy, that’s not correct. Sure, AI could end up being part of a corporate strategy, but some HR leaders have strategy, plans and technology all confused right now. Too many leaders are using phrases like: “We need an AI strategy!” and that’s so wrong.
Speaker: Stacey Harris - Chief Research Officer & Managing Partner, Sapient Insights Group
This session is critical for anyone looking to increase the value of their existing HR systems or preparing to embark on a purchasing effort in the near future for their HR organization.
Speaker: Keri Ohlrich, CEO & Kelly Guenther, COO, Abbracci Group
. - businesses need to have a recognition strategy. A formal strategy designed with business leaders and HR is what will be most impactful and sustainable. Recognition needs to be regarded as a critical business and HR function. This cannot be done in an ad hoc manner.
Speaker: Jon Ingham, Executive Consultant, Strategic Dynamics Consultancy Services
HR functions need to balance their investment in talent management with more focus on organisation design. HR managers, business partners, organisation design advisors and other professionals in the HR function should be looking to support more strategic activities by making practical improvements in organisation design.
Speaker: Steve Pruneau, HRIS Solution Architect
It will compare the HR suite approach to a true application network approach that can bring best-in-class boutique applications for each HR function and reduce vendor lock-in.
Speaker: Tom Davenport, President’s Distinguished Professor of Information Technology and Management, Babson College
HR leaders in Financial Services are adopting the use of data and analytics faster than many other business functions and job roles. For so long their focus has been within the HR function; they express doubt regarding their ability to collaborate effectively with their Finance counterparts to uncover actionable insights.
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