HR Leaders

What if the future of executive leadership is less about specialisation and more about range? For years, senior leaders have been encouraged to go deeper into a single function. But in this episode of the HR Leaders Podcast, I sit down with Joshua Horenstein, Senior Vice President, Administrative Office & Corporate Secretary at Innophos, to explore a different model: the dual executive. Joshua started his career as a lawyer before moving into a broader cross-functional leadership role spanning legal, HR, facilities, regulatory and other operational responsibilities. He argues that this breadth has made him a stronger executive because it forces leaders to understand the business beyond their original area of expertise. And as AI makes specialist knowledge easier to access, that ability to operate across functions may become even more valuable. 5 things you’ll learn from this episode: Why Joshua believes the traditional single-function executive model may be starting to break down, and what could replace it The career move that took Joshua from law into HR and broader business leadership, and what it taught him about stepping outside your expertise Why AI could make it easier for executives to lead functions they were never formally trained in, and what still cannot be outsourced to technology The three leadership qualities Joshua believes will become far more important as AI changes how executives work How taking responsibility for multiple functions can actually strengthen succession planning rather than create a leadership risk 🙏 Thank you to our series partner, Leapsome Meet Leapsome: The AI-powered HR platform that raises your talent density. By unifying core HRIS, ATS, performance reviews, and learning into a single platform, Leapsome turns deep people data into measurable employee growth. 🚀 See Leapsome in action → https://hubs.li/Q04vQ-KT0 ⭐ Trusted by 2,000+ global innovators including Spotify, Notion, Mercedes-Benz, and Bolt. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

The CHRO’s real test isn’t getting a seat at the table, it’s whether the CEO would make the decision without them. In this special episode, Lewis Brown, Jr. - MA and Josh Klein of From Here Collective join Rich Jennings , Executive Advisor to Comcast, to explore what it means for the CHRO to become the CEO’s trusted consigliere. Using The Godfather as an intentionally provocative analogy, they unpack the skills, behaviours and experiences that make an HR leader genuinely valuable at the highest level. From business fluency and fearlessness to asking better questions, building trust across the organisation and knowing how to influence decisions without needing to dominate the room, the conversation challenges the traditional boundaries of the CHRO role. For HR leaders, the biggest question is not whether you have a seat at the table. It is whether you are inside the decision-making circle before the decision is made. The episode offers a practical way to assess whether HR is operating as a functional expert, a business partner, or the strategic adviser the CEO cannot afford to make decisions without. 5 things you’ll learn from this episode: The surprising reason CHROs may have more strategic access than almost any other executive, but still struggle to turn it into influence The characteristics that can move an HR leader from trusted functional expert to indispensable strategic adviser Why the strongest CHROs are increasingly expected to understand far more than HR, and what that changes about the role The tension HR leaders must learn to hold when the CEO, the workforce and the wider business do not all want the same thing The question that can reveal whether you are truly inside the CEO’s decision-making circle, or simply being informed after the fact 🙏 Thank you to our series partner, Leapsome Meet Leapsome: The AI-powered HR platform that raises your talent density. By unifying core HRIS, ATS, performance reviews, and learning into a single platform, Leapsome turns deep people data into measurable employee growth. 🚀 See Leapsome in action → https://hubs.li/Q04vQ-KT0 ⭐ Trusted by 2,000+ global innovators including Spotify, Notion, Mercedes-Benz, and Bolt See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

AI is moving faster than most organisations can redesign themselves, so how do you stop transformation becoming a series of disconnected technology fixes? Every leader says they want a high-performing team. But what happens when poor performance, missed standards and a lack of ownership are tolerated for too long? In the most recent HR Leaders Podcast episode, I had a fascinating conversation with Paul D. Brubaker , Vice President Human Resources at KARL STORZ North America . Paul shares what decades of leadership have taught him about building teams around trust, accountability and continuous improvement. From knowing when coaching is no longer enough to preparing HR teams for AI-driven change, he explains why great cultures are shaped by the behaviours leaders consistently reward, challenge and refuse to tolerate. 5 things you’ll learn from this episode: The overlooked “trust dividend” that can remove unnecessary checking, duplication and friction from your team The warning sign that tells leaders they may have held onto an underperformer for too long Why the standards you quietly tolerate can become the culture your entire team starts to accept The AI opportunity Paul believes could remove huge amounts of transactional HR work, and the barrier still slowing many organisations down Why staying relevant in HR will increasingly depend on your ability to learn, adapt and build new capabilities faster than your role changes 🙏 Thank you to our series partner, Leapsome Meet Leapsome: The AI-powered HR platform that raises your talent density. By unifying core HRIS, ATS, performance reviews, and learning into a single platform, Leapsome turns deep people data into measurable employee growth. 🚀 See Leapsome in action → https://hubs.li/Q04vQ-KT0 ⭐ Trusted by 2,000+ global innovators including Spotify, Notion, Mercedes-Benz, and Bolt. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

AI is moving faster than most organisations can redesign themselves, so how do you stop transformation becoming a series of disconnected technology fixes? In the most recent HR Leaders Podcast episode, I had an insightful conversation with Judith Wiese, Chief People and Sustainability Officer (CPSO) of Siemens AG. She explains how Siemens is rethinking its operating model, skills infrastructure and approach to AI as it becomes a more connected technology company. From simplifying the foundations underneath HR to embedding learning into everyday work, Judith shares how Siemens is preparing its people and organisation for a world where transformation never really stops. 5 things you’ll learn from this episode: The three-part AI model Siemens uses to separate everyday adoption from the much harder challenge of redesigning business processes Why one of the biggest barriers to scaling AI has nothing to do with the technology itself The unglamorous HR foundations Siemens believes need to be in place before personalised learning and skills strategies can really work How Siemens is using skills data to uncover far more internal career opportunities than traditional CV matching could reveal Why Judith believes the ability to keep learning may become more valuable than much of the knowledge employees already have today 🙏 Thank you to our series partner, Leapsome Meet Leapsome: The AI-powered HR platform that raises your talent density. By unifying core HRIS, ATS, performance reviews, and learning into a single platform, Leapsome turns deep people data into measurable employee growth. 🚀 See Leapsome in action → https://hubs.li/Q04vQ-KT0 ⭐ Trusted by 2,000+ global innovators including Spotify, Notion, Mercedes-Benz, and Bolt. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

What if AI isn't replacing jobs, but quietly redesigning the tasks inside them? In the most recent HR Leaders Podcast episode, I had an important conversation with Sultan Murad Saidov , Former CEO / Founder and Investor at Beamery . He explains why task intelligence could become critical to workforce planning, how AI is changing the work inside existing roles, and why deciding what gets automated should become an HR question, not just a technology question. Drawing on more than a decade of building Beamery and working at the intersection of AI, skills and workforce data, Sultan explains why skills alone are no longer enough to understand where work is heading. 5 things you’ll learn from this episode: Why looking at tasks instead of job titles changes how leaders understand AI's impact on work The research Sultan references suggesting 75% of jobs may need redesign because of AI augmentation How digital twin teams could help leaders model workforce decisions before making them Why reducing junior roles may create a long-term talent and career pipeline problem Why Sultan believes HR and technology teams should jointly lead the redesign of work 🙏 Thank you to our series partner, Arist Meet the end-to-end AI agent for enablement that finds talent gaps, builds personalized interventions, and delivers learning directly in the flow of work → https://arist.com/resources/webinars/agent?utm_source=hr_leaders_podcast&utm_medium=sponsored&utm_campaign=hr_leaders_podcast_cr_june_2026 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

Constant tech shifts and viral noise are quietly exhausting your workforce and killing critical thinking. In the latest HR Leaders Podcast episode, I spoke with Laura Maffucci, Head of HR at Globalization Partners. She explains why HR cannot rely on corporate spin, unvetted AI add-ons, or forced office returns during times of rapid change. Most organizations do not lack technology tools. They lack transparent communication, psychological safety, and a clear process for building learning agility. And even when tools are enabled, a harder question remains:Are you actually solving an operational problem, or just adding tool overload? 5 things you’ll learn from this episode: The unconventional quarterly award designed to celebrate smart operational failures The quiet credibility trap behind performative return-to-office mandates The hidden data flaw causing 70–80% of enterprise AI bots to give bad advice The three core human traits rendering static technical skills obsolete A simple peer-led initiative driving AI adoption far better than formal training See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

What if the self-doubt holding you back isn't proof of failure, but evidence of growth? In the most recent HR Leaders Podcast episode, I had an important conversation with Maharukh Dalal, founder of The Career Accelerator for Women by Maharukh Dalal. She explains how senior leaders can overcome imposter syndrome by closing the internal identity gap, reframing self-doubt into a signal of growth, and shifting self-perception to drive executive execution. Drawing on two decades of corporate leadership across finance and hospitality, Dalal explains how mindset precedes execution. This conversation offers senior HR and business leaders a clear playbook for mastering the mental side of executive performance. 5 things you’ll learn from this episode: The psychological gap that stops capable leaders from taking action A simple two-word shift that instantly turns daily dread into agency What a 1980 university experiment reveals about how people actually perceive you The advice Rafael Nadal’s coach gave him during his worst slump that applies to executives Why relying purely on willpower and discipline eventually fails even top performers 🙏 Thank you to our series partner, Arist Meet the end-to-end AI agent for enablement that finds talent gaps, builds personalized interventions, and delivers learning directly in the flow of work → https://arist.com/resources/webinars/agent?utm_source=hr_leaders_podcast&utm_medium=sponsored&utm_campaign=hr_leaders_podcast_cr_june_2026 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

AI could influence 90% of jobs. David Lloyd says AI literacy is still only around 38%. That gap is where many enterprise AI strategies begin to break. In the latest HR Leaders Podcast episode, I spoke with David Lloyd , SVP Platform Engineering & Chief AI Officer at Dayforce . He explains why HR cannot wait until the end of an AI transformation to address skills, trust and organisational change. Most organisations do not lack AI ideas. They lack trusted data, safe environments and a clear process for deciding which ideas deserve to scale. And even when an experiment works, a harder question remains: Can it scale from one employee to 5,000? 5 things you’ll learn from this episode: Why three to six months is too long to judge an AI pilot The three questions that decide whether an AI idea moves forward What is really driving the rise of shadow AI Why adding AI across a fragmented HR stack creates more chaos How a three-person governance team can approve ideas in under five days 🙏 Thank you to our series partner, Fluide Work is changing too fast for learning to take weeks. Learn how Fluide turns skill gaps into live adaptive learning in 3 steps and see performance move by Friday. Try FLuide now → https://fluide.ai/ See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

Why do enterprise skills programs always look great on paper, but break down the moment real work happens? In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Josh Newman, VP of Skills and Talent Readiness at ServiceNow. He explains why organisations must shift away from perfectionist data collection and embrace good-enough skills capture paired with real-world talent readiness. By moving training out of LMS silos and leveraging ambient data signals alongside AI simulation playgrounds, ServiceNow tracks true human capabilities in real time while keeping human judgment at the centre of workforce strategy. 5 things you'll learn from this episode: Why traditional skills-based models fail and how to move past perfectionist data gathering How Talent Signature captures ambient data signals from daily work to track capability growth How SimStudio simulation playgrounds replace course completion certificates with real-time practice The key difference between basic AI adoption and true behaviour absorption that drives business ROI How building psychological safety around AI tools directly boosts employee performance and sales quota attainment See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

Every company wants to become AI-native. But who is preparing the workforce for what comes next? In the most recent HR Leaders Podcast episode, I had an important conversation with Bijal Shah , CEO & Board Director at Guild . She explains why becoming AI-native is not simply a technology upgrade. It requires employers, governments and learning institutions to rethink how people gain skills, build careers and participate in the future economy. 5 things you’ll learn from this episode: How organisations can make the AI-native transition without leaving their workforce behind Why Bijal believes 95% of companies still need to make this leap What makes workforce transformation a collective action problem How critical thinking, judgement and curiosity separate useful AI from “slop” Where automation creates an advantage, and where human connection must remain See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

We spend all our time fixing business workflows, so why is HRs own workflow still broken? In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Jeffrey Schmitz, Former Chief People Officer at Zebra Technologies. He explains how his team successfully restructured their entire HR operating model by separating daily tactical operations from long-term talent strategy. By replacing fragmented, manual support with a centralised service hub and self-service workflows, Zebra built a scalable foundation for digital transformation while keeping culture at the centre. 5 things you’ll learn from this episode: The structural model shift that allowed Zebra to transition from 60 HR Business Partners down to 8 The simple "start at the centre" rule that turned daily support tickets into an operational data goldmine The non-negotiable tech stack foundation HR teams must build before attempting to deploy AI tools The single candidate trait Zebra looks for that matters far more than rare technical AI expertise The culture stewardship strategy Zebra used to navigate a massive M&A carve-out and hybrid work shift 🙏 Thank you to our series partner, Arist Meet the end-to-end AI agent for enablement that finds talent gaps, builds personalized interventions, and delivers learning directly in the flow of work → https://arist.com/resources/webinars/agent?utm_source=hr_leaders_podcast&utm_medium=sponsored&utm_campaign=hr_leaders_podcast_cr_june_2026 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

HR fixes everyone else's workflows, but who fixes HR's? In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Barbara Matthews, Chief People Officer at Remote. She explains how her team successfully operates across 85 countries without traditional office mandates or endless meetings. By replacing friction with clear asynchronous documentation, Remote maintains connection and speed at scale. 5 things you’ll learn from this episode: Integrating AI into performance management and HR operations Building trust and culture in fully remote asynchronous teams Transitioning HR from lagging reporting to predictive indicators Developing leadership pillars and manager capabilities Prioritizing human power skills and process mapping in tech adoption 🙏 Thank you to our series partner, 365 Talents Download the free toolkit and get your 2026 skills strategy moving faster → https://365talents.com/en/lp/hr-skills-strategy-toolkit/?utm_source=hr_leaders&utm_medium=podcast&utm_campaign=july_2026 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

Many HR teams struggle to move beyond transactional order-taking . Ty Beasley , Chief Talent Officer at RSM US LLP , shares how grounding HR in financial realities transformed his team into trusted strategic advisors . Through the Drive Peak Performance framework, RSM redesigned performance advisor training and held partners directly accountable for the talent experience . This strategy replaces rigid office mandates with physical agility to support individual employee growth. This episode provides a concise roadmap for connecting talent strategy directly to business growth. It shows leaders how to build a stronger HR function that drives measurable business outcomes. 🎓 In this episode, Ty discusses: How leading without a title empowers junior staff to take early initiative. The finance immersion that taught HR to analyze financial statements . Why Drive Peak Performance serves as the firm's talent North Star. How redesigning performance advisor roles improved coaching quality. Why partners are directly rated on the talent experience . 🙏 Thank you to our series partner, 365 Talents Download the free toolkit and get your 2026 skills strategy moving faster → https://365talents.com/en/lp/hr-skills-strategy-toolkit/?utm_source=hr_leaders&utm_medium=podcast&utm_campaign=july_2026 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

Employee benefits can be the second-biggest people cost, yet many global organisations cannot clearly see what they offer, what they spend, or what value each provider delivers. In this episode of the HR Leaders Podcast, I had an inspiring conversation with Chris Bruce , CEO and Co-Founder at Origin . He explains why fragmented policies, spreadsheets, and local systems have kept benefits out of strategic business conversations. 🎓 In this episode, Chris discusses: Why one of the biggest people costs remains largely invisible, leaving leadership teams unable to make informed decisions about benefits. How AI changes a 12.5-year manual challenge by turning thousands of policies, handbooks, and agreements into structured data. Why benefits data must live inside daily workflows if organisations want it to remain accurate after the initial review. What co-creating technology with multinational employers reveals that industry expertise alone cannot uncover. How benefits can become a strategic workforce lever, supporting cost control, employee experience, expansion, compliance, and retention. 🙏 Thank you to our series partner, 365 Talents Download the free toolkit and get your 2026 skills strategy moving faster → https://365talents.com/en/lp/hr-skills-strategy-toolkit/?utm_source=hr_leaders&utm_medium=podcast&utm_campaign=july_2026 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

AI is changing work faster than most people expect. The real question isn't whether jobs will change, but whether employees and leaders are prepared to adapt. In this episode, Jacob Morgan , Best-Selling Author, Keynote Speaker and Founder of Future Of Work Leaders , explains why employee experience must evolve and what organisations can do to stay ahead. Jacob introduces the Eight Laws of Employee Experience, showing how organisations can return to the fundamentals while adapting for an AI-driven future. He explores why leaders must balance empathy with accountability, create cultures where difficult conversations drive innovation, and invest in internal mobility rather than leaving employees uncertain about what's next. For HR and business leaders, this conversation is a reminder that AI doesn't remove the need for great leadership, it raises the standard. Whether you're redesigning employee experience, preparing your workforce for AI, or helping people take ownership of their careers, this episode offers practical ideas for building organisations that are ready for what's next. 🎓 In this episode, Jacob discusses: Why the Eight Laws of Employee Experience matter now and how they help organisations adapt to an AI-driven workplace. The balance between empathy and accountability and why high-performing cultures need both to succeed. Why employees must become active owners of their careers instead of waiting for organisations to shape their future. How leaders should prepare their workforce for AI, from internal mobility to better workforce planning. Using AI as a competitive advantage to learn faster, build new opportunities and stay ahead of change. 🙏 Thank you to our series partner, 365 Talents Download the free toolkit and get your 2026 skills strategy moving faster → https://365talents.com/en/lp/hr-skills-strategy-toolkit/?utm_source=hr_leaders&utm_medium=podcast&utm_campaign=july_2026 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

In this episode of the HR Leaders Podcast, Mechelle Monroe , former Global Chief People Officer for WPP Open X, Team Coca-Cola at WPP , explores how people leaders can support others without losing touch with what they need themselves. Mechelle breaks emotional resilience into practical habits, including scheduled emotional maintenance, conscious breathing, honest self-talk, protected meals, movement, reflection, and knowing when to say no. She also explains how naming an emotion, questioning the story behind it, and creating a clear end to the working day can stop difficult moments from following leaders home. As work becomes faster and more technical, emotional intelligence and emotional resilience become more valuable, not less. For leaders carrying other people’s stress, the real question is not how much more they can absorb, but whether they have built the capacity to pause, recover, and keep showing up well. 🎓 In this episode, Mechelle discusses: How to challenge your internal story by naming emotions, asking yourself better questions, and looking for evidence Why emotional resilience matters alongside emotional intelligence when leaders are facing constant pressure and change How to stop carrying difficult conversations home by creating physical and mental transitions at the end of the working day The small warning sign that your emotional reserve is depleted, even before you realize how much pressure you are carrying What emotional maintenance looks like in practice, from protecting lunch and reflection time to consciously breathing and knowing when to say no 🙏 Thank you to our series partner, 365 Talents Download the free toolkit and get your 2026 skills strategy moving faster → https://365talents.com/en/lp/hr-skills-strategy-toolkit/?utm_source=hr_leaders&utm_medium=podcast&utm_campaign=july_2026 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Jennifer M. Bales , Chief Human Resources Officer at Shearwater Health , to unpack how HR leaders can build culture, scale talent, and use AI without losing the human behind the work. Jennifer shares how Shearwater Health is connecting values, frontline employees, clinical talent, leadership development, engagement data, and employee storytelling across the US, India, and the Philippines. With more than 5,000 employees in the Philippines alone, she explains why building one shared culture takes more than posters, surveys, or slogans. Most importantly, Jennifer explains why the future of healthcare work is not about replacing people with technology. It is about helping clinicians work at the top of their license, reducing administrative burden, strengthening leadership capability, and remembering that behind every metric is a real person. 🎓 In this episode, Jennifer discusses: Why there is always a person behind every data point Why AI should help clinicians work at the top of their license Why leadership development, coaching quality, and 90-day retention are key culture metrics How Shearwater is building nursing talent pipelines through academies and hospital partnerships How Shearwater Health built values with input from employees across the US, India, and the Philippines 🙏 Thank you to our series partner, 365 Talents Download the free toolkit and get your 2026 skills strategy moving faster → https://365talents.com/en/lp/hr-skills-strategy-toolkit/?utm_source=hr_leaders&utm_medium=podcast&utm_campaign=july_2026 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Lisa Yankie , Chief HR Officer at Odyssey Logistics , to unpack why the future of HR is not just about AI, technology, or transformation. It is about solving the right problems with the right people in the room. Lisa shares how her own journey, from humble beginnings to leadership across manufacturing, financial services, and mid-sized companies, shaped the way she leads today. Her experience gave her a broader lens on business, resilience, empathy, courage, and the value of taking chances when others open the door. Most importantly, Lisa explains why HR must stop acting like an afterthought. In her words, human capital is the business. As AI changes work, HR has a bigger role to play as the glue across functions, the challenger of old assumptions, and the function that helps organizations stay human while moving faster. 🎓 In this episode, Lisa discusses: Why leaders should focus on outcomes, not busy work How values help teams make better decisions during change Why human-forward AI matters more than technology-first transformation How HR can become the glue that connects functions around business problems Why curiosity, courage, and asking better questions may become the real future skills 🙏 Thank you to our series partner, 365 Talents Download the free toolkit and get your 2026 skills strategy moving faster → https://365talents.com/en/lp/hr-skills-strategy-toolkit/?utm_source=hr_leaders&utm_medium=podcast&utm_campaign=july_2026 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Ciara Harrington (Barry) , Chief People Officer at Skillsoft , to unpack why the shift from jobs to skills is finally becoming real. Ciara explains why HR can no longer rely only on job architecture, job descriptions, and traditional role design. As AI agents enter the workforce, leaders need to think differently about the unit of work, what skills are needed, and whether that work should be done by a human, an agent, or a combination of both. Most importantly, Ciara shares how Skillsoft is making skills practical inside the business, from leadership skills and hiring decisions, to nine-box talent reviews, performance conversations, AI adoption, and helping leaders move faster without waiting for the perfect system. 🎓 In this episode, Ciara discusses: How to think about the unit of work, not just the job title The five leadership skills Skillsoft is prioritizing during transformation Why skills are becoming the foundation for human and AI work design Why leaders need to stop waiting for the perfect skills model before starting How Skillsoft is embedding skills into hiring, talent reviews, and leadership decisions 🙏 Thank you to our series partner, 365 Talents Download the free toolkit and get your 2026 skills strategy moving faster → https://365talents.com/en/lp/hr-skills-strategy-toolkit/?utm_source=hr_leaders&utm_medium=podcast&utm_campaign=july_2026 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Björn Axelsson , EVP and CHRO at Sandvik , to unpack how one of Sweden’s largest industrial technology companies is changing the way people think about mining, manufacturing, AI, sustainability, and future talent. Björn explains why mining is one of the most misunderstood industries in the talent market. Many people still picture it as old-fashioned, unsafe, or disconnected from the future, when in reality Sandvik has been working with autonomous vehicles, connected fleets, electrified equipment, digital mining, software, and AI-powered solutions for years. Most importantly, Björn shares how Sandvik is building a future-ready workforce by investing in STEM talent, early careers, mining academies, global mobility, employee-led storytelling, AI adoption, and local communities, all while helping customers access the minerals needed for the green transition. 🎓 In this episode, Björn discusses: Why mining is one of the most misunderstood career paths for young talent Why employee-led storytelling is helping show the real future of industrial work How Sandvik uses autonomous vehicles, electrification, and AI across its business How Sandvik builds talent through 15 mining academies, graduate programs, and leadership pathways Why STEM talent becomes more interested in mining when they understand its role in the green transition 🙏 Thank you to our series partner, Arist Meet the end-to-end AI agent for enablement that finds talent gaps, builds personalized interventions, and delivers learning directly in the flow of work → https://arist.com/resources/webinars/agent?utm_source=hr_leaders_podcast&utm_medium=sponsored&utm_campaign=hr_leaders_podcast_cr_june_2026 See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info .