Most organizations don’t struggle with strategy, they struggle with turning strategy into execution people actually follow. 

In this episode of the HRchat Podcast, Bill Banham sits down with Stephen Griffiths, Head of Cpl Veracity, to get practical about what separates a successful transformation from an expensive rollout that quietly stalls, especially as AI adoption accelerates the pace of workplace change.

They talk about why “shipping the tech” is not the win. The real win is adoption, and that means measuring the right things: behavior change, day-to-day usage, and outcomes that matter to the humans doing the work.

Stephen shares how his experience across startups and large enterprises shaped a simpler view of leadership and organizational change management: pick the right people, communicate the journey clearly, and define success in a way teams and individuals can actually recognize.

Stephen and Bill also get into the tension around KPIs and performance management. Overly narrow metrics can crush experimentation just when AI should be freeing people up to innovate. Stephen explains how to design KPIs that improve today’s processes while still leaving room to discover what comes next. From critical thinking to judgment and communication, we dig into the soft skills that become the hidden advantage in an AI-enabled workplace and how better workforce capability mapping can reduce change fatigue.

The episode closes by previewing The Future of Work and Disrupt Dublin Summit on November 19 at Cpl, plus Stephen’s optimistic take on what the next three to five years can unlock if leaders focus on people-centered transformation. Subscribe, share this with a teammate, and leave a review with your biggest question about AI adoption at work.

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If HR is still being treated like the department of contracts and compliance, something is broken and it’s not just the org chart. 

Bill Banham is joined by Susan Manning, Human Resources Director at PFH Technology Group, to talk about what actually builds resilient, high-performing organizations when work keeps changing faster than our habits. Susan brings 25+ years of global HR leadership, and she’s refreshingly clear about the one skill that never goes out of date: business acumen. If we don’t understand the commercial strategy, the customer, the market, and the ambition, we can’t credibly translate any of it into a people plan.

They also get practical about how modern HR leaders create impact: by asking better questions, earning trust, and challenging leaders respectfully. Susan explains her systems thinking approach as “unwrapping the onion” because the issue in front of you is rarely the full story. Susan uses turnover as a real example and looks at how engagement, workload, management behavior, team dynamics, and psychological safety often sit underneath the headline problem.

From there, Bill and Susan move into leadership development and wellbeing, including why self-awareness is a real performance tool, not a soft add-on. Susan shares how understanding her own triggers and energy patterns helps her lead sustainably, especially in a busy hybrid workplace. We also talk about what meaningful inclusion looks like day to day and why DEI becomes real in meetings, hiring decisions, development opportunities, and the willingness to call out bad behavior at any level.

Finally, Susan previews a question she’s wrestling with ahead of Disrupt Cork: as AI in HR gets better at drafting, summarizing, and suggesting, how do we make sure we don’t outsource our critical thinking and empathy? If this conversation challenges you, share it with a fellow HR leader, then subscribe and leave a review so more people can find the show.

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AI is everywhere at work right now, but we keep hearing the same pitch: automate more, move faster, do more with less. I wanted to slow that down and ask a better question with Ritu Kiran, founder and CEO of Aubilities: can AI make work better for humans, not just more productive for spreadsheets? If AI saves two hours a week, do employees actually get that capacity back, or do we simply cram in two more hours of tasks?

Ritu connects workplace AI to cognitive inclusion, neurodiversity, employee wellbeing, and sustainable performance. We talk about the daily friction points that quietly drain people like information overload, repetitive admin, decision fatigue, and meetings that never needed to happen. She explains why “one-size-fits-all” onboarding and training can block performance in a cognitively diverse workforce, and how personalization can help every employee do their best work in a healthier way. This conversation is built for HR leaders, people teams, and business leaders who care about the human side of HR tech and the future of work.

We also get practical and honest about the risks. There’s a fine line between personalization and surveillance, especially when AI starts touching sensitive areas like stress, burnout, anxiety, or exploring neurodivergence. Ritu shares what should stay in employees’ control, why aggregate insights can protect psychological safety, and why AI outputs should be treated as guidance rather than fact. If you’re evaluating workplace AI, Copilot-style tools, or wellbeing tech, this is a must-listen for getting the ethics and trust foundations right. Subscribe, share this with an HR friend, and leave a review, then tell me: where would AI remove the most friction in your workday?

Connect with Ritu Kiran: https://www.linkedin.com/in/ritu-kiran-53635b54/

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What if employee disengagement, turnover and resistance to change aren't primarily people problems, but predictable responses to the systems employees work within?

In this episode of the HRchat Podcast, Bill Banham is joined by Dustin Snyder, creator of the Strategic Workforce Insight Mapping methodology (SWIM), Executive Director at The SWIM Institute, Principal at Wayforward, and author of the 2026 book Sink or SWIM: The Human Systems Theory Approach to Business Performance.

Dustin challenges a familiar response to workforce problems: run another engagement survey, introduce more training, launch a culture programme or rewrite a policy. While these interventions can have value, Dustin argues that organisations frequently focus on visible symptoms without identifying the conditions producing them.

The conversation explores a simple but potentially uncomfortable idea for business and HR leaders: when the same behaviours appear across teams or an organisation, the problem may not be individual attitudes or character. Employees may be responding rationally to the environment, incentives, structures and experiences surrounding them.

Bill and Dustin discuss how human systems theory can help leaders think differently about employee engagement, retention, organisational culture and business performance. Dustin explains where employee engagement surveys can help, where they can fall short, and why workforce data doesn't always reveal the root causes behind the behaviours leaders are trying to change.

They also explore the challenge of accessing genuine frontline insight. As organisations grow, hierarchy, job titles and fear can filter information before it reaches senior decision-makers. Understanding what employees actually experience can therefore be very different from relying solely on the information that eventually reaches the executive team.

A central theme of the conversation is Dustin's call to "stop managing behavior and start designing systems that drive it." Rather than continually asking employees and managers to behave differently, leaders can examine the organisational conditions that encourage, discourage or reinforce particular behaviours.

Dustin also shares why he wrote Sink or SWIM, his work through The SWIM Institute to equip the HR community with system-level approaches to workforce challenges, and his involvement as Headline Partner for DisruptHR Buffalo on October 7.

Topics covered include:

• Why employee behaviour can be a predictable response to organisational conditions
• Human systems theory and its application to workplace performance
• Employee engagement surveys and the difference between symptoms and root causes
• Strategic Workforce Insight Mapping (SWIM) and identifying upstream workforce conditions
• Employee engagement, retention and organisational culture
• Why hierarchy can prevent senior leaders from hearing frontline realities
• Leadership blind spots and filtered employee feedback
• Moving from managing individual behaviour to designing better organisational systems
• The responsibilities senior leaders have for the conditions influencing workforce behaviour
• Dustin's book, Sink or SWIM: The Human Systems Theory Approach to Business Performance
• The SWIM Institute and its work with the HR community
• Dustin Snyder and The SWIM Institute's involvement with DisruptHR Buffalo

If you're an HR leader, People professional or business leader looking for different ways to approach employee engagement, retention, culture, change management and workforce performance, this conversation offers a system-level perspective on some of HR's most persistent challenges.

Connect with Dustin: linkedin.com/in/snyderdustin

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Curiosity can feel like a personality trait, but we treat it as something much more practical: a career strategy and an organizational advantage. Host Bill Banham sits down with futurist, entrepreneur, investor, and strategy professor Fenton Jagdeo to break down what “radical curiosity” looks like when you turn it into a repeatable discipline, especially for HR leaders, people managers, and anyone navigating uncertainty at work.

Fenton shares his Curiosity Compass, a four-direction framework designed to help teams get unstuck and generate real innovation. We talk about navigating norms by challenging inherited assumptions, exploring beyond your industry to find analogies and fresh ideas, solving systematically by breaking complex problems into smaller parts, and widening the lens so decisions account for stakeholders and second-order consequences. If you lead talent, culture, or transformation work, these moves translate directly into better problem solving and more resilient strategy.

We also dig into the hard part: making curiosity safe and credible inside organizations built on KPIs and performance metrics. Fenton offers concrete changes to performance management, job descriptions, competency models, and promotion criteria so learning agility and experimentation actually get rewarded. We explore lateral growth, internal talent marketplaces for cross-functional projects, and why “smart failure” can be a feature of a healthy culture, not a bug.

Finally, we tackle a modern career risk: when specialization becomes identity, disruption can feel existential, especially as AI and automation reshape roles. This conversation offers a grounded approach to building depth plus breadth so you keep your credibility while gaining optionality. Subscribe, share this with a leader who wants more innovation, and leave a review with your biggest curiosity challenge right now.

Connect with Fenton: linkedin.com/in/fentonjagdeo

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Is AI and automation making recruitment better, or are recruiters losing sight of the human relationships that actually drive successful hires?

In this special HRchat Podcast crossover episode, Bill Banham speaks with Kat Kingshott, Rec Tech and Recruitment Advisor at Touchstone Talent and host of the new weekly podcast Recruiter Wake Up Call.

Kat challenges the recruitment industry’s “automate to survive” mindset and explains why AI, recruitment technology and automation should improve the recruiting process rather than replace the human connection at its heart.

Bill and Kat explore how recruiters and recruitment businesses can use AI effectively without damaging candidate experience, why successful recruitment founders continue to invest in community and relationship building, and what genuine networking looks like in an increasingly automated world.

They also discuss recruitment entrepreneurship, personal branding, specialist recruiting, candidate engagement and the lessons Kat has learned from speaking with recruitment leaders and founders.

The wake-up call for recruiters heading into 2027? Recruitment technology can make you faster and more efficient, but technology alone won’t build trust, reputation or meaningful professional relationships.

Listen for practical insights on AI in recruitment, recruitment technology, talent acquisition, candidate experience, recruiter networking, personal branding and the future of recruiting.

Check out the new Recruiter Wake Up Call Podcast: open.spotify.com/episode/1Umz17aEM3gQvHFirO4728

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Headcount is one of the most familiar metrics in HR. But does knowing how many people work for an organisation really tell us whether the business has the capacity to deliver?

In this episode of the HRchat Podcast, Bill Banham is joined by Qadoos Rashid, a board-level Chief People Officer and transformation leader with more than 20 years of experience across PE-backed, listed and privately owned healthcare and services organisations.

Most recently, Qadoos served as Group CPO of European Dental Group, an international healthcare platform with around 8,000 colleagues across Europe. His career has seen him lead people and organisational agendas through growth, buy-and-build strategies, M&A integration, turnaround and operating-model change.

Ahead of his talk at DisruptHR Birmingham on September 24, Qadoos joins Bill to explore the provocative argument at the centre of his presentation: “Headcount is a Lie.”

The problem isn’t that headcount is useless. It tells us how many people are present. What it doesn’t necessarily tell us is how much productive capacity an organisation actually has.

Two businesses — or even two teams within the same company — can have exactly the same number of employees and produce very different results. Productivity, capability, retention, time to competence, technology, leadership, processes and the way roles are designed can all influence how much useful capacity those people collectively create.

Qadoos argues that this is where HR has an opportunity to become more commercially relevant. Rather than concentrating primarily on workforce numbers, People leaders can connect workforce strategy to measures the CEO, CFO and board care about: productivity, quality, customer experience, throughput, revenue and ultimately business performance.

Bill and Qadoos also explore the role of AI in changing how organisations think about capacity. Rather than treating AI simply as a story about replacing jobs, Qadoos describes it as something closer to an “x-ray” for the organisation — helping leaders identify where capacity is being lost, where tasks can be redesigned and where people and technology can work together more effectively.

Drawing on examples from healthcare and dentistry, they discuss how AI can support clinical decision-making, improve appointment diary utilisation, reduce administrative strain and reveal productivity gaps that traditional HR metrics might never expose.

Topics discussed include:

• Why headcount measures presence rather than productive capacity
• How organisations with similar headcounts can deliver very different results
• The relationship between retention, productivity and workforce capacity
• What Qadoos learned from high-churn environments earlier in his career
• Connecting HR and workforce analytics to commercial outcomes
• Why HR leaders should think about revenue and capacity at risk
• AI as an “x-ray” for organisational productivity
• When AI should augment people, automate tasks or stay out of the process
• Examples of AI-supported diagnosis and scheduling optimisation in dentistry
• Building a stronger commercial conversation between HR, the CEO, CFO and board
• Qadoos’s upcoming “Headcount is a Lie” talk at DisruptHR Birmingham

Qadoos leaves HR leaders with a useful challenge: take one of the people metrics you regularly report and ask a different question of it. Does that metric actually tell the business where capacity is being lost and where important work isn’t getting done?

If the answer is no, it may be time to rethink what we measure.

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What if the candidate whose resume looks “wrong” is actually the person your organisation needs most?

In this episode of the HRchat Podcast, Bill Banham is joined by István Szabó to discuss unconventional career paths, hiring for potential, leadership, workplace culture, career reinvention and the growing influence of AI on recruitment.

István’s own career has rarely followed the expected path. He has served in the French Foreign Legion, worked in security and hands-on technical roles, studied for a degree while pulling cables, managed major infrastructure projects and progressed to become a divisional director responsible for 60 people. He has also led a major post-merger integration, implemented an ERP system and later moved into AI and automation consulting.

That varied experience has given István an unusual perspective on the people who don’t necessarily look like the obvious hire. He describes himself as a “black sheep” – someone who doesn’t quite fit the expected shape of the room – and argues that unconventional talent can bring enormous value when organisations know how to integrate and support it.

Bill and István dig into some of the hidden problems within modern recruitment. Drawing on his experience of conducting more than 300 interviews, István explains how pressure to hire quickly can contribute to higher probation turnover and why improving the hiring system itself can sometimes matter more than simply searching for “better” candidates.

They also explore the increasing role of AI and automation in recruitment. What does it mean when candidates can receive an automated rejection almost immediately after applying? Where should organisations draw the line between efficiency and human judgement? And when hiring decisions can significantly affect someone’s career, how important is it to keep a genuine human in the loop?

The conversation also looks at the challenges of rebuilding a career in different countries and cultures. István shares experiences from Hungary, Canada and Ireland, including the frustrating reality that “local experience” can sometimes carry more weight with employers than qualifications or transferable experience gained elsewhere.

Finally, Bill and István consider what HR and business leaders can do differently. Rather than using culture fit as a blanket filter, organisations can create hiring, onboarding and leadership practices that allow people with different backgrounds, experiences and ways of thinking to integrate, contribute and stay.

Topics discussed include:

• Unconventional career paths and transferable skills
• Hiring for potential rather than a conventional resume
• Lessons from conducting more than 300 interviews
• Speed-hiring, probation turnover and employee retention
• Culture fit versus culture add
• Supporting “black sheep” and unconventional talent
• Hiring and onboarding processes that improve integration
• Leadership communication, transparency and trust
• AI, automation and automated screening in recruitment
• Why human oversight still matters in AI-assisted hiring
• International careers and the challenge of “local experience”
• Career reinvention, resilience and starting again
• Leading teams through mergers and organisational change

If you work in HR, talent acquisition, recruitment, people leadership or organisational development, this episode offers a useful challenge: look beyond the expected candidate profile and consider whether the person who doesn’t quite fit the mould could be the person who helps change it.

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What does great HR leadership look like after more than 25 years of change in the profession?

In this episode of the HRchat Podcast, Bill Banham is joined by Siobhan Reid, Head of People and Culture at Circle Voluntary Housing Association, to explore the evolution of HR from the traditional personnel department to a modern People and Culture function built around human connection, psychological safety and better use of data.

Siobhan has more than 25 years of HR experience across commercial, public and non-profit environments. Her senior HR career stretches back to 1999, when she became Head of HR and Training covering Ireland, the UK and international operations at O’Briens Irish Sandwich Bars. Since then, she has built HR functions from the ground up, supported organisations through significant change and developed a leadership philosophy centred on fairness, compassion and listening.

Bill and Siobhan discuss why organisations can have excellent policies and processes on paper while still creating poor employee experiences in practice. They explore the influence individual managers have on workplace culture, why listening should come before action when transforming a People function, and the importance of creating environments where employees feel psychologically safe.

The conversation also considers menopause in the workplace and why employers need to make it a normal and supported part of the wellbeing conversation. Siobhan shares her thoughts on annual leave and recovery, including why employees often need a meaningful, uninterrupted period away from work to properly switch off and recharge.

Turning to Circle and the wider housing and non-profit sectors, Siobhan discusses some of the challenges organisations face around attracting and retaining talent, burnout, employee wellbeing and pay.

Finally, Bill and Siobhan explore the growing role of people analytics, automation and AI in HR. They discuss how HR teams can move beyond vanity dashboards and use workforce data to provide leaders and boards with actionable insights, while maintaining reliable source data and using AI responsibly.

Topics discussed include:

• How HR has evolved over the past 25 years
• What hasn't changed about great people leadership
• Building and transforming People and Culture functions
• Why listening should come before implementing new HR initiatives
• The impact managers have on the employee experience
• Psychological safety, fairness, empathy and compassion at work
• The "stop, start, continue" approach to organisational change
• The Sunday night test for workplace culture
• Menopause support in the workplace
• Annual leave, recovery and employee wellbeing
• Talent attraction, retention and burnout in housing and non-profit organisations
• Turning people data into actionable business insights
• Moving beyond vanity metrics in HR dashboards
• Using AI and automation to identify workforce trends and potential hotspots
• The importance of clean, reliable data and responsible AI use

About Siobhan Reid

Siobhan Reid is Head of People and Culture at Circle Voluntary Housing Association, one of Ireland's leading social housing providers. Circle manages and owns more than 2,000 homes nationally and works with local authorities, state agencies, developers and funders to deliver social and affordable housing solutions.

Siobhan has more than 25 years of experience in HR and People and Culture across commercial, public and non-profit organisations.

Connect with Siobhan on LinkedIn to continue the conversation.

And if you're in Dublin in November, join Bill and Siobhan at the next Disrupt event in the city.

Subscribe to the HRchat Podcast, follow HR Gazette on social media and visit HR Gazette for more conversations with HR, talent and business leaders.

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Having a seat at the table doesn't automatically mean your voice shapes the conversation. So how do HR professionals become trusted advisors whose insights genuinely influence business decisions?

In this episode of the HRchat Podcast, Bill Banham is joined by Jennifer McClure, longtime HR executive, keynote speaker, founder of DisruptHR, and self-described "student of the future of work." Jennifer shares practical lessons from decades of leadership, explaining why influence—not title or attendance—is the true measure of HR's impact.

Jennifer reflects on a pivotal piece of career advice that transformed her approach to leadership: stop being the person who immediately says "no" and instead begin with curiosity. By asking, "Tell me more about what you're trying to accomplish," HR professionals can uncover better solutions, build stronger relationships with leaders, and protect both people and the business.

The conversation explores how HR can navigate difficult workplace decisions with integrity, including performance management, layoffs, bias concerns, and termination requests. Jennifer explains why empathy and accountability aren't opposing forces and how HR can advocate for respectful, evidence-based decision-making, even when conversations become uncomfortable.

Bill and Jennifer also discuss the evolving role of HR in shaping organizational culture, why some leadership challenges can't be solved with policies alone, and how workforce data—from turnover patterns to exit interviews and candidate feedback—can strengthen HR's strategic influence.

Whether you're an HR business partner, people leader, CHRO, or someone looking to expand your influence within your organization, this episode offers practical advice on becoming the trusted voice leaders turn to when the stakes are highest.

In this episode, you'll learn:

•  Why having a "seat at the table" isn't the same as having influence 
•  How curiosity helps HR become a more strategic business partner 
•  Practical ways to build trust with senior leaders 
•  How to navigate difficult employee relations decisions with integrity 
•  Why empathy and accountability can—and should—coexist 
•  How HR can use workforce data to influence business decisions 
•  The importance of moving beyond compliance toward strategic partnership 
•  Why HR has a unique opportunity to shape organizational culture and performance 

Connect with Jennifer McClure: https://www.linkedin.com/in/jennifermcclure/

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Big HR conferences often promise valuable networking, but how many meaningful conversations actually happen with the people making strategic decisions?

In this episode of the HRchat Podcast, Bill Banham is joined by Robbie Jones, CEO and Co-Founder of Double Centurion Events and a global advisor in HR technology and people platforms, to explore why the traditional conference model is evolving and what senior HR leaders are looking for instead.

Drawing on experience from both the events industry and the HR tech sector, Robbie explains why many CHROs and CPOs have grown tired of crowded exhibition halls and generic agendas. Instead, they're seeking curated, invitation-only experiences where they can have honest conversations with peers, build trusted relationships, and tackle the biggest challenges shaping the future of work.

The conversation explores the thinking behind the Leaders Summit for HR & People series, including its concierge-style delegate experience, executive think tanks, and carefully selected mix of HR leaders and solution providers. Bill and Robbie also discuss the growing impact of AI on HR, the importance of trust and authentic networking in a post-pandemic world, and why memorable venues—from Lord's Cricket Ground to Niagara Falls—can help create stronger business connections.

Whether you're an HR executive, people leader, HR technology provider, or event organizer, this episode offers fresh insights into what makes executive communities thrive and how live events can deliver genuine value beyond the exhibition floor.

In this episode you'll discover:

•  Robbie's journey from global exhibitions to HR technology and executive events 
•  Why many senior HR leaders skip traditional expos in favor of curated experiences 
•  How invitation-only summits create stronger conversations and better ROI 
•  The biggest topics dominating executive HR discussions, including AI, leadership, wellbeing, and workforce transformation 
•  Why relationship-building has become more important than ever in today's HR landscape 
•  How the Leaders Summit for HR & People is rethinking executive networking 

Connect with Robbie Jones: https://www.linkedin.com/in/robbiejonesdce/

Learn more about the Leaders Summit for HR & People series: https://www.theleaderssummitforhr.com/canada/

 If you enjoyed this episode, please subscribe to HRchat, leave a review, and share it with a colleague who wants more meaningful HR conversations.

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