This exciting conversation covers everything from how PepsiCo prepares its global workforce for AI-driven change and some uncomfortable truths about AI, to why she sees technology as being like the game Shoots and Ladders. She even reveals her favorite Pepsi products!

Tune in to hear invaluable advice and insights, including:

• navigating career transitions: understanding that past achievements matter less than how you adapt your knowledge to a new company's context
• the evolution of HR: why it’s important to move away from standard to-do lists, and toward building agile, skills-based frameworks that prepare employees for unforeseen challenges
• AI for frontline workers: how technology like dynamic route engineering and digital twins are being used to make frontline jobs safer and more efficient
• innovative HR use cases: a look inside PepsiCo's current tests and rollouts, including AI-driven interview companions, predictive labor analytics and real-time distribution control towers
• understanding the whole person: why companies need to look past rigid job descriptions and find creative ways to tap into employees' holistic skills and personal aptitudes

• human-centric innovation: why Lisa’s mantra is "keeping human" in everything HR does, even when implementing AI agents to handle manual processes
• the future of work and skills: why intellectual curiosity and a shared responsibility for learning are essential as AI transforms job descriptions and workflows
• leadership under pressure: lessons from navigating challenging situations like a financial crisis high-stakes environments
• personal career journeys: Lisa shares her non-linear path to success, including the pride of finishing her degree at age 34
• rapid fire fun: discover Lisa’s go-to reset method (hint: it involves country music) and her ultimate walk-on song

• holistic employee experience: how Ally Financial supports the financial literacy and overall wellness of both its internal workforce and the broader community.
• moments that matter: the importance of an employer showing up during vulnerable life events, from starting a new job to navigating a loss in the family.
• internal career mobility: overcoming "manager hoarding" and encouraging employees to continuously learn, grow and move into new roles across the organization
• human-centered AI: integrating AI tools as a supplement rather than a replacement, ensuring people remain part of the process for judgment and empathetic connection.
• leading through transformation: addressing "transformation fatigue" and the necessity of maintaining grit, judgment and resilience during rapid technological and market shifts.

Throughout the conversation, Paulo shares his thoughts on the importance of organizational clarity, the role of a leader in consciously shaping culture and the necessity of doing "fewer things better" to drive business outcomes. He also explores the unique challenges of operating a multi-brand tech and travel marketplace and how Booking Holdings is currently embracing experimentation through generative AI.

Additional takeaways include:

• simplicity and prioritization: why HR leaders should be removing low-value activities and "must-dos" from the system to reduce complexity
• culture as a deliberate choice: leaders are always shaping culture, whether consciously or not; therefore, it’s critical to align cultural levers to support business strategy
• encouraging innovation through scarcity: creating boundaries and limitations can actually engender more creative and interesting solutions than having unlimited resources
• AI as an engagement tool: how Booking Holdings uses "marketing-style" awareness campaigns and meeting check-ins to drive broad employee engagement and experimentation with generative AI
• the evolving CHRO role: why the CHRO will increasingly serve as a "chief simplifier," helping organizations navigate massive global and regulatory complexity

• the power of managers: why managers are the most critical factor in the employee experience and how they can foster a supportive team environment
• AI and continuous feedback: how Mondelez utilizes AI to analyze over 210,000 employee survey comments, creating a "flywheel" of continuous improvement
• digital transformation: the strategy behind creating a "one-stop shop" for employees to access information 24/7, particularly for manufacturing staff
• balancing strategy: Navigating the tension between long-term multi-year strategies and the "tyranny of the urgent" in a decentralized global organization
• the value of mentorship: Stephanie reflects on how a wide range of people, from her family to the experts on her own team, help her stay current with industry trends

Stephanie shares her perspective on why leadership is a critical, research-based skill rather than a "soft skill" and how creating the right environment is essential for innovation. The conversation also explores how UnitedHealthcare is navigating AI, particularly by leveraging it to enhance — not replace — human connections and fuel employee development.

Key topics discussed in this episode include:

• leadership as a science: why leadership is the most important skill to develop and how it is rooted in valid, reliable research
• the power of feedback: how UnitedHealthcare introduced a "behavioral language" to provide objective, actionable feedback to employees
• AI as an enabler: using AI to lift administrative burdens from doctors and employees, allowing them to focus on unique human skills like empathy and providing support
• skills-based culture: how AI helps employees identify their strengths and acquire the specific skills needed to achieve their career goals
• humility in learning: why "learners will rule the world" and the importance of being humble enough to learn from anyone in an organization

• Find out why Shaji believes business acumen is one of the most critical skills for HR professionals.
• Learn how Infosys categorized its workforce into AI consumers, integrators and creators to design targeted AI training programs.
• Discover how Infosys uses AI assistants to support employees and provide hyper-personalized learning.
• Hear why Shaji considers the three pillars for success to be business agility, talent transformation and fostering a culture of continuous learning.

• drive the AI transformation, from making sure employees are comfortable and confident in working with AI to leveraging it to build personalized learning experiences
• empower Dyslexic Thinking and other forms of neurodiversity and provide an environment that nurtures different ways of thinking 
• leverage purpose to drive retention, including how Cisco has an 80% employee participation rate in its philanthropy programs
• build community and connection despite having a hybrid work environment
• recognize how trust forms the basis of creating a workplace that is real, connected and purpose driven

Key highlights include:

• Learn how MetLife creates opportunities for people to embark on unexpected career paths.
• Understand the power of listening to talent and driving change.
• Hear about the crucial role of employee surveys in building trust and satisfaction.
• Plus, find out why Shurawl says her grandmother is her biggest mentor.

Tune in for plenty of wisdom and insight into working at the intersection of people, data, and strategy!

• The mental game: why elite investors are adopting the mindfulness and visualization techniques of pro athletes
• Predicting performance: how to distinguish signal from noise in your organization to find growth opportunities
• The "Chess not Checkers" philosophy: a masterclass in coaching for high-performance cultures

She shares her unique career path, from studying Psychology to finding her way into HR, and how her experiences have shaped her into a more collaborative and adaptable leader. 

Payal also discusses Pfizer's approach to cultivating a culture of curiosity and adaptability, highlighting its intentional focus on internal talent development and how it is leveraging new tools and strategies, including AI, to enhance the employee experience and drive business innovation.

Discover Delta’s high-return practice of "listen, act and respond," the power of cultivating a shared, empathetic culture (even on humanity's worst days), and how they tangibly recognize employees through programs like their industry-leading profit-sharing pool. 

This episode is a masterclass in leading from the front and making direct investments in your workforce to achieve unmatched performance.

• Embracing Generative AI to enhance the employee experience and streamline internal processes
• Focusing human capital on "headwork" and "heartwork" — the essential skills that cannot be automated
• Cultivating a strong culture of community and pride to attract and retain global talent

Lisa's insights offer a compelling look at how a global leader is adapting its workforce and culture for the future of work.

Carolyn also details how her team is using a "field first" mindset to redefine its talent strategy and why she believes modern HR leaders must be equal parts strategist, operator and storyteller. The conversation also covers the integration of AI, how to encourage teams to experiment without fear and the importance of empowering employees with new technology. This episode is for anyone curious about leading cultural change and staying grounded in an evolving industry. 

Matt shares his journey from aspiring sports psychologist to global HR leader, and unpacks how Medtronic is evolving its approach to talent — shifting from traditional FTE models to a dynamic, skills-first strategy that embraces gig talent, tech integration and purposeful culture building. 

If you're looking for real insights into how leading organizations are future-proofing their talent models while staying grounded in purpose, this one's for you.

Jacqui shares the radical moves she’s making in her bold new role, the mindset shift HR needs in the digital era and why AI is not about replacing people, but unlocking their full potential. 

Whether you're a CHRO, a business leader or simply curious about the evolving world of work, this episode delivers powerful, practical insights on scaling impact and driving growth through tech-enabled people strategies.

Stephanie brings a refreshing, deeply human approach to HR — rooted in her unconventional journey through marketing, general management, authorship, and now, executive leadership. She shares how L’Oréal empowers people managers, redefining hybrid work as a mindset — not just a model — and building a culture of feedback, growth and resilience.

Whether you’re in HR, leadership or just curious about what powers culture in high-performing organizations, this conversation is rich with insights that will help you lead with intention in complex times.

From AI-driven HR transformation to building agile, high-impact HR teams, Nickle unpacks the radical moves IBM has made to stay ahead. Discover why embracing technology, evolving with intention and fostering a culture rooted in trust and client focus are essential for future-ready HR leadership.

If you’re ready to rethink what’s possible in HR, this is a conversation you won’t want to miss.

Michael shares Mastercard’s shift to a skills-first approach—prioritizing capabilities over job titles—and how this model is transforming hiring, learning, and internal mobility. He also delves into the role of AI as both a business enabler and a talent development tool, and how Mastercard is cultivating a culture of continuous learning across its global workforce.

Whether you're a HR leader or an aspiring people leader, this episode offers a fresh perspective on how HR can drive real impact in the business.

This episode is a must-listen for HR leaders and aspiring executives looking to redefine their impact in today’s business world.

Donna shares Walmart’s groundbreaking initiatives in skills-based hiring, leadership development and workforce transformation — touching on how the company is shaping the future of work for over 2.1 million associates worldwide. 

Join us for an in depth conversation about leadership, change and what it takes to create opportunity at scale.