HR Data Labs

Haris Ikram, Co-founder and CEO of CandorIQ, and Chad Atwell, Head of Customer Success and Advisory Services at CandorIQ, join us this episode to discuss the critical, yet often disconnected, relationship between HR and finance in workforce planning. They explore why these teams often operate in silos and how they can collaborate more effectively on headcount and compensation to drive business success. The conversation also gets into the changing definition of the workforce, the role of data in strategic planning, and how AI is shaping the future of work and employee skills. [0:00] Introduction Welcome, Haris and Chad! Today’s Topic: Bridging the Gap Between HR and Finance in Workforce Planning [5:50] Why HR and finance teams don’t collaborate, even though they should The different objectives driving each team. How to manage a multifaceted and flexible approach to getting work done in the modern economy. [20:06] What’s workforce planning and what challenges might be present? Workforce planning is about having the right people—and now AI agents—in place to get the work done. How to manage a multifaceted and flexible approach to getting work done in the modern economy. [37:53] How AI and agents are influencing workforce planning How AI is automating tactical work, creating a greater need for employees with skills in critical thinking, creativity, and strategy. The importance of measuring the true productivity impact of AI over time, and why companies must be thoughtful about its implementation. [43:46] Closing Thanks for listening! Quick Quote “Layoffs cause an immense amount of harm for the companies as well. I mean, there's lots of research out there that will show dips or even just outright dives in company confidence, people's belief in future career opportunities, confidence in leadership.”

In this special solo episode, recorded live at the HR Tennessee Conference, David takes a deep dive into the fundamentals of compensation planning. He demystifies the complex processes behind pay decisions, breaking down everything from base pay and bonuses to the strategic importance of pay philosophy, market analysis, and effective communication. Listen in for a masterclass on how to build a fair, transparent, and effective compensation strategy. [0:00] Introduction Welcome to this special presentation! Today’s Topic: A Deep Dive into Compensation Planning [0:26] What Are the Core Components of Compensation? Breaking down the differences between base pay, bonuses, and incentives Navigating complex pay elements like overtime, tips, and perquisites (“perks”) [10:59] Building the Compensation Framework The essential strategic steps from pay philosophy and job analysis to market analysis and implementation Identifying the key players in the planning process, from executives and HR to managers and employees [22:43] How Can You Truly Pay for Performance? Why merit increases may no longer be an effective tool for driving performance in today's economy Aligning variable pay and bonuses with individual, team, and company performance for maximum impact [37:58] Compensation Planning in Action: Case Studies & Real-World Scenarios How to craft a compelling narrative around pay decisions to make them a true investment in employees Adapting compensation strategies for non-profits by focusing on mission-critical metrics [49:30] Q&A and Closing Thanks for listening! Quick Quote “Incentive plans only work if the manager and the employee have a conversation and there's communication about why this happened . . . No one likes wasting money, and that lack of a story is a waste of money.”

In this episode, which was recorded live from the HR Tennessee Conference in Nashville, David welcomes Misty Bolt, also known as "Medicare Misty." Misty demystifies the complexities of Medicare, explaining what it is and how it's funded, and she explains the critical differences between it and Medicaid. She also discusses the current state of Medicare, common misconceptions employees have as they approach retirement, and why early and continuous financial education is essential for ensuring a secure future. [0:00] Introduction Welcome, Misty! Today’s Topic: Demystifying Medicare and Planning for a Secure Retirement [3:16] The Current State and Future of Medicare How recent legislation is impacting Medicare Advantage plans and doctor’s funding. Navigating disruptions as some insurance plans are terminated, and the importance of open enrollment. [7:03] Why Employees Are Unprepared for Retirement Decisions How to navigate being "thrown out to the wolves" with no transitional support after decades of your company making healthcare decisions for you. The challenge of suddenly having to make complex decisions about Medicare, Social Security, and long-term care all at once. [15:58] Proactive Steps for Financial Wellness and Retirement The importance of engaging a financial advisor early in your career to plan for the future. Using financial tools like Health Savings Accounts (HSAs) as a retirement tool, not just for medical expenses. [18:15] Closing Thanks for listening! Quick Quote “[When you retire] you're thrown out to the wolves and [navigating Medicare] is . . . so hard and so complicated that nobody understands it.”

In this episode, David and Dwight continue their “AI-Off,” a deep dive into using AI development tools to automate everyday tasks and create custom applications for HR. They explore the concept of "vibe coding" with platforms like Replit and Base44, discussing how HR professionals can leverage natural language to build powerful tools without extensive coding knowledge. They cover the iterative development process, the importance of subject matter expertise, and the practical realities of cost and security when deploying AI solutions. [0:00] Introduction Welcome, David and Dwight! Today’s Topic: The AI-Off Part Two - Building AI Applications with Natural Language [8:19] The Pros and Cons of AI Development Tools How platforms like Replit and Base 44 handle the entire application stack, from the user experience to the backend data. The power of these tools to quickly build dashboards, scorecards, and data aggregation tools that once took significant time and effort. [17:38] How to build AI Applications with Natural Language Why subject matter expertise is crucial for guiding the AI to build a useful and accurate application. The importance of providing context to the AI, much like a product manager creates user stories for a development team. [24:09] The Reality of Building with AI: Costs, Security, and Deployment Understanding the costs associated with using these platforms and weighing them against the time and effort saved. The need for human oversight and professional review, especially for security and compliance, before deploying an application externally. [30:24] Closing Thanks for listening! Quick Quote “If you want [AI] to help you use your job better, [using tools like Replit or Base44] is potentially a really great way of being able to utilize your skills and your knowledge in this area.”

Sarah Smart, founder of Horizon Human Resources and a seasoned talent acquisition (TA) leader, joins us this episode to discuss the transformational impact of AI on talent acquisition. We explore how AI is reshaping TA roles, from coordinators to sourcers, and make the case for a fundamental shift in how organizations structure and skill their recruiting teams for the future. Sarah also provides critical advice for CHROs on adopting a skills-first strategy and integrating workforce planning directly into the TA organization to create a more predictive, data-driven, and effective hiring engine. [0:00] Introduction Welcome, Sarah! Today’s Topic: The Transformation of Talent Acquisition in the Age of AI [5:28] How is AI impacting Talent Acquisition today? AI has been a part of TA for over a decade, but its implementation requires more wisdom and due diligence now than ever before. The ROI for new technology should be based on strategic outcomes, like quality of hire or speed, not just headcount reduction. [20:32] How will TA structure and skills evolve over the next two years? Sourcing will become a more strategic function, using AI to combine talent marketing with deep candidate intelligence to nurture relationships over time. Workforce planning should be owned by Talent Acquisition to enable “predictive demand control” and align hiring strategy with business capacity and needs. [36:18] What is your advice for CHROs? Effective TA organizations are no longer built on “super recruiters”; they require investment in creating metrics-driven, data-literate, and technology-fluent teams. Organizations must adopt a “skills-first” approach, mapping current capabilities to future needs to inform buy vs. build talent strategies. [44:19] Closing Thanks for listening! Quick Quote “When you flip everything on its head and think skills first, it completely changes the structure of your organization.”

In this special episode, David and Dwight introduce an interesting live experiment: the “AI-Off.” They’ll explore how modern AI developer tools are making it possible for anyone (regardless of their coding background) to build powerful, enterprise-level applications. Listen in as they brainstorm an HR use case and plan the process of turning a simple idea into a functional app in real-time. [0:00] Introduction Welcome, David and Dwight! Today’s Topic: The AI-Off Part One - Planning to Build an HR Application Using AI [0:26] The Power of AI in Application Development How AI developer tools are changing the game for non-programmers. Comparing traditional software development cycles to rapid AI-powered prototyping. [8:07] Brainstorming the HR Use Case Exploring different ideas, from a simple to-do list to more complex market solutions [15:46] Closing Thanks for listening, and be sure to tune into Part Two coming out soon!

In this episode, we welcome David Noe, host of the Speakeasy HR podcast and a fellow member of the WRKdefined podcast network. David Noe explains how HR leaders and managers can prioritize employee experience (EX) initiatives, even when everything feels urgent. We discuss how to improve EX without adding to already heavy workloads; the importance of effective manager training; and which small, simple changes—like a well-timed "thank you"—can have the biggest impact on employee satisfaction and morale. [0:00] Introduction Welcome, David! Today’s Topic: Prioritizing Employee Experience Without Burning Out [8:27] What employee experience initiatives should be prioritized when everything is urgent? Focus on the moments that matter most, like onboarding and manager relationships. Identify employee pain points through feedback and take small steps to fix them. [15:08] How can you improve employee experience without adding to the workload? The importance of properly training new managers instead of assuming they have the necessary skills. Using technology and data to help managers have more structured and supportive conversations with their teams. [23:29] What small changes create the biggest impact on employee satisfaction? The power of recognition, from a simple, unexpected "thank you" to a public shout-out. Fostering clear communication from leadership and respecting employees' time by eliminating unnecessary meetings. Taking the time to understand the unique motivations of all employees, from recent graduates to those nearing retirement. [31:39] Closing Thanks for listening! Quick Quote “A simple thank you goes a long way for some people, and it really can dramatically change the morale of that person.”

Market Analyst Dr. Katherine Marie Jones joins us this episode to discuss the pervasive nature of artificial intelligence in the modern world of business. We explore how AI is more than just office automation—it's a force reshaping industries, creating new jobs while making others obsolete, and presenting HR with the critical challenge of upskilling or reskilling the workforce. Katherine also sheds light on the often-overlooked environmental and economic costs of AI, from massive power consumption to its inflationary potential. [0:00] Introduction • Welcome, Katherine! • Today’s Topic: The Pervasive Nature of AI and Its Impact on HR [8:22] Has AI Gotten to Where It’s Touched Every Aspect of Business? • How AI has evolved from a niche topic to an inescapable part of every industry. • Why the fear of AI taking jobs is a misunderstanding of how the workforce will be reshuffled, not replaced. [23:30] What is HR's Role in Preparing for an AI-Driven Future? • The critical need for upskilling and reskilling the workforce to manage and oversee new AI technologies. • Engage in long-term, strategic workforce planning instead of focusing only on the next quarter. • Planning for the improbable and how companies can prepare for drastic but possible shifts in the global landscape. [29:57] What are the Hidden Costs of Artificial Intelligence? • The immense environmental cost of new AI technology and data centers. • How major tech companies are influencing energy costs for everyone. • Why HR leaders should be aware of the tangible costs behind the AI tools their organizations use. [37:53] Closing • Thanks for listening!

In this episode, we welcome back Sean Luitjens, VP of Product Strategy and Partnerships at Salary.com. Drawing from his recent conversations with over 20 WorldatWork affiliates, Sean shares his insights on the most pressing challenges and consistent messages from compensation practitioners on the front lines. He also unpacks the “mass confusion” caused by data overload and new compliance demands, the strategic allocation of limited budgets, and future of merit increases. [0:00] Introduction Welcome, Sean! Today’s Topic: The Consistent Messages from WorldatWork [5:07] What are the most consistent messages you've heard from WorldatWork affiliates? Practitioners are facing “mass confusion” from the sheer volume of data, technology options, and compliance requirements. Despite increased demands, compensation budgets and headcount have not grown. [17:47] Where are compensation departments focusing their time and budgets? Technology now allows for more sophisticated segmentation and pay philosophy execution than was possible with Excel. The role of the compensation professional has expanded to include communications, as transparency makes it critical to explain the “why” behind pay decisions. [28:17] Are merit increases going away? The effectiveness of traditional merit increases vs. paying for the role and offering performance-based bonuses that are not added to base pay. The practical challenges of any model, whether it’s merit-based or role-based, often come down to inconsistent management and lack of buy-in. [34:36] Closing Thanks for listening! Quick Quote “We don’t always put ourselves in the seats of the [compensation] practitioner . . . There’s so much information coming at them from data, and the one thing that seems to not have changed in the comp budget.”

In this episode, we welcome Neil Thompson, founder of Teach the Geek, to discuss the critical need for developing speaker training programs for technical staff within an organization. Neil shares his personal story of struggling with public speaking as an engineer and how it inspired him to help other technical professionals improve their communication skills. He breaks down the common challenges technical experts face when presenting to non-technical audiences and offers practical strategies HR departments can implement to foster better communication across the organization. [0:00] Introduction Welcome, Neil! Today’s Topic: Developing Speaker Training Programs for Technical Staff [6:59] Why is it so important for technical staff to be strong public speakers? How a lack of communication skills can lead to being overlooked for promotions and raises. The benefit of having the person with the expertise communicate it directly, rather than risk information getting lost in translation. [13:33] What are the biggest challenges for technical people presenting to non-technical audiences? The importance of remembering what it was like before becoming a technical expert and tailoring the presentation accordingly. The challenge of making assumptions about what the audience already knows. Strategies for understanding the audience before delivering a presentation. [20:32] What role can HR play in developing presentation and communication skills for technical staff? Involving technical staff in the creation of the training or presentation to ensure it meets their needs. Using feedback questionnaires to measure the effectiveness and improvement of the training over time. [28:52] Closing Thanks for listening! Quick Quote “A lot of times, technical people, we think that us being excellent at our jobs is good enough, and unfortunately, that's not the case. If you're not good at advocating for yourself, you're not good at communicating your worth to an organization, you get overlooked.”

In this episode, we welcome Prem Kumar, the CEO and co-founder of Humanly, an AI-powered hiring platform. We discuss how AI is reshaping the world of recruiting by improving speed, enhancing the candidate experience, and allowing for greater scalability without losing the essential human touch. Prem also discusses the importance of building trust with candidates through empathetic AI interactions, and provides real-world examples of how companies are using these new tools to make their hiring processes more efficient and effective. [0:00] Introduction Welcome, Prem! Today’s Topic: How AI is Reshaping Recruiting [8:31] How is AI helping recruiters balance speed and candidate experience? AI can make bad processes happen faster just as easily as it can good ones; it's not a replacement for a sound strategy. The role of the recruiter will evolve into one of orchestration, strategically deciding where to implement AI in the hiring workflow. [16:10] How can you build an AI that earns candidate trust? Earning trust is about providing immediate value and setting clear expectations. The goal is not to trick a candidate into thinking an AI is human, but to be transparent about its role in assisting them. [24:57] What are some real-world examples of AI improving hiring efficiency? For AI to be effective, it must be integrated directly into a company’s primary workflow, such as its Applicant Tracking System (ATS). Chat agents are now handling candidate intake, answering questions, and initial screening. Companies are using AI to re-engage with the vast pools of candidates they already have in their databases. [35:23] Closing Thanks for listening! Quick Quote “AI, like any technology, has the ability to make this happen faster, more efficiently, and at a higher quality; but it also has the ability to make bad things happen faster, more efficiently bad, and at a higher quality of bad. It isn’t a way of getting around sound process.”

In this episode, we welcome Carlee Wolfe, Associate Vice President of Leadership Development and Organizational Effectiveness at Hyatt Hotels. We discuss how AI is reshaping leadership, growth, and coaching in the workplace. Carlee also explores the shift from generalized feedback to personalized, data-driven insights, and the importance of balancing AI tools with genuine human connection and empathy. [0:00] Introduction Welcome, Carlee! Today’s Topic: How AI is Redefining Leadership and Growth [6:13] How is AI Changing People Analytics and What Does It Mean for Leaders? Parallels between AI-powered customer personalization and its potential to tailor employee development. By handling data analysis, AI frees up time for leaders to focus on high-value, human-centric tasks like coaching and mentoring. [18:05] How can Insights on Skills, Feedback, and Careers Help People Move Toward More Intentionality? AI creates the opportunity to democratize development tools, making them accessible to employees at all levels, not just senior leadership. The ethics of programming AI with empathy versus fostering it as a critical human leadership skill. [27:06] What Does It Look Like When We Pair Development With Insightful, Data-Driven, and Personalized Real-Time Coaching? AI coaching tools can help employees identify blind spots in their communication and daily work. The ideal approach is using AI tools for curating content and insights while relying on human coaches for connection, reflection, and building relationships. [34:03] Closing Thanks for listening! Quick Quote “Oftentimes [development tools] are just accessible [at] senior leadership levels. But now I think the question is like, can [AI] democratize that?”

In this episode, we welcome Stan Suchkov, Founder and CEO of Evolve, a next-gen learning platform. We discuss the transformative impact AI could have on the L&D sphere and explore the new opportunities generative AI created for everything from onboarding to employee assessments. [0:00] Introduction Welcome, Stan! Today’s Topic: How AI is Transforming the HR and L&D Sphere [4:11] What New Opportunities has the Rise of AI Brought to L&D? How AI agents can autonomously generate courses, personalized employee training, and automate assessments. Making sure AI agent are successfully integrated into existing workflows. [13:32] What Potential do AI Agents Hold for the Workplace? Viewing AI as a tool for human augmentation, not human replacement, making jobs more efficient rather than eliminating them. How AI agents can gather and analyze data from various systems (like a CRM) to help HR measure the impact and ROI of training programs. [21:21] How can HR Overcome the Barriers to AI Adoption? Focusing on low-hanging fruit, like creating personalized learning plans, to prove ROI. The challenge of adoption is often a lack of awareness; many in HR don't yet know what is possible with modern AI. Reimagining work processes is necessary to move beyond outdated, paper-based workflows. [33:08] Closing Thanks for listening! Quick Quote “If any HR solution finds the opportunity to show ROI, they will become a unicorn in zero years, I have no doubt. It's a huge treasure every platform searches for.”

In this episode, we welcome Natalie Tincher, Founder of BU Style & Principal Style Strategist. We unpack the often-overlooked intersection of personal style, workplace culture, and inclusion. Natalie shares insights on how employee authenticity and appearance impact confidence and connection, how the shift to hybrid work is redefining professional norms, and how HR leaders can balance dress code policies with generational expectations and DEI commitments. [0:00] Introduction Welcome, Natalie! Today’s Topic: The impact of dress guidelines on workplace authenticity and inclusion. [5:55] The Impact of Personal Style on Employee Confidence and Connection How others perceive style, even if it’s not a personal priority. Distinguishing between expression and perceived “work” norms. [14:32] How Hybrid Work is Redefining Professional Dress Guidelines How dress expectations have evolved since the pandemic. The challenge for those accustomed to more rigid dress codes. [22:35] HR’s Role in Balancing Dress Policy, DEI, and Generational Expectations The importance of open conversations about dress codes. Supporting employee self-expression while respecting workplace values. Finding ways for employees to bring more of their full selves to work. [31:29] Closing Thanks for listening! To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

As Season 9 of the HR Data Labs podcast comes to a close, join David and Dwight for a reflective look back at the season’s episodes, guess, and key topics. They revisit their predictions from the Season 8 finale, evaluate hits and misses on trends like AI adoption and expected DEI shifts. Finally, they peer into the future, offering bold new predictions for what HR professionals can expect regarding financial strategies, AI integration, and the evolving landscape of HR data and analytics. [0:00] Introduction • Welcome, David and Dwight! • Today’s Topic: Season Recap and Future Predictions for HR Data [4:43] Reflecting on Season 9 & announcing our new live podcast • Expect a renewed focus on AI in HR in Season 10 • Our new live podcast series: Brown Bag Lunch! [15:25] Grading our Season 9 predictions • Reviewing AI adoption trends in customer service • Assessing DEI changes from the new administration’s policies [20:55] Predictions for Season 10 • Dwight’s prediction: Anticipating a slight loosening of organizations’ cautious financial strategies • David’s prediction: Forecasting a widening gap between organizations embracing AI in HR and those delaying adoption [28:14] Closing Thanks for listening and stay tuned for Season 10! Quick Quote “I’m predicting that people will start to adopt [AI], slowly at first, but then in a storm—and I’m talking in the next six months. People will see they can’t get away from [AI].” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text As Season 9 of HR Data Labs comes to a close, join David and Dwight for a reflective look back at the season’s episodes, guess, and key topics. They revisit their predictions from the Season 8 finale, evaluate hits and misses on trends like AI adoption and expected DEI shifts. Finally, they peer into the future, offering bold new predictions for what HR professionals can expect regarding financial strategies, AI integration, and the evolving landscape of HR data and analytics. [0:00] Introduction [4:43] Reflecting on Season 9 & announcing our new live podcast [15:25] Grading our Season 9 predictions [20:55] Predictions for Season 10 [28:14] Closing Quick Quote “I’m predicting that people will start to adopt [AI], slowly at first, but then in a storm—and I’m talking in the next six months. People will see they can’t get away from [AI].” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Amri B. Johnson, inclusion strategist and founder of Inclusion Wins, joins us this episode to discuss the tumultuous climate of DEI practices in today’s organizations and how companies can navigate toward more effective inclusion strategies. [0:00] Introduction [7:27] How to begin tackling DEI challenges [16:39] Navigating DEI amidst anti-DEI rhetoric [30:55] Helping employees overcome fear of organizational change [35:27] Closing Quick Quote: “A lot of DEI practices in the US are based on paradigms of old. We need to think about what’s possible now . . .” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Charlie Sull, Co-Founder of CultureX and Culture Researcher at MIT, joins us this episode to explore how artificial intelligence is revolutionizing the way we understand and measure corporate culture. He explains why traditional employee surveys fall short and how AI tools are providing new insights into what employees really think about their workplace culture. [0:00] Introduction [5:30] Why should anyone care about cultural measurement? [13:22] How is culture actually measured? [24:13] Why is AI a better way of measuring company culture? [35:08] Closing Quick Quote “[With traditional 1-to-5-point scale surveys] you’re not getting any information. If you’re trying to measure company culture with this robotic, repetitive low quality data, you just can’t understand . . . what your employees are saying.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Charlene Li, author and analyst, joins us this episode to discuss proven strategies for safely and successfully rolling out AI solutions to employees within an organization. She also compares the roles of generative AI and AI agents in the workplace. [0:00] Introduction [5:43] What are the biggest challenges HR faces with moving Generative AI into the workplace? [15:15] How can HR teams avoid stumbling with AI initiatives? everyone[31:25] How does generative AI compare to AI agents? [42:47] Closing Quick Quote “Yes, humans need to be in the loop, but the real power of AI is when you take the human out of the loop because you trust it.” To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

Send us a text Susan LaMotte, the founder and CEO of exaqueo, joins us this episode to discuss the intricacies of acquiring custom data for your organization, how to pull the most impactful insights from that data, and how to secure support (financial and otherwise) for data collection. [0:00] Introduction [5:55] What are HR teams missing when working with large amounts of data? [17:01] How to gain useful insights from HR data? [30:51] How can you get the data you need? [41:46] Closing To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media