HR Data Labs

Join host David Turetsky and guest Paul Reiman from Novo Insights as they delve into the dynamic world of compensation strategies and pay transparency. Discover how regulatory changes in the US and Europe are shaping the landscape, the critical role of job documentation, and the impact of technology in fostering transparency. Tune in for insightful predictions for 2026 and learn how political climates may influence future pay transparency laws. Chapters Introduction and Guest Introduction Compensation Strategies and Pay Transparency Regulatory Changes in the US and Europe The Role of Technology in Transparency Predictions for 2026 Conclusion and Final Thoughts Quotes: "Job documentation is crucial for pay transparency." "Regulatory changes are reshaping the compensation landscape." "Expect a shift in compensation survey methodologies by 2026." "Technology plays a key role in enabling transparency." "Implementing pay transparency presents unique challenges." "2026 will bring significant changes to HR practices." "Adapting to regulatory changes is essential for success."

Craig Friedman, Talent and Skills Transformation Leader at St. Charles Consulting Group and author of Enterprise Skills Unlocked, joins us this week to discuss the shift toward skills-based organizations. He breaks down how data-driven transformations allow companies to move from simple headcount management to true capability management. Craig also shares practical advice on how to prioritize skills projects to ensure they solve real business problems and deliver ROI. [0:00] Introduction Welcome, Craig! Today’s Topic: How Skills Data is Transforming HR into True Business Partners [5:05] What does a skills-based transformation look like in practice? Shifting the talent process from an exercise in headcount management to an exercise in capability management. Moving away from static "boxes on an org chart" to using granular data that supports the entire talent infrastructure. Leveraging skills data that lives in both business systems (capabilities) and people systems (individual skills) to better align with business functions. [11:57] How different teams leverage skills data differently Why L&D teams need granular skill details, while staffing teams prioritize context on scope and scale for compensation purposes. The importance of creating an enterprise data taxonomy where different departments can agree on a skill but append their own metadata. Using machine learning to handle the searches, connections, and adjacencies required to make the data useful across teams. [26:14] The impact on Learning and Development (L&D) How real-time skills gap analysis simplifies curriculum redesign when jobs or organizational structures change. The growing need for assessment and validation to verify skills learned through informal methods like coaching or on-the-job experience. Identifying business cases where skills can make a clear difference and prioritizing them based on value and risk. [36:20] Closing Thanks for listening! Quick Quote “A lot of the reason we're doing this now when we couldn't do it before is because of these more advanced tools in data analytics and AI and machine learning that actually help us manage data at that scale.” Link to Craig's book: https://a.co/d/0naqmvh

🚀 Exciting changes are coming in 2026! Join David Turetsky as he shares his vision for HR Data Labs, focusing on positivity and growth. Discover how we're merging brown bag lunches into our podcast and launching something new for HR Data Labs. #HRDataLabs #2026Vision #Positivity Chapters 00:00:34 Introduction and New Directions 00:01:42 David Turetsky's Personal Goals 00:03:59 HR Data Labs Evolution 00:06:19 HR Data Doodles news

Ranya Nehmeh, HR Strategist and Adjunct Professor at FHWien der WKW in Vienna, Austria, and Peter Cappelli, Professor of Management and Director of the Center for Human Resources at the Wharton School, join us this week to discuss some of the topics covered in their book, In Praise of the Office. We explore the current tumultuous state of Return-to-Office (RTO) mandates, why "hybrid" work is often failing to deliver on its promises, and the critical need for intentional management to foster human connection. [0:00] Introduction Welcome, Ranya and Peter! Today’s Topic: The Realities of Hybrid Work [9:15] The messiness of Return-to-Office (RTO) today Why the media narrative often contradicts the realities of small business data. Why the definition of “hybrid” varies per organization. [19:03] Is work actually getting done remotely? Distinguishing between hitting individual KPIs and maintaining organizational health. The deterioration of meeting culture and the rise of "cameras off" apathy. The loss of social norms and the difficulty of resolving conflict without face-to-face interaction. [29:50] Do policies need to change for the new world of work? Addressing proximity bias and its impact on promotions and career development. Why treating hybrid work the same as traditional office work is a management failure. Understanding the winners and losers of remote work, particularly for younger or newly onboarded employees. [46:23] Closing Thanks for listening! Quick Quote “If you really want people to come back into the office, you have to do it with intentionality.”

Steve Brink, CEO of GECN Group, joins us this week to discuss the complex world of executive compensation. Steve breaks down why the US pays a premium compared to the rest of the world, how boards are shifting their focus from simple compensation to holistic talent management, and the global trends driving executive pay structures today.

Bob Pulver, host of the Elevate Your AIQ podcast and a 25-year enterprise tech and innovation veteran, joins us this week to unpack the urgent need to move past "AI" as a buzzword and define what "Responsible AI" truly means for organizations. He shares his insights on why we are all responsible for AI, how to balance playing "defense" (risk mitigation) and "offense" (innovation), and why we must never outsource our critical thinking and human agency to these new tools. [0:00] Introduction Welcome, Bob! Today’s Topic: Defining Responsible AI and Responsible Innovation [12:25] What Does “Responsible AI” Mean? Why elements (like fairness in decision-making, data provenance, and privacy) must be built-in "by design," not bolted on later. In an era where everyone is a "builder," we are all responsible for the tools we use and create. [25:48] The Two Sides of Responsible Innovation The "responsibility" side involves mitigating risk, ensuring fairness, and staying human-centric—it’s like playing defense. The "innovation" side involves driving growth, entering new markets, and reinvesting efficiency gains—it’s like playing offense. [41:58] Why don’t we use AI to give us a 4-day work week? The critical need for leaders to separate their personal biases from data-driven facts. AI’s role in recent layoffs. [50:27] Closing Thanks for listening! Quick Quote “We're all responsible for Responsible AI, whatever your role is. You're either using it or abusing it . . . or you're building it or you're testing it.”

Noah Mithrush, Director of Growth Marketing at Guusto, joins us live from the UKG Aspire Conference to unpack the critical intersection of User Experience (UX) and Employee Experience (EX) in HR technology. Noah explains why so many HR programs fail to gain adoption and how even the best intentions can be derailed by a poor user experience. We discuss how to get into the user’s mindset, why HR tech should be as easy to use a consumer app, and how making the emotional journey of an employee is the key to success. [0:00] Introduction Welcome, Noah! Today’s Topic: Rethinking User Experience to Improve Employee Experience & Program Adoption [3:53] What do people get right and wrong about user experience? Why good intentions often fail, and the common mistake of not considering all technology touchpoint for the end-user The problem of designing programs that are manually intensive for managers [10:43] How do you get into the users’ mindset to align UX and EX? Going beyond just mapping process steps to mapping the employee journey Why implementing "emotional IQ" into the design process is critical for driving program adoption [16:59] How does AI impact the employee experience? Using agentic processes to allow teams to do more with less The potential for AI to allow teams to "think differently" and fundamentally redesign the employee journey [22:28] Closing Thanks for listening! Quick Quote “What I see a lot of the time is what people get right is their intention. At the very beginning, they're trying to solve a problem . . . but when it comes to tech and the user experience, [they’re] not taking into consideration all of the points along the way of different technology [and] how the actual end-user (or employee) has to use and interact with it.”

Nate Rees, Director of Training and Talent Development at Salary.com, joins us this episode to discuss a critical issue facing organizations today: the manager training crisis. Nate shares alarming data on the percentage of managers promoted without receiving any training and the costly impact this has on turnover and productivity. We explore why organizations fail to invest in new managers, how a raise is not a substitute for training, and low-budget/high-impact strategies HR leaders can implement immediately to better support their new managers. [0:00] Introduction Welcome, Nate! Today’s Topic: The Manager Training Crisis [6:25] What is the manager training crisis? 60% of new managers report receiving zero training for their role. New managers are split between their own quota and team development. [16:31] Why aren’t more organizations investing in manager training? Untrained managers’ teams have a 260% higher turnover rate. Organizations will pay a premium for external experienced managers but won’t invest in developing their internal talent. [22:29] How can HR leaders start to fix this? Create a zero-budget manager mentor program by leveraging your existing top managers. User simple conversation models like COIN (Context, Observation, Impact, Next). [33:43] Closing Thanks for listening! Quick Quote “60% [of managers] say they never received any training when they transitioned into their first leadership role... we're throwing them at the deep end of the pool and not giving them any swimming lessons.”

Carlee Wolfe, Associate Vice President of Talent and Organizational Effectiveness at Hyatt, joins the podcast for a special 250th episode! Carlee discusses the value, strategy, and importance of serving on nonprofit boards. She shares insights on how to find the right board that matches your passions and skills, why nonprofits need skilled volunteers, and how to be an effective contributing board member once you join. [0:00] Introduction Welcome, Carlee Wolfe! Today’s Topic: The Value and Strategy of Joining a Nonprofit Board [9:28] What is the strategic value of joining a nonprofit board? Carlee’s story of learning how to get involved and discovering you can "just ask" Why nonprofits need skilled and passionate board members to serve [17:29] How do you find the right board to join? Starting by identifying your passions, skills, and available time commitment Using resources like national board matching services (e.g., Board Source) or local city programs [26:00] How to be an effective board member The importance of passion and commitment to making tough decisions Knowing your scope and capacity; avoid overcommitting to too many boards [28:07] Closing Thanks for listening! Quick Quote “I think the big thing about being on a board . . . is you are helping set the support and steward the strategic direction of the organization, right? You're that body that supports the ultimate mission of where the organization is heading.”

In this episode, David and Dwight dive into the critical and ever-present issue of poor data quality in HR and its cascading impact on the organization. They break the problem down into 3 key areas: recruiting, artificial intelligence, and pay transparency. They explore how recruiting often serves as the flawed entry point for employee data, discuss the dangers of training AI on biased information (which can lead to discriminatory practices like ageism), and examine the new data governance challenges posed by emerging pay transparency laws. [0:00] Introduction Today’s Topic: The Impact of Poor Data Quality on HR Today [5:24] How does poor data quality in recruiting create downstream problems? Recruiting is the first ingress of data into an organization, and it's often the least well-managed. Poor data can also originate from the company side, with issues like inaccurate job descriptions or incorrect FLSA classifications. [12:08] How can biased data lead to discriminatory AI in the hiring process? AI agents used in video interviews can reject qualified candidates based on flawed or biased training data. Companies that fail to address AI bias on the front end risk facing expensive lawsuits and will be forced to fix their systems later. [19:32] What are the data governance challenges presented by pay transparency laws? Pay transparency laws in several states require companies to disclose pay ranges for open roles also mandate that companies keep detailed records of salary structures, grade ranges, and hiring data for extended periods. Many organizations may need to update their data governance strategies to ensure they are retaining the necessary historical data to comply with these regulations and withstand potential audits. [24:31] Closing Thanks for listening! Quick Quote “As the demographic bubble for Gen X gets larger, companies can't ignore [AI bias in recruitment] anymore. They have to take it on, and that means they have to start training their artificial intelligence to not filter out all of us grays.”

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.”