Show Notes
Is your HR function organised the way employees actually experience it, or just the way it's always been done?
In this episode of the Digital HR Leaders podcast, David Green is joined by Tony Truong, VP of People Strategy, Operations, Technology and Analytics at Chime, to unpack why most HR functions are still organised in silos, by specialty, while employees experience work as a series of moments: getting hired, being onboarded, going for a promotion. Tony has spent the last two years closing that gap, rebuilding Chime's people function from the ground up as the company has scaled into a public company.
In this episode, David and Tony discuss:
Why the real limitation holding HR back is fragmentation, not ambition What it's taken to rebuild a people function from the ground up at a newly public company How AI has reshaped recruiting at Chime, cutting a process that used to take days down to hours Tony's three-stage framework for thinking about AI's role in the business: assistance, automation, and orchestration What it actually looks like to move people analytics from the periphery of HR to the centre of how a business makes decisions
This episode is sponsored by Valence.
Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before.
As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale.
Learn more at valence.co/insight222
Additional resources: Deloitte Global Human Capital Trends 2026 Report Hosted on Acast. See acast.com/privacy for more information.
More from Digital HR Leaders with David Green
As AI makes knowledge more widely available, are organisations paying enough attention to the relationships that help people put it to work?
What changes when the people function is designed not as a collection of separate HR processes, but as part of the operating system of the company?
Your organisation has committed to an AI strategy. But what does that commitment mean for the people who have to work differently because of it?
What if the thing slowing down AI in HR isn't the technology at all, but the way the function is set up to deliver it?
As AI reshapes work, the people function has an opportunity to play a much bigger role in how organisations navigate the transformation. At Snowflake, that starts with trusted data, strong people analytics and a clear view of what technology should automate, where it should augment human capability, and what should remain human.