From CHRO to Chief Work Officer: The Next Evolution of HR Leadership
Digital HR Leaders with David GreenShow Notes
Are organisations overlooking one of the most important drivers of employee experience and performance?
For many, the workplace is still treated as a fixed asset - something to manage for cost and capacity, rather than something to actively design around how work actually happens.
In this episode of the Digital HR Leaders podcast, host David Green is joined by Phil Kirschner, Workforce Experience Consultant and author of the famous newsletter, The Workline, to explore why workplace strategy continues to sit outside of core HR and people analytics conversations - and why that needs to change.
Drawing on his experience across Credit Suisse, JLL, WeWork, and McKinsey, Phil shares a more practical view of what organisations are missing - from the lack of basic workplace data, to the assumptions that still shape many workplace decisions today.
So, hit play to learn more about:
Why workplace strategy is still disconnected from workforce strategy The key data points organisations should be tracking How leading organisations are starting to think differently about the purpose of the office What the “Chief Work Officer” role looks like in practice Why AI is increasing - not reducing - the importance of workplace and experience design
This episode is sponsored by Visier.
Visier Workforce AI is your GPS for workforce decisions. Spot attrition risk, uncover pay gaps, measure leadership impact, and track skills shortages before they slow growth. Then act. Align talent to real business outcomes.
Across industries, HR and business leaders are using Visier Workforce AI to navigate the biggest workforce shifts of our time. Move from knowing to doing, faster.
See it in action at visier.com
Also, make sure to read to explore Visier’s latest research on strategic workforce planning in the AI era.
Resources: The Workline newsletter Hosted on Acast. See acast.com/privacy for more information.
More from Digital HR Leaders with David Green
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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.