The CHRO Framework for AI: Culture Determines AI Outcomes Not Spend
Digital HR Leaders with David GreenShow Notes
What if HR is still thinking too small about AI?
In this episode of the Digital HR Leaders podcast, David Green is joined by Paul, Chief Evangelist and Talent Strategist at Visier, to explore why traditional transformation approaches may no longer be fit for purpose, and what HR needs to do differently to keep pace.
Join them, as they tackle some of the biggest questions facing the function today:
Is the current framing of AI in HR too narrow? Does HR need to operate more like finance to remain relevant? What does it take to move from pilots to real, enterprise-wide impact? And as AI becomes embedded across the business, does people analytics become less visible… or more critical than ever?
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. 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.