Hacking HR

HR has always had the heart for it. Now it's time we have the seat, the voice, and the tools to match. 🙌 #HackingHR #HRLeadership #PeopleAndCulture #EmpowerHR #HRCommunity #StrategicHR #FutureOfWork

MIT just mapped 40,000 work activities to find exactly where AI is being deployed. The result is this chart. And the finding isn't that AI is everywhere, but that AI is going extremely deep in a very narrow slice. The top 1.6% of work activities account for over 60% of all AI market value. 72% of AI is concentrated in just one category: "Think" work. Creating information. Transferring information. Modifying information. That's the work your knowledge workers do every day. And between 2022 and 2024, AI applications multiplied by 6x, but the breadth of activities covered grew by only 1.2x. AI isn't expanding across work. It's intensifying within it. That's a completely different strategic problem than what most organizations are preparing for. MIT paper: "Where can AI be used? Insights from a deep ontology of work activities" Link: https://lnkd.in/d_dZXRbK

Are you ready to lead at the highest level? The Global Chief People Officer (GCPO) Certificate Program is built for senior HR executives who are ready to drive strategic transformation, lead global teams, and shape the future of work. In just 9 weeks, you'll gain the frameworks, financial acumen, and leadership expertise to make a real impact at the C-suite level. The next live cohort is starting soon — don't miss your seat. 🔗 Register here: https://bit.ly/418nisB #HumanResources #PeopleAndCulture #WorkplaceLeadership #DigitalTransformation #HRCommunity #ExecutiveEducation #CareerGrowth

Dear Organizations: Stop Expecting HR to Fix What Leadership Won’t Own Because HR isn’t a substitute for accountability. We’re not here to babysit, bandage, or clean up after dysfunction. We see this happen all the time: 📌 The manager can’t give feedback? "Send them to HR." 📌 The team’s burned out? "Let HR do a morale event." 📌 Culture is toxic? "HR needs to fix the vibe." 📌 Someone spirals from poor leadership? "Where’s HR’s mental health strategy?" The pattern is clear: HR gets handed the responsibility for problems we didn’t create, but are expected to solve quietly, quickly, and without rocking the boat. And the truth? HR is not here to protect leaders from accountability. HR is here to protect people from leadership failure. Here’s what we are not responsible for: 1️⃣ Babysitting adults who were hired to lead 2️⃣ Predicting chaos leadership refuses to plan for 3️⃣ Fixing culture in a vacuum 4️⃣ Throwing pizza parties to solve systemic burnout 5️⃣ Doing a manager’s job, without the title or authority 6️⃣ Solving emotional fallout from poor leadership choices 7️⃣ Cleaning up what performance management refuses to address 8️⃣ Being “mind readers” for leaders and employees who won’t speak up 9️⃣ Running culture solo while being excluded from the decisions shaping it 🔟 Making people feel safe in systems that aren’t 💡 HR is here to support, guide, coach, and build systems. But we cannot, and should not, carry the emotional and strategic weight of an entire organization alone. You don’t build strong teams by leaning on HR to absorb what leadership won’t handle. You build strong teams by holding everyone accountable for culture, people, and impact. 💬 HR pros, what’s one thing you’ve had to hand back to leadership (because it wasn’t yours to carry)? 👇 Drop it below 🔄 Repost if you’re done being treated like the default fix-it team 🔔 Follow Hacking HR for bold, human-first truths about what HR actually does, and what we refuse to carry in silence anymore. #HackingHR #HRLeadership #StopExpectingHRToFixEverything #StrategicHR #PeopleFirst #CultureChange #LeadershipAccountability #HRIsHumanToo #FutureOfWork #RealTalkHR #EmotionalLabor

Most HR professionals learn these the hard way. No one hands you a manual. No training program fully prepares you for the emotional weight, the political complexity, or the thanklessness that comes with the job. You figure it out in real time. And if you're honest with yourself, a few of these still sting. Tell us in the comments: which one hit closest to home? 👇

This was a great cheat sheet.

AI is changing how we design learning. But the real shift is not just using AI to generate content. It is using it to design learning experiences that actually build capability. That is why we are excited to share a new resource created by AI for Non-Techies and LearnWorlds: The Course Creator’s Prompt Book. 📕 This practical guide includes 10 structured AI prompts to help learning professionals and course creators: • Validate course ideas before building them • Design stronger learning journeys • Turn learner feedback into clear action steps • Build engaging exercises and assessments • Price and position learning programs with confidence For HR, L&D, and people leaders working at the intersection of learning, technology, and the future of work, this is a practical way to explore how AI can support better instructional design. If you are interested in how AI is shaping learning and development, we also recommend joining the AI x Instructional Design Summit. 👉 Create a free AI x Instructional Summit Learning Space account to access recordings, workshops, networking, and exclusive resources: https://lnkd.in/e-ACX3yH #HR #HumanResources #Learning&Development #HRLeadership #AIinHR #AIprompts

⚖️ Transactional HR vs. Strategic HR: The Divide That’s Holding Organizations Back HR can be a powerhouse for business transformation. Or it can be a function that drowns in processes, policies, and paperwork. The difference? Transactional HR vs. Strategic HR. Let’s be honest, HR is often stuck fighting for credibility, seen as the department that enforces rules instead of shaping the future. But here’s the reality: HR isn’t just a support function, it’s a business driver. So, where does your HR team stand? 🪫 Energy Drainers: Transactional HR HR that operates in the shadows, reacting instead of leading. ❌ Focuses on policies over people, compliance matters, but culture does too. ❌ Seen as the rule enforcer rather than a strategic partner. ❌ Measures success in processed paperwork instead of business impact. ❌ Manages performance as a box-ticking exercise rather than a driver of growth. ❌ Stuck in the past, resistant to tech, analytics, and innovation. ❌ Reactive hiring, always scrambling to fill roles instead of building a talent pipeline. ❌ Prioritizes process over agility, bogged down by bureaucracy instead of adapting to changing business needs. 🔋 Energy Sustainers: Strategic HR HR that earns a seat at the table by proving its business value. ✅ Drives people-first, data-backed decision-making. ✅ Collaborates with leadership to shape talent, culture, and growth strategies. ✅ Uses analytics to predict rather than react to workforce trends. ✅ Champions employee experience, not just engagement surveys. ✅ Balances compliance with innovation, creating policies that empower rather than restrict. ✅ Develops a future-ready workforce, invests in upskilling and talent mobility instead of playing catch-up. ✅ Leads with business impact in mind, aligns HR initiatives with revenue, retention, and long-term growth. The Future of HR 📈 The future of HR isn’t in processing forms. It’s in driving business strategy, influencing leadership, and shaping a workplace where people want to stay and grow. HR Leaders, Where Does Your Team Stand? Are you shaping the future or stuck in the past? Drop your thoughts in the comments! ⬇️ ♻️ Repost to start the conversation. 🔔 Follow Hacking HR for more insights on the future of HR.

A great conversation in two weeks!

EXCITING conversation next week! Enrique Rubio, founder at Hacking HR, will interview Missy Forlani and Melisa Soydinc, M.S., authors of the book, TGIM: Thanks God It's Monday! Are you wishing away one-seventh of your life? That is the gut-punch question that opens TGIM: Thank God It's Monday and it is one that most leaders have never stopped to actually answer. Join Enrique Rubio, Founder at Hacking HR, for a live conversation with Missy Forlani and Melisa Soydinc, authors of TGIM: Thank God It's Monday: A Practical Guide to Loving Your Work, Your Life, and Every Day — Especially Monday. Burnout, disengagement, and the Sunday Scaries are not just personal problems. They are organizational signals. And this book makes the case that leaders have both the power and the responsibility to change that, starting with how they show up on Monday. We will dig into: - What it actually means to find your "sweet spot" at work, and why most people never get there - How intentional choices, not lucky circumstances, create a career and culture worth showing up for - The knowing-doing gap: why leaders know what matters but still fail to act on it - Practical tools for building cultures where people stop living for Friday Enrique wrote a blurb for this book because the message hit close to home. Monday is not just a day. It is a signal about how aligned you are with the work you are doing and the culture you are building. If your team is dreading Mondays, that is data. This conversation is about what to do with it. Bring your questions. We go live on April 7!