Barbie Brewer

If you're a People leader, you know the world is constantly changing in the workplace, which means staying on top of the latest trends and data. Lattice’s 2026 State of People Strategy Report is full of data and insights every HR leader needs for the year ahead. It explores people's strategy priorities like AI, performance, and navigating polarization — with input from 1,000+ HR leaders. Read the full report: https://bit.ly/3UL9X6m

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As CHROs, we know the old workforce playbooks no longer apply. Preparing people for jobs today (and tomorrow!) requires more than incremental change. It calls for deep partnerships that connect learning, work, and mobility in new ways. What energizes me about Guild’s latest insights wrt: "America's Talent Strategy" is how clearly they show the power of employers that step in as co-designers, not just participants. Programs like Walgreens’ PharmStart or Tyson Foods’s career-aligned pathways prove that when we invest in our people, we unlock resilience for our businesses and opportunity for our teams. For us as HR leaders, the mandate is clear: 1. Align talent strategy with workforce development at scale 2. Treat learning as a driver of mobility and organizational value, not a benefit 3. Partner with public systems to create ecosystems where workers and employers thrive together This is how we future-proof our organizations and create pathways that change lives. HR leaders - how are you integrating workforce development into your talent strategies? Read up on Guild's perspective here: https://lnkd.in/gcm9y5ai

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Your company has outgrown your early-stage team. Now what? Too many CEOs wait too long to act—hurting their business *and* the people who helped build it. In this piece for Lead Grow Develop, I explore how CEOs can lead through growth with clarity and compassion—recognizing when talent needs shift, and navigating transitions with dignity. 🔑 Key takeaways: - Create a short-term strategic roadmap to clarify the talent needed now - Make coaching your managers' #1 metric - Normalize role transitions as part of growth—not failure - Communicate early and often, especially when the company is changing faster than people can 🧭 At Hazan Consulting, we help growth-stage executives align talent to strategy—fast. 📖 Read the full article here → https://loom.ly/ekVmkqk 💬 Let’s talk if you're navigating a team or company stage evolution. #Leadership #CEOInsights #TalentStrategy #HazanConsulting #GrowthLeadership

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The Human Side of HR Tech: Lessons from 3 Enterprise HRIS Implementations Implementing a large-scale HRIS like Workday isn’t just an IT project—it’s an organizational transformation. I’ve had the opportunity (and the battle scars!) of leading three enterprise HRIS implementations—at Q2, BigCommerce, and we are currently underway at Olo—and the lesson is always the same: success hinges far more on people readiness than system readiness. The new workflows, dashboards, and self-service capabilities are powerful. But what truly unlocks value is how your people experience the change—from their first login to how empowered (or overwhelmed) they feel with the new system. Key Lessons for Leading Human-Centered HRIS Implementations: Design With, Not For Don’t just gather requirements—co-design with stakeholders at all levels. Involving actual users (especially people managers) builds better outcomes and buy-in. Change Is a Process, Not a Launch Date Go-live is a milestone, not a finish line. Plan for the emotional dip that often follows. Reinforcement and patience are just as critical as training. Narrate the “Why” You can’t over-communicate the why. “Efficiency” and “data visibility” are fine, but what does this change do for a frontline manager or an employee submitting leave? Train for Reality, Not Just Tasks Go beyond system navigation. Teach how Workday connects to real roles: performance reviews, comp planning, promotions. Make it personal. Honor the Grief Curve Especially for those coming off legacy systems or spreadsheets, there’s often real grief involved. Validate it. Don’t dismiss it as resistance. Across all three companies, the most successful implementations happened when we treated the change as cultural, not just technical. That means aligning leadership behaviors, redefining success metrics, and supporting employees with empathy through the transition. If your people feel empowered, heard, and confident—that’s when your HR tech truly delivers on its promise. I'd love to hear from others: what’s one thing you wish you'd done differently—or are glad you did—during a major HR tech transformation? #Workday #HRTech #HRIS #PeopleFirst #ChangeManagement #OrganizationalCulture #ChiefPeopleOfficer #WomenInLeadership #DigitalTransformation #FutureOfWork

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𝗙𝗿𝗼𝗺 𝗛𝗶𝗿𝗲 𝘁𝗼 𝗛𝗶𝗴𝗵𝗲𝗿: 𝗪𝗵𝘆 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗜𝘀𝗻’𝘁 𝗝𝘂𝘀𝘁 𝗔𝗯𝗼𝘂𝘁 𝗣𝗲𝗿𝗸𝘀... 𝗜𝘁’𝘀 𝗔𝗯𝗼𝘂𝘁 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 Here's a not so fun stat: 93% of organizations are worried about keeping their people. But here’s the thing, there’s an unsung hero in retention: 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁. When employees can see a future with your company, when they have the chance to learn new skills, take on new challenges, and grow into leadership roles, they don’t just stay—they thrive! In our latest resource, “How Learning, Mobility, and Competency Frameworks Drive Employee Retention,” we share practical advice for L&D leaders on how to: 📝 Design learning programs that keep employees motivated and growing 🗺️ Create internal mobility pathways to retain critical skills and knowledge 🌱Use competency frameworks to make career growth clear, fair, and achievable Because retention doesn’t have to be a challenge—you can make it a strategy. 😄 Read the full story 👉 https://lnkd.in/e8M488ey

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Onboarding is first real contact that new hires have with their new colleagues and companies. Those sessions are also critical to helping them understand and perform their new jobs. But new survey data indicates many employers are fumbling that initiation process, prompting nearly half of their new hires to consider quitting just months after coming aboard. Indeed, in a recent survey by Software Finder that polled 1,011 employees hired within the last two years, 48 percent of respondents said they were planning on quitting jobs they’d only recently landed due to poor initiation. If you're a business owner, here's why you need to pay attention to your onboarding processes—and what you can do to turn things around: https://lnkd.in/dF_bpgct h/t Inc. Magazine #onboarding #jobs #careers #business #leaders #humanresources #HR #management #leadership #teambuilding #teamwork #MiddleEast #MENA

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TA and HR leaders: Explore key considerations when evaluating the impact of AI-powered TA tools, including both hard and soft ROI metrics, AI investment costs, and actionable steps to maximize talent tech ROI. Need funding and support for HR tech? Download our paper to learn how to effectively communicate the true value AI can bring to talent acquisition: https://lnkd.in/eywbHwag #Hiring #Leadership #Recruitment #ArtificialIntelligence #TalentAcquisition #Technology

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HR leaders feel caught between embracing automation and preserving the human touch. But you don't have to choose one or the other. Instead, master these 7 critical balances. It's not AI versus humans. It's a strategic partnership. 🤝 Technology handles what it does best while human expertise guides what matters most. #SafeguardGlobal #GlobalExpansion #GlobalWorkforce

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