John Termotto

People in aerospace are feeling a mix of emotions right now. There is pride in the work, excitement about innovation, but also fatigue from long hours and constant deadlines. Many in this industry are still balancing optimism with pressure. Tight timelines, complex programs, and workforce gaps have pushed teams harder than ever. If you lead in aerospace, take a moment to check in with your people. Ask how they are doing and listen. Because behind every aircraft and every system are engineers, technicians, and leaders who give everything to keep the industry moving forward.

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I arrived at the Gartner HR Symposium this week with a question that is keeping me up at night: What is my role as Chief People Officer/CHRO to help my company face the AI revolution? Judging by the 7,000 attendees—including hundreds of CHROs—I wasn’t alone. The opening keynote was insightful: HR’s focus must shift from “the workforce” to “the work.” In other words, it’s not just about preparing people, but about reimagining what work needs to be done, and how. AI is changing work in three fundamental ways: 1. Augment: Helping people work better and smarter. 2. Reengineer: Redesigning workflows and even entire functions. 3. Invent: Creating entirely new, AI-driven ways of working. What does this mean for HR? 1. Augment – Be More Directive. Most employees are open to using AI, but don’t know where it adds value. We hand out powerful tools like Copilot, but often forget the playbook. The result? Limited returns. HR must guide AI adoption—tying it directly to business challenges, partnering closely with IT, and making it a priority to work hand-in-hand with the CIO. We need to shift employees from AI users to AI value creators. 2. Reengineer – Anticipate Ripple Effects. Some organizations are redesigning work without HR at the table, leading to empty talent pipelines, skills atrophy, and fractured career paths. The CHRO must be the master of ripple effects—asking not just “Can AI do this?” but “What are the implications if it does in the short and long term?” We must define principles for redesign ahead of time (e.g., keeping humans in the loop at key points), prioritize the biggest ripple effects, and plan the work—not just the workforce. 3. Invent – Sense the Timing. AI will eventually automate more decisions, but the hype is currently outpacing reality. Our role is to reset expectations, sense when AI will truly impact roles, and pave the path to new growth opportunities—through career pivots with upskilling. Gartner predicts that by 2032, 30% of top economies will require certified human quotas. It means we need to think of the importance of people even for these new ways of working including agentic AI that will do tasks autonomously. My key takeaways: • The CHRO and CIO will be instrumental in building the future of work together. Jean-Francois Gamache CIO and Emmanuel Levitte CTO we will get even closer :-) • HR must move from experimentation to intentionality—guiding, prioritizing, and orchestrating change. And for that, HR must elevate its own maturity, its own digital dexterity to be true business partners. We must plan for the work, not just the workforce, to mitigate talent risks and unlock AI’s true value. • HR will need to be the mastermind of ripple effects to ensure we anticipate and mitigate risks and debate them in the C-suite. We need to agree on principles ahead of time. I’m energized by the challenge ahead! #GartnerHRSymposium #FutureOfWork #AI #HRLeadership #CHRO #DigitalTransformation

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Top aerospace and defense companies are losing talent and facing project failures because of outdated executive hiring practices. The sector is booming, but success requires more than just finding leaders who look perfect on paper. Click here to read "Why Aerospace and Defense Companies Need to Change How They Hire Executives" ➡️ https://lnkd.in/dHUQP_B2 #Aerospace #DefenseIndustry #ExecutiveHiring #AerospaceJobs

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The next chapter in aviation's efficiency revolution is taking flight: As we are beginning the certification process for AeroSHARK on the Airbus A330ceo family, we're expanding our shark-inspired riblet technology to the first Airbus platform! The A330 represents a logical next step. With approximately 1,000 A330-200 and -300 aircraft in service globally and their long remaining operational life, this certification opens significant opportunities for fuel savings and emissions reduction across a substantial fleet base. The completion of the certification process for the A330's fuselage and nacelles is targeted for 2026 AeroSHARK's riblet technology, developed in partnership with BASF Coatings, continues to be the only certified solution of its kind for commercial aviation. While the one percent fuel reduction may seem modest, its impact scales significantly across large fleets. Looking forward to expanding the environmental benefits of this technology across more aircraft types in the coming years. #LufthansaTechnik #MROexperts #keepyouflying

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🚨 Candidate sues over AI hiring bias — and the case is moving forward. Employers, take note. A federal judge recently allowed a nationwide collective action lawsuit to proceed against Workday, one of the most widely used AI-driven hiring platforms. The case was brought by Derek Mobley, a Black job seeker over 40 with anxiety and depression, who alleges Workday’s algorithms disproportionately screened out candidates based on race, age, and disability status — violating federal anti-discrimination laws. Why this case matters: ✅ It’s not just about one company. This ruling opens the door for thousands of job seekers to join the lawsuit — and puts every employer using AI in recruitment on alert. ✅ Employers may be liable for vendor bias. Even if you’re not building the AI, you’re responsible for how it impacts your hiring outcomes. ✅ Disparate impact claims are real. Seemingly neutral filters like resume gaps or job hopping may unfairly disadvantage protected groups — and that’s actionable. ✅ AI doesn’t erase legal responsibility. If it’s screening candidates, it must be tested for bias, monitored for fairness, and used with human oversight. If you’re in HR, legal, or talent acquisition, here’s what you should be doing now: • Audit your hiring tools — know what’s automated and how decisions are made • Require transparency and bias testing from AI vendors • Retain human oversight in every hiring decision • Track hiring outcomes by race, age, gender, disability — and follow up on disparities • Build an internal AI governance plan that includes HR, Legal, and IT This lawsuit is a warning shot. The future of hiring may be automated — but compliance, fairness, and ethics must remain human-led. #HR #AI #Hiring #EmploymentLaw #Workday #PeopleAnalytics #FairHiring #AIBias #DEI #FutureOfWork

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Collins Aerospace to provide U.S. Army Black Hawk helicopters with modular, third party-capable avionics   Collins Aerospace is set to upgrade the avionics system of U.S. Army Black Hawk helicopters. The upgrade will feature Mosarc®, Collins' family of Modular Open Systems Approach (MOSA)-compliant products and provide open systems architecture, enabling swift integration of new capabilities to keep pace with modern operational demands. https://lnkd.in/gtsjaDat

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Honeywell has been working with Vertical Aerospace for six years already, but today we announced a major step forward that will help usher in a new era of aerial mobility. As explained in the story below from Reuters, we’ve signed a new long-term agreement that expands our existing partnership and reinforces Honeywell’s commitment to the certification and production of Vertical’s electric vertical take-off and landing (eVTOL) aircraft, the VX4.   Under this expanded collaboration, Honeywell will work together with Vertical to certify two of the most critical systems on the VX4: the aircraft management system, which includes the Honeywell Anthem flight deck, and the flight controls system, which includes Honeywell’s compact fly-by-wire system. Both systems will be certified for the production version of the VX4.   I want to thank Stuart Simpson at Vertical for the continued partnership, and I couldn’t be more excited for our engineering teams to work together on advancing the future of flight. https://lnkd.in/eK3suMMm #advancedairmobility #aam #futureofflight #aviation

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Northrop Grumman is actively working with LinkedIn to remove fake recruiter accounts and prevent impersonation attempts. Learn how to spot red flags and confirm legitimate communication from our team by visiting our Recruitment Fraud and Safety page: http://ms.spr.ly/6046tBv7s.

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Recruiters and Interviewers - when was the last time you revisited your screening/interview questions to ensure your candidates are going to be adaptable to your business model and the rapidly evolving business environment? Trond's article makes some great points about rethinking the way we look at a resume and also how we ask the right questions to screen in those candidates that are actually adaptable. What do you think?

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It’s time we change the narrative around aerospace careers. I recently wrote an article for Northwest Aerospace News about something I care deeply about: how we talk about careers in aerospace. For too long, the spotlight has focused almost exclusively on pilots and engineers. While those roles are critical, they’re only part of the picture. Our industry is filled with talented machinists, CNC programmers, supply chain pros, quality inspectors, and so many others who keep things moving—but rarely get mentioned when we talk to students or job seekers. In the article, I share why it's so important to start telling new stories—stories that show the full range of opportunities in aerospace, and the different pathways people can take to build meaningful, well-paying careers. If we want to build a strong, resilient workforce, we need to inspire the next generation with a more complete and inclusive vision of what aerospace really looks like. How are you inspiring our next generation workforce? Read the article here: https://lnkd.in/g5VtywTK #AerospaceCareers #WorkforceDevelopment #PNAA #ManufacturingMatters #NorthwestAerospaceNews

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