HR Leaders

In this episode of the HR Leaders Podcast On The Road, we sit down with Raúl J. Valentín, EVP & Chief Human Resources Officer at ABM Industries, live from Workhuman Live Orlando 2026, to unpack what it really takes to lead a frontline workforce through constant change, AI transformation, and rising employee expectations.
Raúl explains why the future of HR is not about choosing between people and technology, but designing systems where people and AI work together to make work faster, fairer, and more human.
He shares how ABM is building resilience across a workforce of more than 100,000 team members by focusing on fairness, recognition, manager capability, and helping employees feel seen, heard, and valued wherever they work.
Most importantly, Raúl reveals why HR leaders must stop waiting for perfect answers before taking action, and instead create safe ways to launch, learn, improve, and lead transformation in motion.

🎓 In this episode, Raúl discusses:
Why managers are the real unlock for culture, safety, learning, and workflow redesign
Why grit, resilience, and learning agility matter more than ever in the new world of work
How AI coaching can help managers build confidence and practice difficult conversations
How ABM creates fairness and opportunity across a highly distributed frontline workforce
How CHROs can balance experimentation, ROI pressure, trust, and transparency when adopting AI
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In this episode of the HR Leaders Podcast, we sit down with Blair Bennett, Senior Vice President, Global Talent Acquisition at PepsiCo, to unpack how talent acquisition is being completely redefined in the age of AI, hyper-personalization, and constant change.
Blair explains why simply adding AI tools into outdated recruitment models doesn’t work, and how PepsiCo redesigned its entire talent acquisition operating model to move faster, stay agile, and deliver better outcomes for both the business and candidates.
She shares how the function is shifting from execution to strategy, enablement, and intelligence, embedding design thinking, talent intelligence, and co-creation with recruiters to build systems that actually scale.
Most importantly, Blair reveals why the future of talent acquisition belongs to leaders who embrace uncertainty, collaboration, and continuous iteration, replacing command-and-control leadership with a model built around problems, not predefined answers.

🎓 In this episode, Blair discusses:
Why talent intelligence and external data are critical for future hiring decisions
How hyper-personalized candidate experiences are becoming the new standard
How leaders must shift from command-and-control to collaborative problem solving
How PepsiCo restructured talent acquisition into strategy, enablement, and execution
Why adding AI to outdated recruitment models fails without redesigning the operating model
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In this episode of the HR Leaders Podcast, we sit down with Sarah Stary, Vice President Global Head of People and Organisation and Internal Communications at Swisslog Healthcare.
Sarah breaks down what it really takes to lead transformation in a complex global business. She explains why standardizing the basics, especially onboarding and recruiting, became a high-impact priority, how her team built global consistency with local nuance, and why too many leaders still get distracted by innovation before fixing the fundamentals.
Sarah also shares a more important leadership lesson.
Do not rush to prove your value in the first 90 days.
Instead, she argues that credibility is built by listening, traveling, understanding culture, and making changes that fit the business you are actually in, not the one you just left.
The conversation also explores clear communication, trust-building, team autonomy, shared services, AI adoption, and culture integration inside the broader KUKA group.

🎓 In this episode, Sarah discusses:
Why new HR leaders lose credibility when they move too fast before understanding culture
How clear communication, in-person trust-building, and local dialogue accelerated buy-in for change
How to balance global process consistency with local market realities, customs, and business needs
Why standardizing onboarding and recruiting created outsized impact across a fragmented global organization
How Swisslog Healthcare is thinking about shared services, AI adoption, product capability building, and values integration with KUKA

🙏‍ Thank you to our series partner - atlas copilot
Meet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/
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In this episode of the HR Leaders Podcast, we sit down with Frederic Patitucci, Chief People & Culture Officer at Philip Morris International, to unpack how one of the world’s largest organizations is transforming both its business model and its workforce capabilities at the same time.
Frederic explains how PMI’s bold shift toward a smoke-free future forced the company to rethink its operating model, moving from a single-product cigarette business to a complex multi-category innovation company spanning consumer technology, healthcare, and new consumer experiences.
He shares how this transformation required new skills, new operating structures, and a completely redefined company culture, including codifying the PMI DNA and embedding it directly into hiring, performance management, leadership development, and everyday decision-making.
Most importantly, Frederic reveals why the future of HR lies in managing skills instead of jobs, preparing employees for the skills that are rising, and helping people avoid career dead ends before disruption makes those roles obsolete.

🎓 In this episode, Frederic discusses:
Why managing skills is becoming more important than managing jobs
How organizations can prepare employees for future skills before disruption hits
Why culture had to be codified to integrate thousands of new leaders joining the organization
How PMI embedded its cultural values directly into hiring, performance, and leadership systems
How PMI is transforming from a traditional cigarette company into a smoke-free innovation company
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In this episode of the HR Leaders Podcast, we sit down with Andre Heinz, Chief People and Culture Officer at Celonis, to unpack what HR leadership really looks like inside a company scaling at rocket speed.
Andre explains why growth has no mercy in fast scaling organizations, and why HR must constantly think two to three years ahead while still managing the intense operational demands of today. He shares how Celonis went from 800 to over 3,500 employees, and what it takes to build systems, culture, and talent strategies that actually scale with that kind of speed.
Most importantly, he breaks down why HR must act as the guardian of organizational health, protecting the cultural DNA of the company while ensuring talent quality, operational efficiency, and leadership maturity keep pace with the speed of growth.

🎓 In this episode, Andre discusses:
Why HR must act as the guardian of organizational health
What it takes to scale systems without losing startup agility
How to maintain a high talent bar during hypergrowth hiring
Why fast scaling companies must think two to three years ahead
How Celonis scaled from 800 to 3,500 employees without losing its culture

🙏‍ Thank you to our series partner - atlas copilot
Meet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/
See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.