Description

How do you craft a workforce strategy when your HR data lake leaks and AI threatens to rewrite every role next quarter? Drawing on a decade guiding rewards and shared services for a 50,000-strong healthcare group, this session shares hard-won lessons in framing better questions, fixing data foundations and steering generative AI into secure, high-impact nudges. Learn how cross-skilling HR and analysts, indexing experiential data and agreeing ethical guard-rails accelerated change while protecting trust. Leave with a blueprint to reshape structures, skills and metrics before the next automation wave hits.

This session explores how to:

• Shift from chasing perfect data to asking precise, business-led questions.
• Bridge HR, analytics and finance through shared commercial and data literacy.
• Build a layered data foundation – transactional, experiential and network – ready for AI.
• Replace dashboard overload with personalised, AI-driven nudges that change behaviour.
• Embed ethical and security safeguards when exposing employee data to generative models.
• Develop resilient HR capabilities for gig-ready, constantly evolving organisations.

Outcomes:

• Craft workforce problem statements that tolerate uncertainty yet enable decisive action.
• Define minimum-viable data architecture that supports secure AI experimentation.
• Create mutual understanding between HR strategists and data scientists for faster insights.
• Design nudge-based information flows that cut reporting noise and influence leaders.
• Identify critical future skills and mindsets to keep HR relevant during exponential change.

Guest: Jonathan Frampton (SVP HR @ Baylor Scott & White Health)

Host: Dan Riley (Co-Founder @ RADICL)

Connect with Jonathon

Connect with Dan

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