60 acast.com People Analytics World Podcast https://shows.acast.com/people-analytics-world-podcast en Tucana Global SLU hr,people analytics,workforce planning,data,paworld,talent intelligence,talent,analytics,technology,tech,transformation,business People Analytics World Meet the leaders, engineers, and architects who are building the future of work with data and AI.

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]]> false Tucana podcast@tucana-global.com 6635a580b7ee620013820864 people-analytics-world-podcast episodic https://assets.pippa.io/shows/cover/1714791723434-e596e3adfc95acfc9c9d3ecee0ea760f.jpeg https://shows.acast.com/people-analytics-world-podcast People Analytics World Podcast Synthetic Workforce Data – A New Model for Change Management Synthetic Workforce Data – A New Model for Change Management Fri, 26 Sep 2025 03:40:34 GMT 46:23 68d3ba46b443c5f7bcaa4ddb false https://www.peopleanalyticsworld.com/paworld365/v/s-3525886 68d3ba46b443c5f7bcaa4ddb 6635a580b7ee620013820864 synthetic-workforce-data-a-new-model-for-change-management AI-powered workforce twins to anticipate employee reactions and risks full 1 32 Synthetic workforce data is reshaping how HR leaders approach change management. In this episode, HubSpot’s Matthew Corritore explains how his team uses predictive analytics to anticipate employee reactions to new policies – and why this matters for leaders navigating complex transformations.


Matthew shares how his People Analytics team developed a change management tool powered by synthetic data, what lessons they learnt in rolling it out, and how it’s evolving into a full end-to-end platform.


The conversation covers:

– Anticipating workforce reactions with synthetic data

– Applying predictive analytics to HR policy rollouts

– Designing tools that augment, not replace, change leaders

– Building responsibly with privacy and bias in mind

– Creating an end-to-end AI-powered change management platform

– Lessons from HubSpot’s agile development approach


00:00 – Introduction and guest background

01:33 – Why HR should explore synthetic workforce data

03:12 – Predictive analytics explained in plain terms

05:33 – Data privacy and responsible use

09:16 – Building the workforce twin at HubSpot

11:45 – Case study: job levelling rollout

13:35 – Inside the chatbot tool (V1)

16:49 – Data selection and employee reactions

19:56 – Adoption and augmentation, not replacement

21:38 – Towards a full end-to-end change management platform (V2)

24:46 – Handling complex rollouts and stakeholder mapping

27:12 – Segmentation of employees and leaders

29:12 – Addressing bias, fairness and regional differences

31:18 – Balancing simulation with employee voice

33:56 – Starting small and building responsibly

35:35 – HubSpot’s internal AI agent platform

37:15 – Reception among leadership and HR teams

39:50 – Extending to other HR use cases

40:43 – Lessons learnt: focus on solving real problems

43:11 – Future uses of synthetic data in HR

44:52 – Key surprises and closing reflections


Guest:

Matthew Corritore – Senior Manager, People Data Science, HubSpot


Resources & links:

People Analytics World 2025 New York – pawld.com/nyc

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> Synthetic workforce data is reshaping how HR leaders approach change management. In this episode, HubSpot’s Matthew Corritore explains how his team uses predictive analytics to anticipate employee reactions to new policies – and why this matters for leaders navigating complex transformations.


Matthew shares how his People Analytics team developed a change management tool powered by synthetic data, what lessons they learnt in rolling it out, and how it’s evolving into a full end-to-end platform.


The conversation covers:

– Anticipating workforce reactions with synthetic data

– Applying predictive analytics to HR policy rollouts

– Designing tools that augment, not replace, change leaders

– Building responsibly with privacy and bias in mind

– Creating an end-to-end AI-powered change management platform

– Lessons from HubSpot’s agile development approach


00:00 – Introduction and guest background

01:33 – Why HR should explore synthetic workforce data

03:12 – Predictive analytics explained in plain terms

05:33 – Data privacy and responsible use

09:16 – Building the workforce twin at HubSpot

11:45 – Case study: job levelling rollout

13:35 – Inside the chatbot tool (V1)

16:49 – Data selection and employee reactions

19:56 – Adoption and augmentation, not replacement

21:38 – Towards a full end-to-end change management platform (V2)

24:46 – Handling complex rollouts and stakeholder mapping

27:12 – Segmentation of employees and leaders

29:12 – Addressing bias, fairness and regional differences

31:18 – Balancing simulation with employee voice

33:56 – Starting small and building responsibly

35:35 – HubSpot’s internal AI agent platform

37:15 – Reception among leadership and HR teams

39:50 – Extending to other HR use cases

40:43 – Lessons learnt: focus on solving real problems

43:11 – Future uses of synthetic data in HR

44:52 – Key surprises and closing reflections


Guest:

Matthew Corritore – Senior Manager, People Data Science, HubSpot


Resources & links:

People Analytics World 2025 New York – pawld.com/nyc

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> <![CDATA[Under the Hood: Inside S&P Global’s Workforce‑Planning Breakthrough]]> Thu, 18 Sep 2025 14:00:00 GMT 28:34 68cc0141304ca471ae160fb0 false https://www.peopleanalyticsworld.com/paworld365/v/s-3451331 68cc0141304ca471ae160fb0 6635a580b7ee620013820864 under-the-hood-inside-sp-globals-workforceplanning-breakthro How a two‑person team saved $42m and won CFO trust in 18 months. full 1 13 How did S&P Global turn a two-person HR team into a force that reshaped financial strategy? Alan Susi reveals the workforce-planning breakthrough that won over the CFO and delivered millions in measurable impact.


Vice President for Organisational Planning and Analytics at S&P Global, Alan Susi, explains how he built workforce planning from scratch, translated models into Finance language, and scaled credibility through quick wins and stakeholder trust.


Chapters:

00:00 – Introduction and career background

02:15 – From people partner to workforce planning pioneer

05:30 – First prototype failure and lessons with Finance

10:05 – Speaking Finance language and shifting cadence

14:20 – Building minimum viable workforce planning models

18:45 – Vendor choices and keeping planning simple

23:10 – Key metrics and breakthrough data points

27:35 – Signs the approach was working

32:20 – Scaling challenges and system redesign

37:55 – Rapid-fire myth busters

45:10 – The 90-day workforce planning experiment

49:30 – Looking ahead: AI and the future of planning

53:20 – Closing reflections


Topics:

– Translating HR insights into Finance-friendly metrics

– Using minimum viable products to prove value fast

– Partnering with CFOs and legal teams for credibility

– Evaluating vendors while avoiding over-engineering

– Identifying breakthrough metrics such as revenue per employee

– Scaling workforce planning through people partners

– Preparing for AI’s impact on capacity models


PAWorld Podcast, episode 13


Host: Rosaria Bonifacio – VP HR, Nokia

Guest: Alan Susi – Vice President, Organisational Planning and Analytics, S&P Global

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> How did S&P Global turn a two-person HR team into a force that reshaped financial strategy? Alan Susi reveals the workforce-planning breakthrough that won over the CFO and delivered millions in measurable impact.


Vice President for Organisational Planning and Analytics at S&P Global, Alan Susi, explains how he built workforce planning from scratch, translated models into Finance language, and scaled credibility through quick wins and stakeholder trust.


Chapters:

00:00 – Introduction and career background

02:15 – From people partner to workforce planning pioneer

05:30 – First prototype failure and lessons with Finance

10:05 – Speaking Finance language and shifting cadence

14:20 – Building minimum viable workforce planning models

18:45 – Vendor choices and keeping planning simple

23:10 – Key metrics and breakthrough data points

27:35 – Signs the approach was working

32:20 – Scaling challenges and system redesign

37:55 – Rapid-fire myth busters

45:10 – The 90-day workforce planning experiment

49:30 – Looking ahead: AI and the future of planning

53:20 – Closing reflections


Topics:

– Translating HR insights into Finance-friendly metrics

– Using minimum viable products to prove value fast

– Partnering with CFOs and legal teams for credibility

– Evaluating vendors while avoiding over-engineering

– Identifying breakthrough metrics such as revenue per employee

– Scaling workforce planning through people partners

– Preparing for AI’s impact on capacity models


PAWorld Podcast, episode 13


Host: Rosaria Bonifacio – VP HR, Nokia

Guest: Alan Susi – Vice President, Organisational Planning and Analytics, S&P Global

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> Leadership Science in the Age of AI: From Data to Dividends Leadership Science in the Age of AI: From Data to Dividends Wed, 17 Sep 2025 14:00:00 GMT 40:21 68c813cc5819338468d155d1 false https://www.peopleanalyticsworld.com/paworld365/v/s-3449298 68c813cc5819338468d155d1 6635a580b7ee620013820864 leadership-science-in-the-age-of-ai-from-data-to-dividends full 1 4 Skills‑first leadership without the buzzwords

 

Chief Talent Officer Jig Ramji shares how to build outcome‑based models, win Finance with evidence, and use AI responsibly in people decisions.

 

From tailored leadership attributes to a data‑led acceleration case in APAC, Jig offers concrete pitfalls, dashboards and governance lessons for HR, Finance and People Analytics leaders.

 

Topics:

  • Tailoring leadership models to strategy, culture and ambition – not off‑the‑shelf. 
  • Replacing competency checklists with outcome‑based success predictors (e.g., followership; developing talent). 
  • Winning sceptical Finance with discrete pilots; APAC leadership acceleration with 65% progressing within 12 months. 
  • Using generative AI in assessment – validity, reliability and human judgement remain central; cautious use for promotions/succession. 
  • Governance dilemma – don’t abdicate leadership to AI; use it to augment human‑centred work. 
  • Designing people analytics for HRBPs – make insights simple, contextual and usable. 
  • Skills gap vs leadership constraints – prioritise strategic workforce planning and skills adjacencies.

 

Guest(s):

Jig Ramji – Chief Talent Officer.


Hosted by Rosaria Bonifacio – follow and subscribe for future episodes.

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> Skills‑first leadership without the buzzwords

 

Chief Talent Officer Jig Ramji shares how to build outcome‑based models, win Finance with evidence, and use AI responsibly in people decisions.

 

From tailored leadership attributes to a data‑led acceleration case in APAC, Jig offers concrete pitfalls, dashboards and governance lessons for HR, Finance and People Analytics leaders.

 

Topics:

  • Tailoring leadership models to strategy, culture and ambition – not off‑the‑shelf. 
  • Replacing competency checklists with outcome‑based success predictors (e.g., followership; developing talent). 
  • Winning sceptical Finance with discrete pilots; APAC leadership acceleration with 65% progressing within 12 months. 
  • Using generative AI in assessment – validity, reliability and human judgement remain central; cautious use for promotions/succession. 
  • Governance dilemma – don’t abdicate leadership to AI; use it to augment human‑centred work. 
  • Designing people analytics for HRBPs – make insights simple, contextual and usable. 
  • Skills gap vs leadership constraints – prioritise strategic workforce planning and skills adjacencies.

 

Guest(s):

Jig Ramji – Chief Talent Officer.


Hosted by Rosaria Bonifacio – follow and subscribe for future episodes.

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> Skills-Led Workforce Planning – Culture, Clarity and Cadence Skills-Led Workforce Planning – Culture, Clarity and Cadence Mon, 15 Sep 2025 06:18:22 GMT 35:23 68bee46802dac15235016728 false https://shows.acast.com/people-analytics-world-podcast/episodes/skills-led-workforce-planning-culture-clarity-and-cadence 68bee46802dac15235016728 6635a580b7ee620013820864 skills-led-workforce-planning-culture-clarity-and-cadence full 1 9 How do you actually become a skills‑led organisation? In Episode 9, Francesca Caroleo – CHRO at Citi Luxembourg, formerly at Allianz and Bank International of Luxembourg – lays out a pragmatic, manager‑friendly path from headcount to skills.

 

Hosted by Rosaria Bonifacio (VP HR at Nokia), this conversation turns buzzwords into actions: define the job, pick the few core skills, prototype before you scale, and build a growth culture. It also shows where AI strengthens – not replaces – your competency model.

 

Chapters: 

  • Definition of a skills‑led organisation
  • Headcount vs skills planning
  • 100‑day plan (assess, prototype, avoid heavy governance)
  • Spider‑chart insights
  • Middle‑manager engagement
  • AI and competency models
  • 2030 KPIs and mobility.

 

Topics:

– Defining a skills‑led organisation and the traps of bloated skills inventories

– Moving from headcount models to skills‑based planning when talent is scarce

– Building a simple backbone: job mission, three core skills, and key attributes

– 100‑day playbook: assess business ambition, talk to middle managers, prototype before scale

– Visualising capability gaps with spider charts and balancing values vs business drivers

– Fixing communication mistakes by engaging middle managers through workshops

– Using AI to solidify skills data while keeping competency models as the compass


Connect with Francesca on Linkedin: https://www.linkedin.com/in/francesca-caroleo-shrm-scp-icf-acc-89908831/

 

Subscribe to the People Analytics World Podcast for more conversations on workforce, skills, and people analytics.

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> How do you actually become a skills‑led organisation? In Episode 9, Francesca Caroleo – CHRO at Citi Luxembourg, formerly at Allianz and Bank International of Luxembourg – lays out a pragmatic, manager‑friendly path from headcount to skills.

 

Hosted by Rosaria Bonifacio (VP HR at Nokia), this conversation turns buzzwords into actions: define the job, pick the few core skills, prototype before you scale, and build a growth culture. It also shows where AI strengthens – not replaces – your competency model.

 

Chapters: 

  • Definition of a skills‑led organisation
  • Headcount vs skills planning
  • 100‑day plan (assess, prototype, avoid heavy governance)
  • Spider‑chart insights
  • Middle‑manager engagement
  • AI and competency models
  • 2030 KPIs and mobility.

 

Topics:

– Defining a skills‑led organisation and the traps of bloated skills inventories

– Moving from headcount models to skills‑based planning when talent is scarce

– Building a simple backbone: job mission, three core skills, and key attributes

– 100‑day playbook: assess business ambition, talk to middle managers, prototype before scale

– Visualising capability gaps with spider charts and balancing values vs business drivers

– Fixing communication mistakes by engaging middle managers through workshops

– Using AI to solidify skills data while keeping competency models as the compass


Connect with Francesca on Linkedin: https://www.linkedin.com/in/francesca-caroleo-shrm-scp-icf-acc-89908831/

 

Subscribe to the People Analytics World Podcast for more conversations on workforce, skills, and people analytics.

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> From Short-Term Staffing to Long-Term Workforce Strategy From Short-Term Staffing to Long-Term Workforce Strategy Thu, 28 Aug 2025 14:00:00 GMT 42:05 68a6b37973bf5b6298557ea7 false https://www.peopleanalyticsworld.com/paworld365/v/s-3379516 68a6b37973bf5b6298557ea7 6635a580b7ee620013820864 from-short-term-staffing-to-long-term-workforce-strategy Aligning long- and short-term planning, skills and culture to drive change. full 1 18 A candid interview on shifting from next-day manpower planning to a skills-based, long-term workforce strategy. Learn how to align with the business, blend people and financial data, reskill at scale, manage vendors, and build a learning culture that sustains change.


This interview explores how to rebalance an operation optimised for short-term delivery towards a skills-based, long-term workforce strategy. We cover aligning HR with the business on a shared vision, moving from headcount to capability, and coping with location-based constraints.


Practical examples include transparent reskilling deals, an AI-driven skills platform using a single external framework, an open internal talent marketplace, and new roles such as learning architects and skills experts. We discuss integrating HR, finance and sales data to become predictive, how to structure vendor relationships and best-of-breed choices, and the culture shift required – from ambassadors and inspiration days to metrics that prove impact.


The conversation explores:


  • Balancing day-to-day manpower planning with long-term workforce strategy.
  • Building a shared vision with the business – governance, projections, and accountability.
  • From headcount to capabilities – designing a single external skills framework.
  • AI-driven skills profiling, calibration, matching and an open internal talent market.
  • Reskilling at scale – learning architects, skills experts, curation and delivery mix.
  • Integrating HR, finance and sales data to predict demand and strengthen hiring.
  • Vendor strategy – early adoption, best-of-breed, contracts, and cost control.


Learn more and watch the full video on PAWorld365


Contact Anette on LinkedIn

Contact Nick on LinkedIn

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> A candid interview on shifting from next-day manpower planning to a skills-based, long-term workforce strategy. Learn how to align with the business, blend people and financial data, reskill at scale, manage vendors, and build a learning culture that sustains change.


This interview explores how to rebalance an operation optimised for short-term delivery towards a skills-based, long-term workforce strategy. We cover aligning HR with the business on a shared vision, moving from headcount to capability, and coping with location-based constraints.


Practical examples include transparent reskilling deals, an AI-driven skills platform using a single external framework, an open internal talent marketplace, and new roles such as learning architects and skills experts. We discuss integrating HR, finance and sales data to become predictive, how to structure vendor relationships and best-of-breed choices, and the culture shift required – from ambassadors and inspiration days to metrics that prove impact.


The conversation explores:


  • Balancing day-to-day manpower planning with long-term workforce strategy.
  • Building a shared vision with the business – governance, projections, and accountability.
  • From headcount to capabilities – designing a single external skills framework.
  • AI-driven skills profiling, calibration, matching and an open internal talent market.
  • Reskilling at scale – learning architects, skills experts, curation and delivery mix.
  • Integrating HR, finance and sales data to predict demand and strengthen hiring.
  • Vendor strategy – early adoption, best-of-breed, contracts, and cost control.


Learn more and watch the full video on PAWorld365


Contact Anette on LinkedIn

Contact Nick on LinkedIn

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> Turning HR into Analytics Translators: A Step-by-Step Guide Turning HR into Analytics Translators: A Step-by-Step Guide Wed, 27 Aug 2025 14:00:00 GMT 28:30 68a462fe457a24bb954dcb78 false https://www.peopleanalyticsworld.com/paworld365/v/s-3375633 68a462fe457a24bb954dcb78 6635a580b7ee620013820864 turning-hr-into-analytics-translators-a-step-by-step-guide full 1 3 Nokia's Rosaria Bonifacio talks with ING's Céline Ingenegeren about the People Analytics Academy – a peer-led programme that equips HR to translate data into action. Learn how executive nomination created early momentum, translators authored and delivered the curriculum, and cohorts produced a reusable insights deck for their leaders. Hear candid lessons on segmenting beginners and advanced learners, sizing groups for engagement, and anchoring every module to live business problems. The discussion also covers ING's cautious, governance-first approach to GenAI, practical Copilot demos, and how global standards balance local needs. Expect a replicable model with clear measures, alumni community design, and tips to sustain adoption.

 

This session explores:

 

  • Executive sponsorship and nomination: embedding capability building into team KPIs and selecting the first cohort for momentum.
  • Peer-led design: analytics translators create and facilitate modules, blending hands-on practice with real ING use cases.
  • Curriculum architecture: differentiated tracks, pre-work baselines, and breakout challenges for beginner and advanced profiles.
  • Outputs that travel: the weekly skeleton insights deck that participants complete and present to their leaders.
  • GenAI integration with controls: ING's governance-first approach, targeted use cases, Copilot demos, and prompt-writing basics.
  • Global–local balance: common data definitions and platforms, with room for local requirements (e.g. pay-gap reporting variants).
  • Adoption and sustainment: measuring competencies, NPS and attendance; alumni ambassadors, events and continuing up-skilling.

 

Contact Céline on LinkedIn

Contact Rosaria on LinkedIn

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> Nokia's Rosaria Bonifacio talks with ING's Céline Ingenegeren about the People Analytics Academy – a peer-led programme that equips HR to translate data into action. Learn how executive nomination created early momentum, translators authored and delivered the curriculum, and cohorts produced a reusable insights deck for their leaders. Hear candid lessons on segmenting beginners and advanced learners, sizing groups for engagement, and anchoring every module to live business problems. The discussion also covers ING's cautious, governance-first approach to GenAI, practical Copilot demos, and how global standards balance local needs. Expect a replicable model with clear measures, alumni community design, and tips to sustain adoption.

 

This session explores:

 

  • Executive sponsorship and nomination: embedding capability building into team KPIs and selecting the first cohort for momentum.
  • Peer-led design: analytics translators create and facilitate modules, blending hands-on practice with real ING use cases.
  • Curriculum architecture: differentiated tracks, pre-work baselines, and breakout challenges for beginner and advanced profiles.
  • Outputs that travel: the weekly skeleton insights deck that participants complete and present to their leaders.
  • GenAI integration with controls: ING's governance-first approach, targeted use cases, Copilot demos, and prompt-writing basics.
  • Global–local balance: common data definitions and platforms, with room for local requirements (e.g. pay-gap reporting variants).
  • Adoption and sustainment: measuring competencies, NPS and attendance; alumni ambassadors, events and continuing up-skilling.

 

Contact Céline on LinkedIn

Contact Rosaria on LinkedIn

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> Beyond Compliance: CSRD and Pay Equity in People Analytics Beyond Compliance: CSRD and Pay Equity in People Analytics Tue, 26 Aug 2025 14:00:00 GMT 54:07 68a342b4411aa254d3d84ac7 false https://www.linkedin.com/events/7363224286842564608/ 68a342b4411aa254d3d84ac7 6635a580b7ee620013820864 beyond-compliance-csrd-and-pay-equity-in-people-analytics Global data, payroll and AI practices to meet mandates without losing trust. With Ashish Pant of Novartis. full 1 11 This interview explores how a multinational people analytics function is operationalising CSRD and the EU Pay Transparency Directive – not as a tick-box exercise, but as a durable pay-equity capability. It covers defining pay beyond base, bonus and LTI by including taxable and in-kind benefits; why deep partnership with Payroll and Comp & Ben matters; and how a robust global job architecture enables apples-to-apples comparisons across countries. We also address transparency and privacy, methods for measuring and remediating gaps, and where AI can accelerate work with the right guardrails. Take away a practical blueprint – data, processes and governance – to meet mandates and strengthen trust.


Topics covered:


  • CSRD versus EU Pay Transparency – complementary purpose, scope and depth; organisation lens versus associate lens; a layered analytics approach that serves both.
  • Defining the pay universe – cash, bonus, equity and in-kind or taxable benefits; methods to monetise benefits for analysis and reporting.
  • Data sources and quality – joining HRIS with payroll; field-level definitions, taxability codes, controls and stewardship to create a complete pay dataset.
  • Global comparability – using job architecture as the backbone; normalising for local market factors; handling small populations and exceptions.
  • Transparency, privacy and process – pay ranges, candidate and employee communications; PII safeguards; case management, escalation and audit readiness.
  • Analytical workflow – segmentation, matched comparisons and control variables; identifying gaps, setting remediation logic and reporting to leaders.
  • AI enablement – human-in-the-loop guardrails, assessing bias versus accuracy, evaluation metrics (e.g. confusion matrices), documentation and monitoring.


Outcomes:


  • Separate and align CSRD and EU Pay Transparency requirements while designing one integrated fair-pay capability.
  • Identify the critical fields, sources and quality checks to build a complete pay dataset, including benefits and taxability, across countries.
  • Apply a robust job architecture to ensure apples-to-apples comparisons and fair remediation globally.
  • Design transparency and privacy controls that build trust without exposing personally identifiable information.
  • Run a defensible pay-gap analysis and convert findings into remediation plans and board-ready reporting.
  • Use AI safely as decision support – establish human oversight, bias checks and clear model documentation.
  • Set a 2028 roadmap that turns compliance momentum into a lasting fair-pay programme with cross-functional ownership.


Connect with Ashish Pant

Connect with Dan Riley


Find more sessions on driving business outcomes with people data on PAWorld365.

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> This interview explores how a multinational people analytics function is operationalising CSRD and the EU Pay Transparency Directive – not as a tick-box exercise, but as a durable pay-equity capability. It covers defining pay beyond base, bonus and LTI by including taxable and in-kind benefits; why deep partnership with Payroll and Comp & Ben matters; and how a robust global job architecture enables apples-to-apples comparisons across countries. We also address transparency and privacy, methods for measuring and remediating gaps, and where AI can accelerate work with the right guardrails. Take away a practical blueprint – data, processes and governance – to meet mandates and strengthen trust.


Topics covered:


  • CSRD versus EU Pay Transparency – complementary purpose, scope and depth; organisation lens versus associate lens; a layered analytics approach that serves both.
  • Defining the pay universe – cash, bonus, equity and in-kind or taxable benefits; methods to monetise benefits for analysis and reporting.
  • Data sources and quality – joining HRIS with payroll; field-level definitions, taxability codes, controls and stewardship to create a complete pay dataset.
  • Global comparability – using job architecture as the backbone; normalising for local market factors; handling small populations and exceptions.
  • Transparency, privacy and process – pay ranges, candidate and employee communications; PII safeguards; case management, escalation and audit readiness.
  • Analytical workflow – segmentation, matched comparisons and control variables; identifying gaps, setting remediation logic and reporting to leaders.
  • AI enablement – human-in-the-loop guardrails, assessing bias versus accuracy, evaluation metrics (e.g. confusion matrices), documentation and monitoring.


Outcomes:


  • Separate and align CSRD and EU Pay Transparency requirements while designing one integrated fair-pay capability.
  • Identify the critical fields, sources and quality checks to build a complete pay dataset, including benefits and taxability, across countries.
  • Apply a robust job architecture to ensure apples-to-apples comparisons and fair remediation globally.
  • Design transparency and privacy controls that build trust without exposing personally identifiable information.
  • Run a defensible pay-gap analysis and convert findings into remediation plans and board-ready reporting.
  • Use AI safely as decision support – establish human oversight, bias checks and clear model documentation.
  • Set a 2028 roadmap that turns compliance momentum into a lasting fair-pay programme with cross-functional ownership.


Connect with Ashish Pant

Connect with Dan Riley


Find more sessions on driving business outcomes with people data on PAWorld365.

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> <![CDATA[Building In‑House GenAI – Worldline's Faster, Safer Recruitment]]> Mon, 18 Aug 2025 16:00:00 GMT 44:35 688cde6afc150bcf7f49bd40 false https://www.peopleanalyticsworld.com/paworld365/v/s-3333277 688cde6afc150bcf7f49bd40 6635a580b7ee620013820864 building-inhouse-genai-worldlines-faster-safer-recruitment Saving 30 minutes per interview while meeting GDPR and boosting recruiter–candidate engagement full 1 12 Hiring volumes are rising, admin budgets are flat and candidates expect rapid, personalised feedback. The EU AI Act and GDPR tighten the rules on data handling, while GenAI promises huge efficiency gains. Organisations that can safely embed AI into talent workflows will secure scarce skills sooner and at lower cost.



Worldline's early‑careers recruitment team needed to speed up hiring without compromising candidate experience or GDPR compliance. Rather than buying off‑the‑shelf software, they created proprietary GenAI agents that transcribe and summarise interviews, draft role profiles and automate follow‑up notes. The project began as a weekend experiment, grew through peer adoption and is now a blueprint for AI‑enabled productivity across HR. This session unpacks the practical build‑versus‑buy rationale, the low‑code platform choices, the guardrails that satisfied legal and data‑protection teams, and the change approach that turned hesitant recruiters into enthusiastic advocates.


This session will explore:


  • Why Worldline chose to build, not buy, GenAI tools for recruitment.
  • The architecture: secure in‑house sandbox, open‑source framework and corporate LLM licences.
  • Interview transcript summariser – saving 30–45 minutes per candidate and improving eye contact.
  • Governance tactics: anonymisation, permission requests, and training to satisfy GDPR and the EU AI Act.
  • Bottom‑up adoption: peer pilots, iterative prompt engineering and a cross‑HR think‑tank.
  • Next horizons – extending GenAI to learning, onboarding and workforce planning.


Learning outcomes:


  • Calculate a realistic build‑versus‑buy case for AI in recruitment.
  • Design a low‑code GenAI workflow that keeps all candidate data on‑premise.
  • Write guardrails and user prompts that balance productivity with compliance.
  • Run a grassroots pilot that converts sceptics into champions.
  • Identify further HR processes where GenAI can unlock measurable value.


Connect with Jonathan de Kryger

Connect with Dan Riley


Get in touch to discuss this episode, or anything else related to People Analytics World.

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> Hiring volumes are rising, admin budgets are flat and candidates expect rapid, personalised feedback. The EU AI Act and GDPR tighten the rules on data handling, while GenAI promises huge efficiency gains. Organisations that can safely embed AI into talent workflows will secure scarce skills sooner and at lower cost.



Worldline's early‑careers recruitment team needed to speed up hiring without compromising candidate experience or GDPR compliance. Rather than buying off‑the‑shelf software, they created proprietary GenAI agents that transcribe and summarise interviews, draft role profiles and automate follow‑up notes. The project began as a weekend experiment, grew through peer adoption and is now a blueprint for AI‑enabled productivity across HR. This session unpacks the practical build‑versus‑buy rationale, the low‑code platform choices, the guardrails that satisfied legal and data‑protection teams, and the change approach that turned hesitant recruiters into enthusiastic advocates.


This session will explore:


  • Why Worldline chose to build, not buy, GenAI tools for recruitment.
  • The architecture: secure in‑house sandbox, open‑source framework and corporate LLM licences.
  • Interview transcript summariser – saving 30–45 minutes per candidate and improving eye contact.
  • Governance tactics: anonymisation, permission requests, and training to satisfy GDPR and the EU AI Act.
  • Bottom‑up adoption: peer pilots, iterative prompt engineering and a cross‑HR think‑tank.
  • Next horizons – extending GenAI to learning, onboarding and workforce planning.


Learning outcomes:


  • Calculate a realistic build‑versus‑buy case for AI in recruitment.
  • Design a low‑code GenAI workflow that keeps all candidate data on‑premise.
  • Write guardrails and user prompts that balance productivity with compliance.
  • Run a grassroots pilot that converts sceptics into champions.
  • Identify further HR processes where GenAI can unlock measurable value.


Connect with Jonathan de Kryger

Connect with Dan Riley


Get in touch to discuss this episode, or anything else related to People Analytics World.

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> Human-Centric Workforce Strategy for an AI-Powered Future Human-Centric Workforce Strategy for an AI-Powered Future Thu, 07 Aug 2025 14:00:00 GMT 53:48 688b48656bbbf6afc74f8488 false https://www.peopleanalyticsworld.com/paworld365/v/s-3239278 688b48656bbbf6afc74f8488 6635a580b7ee620013820864 human-centric-workforce-strategy-for-an-ai-powered-future full 1 8 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


Get in touch with here about this episode, or about People Analytics World events in New York, London, and other citires around the world, and online content more broadly.


Learn more about People Analytics World here: peopleanalyticsworld.com

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> 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


Get in touch with here about this episode, or about People Analytics World events in New York, London, and other citires around the world, and online content more broadly.


Learn more about People Analytics World here: peopleanalyticsworld.com

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> Data-Led Workforce Transformation at Nokia: Reskilling for 2030 Data-Led Workforce Transformation at Nokia: Reskilling for 2030 Tue, 08 Jul 2025 14:00:00 GMT 21:58 686cac0c7254eb1335329759 false https://www.peopleanalyticsworld.com/paworld365/v/s-3229921 686cac0c7254eb1335329759 6635a580b7ee620013820864 data-led-workforce-transformation-at-nokia-reskilling Benchmarking skills and cost to secure competitive advantage full 1 2 Facing rapid shifts in software and network markets, Nokia Business Services built a workforce strategy that aligns talent, cost and growth through to 2030. VP HR Rosaria Bonifacio reveals how hard-nosed benchmarking, granular role mapping and scenario analytics clarified where to retrain, hire or automate. The session traces the journey from framing the financial case to creating a live plan for R&D, services and sales, with governance that kept sceptical leaders on side. Participants will gain a clear view of the data, engagement and change levers that turned strategy into measurable capability gains.


Why now?


Telecom and tech firms face fierce competition, rising automation and scarce next-gen skills. To protect revenue and margin, leaders must decide whether to buy talent, build it or redeploy roles at pace. Nokia’s transformation shows how disciplined analytics can de-risk those decisions and create sustainable competitive differentiation.


This conversation explores:


  • Linking workforce strategy directly to financial ambition and market positioning.
  • Choosing reference competitors and using cost-per-head and revenue metrics to set targets.
  • Deep-dive mapping of critical R&D, services and sales roles and their skill evolution to 2030.
  • Evaluating reskilling versus acquisition using retrainability analysis, talent availability and automation impact.
  • Establishing a cross-functional steering group and feedback loops to secure leadership commitment and address resistance.
  • Monitoring progress through time-to-competency, critical-skill retention and efficiency KPIs.


Learn how to:


  • Apply external benchmarks to craft a credible, investment-ready business case for workforce transformation.
  • Design a seven-year strategic workforce planning framework that balances immediate needs with future capabilities.
  • Calculate retrainability and make data-informed build-versus-buy decisions for critical roles.
  • Set up governance and engagement mechanisms that maintain momentum and overcome stakeholder pushback.
  • Track transformation success with a concise KPI suite connecting skills, cost and business performance.

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> Facing rapid shifts in software and network markets, Nokia Business Services built a workforce strategy that aligns talent, cost and growth through to 2030. VP HR Rosaria Bonifacio reveals how hard-nosed benchmarking, granular role mapping and scenario analytics clarified where to retrain, hire or automate. The session traces the journey from framing the financial case to creating a live plan for R&D, services and sales, with governance that kept sceptical leaders on side. Participants will gain a clear view of the data, engagement and change levers that turned strategy into measurable capability gains.


Why now?


Telecom and tech firms face fierce competition, rising automation and scarce next-gen skills. To protect revenue and margin, leaders must decide whether to buy talent, build it or redeploy roles at pace. Nokia’s transformation shows how disciplined analytics can de-risk those decisions and create sustainable competitive differentiation.


This conversation explores:


  • Linking workforce strategy directly to financial ambition and market positioning.
  • Choosing reference competitors and using cost-per-head and revenue metrics to set targets.
  • Deep-dive mapping of critical R&D, services and sales roles and their skill evolution to 2030.
  • Evaluating reskilling versus acquisition using retrainability analysis, talent availability and automation impact.
  • Establishing a cross-functional steering group and feedback loops to secure leadership commitment and address resistance.
  • Monitoring progress through time-to-competency, critical-skill retention and efficiency KPIs.


Learn how to:


  • Apply external benchmarks to craft a credible, investment-ready business case for workforce transformation.
  • Design a seven-year strategic workforce planning framework that balances immediate needs with future capabilities.
  • Calculate retrainability and make data-informed build-versus-buy decisions for critical roles.
  • Set up governance and engagement mechanisms that maintain momentum and overcome stakeholder pushback.
  • Track transformation success with a concise KPI suite connecting skills, cost and business performance.

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> The Future of People Analytics: From Operations to Thought Leadership The Future of People Analytics: From Operations to Thought Leadership Mon, 17 Feb 2025 11:00:00 GMT 56:53 67b2bf8aa16c1d2aa56d0262 false https://shows.acast.com/people-analytics-world-podcast/episodes/the-future-of-people-analytics-raja-sengupta 67b2bf8aa16c1d2aa56d0262 6635a580b7ee620013820864 the-future-of-people-analytics-raja-sengupta Harnessing AI and NLP to drive business outcomes full 1 1 In this conversation from 2023, remastered and re-released, Cole Napper chats with Raja Sengupta to explore the evolving landscape of people analytics, highlighting the shift from operational reporting to strategic decision-making. Drawing from his experience in people analytics and product development, Raja showcases impactful use cases of natural language processing and generative AI, from survey analysis to topic modelling. He outlines how people analytics teams can move beyond dashboards to become decision-makers, leveraging advanced analytics to drive business outcomes. Attendees will gain practical insights into combining technical expertise with business acumen to influence organisational strategy and navigate the future of AI-driven HR.


Key Topics Discussed


The Evolution of People Analytics:

  • Transition from traditional text analytics to advanced natural language processing (NLP) and natural language generation (NLG).
  • Insights into how digital transformation and component-based workflows have streamlined HR operations.


Generative AI & Its Impact:

  • Discussion on ChatGPT and reinforcement learning – and the fine line between automation and human oversight.
  • Balancing job security with the growing role of AI in HR: How hybrid approaches can enhance productivity without losing the human touch.


From Decision Support to Decision Making:

  • The shift in People Analytics from merely supporting decisions to actively driving strategic HR decisions.
  • How dashboards, simulation modelling, and scenario planning are evolving as essential tools.


Global Perspectives & Regional Insights:

  • Reflections on the globalisation of People Analytics and the unique contributions of the Indian People Analytics community.
  • Discussion of technology adoption and open source platforms that are lowering barriers for innovation worldwide.


Building for the Future:

  • The role of product development and the importance of open source solutions in creating scalable, agile People Analytics tools.
  • Thoughts on continuous improvement, learning and development, and how these factors are augmenting HR capabilities.


Recorded 23 March 2023

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]> In this conversation from 2023, remastered and re-released, Cole Napper chats with Raja Sengupta to explore the evolving landscape of people analytics, highlighting the shift from operational reporting to strategic decision-making. Drawing from his experience in people analytics and product development, Raja showcases impactful use cases of natural language processing and generative AI, from survey analysis to topic modelling. He outlines how people analytics teams can move beyond dashboards to become decision-makers, leveraging advanced analytics to drive business outcomes. Attendees will gain practical insights into combining technical expertise with business acumen to influence organisational strategy and navigate the future of AI-driven HR.


Key Topics Discussed


The Evolution of People Analytics:

  • Transition from traditional text analytics to advanced natural language processing (NLP) and natural language generation (NLG).
  • Insights into how digital transformation and component-based workflows have streamlined HR operations.


Generative AI & Its Impact:

  • Discussion on ChatGPT and reinforcement learning – and the fine line between automation and human oversight.
  • Balancing job security with the growing role of AI in HR: How hybrid approaches can enhance productivity without losing the human touch.


From Decision Support to Decision Making:

  • The shift in People Analytics from merely supporting decisions to actively driving strategic HR decisions.
  • How dashboards, simulation modelling, and scenario planning are evolving as essential tools.


Global Perspectives & Regional Insights:

  • Reflections on the globalisation of People Analytics and the unique contributions of the Indian People Analytics community.
  • Discussion of technology adoption and open source platforms that are lowering barriers for innovation worldwide.


Building for the Future:

  • The role of product development and the importance of open source solutions in creating scalable, agile People Analytics tools.
  • Thoughts on continuous improvement, learning and development, and how these factors are augmenting HR capabilities.


Recorded 23 March 2023

People Analytics World (PAWorld) meets every April in London, and every October in New York City, as well as at smaller events in Singapore, Zurich, Dallas, Toronto, and more to be announced. Join a global community of professionals and leaders in data-driven HR, people analytics, workforce planning, AI and technology, and people strategy.


Learn more about PAWorld events and community at peopleanalyticsworld.com

Hosted on Acast. See acast.com/privacy for more information.

]]>