“The ‘Our Way’ values are a key statement of what’s important to us as a business and also the behaviours that are required to drive our future success. After launching the, Our Way values to the new organisation, we wanted to run a survey to establish a base line and …

“Willis Towers Watson has a truly unique set of solutions that integrate HR software products with consulting services and personalized data. That powerful combination is what brought our portal to life and helped us create an exceptional employee experience for our team members. The implementation team at Willis Towers Watson …

"We have different organizational models in our company. We still have a command and control/process controlled organization; on the other hand, we have a new part where we work to think through the disruptive challenges. It’s here where we use agile methods and self-organized teams. We call it ambidextrous; we …

"Nasdaq faced an explosive growth in its employee population. It was crucial for employees to understand what was expected of them in different roles.”

"It's likely the biggest project the business lines and HR have ever undertaken.”

“Our meeting agendas were always organized to accommodate different time zones to ensure we had real-time input from people working on the ground in every region where the company operates. This took a lot of additional time and effort, but it really helped maximize inclusiveness in the design process as …

"The digital revolution is a human revolution. While new technologies are what’s driving the Fourth Industrial Revolution, ultimately, it is people who will bring it to life in businesses. As HR Leaders, we play a pivotal role in helping to lead our organizations to a new future of work - …

"As we move deeper into the Fourth Industrial Revolution (4IR), we clearly see HR changing to reflect our role as a crucial business driver. Our success in the future of work will depend heavily on our ability to effectively prepare our workforce - by fostering a culture of reskilling, upskilling …

"The Fourth Industrial Revolution and its significant implications for the future of work present the HR profession with a unique opportunity to redefine its mandate and further advance its mission-critical function by shifting from being a steward of employment to being a steward of work, while ensuring the continued relevance …

“We’re only going to get things done if we have the right people, the right talent in the right functions with the right goals. That to me is the role of HR, to ensure that we have the right people strategy in order to inform the business strategy."

“I believe the big change is that people goals are viewed as strategic goals, not enabling goals. And they are shared across the Operating Committee. If a CEO does not have that lens, I believe that the board needs to engage. People are a strategic imperative.”

"Allow your organization to adapt and grow, and have a risk mentality. I’m a believer that if you’re not willing to bet your job every couple of years, you’re not fit to be a CHRO.”

"Agility can seem difficult when you are part of a large, mature company; people often think that this way of working could only exist in start-ups. Our role is to make it safe for people to operate in an agile manner by getting comfortable trying little things, failing small and …

"There are two main mindsets that are critical for the CHRO: agility and courage. Agility - because that’s what’s needed when you are at the table with business leaders and have to understand the business demands and how we continue to evolve what we’re doing. Courage - because it’s not …

"My operating mantra was the question: Do we have the organizational capability to run and grow the business. To distinguish run and grow, run is all about efficiently executing today’s operations, and grow is about understanding the paths to profitable revenue growth and having the organization prepared to deliver on …