If you’re leading HR right now, it can feel like the ground is moving under your feet. You’re still expected to deliver flawless service, keep costs down, and manage risk, while your CEO quietly expects you to redesign the workforce for an AI era that’s arriving faster than most operating models can handle.

In part one of this conversation with Josh Bersin, we explore a reframe that changes everything: AI isn’t just personal productivity. The real disruption is enterprise-level “super agents” that automate whole sequences of work, and force HR to rethink hiring, talent strategy, and even the idea of “a job” itself.

We also dig into why CHRO tenure may be shrinking, what that signals about expectations on HR leaders, and why “talent density” is becoming a more useful lens than traditional talent management as companies try to scale without simply adding headcount.

About our guest
Josh Bersin is a leading HR and workplace industry analyst and the founder of Bersin by Deloitte (now The Josh Bersin Company). He advises senior executives on HR, talent, and organizational transformation, with a sharp focus on what’s actually changing inside companies as AI moves from experimentation to enterprise reality.

Stay connected with foHRsight
To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe

Follow us on LinkedIn:
Mark Edgar – www.linkedin.com/in/markedgarhr/

Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/

future foHRward – www.linkedin.com/company/future-fohrward/

Follow us on Instagram: www.instagram.com/futurefohrward/

For more information on our private community for forward-thinking HR leaders, including how to join our next Manager-Director HR Leader cohort launching this spring, visit our website at futurefohrward.com/community. We are also currently welcoming new members in our CHRO and VP+ HRBP & Talent cohorts. Don't miss your chance to join the community you've been missing!

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You can be brilliant, hardworking, and respected — and still feel like you’re running full-speed into an invisible wall. For many senior leaders (especially high-achieving women), the instinct is to push harder: take on more, prove more, hold more. But the higher you go, the more that strategy quietly limits influence, sponsorship, and sustainability.

In this episode, we explore the tension HR leaders see every day: individuals are trying to thrive inside systems that weren’t designed for them — and organizations keep investing in “fixes” that don’t address the real blockers. Carolyn Lawrence and Jennifer Laidlaw unpack why burnout is often a signal your mind is in survival mode, how “resisting the system” can unintentionally keep inequity in place, and what it looks like when inner leadership shifts meet system-level redesign.

About our guests
Carolyn Lawrence partners with organizations to redesign systems so they stop reinforcing outdated patterns — removing invisible barriers so talent can thrive without overperforming for legitimacy.

Jennifer Laidlaw is an executive coach focused on the inner transformation required of modern leaders, helping them achieve breakthrough results sustainably with strong teams and thriving culture.

Stay connected with foHRsight
To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe

Follow us on LinkedIn: Mark Edgar – www.linkedin.com/in/markedgarhr/

Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/

future foHRward – www.linkedin.com/company/future-fohrward/

Follow us on Instagram: www.instagram.com/futurefohrward/

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Success in HR often comes with a hidden job: absorbing everyone else’s anxiety. You’re expected to soothe, steady, and “make it okay”, even when what people are feeling is a normal response to real pressure and uncertainty.

In this episode, clinical psychologist Dr. David Rosmarin offers a practical reframe: not all anxiety is the same. Some anxiety does require professional support, but much of what shows up at work is an emotional signal, not a diagnosis. When leaders learn to recognize what anxiety is communicating, they can stop playing whack-a-mole with stress, build healthier trust on teams, and create a culture that performs without pretending certainty exists.

You’ll also hear David’s simple four-step process to work with anxiety constructively, identifying what’s underneath it, sharing it in a way that builds connection, embracing it as resilience-building, and letting go of what can’t be controlled.

About our guest

Dr. David Rosmarin is a clinical psychologist, author, and Associate at Harvard Medical School, and the founder of the Center for Anxiety. His work focuses on helping people rethink anxiety not only as something to treat clinically when needed, but as a normal human experience that can be used to thrive — a perspective especially relevant in today’s high-pressure workplaces.

Resources Mentioned

• Dr. Rosmarin’s four-step framework (public resource) Dr. David Rosmarin
• Dr. Rosmarin’s site + newsletter - Dr. David Rosmarin
• Book: Thriving with Anxiety - Amazon
• TED Talk: How to make anxiety your friend TED

Stay connected with foHRsight

To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe

Follow us on LinkedIn:

Mark Edgar – www.linkedin.com/in/markedgarhr/

Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/

future foHRward – www.linkedin.com/company/future-fohrward/

Follow us on Instagram: www.instagram.com/futurefohrward/

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Entry-level roles are being labeled “obsolete.” But what if the real issue isn’t AI — it’s how we’ve designed early-career work for decades?

In this episode of foHRsight, we explore why entry-level jobs aren’t going away, but passive, low-agency roles are. As AI takes over routine execution, new hires are being asked to show judgment, critical thinking, and maturity much earlier than before — often without the support or learning pathways to succeed.

Dr. Miranda Rodak joins us to unpack what this shift means for HR leaders, educators, and people managers who are responsible for building sustainable talent pipelines. Together, we examine why over-automation undermines learning, how “effortful learning” is being squeezed out by efficiency, and what organizations must redesign if they want AI to augment people instead of eroding capability.

This conversation challenges a dangerous narrative — and offers a more hopeful, practical path forward for early-career development in an AI-enabled workplace.

About our guest

Dr. Miranda Rodak is a professor at Indiana University’s Kelley School of Business and Associate Director of the Communication Professional and Computer Skills Program. She brings a rare perspective at the intersection of education, communication, and AI-enabled work, helping organizations and universities rethink how humans learn, think, and lead alongside technology.

Stay connected with foHRsight

To sign up for our monthly newsletter, foHRsight, visit http://www.futurefohrward.com/subscribe

Follow us on LinkedIn:
Mark Edgar – www.linkedin.com/in/markedgarhr/
Naomi Titleman Colla – www.linkedin.com/in/naomititlemancolla/
future foHRward – www.linkedin.com/company/future-fohrward/

Follow us on Instagram: www.instagram.com/futurefohrward/

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James Terry shares how Indeed Flex is revolutionizing frontline staffing through AI-powered solutions, enabling 24/7 candidate interviews, same-day pay, and unprecedented workforce flexibility for hourly workers.

Topics Covered:

AI-Powered Recruitment:

• 24/7 AI interviews eliminate scheduling friction
• Recruiters now review 80+ interviews daily vs. conducting 7-12 manually
• Human oversight ensures quality and catches misuse

Operational Efficiency:

• One-click staffing requests distributed automatically via AI
• Data analysis identifies turnover root causes (overtime policies, transportation issues)
• HR teams transitioning from admin roles to strategic business partners

Worker Experience:

• 50%+ of sub-$20/hour workers juggle multiple jobs
• Platform enables seamless multi-assignment management
• Same-day pay provides financial flexibility for emergencies

Future Vision:

• Consumer-grade flexibility becoming workforce standard
• Simplified interfaces replacing complex dashboards
• Technology enabling location and schedule flexibility

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

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This episode, Naomi was joined by Vaseem bAIg, otherwise known as “The AI Guy”, whose passion is making artificial intelligence accessible for everyone. Vaseem brings a wealth of experience in helping people and organizations navigate the world of AI, and he’s all about empowering you to make the most of these emerging technologies.

What We Talked About:

• Getting Started with AI: Vaseem shared some practical tips for beginners, including the importance of having a structured approach to prompting. He talked about starter templates that really help you get the conversation going with AI tools.
• Discovering Yourself through AI: One of Vaseem’s favourite insights is how interacting with AI can actually reflect your own personality and communication style. It’s a bit like holding up a mirror—sometimes you learn as much about yourself as you do about technology!
• Bringing AI to Work: We explored how organizations can implement AI strategies, with stories from trade shows and real-world examples. Vaseem’s frameworks make it easier to get everyone on board and spark meaningful change.
• Workshops that Work: Vaseem is big on hands-on learning, so he shared some approaches for running effective AI adoption workshops. His materials and guides help teams build confidence and get results.

Key Takeaways:

• Structured prompting is your best friend when starting out with AI—it helps you get reliable results and builds your skills.
• Your conversations with AI can shed light on your own habits and strengths, so it’s a great tool for personal growth.
• Organizations succeed with AI when they use clear frameworks and practical support, like those Vaseem uses in his consulting and workshops.

Blog posts: https://www.vaseemtheaiguy.com/ai-blog

You can learn more about the work Vaseem does here:

https://www.vaseemtheaiguy.com

And follow him on LinkedIn here:

https://www.linkedin.com/in/vaseemtheaiguy

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

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Jackie Hanson is CEO and Co-founder of Sprout Family, Canada's first end-to-end family building platform launched in 2024. Jackie was inspiried to build her mission based company following the experience of her own parents who went through IVF.

Having itnessed firsthand how fragmented and overwhelming the fertility space is, the mission of Sprout is to improve access to parenthood and support employees through challenging fertility journeys.

Current Industry Challenges

Rising Infertility Rates driven by:

• Later childbearing (average first-time mother age now almost 32)
• Same-sex couples forming families requiring donors/surrogacy
• Cost of living delays (student debt, housing costs)
• Legal frameworks haven't kept pace with demand

Workplace Impact Statistics

• 40% delay treatment due to financial reasons
• Average fertility patient spends 160+ hours navigating care
• 72% would stay longer at companies offering fertility benefits
• Average IVF round costs $25,000+ ($5K drugs, $18-20K treatment)

Current Canadian Coverage Landscape

• 45% of employers offer fertility drug coverage (average $3,000)
• Less than 5% offer comprehensive coverage (treatments, preservation, surrogacy, adoption)
• US comparison: 50%+ offer $30-100K lifetime coverage

Three-Pillar Support Framework

1. Financial Assistance: Comprehensive coverage beyond just drugs
2. Digital Health & Navigation: Nurse support, provider network, virtual care
3. Leadership Culture: Creating safe spaces for employees to share needs

Business Case for Employers

• Retention: Replacing employee costs 1.5-2x their salary
• Productivity: Reduces distraction and unplanned time off
• Equity: Addresses barriers affecting women and LGBTQ+ individuals disproportionately

Future Vision

• Macro: More employer coverage creates demand, potentially driving down costs and expanding clinic infrastructure
• Sprout: Expanding to full family wellness platform (pregnancy, postpartum, parental leave, hormonal health)

Contact Information

• Website: www.sproutfamily.ca
• Signup for their newsletter signup available on website
• LinkedIn:

Sprout - https://www.linkedin.com/company/sproutfamily/

Jackie - https://www.linkedin.com/in/jackie-hanson/

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

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It’s New Years Day so perfect timing for this week’s episode to drop as co-hosts Mark and Naomi catch-up on their reflections on 2025 and predictions for 2026.

Key discussion topics include:

2025 Insights:

• Macro trends continued from previous year with advancement in all categories
• Erosion of trust worsened due to AI-related misinformation and deep fraud
• AI advanced significantly beyond initial expectations
• Increased nationalism and tariffs impacted global businesses
• Return-to-office mandates generated headlines vs. reality
• HR and IT functions began merging into "HI" ☺

Major Disappointments:

• CHRO role perceived as declining in C-suite value
• DEI initiatives faced significant backlash, making the topic difficult to discuss
• Return-to-office policies became overly restrictive, reverting to pre-2005 monitoring practices

Proud Moments:

• Approaching 10th anniversary in 2026
• Celebrated 150th podcast episode
• Successful collaborations, particularly "The Complete Leader" with Vanessa Chehlawi
• Community growth and strategic newsletter changes

2026 Hopes:

• Reduce divisiveness and find common ground
• Address entry-level job concerns related to AI
• Support the "tool belt generation" choosing trades over traditional academic paths
• HR operating model evolution with creative solutions
• AI integration becoming seamless in daily tools

We’re excited for many more episodes and guests in 2026!

Don’t forget …

To sign up for our monthly newsletter foHRsight at http://www.futurefohrward.com/subscribe.

Follow us on LinkedIn:

• Mark - www.linkedin.com/in/markedgarhr/
• Naomi - www.linkedin.com/in/naomititlemancolla/
• future foHRward - www.linkedin.com/company/future-fohrward/

And on Instagram - www.instagram.com/futurefohrward/

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