Tawna Agee-Hanslick, MA-HRM, PHR, sHRBP's Linkedin Analytics

*Prompt Engineering for HR: Teach AI to Think Like an HR Pro." Let’s face it—HR professionals wear *a lot* of hats. We’re culture champions, crisis navigators, compliance sherpas, leadership coaches, and the unofficial office therapists. Now add one more hat to the rack: **AI collaborator**. 🧠 The rise of AI tools like ChatGPT isn’t about replacing us—it’s about *amplifying* us. But to get real value from these tools, you have to learn the secret skill behind the scenes: 👉 **Prompt Engineering**—a fancy term for teaching AI to think more like you do. When done right, prompting isn’t just typing a question. It’s setting the stage for AI to give you strategic, contextual, and human-centered answers. Here’s how to write prompts like the People Leader you are: ### 💡 **5 Practical Prompting Tips for HR Pros** **1️⃣ Start with the Role** Tell the AI who it’s supposed to “be.” > *“You are an experienced HR Business Partner at a global tech company...”* Framing matters—it gives context and elevates the quality of responses. **2️⃣ Be Clear About the Goal** Don’t just ask, *“Write a policy.”* Say: > *“Create a concise, legally compliant PTO policy for a hybrid startup with 80 employees in 3 U.S. states.”* **3️⃣ Add the People Perspective** Include tone, audience, and purpose. > *“Use a warm and inclusive tone for new hires unfamiliar with corporate environments.”* **4️⃣ Use Examples to Train the Output** Just like onboarding a new employee—show, don’t just tell. > *“Here’s a sample of how we handle employee feedback—use this structure to write a version for our engineering team.”* **5️⃣ Ask It to Think, Then Do** Use **Chain of Thought** prompting: > *“Walk me through the steps to develop a 90-day onboarding plan for a remote sales team. Then create the plan.”* This invites the AI to reason before responding. 🔄 Prompting is iterative. Don’t be afraid to refine, reframe, and rerun. 📣 HR has always been about understanding people. Now it’s about teaching *machines* to understand us, too. The better we prompt, the more powerfully AI can reflect the heart of HR—empathy, ethics, and action. 💬 *Want to start small? Try asking ChatGPT: “You’re an HR manager coaching a new leader—what 3 mindset shifts do they need to succeed?”* Let’s make AI more human—*one smart prompt at a time.* #AIinHR #PromptEngineering #FutureOfHR #PeopleFirst #HRTech #ChatGPTforHR #LeadershipDevelopment #WorkforceStrategy #DigitalHR #HRAIReady

HR Isn’t Getting Replaced by AI—It’s Getting Rewired by Prompts Let’s be real: HR isn’t falling behind because of AI. It’s falling behind because we’re still stuck doing manual work that AI could be co-piloting. I’m not talking about some distant tech utopia. I’m talking about real, right-now prompt engineering—designed for HR. I’ve built prompt libraries and automation workflows that help HR teams: • Analyze engagement surveys in minutes • Write inclusive job descriptions that convert • Summarize exit interviews without bias • Generate first drafts of policies, feedback, or training decks (yes, really) What if your HRBP had a co-pilot that never sleeps? That’s what prompt engineering can do for your team. I’m opening up a few freelance spots to help orgs build: • Custom prompt libraries for HR • AI-powered SOPs for people ops • Training sessions for HR teams learning ChatGPT Want to see what this looks like? Comment “PROMPT PACK” and I’ll send you my free HR Starter Kit. Let’s build the future of HR—one prompt at a time. #PromptEngineering #AIHR #HRTransformation #ChatGPT #FutureOfWork #PeopleFirstTech #SHRMAIHI

AI isn’t here to replace HR—it’s here to free us to do what we do best! 👏 Forget the fear-mongering about automation taking over HR. In reality, it’s giving us the gift of time to focus on what truly matters: empathy. 💖 Gone are the days of drowning in paperwork and mundane tasks. AI steps in to streamline processes like onboarding, PTO tracking, and FAQ responses, allowing us to unleash our full potential. ⏰ With this newfound time, we can dive into what truly makes a difference in HR: 👥 Coaching and supporting our team through challenges 🌟 Leading culture transformations with intention 🕵️♂️ Identifying early signs of disengagement and taking proactive steps Automation isn’t here to strip HR of its soul. Instead, it’s paving the way for us to be more human than ever before. 🚀 So, let’s embrace the future of HR with open arms. How is your team leveraging AI to create more meaningful human connections? Share your story below! 👇 #FutureOfWork #EmpathyInHR #HumanFirstApproach #AIIntegration #HRTransformed #LeadWithEmpathy #ReimagineHR

I recently stumbled upon a fascinating survey that sheds light on a concerning statistic - a staggering 43% of the American workforce feels derailed in their careers. This revelation is truly eye-opening and calls for a deeper understanding of the underlying factors contributing to this trend.. If you are like one of the participants who felt derailed, it adds a unique perspective to this conversation. It's important to remember that setbacks are a natural part of professional life, and it's never too late to get back on track. Here are some strategies that may help you - and others in a similar situation - regain focus and momentum: 1. Self-Reflection: Take some time to reflect on your career goals, values, and strengths. Understanding what truly motivates and excites you can help you clarify your direction. 2. Goal Setting: Set specific and achievable goals that align with your values and aspirations. Break them down into smaller milestones to make them more manageable and track your progress. 3. Skill Development: Identify areas where you want to grow and develop new skills. Continuous learning and upskilling are essential for staying relevant and competitive in today's rapidly changing job market. 4. Seek Support: Reach out to mentors, colleagues, or HR professionals for guidance and support. Building a strong support network can provide valuable insights and encouragement. 5. Work-Life Balance: Ensure you are taking care of your physical and mental well-being. Balancing work commitments with personal time and relaxation is crucial for maintaining resilience and focus. 6. Explore Opportunities: Stay open to new opportunities and experiences that may lead you in a different, yet fulfilling direction. Networking and exploring different career paths can open doors to unexpected possibilities. Remember, setbacks are not permanent, and with determination, self-awareness, and support, you can navigate challenges and regain your momentum in your career journey. You've got this! Looking forward to hearing your thoughts on overcoming career derailment and supporting others in their professional growth.

Hey there, ready to dive into the future of hiring? 🔮 "Beyond the Resume: Using AI to Predict Culture Fit and Long-Term Potential" 🔮 Resumes are like a snapshot, not the whole picture. 📸 They show experience and skills, but can they reveal how someone fits into your team or shares your values? Enter AI, the unsung hero of the hiring game. 🧠 From Keywords to Core Values 🧠 AI is delving into the human side of HR by analyzing language, interviews, and data to predict emotional intelligence, adaptability, and alignment with your culture. No crystal balls here—just smart tech listening for the nuances. 💎 The Promise: Precision Without Prejudice 💎 AI offers a fresh perspective on candidates, uncovering hidden gems traditional methods might miss. It's about potential, not just pedigree. Pair it with assessments, and you've got a recipe for building diverse, high-performing teams. ⚠️ The Peril: Algorithmic Assumptions ⚠️ But beware the dark side—biased data can lead to exclusion, not inclusion. HR must steer the ship, asking the tough questions and ensuring AI isn't replicating outdated norms. Culture fit shouldn't be about sameness—it's about thriving together. 🔄 The Shift: From Resume Reviewers to Talent Architects 🔄 As AI refines our soft skills radar, HR's role evolves. We're no longer just filling roles; we're crafting future-ready teams. It's a call to arms: let's move from reacting to shaping, from reading resumes to building dreams. 🚀 Final Thought: 🚀 AI enhances human judgment in hiring when used thoughtfully. It's not about replacing intuition—it's about sharpening it with ethics, empathy, and equity. Let's find those purpose-aligned hires together. 🗣️ How's AI transforming your hiring process? Share your thoughts below—I'm all ears! 💬

Performance Reviews in the Age of AI: Real-Time, Bias-Free, and Insight-Driven Let’s talk performance reviews—those annual rituals that somehow manage to be stressful, time-consuming, and vague all at once. But what if we stopped treating performance like a year-end event... and started treating it like a real-time conversation? Enter AI-powered performance management. Not to replace managers—but to augment them with insight, objectivity, and speed. It’s about rethinking how we track, analyze, and act on performance—before it turns into a missed opportunity. 1. Real-Time Feedback > Year-End Surprises With AI, we can: • Analyze project contributions weekly • Track trends in real time • Spot dips in engagement early No more December scramble to recall what happened in Q1. AI helps managers give feedback when it matters—while growth is still possible. 2. Bias Doesn’t Have to Be Built In Performance reviews have bias baked in. Recency. Affinity. Gendered language. AI can help us fix that by: • Detecting biased language (“aggressive,” anyone?) • Normalizing ratings • Flagging patterns that lead to inequity Used ethically, AI surfaces bias—and gives us the tools to address it. 3. Insight Without the Guesswork AI transforms raw data into actionable insight: • Who’s ready for a stretch role? • Where are teams under-leveraged? • What’s keeping your top talent engaged—or pushing them out? This isn’t micromanagement. It’s smart management. But—We Still Need the Humans AI can: • Surface patterns • Draft summaries • Predict burnout risk But it can’t replace your instinct, empathy, or leadership. It won’t say, “Hey, I noticed something—how can I support you?” The future of performance reviews is about augmentation, not automation. Let’s Redefine Performance Management • No more rearview mirror reviews • No more gut-feel ratings • No more slipping through the cracks It’s time for HR to lead a smarter, more human-centered approach—one that’s real-time, bias-aware, and insight-driven. Are you using AI to enhance performance yet? I’m building toolkits and prompt packs for teams making this shift. Drop a comment to join the pilot. #PerformanceManagement #AIinHR #PeopleFirstLeadership #FutureOfWork #BiasFreeHR #HRTransformation

This morning’s quiet time led me to Deuteronomy 21—and wow, the timing couldn’t have been more divine. In a world where leadership often feels like balancing on a tightrope, this scripture was a clear reminder: lead in faith, not fear. Your role may demand tough decisions, but never sacrifice your faith for your job. Let your values lead the way—always. Here is what I learned: Modern Leadership Takeaways from Deuteronomy 21 Ancient laws. Timeless leadership truths. 1. Accountability Has No Escape Clause Verses 1–9 (The Unsolved Murder) “We didn’t do it” isn’t good enough leadership. Even when fault is unclear, leaders must show up, take responsibility for outcomes, and build trust through transparent action. When something goes wrong—no matter who caused it—step in, not away. Modern move: Be the first to say, “This happened on our watch. Let’s own the repair.” ⸻ 2. Power Demands Restraint Verses 10–14 (The Captive Woman) Just because you can doesn’t mean you should. These verses reflect an imperfect attempt to humanize power dynamics in brutal contexts. For us, it’s a reminder: when people are vulnerable—new hires, laid-off employees, contractors, marginalized groups—leaders must exercise power with care, not control. Modern move: Build consent, not compliance. Ask: “Am I honoring this person’s dignity or exploiting their position?” ⸻ 3. Fairness > Favoritism Verses 15–17 (Inheritance Rights) Personal preference must never override principled decision-making. Leadership requires clear boundaries between what we feel and what’s fair. Bias—conscious or not—destabilizes trust. Systems must work despite our partialities. Modern move: Audit your practices—hiring, promotions, recognition—for equity, not loyalty. ⸻ 4. Don’t Ignore Chronic Toxicity Verses 18–21 (The Rebellious Son) Chronic disruption isn’t just an HR problem—it’s a leadership failure in the making. Though the punishment here is extreme by today’s standards, the principle is clear: when destructive behavior goes unaddressed, the entire community pays the price. Modern move: Address the hard cases. Don’t let one “brilliant but toxic” person compromise your whole culture. ⸻ 5. Even Consequences Have a Code of Dignity Verses 22–23 (The Hanged Man) Justice must never become dehumanization. Even in discipline or separation, leaders are called to protect dignity. The message? Don’t use failure to shame. Restore what you can. Bury the body, don’t leave it hanging. Modern move: When someone exits your organization—by choice or not—handle it with honor. ⸻ Final Insight: Justice isn’t just about being right—it’s about doing right, in the right way. Deuteronomy 21 isn’t just an old legal code—it’s a leadership framework for integrity in messy situations. The impossible balance of order and compassion? That’s the sacred work of a modern leader.

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Prompt Engineering for HR: Teach AI to Think Like a People Leader 🤖 Let’s be honest: most HR pros didn’t go into this field thinking they’d need to learn prompt engineering. But here we are, standing at the intersection of people strategy and machine intelligence—and it’s time we taught AI how to think like us. Because the future of HR isn’t just powered by tech. It’s human-led, AI-augmented. 💡 And the secret weapon? Not a dashboard. Not an automation. It’s how you ask the question. 🗝️ Here’s how HR leaders can start writing better prompts that teach AI to think like a people leader—not a robot: 1. Start with Role Clarity Before you write a prompt, assign AI a job title. Seriously. Try this: “Act as a strategic HR business partner with expertise in performance management and culture transformation.” It frames the AI’s mindset. You’re not talking to a search engine—you’re onboarding a teammate. 2. Anchor in the “Why” Good prompts reflect intent. “Draft a coaching email to help a manager address performance concerns without damaging trust.” You’ve just told AI your goal and your values. 3. Provide Structure AI loves a framework. So do people. Try using HR staples like: • GROW (Goal, Reality, Options, Will) • STAR (Situation, Task, Action, Result) • RODES (Role, Objectives, Details, Examples, Sense) Example: “Using the STAR method, summarize a time a candidate showed adaptability during change.” 4. Say What Not to Do This is underrated. Try: “Avoid using jargon or overly formal tone. Write for a busy frontline manager with no time for fluff.” You’re not just guiding outputs—you’re setting boundaries. HR 101. 5. Iterate Like a Leader Prompt once. Review. Prompt again. Just like coaching someone through growth, you build clarity in stages. “Now simplify that answer into a 2-minute script I can say out loud during a team meeting.” It’s a conversation. Not a command. 🔄 Let’s Bring the People Back into the Tech AI doesn’t replace HR. It scales HR’s wisdom—when we teach it how to think in our language. Start with better prompts. End with better decisions, faster. 🚀 And if you’re still writing one-sentence prompts like “write a policy”—it’s time to level up. Your voice matters. Your questions matter more. Want a free HR Prompt Toolkit? Drop a comment or message me. Let’s build smarter, more human workplaces—one prompt at a time. #AIinHR #PromptEngineering #PeopleOps #StrategicHR #HRTransformation #ChatGPTforHR #FutureOfWork

Ever hired a perfect on paper ✨ candidate only to witness a team mismatch later? Resumes can't capture soft skills, culture fit, or long-term potential. But guess who can? AI. 🤖 Say goodbye to superficial evaluations. Today's AI goes deep, analyzing communication styles, decision-making patterns, and team dynamics to find candidates who not just fit but belong. Imagine tools that: - Assess adaptability and collaboration with immersive simulations - Predict alignment with company values using language insights - Identify future promise by evaluating learning agility and growth mindset No, this isn't sci-fi—it's the new reality. AI is revolutionizing HR, moving from reactive hiring to strategic team building. 🔍 Decoding Candidates: How AI Nails Culture Fit & Potential 🚀 We've all seen it: the impressive resume that doesn't mesh with the team after hiring. Because let's face it—skills get you in, but culture fit keeps you there. AI now offers a game-changing way to dig deeper. By analyzing writing tone, language patterns, and behavior clues, AI tools can uncover: - Communication style - Adaptability - Values alignment - Collaboration tendencies - Learning potential It's not about replacing human judgment but enhancing it—shifting from guesswork to informed decisions, from gut feelings to real insights. Want the AI-fueled Soft Skills + Culture Fit Prompt Sheet I swear by? Drop a "Prompt Sheet" in the comments or shoot me a message! #AIinHR #CultureFit #SoftSkills #HRInsights

**Is Your HR Tech Stack AI-Ready?** *A Practical Guide to Audit and Upgrade for the Future of Work* Let’s cut to it: HR tech is evolving faster than your org chart post-reorg. Vendors are tossing around “AI” like confetti—“smart,” “automated,” “predictive.” But here’s the truth: **Most HR tech stacks aren’t ready for real AI.** They’re built for workflows, not intelligence. For automation, not augmentation. Layering AI onto legacy tools without a strategy? That’s like dropping a Tesla engine in a go-kart. 🧭 How to Tell If You’re AI-Ready Here’s a practical checklist to assess your stack—without burning it down: ✅ 1. **Data Health & Accessibility** * Is your people data clean, centralized, and tagged? * Can systems “talk” (ATS ↔ HRIS ↔ LMS)? * Are open-text fields searchable? 🧠 *AI is only as good as the data it can understand.* ✅ 2. **API Friendliness** * Can you integrate with ChatGPT, Copilot, or NLP tools? * Are you free to plug-and-play—or stuck in vendor jail? 🔌 *Agility starts with openness.* ✅ 3. **Human-Centered Design** * Can AI insights show up *in the flow of work*? * Is the UX intuitive for managers? 💡 *If it’s clunky, no one will use it.* ### ✅ 4. **Ethics & Governance** * Do you have guidelines for AI in hiring, feedback, and exits? * Are there guardrails for bias and transparency? ⚖️ *HR must lead the ethical AI charge.* ### ✅ 5. **Are You Really Using AI?** * Real AI = sentiment analysis, NLP, predictive attrition * Automation = email flows, screening rules 🎯 *AI doesn’t just move faster—it thinks deeper.* --- ## 🔧 Your 5-Step Action Plan 1. **Audit Your Stack** – List your tools, data owners, and AI features 2. **Map the Pain Points** – Where are you reactive, manual, or stuck? 3. **Partner Up** – Loop in IT, Legal, and DEI now—not later 4. **Pilot Small, Share Big** – One use case. One win. Big impact. 5. **Upskill Your HR Team** – Prompting is the new Excel. Teach it now. 🚀 Final Thought The future of HR isn’t AI *instead* of humans. It’s AI *amplifying* humans. But only if your stack is ready. And only if your strategy is human-centered. **Want the free HR AI Readiness Checklist + Prompt Starter Kit?** Drop a **“READY”** in the comments and I’ll send it your way. #HRTech #AIinHR #PeopleAnalytics #FutureOfWork #HRAutomation #TalentStrategy #HumanCenteredAI

ho🚀 Revolutionizing Onboarding: AI Transforms the New Hire Experience 🤖✨ Let's face it—traditional onboarding can feel like a never-ending PowerPoint presentation and a frustrating path of lost passwords. But guess what? AI is here to shake things up. 📌 Picture this for Day 1: ✅ A friendly chatbot welcomes your new team member by name sharp at 8:00 a.m.—guiding them through their day, clearing up any questions, and pointing them to the best coffee spot. ✅ A tailored learning journey begins—crafted around their position, objectives, and abilities—mixing bite-sized learning, manager check-ins, and networking opportunities. ✅ Automation takes care of the nitty-gritty—handling form submissions, system access, swag deliveries—so HR can focus on welcoming the human touch instead of hunting down login details. This isn't some distant dream. It's happening right now. AI isn't just cutting through the onboarding clutter—it's adding a personal touch, making it intuitive, and ensuring it's a memorable experience. 🧠 Smart onboarding isn't about piling on more tasks. It's about doing things smarter—with empathy, efficiency, and deliberate planning. Ready to bring AI into your onboarding game? Let's chat about how to transform your new hire process to transform your new hire process!

Leaders—don’t underestimate the power of presence. The amazing John O'Leary shared a story that jolted me this morning. It’s not about strategy, KPIs, or performance. It’s about human connection—the kind that transforms lives. Whether you’re an HR pro, a manager, or simply someone who cares… this is your reminder: Show up. Listen. Be present. Even when it’s hard. Especially then. Because the quiet moments? That’s where leadership lives. The best is yet to come. #LiveInspired #SecondChances #Hope #MentalHealthAwareness #Leadership #HR #EmployeeExperience #HumanFirst

𝗔𝗜 𝗗𝗼𝗲𝘀𝗻’𝘁 𝗥𝗲𝗽𝗹𝗮𝗰𝗲 𝗘𝗺𝗽𝗮𝘁𝗵𝘆—𝗜𝘁 𝗙𝗿𝗲𝗲𝘀 𝗛𝗥 𝘁𝗼 𝗨𝘀𝗲 𝗜𝘁 Confession: HR’s real shortage isn’t talent—it’s minutes. Deloitte’s Modernizing HR study says we bleed 57 % of the week on admin. Slack’s 2024 Workforce Lab finds we lose 41 % of every day to low-value busywork. That’s empathy taxed at source. Empathy—the art of listening, coaching, belonging—is what slashes turnover and lifts engagement. But it needs uninterrupted attention. Automation buys that time back. 𝗧𝗵𝗲 𝗥𝗲-𝗔𝗹𝗹𝗼𝗰𝗮𝘁𝗶𝗼𝗻 𝗘𝗾𝘂𝗮𝘁𝗶𝗼𝗻 (𝗶𝗻 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗲) • Interview scheduling used to swallow 20 minutes wrestling with calendars. A bot now books in 8 seconds, freeing that time to brief the hiring manager on inclusive questions. • Compliance reminders once chewed through two hours every month. Automated workflows fire deadline nudges, so those hours turn into stay-interviews. • PTO reporting meant six clicks and a CSV download. Dashboards now auto-refresh—those clicks become a surprise “mental-health half-day” for the team. Multiply swaps like these across your portfolio and you’re literally funding empathy with reclaimed time. Five Automations You Can Spin Up This Quarter 1. 𝗔𝗜 𝗿é𝘀𝘂𝗺é 𝘁𝗿𝗶𝗮𝗴𝗲 – cuts shortlist time 65 %. 2. 𝗣𝗼𝗹𝗶𝗰𝘆 𝗰𝗵𝗮𝘁𝗯𝗼𝘁 – answers 80 % of “What’s our leave?” pings. 3. 𝗦𝗲𝗹𝗳-𝘀𝗲𝗿𝘃𝗶𝗰𝗲 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗳𝗹𝗼𝘄𝘀 – shrink onboarding duration by 80 %. 4. 𝗣𝘂𝗹𝘀𝗲-𝘀𝗲𝗻𝘁𝗶𝗺𝗲𝗻𝘁 𝗮𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 – spots morale dips before Glassdoor does. 5. 𝗔𝘂𝘁𝗼𝗺𝗮𝘁𝗲𝗱 𝗰𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗰𝗮𝗹𝗲𝗻𝗱𝗮𝗿 – keeps I-9, OSHA, and training deadlines on rails. Guardrails First • Audit for bias and privacy every sprint. • Demand algorithm explainability. • Encrypt everything. Tech is a power tool—read the manual and keep the safety on. 𝗬𝗼𝘂𝗿 𝟭𝟰-𝗗𝗮𝘆 𝗠𝗶𝗰𝗿𝗼-𝗥𝗼𝗮𝗱𝗺𝗮𝗽 𝗗𝗮𝘆𝘀 𝟭–𝟮: Run a “time-drain spotlight” (log minutes + annoyance score). 𝗗𝗮𝘆𝘀 𝟯–𝟳: Pilot an AI scheduler; record minutes saved. 𝗗𝗮𝘆𝘀 𝟴–𝟭𝟰: Launch a chatbot with the 20 top policy FAQs; track deflection rate. Spend your first reclaimed hour in a genuine check-in with a new hire. 𝗕𝗼𝘁𝘁𝗼𝗺 𝗹𝗶𝗻𝗲: Empathy isn’t “soft”; it’s the hardest thing to scale. Let automation handle the repetitive so HR can handle the human. 👇 Share a win—or a hurdle—in the comments. Want my five-prompt Automation Audit Pack to uncover more low-hanging fruit? Comment EMPATHY and I’ll DM it. #HR #AI #Automation #Empathy #PeopleOps #FutureOfWork

AI in HR: Friend, Foe, or Force Multiplier? When AI strolls into HR’s realm, it doesn’t knock—it revamps the front door, offers to reorganize your employee files, and vows to predict attrition before your first cup of coffee. 🤖 Friend: The Time-Saver, Bias-Buster, and Strategic Sidekick AI, when used wisely, is the teammate HR has been longing for. It rids us of tedious tasks, like resume screening and onboarding workflows, freeing us to focus on fostering culture and driving transformation. It can also be a bias interrupter, enhancing fair decision-making and showcasing overlooked talent. AI complements, not replaces, human touch in HR. 🚫 Foe: The Unchecked Algorithm and Culture Killer AI can be a double-edged sword—it mirrors the biases and blind spots we feed it. Without oversight, AI may perpetuate biases and erode trust, ultimately harming workplace culture. Accountability is key; we must train AI with data and discernment to avoid pitfalls. ✨ Force Multiplier: The Catalyst for Reinventing HR AI doesn’t just automate tasks; it broadens horizons. Imagine predictive talent strategies, real-time sentiment analysis, and personalized learning journeys. AI can help HR scale empathy, predict attrition, boost engagement, and foster agility—if we embrace its potential. HR leaders, how will you navigate this AI landscape? Share your thoughts in the comments: Is AI your HR ally or adversary? What strategies are you implementing or avoiding? Let’s shape the future together by leveraging AI mindfully and purposefully. AI isn’t our enemy; it’s a challenge to elevate HR to new heights. 🌟 👉 Join the conversation and share your insights! #AIinHR #FutureOfWork #EthicalAI #HRTransformation #PeopleTech #HRLeadership #AIethics #HRInnovation #StrategicHR

🔥 Are you over 55 and ready to turbocharge your career? 🔥 🚀 Age is just a number when it comes to landing your dream job or advancing your career! 🚀 🔍 In today's competitive job market, experience and wisdom are valuable assets that employers are seeking. Your years of expertise can set you apart and make you a top candidate for roles in talent management, talent development, culture, and employee engagement. ✨ Don't let stereotypes or ageism hold you back! Showcase your wealth of knowledge, skills, and accomplishments in your resume, cover letter, and interviews. Highlight your abilities in creative problem solving, budget management, talent strategy, and culture development to demonstrate your value to potential employers. 💡 Embrace your age as a strength and use it to your advantage. Your wealth of experience can bring a unique perspective and valuable insights to any organization. Show your passion for continuous learning, talent analytics, and talent development to stay competitive and adaptable in today's fast-paced business world. 🌟 Let's join forces to break down barriers and showcase the power of seasoned professionals in the workforce! Share your best advice for landing a job after 55 and let's inspire others to embrace their full potential. Together, we can show that age is just a number and experience truly rocks! 💪 #CareerSuccess #ExperienceMatters #AgeIsJustANumber

I’m happy to share that I’ve obtained a new certification: AI + HI Specialty Credential from SHRM!

I’m happy to share that I’ve obtained a new certification: Mid Journey from Coursiv!