Tawna Agee-Hanslick, MA-HRM, PHR, AI HI, CPRW's Linkedin Analytics

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

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

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

𝐓𝐡𝐞 𝐇𝐢𝐝𝐝𝐞𝐧 𝐒𝐢𝐥𝐯𝐞𝐫 𝐋𝐢𝐧𝐢𝐧𝐠 𝐨𝐟 𝐏𝐞𝐚𝐤 65 We’ve talked about the 10,000 Boomers retiring per day. We’ve talked about how rigid RTO and short-term thinking are putting companies—and stock prices—at risk. But let’s flip the script. This massive retirement wave? It’s not just a crisis. It could be the greatest comeback story for mid-career professionals who’ve been underestimated. Right now, talent in their late 40s to mid-50s is often hit hardest by ageism: • “Too experienced” • “Too expensive” • “Too risky—they might leave” Sound familiar? But here’s what’s coming: Demand will outpace supply. There won’t be enough seasoned professionals to step into the leadership gaps left behind. 👍 Experience will become currency again. 👍 Institutional knowledge, mature decision-making, and cross-functional leadership will matter more than ever. 👍 Age bias will backfire. Companies that passed on mid-career talent in 2024 will be scrambling to hire them in 2027. So what’s the play? If you’re a hiring leader: Stop sleeping on your mid-career candidates. They’re the bridge between chaos and capability. If you’re a mid-career professional: Stay ready. Sharpen your story. Keep your receipts. Your moment is coming. Because Peak 65 doesn’t just empty seats—it opens doors. #FutureOfWork #Peak65 #LeadershipPipeline #MidCareerMomentum #TalentStrategy #HRLeadership #ReturnToOffice #WorkforceShift #Ageism #OpportunityAhead #OrganizationalHealth

20 Brutal Career Truths! The truth hurts!

𝐘𝐞𝐬𝐭𝐞𝐫𝐝𝐚𝐲 𝐰𝐞 𝐭𝐚𝐥𝐤𝐞𝐝 𝐭𝐚𝐥𝐞𝐧𝐭. Today we talk money When 10,000 Boomers retire every day—and your company’s leadership response is “get back to the office”—you’re not just losing talent. 𝐘𝐨𝐮’𝐫𝐞 𝐩𝐮𝐭𝐭𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐯𝐚𝐥𝐮𝐚𝐭𝐢𝐨𝐧 𝐚𝐭 𝐫𝐢𝐬𝐤. Here’s how this plays out: • Operational drag. Without experienced leadership and specialized skills, delivery slows. • Increased costs. Longer time-to-fill, higher attrition, and knowledge gaps cost real dollars. • Investor skepticism. ESG isn’t just about carbon anymore—people strategy is becoming boardroom currency. Don’t take my word for it: • 𝐌𝐜𝐊𝐢𝐧𝐬𝐞𝐲 warns that talent shortages are already limiting organizational growth. • 𝐆𝐚𝐫𝐭𝐧𝐞𝐫 links workforce inflexibility with declining investor confidence. • 𝐁𝐥𝐚𝐜𝐤 𝐑𝐨𝐜𝐤 is demanding workforce risk disclosures from companies as part of long-term strategy reviews. And yet—some execs are still doubling down on outdated, one-size-fits-all policies. Short-term control now = long-term erosion later. This is the moment when: • Shareholders should start asking harder questions. • Boards should start evaluating workforce agility as a strategic imperative. • Leaders should start aligning culture with sustainability—not comfort. Because by the time stock prices start to dip in 2027? It will be too late to build the bench you need now. 𝐁𝐨𝐚𝐫𝐝𝐬. 𝐄𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞𝐬. 𝐈𝐧𝐯𝐞𝐬𝐭𝐨𝐫𝐬. What’s your organization’s plan for a post-Boomer workforce? Not the talking point—the real strategy. If you don’t know it, your risk profile is higher than you think. Let’s future-proof leadership together. Drop your thoughts below. #TalentStrategy #StockMarketImpact #Peak65 #FutureOfWork #BoardroomDecisions #RTOReckoning #WorkforceTransformation #InvestorRisk #OrganizationalHealth #LeadershipPipeline #CultureIsCurrency

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

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.

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

View my verified achievement from Society for Human Resource Management.

**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

10,000 Boomers a day. Every. Single. Day. From now until 2029. That’s how many Americans are turning 65. We’re in the thick of the “Peak 65” wave, with over 4.1 million expected to retire annually through 2027. This isn’t just a workforce trend. It’s a leadership exodus. A specialized skill drain. A wake-up call—that far too many are ignoring. And yet, we’ve got leaders—the Jamie Dimons of the world—doubling down on rigid return-to-office mandates. Treating flexibility like a phase instead of the future. Chasing short-term control instead of long-term capability. Here’s the fallout already showing up: • Top talent is walking. Candidates are actively avoiding “butts-in-seats” job postings. • Veterans are exiting earlier. Especially those with retirement options who won’t tolerate inflexibility. • Hiring is slowing down. Some orgs are seeing a 23% increase in time-to-hire. And here’s what’s coming: By 2027, when the retirement cliff hits harder—stock prices will feel the squeeze. Companies that failed to plan for this shift will struggle to fill critical gaps in leadership, operations, and innovation. To shareholders: Look beyond the quarterly wins and ask: What’s their workforce strategy? Because talent isn’t infinite. And culture? Culture is currency. The smartest companies aren’t forcing people back to work. They’re rebuilding how work works. The future isn’t in-office vs. remote. It’s flexibility vs. extinction. #FutureOfWork #Peak65 #WorkforceStrategy #HRLeadership #ReturnToOffice #BoomerRetirement #HybridWork #TalentCrisis #ShareholderWarning #LongTermThinking #OrganizationalHealth Call to action: What’s your take—are companies ready for Peak 65 or sleepwalking into a talent collapse? Drop your insights, stories, or questions in the comments. Let’s talk. #FutureOfWork #Peak65 #BoomerRetirement #LeadershipExodus #WorkforceStrategy #TalentCrisis #ReturnToOffice #HybridWork #FlexibleWork #HRLeadership #EmployeeExperience #SuccessionPlanning #OrganizationalHealth #LongTermThinking #CultureIsCurrency

𝐉𝐨𝐛-𝐡𝐨𝐩𝐩𝐢𝐧𝐠 𝐰𝐨𝐫𝐤𝐞𝐝—𝐮𝐧𝐭𝐢𝐥 𝐢𝐭 𝐝𝐢𝐝𝐧’𝐭. For most of my career, I moved every couple of years. Each jump brought more responsibility, better pay, and bigger opportunities. I wasn’t just surviving—I was thriving. I was the golden child. The one companies fought to recruit. But now, in my 50s, I’m realizing all that momentum came with a price tag I didn’t see coming. Today? I can’t seem to land the next role. Yes—ageism is part of it. But I also think the very thing that once made me a hot hire—my movement—is now working against me. Hiring managers see my resume and assume I’m a risk. Too many jumps. Not enough “loyalty.” Even though every move had a reason, and every role delivered results. The market has changed. Suddenly, the story being told about my career isn’t the one I lived. So here’s my hard-earned advice: ➡️ Frequent moves can build your brand—but they can also blur it. ➡️ You need more than a great resume—you need a narrative that connects the dots. ➡️ You can do everything right—and still have to fight to be seen clearly. To anyone else navigating this: You’re not alone. The game changes. But so can we. #CareerGrowth #JobSearchReality #CareerNarrative #HRLeadership #MidCareerMoves #Ageism #WorkWisdom #RealTalk

𝐓𝐡𝐞 𝐣𝐨𝐛 𝐦𝐚𝐫𝐤𝐞𝐭 𝐢𝐬𝐧’𝐭 𝐛𝐫𝐨𝐤𝐞𝐧—𝐢𝐭’𝐬 𝐣𝐮𝐬𝐭 𝐬𝐭𝐮𝐜𝐤 𝐢𝐧 𝐭𝐡𝐞 𝐰𝐫𝐨𝐧𝐠 𝐞𝐫𝐚. Right now, it’s still an employer’s market. Panel interviews that feel like corporate Hunger Games. Job descriptions that read like five roles duct-taped together. Ghosting that would make a bad Tinder date look classy. But the pendulum is swinging. Julia Pollak, Chief Economist at ZipRecruiter, said it best: “There’s a structural labor shortage coming. Boomers are retiring in droves, and Gen Z isn’t big enough to replace them.” Translation? The balance of power is shifting. To hiring teams: I’ve been trying to tell you— Your future talent is watching how you hire. • The 6-box panel interviews where half the room is on mute or multitasking? That’s your employer brand. • The four-round gauntlet with no feedback? That’s your reputation in the market. • The vibe that candidates should feel grateful to be there? That’s going to cost you later. Hiring is culture. Hiring is marketing. Hiring is your future pipeline. And job seekers? You’ve got a role to play too: • You’re interviewing them just as much as they’re interviewing you. Take notes. Ask bold questions. Pay attention to energy and behavior. • Don’t confuse a slow market with your value. The system is tired—not your talent. • Stay ready. Upskill (especially in AI). Network without agenda. Keep receipts of your wins. When the market flips—and it will—you’ll be first in line. This isn’t a freeze. It’s a recalibration. And the ones who survive this weird in-between season? They’ll be the ones who own the next. #FutureOfWork #HiringTrends #JobMarket2025 #TalentStrategy #EmployerBrand #CandidateExperience #HRLeadership #CareerAdvice

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

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