The HR Director
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Stop treating employee surveys like scorecards
Employee surveys can generate more data than clarity. This article explores how HR leaders can move beyond low scores, benchmarks and predetermined categories to uncover the patterns that really matter — helping them understand what employees value, who different priorities matter to, and where action is most likely to make a difference. -
AI isn’t just changing how organisations work, it’s changing what work is
AI isn't simply changing how organisations work. It's changing what work is. For the past two years, organisations have raced to adopt AI. Today, 88% of businesses are already using AI in at least one business function, and adoption continues to accelerate. But AI adoption won't determine which organisations succeed over the next decade. Organisational capability will. -
What every business can learn from video games
Every business runs on rules, processes, and targets. In many ways, that's exactly how games work. The difference is that games often teach, motivate, and develop people more effectively than organizations do. What if HR borrowed some of the best design principles from gaming? -
Your AI policy means nothing if your people don’t know about it
Most organisations have an AI policy. Almost none have made sure their people know what it says. A policy gets drafted, signed off, uploaded to the intranet. Employees haven't been trained on it. Many couldn't find it if they tried. That's not governance. That's paper. AI governance is a people challenge. And people challenges belong to HR — not the CTO, not the board. If you haven't been brought into your organisation's AI governance conversation yet, I'd ask: why not? -
AI Won’t Fix Your Hiring Problems. Your Recruiters Will.
AI is everywhere in recruiting right now — sourcing bots, resume screeners, outreach tools. But teams that bolt AI onto a broken process just get faster at making the same mistakes. This piece argues that AI is a force multiplier, not a fix, and introduces the "judgment gap" — the space between what AI can surface and what a recruiter still has to do with it. Grounded in a real process overhaul that took onsite-to-offer rates from 15% to over 40%.
