@paulrubenstein.bsky.social
For too long, HR has been the sole gatekeeper of workforce insights. Data has often lived in systems or formats that only HR could interpret. If we want people strategy to truly be business strategy, then people data has to be accessible to the people making business decisions.
January 9, 2026 at 4:32 PM
For too long, HR has been the sole gatekeeper of workforce insights. Data has often lived in systems or formats that only HR could interpret. If we want people strategy to truly be business strategy, then people data has to be accessible to the people making business decisions.
People analytics isn’t something you delegate.
Handing it off to an HR analytics team → filtered through HRBPs → summarized for leaders.
By the time it lands, context is gone. And yet HR is still accountable. That's why it's important to connect the numbers directly to business goals.
Handing it off to an HR analytics team → filtered through HRBPs → summarized for leaders.
By the time it lands, context is gone. And yet HR is still accountable. That's why it's important to connect the numbers directly to business goals.
January 8, 2026 at 6:17 PM
People analytics isn’t something you delegate.
Handing it off to an HR analytics team → filtered through HRBPs → summarized for leaders.
By the time it lands, context is gone. And yet HR is still accountable. That's why it's important to connect the numbers directly to business goals.
Handing it off to an HR analytics team → filtered through HRBPs → summarized for leaders.
By the time it lands, context is gone. And yet HR is still accountable. That's why it's important to connect the numbers directly to business goals.
Everyone’s hyped about AI. Everyone’s stressed about people data. Most of it sits scattered across systems nobody talks to. So AI guesses. And you get inconsistent, untrustworthy answers. Visier MCP Server fixes that. One secure connection. One governed, standardized source of truth for people data.
Visier MCP Server: Connecting People Data to AI Agents | Visier
Visier’s new MCP Server delivers governed, real-time people data to any AI.
www.visier.com
January 7, 2026 at 1:33 PM
Everyone’s hyped about AI. Everyone’s stressed about people data. Most of it sits scattered across systems nobody talks to. So AI guesses. And you get inconsistent, untrustworthy answers. Visier MCP Server fixes that. One secure connection. One governed, standardized source of truth for people data.
Too often, HR and IT still operate in parallel tracks. Here’s what I've noticed: CHROs advocate for people initiatives. CIOs focus on technical execution. The result is misaligned priorities. The solution isn’t merging teams, it’s building a partnership through shared goals and open communication.
The CHRO & CIO: Reinventing Work for the AI Era
AI is blurring the lines between HR and IT, making collaboration between these two functions essential for aligning talent, technology, and business outcomes.
www.shrm.org
December 10, 2025 at 1:33 PM
Too often, HR and IT still operate in parallel tracks. Here’s what I've noticed: CHROs advocate for people initiatives. CIOs focus on technical execution. The result is misaligned priorities. The solution isn’t merging teams, it’s building a partnership through shared goals and open communication.
HR has AI, people analytics, and strategy—just trapped in silos.
CHRO → HRBP → Analytics Team → Manager → Team.
By the time insights hit the front line, the signal is diluted, and decisions are reactive. And HR still owns the outcomes. Real impact starts by rethinking the flow.
CHRO → HRBP → Analytics Team → Manager → Team.
By the time insights hit the front line, the signal is diluted, and decisions are reactive. And HR still owns the outcomes. Real impact starts by rethinking the flow.
December 9, 2025 at 1:30 PM
HR has AI, people analytics, and strategy—just trapped in silos.
CHRO → HRBP → Analytics Team → Manager → Team.
By the time insights hit the front line, the signal is diluted, and decisions are reactive. And HR still owns the outcomes. Real impact starts by rethinking the flow.
CHRO → HRBP → Analytics Team → Manager → Team.
By the time insights hit the front line, the signal is diluted, and decisions are reactive. And HR still owns the outcomes. Real impact starts by rethinking the flow.
People Analytics isn’t dead. The old version of it is. For years, PA acted like an answer factory... dashboards in, decisions out. But reporting isn’t impact.
Here’s the shift: Data → Insight → Better Decisions → Business Results
(not Data → Dashboard → Dust-collection)
Here’s the shift: Data → Insight → Better Decisions → Business Results
(not Data → Dashboard → Dust-collection)
November 25, 2025 at 1:33 PM
People Analytics isn’t dead. The old version of it is. For years, PA acted like an answer factory... dashboards in, decisions out. But reporting isn’t impact.
Here’s the shift: Data → Insight → Better Decisions → Business Results
(not Data → Dashboard → Dust-collection)
Here’s the shift: Data → Insight → Better Decisions → Business Results
(not Data → Dashboard → Dust-collection)
Most strategies don’t fail in design... they fail in delivery.
Now: Strategy → Presentation → All-Hands → Confusion
What works: Strategy → Manager → Team → Results
Managers are the last mile of performance, turning vision into clarity, action, and impact.
Now: Strategy → Presentation → All-Hands → Confusion
What works: Strategy → Manager → Team → Results
Managers are the last mile of performance, turning vision into clarity, action, and impact.
November 19, 2025 at 3:21 PM
Most strategies don’t fail in design... they fail in delivery.
Now: Strategy → Presentation → All-Hands → Confusion
What works: Strategy → Manager → Team → Results
Managers are the last mile of performance, turning vision into clarity, action, and impact.
Now: Strategy → Presentation → All-Hands → Confusion
What works: Strategy → Manager → Team → Results
Managers are the last mile of performance, turning vision into clarity, action, and impact.
Most orgs confuse “busy” with “effective.” Endless meetings and dashboards don’t make anyone more productive.
True productivity comes from removing friction and giving employees clarity on what actually matters.
Bottom line: productivity is all about doing the right things with purpose.
True productivity comes from removing friction and giving employees clarity on what actually matters.
Bottom line: productivity is all about doing the right things with purpose.
November 11, 2025 at 4:51 PM
Most orgs confuse “busy” with “effective.” Endless meetings and dashboards don’t make anyone more productive.
True productivity comes from removing friction and giving employees clarity on what actually matters.
Bottom line: productivity is all about doing the right things with purpose.
True productivity comes from removing friction and giving employees clarity on what actually matters.
Bottom line: productivity is all about doing the right things with purpose.
Everyone’s sitting on a gold mine of HR data... but most treat it like a spreadsheet, not a strategy. If I had to give advice, it'd be this: Use HR data mining to amplify what humans can do, not replace it. Ask “why” before “what,” focus on patterns that matter, and act.
HR Data Mining: Extracting Workforce Insights With a Purpose | Visier
Discover how you can use HR data mining techniques compliantly to uncover patterns, trends, and insights from employee data across different HR functions.
www.visier.com
November 10, 2025 at 6:30 PM
Everyone’s sitting on a gold mine of HR data... but most treat it like a spreadsheet, not a strategy. If I had to give advice, it'd be this: Use HR data mining to amplify what humans can do, not replace it. Ask “why” before “what,” focus on patterns that matter, and act.
Let’s be honest: most “productivity programs” wind up fixing the 'easy stuff'. Tools help. Data helps. But no platform will fix a messy process or unclear priorities. Productivity lives where focus, structure, and accountability meet. Everything else can be chalked up to theater.
November 4, 2025 at 4:12 PM
Let’s be honest: most “productivity programs” wind up fixing the 'easy stuff'. Tools help. Data helps. But no platform will fix a messy process or unclear priorities. Productivity lives where focus, structure, and accountability meet. Everything else can be chalked up to theater.
The real kicker? Most HR teams aren’t struggling because they lack talent or creativity. They’re drowning in repetitive work and scattered data. Luckily, agentic AI can connect dots, orchestrate processes, and free humans to do what humans do best: make judgment calls that actually matter.
From automation to agency: Why agentic AI is a new era for HR tech
And why HR needs to be leading the charge. Ahead of his appearance at UNLEASH World, Everest Group’s Vice President Sharath Hari shares how HR can position itself “not just as an adopter, but as a catalyst for enterprise-wide agentic AI transformation” in this exclusive UNLEASH OpEd.
www.unleash.ai
November 4, 2025 at 1:30 PM
The real kicker? Most HR teams aren’t struggling because they lack talent or creativity. They’re drowning in repetitive work and scattered data. Luckily, agentic AI can connect dots, orchestrate processes, and free humans to do what humans do best: make judgment calls that actually matter.
Ah yes... the “996” grind is back. Work 9 a.m. to 9 p.m., six days a week, and somehow productivity will magically appear. Spoiler: it won’t.
Here’s the thing: real productivity isn’t about hours logged. It’s about insightful action, efficient workflows, and removing the busywork that eats up time.
Here’s the thing: real productivity isn’t about hours logged. It’s about insightful action, efficient workflows, and removing the busywork that eats up time.
The grind culture that birthed many Big Tech companies from Google to Amazon is back.
As the AI race heats up, startups are promoting hardcore cultures like “996,” or working 9 a.m. to 9 p.m., six days a week.
As the AI race heats up, startups are promoting hardcore cultures like “996,” or working 9 a.m. to 9 p.m., six days a week.
Why these companies insist on a 72-hour work week
Start-ups are promoting hardcore cultures such as “996,” meaning working from 9 a.m. to 9 p.m. six days a week, as they race to compete in AI.
www.washingtonpost.com
October 29, 2025 at 1:46 PM
Ah yes... the “996” grind is back. Work 9 a.m. to 9 p.m., six days a week, and somehow productivity will magically appear. Spoiler: it won’t.
Here’s the thing: real productivity isn’t about hours logged. It’s about insightful action, efficient workflows, and removing the busywork that eats up time.
Here’s the thing: real productivity isn’t about hours logged. It’s about insightful action, efficient workflows, and removing the busywork that eats up time.
HR has scaled strategy. But execution lives with managers who are under-trained and still expected to drive results.
The opportunity? AI as the last-mile enabler. Not dashboards, but smart nudges. Decision support in real time.
That’s how you close the performance gap, not another survey.
The opportunity? AI as the last-mile enabler. Not dashboards, but smart nudges. Decision support in real time.
That’s how you close the performance gap, not another survey.
October 28, 2025 at 2:31 PM
HR has scaled strategy. But execution lives with managers who are under-trained and still expected to drive results.
The opportunity? AI as the last-mile enabler. Not dashboards, but smart nudges. Decision support in real time.
That’s how you close the performance gap, not another survey.
The opportunity? AI as the last-mile enabler. Not dashboards, but smart nudges. Decision support in real time.
That’s how you close the performance gap, not another survey.
Step 1: hire people.
Step 2: ???
Step 3: profit.
In the AI era, Step 2 is being redefined.
Per Draup’s Vamsee Tirukkala, HR isn’t just managing people — it’s mapping work itself. What tech can do, what humans should, and where the two meet. It all starts with better data.
Step 2: ???
Step 3: profit.
In the AI era, Step 2 is being redefined.
Per Draup’s Vamsee Tirukkala, HR isn’t just managing people — it’s mapping work itself. What tech can do, what humans should, and where the two meet. It all starts with better data.
AI is changing the equation for the future of enterprise
Don’t like algebra? Here are the variables HR needs to consider amid the AI transformation.
www.hr-brew.com
October 22, 2025 at 12:50 PM
Step 1: hire people.
Step 2: ???
Step 3: profit.
In the AI era, Step 2 is being redefined.
Per Draup’s Vamsee Tirukkala, HR isn’t just managing people — it’s mapping work itself. What tech can do, what humans should, and where the two meet. It all starts with better data.
Step 2: ???
Step 3: profit.
In the AI era, Step 2 is being redefined.
Per Draup’s Vamsee Tirukkala, HR isn’t just managing people — it’s mapping work itself. What tech can do, what humans should, and where the two meet. It all starts with better data.
HR’s priority isn’t culture decks or swag. It’s making managers better and faster.
Performance lives or dies at the team level. AI can boost it, but only if the humans leading teams know what they’re doing.
Invest in the last mile of performance: people leadership.
Performance lives or dies at the team level. AI can boost it, but only if the humans leading teams know what they’re doing.
Invest in the last mile of performance: people leadership.
October 21, 2025 at 12:40 PM
HR’s priority isn’t culture decks or swag. It’s making managers better and faster.
Performance lives or dies at the team level. AI can boost it, but only if the humans leading teams know what they’re doing.
Invest in the last mile of performance: people leadership.
Performance lives or dies at the team level. AI can boost it, but only if the humans leading teams know what they’re doing.
Invest in the last mile of performance: people leadership.
The dirty secret? Most orgs don’t have a performance issue. They have a manager issue.
HR has the playbook. AI is the accelerator. But without enabling managers, it stalls.
AI is the last mile of performance if we use it to turn insight into action.
HR has the playbook. AI is the accelerator. But without enabling managers, it stalls.
AI is the last mile of performance if we use it to turn insight into action.
October 15, 2025 at 2:41 PM
The dirty secret? Most orgs don’t have a performance issue. They have a manager issue.
HR has the playbook. AI is the accelerator. But without enabling managers, it stalls.
AI is the last mile of performance if we use it to turn insight into action.
HR has the playbook. AI is the accelerator. But without enabling managers, it stalls.
AI is the last mile of performance if we use it to turn insight into action.
AI won't fix hiring if it replaces the human connection.
Blair Kennard argues: Use tech to scale, not to sideline trust.
68% of candidates say personal interaction matters.
AI can speed up the how, but humans still drive the why.
Blair Kennard argues: Use tech to scale, not to sideline trust.
68% of candidates say personal interaction matters.
AI can speed up the how, but humans still drive the why.
Tech-Enabled, People-Centered: The New Staffing Paradigm - HR Daily Advisor
There are very high expectations for how artificial intelligence (AI) will influence modern business practices. And this is for very good reason. After years marked by speculation and incremental advancements, AI has transitioned from theoretical discussions to tangible integration within our professional and personal lives.
hrdailyadvisor.com
October 14, 2025 at 1:46 PM
AI won't fix hiring if it replaces the human connection.
Blair Kennard argues: Use tech to scale, not to sideline trust.
68% of candidates say personal interaction matters.
AI can speed up the how, but humans still drive the why.
Blair Kennard argues: Use tech to scale, not to sideline trust.
68% of candidates say personal interaction matters.
AI can speed up the how, but humans still drive the why.
73% of companies are running on “fast food data”; low quality, siloed, disconnected. No surprise their AI & BI fail. Productivity isn’t about more dashboards. It’s about turning data into real-time feedback loops that reach the people who actually act on it.
Why People, Not Just Data, Hold the Key to Productivity
GUEST COLUMN: Philip RobertsManaging DirectorPOET Systems When business intelligence is mentioned in the context of manufacturing, the conversation often
businessnewswales.com
October 9, 2025 at 12:30 PM
73% of companies are running on “fast food data”; low quality, siloed, disconnected. No surprise their AI & BI fail. Productivity isn’t about more dashboards. It’s about turning data into real-time feedback loops that reach the people who actually act on it.
The ROI of employee experience is now measurable.
It is not about snacks or perks; it is about hard numbers.
Better workplace management leads to improved retention, lower costs, and higher productivity.
This is the new language for a better bottom line.
It is not about snacks or perks; it is about hard numbers.
Better workplace management leads to improved retention, lower costs, and higher productivity.
This is the new language for a better bottom line.
Employee Experience ROI: The Business Case for Experience-Driven Workplace Management
UC Today covers Collaboration news including Future of Work, Hybrid Work, Productivity, Workplace Management and more.
www.uctoday.com
October 3, 2025 at 12:48 PM
The ROI of employee experience is now measurable.
It is not about snacks or perks; it is about hard numbers.
Better workplace management leads to improved retention, lower costs, and higher productivity.
This is the new language for a better bottom line.
It is not about snacks or perks; it is about hard numbers.
Better workplace management leads to improved retention, lower costs, and higher productivity.
This is the new language for a better bottom line.
Forget glossy corporate strategies.
Your frontline managers are the last mile of execution.
If they can't turn a plan into action; from hiring to coaching; your "strategy" is just a PowerPoint deck.
Manager effectiveness is where performance lives or dies.
#Leadership #Strategy #Management
Your frontline managers are the last mile of execution.
If they can't turn a plan into action; from hiring to coaching; your "strategy" is just a PowerPoint deck.
Manager effectiveness is where performance lives or dies.
#Leadership #Strategy #Management
September 30, 2025 at 12:46 PM
Forget glossy corporate strategies.
Your frontline managers are the last mile of execution.
If they can't turn a plan into action; from hiring to coaching; your "strategy" is just a PowerPoint deck.
Manager effectiveness is where performance lives or dies.
#Leadership #Strategy #Management
Your frontline managers are the last mile of execution.
If they can't turn a plan into action; from hiring to coaching; your "strategy" is just a PowerPoint deck.
Manager effectiveness is where performance lives or dies.
#Leadership #Strategy #Management
65% of entry-level workers (most without degrees) are already using AI on the job. Not because they had to—because they wanted to.
What they need isn’t more hype.
It’s time, clarity, and support.
#AIatWork #HR #FutureOfWork
What they need isn’t more hype.
It’s time, clarity, and support.
#AIatWork #HR #FutureOfWork
Looking to drive AI adoption? Don't overlook this talent pool with a big 'appetite' for the tech
A recent survey of entry-level employees, most without college degrees, found that 65% are successfully using AI in the workplace.
hrexecutive.com
September 25, 2025 at 1:48 PM
65% of entry-level workers (most without degrees) are already using AI on the job. Not because they had to—because they wanted to.
What they need isn’t more hype.
It’s time, clarity, and support.
#AIatWork #HR #FutureOfWork
What they need isn’t more hype.
It’s time, clarity, and support.
#AIatWork #HR #FutureOfWork
Stop dumping HR tasks on managers and calling it “self-service.”
They’re burnt out. Overloaded. And your HR “solution” just added more.
If your pitch doesn’t make a manager’s job easier, it’s not a solution. It’s just offloading.
#HR #PeopleOps #ManagerExperience
They’re burnt out. Overloaded. And your HR “solution” just added more.
If your pitch doesn’t make a manager’s job easier, it’s not a solution. It’s just offloading.
#HR #PeopleOps #ManagerExperience
September 23, 2025 at 2:46 PM
Stop dumping HR tasks on managers and calling it “self-service.”
They’re burnt out. Overloaded. And your HR “solution” just added more.
If your pitch doesn’t make a manager’s job easier, it’s not a solution. It’s just offloading.
#HR #PeopleOps #ManagerExperience
They’re burnt out. Overloaded. And your HR “solution” just added more.
If your pitch doesn’t make a manager’s job easier, it’s not a solution. It’s just offloading.
#HR #PeopleOps #ManagerExperience
HR didn’t lose credibility because of bad tech. It lost it by hiding behind excuses.
Efficiency isn’t transformation. It’s table stakes.
If you can’t tie your spend to revenue, retention, or productivity, you’re not leading change — you’re stalling it.
#HR #PeopleOps #FutureOfWork
Efficiency isn’t transformation. It’s table stakes.
If you can’t tie your spend to revenue, retention, or productivity, you’re not leading change — you’re stalling it.
#HR #PeopleOps #FutureOfWork
September 22, 2025 at 12:31 PM
HR didn’t lose credibility because of bad tech. It lost it by hiding behind excuses.
Efficiency isn’t transformation. It’s table stakes.
If you can’t tie your spend to revenue, retention, or productivity, you’re not leading change — you’re stalling it.
#HR #PeopleOps #FutureOfWork
Efficiency isn’t transformation. It’s table stakes.
If you can’t tie your spend to revenue, retention, or productivity, you’re not leading change — you’re stalling it.
#HR #PeopleOps #FutureOfWork
HR is under pressure. Too many priorities, not enough support. AI adds to the pressure, but it’s also the unlock. The data is there, HR just needs to turn it into real-time insight. That means faster decisions and a tighter connection to the business. It’s not just transformation. It’s survival.
AI is doing job interviews now—but candidates say they'd rather risk staying unemployed than talk to another robot
Job-seekers tell Fortune they’re outright refusing to do AI interviews, calling them dehumanizing and a red flag for bad company culture.
fortune.com
September 8, 2025 at 12:33 PM
HR is under pressure. Too many priorities, not enough support. AI adds to the pressure, but it’s also the unlock. The data is there, HR just needs to turn it into real-time insight. That means faster decisions and a tighter connection to the business. It’s not just transformation. It’s survival.
The 996 work model is gaining attention in the U.S. tech scene.
But research shows productivity declines after 55 hours, leading to burnout and health risks.
HR leaders must prioritize sustainability and well-being.
A rested team always wins.
But research shows productivity declines after 55 hours, leading to burnout and health risks.
HR leaders must prioritize sustainability and well-being.
A rested team always wins.
What HR should know about 996
The ethos making headlines in Silicon Valley impacts wellness as well as productivity.
www.hr-brew.com
September 7, 2025 at 12:31 PM
The 996 work model is gaining attention in the U.S. tech scene.
But research shows productivity declines after 55 hours, leading to burnout and health risks.
HR leaders must prioritize sustainability and well-being.
A rested team always wins.
But research shows productivity declines after 55 hours, leading to burnout and health risks.
HR leaders must prioritize sustainability and well-being.
A rested team always wins.