Andrew Marritt

Our latest Aptitude Research report on Global HR Trends and Transformation highlights a significant shift in HR. HR is no longer just about managing people—it’s about leading a dynamic ecosystem that integrates talent, technology, AI, and data. Key findings include: - HR leaders are increasingly acting as both strategic people managers and digital innovators. - Tools like talent intelligence platforms and AI-driven solutions are essential for streamlining processes, enhancing decision-making, and delivering measurable value. - Workforce data is now critical for providing actionable insights that influence hiring, development, and retention strategies. This shift positions HR as a vital driver of organizational transformation, ensuring it aligns with company culture and long-term business goals. Companies that integrate these elements are not only staying competitive but also creating thriving workplaces where employees and the business excel. The report explores the trends, challenges, and opportunities facing HR leaders today and provides actionable insights for navigating this transformation. Full report is in the comments. #hrtechconf #hrtech #ai #talentintelligence

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How can HR deliver efficient, scalable support and keep the experience deeply human? From Ulrich’s “three-pillar stool” to today’s agentic AI teams, the goal posts keep moving. The sweet spot now lies in employee-first design powered by smart automation. 🔹 Flip the loop. Let AI agents handle the repetitive, while people stay on the loop for judgement and care. 🔹 Think in products, not processes. Cross-functional “EX product teams” own journeys end-to-end. 🔹 Structure knowledge for machines & humans. Tidy content, clear policies, zero-click answers. 🔹 Measure what matters. Employee NPS + case reduction = win-win. When HR tech is built from an employee’s point of view, efficiency fuels empathy instead of fighting it. Learn more in my latest piece, here 👉

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𝗖𝗹𝗮𝗿𝗶𝗳𝘆𝗶𝗻𝗴 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗦𝗸𝗶𝗹𝗹𝘀 𝗳𝗼𝗿 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 The fundamental role of #HR is building the right workforce skills. But identifying the right capabilities can be a nightmarishly complex task. Here's a potential solution: The Global Skills Taxonomy Adoption Toolkit. It introduces a shared skills structure making it much easier to identify and address skill requirements. Enjoy! Alec Levenson, Dave Millner, Nicole Lettich, Igor Menezes, Raja Sengupta https://lnkd.in/enE39FeE

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What if People Analytics isn’t a dashboard or a reporting function? What if it’s the very way HR stays alive? Niklas Luhmann, the systems theorist, argued that any system can only survive by referencing itself. But to do that, it must describe itself. It must distinguish between “what belongs to us” and “what belongs to the environment.” Without this descriptive layer, a system risks solipsism: turning endlessly inward, blind to the world around it. Sound familiar? HR without People Analytics risks just that. We reproduce forms, policies, and compliance codes but without a descriptive sensorium, we can’t see what’s actually happening in our environment: employee experience, cultural variance, the early signals of organizational trauma. This is where People Analytics becomes essential. It’s not about KPIs or dashboards. It is not about fancy statistical models beyond the grasp of organizational leaders. It’s about creating the distinctions that allow HR to metabolize variance instead of being overwhelmed by it. It’s the way HR differentiates itself from its environment without losing touch with it. Finance stewards capital. HR stewards variance. And People Analytics is how HR gives itself the descriptive power to do that work. Without it, HR continues its present collapse into noise and bureaucracy. With it, HR has the chance to transform, becoming not just an administrative arm, but the nervous system that helps organizations sit with discomfort, metabolize change, and adapt. Maybe the question for us isn’t: How do we make People Analytics more strategic? Maybe it’s: How do we make HR describable to itself, so it can finally become what it’s meant to be?

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Shared Accountability for HR Decisions in the Age of AI (Some thoughts beyond the Mobley v Workday case) The Mobley v Workday case is far from decided but its eventual outcome (win or lose- see links below) is unlikely to close the HR equivalent of Pandora’s box that was opened May 16 when a federal judge allowed a class action suit to go forward against a Technology Solutions Suppliers. Reading the court’s document (see links below), it makes perfect sense to me why Workday was put in the hot seat alone but, in the future, the accountability of every solutions supplier (AI infused or not) is going to be weighed alongside every employer’s use of that technology in terms of their intent, negligence, and compliance with recently passed laws and regulations, the Equal Protection Clause of the 14 Amendment and Title VII civil rights legislation. Both parties each share a degree of accountability. This is a major change from quietly managing the legal issues brought by individuals and a few small class action suits against employers (EEOC collected 700 million dollars in penalties in 2024 over employment related issues) to a very public perception about company practices and the tech that supports them. https://lnkd.in/e6KNhkb4

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The World Economic Forum just released its Chief People Officers Outlook — and it reinforces something I’ve believed for a while: the people function is no longer a “support” role. It’s now central to resilience, transformation, and growth. Reading the report, a few things stood out to me through our "More, Better, Now" lens: - More (availability of Talent) → Companies are rethinking structures and talent models, with global, flexible approaches emerging as a real advantage. - Better (Talent quality) → Culture and purpose are back at the top of the agenda. In an era of fragmented work and shifting expectations, leaders need to actively foster cohesion and trust — especially as AI reshapes how we work. - Now (Talent movement) → AI is the urgent frontier. Redesigning jobs, upskilling people, and protecting against risks like skill loss and inequity aren’t “future” issues anymore — they’re today’s priorities. I also loved one line from a CPO in the report: “You can’t separate people and business anymore.” That feels like the essence of More, Better, Now — building systems that deliver more performance, developing leaders who do it better, and focusing on what matters right now. Worth a read if you’re thinking about the future of work: https://lnkd.in/dJ-cWqAX Something that Angela Lane and I will start off with in the upcoming Strategic Talent Management program at Porto Business School. DM me if you consider attending. #TalentStrategy #talentmanagement #MoreBetterNow #CHRO #CPO

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The HR function is at a crossroads. Generative AI is no longer a buzzword, it’s reshaping how we recruit, engage, and develop talent. The real question is: are we ready to apply it meaningfully? On Saturday, 27 September (9 AM – 1 PM IST), I’ll be facilitating a hands-on online workshop designed to help HR professionals move from curiosity to implementation. This isn’t theory—it’s practice. Together, we’ll: 🔹 Explore Gen AI use cases across the employee lifecycle 🔹 Learn prompt engineering in simple, practical ways 🔹 Build an HR chatbot, step by step 🔹 Study real-world case studies and templates you can apply immediately If you’ve been wondering how to bring AI into your HR toolkit, this is the right place to begin. Seats are limited. Register here: https://luma.com/qislpb9x Sanika Sarmalkar, Shaurya Gautam, Kimberley Castanha, Megha U, Vanshita Agarwal, TeamLease Digital, TeamLease Digital Global (formerly hrtech)

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Most People Don’t Know Where Tech Falls Short Insight Gets Lost Without Human Context Tech moves fast, but it often misses what really matters in critical search decisions. That’s where human context comes in. I combine data with expert psychological insight, so decisions aren’t just faster, they’re sharper. Having supported 100+ clients, I’ve seen how clarity builds when interpretation matches business reality. My reports highlight leadership style, adaptability, and team fit, all without slowing the process. 💬 “He makes complex information relatable at board level and beyond.” When the stakes are high, dashboards alone don’t build trust. Clarity does. The image below shows where tech alone can unravel - are your insights losing context?

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There are few people in TA leadership roles who haven't been asked to cut budgets and do more with less. In this week's TA Disruptors Podcast, the practical and no-nonsense Director of TA at First Bus, Angela Renfrew, shares how she has dealt with this challenge in a 14,000 person organisation. Some of the highlights are:  🔢 Translating TA metrics into business outcomes managers care about 📊 Using Business Intelligence tools and ATS dashboards to demonstrate the TA landscape to Hiring Managers ⌚ Winning credibility with quick fixes before tackling bigger shifts like scrapping CVs  No theory. No fluff. Just a seasoned practitioner showing how to use data to win trust and drive change.  💡 Plus: We also cover why automation should start in your ATS, how to reskill traditional hiring managers for the age of AI, and the hidden risks of ChatGPT-generated CVs. Link to podcast in the first comment. #arcticshores #tadisruptors #recruitment

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