Ep: 37 — A Blueprint for Regional Leadership: What Every CHRO Needs to Understand about Supply Chain Risk and Responsibility

Alan explores how global employment models create blind spots in the value chain. He discusses how neglecting strong workforce strategies risks liability and suggests empowering regional leaders to maintain oversight and reduce fiscal shocks in a changing market.   Key Takeaways:   Adaptable Human Resource Managers are essential to business success. [2:14] HR practices drive regional and global business outcomes. [4:37] Economic models that shape global HR delivery. [6:05] Country-by-country examples of how to achieve regional HR success. [6:52]   Resources:    CHRO Association Wild Side Podcast Archive Alan Wild on LinkedIn [email protected] CHRO Upcoming Events  

The shift from Milton Friedman's "the business of business is business" to the era of the activist CEO has reshaped the modern workplace. While the rise of corporate political speech initially empowered employees, it also triggered a wave of polarization and internal dissent. As leaders begin to quiet, is a return to executive neutrality actually the secret to a better employee experience?   Key Takeaways:   A CEO's public statements about social issues. [1:50] The rise of open social warfare in the workplace. [4:09] Corporate navigation of liberalized speech. [6:51] 5 Protocols to minimize the impact of employee activism. [10:09]   Resources:    CHRO Association Wild Side Podcast Archive Alan Wild on LinkedIn [email protected] CHRO Upcoming Events  

It's impossible to ignore the flood of AI content in HR today—much of it generated by AI itself. At the CHRO Association, we provide expert guidance led by IBM's Nickle LaMoreaux: AI is 'the big thing' for a reason, as it will reshape work globally. HR leaders are pivotal to this success, but first, they must master five global challenges.   Key Takeaways:   In the age of AI, a CHRO needs to embrace rapid and continuous change. [1:53] Global AI challenges, by country. [2:46] Building an environment of trust. [3:53] Implementing AI tools with Trade Unions and Work Councils. [4:53] AI compliance requirements. [6:36]   Resources:    CHRO Association Wild Side Podcast Archive Alan Wild on LinkedIn [email protected] CHRO Upcoming Events

In the U.S., many companies are gripped by a "union-free" obsession, pouring massive budgets into positive employee relations programs that often feel anything but positive to the actual workers. While these expensive strategies are designed to keep unions at bay, they frequently miss the mark on what actually drives a business forward.   Alan explains how a true "Employee Experience" agenda is broader and more proactive than simple union avoidance, as it focuses on performance and culture rather than defense.   Key Takeaways:   Streamlining U.S. Labor Relations for Lower Cost. [2:39] US union membership data [4:33] Executive union anxiety exceeds actual risk. [6:08] Positive employee relations? [7:27] Employee experience and high-performance workforce agenda. [9:11]   Resources:    CHRO Association Wild Side Podcast Archive Alan Wild on LinkedIn [email protected] CHRO Upcoming Events  

Demands on ER functions have increased in recent years and show no signs of slowing. In part two of the blueprint for success in 2026 Wild Side Pod, Alan offers a practical look at the initiatives that will lead to Employee Relations success this year.   Alan covers three practical high-impact strategies that increase success potential. The building blocks of an essential ERT calendar, leveraging data to predict areas of risk, and establishing ER competence deep within the organization.   Key Takeaways:   Constructing an Employee Relations calendar. [2:33] Anticipating disruptions through risk assessment and prediction. [5:24] Limitations of employee engagement surveys. [9:13] Building Employee Relations competence in line management. [12:07]   Resources:    CHRO Association Wild Side Podcast Archive Alan Wild on LinkedIn [email protected] CHRO Upcoming Events

The Wild Side Pod kicks off the New Year by providing Employee Relations leaders with a strategic blueprint for success in 2026. Alan emphasizes the importance of securing a seat at the decision-making table and details how to organize for success. He provides a framework for mastering role clarity, elevating employee experience and engagement by fostering the relationships necessary for the fair and fast resolution of workplace issues.   Key Takeaways:   How ER Managers can set themselves up for success in 2026. [3:47] Employee Relations leaders must prepare for strategy meetings. [5:17] Be clear about your role and contribution. [9:35] Three pillars of employee and labor relations. [11:19] The three elements of labor representation. [16:01] ER leaders develop relationships with employees and working teams. [17:38] Fair and fast resolution of ER issues. [20:38]   Resources:    CHRO Association Wild Side Podcast Archive Alan Wild on LinkedIn [email protected] CHRO Upcoming Events  

The Wild side updates the traditional poem by Clement Clarke-Moore … "A visit from Saint Nicholas" into a modern-day setting involving offshoring, sustainability complaints, and strike action in Santa's workshop.    'Twas the night before Christmas, the elves were on strike, not a candy cane ready, no presents in sight.  The workshop lay quiet, with Christmas in doubt, the headlines on Reddit were "out comrades out".   Tune in to find out if an Employee Relations hero can step in to save Christmas … of course, she can. Key Takeaways:   An ode to workplace negotiations. [1:36] Resources:    HR Policy Association Wild Side Podcast Archive Alan Wild on LinkedIn [email protected] HR Policy Upcoming Events

For the specialists dealing with European Works Councils, this is for you. The European Works Council (EWC) 3.0 directive has been agreed upon by the Council of Ministers, European Commission, and Parliament. While this new text is less detrimental to businesses than initial proposals (which included penalties and injunctions against restructuring), it still necessitates negotiations for every existing EWC agreement. Crucially, pre-1996 EWC agreements will need to be replaced. This can be managed effectively with careful planning.   Key Takeaways:   Every EWC agreement in the database must be renegotiated. [3:43] Agreements are minimum provisions used to heal relationships. [7:01] An example of negotiatory and consultative approaches. [9:55] How will wise companies address the directive? [11:48] Resources:    HR Policy Association Wild Side Podcast Archive Alan Wild on LinkedIn [email protected] HR Policy Upcoming Events  

Current restructuring processes are wasteful and detrimental to employee engagement. As AI-driven productivity replaces offshoring, it's time to stop restructuring and start remodelling. This is not about simply upgrading to "durable bags" as supermarkets did; it's about a more fundamental shift in how we value our employees. Listen in to learn more.     Key Takeaways:   Issues with the current workforce restructuring model. [2:57]   A progressive workforce remodelling process better adapts to a company's needs. [6:05]   In modern management, old versions of the restructuring model are still prevalent. [8:18]   Tips for building a skills-renewal model that replaces outdated workforce restructuring. [11:01] Resources:    HR Policy Association Wild Side Podcast Archive Alan Wild on LinkedIn [email protected] HR Policy Upcoming Events  

A question often asked, especially by those new to international Employee Relations, is how to manage massive global responsibilities—sometimes across 100+ countries—without adequate resources. Many have learned that simply complaining or begging for more headcount does not work. We have all been there and have the t-shirt to prove it.   The most effective way to build a stronger team and secure the resources you need is to prove your worth to the business. I know it seems counterintuitive—that you will get more resources only after you've shown you can manage without them—but that is the reality of our role. In my experience, three things truly matter when making the business case for a larger team...   Key Takeaways:   How to measure risks and identify country hot spots in Employee Relations. [2:53] Three elements to evaluate to mitigate risk. [5:54]  Build an internal and external Employee Relations risk map. [7:01] Evaluate the Employee Relations Team's skills to reduce risk. [11:15] Resources:    HR Policy Association Wild Side Podcast Archive Alan Wild on LinkedIn [email protected] HR Policy Upcoming Events