Directionally Correct, A People Analytics Podcast

Check out this episode of the #1 people analytics podcast with special guest, Scott Hines, Previous Co-Host of Directionally Correct! In this long-awaited reunion episode, Cole and Scott reconnect after Scott's time away from the mic, diving into a candid, wide-ranging conversation that blends humor, reflection, and sharp insight on the evolving world of work, technology, and people analytics. The discussion opens with Scott’s decision to step away from the podcast, driven in part by personal reflection following the loss of his mother and a reassessment of how he spends his time. What follows is an honest look at the hidden effort behind content creation, the opportunity cost of side projects, and the reality that even passion projects can become demanding commitments. As the conversation unfolds, the two explore how advances in AI are reshaping not just workflows, but the very nature of knowledge work itself. From fully automated academic research to AI-powered coding and reporting tools, they reflect on the accelerating pace of change and the tradeoffs that come with it, including the subtle erosion of foundational skills. At the same time, they wrestle with the paradox of wanting to stay current in a rapidly evolving tech landscape while avoiding the noise, hype, and constant distractions that come with it. This tension shows up in their discussion of digital minimalism, notification fatigue, and the idea of building a “command center” for life and work. The episode also revisits core people analytics topics, including the relationship between cognitive ability and personality, the nuances of assessment design, and the ongoing debate around prediction, fairness, and subgroup differences. Scott brings his signature analytical lens, while Cole connects these ideas back to real-world applications and the future of workforce strategy. They also touch on broader societal themes, from generational shifts in workplace behavior to the potential long-term impacts of pandemic-era disruptions on social and cognitive development. True to form, the episode mixes depth with levity. The duo riff on everything from the “Gen Z stare” to the absurdity of hyper-competitive pickleball, while also tackling more serious ideas like workplace surveillance, the changing nature of organizations in an AI-driven world, and whether academia should still be viewed as a calling or simply another job under pressure. Throughout, there’s a consistent thread: questioning assumptions, challenging norms, and trying to make sense of a world where the boundaries between human and machine capabilities are increasingly blurred. The episode closes on a high note with updates on Scott’s new role at HRBench and Cole’s continued growth of the podcast and broader ecosystem, signaling that while things evolve, the core mission of exploring people analytics and the future of work remains as strong as ever. If you like this episode, you’d also love exploring prior episodes—visit colenapper.com for the full archive and show links.

Check out this episode of the #1 people analytics podcast with special guest, Neil Morelli, Senior Director, Human+AI Collaboration and Workforce Transformation at Salesforce! If you like this episode, go ahead and sign up for Neil’s newsletter People-first AI! In this wide-ranging and deeply engaging conversation, Cole Napper sits down with Neil to unpack one of the most important shifts happening in the workplace today: AI workforce transformation. Rather than treating AI as just another tool, Neil explains how organizations are now rethinking the very nature of work itself. At the center of this shift is a move away from focusing purely on “jobs” or “tasks” and toward understanding work as dynamic units of value creation, where humans and AI systems collaborate in increasingly complex ways. Neil shares how AI introduces what feels like a new category of “digital talent,” fundamentally changing how organizations think about workforce composition, productivity, and value delivery. This shift requires leaders to rethink not just roles, but how work is structured, measured, and optimized. The conversation explores how organizations are beginning to adopt more economic-style thinking—focusing on value-added work versus overhead—and how new forms of observability are making it easier to measure contributions from both humans and AI systems. A major theme throughout the episode is the importance of mental models and frameworks for working effectively with AI. Neil emphasizes that success with AI isn’t about mastering prompt engineering tricks, but about breaking down problems, structuring work intelligently, and even using AI to help design better workflows. This “use AI to use AI” mindset becomes a powerful way to scale both individual and organizational capability. The discussion also dives into the evolving role of people analytics and workforce planning. Neil and Cole highlight how traditional analytics must now integrate more deeply with workforce planning, economics, and business strategy. The future belongs to practitioners who can bridge quantitative rigor with qualitative understanding of skills, motivation, and human behavior. Importantly, the episode doesn’t shy away from the human side of transformation. Neil discusses the psychological barriers to AI adoption, including fear, reduced psychological safety, and misconceptions about value and performance. He underscores that leadership behavior is critical—when managers model AI usage and create supportive environments, adoption accelerates. Without that, even the best tools and mandates fall flat. The conversation also touches on experimentation, collaboration, and the evolving nature of expertise. While AI democratizes access to capabilities, Neil argues that domain expertise remains essential for judgment, validation, and accountability. As organizations navigate uncertainty, the ability to be “directionally correct” becomes more valuable than ever. Blending practical insights with forward-looking perspective, this episode offers a thoughtful exploration of how AI is reshaping work, organizations, and the role of human talent in 2026 and beyond. If you like this episode, you’d also love exploring prior episodes—visit colenapper.com for the full archive and show links.

Check out this episode of the #1 people analytics podcast with special guests, Maria Nolazco Masson, People Operations, Analytics & Systems Senior Manager at IPSY & Paola Alfaro, Founder at HumanWorks! In this wide-ranging and deeply honest conversation, host Cole Napper explores what is really happening in the people analytics space across Latin America, the challenges professionals in the region face as the discipline matures, and why the future may be far brighter than many expect. Maria and Paola share firsthand perspectives from inside the rapidly evolving LATAM people analytics community. Rather than inheriting mature analytics infrastructures like many organizations in North America or Europe, many companies across Latin America are building the plane while flying it—creating people analytics capabilities from scratch while simultaneously educating leaders on the value of workforce data. The conversation highlights how professionals in the region are navigating limited resources, fragmented systems, and a lack of established data teams while still pushing the field forward. Maria reflects on her unconventional path into analytics, beginning with operational HR reporting and gradually evolving into deeper data work across systems, dashboards, and storytelling. She shares how her early career focused heavily on technical execution—pulling data, building charts, and automating reports—before she realized the real impact comes from translating numbers into narratives that influence decisions. Today, her focus is on helping organizations move beyond descriptive dashboards toward meaningful insights that actually shape business outcomes. Paola complements this perspective by discussing the realities of consulting with organizations that often lack the foundational data infrastructure required for analytics. Her work frequently begins not with optimization, but with education—helping leaders understand what data governance, data culture, and analytical thinking even look like in practice. She also discusses her early “aha moment” discovering people analytics as a discipline and how that experience shaped her mission to bring more structured analytics methodologies into HR across Latin America. Throughout the discussion, the group explores several themes shaping the future of the field: the growing influence of AI on analytics workflows, the importance of data governance as organizations scale their analytics capabilities, and the rising need for professionals who can translate insights into action. Maria and Paola both emphasize that while tools and automation are accelerating rapidly, human context, interpretation, and influence remain essential to turning data into impact. The episode also highlights the growing momentum of the LATAM people analytics community itself. Paola shares how regional leaders are building stronger networks, launching conferences, and creating communities where practitioners can collaborate, learn, and accelerate the adoption of workforce analytics practices across countries. This spirit of collaboration, adaptability, and curiosity may ultimately become Latin America’s greatest advantage as the field evolves globally. Along the way, the conversation touches on personal career growth, navigating impostor syndrome, building confidence with data, mentoring the next generation of professionals, and balancing technical expertise with the communication skills required to influence executives. Both guests bring thoughtful, candid perspectives on what it really takes to grow in a field that continues to reinvent itself. If you like this episode, you’d also love exploring prior episodes—visit colenapper.com for the full archive and show links.

Check out this episode of the #1 people analytics podcast with special guest, Dr. Paula Caligiuri, Distinguished Professor at Northeastern University, Co-Founder of Skiilify, Best-Selling Author, Podcast Host of “International Business Today”! In this wide-ranging and deeply insightful conversation, host Cole Napper sits down with one of the world’s leading scholars on global talent, cultural agility, and international business to explore how work, careers, and human capability are evolving in a time of rapid technological and geopolitical disruption. The discussion begins with Paula’s decades of research on global mobility and expatriate success, where she studied how individuals adapt when working across cultures and unfamiliar environments. Drawing on her early work examining personality predictors of expatriate success, Paula explains why traits such as openness to experience and extraversion often predict who thrives in new and complex contexts. While traditional expatriate assignments have declined, the underlying challenge—humans operating outside familiar environments—has only intensified. Today, novelty comes to us rather than us traveling to it, as employees increasingly work across global teams, industries, generations, and rapidly changing technologies. From there, the conversation shifts toward cultural agility, a concept Paula has championed throughout her career. Rather than simply adapting to new situations, cultural agility involves knowing when to adapt, when to maintain your own standards, and when to help create new norms. In a world where AI, automation, and shifting labor markets are transforming jobs at unprecedented speed, these capabilities are becoming essential. Paula argues that while technology continues to reshape work, the human skills that help people navigate complexity—curiosity, humility, resilience, perspective taking, and relationship orientation—are becoming more important, not less. Cole and Paula also explore the growing conversation around skills-based organizations and the changing nature of talent management. As technical skills evolve rapidly and often have a shorter half-life than ever before, organizations must think carefully about how they build durable human capabilities that allow workers to move fluidly between roles, industries, and challenges. Paula shares insights from both academic research and real-world experimentation through her company Skillify, which helps individuals develop these capabilities through tools designed to build cultural agility across different stages of life and career. The conversation also explores Paula’s professional journey—balancing roles as a professor, entrepreneur, author, and podcast host. She reflects on the importance of translating academic insights into ideas practitioners can apply. Along the way, Paula offers practical advice for professionals seeking to build meaningful careers and strong personal brands, emphasizing the importance of understanding what you want your reputation to represent and consistently aligning your work with that purpose. Throughout the episode, Cole and Paula connect the dots between global labor dynamics, AI disruption, workforce transformation, and the future of human capability—offering a thought-provoking discussion about what it means to succeed in an era defined by uncertainty and constant change. If you like this episode, you’d also love exploring prior episodes—visit colenapper.com for the full archive and show links.

Check out this episode of the #1 people analytics podcast with special guest, Dr. Gary Russo, Executive Director of Workforce Intelligence at Providence Health! In this wide-ranging and deeply human conversation, Cole sits down with Gary to explore what it really means to build and sustain a people analytics function for more than a decade inside one of the largest not-for-profit health systems in the United States. Gary reflects on hitting his ten-year mark at Providence Health & Services and what it takes to move beyond the AI hype cycle that has dominated so many analytics conversations. Rather than chasing headlines, he shares how real progress often happens in small, unglamorous steps: defining terms, building trust, clarifying governance, and laying foundations so better decisions can take root years later. From early debates about what “analytics” even meant to establishing strategic HR data governance across dozens of executives, Gary explains why perseverance and continuity of vision matter more than any single dashboard or model. The discussion dives into how healthcare fundamentally differs from other industries. In a world where leaders can honestly say they skipped your email because they were saving lives, prioritization hits differently. Gary unpacks the unique reimbursement model of healthcare, where organizations are rewarded when patients get well and do not return—creating an industry that is, in many ways, funded to keep itself out of business. He also explores the looming workforce crisis driven by aging populations, chronic disease, and nurse shortages, and why creative, nontraditional pathways into care delivery may be essential to sustaining the system. AI gets a reality check as Gary distinguishes between generative buzzwords and the quieter power of automation, robotics, and computer vision already transforming surgery and diagnostics. He emphasizes that governance—clear definitions, aligned metrics, and shared language—is the prerequisite not only for AI, but for productive conversations between HR, finance, and operations. Sometimes progress begins with something simple, like distinguishing between “position FTE” and “worked FTE” so debates end and better questions can begin. Throughout the episode, Gary blends neuroscience, therapy insights, improv training, and even fire performance into his leadership philosophy. He shares how relationship counseling principles apply to employer-employee dynamics, why listening goes far beyond surveys, and how understanding human uncertainty is central to responsible analytics. The conversation also tackles burnout, pessimism, social isolation, hybrid work, and the growing gap between strategy and so-called “data fluency” problems—challenging the assumption that unused dashboards signal a skills issue rather than a clarity issue. At its core, this episode is about using analytics in service of something bigger: putting more caregivers at the bedside, strengthening communities, and making decisions that ripple far beyond a spreadsheet. If you care about the intersection of AI, workforce planning, healthcare, and long-term culture change, this is one you won’t want to miss. If you like this episode, you’d also love exploring prior episodes—visit colenapper.com for the full archive and show links.

Check out this episode of the #1 people analytics podcast with special guest, Buddy Benge, Head of Workforce Strategy and Resource Management at Edward Jones! In this wide-ranging, unfiltered, and deeply thought-provoking conversation, Buddy joins host Cole Napper to explore the real future of work—beyond the buzzwords, vendor hype, and recycled HR talking points. Buddy shares his unconventional journey from coding AOL text-based games at 18 to earning a master’s degree from Cornell and building early dashboards at Raytheon, where he helped shape strategic workforce planning. He later stood up people analytics functions at Monsanto and Bayer and led Human Capital Insights at Edward Jones before stepping into his current role defining workforce strategy and resource management for a 55,000+ associate financial services firm. Together, Cole and Buddy unpack what workforce strategy actually means inside a large, complex organization. They explore how AI, automation, sourcing strategy, process excellence, job architecture, FP&A, and upskilling converge in a modern future-of-work function. Buddy explains why the conversation must shift from static “roles” to the “work to be done,” and how organizations need to deconstruct tasks, redesign jobs, and rethink capability building to remain competitive in an AI-accelerated world. The episode doesn’t shy away from controversy. Buddy challenges assumptions about AI agents, probabilistic versus deterministic systems, and unrealistic expectations placed on emerging technologies. He breaks down the math behind multi-step automation error rates and why leaders must understand acceptable risk, system maturity, and economic tradeoffs before turning decision-making over to machines. From there, the conversation expands into bold critiques of HR itself. Buddy questions why HR technology is often misconfigured and underleveraged, why performance management frequently destroys more value than it creates, and why common talent acquisition metrics like quality of hire may be fundamentally flawed. He pushes listeners to rethink how value is defined in white-collar work, how compensation systems attempt to price roles without understanding task-level impact, and why we may lack a shared language for articulating real contribution. They also explore leadership development, coaching, employee listening, benefits strategy, retirement risk, relocation in a return-to-office era, and the evolution of HR job titles. Buddy argues that leadership development may be the single most important function inside an organization—and that its future could be significantly reshaped by AI-driven tools. Throughout the episode, two seasoned practitioners wrestle with the tension between legacy HR structures and the urgent need to evolve. This is not a surface-level trends conversation. It is a candid, systems-level discussion about analytics maturity, data life cycles, organizational design, and the practical realities of driving change inside complex institutions. If you care about workforce intelligence, analytics, AI disruption, and the structural future of HR, this episode delivers sharp, experience-driven insight from someone who has built and reinvented people analytics functions across global organizations. If you like this episode, you’d also love exploring prior episodes—visit colenapper.com for the full archive and show links.

Check out this episode of the #1 people analytics podcast with special guest, Rob Dees, Senior Director of People Analytics & Insights at Target! In this wide-ranging and deeply thoughtful conversation, Rob joins the show to explore what it truly means to bring decision science into people analytics, how a product-based operating model can transform HR, and why employee listening should be treated as an intelligence function—not just a sentiment survey. Drawing on more than 20 years of military leadership experience and his academic background in decision science, Rob unpacks his “three-legged stool” framework for decision quality: alternatives, information, and preferences. He explains why organizations often over-invest in data while underinvesting in clarifying objectives, and how value-focused thinking can elevate workforce decisions from reactive to strategic. Whether discussing optimization models, AI-enabled decision support, or human capital investment, Rob consistently returns to one central principle: leaders must own the objective function. The conversation dives into what it’s like to lead a 60-person people analytics team inside a complex enterprise. Rob shares how adopting a product operating model—with short sprints, user personas, rapid prototyping, and disciplined routines—helps teams move from slide decks to shipped insights. He outlines how a comprehensive and continuous listening strategy acts like a network of sensors on the battlefield, creating a common operating picture of the employee experience. By combining employee sentiment with operational human capital metrics, organizations move beyond awareness to real understanding. One of the most compelling segments revisits Rob’s early work measuring the “whole soldier” at West Point, where he helped build a data-driven model around heart, body, and mind. That experience shaped his philosophy that performance models must integrate values, trade-offs, and measurable objectives. He connects those lessons to modern employee value propositions, showing how leaders can think in terms of optimization: if you had finite resources to invest in pay, flexibility, development, or belonging, where would you allocate them for maximum impact? The episode also explores the intersection of AI and decision science. Rob explains how machines excel at processing information and generating alternatives, but humans must define preferences and constraints. In an era of generative AI and prompt engineering, the discipline of structuring objectives becomes more—not less—important. Without clarity on what you are optimizing for, even the most advanced models will miss the mark. Finally, Rob reflects on leadership under pressure, including the powerful question: do your soldiers know your voice in the dark? From quarterly feedback rhythms in the military to continuous feedback cultures in business, he argues that clarity, proximity, and disciplined listening are foundational to performance. If you care about the future of workforce intelligence, employee listening, AI-enabled decision-making, or building a high-impact people analytics function, this episode will challenge and sharpen your thinking. If you like this episode, you’d also love exploring prior episodes—visit colenapper.com for the full archive and show links.

Check out this episode of the #1 people analytics podcast with special guest, Tyler Weeks, Managing VP of People Technology, Research, and Analytics at Marriott! In this wide-ranging and intellectually electric conversation, host Cole Napper sits down with one of the most original thinkers in the people analytics and HR technology space to explore where the function is really headed—and what most organizations are still missing. Tyler brings a rare blend of deep technical R&D experience, systems thinking, and practical leadership insight from operating at scale inside one of the world’s largest and most complex hospitality organizations. The discussion starts at the macro level, tackling the future of people analytics and why the field risks becoming overly focused on dashboards, reporting, and polished narratives rather than real impact. Tyler argues that people analytics teams should think less like traditional insights groups and more like true R&D organizations—designed to rapidly test ideas, discard what doesn’t work, and scale what does. Using vivid metaphors and analogies, from ESPN tickers to Moneyball, he reframes success as a series of small, compounding wins rather than grand, one-time “transformations.” From there, the conversation moves into how credibility is actually built with executives. Tyler shares how his team at Marriott deliberately avoided big promises, instead focusing on solving obvious, painful problems and shortening the distance between insight and action. Rather than building static dashboards, they focused on lightweight applications that allowed HR partners to do something with the data, fundamentally changing how work got done across the organization. AI features heavily in the second half of the episode, but not in the way you typically hear it discussed. Tyler is candid about his concern that many teams are simply “slapping AI” onto existing processes and calling it innovation. He explores why documentation is becoming executable code, why HR may soon be managing something closer to an open-source software problem than a policy library, and how people analytics can help organizations navigate this shift responsibly. The conversation also dives into uncomfortable but necessary territory around surveillance, performance measurement, and the ethical boundaries of increasingly granular data—drawing on Cole’s “The Camera” thought experiment and Tyler’s concept of “terraforming the future” of work so that it remains human-centered. Along the way, Tyler connects ideas from physics, entropy, collective intelligence, and social science to explain why work is fundamentally a team sport, why focusing solely on individual brilliance is misleading, and why social cohesion remains one of the most underestimated drivers of organizational performance. He also offers refreshingly blunt advice on preparing for an AI-driven future: stop theorizing, start using the tools, and cultivate a “hold my beer” mindset across your team. This episode is packed with sharp insights, provocative takes, and practical lessons for anyone serious about building people analytics, HR technology, or AI capabilities that actually matter. It’s a conversation that challenges comforting narratives, replaces buzzwords with first principles, and leaves you rethinking what progress in this field should really look like. If you like this episode, you’d also love exploring prior episodes—visit colenapper.com for the full archive and show links.

Check out this episode of the #1 people analytics podcast with special guest, Amy Armitage, Program Director for Human Capital Analytics and Strategic Workforce Planning at The Conference Board! In this wide-ranging and deeply thoughtful conversation, Cole Napper sits down with Amy to explore how the future of work is taking shape in early 2026 and why many of the long-standing assumptions in HR, workforce planning, and people analytics are being actively challenged. Amy shares how her current focus on workforce transformation is rooted in four core themes: technology’s expanding role in shaping business strategy, rising transparency driven by digital systems, the growing importance of trust inside organizations, and the central role of teams in creating sustainable business value. Drawing on her leadership of The Conference Board’s Human Capital Analytics Council and Future Workforce Strategy and Planning Council, Amy explains how closed-door, vendor-neutral communities are helping senior leaders move from polished presentations to honest problem-solving conversations that address AI adoption, skills skepticism, learning, and execution at scale. Throughout the episode, Amy and Cole unpack what differentiates U.S. and European perspectives on the future of work, including how economic pressure, infrastructure investment, and regulatory environments shape mindsets around AI, skills, and workforce sustainability. Amy reflects on her experience producing major global events, including cross-functional conferences in New York and Brussels, and why solving human capital challenges requires collaboration across HR, finance, strategy, sustainability, and governance rather than remaining siloed within HR alone. The discussion also dives into human capital standards, including ISO 30414, and why comparable, outcome-focused metrics are becoming essential for boards, investors, and executives who want to link workforce decisions directly to financial performance and long-term value creation. Listeners will also hear Amy’s perspective on the evolving role of HR as fiduciary, workforce advocate, and public steward, the tension that exists when organizations over-index on one role at the expense of others, and how data, analytics, and standards can help balance those competing demands. The conversation spans everything from AI’s impact on executive coaching and workforce planning to why learning may ultimately matter more than narrowly defined skills, how trust is eroding inside organizations, and why high performance is best understood as a system-level outcome driven by teams and context rather than individual traits alone. In Cole’s Corner, Amy reflects on her unconventional career path from environmental journalism to finance to HR consulting and community leadership, shares where she sees AI headed next, and offers candid insights from the many behind-the-scenes executive discussions she facilitates. This episode is packed with practical insights, big-picture thinking, and grounded realism for anyone navigating people analytics, workforce strategy, HR leadership, or AI-driven transformation in today’s uncertain environment. If you like this episode, you’d also love exploring prior episodes—visit colenapper.com for the full archive and show links.

Peter Louch, the CEO of Vemo - Workforce Planning, joins the Directionally Correct podcast for our latest HR Tech Voices episode of 2026. In this episode, we discuss how Vemo is a robust workforce planning platform that utilizes predictive analytics and AI to automate supply and demand modeling, helping organizations forecast talent needs by bridging the gap between internal job taxonomies and external market data. Book a demo today with Vemo - Workforce Planning! In this wide-ranging and deeply practical conversation, Peter shares how workforce planning has evolved from static spreadsheets and reactive headcount decisions into a strategic, data-driven discipline that directly impacts business resilience and growth. He explains why many organizations struggle with workforce planning today, not because of a lack of data, but because their internal job architectures, skills frameworks, and headcount models are disconnected from real labor market signals. Peter walks through how Vemo was designed to solve that exact problem by creating a dynamic bridge between internal workforce data and continuously updated external market intelligence. Peter also breaks down how predictive analytics and AI can move organizations beyond backward-looking reports toward forward-looking scenarios, enabling leaders to test assumptions, anticipate talent shortages, and understand the downstream effects of hiring, upskilling, redeployment, or attrition before those decisions are made. The discussion explores how automated supply and demand modeling allows companies to shift from annual planning cycles to ongoing, adaptive workforce strategies that respond to business change in near real time. Throughout the episode, we dive into the challenges of standardizing job taxonomies across large enterprises, the risks of relying on inconsistent job titles and legacy role definitions, and how aligning internal structures with external labor data can unlock far more accurate forecasting. Peter shares real-world examples of how organizations are using workforce planning not only to support HR, but to inform finance, strategy, and executive decision-making. He also discusses how AI can augment human judgment in workforce planning, rather than replace it, by giving leaders better inputs, clearer tradeoffs, and stronger confidence in their decisions. We also explore the future of workforce planning as AI adoption accelerates, roles continue to evolve, and skill requirements change faster than traditional planning models can keep up. Peter offers insights into where HR technology is heading, what capabilities organizations should prioritize, and how workforce planning can become a competitive advantage rather than a compliance exercise. This episode is especially relevant for HR leaders, people analytics teams, finance partners, and executives who want to move from reactive headcount management to proactive talent strategy. If you like this episode, you’d also love exploring prior episodes—visit colenapper.com for the full archive and show links.