Elatia Abate

Meet Sarah Smart, the co-founder of HorizonHuman. Sarah leads initiatives in HR transformation and AI-driven talent strategies. In this conversation, she discusses how emerging technologies and evolving business needs reshape HR. Sarah emphasizes the critical role of AI literacy, user-centered design, and strategic decision-making in successful HR tech adoption. Furthermore, she explores common implementation pitfalls, such as overlooking user experience, and highlights the value of a design thinking approach. Looking ahead, Sarah foresees a rise in tech-savvy CHROs, agentic AI, and blended workforces. Link to watch/listen in the first comment below. #podcast #collab #collaboration #business #Blendedworkforcesatwork #Leadership

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Understanding the Trump Administration's AI Action Plan and America's Talent Strategy, with Taylor Stockton, Chief Innovation Officer from U.S. Department of Labor. As you'll hear, the government is now keenly focused on AI enablement, apprenticeships, and realignment of education toward workforce development. Listen in to learn more about new Federal priorities to maintain the vitality of our workforce as the economy changes. #podcast https://lnkd.in/gy4mP_6c

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The workplace is evolving, and AI agents are set to become invaluable collaborators rather than mere tools, especially for freelancers. Thanks to Steve King for putting this article on my radar, as it highlights how AI will serve as a force multiplier, empowering workers across all levels—from interns to executives—to take on new roles as agent bosses overseeing AI-driven workflows. #AI #FutureOfWork #Freelancers #WorkforceInnovation #DigitalTransformation #TalentAccess

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Struggling with the strategic challenges of managing compensation through outdated spreadsheets? The latest MorganHR blog reveals how modern compensation software not only automates complex processes but also reinforces compliance and precision. Transform your rewards strategy into a competitive advantage. Ready to upgrade your compensation approach? Learn more: https://hubs.li/Q03YftVy0 #HRConsulting #CompensationStrategy #HRLeadership

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Application volume is at an all-time high. At Veris Insights, we’ve been studying the Application Avalanche through both data and direct conversations with University Recruiting leaders across the country. The result: a practical, research-backed toolkit to help teams respond strategically—not reactively. Inside, you'll find: 🔹 15 nuanced tactics to cut through noise without compromising quality 🔹 A vetted list of AI & assessment vendors that are actually delivering value 🔹 Guidance on balancing efficiency with equity 🔹 A behind-the-scenes look at what top-performing teams are doing differently If your team is navigating high volume, shifting candidate expectations, or internal pressure to do more with less—this is built for you. 📘 Explore the toolkit: https://lnkd.in/ee2gZE-w #UniversityRecruiting #TalentAcquisition #EarlyCareerHiring #RecruitingLeaders #HRStrategy #EquityInHiring

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Are we measuring learning, or just reporting activity? In our recent webcast, “What 100+ L&D leaders reveal about learning strategy maturity & what we're doing about it,” Jennifer Myers, MBA, SHRM-CP, Sr. Director of Learning and Development at Center for Internet Security, shared a perspective that truly resonated: reporting tells you what you did. Measurement tells you why it mattered. In L&D, we have access to almost everything. We can report on what we create, participation rates, engagement levels, completions, and detailed dashboards. But as Jennifer noted, we don’t “own” much. Leaders own development. L&D can design powerful experiences and provide insight, but the real impact lives in how leaders reinforce learning and how individuals apply it on the job. There is only so much L&D can do after the session ends. That is where true measurement begins. So here’s the bigger question: are your learning metrics demonstrating impact, or just documenting activity? If this conversation challenges how you think about learning strategy maturity, let’s continue it. hashtag #LearningAndDevelopment hashtag #LeadershipDevelopment hashtag #LearningStrategy hashtag #OrganizationalEffectiveness hashtag #TalentDevelopment

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As states contemplate community engagement requirements, connecting people to meaningful jobs and supporting their employment skills is even more important. Please take a moment to read this important brief highlighting how #IPS delivers proven results, along with what states need to know about funding and implementation from my colleagues Kathy Nichols, Stacy A. Smith LCMHC-S LCAS NCC, and Lauren (Galler) Chenoweth, LMSW, QIDP. #MercerGovernment #Medicaid #mentalhealth

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Most TA metrics look good on paper, but only a few actually drive better hiring decisions. Hear from Astad Dhunjisha of AT&T about the three measures that truly matter in enterprise TA – and how leaders balance hiring manager expectations, candidate experience, and hiring outcomes at scale with real business impact. Click the link in the comments for the episode. #Talent #Recruiters #HRTech

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The CHRO role is evolving rapidly, and there’s no longer a single “right” path to get there. The latest N2Growth blog explores why today’s most effective CHROs aren’t defined by linear career trajectories, but by how well their skills, abilities, and values align with an organization’s current needs. The piece outlines three distinct “moments” organizations face and the leadership capabilities CHROs need to guide their teams through each. If you’re thinking about what kind of CHRO your organization needs right now, or how HR leaders can prepare for what’s next, this is a thoughtful read: https://lnkd.in/gA3RbNc7

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Some excellent insights here from world renowned organisational psychologist Adam Grant 💡 I am especially intrigued by the concept of giving candidates a second chance / do over if they don't perform as well as hoped in their first interview, and how this can actually improve your team in the short and long term. The world is ever changing, so too must be the workplace, that is, if companies want to stay relevant...

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Perspectives on the why of work—fulfilment and purpose are questions most employees ask. Organisations must be prepared not only to respond but also to anticipate them, to build a culture of trust and accountability.

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The CHRO role is evolving rapidly, and there’s no longer a single “right” path to get there. The latest N2Growth blog explores why today’s most effective CHROs aren’t defined by linear career trajectories, but by how well their skills, abilities, and values align with an organization’s current needs. The piece outlines three distinct “moments” organizations face and the leadership capabilities CHROs need to guide their teams through each. If you’re thinking about what kind of CHRO your organization needs right now, or how HR leaders can prepare for what’s next, this is a thoughtful read: https://lnkd.in/e5UZy32d

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When I first started IBM’s Digital Credential Program, I made three big mistakes. 🚫 I was talking to the wrong people. 🚫 I wasn’t speaking their language. 🚫 I wasn’t appealing to their emotions. TRUTH: People don’t resist change . . . they resist being changed. Next Wednesday, I’ll be sharing the real story behind IBM’s credential revolution — and what it taught me about launching an innovation. Join Kelly Page, PhD., Eric Shepherd and me for this live session, where I’ll unpack how to: ✅ Turn skeptics into champions ✅ Speak the language of outcomes — not technology ✅ Use emotion and influence to drive lasting change It’s not about badges, platforms or technology. It’s about people. Register now to join the webinar next Wednesday and learn how you can apply these lessons to your own workforce strategy. #DigitalCredentials #LearningInnovation #WorkforceDevelopment #MyInnerGenius #SkillsTransformation #USChamber

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This question comes up in almost every room I’m in: What happens when an AI-enabled decision doesn’t feel right but no one is clearly empowered to stop it? Most governance breakdowns don’t come from bad intent or missing principles. They come from unclear decision rights and hesitation in the moment. I’ll be digging into how leaders actually pause, escalate, and intervene when systems drift with Meredith Anastasio, J.D. MSEL and the Opal Group during CGEAI in February.

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This may not "the solution" to the current labor market situation but it has merit. While still refer to "Human Resources", "People Management" And "Talent Acquisition", there is a significant gap between what is said and what is done when it comes to "human, people, and talent". Change is long, long overdue. https://lnkd.in/e2-7FGje

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Most strategies do not fail in execution first. They fail earlier in the politics, avoidance, weak governance, blurred decision rights, and lack of institutional honesty that exist before the first draft is written. My latest newsletter explores a hard truth for boards, CEOs, Chief Strategy Officers, and Chief Governance Officers:https://lnkd.in/dhGmzpE8

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It's time for talent strategies to evolve—because the future of work already has. From AI and EQ (emotional intelligence) to multigenerational collaboration, we unpack the top takeaways from this year's SHRM Talent 2025 that are reshaping how organizations attract, retain, and empower their best talent. Learn how to stay competitive from the industry's leading experts at the link.

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When I think about the conversations that matter most in the boardroom right now, they all come back to one thing: Talent. Human capital now sits at the center of strategy, culture, and long-term value creation. For boards this shows up as questions like: - Do we have a clear, actionable succession plan for the CEO and key leadership roles? - Are we building a strong, diverse talent bench two layers down? - What is our culture really enabling or getting in the way of? - How are AI and technology reshaping roles? In my view, talent oversight works best when these questions are frequently on the board’s agenda. When boards regularly connect human capital to business outcomes, they are better positioned to manage risk, support leadership, and sustain the culture employees experience every day. How often does your board spend time on talent beyond updates on compensation or headcount metrics?

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