HR Leaders

In this episode of the HR Leaders Podcast, we sit down with Andre Heinz, Chief People and Culture Officer at Celonis, to unpack what HR leadership really looks like inside a company scaling at rocket speed.
Andre explains why growth has no mercy in fast scaling organizations, and why HR must constantly think two to three years ahead while still managing the intense operational demands of today. He shares how Celonis went from 800 to over 3,500 employees, and what it takes to build systems, culture, and talent strategies that actually scale with that kind of speed.
Most importantly, he breaks down why HR must act as the guardian of organizational health, protecting the cultural DNA of the company while ensuring talent quality, operational efficiency, and leadership maturity keep pace with the speed of growth.

🎓 In this episode, Andre discusses:
Why HR must act as the guardian of organizational health
What it takes to scale systems without losing startup agility
How to maintain a high talent bar during hypergrowth hiring
Why fast scaling companies must think two to three years ahead
How Celonis scaled from 800 to 3,500 employees without losing its culture

🙏‍ Thank you to our series partner - atlas copilot
Meet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/
See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Carlo Steenvoorden, EVP HR People Services, Analytics & HR AI at KPN, to unpack how a 100+ year old telecom company is moving from legacy HR systems to a fully conversational AI powered employee experience.
Carlo explains why KPN made a bold decision to declare that the future of HR interactions is conversational, with systems pushed to the back end and one intelligent interface in front. He shares how reducing human led HR queries from €15–20 per case to cents per prompt unlocked both massive efficiency gains and a better employee experience.
Most importantly, he breaks down the real transformation behind the technology, from rebuilding HR team capabilities, to adopting product thinking, to deciding where AI belongs and where humans must stay firmly in the loop.

🎓 In this episode, Carlo discusses:
Why in-house AI development accelerated transformation
How hyper personalized learning replaces one size fits all training
How HR query costs dropped from €15–20 to cents per interaction
Why 25–35% of the HR team had to be renewed to move fast enough
How KPN shifted from legacy HR screens to a single conversational interface

🙏‍ Thank you to our series partner - atlas copilot
Meet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/
See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Ilja Bitterling, VP Skills Intelligence & Performance Management at Deutsche Telekom, to unpack how large organizations can finally make skills data usable, trusted, and decision ready.
Ilja explains why skills intelligence is not about inventories, but about creating a shared language that connects workforce decisions, performance outcomes, and future readiness. He breaks down how Deutsche Telekom moves from fragmented skill signals to clear, comparable insights leaders can actually act on.
Most importantly, he shares why performance management and skills cannot live apart anymore, and how organizations that connect them move faster, allocate talent better, and avoid betting the future on outdated role assumptions.

🎓 In this episode, Ilja discusses:
Why fragmented skill data slows workforce readiness
What it takes to make skills credible at enterprise scale
How shared skill language improves mobility and planning
Why skills intelligence must support decisions, not documentation
How Deutsche Telekom connects skills and performance, not just roles

🙏‍ Thank you to our series partner - atlas copilot
Meet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/
See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Vincent Lecerf, Executive Vice President, Human Resources at Orange, to unpack how purpose, diversity, and skills become real business levers inside a fast moving telecom and technology environment.
Vincent explains why serving communities is not brand marketing, it’s an operating model, from safer phones for children to digital education for seniors, and why HR must integrate DEI directly into strategy, governance, and incentives, not treat it as a side initiative.
Most importantly, he shares how skills expiration, inclusive leadership, and AI acceleration are forcing CHROs to rethink reskilling cycles, leadership accountability, and how change happens with people, not to them.

🎓 In this episode, Vincent discusses:
How diverse teams drive innovation and inclusive AI
How Orange embeds DEI directly into business strategy and incentives
How AI acceleration changes HR’s role from policy owner to skills architect
Why skills expire in three years, not decades, and what HR must do about it
Why community service and inclusion strengthen brand trust and performance

🙏‍ Thank you to our series partner - atlas copilot
Meet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/
See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Vincent Dupuis, Vice President HR Digital & AI at Airbus, to unpack how organizations should decide what to automate, what to augment, and what must be protected as AI reshapes work at scale.
Vincent explains why augmentation, not replacement, is the real story of AI at work, using powerful analogies to show how AI should extend human capability, not hollow it out. He breaks down how Airbus thinks about freeing people from low value tasks, while deliberately protecting deep expertise, critical thinking, and safety critical knowledge.
Most importantly, he shares why ethical governance, human in the loop learning, and robust knowledge roots are non negotiable in environments where quality, trust, and safety define success.

🎓 In this episode, Vincent discusses:
How automation should free time for higher value human work
Why augmentation beats replacement as the dominant AI model
How Airbus embeds ethical AI governance before access is granted
Why protecting deep expertise and critical thinking is essential for safety
How Airbus decides which work should be augmented, automated, or protected

🙏‍ Thank you to our series partner - atlas copilot
Meet the AI-native adaptive learning platform that builds the course, teaches the skill, and proves the impact, while work is happening, not weeks later → https://www.atlascopilot.com/
See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.