Natalie Chumakov

Hardcore cultures measure hours. Progressive cultures measure outcomes. Betterworks CEO Doug Dennerline warns that RTO mandates and “996-style” schedules risk pushing top talent away. Instead, continuous performance models keep people engaged and businesses growing. Outcomes > hours. https://gag.gl/Wgtz5C

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CHROs shape revenue, not just culture. The best CHROs I meet are… strategic growth drivers. Yes, they care about DEI, culture, wellbeing — but they’re also: - Using labor cost data to help Ops forecast - Improving scheduling to cut overtime - Tightly aligned with Finance to optimize spend Revenue isn’t just a sales or product number. It’s a people outcome. Kristen Collins Dever, Matt McGinnis, Ross Martin, Kyle Bruton, Stephanie O'Keefe, Christy Undset, Cole Hartauer, Nick Collard

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At Salesloft , we’re leaning into AI to eliminate manual work across revenue teams—and it’s sparking great conversations internally about how other functions can do the same. The evolution of talent acquisition is fascinating and AI is clearly reshaping how we hire. As someone who’s spent 25+ years recruiting across Fortune 500s, Private equity, VC-backed startups, and agency environments, I’ve seen firsthand how the role of technology continues to expand. AI offers clear benefits..especially in bringing scale and efficiency to the process: - Process more candidates without growing your team - Automate repetitive tasks like resume prioritization and scheduling - Improve response time and candidate experience - Potentially reduce bias when implemented thoughtfully But while I’m optimistic about the possibilities, I also want to share where I think we need to pause and protect the human element..particularly in the initial recruiter screen. This first conversation isn’t just about checking boxes. It’s where we read between the lines, build connection, and become strategic partners for both the candidate and the business: 1. We understand nuance—beyond keywords, into culture fit and leadership style 2. We explore adjacent fits that tech might miss 3. We act as brand ambassadors and relationship builders So while I’m all in on using AI to remove friction, speed up processes, and unlock capacity, I believe it enables, not replaces, what great recruiters do best. Let’s discuss—where do you see the sweet spot for AI in recruiting, and how do we make sure we keep the human in the loop? As a Talent Acquisition leader I would be remiss if I didn't give this message a call to action: please visit the Salesloft career page for insights on our company and current openings. #TalentAcquisition #Recruiting #Leadership

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🚨 Lattice's State of People Strategy is in! And the results for 2026 are clear: HR continues to be pulled in every direction, but the best teams are rewriting the rules (it was time for a change, wasn't it?!). A few stats from this year’s report that stood out to me: - For the first time in six years, performance (40%) has overtaken engagement as HR’s top priority. But what's interesting is the highest-performing HR teams are 5x more likely to prioritize DEIB. Equity and inclusion (when done well) fuel performance, they don't distract from it. - 42% of HR pros are already experimenting with agentic AI, and top-performing teams are 8x more likely than low-performing teams to use it daily. You might be tired of my AI posts by now but AI is here to stay, y'all. - And despite 79% of HR leaders feeling secure in their roles, 41% considered leaving HR in the past year. The emotional toll is real. And Gen Z is not loving RTO. 👉 The my take is the most effective HR teams aren’t choosing between performance, people, or tech. They’re building systems where all three reinforce each other. Check it out and let me know which stats resonate (or don't) with you. Full report in the comments! #HR #lattice #stateofpeoplestrategy2026

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You know what I’ve learned about enablement? People rarely raise their hand when they’re struggling. They just work around it. Last quarter, I was reviewing our onboarding data. Everything looked fine. Completion rates? Great. Survey scores? Solid. But something felt off. So I started looking at different signals. How long people spent hunting for information. How many times they asked the same question in different channels. How often they’d start a task, stop, and come back to it three times. That’s when I saw it. New hires weren’t stuck because the content was bad. They simply didn’t know what they didn’t know. By the time they asked for help, they’d already lost two days. The lag was invisible until you trained the system to see it. Here’s the thing about lag: It doesn’t announce itself. It shows up in patterns. In behavior. In the gaps between what people say and what they do. Most enablement teams build libraries and wait for people to come looking. The best systems don’t wait. They detect friction in real time and respond before it becomes a blocker. That radar up there? That’s how I think about enablement now. Picking up signals most people miss. Small patterns that tell you someone’s about to hit a wall. Because by the time they ask for help, you’re already too late. So, what signals are you tracking in your team? Or are you still waiting for people to tell you they’re stuck?

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Most workforce strategy conversations still center on corporate roles. Meanwhile, nearly 80% of workers are on the frontline. That’s where scheduling, pay, skills, compliance, hiring, and engagement are all moving at once. When those pieces don’t connect, leaders end up reacting instead of planning. UKG is leaning into that complexity with an integrated approach built specifically for frontline-first organizations. Josh Bersin’s recent write-up dives deeper: https://ukg.inc/4aKeAqu #Frontline #WorkforceStrategy

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Wrapping up AUSAPE Forum 2025 with a head full of ideas and great conversations. 💡 After two packed days, I’m leaving with some strong impressions that really highlight the challenges (and opportunities!) across industries: 🏨 Hospitality is battling employee rotation and retention—systems need to support fast onboarding and consistent user experiences to keep service levels high. 💊 Pharma reminded us how critical it is to not just test systems, but to prove that everything has been tested—especially when compliance is on the line. 🏭 In Manufacturing, there’s still a strong dependency on IT to complete complicated processes. The big question: How can we empower users to operate independently and confidently? ...also: when your sales team struggles to place an order, your data suffers. The system should enable them—not hold them back. It was a real pleasure speaking with Spanish SAP customers & Partners — Sergio Peñarrubia, xavier salavert sala, Pablo Llorens, Alain Gomez David Vives Carles Lamas Martínez Bastien Dupessey Miguel Lint Jose Antonio Vizuete Muñoz Manuel Martin Portillo Fernando Remolina Antonio Manuel Carmona Sampedro CUVIV T4S Advance i3s - Ingeniería en Integración de Sistemas de Información DXC Technology NTT DATA thanks for sharing your perspectives. And a huge thank you to Team AUSAPE for bringing the SAP community together once again Ana Encinas Lorite 👩🏻‍💻 Lara Aguilar Moreno Sara Antuñano Leicea . 🙌 Finally, congrats to our LEGO raffle Winners: Sergio CALVO FERNÁNDEZ, Angélica Berrios, and Josep Canet Ricart Plenty of reflections and ideas to take back—and I’m always up for continuing the conversation around user adoption, training, and change enablement for SAP. #AUSAPE2025 #ERP #UserAdoption #DigitalTransformation #ClickLearn #SAP #UserTraining #ChangeEnablement #UserEmpowerment #EnterpriseSoftware

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