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Welcome to this issue of Talent Edge Weekly!

First, a shout-out to Ana Reynolds Murillo, Director of Global Talent Acquisition, Employer Branding, & Succession Planning at Yara International, for referring new subscribers to Talent Edge Weekly. Thank you, Ana, for your support of this newsletter!

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THIS MONTH’S CONTENT

This special Best of March issue includes the 15 most popular resources from the March issues of Talent Edge Weekly.

Below are quick links to each resource, but if you want my full, detailed issue, including my commentary, 20+ bonus resources, job cuts, Chief HR Officer appointments, and more, you can click the button below.

THIS MONTH’S EDGE

Below are quick links to the 15 resources. They span 3 areas. Again, you can get the full issue here, which includes much more.

I. CHRO Priorities & HR Strategy 

Explores reports and insights shaping the HR agenda in 2026, including the future of work, top CHRO priorities, AI within the HR function, the evolving role of first-time Chief HR Officers, and whether traditional organizational functions are still fit for purpose.

• Four Power Moves for the CHRO | BCG and WFPMA | A new 32-page report that examines 28 people and talent practices, identifies top CHRO priorities, and outlines four strategic moves for driving greater business value.

• 2026 Deloitte Global Human Capital Trends | Deloitte Insights | A new 79-page report explores issues shaping the future of work, workforce, and workplace. I expand on the volume of change workers are experiencing.

• 2026 CHRO Survey Key Findings | CHRO Association | A new 16-page annual survey of CHROs taps into their priorities and concerns for 2026, including AI within the HR function.

• First-Time Chief People Officer Guide: 2026 Update | Heidrick & Struggles | Highlights eight enablers of success for first-time Chief HR Officers. I build on one: being a commercial business leader first and an HR leader second.

• Have Organizational Functions Outlived Their Function? | Deloitte | Examines whether traditional corporate function structures are still fit for purpose and offers a framework for evaluating whether design decisions should be organized around strategic outcomes.

👉️  Read the full Best of March issue 

II. Talent Practices

Highlights practical resources and ideas to help strengthen talent decisions and talent-management practices, including proactive talent decisions, preventing goal creep, succession planning, overlooked sources of talent such as caregivers, and what it takes to make skills-based hiring work.

• 9 Examples of Talent Decisions Leaders Can Make Proactively | Brian Heger | My cheat sheet with nine examples of proactive talent decisions to help leaders build talent management as an ongoing capability.

• Performance Management: 6 Questions for Preventing Goal Creep Year Round | Brian Heger | My one-page cheat sheet helps organizations address goal creep by evaluating newly added goals through explicit discussions about capacity, priorities, and trade-offs.

• Succession Planning Diagnostic | Brian Heger | My one-page diagnostic helps practitioners assess 10 sample areas to identify opportunities to improve their succession planning practices.

• Why Businesses Should Value Caregivers Now | MIT Sloan Management Review | Explores the case for viewing caregivers who have taken time away from work to care for others as a valuable source of talent.

• Credential Fluency: The Hiring Advantage in the Race for Skills | Burning Glass Institute and OneTen | A new 31-page report shows why removing degree requirements alone isn't enough to make skills-based hiring work and what organizations must do instead.

• Anchoring Degrees, Accelerating Skills: Policies Towards A Stackable, SkillsFirst Ecosystem | World Governments Summit 2026 with PwC | A 40-page report on moving beyond degree-only talent credentials toward skills-based hiring. I share my cheat sheet to help evaluate those decisions.

👉️  Read the full Best of March issue 

III. AI & the Labor Market 

Examines how AI and broader labor-market shifts are influencing work and workforce decisions, including where AI adoption still lags behind theoretical capability, what remains uncertain about AI’s labor-market effects, how to track labor-market trends, and how organizations are redesigning workflows to capture AI’s potential.

• Research on AI and the Labor Market Is Still in the First Inning | The Brookings Institution | A new analysis argues that many questions about AI’s workforce implications remain unresolved, helping distinguish signals from evidence.

• Labor Market Impacts of AI: A New Measure and Early Evidence | Anthropic | A new 17-page report compares AI’s theoretical capability potential with real-world usage data, showing where adoption still lags.

• Tracking the Labor Market and Jobs | The Brookings Institution and The Hamilton Project | A tool that helps users explore employment, labor force participation, and unemployment trends by demographic group, which is useful for workforce planning.

• Organizational Transformation in the Age of AI: How Organizations Maximize AI's Potential | World Economic Forum | A new 43-page report on how leading organizations are using AI to redesign core workflows, including workforce planning, rather than simply automating isolated tasks.

👉️  Read the full Best of March issue 

TALENT EDGE CIRCLE

If you’re an internal HR practitioner who wants to go deeper with me and other internal HR practitioners on talent topics tied to your most critical priorities, learn about my private community, Talent Edge Circle.