Talent Edge Weekly - Issue #154

Covers more 2023 future of work trends, a summary of 12 CHROs hired and promoted in Q422, HR operating models, collaboration in a hybrid workplace, and HR tech in 2023.

Welcome to this week’s issue of Talent Edge Weekly  a weekly newsletter bringing together the best insights about work, the workplace, and the workforce from multiple sources. Read by human resources practitioners, business leaders, and others interested in the world of work.

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Have a great week, and I look forward to sharing more ideas in next week’s Edge!


Brian Heger is a human resources practitioner with a Fortune 150 organization and has responsibilities for Strategic Talent and Workforce Planning. To connect with Brian on Linkedin, click here.


  • 9 Future of Work Trends For 2023 | Gartner | Provides a newly updated view of Gartner's 2023 future of work trends. I share two bonus articles related to one of the trends.

  • 12 Chief Human Resources Officers (CHROs) Hired or Promoted in Q422 | Brian Heger | Summarizes select CHROs that were hired or promoted in organizations (e.g., General Motors and Procter & Gamble) in Q422 (Oct-Dec 2022).

  • HR's New Operating Model | McKinsey | Provides 5 HR operating models based on interviews with over 100 chief human resources officers and senior people leaders from global multinational businesses.

  • How Should We Collaborate in a Hybrid World? | Gartner | Shares ideas for optimizing hybrid collaboration, including three best practices, such as ensuring a minimum number of in-person gatherings per year (not per week).

  • HR Technology 2023: What's Hot? What's Not? | Josh Bersin | Josh Bersin provides an overview of where he sees the HR tech market headed in 2023—including where HR tech growth is slowing down. Includes a bonus podcast.

And don't forget to check out the Chief HR Officer Hire of the Week, Tweet of the Week, and the most viewed resource from last week’s issue.


A few weeks ago, I shared a one-page summary on 2023 workforce trends and HR priorities, according to seven sources. Since then, Gartner has released this new article on nine workforce trends for 2023. One new trend not included in the original summary is: organizations will expand their pursuit of nontraditional candidates. Nontraditional candidates are those from functions, industries, educational backgrounds, etc. that differ from those typically sought after in a given role or work opportunity. The article notes how 56% of candidates report applying for jobs outside their current area of expertise—suggesting a significant opportunity for organizations to deepen their talent pool with nontraditional candidates. While not mentioned in the article, another overlooked talent pool is an organization’s former employees—sometimes called boomerang employees—who have the skills their former organization needs. Talent acquisition (TA) teams can identify former high-performing employees who have left the company and potentially target them for re-recruitment. As TA teams develop their re-recruitment strategy, they can consider a recent analysis by Visier showing the average time away for employees resigning from and returning to their previous employer is 13 months. And while it can take up to 36 months or longer before a former employee is rehired, the chances of returning drop sharply after being away for 16 months. For another bonus resource on this topic, check out the HBR article, Leave the Door Open for Employees to Return to Your Organization.

The Chief Human Resource Officer (CHRO) role continues to gain prominence in many organizations. Over the past 90 days alone, I have posted hundreds of CHRO appointments on CHROs on the Goa subscription-based digital platform that provides insights into hires, promotions, and resignations in the CHRO role. These appointments range from first time-CHROs to seasoned heads of HR transitioning to a new CHRO role. The attached one-page summary shows a sample of 12 CHRO hires and promotions during Q422 (Oct-Dec). The summary consists of a brief announcement, a link to the CHRO’s LinkedIn profile, and a link to the detailed source announcements. The 12 CHRO appointments were in the following organizations: Del Monte Foods, Inc, Foot Locker, General Motors, Glassdoor, McAfee Corp., The National Basketball Association (NBA), Papa John’s, Peloton, Procter & Gamble, Tesla, Time Inc., and Weight Watchers International. The document is useful for those who want to understand movement into the CHRO role. The links to the detailed announcements also provide more context about broader changes in these organizations. If you are already a member of CHROs on the Go, you can log in to access +1800 (and growing) CHRO announcements—including CHRO Board appointments. If you want to learn more about CHROs on the Go, click here.

This article provides five HR operating models based on interviews with over 100 chief human resources officers (CHROs) and senior people leaders from global multinational businesses. While Exhibit 2 shows the details of each model, the five models are: 1) Ulrich+, 2) Agile, 3) EX Driven, 4) Leader-led, and 5) Machine-powered. As one example, the defining features of the Agile Model include: a) the number of HRBPs is reduced, with a focus on management advice and organizational development, b) the size and number of CoEs are reduced, with a focus on deep expertise and critical topics, and c) end-to-end responsibility manifests in two ways: flow-to-work pools and task-to-team logic. When asked which two models best fit their HR operating model, 48% of people leaders selected Ulrich+, 47% EX-driven, 36% leader-led, 31% agile, and 6% machine-powered. Exhibit 3 provides guidance on which model best fits organizations based on eight different innovation shifts. As a bonus, I am resharing this resource by Egon Zehnder, which offers five alternatives and/or variations to the three-component model adopted by many HR organizations: HR Business Partnering, Centers of Expertise, and HR Operations or Shared Services. The five models are determined by a 2x2 matrix: 1) Agility—the ability to adapt and evolve people and processes in unexpected or fast-changing times and 2) the level of change or transformation an organization is willing to accept. HR leaders can refer to both resources as they evolve their HR model.

I recently shared a 74-page report by the Center for Creative Leadership that provided ideas on how leaders can enable effective hybrid work environments. In this new article by Gartner, additional ideas are shared for optimizing hybrid collaboration. Page 29 shares three best practices for hybrid collaboration. One practice is to: ensure a minimum number of in-person gatherings per year (not per week). Although many organizations are mandating a minimum number of in-office days per week, Gartner data show this model did not prove statistically significant in driving performance. Instead, a “minimum number of in-person days per year” proved statistically significant. These in-person days are more likely to be structured around the work the team is doing. For example, if the team is working on a project with five phases over the course of six months, they will meet in person during a few critical checkpoints during the project. Another best practice includes restricting the number of meetings done on camera each day (e.g., requiring 20% of meetings to be done off-camera)—especially when a camera is unnecessary. Such a practice can reduce the fatiguing effects of cameras during meetings (see a Journal of Applied Psychology article I shared on this topic). Other ideas are discussed.

In this new article, Josh Bersin provides an overview of where he sees the HR tech market headed in 2023. While there are too many insights to summarize, a few themes are: 2023 is going to be a year of slowing growth, market consolidation, and new category definition in the HR tech space. Regarding slowing growth, Josh mentions that “while roughly half of companies plan to increase their HR tech spend, the number cutting back almost doubled (from 5% to 8%), and I expect that trend to continue. And as hiring slows, so does the need for more HR software.” However, despite this slowdown, some categories remain “hot,” such as Talent Marketplace, Capability Academies, Employee Experience Platforms, Employee Listening, and Wellbeing and Rewards, to name a few. Concerning the emergence of new categories, Josh mentions how Contract Worker Management platforms—which are traditionally handled by Purchasing—will be further integrated with core HRMS because of the continued growth in hybrid, contract, and gig work. Other ideas are discussed. For those who prefer podcasts, here is a newly released 35-minute podcast where Josh expands on the points raised in the article.


In case you missed it, this issue of Talent Edge Weekly includes the 10 most popular resources/articles from December. Topics range from talent trends, HR strategy, employee retention risk, pay equity, experience maps, and more.


This past week, 22 new Chief Human Resources Officer announcements were posted on CHROs on the Go a subscription that provides the easiest way to stay informed about CHRO hires, promotions, and resignations.

This week’s CHRO highlight is:

  • Fontainebleau Las Vegas (LAS VEGAS, NEVADA)— a hotel and casino currently under construction and scheduled to open in the fourth quarter of 2023—announced its leadership team, including the appointment of Daniel Espino as Chief People Officer. Espino is responsible for developing the human capital strategy for the organization. He previously served more than 12 years as Chief People Officer for The Cosmopolitan of Las Vegas.

To learn how to gain access to all 22 detailed Chief Human Resources Officer announcements from this past week and +1700 archived announcements, visit CHROs on the Go .

 If you are already a member of CHROs on the Go, you can log in to access all announcements and site functionality.



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brianheger.com provides free access to +1,000 curated articles, research reports, podcasts, etc. that help practitioners drive better business results through strategic human resources and talent management.

CHROS on the Go is a subscription that provides the easiest and most convenient way to stay informed about Chief Human Resources Officer hires, promotions, and resignations in organizations of all sizes and industries.

Talent Edge Weekly is a free weekly newsletter that brings together the best talent and strategic human resources insights from various sources. It is published every Sunday at 6PM EST.