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HR Uprising podcast with Lucinda Carney (May 2026)

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HR Uprising podcast with Lucinda Carney (May 2026)

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This explores fractional and interim working with Lucinda on her long running podcast series.

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Podcast Episode 284: Fractional HR Consulting with Sharon Green

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Lucinda Carney is joined by Sharon Green to unpack interim vs fractional HR and succeeding as an independent people professional in 2026.

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Podcast for Carolyn Shepherd of The Sovereign Career Hub on substack about HR & AI  (May 2026)

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Podcast for Carolyn Shepherd of The Sovereign Career Hub on substack about HR & AI  (May 2026)

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We talk about technology, the use of AI from a people perspective and how to be intentional in our usage.

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Sharon Green is a professional HR interim, coach and consultant - and one of the quieter connectors in the independent HR world. She founded Chiara Consultancy after a career spanning senior people, project and management roles across the NHS, the not‑for‑profit sector, and international law firms. Alongside her client work, she runs a thriving peer community for independent people professionals - because, as she puts it, it gets lonely out there.

Long before AI became the story of the moment, Sharon was already watching waves of workplace technology arrive with bold promises, reshape things partially, and settle into something far more complicated than the hype suggested. Earlier in her career, she helped introduce one of the first online graduate recruitment tools at her organisation - and she's been watching technology promises collide with workplace reality ever since.

So when AI came along, Sharon didn't rush to the front of the bus.

She rates herself a 3-4 out of 10 on 'the AI spectrum'. Not because she's behind - but because she's an intentional AI user. She uses AI for specific things. She treats it as a critical friend rather than an authority. She triangulates across tools because she knows hallucination is real. She anonymises client data before it goes anywhere near a system. And she won't touch platforms where she doesn't trust the ethics or values of the people behind them.

There's also one thing she doesn't use AI for at all.

Writing.

Not because she can't - but because writing is a craft. It's something she loves. Something bound up with her professional identity. For Sharon, that isn't a gap in AI literacy. It's a boundary.

And that raises a question we don't ask often enough:

In this first episode of The Sovereign Career Podcast, we talk about what it actually looks like to engage with AI intentionally rather than enthusiastically - and why that quieter, more considered stance may be the wiser one for people professionals right now.

We also get into the messier, practical side of what Sharon sees in her client work: organisations keen to adopt AI in their people function before their processes are clear or their data is ready. Her view is simple - you can't just drop a tool onto an unprepared system and hope it works. Foundations matter. Context matters. People need to be met where they actually are, not where leadership wishes they were.

Throughout the conversation, Sharon keeps returning to the role HR plays in shaping how AI shows up at work. Sometimes she sees AI treated as a tech project and handed over accordingly. But people, technology and experience are deeply interrelated and perhaps because HR is a broad church - AI adoption can be patchy. If HR isn't part of the conversation early, something important tends to go missing.

This isn't an episode about keeping up.
It's about staying grounded.
About making conscious choices.
And about protecting the parts of your work - and yourself - that still need to stay human.

Why Sharon rates herself a 3 to 4 out of 10 on the AI spectrum even though she is using AI regularly and comfortable with the tech.

What being "a curious sceptic" looks like in real client work

Why using AI well sometimes means slowing down, not speeding up

The difference between 'tech-licensing' conversations and the conversations that actually matter

Why poor data and unclear processes derail AI efforts in people teams

The ethical lines Sharon won't cross - and why drawing them matters

The one part of her work she consciously protects from AI

Her advice to HR interims wondering whether it's worth engaging with AI right now

Sharon Green is a professional interim, qualified coach and consultant, and founder of Chiara Consultancy. She has held senior people, project and management roles across the NHS, the not‑for‑profit sector, and international law firms.

Sharon specialises in people change and transformation, people technology and people experience. Alongside her interim and consultancy work, she coaches clients at career crossroads - supporting professionals navigating transition, identity shifts and complex decisions about what comes next.

She holds a Masters in HRM, is a Chartered FCIPD, a certified change manager, an Agile® and PRINCE2® project manager, and an ICF‑trained coach.

As a #payitforward passion project, Sharon also runs a global LinkedIn peer community supporting over 3,000 independent people professionals, including interims, consultants, coaches, contractors and freelancers.
EP 01 The Sovereign Career Podcast Carolyn Shepherd in conversation with Sharon Green
Carolyn:
Well, hello and welcome to the Sovereign Career Podcast.
It's the first one.
And this is my guest, Sharon Green - the lovely Sharon Green - who was there right at the beginning of my AI journey. And I'm sure we'll come into that a little bit in a few minutes. But that was three years ago.
But we've only really bumped into each other occasionally live, haven't we, Sharon?

Sharon:
Yes.
Carolyn:
Mainly it's been an online kind of relationship, or friendship as well as colleague. I like to think of it as almost friendship now.
And because I came from an HR interim background myself, and I know that's really why I was drawn to you and your amazing network that you've got, I wondered if you'd tell us a little bit about yourself and the network.

I'm Sharon Green, and I would always say that I'm a professional interim. That's what I do for a living. I used to have a permanent career and many years ago I stepped off to run my own business.

In that business I go into clients to add capacity or capability to their people teams. Usually, not always, but usually their people teams.

The three areas of work that I focus on are around people change and transformation. That could be running big projects or smaller projects where people want to make changes.

People change and transformation, probably over the last 15 years, usually involves technology. So my second area of work and specialism is people technology, which links very nicely to the AI conversation.

And then for me, the third area is people experience - how we learn, how we develop people, how we give them a great experience and put the human into work.

Those are the paid elements of my work.

My passion project, my side hustle, is running a community for people professionals who work independently. That could be coaches, consultants, interims, freelancers, solo entrepreneurs - whatever they want to call themselves.

It's really about peer‑to‑peer support, networking, learning and sharing, because it can get a little bit lonely when you're on your own.

I joined it when I was still looking for work - this was three years ago - but the HR interim work dried up for me. It had to be 100% remote for me because of where I live. I think people looked on the map and thought, "That's a long way away. What are we going to choose her for?"

A lot of other things happened as well. I just thought, like you, a lot of my working life has involved HR tech projects. So it was a natural extension for me.

I was fascinated anyway. I started experimenting with people at work and they were very willing to join in.

Before we go into more detail about AI and how you use it, can you paint a picture of how you work? Are you working from home at the moment?

Some clients expect more in‑person work. When you're an external person, it really helps to build a cultural picture to see people in their own environment and not just transact through screens.

This is my Chiara HQ - the centre of the business.

I know you're all about the real stuff, and I think that's what people are drawn to. It's certainly why I'm drawn to you. As much as I love AI, I love what I call the Zone Three stuff - the human stuff. Without that, something feels missing from the relationship.

Do you think that's why CEOs - who often get criticised - want people back in the office? Or do you think it's about control and suspicion?

For me, it's similar to my approach to AI or technology - it has to be purposeful and intentional. It has to serve a use and a purpose.

There's now more acceptability for remote‑first work, but there's still an intentional aspect to being in an office or with people. Coming back to your question about CEOs and senior leadership teams, there are additional layers - scepticism, concern, and sometimes a darker side around control.

Managing a dispersed workforce can test leadership skills. There's often more going on than what's presented on the surface.

So here we are: you're responding to client needs in HR transformation, HR technology and people experience. You're working as a human‑first person. I know you often say AI wasn't used in the making of your posts and all errors are your own.

Where do you sit on the AI spectrum?

That reflects how much I know, how much I use it, and how much there still is to learn. Lifelong learning has always been important to me.

In terms of a label, I'd describe myself as a curious sceptic. That's quite a complex definition. I think about AI on a macro level - its impact on work, the technology marketplace, how challenging it is for clients to choose AI‑enabled tools, the sales hype around it.

AI feels like the latest stage on the technology bus. I've always been interested in technology. Early in my career I introduced online graduate recruitment tools and learning admin systems. I've always been an early adopter of things like LinkedIn.

AI feels like part of that journey, but I'm not first on the bus. It has to respond to a need. It has to have intent and purpose.

I've worked with a lot of tech and information security professionals, so I've learned there's always more to consider beyond the surface level.

That said, I feel this time is different because of the pace. Previously you had an adoption curve - you had to drag people along. Now people are using AI at home and bringing that expectation into work. There's social pressure when colleagues are producing better outputs faster.

That worries me, because employers seem to be investing in training only at a tools‑use level. They're not focusing on understanding, ethics or guardrails. I suspect we'll see disappointment later when competitive advantage doesn't materialise.

How do you see AI being embedded into workplaces?
Carolyn Shepherd in conversation with Sharon Green
I felt privileged to be in that conversation because that's not something that has come up in some of the clients I've worked with. What tends to happen is you're starting with where they're at.

A recent client was talking about wanting to use more AI in their people function. I said I get that's the goal, but we've got to start with where you're at, which is: at the moment we need to clarify processes, consolidate those processes, and make sure all of the data that your AI tool of choice will feed off is accurate, up to date, in the right place, so that it can work within the system that you've created in your organisation.

You can't just plonk a tool on and hope that's going to work. There are some foundations that you need in place and you're not there yet.

Sometimes clients are further on and they're looking at experimentation. They've got a particular problem they want to solve. They want to go out into the market to work out what tools they can have - whether it's within their Microsoft suite, for example, or whether it's a tool of choice - what's in their tech stack to maximise, or whether they've got to go out to market and create a brand new tool.

There are people and organisations at varying stages of that journey. You can already see by the thought leadership papers that get published, particularly by the big consultancy companies who are investing money in that, that they'll be at a different stage to your startup scale‑up, or in my experience, private banks or regulated businesses, which will be totally different.

They're all going to be on a different journey in some senses.

Some of the other aspects make sense to me. I do people change, I do people tech, I do people experience - they are interrelated and connected. Sometimes clients won't see that, or they're starting with the technology but they're not thinking about the experience or the change impact of that. Some of that adoption curve might be less for some people and more for others in your workplace.

On the surface, it might look like: let's just use Copilot, how many licences do we have, who gets the fancy licences, who gets the basic. Do we use ChatGPT or Gemini or Claude or Perplexity or whatever other tools are out there.

Once you get into it, it feels like a potential for a richer conversation if you're willing to have it. Some people will be at the surface level of tools. That's where it's our job as people professionals, or whatever we're coming at it with, to start where they're at and maybe add some additional insights from our experience.

I wouldn't be on the evangelist side of AI, nor would I be on the other end of the spectrum. It's there, it's coming. The rapidity of it - the fast‑pacedness of it and the plethora of it - makes it unescapable, so we've got to be in the conversation.

Are we as people professionals always in the front of the conversation around technology? Probably not. There'll be a lot of organisations defaulting to the tech team and thinking about it as a tech project.

I did a great project where I was the people person in a tech function. They were doing an agile transformation change project and I was in the tech function. It was great - I learned an awful lot about technology. I felt I was pretty tech‑savvy before I got there, but I learned a lot.

I do hear people saying HR is looking to tech to lead it or saying it's really about the licences and things. If I compare different types of clients - sometimes I'm working with HR, sometimes I'm not - HR seems to be much further behind the general uptake of AI. They want to know how it can work for them, they probably want a quick fix, but I'm not sure they really want to get stuck in.

I remember a recruiter telling me once: "Why are you not advertising this as part of your service, Sharon? Because I don't see many HR professionals who are that tech‑focused, that tech‑savvy."

On one level, it's a broad church, the people function. You'll get some people for whom that stereotype of "we don't do this" or "we're not great at tech" is there. That helps me get work.

However, I do think there's too broad an agenda of what the people function is doing, and there needs to be a consolidation so we can work out what the focus is.

Even if you're not coming at it from a technical perspective, it's about stepping into conversations where we might not know the answers. You've got to be in the conversations across the organisation. This is an organisation‑wide matter.

Coming at it from pure tech, or being in the people team and only getting in touch with the tech team when you need something from them - neither is the right approach. Collaboration is better. Co‑creation.

It's been absolutely fascinating talking with you. It has opened up so many thoughts for me. I've made some notes as we've gone along. We could go into this again and again - tech stacks, redesigning the HR function - fascinating topics.

Before we go, what would your advice be to an HR interim who's thinking: should I spend time getting to know more about AI? Is it worth it?

When I use AI, it's intentional. It's about what I need it to do. You mentioned I don't use it for my writing because I like writing - it's a craft.

People feel they should be using it for everything. There's pressure that they're going to take the joyful bits away - the bits they enjoy doing. Use it intentionally.

The way I use it is for specific things that I need to do quickly. It's like a critical friend sometimes.

I would also say: think about your values, your ethics, which tools you want to use. Pick a few tools. Triangulate because of hallucination.

The key thing for me is whether you're using them internally or externally. I don't put my own IP in there. I don't put client data in there. I anonymise things if I use it. I use it as a baseline. I'm critical of the information I get from the tool. I ask it for references. Good prompting to find good information.

There are some tools I don't touch because I don't like the ethics of the founders. Other people might not have that point of view, but that's mine. That's about my values.

It is about being open, but also listening to people who are critical of it and concerned about it, and striking your own point of view. Getting your own point of view is really critical.

The message I'm taking away is that you value intentional use of AI, and you advocate being well informed. It doesn't matter where you are personally on the spectrum. Join the conversation, be part of things, and then you can decide.

I love that. I'll vote for you at the next election. Great to speak to you again soon. Take care.

The Sovereign Career Podcast is a place for thoughtful conversations about work, judgement and identity at a time when roles, tools and expectations are shifting fast. It isn't about keeping up or having definitive answers. It's about noticing what's changing, making conscious choices, and staying human as you navigate it. If this episode resonated, you're very welcome here.
So, until next time - take care, and stay sovereign.

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Use AI on your terms. Protect what's yours.

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A recording by The Sovereign Career Hub with your host Carolyn Shepherd and her guest Sharon Green.

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Podcast for Daniel Taylor's Managing Potential  (February 2026)

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Podcast for Daniel Taylor's Managing Potential  (February 2026)

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I talk about my career as a manager and leader and share some of the differences in being an interim manager too.

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Really pleased to have Sharon Green as the guest on this weeks episode of the #ManagingPotentialPodcast where she talks about what it takes to lead change with confidence, curiosity, and a truly human touch. The podcast is perfect for anyone passionate about leadership, organisational development, change management, and the mindset of a truly human‑centred practitioner. So give it a listen on Spotify, iTunes, Amazon Music or whereever you get your podcast. You can also visit https://lnkd.in/g_a5CSGy to listen. #Podcast #Leadership #ChangeManagement #Confidence

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Podcast Women Talking About Learning - The Networking One (December 2025)

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Podcast Women Talking About Learning - The Networking One (December 2025)

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2025 podcast appearance with Helen Marshall and Rhonda Martin about our networks and networking experiences.

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CIPD Surviving your first year solo (July 2025)

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CIPD Surviving your first year solo (July 2025)

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CIPD Surviving your first year Q&A with Kelly Venkiah (March 2025)

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CIPD Surviving your first year Q&A with Kelly Venkiah (March 2025)

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Kelly and I answer the questions asked in the chat for the CIPD London session we were on the panel for March 18 2025

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Part 2: Surviving First Year as an Independent Consultant Plus in-depth Interim expertise

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Lace Podcast on communities January 2024

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Lace Podcast on communities January 2024

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A podcast about how HR professionals can make more out of communities

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LACE Partners on LinkedIn: Why should HR professionals engage with communities? - LACE Partners

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In the latest HR on the Offensive podcast, Chris introduces guest Sharon Green from Chiara Consultancy Ltd. The focus of this episode is on communities and...

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Soundbite from Learning Technologies (April 2026)

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Soundbite from Learning Technologies (April 2026)

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Some brief reflections following the TMS LMS sponsored CLO100 breakfast event at HR/ Learning Technologies 2026

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Glass half full or half empty when it comes to the future of learning? 🥛 For Sharon Green, People Transformation Leader, it’s definitely glass half full! Last month, we sponsored and attended the CLO100 breakfast discussion on Learning Transformation where Nick Gonios caught up with Sharon about the future of L&D. Her key takeaway? The future of work is full of opportunity for L&D leaders willing to evolve. CLO100 Limited #LearningTechnologies #CLO100 #LT26UK #LearnTechUK #LearningTransformation

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Podcast Learning from the Edges - Interim Management episode #19 Temporary Brilliance

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Podcast Learning from the Edges - Interim Management episode #19 Temporary Brilliance

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Hosted by Michelle Parry-Slater and with Tom Robinson as we talk interim management

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Learning from the Edges Podcast – Kairos Modern Learning | Kairos Modern Learning

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The world of work is full of friction. Departments work in silos. Work gets stuck. Teams find workplaces are not as easeful as they could or should be. And in all of this human beings are caught in the challenges, resulting in poor work, mental health worries and worse.

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Women Talking about Learning podcast appearance - The Learning Technology One (October 2023)

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Women Talking about Learning podcast appearance - The Learning Technology One (October 2023)

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With Erin Huizenga Co-Founder and CEO of Desklight and Dr Kinga Petrovai, a learning consultant and podcaster and Andrew Jacobs; Llarn Learning .

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The Women Talking About Learning Podcast

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Our first guest is Erin Huizenga. Erin is Co-Founder and CEO of Desklight, an innovation company that specializes in designing learning experiences. Erin and the Desklight team have partnered with …

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Curiosity - HRC online session (August 2023)

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Curiosity - HRC online session (August 2023)

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With James Dean and Martin Drake

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The Power of Curiosity 🌟 | Embrace Your Inner Explorer | Unlocking your Career Though Curiosity.

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Diverse leaders podcast on YouTube (March 2023)

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Diverse leaders podcast on YouTube (March 2023)

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With Dawn Morton-Young and Cat Wildman

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Women Talking about learning podcast - lifelong learning January 2021

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Women Talking about learning podcast - lifelong learning January 2021

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Sharon Green and Mirjam Neelan talk about the power of a lifelong learning approach

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The Women Talking About Learning Podcast

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This week’s guests are Sharon Green and Mirjam Neelen. Sharon is a consultant with her own company Chiara Consultancy. You can find Sharon on Twitter And on Instagram as SharonGChi…

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Linked In post for Diverse Leaders podcast (March 2023)

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Linked In post for Diverse Leaders podcast (March 2023)

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With Dawn Morton-Young and Cat Wildman March 2023

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Looking forward to this event taking place on 1st March. It's been a long time coming but The Diverse Leaders Coach is launching this 6month mentoring / coaching programme for high-performing Mid to Senior professional and Founder Black and Asian Women and has asked me to be a speaker! If you fit the bill... why not come along? Register your interest below https://lnkd.in/euf7UW7e

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The Diverse Leaders Coach on LinkedIn: #dlc #dawnmy #podcast #podcasting #podcastersofinstagram #podcasts...

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Looking forward to this event taking place on 1st March. It's been a long time coming but The Diverse Leaders Coach is launching this 6month mentoring / coaching programme for high-performing Mid to Senior professional and Founder Black and Asian Women and has asked me to be a speaker!

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HR Courses online Let's talk HR session - Women's health

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HR Courses online Let's talk HR session - Women's health

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James Dean hosts Megan, Claire and me

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HR Courses online - The Annual Appraisal 

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HR Courses online - The Annual Appraisal 

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Hosted by James Dean and with Onai Muchemwa

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Waiting for Success: The Truth About Annual Appraisals - Is it Worth It?

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The Human Side of Change - Business Odyssey podcast 

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The Human Side of Change - Business Odyssey podcast 

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with  Laura Orellana from Parmonia Consultores &  V Lakshmi Chirravuri
from culturelligence

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What happens when you get deeply involved in a change process transformation? What is the definition of Change Process, Project Management and Program Management? and how do they connect? When do culture and people have a role to play in it? What are your key steps to bring in curiosity, actively li…

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Lavasource HR Hot Topics Linked In post - being an interim 

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Lavasource HR Hot Topics Linked In post - being an interim 

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October 2021

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Chiara Consultancy Ltd on LinkedIn: HR Hot Topics - Crowdcast

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📣 Last week I joined Clair Bush Paul Sharpe & Mark Brooks-Lewis for LavasourceHR first #HRHotTopics to share my experiences of being an independent, professional...

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Oyster Search and Selection 2021 during lockdown

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Episode 1: In Conversation with Euan Graham, EG Advisory

Welcome to the first of a series of podcasts from Oyster about the world of work and employment. Today Michael Pickup is in conversation with Euan Graham, Principal Consultant at EG Advisory. They discuss the UK government's Coronavirus Job Retention Scheme and all things "furlough". Amongst other things, they discuss the purpose of the Scheme, how it works and, not least, things for employers to think about if they decide to furlough employees.

http://oystersearch.com/wp-content/uploads/2020/04/The-in-Conversation-with-Podcast-Series-Episode-1-1.m4a

Episode 2: In Conversation with Nick Bloy, Wellbeing Republic

Welcome to the second of Oyster's podcasts about the world of work and employment. Today we're in conversation with Nick Bloy, Director at Wellbeing Republic, discussing employee wellbeing. We take a look at what employers are doing right now to support their employees together with what steps employees can take for themselves to safeguard their own wellbeing during the coronavirus lockdown.

Episode 3: In Conversation with Dr Hazel Harrison, ThinkAvellana

In the third of our series of podcasts about the world of work and employment we're in conversation with Dr Hazel Harrison, a clinical psychologist and Director of ThinkAvellana. Dr Harrison works with a range of clients including law firms, schools and the BBC and today we discuss children's wellbeing, including advice for a daily routine in lockdown, some of the challenges to wellbeing and screen time.

Episode 4: In Conversation with Angus MacGregor, MUFG

In this latest podcast from Oyster about the world of work and employment, we talk to Angus Macgregor, Deputy Head of Global HR at MUFG in Tokyo about the Japanese Government's approach to Covid-19, HR's response, the steps the Bank has taken to facilitate a return to office working, lessons learnt and the future of work.

Episode 5: In Conversation with Sharon Green, Chiara Consultancy

Trust - so deeply ingrained in our daily personal and professional lives that it is easily taken for granted - seems uppermost right now as the UK Government, led by the science, this week sets out its plans to end the lockdown. So, for this latest podcast about the world of work and employment we're in conversation with Sharon Green, Founder of Chiara Consultancy, a specialist in Change, Tech, Comms and Engagement and we take a closer look at what we mean by trust in organisations, why it is so important, the impact of Covid-19 on trust and, crucially, the kind of steps employers should take to ensure trust in the workplace and amongst other stakeholders both now and in the future.

Episode 6: In Conversation with Euan Graham, EG Advisory

As the Chancellor, Rishi Sunak, announces plans to extend the furlough scheme, what better time to catch-up with Euan Graham, Principal Consultant at EG Advisory, for his take on this and the Government's latest announcement on a phased return to the workplace in England. Euan underlines the importance, more than ever, of effective employee communications, practical plans for a return to the workplace, though may be not for everyone, right now at least, and he shares his insights in to what some of his clients and employers are thinking more generally.

Episode 7: In Conversation with Euan Graham, EG Advisory

As employers continue the phased return to the workplace, with flexible furloughing being introduced from 1 July, we take the opportunity to catch-up with Euan Graham, Principal Consultant at EG Advisory to better understand how the scheme will work in practice, possible extensions to the CJRS beyond 31 October and alternative employment arrangements employers are implementing to safeguard jobs and aid recovery.

Episode 8: In Conversation with Nick Bloy, Wellbeing Republic

Cows, mending fences and sharpening swords. It's all in our latest podcast with Nick Bloy, Director of Wellbeing Republic, in which we talk employee wellbeing, self-care for leaders and avoiding the (growing) risk of burn-out as employers begin the lengthy process of re-opening the workplace.

Episode 9: In Conversation with John Scott, Abune Mediation

In previous podcasts, we've discussed the importance of trust in organisations but what happens when this trust (between colleagues, employer and employee, co-founders, Board members and leadership teams) breaks down? It runs the risk of a legal dispute arising (often time-consuming, disruptive and costly). One alternative form of dispute resolution is Mediation, a subject John Scott at Abune Mediation sheds great light on in our latest podcast on the world of work and employment.

Episode 10: In Conversation with Reg Amoah, Norton Rose Fulbright

In our latest podcast about the world of work and employment, we're in conversation with Reg Amoah, Diversity & Inclusion Advisor at Norton Rose Fulbright. Drawing on his own personal experience, we discuss Reg's career, the significance of history and the importance of education, proximity and affinity and the continuing need to challenge people's pre-conceptions, including our own.

Episode 11: In Conversation with Euan Graham, EG Advisory

In a change from all things furlough, we catch-up with Euan Graham, Principal Consultant at EG Advisory, for his thoughts on best practice when employers instigate redundancy programmes. We discuss the importance of, inter alia, stakeholder engagement and communication, the risk to employer brand, the importance of getting it "right" from the outset and, not least, the essential need for respect throughout.

Episode 12: In Conversation with John Scott, Abune Mediation

At a time when HR practitioners seem busier than ever addressing the impact of Covid-19 on their organisation, we're in conversation with John Scott from Abune Mediation, about the wider challenges for HR as a profession, the need for change in the training and development of HR professionals and, armed with the "right" set of skills, the opportunities ahead for HR practitioners to truly influence and impact the organisations of the future.

Episode 13: In Conversation with Alex Rickard, The ARC Partnership

Organisational Culture. What is it? What does it mean for organisational performance and effectiveness? And how has organisational culture influenced the way in which employers have reacted and responded to the impact of Covid-19 and reset the way they operate in the "new normal"? You can find out more by listening to our latest podcast on the world of work and employment with former HRD and now specialist in Organisational Culture, Alex Rickard from The ARC Partnership.

Episode 14: In Conversation with Jonathan Clarke, Kilburn & Strode LLP

What does the future world of work look like and what have we learnt in the past six-months to help guide us? In this thoroughly enjoyable conversation with Jonathan Clarke, Director of Human Resources at Kilburn & Strode LLP, we take a look at what agile working could look like, what purpose working from the office could serve, the implications for people management, work allocation, wellbeing, learning and much more.

Episode 15: In Conversation with John Scott, Abune Mediation

20 years on from hiking over 2000 miles along The Appalachian Trail, we're joined by John Scott from Abune Mediation for his recollections and his insights in to the leadership lessons he drew (including, responding to a hostile environment, learning to fail fast, managing your wellbeing, and developing resilience), and how these can be applied today by employers charting a path through Covid-19.

Episode 16: In Conversation with Shelley Holmes, Watson Farley & Williams LLP

In our latest podcast, we're in conversation with Shelley Holmes, Global Head of HR at Watson Farley & Williams LLP. Drawing on her experience of both the 2008 financial crisis and the current pandemic and with one eye on what next, Shelley underlines the importance of authentic leadership, underpinned by a set of core operating principles, the ability of HR directors to lead and deliver cultural and organisational change, the central importance of "task" to effective agile working, the implications of the latest government measures on WFH, employee wellbeing and the longer term viability of jobs from an OD perspective, as the legal sector continues to evolve at pace.

Episode 17: In Conversation with Euan Graham, EG Advisory

As the UK Government announces the latest in a series of measures to tackle the growing incidence of the Coronavirus in England, we catch-up with Euan Graham, Principal Consultant at EG Advisory, for an update on the forthcoming Job Support Scheme, the latest proposals for more targeted support for certain "locked down" sectors and the implications for employment prospects. We also take a look at other Employee Relations trends Euan is seeing amongst his clients.

Episode 18: In Conversation with Dr Elaine Yerby, LSE

One of the unspoken aspects of the current pandemic is the impact on HR professionals, not least in terms of their own wellbeing. In our latest podcast, we hear from Dr Elaine Yerby from the LSE about her ongoing research in to this area and the implications not only for wellbeing but job satisfaction, engagement and career development, together with some of the broader policy choices facing HR directors and employers more generally.

Episode 19: In Conversation with John Scott, Abune Mediation

Seen through the lens of the pandemic and Brexit, the Future of Work debate seems all the more pressing. So in this episode, the first of 2021, we're in conversation with John Scott from Abune Mediation taking a "big picture" look at the impact of technology, changing demographics, the limits to globalisation and the implications for the labour market - investing in new skills, diversity, greater protection for "gig" workers - and more. We also consider what this might mean for HR Directors and their teams in the coming year and beyond.

Episode 20: In Conversation with Euan Graham, EG Advisory

In our latest podcast on The Future of Work, we consider the current and future Employee Relations issues facing employers with Euan Graham from EG Advisory, including mandatory vaccination for employees, IR35, the Supreme Court's ruling on Uber and current thinking on agile working practices and an employer's contractual obligations. We also discover that employers are increasingly investing in ER training for their HR teams and line managers.

Episode 21: In Conversation with Peter Meyler, HR and People Analytics Professional

In our latest podcast on The Future of Work, we're in conversation with Peter Meyler, latterly Head of People Analytics & Consulting at Barnett Waddingham, for his take on what we mean by People Analytics, the application of data insights to HR policies and practices - Inclusivity, Employee Engagement, Candidate Experience and so on - together with some of the practical steps and potential challenges HR Directors might wish to consider when developing a People Analytics capability within their HR team.

Episode 22: In Conversation with Sharon Green, Chiara Consultancy

In our latest podcast on The Future of Work, we take a closer look at the world of professional HR interims, in conversation Sharon Green, Founder of Chiara Consultancy, a specialist in Change, Tech, Comms and Engagement. Drawing on her own experience of working as a professional HR interim over the past 16 years, we explore Sharon's decision to go interim, the pro's and cons, not to mention the myriad challenges (Covid, Brexit, IR35 and so on). Sharon also shares her thoughts on the future and, in particular, the way in which employers can continue to benefit from interim expertise as part of their overall resourcing strategy and, equally, how professional HR interims need to adapt if they are to capitalise on opportunities in an ever-changing labour market.

Episode 23: In Conversation with Dr Hazel Harrison, ThinkAvellana

The coronavirus pandemic means that Employee Wellbeing is now central to the Future of Work debate and, as this is Mental Health Awareness Week, what better time to be in conversation with Dr Hazel Harrison from ThinkAvellana, to explore the benefits of nature on our wellbeing - the theme of this year's MHAW. So whether you have discovered the benefits of cold water swimming, Shinrin-Yoko or a new found appreciation for gardening, please do take a listen.

Episode 24: In Conversation with Glenn Jones, Interim People Consultant

"Employee Experience" What it is? Why are employers increasingly focused on it? And what are the commercial benefits? Drawing on his vast HR knowledge and experience, in this month's Future of Work podcast, I'm delighted to be in conversation with Glenn Jones, people consultant and currently, interim EMEA HR Director at White & Case. We discuss the growing significance of Employee Experience in a post-pandemic world, the fundamentals which go in to developing an holistic approach to Employee Experience, the importance of HR analytics and data insights and, finally, words of encouragement to HR Directors and their teams to really capitalise on the excellent work undertaken in the past 16 months, in delivering on the future People Agenda.

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Welcome to the first of a series of podcasts from Oyster about the world of work and employment. Today Michael Pickup is in conversation with Euan Graham, Principal Consultant at EG Advisory. They discuss the UK government's Coronavirus Job Retention Scheme and all things "furlough".

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Tap'd Solutions Podcast - The Interim World (2018)

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Tap'd Solutions Podcast - The Interim World (2018)

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Being an interim talking with Anthony Ryland of Tap'd Solutions

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PODCAST: The Interim World - Tap’d Solutions

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With more and more HR professionals considering interim roles, in this podcast Anthony speaks to consultant Sharon Green, on the World of Interim.

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Talking to Julie Leoni

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What's your thing?- Doors with Sharon Green by Julie Leoni - What's Your Thing

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What's your thing?- Doors with Sharon Green by Julie Leoni - What's Your Thing

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What goes on behind closed doors? How do we open doors? What assumptions do we make? A simple conversation about Sharon's photographs of doors takes us into community, connection, creativity and the big issues that as a world we are grappling with.

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Stories to learn by with Adam Meek (April 2021)

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Stories to learn by with Adam Meek (April 2021)

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@Adam_learning

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This is a lovely chat where we started with the scenario's and then just got nattering. Listen in to everything from why inviting HR to the pub is a rarity to photos and art of rainy manchester. Find Sharon here

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This is a lovely chat where we started with the scenario's and then just got nattering. Listen in to everything from why inviting HR to the pub is a rarity to photos and art of rainy manchester. Find Sharon here

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with Jon Thurmond and Wendy Dailey

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Episode 156 - Jon & Wendy talk to Sharon Green

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Live (to tape) from the United Kingdom, we're joined by Sharon Green, owner of Chiara Consultancy. We talk about her move from corporate HR to consulting, cultural challenges in HR, taking part in Twitter chats other than #HRSocialHour, and Sharon introduces us to a drink we've never had.