The HR Room Podcast

As artificial intelligence becomes more embedded in everyday work, a new concern is emerging: are we becoming overly reliant on it? In this episode of The HR Room Podcast, Dave and Mary are joined by Dr. Ryne Sherman, Chief Science Officer at Hogan Assessments, to explore the concept of the “AI zombie” — and what it could mean for the future of work. The conversation examines how increasing dependence on AI tools may be reducing critical thinking, decision-making, and cognitive engagement in the workplace. Ryne explains that while AI offers clear productivity benefits, there is a growing risk that employees may begin to “switch off” mentally, delegating too much responsibility to technology. Mary highlights real-world examples of AI misuse, including legal cases where individuals relied on AI-generated information without verifying its accuracy. Together, the panel explores how these behaviours could translate into organisational risks — from poor decision-making to reduced capability development. A central theme throughout the discussion is balance: AI should act as a co-pilot, not an autopilot. The episode emphasises the importance of maintaining human judgment, curiosity, and critical thinking, even as AI becomes more advanced and accessible. The discussion also explores leadership, learning, and organisational responsibility — highlighting how HR leaders must ensure that technology enhances, rather than replaces, essential human skills. Guest • Dr. Ryne Sherman — Chief Science Officer, Hogan Assessments Topics include: • What the term “AI zombie” means and why it’s gaining attention • The concept of AI as a “co-pilot” vs “autopilot” • The impact of AI on cognitive ability and critical thinking • Risks in areas like hiring, performance management, and leadership decisions • Lessons from past technological shifts (internet, automation) • Why leadership fundamentals remain unchanged despite AI • The role of HR in managing AI adoption responsibly • Training challenges and the limitations of passive learning systems • The growing importance of creativity, reasoning, and adaptability Key Takeaways for HR Leaders • AI should enhance human capability — not replace critical thinking. • Over-reliance on AI can lead to reduced cognitive skills and poorer decisions. • Strong communication skills are essential for effective AI use. • Curiosity and continuous learning are key traits in an AI-driven workplace. • Leadership fundamentals (integrity, judgment, expertise) remain unchanged. • AI can improve productivity — but may also degrade performance if misused. • HR must actively guide how AI is used within organisations. • Training should focus on critical thinking and responsible AI use. • Passive learning approaches (e.g. LMS-only training) are insufficient. • Human skills — empathy, judgment, communication — are more valuable than ever. • Organisations must guard against “skill atrophy” over time. • The real risk isn’t automation — it’s abdication of responsibility. Get in Touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie

Organisational strategy often looks clear on paper — but translating that strategy into a structure that actually works in practice is where many organisations struggle. In this episode of The HR Room Podcast, Dave and Mary are joined by returning guest John Kennedy, Head of HR Organisational Development at Iarnród Éireann (Irish Rail), to explore how HR leaders can move from high-level strategy to effective, real-world organisational design. The conversation examines why structure is not just an operational detail, but a critical enabler of strategy. John highlights the importance of alignment — ensuring coordination, coherence and communication across the organisation — while Mary emphasises the risks of poorly thought-through changes, including unintended consequences and organisational friction. Together, they explore the realities of organisational change, from the need for continuous adaptation (rather than one-off transformation) to the human challenges that often derail even the most well-planned initiatives. The discussion blends practical insight with real-world experience, including examples from Irish Rail’s large-scale transformation and investment programmes. A key theme throughout the episode is that successful organisational design is not just about structure — it’s about people. From gaining buy-in and addressing resistance to understanding the psychology behind change, HR leaders play a central role in ensuring that strategy translates into meaningful outcomes. Guest John Kennedy — Head of HR Organisational Development, Iarnród Éireann (Irish Rail) Topics include: Why organisational structure is critical to delivering strategy The shift from episodic change to continuous organisational evolution Common pitfalls in organisational design and unintended consequences How poor structure can restrict communication, innovation and decision-making Translating strategy into practical, actionable structural decisions Why change initiatives fail despite strong planning The importance of employee buy-in and bringing people along the journey Real-world insights from Irish Rail’s transformation and people strategy Linking HR initiatives to measurable business outcomes The role of curiosity in navigating change and organisational design Key Takeaways for HR Leaders Organisational structure must be intentionally designed to support strategy — it won’t happen by default. Alignment across teams and functions is essential for effective execution. Change is no longer a one-off event — organisations must be designed for continuous evolution. Poor design can create duplication, confusion and communication breakdowns. HR must focus on translating strategy into practical, people-focused actions. Resistance to change is natural and often rooted in fear, stability and habit. Leaders must address emotional and psychological barriers — not just operational ones. Curiosity varies across individuals — and must be nurtured, not assumed. Get in Touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie

Gen Z are rapidly becoming the most influential generation in the workplace — and by 2035, they are expected to be the largest cohort in the workplace globally. Raised in a fully digital world and shaped by economic uncertainty, global crises and the COVID-19 pandemic, they bring distinct expectations around work, wellbeing and career development. In this episode of The HR Room Podcast, Dave and Mary are joined by Dr Mary Collins, Chartered Psychologist at the Royal College of Surgeons Ireland, alongside Insight HR’s own Aoife Dolan, representing Gen Z in practice. Together, they explore the defining characteristics of this generation, combining academic research with lived workplace experience. The conversation highlights how Gen Z prioritises purpose, flexibility and wellbeing over traditional career paths. From job mobility and side hustles to their expectations of leadership and workplace culture, the discussion offers valuable insights into how organisations can better attract, engage and retain this emerging workforce. The episode also explores challenges — including rising loneliness, lower stress tolerance and the impact of social media — while emphasising the importance of intentional workplace design, multi-generational collaboration and innovative practices like reverse mentoring. Ultimately, Gen Z are not just changing the workplace — they are reshaping what work means. Guest Dr Mary Collins — Chartered Psychologist, Royal College of Surgeons Ireland Aoife Dolan - HR Advisor, Insight HR Topics include: Who Gen Z are and how they differ from previous generations Why Gen Z prioritise wellbeing, flexibility and purpose at work The rise of job mobility, portfolio careers and side hustles How attitudes to loyalty and career progression are evolving The role of loneliness, stress and social media in Gen Z’s experience Generational differences in confidence, communication and expectations The concept of reverse mentoring and cross-generational learning Designing workplaces that support a multi-generational workforce Key Takeaways for HR Leaders Gen Z value purpose, flexibility and wellbeing more than traditional career stability. Loyalty is conditional — organisations must earn it through meaningful experiences. Mental health, loneliness and stress tolerance are critical considerations for this cohort. Career paths are becoming more fluid, with increased job mobility and side hustles. Intentional workplace design is essential to support engagement and development. Flexibility and autonomy are no longer perks, but expectations. Organisations that adapt to Gen Z’s needs will be better positioned for the future of work. Contact Dr. Mary Collins Contact Dr Mary Collins on LinkedIn and @drmaryecollins on Instagram Get in Touch with Insight HR If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie

Playfulness at work is often misunderstood as being unprofessional or distracting — yet growing research shows that adopting a more playful mindset can enhance psychological safety, boost creativity and improve team performance. In this episode of The HR Room Podcast, Dave and Mary are joined by Kelsey Kates, founder of Playfully Works and former Global Head of Learning Experiences at Google. Kelsey shares insights from neuroscience, leadership development and workplace culture to explain why playfulness is not about games or forced fun — but about mindset, curiosity and openness. Together, they explore how leaders can intentionally create space for experimentation, connection and learning. From purposeful meeting openers and humour to creative problem-solving tools like LEGO and storytelling, the discussion highlights practical ways HR leaders and managers can embed playfulness into everyday work. The conversation also addresses common scepticism around workplace play, emphasising the importance of psychological safety, authentic leadership and balancing serious responsibilities with moments of lightness and human connection. Ultimately, playfulness is positioned as a powerful enabler of engagement, resilience and innovation in modern organisations. Guest Kelsey Kates — Founder, Playfully Works; Former Global Head of Learning Experiences, Google Topics include: What playfulness really means — and why it’s more about mindset than games The neuroscience behind playfulness and how it supports learning and adaptability Why humans are the only mammals who stop playing as they age How playfulness can increase psychological safety and reduce defensive thinking The role of humour, curiosity and experimentation in driving engagement Practical examples from Google, including riddles and LEGO-based facilitation How playful approaches can help teams challenge unconscious bias Why leaders who show authentic playfulness are often seen as more trustworthy Why playfulness should be seen as a cultural enabler rather than forced fun Key Takeaways for HR Leaders Playfulness is a mindset that supports creativity, openness and psychological safety. Leaders who model authentic playfulness can build stronger trust and connection with teams. Structured techniques like purposeful meeting openers can increase engagement. Creative tools — such as riddles or hands-on activities — can unlock new perspectives. Encouraging safe experimentation helps teams build adaptability and resilience. Playfulness should be intentional and inclusive, not distracting or inappropriate. Even in serious HR environments, moments of fun can help relieve emotional pressure. Behavioural challenges can sometimes be addressed more effectively through creative approaches. Organisations that embrace playfulness thoughtfully can enhance wellbeing, productivity and innovation. Get in Touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie  

Neurodiversity is increasingly recognised as a natural and valuable part of workforce diversity — but many organisations are still unsure how to translate awareness into meaningful workplace change. In this episode of The HR Room Podcast, Dave is joined by returning guest Stacey Machesney, Head of Health & Wellbeing at Irish Life, and Joe Redmond, HR Consultant at Insight HR. Both guests share their personal experiences as neurodivergent professionals alongside practical guidance for HR leaders seeking to create more inclusive, supportive environments. Together, they explore why neurodiversity is not a deficit or a trend, but a long-overdue recognition of different ways people think, learn and process information. The conversation highlights the importance of psychological safety, clear communication, workplace design, and leadership training — all key enablers of employee success. From recruitment practices and role clarity to sensory considerations in office spaces, Stacey and Joe offer actionable insights that organisations can implement today to better support neurodiverse employees — and ultimately improve the experience for everyone at work. Guests Stacey Macchesney – Head of Health & Wellbeing, Irish Life Joe Redmond – HR Consultant, Insight HR Topics include: What neurodiversity means Why awareness of neurodiversity has increased — and why it’s not a “new trend” Personal experiences of ADHD and dyslexia in professional environments The importance of psychological safety when employees disclose neurodivergence Why clear, concise and consistent communication benefits all employees Challenges of open-plan offices, sensory overload and workplace distractions Practical supports such as flexible breaks, quiet spaces and assistive tools The risks of labelling neurodivergence as a “superpower” and overlooking challenges Why organisations must move from a medical model to a cultural framework The role of manager training and inclusive recruitment practices How ambiguous job descriptions and unclear expectations can increase stress Why one-size-fits-all approaches don’t work for neurodiverse workforces The value of employee resource groups and long-term culture change initiatives Key Takeaways for HR Leaders Neurodivergence is a difference, not a deficit — and recognising this is foundational to inclusion. Creating psychologically safe environments encourages openness and enables better support. Clear goals, structured communication and measurable expectations reduce unnecessary cognitive load. Workplace design — including noise levels, lighting and flexibility — can significantly impact performance and wellbeing. Leadership teams don’t need to be experts but should seek guidance and training. Inclusive recruitment practices help attract and retain diverse talent. Culture change takes time; meaningful progress often requires a multi-year, step-by-step approach. Supports designed for neurodivergent employees typically improve the employee experience for everyone. Avoid treating neurodiversity initiatives as a one-off event or awareness campaign. Listening to lived experience — with or without formal diagnosis — is essential. Organisations that proactively build inclusive cultures will be better positioned to unlock the strengths of neurodiverse talent while supporting wellbeing and performance across the entire workforce. Resources/References Read Joe's article - Neurodiversity in the Workplace: Key Insights Every Employer Should Know You can speak to Stacey and her team at Irish Life Wellbeing. Get in Touch  If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie      

Pay transparency is about to transform how organisations manage compensation, communicate pay decisions, and demonstrate fairness in the workplace. In this episode of The HR Room Podcast, Dave is joined by Pat Gurren, Managing Director of Gurren Compensation Consultancy, to unpack the EU Pay Transparency Directive and what it means for employers ahead of its implementation in June 2026. With over 35 years of experience in compensation strategy, Pat explains why this directive represents the most significant shift in reward management in decades. From new employee information rights and pay reporting requirements to the cultural impact of transparency within organisations, Pat shares practical insights to help HR leaders prepare. The conversation also explores the growing importance of job evaluation, the risks of delaying preparation, and why this directive is far more than a compliance exercise. Whether your organisation has already begun preparing or has yet to start, this episode provides essential guidance on how to approach pay transparency in a structured and strategic way. Guest Pat Gurren – Managing Director, Gurren Compensation Consultancy Topics include: What the EU Pay Transparency Directive is and why it was introduced Why pay secrecy is being targeted by the legislation New transparency requirements for employers when advertising roles and negotiating salaries Understanding “work categories” and the concept of work of equal value Why job evaluation is becoming critical again for HR teams The new 5% gender pay gap threshold and what happens if it cannot be justified Public reporting requirements expected from 2027 onwards The shift in the burden of proof in equal pay claims — from employee to employer Why pay transparency is a major organisational culture change, not just a compliance exercise Common mistakes organisations are making as they prepare for the directive Key Takeaways for HR Leaders The EU Pay Transparency Directive represents one of the most significant changes to reward management in decades. Employers must be prepared to disclose average pay by gender within defined work categories. If a gender pay gap of 5% or more exists within a work category and cannot be objectively justified, employers will be required to address it. The burden of proof in equal pay cases will shift to the employer, increasing the importance of robust pay structures. Job evaluation frameworks will become essential for defining work categories and demonstrating pay fairness. Pay data must be continuously monitored, as hiring, promotions, or departures can quickly affect compliance. Managers will need training to confidently explain job levels, pay decisions, and reward structures. Organisations that delay preparation risk major operational and cultural challenges when transparency increases. Pay transparency is not a simple compliance task — it requires data analysis, clear reward strategy, and strong internal communication. For organisations that have not yet begun preparing, the time to act is now. Addressing job evaluation, pay structures, and reporting capabilities early will make the transition to transparency far more manageable. Get in Touch You can reach Pat at pat@gurren.ie or via his website at www.gurren.ie.  You can contact us for a confidential conversation at info@insighthr.ie.  If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie  

Immigration and employment law continues to evolve — and for HR professionals in Ireland, staying compliant while attracting global talent has never been more important. In this episode of The HR Room Podcast, Dave is joined by Alice Heron, Manager at Fragomen, one of the world’s leading immigration services firms, to break down everything HR leaders need to know about Irish immigration law in 2026. From updated salary thresholds to graduate hiring opportunities and strengthened compliance obligations, Alice provides clear, practical guidance to help HR professionals confidently manage international recruitment. Whether you’re hiring from abroad, retaining international graduates, or reviewing your internal compliance processes, this episode offers essential insights for workforce planning in a changing regulatory landscape. Guest Alice Heron – Manager, Fragomen Topics include: • The difference between permission to work and permission to reside • What HR needs to know about right-to-work checks • Understanding Critical Skills, General, and Intra-Company Transfer permits • The new Minimum Annual Remuneration (MAR) thresholds and what they mean for 2026 • Changes under the Employment Permits Act 2024 • The Eligible and Ineligible Occupations Lists – and why they matter • Family reunification rules and dependent considerations • Visa timelines and workforce planning • Hiring and retaining international graduates in Ireland • Stamp 1G and Stamp 2 permissions explained • Common compliance pitfalls HR teams should avoid • Why immigration should be part of long-term workforce strategy — not an afterthought Key Takeaways for HR Leaders • Permission to work and permission to reside are separate systems — always verify both. • The new MAR thresholds (increasing through to 2030) mean salary planning must align with immigration requirements. • Immigration compliance is a lifecycle process — not a “file it and forget it” task. • Expiry date tracking for permits and IRP cards is critical to avoid operational disruption. • Graduate hiring presents a major opportunity, but early permit planning is essential. • Family considerations (including spouse work rights and dependent rules) significantly impact talent attraction and retention. • Promotions, salary changes, and role updates must be formally notified to the Department. • Strong record-keeping is essential in the event of a Workplace Relations Commission audit. • Employers who can clearly communicate long-term pathways (e.g., Stamp 4 eligibility) gain a competitive advantage in attracting global talent. Resources Eligibility and requirements for an employent permit Critical Skills Occupations List Ineligible List of Occupations for employment permits Types of Employment Permits Get in Touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie

If you worked somewhere that went through 10 managers in 12 years, made hundreds of redundancies, removed long-standing employee benefits, and had leaders publicly criticise their own team - would you consider it a toxic workplace? In this episode of The HR Room Podcast, Dave and Mary are joined by Joe Thompson, Head of HR Services at Insight HR, to examine one of the most talked-about organisations in the world - Manchester United - through an HR lens. Drawing on recent media coverage and their own professional experience, the team explore whether the challenges at Manchester United reflect the hallmarks of a toxic workplace culture, and what HR professionals can learn from it. Together, they unpack leadership behaviour, culture drift, psychological safety, employer brand damage, and the risks of reactive change - offering practical advice for HR leaders navigating similar issues in their own organisations. Guests • Joe Thompson – Head of HR Services, Insight HR Topics include: What defines a toxic workplace culture? Leadership behaviour and its ripple effect across an organisation High performer favouritism and double standards The impact of constant leadership turnover Psychological safety – what it looks like (and what it doesn’t) Employer brand damage and recruitment risks Why “quick fixes” and constant restructuring can make things worse The hidden cost of blame culture and fear-based management The role of HR in diagnosing culture challenges Practical steps to rebuild trust and create a healthier workplace Key Takeaways for HR Leaders Toxic cultures rarely start with dramatic events — they begin with small tolerated behaviours that become normalised. Culture change takes years, not months — and must be consistent. Values must be lived, not laminated. Leadership alignment between words and actions is critical. HR’s role is to diagnose, listen, structure feedback, and guide meaningful change — not simply label a workplace “toxic.” If any of the warning signs discussed resonate with your organisation, it may be time to step back, assess honestly, and put a structured plan in place. References How Manchester Utd became a textbook example of a toxic workplace - RTÉ Get in Touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn.   About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie

Gender stereotypes continue to shape how work is valued, how talent is assessed, and how people progress in organisations, often in ways that operate beneath the surface of conscious awareness. Despite decades of progress on gender equality, deeply embedded assumptions about leadership, competence and commitment continue to influence workplace decisions. In this episode of The HR Room Podcast, Dave and Mary are joined by globally recognised researcher and DEI expert Lori Mackenzie, co-founder of the Stanford VMware Women’s Leadership Innovation Lab, to explore how gender stereotypes persist in today’s workforce — and why they matter for HR leaders. Drawing on international research, real workplace examples and lived experience, the conversation examines how stereotypes show up in recruitment, promotion, performance assessment and leadership language. They discuss why women can also internalise and reinforce these beliefs, the impact of motherhood penalties, and how seemingly neutral words can carry gendered assumptions. They also explore the growing role of AI in HR decision-making - both the risks of embedding existing bias at scale, and the opportunity to use data and pattern recognition to challenge inequity.  Guest Lori Mackenzie – Co-Founder, Stanford VMware Women’s Leadership Innovation Lab Topics include: Why gender stereotypes remain deeply embedded in modern workplaces Findings from the European Institute for Gender Equality on attitudes to pay and work value How stereotypes influence hiring, promotion and reward decisions Why women can also internalise and reinforce gender bias The “motherhood penalty” and its impact on career progression How language reinforces narrow definitions of leadership and success Gendered descriptors such as “bossy”, “shrill” and “strategic” — and why they matter Where bias shows up across the employee lifecycle, from recruitment to development The risks of relying on “gut instinct” in hiring and promotion decisions AI in HR: amplifying bias versus using technology to identify patterns and blind spots Practical tools to block bias, including scorecards, rubrics and clearer success criteria The role of transparency, awareness and self-reflection in driving real change Useful Links & Resources European Institute for Gender Equality – Gender Equality Index Stanford VMware Women’s Leadership Innovation Lab LinkedIn page Lori's website Get in touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave at dcorkery@insighthr.ie or connect with him on LinkedIn. For confidential HR support, contact info@insighthr.ie 📞 Immediate HR support: 056 770 1060 We love your feedback and we’re always here to support you with your HR challenges. About The HR Room Podcast The HR Room Podcast is brought to you by The HR Room, produced by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland and beyond about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.

Embedding workplace wellbeing takes more than good intentions and one-off initiatives. It requires people across the organisation who are willing to champion it every day. In this episode of the Wellness Works mini-series on The HR Room Podcast, Dave Corkery and Laura Barry, Head of People Development at Insight HR, are joined by special guest Brian Crooke, Founder of Workplace Wellbeing Ireland and The Work Well Institute, to explore how wellbeing champions can bring strategy to life on the ground. Together, they unpack what a wellbeing champion really is (and what they’re not), why peer-led influence is so powerful, and how champion networks help bridge the gap between wellbeing policy and everyday employee experience. The conversation covers how to select, train and support champions, the importance of role clarity and leadership backing, and how to avoid common pitfalls such as overload, lack of structure or tokenism. Drawing on practical examples from organisations across Ireland, including Irish Life and ESB, this episode offers clear, actionable guidance for HR professionals and leaders who want to embed wellbeing in a sustainable, credible and inclusive way - not just as an initiative, but as part of organisational culture. Guests Brian Crooke – Founder, Workplace Wellbeing Ireland & the Work Well Institute Topics include: What wellbeing champions are, and how they differ from mental health first aiders Why peer influence is critical to embedding wellbeing Selecting champions through voluntary, inclusive processes The importance of role clarity, expectations and boundaries Training champions to take ownership and shape their role Supporting champions without overwhelming them Governance, structure and leadership sponsorship of champion networks Measuring impact without turning wellbeing into a tick-box exercise Common mistakes organisations make, and how to avoid them What “good” looks like when a champion network is working well Useful Links & Resources Workplace Wellbeing Ireland – Wellbeing Champion Programmes Workwell Institute – Postgraduate Certificate in Workplace Wellness Insight HR – Workplace Wellbeing Consulting & Support Wellness Works Live Webinar – Designing Your Wellbeing Strategy (February 17) Get in touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. If today’s episode has you thinking about introducing or strengthening a wellbeing champion network in your organisation, you can arrange a confidential consultation with Laura Barry by emailing info@insighthr.ie. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love your feedback and we’re always here to support you with your HR challenges. 📞 Immediate HR support: 056 770 1060 📧 info@insighthr.ie

Workplace investigations sit at the heart of fairness, trust and accountability in organisations. But when investigations involve high-profile individuals, external parties, or allegations of serious misconduct, the scrutiny can be intense and the risks for employers multiply rapidly if fair procedures are not followed. In this episode of The HR Room Podcast, Dave and Mary are joined by Rebecca Bowman, Head of Investigations at Insight HR, to examine a recent high-profile UK case involving HarperCollins and allegations made against author David Walliams. Using what has been publicly reported about the case, they whether the investigation process itself may have been flawed and what HR leaders can learn when managing allegations involving contractors, public figures and non-employees. They unpack the principles of natural justice, the importance of fair procedures, and why speed, secrecy or outcome-driven approaches can expose organisations to legal challenge, reputational damage and loss of trust. The discussion offers practical guidance for HR professionals navigating complex investigations under intense pressure. Guest Rebecca Bowman – Head of Investigations, Insight HR   Topics include: Why workplace investigations must be handled with care — especially in high-profile cases The HarperCollins / David Walliams case and what has been publicly reported Investigating allegations involving contractors, consultants and external parties Employers’ duty of care when employees interact with non-employees What “natural justice” and fair procedures mean in practice Why the right to respond is fundamental to any defensible investigation The risks of outcome-driven or rushed investigations Reputational damage caused by flawed investigation processes Protecting employee wellbeing while ensuring procedural fairness When to involve external investigators in complex or sensitive cases Key non-negotiables for a fair, impartial and robust investigation   Useful Links & Resources Media coverage of the HarperCollins / David Walliams investigation Workplace Investigation Services - Insight HR Workplace Investigations Guide - Insight HR   Get in touch If you’re not already following us on LinkedIn, you can do that here. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave at dcorkery@insighthr.ie or connect with him on LinkedIn. For confidential HR support, contact info@insighthr.ie 📞 Immediate HR support: 056 770 1060 We love your feedback and we’re always here to support you with your HR challenges.   About The HR Room Podcast The HR Room Podcast is brought to you by The HR Room Podcast, produced by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland and beyond about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.

Workplace wellbeing is often talked about as an HR initiative – but without leadership ownership, even the best programmes struggle to succeed. In this second episode of the Wellness Works mini-series on The HR Room Podcast, Dave and Laura are joined by special guest Stacey Machesney, Head of Health & Wellbeing at Irish Life, to explore why leadership is the true foundation of sustainable workplace wellbeing. Together, they discuss why wellbeing cannot sit with HR alone, the dangers of box‑ticking, and how leadership behaviour, culture and work design shape the real employee experience. They examine the ethical, legal and business risks of getting wellbeing wrong, the growing impact of mental health claims, and the modern challenges leaders now face – from hybrid work and loneliness to neurodiversity and inclusion. From practical guidance on influencing senior leaders to the importance of empathy, training and role‑modelling healthy behaviours, this episode offers clear insights for HR professionals and leaders who want to move beyond surface‑level initiatives and build workplaces where people can truly thrive. Guests • Laura Barry – Head of People Development, Insight HR • Stacey Machesney – Head of Health & Wellbeing, Irish Life Topics include: • Why leadership ownership is essential for effective workplace wellbeing • The risks of leaving wellbeing with HR alone • Box‑ticking and the limits of one‑off initiatives • Leadership behaviour, culture and work design as drivers of wellbeing • Ethical and legal responsibilities around psychological health and safety • The business cost of poor mental health, burnout and presenteeism • Equipping leaders with the skills and confidence to support their teams • Neurodiversity, inclusion and the future of workplace supports • Hybrid work, loneliness and rebuilding social connection at work • How HR can build a strong business case for wellbeing with senior leaders Resources and Links - Wellness Works Webinar: Designing a Wellbeing Programme That Works - Irish Life's Health of the Nation Report 2025 Get in touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. If today’s episode has you thinking about leadership and wellbeing in your organisation – whether you’re starting from scratch or strengthening an existing approach – you can arrange a confidential consultation with Laura Barry by emailing info@insighthr.ie. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love your feedback and we’re always here to support you with your HR challenges. 📞 Immediate HR support: 056 770 1060 📧 info@insighthr.ie

Redundancies are one of the most sensitive and high-risk moments in the life of any organisation. When they are mishandled, the consequences can be profound - from reputational damage and industrial action to long-term impacts on trust, morale and employer brand. In this episode of The HR Room Podcast, Dave and Mary are joined by employment law specialist Adrian Twomey, Partner at Jacob & Twomey Solicitors, to unpack what happens when redundancies go wrong. Using a recent high-profile Irish case as a starting point, they explore the legal obligations, human realities and organisational risks involved in collective redundancies. Together, they discuss why empathy matters as much as compliance, how consultation processes shape outcomes, and what HR leaders and managers can do to avoid the worst-case scenario - including strike action, reputational harm and unfair dismissal claims. Guest • Adrian Twomey –Partner, Jacob & Twomey Solicitors Topics include: • Why redundancies are one of the toughest moments for any organisation • What went wrong in the recent Covalen case and what HR leaders can learn from it • Statutory vs enhanced redundancy payments - expectations and realities • What a “good” consultation process really looks like in practice • The legal requirements under collective redundancy legislation • Common risks: unfair dismissal, discrimination claims and reputational damage • The impact of redundancies on morale, trust and organisational culture • Managing anger, fear and resistance during consultation • Supporting managers who must deliver difficult messages • Why empathy, transparency and professionalism are critical to outcomes • How organisations can recover their employer brand after redundancies Useful Links & Resources • Irish Times article on the Covalen redundancy case • Protection of Employment Act 1977 – Collective Redundancies • Insight HR – Redundancy & Restructuring Services Get in touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave at dcorkery@insighthr.ie or connect with him on LinkedIn. Head here for more info on our confidential Redundancy and Restructuring Services.  For confidential HR support, contact info@insighthr.ie 📞 Immediate HR support: 056 770 1060 We love your feedback and we’re always here to support you with your HR challenges. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review.

Workplace wellbeing is a phrase we hear all the time - but what does it actually mean in practice? For some, it’s fruit bowls and yoga mats. For others, it’s leadership, culture, and how work is really experienced day to day. In reality, true workplace wellbeing goes far deeper than perks and initiatives. In this first episode of a new four-part wellbeing mini-series on The HR Room Podcast, Dave is joined by Laura Barry, Head of People Development at Insight HR, to explore what effective workplace wellbeing really looks like, and why so many organisations struggle to get it right. Together, they unpack the difference between reactive wellbeing supports and preventative, strategic approaches. They discuss why culture and work design matter more than one-off initiatives, the risks of treating wellbeing as a “nice to have”, and how organisations can build sustainable systems that support people to thrive - not just cope. From the impact of hybrid work and social disconnection to the growing importance of employer brand and psychological safety, this episode sets the foundation for leaders and HR professionals who want to move beyond surface-level wellbeing and embed it at the core of how their organisations operate. Guests Laura Barry – Head of People Development, Insight HR   Topics include: • Why “workplace wellbeing” is often misunderstood - and what it really means • The limits of perks, programmes and one-off initiatives • The difference between reactive and preventative wellbeing approaches • The “triangle of support” model for sustainable workplace wellbeing • Why culture, leadership behaviour and work design matter most • The risks of getting wellbeing wrong - burnout, disengagement and talent loss • Employer brand, reputation and the growing importance of wellbeing in recruitment • The WHO Healthy Workplace Model as a practical framework for HR teams • Hybrid work, isolation and the rise of emotional fatigue in modern workplaces • What good looks like: embedding wellbeing into strategy, not just activities • Questions HR leaders should be asking about the real employee experience   Useful Links & Resources • World Health Organization – Healthy Workplace Framework • Workplace Wellbeing Ireland   Get in touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. If today’s episode has you thinking about how wellbeing is working in your organisation - whether you’re starting from scratch or refining an existing programme - you can arrange a confidential consultation with Laura Barry by emailing info@insighthr.ie.   About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love your feedback and we’re always here to support you with your HR challenges. 📞 Immediate HR support: 056 770 1060 📧 info@insighthr.ie

As Irish organisations head into 2026, HR leaders are facing a complex mix of challenges - from attracting and retaining talent in an increasingly competitive market, to navigating cost pressures, culture change, and new regulatory demands like the EU Pay Transparency Directive. At the same time, there’s a strong sense of optimism across the profession, with many organisations investing in leadership development, coaching and capability-building for the future. In this episode of The HR Room Podcast, Dave and Mary are joined by Liam Barton, (Commercial Director – Insight HR), to unpack the key findings from Insight HR’s brand new report, Ireland’s HR Landscape 2026. They explore what’s really keeping HR leaders awake at night and where the biggest opportunities lie in the year ahead. They discuss why talent attraction and retention remains the number one challenge across every sector, how employee engagement and culture are evolving in a post-pandemic workplace, and why AI, hybrid working and skills-based workforce planning are set to reshape HR practice in Ireland. Guests • Mary Cullen – Founder & Managing Director, Insight HR • Liam Barton – Commercial Director, Insight HR Topics include: • The biggest HR challenges facing Irish businesses in 2026 — and why talent attraction and retention tops the list • How recruitment and retention pressures differ by company size, sector and HR team structure • Why not-for-profits and large enterprises feel the talent squeeze most acutely • The growing challenge of employee engagement, culture change and rising workplace expectations • Cost pressures, tightening budgets and their impact on HR priorities • Confidence levels across HR teams - why most feel cautiously optimistic about 2026 • How prepared Irish organisations really are for the EU Pay Transparency Directive • Where businesses plan to invest in learning and development -from management training to coaching and mentoring • The rise of skills-based workforce planning and internal mobility models • AI in HR: opportunities, risks and the growing debate around recruitment technology • The ongoing tension between return-to-office policies and remote working expectations • Key predictions for HR in 2026 — from pay transparency to auto-enrolment and workforce diversity Useful Links & Resources • Ireland’s HR Landscape 2026 – Insight HR Report    Get in touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery or connect with him on LinkedIn. For confidential HR support, contact info@insighthr.ie   About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love your feedback and we’re always here to support you with your HR challenges. 📞 Immediate HR support: 056 770 1060 📧 info@insighthr.ie

This episode of The HR Room, we’re looking back at a great year of conversations with some of Ireland’s best HR leaders. We’ve pulled together a little selection box episode for you collating our ten key learnings from these conversations in 2025. Each insight has a supporting clip to it, but if you’d like to go back and listen to the full conversation on any of the topics, you’ll find the episode number and a link below. The Ten Key HR Insights of 2025 Don’t Be Afraid Of The WRC – Ep 217 – C Suite Special: Inside the WRC with Audrey Cahill of the WRC All Paths Lead Back to Culture - Ep 222 – Culture Audits: Analysis AND Action Change Doesn’t Happen Without Communication - Ep 208 – Let’s Talk Change Management Give Performance Reviews The Proper Time And Training They Require - Ep 227 – Performance, Probation and Common Pitfalls Annual Checkins Don’t Cut It In An Environment Of Constant Change - Ep 248 – Fit for Purpose? Why Everyone Dreads Performance Reviews When Assessing Credibility In Investigations, Start With Plausibility And Consistency - Ep 216 – He said, she said: Assessing credibility in investigations Not Enough Companies Are Prepared For The EU Pay Transparency Directive - Ep 247 – Closing the Gap: Pay Transparency & Gender Pay Gap Reporting Learn From The Best, Ignore The Rest - Ep 243 – Inside Ireland’s Best Managed Companies Develop Critical Thinking Skills In Your Organisation - Ep 246 – Fake Facts, Real Consequences: The AI Authority Problem HR Are In The Best Position To Lead On AI In An Organisation - Ep 241 - AI in HR: The Promise, The Peril and The Possibilities Happy Christmas to all our listeners and we'll see you in 2026!

In a world of hybrid working, constant connectivity and rising pressure, employee wellbeing is no longer a “nice to have” - it’s a business imperative. Yet many organisations still approach wellbeing through surface-level perks rather than addressing the deeper cultural, structural and leadership factors that truly impact how people feel at work. In this episode of The HR Room Podcast, Dave and Mary are joined by Dr. Mark Rowe, family physician, lifestyle medicine expert and wellbeing thought leader, to explore what real, sustainable wellbeing looks like in today’s workplace. Together, they unpack why wellbeing must go beyond yoga classes and fruit bowls, how leadership behaviour and management practices directly shape organisational health, and why wellbeing should be treated as a strategic driver of performance, productivity and retention - not an add-on. Guest Dr. Mark Rowe – Medical Doctor, Author, Wellbeing Speaker & Expert in Lifestyle Medicine Topics include: Why employee wellbeing is a business imperative, not a “nice to have” The difference between wellness initiatives and true organisational wellbeing Wellbeing as the foundation for sustainable performance and productivity The “three Ps” of wellbeing: productivity, performance and people How toxic cultures and poor management damage mental and physical health Why HR leaders struggle to move wellbeing from intention to action Building a business case for wellbeing that resonates with senior leadership Organisational wellbeing as an ecosystem - not a standalone initiative Practical first steps HR leaders can take to start meaningful change Useful Links & Resources www.drmarkrowe.com – Wellbeing Programmes & Resources Things Your Future Self Will Thank You For – Dr. Mark Rowe Get in touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave at dcorkery@insighthr.ie or connect with him on LinkedIn. For confidential HR support, contact info@insighthr.ie About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love your feedback and we’re always here to support you with your HR challenges. 📞 Immediate HR support: 056 770 1060 📧 info@insighthr.ie

Migrant and refugee women in Ireland face significant and overlapping barriers when trying to access employment — from qualification recognition issues and childcare responsibilities to language barriers, rural isolation, unconscious bias, and confusion around immigration permissions. At a time when employers are struggling to find skilled talent, these barriers represent not just an equality issue, but a missed opportunity for Irish organisations. In this episode, Dave and Mary are joined by Fiona Hurley, CEO of NASC, to discuss the findings of NASC’s Breaking Barriers report, which captures the lived experiences of migrant women navigating the Irish labour market. Together, they explore why highly skilled migrant women — including those with STEM, healthcare and professional qualifications — are being filtered out of recruitment processes, how employer misunderstanding of immigration stamps limits opportunity, and what HR leaders can do practically to remove bias and widen their talent pool. Guest Fiona Hurley – CEO, NASC (Migrant & Refugee Rights Charity) Topics include: Key findings from Breaking Barriers: Challenges in Employment Access for Migrant Women • Childcare, transport and structural barriers that disproportionately impact migrant women • Accent bias, language assumptions and discrimination in recruitment • Why overseas qualifications and experience are routinely undervalued • The “invisible talent pool” of highly skilled migrant women in Ireland • Immigration stamps explained: Stamp 1G, Stamp 1, Stamp 4 and common employer misconceptions • Why confusion around work permissions leads to exclusion — even when candidates have full work rights • How screening tools, interview panels and unconscious bias filter candidates out early • Internships, mentoring and work shadowing as practical entry points • Case studies of employers getting it right through partnership and flexibility • What HR professionals can do now to design fairer, more inclusive recruitment systems Useful Links & Resources Breaking Barriers: Challenges in Employment Access for Migrant Women – NASC Report • NASC contact: info@nascireland.org Get in touch If you’re not already following us on LinkedIn, please do. If you have suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie. For confidential HR support, contact info@insighthr.ie About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love your feedback and we’re always here to support you with your HR challenges. 📞 Immediate HR support: 056 770 1060 📧 info@insighthr.ie  

The Christmas party season should be a time for joy and celebration — but for HR teams, it’s often the exact opposite. Misconduct, blurred boundaries, alcohol, drugs, safety concerns, dignity-at-work issues, employer liability… every December, HR braces for what can become the messiest time of the year. In this episode, Dave and Mary are joined by Adrian Twomey, Employment Law Expert & Partner at Jacob & Twomey Solicitors, to unpack the real risks, legal responsibilities, and unexpected behaviours that regularly turn a festive night out into a January HR nightmare. Together, they explore what employers are actually liable for, whether pre-party reminder emails help, why managers play a pivotal role, and if Christmas parties are – controversially -past their sell-by date entirely. Guests Adrian Twomey – Employment Law Expert & Partner, Jacob & Twomey Solicitors Topics include: Employer Liability: Are Christmas parties an extension of the workplace? Real Case Law Examples – harassment, injuries & blurred boundaries Alcohol, Drugs & Lowered Inhibitions: The behaviour shift HR must prepare for Why pre-party “behave yourselves” emails may backfire Managing Complaints: What to do first thing Monday morning The role of managers in preventing party-night disasters Social Media, Privacy & Reputation Risks Should Christmas Parties Be Cancelled Altogether? Alternatives to the traditional boozy night out Key actions HR should take now to protect employees and the organisation Survey: Ireland’s HR Landscape 2026 Ireland’s HR Landscape 2026 Survey – Share your experience, benchmark against peers, and get early access to the final report. As a thank you, you’ll also be entered into a draw for a €150 One4All Digital Gift Card. Take the survey here Get in touch If you’re not already following us on LinkedIn, please do. If you have any suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we speak with HR leaders, experts and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the podcast, please share it with colleagues or friends and leave us a review. We love to hear your feedback, we take requests, and we’re always here to support you with your HR challenges. Immediate HR support 👉 056 770 1060 or info@insighthr.ie

We've reached a milestone - 250 episodes of The HR Room Podcast! To mark the occasion, we’re taking a step back to look at how dramatically the world of HR has transformed since Episode 1… and what the next era of HR might look like. Dave and Mary are joined by Liam Barton, Commercial Director at Insight HR, to reflect on where HR has been, where it is now, and where it’s heading. Together they unpack the challenges that defined the early years of the podcast, the issues dominating today’s workplace, and the forces that will shape HR’s future. Guests Mary Cullen – Founder & Managing Director, Insight HR Liam Barton – Commercial Director, Insight HR Topics include: Looking Back: HR in 2021 HR Challenges That Have Evolved - and Those That Haven’t The Rise of Workplace Conflict DEI, Culture & Behaviour Legislation & Compliance: What’s Reshaping HR in Ireland Looking Ahead: HR in the Next 250 Episodes Survey: Ireland’s HR Landscape 2026 Ireland’s HR Landscape 2026 Survey – Have your say, benchmark against your peers, and get early access to our report. As a thank you, we’ll also enter you into a prize draw for a €150 One4All Digital Gift Card. Take the survey here Get in touch If you’re not already following us on LinkedIn, please do. If you have any suggestions for future episodes, or if you’d like to join us as a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR — where we talk to HR leaders, experts, and practitioners across Ireland about the issues shaping the world of work today. If you’re enjoying the episodes, please share them with colleagues or friends, and leave us a review. We love your feedback, we take requests, and we’re always here to help with your HR challenges.  Immediate HR support 👉 056 770 1060 or info@insighthr.ie