Hybridge Consulting

𝐈𝐬 𝐲𝐨𝐮𝐫 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐫𝐞𝐚𝐝𝐲 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐀𝐈 𝐥𝐢𝐭𝐞𝐫𝐚𝐜𝐲 𝐝𝐞𝐚𝐝𝐥𝐢𝐧𝐞?   Angela LE MATHON, VP at GSK, emphasizes the importance of understanding AI ethics in a recent Digital HR Leaders podcast: "Trust your data, know your data and understand what you are turning on." 𝐓𝐡𝐞 𝐄𝐔 𝐀𝐈 𝐀𝐜𝐭, 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐟𝐫𝐨𝐦 𝐀𝐮𝐠𝐮𝐬𝐭 1, 𝐦𝐚𝐧𝐝𝐚𝐭𝐞𝐬 𝐀𝐈 𝐥𝐢𝐭𝐞𝐫𝐚𝐜𝐲 𝐛𝐲 𝐅𝐞𝐛𝐫𝐮𝐚𝐫𝐲 2, 2025.   𝐊𝐞𝐲 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐦𝐞𝐧𝐭𝐬: - **Training**: Staff must understand high-risk AI systems and their data. - **Bias & Data Quality**: Identify biases and ensure data quality. - **Human Oversight**: Know when and how to intervene in AI processes.   𝐇𝐑 𝐬𝐲𝐬𝐭𝐞𝐦𝐬 𝐨𝐟𝐭𝐞𝐧 𝐟𝐚𝐥𝐥 𝐮𝐧𝐝𝐞𝐫 𝐡𝐢𝐠𝐡-𝐫𝐢𝐬𝐤, requiring employees to have AI literacy by the deadline.   Ensure compliance—contact us at Hybridge Consulting.   Share your thoughts, connect with Hybridge Consulting, and stay updated on AI compliance! #HybridgeConsulting #AIinHR #AI_literacy #EUAIAct

Want to future-proof your HR strategy like Orange does? Get in touch with us! We are here to help you with: ➡️ AI impact assessment and strategic workforce planning ➡️ comprehensive analytics framework including dashboards and root cause analysis to make your DEIB efforts really impactful ➡️ gender pay gap calculation and root cause analysis to not to make you A DEIB champion (thus elevate your employer brand) but also compliant with EU Pay Transparency ➡️ ONA (organizational network analysis) to support your inclusion efforts and a solid return-to-office policy. We help you unlock your human potential! #PeopleAnalytics #AIinHR #HybridgeConsulting

The first step is completed. It was not easy but super fun! Real quality training and materials! Thanks BABL AI and Shea Brown! To be continued.. #AlgorithmicBiasAudit #LifeLongLearning

Viva Insights is a great tool to gather the data on work patterns that help reveal the below maladaptive trends. We help you with adoption and analytics framework. Our services are available on a project as well as subscription basis. Remember: data is the fuel of AI. So, getting your BI framework up and running in HR (including data governance), is an important step to comply with the EU AI Act. Check out our pricing guides on our website: www.hybridgeconsulting.com. #PeopleAnalytics #HybridgeConsulting

A whitepaper by AI & Partners worth reading, no matter where you are in your compliance journey. The challenges are strikingly similar across industries: ➡️ 𝐋𝐚𝐜𝐤 𝐨𝐟 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠: Nearly half of the respondents report uncertainty about where to start their compliance efforts. ➡️ 𝐓𝐢𝐦𝐞 𝐂𝐨𝐧𝐬𝐭𝐫𝐚𝐢𝐧𝐭𝐬: Many companies are concerned about the tight deadline of 2026 to implement the necessary changes. ➡️ 𝐅𝐢𝐧𝐚𝐧𝐜𝐢𝐚𝐥 𝐏𝐞𝐧𝐚𝐥𝐭𝐢𝐞𝐬: Non-compliance risks not only hefty fines but also the loss of competitive advantage in global markets. At Hybridge Consulting, we provide solutions by offering 𝐇𝐑 𝐀𝐈 𝐬𝐲𝐬𝐭𝐞𝐦 𝐢𝐧𝐯𝐞𝐧𝐭𝐨𝐫𝐲 𝐚𝐧𝐝 𝐫𝐢𝐬𝐤 𝐚𝐬𝐬𝐞𝐬𝐬𝐦𝐞𝐧𝐭. We also 𝐭𝐫𝐚𝐢𝐧 𝐲𝐨𝐮𝐫 𝐇𝐑 𝐭𝐞𝐚𝐦𝐬 𝐨𝐧 𝐟𝐨𝐮𝐧𝐝𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐀𝐈 𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞, 𝐝𝐚𝐭𝐚 𝐠𝐨𝐯𝐞𝐫𝐧𝐚𝐧𝐜𝐞, 𝐫𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐥𝐞 𝐀𝐈 𝐩𝐫𝐢𝐧𝐜𝐢𝐩𝐥𝐞𝐬, 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐤𝐞𝐲 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐦𝐞𝐧𝐭𝐬 𝐨𝐟 𝐭𝐡𝐞 𝐄𝐔 𝐀𝐈 𝐀𝐜𝐭. In addition, we help lay a strong 𝐝𝐚𝐭𝐚 𝐟𝐨𝐮𝐧𝐝𝐚𝐭𝐢𝐨𝐧 𝐟𝐨𝐫 𝐀𝐈 with services ranging from data cleaning to data governance and a comprehensive HR BI framework, including predictive models. #HybridgeConsulting #AIinHR #PeopleAnalytics

𝐁𝐞𝐢𝐧𝐠 𝐃𝐚𝐭𝐚 𝐋𝐢𝐭𝐞𝐫𝐚𝐭𝐞 𝐢𝐬 𝐌𝐨𝐫𝐞 𝐈𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐭 𝐓𝐡𝐚𝐧 𝐄𝐯𝐞𝐫 We’ve been talking about the 𝐛𝐞𝐧𝐞𝐟𝐢𝐭𝐬 𝐨𝐟 𝐩𝐞𝐨𝐩𝐥𝐞 𝐚𝐧𝐚𝐥𝐲𝐭𝐢𝐜𝐬 for a long time. It enhances productivity by enabling more robust, timely decisions, allowing for proactive intervention and personalization. It also strengthens the business case for the HR agenda. While all decisions can be supported by data, this doesn't mean human judgement should be entirely ruled out. From CV screening and personalized learning paths to predictive modeling of who might quit or who’s the right fit, even to personalized reward recommendations—the possibilities are endless. And because every data-driven or data-informed process can be AI-assisted, the 𝐫𝐨𝐥𝐞 𝐨𝐟 𝐩𝐞𝐨𝐩𝐥𝐞 𝐚𝐧𝐚𝐥𝐲𝐭𝐢𝐜𝐬 has shifted 𝐟𝐫𝐨𝐦 𝐚 "𝐧𝐢𝐜𝐞-𝐭𝐨-𝐡𝐚𝐯𝐞" 𝐭𝐨 𝐚 "𝐦𝐮𝐬𝐭-𝐡𝐚𝐯𝐞." With the 𝐄𝐔 𝐀𝐈 𝐀𝐜𝐭, 𝐮𝐬𝐞𝐫𝐬 𝐨𝐟 𝐡𝐢𝐠𝐡-𝐫𝐢𝐬𝐤 𝐀𝐈 𝐬𝐲𝐬𝐭𝐞𝐦𝐬—including most HR systems—are now facing several 𝐤𝐞𝐲 𝐨𝐛𝐥𝐢𝐠𝐚𝐭𝐢𝐨𝐧𝐬: 👉 𝐑𝐢𝐬𝐤 𝐀𝐬𝐬𝐞𝐬𝐬𝐦𝐞𝐧𝐭: Users must assess the risks associated with the AI system, considering its context, the input data it uses, the algorithm itself, and how the output is utilized. Ie. understanding the system’s impact on individuals and ensuring its use is ethical and fair. 👉 𝐈𝐧𝐩𝐮𝐭 𝐃𝐚𝐭𝐚 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: The input data must be free from bias, representative, and of high quality to avoid discriminatory or distorted outcomes. 👉 𝐇𝐮𝐦𝐚𝐧 𝐎𝐯𝐞𝐫𝐬𝐢𝐠𝐡𝐭: The system’s output must be supervised by a human who is adequately trained and capable of interpreting results. Here are the 𝐤𝐞𝐲 𝐝𝐞𝐚𝐝𝐥𝐢𝐧𝐞𝐬 to be aware of: ☝ 𝐁𝐲 2025.02.02, companies must understand the Act’s general provisions, classify their AI systems accordingly, and start preparing for compliance based on the specific risk category their AI systems fall into. ☝ 𝐁𝐲 2025.08.02, users must: Ensure the proper implementation of human oversight. Confirm that input data is of high quality, representative, and free from bias. Implement appropriate risk management and reporting of incidents. The 𝐜𝐨𝐬𝐭 𝐨𝐟 𝐧𝐨𝐧-𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 for high-risk AI systems can be severe, with penalties reaching up to 20 𝐦𝐢𝐥𝐥𝐢𝐨𝐧 𝐄𝐔𝐑 𝐨𝐫 4% 𝐨𝐟 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲’𝐬 𝐚𝐧𝐧𝐮𝐚𝐥 𝐠𝐥𝐨𝐛𝐚𝐥 𝐫𝐞𝐯𝐞𝐧𝐮𝐞, whichever is higher. If you haven't embarked on your data journey yet, now is the time. We can help! At Hybridge Consulting, we support you from basic data cleaning, to data governance, dashboards, and predictive models. We also assist you in EU AI Act compliance, including inventorying your AI systems and conducting a comprehensive risk assessment in line with these deadlines. Data is the new oil, also in HR. Elevate your HR game through using data wisely and responsibly. #HybridgeConsulting #PeopleAnalytics #AIinHR #AICompliance #AIGovernance

𝐈𝐬 𝐀𝐈 𝐅𝐚𝐢𝐥𝐢𝐧𝐠 𝐭𝐨 𝐃𝐞𝐥𝐢𝐯𝐞𝐫 𝐨𝐧 𝐢𝐭𝐬 𝐏𝐫𝐨𝐦𝐢𝐬𝐞𝐬? CXOs increasingly scrutinize whether AI is truly delivering on its promises, in terms of return on investment (ROI) of AI initiatives. This highlights an important truth: while AI is revolutionary, measurable success hinges on clear financial goals set from the outset of any AI transformation. 𝐓𝐡𝐞 5-𝐋𝐞𝐯𝐞𝐥 𝐀𝐈 𝐒𝐩𝐞𝐜𝐭𝐫𝐮𝐦: Understanding AI's place within an organization is key to unlocking its full value. The AI maturity spectrum, ranging from AI-Enhanced to AI-First, reveals how deeply AI can be embedded into business models: 1️⃣ 𝐀𝐈-𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝: companies use AI to improve efficiency. 2️⃣ 𝐀𝐈 𝐏𝐫𝐨𝐝𝐮𝐜𝐭 𝐄𝐱𝐭𝐞𝐧𝐬𝐢𝐨𝐧: AI strengthens existing offerings. 3️⃣ 𝐀𝐈-𝐄𝐧𝐚𝐛𝐥𝐞𝐝: AI is embedded into the company’s core, driving decision-making and processes. 4️⃣ 𝐀𝐈 𝐢𝐬 𝐭𝐡𝐞 𝐏𝐫𝐨𝐝𝐮𝐜𝐭: AI becomes the central value proposition. 5️⃣ 𝐀𝐈-𝐅𝐢𝐫𝐬𝐭: AI is the foundation of everything the company does, often in a generative capacity. While many companies are still in the AI-Enhanced and AI Product Extension phases, it is essential to understand why reaching ROI for higher levels of AI maturity—like AI-Enabled and beyond—can take longer. 𝐄𝐚𝐫𝐥𝐲-𝐬𝐭𝐚𝐠𝐞 𝐀𝐈 𝐚𝐝𝐨𝐩𝐭𝐢𝐨𝐧 𝐨𝐟𝐭𝐞𝐧 𝐟𝐨𝐜𝐮𝐬𝐞𝐬 𝐨𝐧 𝐞𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐠𝐚𝐢𝐧𝐬, but unlocking its transformative potential requires deeper integration into the business model, which demands time and sustained investment. 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐨𝐟 𝐌𝐞𝐚𝐬𝐮𝐫𝐢𝐧𝐠 𝐀𝐈 𝐑𝐎𝐈 A key challenge in measuring AI ROI is balancing short-term gains with long-term value. As noted by PwC, traditional financial metrics often fall short when evaluating AI-driven transformations. To overcome this, businesses should combine clear KPIs with a long-term vision of how AI can fundamentally change business operations. Best practices involve continuously revisiting goals and adjusting the metrics used to gauge success as the AI journey progresses. 𝐇𝐑’𝐬 𝐑𝐨𝐥𝐞 𝐢𝐧 𝐌𝐞𝐚𝐬𝐮𝐫𝐢𝐧𝐠 𝐀𝐈 𝐑𝐎𝐈 HR should actively co-own the measurement of AI ROI, especially in areas like employee productivity, where AI-Enhanced systems often take root. By focusing on strategic workforce planning, HR departments can help businesses track key productivity metrics over time, allowing for a more accurate assessment of AI’s long-term value. At Hybridge Consulting, we assist HR teams in establishing the right metrics from the start, aligning them with both HR and business goals. We work with clients to build a framework for tracking essential KPIs. Our approach goes beyond measurement—we help realign HR strategy to ensure AI adoption drives meaningful, organization-wide transformation. By focusing on the long-term impact of AI, companies can measure the true ROI and guide the business towards sustainable, AI-driven growth. #HybridgeConsulting #AIinHR

𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐁𝐢𝐚𝐬 𝐢𝐧 𝐀𝐈 & 𝐇𝐑: 𝐖𝐡𝐲 𝐇𝐑 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐌𝐮𝐬𝐭 𝐓𝐚𝐤𝐞 𝐀𝐜𝐭𝐢𝐨𝐧 In 2023, the EEOC settled its first AI hiring discrimination lawsuit against iTutorGroup for using an AI system that automatically rejected older applicants, resulting in a $365,000 settlement. In another case, Mobley v. Workday, a class-action lawsuit alleges that Workday’s AI tools discriminated against applicants based on race, age, and disability, potentially shifting liability onto AI vendors. Even Amazon scrapped its AI hiring tool after discovering it discriminated against women due to biased training data. These cases show that AI bias isn’t just an ethical problem. 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲, 𝐄𝐪𝐮𝐢𝐭𝐲, 𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐁𝐞𝐥𝐨𝐧𝐠𝐢𝐧𝐠 (𝐃𝐄𝐈𝐁) is no longer just about employer branding—𝐢𝐭’𝐬 𝐚 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐢𝐬𝐬𝐮𝐞 where HR plays a critical role. The 𝐄𝐔 𝐏𝐚𝐲 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐃𝐢𝐫𝐞𝐜𝐭𝐢𝐯𝐞 requires companies to report on 𝐮𝐧𝐣𝐮𝐬𝐭𝐢𝐟𝐢𝐞𝐝 𝐠𝐞𝐧𝐝𝐞𝐫 𝐩𝐚𝐲 𝐠𝐚𝐩𝐬 and 𝐤𝐞𝐞𝐩 𝐭𝐡𝐞𝐦 𝐰𝐢𝐭𝐡𝐢𝐧 𝐚 5% 𝐫𝐚𝐧𝐠𝐞. While this directive focuses on gender, navigating biases in AI goes 𝐛𝐞𝐲𝐨𝐧𝐝 𝐠𝐞𝐧𝐝𝐞𝐫 to include: ▶ 𝐑𝐚𝐜𝐞 𝐚𝐧𝐝 𝐄𝐭𝐡𝐧𝐢𝐜𝐢𝐭𝐲 𝐁𝐢𝐚𝐬 ▶ 𝐀𝐠𝐞 𝐁𝐢𝐚𝐬 ▶ 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐆𝐚𝐩𝐬: Penalizing individuals who have taken breaks from the workforce. ▶ 𝐄𝐝𝐮𝐜𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐈𝐧𝐬𝐭𝐢𝐭𝐮𝐭𝐢𝐨𝐧𝐬: Overvaluing degrees from prestigious schools. ▶ 𝐒𝐨𝐜𝐢𝐨𝐞𝐜𝐨𝐧𝐨𝐦𝐢𝐜 𝐒𝐭𝐚𝐭𝐮𝐬 ▶ 𝐃𝐢𝐬𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐨𝐫 𝐧𝐞𝐮𝐫𝐨𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 According to the 𝐄𝐔 𝐀𝐈 𝐀𝐜𝐭, the deployers—in other words, the users of high-risk AI systems—are held responsible for ensuring these systems comply with regulations. Practically all HR systems with AI capabilities fall into the high-risk category, which means 𝐇𝐑 𝐭𝐞𝐚𝐦𝐬 𝐚𝐫𝐞 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐝 𝐭𝐨: ✅ 𝐄𝐧𝐬𝐮𝐫𝐞 𝐝𝐚𝐭𝐚 𝐪𝐮𝐚𝐥𝐢𝐭𝐲: Use diverse, representative data to minimize bias. ✅ 𝐌𝐚𝐢𝐧𝐭𝐚𝐢𝐧 𝐡𝐮𝐦𝐚𝐧 𝐨𝐯𝐞𝐫𝐬𝐢𝐠𝐡𝐭: Ensure human review of AI-driven decisions to safeguard fairness. ✅ 𝐂𝐨𝐧𝐝𝐮𝐜𝐭 𝐛𝐢𝐚𝐬 𝐚𝐮𝐝𝐢𝐭𝐬: Regularly audit AI systems for discriminatory outcomes. 𝐇𝐨𝐰 𝐖𝐞 𝐂𝐚𝐧 𝐇𝐞𝐥𝐩: At Hybridge Consulting, we assist HR teams in: 👉 Inventorying AI systems and conducting risk assessments to identify potential biases. 👉 Defining fairness for your AI systems, ensuring equitable decision-making across all demographics. 👉 Data cleaning, assessment, and balancing to ensure proportional representation in your datasets. 👉 Bias audits to detect and address biases in AI-driven HR processes. 👉 Ensuring compliance with the EU AI Act by implementing necessary data governance and oversight mechanisms. HR leaders must act now to ensure their AI systems are not only compliant but also fair, inclusive, and aligned with DEIB goals. Let’s make AI in HR a force for equity and innovation, not discrimination. #HybridgeConsulting #DEIB #AIinHR #EUAIAct #EUPayTransparency

𝐓𝐡𝐞 10 𝐒𝐡𝐚𝐝𝐞𝐬 𝐨𝐟 𝐃𝐚𝐭𝐚: 𝐖𝐡𝐲 𝐇𝐑’𝐬 𝐀𝐭𝐭𝐞𝐧𝐭𝐢𝐨𝐧 𝐒𝐡𝐨𝐮𝐥𝐝 𝐓𝐮𝐫𝐧 𝐭𝐨 𝐃𝐚𝐭𝐚, 𝐀𝐧𝐚𝐥𝐲𝐭𝐢𝐜𝐬, 𝐚𝐧𝐝 𝐆𝐨𝐯𝐞𝐫𝐧𝐚𝐧𝐜𝐞 According to Gartner, 80% of business decision-makers prefer 𝐝𝐚𝐭𝐚-𝐬𝐚𝐯𝐯𝐲 𝐇𝐑 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬. What’s driving this shift? The growing 𝐝𝐞𝐦𝐚𝐧𝐝 𝐟𝐨𝐫 𝐩𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲 and the exponential surge in available data as 𝐰𝐨𝐫𝐤 𝐛𝐞𝐜𝐨𝐦𝐞𝐬 𝐢𝐧𝐜𝐫𝐞𝐚𝐬𝐢𝐧𝐠𝐥𝐲 𝐨𝐧𝐥𝐢𝐧𝐞. This new landscape has also brought 𝐬𝐭𝐫𝐢𝐧𝐠𝐞𝐧𝐭 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐫𝐞𝐪𝐮𝐢𝐫𝐞𝐦𝐞𝐧𝐭𝐬 around privacy, security, and transparency, such as the GDPR, EU Pay Transparency Act, and EU AI Act. But despite these advancements, 𝐝𝐚𝐭𝐚 𝐫𝐞𝐦𝐚𝐢𝐧𝐬 𝐚 𝐜𝐫𝐢𝐭𝐢𝐜𝐚𝐥 𝐜𝐨𝐧𝐜𝐞𝐫𝐧 for executives embracing AI. IBM reports that 𝐩𝐨𝐨𝐫 𝐝𝐚𝐭𝐚 𝐪𝐮𝐚𝐥𝐢𝐭𝐲 𝐜𝐨𝐬𝐭𝐬 organizations an average of $12.9 𝐦𝐢𝐥𝐥𝐢𝐨𝐧 𝐚𝐧𝐧𝐮𝐚𝐥𝐥𝐲. Over 70% of employees have access to data they shouldn't, and 80% of analysts’ time is spent simply discovering and preparing data (HBR). Worse still, only just over 50% of companies have adopted people analytics, according to Insight222. 𝐓𝐡𝐞 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬—𝐚𝐧𝐝 𝐫𝐢𝐬𝐤𝐬—𝐚𝐫𝐞 𝐡𝐮𝐠𝐞. So, 𝐰𝐡𝐲 𝐢𝐬𝐧'𝐭 𝐇𝐑 𝐥𝐞𝐚𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐜𝐡𝐚𝐫𝐠𝐞? The common 𝐞𝐱𝐜𝐮𝐬𝐞𝐬 are that data governance is IT's responsibility, that systems don't support easy data extraction, or that there isn't enough staff or expertise. But this 𝐦𝐢𝐧𝐝𝐬𝐞𝐭 𝐢𝐬 𝐟𝐥𝐚𝐰𝐞𝐝—and here’s why: ✅ Data enhances 𝐩𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲 by enabling better, more timely, and more robust decision-making than intuition alone. ✅ It helps 𝐞𝐥𝐢𝐦𝐢𝐧𝐚𝐭𝐞 𝐮𝐧𝐜𝐨𝐧𝐬𝐜𝐢𝐨𝐮𝐬 𝐛𝐢𝐚𝐬, ensuring fairer processes. ✅ Data 𝐟𝐨𝐬𝐭𝐞𝐫𝐬 𝐛𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐟𝐨𝐜𝐮𝐬, as it's the common language across departments, supporting a business case for HR interventions. ✅ 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐚𝐭𝐢𝐨𝐧 becomes easier, leading to better employee experiences. ✅ Predictive analytics enable 𝐩𝐫𝐨𝐚𝐜𝐭𝐢𝐯𝐢𝐭𝐲 , helping HR stay ahead of issues. ✅ Democratizing data enhances 𝐦𝐚𝐧𝐚𝐠𝐞𝐫 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞𝐧𝐞𝐬𝐬. 𝐃𝐚𝐭𝐚 𝐢𝐬 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐚 "𝐧𝐢𝐜𝐞-𝐭𝐨-𝐡𝐚𝐯𝐞." It’s a necessity—and a potential risk if mishandled. HR must prioritize: ☝ 𝐃𝐚𝐭𝐚 𝐬𝐞𝐜𝐮𝐫𝐢𝐭𝐲 ☝ 𝐂𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 with key regulations (e.g., GDPR, EU directives) ☝ 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲, the prerequisite for trust ☝ 𝐀𝐈 𝐫𝐞𝐚𝐝𝐢𝐧𝐞𝐬𝐬, as data is the raw material of AI Data is not solely an IT responsibility. 𝐇𝐑 𝐦𝐮𝐬𝐭 𝐭𝐚𝐤𝐞 𝐨𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩, internalize the importance of data, and lead the way. Whether it’s basic data cleaning, establishing governance frameworks, or integrating predictive analytics, we at Hybridge Consulting 𝐚𝐫𝐞 𝐡𝐞𝐫𝐞 𝐭𝐨 𝐡𝐞𝐥𝐩. Let’s equip your HR team with the tools to become data-savvy and ready for the future. #HybridgeConsulting #PeopleAnalytics #AIinHR

𝐄𝐱𝐜𝐢𝐭𝐢𝐧𝐠 𝐂𝐡𝐚𝐧𝐠𝐞𝐬 𝐀𝐡𝐞𝐚𝐝! After much reflection, with Eszter Debreczeni, we have decided to continue our professional journeys separately to better serve our customers. Eszter will continue her inspiring work in supporting HR teams through AI training, coaching, mentoring, and sparking inspiration. She remains dedicated to helping organizations embrace AI with confidence and skill. At Hybridge Consulting, we will focus on providing holistic support to HR teams in a variety of key areas: ➡ 𝐌𝐚𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐌𝐨𝐬𝐭 𝐨𝐟 𝐘𝐨𝐮𝐫 𝐇𝐑 𝐃𝐚𝐭𝐚: From basic data cleaning to establishing a solid data governance framework and developing people analytics solutions, we guide your HR team at every step. Our services span from building insightful dashboards to advanced predictive modeling, all while supporting your team's mindset shift toward a data-driven approach in HR. ➡ 𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐂𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞: With data analytics, HR, and compliance increasingly intersecting, we’re here to help you stay ahead. We specialize in two hot topics: the EU Pay Transparency Act and the EU AI Act, ensuring your teams are well-prepared and compliant in this rapidly evolving landscape. ➡ 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠: We operate at the intersection of strategic consulting and data to help align your HR strategy with organizational AI adoption. Our approach ensures that your workforce is ready and adaptable to the ongoing transformations brought about by AI. ➡ 𝐓𝐫𝐮𝐬𝐭𝐞𝐝 𝐌𝐢𝐜𝐫𝐨𝐬𝐨𝐟𝐭 𝐏𝐚𝐫𝐭𝐧𝐞𝐫𝐬: As proud Microsoft partners, we go beyond just providing licenses. We equip your HR teams with the knowledge for tech adoption and process realignment, ensuring you can harness the full potential of tools like Viva, Copilot, and more. Hybridge will continue to be the strategic partner of both EY and Microsoft, committed to guiding HR teams through their AI journey. We're excited about this new chapter and look forward to helping our clients thrive in the era of AI and data-driven HR! #HybridgeConsulting #AIinHR