The HR Room Podcast

Insight HR
  • 3.0 (2)
  • Management
  • Updated Weekly

The HR Room Podcast is the podcast series from Insight HR where we talk to business leaders from around Ireland and share their advice on how to create the HR systems and workplace culture that’s right for your business.For show notes and more information, visit www.InsightHR.ie/Podcast

  1. 3d ago

    Ep 272 - How Heineken Built a People-First Culture

    What does it really mean to build a people-first culture? And how can organisations ensure that diversity, equity and inclusion are embedded into the systems, processes and leadership behaviours that shape everyday employee experiences? In this episode of The HR Room, we explore how Heineken have developed a culture where people, performance and business success work hand-in-hand. With our special guest Debra Popplewell (People Director - Heineken Ireland), we discuss the importance of employee voice, leadership accountability, psychological safety, inclusive recruitment practices and the role transparency plays in building trust. Guests Debra Popplewell — People Director, Heineken Ireland Topics Include: What a true people-first culture looks like in practice Why performance and employee experience should reinforce one another The importance of employee voice and meaningful listening Why culture is shaped through behaviours, not values posters Creating psychological safety and building trust at work How employee feedback can drive real organisational change Common mistakes organisations make when measuring engagement Leadership behaviours that sustain positive workplace cultures Investing in people manager capability and leadership development Preparing for the EU Pay Transparency Directive Why job evaluation frameworks are becoming increasingly important Practical lessons from Heineken’s approach to culture and employee experience Key Takeaways A people-first culture is not about prioritising people over performance — it is recognising that performance is delivered through people. Employee listening only creates value when organisations act on the feedback they receive. Culture is shaped by everyday decisions, leadership behaviours and organisational systems rather than written values alone. Recruitment processes play a critical role in demonstrating organisational culture and attracting diverse talent. Inclusive workplaces require organisations to continually examine and remove barriers within their systems and processes. Transparency around pay, progression and decision-making is becoming increasingly important for employee trust. Leaders must be willing to challenge themselves and examine how their own behaviours may be reinforcing unwanted outcomes. Sustainable high performance comes from designing systems that help people do great work, rather than relying on individuals to succeed despite organisational obstacles. Meaningful culture change is a long-term commitment that requires consistency, intention and continuous listening. Resources & Links Learn more about Insight HR's services around workplace culture, leadership development, employee engagement and organisational effectiveness. Find out how Insight HR can support your organisation in preparing for the EU Pay Transparency Directive, including job evaluation frameworks and pay transparency readiness. Contact Insight HR 📧 info@insighthr.ie 📞 +353 56 7701060 🌐 Insight HR – HR Consultancy Services Ireland   Subscribe to The HR Room wherever you get your podcasts to stay up to date with the latest HR insights, workplace trends and expert discussions.

    55 min

  2. May 26

    Ep 271 - The Hidden Habits Impacting Women at Work

    Despite significant progress around gender equality in the workplace, many women still face internal and external barriers that can impact their confidence, visibility, and career progression. From self-doubt and imposter syndrome to difficulties promoting achievements and building influence, certain workplace habits can quietly hold talented professionals back from reaching their full potential. At the same time, organisations have an important role to play in creating environments where people feel supported, empowered, and encouraged to contribute confidently. Through coaching, leadership development, psychological safety, and inclusive workplace practices, employers can help individuals overcome these barriers and thrive. In this episode of The HR Room, we explore the hidden habits that can impact women at work and what both individuals and organisations can do to build confidence, visibility, and leadership capability. We discuss practical strategies for overcoming self-limiting behaviours, the importance of workplace culture, and why creating opportunities for women to progress remains a business-critical priority. Hosts Dave Corkery and Mary Cullen are joined by special guest Gillian McGrath, Executive Coach and Founder of Change Grow Succeed.  Guests Mary Cullen — Founder & Managing Director, Insight HR Gillian McGrath — Executive Coach & Founder, Change Grow Succeed Topics Include: The importance of building allies, networks, and workplace visibility How minimising language and behaviours can undermine confidence Rumination, overthinking, and analysis paralysis in the workplace What imposter syndrome really is  The six common symptoms of imposter syndrome The relationship between perfectionism, procrastination, and self-doubt Psychological safety and creating environments where people feel comfortable speaking up Practical ways to build confidence and develop everyday courage The impact of flexible working, transparency, and inclusive workplace practices How pay transparency and gender equity initiatives can support women's progression Key Takeaways: Many of the challenges associated with imposter syndrome are more common than people realise. Building strong workplace relationships and allies is critical for career progression. Organisations that invest in targeted development programmes often see greater representation of women in leadership positions. Psychological safety plays a vital role in helping people learn, contribute, and progress. Creating equitable systems and transparent pathways to advancement benefits everyone in the workplace. Resources & Links: Change Grow Succeed Insight HR Catch up on Insight HR's webinar: Preparing for Pay Transparency – Why Job Evaluation Matters: Insight HR Events & Webinars 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

    47 min

  3. May 19

    Ep 270 - HR at the Movies: The Devil Wears Prada 2

    Back in 2006, The Devil Wears Prada introduced audiences to one of cinema’s most iconic workplace bosses: Miranda Priestly. At the time, her leadership style -demanding, authoritarian and often toxic - felt strangely familiar to many people working in corporate environments. But nearly twenty years later, workplace culture has changed dramatically, and we see that play out in cinemas at the moment with the movie's sequel The Devil Wears Prada 2. In this episode of The HR Room Podcast, hosts Dave Corkery and Mary Cullen are joined by Insight HR consultants Aoife Dolan and Joe Redmond, to explore how The Devil Wears Prada and its sequel reflect the evolution of leadership, workplace expectations and employee rights over the past two decades. Guests • Aoife Dolan — HR Consultant, Insight HR • Joe Redmond — HR Consultant, Insight HR Topics include: • How The Devil Wears Prada reflects workplace culture in 2006 versus today • Miranda Priestly’s leadership style and the evolution of toxic workplace behaviours • Generational shifts in expectations around work-life balance, wellbeing and psychological safety • The impact of social media, Glassdoor and public WRC decisions on employer reputation • Why employees today are more willing to raise grievances and speak up about toxic behaviour • The relationship between pressure, burnout and workplace conflict • The importance of psychological safety in creating healthy, high-performing workplaces Key Takeaways for HR Leaders • Toxic leadership styles may still exist — but employees are increasingly willing to challenge them. • Psychological safety and dignity at work are now essential expectations, not optional extras. • Generational shifts are changing attitudes toward work-life balance, wellbeing and leadership. • Organisations that ignore toxic behaviour risk reputational damage, retention issues and increased complaints. • High performance should never excuse bullying, harassment or inappropriate conduct. • Employer reputation is more exposed than ever through social media, Glassdoor reviews and public WRC cases. • HR teams play a critical role in coaching leaders, addressing poor behaviour and shaping healthy cultures. Referenced Episodes and Resources • Episode 263 — Generational Differences in the Workplace with Dr Mary Collins • Episode 261 — Neurodiversity & Psychological Safety in the Workplace • Workplace Bullying Webinar featuring Adrian Twomey • Insight HR Workplace Investigations 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

    51 min

  4. May 12

    Ep 269 - Preparing for Pay Transparency: Why Job Evaluation Matters

    The EU Pay Transparency Directive is fast approaching and despite widespread confusion, it has not been delayed in Ireland. While there may be some leniency around enforcement in the early stages, organisations are still expected to take meaningful steps towards compliance before June 2026. One of the most important (and often overlooked) elements of preparation is the implementation of a robust job evaluation framework. Without clear and defensible pay structures, employers may struggle to justify pay differences once transparency obligations come into force. In this episode of The HR Room Podcast, we explore what HR leaders need to know about job evaluation frameworks, why they matter now, and how organisations can begin preparing for a major cultural shift in how pay decisions are made and communicated. Guests Joe Thompson — Head of HR Services, Insight HR Topics include: Common misconceptions about implementation timelines and enforcement Why job evaluation frameworks are becoming essential Understanding “work of equal value” and equal pay obligations How legacy pay structures can create legal and employee relations risks Why transparency will reshape workplace culture and pay conversations Challenges HR teams may face when implementing job evaluation processes Practical first steps organisations can take to prepare now Key Takeaways for HR Leaders Job evaluation frameworks provide the foundation for fair, evidence-based pay decisions. Transparency obligations will increase employee confidence in questioning pay inequities. Legacy pay decisions and inconsistent salary structures may create legal and cultural risks. Equal pay obligations extend beyond gender and may expose broader workplace inequities. Job evaluation focuses on the value of the role, not the performance of the individual. HR leaders should engage senior leadership teams early and secure budget/resources now. Organisations that act early will strengthen trust, fairness, and employer reputation. Seeking expert support can help organisations navigate a complex and evolving area of compliance. Webinar For more on this topic, register for our webinar on 26th May, where Joe will be joined by employment law expert Síobhra Rush - partner at Lewis Silkin Ireland.  Resources The EU Pay Transparency Directive: Implications for Irish Businesses FAQs: The EU Pay Transparency Directive 2026 The HR Room Ep 260 - The EU Pay Transparency Directive: Everything You Need to Know Contact Us 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

    39 min

  5. May 7

    Ep 268 - Workplace Inclusion: Two Steps Forward, One Step Back

    When we talk about diversity, equity and inclusion in the workplace, it’s easy to focus on metrics, reporting, and representation targets. But what happens when the data improves — and yet employees from underrepresented groups still don’t feel fully included at work? In this episode of The HR Room Podcast, we explore the latest findings from Elevate, the Inclusive Workplace Pledge led by Business in the Community Ireland. The conversation examines the gap between progress on paper and the lived experiences of employees across Irish workplaces. Mary and Dave are joined by special guest Richa Tyagi, who leads the Elevate campaign at Business in the Community Ireland. Together, they discuss how organisations can drive meaningful, structural change around inclusion, belonging and equity.   Guest Richa Tyagi — Lead, Elevate Inclusive Workplace Pledge, Business in the Community Ireland   Topics include: Why diversity data collection matters The gap between representation metrics and lived employee experience Structural barriers in recruitment, progression and leadership pathways ender representation and the challenges women face progressing to senior leadership roles Systemic barriers facing Ireland’s Traveller community in education and employment Progress and challenges for LGBTQI+ inclusion in Irish workplaces The role HR leaders can play in driving organisational change and accountability Upcoming pay transparency legislation and its impact on workplace equality Why leadership ownership and evidence-based action are essential for meaningful progress   Key Takeaways for HR Leaders Collecting diversity data is important — but organisations must use it to drive action and decision-making. Inclusion must be embedded at leadership and board level, not treated as a standalone HR initiative. Psychological safety is essential if employees are to feel comfortable disclosing aspects of their identity. Organisations should examine where underrepresented groups are being filtered out of progression pathways. Structural inequality remains a major issue for Ireland’s Traveller community and requires proactive action from employers. HR leaders must challenge assumptions, address bias and advocate for accountability at senior leadership level. Resources The Elevate Pledge 2026 Annual Report More about Elevate: The Inclusive Workplace Pledge More about Business in the Community 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. To learn more about Elevate and the Inclusive Workplace Pledge, visit Business in the Community Ireland.   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 hearing 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

    57 min

  6. Apr 28

    Ep 267 - The Hidden Cost of Sitting Still

    Musculoskeletal (MSK) issues — from back pain to joint and muscle injuries — are one of the most widespread and costly health challenges affecting today’s workforce. While often overlooked or accepted as inevitable, these conditions are having a significant impact on employee wellbeing, absenteeism, and organisational performance. In fact, research suggests that up to 64% of desk-based employees may be experiencing some form of MSK pain at any given time — contributing to lost productivity, increased healthcare costs, and long-term absence. Despite this, many organisations are sitting still on this issue, taking a reactive approach — addressing issues only when employees are already in pain or unable to work. But as costs continue to rise, particularly in healthcare and insurance, this model is becoming increasingly unsustainable. In this episode of The HR Room, we explore how organisations can shift from reactive to proactive strategies when it comes to musculoskeletal health. We discuss the role of HR in prevention, the importance of data and business cases, and how organisations can design work and wellbeing strategies that truly support employees.   Guest Dr. Shane Lowe — CEO & Co-Founder, Vitrue Health   Topics include: What musculoskeletal (MSK) health is and why it matters in the workplace The scale of MSK issues and their impact on absenteeism and productivity The role of HR in driving preventative health strategies How data can be used to build a compelling business case How AI and technology can personalise prevention strategies Breaking down silos between HR, health & safety, and benefits teams Practical steps organisations can take to start addressing MSK risks   Key Takeaways for HR Leaders Musculoskeletal health is one of the leading drivers of absence and workplace cost. A reactive approach (waiting until employees are in pain) is no longer sustainable. Prevention is significantly more cost-effective than treatment. Data is critical — HR must quantify the cost of absenteeism and presenteeism. Organisational silos (HR, H&S, benefits) can limit the effectiveness of wellbeing strategies. AI and technology can enable personalised, scalable prevention solutions. HR should take a systems-based approach to designing healthier workplaces.   Get in Touch If you’re not already following us on LinkedIn, be sure to join the conversation. If you have suggestions for future episodes or would like to be a guest, reach out to Dave Corkery at dcorkery@insighthr.ie or connect with him on LinkedIn. To learn more about Dr. Shane Lowe and Vitrue Health, visit vitruehealth.com.   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. 📞 Immediate HR support: 056 770 1060 📧 Email: info@insighthr.ie

    43 min

  7. Apr 21

    Ep 266 - Navigating the Fuel Crisis: What HR Needs to Know

    Rising geopolitical tensions and ongoing conflict between Iran and the US are continuing to create volatility in global energy markets — and while recent government measures have brought some reduction in fuel prices, uncertainty remains in Ireland. In recent weeks, there have been reports of fuel shortages at pumps, alongside rising costs that are placing real pressure on both employees and employers. What may seem like a global issue is now creating immediate, day-to-day challenges for businesses — from employees struggling to get to work, to increased operational costs and reduced customer footfall in certain sectors. HR teams are increasingly at the forefront of responding to these challenges. Employers must carefully balance business continuity with employee support, while also being mindful of the legal and employee relations implications of any decisions made. In this episode of The HR Room, we explore how organisations can respond to the current fuel crisis — from understanding the risks to implementing practical solutions. We’ll discuss workforce impacts, cost-saving measures, flexible working strategies, and longer-term approaches to building resilience in how employees commute. Guests Joe Thompson — Head of HR Services, Insight HR Addi Colgan — Irish Representative, Kinto Join Topics include: How the fuel crisis is affecting employers and employees across Ireland Operational challenges in sectors like manufacturing, logistics, and shift-based work The role of flexible working in easing commuting pressures Balancing employee support with business sustainability and cost management Alternative commuting solutions such as carpooling and shared transport The role of communication and transparency in building trust Lessons from previous disruptions (e.g. COVID-19 and remote working) Practical ways to support employees without large-scale cost increases Planning for long-term uncertainty and building organisational resilience   Key Takeaways for HR Leaders Employers should respond to the fuel crisis with practical, proportionate solutions. Flexibility (where possible) can significantly ease employee pressure and improve retention. Not all roles can be remote, but small adjustments (e.g. start times, rostering) can help. HR must balance business needs with employee wellbeing. Data-driven decisions are essential when assessing flexibility and policy changes. Clear, transparent communication builds trust and reduces employee relations risk. Alternative commuting solutions (e.g. carpooling) can provide meaningful support. Listening to employee feedback is key to identifying effective solutions. Employers don’t need to solve everything, but they must show awareness and action. Early, thoughtful planning helps build resilience against ongoing uncertainty.   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. For more information on Kinto JOIN, visit kintojoin.io   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

    31 min

  8. Apr 14

    Ep 265 - Dawn of the AI Zombies

    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

    48 min
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3
out of 5
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About

The HR Room Podcast is the podcast series from Insight HR where we talk to business leaders from around Ireland and share their advice on how to create the HR systems and workplace culture that’s right for your business.For show notes and more information, visit www.InsightHR.ie/Podcast

Information

  • Creator
    Insight HR
  • Years Active
    2021 - 2026
  • Episodes
    100
  • Rating
    Clean
  • Copyright
    © Copyright 2021 All rights reserved.
  • Show Website
    The HR Room Podcast

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