The Work Blueprint

Siobhan Savage

Welcome to The Work Blueprint Podcast. This is where the leaders building the AI-powered workforce come together to redesign how work gets done. Each episode features conversations with CHROs, CIOs, Chief AI Officers, Work Architects, and enterprise leaders navigating one of the biggest shifts in a generation: the move from static job architectures to dynamic work systems built for humans and AI agents. From continuous work redesign and AI adoption to workforce transformation, organizational design, and the emergence of Work Architecture, we explore what it takes to build organizations that can adapt at the speed of change. The Work Blueprint is a conversation series hosted by Siobhan Savage. Honest conversations with the people redesigning how work actually works in the AI era. Not predictions or playbooks — what they're seeing, what they're betting on, what they're still figuring out. Because AI is changing work. The leaders who thrive will redesign it.

  1. 3d ago

    Why HR has to lead AI work design | Alexandra Zea, GE Healthcare

    In this episode, Siobhan Savage sits down with Alexandra Zea, who has spent the past nine months redesigning the HR operating model at GE Healthcare and also has responsibility for enterprise transformation. Alexandra and Siobhan have known each other for six or seven years, going back to Alexandra’s time building an HR digital transformation consultancy from its second employee to a team of about 65. Alexandra explains why she left consulting to do this work from the inside. After leading an effort to define the future HR operating model and testing it with CHROs around the world, she realized it is very hard to be first as a consultant with no one to point to. Her answer was to lead by example. She shares the two paradigm shifts that unlocked the model: AI moving organizations from scarcity to abundance, and HR moving from activities to outcomes. As she puts it, a leader who asks to hire someone usually just wants a fully staffed team, and that problem may never need talent acquisition at all. The conversation gets specific about what GE Healthcare is building. Centers of excellence are becoming lean domain expertise teams, delivery is being centralized into a colleague experience and delivery function, and business partners are shifting to own workforce outcomes and look for systemic issues rather than individual cases. Alexandra also explains the difference between a skills taxonomy and a work ontology, and why skills-based approaches stalled when they weren’t connected to the work. Alexandra draws on her early career at Time Inc., where the move from print to digital was obvious but the business couldn’t get there fast enough, to argue that ignoring this shift carries real costs for people’s careers. She closes with a story from a vendor meeting that changed how she thinks about the outcomes behind work redesign, and a challenge to HR leaders to get their own house in order so they have the credibility to lead. In this episode, you’ll learn: How Alexandra built cross-functional buy-in before accepting her role at GE Healthcare The two paradigm shifts that reshaped GE Healthcare’s HR operating model How centers of excellence, delivery and business partnering are being redesigned Why work redesign should start with the outcome, not the task The difference between a skills taxonomy and a work ontology, and why it matters How postmortems from past transformations can help win CFO and CIO support Why HR has a responsibility to lead AI work design, and what it needs to get right first Alexandra Zea leads HR operating model redesign at GE Healthcare, where she also holds responsibility for enterprise transformation. She began her career in HR tech, strategy and analytics at Time Inc. and Morgan Stanley, was the second employee at HR digital transformation consultancy LeapGen, and led innovation for the broader HR tech group after it joined Mercer in 2023. She is also building an AI for HR graduate course at Columbia. 🔗 More from Reejig Explore the AI Work Design Blueprint Get the AI Work Design Team Operating Model Explore Certified AI Workflows for HR Take The Work Architect Course Request a product tour Book a demo Browse all upcoming Reejig Events 📲 Connect With Us Follow Reejig: LinkedIn Follow Siobhan Savage: Instagram | TikTok | LinkedIn

  2. Oct 5

    What it really takes to build an AI work design practice | Jasmine Jaco, Boston Scientific

    In this episode, Siobhan Savage sits down with Jasmine Jaco, VP of Organization Transformation and HR Strategy at Boston Scientific. Jasmine leads AI org transformation, spanning work, role and organizational redesign, while also building the HR capabilities needed to lead that transformation across the company. Jasmine came to this work through management consulting, startups and experience design, and joined Boston Scientific about a year ago. She explains why so many companies keep investing in AI without seeing a material return, and why the answer is to redesign how work gets done rather than hand people new tools for today's work. The standout story is a sales example. Boston Scientific's initial assumptions suggested agents could free up around four hours a week per sales rep. Once the team broke the work down to the task and subtask level with the reps themselves, they found call prep drew on more sources than expected, including information reps kept on their phones, and that CRM documentation often wasn't happening at all. The new workflows would have added time instead of freeing it, undermining the value case. Jasmine also shares how she decides which work is worth redesigning, why workflows need built-in time for people to review AI output and stay accountable for it, and how a shared work architecture stops business units and regions from redesigning the same work twice. She closes with the lessons that shaped her practice: proof points create belief, and progress matters more than perfection. In this episode, you'll learn: Why job titles and descriptions don't show how work really gets done How subtask-level data exposed flawed assumptions in a sales AI value case The data points Boston Scientific uses to decide which work is worth redesigning How a tiered service delivery model stretches scarce AI work design talent Why workflows need explicit time for people to review AI output and apply judgment How a shared work architecture reduces duplicate investment and informs workforce planning Why Boston Scientific's AI transformation pods bring every discipline into one team Jasmine Jaco is the Vice President of Organization Transformation and HR Strategy at Boston Scientific, where she leads AI org transformation spanning work, role and organizational redesign. She spent most of her career in management consulting leading large-scale global transformations, launched startups, and built an experience innovation consulting practice before joining Boston Scientific. 🔗 More from Reejig Explore the AI Work Design Blueprint Explore Certified AI Workflows for HR Take The Work Architect Course Book a demo Browse all upcoming Reejig Events 📲 Connect With Us Follow Reejig: LinkedIn Follow Siobhan Savage: Instagram | TikTok | LinkedIn

  3. Oct 5

    Why Medtronic redesigns the work before it deploys the AI | Abby Rich, Medtronic

    In this episode, Siobhan Savage sits down with Abby Rich, who leads the enterprise and workforce design practice at Medtronic, the largest medical device company. Abby's team sits within enterprise transformation and HR, and most of its time now goes into building a methodology and blueprint for AI modernization. Like many companies, Medtronic's first move into AI for the workforce was to push tools at people and hope for adoption. People were left asking what the training was for and how it fit into their roles. That led Abby's team to start with the work itself: deconstructing roles, deciding where work should sit before any AI is involved, and only then working out the right mix of people and machines for each task. This conversation is candid about what goes wrong when companies move fast. Abby explains why cutting jobs to fund new technology tends to backfire, because the work never went away and has to be hired back. She shares how bottom-up experimentation in a global organization of more than 100,000 people led to widespread duplication of agents, and why Medtronic is now pairing top-down enterprise plays with continued personal productivity. She also talks about her personal experience of becoming more productive, only to have more meetings fill the time she freed up. Abby and Siobhan also get into the people side of AI work design: what to do with freed capacity, why the most surprising data has been about the work that must stay uniquely human, how task adjacency can open nontraditional career paths, and whether employees should ever see AI impact data without the context to interpret it. In this episode, you'll learn: Why pushing AI tools and prompt training at people rarely changes how they work How Medtronic decides where work should sit before deciding where AI fits Why cutting jobs to fund AI technology often means hiring that work back later The difference between outcome-level task data and the subtask detail needed to redesign a workflow How data on uniquely human work can guide hiring, upskilling and career mobility How Medtronic is balancing enterprise-wide AI plays against bottom-up experimentation Why AI "impact" needs careful context before it is shared with employees Abby Rich has spent about 11 years at Medtronic across a range of HR roles, from leadership development and executive learning to HR strategy, where she served as chief of staff to the SVP of Talent and owned strategic workforce planning. She now leads Medtronic's enterprise and workforce design practice, which sits within enterprise transformation and HR. 🔗 More from Reejig Explore the AI Work Design Blueprint Explore Certified AI Workflows for HR Take The Work Architect Course Book a demo Browse all upcoming Reejig Events 📲 Connect With Us Follow Reejig: LinkedIn Follow Siobhan Savage: Instagram | TikTok | LinkedIn

  4. Oct 5

    What manufacturing teaches us about AI and human judgment | Santosh Singh, DENSO

    In this episode, Siobhan Savage sits down with Santosh Singh, Senior Vice President at DENSO, where he oversees human resources, legal and corporate communications. DENSO is one of the world's largest Japanese automotive technology companies, with more than 160,000 employees globally. Santosh is an engineer by trade. He began as a design engineer on mining construction equipment, spending months on the production floor building machines from nuts and bolts, before moving through Six Sigma and process excellence and eventually being asked to lead HR. That background shapes how he approaches AI: start with the purpose and the problem, not the tool, and keep people at the center. Santosh draws on manufacturing to explain why human judgment matters more in the age of AI, not less. He describes gemba, the practice of going to the place of work to see, sense and act, and makes the case that discernment is a skill organizations have to deliberately build. He also proposes a thought experiment for leaders: run a business continuity drill imagining your workforce five years from now, and ask how many people could still discern and problem solve if AI shut down. On the practical side, Santosh walks through how the Six Sigma define, measure, analyze, improve and control method applies to work redesign, how DENSO validated task and subtask data with its leaders until it aligned with what people actually did around 90% of the time, and why reimagining work across functions is really value stream mapping at scale. He closes on how that same work data feeds career pathways and development, and why treating AI as a tool purchase rather than a cultural change is the biggest risk he sees. In this episode, you'll learn: Why DENSO starts AI change with purpose rather than tools What the manufacturing principle of gemba teaches about human judgment and AI Why leaders should pressure test their AI plans with a business continuity drill How the Six Sigma DMAIC method translates to AI work redesign How validating task and subtask data with leaders builds business trust in the data How work architecture can feed career pathways, development plans and workforce planning Why treating AI as a budget line rather than a cultural change is the biggest risk Santosh Singh is Senior Vice President at DENSO, overseeing human resources, legal and corporate communications in North America. An engineer by trade, he began his career as a design engineer for mining construction equipment, moved through Six Sigma and process excellence, and launched a global engineering design center in India. He has spent nearly 25 years helping large industrial companies transform, and joined DENSO in 2021. 🔗 More from Reejig Explore the AI Work Design Blueprint Explore Certified AI Workflows for HR Take The Work Architect Course Book a demo Browse all upcoming Reejig Events 📲 Connect With Us Follow Reejig: LinkedIn Follow Siobhan Savage: Instagram | TikTok | LinkedIn

    What manufacturing teaches us about AI and human judgment | Santosh Singh, DENSO

  5. Aug 28

    Inside Lumen's live build of an AI-ready workforce | Sarah Bernstein, Lumen Technologies

    In this episode, Siobhan Savage sits down with Sarah Bernstein, VP of Organizational Transformation and Capability Development at Lumen Technologies, fresh off a live workshop where Reejig, Microsoft, and Lumen's team spent a full day redesigning real workflows together. Lumen is going through multiple transformations at once: shifting from a traditional telco to a digital network service provider, while simultaneously reimagining how its people and AI agents work side by side. Sarah leads that effort, spanning workforce strategy, learning and development, and the operating rhythms that turn AI ambition into results people can actually feel. This conversation goes beyond the keynote version of AI transformation. Sarah and Siobhan get into what it actually looked like in the room: mapping tasks down to the subtask level, deciding what stays human and what gets handed to an agent, and the moment a shipped bug revealed that nobody on the team could read the code anymore because AI had written it. They also unpack why entry-level roles need to be redesigned rather than eliminated, and what a real AI work design team looks like once you move past borrowed expertise and start building the capability in-house. In this episode, you'll learn: What it looks like inside a live workshop redesigning work with AI Why understanding work at the subtask level matters more than a high level task list The four steps Lumen uses to redesign an operating model for AI Why just-in-time learning has to replace one-time prompt training What happens when AI-written code creates bugs nobody can find How AI can be used to fast-track early career development instead of cutting it What competencies and roles make up a real AI work design team Sarah Bernstein is the Vice President of Organizational Transformation and Capability Development at Lumen Technologies, where she leads enterprise-wide efforts spanning AI workforce transformation, leadership development, and learning strategy as the company evolves into an AI-enabled digital network service provider. More from Reejig Explore the AI Work Design Blueprint Explore Certified AI Workflows for HR Take The Work Architect Course Book a demo Browse all upcoming Reejig Events  📲 Connect With Us Follow Reejig: LinkedIn Follow Siobhan Savage: Instagram | TikTok | LinkedIn

    Inside Lumen's live build of an AI-ready workforce | Sarah Bernstein, Lumen Technologies

  6. Aug 14

    Why AI "dabbling" is costing companies millions | Robyn Tombacher, Head of Integration Management, Warner Bros. Discovery

    In this episode, Siobhan Savage sits down with Robyn Tombacher, who leads the Integration Management Office and global business redesign team at Warner Bros. Discovery, to unpack why most companies are stuck testing AI instead of scaling it, and what it actually takes to fix that. Robyn's career has taken her from digital producer to operations leader to workforce strategy at WPP, and now to sitting at the center of one of the biggest media mergers in the industry. That mix, someone who understands the technology, the business, and the people side all at once, is exactly why this conversation goes further than most. This conversation moves past the pilots and platforms and into what's really slowing AI adoption down: companies spending heavily on enterprise tools without redesigning the work, roles, and responsibilities underneath them. Robyn and Siobhan get into why "dabbling" in AI doesn't drive material impact, why CIOs, CHROs, and CFOs now have to own this together, and why every organization is going to need someone who can bridge all three. In this episode, you'll learn: Why dabbling in AI without a plan costs companies money and delivers little return How CIO, CHRO, and CFO ownership of AI adoption is converging into one shared conversation Why redesigning the work itself matters more than automating tasks in isolation How boards are shifting from "cut headcount" thinking to "where's the AI opportunity" thinking Why every organization will need a capability that bridges technology, business, and people What it takes to build AI capability inside a company instead of relying on outside consultants Robyn Tombacher leads the Integration Management Office and global business redesign team at Warner Bros. Discovery. Over a 25-plus year career, she has led major change efforts at the intersection of people, operations, and technology, including workforce strategy at WPP, and now sits at the center of the Warner Bros. Discovery and Paramount Skydance merger. More from Reejig Explore the AI Work Design Blueprint Explore Certified AI Workflows for HR Take The Work Architect Course Book a demo Browse all upcoming Reejig Events  📲 Connect With Us Follow Reejig: LinkedIn Follow Siobhan Savage: Instagram | TikTok | LinkedIn

    Why AI "dabbling" is costing companies millions | Robyn Tombacher, Head of Integration Management, Warner Bros. Discovery

  7. Jul 8

    Why AI adoption is the leadership test of the decade | Michael Fraccaro, former Fellow & CHRO, Mastercard

    In this episode, Siobhan Savage sits down with Michael Fraccaro, former Chief Human Resources Officer at Mastercard and now a Reejig advisor, to unpack what it actually takes to lead an organization through the AI era. Every CEO and board is pushing AI adoption, yet most companies remain stuck in early pilots, unsure of their workflows, their risk exposure, or how to bring their people along. Michael has spent his career at the center of large scale organizational change, and he now advises CHROs and executives across industries navigating this exact shift. This conversation moves past the hype and into the practical questions leaders are actually facing. Michael and Siobhan get into why AI adoption is not a technology problem but a leadership one, how HR's role in this shift is evolving, why the capability to redesign work has to live inside the company rather than with outside consultants, and what this all means for how organizations develop talent, structure jobs, and think about reward. In this episode, you'll learn: Why AI adoption is one of the biggest leadership tests organizations have faced How HR's role in AI adoption is shifting from ownership debates to shared responsibility Why the capability to redesign work needs to be built internally, not outsourced How organizations should rethink developing junior talent in an agent-enabled workplace Why job architecture needs to evolve into a more dynamic work architecture What the shift to agentic work means for compensation and reward design Michael Fraccaro is the former Chief Human Resources Officer of Mastercard. He now advises organizations and executives on leadership and workforce transformation, teaches at several universities, and works closely with startups shaping the future of work. 🔗 More from Reejig Explore the AI Work Design Blueprint Explore Certified AI Workflows for HR Take The Work Architect Course Book a demo Browse all upcoming Reejig Events  📲 Connect With Us Follow Reejig: LinkedIn Follow Siobhan Savage: Instagram | TikTok | LinkedIn

    Why AI adoption is the leadership test of the decade | Michael Fraccaro, former Fellow & CHRO, Mastercard

  8. Jul 8

    How Netflix's former CHRO thinks about work design in the AI era | Jessica Neal

    In this episode, Siobhan Savage sits down with Jessica Neal, former CHRO of Netflix and current advisor to Reejig, to open the first conversation in the Work Blueprint series. AI capability is compounding. Work visibility is not. Jessica led people through Netflix's shift from DVD to streaming, one of the most dramatic platform changes in business history, and now advises CHROs across the world's top technology companies as they face an equally dramatic shift with AI. This conversation is raw and unscripted. Jessica and Siobhan get into what actually happens inside large enterprises redesigning work for AI, why judgment is becoming more valuable than execution, why change management as we know it is obsolete, and why this moment is HR's biggest opportunity to become a true strategic partner to the business. In this episode, you'll learn: What Netflix's shift from DVD to streaming teaches us about leading through platform change Why judgment and decision making matter more than functional expertise in the AI era How to use an AI led versus human led framework to evaluate work Why enterprises may be more intentional about AI than fast moving tech companies Why some tasks should never be automated, even when they can be How to talk to employees about the hours AI unlocks in their day Why change management needs to become continuous, not a one time program How HR business partners, work designers, and work architects are becoming new critical roles Jessica Neal is the former Chief Human Resources Officer of Netflix, where she led people strategy through the company's transformation from a DVD business into the world's largest entertainment company. She now advises leading technology companies and CHROs on how AI is reshaping work and leadership. 🔗 More from Reejig Explore the AI Work Design Blueprint Explore Certified AI Workflows for HR Take The Work Architect Course Book a demo Browse all upcoming Reejig Events  📲 Connect With Us Follow Reejig: LinkedIn Follow Siobhan Savage: Instagram | TikTok | LinkedIn

    How Netflix's former CHRO thinks about work design in the AI era | Jessica Neal
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About

Welcome to The Work Blueprint Podcast. This is where the leaders building the AI-powered workforce come together to redesign how work gets done. Each episode features conversations with CHROs, CIOs, Chief AI Officers, Work Architects, and enterprise leaders navigating one of the biggest shifts in a generation: the move from static job architectures to dynamic work systems built for humans and AI agents. From continuous work redesign and AI adoption to workforce transformation, organizational design, and the emergence of Work Architecture, we explore what it takes to build organizations that can adapt at the speed of change. The Work Blueprint is a conversation series hosted by Siobhan Savage. Honest conversations with the people redesigning how work actually works in the AI era. Not predictions or playbooks — what they're seeing, what they're betting on, what they're still figuring out. Because AI is changing work. The leaders who thrive will redesign it.

Information

  • Creator
    Siobhan Savage
  • Years Active
    2025 - 2026
  • Episodes
    33
  • Rating
    Explicit
  • Copyright
    © Copyright 2024 All rights reserved.
  • Show Website
    The Work Blueprint