Women in HR

RENEE CONKLIN
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The Women in HR podcast features insights and conversations with senior female HR leaders building careers aligned with their strengths, not just their job titles.

  1. 1d ago

    Maybe I never belonged in HR at all

    From the outside, Renee Conklin's HR career looked like a success. Big multinationals, promotions, senior titles, and colleagues who would tell you she was good at the job. Underneath, there was a constant sense that she was doing something wrong. In this solo episode, Renee shares what Hogan, Harrison and a stack of other assessments revealed about her 15 years in HR, and why it took her so long to say this episode's title outloud. She explains what assessment data can and can't tell you, how AI is shifting HR work toward the relational side of the job, and how to tell askills problem from a deeper misalignment.   In this episode, you'll hear: Why being good at your job and thriving in it are not the same thingWhy assessment data tells you the price of your work, not whether you can pay itHow AI is removing the admin work some HR leaders relied on to recoverHow a strong value around fairness can clash with the way in-house HR worksThe difference between a skills gap and misalignment, and why they feel the sameWhy asking "do I belong in HR?" doesn't mean you have to leave  Resources: Career Navigator program, including a full Hogan assessment and 90-minute debrief: resources.rchrconsulting.com/coachingNewsletter: news.rchrconsulting.com/newsletterConnect with Renee Conklin on LinkedIn: https://www.linkedin.com/in/reneeconklin/  Season 2 of the Women in HR podcast explores how to navigate your HR career when AI changes the job. Keywords: HR career, HR career change, women in HR, senior HR leaders, HR leadership, HRBP, feeling stuck in HR, leaving HR, career misalignment, career fit, Hogan assessment, personality assessment, career assessment, strengths-based career, AI in HR, future of HR, HR burnout, executive coaching, career coaching, HR careers in Asia Pacific

    Maybe I never belonged in HR at all

  2. Oct 27

    Find your strength first: Shonny Kim’s advice for HR careers in the age of AI

    Shonny Kim almost said no to this podcast because of self-doubt, then found that preparing for the conversation became aself-discovery journey. She talks about why HR can be bolder with its own succession planning, why AI cannot replace on-the-ground experience in a market, and how she thinks about AI as a trusted first officer while sheremains the captain. KEY TAKEAWAYS Shonny’s first reaction to the podcast invitation was that she wasn’t ready and wasn’t senior enough, but she realized everyone’s storyhas value, and preparing for the interview became a self-discovery journey.She believes HR can be bolder in succession planning and senior hiring, giving more weight to transferable skills instead of defaultingto candidates with the same industry background.She sees AI as a way to prepare for a new market and reduce culture shock, but says the judgment built by working on the ground, andlearning from local colleagues, cannot be replaced.She describes her relationship with AI as captain and first officer, where she is the captain who stays accountable for every decision.Her advice for HR professionals worried about AI is to find the unique strength they already have and look at where else it can be applied,instead of building a skill that isn’t naturally strong. CONNECT Connect with Shonny on LinkedIn: https://www.linkedin.com/in/shonnykimhr1210 Connect with Renee on LinkedIn: https://www.linkedin.com/in/reneeconklin/ RC HR CONSULTING NEWSLETTER If this episode resonated with you, join the newsletter atnews.rchrconsulting.com/newsletter for more resources on building astrengths-aligned career. KEYWORDS HR careers, AI in HR, HR succession planning, transferable skills, strengths coaching, cross-market HR experience, self-doubt, women inHR, executive coaching

    Find your strength first: Shonny Kim’s advice for HR careers in the age of AI

  3. Oct 13

    What AI won't replace in HR, with Astrid Kirchner

    EPISODE SUMMARY Astrid Kirchner, Global HR Partner and Deputy Global Head of HR at Vizrt, joins Renee Conklin to talk about a career built across three industries and two continents. Astrid has twice stepped away from full-time HR leadership for extended independent travel and returned both times. She also talks about the redundancy that unexpectedly led her to a role in Austria after years in Hong Kong, and shares her perspective on what stays human in HR as AI reshapes the profession. KEY TAKEAWAYS She believes the core content of HR work, restructuring, developing people, succession planning, and performance management, stays consistent across industries even when the pressure points differ. Her move to Vizrt in Austria followed a redundancy in Hong Kong and was not her original plan, but she says the role has given her more exposure than any previous position. Astrid has intentionally stepped away from full-time HR roles twice to travel independently around the world (and returned to HR work both times!) She credits a combination of optimism and pragmatism, including planning her finances before stepping away, for making career risks possible. Building trust and credibility with business stakeholders is the part of HR she believes AI will not replace. CONNECT Connect with Astrid on LinkedIn: https://www.linkedin.com/in/astridkirchner/ Connect with Renee Conklin on LinkedIn: https://www.linkedin.com/in/reneeconklin/ RC HR CONSULTING NEWSLETTER If this episode resonated with you, join the newsletter at news.rchrconsulting.com/newsletter for more resources on building a strengths-aligned career. KEYWORDS HR careers, career break, career transition, HR leadership, AI in HR, industry switch, women in HR, executive coaching, talent management, Vizrt, career risk, optimism and pragmatism

  4. Sep 29

    Samantha Buttle on why value-add HR isn't strategic HR

    SUMMARY Renee Conklin sits down with Samantha Buttle, Head of HR at Chaos Theory, to talk about what it takes to build trust in a new role, why being strategic and adding value are not the same thing, and why the most useful HR careers rarely move in a straight line. Samantha also shares how she's using AI to extend her own capacity, and why confidentiality, not ambition, is the real constraint on how far she can take it. KEY TAKEAWAYS Patience built more trust in Samantha's first year at Chaos Theory than any strategy could have.Curiosity, not assumption, is what makes HR effective in an organization with different norms than the ones you're used to.Being strategic and adding value are not the same thing, and confusing them can hold HR back from the seat it wants.A portfolio career, including moves that didn't work out, built more range than a straight line up the ladder would have.Authenticity with leadership isn't a soft skill in HR, it's the thing that determines whether the work is even possible.AI is already extending what one HR person can do, from market research to building new skills for a team, without adding headcount.Confidentiality, not lack of ambition, is the real constraint on how far HR can take AI right now. CONNECT Connect with Samantha Buttle: linkedin.com/in/samantha-buttle/ Connect with Renee Conklin: linkedin.com/in/reneeconklin RC HR CONSULTING NEWSLETTER If this episode resonated with you, join the newsletter at news.rchrconsulting.com/newsletter for more resources on building a strengths-aligned career. KEYWORDS HR leadership, career navigation, strategic HR, HR careers APAC, portfolio career, authentic leadership, workplace AI, AI in HR, women in HR, HR confidentiality

    Samantha Buttle on why value-add HR isn't strategic HR

  5. Sep 15

    Mukta Arya on the one skill that will save your HR career

    SUMMARY Renee Conklin is joined by Mukta Arya, Chief Human Resources Officer for Asia Pacific at Societe Generale, based in Hong Kong. Mukta has spent nearly three decades in HR and 20 years at Societe Generale, moving through five roles across India, Hong Kong, and Singapore before becoming CHRO. She and Renee talk about what has kept her at one company for two decades, how internal mobility functions as a retention strategy, how AI is currently showing up inside her HR team, and the one skill she believes will separate HR leaders who thrive over the next five years from those who get sidelined. KEY TAKEAWAYS Internal mobility across geography and function, not compensation or title, has been the strongest retention lever in Mukta's own career. A short-term assignment or role change can reignite motivation, but sustaining curiosity long term has to be driven by the individual, not the organization. AI's clearest value right now is efficiency, but Mukta expects its bigger long-term contribution to be effectiveness, freeing HR to spend more time on advisory and creative work. Mukta frames AI as a partner to HR, not a replacement for it: HR with AI, not AI instead of HR. Curiosity, not a technical skill or certification, is the factor Mukta believes will separate HR leaders who thrive from those who get sidelined by AI. Societe Generale invests in HR's own development through a global HR academy, regional strategic development programs, and a dedicated HR for HR function, but Mukta is clear that growth is ultimately each employee's own responsibility. CONNECT Mukta Arya on LinkedIn: https://www.linkedin.com/in/muktaarya/ Renee Conklin on LinkedIn: https://www.linkedin.com/in/reneeconklin/ RC HR CONSULTING NEWSLETTER If this episode resonated with you, join the newsletter at news.rchrconsulting.com/newsletter for more resources on building a strengths aligned HR career. KEYWORDS HR leadership, AI in HR, career navigation, internal mobility, CHRO, Societe Generale, curiosity, Asia Pacific, women in HR, future of HR careers, upskilling, retention

    Mukta Arya on the one skill that will save your HR career

  6. May 13

    The hardest career problem I ever had to solve was my own.

    This is the Season 1 finale of Women in HR — and it's a personal one. In this episode, I share my own story of feeling stuck as a senior HR leader. The 3am wake-ups. The redundancies. The mentor who asked me what I wanted and the silence that followed. And what finally helped me move forward. If you've ever wondered how someone who spends her career helping others with theirs could completely lose the thread of her own — this episode is for you. What you'll learn Why 42% of HR professionals are considering leaving the profession entirely — and why that number doesn't surprise meHow career stagnation spreads beyond work into your relationships, your health, and your sense of selfWhy the most capable women in HR are often the most stuck — and the six factors that stack up to keep them thereWhy finding a new job doesn't fix the underlying problemThree strategies to start moving: the career audit, building before you need it, and knowing your strengths Resources mentioned Career Audit: resources.rchrconsulting.com/careeraudit2025 HR Mental Wellbeing Report: https://hrzone.com/the-mental-health-of-hr-what-1400-voices-tell-us-about-a-profession-in-distress/VIA Character Strengths Survey: viacharacter.orgRC HR Newsletter: news.rchrconsulting.com/newsletterChapter timestamps Welcome and season 1 finaleThe data: what's really happening in HRMy story: the café, the redundancy, and standing frozenHow being stuck spreadsWhy this happens to the most capable womenWhy the obvious solution doesn't workThree strategies to start movingClose and newsletter CTAKeywords women in HR, HR leadership, career stagnation, feeling stuck, HR burnout, senior HR leaders, career coaching, HR career, imposter syndrome, career transition, HR wellbeing, career audit, executive coaching, women in leadership, APAC HR, career development, job satisfaction, HR professionals

  7. Apr 29

    From Google to growth stage start-ups: Clarissa Wang on designing an HR career with intention

    Episode summary Clarissa Wang has built her HR career across some of the world’s most recognizable organizations including Google, Salesforce and Heidrick & Struggles. Today she leads people strategy at Endowus a rapidly scaling Singapore-based wealth management platform. In this conversation, Clarissa and Renee explore what it really takes to scale cultureacross multiple markets, why “I don’t know” is one of the most powerful things a leader can say, how AI is reshaping the day-to-day work of HR, and what it means to be a solo people leader at the top of a growing organization. Key takeaways •       Culture cannot be exported from headquarters — sharedvalues and purpose are the anchor, not uniformity across sites. •       Culture is not owned by HR; when HR waves the flag alone, culture becomes a poster rather than a lived reality. •       Saying “I don’t know” is a leadership strength, not a gap — seniority does not equal certainty. •       AI can automate onboarding, surface themes from engagement data, and replace expensive compensation benchmarking tools, but HRjudgment cannot be outsourced to it. •       As administrative work disappears, HR leaders face a real identity shift toward strategy, frameworks, and judgment. •       Every career move Clarissa made was guided by one question: what can I learn here, and what can I give? •       Loneliness at the top is real for solo HR leaders — building a tribe through coaching, LinkedIn, and peer communities is adeliberate act, not an accident. Connect with Clarissa: https://www.linkedin.com/in/clarissawang/KeywordsHR leadership, culture scaling, APAC HR, AI in HR, solo HR leader, HR community, career design, growth mindset, people strategy, Endowus, senior female HR leaders, HR career development, Heidrick & Struggles, Google, Salesforce

    From Google to growth stage start-ups: Clarissa Wang on designing an HR career with intention

  8. Apr 15

    The “one more year” plan: what delayed career moves are really costing you

    Summary In this solo episode, Reneeunpacks one of the most common patterns she sees in her coaching work: thehabit of delaying a career move while waiting for the “right moment.” Whetheryou’re thinking about leaving your company, going for an internal promotion, orrenegotiating your current role, the logic of waiting can feel sound. Reneemakes the case that it isn’t — and that the cost of inaction is higher thanmost people realize. She walks through three distinctscenarios, each with its own version of the cost of waiting: the financial costfor those considering an external move, the leverage cost for those ready for apromotion, and the career capital cost for those who need to reshape their rolefrom the inside. The episode closes with three concrete actions listeners cantake right now, whatever their situation. Key Takeaways •       The “one more year” plan applies to three groups: those considering an external move, those ready for an internal promotion, and thosewho need to renegotiate their current role. •       For external moves, the financial cost of waiting is concrete and calculable. A conservative 15% salary uplift on a USD 230,000base, including bonus, adds up to over USD 40,000 per year in foregone compensation. •       For internal promotions, the cost is about leverage. The best time to make a case for promotion is at a peak of momentum, not afterwaiting for things to calm down. •       For role renegotiation, the cost is career capital: every year spent in a role that underuses your strengths is a year not spentbuilding the skills and visibility your next move will depend on. •       Loss aversion, a well-documented psychological principle, explains why the invisible cost of waiting feels less real than thevisible risks of acting. •       The pattern is the same regardless of scenario: one reasonable reason to wait becomes two, two becomes three, and before long you’ve been “almost ready” for two years. •       You don’t have to be ready to start. One conversation, one update, one outreach is enough to build momentum. The formula mentioned in the episode For those considering an external move, Renee shares a simple formula to calculate your annual cost of waiting:   Annual cost of waiting =(Current base salary × 0.15) + (Monthly salary × months of bonus × 0.15)   Plug in your own salary andbonus to find your number. Three actions you can take 1.    Set a real deadline, not a milestone. 2.    Make the cost visible. 3.    Start building from where you are. Chapters Intro and welcome What the “one more year” plan sounds like Three types of career move The financial cost of waiting: external moves The formula: calculating your annual cost The leverage cost: internal promotions The career capital cost : renegotiating your role Why we all wait: loss aversion The pattern: one reason becomes two Three actions to take right now Keywords HR career development, senior HRleaders, career coaching, women in HR, career transition, internal promotion,salary negotiation, role renegotiation, loss aversion, career capital, jobsearch strategy, APAC HR, strengths-aligned career, career momentum, HRleadership ResourcesJoin Renee’s newsletter: news.rchrconsulting.com/newsletter  Connect with Renee on LinkedIn:linkedin.com/in/reneeconklin

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About

The Women in HR podcast features insights and conversations with senior female HR leaders building careers aligned with their strengths, not just their job titles.

Information

  • Creator
    RENEE CONKLIN
  • Years Active
    2026
  • Episodes
    15
  • Rating
    Clean
  • Copyright
    © RENEE CONKLIN
  • Show Website
    Women in HR