Meet Tim Whitley: self-professed professional nerd and seasoned leader in HR Tech. Tim is currently Director of HR Technology at Oklahoma State University and has a decade of HR experience under his belt. You can check out his blog here.
I asked Tim 8 questions about HR Tech trends, the one product HR leaders should be onboarding and why HR professionals will always be at the heart of effective people systems.
Cecily Motley: Imagine you're giving a TED talk titled 'HR in the Age of Technology.' What is your opening line?
Tim Whitley: In an era where technology grows increasingly indistinguishable from humanity, HR stands at the pivotal crossroads of harmonising human and machine interactions.
CM: What drew you to HR Tech?
TW: Like many HR Tech professionals, it was something I fell into rather than intentionally choosing it. I had several terrible jobs before entering HR Tech; I often felt directionless and discouraged. I had to take some calculated risks, like going back to school and trying different careers. But those risks, with support from loved ones, helped me find my passion in HR technology.
HR Tech’s unique positioning at the convergence of people and technology has kept me engaged and invested ever since. I love working with data and systems but I also love seeing how they directly impact organisations and their employees. It is a unique field and perfectly fits my skills and passions.
CM: What author or thinker has had the greatest impact on your career?
TW: If I had to pick one, I would choose Laszlo Bock, former CHRO at Google; his work captures that intersection of human and technology so well. I love how Google incorporated data and objectivity into its HR functions without becoming clinical or detached. Laszlo also emphasises the importance of roofshots (minor, iterative improvements) as well as moonshots (big, dramatic projects). We don't always see the roofshots, but they make a big difference over time.
CM: What tech innovation has been the biggest game-changer for HR in the last three years, and why?
TW: Generative AI paired with process automation will fundamentally change our HR work. It will eliminate many tedious and error-prone tasks that HR professionals must do around hiring, promotions, documentation, and communication.
CM: How is technology going to change HR in the next six months?
TW: Companies are trying to get their arms around Generative AI - creating policies, and experimenting with new tools and processes. We are seeing prominent vendors like Workday and Oracle announce the integration of these tools into their platforms. Still, it will likely be a year or more before we see widespread, systematic use of Generative AI within organisations.
CM: What’s the one tech trend in HR that we’re all missing?
TW: The buzz around AI in HR is loud, but we're missing a key element: the HR Tech professionals who make it all work. Much like engineers during the Industrial Revolution made steam engines transformative, today's HR Tech experts are the linchpins for AI's success. They bring technical skills, expertise in change management, and agility. The HR Tech trend we're overlooking? Not the tech but the people who make it work.
CM: What's the weirdest workplace trend you've seen emerge in your career so far?
TW: Obsession with approvals. I worked for a good-sized organisation where the CEO insisted on approving every job requisition, even after multiple senior leaders had approved it. The result? Requisitions languished for days. While the justification is compliance, it often boils down to covering one's backside. This trend reveals cultural issues around trust, risk aversion, and accountability, which stifle innovation.
CM: If HR leaders can only onboard one tech product in the next year, what should it be and why?
Robotic Process Automation. There are a plethora of broken processes within HR: Workflows are handled through email or, worse, with paper. HR gets caught up in the drudgery of administrative and bureaucratic work, and we need to be able to focus on the genuinely strategic initiatives that bring value to an organisation. Technology isn't going to fix flawed processes, but it can be a part of a holistic strategy.
CM: If HR leaders can only onboard one tech product in the next year, what should it be and why?
Robotic Process Automation. There are a plethora of broken processes within HR: Workflows are handled through email or, worse, with paper. HR gets caught up in the drudgery of administrative and bureaucratic work, and we need to be able to focus on the genuinely strategic initiatives that bring value to an organisation. Technology isn't going to fix flawed processes, but it can be a part of a holistic strategy.