0:07 so excited to be here with Eric today um
0:09 to hear your story first before we get
0:11 into all the big changes hitting work
0:12 you have had as I've had a kind of
0:16 squiggly line career um what has that
0:17 Journey been like to get to where you
0:19 are now first of all thanks for um
0:21 having me here excited to have the
0:23 opportunity to speak for LinkedIn I've
0:26 been with Lily for um I hate to over
0:27 over 25 years now so it's a little bit
0:29 longer than um that I would have
0:31 expected but it's been a phenomenal
0:34 career um I've had the opportunity to do
0:36 so many different things um I've spent
0:38 most of my career as more of an operator
0:41 um Lily for those that don't know we're
0:43 we're we're a medicine company we're
0:45 International Company um we operate
0:47 across the globe um we make medicines um
0:49 we work to help um kind of fight some of
0:52 the most um devastating diseases I've
0:54 had the opportunity to work um in our us
0:56 affiliate work in Puerto Rico work work
1:00 in Japan primarily helping a connect our
1:03 medicines to to U Physicians and then
1:05 Physicians connect us to patients and
1:06 then I had a few different off sheets
1:09 worked Inc um um but most of my career
1:11 is spent more in the commercial real my
1:14 current boss now Dave um in our previous
1:16 um chro said have you ever thought about
1:20 HR and that was a surprise to me
1:22 actually it wasn't something I had
1:25 thought about and um would never expect
1:28 it to be considered um um for for for
1:30 for a role like that and they said hey
1:33 you ought to think about it and they I
1:35 think their thinking at the time was hey
1:38 you're an experienced leader you've um
1:41 you've LED large organizations um you
1:43 understand you know our business well um
1:45 you've demonstrated some some history of
1:47 connecting with people across your
1:49 organization um I think you're a known
1:51 commodity within our company um you you
1:53 should think about it the solidifying
1:56 factor was there's only so many
1:58 executive positions within organizations
2:00 and Lily is at a
2:01 I think a pivotal time in our
2:03 organization we're you know we're
2:05 driving as I mentioned earlier in a
2:07 couple key disease areas we're having
2:10 the opportunity to impact um a multitude
2:12 of patients across the globe opportunity
2:15 to even do more of that moving forward
2:17 um why not be here at this moment to
2:19 help continue to guide our people
2:20 strategy so that we can reach the
2:23 opportunities we want
2:26 to that sort of through line of building
2:28 experience in the business that you're
2:30 able to bring into the talent organ Into
2:32 Your Role is really important for
2:33 everyone cuz I've been saying I think
2:36 chro are the new CTO and the next CEOs
2:37 because knowing talent and having the
2:39 best talent and having the best talent
2:41 situated in the best organizational
2:42 structure is going to be how
2:44 organizations win and that's a skill set
2:46 that obviously the talent function has
2:48 how has that helped you uh in this new
2:50 role and what would you say to Talent
2:52 leaders out there who maybe have risen
2:54 up within the talent org uh but are
2:55 getting the sense that it would be good
2:57 for them to flex a little bit into the
2:59 business and and how do they do that I
3:01 think the business business of HR is the
3:04 business of the company actually and so
3:05 the opportunity to make sure you
3:08 understand um how the organization um
3:10 achieves its objectives understand how
3:12 the organization creates Alpha through
3:15 its in in Innovations understand what
3:17 are the important the key aspects of the
3:20 company and then how does HR help um
3:23 connect that to to the things that we do
3:26 and at the core um Lily is only
3:28 successful because of its people I think
3:31 um HR is pivotal to all those things but
3:33 at the center of that you need to make
3:36 sure that you understand again how the
3:38 company succeeds yeah and then how does
3:39 HR make sure we're bringing in the right
3:41 people to achieve that that mission yeah
3:43 and I think given the changes that are
3:45 going to hit work and the changes that
3:46 are going to hit organizational design
3:49 at work uh having that Curiosity not
3:51 just in people which is core to being in
3:53 the talent function but curiosity about
3:55 what the purpose of your organization
3:57 and business is so that you're really
3:58 thinking about how that structure is
4:00 going to fit with what your organization
4:03 is trying to do its Mission its
4:06 Vision let's shift to AI yeah this big
4:08 game changer before we get in AI at the
4:09 workplace which I know you're thinking
4:12 about just from a a perspective of Lily
4:14 um as a medicine company this is a
4:17 GameChanger I mean probably biotech and
4:19 all that that people are expecting there
4:21 is one of the priority Arenas of
4:22 expectation how are you thinking about
4:24 what AI means for your company yeah let
4:27 me um maybe kind of go big picture I
4:28 kind of boil it down maybe three kind of
4:30 areas um
4:33 clearly the way in which we make this
4:34 world a better place the way in which we
4:36 achieve our purpose is through making
4:38 innov Innovative medicines we're we're
4:39 tackling some of the most troubling
4:42 diseases across the world and so we do
4:44 that through um creating you know new
4:47 chemical compounds uh making sure we're
4:49 we're going after new targets and so I
4:52 think having AI to help us discover and
4:54 innovate more medicines is a critical
4:57 area area um um for us second you know
4:59 we have to make medicine you have to
5:01 make it right every time and so the
5:02 ability to make sure we can can have a
5:05 really strong product Supply can meet
5:07 the capacity of demand needs moving
5:08 forward how do we make our manufacturing
5:10 just more productive and so opportunity
5:12 to leverage AI there big data and then
5:15 obviously on the commercial side with um
5:17 how we can create just a better patient
5:19 experience and and certainly AI can help
5:21 there in many forms and Fashions we just
5:23 launched Lily direct a little over a
5:25 year ago now and and um and we're trying
5:27 to maximize that kind of moving forward
5:29 then I think your broader question then
5:32 I think is is how do we think about um
5:34 AI as an overall organization just
5:36 across everyone and and I think this is
5:38 the one that's a little
5:40 more maybe nuance and maybe challenging
5:43 in the sense of of your um trying to
5:45 make sure that we think about it how do
5:48 I just keep AI within your workflow and
5:50 so leveraging the existing tools that
5:52 you're already using um and making sure
5:54 that those existing tools can make you
5:57 more productive in leveraging AI so um
5:59 we're a Microsoft client so obviously
6:01 we're big big on Microsoft um kind of
6:03 co-pilot and integrating those tools as
6:05 as Microsoft launched them as well as
6:07 maybe customizing some of those tools a
6:09 bit for ourselves and and trying to put
6:10 those in the workflow from an HR
6:13 function we're a um we're a workday
6:15 platform customer and we're certainly
6:17 encouraging them and leveraging their AI
6:19 capabilities um I think what I've been
6:22 trying to do within my function is to um
6:24 encourage my team to kind of champion
6:27 these things I think um we're we're HR
6:29 organization and you're dealing with
6:31 people there's this there's this um
6:34 challenge to be perfect all the time and
6:36 and my point is I think as long as we
6:38 can iterate yeah um we don't have to be
6:40 perfect and and let's Embrace and kind
6:43 of launch things and so really for the
6:46 entire function organization of Lily
6:48 making sure we use AI within existing
6:50 tools that that are in on Place yeah I
6:51 think really understanding the biggest
6:53 risk is not taking risk right now
6:54 imperfection is seeking Perfection cuz
6:57 it's all just changing and building it
7:00 in to current workflows is probably what
7:01 I'm most excited about with AI CU I have
7:04 been a big champion of skills first
7:06 hiring in a skills-based labor market it
7:07 leads to more uh inclusivity
7:09 transparency all of that but it's been a
7:11 really hard thing to get going because
7:13 you have to get the systems built by the
7:15 time the taxonomy is done it's dated but
7:17 for that to fold in as we're doing it
7:19 LinkedIn with recruiting tools into just
7:20 the day-to-day of how otherwise
7:22 recruiting would happen you could start
7:24 to see how big things are going to fold
7:27 within how we're currently doing uh
7:30 work as you think about sort of how AI
7:31 is folding into the day-to-day for you
7:33 all and let's talk to Talent leaders
7:35 across different sectors so not just
7:38 within um sort of the healthcare sector
7:40 what are some of the sort of Frameworks
7:41 you're starting to lock in playbooks
7:43 you're starting to lock in people who
7:45 are maybe early and even coming up with
7:47 an AI point of view and they know
7:48 they're running a little late now and so
7:50 they get they got to get going any
7:51 advice for them on how to start yeah
7:53 advice that i' give others that I'm
7:55 given myself actually is earlier
7:58 discussion is I think we have to move
8:01 faster um I think there is a spirit of
8:02 um we expect these tools to be at a
8:05 certain Perfection level and the reality
8:06 is they only get better through
8:08 utilization that's right they only get
8:09 better for them understanding being
8:12 exposed to more of your data and So
8:14 within within my with within our
8:16 function um I'm challenging and encourag
8:18 our teams to embrace the technology
8:20 that's already within the existing tools
8:22 um excited about the progress that we'll
8:24 make coming up in the next year with our
8:26 within our recruiting practices um which
8:29 is how do we leverage it more for for um
8:32 screening tools again obviously LinkedIn
8:33 um I think you guys called the hiring
8:36 assistant now I believe you guys have
8:37 got some great tools that will certainly
8:39 maybe will leverage as well and how do
8:41 you do use that to kind of start to
8:43 identify talent and Screen Talent better
8:45 um I think there's an opportunity there
8:47 for us to move faster but I do think
8:50 you'll have to think about um how do you
8:52 leverage the tools where where do you
8:54 want to have the human connection where
8:56 it's critical where it's needed to make
8:57 sure you're you're not getting biased
9:00 have some have some sort total back
9:02 check to make sure that it's it's that
9:03 it's giving you the best talents doing
9:05 what you wanted to do and um I think
9:07 it's important also to to probably have some
9:08 some
9:10 transparency um with how you're
9:13 leveraging AI especially with your with
9:15 with your prospective candidates and
9:17 then I think it's important that um we
9:19 should always leverage the tools to make
9:22 us a more productive organization and to
9:24 create a better experience for the
9:25 people working with if it's not doing
9:27 those sort of things I'm not I'm not one
9:29 that just wants to use technology to use
9:31 technology we need to use technology to
9:33 make us better yeah I think having that
9:36 point of view what is your organization
9:38 going to look like in the age of AI but
9:39 importantly what does that mean for your
9:41 Workforce right having that point of
9:43 view is key and then as you talked about
9:45 this culture of learning is NOW
9:47 essential it's got to be the oxygen of
9:48 talent not just in terms of how you hire
9:50 but how you grow that talent and your
9:52 point about you got to use the tools to
9:53 make the tools what you want the tools
9:57 to be is so critical and that's a daily
9:59 habit we've been thinking a lot on the
10:01 third bit of managers as the Frontline
10:03 change agents how are you thinking about
10:06 that bit um because it isn't just a top-
10:07 down change it isn't just a bottoms up
10:09 it's almost like those first line
10:11 Frontline managers are the the it to
10:14 this right now um I'm so glad you asked
10:16 that that question I think maybe one of
10:18 the things that I'm excited about um in
10:20 my role and and and where I'm maybe
10:22 spending it maybe a disproportionate
10:25 amount of my energy is a bit of of
10:27 getting back to some Basics but then
10:29 leveraging technology to help us scale
10:31 better and so what I mean by that is um
10:33 how do we how do we just do Performance
10:35 Management better um I think sometimes
10:37 you even hear those words people might
10:39 automatically think about managing poor
10:41 performance yes we have to do that but
10:43 more of how do we leverage Performance
10:45 Management to make everyone better yeah
10:48 um and in the spirit of of us being um a
10:50 growth oriented company in the spirit of
10:52 us getting better each and every day um
10:55 we're working to spend more time there
10:57 and and how do we how do we leverage our
10:58 leadership and make our leaders better
11:00 and that's where do think coaching yes
11:03 becomes critically important and so it's
11:06 hard to do obviously a key aspect for
11:08 managers is the coach through team so
11:10 how do we put more Tools around that but
11:13 also how do we give our leaders um the
11:14 you know opportunity to connect with
11:16 coaching better and that's where AI I
11:19 think provides an opportunity to scale
11:20 um things to a degree that we that we
11:22 haven't had before and so we've always
11:24 used Executive coaching we've launched
11:25 some new tools allows us to scale that
11:28 further I think AI offers the
11:30 opportunity to scale um coaching to the
11:33 masses and to use both you know
11:36 traditional coaching Tools Plus AI I
11:38 think that's an opportunity it allows
11:40 you then focus in on the you know the
11:41 thing of in terms of how you become a
11:44 better um manager how do you become a
11:46 better Coach how do you help make people
11:47 better relative to Performance
11:49 Management processes so that's something
11:50 we're embarking on and we're really
11:52 excited about that I I love that you
11:54 called out coaching because that's a big
11:56 belief for us too we just make coaching
11:58 a benefit for every employee human
12:00 coaching um as these tools now get built
12:02 to provide everyone with that
12:04 personalized coach and I think you know
12:06 as you think about the the manager
12:08 really across the history of the work
12:09 the manager basically managed the tasks
12:11 of the people they manage and their goal
12:13 was to manage more people's tasks this
12:14 is a new world where they're going to
12:16 have to manage the people we're talking
12:17 about your water bottle the Ohio State
12:19 it's like a sports team you got to if
12:21 you're a sports coach you aren't trying
12:23 to teach the fundamentals and trying to
12:24 check whether people are doing those
12:26 drills at practice you're watching that
12:27 but you're trying to coach energy you're
12:29 trying to coach camaraderie trying to
12:31 coach cohesion against Division and
12:33 that's not just for the CEO to do that's
12:35 going to be for every manager to do and
12:36 we're already seeing coachability as a
12:38 key leadership skill CU everyone's got
12:40 to be coachable in order to become
12:42 better coaches because that hasn't been
12:45 a thing that we really ask managers to
12:47 do the last question I got for you now
12:48 that you've sort of moved into this
12:51 Talent function is um what are your best
12:52 days like like what what are you
12:54 enjoying most as you you thought about
12:55 what you were going to enter into and
12:56 now you're in it and you're in it in a
12:58 moment of moments for the talent
13:01 function what's giv you that energy yeah
13:03 um thanks for asking that question I
13:06 think um this job is is like unique it's
13:08 it's like none other than than I would
13:10 imagine um there's a lot of things I've
13:12 learned over this past you know year and
13:16 a half I would never expected um and so
13:18 I always start with I'm so glad I'm here
13:20 I'm so thankful I have the opportunity
13:22 to be in this position at this moment
13:24 it's a privilege to have the opportunity
13:26 to serve the employees of Lily we have
13:29 over 47,000 you employees across the
13:31 globe so thankful for all the work they
13:33 do each and every day and and just
13:34 thankful I have the opportunity to be
13:38 here um the things that I'm probably um
13:40 that gives me the most Joy I would say
13:42 and the most kind of fulfillment is
13:45 there there there rooms I'm in um that
13:47 if I weren't in there yeah we would have
13:50 made a different decision and um I can't
13:52 go and tell everyone about that because
13:54 it's not the nature of the job but I'm
13:56 like I was glad I was there because I
13:58 provided a point of view that that
14:01 wasn't provided and what I did it it it
14:03 took us down a different direction those
14:06 those are the exciting moments for me um
14:07 or you know you help shift and change
14:09 the direction a little bit that made
14:11 things a little bit better and part of
14:12 my job is to make sure that I can
14:15 represent the organization um to our
14:17 leadership we're we're blessed with
14:19 phenomenal leadership and um and
14:20 obviously they're hyperfocused on their
14:22 different areas um I try to make sure I
14:24 think about the broader Enterprise and
14:26 the ways in which we can you know
14:27 continue to make ourselves better in in
14:29 the support of our people and then I I
14:32 think um you opportunity to do things
14:33 like this the opportunity to to
14:35 represent the organization in various
14:38 capacities the opportunity just to to
14:39 make sure I can bring the energy kind of
14:42 for the organization um believe it or
14:44 not though I'm a I'm a I'm a I'm an
14:47 introvert and so I like to be extrovert
14:50 at work and so um I also enjoy um the
14:51 opportunity to go home and just kind of
14:54 decompress a bit well I I think that's a
14:55 perfect way to end because I think it's
14:57 a charge for anyone who is in the talent
14:59 function or cares about this work
15:02 because we are all by virtue of that uh
15:04 pro-human and this is a moment where we
15:07 should feel both gratitude to be able to
15:09 rewire the labor market remake work so
15:11 it is not just better but more human but
15:13 a real responsibility to be that voice
15:15 in that room that at times has to be
15:18 radically pro-human and represent what
15:20 is possible when humans come together
15:22 when humans are able to learn grow adapt
15:24 uh and innovate and leave people
15:26 thinking differently and I think that's
15:27 a good charge for us all to have hey
15:29 thanks for having me thanks yeah it's
