MPL Live Austin Part 1: Katie Burke (Former CPO, HubSpot) & Gianna Driver (Chief People Officer, Lattice)
Listen to our recent episode at MPL Live Austin with Katie Burke (Former CPO, HubSpot) and Gianna Driver (Chief People Officer, Lattice).
We talked about the current state of HR, generational differences in the workforce, and how AI is impacting organizations.
If you don't have time to check it out, read the highlights below. ??
?? The current state of HR & work
In HR right now, it’s all about doing more with less. Gianna summed it up perfectly: “We’re expected to do everything we used to do in HR—plus more—just with fewer people.”
And then, of course, there’s AI. We’re all stumbling forward with it, trying to figure out how it fits into our workflows while juggling hybrid work models.
Katie added another layer to the conversation: “There’s a much greater focus on how HR supports the business. The challenge? Growing without relying on headcount.” This is where HR leaders need to get strategic—thinking beyond traditional roles and embracing tech and new models of work.
But there’s an unspoken stress hanging over all of this. Katie highlighted something many HR teams are feeling: anxiety over job security. Even if your company hasn’t done layoffs, there’s that lingering “should I be worried?” feeling that makes it hard for people to do their best work.
As HR leaders, we’re being pushed to evolve fast, but there’s also an opportunity here to rethink how we operate and support our people in a rapidly changing environment.
?? We're still in the early innings of AI
AI is dominating the headlines, but how much is it really transforming the workforce? Katie Burke nailed it: “We’re still in the early innings.” New tech takes time to adopt, and it’s all about managing expectations.
Katie’s advice for HR leaders? Start by asking, What assumptions are we making about AI’s impact on our business? Whether it's how AI will affect customer support or recruiting efficiency, the key is asking strategic questions, not becoming an expert in machine learning.
Gianna shared how they’ve approached it. Lattice formed a cross-functional AI task force—HR, legal, IT, and more—working together to set up guardrails around AI use. The result? Practical experiments and a PeopleBot that’s quantifiably reducing HR's workload. And they're not just talking about AI—they’re making it approachable, with weekly lunch and learns to share practical use cases.
The takeaway: You don’t need to code to be part of the AI conversation. It’s about thinking strategically, asking the right questions, and embracing small, practical steps.
?? Free Comp Advisory Session for MPL Listeners
Fun fact: Early in Stephen’s career (2005-2010), he spent five years working in Total Rewards. Fast forward to today, and he's blown away by how much has changed in the space. But one thing still surprises him: how many companies continue to rely on spreadsheets for critical processes like pay reviews and headcount planning.
That’s where CandorIQ comes in. Their platform lets you complete comp cycles in weeks instead of months, complete with global benchmark data—saving you time, money, and a whole lot of headaches.
If getting the basics in place—like job architecture—feels like a big lift, don’t worry. CandorIQ is offering a free comp advisory session exclusively for MPL listeners. Streamline your comp process and set your team up for success.
? Don't wait until everything is perfect to try new technology
When it comes to new technology, it’s easy to get stuck in “we’ll do it when everything’s perfect” mode. But Katie says you’ve just got to start—and normalize failure along the way.
Take this example: HubSpot tried using AI to summarize employee feedback from 8,000 employees across 14 geos. Sounds great, right? Except the AI hallucinated—basically made up data that wasn’t there. One of their engineers caught it and was not happy.
But here’s the thing: that wasn’t a failure. It was a chance to learn. Katie’s approach? Own the mistake, apologize, and bring that engineer into the solution. Together, they fixed the issue, and the next three runs? No more hallucinations.
The lesson? Don’t wait for the perfect moment to jump in. Whether it’s AI or any other new tech, there will be hiccups. Just start, learn from the missteps, and move forward. Normalize failure so your team can iterate and improve faster.
?? The "Diversity" or "ERG" Tax
Let’s talk about the “diversity tax” or “ERG tax.” Gianna and Katie are both calling it out: ERG leaders and diversity champions often get hit with extra work on top of their day jobs—without the proper recognition or resources.
Gianna’s take? You need executive buy-in. The leaders driving ERGs should have their efforts recognized—whether that’s in their performance reviews, through KPIs or OKRs, or with a slight workload reduction. The business case is there. People actively engaged in ERGs tend to have higher engagement scores and lower turnover. These metrics make it easier to get senior leadership on board.
Katie added that at HubSpot, ERG administrators—the people organizing events, promoting them, and handling logistics—are paid full-time employees. But even with that, the exec sponsors are still volunteering. Carving out space for ERG leadership is essential, and paying for the administrative side of things is one way to show you’re serious about diversity work.
Bottom line? Lowering the burden, both administratively and emotionally, should be a priority for any organization committed to DE&I.
?? Generational gaps get way more attention than they deserve
Generational differences? Overhyped. Katie has a controversial opinion: generational gaps get way more attention than they deserve. Sure, there are frustrations with 22-year-olds and their expectations—but entitlement? That’s not just a Gen Z thing. It’s across the board.
Katie’s point is simple: the real conversation should be about setting expectations—across generations—for what the workforce should be. What does great performance look like? What’s reasonable when it comes to job responsibilities? It’s a reset that’s happening everywhere, and focusing too much on generational divides can cause people to armor up and miss the deeper business question.
Gianna takes a different spin: she sees Gen Z as an accountability partner. Sure, they can be a thorn in your side, but they push for transparency and action. If you can explain why things are done a certain way and engage them in a meaningful way, they can become some of the most passionate and involved employees.
One practical takeaway? Mentorship—especially reverse mentorship—can help bridge those generational gaps. Creating spaces where younger employees can learn about the realities of the workforce, like navigating tough times, helps turn potential friction into engagement.
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