Kori Rahaim

• Understand what people and operating debt actually looks like in practice, the hidden costs of misaligned roles, unclear accountability, and talent decisions that compound over time
• Explore the early intervention points where HR can diagnose and address structural debt before it becomes a strategic liability, and the frameworks that make earlier action possible
• Learn how embedding role clarity, decision rights, and accountability structures earlier in the organization's lifecycle delivers measurable improvements in execution speed, talent retention, and commercial performance

This interactive Q&A examines what it genuinely takes to move an HR function from fragmented parallel tracks to a truly integrated, collaborative model. Drawing on both the grassroots transformation approach and the cross-functional talent lifecycle framework explored in the Discover sessions, participants will examine the behavioral, structural, and data changes that most reliably break down silos, and keep them down.

• What operating rhythms and shared accountability mechanisms have the most impact on breaking down HR team silos?
• How do you build genuine collaboration across TA, L&D, HRBPs, and Total Rewards without creating a new layer of coordination overhead?
• What data infrastructure and shared language does a unified talent lifecycle actually require?
• How do you sustain integration over a multi-year transformation when priorities and pressures constantly shift?