Hey everyone, welcome back to Elevate Your AIQ, your go-to source for insightful conversations on human-centric AI readiness, talent transformation, responsible innovation, and the future of work.
For this episode I’m delighted to be joined by Laura Maffucci, Head of HR at Globalization Partners (G-P), a pioneer in global employment and employer of record (EOR) solutions. (In fact, G-P created the EOR category.)
Laura brings nearly three decades of HR leadership experience and is truly leaning into her crucial role spearheading AI-fueled transformation at G-P.
I was fortunate to meet Laura last Fall for an in-person chat at the HR Tech conference in Las Vegas, but I invited her into the studio to give us the chance to go much deeper on how AI is reshaping the world of work.
We explore how agentic AI tools like GIA are transforming global hiring, compliance, and HR operations, and what it really means to lead HR from within an HR tech organization—where you’re not just supporting transformation, but actively piloting it in real time. Laura also shares candid perspectives on the gap between executive expectations and employee experiences with AI, and the evolving human skills that matter most.
Below is a teaser where Laura provides her perspective on how the HR function itself is evolving to meet the needs of both the workforce and the business.
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Summary
Bob Pulver sits down with Laura Maffucci, Head of HR at Globalization Partners, for a wide-ranging conversation on AI adoption, global workforce trends, and the evolving role of HR. Laura shares how G-P is deploying its agentic AI product, GIA, both externally for global employment compliance and internally as a pilot HR agent, while emphasizing the importance of grounding AI in trusted, expert-sourced data. They explore the growing disconnect between executive optimism and employee sentiment around AI, the durable human skills that matter most in an AI-augmented workplace, and why AI adoption without a clear problem to solve is a recipe for costly confusion. Laura also shares candid reflections on her own AI learning journey and what she sees ahead for the HR function.
Keywords
Laura Maffucci, Globalization Partners, GIA, employer of record, EOR, agentic AI, global employment, AI compliance, HR transformation, AI adoption, employee sentiment, AI literacy, early career roles, talent acquisition, deep fakes, AI governance, critical thinking, human skills, learning agility, shadow AI, AI Awesomeness Awards, internal mobility, cognitive diversity, compensation analytics, AI readiness, Gemini, NotebookLM
Takeaways
GIA has evolved from a compliance Q&A tool into an agentic platform that can generate contracts, audit company policies, and is now being piloted as an internal HR agent handling employee ticket inquiries
The data behind GIA is grounded in over a decade of G-P’s global employment expertise, offering a trusted alternative to general-purpose LLMs drawing from unverified internet sources
A significant perception gap exists between executives who believe AI is driving efficiency and employees who feel it is actually adding to their workload or generating unreliable output they must clean up
Entry-level roles are shifting toward managing and directing AI agents rather than executing tasks directly, with “taste” (the ability to evaluate AI output) emerging as a critical early-career skill
Workforce hiring criteria must increasingly prioritize unteachable human attributes such as curiosity, learning agility, courage, and the willingness to relinquish control, because technical AI skills can be taught but these cannot
AI adoption mandates without a clearly defined problem to solve create fragmented, siloed “shadow AI” that can undermine organizational strategy rather than advance it
HR functions are being asked to lead organizational AI transformation without adequate resources, technical support, or direction, making the role both high-opportunity and genuinely demanding
Assessing real AI usage requires creative mechanisms: GP uses a Slack sharing channel, quarterly performance check-in questions, and monthly AI Awesomeness Awards to surface how people are actually applying the technology
Quotes
“I know that when these things come out, whether you like them or not, you had best learn them and learn how to work with them.”
“If you have a legal or compliance question, I hope Reddit’s not your first stop to get that answer.”
“You can’t embrace AI and be a control freak. You have to be willing to let something go and let something do something.”
“The pitfall that I can see so many companies falling into is, we don’t need people because we’ve got the AI to do this.”
“Being in HR right now is not for the weak. That I will say, for sure.”
“It should always be: what problem are we trying to solve? Because that’s actually one of the biggest issues with AI.”
Chapters
00:02 Welcome and guest introduction
01:40 Employer of record explained
03:03 GIA overview and new agentic capabilities
05:27 Responsible AI and the importance of trusted data sources
08:47 GP research findings on AI adoption and executive-employee sentiment gap
11:50 AI as added burden vs. efficiency driver
13:45 Redefining early career roles in an agentic world
15:42 The human cost of replacing workers instead of augmenting them
19:05 The problem with AI mandates that skip the “why”
22:44 Human skills that matter most when hiring for an AI-augmented workforce
26:37 The AI-versus-AI problem in talent acquisition
27:39 Deep fakes, virtual interview integrity, and human oversight in TA
31:53 The evolving role of HR as a strategic function
37:13 C-suite dynamics and running HR as a pilot for GIA
39:27 Building an AI council, sharing culture, and identifying shadow AI
42:15 Measuring AI fluency through awards, check-ins, and community
45:14 Laura’s personal AI journey and closing thoughts
Laura Maffucci: https://www.linkedin.com/in/laura-maffucci
G-P: https://www.globalization-partners.com
For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
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