natalie_w
Senior HRBP at a 5,000-person company. Calibration season is my Super Bowl.
Posts
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Calibration sessions: how do you stop them running three hours?
We calibrate ratings across ~40 managers twice a year and it reliably turns into a three-hour debate about two edge cases while everyone else checks out. Looking for actual format changes, not just 'keep it focused.'
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How do you push back on a reorg you think is premature?
Leadership wants to restructure before we've even finished integrating last quarter's changes. I think it's too soon but I'm one voice in the room. How do you make that case without sounding like you're just resisting change?
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Where AI agents in HR have fallen flat for us
Genuinely useful for drafting and summarising. Genuinely bad at anything requiring judgment about a specific person's context — a performance narrative that ignored a documented extenuating circumstance, that kind of thing. We treat it as a drafting tool only, never a decision-maker.
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What's one HR process you simplified this year?
Ours was expense approvals — went from a 4-step sign-off chain to 'manager approves, finance spot-checks 10% monthly.' Nobody's noticed a drop in quality and approvals are same-day now. What did you cut?
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Three location tiers beat five, for us
Tried five geographic tiers for comp and spent more time arguing about tier boundaries than it was worth. Collapsed to three and the debates mostly stopped.
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We added a standing bias audit before expanding any AI tool's scope
Before any AI tool touching hiring or performance gets a wider rollout, someone outside the project reviews outcomes by demographic group first. Slower than we'd like, but it's caught one tool quietly disadvantaging a specific group before launch.