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Galapagos Appoints Tania Philipp as Chief Human Resources Officer

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Galapagos NV announced the appointment of Tania Philipp as Chief Human Resources Officer (CHRO), effective March 4, 2026. Ms. Philipp will also join the Management Committee. She succeeds Annelies Missotten, who will remain with the company through June 30, 2026, to ensure a smooth transition. Ms. Philipp brings nearly three decades of experience as an executive-level human resources leader supporting the vision, mission and objectives of life sciences companies. Most recently, she served as an Executive Human Resources Consultant at Vor Bio, following several years as Chief People Officer and Vice President, Head of People, supporting the organization through key phases of development. Prior to that, she held HR leadership roles including Vice President, Human Resources at Tango Therapeutics, and senior HR roles at Bavarian Nordic and other life science organizations. Ms. Philipp holds an M.A. in Psychology from the University of the Pacific and attended Hollins University. “We ar...
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AI-Native HRTech: Embedding Intelligence At The Core Of Workforce Strategy

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In the last few years, AI has quickly become more common on HR platforms. AI has quickly become a standard part of modern HR systems. For example, intelligent chatbots can answer employee questions, and automated resume screening and workflow routing can help with hiring. Vendors now sell machine learning-powered tools for predicting hiring, engagement analytics, and workforce dashboards. What used to feel like an experiment is now normal. But in many companies, early AI adoption was mostly about point solutions. Chatbots made it easier for employees to help themselves. Resume parsers sped up the screening process. Automation tools cut down on the amount of paperwork that had to be done by hand. These new ideas made things more efficient, but they often worked on the edges of HR processes. AI was seen as an improvement, not the basis. This difference is important. When intelligence is added, it makes tasks easier instead of changing the strategy. The next step in evolution isn’t to ...
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Bookipi Survey Shows Small Businesses Embracing AI BUT, Complexity, Not Cost, Slows Workflow Adoption

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The latest survey of small business owners shows an increase in AI spending, but a widening gap between experimentation and operations. The latest small business survey from Bookipi, a global platform offering a comprehensive suite of AI-powered business management tools tailored for small businesses and solopreneurs, reveals that artificial intelligence (AI) is becoming a core tool for smaller companies. Still, many organizations are only using AI to automate simple tasks. The 2026 Small Business AI Adoption Report shows that AI adoption is accelerating for customer service and marketing. However, smaller businesses lack the confidence and expertise to embrace AI for deeper operational functions. Bookipi surveyed over 2,100 small business owners from the following regions: North America, EMEA, APAC, and LATAM to discover how they are using AI to save time, compete, and grow. The survey results show that nearly half of the companies (48%) plan to increase AI spending this year, whil...
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The Real Reason AI Is Changing Hiring

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Artificial intelligence is materially changing how work is structured, how skills are deployed, and how organizations plan for talent. While much of the public narrative continues to focus on job displacement, employer behavior tells a different story — one centered on workforce redesign, skills optimization, and productivity enablement. Insights from Experis’ latest Tech Talent Outlook show that organizations are combining selective hiring with outcome-based capability development. Rather than using AI as a substitute for labor, employers are decomposing roles, redefining skill requirements, and reallocating work across human and machine-enabled systems. The objective is not workforce reduction, but higher-value task allocation and improved productivity per role. The organizations generating measurable returns from AI are not those deploying the most tools, but those aligning job architecture, skills strategy, and technology investment to business outcomes. Hiring Is Moderating — ...
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ManpowerGroup Scales Human-First AI Interviewing to Address Global Talent Shortage

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Global partnership with Hubert advances fair, precise, and accessible hiring. ManpowerGroup, the leading global workforce solutions company, announced a global partnership with Hubert, a pioneer in AI-powered interviewing, to scale its “Humans First, Digital Always” approach to hiring. The partnership reinforces ManpowerGroup’s philosophy of using responsible, explainable AI to enhance the experiences for both talent and organizations while keeping recruiters at the forefront of every hiring decision. “This partnership puts people at the center of hiring, candidates and employers alike,” said Valerie Beaulieu-James, Chief Growth & Innovation Officer at ManpowerGroup. “When AI handles early screening, our recruiters focus on what no algorithm can replicate: understanding potential, building trust, and connecting people to meaningful work. That’s ‘The Human Edge’ in action.” With 72% of employers globally reporting difficulty finding the skilled talent they need, organizations fa...
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HRTech Interview with Bernard Barbour, Chief Technology and Product Officer at Skillsoft

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Bernard Barbour, Chief Technology and Product Officer at Skillsoft chats about the evolving HRtech landscape in this interview:   __________   What’s the one thing you are most looking forward to in your new role at Skillsoft? What I’m most looking forward to is the opportunity to make a meaningful impact at true workforce scale. Skillsoft has an incredible history and deep market penetration, which gives us the ability to reach millions of learners and influence careers in ways that genuinely matter. That kind of reach is rare—and it’s deeply motivating. I’m also inspired by the chance to leverage technology to solve real, practical workforce challenges. Many organizations struggle to clearly understand their skills landscape and how their workforce capabilities align with their business needs. Being able to help organizations map skills, understand maturity, and take informed action—while also supporting indivi...
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How L&D Leaders Can Build AI Literacy to Stay Competitive in the Future of Work

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Learning and Development has always been central to how organizations grow—building skills, resilience, and connection across the business. What’s changing now is the pace of that growth. As AI reshapes how work gets done, L&D leaders who understand it will be best equipped to adapt, guide strategy, and stay competitive in a world where agility matters more than ever. According to LinkedIn Learning, 51% of career development champions already view AI as a competitive advantage. But this isn’t about replacing people with technology. It’s about understanding how AI works, where it fits, and how to use that knowledge to make learning more strategic and impactful. Why AI Literacy Matters AI is already reshaping learning, and leaders must be able to understand AI to guide its role within their organizations. The goal is to make learning more effective, not just more efficient.  AI literacy is what makes that possible. It helps leaders use technology responsibly, interpret wha...
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