Prince.Skeletor
Don’t Be Like He-Man
Al is not just a tool-it's reshaping the very structure of our organizations.
Moderna's recent decision to merge its HR and tech departments signals a huge step into the future of work. By integrating Al into their core operations, they're redefining roles streamlining processes, and setting a precedent for others to follow. It's not just about tech; it's about transforming how people and technology work side by side.
This a major transformation. We all know that roles are changing, but with Al handling routine operations, employee talent is able to further focus on strategy, innovation, and connection.
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Moderna’s move to merge technology and human resources into a single function is the latest sign that artificial intelligence is bringing big changes to the workforce.
The biotech company late last year announced the creation of a new role, chief people and digital technology officer, promoting its human resources chief Tracey Franklin to the spot
Franklin said she is redesigning teams across the company based on what work is best done by people versus what can be automated with technology, including the tech it leverages from a partnership with AI giant OpenAI. Roles are being created, eliminated and reimagined as a result, she said.
Corporate tech leaders are working more closely than ever with their HR counterparts to navigate AI’s impact on the workforce. A number of companies cite rising AI efficiencies for job cuts.
But it’s still rare to see the two roles officially merge, in part because they require unique skill-sets, said Christopher Desautel, independent chief information officer and startup adviser, and formerly chief digital officer at Berkshire Hathaway Homestate.
Franklin said moving into the role was a natural evolution for her. She had been working closely with then-CIO Brad Miller on a yearslong effort to reassess the needs of each department and redesign them with an optimal mix of human workers and technology systems.
Miller, who spearheaded a number of efforts including the company’s partnership with OpenAI, left Moderna in February.
The OpenAI deal also had a transformative impact on the workforce, she said.
The company now has developed over 3,000 tailored versions of ChatGPT, called GPTs, that are designed to facilitate specific tasks, including dose selection for clinical trials and helping draft responses to questions from regulators.
GPTs can also be strung together to execute more complicated workflows. For example, the company has a broad human resources GPT that can digest employee questions and then route them to GPTs focused on performance management, equity or benefits.
It’s like your virtual HR, AI agent. It’s what would normally be a junior-level HR analyst type, we’ve now converted into a GPT,” she said.
Franklin declined to comment specifically on exact areas where roles were being eliminated
Moderna's recent decision to merge its HR and tech departments signals a huge step into the future of work. By integrating Al into their core operations, they're redefining roles streamlining processes, and setting a precedent for others to follow. It's not just about tech; it's about transforming how people and technology work side by side.
This a major transformation. We all know that roles are changing, but with Al handling routine operations, employee talent is able to further focus on strategy, innovation, and connection.
———
Moderna’s move to merge technology and human resources into a single function is the latest sign that artificial intelligence is bringing big changes to the workforce.
The biotech company late last year announced the creation of a new role, chief people and digital technology officer, promoting its human resources chief Tracey Franklin to the spot
Franklin said she is redesigning teams across the company based on what work is best done by people versus what can be automated with technology, including the tech it leverages from a partnership with AI giant OpenAI. Roles are being created, eliminated and reimagined as a result, she said.
Corporate tech leaders are working more closely than ever with their HR counterparts to navigate AI’s impact on the workforce. A number of companies cite rising AI efficiencies for job cuts.
But it’s still rare to see the two roles officially merge, in part because they require unique skill-sets, said Christopher Desautel, independent chief information officer and startup adviser, and formerly chief digital officer at Berkshire Hathaway Homestate.
Franklin said moving into the role was a natural evolution for her. She had been working closely with then-CIO Brad Miller on a yearslong effort to reassess the needs of each department and redesign them with an optimal mix of human workers and technology systems.
Miller, who spearheaded a number of efforts including the company’s partnership with OpenAI, left Moderna in February.
The OpenAI deal also had a transformative impact on the workforce, she said.
The company now has developed over 3,000 tailored versions of ChatGPT, called GPTs, that are designed to facilitate specific tasks, including dose selection for clinical trials and helping draft responses to questions from regulators.
GPTs can also be strung together to execute more complicated workflows. For example, the company has a broad human resources GPT that can digest employee questions and then route them to GPTs focused on performance management, equity or benefits.
It’s like your virtual HR, AI agent. It’s what would normally be a junior-level HR analyst type, we’ve now converted into a GPT,” she said.
Franklin declined to comment specifically on exact areas where roles were being eliminated
