{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"HR Voices","title":"Todd Mayhew, CHRO at Snap Finance","html":"<iframe width=\"100%\" height=\"180\" frameborder=\"no\" scrolling=\"no\" seamless src=\"https://share.transistor.fm/e/4c7bcc56\"></iframe>","width":"100%","height":180,"duration":1304,"description":"From Reorg to Results: Snap Finance’s CHRO on Org Design, AI Adoption, and the People Strategy EdgeSummaryIf your org chart changes but execution doesn’t, you’re missing the “connective tissue.” Todd Mayhew, Chief Human Resources Officer at Snap Finance, shares how he’s guiding a fintech at an inflection point—from a transaction-based model to a consumer platform—by aligning structure, process, and behavior. Five months into the role, Todd is reorganizing around centers of excellence, using RACIs to create clarity, and applying the Galbraith Star Model to ensure strategy, structure, process, rewards, and people move in lockstep. A USC doctorate in Organizational Change & Leadership gives him the language and evidence to influence CFOs and engineers with data, not just theory. Todd also reframes AI as an HR discipline: you onboard, coach, and measure it like a teammate, model adoption as a leader, and spotlight internal wins to drive behavior change. He cautions that AI augments capability—it won’t replace missing analytical muscles—and makes the case that a business strategy without a people strategy is a pipe dream. Expect practical guidance for turning reorganizations into results, building analytic acumen in HR, and making AI real across a global workforce.Timestamps[00:45] – Guest intro and Snap Finance’s mission: serving consumers under financial stress[02:53] – Global footprint and the big shift: from transactions to a relationship platform[04:24] – Centers of excellence, org design, and why RACIs reduce friction and decision fatigue[05:17] – The “connective tissue” leaders miss in reorgs: roles, processes, and accountability[06:53] – Change that sticks: culture as behavior + the Galbraith Star Model explained[08:21] – Todd’s path: public administration to HR, plus a USC doctorate in org change[10:39] – Influencing with evidence: meeting CFOs/engineers with data; people strategy as essential[13:56] – Making AI real: exercise analogy, “hiring” GPT as L&D,...","thumbnail_url":"https://img.transistorcdn.com/ICj-SdAh1nzlUbpg9TUNmSjJhLHXAqS1LpGATLia9gE/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS8wNmVk/YTIzMTQ5Y2RkMjQx/ZWUwNTFhMTE1Y2Nl/NGI5Yi5qcGc.webp","thumbnail_width":300,"thumbnail_height":300}