{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"HR Voices","title":"Trent Savage, CHRO at Mountain America Credit Union","html":"","width":"100%","height":180,"duration":1377,"description":"From Frontline to Future-Ready: Mountain America’s CHRO on Skills, AI, and the Employee ExperienceSummaryHow do you align a frontline-heavy workforce while preparing for AI, labor shortages, and shifting leadership aspirations? Trent Savage, Chief Human Resources Officer at Mountain America Credit Union—the eighth largest credit union in the U.S. with 3,700 employees, 100 branches across five states, and $22B in assets—shares how his team is building a skills-based, AI-ready organization without losing sight of member-centric service. Trent explains why flexibility must be defined by role, how rotating talent through branch roles deepens empathy and performance, and why workforce planning must be tightly integrated with talent pipelines. He details a six-pillar employee experience model tied directly to engagement metrics, a dynamic skills ontology to power internal mobility, and a transparent approach to AI that blends social and technical systems. Expect practical guidance on moving beyond AI dabbling, upskilling for problem-solving work, and preparing leaders and employees for the 2026 shift from pilots to productivity.Timestamps[00:45] – Guest intro: Mountain America’s footprint, growth, and member-centric culture[02:56] – Frontline vs. corporate: role-based flexibility and rotating talent through branches[05:47] – Leadership pipeline shifts: Gen Z aspirations, retirements, and looming labor shortages[07:55] – Workforce planning meets talent management; AI strategy and the socio-technical lens[11:11] – Upskilling now: automating transactional work and elevating HR as thought partner; change management for 2026[16:51] – Operationalizing EX: six-pillar blueprint, linking engagement to manager action, and journey mapping pain points with IT/facilities[20:49] – Building a skills ontology: AI-enabled benchmarking, role-based learning paths, and transparent internal mobility[22:21] – Closing advice: get out of the transactional and into strategy, org design,...","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}