Hyatt’s Next Gen Leader on How to Win in the Age of AI
The world is changing. The world of work is changing. According to Carlee Wolfe, Associate Vice President of Leader Development at Hyatt Hotels Corporation, HR should be leading it.
As a featured speaker at the upcoming Spark Talent 2025 conference, Wolfe’s vision for “Next Gen HR” is clear and bold: HR must be the driving force behind transformation, not just a support function. In a recent interview, she shared her insights on why HR’s future role is both strategic and deeply human.
The New HR Mandate: Think for the Future
For years, many HR leaders have been focused on a single kind of transformation: making processes more efficient. But Wolfe argues that this approach misses the bigger picture. The real challenge is using a “future view” to drive strategy for changes that aren’t yet visible or felt.
“How does HR use that future view to drive strategy for things that may not be visible, seen, or felt in the current state?” she asks. “It’s about being able to drive business value for the future of the organization.”
This means moving beyond simplifying existing work to anticipating what’s next. It’s an age-old challenge, but in the age of AI, the stakes have never been higher.
AI’s Human Equation: Don’t Leave People Behind
AI is actively rewriting the rules of work. The outdated assumption that “the jobs of today will be the jobs of tomorrow” is no longer true. As AI reshapes roles and flattens job markets, workforce adaptability is crucial.
Wolfe advises HR to look at both the workforce outside the organization and the workforce within it. As external markets shift, organizations must prepare for that change by identifying the future-ready skills they’ll need. Internally, HR leaders must anticipate how jobs will evolve due to AI and start building those skills now.
But she emphasizes that this can’t happen at the expense of people. The rapid pace of change can make people afraid and disengaged. The ultimate responsibility for HR is to not leave people behind. By building future-ready skills into workforce strategies, HR is not only serving the company but also contributing to the “betterment of humans in general.”
Lessons from Elite Performance
Wolfe has worked with incredibly high-performing teams, from the U.S. Olympic and Paralympic Committee to building leaders at Hyatt. She’s learned a fundamental truth from elite athletes that applies directly to corporate leadership: people have a continual pursuit to get better.
Athletes have a strong intent for growth. In the same way, employees at work want to grow and contribute. HR’s role is to harness that desire by making professional development simple, focused, and effective.
A common mistake she sees organizations make is assuming they have all the answers. “It’s easy from the top or the center to assume that your experience is that of others or to assume one piece of data is that of the entire organization.” Instead of listening to their employees, leaders often rely on their own experience or a single piece of data. Organizations are living, breathing ecosystems, and understanding that construct is the only way to support forward movement.
The Path to Leadership
When asked what HR professionals need to know right now, Wolfe returned to the foundational themes that have guided her career: curiosity and connection.
In a world where things are changing so fast that what we assume is true today is likely false tomorrow, continuous learning is non-negotiable. “Stay in pursuit of learning to not only stay up to date, but potentially be a leader in your own space,” she advises.
Wolfe’s passion for connection, reinforced by her volunteer work, reminds us that seeing and being with people is crucial. It’s the empathy that fuels effective work and helps us get through difficult times.
Ultimately, Wolfe’s career is defined by a simple, powerful question: Why HR? “It is the inspiration for how do we continue to innovate? How do we not just respond, but lead and influence? How do we drive change to continue to be not just relevant, but the differentiator for the organization, and why they exist…”
It is a call for HR leaders to continue to innovate, influence, and lead. It’s about being not just relevant, but the differentiator for the entire organization—the team that ensures humans remain at the front and center of a rapidly changing world.
If you’re interested in hearing even more from Carlee Wolfe, please join us live in San Antonio at SPARK TALENT 2025, October 7–9, 2025. You’ll also hear from other speakers from ADM, PepsiCo, GE Healthcare, Hyatt Hotels Corporation, The Coca-Cola Company, and more. Get practical strategies focusing on workplace planning, talent acquisition, and AI-driven processes, with plenty of opportunities for you to connect with the HR community.
This article is presented in partnership with HR Daily Advisor. HR Query is a Q&A series by HR Daily Advisor that focuses on HR professionals' insights on current HR trends and dives into their personal stories, helping HR peers connect with challenges and opportunities.
