Senior Vice President & Chief People Officer, Dynatrace
Search every verified Susan Quackenbush interview, podcast appearance, and on-the-record quote β each transcript cross-checked by AI and human review to confirm speaker identity. Sue Quackenbush, Senior Vice President and Chief People Officer at Dynatrace, has described the company's employee experience as "consistently inconsistent" when she joined, and said the organization is in the middle of a multi-year transformation to rearchitect that experience around key moments. She stated that Dynatrace is piloting a global performance enablement initiative and has implemented a globally scalable career framework and job architecture. Quackenbush noted that this is her third CPO role at a company that appointed its first Chief People Officer, and she described the challenge of balancing being the face of employees while also building scalable infrastructure as a business leader. Quackenbush has spoken about the potential impact of AI on HR, saying she believes the next 5 to 10 years will see a shift from tactical to strategic work as AI automates routine tasks. She stated that no employee at Dynatrace has expressed fear that AI will take their job, and she advocates using AI to automate routine work while humans focus on skills such as communication, collaboration, and change management. Quackenbush also suggested that AI could improve compensation analysis by evaluating pay based on skill sets and specific work rather than by role alone.
“When I joined, our employee experience was consistently inconsistent. And a lot of that is because of how the company grew up. We had multiple HR teams really focused on different areas, so we didn't really have a harmonized approach. We were more regionally or functionally siloed. And so we're in the middle of a multi...”
“AI introduces a whole different way of deploying resources to get work done. All of our mechanisms have been built around a career framework, job architecture, roles and responsibilities. It's been really locked in how we compensate and build career paths. But with AI, companies need to start figuring out how to deploy...”
“You almost have to unravel the role and pixelate it into the smallest components to figure out what work is done by an agent and what by a human. The skill sets that will be critically important are strong communication, collaboration, simplification, and change management. These leadership skills are what humans will...”
“No one has come to me saying AI is going to take my job in our workforce. I've heard from colleagues and clients that AI will be a huge cost savings and replace roles, but my response is: what's the best outcome? Use AI to take routine work and make it automatic, freeing up time for strategic and consultative work.”
“HR operations is a big area where AI can have high ROI and low risk by automating routine queries and tickets. Recruiting and onboarding are also opportunities where AI can streamline scheduling and provide quick information, improving efficiency and consistency in the employee experience.”
“I think AI can help pull contextual information across different business functions and external sources to provide the latest, most robust trends and information for decision makers like CPOs or CHROs. This would help formulate the future course of the organization with better probability and guidance.”
“We pay by role, not by skill or actual body of work. AI could take compensation to the next level by analyzing pay by skill set and specific work done, rather than just by role, providing a more precise and fair approach.”
“I believe the next 5 to 10 years will see a shift from tactical to strategic work in HR, enabled by AI automating routine tasks. This will allow HR professionals to focus on consultative and strategic activities that add more value to the organization.”
“I think a biggest challenge as a CPO is the many hats that a CPO wears β from a CPO's perspective you are the face and the voice of the employees, but then you also are a business leader that needs to build scalable infrastructure, put in programs, the processes, the data and enable people leaders and employees for gro...”
“You're always kind of balancing the business and the employee side β it's like a paradox.”
“This is my third Chief People Officer role in a company that actually has put in their first Chief People Officer, so it's been an interesting ride in the sense of getting to learn the organization but then also have the organization learn what it means to have a Chief People Officer.”
“One of the best ways to help influence and lead an organization through all of the different changes and aspects that are being addressed daily is really through building a very strong relationship, making sure that from an HR business partner team there are strong relationships with their key stakeholders.”
“You really have to assess an organization from where it's starting from. Sometimes large organizations have a lot of the founding and fundamentals in place like career frameworks, job architecture, policies, and service model approaches already known.”
“In startups and midsize organizations going through transformation or preparing for the next level of growth, there's a lot of opportunity and challenges because you're building or transforming something that's already been put in place, which can be complex.”
“We are in the process of transforming the entire employee experience and one of the more recent breakthroughs is putting in performance enablement globally across the organization.”
In this episode, we're joined by Sue Quackenbush to uncover how AI is transforming business operations, strategy, and growth.
Karolina Linda is the Software Development Director and Organizational Lead in GdaΕsk, Poland. She takes us behind the scenes of the incredible transformation of the Dynatrace Communityβfrom a single Q&A forum to an community with 18 topic-focused forums, 5 engagement programs, and over 80,000 users worldwide. Β Karolina shares her unique career journey of 15 years, from starting as an Information Developer to leading multiple global teams now. Hear how she took on opportunities that pushed her out of her comfort zone, how collaboration and sparring partners have shaped her career, and her adβ¦
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