In an Epoch&Talk conference panel, Allie Moss from Chainalysis and Rory Sacks from Harry’s shared their perspectives on transforming employee learning in today’s hybrid and AI-enabled workplace. Their insights reveal how adaptive learning, embedded DEI, and data-driven strategies can shape an engaging and inclusive culture. Here’s a look at their takeaways on empowering employees through personalized learning.
Allie is the Head of Learning and Development at Chainalysis, a leader in blockchain data and compliance solutions with over 600 employees worldwide. Chainalysis is committed to creating a culture of continuous learning, especially critical in its dynamic and high-growth environment. As the company has a globally distributed workforce, Allie focuses on developing learning programs that are inclusive, adaptive, and accessible across time zones, ensuring every employee has the resources to grow.
Rory leads Learning and Development at Harry’s, a personal care brand known for its quality grooming products and commitment to social impact. With about 900 employees, Harry’s is passionate about fostering an equitable and inclusive environment where learning is personalized and DEI principles are woven into every level of employee development. Rory’s team emphasizes democratizing learning, enabling employees at all levels to share their knowledge and create an environment where everyone’s voice can contribute to the company’s growth.
Allie and Rory both agree: AI is here to stay, and it’s a game-changer for workplace learning. Training employees to use AI effectively can streamline tasks, improve efficiency, and reduce admin work - allowing employees more time for creative problem-solving. Rory also pointed out that while AI offers convenience, companies should balance its use with a personal touch to maintain each brand’s unique voice and values.
At Harry’s, DEI initiatives don’t stop at HR - they’re woven into every training touchpoint. Rory shared how adding DEI elements to manager workshops, leadership principles, and team training helps build an inclusive culture, making DEI a living part of the company. Allie explained that Chainalysis focuses on DEI in remote and hybrid training by creating equitable learning opportunities, ensuring every employee feels supported in their professional journey.
With today’s distributed teams, personalized learning is crucial. Chainalysis has adopted a remote-first approach, providing both self-paced and live sessions to accommodate global teams. Allie emphasized the importance of accessible, cohort-based learning for fostering collaboration across time zones. At Harry’s, Rory shared how democratizing course creation—empowering employees to share their expertise with their peers—adds to a robust learning culture that values collective growth.
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