Brad Hartman is a people strategy executive & enterprise systems architect, drawing on a foundation in neuroscience to help organizations redesign how work gets done. His approach integrates behavioral science, agile organizational design, and AIenabled workforce systems to build companies that are both highperforming and deeply human.
Most recently, he architected a predictive, AIdriven capacity and operations platform for a midsized biotech, developing the underlying logic structures and scenariobased modeling that give leaders realtime visibility into resourcing, cost, and portfolio constraints. He also co-designed and evolved a dynamic resourcing operating model that played a significant role in reducing the time from early research inception to clinical trials by more than 40%.
Across more than 20 years in biotech, Brad has helped scale numerous companies from early research through IPO to commercialization. His work has contributed to the launch of breakthrough therapies such as Kalydeco®, Kalbitor®, and Incivek®—one of the fastest blockbuster drug launches in history. He also founded and scaled ConnectedSearch, an executive search firm that grew to more than $2M in annual revenue.
Brad earned his BS in Neuroscience from the University of Rochester and conducted research at both the National Cancer Institute and the University’s Graduate School of Pharmacology in cellular pharmacology.
Sessions
Breakout session
Tuesday, April 28, 3:15PM - 3:45PM
Roles Over Jobs: The Decentralization of Work and Skills-Based Progression
Most organizations are still running 2026 companies on industrial-era architecture—rigid job structures, siloed functions, and HR operating models built for a world that no longer exists. But a profound shift is underway: skills, data, and AI are transforming HR from a support function into the enterprise’s central orchestrator of capability. This talk reframes the role of HR leaders, showing how the future of work demands not administrators of programs, but architects of how work actually flows across the business. Drawing on research from Gartner, Deloitte, and McKinsey, People Strategy Executive and Enterprise Systems Architect, Brad Hartman, explores why jobs are failing as the unit of analysis, why skills are becoming the new operating system, and how AI amplifies HR’s ability to design dynamic, adaptive organizations.
To bring this shift to life, Brad shares the inside story of how he transformed his most recent biotech People Team from a traditional "jobs"-based HR department into a dynamic, cross-functional "roles-based" team with an agile operating system. Through a case study of dynamic teaming, human capital intelligence, and a plug-and-play operating rhythm—including dashboards, quarterly rocks, shared norms, and agile project deployment—attendees will see how HR can become the integrator of people, systems, and work. This section illustrates how a modern People Team can operate as a true enterprise orchestrator: reallocating resources in real time, aligning with operational priorities, enabling digital workflows, and creating the transparency and coordination required for speed and scale. The result is a model any HR leader can adapt to accelerate outcomes and elevate their strategic impact.
This session is sponsored by The American Society of Administrative Professionals (ASAP).
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