Hr Innovation In The Digital Era: Hybrid Work, Talent Retention And AI

Christina Dimatati, Head of HR Greece, Chubb

With over two decades of HR leadership experience across multiple industries, Christina Dimatati has successfully guided organizations through change management and workforce development. Passionate about fostering innovation and peoplecentric cultures, she excels in strategic HR, talent acquisition, and organizational growth, shaping dynamic and high-performing teams.

Drawing from Christina Dimatati’s extensive HR expertise across diverse industries, this exclusive interview delves into the evolving challenges of talent retention, hybrid work dynamics, and the impact of AI-driven HR solutions, offering valuable insights for leaders navigating the future of work.

HR Leadership And Impact At Chubb

I have been an HR leader for over 20 years, starting in 2005. My career spans multiple industries, including telecom, retail, food manufacturing, heavy industry and insurance. I have worked in international and Greek companies, gaining diverse experience across various sectors.

Currently, I serve as the Head of HR at Chubb Greece, an insurance company with a strong focus on engineering and digital transformation. In Greece, Chubb functions as a hub for digital transformation, contributing significantly to the company’s global operations. My role involves leading HR strategies, ensuring talent acquisition, employee engagement and workforce development in an evolving digital landscape.

I hold a CAPD certification and am also a certified coach, a role I was passionate about before formally pursuing it. My educational background includes a master’s degree from the School of Economics, an MBA and extensive professional studies to continuously enhance my expertise in HR.

Addressing Workforce Challenges And Engagement Strategies

As HR professionals in the tech industry, one of our biggest challenges is tackling job hopping, as employees frequently change jobs with very short tenures. This high turnover rate makes it crucial for us to offer compelling career growth opportunities, competitive compensation—not just locally, but at a European level—and, most importantly, a strong company culture. Culture is the glue that keeps people engaged. Younger generations, in particular, seek purpose and an employer who genuinely cares about its people and community.

Managing remote and hybrid work is another major hurdle. Many Gen Z employees, especially those hired during COVID-19, have never experienced traditional office settings. For that reason, we must equip our managers with the right skills to foster engagement and connection in hybrid teams. This is a key priority for us in HR: working closely with hiring and reporting managers to build a strong remote work culture.

In addition, rapid technological developments demand continuous upskilling and reskilling. Tech skills evolve fast, and what’s relevant today may be outdated tomorrow. To stay competitive, organizations must prioritize Learning and Development (L&D) as a core function that enables employees to adapt to industry shifts. We must develop a strong L&D framework to keep our people ahead of the curve. Managing distributed teams across different time zones also adds complexity, requiring flexibility and adaptability in work schedules.

Managing remote and hybrid work is another major hurdle. Many Gen Z employees, especially those onboarded during COVID, have never experienced traditional office settings. For that reason, we must equip our managers with the right skills to foster engagement and connection in hybrid teams. This is a key priority for us in HR—working closely with hiring and reporting managers to build a strong remote work culture.

“We Must Equip Our Managers With The Right Skills To Foster Engagement And Connection In Hybrid Teams. This Is A Key Priority For Us In Hr—Working Closely With Hiring And Reporting Managers To Build A Strong Remote Work Culture”

At the same time, the rapid pace of technological advancements adds another layer of complexity. Continuous upskilling and reskilling are essential, as tech skills that are relevant today may quickly become outdated. To stay competitive, organizations must prioritize Learning and Development (L&D) as a core function, ensuring employees can adapt to industry shifts. In addition, managing distributed teams across different time zones requires a high degree of flexibility and adaptability in work schedules.

New Technology And Approaches To Overcome Challenges

Despite these challenges, exciting technological advancements are helping us address these risks effectively. One of the most promising aspects of hybrid work is the ability to source talent globally. Remote work eliminates geographical limitations, allowing us to recruit from a wider talent pool. This significantly enhances our ability to attract skilled professionals who might not have been available to us otherwise.

To tackle job hopping and engagement challenges, we leverage advanced HR analytics and AI-powered tools to predict employee attrition risks and implement proactive retention strategies. By analyzing engagement data, we can identify trends and address potential concerns before they lead to turnover. Also, personalized career development platforms help employees visualize and plan their long-term growth within the company, increasing retention rates.

For managing hybrid and remote teams, we are investing in digital collaboration platforms and virtual team-building initiatives. Enhanced project management tools, AI-driven feedback mechanisms, and immersive virtual meeting technologies enable seamless communication and collaboration across time zones.

L&D technology is also transforming how we upskill employees. AI-driven learning platforms offer personalized training programs tailored to each employee’s needs. We also leverage virtual reality (VR) and augmented reality (AR) for handson training, particularly technical skills.

Regarding mental health and burnout, we are integrating AI-powered wellness platforms that offer real-time insights into employee well-being. These tools provide personalized recommendations, stress management resources, and access to mental health professionals. We are reinforcing our commitment to flexible work arrangements and promoting a culture that prioritizes work-life balance.

While the challenges in HR and employee engagement are complex, technological advancements and strategic approaches are equipping us to navigate this evolving landscape effectively.

Networking And Collaboration In A Hybrid Environment

                Networking and collaboration have become increasingly important in a hybrid environment. Relationship management is crucial, as we must build strong connections within and outside the company. HR professionals rely on body language and face-to-face interactions in a traditional workspace to foster relationships. However, the shift to hybrid work requires more advanced skills to maintain and develop meaningful professional networks. Keeping communication channels open and embracing digital collaboration tools can help overcome this challenge and create new opportunities.

Building relationships in a hybrid work setting demands intentional efforts. Open communication, regular virtual check-ins, and strategic collaboration initiatives are essential. HR professionals must encourage an environment where employees feel connected despite physical distance. This shift calls for leveraging networking platforms, mentorship programs, and digital relationship-building tools to foster meaningful professional interactions. Strengthening these skills will ensure that internal and external networks remain strong, unlocking opportunities for growth and innovation.

Advice For HR Professionals And Entrepreneurs

For HR professionals and budding entrepreneurs in the field, my top advice is to be strategic and adaptable. In today’s fast-paced world, we must reassess and adjust our strategies more often than before—sometimes within just a year. Flexibility and agility in decision-making are essential to staying competitive.

Empathetic leadership is another crucial aspect. Managers and leaders should continuously develop their ability to lead with empathy and understanding of the needs and challenges of their employees. Employee well-being should be a top priority. A successful workplace balances both success and happiness. Employees need meaningful work that aligns with their aspirations and skill sets while maintaining overall job satisfaction. If either of these elements is missing, workplace balance is lost. By focusing on these principles, HR leaders can foster an engaged, productive workforce and create organizations that thrive in the modern business environment.

AI

Digital Transformation

Retail

Project Management

Augmented Reality

Virtual Reality