In this exclusive interview with CanadianSME Small Business Magazine, Jodi Kovitz, CEO of the Human Resources Professional Association (HRPA), shares her visionary perspective on how technology, equity, and innovation are reshaping the landscape of HR leadership and workplace culture. With a proven track record of championing diversity through initiatives like #movethedial and spearheading transformative campaigns such as #Tech4SickKids, Jodi emphasizes the critical role HR professionals play in guiding organizations through rapid change. She discusses the ethical and legal challenges surrounding AI in hiring, pay transparency, and the importance of human-centered leadership in an increasingly digital world. Offering strategic insights and practical advice, Jodi inspires small and medium-sized businesses to cultivate inclusive, resilient workplaces where people and technology thrive together.
Jodi Kovitz is the CEO of the Human Resources Professional Association (HRPA) and a global brand builder with a deep commitment to equity and innovation. She founded #movethedial, a movement supporting women’s participation in tech, impacting over 60,000 people globally. Recognized as one of Canada’s 25 Women of Influence and among WXN’s 100 Most Powerful Women, Jodi has been featured in Forbes Women. She co-chaired the #Tech4SickKids campaign, contributing to a $1.3 billion fundraising effort. Jodi holds an HBA from Ivey Business School, an LLB from Osgoode Hall, and an honorary Doctorate of Laws from the University of Calgary. She is also the author of Go Out of Your Way, a book on the power of genuine connection.
In your role as CEO of the HRPA, how do you see the intersection of technology, equity, and innovation shaping the future of HR leadership and workplace culture in Ontario and beyond?
Technology, equity, and innovation are reshaping our workplaces—and HR leaders are uniquely positioned to guide their people through this transformation by taking the lead in navigating the unknown. Forbes recently highlighted adaptability as one of the most critical skills shaping the future of work—and I couldn’t agree more that this skill has become increasingly important. To me, adaptability is not just about being flexible in the face of change; it’s about helping others grow through it. For HR leaders, that means creating space for learning, supporting people through uncertainty, and building confidence to try new things.
At the same time, we need to lead with intention. Tools like AI can unlock enormous potential—but only if they’re used thoughtfully, inclusively, and with human-centered approach. McKinsey’s research shows that organizations that prioritize innovation and adaptability don’t just perform better, they attract top talent and build cultures that last. Doing so equitably is that much more impactful.
Still, we can’t overlook the emotional side of transformation. Not everyone moves at the same pace. Real and effective leadership is about meeting people where they are listening, adapting, and making sure no one gets left behind.
Following the HRPA 2025 HR Law Conference, what are the most pressing legal and ethical challenges HR professionals face today-especially regarding AI in hiring, pay transparency, and complex terminations?
This year’s HR Law Conference brought many important topics to the table. One thing is clear: in our rapidly changing world, legal and ethical conversations must stay at the forefront. As technology and expectations evolve, we need to keep checking in—making sure our policies move with the times.
AI is a key example. When used in hiring and other HR practices, it can drive real efficiency. But we must stay alert to risks around bias, privacy, and transparency. We can’t automate our judgment and humanness. HR leaders must be purposeful: building safeguards, staying compliant, and asking questions to ensure we use technology in ways that enhance trust, fairness, and the human experience at work.
Pay transparency is another critical front. It’s not just about compliance—it’s about earning trust, and that’s essential to building strong, connected team cultures. When we align pay practices with our values, we create workplaces that are not only compliant, but fair and inclusive.
HR is about more than policies and compliance—it’s about people, purpose, and leadership. It’s grounded in a strong legal foundation, but truly comes to life through the “human” side ethical decisions, empathy, and the courage to do what’s right.
You’ve been recognized as a transformative leader and a passionate connector, from founding #movethedial to co-chairing #Tech4SickKids. How have these experiences influenced your vision for elevating the HR profession and driving systemic change within organizations?
Growth and innovation have always been imperative to shaping my understanding of leadership and organizational culture.
At #movethedial, I learned that building a culture of belonging isn’t just a nice-to-have—it’s a strategic imperative. This requires intentional leadership, deep listening, and a commitment to embedding IDEA principles into every facet of an organization. It’s about creating environments where people feel valued, heard, and empowered to do their best work.
At #Tech4SickKids, I witnessed the power of community-driven impact. By mobilizing the tech sector, we raised millions to modernize SickKids Hospital, integrating AI and data analytics into pediatric care. This experience reinforced my belief that systemic change is possible when diverse stakeholders unite with a shared purpose.
Now, as CEO of the HRPA, I’m focused on elevating HR as a strategic driver of culture and innovation. I’ve seen first-hand that leading with empathy, agility, and commitment to equity while fostering diverse environments is essential. The HR profession has the power to transform organizations and help build a more just and inclusive society. And these moral imperatives are also strategic advantages. Diverse, inclusive workplaces don’t just feel better—they perform better.
With HRPA’s commitment to supporting over 24,000 members through learning and peer collaboration, what new strategies or initiatives are you most excited about to help HR professionals navigate the rapidly evolving legal landscape and workplace expectations?
The HRPA empowers leaders to navigate the evolving legal landscape and shifting workplace expectations with confidence. What excites me most is how we’re helping our 24,000+ members stay ahead—through real-time legal education, peer collaboration, and practical tools designed to support today’s HR leaders through tomorrow.
We continue to expand our on-demand legal resources, expert-led webinars, and knowledge bank to help members translate complexity into clarity. Whether it’s new legislation around emerging technologies, pay equity and transparency, or workplace investigations, our goal is to ensure HR professionals feel informed, prepared, and supported.
We’re also doubling down on hybrid and in-person learning experiences, bringing world-class legal experts and innovators to the forefront. These events go beyond learning; they spark connection, conversation, and real-time insight.
The HRPA is listening to our members, adapting to legal and cultural shifts, and delivering what matters most: strategic, sound, and timely support. In a world where the stakes are high, HR leaders deserve trusted resources that help them lead with clarity and confidence—and we’re here to deliver exactly that.
Finally, what advice would you offer to small and medium-sized businesses striving to create safe, equitable, and future-ready workplaces in today’s complex environment?
The key to building safe, equitable, and future-ready workplaces is balancing technical capability with human-centered leadership.
We’re in the middle of a technical revolution reshaping industries, making upskilling a competitive must. Recent research from the World Economic Forum shows that companies investing in digital and AI skills see greater innovation and long-term growth.
But technical skills alone aren’t enough. Human skills—resilience, empathy, and communication—are equally critical. These are what help teams navigate change, lead with purpose, and stay connected. Harvard Business Review has shown that resilient teams are more engaged, more innovative, and better equipped to thrive in uncertainty.
In today’s hybrid and remote work environments, inclusion and equity need to be intentional. It’s not just about where people work—it’s about how they’re supported, heard, and valued. Leaders need to move beyond surface-level communication and create real space for diverse perspectives in decision-making and culture. That’s how trust and belonging are built.
To small and mid-sized businesses: Be deliberate. Invest in both technical and human skillsets. Lead with empathy and intention. The future of work is here, and the businesses that thrive will be the ones that put people at the heart of everything they do.
