The HR-IT Whisperer: Crafting Change Before Things Explode

You know that moment in action movies when someone casually walks away from an explosion in slow motion? Yeah, that’s HR and IT implementing new technology—except instead of looking cool, it usually feels more like running around with a fire extinguisher and a mild panic attack.

When HR and IT come together to roll out a new system—whether it's an HRIS, an applicant tracking system, a payroll overhaul, or AI—things tend to get messy. Not because either side is bad at their job, but because they operate in different universes.

HR speaks the language of people, culture, and employee experience.
IT speaks the language of systems, risk, and security.

And when those worlds collide without a shared playbook, the result is often frustration, inefficiency, and resistance to change. Deadlines slip. Employees refuse to adopt new tools. And suddenly, the big investment in game-changing technology turns into just another underutilized system that no one likes.

That’s where I come in.

From Tech Recruiter to Change Crafter

I started my career recruiting for IT teams before moving into HR—so I’ve had a foot in both worlds from the very beginning. I know what it’s like to sit in meetings where HR is talking about employee engagement while IT is focused on data governance. It’s like watching two people argue in completely different languages with no interpreter.

Over the past decade, I’ve led 20+ enterprise-wide technology implementations, most of them for workforces of over 50,000 employees. I’ve helped Fortune 500 companies navigate complex system rollouts, align leadership, and drive adoption at scale.

But here’s the thing: large companies have the luxury of absorbing inefficiencies when IT and HR don’t align. They can recover from missed deadlines, invest in retraining, and allocate more budget to fix adoption problems.

Mid-sized companies don’t have that safety net. The stakes are higher. The margin for error is smaller. A failed HR technology rollout doesn’t just cause frustration—it disrupts business operations, impacts compliance, and can create massive employee dissatisfaction.

That’s why I’m focusing my Change Craft on helping mid-sized companies design and implement HR technology in a way that actually works—where IT and HR collaborate before things explode.

Because HR Tech Change Isn’t Going Away

HR leaders, you already know: AI, automation, and new technology aren’t optional anymore. They’re happening, whether we’re ready or not.

• HR is implementing AI to enhance recruiting, streamline employee experience, and make data-driven decisions.
• IT is implementing AI to improve security, optimize systems, and future-proof the organization.
• Both sides are moving forward, but if they’re not moving forward together, chaos ensues.

And let’s be real: HR is often left scrambling when IT sunsets a system HR wasn’t even aware was on the chopping block. IT, meanwhile, is often frustrated by HR’s need for user-friendly, human-centric solutions that don’t compromise security. These tensions are normal—but they don’t have to be destructive.

That’s where Change Craft comes in.

Change Craft isn’t about checking a box on a project plan. It’s about strategically crafting the change itself—ensuring that HR and IT work together in a way that supports both business goals and the people who actually have to use the systems.

The Future of HR-IT Collaboration

We’re at a turning point. HR and IT can’t afford to work in silos anymore.

Technology is never just a tool—it’s the foundation of how companies operate, how employees engage with their work, and how businesses drive competitive advantage. When HR and IT don’t work together, companies waste millions on technology that never delivers its full value.

If you’re leading HR in a mid-sized company, you already know that a strong HR-IT partnership isn’t a “nice-to-have” anymore—it’s essential. It impacts employee retention, compliance, data security, and overall business operations.

If you’re in IT, you know the risks of keeping outdated HR systems alive—and the chaos that comes when the people side of change isn’t handled well.

That’s why I do what I do. I craft the change before it becomes a crisis.
I bridge the communication gaps, align priorities, and ensure HR and IT function as true partners—not opposing forces.

Let’s minimize the explosion and maximize the breakthrough.

Let’s talk.
📩 DM me or visit brynnshader.com to learn how we can create smoother, more successful HR tech transitions together.