Jessica Richter

💻 Building the digital future of HR: The #HRReport2025 is here! Delighted to share the highlights of Infineon’s HR focus on digital transformation featured. Our HR Digital Roadmap is a key pillar of our strategy to enhance efficiency, improve the HR customer experience, and reduce manual effort through innovative digital solutions. With a rolling three-year plan and annual updates, we’re committed to adapting to evolving priorities while staying aligned with our three guiding principles: automation, customer centricity, and scalability. 🔑 Key Priorities of the #HRDigitalRoadmap: 1️⃣ Enhance digital HR solutions: Introducing new services and driving automation to better serve our customers. 2️⃣ Strengthen MyHR (ServiceNow): Advancing as an HR one-stop-shop with GenAI and enhanced automation. 3️⃣ Create value from data: Leveraging insights to boost efficiency and enable smarter decision-making. 4️⃣ Simplify tools and platforms: Consolidating standalone tools into streamlined, core HR systems for seamless integration. If you want to find out more on how Infineon is dedicated to transforming HR into a more efficient, customer-focused, and data-driven function, check out the full Report: https://lnkd.in/deFzYWK4 #PeopleCreateValue #Infineon

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Rethinking HR: Shaping the Future with AI How is the role of HR leaders evolving in the age of AI? In the acatech – Deutsche Akademie der Technikwissenschaften HR-Kreis, we explored this question through the lens of “Luca Moretti”— a data-driven persona representing the new generation of CHROs. 💡 Key insights: 👉 HR builds bridges between technology, business, and people — enabling organizations to adapt and thrive. 👉 AI adoption is not just about tech — it’s about mindset, culture, and strategic vision. 👉 CHROs are key to driving both HR transformation and the responsible integration of AI across the company. 👉 Success requires new skills, fostering cross-functional collaboration, and positioning HR a true strategic partner. Curious about Luca’s journey and the future of HR? Discover more about our persona approach and join the conversation on how HR can lead the way in AI transformation! 🔗 Project website (German content): https://lnkd.in/e_Zu4zfy #HR #AI #Transformation #Leadership #FutureOfWork Katharina Hölzle Frank Riemensperger

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Some of the best conversations happen when you put talented people in a room and let the dialogue flow. During a recent Fireside Chat with participants of Infineon Technologies’𝐬 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐫𝐨𝐠𝐫𝐚𝐦 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐓𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐋𝐚𝐝𝐝𝐞𝐫, we explored a wide spectrum: their career journeys, the challenges of leading technical excellence, and how to navigate complex environments. We touched briefly on external factors like geopolitics and funding, but the real focus was on people – their curiosity, their drive to grow, and the ways they see themselves shaping the future of technology. The Management Talent Program – Technical Ladder is Infineon’s way of investing in its technical leaders of tomorrow. It offers mentoring, leadership development, and opportunities to work on impactful cross-divisional projects – combining deep technical expertise with the skills needed to influence, collaborate, and innovate across boundaries. Talent development is not just an HR initiative – it’s a strategic lever for strengthening innovation and competitiveness. After this evening, I’m convinced more than ever that Europe’s technological future will rest on the ambitions and capabilities of individuals like these. #semiconductors #talentdevelopment #alliances #technicalleadership #innovation

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If I’m honest, when AI conversations became loud last year, I had my own moment of pause. As an HR leader, I wondered how fast is this changing, and what does it mean for our roles, our relevance, and our people? There was excitement, but also uncertainty. The fear wasn’t just about technology, it was about keeping up. Then came 2025. Instead of resisting, I decided to lean in learning, experimenting, and encouraging my teams to do the same. What surprised me most was this: AI didn’t replace judgment, empathy, or experience it amplified them. Tasks became faster, insights became sharper, and conversations with business leaders became far more meaningful. I saw HR move beyond being a support function to becoming a true business partner more data-driven, more confident, and more valued. AI gave us time to focus on what truly matters: people decisions, strategy, and impact. For me personally, AI shifted from being a concern to becoming an enabler. As we step into 2026, my hope is for those who are still hesitant or fearful you’re not alone, and you’re not late. The journey isn’t about knowing everything; it’s about being curious and willing to grow. Here’s wishing everyone a year filled with learning, courage, and progress. May 2026…Be the year we use AI not to replace ourselves but to become better versions of who we already are… #AIinHR #LeadershipReflections #FutureOfWork #HRTransformation #NewYear2026 #LearningCulture

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𝐓𝐡𝐞 𝐃𝐚𝐫𝐤 𝐒𝐢𝐝𝐞 𝐨𝐟 𝐄𝐦𝐩𝐚𝐭𝐡𝐢𝐜 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐇𝐨𝐰 𝐦𝐚𝐧𝐲 𝐨𝐟 𝐮𝐬 𝐡𝐚𝐯𝐞 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐭𝐡𝐨𝐮𝐠𝐡𝐭 𝐭𝐡𝐚𝐭 𝐛𝐞𝐢𝐧𝐠 𝐞𝐦𝐩𝐚𝐭𝐡𝐞𝐭𝐢𝐜 𝐜𝐨𝐮𝐥𝐝 𝐛𝐞 𝐝𝐞𝐭𝐫𝐢𝐦𝐞𝐧𝐭𝐚𝐥 𝐭𝐨 𝐨𝐮𝐫 𝐜𝐚𝐫𝐞𝐞𝐫? What happens when management tells a leader, “𝘠𝘰𝘶’𝘳𝘦 𝘵𝘰𝘰 𝘦𝘮𝘱𝘢𝘵𝘩𝘦𝘵𝘪𝘤 — 𝘪𝘵’𝘴 𝘢𝘧𝘧𝘦𝘤𝘵𝘪𝘯𝘨 𝘺𝘰𝘶𝘳 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘢𝘯𝘥 𝘥𝘦𝘭𝘪𝘷𝘦𝘳𝘢𝘣𝘭𝘦𝘴”? It’s a question that made me pause and reflect. How does one draw the fine line between 𝐜𝐚𝐫𝐞 𝐚𝐧𝐝 𝐜𝐥𝐚𝐫𝐢𝐭𝐲, between 𝐛𝐞𝐢𝐧𝐠 𝐡𝐮𝐦𝐚𝐧 𝐚𝐧𝐝 𝐛𝐞𝐢𝐧𝐠 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞? Over time, I’ve realized — empathy isn’t the problem. It’s 𝐡𝐨𝐰 𝐰𝐞 𝐜𝐚𝐫𝐫𝐲 𝐢𝐭 that defines our leadership. 💭 𝑾𝒉𝒆𝒏 𝒆𝒎𝒑𝒂𝒕𝒉𝒚 𝒃𝒆𝒄𝒐𝒎𝒆𝒔 “𝒕𝒐𝒐 𝒎𝒖𝒄𝒉” 🔸 You absorb emotions instead of observing them. 🔸 You delay tough decisions in the name of compassion. 🔸 You confuse fairness with comfort. 🔸 You rescue instead of empower. True empathy doesn’t shield people from consequences — it helps them grow through them. ⚖️ 𝑻𝒉𝒆 𝒃𝒂𝒍𝒂𝒏𝒄𝒆 𝒃𝒆𝒕𝒘𝒆𝒆𝒏 𝒆𝒎𝒑𝒂𝒕𝒉𝒚 𝒂𝒏𝒅 𝒐𝒃𝒋𝒆𝒄𝒕𝒊𝒗𝒊𝒕𝒚 ✅ Empathy doesn’t mean agreement. ✅ It means understanding. ✅ It’s the ability to say: ✅ “𝘐 𝘬𝘯𝘰𝘸 𝘵𝘩𝘪𝘴 𝘥𝘦𝘤𝘪𝘴𝘪𝘰𝘯 𝘩𝘶𝘳𝘵𝘴, 𝘣𝘶𝘵 𝘪𝘵’𝘴 𝘵𝘩𝘦 𝘳𝘪𝘨𝘩𝘵 𝘰𝘯𝘦 — 𝘢𝘯𝘥 𝘐’𝘭𝘭 𝘦𝘯𝘴𝘶𝘳𝘦 𝘪𝘵’𝘴 𝘩𝘢𝘯𝘥𝘭𝘦𝘥 𝘸𝘪𝘵𝘩 𝘥𝘪𝘨𝘯𝘪𝘵𝘺.” That’s 𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐯𝐞 𝐞𝐦𝐩𝐚𝐭𝐡𝐲 — the kind that feels deeply, yet acts decisively. Before every tough call, I ask myself: “𝘐𝘴 𝘵𝘩𝘪𝘴 𝘮𝘺 𝘦𝘮𝘰𝘵𝘪𝘰𝘯 𝘵𝘰 𝘤𝘢𝘳𝘳𝘺, 𝘰𝘳 𝘮𝘺 𝘳𝘦𝘴𝘱𝘰𝘯𝘴𝘪𝘣𝘪𝘭𝘪𝘵𝘺 𝘵𝘰 𝘢𝘥𝘥𝘳𝘦𝘴𝘴?” Empathy without boundaries leads to burnout. Objectivity without empathy leads to disconnection. The real magic lies somewhere in between — 𝐰𝐡𝐞𝐫𝐞 𝐜𝐥𝐚𝐫𝐢𝐭𝐲 𝐦𝐞𝐞𝐭𝐬 𝐜𝐨𝐦𝐩𝐚𝐬𝐬𝐢𝐨𝐧. Leadership without empathy is mechanical. Empathy without boundaries is self-sabotage. So maybe the real question isn’t “𝘏𝘰𝘸 𝘮𝘶𝘤𝘩 𝘦𝘮𝘱𝘢𝘵𝘩𝘺 𝘪𝘴 𝘵𝘰𝘰 𝘮𝘶𝘤𝘩?” It’s “𝘏𝘰𝘸 𝘤𝘢𝘯 𝘦𝘮𝘱𝘢𝘵𝘩𝘺 𝘮𝘢𝘬𝘦 𝘮𝘦 𝘮𝘰𝘳𝘦 𝘰𝘣𝘫𝘦𝘤𝘵𝘪𝘷𝘦, 𝘯𝘰𝘵 𝘭𝘦𝘴𝘴?” Would love to hear your thoughts on this... #Leadership #Empathy #EmotionalIntelligence #PeopleCulture #Reflection #HRLeadership #AuthenticLeadership

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Supporting women in STEM and business and is essential for driving innovation and building the future we need. At TI, we're committed to this through initiatives like Girls' Day and our partnership with Bavaria's Women in Digital Professions (BayFiD) initiative. That's why Texas Instruments Europe is delighted to support the American Chamber of Commerce in Germany e.V. (AmCham Germany) Female Founders Award; celebrating the entrepreneurs breaking barriers today and inspiring the next generation of leaders. #TIer

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