Humanizing HR Tech: Gregory B. Myers on Balancing Data with Empathy

Industry Thought Leader Advocates for a More Empathetic Approach to Data-Driven HR Transformation

Boston, MA – [14 June, 2025] – In an era where data defines decisions and automation streamlines processes, Gregory B. Myers, a seasoned leader in HR technology and transformation, is championing a critical but often overlooked aspect of modern HR: empathy. As digital tools and predictive analytics become integral to workforce management, Myers emphasizes the importance of humanizing HR tech—ensuring that technology serves people, not replaces them.

With over 15 years of experience leading complex global HR tech initiatives, Myers has overseen the implementation of cloud-based platforms, analytics-driven talent strategies, and organizational change management at scale. But beyond the systems and infrastructure, he believes the true value of HR lies in its ability to connect with people—and that data should enhance, not diminish that connection.

“Technology should be a bridge to deeper understanding, not a barrier,” says Myers. “The goal is to use data to listen better, respond faster, and support employees more thoughtfully.”

The Case for Empathy in a Digital Workplace

As companies increasingly adopt AI-driven platforms, real-time performance dashboards, and digital feedback tools, the human aspect of HR can risk being overshadowed. Myers cautions against viewing employees as data points or engagement scores. Instead, he advocates for using insights responsibly and ethically, with empathy as the guiding principle.

“Every data set represents a person’s experience, needs, and aspirations,” Myers notes. “When we interpret that data with compassion and care, we’re able to build more inclusive and supportive workplaces.”

Building Trust Through Transparent Technology

Myers’s approach involves integrating transparent, user-centric HR technologies that prioritize trust and communication. For example, platforms that allow employees to view their own development progress, provide anonymous feedback, or track wellness initiatives can create a more empowering and transparent culture.

He also stresses the importance of involving employees in the adoption process. “When employees understand the purpose behind a new tool and how it benefits them, they’re more likely to embrace it. Transparency builds buy-in.”

Ethical Use of Predictive Analytics

One of the most significant advancements in HR tech is the rise of predictive analytics—tools that forecast attrition, performance trends, and talent gaps. Gregory B. Myers sees these as powerful tools, but only when balanced with context and ethical oversight.

“We can predict patterns, but we must never let a number speak louder than the individual behind it,” he explains. “Using data to guide decisions is smart; using empathy to shape those decisions is leadership.”

Leading with People-First Values

Myers’s work continues to set a high standard for people-first digital transformation in HR. By combining the precision of analytics with a deep understanding of employee psychology and organizational behavior, he demonstrates how HR leaders can future-proof their companies without losing sight of their humanity.

His ongoing mission: is to create workplaces where technology empowers human connection, not replaces it.

About Gregory B. Myers

Gregory B. Myers is a respected leader in HR technology, digital transformation, and strategic operations. With extensive experience implementing enterprise HR systems, driving organizational change, and mentoring global teams, he is known for blending innovation with empathy to drive meaningful business outcomes. Myers has worked across a range of industries, bringing a nuanced and people-centered approach to every transformation initiative.