Shayla Combs is a Principal Analyst with the Workforce Skills and Development Team in Gartner's HR Practice, supporting CHROs, Chief Learning officers, and their teams. She serves as a thought partner to HR leaders regarding learning and development topics from strategy to execution. She advises clients on how to upgrade their approaches and achieve critical business outcomes and coaches them on how to implement best practices in learning and development.
Her strengths center on helping clients navigate AI impacts on development, AI literacy, learning culture, L&D strategy design and delivery, cost-optimization and prioritization of learning initiatives, strategic learning measurement, technology-enabled workforce implications, internal mobility and future-ready upskilling.
Prior to joining Gartner full-time, Shayla interned on the Chief Human Resources Officer Research Team supporting research deliverables related to Environmental, Social and Governance strategy. In the past two years Shayla has been a dedicated team member for two long-form research studies, speaking with over 200 HR leaders on the topics of modernizing talent management and building a growth-ready workforce for the AI era. Across these initiatives, Shayla has had the opportunity to work collaboratively with the most progressive CHROs across industries to understand and write case profiles of their best practices in the TM, L&D, and Future of Work space.
AI's Impact on the Future of Work
Workforce Skills and Development
Bachelor of Science in Industrial Labor Relations from Cornell University, with a minor in Inequality Studies and concentrations in Adult Education and Disability Studies.
What are the best practices for accelerating AI literacy across the organization?
How do I update my learning strategy to deliver impact across a fast-evolving business landscape?
How are roles and work changing due to AI and what are the implications for skill identification and learning needs?
How can L&D effectively communicate and promote continuous learning within the organization?
How can L&D most effectively make the business case for up/reskilling resources/investment?