#Talent Management System

[phiedgehr]

How Indian Enterprises Can Transform HR with Talent Management Software

In today’s fast-evolving business environment, Indian enterprises are increasingly recognizing the value of investing in people as their most powerful asset. Talent management software in India is no longer a luxury reserved for large corporates—it's an essential tool for businesses of all sizes looking to build agile, future-ready workforces. At Phi EDGE, we believe talent transformation starts with the right tools, and our talent management software enables Indian enterprises to unlock the full potential of their human capital.

Why Talent Management is Critical for Indian Enterprises

The traditional HR model is no longer enough to meet the demands of a dynamic workforce. Enterprises today face challenges like high attrition rates, skill gaps, disengaged employees, and succession planning issues. These concerns make talent management software in India a vital investment.

A talent management system in India helps businesses align HR strategies with organizational goals. It streamlines recruitment, automates performance management, and supports learning and development—all from a centralized platform. This makes it easier for HR leaders to create a thriving workplace culture.

Key Modules that Drive Transformation

Recruitment & Onboarding: Our software offers AI-driven resume screening, interview scheduling, and seamless onboarding. It ensures that new hires are aligned with organizational culture and goals from day one.

Performance Management: Continuous feedback, real-time KPIs, and 360-degree reviews foster a performance-driven culture.

Learning & Development: With role-specific training modules and e-learning integration, employees can upskill based on their career paths.

Succession Planning: Identify high-potential employees using the 9 boxes grid talent management in India and prepare them for leadership roles.

Compensation Management: Develop transparent, performance-based reward systems that motivate and retain top talent.

Analytics & Insights: Get real-time dashboards that support data-driven decision-making across all levels of HR operations.

The Phi EDGE Advantage

Our online talent management system in India is designed to meet the unique needs of Indian businesses. Whether you're a fast-growing startup or a legacy enterprise, Phi EDGE provides:

Seamless integration with payroll, attendance, and HRMS modules

Cloud-based access for remote teams

Scalability to support growing business demands

Multilingual and compliance-ready architecture

As one of the best talent management software in India, we empower HR teams to move from reactive operations to proactive strategy.

Real-World Impact: A Case Study

A mid-sized IT company in Bangalore struggled with employee turnover and lack of visibility into employee performance. By implementing Phi EDGE’s HR talent management software in India, the organization:

Reduced attrition by 23% in 6 months

Improved training completion rates by 45%

Created a succession pipeline using our 9-box grid model

This transformation not only improved internal processes but also enhanced employee satisfaction and long-term retention.

Why Enterprises Are Switching to Talent Management Platforms in India

The future of HR lies in digital-first, AI-enabled talent management platforms in India. With the rise of remote work and gig economies, a scalable, intuitive solution like Phi EDGE ensures your workforce stays engaged, informed, and productive.

Final Thoughts

Indian enterprises are at a tipping point—those who embrace digital talent management solutions in India will lead the next wave of innovation and growth. Phi EDGE enables businesses to create an employee-first environment where talent thrives and business outcomes accelerate.

If you're ready to revolutionize your HR function with the best talent management software in India, Phi EDGE is your trusted partner on the path to future-ready workforce transformation.

Read more: Talent Management Software in India

[robertanthony34]

Ten Mind-Blowing Ways Talent Development Software is Revolutionizing Careers

Stop me if you've heard this one before: You're managing a team of talented individuals, and you want to ensure they excel in their current roles and have the opportunity to grow within the company. The challenge? Finding a way to support their development in a way that's structured, measurable, and aligned with your business goals. That's where talent development software transforms how organizations nurture and advance their workforce.

In this article, you will discover ten mind-blowing ways talent development software revolutionizes careers, helping employees unlock their full potential while driving your business forward. With the right tools, like those offered by Bullseye Engagement, you can take your talent management strategy to the next level.

The Role of Talent Development Software in Modern Careers

The workplace is evolving, and so are the expectations of today's employees. They seek a job and a career that offers growth, learning, and the ability to make meaningful contributions. Talent development software has become essential in achieving these goals, enabling organizations to manage and support employee growth systematically. These solutions are not just about tracking performance; they're about creating personalized development plans aligning with individual aspirations and company objectives.

Talent management software is crucial in this transformation, providing a structured approach to nurturing talent. By integrating these tools into your business, you can ensure that your employees have the resources they need to thrive, which in turn helps your organization retain top talent and maintain a competitive edge.

Ten Ways Talent Development Software is Revolutionizing Careers

Personalised Development Plans: Talent development software allows for the creation of bespoke development plans tailored to each employee's strengths, weaknesses, and career goals. This customized, personalized approach ensures that every team member has a clear path for growth, increasing engagement and motivation.

Continuous Feedback and Improvement: Traditional performance reviews are often infrequent and unstructured. Talent development software enables continuous feedback loops, allowing employees to receive real-time insights into their performance. This ongoing dialogue fosters a culture of continuous improvement.

Enhanced Learning Opportunities: With talent management software, employees can access various learning resources, from e-learning modules to on-the-job training recommendations. These tools make it easier to upskill and reskill, keeping your workforce agile and adaptable.

Data-Driven Decision Making: Talent development software provides comprehensive analytics on employee performance and development. These insights help managers make informed decisions about promotions, training needs, and succession planning, ensuring that talent management is effective and strategic.

Employee Empowerment: Empowering employees to take charge of their development is a game-changer. Talent development solutions often include self-assessment tools that allow individuals to identify their strengths and areas for improvement, fostering a sense of ownership over their careers.

Better Succession Planning: Preparing for the future is crucial for any organization. Talent management software helps identify high-potential employees and map out succession plans, ensuring your company is always aware of unexpected departures.

Improved Employee Retention: Employees are likely to stay with a company that invests in their growth. By implementing talent development software, you create a more satisfying and supportive work environment, which can significantly reduce turnover rates.

Alignment with Business Goals: One of the critical benefits of talent development software is its ability to align employee development with organizational objectives. This ensures that every development activity contributes to the company's overall success, making talent management a strategic priority.

Streamlined Administrative Processes: Gone are the days of manual tracking and disjointed spreadsheets. Talent management software automates many administrative tasks associated with employee development, freeing up time for HR to focus on more strategic initiatives.

Increased Employee Engagement: Engaged employees are productive employees. Talent development software helps keep your workforce engaged by providing clear development pathways, regular feedback, and growth opportunities, all of which contribute to a more motivated and dedicated team.

The Benefits of Bullseye Engagement’s Talent Development Solutions

Discover the Unique Benefits of Bullseye Engagement's Talent Development Solutions Bullseye Engagement offers robust talent development solutions designed to meet the needs of modern businesses. Their software stands out by supporting the creation of personalized development plans and providing the tools needed for continuous feedback, learning, and data-driven decision-making. With Bullseye Engagement's talent management software, you can ensure your employees are empowered, engaged, and aligned with your company's goals.

How to Implement Talent Development Software in Your Organization

Implementing talent development software is Easier Than You Think implementing talent development software doesn’t have to be daunting. Start by identifying your organization’s specific needs and goals. Choose a solution like Bullseye Engagement that offers the features you need to support your workforce effectively. Next, ensure that your team is trained on how to use the software and establish a clear plan for integrating it into your existing talent management strategy.

Conclusion

The Power of Talent Development Software Talent development software, revolutionizes careers by providing the tools needed to support employee growth, align development with business goals, and ensure that your workforce continuously improves. By investing in the right talent management software, like that offered by Bullseye Engagement, you can take your talent management strategy to new heights, creating a more engaged, empowered, and successful team.

For more info : https://www.bullseyeengagement.com/competency-management-software.asp

Contact us : (888) 515-0099

Email : hello@bullseyetdp.com

[qandle1]

Mastering Talent Management: A Comprehensive Guide to Optimizing Workforce Potential

In today’s competitive business environment, talent management has become a strategic imperative for organizations aiming to attract, develop, and retain top talent. The talent management process encompasses a series of systematic activities designed to optimize the potential of employees and align their skills and capabilities with organizational goals. This article provides an in-depth exploration of the talent management process, its key components, benefits, and best practices for effective implementation.

Understanding Talent Management

Talent management refers to the strategic approach organizations use to recruit, develop, engage, and retain employees to meet their current and future business needs. It involves a series of integrated activities that ensure the right people are in the right roles, equipped with the skills and motivation necessary to drive organizational success. Effective talent management aligns employee performance with the company's strategic objectives, fostering a culture of continuous improvement and innovation.

Key Components of the Talent Management Process

Talent Acquisition

Recruitment: This involves identifying and attracting potential candidates who possess the skills, experience, and values that align with the organization’s needs. Recruitment strategies include job postings, employee referrals, recruitment agencies, and social media outreach.

Selection: Once candidates are attracted, the selection process involves assessing their suitability through interviews, assessments, and background checks. Effective selection ensures that the best candidates are chosen based on their fit with the job requirements and organizational culture.

Onboarding

Orientation: Onboarding begins with a structured orientation program that introduces new employees to the company’s culture, policies, and procedures. It helps them understand their roles, responsibilities, and the resources available to them.

Integration: Effective onboarding goes beyond orientation to include ongoing support and mentoring. It ensures that new hires are integrated smoothly into their teams and are quickly productive in their roles.

Training and Development

Skill Development: Training programs are designed to enhance employees' skills and knowledge, preparing them for their current roles and future career advancement. This includes technical training, leadership development, and soft skills enhancement.

Career Development: Organizations provide career development opportunities such as mentoring, coaching, and succession planning to help employees achieve their professional goals and prepare for higher-level positions.

Performance Management

Goal Setting: Performance management involves setting clear, measurable goals for employees that align with organizational objectives. Regular goal-setting sessions ensure that employees understand what is expected of them.

Performance Reviews: Regular performance reviews are conducted to evaluate employees’ progress towards their goals, provide feedback, and discuss development needs. Performance reviews help identify high performers and those who may need additional support or training.

Succession Planning

Identifying Key Roles: Succession planning involves identifying critical roles within the organization and developing internal talent to fill these roles when needed. This ensures continuity and minimizes disruptions during transitions.

Talent Pool Development: Organizations create and maintain a pool of potential successors for key positions. This involves providing targeted development opportunities to prepare these individuals for future roles.

Employee Engagement and Retention

Engagement Strategies: Engaged employees are more productive and committed to their work. Engagement strategies include recognizing achievements, providing opportunities for career growth, and fostering a positive work environment.

Retention Programs: To retain top talent, organizations implement retention programs that address factors such as competitive compensation, work-life balance, and career development opportunities.

Benefits of an Effective Talent Management Process

Enhanced Organizational Performance

Alignment: Effective talent management ensures that employees’ skills and efforts are aligned with the organization’s strategic goals, driving overall performance and productivity.

Innovation: By developing and nurturing talent, organizations foster innovation and creativity, which can lead to a competitive advantage in the marketplace.

Increased Employee Satisfaction and Retention

Development Opportunities: Providing employees with training and career development opportunities enhances their job satisfaction and commitment to the organization.

Recognition and Growth: An effective talent management process recognizes and rewards employees’ contributions, increasing their motivation and reducing turnover.

Improved Succession Planning

Continuity: Succession planning ensures that the organization is prepared for future leadership transitions, minimizing disruptions and maintaining stability.

Talent Readiness: Developing a pipeline of ready successors for key roles helps the organization respond quickly to changes and challenges.

Strategic Workforce Planning

Talent Alignment: By identifying and addressing skills gaps, organizations can ensure they have the right talent in place to meet current and future business needs.

Resource Optimization: Effective talent management helps optimize the deployment of human resources, ensuring that employees are utilized effectively.

Best Practices for Implementing Talent Management

Align Talent Management with Business Strategy

Strategic Goals: Ensure that the talent management process is aligned with the organization’s strategic goals and objectives. This alignment helps in focusing efforts on areas that drive business success.

Leverage Technology

HR Software: Utilize talent management software and HR analytics to streamline processes, track performance, and gain insights into employee data. Technology can enhance the efficiency and effectiveness of talent management activities.

Foster a Culture of Continuous Improvement

Feedback and Development: Encourage a culture where feedback is regularly given and received. Provide ongoing development opportunities to help employees continually improve their skills and performance.

Engage Leadership

Support and Involvement: Engage senior leadership in the talent management process. Their support and involvement are crucial for driving the initiative and ensuring it receives the necessary resources and attention.

Measure and Evaluate

Performance Metrics: Regularly measure and evaluate the effectiveness of talent management initiatives. Use metrics such as employee satisfaction, retention rates, and performance outcomes to assess success and make necessary adjustments.

Future Trends in Talent Management

Artificial Intelligence and Automation

Predictive Analytics: AI and machine learning are increasingly being used to predict talent needs, identify potential candidates, and personalize development programs.

Automation: Automation of routine HR tasks, such as performance reviews and employee surveys, enhances efficiency and allows HR professionals to focus on strategic activities.

Personalized Learning and Development

Tailored Programs: The trend towards personalized learning experiences allows employees to receive training and development opportunities that are tailored to their individual needs and career goals.

Diversity, Equity, and Inclusion

Inclusive Practices: Talent management processes are increasingly focusing on diversity, equity, and inclusion (DEI) to build a more diverse workforce and create an inclusive work environment.

Remote and Hybrid Work Management

Flexible Strategies: As remote and hybrid work models become more prevalent, talent management strategies are evolving to address the unique challenges and opportunities of managing a distributed workforce.

Conclusion

The talent management process is a critical component of organizational success, encompassing the strategic activities required to attract, develop, and retain top talent. By implementing a comprehensive talent management strategy, organizations can enhance performance, increase employee satisfaction, and ensure long-term success. As the business landscape continues to evolve, staying abreast of emerging trends and best practices in talent management will be essential for maintaining a competitive edge and optimizing workforce potential. Investing in a robust talent management process is a strategic decision that can drive organizational growth and foster a culture of excellence.

[corecompetency-blog]

HR jargon leaving you confused?

Get clear, concise definitions of those tricky talent management terms - https://corecompetency.net/glossary/

[lokiii909]

YVI’s Talent Management System (TMS) is a cloud-based software suite designed to empower organizations to attract, retain, and develop top talent. It offers a centralized platform to streamline and optimize the entire employee lifecycle, from recruitment and onboarding to performance management and career development.

[simplifyworkforce]

Why VMS Systems Are Vital for Managing the Contingent Workforce and Scaling Direct Sourcing Recruitment

In today’s fast-moving talent market, companies are increasingly relying on contingent workers—freelancers, contractors, consultants, and gig professionals—to meet project-based demands and fill critical skill gaps. Managing this flexible workforce requires more than spreadsheets and email chains. That’s where a Vendor Management System (VMS) comes into play.

A VMS system is a centralized platform that streamlines the way organizations manage their contingent workforce, engage staffing vendors, and ensure compliance. It plays a crucial role in driving efficiency, reducing costs, and enabling smarter hiring decisions—especially when paired with direct sourcing recruitment strategies.

What Is a VMS System?

A VMS system is software designed to manage every step of the external workforce lifecycle, from vendor onboarding and job requisitions to time tracking, invoicing, and performance evaluation. It provides a transparent view of your entire contingent workforce operation—whether you’re working with multiple vendors or directly sourcing your talent.

A good VMS system offers:

Centralized vendor and worker database

Real-time performance analytics

Automated workflows for approvals and invoicing

Integrated compliance and audit tracking

Role-based access for procurement, HR, and hiring managers

This kind of visibility is crucial in industries like IT, healthcare, manufacturing, and logistics where contingent labor forms a large part of the workforce.

Managing the VMS Contingent Workforce

The VMS contingent workforce refers to all temporary or non-payroll workers who are managed through a Vendor Management System. By consolidating all vendor and talent data into one dashboard, companies can quickly track labor costs, monitor compliance, and make strategic sourcing decisions.

Benefits include:

Improved visibility: Know who’s working, where, and at what cost.

Compliance assurance: Ensure vendors and workers meet legal and policy requirements.

Cost control: Avoid overbilling and negotiate better vendor terms.

Faster onboarding: Automate paperwork and approval flows.

A VMS system acts as a bridge between procurement, HR, and staffing vendors—making sure everyone is aligned and accountable.

Powering Direct Sourcing Recruitment with a VMS

Direct sourcing recruitment is the practice of leveraging your company’s brand and internal tools to source and engage contingent talent—without third-party staffing agencies. This model reduces cost per hire and gives you more control over candidate quality.

When integrated with a VMS system, direct sourcing becomes even more powerful. You can:

Build and maintain a private talent pool

Automatically match requisitions with pre-vetted candidates

Track direct sourcing performance alongside vendor-sourced hires

Easily switch between sourcing channels based on cost and availability

In essence, your VMS system becomes the control center for both vendor-led and direct sourcing recruitment.

Why This Matters Now

As businesses face uncertain markets and evolving workforce models, agility is key. Companies need scalable solutions to manage hybrid workforces that include full-time employees, freelancers, and everything in between.

Investing in a VMS system enables you to:

Scale contingent hiring without administrative chaos

Increase transparency and reduce compliance risks

Leverage direct sourcing to cut costs and improve hiring speed

Final Thoughts

Managing a modern workforce requires modern tools. A VMS contingent workforce strategy supported by a reliable VMS system and empowered by direct sourcing recruitment can give your organization the edge in today’s competitive hiring landscape.

Whether you're managing thousands of contractors or just starting to explore direct sourcing, the right VMS software can streamline operations, save time, and boost ROI.

[bahrainartify28]

Powerful HR Payroll Software for Bahrain Businesses

Get complete control over your HR processes with our HR payroll software in Bahrain. Featuring a customizable performance management system, employee appraisal system, and efficient leave management tools, our solution also simplifies employee records management.

[talentdevelopments]

Benefits of Best LMS for Business in 2025

In today’s fast-paced corporate world, businesses are increasingly turning to Learning Management Systems (LMS) to streamline employee training, enhance professional development, and improve overall organizational performance. But with so many options available, how do you choose the best LMS for business?

This comprehensive guide will walk you through the top features, benefits, and considerations to help you identify the ideal LMS for your organization. We’ll also answer some frequently asked questions to address common concerns and help you make an informed decision.

What Is an LMS?

A Learning Management System (LMS) is a software platform designed to deliver, manage, and track training programs and learning content. Businesses use LMS solutions for various purposes, including onboarding, compliance training, skill development, and performance management.

Key Features to Look for in the Best LMS for Business

User-Friendly Interface An intuitive and easy-to-navigate platform ensures both administrators and learners can use the system efficiently without extensive training.

Customizable Learning Paths Look for an LMS that allows you to tailor courses and training paths to meet specific business needs and employee goals.

Integration Capabilities Ensure the LMS integrates seamlessly with your existing tools, such as HR software, CRM platforms, and productivity tools.

Mobile Accessibility A mobile-friendly LMS enables employees to access training materials anytime, anywhere, enhancing flexibility and engagement.

Robust Analytics and Reporting Detailed reporting tools allow you to measure the effectiveness of training programs and make data-driven decisions.

Gamification Incorporating gamified elements like badges, leaderboards, and rewards can boost engagement and motivation among learners.

Scalability As your business grows, your LMS should be able to accommodate additional users, courses, and functionalities.

Benefits of Using an LMS for Business

1. Improved Employee Performance

An LMS provides employees with access to relevant training materials, helping them acquire the skills needed to perform their roles effectively.

2. Cost-Effective Training

Digital training eliminates the need for physical classrooms, printed materials, and travel expenses, reducing overall training costs.

3. Enhanced Compliance

An LMS helps businesses stay compliant by tracking mandatory training requirements and certifications.

4. Increased Employee Engagement

Interactive and engaging training programs can boost employee satisfaction and retention.

5. Centralized Learning

An LMS serves as a centralized hub for all training materials, making it easier to manage and distribute content.

Top LMS Platforms for Businesses in 2025

1. Docebo

Known for its AI-powered features, Docebo offers robust tools for course creation, performance tracking, and learner engagement.

2. TalentLMS

This cloud-based LMS is ideal for small to medium-sized businesses, offering easy customization and scalability.

3. SAP Litmos

A popular choice for large enterprises, SAP Litmos provides advanced analytics, compliance tracking, and mobile learning capabilities.

4. Moodle

As an open-source LMS, Moodle allows businesses to customize the platform to suit their specific needs.

5. Absorb LMS

Absorb LMS stands out for its intuitive interface, mobile-first design, and extensive reporting tools.

How to Choose the Best LMS for Your Business

Identify Your Goals Determine the primary purpose of implementing an LMS, such as improving onboarding, ensuring compliance, or upskilling employees.

Evaluate Your Budget Understand the total cost of ownership, including setup fees, licensing, and maintenance costs.

Request Demos Test multiple platforms through free trials or demos to assess usability and features.

Seek Feedback Involve your team in the decision-making process to ensure the chosen LMS meets their needs.

Consider Vendor Support Reliable customer support and training resources are essential for a smooth implementation process.

FAQs About the Best LMS for Business

Q1: What is the cost of implementing an LMS?

The cost varies depending on the platform, features, and number of users. SaaS-based LMS solutions typically charge a monthly or annual subscription fee.

Q2: Can an LMS be used for remote training?

Yes, most modern LMS platforms are designed for remote learning, offering mobile accessibility and cloud-based features.

Q3: How long does it take to implement an LMS?

Implementation timelines vary based on the complexity of the system and the size of your organization. It can take anywhere from a few weeks to several months.

Q4: Can small businesses benefit from an LMS?

Absolutely! LMS platforms like TalentLMS and Moodle are cost-effective and scalable, making them ideal for small businesses.

Q5: Is data security a concern with LMS platforms?

Reputable LMS providers implement robust security measures, including data encryption, access controls, and regular audits, to ensure data protection.

Conclusion

Selecting the best LMS for business is a critical step toward achieving your training and development goals. By considering your organization’s specific needs and thoroughly evaluating available options, you can find a solution that enhances productivity, reduces costs, and fosters a culture of continuous learning.

Start your journey today and empower your workforce with the right LMS platform!

[jcmarchi]

The rise of the Chief AI Officer: Is your organization ready?

New Post has been published on https://thedigitalinsider.com/the-rise-of-the-chief-ai-officer-is-your-organization-ready/

The rise of the Chief AI Officer: Is your organization ready?

Imagine this: It’s 2025. The CEO of a mid-sized tech company, overwhelmed by the rapid changes in AI, realizes the company is missing out. Despite having the latest tools and software, there’s still a gap—a missing strategic vision to make it all work seamlessly.

That’s when they decide to hire a Chief AI Officer. Within a year, the company transforms. Customer satisfaction is up, operations are smoother, and new revenue streams have opened. The CAIO didn’t just bring AI; they brought a revolution.

Artificial intelligence has evolved from an experimental technology to a core business necessity, reshaping operations, decision-making, and customer experiences. As its influence grows, so does the need for specialized leadership.

Enter the Chief AI Officer (CAIO), a role dedicated to embedding AI into the organization’s DNA. But what exactly does this role bring to the table that other tech executives might not?

Why a Chief AI Officer?

In many companies, AI initiatives have traditionally been managed by IT departments or overseen by roles like the Chief Data Officer (CDO) or Chief Technology Officer (CTO).

However, as AI’s impact broadens, the demand for dedicated AI leadership becomes clearer. A CAIO does more than oversee implementation; they shape how AI integrates with the organization’s core functions and long-term objectives.

Several critical factors underscore the rise of this role:

Specialized expertise in emerging AI applications: Implementing AI at a strategic level requires not only technical knowledge but also industry-specific insights. CAIOs need to stay ahead of AI’s evolving applications, including in non-traditional sectors like education, nonprofits, and disaster response. A CAIO with insights into these fields can tailor innovations to meet unique industry challenges, creating a distinct competitive advantage.

Ethical and regulatory leadership: AI’s rapid adoption introduces pressing ethical and regulatory issues, from privacy concerns to managing bias. CAIOs play a crucial role in ensuring that AI systems adhere to ethical principles, such as those outlined in the UNESCO Recommendation on the Ethics of Artificial Intelligence. By establishing clear guidelines and monitoring AI’s impact, CAIOs can help mitigate potential harms, promote transparency, and foster public trust—elements critical for organizations that seek to lead responsibly in AI.

Driving business transformation: The CAIO’s role goes beyond introducing AI tools; it’s about transforming business processes, opening new revenue streams, and improving customer experience. For instance, the grant proposal tool I implemented reduced preparation time by over 30 hours per proposal, illustrating the kind of measurable impact that a CAIO can bring. Positioned at the executive level, the CAIO drives AI initiatives that create significant, lasting change.

Workforce development and transformation: The demand for AI talent is high, and a CAIO is essential in attracting, developing, and retaining team members who can deliver on AI strategies. They foster an AI-savvy culture that integrates technical and business knowledge across the workforce. By prioritizing internal training and upskilling, CAIOs can help employees embrace AI as a valuable tool, not a threat.

Cross-departmental integration: AI’s reach extends to every corner of a business, impacting marketing, customer service, HR, and beyond. A CAIO ensures that AI adoption is cohesive and strategic, breaking down departmental silos to drive alignment with the company’s goals. For example, implementing an AI recommendation engine across product development and customer service can streamline and enhance the entire customer journey, delivering value at every touchpoint.

Key responsibilities of a Chief AI Officer

A CAIO’s responsibilities are diverse and strategic, encompassing the oversight of AI initiatives, risk management, and performance measurement. Key duties include:

Strategic planning: Develop a clear AI vision, prioritize high-impact projects, and collaborate with other executives to ensure AI initiatives align with organizational goals. Strategic planning with a CAIO is about more than timelines; it’s about identifying projects that will have meaningful, transformative impact.

Implementation oversight: Oversee the end-to-end development and deployment of AI initiatives, ensuring each project—from model design to deployment—meets strategic objectives. CAIOs prioritize high-ROI projects and track their success to showcase AI’s tangible value within the organization.

Governance and ethics: Establish ethical governance frameworks to manage biases, protect data privacy, and adhere to regulations, embedding responsible AI practices within the organization’s culture. In my work developing governance frameworks, I’ve built models to track and mitigate bias, highlighting that ethical AI governance is an ongoing process, not a one-time setup.

Change management and education: Drive AI adoption across the organization by addressing concerns, promoting understanding, and providing upskilling opportunities. Educating employees about AI’s benefits is critical for fostering acceptance and creating a culture where AI is seen as empowering, not disruptive.

Performance measurement and iteration: Set and monitor metrics—such as efficiency gains, revenue impact, and customer satisfaction improvements—to assess AI’s success. CAIOs continuously refine AI strategies to adapt to technological advancements, making performance measurement a cornerstone of AI leadership.

Is a CAIO right for your organization?

Not every organization may need a dedicated CAIO. For smaller businesses or those with limited AI applications, roles like the CTO or CDO might sufficiently cover AI needs.

However, companies with ambitious AI goals—especially in complex or regulated sectors like finance, healthcare, or retail—can gain substantial value from having a CAIO to focus on AI’s strategic alignment, ethical oversight, and cohesive deployment.

For organizations that aren’t yet ready to bring on a CAIO, developing CAIO-like responsibilities within existing roles can serve as a bridge. This approach prepares the organization to navigate AI’s growing influence, positioning it to embrace a future where the CAIO role might become essential.

The CAIO doesn’t just drive AI strategy; they align AI initiatives with the broader business vision, ensuring that implementations are impactful, ethical, and compliant. In an era where AI is integral to business success, a CAIO’s focused leadership could be the competitive edge that organizations need to stay ahead.

Conclusion

The emergence of the Chief AI Officer marks a pivotal shift in business, where AI becomes a strategic driver of innovation and a core element of corporate vision.

For organizations committed to responsible, comprehensive AI adoption, a CAIO can be the catalyst that unites people, processes, and technology, future-proofing the organization in an AI-powered world.

Transforming customer experiences, developing an AI-capable workforce, and establishing ethical standards, a Chief AI Officer (CAIO) plays a crucial role in driving the change needed to navigate today’s ever-evolving AI landscape.

Want more from Dr. Denise Turley?

Check out her other articles below:

Dr. Denise Turley – AI Accelerator Institute

Dr. Denise Turley integrates AI in academia and industry. As a speaker, she promotes diversity and inclusion, supporting women in tech through mentorship and policies for equitable opportunities.

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[robertanthony34]

Stay Ahead Of The Competition With Innovative Talent Development Solutions

In today's fast-paced business environment, staying ahead of the competition requires more than just having a superior product or service. The key differentiator for many successful companies lies in their people – their skills, motivation, and adaptability. Talent development solutions play a pivotal role in ensuring that employees are not only competent but also engaged and aligned with the company's goals. Companies like BullseyeEngagement are at the forefront of providing innovative talent development solutions that can help businesses maintain a competitive edge.

The Importance of Talent Development

Talent development is a strategic approach to enhancing the skills, knowledge, and capabilities of employees. It goes beyond traditional training programs by focusing on long-term growth and career progression. Effective talent development solutions are tailored to meet the unique needs of both the organization and its employees, fostering a culture of continuous learning and improvement.

Benefits of Talent Development

1. Enhanced Employee Performance: Well-designed talent development programs can significantly improve employee performance. By equipping employees with the necessary skills and knowledge, they can perform their roles more effectively and efficiently.

2. Increased Employee Engagement: When employees feel that their growth and development are prioritized, their engagement levels rise. Engaged employees are more likely to be motivated, productive, and committed to the organization.

3. Better Retention Rates: Investing in employee development can lead to higher retention rates. Employees are more likely to stay with an organization that invests in their personal and professional growth.

4. Adaptability and Innovation: In an ever-changing business landscape, adaptability is crucial. Talent development solutions help employees stay updated with the latest industry trends and technologies, fostering a culture of innovation.

5. Leadership Development: Developing future leaders is essential for the long-term success of any organization. Talent development programs can identify and nurture potential leaders, ensuring a strong leadership pipeline.

Innovative Approaches to Talent Development

The landscape of talent development is evolving rapidly, with innovative solutions emerging to address the changing needs of the workforce. Here are some cutting-edge approaches to talent development:

1. Personalized Learning Paths

One-size-fits-all training programs are becoming a thing of the past. Personalized learning paths are designed to cater to the individual needs and preferences of employees. Using data-driven insights, companies can create customized development plans that align with each employee's strengths, weaknesses, and career aspirations. BullseyeEngagement, for example, leverages advanced analytics to offer personalized learning experiences that drive meaningful growth.

2. Gamification

Gamification is the application of game-design elements in non-game contexts, and it's gaining traction in talent development. By incorporating gamified elements such as points, badges, and leaderboards, organizations can make learning more engaging and fun. Gamification can boost participation and motivation, leading to better learning outcomes.

3. Microlearning

Microlearning involves delivering content in small, easily digestible chunks. This approach is particularly effective in today's fast-paced work environment, where employees may have limited time for extensive training sessions. Microlearning modules can be accessed on-demand, allowing employees to learn at their own pace and convenience.

4. Virtual Reality (VR) and Augmented Reality (AR)

VR and AR technologies are revolutionizing talent development by providing immersive and interactive learning experiences. These technologies can simulate real-world scenarios, allowing employees to practice skills in a safe and controlled environment. For instance, VR can be used for safety training, while AR can provide on-the-job assistance and guidance.

5. Social Learning

Social learning leverages the power of collaboration and knowledge sharing among employees. Platforms that facilitate social learning enable employees to connect, share insights, and learn from each other. This approach not only enhances learning but also fosters a sense of community and teamwork.

6. Continuous Feedback and Coaching

Regular feedback and coaching are essential components of effective talent development. Continuous feedback helps employees understand their strengths and areas for improvement, while coaching provides guidance and support for their development journey. Modern talent development solutions often include tools for real-time feedback and virtual coaching sessions.

BullseyeEngagement: Leading the Way in Talent Development Solutions

BullseyeEngagement is a leading provider of innovative talent development solutions that help organizations maximize their human capital. With a comprehensive suite of tools and services, BullseyeEngagement empowers companies to create personalized, engaging, and effective development programs.

Key Offerings

1. Performance Management: BullseyeEngagement offers a robust performance management system that includes goal setting, continuous feedback, and performance reviews. This system helps organizations align employee performance with strategic objectives and drive continuous improvement.

2. Learning and Development: The platform provides a variety of learning and development tools, including personalized learning paths, e-learning modules, and gamified training programs. These tools enable organizations to deliver engaging and effective training experiences.

3. Employee Engagement:BullseyeEngagement's employee engagement solutions include surveys, pulse checks, and sentiment analysis. These tools help organizations measure and improve employee engagement, leading to higher productivity and retention.

4. Succession Planning: Effective succession planning is crucial for maintaining leadership continuity. BullseyeEngagement offers tools to identify and develop future leaders, ensuring a strong leadership pipeline.

5. Talent Analytics: Data-driven insights are at the core of BullseyeEngagement's offerings. The platform provides advanced analytics and reporting capabilities, enabling organizations to make informed decisions about talent development.

Implementing Talent Development Solutions

Implementing effective talent development solutions requires a strategic approach. Here are some steps to ensure successful implementation:

1. Assess Organizational Needs: Begin by assessing the current and future needs of the organization. Identify skill gaps, development priorities, and areas where talent development can drive the most impact.

2. Set Clear Objectives: Define clear and measurable objectives for your talent development initiatives. This will help in designing programs that align with organizational goals and provide tangible outcomes.

3. Engage Stakeholders: Involve key stakeholders, including leadership, managers, and employees, in the planning and implementation process. Their buy-in and support are crucial for the success of talent development programs.

4. Leverage Technology: Utilize advanced technologies and platforms, like BullseyeEngagement, to deliver and manage your talent development initiatives. Technology can enhance the effectiveness, efficiency, and scalability of your programs.

5. Monitor and Evaluate: Continuously monitor the progress and impact of your talent development programs. Use data and feedback to evaluate their effectiveness and make necessary adjustments.

Conclusion

In the competitive business landscape, investing in innovative talent development solutions is essential for staying ahead. Companies like BullseyeEngagement are leading the way by providing comprehensive and cutting-edge tools that empower organizations to nurture and develop their most valuable asset – their people. By embracing personalized learning, gamification, microlearning, VR/AR, social learning, and continuous feedback, organizations can create a culture of continuous growth and adaptability. With the right talent development solutions in place, businesses can enhance employee performance, engagement, and retention, ultimately driving long-term success and competitiveness.

For more info : https://www.bullseyeengagement.com/talent-development-platform.asp

Contact us : (888) 515-0099

Email : hello@bullseyetdp.com

[qandle1]

The Comprehensive Guide to an Effective Talent Management Process

In the ever-evolving landscape of human resources, the Talent Management Process stands as a strategic framework essential for identifying, nurturing, and retaining top talent within an organization. This blog explores the multifaceted aspects of the Talent Management Process, delving into its key components, benefits, and the transformative impact it brings to organizational success.

The Talent Management Process:

Talent Management is a holistic approach that encompasses various stages, from recruitment to development and retention. A well-defined Talent Management Process typically includes the following key components:

Strategic Workforce Planning: The process begins with strategic workforce planning, aligning talent needs with organizational goals. This involves forecasting future skill requirements, identifying talent gaps, and formulating strategies to attract the right talent.

Recruitment and Acquisition: Effective talent management starts with recruiting the right individuals. This involves creating compelling employer branding, leveraging diverse recruitment channels, and employing robust selection processes to ensure the acquisition of top-tier talent.

Onboarding and Integration: Seamless onboarding is crucial for integrating new hires into the organizational culture. A well-structured onboarding process facilitates a smooth transition, accelerates time-to-productivity, and fosters employee engagement from the start.

Performance Management: The Talent Management Process includes a robust performance management system that sets clear expectations, provides continuous feedback, and evaluates employee performance against predefined goals. This component ensures alignment with organizational objectives and supports individual growth.

Learning and Development: Investing in employee development is central to talent management. This involves identifying skill gaps, offering training programs, and creating opportunities for continuous learning. A focus on development not only enhances individual capabilities but also contributes to overall organizational agility.

Succession Planning: Talent Management anticipates future leadership needs through succession planning. This involves identifying high-potential individuals within the organization and implementing strategies to groom them for key roles, ensuring a seamless leadership transition.

Employee Engagement and Retention: Talent management places a strong emphasis on employee engagement and retention strategies. This includes creating a positive work environment, recognizing and rewarding contributions, and addressing factors that contribute to employee satisfaction and loyalty.

Benefits of an Effective Talent Management Process:

Strategic Alignment: A well-executed Talent Management Process ensures that the organization's talent strategy is aligned with its overall business strategy. This alignment contributes to the achievement of organizational objectives and facilitates a competitive edge in the marketplace.

Enhanced Productivity: By focusing on recruiting and retaining high-caliber individuals, talent management positively impacts productivity. Engaged and skilled employees contribute more effectively to organizational success, driving innovation and efficiency.

Improved Employee Satisfaction: A comprehensive talent management approach addresses the individual needs and aspirations of employees, leading to higher job satisfaction. Satisfied employees are more likely to stay with the organization and contribute positively to its success.

Reduced Turnover: Talent Management Process actively works towards retaining top performers. By offering development opportunities, recognition, and a positive work environment, organizations can reduce turnover rates, saving on recruitment and training costs.

Leadership Development: Succession planning, a key component of talent management, ensures a pipeline of future leaders. Developing leadership internally contributes to organizational stability and minimizes the disruptions associated with leadership changes.

Adaptability to Change: A talent management strategy that emphasizes learning and development makes the organization more adaptable to change. Skilled and agile employees are better equipped to navigate evolving market dynamics and technological advancements.

Conclusion:

In the contemporary business landscape, where competition for top talent is fierce, a well-structured Talent Management Process is not just a strategic choice; it's a business imperative. By fostering a culture of continuous learning, engagement, and strategic workforce planning, organizations can position themselves for sustained success. From recruitment to development and retention, the Talent Management Process is the compass that guides organizations towards building a resilient, high-performing, and future-ready workforce.

[ultimateplaylistmaker]

Me at Makoto as he rebuilds Hope's Peak

Oh I’m a sucker for content about Makoto perpetuating the cycle that caused the apocalypse in the first place because it’s whats been expected of him and taught to him, like at the end of dr3 anime how he becomes the principal of the same establishment that did HORRIFIC human experimentation and perpetuated a system that crushed anyone deemed ordinary under its weight. The school ends up taking no blame for its very real and intensely horrific acts because they simply blame despair for it, so of course now that the Ultimate Hope is running it that means all the despair is gone and now Hope will happily shine again. Neatly sweeping under the rug the covered up murders and torture done in the name of that hope before. It wasn’t the system, it was a few wildcards, trust the system Makoto, it’s all you’ve been told works isn’t it? Society has to have Hope’s Peak Makoto, the two are one in the same isn’t it?

In the end his title of Hope and the expectations forces him into the same blindfold of “for hope” that allowed Izuru to exist. All he knows and really is allowed to know thanks to future foundation is that he is Hope and has to make more Hope and that as such Hope’s Peak must exist as a symbol of that Hope. Which is why when I write post danganronpa 3 content and acknowledge the canon of “he principal now” I have characters who actively oppose and fight against the re-installment of such a system because it’s just such a bad idea but the propaganda and hope worship is so intense Makoto doesn’t even consider how it might not be a good idea.

Hope and Despair are just so entwined you cannot be an ultimate hope without understanding and being able to use ultimate despair. The two concepts are so twisted together that Junko can cause massive hope if she chooses (ie warriors of hope) and Makoto can create great despair (accidentally letting a second killing game happen thanks to his illegal terrorist rehabilitation program) not to mention hope to one is despair to another, and there really is no way of predicting which way the pendulum will point to until after the act of potential hope OR despair is taken. Ultimate Hope? Ultimate Despair? The talents are one in the same at the end of the day. Anyone deemed to be an Ultimate Hope is one thought of “greater good” away from the next Tragedy. Makoto is no different, and the system will inevitably push his morals to that point if no one intervenes.

[simplifyworkforce]

Optimizing Workforce Management with VMS, Contingent Workforce, and Direct Sourcing

Businesses today need agile and cost-effective workforce solutions to stay competitive. A Vendor Management System (VMS), contingent workforce strategies, and direct sourcing help organizations streamline hiring, improve vendor collaboration, and reduce costs.

VMS: The Backbone of Workforce Optimization

A Vendor Management System (VMS) automates and centralizes vendor selection, compliance tracking, and workforce analytics. Key benefits include: ✅ Better visibility into contingent workforce spending ✅ Automated invoicing, reporting, and vendor performance tracking ✅ Improved compliance and risk management

With a VMS, businesses can manage their workforce efficiently while cutting administrative overhead.

Contingent Workforce: The Flexible Hiring Approach

A contingent workforce includes freelancers, contractors, and temporary staff who help businesses scale as needed. Advantages include: ✅ Cost savings by reducing long-term employment expenses ✅ Access to specialized talent on demand ✅ Agility to adapt to changing business needs

When integrated with a VMS contingent workforce management becomes seamless and more efficient.

Direct Sourcing: Faster, Smarter Hiring

Direct sourcing allows businesses to build a talent pool of pre-vetted candidates without relying solely on staffing agencies. Benefits include: ✅ Faster hiring with reduced recruitment costs ✅ Improved employer branding and candidate engagement ✅ More control over workforce quality and retention

A VMS-powered direct sourcing strategy ensures businesses attract top talent efficiently.

Conclusion: A Holistic Workforce Strategy

By combining a VMS, contingent workforce strategies, and direct sourcing, businesses can: ✔ Enhance hiring efficiency and workforce visibility ✔ Reduce costs while improving vendor and talent management ✔ Adapt quickly to market demands with a flexible workforce

A smart, technology-driven workforce strategy ensures business continuity, scalability, and long-term success.

How to Create a Vendor Risk Management Policy: A Step-by-Step Guide

Vendor Onboarding Software: A Comprehensive Guide

7 Tips for Choosing a Contingent Performance Management Software

[bahrainartify28]

Core HR Software for Optimal HR Operations Bahrain

Streamline your HR processes in Bahrain with top-rated Employee Management Software and Core HR Software. Our Payroll Software ensures accurate and timely payments, while our HR Reporting Software offers valuable insights into your HR data, improving overall efficiency.

[watchmegetobsessed]

UNDONE I.

A/N: i've started like 3 wips these past weeks but finally finished one! so here is some boss!harry for you, let me know if you want more of it, bc i feel like i could def add to this story!

WORD COUNT: 8.1k

WARNING: sexual content

SUMMARY: Harry is obsessed with Y/N. The only problem is that he is her boss, so he keeps this obsession to himself. But everything changes after one drunken night.

MASTERLIST | SUPPORT ME!

Harry has a love-hate relationship with the glass-walled meeting rooms in the office. Aesthetically they are bringing that well-known, usual vibe of every corporate office, nothing new, nothing unusual. Often, he is irritated that people tend to peek inside as they walk past towards the coffee machine or the restroom. He knows it’s second nature, they don’t necessarily try to intrude, but it tends to frustrate him when he is in the middle of a meeting and a random guy is just staring him down from outside. He tried to get the glass covered, but HR declined, they said something about transparency that just pissed Harry off even more, then he just gave up.

But lately, there’s been an advantage of those see-through dividers, because if people from outside can see in, that means Harry can see everything and everyone outside.

Like right now, as he is sitting by the oval table, laptop in front of him while the lawyers are talking about all the legal documents that are needed for their next deal, it’s an important step and Harry is usually great at focusing on what matters, but today his attention is somewhere else.

Outside of the meeting room, right by Y/N’s desk. 

She is the latest addition in the department, a talented analyst who joined a little over three months ago. Harry knows she is great, because he was there at her interview. He is usually not one to attend interviews, but the hiring manager got sick and they needed someone from management to be there as well and Harry had a spare hour he wanted to use to get a little ahead on that tender he’d been working on, but that got thrown right out the window. 

It was the last thing he wanted to do, listen to some random analyst who probably never even saw a DWH system, they always think they are qualified to deal with anything, but then they see just how much data they need to work with and then freak out. Harry was convinced it would happen that time too, but he was wrong.

Y/N walked in there, seemingly nervous, fidgeting with the hem of her cardigan, looking like a frightened little rabbit, so innocent, so sweet, something surprising happened. 

Harry was in awe. 

He found himself being drawn towards her, interested in how she’d perform at the interview. He kept a straight face as the recruiter beside him asked her some basic questions and then he took over for the professional part. 

He gave her his hardest questions, things even seniors might not know, he quizzed her about topics that are way too specific to work around and… she excelled. She couldn’t answer every question, but she worked up a logic she would use to at least try to tackle the matter and Harry knew she would succeed if she had the right materials. 

She blew his mind away. Once she left, he turned to the recruiter and said:

“I want her. Get her to start next week.”

And she did. Next monday, she was holding her onboarding package, eyes bright as she got seated at her desk, ready to start working. 

Now she is sitting at the same spot, wearing her blue light glasses, her eyebrows slightly furrowed behind them as she is working on something on her computer. She is wearing a long sundress today with a yellow cardigan to cover her shoulders. Harry has noted her colorful outfits every morning when she strolled into the office, brightening the otherwise dull atmosphere. It’s a whole floor full of developers, analysts and other IT professionals, they are not known for their exquisite fashion taste, but Y/N is different. Her wardrobe is full of colors and pieces others wouldn’t consider as business casual, but somehow she always makes it work. 

She is the kind of person that has a nice word for everyone, she often brings coffee to Linda, whose desk is across from hers and they usually have lunch together, Harry has noted. She is always happy to help others, she is great at seeing problems differently and quick to come up with solutions. She is definitely a favorite among her colleagues.

Unlike Harry.

Not that he wants to be liked, he is head of IT, he needs to lead, keep everything under control and make hard decisions. He is not stupid, Harry knows most people in the department fear him, he is not known for being friendly and chatty. He usually has so much work he doesn’t have time left to get a coffee with anyone, not that he would have anyone to invite. He is the gruff boss who is always busy and people try not to cross paths with. 

He doesn’t mind it. He likes to be focused on his work and most people don’t realize how hard it is to be the one to decide about budget cuts, downsizing and restructuring, because they don’t see what goes down behind these decisions, they just want to blame someone and that’s usually him. They don’t want to be friends with the big boss who fired their work bestie, even if it was a known fact they never did their job.

It was never an issue for him how his employees saw him. Until her. 

Someone stops by Y/N’s desk and he watches her face light up as she gives them her attention. He can’t hear what she is saying, but when she laughs, it rings in his ears. He loves hearing her laugh.

“So what do you think?” one of the lawyers asks him and he snaps back, realizing he has no idea what they were talking about in the last five minutes. He quickly looks down at his notes so far, but there’s no use. 

“Uh, I’ll leave it to you. I have to go now, do you think you can have everything set by the end of next week? We need it for the next sprint.”

“Sure,” the guy nods, his name is something with a J, but Harry can’t remember what it is. 

He is relieved that he could dodge admitting he has no idea what was talked about, shutting his laptop he murmurs a thank you for the group and he is the first one to walk out of the room, heading towards his office. 

Y/N is not at her desk when he walks past and he looks for her, hoping he is not too obvious, but he sees no trace of her. Is she having coffee with that guy who walked up to her desk? Are they planning something outside of work? Does he want to date her?

Harry’s thoughts are racing as he closes the door behind him, shutting out the general buzz of the open office outside. With a sigh, he sits down in his chair, places his laptop onto the desk, but leaves it unopened for a bit as he rubs his face with his hands. 

He always has control. He plans and keeps himself to his plan, he gathers data, analyses and then makes a new plan. Easy as it is. This is why he likes his job, IT is usually exact, the problem might be deeply hidden, but it’s always exact, he just needs to find the data.

But he’s been feeling chaotic lately. He is disoriented, can’t focus at meetings and finds himself thinking about her when he is supposed to be working. He just can’t help it. 

“Fuck,” he breathes out, then rolls his head, his neck cracks and he lets out a groan before opening his laptop and trying his best to get back to working. The code opens in front of him and he focuses on the lines he’s been trying to rewrite, but right when he is about to start typing, there’s a knock on his door. For a second, he feels irritated that he was interrupted again, but then he looks past the screen and sees her.

Harry nods and Y/N walks through the glass door, holding her laptop to her chest, smiling shyly. Harry likes to think that this smile is for him only, that he is the reason to bring it to her lips, though he doubts he has such an effect on her. But still, it’s a nice thought. 

“Hey,” he greets her as she crosses the room and sits across from him. 

“Hi. Am I disturbing you?”

“No,” he shakes his head.

“I finished those tables you asked for yesterday, but I wanted to run a few things with you.”

“You… finished?” he asks as Y/N unfolds her laptop, nodding. 

“Yeah.” She places the laptop onto his desk and he leans closer, focusing on the screen as Y/N explains what she found unclear, but Harry is still stunned when she is done talking.

“Is it… Is it bad? Not what you thought of?” she asks, seeing his face.

“No, it’s… Y/N, you did this all by yourself?”

“Yes?” Her answer sounds unsure and panic settles in her visibly. “I-I’m sorry if it’s–”

“Y/N, this is brilliant.”

She is taken aback by his compliment, it wasn’t the first time, but it feels like a gift every time for her. 

“It is?”

“Yeah. I mean, I didn’t doubt you could do it, but I didn’t think it would turn out this great and you also finished so fast, I thought it would take you the entire week at least.”

“Well… I did stay in a little longer last night,” she admits with a soft chuckle and it tugs on his chest right away. He looks at her over the desk, their eyes meet and for a second, warmth spreads through his veins as he fights the urge to reach out and touch her. 

Clearing his throat he leans back in his chair.

“Send it over, I’ll leave comments on those sections and then you can start the migration.”

“Thank you,” she nods, taking her laptop and heading to the door.

“And well done, Y/N,” he calls after her. She just nods and smiles at him before walking out. 

Harry watches her return to her desk, takes some deep breaths and forces himself to return to the code on his own computer. 

***

Linda wiggles her eyebrows at Y/N once she is sat at her desk. 

“Did you two eye-fuck again?” she asks and Y/N gapes at her, quickly looking around to see if anyone heard her, but luckily, everyone is too busy.

“Linda! That’s–We don’t do that.”

“Oh please,” she scoffs, twirling her pen around between her fingers. 

“We just went over the tables. He said I did a good job.” She shrugs, but Linda doesn’t miss how the corners of her mouth curl up, though she tries to hide it. 

“You do realize you’re the only one in this whole department he has ever complimented, right?”

“That’s not true.”

“It is. Zach go the best reaction from him last spring, when he spent two weeks refactoring a fucked up code, Harry said it was acceptable. That’s all. The fact that he said you did a good job is just another proof that he is into you.”

“Would you stop talking about the head of IT being into me?” Y/N hisses. “Come on, let’s get a coffee before you start screaming it.”

They go down a floor where the coffee station has better options and once they both have a mug full of coffee, they settle by a high table in the common area. 

“I have a confession to make,” Y/N admits, but avoids looking her in the eyes. “Okay, go for it.”

“I’m meeting Archer today.”

“Y/N! Not your fucking ex! Why?!” Linda gasps. “Do you really hate yourself that much?”

“I don’t hate myself,” she gives her a look, before returning her gaze to her mug. “He texted me the other day.”

“And you texted him back?”

“Well, yes, of course.”

“Boo! You should have blocked his number a long time ago!”

Y/N has thought about that. A lot. Her asshole ex has come back a couple of times since they broke up about a year ago, they shared one or two nights, but it always ended with him disappearing and leaving her shattered. His comebacks slowed down the process of getting over him a lot and though she feels like she is finally okay, she couldn’t just ignore his text.

“That’s not like me,” she shrugs, ignoring the thought that she knows Linda is right. 

“Hun, what do you think will happen today that hasn’t happened before?”

The question stings, right in her chest, because she knows it’s true. Her logical side knows Archer won’t just magically apologize for the way he treated her, even though it’s the only thing she wants from him at this point. To admit that he was in the wrong. 

“We’ll talk. That’s it.”

“Please don’t sleep with him,” Linda sighs desperately. “He doesn’t deserve your time.”

“I won’t,” she says, though she is not entirely certain it’s the truth. 

“Uh-huh, okay.” Linda checks the time on her phone. “I gotta go, I have a meeting in ten.”

“I’m coming too, I have a lot to do.”

Grabbing their mugs they head out of the common area, back to the upper floor. 

***

Harry didn’t mean to eavesdrop. He is the last person to be interested in anyone’s private life in the office. 

But when he heard Y/N’s voice as he was about to walk into the room, he stopped and hid behind the wall, listening to a conversation that was truly not meant for his ears. 

Hearing the two women talk about Y/N’s ex has ignited something new in him, especially when it became clear that he has hurt her in the past. Harry is not one to become violent, he channels all his tendencies in the gym while boxing, but from what he heard of the guy, he would have gladly punched him in the face. A few times.

Maybe more than a few.

The short conversation tickled his curiosity about what happened, but when he heard that they were about to leave, he quickly walked away so they didn’t see him. 

Now as he is back by his desk he can’t focus on the code in front of him at all, his thoughts are only about this mysterious ex Y/N is apparently meeting today. At one point, he even considers giving her some extra work to keep her in late and preferably miss the meeting, but that would be too petty even for him. Instead, he spends the next hour pretending to work while he just keeps fantasizing about different scenarios of what happened between Y/N and the guy. 

Slowly, the office starts to empty out as the end of the day nears. Desks get abandoned, lights are turned off and Harry is still there, since he barely got anything done that day. 

He sees when Y/N packs up her stuff and leaves and his jaw almost breaks as he holds himself still and just watches her walk out. 

“I’m fucking insane,” he mumbles under his breath, willing himself to do some work now that he can’t get distracted by Y/N every time she leaves her desk. 

It’s all new to him. This obsession he’s been feeling since the moment he saw Y/N at the interview. An invisible string has been pulling him towards her and it’s unlike anything he has felt with his exes before. 

He wasn’t obsessed. He didn’t think of them all the time. He didn’t lose focus when he was seeing someone. But with Y/N, he is losing his precious control and it’s almost scary. 

He finally manages to lock in for some work and time flies by. Next time he looks up from his screen the whole office is empty, only his desk lamp giving light and the green haze of the exit signs. It’s past nine and he can hear the cleaner vacuuming somewhere on the floor, so with a tired smile he shuts his computer off, gathers his things and heads out. 

He moved less than a year ago and the place he bought is within walking distance of the office. He knows it might have been a stupid idea to get a place just because it’s close to his working place, he probably won’t work there his whole life, but he doesn’t see himself switching for a long time, so it’s convenient. 

With his backpack hanging off one shoulder he steps out into the warm evening, the afternoon rush is over, now the nearby bars and restaurants are full of workers desperately needing to let some steam off before heading home. 

There’s a small park he walks through before reaching his street and it has always been dear to him, a nice change in the scenery of concrete and glass in the middle of the city. There’s even a small pond along the path that takes him across the park with benches and a handful of ducks are usually circling in the water peacefully. 

Older people from around like to come here and sit or take a short walk and they are the only people Harry likes to watch. He admires their slow pace, no rush, just enjoying what they have, a state he dreams of reaching too. 

Tonight, as he passes by the pond his eyes spot a familiar figure sitting on one of the benches. He stops in his tracks, questioning if his sight is right, because the person sitting there with her head hanging low looks just like Y/N. As he slowly approaches he notices the soft shaking of her shoulders.

She’s crying. 

***

Y/N has been sitting on that bench for… God knows how long. Could have been minutes, could have been hours. She was planning to cry her eyes out at once, then move on by the time she gets home, but apparently, she needs more time to get herself over than she estimated. This spot seemed like a great one, it’s far enough from the lights so people don’t notice she is crying, but she definitely did not expect to be noticed by her boss.

“Y/N?”

Harry’s voice makes her jump and as her head snaps up, she finds herself staring up at the person she least expected to see. His eyebrows are furrowed, concern is written all over his face as he stands a few feet away from the bench, as if he can’t tell if it’s a good idea for him to get closer. 

“Oh, hi!” She quickly forces a smile on her face, but she knows she is fooling no one. She wipes her tear-soaked cheeks with the back of her hand and prays her mascara is not smudged all around her eyes in panda style. “What–What are you doing here?”

“I live nearby, I’m on my way home. What are you doing here? Are you okay?”

“Yeah, I’m fine. Just… I was just taking a walk and now I’m… not.”

Her brain does not function. She knows what she said didn’t make any sense, but she can’t think of something else to say. She is way too busy thinking about how Harry is standing right there just after her ex made her wait for him for an hour before texting her he is not coming and when she called him to confront, a woman answered his phone.

It didn’t take long for Y/N to draw the conclusions: Archer was only trying to hook up with her tonight, but apparently found someone else and ditched her. A classic move from an asshole like him, but that doesn’t make her feel less like shit. Mostly because she should have known better and not believe he would do anything other than hurting her. 

Harry just stands there for a few moments and Y/N is expecting him to walk away and pretend like he didn’t even see her, but he surprises her when he walks over to the bench and sits beside her. 

“Do you want to… talk about what happened?”

“Nothing happened,” she answers right away, but when she looks at him, it’s obvious he doesn’t believe her. With a sigh, she turns her gaze back towards the pond. She is hesitating between keeping it all to herself or just dumping it on Harry and then deal with the consequences later, but right when she is about to make up her mind, he speaks up.

“Is this about… your ex-boyfriend?”

She turns to him with wide eyes. 

“How do you…”

A guilty look takes over his face before he shrugs.

“I heard you talking about him earlier. I’m sorry, I didn’t mean to eavesdrop.”

“I shouldn’t talk so freely with Linda in the office,” she chuckles, shaking her head. They sit in silence, when Harry peeks at her she seems deep in her thoughts and he is desperate to get her to talk, but doesn’t want to push her too much. 

As a last resort, he says:

“Do you want to have a drink?”

***

The tequila is burning her throat, she can’t help the frown as she bites into the lemon. When she looks at Harry, she is not even surprised he has the same, unbothered look on his face he had after the previous two shots. 

“Uh, how are you taking it so well?” she coughs and then takes a sip from her beer. They were lucky enough to find a table at a bar nearby and she was quick to accept that maybe getting drunk is what she needs right now, even if the alarms are still going off somewhere in the back of her mind, because doing it with Harry might not be her brightest idea. 

“I guess I still have some left of my college years,” he shrugs and she starts laughing. 

“Don’t tell me you were a party animal in college,” she snorts. The three shots and half a beer has definitely set her tongue free and took away her sense of embarrassment after saying everything that’s on her mind. She will surely regret it in the morning, but right now she couldn’t care less.

Harry likes this version of her. She is always bubbly and talkative, but in his presence he often senses her nervousness. Now there’s no trace of that and he is sinking in every moment of it.

“What do you think I was like in college?” he asks, tilting his head to the side. 

“I don’t know,” she shrugs, the words slurring a bit on her tongue. “Like a… hot nerd?”

He quirks an eyebrow at her and she realizes only then that she just called him hot. 

“I-I mean… I don’t–What I meant is–”

“I was a nerd,” he says, saving her from her rambling. “I was in the robotics club, spent a lot of time in the library, trying to hack their system so I didn’t have to return some books I wanted to keep.”

She can’t help, but laugh as Harry is smiling at the memory as well.

“Did you succeed?”

“What do you think?”

“For sure.”

“Correct,” he chuckles, taking a sip of his beer. “But I went to parties. I had this friend group from highschool, some of them were friends with the popular kids so we were always invited.”

“I can’t picture you with a red solo cup, filled with cheap booze.”

“But it happened,” he chuckles. “Luckily, photos have been deleted from social media.”

“Did you wipe the internet?” she asks, leaning closer as if she was asking him about a secret.

“No, but I did message those who had the photos posted when I was getting higher in my career.”

“Clever,” she nods and grabbing her beer, she takes a few swigs. Then her smile fades. “Maybe I should tell you what happened, right?”

“Only if you want to.”

Sighing she leans back, pursing her lips as she squints her eyes, looking back at him. She can’t think straight. Her thoughts are jumping, one moment she is thinking about Archer, the next all her attention is on how plump his lips look when they are wet from the beer, or the way his top two buttons of his shirt have come undone and she is seeing fucking tattoos, along his collarbones. 

She wants to kiss them. 

“I was stupid enough to think that I matter to him and he wouldn’t… hurt me. But he did. That’s it, lesson learned.”

She would love to look unbothered, like it doesn’t affect her, but she can’t. Her throat is closing up and when Harry calls out her name softly, she looks up at him with tears in her eyes and wobbling lips. 

“I’m sorry, I shouldn’t be crying, I know. I’m sorry!”

“Don’t apologize,” Harry shakes his head, but it’s like she didn’t even hear him.

“I know it’s stupid, but I just thought it might be different this time, that he might apologize and I can finally… I don’t know.”

“It’s not stupid. It’s not. You’re allowed to hope, to want to be treated the right way.”

“But I should have learned my lesson before!”

“You could have, but it’s okay. You will now. You’re smart, smarter than you think. You’ll get over it, doesn’t matter how long it takes, you will get there. I know it.”

“How?” she asks in a whisper, unable to break the eye-contact. 

“I don’t know how you’ll do it, but–”

“No,” she shakes her head. “How do you know it?”

He slowly runs his tongue over his lips, thinking his words through before speaking them.

“I just do. Do you believe me?”

Without hesitation she nods.

“I do.”

***

“If someone said one day I would be waiting for an Uber with my boss, drunk out of my ass at two am, I would have laughed them in the face.”

Y/N is holding onto a lamp post with one hand, twirling around it like a little kid as Harry stands by the curb, one hand in his pocket, the other one holding his phone, tracking the Uber that’s supposed to pick Y/N up and take her home. He is watching her with a tiny smile, it’s great to see her so carefree after her breakdown earlier. 

“Which part is so unbelievable?” 

She stops and steps closer to him. She can’t stand still, keeps shifting her weight between her feet and Harry is on alert in case she loses her balance. 

“All of it,” she grins up at him, blinking lazily. “Except the drunk out of my ass. That happens sometimes.”

“Really?” 

“Ooh, maybe I shouldn’t have said that. Am I in trouble?”

“Because you get drunk sometimes? You’re an adult, you can do whatever you want.”

“Yeah, but… you’re my boss,” she giggles, then starts swaying as if she could hear some music. “It’s not professional to get drunk.”

“Not when you’re working. But you’re not at work right now.”

“Nope,” she shakes her head, popping the ‘p’ sound. “I’m on the street, with Harry Styles, after drinking with Harry Styles! And now I’m gonna go home in an Uber that Harry Styles ordered for me!”

“Are you enjoying saying my name?” he chuckles, glancing at his phone again, The car is five minutes away. He is already dreading the moment it arrives, because that means the night ends. But he knows she has to get home and sleep it off.

“I do,” she sings. “It has a nice ring to it. It’s a cool name for a cool guy.”

“Oh, so I’m cool?” He knows he shouldn’t take advantage of her drunken state and keep her talking, but he just can’t get himself to stop.

“Yeah. You’re cool and smart and scary sometimes and mysterious, but not tonight,” she giggles as she keeps swaying around, while Harry can’t take his eyes off her, not when she is talking about him. “People at the office are scared of you, but I think you’re great.”

“You do?”

“Yeah. You’re amazing, I always look forward to seeing you. Sometimes I…” She giggles at whatever she is thinking about, completely oblivious at how intently Harry is listening to her. “Sometimes I ask you about things I know just so we can talk.” She shakes her head with a chuckle, but it’s enough for her to lose balance.

She gasps when she starts falling, but he is quick to grab her by her arms, yanking her towards him to keep her from smashing against the concrete. She is not laughing anymore, especially when she realizes that her chest is pressed against his, hands still holding her arms firmly. And his eyes are piercing into her gaze in a way that takes her breath away. 

“I love when you come asking questions,” he admits. “That’s usually my favorite part of the day.”

Her eyes widen at his words and when his gaze shifts down to her lips, they part as she gasps for air. Her chest presses even more against his as she fills her lungs and she feels even more dizzy now than before. 

“I want to kiss you.”

The words blurt out of her before she could think them through, unaware of the effect they have on Harry. His gaze darkens and it moves down at her lips again. But before he could say or do anything, the Uber pulls up beside them. 

Harry lets go of her, then opens the door.

“Get some sleep, Y/N. I’ll see you on Monday.”

She blinks at him a few times as he just stands there, waiting for her to get inside. She is confused. Drunk and tired and the longer she stays there the more awkward she feels, so she finally gets into the car, then Harry shuts the door and the car starts moving. 

Y/N turns around and sees him still standing there, hands in his pockets, his head hanging low. Then she slides down in the seat, closes her eyes and then replays those couple of moments when she was pressed up against him over and over again until the car stops at her apartment building. 

***

Sunday evening Y/N contemplates calling in sick. Preferably with something that keeps her away from the office… forever. 

Once she woke in the afternoon of Saturday, sobered up, with a killer headache, memories from last night came crashing down on her and the embarrassment took over instantly. She spent the rest of the weekend in agony, cursing herself out for being so stupid. 

Did she really tell her boss she wanted to kiss him?

Yes, she in fact did. After getting drunk with him, crying about her ex and telling him all kinds of stuff she never planned on admitting to him. Like that she finds him cool and smart and sometimes scary. 

But the kissing part is obviously the worst.

No matter how badly she dreads Monday morning, time doesn’t stop or slows down, the week starts and she has to go to work and face the consequences of her actions. 

Maybe Harry won’t be there. But he is always there. 

Maybe she can hide all day and avoid him… until the rest of her life or until she finds a new job. Very unlikely, but whatever. 

Her palms are sweating as she swipes her card at the gates and heads up to her floor. She’s getting paranoid, thinking that everyone in the elevator knows what happened on Friday, even though no one even bats an eye in her direction. 

Luckily, as she logs into her computer at her desk, work swamps her and provides enough distraction to stop her from throwing up when she sees Harry for the first time.

It seems like he is having a busy day too, he is in and out of meetings for the most part of the noon, she only sees him passing by or sitting in his office with his AirPods in, a sign that he is in an online meeting. But even when he is free for a short time, Y/N makes sure she avoids facing him. She even considers moving to another floor’s common room with her laptop for the day if it means she can survive without running into him and God forbid, talking to him. 

But then comes an email. 

It’s a bit after lunch time when it pops up in her inbox and her stomach drops to the floor right away when she sees it’s from Harry. Then another wave of anxiety washes over her when she reads it.

FROM: Harry Styles

Come to my office at your earliest convenience. -H

“Oh shit,” she mumbles under her breath and it catches Linda’s ears across from her, who gives her a questioning look. “Nothing.” She just shakes her head, grabs her laptop and then heads to Harry’s office with shaking knees. 

Is this the part where he tells her behavior was unacceptable? Did he maybe report her to HR for what she said?

She knocks on the door with a sweaty hand, Harry looks up from his screen with a blank face and nods at her to go inside. 

“Hey. I got your email.” She sounds like a frightened little girl as she closes the door behind her and stills, hugging her laptop to her chest. 

“Thanks for coming right away.”

Harry pushes his chair back lazily, stands and rounds the desk before leaning against it leisurely, his eyes glued to Y/N who is still standing by the door, too scared to go further. He doesn’t like the distance.

“Come, sit,” he nods towards one of the chairs in front of his desk. 

Obediently, she walks over and takes a seat, blinking up at him with wide eyes while he looks unbothered and almost… bored. He squints his eyes at her, tilting his head to the side a bit before finally speaking up. 

“Is there a specific reason why you’re avoiding me all day?”

Her lips part at his question and her first instinct is to deny.

“I-I’m not–”

“Y/N, you are. Normally, you would have already asked me at least two questions, but instead you walk out of the office every time I step out of mine. You are avoiding me.”

She shuts her mouth, trying to come up with something to say that could save her, but nothing comes to her mind. 

“I’m sorry.” Her gaze drops to the floor, his stare is too intense for her. “I’m so ashamed about… everything I said on Friday, I didn’t know how to face you. I said all that… inappropriate stuff you definitely shouldn’t have heard. like… ever. I’m sorry.”

“Y/N,” he softly says, but her gaze remains on her shoes. “Y/N, look at me, please.”

Finally, she dares to move her eyes back to meet his and then he continues… in the most surprising way.

“What I’m about to say, it’s going to be fully unrelated to work. Can you treat it as something outside of this setting?” Y/N nods. “Use your words, I need to hear you say it. Do you understand that this conversation is outside of work?”

“I understand,” she answers weakly, her mouth running dry. 

“Good.” He nods and then continues. “Do not feel sorry for anything you said. I’m glad I know all of that. The only downside of it is that now I need every ounce of self-control not to bend you over this desk and fuck you until you forget your own name.”

This time her mouth hangs open. For a moment she is not entirely convinced she hasn’t just imagined it all. That it wasn’t just her sick mind playing tricks on her. But then he speaks again.

“Did you hear what I said? That I want to fuck you into oblivion on this desk?”

“Yes,” she breathes out, trembling. 

“Good. Now I want you to go back to your desk and think it through whether you want that too or not. If you decide that you feel the same way, stay late and come back here when everyone is gone. Understood?”

“Yes.”

She feels dizzy, but not the same kind she felt on Friday, this is entirely different. Turning around she walks out of the room, but she’s on auto pilot as she returns to her desk. She leans back in her chair and slowly looks around.

No one in the room knows what just happened. Everyone is just minding their own business while Y/N is on the verge of fainting.

“You alright?” Linda peeks out from behind her screen with a concerned look on her face. “What did he want?”

If only she knew! Y/N thinks. She is dying to share, to take the whole conversation apart and analyze every bit, but she can’t. Instead, she forces a smile to her face.

“Just checked in with me about the migration.”

Linda examines her suspiciously for a second, but then her phone rings and she returns to her work while Y/N opens her laptop as well, but as she stares at the document in front of her she was working on before Harry’s email, she can’t even make out a word. 

Instead, she is busy thinking about what happens when the office empties out. 

***

Harry was dragged into some urgent issue sometime in the afternoon and it gave him enough work to take his attention away from prying outside, impatiently waiting for everyone to leave while making sure Y/N is still there. 

He answers one call after the other while emails keep popping into his inbox and he loses track of Y/N. When he finally drags his gaze away from the screen he looks up and finds the whole floor empty. All of it.

Meaning that Y/N left as well. Groaning he stands from his desk and walks over to the window, staring out into the night that has slowly creeped up on him. He truly thought she would stay. That she felt the same desire and thirst as him and she wants to explore whatever it could be, but maybe he read it all wrong. 

How will this affect their work? He should have thought of that before telling her he wants to fuck her on his desk. Who even does that? He is supposed to be her boss, her mentor, this was so incredibly inappropriate, he is thinking about reporting himself to HR and–

There’s a knock on his door. 

Turning around he freezes when he sees Y/N standing there with doe-like eyes and with just one look she is already making his pulse jump. He nods, barely noticeably, but she sees it and lets herself inside, closing the door behind her even though it’s truly just the two of them now. 

“Hey,” she sheepishly says, stopping exactly where she did earlier when he wrote her that email. This time however, Harry is the one to cross the room and then stop just inches away from her. She wonders if he could hear the wild hammering of her heart in her chest, the dizziness is back and she hides her hands behind her back so he doesn’t notice them shaking. 

“Did you think about what I said?”

Harry talks slowly and clearly and she couldn’t tell just moments ago he was freaking out too. But now that she’s there, every racing thought is gone from his mind, all he is thinking about is… her. 

“Yes.”

“And what’s your conclusion?”

“I’m here, aren’t I?” There’s a tiny bit of sassiness in her tone, just enough to start a fire in him. 

She catches the way one corner of his lips curls up as he takes another small step towards her, his hands come up to cup her jaw on either side and he gently tilts her head back, angling it perfectly. Then slowly, he leans closer until his lips are almost touching hers, but then stops. As if he is giving one last chance for her to change her mind, but she is still there, waiting for him to finally break down the wall between them and he gives in. 

He lets his hunger take over instantly. There’s no testing the waters, feeling each other up, he kisses her in a demanding, needy way that takes her breath away at first, but she is quick to react the same way. 

Her hands move to his shirt, grabbing the fabric at his stomach while his hands are still holding onto her face, but then they slide down her sides, settle on the back of her thighs and she knows exactly what he wants her to do. So without breaking them apart, she jumps up, he catches her with ease as she wraps her legs around his waist and he blindly carries her to the small sofa by the wall. 

He sinks into the cushion and she straddles him, giving her a bit of advantage in height this way, so now he is the one to crane his neck while she is leaning down to meet him. 

It’s a mess, lip biting, tongues crashing, soft moans and grunts, his palms wander over his thighs and ass and then he sneakily peels her soft pink shirt out of her tight jeans so his hands can slip under the fabric and feel her heated skin. 

She is desperate to feel more, to ease the aching throbbing between her legs, so when she starts rolling her hips and grinding against his rapidly growing bulge, he can’t help the moan that slips out of his mouth, right into hers. 

His head drops to the back of the sofa and she takes the chance to kiss her way down the column of his neck. After dozens of fantasies doing the same thing during meetings, now she is finally tasting his skin, gently nibbling on a spot that has his hands grab onto her ass, pushing her even more into him. 

When their lips meet again her fingers dance down his chest, feeling up his abdomen through his shirt and then settle on his belt, she starts undoing it, but he is quick to stop her, which breaks her out of her trance., scared that she did something wrong. 

Reading her from just one look, Harry shakes his head softly.

“I know I said I want to bend you over my desk, but I don’t want the first time I’m inside you to be here. So we are gonna do it differently for now.”

As he speaks, his fingers work the buttons of her shirt, one after the other until the white, lacy bra is revealed underneath. 

“Is it fucking Christmas?” he breathes out, hooking a finger into one of the cups and tugging it down so your breast spills out of it. An airy chuckle slips out of her, but it quickly turns into a gasp when he sucks her pebbled nipple into his mouth, even gently biting and tugging on it. Her fingers comb through his hair, his fingertips massaging his scalp as her grinding continues. 

“I’ll tell you what we’re gonna do,” he murmurs against her chest, one hand freeing her other breast from the bra as well, so he can pay equal attention to them both. “You’re gonna grind that needy cunt of yours against me until you come, just so you can see what it is like when you’re not even undressed and imagine what will happen once I get to unwrap you.” He smacks her ass gently, a moan slipping out through her parted lips. “And I’m gonna leave marks all over tits and suck your nipples until they are so tender you can barely touch them, so when you go home and see yourself in the mirror, you’ll remember every moment of what’s happening right now.”

His hands grab her hips and make her roll them harder, his erection and the seam of her jeans rubbing into her soaking wet cunt. She eagerly takes the pace he dictated, desperate to chase her release that’s building in the pit of her stomach rapidly. 

“Do you like that? Do you like my plan?” he asks, his lips brushing against her nipple, teasing her with his touch just enough to make her whine and ache for more. 

“Yes,” he nods eagerly, hands clasping the back of his head to pull him closer to her chest and feel his lips on her heated skin again and he complies happily. 

“Then let me feel how badly you want to come.”

If someone told Y/N in the morning, that tonight she would be dry humping her boss like a horny teenager, she would have checked that person into a mental hospital. Yet here she is, grinding against Harry’s massive bulge, shamelessly rubbing her cunt against his erection while his mouth is full of her breast. 

He has already left a few marks on her and she knows she’ll have to wear turtlenecks for the next 2 weeks, but she couldn’t care less. 

“Fuck, I’m so close,” she cries out when she finds just the right angle where the seam of her jeans and the tip of his restrained cock rub her clit perfectly, sending sparks through her nerves. 

“Go on, want to see you come undone.” He bites the side of her left breast and she hisses, but it feels so good, so fucking great she moans loudly, her head falling back at the sensation.

“Harry, I–Ah!”

His hands grab her ass and he pulls her in, making her fall forward, her chest pressing up against his as she buries her face into his neck, fastening her movements as her orgasm is nearing. 

“Come on, Y/N. Let me see you come undone.”

“Wanna feel you inside,” she whines, but keeps moving.

“I know and you will. Just not now.”

She whines again in a disapproving manner, but doesn’t stop and Harry’s hips start moving as well. He encourages her a few more times, his lips brushing against her ear, sending shivers down her spine and right when she thinks she can’t take it anymore, the bubble pops. 

She gasps and moans, her movements get dragged out and Harry forces her to look him in the eyes as she rides out her joy. She loses track of time, can’t tell if it lasts for seconds or hours. But when it’s over she collapses into his arms. 

“You did so good. So fucking good,” he murmurs into her ear, kissing the side of her face wherever he can reach. When she finally catches her breath she sits up straight and looking down she sees that he’s still hard underneath her. 

Instantly, she reaches down, ready to take him out and take care of him, but he stops her again. 

“Not now.”

“But you… didn’t–”

“I know,” he smiles softly. “But if we go further now, I won’t be able to stop and I told you, I want the first time I’m inside you in a different setting.”

She understands and it’s flattering knowing he wouldn’t be able to control himself if they continued, but it feels unbalanced now that only she came. 

“Are you sure?” she asks, hands flattening on his stomach. 

Smiling, he nods. “Very sure.”

She thinks to herself for a bit and reaching up Harry brushes a lock of hair behind her ear as a smile stretches slowly across her face.

“What is it?”

“So… this means there will be a next time?”

The playful glint in her eyes amuses him. She is sitting on his lap, her chest still exposed, lips swollen from his kisses while his erection is still straining against his pants and she asks if there will be a next time. 

“Oh yeah. I will watch you come undone over and over again in every possible way. If you let me.”

She bites into her bottom lip, sheepishly blinking down at him, but her answer surprises him for a moment.

“I’m not letting you.” His face falls and his heart drops into his stomach, but she is quick to continue: “I’m begging you.”

“Oh baby, for that, now I’m adding  spanking to when I’m bending you over my desk and fuck you.”

Her smile only grows wider.

“Please, Boss!”

PART II.

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