As organizations navigate AI disruption, talent shortages, and evolving employee expectations, the role of the Chief People Officer has become increasingly strategic. Few leaders embody that shift more than BDO USA’s Cathy Moy.
The accounting and advisory firm announced that Cathy Moy has been inducted into Ragan’s HR Awards Hall of Fame, one of the program’s highest honors recognizing HR leaders whose work has made a lasting impact on both organizations and employees.
The recognition highlights Moy’s role in shaping BDO’s people strategy and workplace culture over the years, helping transform HR from a support function into a key business driver across the firm’s workforce of approximately 14,000 employees operating in more than 85 offices.
A Career Defined by People-First Leadership
Ragan’s HR Hall of Fame honors leaders whose contributions have addressed some of the most pressing workplace challenges facing organizations today.
For Moy, the recognition reflects a career focused on creating environments where employees can grow, contribute, and succeed while aligning people strategies with business objectives.
“I’m deeply honored to receive this recognition,” Moy said in a statement. “At BDO, we believe a strong culture starts with listening to our people, investing in their growth, and creating an environment where they can thrive.”
The award also underscores a broader trend reshaping modern workplaces: culture, employee experience, and workforce development are increasingly viewed as strategic assets rather than traditional HR responsibilities.
Building BDO’s Modern People Strategy
As BDO’s first Chief People Officer, Moy played a central role in defining the firm’s people-first approach.
Among her most notable contributions was helping establish the firm’s Employee Stock Ownership Plan (ESOP), a move designed to strengthen employee engagement by giving workers a direct stake in the organization’s success.
Employee ownership programs have gained increased attention across industries as employers seek new ways to improve retention, foster engagement, and align workforce interests with long-term business performance.
Beyond ownership initiatives, Moy also championed workplace flexibility well before flexible work arrangements became a mainstream business priority.
What was once considered an employee perk has increasingly become a competitive differentiator in attracting and retaining talent. Organizations across industries continue to refine hybrid and flexible work models as employee expectations evolve.
Putting the Human Element Into AI
One aspect of Moy’s leadership that stands out in today’s HR landscape is her emphasis on maintaining a human-centered approach to emerging technologies.
As AI adoption accelerates across organizations, HR leaders face growing pressure to balance innovation with employee trust, workforce development, and organizational culture.
Rather than viewing AI solely through a productivity lens, Moy advocated for integrating the human element into technology adoption strategies.
That perspective mirrors a growing conversation among HR leaders who argue that successful AI transformation depends as much on employee experience, communication, and change management as it does on technology itself.
With organizations increasingly experimenting with AI-powered recruiting, workforce planning, employee support, and performance management tools, maintaining that balance has become a critical leadership challenge.
Culture as a Business Strategy
Throughout her career, Moy has promoted the idea that culture should be treated as a strategic business asset rather than an abstract organizational value.
The results appear to resonate with employees.
According to BDO’s 2025 employee engagement survey, 95% of respondents reported feeling encouraged to help develop others, while 90% said they feel a sense of belonging within the organization.
Those figures reflect two workplace priorities that have become central to modern HR strategies: professional development and employee belonging.
Research consistently shows that employees who feel supported in their growth and connected to their workplace culture are more likely to remain engaged and committed to their organizations.
For companies competing in a challenging talent market, those outcomes can directly influence retention, productivity, and long-term business performance.
Beyond HR: Driving Social Impact and Inclusion
Moy’s influence extends beyond workforce programs and internal culture initiatives.
She also played a role in reshaping BDO’s social impact strategy, reinforcing the idea that organizations have responsibilities that extend beyond financial performance.
Increasingly, employees, customers, and stakeholders expect businesses to demonstrate meaningful commitments to community engagement, inclusion, and social responsibility.
As a result, HR leaders are often finding themselves at the center of broader conversations about organizational purpose and values.
Moy’s work reflects this evolution, illustrating how people leaders today frequently contribute to areas traditionally associated with corporate strategy and executive leadership.
Why This Recognition Matters
The HR profession is undergoing one of the most significant transformations in its history.
Workplace flexibility, employee well-being, AI adoption, skills development, diversity initiatives, and evolving workforce expectations have expanded the scope of people leadership dramatically over the past decade.
Awards such as Ragan’s HR Hall of Fame increasingly recognize leaders who have successfully navigated these changes while creating measurable impact for employees and organizations alike.
According to Brendan Gannon, the Hall of Fame honors individuals whose leadership has left a meaningful mark on their organizations and the broader workplace community.
Moy’s inclusion reflects both her contributions to BDO and her influence on the evolving role of HR leadership itself.
The Bigger Picture
As businesses continue adapting to rapid technological, economic, and workforce changes, the importance of people strategy continues to grow.
Organizations are increasingly recognizing that culture, leadership development, employee engagement, and workforce readiness are not separate from business performance—they are fundamental drivers of it.
Cathy Moy’s induction into Ragan’s HR Hall of Fame serves as a reminder of that reality.
Her career highlights how modern HR leadership extends far beyond policies and processes. It encompasses culture, innovation, belonging, technology adoption, and long-term organizational success.
In an era where companies are striving to balance business transformation with employee expectations, that kind of leadership may be more important than ever
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