The disconnect between leadership expectations and employee needs around flexible work is widening. Many organizations struggle to strike the right balance between productivity, collaboration, and employee well-being. Without a clear strategy, flexible work policies can lead to disengagement, burnout, and retention challenges. HR leaders need to bridge this gap by designing policies that work for both employees and the business.

Companies that successfully implement flexible work strategies see higher engagement, stronger employer branding, and improved workforce retention. Data-driven decision-making, clear communication, and a focus on outcomes—not just location—are key to making flexibility work. Organizations that fail to adapt risk losing top talent to competitors that prioritize employee experience and work-life balance.

Learn how to align leadership and employee expectations, implement effective hybrid work strategies, use data to measure success, and create an inclusive and productive flexible work environment. Learn from leading HR executives who are tackling these challenges and gain insights to future-proof your workplace strategy.

Discussion points

• Bridging the Flexible Work Gap: Understand why leadership and employee expectations often don’t align and how to close this disconnect

• Optimizing Productivity in Hybrid Work: Learn how to create policies that balance flexibility with business performance

• Data-Driven Flexible Work Strategies: Explore how to use workforce data to shape and refine your approach for long-term success

• Building an Inclusive and Engaging Flexible Work Culture: Discover how to foster trust, equity, and connection in remote and hybrid teams

Panelists

• Tovah Stroud, Vice President, Talent & Organizational Effectiveness at Quest Diagnostics

• Haiden Dodd, Vice President, Rewards and Performance at Schneider Electric

• Jim Gounelas, Vice President, Human Resources at Northwell Health

• Danielle Strazzo, Vice President, Global People Operations at BD

• David Bator, Managing Director, Achievers Workforce Institute at Achievers

• [Moderator]: Chris Rainey, CEO & Co-Founder at HR Leaders

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Workplace wellness is no longer optional; it’s a defining factor in talent, trust, and performance. Employees are reshaping their lives around wellbeing, with 86% saying it matters as much as salary and 90% reporting burnout symptoms in the past year.

The challenge is that most organizations aren’t keeping pace. While leaders believe they’re prioritizing wellness, employees often don’t feel it—creating a trust gap that erodes engagement and retention. With 2026 strategic planning and budgeting now in focus, the time is now to prove the ROI of your people strategy.

In response to these emerging trends HR Leaders are thinking less about reactive perks and more about building an authentic culture of wellness. Companies that have embedded this into their leadership practices are already seeing decisive returns: lower healthcare costs, less turnover, and a measurable competitive advantage.

Is building a solid wellness culture the unspoken competitive advantage in a challenging market? Explore how leading CHROs are building a genuine culture of wellness, proving its direct link to performance, and turning it into their new competitive advantage.

Discussion points

• Closing the wellbeing gap: How to make wellness visible, accessible, and trusted so employees truly feel supported.

• Embedding comprehensive health: Why building wellness into culture, leadership practices, and daily routines helps people thrive at work and in life.

• Enabling healthier choices: How organizations can support better decisions through flexible policies, third spaces, and digital tools.

• Wellbeing as a business advantage: How to demonstrate and deliver ROI by linking wellness to productivity, retention, and long-term performance.

Panelists

• Jen Fisher, Former Chief Wellbeing Officer at Deloitte and Advisor at Wellhub

• Paul Dhillon, VP Total Rewards, Systems & HR Operations at Apotex

• Carrie Bloemers, System Director, Wellness at Lee Health

• Christopher Dean, VP Content and Research at Wellhub

• Michael Katz, SVP Global Head of Total Rewards and Wellbeing at Assurant

• [Moderator]: Chris Rainey, CEO & Co-Founder at HR Leaders

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Recognition has long been viewed as a soft, feel-good HR initiative—but the data says otherwise. When delivered strategically, recognition becomes a powerful engine for engagement, productivity, and performance. It helps reinforce desired behaviours, connect employees to purpose, and surface hidden skills and contributions. And yet, many organisations still treat recognition as a one-off program or culture “add-on.”

As organisations face record levels of employee stress and disengagement, forward-thinking HR and Total Rewards leaders are realising that recognition isn’t just about making people feel good; it’s about helping them do great work, more consistently. From reducing unplanned absences and preventing burnout to boosting retention and surfacing hidden talent, recognition delivers outsized returns when it’s embedded strategically into the fabric of daily work.

Join senior HR and Rewards leaders who explore how to build recognition programs that directly impact organisational resilience and performance. Learn how data-rich recognition strategies can reduce people risk, strengthen culture, and make your workforce more agile, engaged, and ready for what’s next.

Discussion points

• Strategic Recognition Design: Discover how to architect enterprise-wide recognition programs that go beyond feel-good moments to deliver measurable business value.

• Spotting Early Signs of Disengagement Through Recognition: Discover how recognition data can help identify overlooked contributors and flag morale dips before they lead to absenteeism or attrition.

• Surfacing High-Impact Talent: Learn how to use recognition data to identify key contributors, behaviours, and skills that drive performance and culture.

• Linking Recognition to Reduced Turnover and Higher Productivity: Explore how the most forward-thinking organisations tie recognition to improved retention, lower absenteeism, and stronger business outcomes.

Panelists

• Sharon John, Vice President, Global Total Rewards and Mobility at Thoughtworks

• Himanshu Saxena, Vice President HR - Total Rewards at Unilabs (A.P. Moller - Maersk)

• John Beadle, Former Global Head of Performance and Reward at ABB

• Clare Moncrieff, Senior Principal, Consulting at Workhuman

• Motahar Panabad, Senior Director, Total Rewards at HAVI

• [Moderator]: Chris Rainey, CEO & Co-Founder at HR Leaders

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Dashboards explain the past. Operating systems shape the future. People Analytics is becoming the hidden infrastructure that runs the enterprise, the intelligence layer that every decision depends on. This is where predictive models simulate workforce futures before investments are made, where AI copilots surface options in the flow of work, and where transparency frameworks hardwire trust into every recommendation.

The leaders who master this shift are not running a reporting function; they are running the operating system of work. In this session, we explore how People Analytics is evolving into the backbone of human and AI collaboration, powering agility, performance, and trust at a global scale.

Discussion points

• How People Analytics is moving from dashboards to agentic AI systems that execute workstreams and amplify human decision-making.

• Why trust, governance, and data quality are critical foundations for scaling AI in people analytics and securing internal adoption.

• How AI is beginning to reshape management structures and organizational design, positioning People Analytics as the true operating system of work.

Panelists

• [Moderator] Lauren Rebagliati, Director of People Analytics at McKinsey & Company

• Marcel OBrien, Director, People Analytics at Microsoft

• Roberto Andrade, Director of People Analytics and Workforce Strategy at Meta

• Pietro Mazzoleni, Global Head of People Data and AI platforms at IBM

• Jon Getz, Senior Director, People Analytics at ServiceNow

• Dan Lapporte, Head of US People Analytics at ASML

• [Chair]: Chris Rainey, CEO & Co-Founder at HR Leaders

This panel is part of the 7th Annual Global People Analytics Summit 2025. It brought together 40+ world-class speakers across 7 different panels who shared actionable insights, practical takeaways and how they are using People Analytics to transform the Future of Work. View all Sessions:

• Panel #1 Watch here: The Workforce Intelligence Advantage: How to Predict, Plan, and Perform Using People Analytics

• Panel #2 Watch here: How People Analytics Creates Career Value at Scale with Data-Driven Talent Intelligence

• Panel #3 Watch here: The CHRO Blueprint: Scaling People Analytics from Function to Enterprise

• Panel #4 Watch here: How HR is Commanding the Future by Harnessing AI, Copilots and Agents

• Panel #5 Watch here: The Upskilling & Reskilling Mandate: How to Get Ahead of the Shrinking Half-Life of Skills

• Panel #6 Watch here: Strategic Workforce Planning 2.0: How to Shift From Static Forecasting to AI-Powered Agility

• Panel #7 Watch here: The New Intelligence Layer: People Analytics as the Operating System of Work

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Workforce planning is undergoing a fundamental shift, from an annual, HR-led process to a real-time, enterprise-wide capability. In a world defined by rapid change, AI disruption, and evolving skills, business leaders need more than forecasts, they need options.

Strategic Workforce Planning (SWP) is now a lever for agility, aligning talent to value, reallocating capabilities at speed, and navigating uncertainty with confidence. This session explores how People Analytics, HR, and the wider business functions are working together to transform planning into a continuous, predictive, and business-critical function.

Discussion points

• Planning Faster than Speed of Change: How to evolve from static forecasting to dynamic planning powered by AI and data.

• Tying Planning to Value: How leading teams align workforce plans to revenue, cost, and productivity, not just headcount.

• HR + Finance Partnership: How tight collaboration across functions is turning SWP into a competitive advantage.

Panelists

• [Moderator]: Marquam Piros, Senior Director, People Analytics and Digital Strategy at Seagate Technology

• Mei Kim, Senior Director, Global People Insights & Analytics at Mondelēz International

• Michael Morgan, Director of Planning & Insights at Ford Motor Company

• Mary Hamman, Director, People Science at Indeed

• Katie Ward, Vice President, Strategic Operations & People Analytics at IQVIA

• Melody Siadaty, Vice President, Product Management, Workforce Planning at Visier

• [Chair]: Chris Rainey, CEO & Co-Founder at HR Leaders

This panel is part of the 7th Annual Global People Analytics Summit 2025. It brought together 40+ world-class speakers across 7 different panels who shared actionable insights, practical takeaways and how they are using People Analytics to transform the Future of Work. View all Sessions:

• Panel #1 Watch here: The Workforce Intelligence Advantage: How to Predict, Plan, and Perform Using People Analytics

• Panel #2 Watch here: How People Analytics Creates Career Value at Scale with Data-Driven Talent Intelligence

• Panel #3 Watch here: The CHRO Blueprint: Scaling People Analytics from Function to Enterprise

• Panel #4 Watch here: How HR is Commanding the Future by Harnessing AI, Copilots and Agents

• Panel #5 Watch here: The Upskilling & Reskilling Mandate: How to Get Ahead of the Shrinking Half-Life of Skills

• Panel #6 Watch here: Strategic Workforce Planning 2.0: How to Shift From Static Forecasting to AI-Powered Agility

• Panel #7 Watch here: The New Intelligence Layer: People Analytics as the Operating System of Work

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Traditional career ladders are crumbling, and roles are evolving faster than org charts can keep up. In a world shaped by automation, AI fluency, and rapid skills shifts, the path forward isn’t fixed, it’s flexible. And People Analytics is the engine powering that flexibility. People Analytics leaders are uniquely positioned to navigate this shift.

By mapping real-time skill supply, spotting capability gaps, and identifying where AI can augment or replace tasks, they give organizations the insight to act with precision. This isn’t just about upskilling, it’s about architecting the workforce of the future with data as your guide. The winners won’t be those who simply train more, but those who train smarter aligning skill-building with business momentum and workforce potential.

Discussion points

• How to use skills data and AI fluency insights to design career pathways that evolve with your business, not against it.

• How to track, measure, and prove the ROI of skills-based mobility on retention, performance, and engagement.

• From Skills to Tasks: Why task-level thinking is the next evolution in skills-based workforce design

Panelists

• [Panel Moderator] Tanmay Manohar, VP, People Analytics & Workforce Planning at Paramount

• Kelsey Kline, Director, Workforce Science Solutions at Intel Corporation

• Sandy Kapur, Head of Workforce Planning & Insights/People Analytics for HR at Health Care Service Corporation

• Brandon Barnes, VP, People Intelligence & Rewards at Box

• Travis Windling, Senior Director, Talent Acquisition Strategy, Operations and Contingent Workforce at RBC (Royal Bank of Canada)

• Ike Bennion, VP, Product Management, Platform at Visier

• [Chair]: Chris Rainey, CEO & Co-Founder at HR Leaders

This panel is part of the 7th Annual Global People Analytics Summit 2025. It brought together 40+ world-class speakers across 7 different panels who shared actionable insights, practical takeaways and how they are using People Analytics to transform the Future of Work. View all Sessions:

• Panel #1 Watch here: The Workforce Intelligence Advantage: How to Predict, Plan, and Perform Using People Analytics

• Panel #2 Watch here: How People Analytics Creates Career Value at Scale with Data-Driven Talent Intelligence

• Panel #3 Watch here: The CHRO Blueprint: Scaling People Analytics from Function to Enterprise

• Panel #4 Watch here: How HR is Commanding the Future by Harnessing AI, Copilots and Agents

• Panel #5 Watch here: The Upskilling & Reskilling Mandate: How to Get Ahead of the Shrinking Half-Life of Skills

• Panel #6 Watch here: Strategic Workforce Planning 2.0: How to Shift From Static Forecasting to AI-Powered Agility

• Panel #7 Watch here: The New Intelligence Layer: People Analytics as the Operating System of Work

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AI agents and copilots are no longer future facing buzzwords. They are operational reality. From surfacing insights to simulating decisions, these intelligent assistants are transforming how workforce strategies are built and executed. But behind every great copilot is great data, and that’s where People Analytics comes in.

This session explores how leading teams are fueling AI agents with workforce insight, embedding them into org design, and unlocking new layers of business impact. We'll unpack what’s working, what’s overhyped, and what PA leaders must do now to stay at the center of this transformation.

Discussion points

• Designing for Agents: How to structure your people data and workflows to power copilots and agents that support real decision making.

• Embedding Intelligence: Where and how AI agents are already influencing talent decisions, planning, and workforce design, plus what’s coming next.

• Shifting the Role of People Analytics: Why the function must evolve from reporting to orchestration, building the infrastructure that enables dynamic, AI augmented organizations.

Panelists

• [Panel Moderator] Brent Louie, Head of People Analytics at Trane Technologies

• Henrik Håkansson, Vice President, Global Head of People Insights and AI at Sanofi

• Sasha Arjannikova, Director of Analytics Business Partnering at Adobe

• Ross Sparkman, Head of Workforce Planning at Nutrien

• Corey Bucher, Workforce Strategy Director at Beebe Healthcare

• TP Kohli, Vice President, Product Management at Visier

• [Chair]: Chris Rainey, CEO & Co-Founder at HR Leaders

This panel is part of the 7th Annual Global People Analytics Summit 2025. It brought together 40+ world-class speakers across 7 different panels who shared actionable insights, practical takeaways and how they are using People Analytics to transform the Future of Work. View all Sessions:

• Panel #1 Watch here: The Workforce Intelligence Advantage: How to Predict, Plan, and Perform Using People Analytics

• Panel #2 Watch here: How People Analytics Creates Career Value at Scale with Data-Driven Talent Intelligence

• Panel #3 Watch here: The CHRO Blueprint: Scaling People Analytics from Function to Enterprise

• Panel #4 Watch here: How HR is Commanding the Future by Harnessing AI, Copilots and Agents

• Panel #5 Watch here: The Upskilling & Reskilling Mandate: How to Get Ahead of the Shrinking Half-Life of Skills

• Panel #6 Watch here: Strategic Workforce Planning 2.0: How to Shift From Static Forecasting to AI-Powered Agility

• Panel #7 Watch here: The New Intelligence Layer: People Analytics as the Operating System of Work

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As we enter an AI-powered future, not all talent matters equally. Some roles drive innovation, resilience, and business outcomes far more than others. In a world where engagement is falling, burnout is rising, and 50% of employees are actively looking for new jobs, retention can no longer be treated as a one-size-fits-all initiative.

Organizations need to be precise. Strategic. Surgical. People Analytics leaders are now equipped to lead this transformation. Sitting at the intersection of HR, Finance, and enterprise strategy, they have the tools and trust to identify high-impact talent, forecast risk, and guide executives on who to invest in, protect, and grow. This isn’t about reducing attrition, it’s about protecting the talent that powers performance. Learn how to segment your workforce with intention, model flight risk before it’s too late, and align retention efforts directly to business value in a workforce shaped by AI, not just headcount.

Discussion points

• How to pinpoint business-critical roles and personas using workforce segmentation and organizational value mapping.

• How to deploy predictive analytics to identify flight risks early and act before impact hits performance.

• How to reframe retention as a strategic lever that aligns directly with AI-driven transformation and future-of-work priorities.

Panelists

• [Panel Moderator] Amy Stevenson, Director, People Analytics at HP

• Jeremy Shapiro, AVP Workforce Analytics at Merck

• Andrea LaBarbera, VP, Global Talent & Engagement at Zimmer Biomet

• Mark Berry, Chief People Officer at Inari

• Paul Rubenstein, Chief Customer Officer at Visier

• [Chair]: Chris Rainey, CEO & Co-Founder at HR Leaders

This panel is part of the 7th Annual Global People Analytics Summit 2025. It brought together 40+ world-class speakers across 7 different panels who shared actionable insights, practical takeaways and how they are using People Analytics to transform the Future of Work. View all Sessions:

• Panel #1 Watch here: The Workforce Intelligence Advantage: How to Predict, Plan, and Perform Using People Analytics

• Panel #2 Watch here: How People Analytics Creates Career Value at Scale with Data-Driven Talent Intelligence

• Panel #3 Watch here: The CHRO Blueprint: Scaling People Analytics from Function to Enterprise

• Panel #4 Watch here: How HR is Commanding the Future by Harnessing AI, Copilots and Agents

• Panel #5 Watch here: The Upskilling & Reskilling Mandate: How to Get Ahead of the Shrinking Half-Life of Skills

• Panel #6 Watch here: Strategic Workforce Planning 2.0: How to Shift From Static Forecasting to AI-Powered Agility

• Panel #7 Watch here: The New Intelligence Layer: People Analytics as the Operating System of Work

Be sure to follow HR Leaders on Crowdcast, so you don't miss out on our upcoming events.

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As we enter an AI-powered future, not all talent matters equally. Some roles drive innovation, resilience, and business outcomes far more than others. In a world where engagement is falling, burnout is rising, and 50% of employees are actively looking for new jobs, retention can no longer be treated as a one-size-fits-all initiative.

Organizations need to be precise. Strategic. Surgical. People Analytics leaders are now equipped to lead this transformation. Sitting at the intersection of HR, Finance, and enterprise strategy, they have the tools and trust to identify high-impact talent, forecast risk, and guide executives on who to invest in, protect, and grow. This isn’t about reducing attrition, it’s about protecting the talent that powers performance. Learn how to segment your workforce with intention, model flight risk before it’s too late, and align retention efforts directly to business value in a workforce shaped by AI, not just headcount.

Discussion points

• How to pinpoint business-critical roles and personas using workforce segmentation and organizational value mapping.

• How to deploy predictive analytics to identify flight risks early and act before impact hits performance.

• How to reframe retention as a strategic lever that aligns directly with AI-driven transformation and future-of-work priorities.

Panelists

• [Panel Moderator] Bradford Williams, VP, People Insights & Enablement at Northwestern Mutual

• Poonam Sirigidi, Senior Director, People Insights & Performance Management at Pfizer

• Lei Pan, Head of People Analytics at FrieslandCampina

• Mads Frank, Director of Behavioural Sciences and Global Head of Employee Insights at GSK

• Chris Cerasoli, Senior Associate Director, People Analytics at Boehringer Ingelheim

• Andrea Derler, Principal, Research and Value at Visier

• [Chair]: Chris Rainey, CEO & Co-Founder at HR Leaders

This panel is part of the 7th Annual Global People Analytics Summit 2025. It brought together 40+ world-class speakers across 7 different panels who shared actionable insights, practical takeaways and how they are using People Analytics to transform the Future of Work. View all Sessions:

• Panel #1 Watch here: The Workforce Intelligence Advantage: How to Predict, Plan, and Perform Using People Analytics

• Panel #2 Watch here: How People Analytics Creates Career Value at Scale with Data-Driven Talent Intelligence

• Panel #3 Watch here: The CHRO Blueprint: Scaling People Analytics from Function to Enterprise

• Panel #4 Watch here: How HR is Commanding the Future by Harnessing AI, Copilots and Agents

• Panel #5 Watch here: The Upskilling & Reskilling Mandate: How to Get Ahead of the Shrinking Half-Life of Skills

• Panel #6 Watch here: Strategic Workforce Planning 2.0: How to Shift From Static Forecasting to AI-Powered Agility

• Panel #7 Watch here: The New Intelligence Layer: People Analytics as the Operating System of Work

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AI is transforming the world of work at unprecedented speed and People Analytics leaders and their teams are uniquely positioned to quickly pivot from a function of insight to a force of transformation. By operating at the intersection of HR, IT, and Finance, it's the Head of People Analytics’ role to influence decisions that matter, and with AI now central to workforce transformation, the opportunity to lead has never been more urgent, or more powerful.

People Analytics teams are fast-moving beyond reporting to become strategic enablers of change. And the deep technical and technological expertise of how AI can best be deployed across the workforce, informing talent and investment decisions, is unlocking new business value. This is a pivotal moment to step forward, connect data to strategy, and help architect the future of work.

Discussion points

• How to embed AI into workforce strategy by aligning People Analytics with business priorities like org design and skills.

• How to turn insights into influence and position People Analytics as a strategic driver of change.

• How to scale adoption across the enterprise by enabling HR and business leaders to act on data with confidence.y conversations, and guide employees to the right resources.

Panelists

• Abhay Gangadharan, Director, Future of Work at Google

• Ying Li, Global Head of People Analytics, Senior Director at PepsiCo

• Daniel Baraldi, Senior Director, People Analytics at Visa

• Samantha Kalsow, Director, People Analytics at UKG

• Ramesh Karpagavinayagam, VP, Global Head of People Analytics & Employee Listening at MassMutual

• [Moderated by]: Chris Rainey, CEO & Co-Founder at HR Leaders

This panel is part of the 7th Annual Global People Analytics Summit 2025. It brought together 40+ world-class speakers across 7 different panels who shared actionable insights, practical takeaways and how they are using People Analytics to transform the Future of Work. View all Sessions:

• Panel #1 Watch here: The Workforce Intelligence Advantage: How to Predict, Plan, and Perform Using People Analytics

• Panel #2 Watch here: How People Analytics Creates Career Value at Scale with Data-Driven Talent Intelligence

• Panel #3 Watch here: The CHRO Blueprint: Scaling People Analytics from Function to Enterprise

• Panel #4 Watch here: How HR is Commanding the Future by Harnessing AI, Copilots and Agents

• Panel #5 Watch here: The Upskilling & Reskilling Mandate: How to Get Ahead of the Shrinking Half-Life of Skills

• Panel #6 Watch here: Strategic Workforce Planning 2.0: How to Shift From Static Forecasting to AI-Powered Agility

• Panel #7 Watch here: The New Intelligence Layer: People Analytics as the Operating System of Work

Be sure to follow HR Leaders on Crowdcast, so you don't miss out on our upcoming events.

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Mental health related leaves of absence have surged globally, driven by burnout, stress and a workforce that’s under increasing pressure. While rising leave rates signal progress in reducing stigma, they also reflect missed opportunities for early support, culture alignment and workforce planning. For many organizations leave is still managed reactively, leading to higher costs, longer absences and frustrated teams.

A modern leave of absence strategy must be human-centered, data informed and performance aligned. Companies that invest in early intervention, flexible support and psychologically safe environments see stronger retention, faster recovery and improved engagement. With five generations in the workforce and expectations rapidly shifting, leave programs must evolve to be more inclusive, responsive and strategic.

Learn how forward-thinking HR and Wellbeing leaders are transforming leave of absence from a compliance task into a culture-shaping opportunity. You’ll discover how to prevent burnout before it leads to extended absence, personalize the leave journey with data and tech and redesign return-to-work experiences that boost trust and business resilience.

Discussion points

• How to align leave with business goals: Shift leave from an administrative burden to a strategic lever that supports retention, wellbeing, and productivity.

• How to prevent mental health-related leave with early intervention: Use leading indicators and flexible support to reduce avoidable absence and keep employees engaged before a crisis hits.

• How to personalize leave through data and clinical insights: Leverage AI, mental health analytics and clinical assessments to design responsive, scalable leave programs.

• How to empower managers to reduce stigma and support earlier: Train leaders to spot signs of distress, initiate timely conversations, and guide employees to the right resources.

Panelists

• Matthias Helmbold, VP Global Risk Benefits, Health and Wellbeing at DHL

• Riddhima Kowley, Global Head of Wellbeing at Nokia

• Keren Wasserman, Senior Manager, Organisational Development at Lyra Health

• James Keshavars, Chief Wellness Officer at Gibson, Dunn & Crutcher LLP

• Vlasta Rojkova, Global Head of Leadership, Learning and Wellbeing at Bekaert

• [Moderated by]: Chris Rainey, CEO & Co-Founder at HR Leaders

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Agentic AI represents not just the next wave of technology; it’s a fundamental shift in how work is designed, delivered, and governed. As organisations adopt increasingly autonomous AI systems capable of acting, deciding, and learning with minimal human input, the implications for HR are profound. Yet most HR teams are unprepared. Recent research shows only 21% of HR leaders are actively shaping their organisation’s AI strategy, and fewer still have adapted their processes for the era of Agentic AI.

The challenge for HR is twofold: first, to understand the risks and opportunities this technology brings for workforce structures, skills, and leadership. Second, to navigate an increasingly complex and fragmented regulatory landscape, where AI governance is becoming more localised and scrutinised. In this session, forward-thinking HR leaders will share how they’re building the systems, mindsets, and partnerships to help their organisations prepare their people for the next era of work.

Learn how to prepare your HR function to thrive in an Agentic AI-driven world. Discover how to move beyond reactive transformation, equip your people with the skills and frameworks to lead confidently, and create strategies that protect your organisation while unlocking future workforce potential.

Discussion points

• How to close the Agentic AI knowledge and capability gap across HR functions

• How to position HR as a critical partner in shaping business, technology, and regulatory strategies

• How HR can leverage Agentic AI to reveal dynamic, real-world signals of skills, potential, and workforce risks

• How to build HR mindsets prepared for agile, skills-based organisations operating in an emerging regulatory landscape

Panelists

• Claire Renaud, Global HR Director at Dell Technologies

• Andreas Mayer, Director Employee Experience & Operational Excellence at ING

• Jason Bloomfield, Global Head of Talent Acquisition Transformation at Ericsson

• Christoph Gerhold, Partner and Offering Lead Workforce & Organization Transformation at Deloitte

• Daniel Florian, Head of AI Policy & Regulation at Eightfold.ai

• [Moderated by]: Chris Rainey, CEO & Co-Founder at HR Leaders

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Traditional recognition programs are failing to meet the needs of today’s workforce. A one-size-fits-all approach no longer drives engagement or retention, and outdated reward structures can leave employees feeling undervalued. As expectations shift, HR leaders are under pressure to modernize recognition strategies that foster a culture of appreciation while delivering measurable business impact.

Organizations that invest in personalized, tech-enabled recognition programs see stronger engagement, lower turnover, and higher productivity. AI-driven solutions, real-time recognition, and strategic alignment with business goals ensure employees feel valued in meaningful ways. Without innovation, companies risk losing talent, experiencing disengagement, and failing to compete for the best candidates in an increasingly tight labor market.

Learn how to implement a modern recognition strategy that enhances employee experience, drives measurable business outcomes, and keeps pace with evolving workforce expectations. Gain insights into the latest technologies, best practices, and real-world case studies from leading organizations.

Discussion points

• The Evolution of Recognition: Understand why traditional approaches are no longer effective and how to adapt to modern workforce expectations

• Data-Driven Recognition Strategies: Learn how to leverage analytics to measure impact, personalize rewards, and link recognition to performance

• Tech-Enabled Recognition Programs: Explore how AI, automation, and social recognition tools are reshaping how companies appreciate and motivate employees

• Aligning Recognition with Business Strategy: Discover how to integrate recognition into company-wide initiatives to strengthen culture, engagement, and retention

Panelists

• Azurée Montoute-Lewis, Global Chief People Officer at Burson

• Erika Dupont, SVP People Operations & Total Rewards at Lumen Technologies

• Carol Chapple, VP of Global Talent Effectiveness at Ryan

• Paul Dhillon, VP, Total Rewards, Systems and HR Operations at Apotex

• Anu Subramanian, Chief Technology Officer at Achievers

• [Moderated by]: Jonathon Frampton, SVP HR at Baylor, Scott & White Health

• [Event MC]:  Chris Rainey, CEO & Co-Founder at HR Leaders

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Hiring is at a crossroads. Organisations are waking up to the limitations of traditional hiring methods that rely on resumes and degrees rather than verified skills. 63% of employers say it’s harder to find quality talent, and 59% of candidates struggle to stand out using resumes. That’s why 85% of companies have adopted skills-based hiring in 2025. Employers using skills assessments report higher satisfaction, lower mis-hire rates, and better retention — yet many HR leaders are still unsure how to operationalise these practices effectively.

With degree requirements declining and AI rapidly reshaping recruitment, traditional hiring filters are being replaced by verified skills, cognitive ability, and cultural alignment. But success doesn’t lie in just implementing tests — it requires a holistic strategy rooted in job analysis, behavioural insight, and continuous refinement. Skills-first hiring done right unlocks stronger performance, faster time-to-hire, and deeper diversity across your workforce.

Learn how to move beyond outdated hiring processes, leverage the latest tools and technologies, and build a hiring strategy rooted in skills, potential, and cultural alignment. Learn from leading HR practitioners already putting these ideas into action within large, complex organisations.

Discussion points

• How to Replace Resumes with Reliable Skills Signals: Learn how world-class TA Executives are using multi-measure assessments (cognitive, soft skills, role-specific) to evaluate real-world capability over pedigree.

• How to leverage AI to enhance, not replace, human decision-making: Discover how leading companies are using AI tools to reduce bias, improve efficiency, and validate skills.

• How to Design a Holistic, Bias-Reducing Hiring Funnel: Explore where to integrate assessments in the process to increase fairness and reduce screening bias before CVs are even viewed.

• How to measure the impact of skills-based hiring on business outcomes: Understand how to track, report, and demonstrate the value of skills-first hiring to the C-suite.

Panelists

• Roxana Dobrescu, Chief People Officer at commercetools

• Joanne McMullan, Chief People Officer at FINEOS

• Olive Turon, Head of People & Culture at TestGorilla

• Aaisha Knights-Ihediwa, Chief People Officer at LMAX Group

• Matthew Swinden, Chief People Officer at Starmind

• (Moderated by): Chris Rainey, CEO & Co-Founder at HR Leaders

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The pressure to transform is real, but too many organizations are learning the hard way that simply cutting jobs is not the answer. Last year, nearly 40% of leaders made layoffs because of AI, and over half now believe those cuts were a mistake. It’s clear: the smarter path forward is reskilling, not redundancy. The question is: how do you know what to reskill, whom to support, and where the real risks are?

Transformation today is about more than tech implementation; changing the workforce plays a key role too. It's about deeply understanding the skills you have, the gaps you face, and how your people power the work that matters most. Yet many organizations still lack clear visibility into their structural weaknesses, making it harder to make confident, people-first decisions. Without this insight, even the best-intended transformations can trigger disruption, disengagement, or premature exits.

Learn how to lead workforce transformation with precision. Our expert panel will unpack how to redesign work, align people and structure to strategy, and develop skills for future readiness, while avoiding the pitfalls that set transformations back. You’ll hear from leaders who are developing new, less disruptive approaches to transformation and seeing stronger long-term results because of it.

Discussion points

• Why reskilling beats redundancy: Organizations are scaling reskilling across business units to retain talent, boost capability, and avoid the long-term costs of layoffs.

• From static org charts to dynamic workforce design: Companies are replacing rigid structures with agile, skills-based models that better align people, roles, and strategy.

• Avoiding premature AI-led layoffs: Early automation-driven cuts often backfire. A more thoughtful, insight-led approach helps protect capability and trust.

• Using AI to simplify workforce planning: AI is helping leaders spot skill gaps, model future scenarios, and streamline transformation with greater clarity.

Panelists

• Julia Johnson, Vice President Human Resources at IBM

• Christian Fernandez, Global Lead, Strategic Workforce Planning and Org Design at Mars

• Melissa Luff Loizides, Vice President Human Resources at Zebra Technologies

• Ankit Saxena, Global Head of People Insights and HR Technology at PPG

• Oliver Shaw, CEO at Orgvue

• (Moderated by): Chris Rainey, CEO & Co-Founder at HR Leaders

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The shift to skills-based organizations is reshaping how businesses operate, and for good reason. As industries face faster disruption, tighter talent markets, and pressure to do more with less, leaders are realizing that resilient organizations don’t just have great people, they have the right skills in the right places at the right time. But here’s the catch: most companies are using outdated tools to figure out what skills they actually have. Self-reports, static assessments, and infrequent manager reviews give you a fragmented, often biased view of your workforce.

That’s where recognition data comes in. Captured continuously, and grounded in real behavior, recognition offers a powerful new lens into the capabilities and potential inside your organization. When combined with AI and workforce analytics, this "Human Intelligence" becomes a goldmine for surfacing hidden skills, unlocking internal mobility, driving high-value learning, and informing workforce planning at scale.

Learn how leading companies are using recognition as a core input in building truly skills-powered organizations, designed to flex, grow, and thrive in a rapidly changing world. Discover how recognition becomes a scalable, intelligent system for identifying real skills, aligning talent to business needs, and creating a workforce that’s ready for whatever’s next.

Discussion points

• How recognition unlocks real-time, human-verified skills data

• How to combine recognition data with AI to build dynamic, skills-based organizations

• How to build recognition programs that surface validated, actionable skills data

• How to use recognition-driven insights to support mobility, workforce planning, and learning

Panelists

• Marquisa Nash, Head of Global Talent Management & Mobility at BASF

• Yves Zerbib, VP HR Competence and Support Centres at Tetra Pak

• Cecilia Morillo, EMEA HR Director, Consumer Goods at Essity

• Himanshu Saxena, VP HR Total Rewards and Organization Effectiveness at Unilabs

• Lynette Silva Heelan, International Consulting Practice Lead at Workhuman

• (Moderated by): Chris Rainey, CEO & Co-Founder at HR Leaders

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High employee turnover is one of the biggest challenges facing HR leaders today. With talent shortages on the rise and workers expecting more from their employers, traditional retention strategies are no longer enough. Employees want career growth, recognition, and a culture that supports their well-being. Without the right approach, top talent will leave, and the cost of replacing them will continue to rise.

Companies that prioritize retention as a strategic initiative are seeing measurable business impact—higher engagement, stronger culture, and increased profitability. By leveraging AI-driven insights, modern recognition programs, and employee listening strategies, you can reduce turnover and create an environment where employees want to stay and grow. Failing to innovate means losing your best people to competitors who are adapting faster.

Learn how to implement high-impact retention strategies, use data to predict attrition, design recognition programs that improve loyalty, and align retention with business performance. Hear from HR leaders who are successfully tackling turnover and gain actionable insights to apply in your organization.

Discussion points

• Why Employees Leave (and How to Stop It): Understand the biggest drivers of attrition and what leading companies are doing differently

• Data-Driven Retention Strategies: Learn how to use AI and predictive analytics to identify flight risks and proactively engage employees

• The Role of Recognition in Retention: Discover how meaningful, timely recognition improves loyalty and strengthens workplace culture

• Aligning Retention with Business Growth: Explore how a strong retention strategy directly impacts performance, profitability, and employer brand

Panelists

• Ananya Sabharwal, Chief HR Officer, Food Solutions at Unilever

• Andreas Mayer, Director Employee Experience & Operational Excellence at ING

• Hannah Yardley, Chief People and Culture Officer at Achievers

• Pascal Occean, Partner - Culture & People Officer at Deloitte

• Tim Young, Senior Vice President, HR Operations at Pearson

• (Moderated by): Chris Rainey, CEO & Co-Founder at HR Leaders

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Employee engagement is dangerously low, and retention is getting harder by the day. Over half of employees are already looking for their next role, while turnover costs are spiralling—200% of salary for leaders, 80% for tech talent. Meanwhile, many companies still treat recognition like a soft perk instead of the business-critical strategy it truly is.

But here’s the kicker: when done right, recognition works. Companies that invest just 1% of payroll in strategic recognition see game-changing outcomes—lower turnover, stronger engagement, improved safety, and better performance. The latest research proves that fulfilling, authentic, personalized, equitable, and embedded recognition is the key to unlocking real ROI.

Learn how to transform recognition from a nice-to-have into a performance engine. We’ll show you how to fund it correctly, scale it with intention, track the ROI, and harness AI-powered insights to turn moments of gratitude into measurable outcomes.

Discussion points

• The business case for increasing recognition funding to 1% of payroll—and the ROI it drives

• How to operationalize the 5 pillars of strategic recognition across your culture

• Ways to use AI and recognition data to identify hidden talent and risks

• How to personalize recognition at scale without sacrificing authenticity milestones

Panelists

• Diana Fayad, Head of Compensation & Benefits International at GE Vernova

• Mara Zavagno, VP People and Culture, BA Industrial Equipment and Chief DEI Officer at Konecranes

• Carmen Valdés, VP Corporate Human Resources at Wolters Kluwer

• Christopher Jones, Colleague Recognition Manager at British Airways (BA)

• Meisha-ann Martin, VP People Research at Workhuman

• (Moderated by): Chris Rainey, CEO & Co-Founder at HR Leaders

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Your employees aren’t leaving life at the door when they log on. From becoming new parents to managing chronic illness, grief, or financial hardship, life’s pivotal moments are unfolding in real-time—and they deeply affect how people show up at work. While some transitions are joyful and others are challenging, all require energy, focus, and emotional bandwidth that employees may not have without meaningful support. And as today’s workforce grows more vocal about mental health, there’s an urgent call for companies to not only offer care but to operationalize compassion at scale.

Failing to act comes at a cost. Burnout, absenteeism, disengagement, and turnover all rise when employees feel unseen or unsupported in pivotal moments. But when organizations respond with empathy, flexibility, and meaningful mental health support, the rewards are significant: improved productivity, higher retention, and a culture of care that draws top talent.

Learn from global wellness leaders who share actionable strategies for embedding empathy into the employee experience. You’ll learn how to support mental health across life transitions, empower managers with the tools to respond with care, and design policies and benefits that reflect the real needs of a modern, human-centered workforce.

Discussion points

• Designing Adaptive Mental Health Frameworks: Learn how to build dynamic frameworks that support employees through key personal and professional changes

• Driving Engagement Through Personalized Care: Discover why proactive, individualized care strategies are essential for sustaining energy, focus, and long-term engagement

• Equipping Managers with Empathy-Driven Skills: Explore methods to train leaders in identifying early signs of distress and responding with compassion and confidence

• Creating Flexible, Life-Centered Wellbeing Strategies: Explore what a truly modern, adaptive wellbeing program looks like—one that meets employees where they are in life and work

Panelists

• Marni McDowell, Senior Director, Global Wellbeing at Micron Technology

• Mathilde Aponte Faucherie, Global Head of DEI and Well-being at Danone

• Bahar Ozkan, Senior Director of Corporate Wellbeing at Concentrix

• Dana Hurst, Director, Wellness at BGIS

• Lawrence Mak, Senior Director, Global Product Marketing at Lyra Health

• (Moderated by): Chris Rainey, CEO & Co-Founder at HR Leaders

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The race toward agility and future-readiness has never been more urgent for HR leaders. Traditional job architectures, built on outdated titles and rigid roles, are failing to keep pace with today’s rapidly evolving business landscape. Digital transformation, automation, and shifting employee expectations have rendered static workforce models obsolete.

The solution? A skills-first job architecture that puts capabilities—not credentials—at the center of every talent decision. By doing so, organizations can become more adaptive, equitable, and efficient in how they attract, develop, and deploy talent. But transitioning to this new model is no small feat. Without a unified skills and job architecture, organizations risk misaligned workforce capabilities, stalled career progression, widening skills gaps, and disengaged employees. In contrast, those who get it right will unlock hidden talent, improve internal mobility, boost retention, and gain strategic clarity over workforce planning. This session explores how leading companies are embracing skills-first frameworks—powered by AI—to reinvent how work gets done and create agile, opportunity-rich environments for their people.

Learn innovative methods for leveraging a skills-based architecture to enhance organizational agility. Discover practical strategies for utilizing AI to map workforce capabilities accurately, drive strategic talent development, and foster a culture that prioritizes continuous learning and internal mobility. Engage with industry experts on how to transform HR practices to not only anticipate future business needs but actively shape them, ensuring HR leads at the forefront of workforce innovation.

Discussion points

• The role of AI in mapping workforce skills, forecasting needs, and closing gaps

• How to design and implement a dynamic Skills & Job Architecture that aligns with business goals

• How to shift from traditional job titles to skills-centric hiring, development, and promotion

• How to build equitable, transparent career paths that improve retention and engagement

Panelists

• Ruchi Kulhari, Global Chief HR Officer at Unisys

• Julia Johnson, Vice President HR at IBM

• Quentin SaLay, Chief Global People Experience Officer at Freewheel (a Comcast company)

• Karen Powell, Global Head Talent, Learning & People Strategy at IQVIA

• Loïc Michel, Co-Founder and CEO at 365Talents

• (Moderated by): Chris Rainey, CEO & Co-Founder at HR Leaders

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