How to Transition from Job Titles to Skills to Unlock Hidden Talent

About the Panel Discussion

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 Traditional job architectures, built on outdated titles and rigid roles, are failing to keep pace with today’s rapidly evolving business landscape.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.

Join us for a LIVE interactive panel discussion where you will 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 Topics

• 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