Gain insights into building agile, skills-based organizations that harness AI-powered workforce intelligence to enhance talent mobility, bridge skills gaps, and future-proof your workforce.

No fluff—just real talk, bold ideas, and actionable insights to propel your organization forward.​

 

Lucrecia Borgonovo, Chief Talent and Organizational Effectiveness Officer at Mastercard

Key Points:

  1. How AI enhances the entire employee journey, from hiring to retiring and even rehiring

  2. Why automation frees recruiters to focus on relationships, not admin

  3. How people-first systems boost speed, personalization, and long-term engagement

 

Patricia Frost, Chief People and Places Officer at Seagate

Key Points:

  1. Why AI transformation starts with people, not platforms

  2. How Seagate builds AI fluency from the factory floor to the C-suite

  3. Why investing in your existing team fuels truly inclusive innovation

 

Jeff Schwarz, VP Insights and Impact at Gloat

Key Points:

  1. Why HR must connect the dots between disruption, skills, and AI transformation

  2. How co-creation with companies fuels smarter, people-centered innovation

  3. Why 2025 demands integrated strategies that link people, technology, and work design

 

Johanna Bolin Tingvall, Global Head of GreenHouse - Learning & Development, Talent Growth & CommunityX at Spotify

Key Points:

  1. How AI-powered tools like Scout and Echo unlock hidden talent and mobility

  2. Why internal platforms must balance employee growth with business needs

  3. How Spotify replaced outdated succession models with dynamic, data-driven discovery

 

Federico Cohen Freue, SVP AI & Data Operations at Mastercard

Key Points:

  1. How Mastercard uses AI to make commerce safer, smarter, and more personal

  2. Why AI strategy must start with practical tools that empower employee productivity

  3. How role-specific agents and knowledge access drive inclusive, scalable transformation

 

Watson Stewart, Global Head of Talent at Standard Chartered

Key Points:

  1. Why the cost of “buying skills” drove a shift to building them internally

  2. How Standard Chartered maps “sunset” jobs and reskills for “sunrise” roles

  3. Why skills strategy must be both a talent and financial decision

 

Susan Podlogar, Former Chief HR Officer at MetLife

Key Points:

  1. Why unlocking human potential means seeing every employee as high potential

  2. How talent marketplaces break down hierarchy and surface hidden strengths

  3. Why energy - not titles - should guide leadership, growth, and transformation

 
 
 
 

Laure Tournefier, SVP Global HR Strategy at Terumo

Key Points:

  1. Why breaking down silos was key to building “One Terumo” through a global talent marketplace

  2. How phased adoption - starting with 5,000 employees - drove early success in R&D and HR

  3. Why measuring connection, development, and internal mobility proves the business value of talent platforms

 

Mark Jackson, Head of Future Workforce at Nationwide

Key Points:

  1. Why a shared skills taxonomy is essential for effective workforce planning

  2. How Nationwide connects supply and demand for skills through internal visibility

  3. Why strategic workforce planning must align with career mobility to truly transform work

 

Susan Page, VP Talent Management at Ameriprise Financial

Key Points:

  1. Why breaking free from rigid competencies unlocks more inclusive mobility

  2. How leadership buy-in, from boards to CEOs, is essential for transformation

  3. Why true talent innovation starts with partnerships, not just platforms

 

Jason Averbook, Senior Partner, Global Leader Digital HR Strategy at Mercer

Key Points:

  1. Why AI transformation must start with mindset, not tools

  2. How AI shifts HR from deterministic workflows to probabilistic thinking

  3. Why the future of talent is about optimizing the people chain, not just filling roles

 

Julia Brandon, Organization Development Director at Lenovo

Key Points:

  1. Why real transformation means testing to failure, not just meeting KPIs

  2. How integration, not spreadsheets, is critical to a successful skills strategy

  3. Why co-creating the future starts with mindset, experimentation, and community

 

Stephan Meier, Chair of Management Division at Columbia Business School

Key Points:

  1. Why strategy must start with the human-machine relationship, not just the tech

  2. How AI’s true value depends on solving the productivity paradox through people

  3. Why mindset and behavioral science are essential for managing exponential change

 

Samantha Morris, Organizational Development Partner at Molson Coors

Key Points:

  1. Why a flat org chart makes internal mobility and development more urgent

  2. How Molson Coors uses “Untapped” to democratize access to projects, gigs, and mentors

  3. Why building a business case starts with knowing the true cost of lost talent

 

Reed Mettler, HR Director at Gloat

Key Points:

  1. Why Gloat “plays with its own product” to drive culture, learning, and experimentation

  2. How AI frees up space for human connection, creativity, and deeper trust at work

  3. Why HR’s future depends on embracing new tools, with a mindset of curiosity and play

 
 
 
 

Lyndon Llanes, Associate Director, People Analytics at Verizon

Key Points:

  1. Why skill-based systems can clash with legacy architectures, compensation, and compliance

  2. How people analytics enables transformation - without breaking what already works

  3. Why clear expectations and use-case precision are essential for scaling skills strategy

 

Casey Thomas, VP Global Learning, Development, & Performance at Seagate

Key Points:

  1. Why Seagate blends strategic and tactical learning to meet fast-changing business needs

  2. How their talent marketplace fuels mobility by connecting employees to roles they didn’t know existed

  3. Why enabling people to follow their passions inside the org drives both retention and results

 

Jessica Hayley, Principal at The Hackett Group

Key Points:

  1. Why AI is HR’s chance to shift from administration to strategy—not reduce headcount

  2. How resume screening, talent acquisition, and L&D are early wins for generative AI

  3. Why network-based referrals still matter, even more, in an AI-driven hiring landscape

 

Ryan Laverty, Presidnet & Co-Founder at Arist

Key Points:

  1. How Arist uses AI and messaging platforms to deliver learning in the flow of work

  2. Why speed, attention, and simplicity are critical to upskilling at scale

  3. How 3-minute course creation and mobile-first delivery are redefining modern L&D

 

Oliver vanKerk, Former SVP Human Capital Analytics & Technology at UnitedHealth Group

Key Points:

  1. Why employee experience, not just efficiency, was the core driver for HR tech investment

  2. How stagnant engagement and internal mobility challenges built a business case for change

  3. Why clear ROI, from reduced severance to smarter learning spend, secured C-suite buy-in