What is the HR Innovation Roundtable?

A powerful closed-door workshop bringing together 40 Chief HR Officers and Global HR & Talent Executives from leading global
brands for intimate discussions about specific challenges and transferable solutions.

Agenda: Day 1

May 6th, 2026

12:45 - 1:20 PM

Arrival Reception & Welcome

About:

Fontainebleau is one of hospitality’s most iconic brands, with a legacy that began in Miami Beach in 1954. Fontainebleau Las Vegas brings that heritage to the Strip through a bold new expression of luxury, design, and elevated service.

Join us at Fontainebleau Las Vegas for the HR Innovation Roundtable, hosted at one of the city’s most striking new destinations. Opened in December 2023, the $3.7 billion resort features more than 3,600 rooms and suites alongside world-class dining, entertainment, and event space.

Fontainebleau Las Vegas employs 7,000+ people and has quickly earned recognition, including TIME’s World’s Greatest Places 2024 and a MICHELIN One Key in 2025, reflecting its commitment to exceptional guest experience and modern hospitality.

1:20 - 2:35 PM

The People Value Proposition That Scales: Lessons From a $3.7B Launch

KEYNOTE SPEAKER:

WHAT YOU WILL LEARN:

The strongest People strategies are no longer built around perks alone. They are built around removing the real barriers that stop people from joining, thriving, and staying. For CHROs, that means rethinking the employee value proposition as a business lever, not a branding exercise. In highly competitive labor markets, especially across frontline, hospitality, service, and experience-led businesses, the organizations that win are those that design work around people’s real lives while still delivering speed, consistency, and performance at scale.

This session explores how HR can build a People value proposition that is commercially smart, operationally scalable, and powerful enough to support a major business launch. You will hear how leading organizations can use benefits, flexibility, culture, and workforce support to widen talent pools, strengthen retention, accelerate readiness, and reinforce the brand from the inside out. For CHROs, the upside is clear: stronger hiring outcomes, better workforce stability, and a people strategy that directly supports growth, customer experience, and long-term enterprise performance.

• How to build a People value proposition that expands access to talent and stands out in competitive labor markets.

• How to connect benefits, flexibility, culture, and support to measurable outcomes like hiring speed, retention, readiness, and service quality.

• How to create a scalable People strategy that strengthens employer brand and supports high-performance growth.

2:55 - 4:10 PM

The 24/7 Talent Engine: How Leaders Scale Speed Without Losing the Human

PanelistS:

WHAT YOU WILL LEARN:

Speed has become one of the most decisive competitive advantages in talent acquisition, especially in high-volume, frontline, and customer-facing environments where demand shifts quickly and great candidates disappear just as fast. But for CHROs, the challenge is no longer simply how to hire faster. It is how to build a hiring engine that delivers speed, consistency, and efficiency without turning the candidate experience into something cold, transactional, or forgettable. The organizations getting this right are not just automating tasks. They are redesigning the hiring journey end to end so candidates can move seamlessly from interest to interview to offer, while recruiters and hiring managers are freed up to focus on judgment, connection, and better decision-making.

This session will explore what it takes to build a modern 24/7 talent engine that balances automation with humanity. It will show how leading organizations are using conversational hiring, intelligent workflow design, and always-on engagement to remove friction, improve conversion, and dramatically reduce time to hire, without sacrificing trust or quality. For CHROs, the upside is far bigger than operational efficiency alone. Done well, this creates a hiring model that strengthens employer brand, improves manager adoption, unlocks recruiting capacity, and directly supports business growth by ensuring the organization can respond to talent demand at the speed of the market.

• How to design an always-on hiring journey that improves speed, conversion, and candidate experience at the same time.

• How to use automation and conversational AI to remove friction for recruiters, hiring managers, and candidates without losing the human touch.

• How to build a scalable talent acquisition engine that strengthens employer brand, improves hiring outcomes, and supports growth.

4:30 - 5:45 PM

The CHRO as Workforce Architect: Rebuilding Structure for Growth

PanelistS:

WHAT YOU WILL LEARN:

Growth is no longer just a commercial challenge. It is an organizational design challenge. As AI reshapes work, skills become obsolete faster, and business models continue to shift, CHROs are being asked to do far more than manage talent within existing structures. They are being asked to rethink the structure itself. That means questioning whether traditional roles, hierarchies, reporting lines, and ways of working still serve the business, or whether they are slowing execution, hiding capability gaps, and creating unnecessary complexity. The most forward-thinking CHROs are stepping into a new mandate: not simply to support the business strategy, but to actively architect the workforce model that makes future growth possible.

This session will explore how CHROs can rebuild workforce structure around agility, capability, and business need rather than legacy design. It will examine how leading organizations are rethinking roles, redeploying talent, unlocking skills more dynamically, and designing models that better integrate people, automation, and AI-enabled work. For CHROs, the opportunity is profound. Get this right and you create an organization that can move faster, deploy talent more intelligently, and grow with far greater resilience. Get it wrong and the business risks becoming trapped in outdated structures that drain productivity, inflate cost, and make transformation far harder than it needs to be.

• How to redesign workforce structures so they are built for agility, capability deployment, and future growth rather than legacy ways of working.

• How to rethink roles, skills, and talent deployment in a world where AI and automation are changing how work gets done.

• How to build an organizational model that increases flexibility, improves productivity, and gives the business the capacity to scale with confidence.

5:45 - 7:30 PM

Networking, Drinks & Evening Dinner

Get to know your esteemed peers over some hors d'oeuvre and deliciously prepared cocktails. We will then head to a private restaurant for a three-course evening dinner. Enjoy the relaxed atmosphere in the presence of your peers to learn, share and ponder over the key topics of what was discussed earlier in the day and the exciting conversations in store for you on day 2.

Agenda: Day 2

May 7th, 2026

8 - 8:40 AM

Registration & Breakfast followed by Welcome Reception

PanelistS:

Join us nice and early to grab a tasty bite to eat and your daily dose of caffeine to set you up for a full-on day of learning, sharing and innovating. At 8:30 AM hear a few words from our event chair (Donald), host (Kim) and event partner (Joshua) on what to expect over the course of the day.

8:40 - 9:20 AM

300,000 Applicants. 6,500 Hires. Zero Missed Candidates: Inside the Partnership

PanelistS:

WHAT YOU WILL LEARN:

Talent Acquisition is no longer a support function sitting downstream from growth. It is part of the growth strategy itself. When an organization is launching at scale, opening a flagship site, or standing up an entirely new operation, the ability to attract, engage, assess, and hire thousands of people quickly can determine whether the business hits revenue, service, and brand targets or falls behind before the doors even open. This session explores how Fontainebleau Las Vegas, in partnership with Paradox, built a hiring engine capable of staffing what felt like a small city: processing 300,000 applicants, hiring 6,500 people, and doing it with the operational precision, candidate visibility, and speed required to ensure no qualified talent was lost in the process.

For CHROs, this is far more than a recruiting success story. It is a case study in workforce execution, cross-functional alignment, and modern talent infrastructure. You will hear how the People and Talent teams used automation, conversational hiring, multilingual engagement, hiring event orchestration, and real-time decision-making to build capacity at extraordinary scale without sacrificing candidate experience or business readiness. The strategic value is clear: when hiring becomes faster, smarter, and more connected to business demand, CHROs can reduce operational risk, improve workforce readiness, strengthen employer brand, and prove that talent is not just enabling growth, but actively accelerating it.

• The core design choices behind a 24/7 hiring engine (process, tech, and governance)

• How to align recruiting, marketing, and operations so volume doesn’t collapse quality

• The KPI set that proves impact: conversion, time‑to‑hire, satisfaction, and early‑tenure signals

9:40 - 10:55 AM

The Next-Gen Talent Acquisition Function: Humans, AI, Orchestration & Workflow

PanelistS:

WHAT YOU WILL LEARN:

AI isn’t just changing how leaders manage people, it’s changing who leaders manage. As recruiting, screening, scheduling, onboarding, and internal mobility become increasingly agent-assisted, the next leadership capability is the ability to run human + agent teams with clear decision rights, escalation paths, and quality standards. The competitive edge won’t come from “using AI,” but from redesigning talent workflows so agents do the repeatable execution and humans focus on judgment, relationship-building, and high-stakes decisions...without losing trust, fairness, or authenticity in the hiring process.

This session reframes “AI-ready leadership” through the lens of modern Talent Acquisition: building the roles, operating model, and leadership behaviors required to scale hiring while protecting quality and brand. You’ll explore how organizations are shifting from isolated AI use cases to connected talent systems, embedding AI into core workflows and moving toward more dynamic, capability-based approaches. The goal is to build leaders who can orchestrate agentic workflows across sourcing to onboarding, keep accountability clear when machines participate in execution, and ensure the talent engine becomes a measurable driver of business performance.

• How to redesign TA roles and team structure so leaders can manage agents + humans: decision rights, escalation paths, “human-in-the-loop” standards, and quality control that scales

• How to build an AI-enabled talent operating model that improves speed and raises the bar on hiring outcomes by aligning workflow design, governance, and skills (not just tools

• How to protect authenticity and trust in the hiring system as AI usage rises — strengthening validation, judgment, and accountability so candidate quality and credibility improve, not degrade

11:15 Am - 12:30 PM

The CHRO’s Guide to AI: Reshaping Work, Teams, and Values

PanelistS:

WHAT YOU WILL LEARN:

Most organizations are experimenting with AI, but far fewer have translated that experimentation into a clear HR strategy that changes how work actually gets done. For CHROs, the opportunity is no longer just about deploying tools or launching pilots. It is about reshaping the HR operating model so AI, automation, and agents are embedded into core workflows, decision-making, service delivery, and team design. The organizations moving fastest are treating AI as an enterprise capability and a workforce issue at the same time, using it to unlock capacity, improve execution, and reposition HR as a more strategic driver of growth and transformation.

This session will explore how CHROs can build a practical AI playbook for HR that moves beyond fragmented use cases and creates real organizational value. It will examine how leaders are setting an AI North Star, prioritizing the right opportunities, redesigning work around human and machine strengths, and putting the governance, ownership, and adoption structures in place to scale responsibly. The real prize is not just efficiency. It is building an HR function that is smarter, faster, more trusted, and better equipped to help the business navigate change, productivity pressure, and future workforce demands.

• How to define an HR AI strategy that aligns with business priorities and focuses investment on the highest-value opportunities

• How to redesign HR work, roles, and workflows so AI increases capacity and improves execution rather than adding noise

• How to put the right governance, ownership, and adoption model in place so AI scales responsibly across HR

1:30 - 3 PM

Inside the Talent Build: A Walkthrough of Fontainebleau’s Hiring Playbook

Tour leaders & speakers:

WHAT YOU WILL LEARN:

AI isn’t just changing how leaders manage people, it’s changing who leaders manage. As recruiting, screening, scheduling, onboarding, and internal mobility become increasingly agent-assisted, the next leadership capability is the ability to run human + agent teams with clear decision rights, escalation paths, and quality standards. The competitive edge won’t come from “using AI,” but from redesigning talent workflows so agents do the repeatable execution and humans focus on judgment, relationship-building, and high-stakes decisions...without losing trust, fairness, or authenticity in the hiring process.

This session reframes “AI-ready leadership” through the lens of modern Talent Acquisition: building the roles, operating model, and leadership behaviors required to scale hiring while protecting quality and brand. You’ll explore how organizations are shifting from isolated AI use cases to connected talent systems, embedding AI into core workflows and moving toward more dynamic, capability-based approaches. The goal is to build leaders who can orchestrate agentic workflows across sourcing to onboarding, keep accountability clear when machines participate in execution, and ensure the talent engine becomes a measurable driver of business performance.

• How to translate a big workforce ambition into an on-the-ground hiring system that holds up under real operational demands

• How signature roles and frontline execution choices shape culture, consistency, and the customer experience at scale

• How to identify the operating rhythms, stakeholder alignment, and execution details that turn “speed” into sustainable performance

3:20 - 4:05 PM

The Talent Operating System: From Corporate Roles to High-Volume Operations

Speaker:

WHAT YOU WILL LEARN:

This session gives you the business view of what “great talent acquisition” looks like when excellence is non-negotiable. You will hear how leaders across corporate functions and high-volume operations define the Fontainebleau standard and what it requires from the talent engine to deliver it. The focus is on the real demands leaders place on hiring and people operations when the goal is not just filling roles, but building a workforce that can execute, lead, and uphold a premium experience from day one.

The takeaways map directly to the 2026 agenda: building resilient talent pipelines, accelerating time-to-productivity, strengthening leadership accountability, and using technology and process to scale without losing quality. You will leave with a clear set of principles for how to run hiring as a business capability. One that flexes across scarce specialist roles and high-volume frontline needs, aligns stakeholders around measurable outcomes, and turns workforce execution into a competitive advantage.

• How to run hiring as a business-critical capability that supports both scarce, high-impact roles and high-volume frontline hiring at scale

• How to align talent strategy to outcomes leaders care about: readiness, productivity, service consistency, and accountability

• How to design the operating model, stakeholder alignment, and measurement system that makes speed sustainable without sacrificing quality

4 - 5 PM

Closing Remarks & Networking Reception

SPEAKER:

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Please fill out your details in the form below.

We reserve the right to reject any registrations if your role is to provide HR services, products, or consultancy offerings.
The HR Leaders Innovation Roundtable is strictly reserved for Executive level HR Practitioners (both generalists & specialists).

Why Should You Attend the Innovation Roundtable?

Members

Hosted at Fontainebleau Las Vegas HQ

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