Where Workforce Transformation Gets Real

AI will not transform HR just by adding more tools. The real opportunity for CHROs is to rethink the operating model itself, embedding AI, automation, and agents into workflows, decisions, and service delivery in ways that unlock capacity, improve execution, and support growth. This session explores how HR leaders are moving from disconnected experimentation to a clearer, more scalable AI strategy.

What you will learn:

• Set an HR AI strategy tied to business priorities, value creation, and measurable outcomes.

• Redesign roles, workflows, and service delivery so AI supports smarter, higher-value work.

• Build the governance, ownership, and adoption model needed to scale with confidence.

AMany organisations are trying to scale AI on top of fragmented workforce data, inconsistent definitions, and weak cross-functional alignment. Without a trusted workforce data foundation, it becomes harder to plan effectively, make confident trade-offs, or use AI to support better decisions. This session explores how leaders can create a joined-up model that improves trust, strengthens governance, and turns workforce data into a true decision engine.

• Align workforce definitions across HR, Finance, and the business to create one trusted view.

• Improve ownership, data quality, and governance so workforce data is fit for action.

• Connect workforce data to planning, forecasting, and AI-enabled decision-making at scale.

As AI becomes embedded across the enterprise, the CHRO-CIO partnership is becoming critical to whether transformation succeeds. The challenge is no longer just selecting technology, but aligning workforce redesign, digital architecture, governance, and change leadership around one shared agenda. This session explores how the strongest partnerships are defining ownership, reducing friction, and accelerating enterprise value together.

• Clarify what HR leads, what technology leads, and where accountability must be shared.

• Align AI, workforce readiness, operating model redesign, and change into one agenda.

• Build the trust, rhythms, and decision-making needed to co-lead enterprise transformation.

The role of the HR technology leader is expanding from platform ownership to strategic architecture. In the years ahead, the most effective leaders will be those who can connect systems, data, workflows, AI, and employee experience into one scalable people technology strategy. This session explores how senior HR tech and HRIS leaders can shape a more intelligent, connected, and future-ready stack.

• Shift from managing systems to designing the people technology ecosystem for scale.

• Build an AI-ready stack with stronger architecture, integrations, workflows, and data.

• Strengthen HR tech leadership as a strategic partner to HR, IT, analytics, and the busin

AI is already changing how work gets done, but many organisations still lack a clear framework for redesigning roles, workflows, and teams as humans and intelligent agents begin working side by side. The organisations moving fastest are treating work redesign as an ongoing strategic capability, not a one-off exercise. This session explores how to build a more systematic approach that connects job design, skills, performance, and AI deployment.

• Create a clear framework for deciding how work should be divided between humans and AI.

• Redesign roles in ways that maintain clarity, trust, motivation, and workforce stability.

• Connect work redesign to skills, performance, career paths, and operating discipline over time.

Many organisations are approaching AI as a technology rollout, when the harder challenge is cultural. As AI reshapes work, it also changes trust, expectations, accountability, and the unwritten rules that shape behaviour. This session explores how leaders can prevent cultural debt from building beneath the surface by embedding AI fluency, stronger norms, and practical guardrails into the employee experience.

• Spot the early signs that AI is weakening trust, fairness, ownership, or team dynamics.

• Build AI fluency into hiring, onboarding, learning, and performance expectations.

• Reduce shadow AI and strengthen adoption through clearer norms, manager support, and trust.

Strategic workforce planning is shifting from a periodic headcount exercise to a more dynamic capability conversation shaped by AI, skills disruption, and changing business priorities. CHROs need a planning model that links future work, critical capabilities, and external signals so the business can act with greater speed and precision. This session explores how workforce planning is being redesigned for a faster-moving environment.

• Move beyond headcount planning and focus on work, skills, and business-critical capability.

• Use AI, market signals, and talent intelligence to improve foresight and planning accuracy.

• Connect workforce planning to hiring, mobility, learning, and broader business decisions.