How to Move from Static Job Architectures to Skills-First Workforce Design

About the Panel Discussion

The pace of skills evolution has now overtaken traditional workforce structures. Static job descriptions, linear career paths, and role-based workforce planning no longer reflect how work is actually done. Job-readiness — the ability for people and organizations to continuously acquire, adapt, and apply skills — has emerged as the real currency of resilience. Without it, workforce planning becomes reactive, mobility stalls, and skills gaps widen faster than HR can respond.

Investing in a skills-first approach unlocks far more than workforce flexibility. Organizations that make skills visible, measurable, and actionable can anticipate emerging gaps, redeploy talent faster, and shift from reactive workforce planning to proactive capability design. Skills intelligence becomes the connective tissue between strategic workforce planning, internal mobility, learning, succession, and retention. Those who lead here turn employability into a leading indicator of business performance, agility, and long-term competitiveness.

Join a LIVE interactive panel discussion where you will learn how senior HR leaders are building job-readiness into the fabric of their workforce strategy. They’ll discuss how to redesign workforce planning around skills, use AI and skills data to predict future capability needs, enable internal mobility at scale, and turn employability into a measurable driver of agility, resilience, and business performance.

Discussion Topics

• Job-Readiness as Strategy: How leading organizations treat employability as a core workforce capability, not an HR initiative.

• Skills-First Workforce Design: How to move from roles and titles to dynamic, skills-based operating models.

• AI-Powered Skills Intelligence: How real-time skills data enables predictive workforce planning and internal mobility.

• Mobility Before Hiring: How to close gaps faster by redeploying and reskilling internally.