How to Use AI in HR to Scale Recruiting, Mobility, and Workforce Decisions Responsibly

About the Panel Discussion

Right now, one of the biggest blockers to talent outcomes isn’t a lack of effort in HR; it’s misalignment. Today, there’s a recurring gap between HR priorities and broader business strategy, with misalignment showing up in how early HR is brought into strategy, how consistently HR collaborates with the C-suite, and whether talent strategy genuinely maps to business objectives. When those links are weak, HR becomes reactive, employees get mixed messages, and the organisation burns cycles on short-term fixes that don’t compound into capability. 

The upside of getting alignment right is massive because it changes what you can execute. Instead of hiring your way out of problems, you can build a skills-based workforce plan, activate internal mobility, and use talent intelligence to see what capabilities you already have, across employees, candidates, contractors, and alumni,  then redeploy, reskill, and promote faster. The report shows leaders overwhelmingly plan to use AI and also points to the “pacesetter” behaviours that strengthen executive alignment, reduce resistance to strategic HR investment, and improve confidence in meeting fast-changing business needs. 

Join a LIVE interactive panel discussion where you will learn how to diagnose where misalignment is costing you momentum, how to rebuild talent strategy around skills and internal movement (not job titles and gut feel), how to secure C-suite buy-in for a modern HR tech stack that reduces manual work, and how to use AI-enabled talent intelligence to drive measurable gains in staffing, satisfaction, and business performance.

Discussion Topics

• Strategic alignment that sticks: How they’ll connect HR priorities to business strategy so you stop operating in “firefighting mode” and start executing a workforce plan leadership backs. 

• Skills-based workforce visibility: How they’ll use skills and capability data to improve workforce decisions, mobility, and reskilling — instead of defaulting to external hiring. 

• Internal mobility as a retention engine: How they’ll turn growth pathways into real movement, addressing employee frustration around advancement and reducing flight risk. 

• AI + HR tech done right: How they’ll prioritise AI and talent intelligence investments that remove manual work, reduce system sprawl, and improve speed and quality across key HR processes.