As artificial intelligence rapidly advances, it is fundamentally reshaping the nature of work—not only displacing mechanized tasks but increasingly augmenting or replacing cognitive and creative roles. This transformation challenges HR leaders to rethink the foundations of human capital value and workforce design.

In this session, We’ll examine how organizations can stay ahead of workforce disruption by implementing three key interventions: data-informed role restructuring to realign work with evolving business needs; prescriptive learning and development to upskill and reskill talent with precision; and strategic job description redesigns to attract and deploy individuals already equipped with emerging, high-value capabilities. Together, these actions serve not only to augment human capital but also to strengthen organizational competitiveness in an AI-driven economy.

We’ll tackle critical questions:
• Which roles are most susceptible to AI disruption—and which will evolve to create new value?
• How can organizations proactively manage the reallocation of work and navigate internal workforce disruption?
• What is the cost of inaction, and how should HR quantify the ROI of AI-driven transformation?

Through actionable insights and cross-industry examples, this session will equip HR and business leaders to lead with foresight—redefining not just jobs, but the strategic value of human capital in an AI-integrated enterprise.

In today’s fast-paced digital economy, HR technology must do more than function — it must elevate. Join Arun Serikar, Vice President of HR Digital at Schneider Electric, as he unpacks how a unified HR tech stack is enabling Schneider to deliver seamless employee experiences, simplify global operations, and accelerate business transformation.

From streamlining legacy platforms to building a cohesive foundation that supports rapid AI adoption, Schneider’s approach turns complexity into clarity. This session will explore how strong digital governance, integrated platforms, and purposeful AI — including case studies from internal copilots and process automation — are redefining HR’s impact.

Discover how HR tech, when done right, becomes more than just a system. It becomes a growth engine.

Today’s talent doesn’t just ask “What can I do for the business?”—they’re demanding to know “What can the business do for me?” This two-way value exchange is reshaping every stage of the hire-to-retire journey.

Follow “Alex” through her dual experience as both candidate and recruiter, exploring how agentic AI enables unprecedented personalization and localization across each touchpoint. You’ll discover why market dynamics and evolving expectations are driving cultural shifts that require more than traditional HR responses—they demand intelligent, adaptive systems that understand individual needs at scale.

Walk away with practical insights into how agentic AI transforms the complete talent lifecycle, creating experiences where both individuals and organizations win. Because in today’s market, the question isn’t whether you’ll embrace this two-way value exchange—it’s whether you’ll do it before your competitors figure out what Alex already knows.

Strategic workforce planning is a crucial component of any organisation wanting to set themselves up for success. How are we thinking about forecasting what’s required so we know what talent we need in our organisation to deliver on business goals? How does the workforce of tomorrow look different to the workforce of today?

These questions become harder to answer as the speed of change continues to increase. We need to be thinking about and planning for things that may not even exist yet.

In this discussion, HR leaders will come together to share and discuss how they’re tackling strategic workforce planning in their own organisation to support long term business-success.

In today’s world, as many of us navigate tighter budgets and scrutiny on ROI and our impact on business success, it’s more important than ever for HR leaders to drive increased productivity, performance and efficiency, while also being able to measure and report that back to the business. But first we need to define productivity and performance, and what they actually mean. Is productivity redundant if we’re forgetting about effectiveness or value of contribution?

In this panel, we’ll hear from we’ll hear from HR leaders that are driving the performance agenda in their organisation, as they share how they’re rethinking what it means to unlock high performance within their organisation. How can we challenge traditional working norms to rethink performance and productivity? How do you better use performance metrics in succession planning to identify future leaders? And do you measure behavioural performance? How do think holistically to keep performance up while also prioritising wellbeing?

In today’s fast-evolving workplace, relying on instinct is no longer enough—HR leaders need data-driven insights to guide decision-making. This case study will explore how a leading organisation has embedded AI-driven analytics into its people and culture strategy, ensuring every initiative aligns with business objectives.

Discover how their people insights and analytics team identifies workforce challenges—like Gen Z retention struggles and seasonal trade employee turnover—and turns these insights into actionable programmes. Learn how they’ve empowered their entire HR team with the skills to interpret and communicate data trends, making people analytics a core capability rather than a siloed function.

Join this session to gain practical takeaways on using data to predict talent needs, drive engagement, and support business growth—so you’re not just reacting to workforce challenges, but staying ahead of them.