AGENDA
This carefully crafted program combines inspiring keynotes with informal activities and time to build real relationships.
Wednesday
17:00
Welcome Drinks and Nibbles
17:30
TechTalks
Looking to see the latest products available? A fast paced & fun session, our partners have 10 minutes to demo their product’s features and benefits. But when their time is up, it’s up!
This is your opportunity to get updated on the latest technology trends. Grab yourself a drink and pop in to the TechTalks most relevant to you and your business.
Thursday
8:00
Breakfast
8:40
Opening Comments
Kristy Arnold, Head of Leadership, Performance and Talent, Nine
8:50
Keynote: Designing for the Unknown – Building Agility into Future Workforce Planning
Lisa Murphy, Chief People Officer, Fantastic Furniture
Today’s constant state of change means the vision of the future is always evolving, making future workforce planning and org-design an increasingly challenging task for people leaders.
As ‘the only constant is change’, leaders are rethinking their approach, focusing instead on designs agile enough to lift and shift when needed.
Join our speaker to discover how an agile approach to future workforce planning and org-design has allowed their organisation to modernise their workforce strategy, align and inform wider business strategy and confidently prepare for an AI-enabled workforce.
- Understanding what working models could look like in 10 years
- Balancing how workforce planning should influence business strategy and vice versa
- Aligning training and leadership programs to what your organisation needs in the future, not today — exploring upskilling, partnering, and in-house education
- Exploring opportunities and feasibility of skills-based marketplaces
- Ensuring senior leadership is evolving alongside the wider workforce
9:20
Partner Keynote Hosted by Dayforce
9:50
Lean in and Learn: Discussion at Tables
10:00
Presentation: Connecting Culture to Action: Designing Systems That Shape Behaviour
In a world rapidly evolving through changing customer expectations and the growing role of technology and AI, culture cannot rely on values or training alone. It is shaped by both the systems organisations build and the human experiences they create.
Join to learn how to connect culture to the structural levers that drive behaviour — organisational design, recognition, leadership expectations, and performance measurement — while embedding a human-centred approach that speaks to people beyond their roles.
- How to strengthen culture at scale through both systems and human experience
- Why organisational design, recognition, and leadership behaviours shape culture
- Practical ways to embed and measure culture during periods of rapid change
- How to create environments that foster belonging, authenticity, and innovation
10:30
Coffee Break & Networking
10:55
Partner Breakout Hosted by LHH
Partner Breakout Hosted by UTS
Partner Breakout Hosted by Auto-UX
11:25
International Keynote: Maximising People Analytics Through HR–Tech Collaboration
Kalifa Oliver, Executive Advisor, Author, & Sr Director of Technology, Lowe’s
HR holds a wealth of people data, but unlocking its full business value depends on strong, intentional collaboration with technology teams. As organisations evolve, so too do the structures, expectations, and ways HR and IT work together. From shared ownership models to embedded teams, the way these functions interact has a direct impact on how effectively organisations turn data into insight, strategy, and outcomes.
Join Kalifa Oliver, Executive Advisor, Author, & Sr Director of Technology at Lowe’s Home Improvement, as she explores how to build high-impact HR–tech partnerships that maximise the value of people analytics and drive business performance.
- Exploring how varying organisational structures between HR and IT shape collaboration
- Establishing clear governance and decision-making frameworks to accelerate delivery and accountability
- Understanding the full scope of work across teams to improve alignment and execution
- What makes an effective HR dashboard—and why many fail to deliver value
- Getting AI right the first time: aligning HR and IT for successful implementation
- The evolving dynamics and expectations of HR and technology teams in a data-driven organisation
12:00
Partner Breakout Hosted by Gallagher
Partner Breakout Hosted by Partners Wealth Group
Partner Breakout Hosted by ADP
12:25
Networking Lunch
13:25
Think Tank 1: Driving Business Strategy – Empowering HR as a Strategic Partner
Rowen Winsor, Chief People Officer, Bindaree Food Group
Amid widespread restructuring, HR has a unique opportunity to cement its seat at the executive table. As technology and legislation reshape the workforce, HR leaders must confidently guide decisions and assert their influence at the executive level.
In this session, explore practical ways to use tools, link HR initiatives to business impact, and build the confidence to ensure HR’s influence is both heard at the executive table and understood by HR team members at all levels.
- Utilising data and people analytics to measure and demonstrate the value of HR initiatives and align to business goals
- Speaking the language of the boardroom — understanding how people strategy fits into wider organisational conversations
Think Tank 2: Traditional Change Management is Dead – Modernising, Resetting Expectations and Integrating Frameworks to Move Past Change Fatigue
Ajay Plunkett, GM, Future Workforce and Capability, nbn Australia
The concept of change management has existed for decades, but in a period of constant upheaval, it too must evolve.
This session will explore practical ways to modernise change management by integrating it into delivery, leveraging AI and digital tools, and drawing on cross-disciplinary expertise to support sustainable transformation.
- Resetting expectations around change and transformation
- Centralising and championing change management, ensuring it gets the attention it deserves
- Normalising change: encouraging curiosity, interest and personal wellness over resilience
- Exploring how digital tools and cross-functional expertise can modernise change management
Think Tank 3: Moving Beyond a Compliance Mindset – Taking a Practical & Holistic Approach to Psychosocial Safety
Sarah MacKenzie, Head of Human Resources & Health, Safety & Environment, Rheinmetall
Psychosocial safety legislation has driven organisations to focus on risk, checklists and compliance, but time has come to move beyond a compliance mindset and take a more holistic, unified approach.
As the legislative landscape continues to evolve and the lines between HR and safety get blurred, it can be easy to get lost, but this session will explore practical ways to operationalise psychosocial safety across teams and leadership.
- Moving beyond surveys, checklists, and compliance controls to create actionable outcomes that stick
- Integrate HR and safety for a unified, organisation-wide approach
- Exploring practical strategies to leverage psychological safety for stronger team performance, productivity and engagement
Think Tank 4: Strengthening Growth and Development Pathways to Maximise Retention and Upskill for the Future
Helen Nicotera, HR Director, Groupe Clarins
Are your people doing the best work of their lives? Are they equipped with the skills they need to thrive as roles and responsibilities evolve? Join this session to learn how organisations are transforming growth and development pathways and preparing their people for an as-yet undefined future:
- Encouraging a skills evolution – mapping skills and integrating key gaps into learning and development opportunities to ensure your workforce evolves effectively
- Understanding necessary skills and roles across your entire ecosystem to enable increased internal exposure and encourage mobility
- Understanding where automation and offshore opportunities can help the development of new, attractive roles
Think Tank 5: So, You Want to Scale AI? Exploring Challenges and Opportunities of Keeping People at the Centre of the AI Conversation
Veronica Sargeant, Head of HR, APAC, eToro
By now, you’re more than likely aware of the benefits of AI and its potential to improve efficiency and productivity. But in order to embed AI at scale, you also need to be cognisant of potential challenges, as well as opportunities for HR to drive value.
In this interactive session, join fellow HR leaders to discuss how real, large-scale AI implementation should be managed.
- How can HR leaders drive people-centric AI transformation through co-design
- What happens when AI truly begins to affect people and job roles?
- What are the potential pushbacks from unions, health and safety, digital regulation and more?
- What are the responsibilities of people teams to upskill and reskill their workforce to thrive in an AI-centric world?
- How can you truly bring your people along with you on the journey?
14:10
Partner Keynote Hosted by Deel
14:45
Wine Tasting Hosted by Eightfold
Golf
Paint & Sip
Pickleball: All Levels Welcome!
Workshop
19:00
Pre-Dinner Drinks Reception
19:45
Gala Dinner Hosted by Randstad Enterprise
22:00
Close
Friday
7:00
Hotel Check-Out
8:00
Breakfast
8:40
Opening Comments
Kristy Arnold, Head of Leadership, Performance and Talent, Nine
8:50
Partner Keynote
9:20
Panel Discussion: The Evolving HR Leader – Balancing Productivity and People, Efficiency and Strategy
Moderated by: Kristy Arnold, Head of Leadership, Performance and Talent, Nine
Kate Ludwig, Chief People Officer, Storyhouse Early Learning
Sam Sheppard, Chief People Officer, Wesfarmers Health
HR is transforming, and so are its leaders. Emerging roles are blurring the lines between generalist, specialist, and strategic partner, requiring new skills, ways of working, and mindsets.
In this current period of transformation, the HR function itself will emerge looking different to how it ever has before. Is HR transforming into the productivity enabler for the business? Is a Chief Work Officer the new norm? How will the department transform when agentic agents are working alongside human employees?
Join to hear views from a diverse range of HR leaders on how HR should evolve to drive maximum value to the organisation while safeguarding the workforce.
- How HR roles are evolving to meet changing business and workforce demands
- Practical ways leaders are transforming their skills and influence
- Balancing productivity and people guardianship to deliver strategic impact
10:00
Lean in and Learn: Discussion at Tables
10:15
Partner Breakout Hosted by Achievers
Partner Breakout
Partner Breakout
10:40
Coffee Break & Networking
11:05
Think Tank 1: Driving Business Strategy – Empowering HR as a Strategic Partner
Rowen Winsor, Chief People Officer, Bindaree Food Group
Amid widespread restructuring, HR has a unique opportunity to cement its seat at the executive table. As technology and legislation reshape the workforce, HR leaders must confidently guide decisions and assert their influence at the executive level.
In this session, explore practical ways to use tools, link HR initiatives to business impact, and build the confidence to ensure HR’s influence is both heard at the executive table and understood by HR team members at all levels.
- Utilising data and people analytics to measure and demonstrate the value of HR initiatives and align to business goals
- Speaking the language of the boardroom — understanding how people strategy fits into wider organisational conversations
Think Tank 2: Traditional Change Management is Dead – Modernising, Resetting Expectations and Integrating Frameworks to Move Past Change Fatigue
Ajay Plunkett, GM, Future Workforce and Capability, nbn Australia
The concept of change management has existed for decades, but in a period of constant upheaval, it too must evolve.
This session will explore practical ways to modernise change management by integrating it into delivery, leveraging AI and digital tools, and drawing on cross-disciplinary expertise to support sustainable transformation.
- Resetting expectations around change and transformation
- Centralising and championing change management, ensuring it gets the attention it deserves
- Normalising change: encouraging curiosity, interest and personal wellness over resilience
- Exploring how digital tools and cross-functional expertise can modernise change management
Think Tank 3: Beyond the Survey – Driving Meaningful Engagement for the Modern Workforce
Kelly Allen, Director of People & Culture, HelloFresh
Today’s workforce is more complex than ever — spanning generations, employment types, and working models from hybrid to fully remote. With employees bringing increasingly diverse expectations and priorities, organisations need better ways to stay connected to their people.
The challenge for organisations is shifting from measuring engagement to acting on the insights that meaningfully improve culture, productivity, and performance.
- Exploring engagement offerings for more diverse and distributed workforces
- Meeting growing expectations for feedback to drive visible change
- Understanding the factors that truly drive engagement for your workforce, such as career growth, recognition and sustainable workloads
- Utilising AI to speed up your team’s ability to change based on feedback
Think Tank 4: Driving Sustainable High Performance Through HR Management
Jennifer Kolar, Head of HR, IPAC, CAE
HR leaders are uniquely positioned to structure work, empower teams, and embed tools and practices that create engaged, productive and fulfilled workforces.
Join this session to learn how organisations are transforming growth and development pathways and preparing their people for an as-yet undefined future.
- Optimising work patterns and embedding AI to increase employee performance sustainably
- Empowering teams — boundary-setting and self-directed work
- Managing workload and overwhelm to keep employees on track
- Measuring success — tracking engagement, performance and wellbeing
Think Tank 5: DEI in a Shifting Global Landscape — Linking Initiatives to Business Performance
Anne Paredes, Human Resources Director, Australia & NZ, Abbott
While sentiment towards Diversity, Equity & Inclusion remains strong in Australia, a global trend of declining resources, funding, and board-level attention creates greater potential for reputational and compliance risk.
Now more than ever, Human Resources should be championing DEI — but what does this look like in today’s environment? Which factors are non-negotiable to remain compliant and, in an increasingly sensitive landscape, how can HR uphold organisational values meaningfully while aligning with business strategy?
Join to discuss:
- What can organisations not afford to drop
- Measuring and showcasing how DEI initiatives strengthen your organisation and drive performance
- Understanding long-term risks of a tick-box approach to DEI on reputation, talent acquisition and productivity
12:00
Presentation: The Middle Is Breaking – Rethinking Leadership and Load to Strengthen Management Capability
Natalie Tesolin, GM People Culture and Safety, EVT
Australian organisations are flatter, leaner and more matrixed than ever. Middle leaders are carrying increasing commercial, emotional and cultural load, often without the authority or support to match.
At the same time, many businesses still rely on outdated leadership models that no longer reflect how work actually happens.
This session will give delegates an opportunity to rethink leadership development to better equip middle managers for the unpredictability of today.
- Focusing training on practical capabilities such as commercial acumen, problem solving, emotional intelligence, influence and resilience to better equip leaders to manage through constant change
- How do we redesign spans of control, decision rights and role expectations to prevent burnout?
- Looking past capability gaps at the bigger issue — how do you fix outdated leadership systems?
- Determining if traditional leadership pipelines are still fit for purpose
12:30
Closing Session: Real Stories, Real Talk – HR Transformation for Increased Efficiency & Cost Savings
Alexandra Szandurski, Chief People Officer – Investments, Lendlease
Efficiency continues to be a buzzword for HR leaders in 2026. Tech advances have led organisations to focus attention on tools, but it is paramount to understand how these will influence process and behaviour changes in the first instance. Equally important is how HR partners with the business to define its strategic role — clarifying what people should and should not be doing, and how to start leveraging AI and shared services effectively.
This session will combine two formats, with Alexandra Szandurski giving a short, 15-minute case-study presentation followed by a 15-minute fireside chat. She will showcase her approach to organisational transformation with key metrics and results, followed by a deep-dive discussion answering your questions and giving you the best of both worlds — key stats and results alongside honest, Chatham House Rules conversation.
- Removing drudgery through agentic AI and automation and ultimately reducing cost to serve
- Exploring where you need more cross-functional centres of excellence and standardised processes to avoid duplication and increase economies of scale
- Partnering with the business to define HR’s strategic role
- Cementing change management as a key enabler for success
- Strategising reinvestment and cost saving decisions with data-led decision making to avoid absorption of savings
13:00
Closing Comments & Networking Lunch
Kristy Arnold, Head of Leadership, Performance and Talent, Nine