Let us dive into short, solution-oriented peer-to-peer discussions to set the tone for the day ahead. This segment will allow delegates to get to know each other better, start the day fresh with networking, as well as quickly pivot into solution mindset, by discussing real-life solutions to some of the key challenges being faced across the industry.

Topics of discussion comprise the following:

1. No one left behind: Scaling bottom-up AI learning
   • How do we ensure every employee – not just digitally-fluent generations – can work with AI effectively?
2. Redesigning roles for the human + AI workforce
   • What’s the fastest way to re-map tasks between people and AI without disrupting operations?
3. Trusting the machine: Building confidence in AI outputs
   • How can organisations teach teams to trust, question, and calibrate AI recommendations responsibly?
4. Winning hearts, not just adoption rates
   • How can we make change management stick when employees resist new tools?
5. FOBO and burnout: Tracking the hidden cost of AI adoption
   • How can we measure and reduce technostress without slowing down innovation?
6. Empowering the middle: Managers as AI multipliers
   • What do managers need to lead effectively in an augmented workplace?

Learn from a speaker who will ground this presentation in a real organisational use case, sharing how AI was integrated not just as a tool, but as a strategic capability that reshaped workforce models, productivity, and leadership behaviours. 

As such, this keynote speaker will share their integration journey and provide a forward lens into what the next phase of AI-enabled organisations will look like: 

• How their organisation shifted from fragmented automation pilots to a unified AI ecosystem embedded across operations, leadership, and human resources. 
• Real life examples of successes and missteps in their journey. 
• How they built trust in AI: transparent governance, psychological safety, and communicating the “why” behind AI decisions.

This session reimagines HR as a product organisation – where Centres of Expertise (CoE) potentially become product teams; HRBPs become talent portfolio managers; and HR tech becomes a business capability.  

In this session, we build a vision of the future HR operating model by passing the mic to three leaders, each of whom will get 10 minutes to present their ideas in two slides or less.  

The goal: make HR more scalable, data-driven and outcome-focused.  

Expected discussion points by each speaker may include: 

• Blueprints for converting the HR operating model into one that is more agile and responsive to changing needs.  
• New HR KPIs that would tie directly to business outcomes (such as time-to-skill, talent yield, internal mobility). 
• How to balance the speed of experimentation with milestones to measure progress, as well as budgeting & resource allocation.

Join us for a networking experience designed to get you on your feet and help you make valuable connections! Stay refreshed post lunch by meeting your peers, exchanging ideas, and expanding your network through a series of brief, purposeful conversations.

Leaders across industries have said time and again – adapting to technology, or procuring the latest tools, is not as much of a challenge as is the resistance to new tools, driven by old-school mindsets, that remains the single biggest blocker to impact.  

In this lively on-stage panel discussion, get set to understand: 

• How to embed change management best practices into the culture and behaviours rather than as an after-thought.  
• Simplified and impactful solutions to foster agility, resilience, empathy, and future-readiness capabilities for leaders and people managers. 
• Practical tactics to convert tech investments into real productivity and value beyond frontline adoption targets or uptake metrics.

AI’s promise would collapse without clean, governed data, and clear guardrails around usage and handling of sensitive information. As such, the first step in data governance should be cross-functional ownership to ensure CHROs and CTOs are working together to screen tools and set rules on what can or cannot be done using AI.  

In this one-on-one candid chat between a head of HR and a head of IT, we explore the potential for collaboration between the two functions. We also look at the controls these leaders can establish to create trust, such as transparency and explainability, such that they are business imperatives, neither optional add-ons nor checkbox compliance tasks. 

Talk points include: 

• Deriving an enterprise AI governance playbook based on both viewpoints. 
• KPIs to operationalise in screening AI tools for explainability, bias testing, integration effort, change cost, etc. 
• How to present governance decisions to employees to maintain trust.

From understanding generative AI’s impact on workforce design to interpreting skills-gap analytics, it’s hard to be relevant as an HR leader today if we cannot speak both the language of the business and talent – and a third one, technology. 

In this hands-on session, our guests will take away new skills that they can put into use right away – ensuring that the HR function leads, rather than follows, the AI revolution.

With the rapid rate at which new tech and AI advancements are being introduced, decision-makers in every organisation must ask one crucial question: is this tech worth investing in for the long term, or is it a short-term fad waiting to be replaced? 

Making the business case for investing in tech is a corporate gamble, and justifying such investments to senior management and decision-makers is a heavy process. In this session, we invite our speakers and delegates to candidly share their experiences and use cases when presenting business cases for an organisation’s advancement.

The conference may be all wrapped up, but we look forward to hosting all our delegates for an informal networking session where we can discuss some of our top learnings of the day. Unwind, exchange reflections, and toast to new partnerships!