In this session we bring together C-suite people leaders (CEO, CHRO and CMO) to discuss real-life challenges in people management, and how this can contribute to building highly elastic HR policies.

• Championing diverse work models – managing in-office vs remote and hybrid setups
• Navigating the talent shortage – how deeply do you build, buy or borrow talent?
• Multigenerational workforce – managing varied communication styles, learning agilities, values, and expectations
• It takes a drop to make waves – The role of people leaders in driving the ESG mandate.

In this Lightning talks session, immerse yourself in stories of personal transformation, as two HR speakers take the stage in quick succession. They will share:

• Their transformation journey: Lessons learned, milestones achieved, relationships built, and new mindsets & behaviours that are here to stay
• How they have cultivated a powerful mindset that relies on resilience, optimism, and wellbeing in their personal and professional lives
• Soaring stress levels: Given the scale and seriousness of burnout, how do we ensure people don’t find it difficult to talk openly about mental health issues?

In this holistic panel discussion, look forward to a CEO, CFO, and CHRO taking the stage to discuss what they do best – money matters. Key takeaways from this conversation include:

• How C-suite leaders can collaborate to build sustainable business models that impact people’s learning, careers, and experience
• The importance of being able to speak the language of business, i.e. financial literacy, for C-suite leaders, and how to trickle that down to their teams
• Decoding the ROI of HR programmes through the C-suite’s lens – the business impact of employee turnover, restructuring, and development
• Creating business resilience in a world of uncertainty

In this session, learn about:

• IBM’s journey with AI in HR – how IBM has been at the forefront of incorporating AI into HR practices.
• How AI integration in HR can lead to significant improvements in various HR functions – streamlined processes, enhanced efficiency, objectivity (commitment to diversity and inclusion), and personalisation.
• The collaboration between human expertise and AI capabilities that will be the key to unlocking the full potential of HR in the digital age.

This is exactly why time and resources need to be invested in leadership development. In this session, we hear from our esteemed HR speaker on:

• Are we training leaders for the sake of it, or are we really giving them future-proof skills they need to thrive in today’s uncertain realities?
• Equipping leading with skills to help employees determine their work styles, understand which work styles suit them best, and give feedback on the organisation
• Learning new ways for leaders to manage hybrid teams and ensure that trust and regular communication takes place to build strong team dynamics

In this session, we look into innovative strategies to hire high-quality employees through a series of roundtable discussions across the room. Key discussion items include:

• How to win the bidding war in a talent-led market – by creating a continuous pipeline of talent and tapped into the ‘hidden’ workforce
• Investigating what defines ‘best-fit talent’ – going beyond assessing technical know-how to focus more on business skills, human skills, and other soft skills
• Diversifying the candidate pool by rigourously implementing bias-removal methods, language, and job descriptions throughout the hiring process

Let’s come together for this panel discussion to hear about:

• Stacking up the new list of priorities – How the landscape of changing employee expectations is forcing employers to reconsider the value they are offering
• Balancing personalisation with efficiency – Looking into the design of effective programmes for managing talent in this new economic reality
• Methods to integrate the EVP consistently at every touchpoint throughout the employee lifecycle – from recruitment to onboarding, talent development, and beyond

• Ways to become an equal opportunity employer by imbibing inclusion in our values, culture, jobs, structures, and behaviours
• Is it helpful to have metric to improve the representation of women in the workforce or do they create a check-box mentality?
• Initiatives that HR can rollout to improve inclusion in the workplace