Our 2026 Agenda

Most of us are moving faster than ever, yet somehow falling further behind. Between meetings, emails, competing priorities, and constant change, finding time to learn something new—especially AI—can feel impossible. 

This session isn’t about the future. It’s about work that’s already changing.  Through fast-paced, live demonstrations, you’ll see practical AI tools and techniques that are transforming how HR professionals write, communicate, analyse information, build learning, and solve problems today. No hype. No five-year roadmap. Just real examples of work being done differently using tools that are already available. 

Rather than asking you to transform everything, this keynote will challenge you to choose one change that could fundamentally improve the way you work. 

You’ll learn how to: 

• Discover practical AI tools that can immediately reduce administrative work and increase impact.  

• Identify simple, high-value opportunities to improve how you and your teams work today.  

• Confidently take your first (or next) step with AI and other tools – without needing to become a technical expert. 

Many organizations have experimented with AI, but few have converted early enthusiasm into consistent, responsible use. This session moves beyond tool demonstrations to examine the operating conditions that make adoption last: clear use cases, manager reinforcement, workflow integration, governance and measurable business value. 

You’ll learn how to: 

• Diagnose why AI pilots stall and identify the adoption barrier that matters most in your organization. 

• Build a practical adoption plan that connects use cases, enablement, governance and manager accountability. 

• Define meaningful measures of adoption and value beyond logins, licenses and training completion. 

AI can make recruiting faster, but speed alone does not create a strong candidate experience. Using lessons from Jane’s talent acquisition approach, this session explores where automation can remove friction, where human judgment and connection remain essential, and how to redesign recruiting workflows without making candidates feel processed. 

You’ll learn how to: 

• Map the candidate journey to identify where automation improves responsiveness and where it creates risk. 

• Establish clear decision rules for when recruiters should rely on AI, review its output or step in personally. 

• Use candidate feedback and funnel data to improve both efficiency and the quality of the hiring experience. 

Years into hybrid work, many organizations are still testing, adjusting and debating what actually works. In this candid panel discussion, People leaders will share how their hybrid models are evolving, where they continue to encounter friction and what they have learned about team expectations, manager accountability, in-person time, collaboration and fairness. Rather than offering a single formula, the conversation will explore the practical choices and trade-offs organizations are navigating in real time. 

You’ll learn how to: 

• Compare how different organizations are approaching hybrid work and what they have changed along the way. 

• Identify the practices that are improving collaboration, performance and the employee experience—and those that are falling short. 

• Apply practical lessons from other People leaders to strengthen your own hybrid model, expectations and decision-making. 

Many hiring practices are still built around fixed job descriptions, linear career paths, formal credentials and experience with tools that may soon become outdated. This session challenges People leaders to reconsider how roles are designed, which qualifications truly matter and how to identify candidates who can succeed as work continues to change. Through five future-relevant capabilities, the session will explore how organizations can move beyond pedigree and experience to hire for adaptability, judgment, learning agility and long-term potential. 

You’ll learn how to: 

• Reassess roles, job requirements, and credentials based on the work the organization will need—not simply how the job has been done before. 

• Identify five durable capabilities that may be more predictive of future success than industry experience, formal education or familiarity with current tools. 

• Redesign sourcing, interviews and assessments to recognize transferable skills, unconventional career paths and candidates with the capacity to grow. 

This tactical session will demonstrate how to take a real HR challenge and turn it into a simple, usable tool with Claude. Working through a practical example, participants will see how to define the problem, organize the right information, guide Claude through the build process and test the result—moving beyond one-off prompts toward tools that can support repeatable HR work. 

You’ll learn how to: 

• Translate an HR challenge into clear instructions and requirements that Claude can work with. 

• Follow the steps involved in creating and refining a practical tool for an HR workflow. 

• Evaluate an AI-generated tool for accuracy, privacy, usability and responsible application. 

Many hiring practices are still built around fixed job descriptions, linear career paths, formal credentials and experience with tools that may soon become outdated. This session challenges People leaders to reconsider how roles are designed, which qualifications truly matter and how to identify candidates who can succeed as work continues to change. Through five future-relevant capabilities, the session will explore how organizations can move beyond pedigree and experience to hire for adaptability, judgment, learning agility and long-term potential. 

You’ll learn how to: 

• Reassess roles, job requirements, and credentials based on the work the organization will need—not simply how the job has been done before. 

• Identify five durable capabilities that may be more predictive of future success than industry experience, formal education or familiarity with current tools. 

• Redesign sourcing, interviews and assessments to recognize transferable skills, unconventional career paths and candidates with the capacity to grow.