This inspiring and thought-provoking keynote sets the tone for the future of Human Resources – one where AI is not a threat, but a transformative ally. Daniel Strode takes the audience on a fast-paced journey through the AI trends reshaping the world of work, the regulatory landscape, and the profound impact on HR roles, systems, and strategy.  Daniel introduces powerful concepts – from AI-powered workforce archetypes to the 5Ps of AI in HR – and shares real-world, practical applications being implemented by leading companies today. With his global perspective and warm, engaging delivery, Daniel energizes the audience to move from hesitation to action.  Key Takeaways:

• A clear understanding of AI’s impact on talent, skills, and workforce models 

• Practical, low-risk ways to begin using AI in HR today 

• Insight into global AI regulation, ethics, and risk mitigation 

• A motivational call-to-action for HR to lead the AI revolution – not follow it 

For years, leaders have navigated the unpredictable seas of VUCA. But that world has changed. Today, it is BANI: Brittle, Anxious, Nonlinear, and Incomprehensible. Systems shatter without warning. Cause and effect no longer follow logic. Teams are overwhelmed, stressed and fatigued. Strategies built for stability are faltering, and leaders are under pressure to act decisively in conditions that defy prediction. This new world requires a new leadership response — APEX leadership equips leaders to become Antifragile, growing stronger through disruption; Purpose-driven, anchored to bold, meaningful goals; Explorers, curious, adaptive, and willing to experiment; and Xenophiles, open to unfamiliar perspectives that unlock new value. APEX Leaders don’t just cope with change, they turn uncertainty into competitive advantage.

In this panel CHROs will discuss practical strategies for integrating AI while preserving human connection, addressing workforce transformation challenges and building resilient organizational cultures in an automated world.   Key Discussion Topics: 

• The Trust Equation: How do you maintain employee confidence while deploying AI systems that fundamentally change how work gets done?  

• Talent Revolution: What new competencies are you prioritizing in hiring and development as AI reshapes every function? 

• Culture at Scale: How are you preserving organizational identity and values when AI mediates more employee interactions? 

In her keynote, Deborah will share the big message of her latest book: to ride the waves of continuous, disruptive change with ease, we have to learn to let go of our inner conditioning to what is desired or expected (our ‘oughts’) and fully immerse ourselves in the truth and reality of all that comes our way (‘what is’).   This journey, to travel from our wiring to reality, is not without discomfort, as it requires us to loosen our loyalties to fields of belonging (our tribes, ideologies, professional codes, departmental beliefs, ways of working) so that we can meet and acknowledge the world as it truly is, not how we have learned to see it. While deeply philosophical, Deborah’s keynote will be eminently practical, bringing key messages for all leaders today: in a world in which answers to ’the what’ are fluid and in continual play, and which moreover will increasingly come from AI and digital technology, a leader’s task is to focus on the ‘how’ of creating organisations and teams that can flourish in adaptive contexts. This stance empowers us to adopt a subtle yet profound shift in orientation; moving from judgement to awareness, from prescription to description, from control to participation.   Change emerges not by bending the world to our will, but by fully meeting it where it already stands. This, more dynamic and emergent approach to change, will enable us in both big and day-to-day change, to generate greater awareness, flow and commitment to change within the teams, communities and contexts within which we have passion and influence.

HR creates value when it delivers outcomes that matter to employees, customers, investors, and communities simultaneously. This session explores frameworks for architecting people strategies that generate measurable stakeholder returns.

• How do HR outcomes create differentiated value for each stakeholder group? 

• What business cases position people investments as stakeholder returns? 

• Which governance structures ensure HR accountability across stakeholder interests? 

In this session you will hear a unique story of how Alimak Group built its People and Culture function from zero. With limited resources, internal talent and strong leadership alignment, HR team introduced modern tools and became a key engine for engagement, performance and measurable business growth. •What was the biggest problem when we started building the People and Culture team? How did we solve it? •Which new tools or ways helped us most to improve employee engagement and business results? •How did we get business leaders to support HR and work closely with them?

C-suite leaders demonstrate how stakeholder-centered HR strategies create competitive advantage, enhance customer loyalty, and generate sustainable returns through superior human capital management.

Innovation leaders demonstrate how strategic learning initiatives create the human capabilities necessary for sustained innovation and market leadership.

High productivity emerges from systems that enhance rather than constrain human capability. Explore frameworks for designing performance environments where individual strengths create organizational advantage. 

• How do performance systems multiply rather than merely measure human contribution? 

• What organizational designs unlock latent individual and collective capability? 

• Which environmental factors accelerate both individual growth and business results? 

Business velocity requires learning velocity. This session explores how to build organizational learning capabilities that keep pace with market change while enhancing individual career value. 

• What learning systems enable organizations to adapt faster than market change? 

• How do we scale personalized learning while maintaining cost efficiency? 

• Which learning approaches generate immediate application and long-term capability? 

Organizations win through superior capability development that serves both business needs and individual career advancement. Learn frameworks for building skills that create market differentiation. 

• How do we identify skills that generate both business value and individual career growth? 

• What learning architectures create sustainable capability advantages over competitors? 

• Which development investments generate measurable productivity and engagement returns?

DEI leaders confront the unintended consequences of personalized work experiences: some employees thrive with flexibility while others struggle without structure. How do you ensure that individualized approaches don't amplify existing inequalities or create new forms of exclusion? 

• How do you prevent personalized work arrangements from privileging those who already have social and economic advantages? 

• What guardrails ensure that flexibility doesn't become another barrier for employees who need more support and structure? 

• Which equity frameworks help you design individualized experiences that genuinely level the playing field? 

As organizations become more geographically and culturally distributed, traditional culture-building approaches break down. Discover how to nurture belonging and shared purpose across distance, difference, and diverse working arrangements without forcing conformity. 

• How do you maintain cultural coherence when teams rarely meet in person and span multiple time zones? 

• What rituals and practices create shared identity across diverse, distributed workforce segments? 

• Which communication and collaboration tools genuinely support belonging rather than just productivity? 

True inclusion requires meeting people where they are—with different working styles, life circumstances, and career aspirations. Learn how to design flexible work experiences that honor individual differences while maintaining team effectiveness and business outcomes. 

• How do you balance individual preferences with team cohesion and collaborative effectiveness? 

• What systems enable meaningful choice in how, when, and where people contribute their best work? 

• Which personalization approaches strengthen rather than weaken organizational culture and performance? 

Organizations are discovering that singular corporate cultures often exclude more than they include. This session explores how to intentionally design multiple cultural spaces within one organization, enabling authentic belonging for diverse identities while maintaining strategic alignment and shared purpose. 

• How do you create space for multiple cultural expressions without fragmenting organizational identity? 

• What structural changes enable underrepresented groups to build authentic community within the workplace? 

• Which leadership behaviors foster inclusive cultural ecosystems rather than assimilative corporate cultures? 

 CHROs and business leaders share examples of how employee engagement strategies simultaneously served investors, communities, and brand reputation. 

• How do you structure HR initiatives to align with ESG goals? 

• What stakeholder-inclusive engagement models are emerging in leading firms? 

• Can employee activism be a business asset? 

Move beyond “engagement” by designing work that maximizes value for both employees and end users. Explore co-creation models, customer feedback loops, and value-centric KPIs. 

• How do job designs that benefit customers improve employee motivation? 

• What KPIs capture both employee satisfaction and customer impact? 

• Can customer-centricity be an HR design principle? 

Employees care deeply about whether their work contributes to something larger. This session explores how aligning roles with organizational purpose increases engagement, customer impact, and retention. 

• How do we translate company purpose into daily employee experiences? 

• Which practices connect frontline work to social, environmental, or customer outcomes? 

• What happens when employees don’t see themselves as stakeholders? 

In this Masterclass, participants will gain insights into and strategies for designing change processes that will generate movement within their specific change cases. Participants will discover how their organisation currently approaches change using the Still Moving Change Approaches questionnaire. They will then be guided through the Change Approaches framework - four different ways to approach change dependent on how top-down/participatory, or simple/complex the underlying design - and discover which approaches work best for dynamic contexts where old ways of doing things will not generate new results. Through cases, stories and practical checklists, participants will come away inspired to make adjustments to how they go about change, and, importantly, with ideas for how they can coach their business leaders to change their approach to change too.   If increasing change capability in your organisation is top of your priority list for an HR leader today, and you have a sense that you are using same-old, same-old tactics that are not really generating movement, then this Masterclass will speak to you!

We are living through a once-in-a-century transformation. Everything is being reshaped. You're contending with fractured global supply chains, unstable market dynamics, and AI breakthroughs that promise efficiency but threaten coherence. Your people are stressed and stretched thin, unsure of their place in a shifting system, and struggling to stay motivated amid rising mistrust and social fatigue. Leadership priorities are diverging as pressure mounts and alignment fades. Your current trajectory is built on legacy logic, and while the business is moving fast, you're unsure if it's moving in the right direction.  

In this Masterclass, participants will gain insights into and strategies for designing change processes that will generate movement within their specific change cases. Participants will discover how their organisation currently approaches change using the Still Moving Change Approaches questionnaire. They will then be guided through the Change Approaches framework - four different ways to approach change dependent on how top-down/participatory, or simple/complex the underlying design - and discover which approaches work best for dynamic contexts where old ways of doing things will not generate new results. Through cases, stories and practical checklists, participants will come away inspired to make adjustments to how they go about change, and, importantly, with ideas for how they can coach their business leaders to change their approach to change too.   If increasing change capability in your organisation is top of your priority list for an HR leader today, and you have a sense that you are using same-old, same-old tactics that are not really generating movement, then this Masterclass will speak to you!

AI is changing everything by taking over routine tasks and transforming how work gets done. But this doesn’t mean the end of HR. Instead, HR’s role is shifting: focusing even more on people’s growth and wellbeing. This future is only possible if HR leads with care and balances AI’s power with the responsibility to protect and empower every employee. So, how can HR take charge and shape this new AI-driven world? Let’s explore.

AI now outperforms human managers at predicting who will succeed, stay, and lead. As algorithms handle talent identification, performance prediction, and skills gap analysis more accurately than traditional methods, what uniquely human value do HR professionals bring to talent management? 

• How do you balance AI-driven talent decisions with the human intuition and relationship-building that define great people leadership?  

• What new competencies must HR teams develop to effectively govern talent algorithms while preserving authentic employee development?  

• How do you restructure talent management processes when AI handles succession planning, skills matching, and career pathing more effectively than manual approaches? 

Your AI learning platform recommends skills training that employees love, but you can't explain why. Your talent analytics predict turnover with 90% accuracy, but the algorithm's logic is opaque. As AI systems become more sophisticated, they increasingly outpace human understanding—creating a dangerous gap between potential and responsibility. 

• How do you maintain responsible oversight of AI systems that operate beyond human comprehension yet deliver superior results? 

• What governance frameworks help you harness AI's growing potential while ensuring you can still answer for its decisions? 

• Which control mechanisms preserve human accountability when AI becomes too complex for traditional management approaches? 

AI promised to eliminate hiring bias, speed up recruitment, and identify top talent. Instead, you're drowning in false positives, explaining algorithmic rejections to angry candidates, and discovering your "unbiased" system replicates every historical inequity. How do you capture AI's potential while avoiding its pitfalls? 

• How do you harness AI's talent identification power while maintaining the human judgment that builds great teams? 

• What responsibility frameworks ensure AI enhances rather than replaces critical HR decision-making? 

• Which governance structures help you deliver on AI's promise without sacrificing your organization's values? 

CHROs are evolving from managing internal organizations to architecting complex business ecosystems that include strategic partners, vendor networks, and cross-industry alliances. How do you design HR strategies that enable seamless collaboration across organizational boundaries? 

• How do you align culture, values, and performance standards across multi-organizational partnerships and joint ventures? 

• What HR frameworks enable effective collaboration when teams span different companies, geographies, and business models? 

• Which governance structures ensure accountability and shared success metrics across your extended partnership ecosystem? 

Discover how HR can act as ecosystem architects by making people data accessible and scalable across all leadership levels. This session explores how AI and People Analytics help empower managers to make informed decisions that drive connection, performance and growth.

• How can HR make people insights accessible to managers beyond senior leadership?
• What role can AI and People Analytics play in scaling data-driven decision-making?
• How can HR balance data accessibility with ethics and regulations like the AI Act?

As the boundaries of organizations expand beyond traditional structures, HR leaders are expected to build more agile, resilient, and future-proof teams. But to do that successfully, they must widen their scope beyond traditional employment, and that includes freelancers. In this session, Malt will show how forward-thinking companies across Europe are integrating freelance talent into their workforce strategies. You’ll discover why HR has a vital role to play in this shift: from ensuring a seamless onboarding and performance process to safeguarding well-being, supporting legal compliance, and aligning freelance talent with long-term skill needs. The transition to Total Talent Management (TTM) requires HR and procurement to work hand in hand: balancing efficiency and flexibility with a human-centered approach. Whether it's filling urgent gaps, managing talent scarcity in tech and digital roles, or protecting against legal risks like contract requalification, HR has a growing stake in managing this part of the workforce. You’ll walk away with actionable insights, data-driven benchmarks, and real-world examples that will help you:

• Better collaborate with procurement
• Build a compliant and inclusive freelance strategy
• Anticipate skills gaps with external talent
• Position HR as a driver of innovation in a rapidly changing world of work

This highly practical, hands-on session is designed for HR leaders who want to move beyond buzzwords and actually implement AI in their function. Daniel Strode equips participants with the tools, frameworks, and confidence to act – today.  The workshop combines expert input, live demonstrations, small group activities, and real HR use cases. Participants will map their own processes using Daniel’s AI Opportunity Matrix, identify high-impact areas for AI application, and walk away with a tailored 30-day pilot plan. It’s the perfect mix of strategic insight and pragmatic execution.    What Makes This Session Unique:   

• Tailored for HR executives – assumes strategic responsibility and leadership ambition 

• Uses Daniel’s proprietary frameworks (e.g., the 5Ps Model, AI Worker Archetypes) 

• Focuses on safe, ethical, and value-creating AI use 

• Participants leave with something done, not just discussed 

• Clarity on where and how to apply AI in HR today 

• An actionable 30-day plan for piloting AI in one area of the HR function 

• A deeper understanding of risk management, compliance, and bias mitigation 

• Inspiration and confidence to become AI-enabled leaders 

Junior positions disappear as AI handles basic tasks traditionally performed by new graduates and entry level employees. Leadership development programs lose their foundation when there are no stepping stone roles. Future executives have no pathway to gain experience before reaching senior positions. Industry leaders explore new models for developing tomorrow's leadership talent. 

• How do you develop future leaders when AI eliminates traditional career progression paths? 

• What experience do potential executives need when machines handle most operational learning opportunities? 

• Should leadership development start at senior levels since junior roles no longer exist? 

Executive coaches struggle to develop leaders who must manage both human teams and AI systems simultaneously. Traditional leadership models fail when algorithms make operational decisions while humans handle strategic vision. Coaching approaches need complete redesign for leaders navigating human emotions alongside machine logic and efficiency. 

• How do you coach leaders to manage teams that include AI as active participants? 

• What leadership behaviors work when humans set direction but machines execute most tasks? 

• Should coaching prioritize emotional leadership since AI handles analytical decision making? 

Traditional talent identification breaks down when AI tools make average performers look exceptional. High potential employees become harder to spot when machines amplify everyone's output equally. Recruiting and promotion decisions fail when AI masks true capability differences. Learn new methods for recognizing genuine talent in AI augmented environments. 

• How do you identify top talent when AI makes mediocre workers appear highly skilled? 

• What human qualities predict success when machines handle most technical competencies? 

• Should talent assessment focus on AI collaboration ability rather than individual expertise? 

Automation handles routine tasks while employees struggle to find meaning in remaining work. People question their value when machines perform their jobs more efficiently. Engagement strategies designed for human-centered work fail in AI-augmented environments. Industry leaders share approaches for maintaining motivation when technology dominates most business processes. 

• How do you engage employees when AI handles the parts of their jobs they found most interesting? 

• What motivates people to care about work when machines could replace them tomorrow? 

• Should engagement focus on human creativity since AI manages everything else? 

This session looks at how employee well-being is linked to performance at work. We will talk about how companies can use data and research to create well-being strategies that truly help people not only to feel better, but also to do their best work. We will also explore the role of leaders and workplace culture in making well-being part of everyday life at work, not just a temporary project. •What kind of well-being data gives the most useful information about employee performance, and how can leaders use this data in the right way? •How can companies use data to guide their well-being efforts while also showing care, empathy, and understanding? •What can leaders do to make sure well-being is part of the company culture for the long term, and not just a short-term trend?

Company values clash with employee reality when teams never meet in person. Traditional culture building fails in distributed workforces where people work different hours across multiple time zones. Shared purpose disappears when employees feel disconnected from colleagues and company mission. Learn to build authentic culture without forcing people into offices. 

• How do you create belonging when half your team has never met the other half? 

• What replaces water cooler conversations and spontaneous collaboration in remote environments? 

• Should companies abandon traditional culture building and embrace completely new approaches? 

This highly practical, hands-on session is designed for HR leaders who want to move beyond buzzwords and actually implement AI in their function. Daniel Strode equips participants with the tools, frameworks, and confidence to act – today.  The workshop combines expert input, live demonstrations, small group activities, and real HR use cases. Participants will map their own processes using Daniel’s AI Opportunity Matrix, identify high-impact areas for AI application, and walk away with a tailored 30-day pilot plan. It’s the perfect mix of strategic insight and pragmatic execution.    What Makes This Session Unique:   

• Tailored for HR executives – assumes strategic responsibility and leadership ambition 

• Uses Daniel’s proprietary frameworks (e.g., the 5Ps Model, AI Worker Archetypes) 

• Focuses on safe, ethical, and value-creating AI use 

• Participants leave with something done, not just discussed 

• Clarity on where and how to apply AI in HR today 

• An actionable 30-day plan for piloting AI in one area of the HR function 

• A deeper understanding of risk management, compliance, and bias mitigation 

• Inspiration and confidence to become AI-enabled leaders 

CHROs and organizational leaders explore how to redesign core HR processes—from hiring and performance management to learning and development—to accommodate and strengthen microcultures while maintaining organizational effectiveness and legal compliance across diverse cultural expressions. 

• How do you adapt performance management systems to fairly evaluate success across different cultural contexts and working styles? 

• What hiring and onboarding processes strengthen existing microcultures while ensuring new talent integrates effectively? 

• Which organizational design principles enable microcultures to thrive without creating silos that hinder cross-functional collaboration? 

In this session, you will explore how to successfully navigate cultural integration during acquisitions by balancing local identities with a shared purpose to strengthen engagement, boost performance and ensure lasting value. Specifically, we will delve into:

• How to foster and reinforce a strong, coherent, attractive and successful culture in a decentralized organization
• The link between purpose, culture, leadership and financial success
• How to assess and close cultural gaps in acquired companies

In this presentation, we will explore how future leadership transforms organizational culture by fostering inclusive microcultures and challenging outdated norms. With a focus on adaptability, empathy, and diversity, the session highlights how emerging leadership approaches drive resilience, innovation, and meaningful change, especially in traditionally rigid or male-dominated environments.