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• How to redesign work environments and workflows that combine human judgment with AI-powered execution
• How to define and track new productivity metrics for AI-augmented roles and teams
• How to build a dynamic upskilling system that continually develops future-ready, AI-fluent talent

We are entering an era where the most effective teams aren’t just high-performing—they’re AI-augmented. The CHRO who understands how to harness this shift will lead a workforce that is faster, smarter, and exponentially more adaptive. AI is not simply a tool. It is now a core component of how work gets done, how value is created, and how leadership must evolve. As a CHRO, your role is no longer limited to enabling talent. It’s about designing the systems, skills, and structures that empower humans and machines to operate in concert. The opportunity is to move from incremental improvement to exponential capability, redefining how productivity, performance, and potential are built across the enterprise.

• How to deconstruct jobs into skills and tasks and rebuild them into adaptive, AI-enabled roles that evolve with business needs.
• How to balance human and machine contributions by designing dynamic operating models where AI augments work and people focus on judgment, creativity, and empathy.
• How to embed skills intelligence as core infrastructure to continuously reskill and redeploy talent, ensuring the workforce stays competitive in a rapidly shifting landscape.

AI isn’t just changing tasks...it’s rewriting the architecture of work itself. Jobs are being deconstructed into skills, roles are being reshaped into dynamic portfolios of human and digital capabilities, and organizations are shifting from rigid hierarchies to fluid ecosystems where people and AI collaborate seamlessly. For HR leaders, this transformation presents both urgency and opportunity: to re-architect work around adaptability and skills, to ensure AI enhances human potential rather than replaces it, and to design operating models that unlock capacity and create new value. This panel explores how leading organizations are moving beyond automation to fundamentally redesign jobs, roles, and skills, creating a workforce that is agile, ethical, and future-ready.

• Build a Living Skills Framework that Drives Value: Move from static job architectures to dynamic, real-time skills intelligence that aligns capability to business priorities.
• Turn intelligence into action: use AI agents and matching to design roles, recommend learning, surface diverse internal candidates, and integrate into existing HR Tech stacks.
• Convert Skills Data Into Business Outcomes: Translate skills visibility into action—workforce planning, smarter investments, upskilling, staffing, succession, and productivity gains.
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Skills have become the currency of competitiveness, but most organisations are still running on outdated role-based systems that slow them down. The convergence of Talent, Skills, and Technology is creating a new enterprise advantage: one where skills power business agility, internal mobility accelerates growth, and employees can pursue careers that match their ambition, not just their job title. This isn’t an HR project. It’s a business transformation. Forward-thinking organisations are building skills-first models underpinned by AI-driven Talent Intelligence and internal talent marketplaces that enable fluid movement of talent, faster execution, and a more empowered workforce. The result? Better allocation of skills to work, higher productivity, reduced hiring costs, and a culture where people can grow with the business, not out of it. This session will unpack how leaders are redesigning work, talent, and capability-building into a unified skills-powered ecosystem that drives both human and business performance.

• How to modernize your HR tech stack into a single platform that aligns talent, business needs, and intelligent tools
• How to manage both human and AI contributors through shared data, workflows, and performance insights
• How to drive faster, smarter decisions by bringing people strategy, planning, and execution into one system of action

The modern HR tech stack wasn’t built for what’s coming next. As work becomes more dynamic, AI agents enter the workforce, and decision cycles accelerate, legacy systems are fragmenting under pressure. To lead in this environment, CHROs need more than integration—they need orchestration. A unified platform approach can align people, insights, and intelligent systems in real time, enabling better decisions and more adaptive teams. This isn’t just about technology. It’s about creating an infrastructure that gives you visibility across your workforce, precision in talent deployment, and the ability to move from reactive to strategic in every moment that matters. When your systems are connected, your workforce is too—and that’s how performance scales.

• How to embed AI into workforce strategy by aligning People Analytics with business priorities like org design and skills.
• How to turn insights into influence and position People Analytics as a strategic driver of change.
• How to scale adoption across the enterprise by enabling HR and business leaders to act on data with confidence.

AI is transforming the world of work at unprecedented speed and People Analytics leaders and their teams are uniquely positioned to quickly pivot from a function of insight to a force of transformation. By operating at the intersection of HR, IT, Finance, it's The Head of People Analytics role to influence decisions that matter and with AI now central to workforce transformation, the opportunity to lead has never been more urgent, or more powerful. People Analytics teams are fast moving beyond reporting to become strategic enablers of change. And the deep technical and technogical expertise of how AI can best be deployed across the workforce, informing talent and investment decisions is unlocking new business value. This is a pivotal moment to step forward, connect data to strategy, and help architect the future of work.

• Break Down Silos: Foster collaboration between HR, technology, and data teams to align people strategies with business goals and emerging technologies.
• Measure What Matters: Use metrics that connect workforce analytics to actionable initiatives, ensuring measurable impact on employee experience and organizational success.
• Balance Automation with Empathy: Leverage technology to enhance efficiency while maintaining the human element through ethical and people-focused decision-making.

The future of work demands a seamless integration of data, technology, and people-centric strategies to navigate the evolving workplace landscape. For Chief HR Officers and Global Heads of Future of Work, the challenge lies in breaking down silos between HR, technology, and data teams to ensure collaboration and alignment. The opportunity is to harness workforce analytics and emerging technologies to drive meaningful initiatives that enhance both efficiency and employee experience. By aligning leadership vision, fostering cross-functional collaboration, and prioritizing ethical considerations, organizations can create a future-ready workplace that balances innovation with the human element.

• How to partner with AI and technology leaders to align workforce strategy with enterprise AI goals
• How to operationalize AI adoption through talent systems, leadership development, and change readiness
• How to co-design structures and workflows that build trust in AI while unlocking human capability at scale

The most forward-thinking organizations are aligning human and machine intelligence not as parallel tracks, but as a coordinated system. That system is increasingly being designed by a new partnership between the Chief HR Officer and the Chief AI Officer. Where the CHRO brings deep insight into workforce dynamics, leadership, and culture, the CAIO delivers the architecture and tools that activate workforce potential at speed and scale. Together, they are building intelligent organizations—ones that are grounded in trust, shaped by data, and structured to learn and adapt continuously. From AI governance and skills readiness to org design and talent development, this partnership is not only accelerating transformation, it is redefining what leadership looks like in a world of constant change.

• How to redesign work by separating tasks, workflows, and decision rights across humans and AI.
• How to build cross-functional models that unlock efficiency without losing human ingenuity.
• How to align talent strategy, technology investment, and operating structure for a blended workforce.

Work as we know it is being fundamentally redefined. As AI and automation accelerate, the task is not to retrofit technology into old models, but to rebuild how work is designed from the ground up. That means rethinking everything—from the shape of roles to how decisions are made and how value flows across teams. This is not just a digital transformation. It is a work transformation. HR leaders have a once-in-a-generation opportunity to architect a new operating system for the enterprise—one where human capability and machine intelligence are intentionally combined. Getting it right means creating systems that are adaptive, inclusive, and built for continuous evolution.