The future of work will not be human or AI—it will be both, working in partnership. The most forward-looking organizations are moving beyond adoption to orchestration, combining human judgment, creativity, and leadership with the precision and scale of agentic AI. This blended workforce is not only reshaping how work is delivered, it is elevating the value of talent and redefining the role of HR in the enterprise. As AI systems take on increasingly complex tasks, the opportunity for HR is to reimagine work design, workforce composition, and leadership development. When you understand how to align human strengths with machine capabilities, you unlock a new model of performance—adaptive, scalable, and deeply human at its core.

• How to design roles, workflows, and teams that integrate human strengths with agentic AI.
• How to identify and develop talent that thrives in human-AI collaboration environments.
• How to lead the shift from AI adoption to workforce transformation across the enterprise.

Listening is no longer a one-time event or a quarterly survey. As the pace of change accelerates and workforce sentiment evolves in real time, the ability to predict, personalize, and act on employee feedback is emerging as a true competitive advantage. AI is transforming how organizations listen—not by adding noise, but by uncovering the signals that matter most. Passive and behavioral data streams are giving HR leaders the power to hear what isn’t being said and respond before engagement drops, trust erodes, or talent walks out the door. The most progressive organizations are not only modernizing their listening strategies—they’re making them continuous, connected, and contextual. When employee feedback is integrated with business data and surfaced in the moments that matter, HR becomes a proactive engine for insight and action, not just reporting.

• How to implement AI-powered, real-time listening strategies that surface actionable insights without disrupting the flow of work.
• How to move from feedback to foresight by integrating employee sentiment with operational data to predict and prevent risk.
• How to empower managers and teams with embedded, behaviorally informed guidance that drives meaningful change across the organization.

Traditional talent models are no longer fit for purpose. Job titles tell us little about what someone can actually do. What matters now is fluency—the ability to work alongside AI, to adapt in real time, and to execute with both speed and precision. As AI becomes embedded in every function, every role needs to evolve—and so does every hire. The future of workforce strategy lies in understanding what work actually looks like. That means breaking roles into tasks, measuring skills that change fast, and building the kind of fluency that turns experimentation into performance. The organizations that lead won’t just hire for AI—they’ll build systems that cultivate and scale it across every team.

• How to define and measure AI fluency across roles and functions so you can hire and upskill with purpose.
• How to design a workforce strategy around task-level work, not static job descriptions.
• How to embed AI fluency and skills intelligence into your end-to-end talent lifecycle—from hiring to development to deployment.

As AI becomes more embedded in every part of the enterprise, the challenge is no longer about capability—it’s about balance. Leaders must now navigate the tension between the precision of intelligence and the power of intuition. While algorithms can optimize, only people can empathize. The human elements of leadership—judgment, trust, and culture—are more essential than ever. The organizations that get this right are those that treat AI not as a replacement, but as a companion to the human experience. HR leaders are uniquely positioned to ensure that as systems get smarter, cultures get stronger. It starts with designing people strategies that prioritize emotional intelligence as much as artificial intelligence.

• How to embed AI without eroding the relational and cultural fabric of your organization.
• How to design leadership development that balances data-driven decisions with emotional insight.
• How to use AI tools to strengthen, not standardize, the employee experience across scale and complexity.

Work is no longer defined by static roles or rigid hierarchies. As business needs shift faster than ever, leading organizations are redesigning how work gets done—decoupling tasks from titles, aligning skills to strategy, and activating internal mobility at scale. This shift isn't about reorgs, it’s about orchestrating a workforce that can adapt in real time. Leaders who embrace this model unlock more than efficiency. They create a system where skills are deployed with purpose, growth is continuous, and untapped potential is surfaced across the enterprise. The opportunity is clear: build a workforce that’s dynamic by design, and you’ll build an organization ready for anything.

• How to map and activate skills across your workforce to drive real-time agility and better talent decisions.
• How to connect people to work through intelligent talent marketplaces that accelerate growth and reduce attrition.
• How to evolve beyond workforce planning by designing a living, breathing system that matches skills to business needs as they emerge.

As AI agents take on more cognitive tasks, the traditional idea of “headcount” is being redefined. You’re no longer just managing people—you’re orchestrating a blended workforce of humans and machines. The challenge is not whether AI will be part of your organization, but how to design systems, structures, and cultures where both can thrive. This conversation is about equipping you with the strategic lens to lead in a world where productivity and performance depend on how well your human and digital talent work together. You’ll learn how to structure integrated teams, build trust in AI-driven processes, and redefine workforce metrics to account for automation. It's not about replacing roles but reimagining work itself—clarifying when humans lead, where AI adds value, and how to architect a talent strategy that scales with both. This is your chance to move from reactive experimentation to intentional, scalable design.

• Design integrated workforce models that balance human expertise with AI capability in real-world workflows.
• Create governance frameworks that foster trust, accountability, and performance across AI-human collaboration.
• Redefine productivity metrics to include the contribution of autonomous agents in talent and business performance strategies.

AI is fundamentally reshaping how organizations understand and support the health of their people—not just at the surface level, but at the level of individual experience. Traditional one-size-fits-all well-being programs are no longer sufficient for today’s workforce, where needs are diverse, roles are dynamic, and expectations for care are rising. This session explores how forward-thinking employers are using AI to deliver personalized, data-informed support—transforming well-being from a generic benefit into a powerful lever for performance, retention, and trust. You’ll gain a clear understanding of how AI can anticipate employee needs before issues escalate, enable equitable access to mental health and lifestyle support, and help your organization act on real-time insights without overwhelming your HR teams. You’ll leave with a blueprint for scaling care without sacrificing impact—and creating an environment where well-being drives outcomes for the worker, the workforce, and the business.

• Deploy precision care at scale: How to implement AI tools that tailor well-being support based on role, behavior patterns, and risk signals.
• Operationalize real-time insights: How to use live well-being data to inform timely, targeted HR interventions.
• Build inclusive well-being systems: How to ensure that every employee—regardless of location, level, or lifestyle—has equal access to the support they need.

AI is no longer a future trend. It's reshaping work right now, and HR has a unique window to lead the transformation. HR’s role won’t be about making things more efficient; it’s to completely reimagine how people grow, lead, and thrive in an AI-powered world.

• Moving beyond automation and start using AI to scale culture, processes, and capability.
• Discovering the real opportunity for HR to lead enterprise-wide value creation, and what happens if we don’t.
• Applying change management strategies to successfully integrate digital teammates into the workforce.