Resilient people and companies face reality, make meaning of hardship, and improvise solutions from thin air. Others do not.’’ People are power – they are the true value of business. After all, employees are the ones who come up with innovations, develop and market products and look after your customers. It is no exaggeration to say your company is worth nothing without them. Behind every great employee is a great HR team – HR is the crucial conduit between employees and the organization. From attracting and recruiting employees, to retaining and growing them; HR is responsible for the entire employee life cycle. It is for this reason that they are the real heroes of your business. So what defines resilience, what undermines resilience at work, and how can you enable more resilient workplaces? In this session you will learn how you can enable more resilient workplaces, and how you unlock your productive potential!

• The desired outcomes of HR strategies
• The importance of managing the needs and expectations of different generations
• HR development over the coming decade

This session will look at how developing your organisation’s purpose, defining your employer brand and engaging your people, can improve your overall culture and business performance.

In this session, Claire Sherwin takes you through Finastra’s journey to create best-in-class employee experiences that fit with new ways of working. Expect to learn how your organisation can embrace open work, what the concept is and how this leads to improved outcomes for your business.

In the context of a Series-C, VC-funded, hyper-growth SaaS vendor, how does an executive talent acquisition leader go about building an internal muscle to deliver <.70 VP+ level executive requisitions with no defined methodology or systems in place? The scope of this discussion is to share some insights surrounding how at Celonis we approached and solved this challenge

This session will explore employee branding and sustainability at KP Films – looking at company brand and employee brand; EVP concept delivery and design.

Organisations are evolving at a greater pace than ever before. In the war to survive in a rapidly changing world, they must become more agile. In doing so, they must not leave their people behind. Instead they should draw on their collective knowledge to identify and deliver change. But to do this, there needs to be different approach to people management and leadership styles; these need to take account of the human element of organisational evolution in order to achieve sustained success.

• Organisational performance and success is dependent on an engaged workforce
• Organisations are evolving at a greater pace than ever before, we must not leave our people behind but instead draw on them to identify and deliver change
• Employees are increasingly looking to organisations that focus on the human element; they are looking for trust, humanity, and compassionate leadership

How to define, measure and enhance employee experience; Supporting collaboration, team bonding and problem-solving; Inspiring employees through democratised technology; Rethinking the traditional “workplace”.

People analytics can save substantial money and even help organisations increase their revenue by enabling better workforce decisions. In this session, Viser’s Head of Research, Lexy Martin will illustrate through case studies and recent research, the value organisations across Europe, the Middle East and Africa get from addressing business challenges with people analytics. You’ll learn;

• How to drive value with people analytics in employee life cycle and organisational processes
• Research showing that organisations with people analytics are improving diversity
• The approaches organisations are taking to achieve both financial and strategic value

Pre-covid research proves that executive transitions are risky with 30-50% of executive transitions failing during the first 18-24 months. New executives often require six+ months to breakeven productivity levels. The global pandemic has further intensified the risk of a rocky start, so executive transitions are even more challenging now. Together we will explore proven de-risking strategies as well as powerful and practical interventions to enable executives to hit the ground running and accelerate value creation for their organisation.

• Learn about what makes executive transitions so challenging & exciting
• Avoid the 10 biggest mistakes made during
• Learn 5 proven key interventions to transition more successfully into a new role

Maggie Spong, Global VP Talent Acquisition, talks about some of the key Inclusion & Diversity initiatives her team have put in place at every stage of the hiring process – from recruitment opening, through attraction and sourcing, selection and interview, to offer and onboarding.

In this presentation you will hear how CGI, being a consultant firm, is building their employee journey using external research as HR trends and internal insights, providing examples of basic KPI:s that are being revised continuously. We will touch upon Descriptive, Diagnostic, Predictive and Prescriptive Analytics. How CGI is working on developing their employees using the Netflix of Learning and embracing a culture of Learning to Learn, having employees pushing themselves to acquire radically different capabilities while still performing their job. Briefly on why CGI is focusing on the internal talent market to develop their employees.

Does your workplace need to adapt in disruptive times? Are you seeing a need for faster change in the “next normal”? How are you taking up your role to help create a more adaptive culture? New Values statements, training, systems, or processes won’t create more adaptive workplaces. You will need a new toolkit to shift the underlying patterns in the culture. In this session, Siobhan McHale will share her ground-breaking 4-STEP SOLUTION to creating workplaces that can deliver, grow and adapt.

• How to create workplaces that can deliver, grow and adapt
• How to take up your HR or advisory role in relation to workplace change
• How to be more adaptive in disruptive times

• What if your career site is so engaging, people would spend more than 16 hours a day on it?
• What if your career site content was so compelling, people dream about it, at night?
• What if your career site is so addictive, people compare it to alcohol?
• What if your career site could level the playing field for underrepresented groups who don’t have traditionally strong links to your industry or employees?

As a Global Industrial Group operating in more than 80 countries and with 40.000 employees across the globe, Atlas Copco took a closer look at what drives learner engagement among it’s senior leaders to design, pilot and successfully launch their Leadership Development Portfolio. In this presentation, Dorna Eriksson Shafiei, VP Talent Management, describes the journey towards offering a modular, skill based and personalized learning journey aimed at developing future ready leaders.

Success factors for designing and building a Leadership development portfolio
Lessons learnt from moving from a more traditional “one size fits” all leadership development offering towards offering more personalized learning journeys for leaders
The power in letting your people own and drive their own learning journey

Ørsted has its roots in Denmark but is today a major “green” energy company on a global growth journey. Massive recruitment and onboarding of the best and right is required in order for Ørsted to innovate and expand green energy activities and to maintain global leadership in offshore wind. The presentation describes the “journey” of how talent acquisition, recruitment and onboarding has ramped up to the challenge and the plan for stepping up further in the coming years.

• The true meaning of cultural integration
• How employees from acquired companies adapt to their new environments
• How can HR teams can manage evolution on an individual level
• How businesses can use different cultures as a strength

HR Leadership is transforming more than before to lead in a heavily disrupted world. Change was always part of the game but we have entered into an era where innovation, authentic connection to end customer and internally to our colleagues and transformation are key to survival. In this new world, we need more of the horizontal skills at the helm to truly understand the business and its challenges. HR function leads the most critical capital of any company and can no longer be seen or act as just a support function.