As more tools, tech, vendors, and products are chocked full of AI, it can be an absolute labyrinth to figure out what to add, delete and deploy. Meanwhile, AI- still new, burgeoning, and vastly unknown- is creating uncertainty around future implications to teams, work and how organizations will govern use and functionality. During this panel discussion, we will explore the dynamic impact of AI and hyper-automation on the recruitment landscape. Panelists will delve into the ethical dimensions of these technologies, emphasizing the importance of responsible implementation. Additionally, we will examine how these cutting-edge tools are reshaping traditional recruitment roles and effectively addressing the void traditionally filled by Recruitment Process Outsourcing (RPO). Join us as we navigate the challenges organizations encounter when adopting these innovations, offering valuable insights into the future of talent acquisition in the digital era.

In the ever-evolving landscape of human resources, the integration of AI has emerged as an enabler for many HR teams. This roundtable discussion aims to discuss the multifaceted aspects of AI's role in HR, addressing its impact on individuals, the HR processes, and the underlying technologies.

The roundtable will consider emerging trends and the future of AI in HR, discussing potential challenges, opportunities, and the evolving role of HR professionals.

Questions to answer in this roundtable include:

• As we look to enhance the talent acquisition process, what efficiencies can we gain by using AI to streamline the hiring process? What will the impact be on your HR team? What challenges will your team face?
• How can AI assist in fostering diversity and inclusion within the hiring process? Are there any potential biases to be aware of?
• How can AI-driven analytics enhance the HR decision making process and strategic planning?
• How can organizations balance the benefits of AI with maintaining a human-centric approach in HR?
• What do you foresee as the most significant trends in AI and HR for the next 5 years?
• In your opinion, what are the most critical steps organizations should take to harness the potential of AI in HR effectively?

Does workforce transformation start from the ground up or the top down? If you answered ‘both’, you’re right. Building a strong early talent pipeline is a critical investment to secure business success today and competitive innovation tomorrow. But, building a successful early talent program takes resources and change management. To help you, we’ll cover 3 common challenges and data-backed solutions pulled from our network of 13M+ students and alum and 850K+ employers. You’ll leave with strategic and tactical next steps to mastering change management from the top down and developing top talent from the ground up.

Questions to answer in this roundtable include:

• What specific challenges have you encountered in your efforts to make early talent a key component of workforce transformation?
• What are the specific resources and change management strategies required to build a successful early talent program? Are there any best practices you can share from your own experiences or observations?
• How do you measure the success of an early talent program? What key performance indicators (KPIs) should organizations track to gauge the program's effectiveness?
• How can organizations ensure that diversity and inclusion are core elements of their early talent programs, and why is this important for transformation and competitiveness?
• How can organizations remove barriers and create opportunities for underrepresented groups within their early talent pipelines? Are there any best practices you can share?

Over the last 2 years, large-scale corporations have attempted to make progress in advancing diversity, equity, and inclusion (DEI), exemplified by over 1,000 public commitments and a staggering $210 billion pledged towards DEI initiatives. As a result, employees, shareholders, and customers now expect organizations to not only demonstrate their commitment through DEI activity, but also prove tangible progress. Notably, research indicates that Gen Z and millennial workers are more likely to remain with a company for over 5 years if they are satisfied with their employer's efforts to establish a diverse and inclusive environment (Deloitte). With leaders facing a number of obstacles; an economic downturn, continued political divide, the War in Ukraine- it’s become increasingly difficult to maintain focus and adopt proactive DEI strategies. This roundtable will explore how we must shift the mindset from training individuals about diversity & inclusion, to adjusting our daily processes and practices so they better fit the needs of all.

Questions to answer in this roundtable include:

• How can organizations effectively engage and secure buy-in from leadership on the significance of DEIB as a driver of better business outcomes?
• How can organizations ensure that the understanding of DEI extends beyond mere rhetoric, and is translated into tangible actions and meaningful change within the workplace?
• What processes has your organization implemented to nurture DEIB from the start of an employee’s lifecycle, from recruitment, to training, and L&D? what should these processes look like?
• How can you use technology to support a culture of inclusion and diversity? Are there specific technologies or platforms that have been most helpful for you in this area?
• What are some of the future developments we can expect to see in the area of D&I? Can D&I be described as “innovative”?
• What is the link between culture and diversity and inclusion within the organization?
• Amidst the backdrop of the current economic and political climate, how can leaders balance prioritizing D&I while also ensuring the success and sustainability of their organizations?
• What would success look like for you in the DEIB space within this new world of work that we are in? Are we far from that goal?

In today's dynamic business landscape, leaders are compelled to rethink the utilization of human capital, encompassing both their people and talent, as a pivotal catalyst for achieving enhanced business outcomes. While traditional pillars like culture & diversity, equity, and inclusion (DEI) remain relevant, they must be revisited and adapted to align with evolving demands. Simultaneously, the emergence of cutting-edge technologies, such as AI and HR technology, are opening new horizons for HR professionals.

This is a pivotal moment for CHROs to recalibrate their role by taking ownership of the multifaceted aspects of human capital management. An integrated approach is the key to creating momentum that will propel organizational growth. HR leaders must be astute and opportunistic, recognizing the transformative changes in the workforce. They need to embrace innovation and explore the vast opportunities that the evolving workplace and human capital offer in shaping the future of their organizations. Join Pramukh Jeyathilak as he dives into the realm of human capital as a force multiplier, illuminating the way forward for HR professionals.

Join Claudine Gallagher, CHRO for Corporate and Institutional Banking at BNP Paribas, & Jessi Young, Director of Enterprise Account Management at Handshake, as they dive into the evolving landscape of early career programs as an enterprise workforce plan and catalyst for improved business outcomes. The discussion will emphasize the value of early career programs in fostering innovation and organizational growth, attracting top early career talent, and creating an environment where junior talent can thrive.

In any organization, talent is important. Culture is equally critical. But the lever that moves both talent and culture is leadership. Effective leadership is key to unlocking the potential of any organization. Learn how leadership coaching can help your leaders achieve greater self-awareness, manage themselves better, bring more powerful ideas to the organization, achieve better results, and reach their full potential.

In the era of hybrid and virtual workspaces, the HR landscape has multifaceted challenges. With the increasing trend towards remote work, establishing meaningful connections in virtual for hybrid environments. In this session, learn strategies that foster a culture of communication building and minimal information burden, to empower your team and enhance overall productivity.

HR professionals are challenged daily to strike a balance between confidentiality and transparency. Join us in this interactive closing keynote, with Angela Bennett former L’Oreal business leader who turned her career toward HR Talent and Professional Coaching to discuss the critical topic of cultivating and measuring trust among employees.

According to research published in Harvard Business Review, employees in the top quartile of high-trust workplaces were 76% more engaged and 50% more productive, compared to those from organizations that fell in the bottom quartile. Additionally, those in high-trust organizations were more likely to retain talent, with 50% more of those working at high-trust organizations planning to stay over the next year.

To address these challenges, HR professionals seek to develop more transparency from the initial candidate experience to talent management processes, while also providing training, support and coaching to cultivate transparent leaders.

Questions that will be explored in this interactive session:

• Can “Return on Trust” be measured?
• What areas of transparency are the largest pain points?
• What challenges prevent progress in providing transparency?
• What small, measurable goals and actions can be put in place for your organization to take steps towards greater transparency?