• How can HR help prepare their organizations for the Future of Work
• Building a Future of Work framework and aligning people strategy to ensure successful business operations.
• How can HR leaders contribute to a culture of high employee engagement and positive employee experience?
• Harnessing the full potential of employees and gaining a competitive edge.

• Are the traditional operating models still fit for purpose?
• How can organizations truly empower their HR Business Partners?
• Strategies for streamlining inefficiencies
• How do you push self-serve and get into the true business of HR strategic support?

• How can you maintain employee connection whilst still offering flexible working or that transcends locations, geographies, time zones and cultures?
• Connecting employees to purpose and driving engagement
• Generating authentic connections and capturing those ‘water-cooler’ moments remotely
• Creating a sense of community and belonging for all employees

• What can employers do to re-engage disconnected employees?
  Facilitating a culture of open communication to address employee problems
• Understanding individual goals and expectations
• Making sure employees feel valued and celebrated
• Prioritizing mental and physical well-being and avoiding burnout

• How can leaders challenge the way they think and how can they apply that to creating new strategies?
• Unlearning old ways of thinking and embracing new behaviours  
• What does thinking strategically look like in the new world? How will this shape your organizational strategy?
• Developing growth mindsets and agile ways of working so your organization can thrive in uncertain times

• How can employers be intentional with their technology approach to improve the digital employee experience?
• Bridging the gap between the people function and IT to create effective digital workplaces.
• Leveraging technology for internal insights and frequent touch points with teams.
• How can employers remain competitive in their technology approach in such a fast-moving environment?

• How can the metaverse be used affectively within organizations?
• What opportunities does it bring? A look at teamwork and collaboration in the metaverse
• What potential challenges do you need to think about?
• Is your organization ready for this new virtual world? Does it need to be?

• How have employers had to change their culture strategies to reflect the new ways of working?
• How can employers protect company culture whilst empowering hybrid teams?
• Should companies be encouraging micro cultures that form around teams or should culture be determined from the top down?
• How can leaders be intentional in creating a sense of belonging for all employees?

Attendees will have the opportunity to participate in one of the following discussion groups:

Group 1: How to make a business case for and operationalize employee experience?
This session will look at the perception of cost relating to employee experience and culture. How can you understand the costs, how do you operationalise it and get funding and ongoing budget and how does it contribute to the bottom line?

Group 2: Total Flexibility Vs. Mandated hybrid Vs. full-time In Office/ on site
From strategy to execution. Now organizations have seen the effects of their chosen working model what outcomes have they seen? This session will look at different working models and discuss the pros and cons of each one. Is your model working or do you need to consider a different approach or adapt it? What do you need to support each working model?

Group 3: How can you move towards being a skills-based organization?
This session will look at how organizations can shift mindsets and redefine talent strategies to move away from the traditional job role hierarchy to a faster moving, dynamic matching of skills to work and how do you move to skill-based hiring?

Group 4: How can you equip your leaders to be successful in a multi-choice workstyle culture?
Now that employees can work from anywhere, what tools and skills do leaders need? How are you equipping your leadership to be fully capable of navigating the new working models to make sure they are successful and deliver results?