• How can CHROs lead authentically and inspire their organization with a clear vision and purpose? 

• Building trust through transparent and empathetic communication. 

• How are CHRO’s driving change and fostering a thriving workplace culture? 

• What are their priorities when it comes to shaping the future of their workplaces? 

•  Successfully aligning HR strategies with the company’s vision, mission, and strategic priorities. 

• How can you tailor change initiatives to fit diverse cultural differences across global teams as well as adhere to legal implications in different regions? 

• How can you build trust and engagement from employees, so they are more open to change, how do you deal with change resistance or fatigue? 

• Ensuring that changes contribute to the long-term success and stability of the organization. 

• HR’s role in fuelling business growth and driving innovation in uncertain times. 
• How can organizations create powerful employee experiences that accelerate business growth? 
• Encouraging intrapreneurship and creativity so employees are not bogged down by red tape and permission seeking. 
• Leadership’s role in modelling and supporting innovative behaviours. 

• Enabling collaboration, both in-person and digitally, so employees can contribute effectively no matter where they work. When should collaboration be in person vs online? 

• Connecting employees to the organization's purpose to drive engagement 

• How can you enhance communication and transparency? 

• Generating authentic remote connections and capturing those all-important ‘water-cooler’ moments. 

• What are the critical shifts that need to happen to move from an office-centred workplace design to a human-centric design? 

• How can you create cohesion and empathy among employees and senior leaders and foster open communication channels? 

• How can you promote a healthy work/life balance and offer employees flexibility? 

• Successfully integrating mental health resources and support systems within the workplace. 

• How can HR create digital roadmaps that have real impact and long-lasting value to the wider organization? 

• Identifying digital tools and platforms to enhance the employee experience and create a more personalized experience across the whole employee life cycle. 

• What processes can be streamlined and automated, so HR functions are free to focus on strategic initiatives? 

• Leveraging advanced analytics and data insights to inform HR strategies. 

• Building a digital-ready HR function. 

• How can HR help ensure that GenAI is implemented in a way that is ethical, fair, and beneficial to both the organization and its employees? 

• Developing robust guidelines for the ethical use of GenAI, as well as ensuring it aligns with the organization’s values and regulatory requirements. 

• Mitigating bias and ensuring diversity in teams developing and deploying GenAI.

• Employee training to overcome employee fears of being replaced by AI and ensure ethical use.

• How can HR stay on top of technology advances so they can effectively lead their organizations through digital transformation? 

• How can technology unlock productivity and enhance the employee experience? 

• The role of tech enabling cross-team collaboration and connecting employees wherever they work.  

• Enabling data-driven decisions through technology and integrated systems that provide a holistic view of the workforce. 

• How can talent leaders navigate talent shortages and find and retain skilled employees in a highly competitive market? 
• How can leaders ensure their workforce stays up to date with rapid technological changes? 
• What steps can leaders take to achieve a diverse and inclusive workforce? 
• How can leaders maintain high levels of employee engagement and provide continuous development opportunities? 

• Does your EVP address the changing priorities and values of the modern workforce? 
• What do employees now expect from employers? 
• Can your leaders deliver what they promise employees and candidates? 
• How can you ensure your EVP drive employee engagement and retention setting you apart from the competition? 

• Employer branding: How does this help in conveying the company's culture and values to prospective candidates? 
• How can social media and online platforms be used to further your employer branding strategies? 
• What effect does employer branding have on how a company is seen by potential employees and those already employed by the organisation?  

• Understanding Gen Z Expectations, what does Gen Z look for in employers and work environments? 
• How can companies effectively attract and retain the next generation of talent so they have a dynamic and future-ready workforce? 
• Is your candidate experience up to scratch?  How can you avoid being ghosted by potential talent? 
• Aligning organizational values and practices to attract and retain young talent. 

• How can talent leaders positively impact the long-term performance of their organizations through a strategic workforce strategy?  
• How can you ensure that the talent investments you are making are the right ones?  
• Seeking buy-in from the decision-makers.
• Forecast talent requirements based on technology changes and market dynamics. 

• How can organizations strategically invest in technology and leverage data-driven approaches to enhance DEI efforts, mitigate biases, and create a more inclusive workplace? 
• Measuring hiring rates, promotion rates and employee satisfaction scores for an understanding of DEI progress.
• Eliminating algorithmic bias and ensuring you still maintain a human touch. 
• Training and best practices for data-driven DEI.

• What can talent leaders do to effectively leverage AI for creating new workforce opportunities? 
• What jobs will be automated and what new roles will emerge? How can organizations take a proactive approach to job redesign? 
• Implementing AI Skill development and training for current employees.
• Assuring fears among employees that their jobs will be replaced by AI. 

• What recruitment challenges are organisations facing in today’s labour market? 
• Building and promoting an employer brand that attracts top talent. 
• Improving the candidate experience and leveraging technology to improve efficiency. 
• Developing resilient workforce pipelines and discovering fresh talent sources.

• Going beyond perks and benefits and building a culture where employees feel valued, engaged, and motivated. 

• Empowering employees to make changes to improve their work experience directly. 

• What operational aspects can you improve to enhance employee experience? 

• Understanding the unique needs and experiences of various employee groups and crafting motivating and engaging employee experiences. 

• Creating a workplace that is fulfilling and enjoyable. 

• Developing human leaders and equipping them with skills to lead with empathy, authenticity and inclusiveness. 

• Getting leadership buy-in and making sure they model healthy behaviours and recognize wellness initiatives. 

• What steps can organizations put in place to embed health and wellbeing into everyday work practices? 

• Meeting employees’ individual needs and creating a sense of purpose and belonging. 

With so much political unrest and religious conflict in the world, the importance of knowing how to deal with workplace disputes has never been so important. 

• As leaders, how can HR equip themselves to deal with any workplace conflict in a fair and sensitive manner?  
• What practical steps can you put in place to deal with any conflicts? 
• How can you create safe spaces, an inclusive culture, and strengthen relationships for a positive workplace environment? 

• Reframing DEI as the foundation of company culture and not just a set of rules and headcounts.  
• Beyond DEI initiatives, how can organizations truly embed DEI into their practices and processes? 
• Why do workplaces need a holistic, collective, and long-term approach to DEI? 
• How can organizations be intentional in creating an inclusive environment where all employees feel valued, respected, and empowered to contribute their best? 
• Dealing with DEI backlash, from internal resistance to reverse discrimination lawsuits.

• Strategies for building a positive, inclusive, workplace culture that’s built on respect, transparency and trust. 
• The role of leaders in inspiring and guiding teams, what qualities must good leaders have? 
• Ensuring psychological safety, how can you create an environment that encourages innovation and creativity and reduces the fear of failure? 
• Developing open communication channels and understanding engagement drivers.
• Building synergies among the different generations in the workplace.

• How can Talent leaders create a robust employee engagement strategy that not only retains employees but also fosters a high-performing, motivated, and satisfied workforce? 
• What resonates with employees? How to respond back on employee surveys and feedback.
• What key metrics should you be measuring and benchmarking against? 
• The role of AI and data analytics for a better understanding of employee behaviour and to predict engagement trends.

• Strategies to increase job satisfaction, engagement, and loyalty for frontline staff. 
• How can organizations create a more attractive and supportive work environment for their frontline workers? 
• Creating flexibility where possible and encouraging a good work-life balance. 
• The role of technology in retaining frontline staff. 
• Considering key factors such as fair pay, rewards, career development and health and safety. 

• Understanding new career paths, moving from linear to non-linear trajectories.
• Creating flexible career paths that allow employees to explore different functions and departments within the organization. 
• How can you shift the focus from years of experience to skills and competencies? 
• Using technology and data analytics to provide a customized career development plan.

• How can talent leaders create a comprehensive and attractive benefits package that meets the needs of their workforce? 
• What are the trends emerging with employee benefits and reward packages? How do you ensure that yours are competitive? 
• How can you measure the ROI of total rewards to prove to the C-Suite that the investment is worth the buy-in? 
• Using technology to automate benefits administration and simplify the user experience. 
• One size does not fit all. Tailoring benefits and rewards for different generations and demographics and communicating that in the interview process. 

• Developing leaders who can manage and lead across different cultures and geographical boundaries.  
• Equipping leaders with the skills to manage and drive change within the organization, especially in times of rapid technological and market shifts. 
• Short-term versus long-term: creating leadership development programs that serve both current and future-business needs.
• The importance of personalized Leadership Development Plans based on individual strengths and career aspirations.