Fall 2026 Agenda

• Why DEI initiatives fail without systemic accountability
• Moving from metrics to meaningful culture change
• Engaging senior leadership in DEI beyond HR’s scope
• Practical tools for embedding belonging across the employee lifecycle

• How AI can identify skill gaps and recommend individualized development paths

• Turning performance data into real-time, actionable coaching triggers

• Reducing bias in evaluations through responsible and transparent AI models

• How leaders can use AI insights to improve management capability and employee engagement

• Balancing automation with the human touch: where AI helps and where it must not replace people

• Governance, privacy, and responsible use considerations every HR leader must address

• Building a global culture strategy that stays consistent in principle while flexing to local legal, cultural, and market realities
• Navigating a fractured regulatory environment — tightening in some regions, expanding in others — without whiplashing your workforce or brand
• A legal leader’s lens on culture: managing risk, accountability, and governance as inclusion becomes a board-level concern
• Equipping regional leaders as credible “cultural translators” rather than enforcers of a one-size-fits-all mandate
• Linking a globally consistent, values-driven culture to engagement, retention, and performance across markets

• Bringing data-driven, tech-native people practices into a legacy creative organization
• Modernizing HR processes without disrupting the culture that drives the business
• Leading change when you’re the one introducing a new playbook
• Where technology accelerates transformation — and where the human touch must stay

How PepsiCo rethought attraction for its largest and most critical workforce—and what scales when the talent pool is local, the volume is relentless, and the traditional model no longer works.

• Frontline hiring has changed more in the last few years than the previous twenty and what that forces every high-volume employer to rethink
• Designing attraction to be “local at scale”: consistent global standards delivered through teams empowered as cultural translators, not script-followers
• Where AI earns its place in high-volume hiring and the moments that stay deliberately human
• Measuring what matters: moving beyond speed to efficiency, quality, and alignment as the real signals of frontline hiring strength

Most culture work stalls because it lives in HR. This session looks at what changes when culture and talent strategy are run from the center of the enterprise — accountable to the same value-creation logic as finance and operations.

• Operating culture as a value driver, not a values statement: the “talent-to-value” model in practice
• What shifts when the people agenda is owned at the Office-of-the-CEO level, not delegated down
• Translating purpose into performance: the behavioral and business indicators that actually move
• Leading culture through leadership transition and transformation — not despite it
• Real example of a culture-to-value link that showed up in business results

• Balancing workforce fears with transparency in change
• Managing restructuring without losing engagement
• Aligning new tech with existing processes
• Retaining critical talent during disruption

How one global organization future-proofed its employer brand for an AI-shaped talent landscape.

• Shifting from keyword optimization to Answer Engine Optimization in a world of AI-driven search and candidate recommendations
• Using data and generative AI tools to analyze and reshape employer brand perception across platforms
• Balancing authenticity with automation—ensuring brand voice remains human
• Behind-the-scenes look at the internal alignment across comms, marketing, and HR to redefine the brand story