Executive Summit

Today's workforce spans more generations, life stages and care needs than ever. As retirement ages shift and hybrid work reshapes expectations, CHROs are under pressure to build a benefits strategy relevant to a 26-year-old thinking about starting their family, as well as a 54-year-old managing menopause. 

Join this roundtable to explore how leading employers are rethinking benefits design by:

• Using workforce data to assess your EVP — and where investment drives retention
• Supporting employees through the life stages that drive the most attrition 
• Combining career-pathing and benefits strategy, so benefits become a retention lever 

Leader and manager development is a top priority for CHROs, but oftentimes can be compressed due to budget constraints. How can HR leaders do more with less to ensure leadership development remains impactful, sustainable and aligned with evolving business needs?

Join this session to discuss:

• Maintaining speed and quality in leadership development
• Operationalizing a skills-centric approach
• Ensuring programs demonstrate meaningful ROI

With the continuous pull to automate with AI, the mechanics of how work gets done are being completely rewritten. How can HR leaders go beyond basic productivity hacks to build a robust tech + human workforce strategy meant for an ambiguous future?

Join this roundtable discussion to explore: 

• Understanding the logistics of a workforce that includes autonomous agents
• Structuring a modern talent architecture that keeps humans in the loop
• Protecting a borderless workforce against governance and compliance risks

In a volatile working landscape, developing a leadership bench for the next generation is crucial. But for CHROs and organizations to be successful, they must evolve from traditional, role-based succession planning toward agile, future-focused talent strategies. 

Join this session to discuss:

• Building flexible pools, not pipelines
• Integrating development plans into talent reviews
• Developing for “ready enough”

AI can improve work and performance, but those gains will not last if organizations treat every hour saved as more capacity to use. As AI changes jobs, workflows and expectations, HR leaders must decide how that saved time should be used and how employees will be supported through the transition. 

Join this session to explore: 

• Assessing AI's impact on employee morale and workforce costs
• Setting realistic expectations for productivity and workforce capacity gains
• Building resilience while keeping pace with technology 

Organizations are moving faster than ever, but culture isn't always keeping pace. Gartner insight indicates that 80% of employees encounter friction between cultural expectations and the realities of their day-to-day work.

Join this session to explore how to:

• Transform culture at the “speed of work”
• Keep the workforce agile when expectations are evolving
• Mobilize cross-functional leaders to clear behavioral blockers

Organizations with strong internal mobility achieve higher performance, engagement and retention, yet most struggle to move talent efficiently and close critical skill gaps. As talent needs evolve faster than traditional performance processes can keep pace, CHROs have an opportunity to replace annual reviews with performance management microcycles that provide real-time insights, continuous development and greater workforce agility. 

Join this session as CHROs discuss:

• Developing skills to keep pace in the age of AI
• Building frameworks for internal career mobility
• Facilitating impactful coaching and career conversations

As CEOs reshape their organizations so that the blend of human and AI capability makes performance inevitable, CHROs are left with a paradox: building a workforce to deliver strategy when the work itself is undefined. Every major technology breakthrough, from electricity to the internet, required organizations to reorganize their people and processes around the technology before they saw a productivity benefit. Adaptive structures can enable speed and ownership, but only if organizations can supplement them with strong governance, clear communication and connections across the enterprise.

Join this session to learn how CHROs and their teams:

• Drive faster, clearer work decisions
• Anticipate future roles and skills
• Ready an unsettled workforce to perform in any context

Organizations with strong generational synergy are 9x more likely to report great work, but only 26% of employees experience this advantage. Generational differences are not obstacles, they’re opportunities often hidden by stereotypes. Drawing on research from the O.C. Tanner Institute on 5,700 employees across 17 countries, this session reveals how to turn generational friction into a strategic advantage.

Join this session to hear new research on:

• Decode generational contracts shaping today’s workforce
• Unlock five drivers of generational synergy
• Align recognition, wellbeing, and technology to generational needs

CEOs believe a shortage of talent is the primary challenge damaging business outlook. Rather than competing and poaching talent, healthcare organizations in Orange County are partnering to build talent pipelines, develop stronger leaders and drive workforce change through collective action.

Join this session for practical lessons that can be applied to any industry, focused on:

• Building talent pipelines through cross-industry collaboration and workforce planning
• Turning internal leadership opportunities into sustained behavior change
• Creating pathways for future professionals to gain experience, build connections and pursue lasting careers in their communities