Executive Summit

At many organizations today, culture is a barrier to performance, not a driver of performance. According to Gartner data, only 43% of employees believe their culture helps them succeed, and CEOs say culture is one of the most critical challenges for leading and growing their organization. To remain aligned with organization’s strategic ambitions, culture must evolve to support shifting business priorities and market realities. As CEOs call for “high performance culture,” the most successful CHROs are approaching culture definition as an ongoing discipline to maximize culture’s impact over time.

Join this keynote for insights on:

• Surfacing the cultural impact of work changes
• Letting go of outdated cultural elements
• Making evolution explicit in cultural expectations

Lead by Gianetta Jones, SVP and Chief People Officer, and championed by a passionate CEO, Coca-Cola Bottling is transforming the company into a true learning organization. Through curated, role-based learning and certifications, they are empowering employees at every level, especially during critical transitions.

Join this session to learn how Coca-Cola Bottling is:

• Hiring for both skills and heart to ensure meaningful work and lasting fit
• Empowering leaders at all levels to tailor skillsets and knowledge
• Leveraging AI to accelerate creation, align tech with culture, and focus hiring

Earned wage access is the start of comprehensive financial health benefits; smart technology is helping HR leaders extend impact across the workforce. Traditional benefits programs are often too complex, generic, and burdensome for employees already stretched thin.

Attendees will gain actionable insights into:

• Measuring the real workforce impact of financial stabilization
• Understanding EWA as a foundational financial health tool
• Exploring how AI enhances financial health programs

 The value of campus-recruitment programs for supporting future trends and growth is no secret, but many organizations have forgotten this tool. Peers will detail practical examples of program design, partnership opportunities, and strategies to launch or refine effective campus recruitment initiatives.

Join this session to discuss:

• Recruitment expansion into nontraditional and local pipelines
• Early stakeholder engagement and metric-setting
• Formalized onboarding and development for conversion and retention

Connect with like-minded peers in a one-on-one setting through Peer-to-Peer Meetings. You will be matched with peers in your community based on your shared interests and priorities.

Only 16% of employees say they’re thriving in their roles — a staggering number that cannot be ignored. Yet, new insights from O.C. Tanner’s 2026 Global Culture Report reveal how workplaces can become a source of renewal and resilience in uncertain times.

Join this session to discuss:

• Why healthy performance requires both expectations and support
• The 5 behaviors that shape inclusive, high-performing teams
• Why integrated recognition creates a cultural multiplier effect

HR teams are under pressure to deliver more with less—balancing operational efficiency with rising employee expectations and the need for strategic agility. IBM transformed its HR function by embedding AI across the employee lifecycle and achieved significant productivity gains, reduced operational costs, and elevated the employee experience. These transformative gains have far-reaching lessons across industries and can help you create your own path towards meaningful business outcomes.

Join this session to learn how to:

• Deliver seamless, AI-driven employee and manager support
• Automate complex HR workflows with digital labor
• Scale HR operations while enabling strategic focus

Cost and headcount pressure are driving CHROs to defend critical workforce investments and reduce hiring costs by upskilling and redeploying existing talent. How can leaders assess whether their internal talent pool is deep enough to support an internal-first strategy?

Join for actionable insights on:

• Meeting evolving business demands in a dynamic talent landscape
• Balancing skills gaps, upskilling needs, and aligning governance
• Strengthening retention and reducing transition risks