UK & Ireland CHRO Executive Summit

Exclusive to Governing Body members and select guests, this dinner is a can’t-miss opportunity to connect with your peers prior to tomorrow’s Executive Summit. Please join your colleagues for an evening of good food, wine, and lively networking.

In recent years, climate change has soared to the top of the list when looking at the causes employees care about. When considering ESG, HR leaders are looking to involve colleagues and ignite their passions for CSR projects.

Hear from James Hartley on how Swiss Re have approached the following:

• Creating a net zero campaign for colleagues with actionable aims linked to purpose
• Employee education awareness and activation impact engagement
• How ESG projects can vehicle for culture change and bring the workforce together

In today’s ever-evolving business environment, HR leaders must think about workforce strategy in an entirely new context. As the rate of change increases, executing effective workforce planning will require CHROs to reassess workforce needs, locations, mix and overall employee experience on a more regular basis. So how can CHROs implement a fresh take on workforce planning at both strategic and operational levels?

Join this session to hear more on:

• Becoming more agile when considering your workforce strategy
• Readjusting the cycles of workforce planning to be more efficient
• Using technology to bring workforce planning in house

When it comes to benefits, employees today are looking for packages that feel more personal to them. Whether it’s linked to healthcare, holidays or flexible working, HR leaders must stay ahead of the curve to attract and retain valuable talent. So how can benefits today be readdressed and revaluated?

Join this boardroom to discuss:

• Curating benefits packages around your employees and their needs
• Being flexible with a variety of options and giving workers autonomy
• Getting buy-in from the board when investing in benefits

Employer branding is now in every aspect of businesses; with new platforms available to the public, organisations are rapidly reconsidering not only how they’re seen, but what they can do to create a concrete reputation in the market. So how can CHROs take the next step to improving their company’s image?

Join this boardroom to discuss:

• Utilising different digital presences to elevate your core message to the public
• Creating a space for your current workers to speak for your brand
• Conducting employment brand audits to uncover weak links in your branding strategy 

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

In 2022, meeting the demand for talent and planning for the future is becoming increasingly difficult. CHROs must dive deep into leveraging learning to overcome internal bias, evolve internal mobility and help employees go for the career path they want – all whilst evolving their workforce culture and fostering equity and belonging. So how can HR leaders implement all of this into their strategies smoothly to win big in the new battle for talent? 

Join this session to hear more on: 

• The importance of a skills-first drive into your HR strategy
• Why valuing employee learning is key for building an engaged workforce
• How strengthening your company culture can positively impact diversity, equity, inclusion and belonging 

When working to influence the business and implement change, technology could help to improve understanding in different departments. Partnering with stakeholders and decision makers is critical for HR leaders to advance the important transformational work for an organisation. So how can HR leaders level-up their partnerships with the C-suite with AI and automation?

Join this session to hear more on:

• How to embed a people strategy with board prerogative and a technology roadmap
• Using technology to elevate conversations with CEOs, CIOs and CDOs alike
• Identifying where the gaps are when it comes to skills and education and drive continual improvements in organisational capability

Keeping up with employee retention schemes is no small feat for workplaces to adapt to. CHROs are grappling with an ocean of valuable data tied to retention rates, employee satisfaction and more. From health and wellness programs, to renewed incentives and benefits, CHROs are going through every step and every line of employment to revitalise the employee offering for the rising expectations of the talent pipeline.  

Join this discussion to learn about:

• Leveraging key metrics to shape critical decision-making around employee benefits
• Platforms that integrate benefits data for centralised reporting and cost optimisation
• New trends in employee benefits that are shaping the future workplace

Succession planning has been an issue for many organisations for years, and HR leaders are being forced to have a better plan in place, increasingly so for post crisis succession. Whether it’s being able to fill roles internally, or the quality of candidates in the pipeline, have an executable plan in place is paramount. So how can CHROs build a strong succession plan?

Join this boardroom to discuss:

- Approaches to analysing capabilities relative to current needs and predicting what will be required in the future
- Using a scenario-based approach to assess leadership candidates based on likely business strategy
- Revisiting selection processes to consider and build complementary skills  

Inflation has long influenced pay practices, but this year HR leaders saw unprecedented rises in tax, energy prices, and general cost of living; as a result, workers are rapidly having to rethink their incomes, and organisations are having to respond to those needs in innovative and cost-effective ways. So how are CHROs addressing these pressures and putting practical solutions into place?

Join this session to hear more on:

- Creating a more thoughtful environment with leadership teams
- Reevaluating reward packages and readjusting standards of what employees need
- Changing upskilling and capabilities as a value to employees’ work, rather than pay

In recent years there has been an overload of fatigue, workload issues and increased stress factors that the workforce, management and companies overall have had to endure. In 2022 and beyond, HR leaders will need to tackle the challenge of awareness and participation as well-being programs expand in scope and importance.

Join this session to discuss:

• HR resilience through thorough changes in wellbeing strategy
• Supporting managers with employees in different work spaces
• Maintaining employee buy in for new wellbeing portfolio

Freedom of choice for employees to work to their own needs is being recognised by many organisations as the way of the future, yet CHROs are left to determine what that means for their organisation, especially with different functions across the business. How can HR leaders develop a future facing workforce strategy that fits their organisation?

Join this session to discuss:

• How to determine the right mix of in-person and remote work
• Methods to give employees flexibility and autonomy while balancing business needs
• Strategies to develop an employee-centered hybrid work model 

Keeping employees engaged at all levels is a task CHROs are more than familiar with, and staying relevant and creative when considering employee rewards is an increasingly difficult task. So how can HR leaders boost engagement whilst keeping costs low?

Join this boardroom to discuss:

• What the 2022 trends are for employee rewards
• How to get workers involved when looking for new incentive ideas
• Building a compelling reward and recognition program

As the great resignation hit, organisations had to rapidly reconsider their mission statement, and therefore examine how to effectively connect an increasingly disconnected workforce through aligning core values. But what can leadership teams do to foster a culture of belonging and loyalty among their employees?

Join this session for a discussion around how Virgin Atlantic are approaching the following:

• Maintaining a desirable workplace that keeps employees engaged
• Retaining workers and creating a culture of trust and allegiance
• Supporting employees to thrive in their roles