HR leaders discuss AI, equity, and connection at dinner

🎯Gartner’s latest survey highlights 3 HR priorities shaping 2026. First, harness AI with an HR-specific strategy that reimagines how work, processes, and talent connect. Second, shape work for the human-machine era with a now-next talent strategy that balances immediate results with long-term transformation. And third, mobilize leaders for growth by making change routine rather than reactive. As AI, regulation, and economic pressures converge, HR’s challenge is clear: build a workforce culture that treats change as constant, not chaos. 👉Which of these three priorities is top of mind for your 2026 strategy? https://lnkd.in/gCFTtVQq #HRStrategy #FutureOfWork #Leadership #AIatWork #TalentDevelopment #EmployeeExperience #ChangeManagement #AleraGroup

Toronto Metropolitan University’s Wendy Cukier says AI-skilled employees are more in demand—and less tied to one employer. She urges HR leaders to build flexible, personalized work models to attract and retain top tech-savvy talent. https://hubs.la/Q03PLLj70

My be an Unpopular Openion but,The biggest threat to talent isn’t AI or hybrid models—it’s the myth that “engaged” employees are the answer to every challenge. Everyone’s talking about how to boost engagement, but here’s what’s really happening in progressive organizations: The real winners stop pushing for “engaged” employees and start building empowered, trusted, mission-driven adults. A truly future-ready team isn’t measured by pulse surveys or online course completion. It’s made of people who can challenge leadership, call out what’s broken, and actively re-design their own roles. AI can automate a workflow, but only culture rooted in permission to disagree and room to experiment builds resilience. This year, I’ve seen the boldest HR leaders swap “what perks do you want?” for “what problems do you want to solve here?” It’s uncomfortable. There’s more friction. But retention, innovation, and trust spike like never before. Here’s the pivot: - Stop rewarding “fitting in.” Celebrate the people brave enough to say “this could be better.” - Replace forced “feedback cycles” with true feedback cultures where even the uncomfortable gets heard, not just recorded. - Teach teams how to challenge and equip leaders to invite challenge. Want proof? Look at the breakout performers in any industry right now. They’re the ones publishing their failures, showcasing lessons learned, and embracing people who bring dissent, not just skill. Let’s debate: Is it time to outgrow the norm of “employee engagement” and start championing real empowerment, dissent, and co-creation? What’s one HR policy you would retire today for a stronger tomorrow? #FutureOfWork #HRLeadership #ThoughtLeadership #PeopleStrategy #AIandHumans #Transformation #CultureShift

🎙️ The Future of Hiring: AI, Accessibility & Inclusive Recruitment Recruitment is evolving faster than ever, and AI is reshaping how organisations attract, assess, and engage talent. But innovation only works when it’s equitable. At the London People Power Summit on 13th November at Hilton Syon Park, we’re thrilled to welcome Mabinty E., Head of Diversity, Equity, Inclusion & Belonging at Comic Relief, for a keynote that every HR leader should hear. Her session, “The Future of Hiring: AI, Accessibility and Inclusive Recruitment”, will explore how AI can be used to: 🔹 Remove barriers and enhance accessibility 🔹 Create fairer, more inclusive recruitment processes 🔹 Empower HR leaders to use technology as a tool for equity Mabinty brings over a decade of experience in people and culture transformation, DEIB strategy, and inclusive leadership, with speaking credits at Cannes Lions, CIPD Festival of Work, and Future Leaders. This is your chance to hear one of the UK’s leading DEIB voices unpack how to make recruitment future-ready, accessible, and truly inclusive, alongside an audience of senior HR and People professionals. 🎟️ A limited number of free places are available for senior HR and People leaders. Secure your spot at the London People Power Summit here 👉 https://lnkd.in/ePNi5i5n #PeoplePowerSummit #FutureOfWork #HRLeadership #InclusiveRecruitment #AIinHR #DiversityEquityInclusion #HREventsUK #LondonHR #PowerSummits

The corporate boardroom is experiencing a fundamental shift. As companies grapple with unprecedented challenges – from AI-driven transformation to multigenerational workforce dynamics – the demand for directors with deep human capital expertise has never been greater. Yet despite this growing recognition, Chief Human Resources Officers (CHROs) remain underrepresented in boardrooms worldwide. As routine HR processes become automated, CHROs must navigate questions that didn’t exist a decade ago: How do we reskill workers whose roles are disappearing? What ethical frameworks should guide AI-powered hiring? How do we maintain culture in hybrid work environments? Modern CHROs who successfully navigate this technological transformation don’t just manage people—they architect the future of work itself. This positions them uniquely for board roles, where anticipating disruption and managing transformation are core responsibilities. Download the full paper at https://lnkd.in/gEujEFsP #KingsleyGate

When HR Decisions Ripple Beyond HR Over the past few weeks, I’ve been reflecting deeply on a recurring tension in organizations: how to balance agility, human empathy, and strategic rigor in HR decision-making. In recent discussions with colleagues, partners, and our leadership team, a few salient challenges have crystallized — and I believe they merit broader conversation. Lately, I’ve been reflecting on the growing complexity of HR in 2025. Decisions meant to improve efficiency or culture can sometimes create unintended challenges — from AI in talent processes raising fairness questions, to change fatigue from constant transformations, to trust gaps when communication isn’t clear. A call to the community I’d love to hear from fellow CHROs and HR leaders: • What “second-order” risks have you encountered when deploying AI in talent or performance systems? • How do you ensure that changes land with empathy, not just efficiency? • What practices have helped preserve trust in times of rapid transformation? Let’s open the dialogue, learn from each other, and co-create better ways to lead with both head and heart in HR. #chro #talentstrategy #AIautomation #peopleandculture #hrleaders

HR meets AI: Rethinking the workforce strategy for 2026 https://lnkd.in/d8VeKHhR For 2026, the key question is no longer whether to use AI, but how to adapt workforce strategies and leadership models to keep people and technology moving in step. These questions were at the centre of Old Mutual South Africa’s Thought Leadership Forum on the future of work, which explored how South African businesses can align digital progress with human capability. Speakers: Valter Adão, Chief Executive of Cadena Growth Partners Lindiwe Sebesho, Managing Director at Remchannel KG Bako, Absa Group’s Managing Executive for Talent Management and Transitions Colin Smith, Executive for Human Resources at Northam Platinum Michelle Acton, Chief Customer Officer at Old Mutual South Africa Corporate

Most HR leaders see policies. Ken Moses sees possibilities. When others write job descriptions, he builds experiments. When others talk about AI, he tests it. When others play it safe, he rolls out a beer cart. 🍻 In this new episode, Ken Moses, Chief People Officer at Cascade Environmental, LLC, joins Thomas Kunjappu to unpack what happens when curiosity becomes your leadership strategy. He shares how his team at Cascade Environmental is: - Using AI to make engagement surveys actually useful. - Reimagining internal comms: from HR memos to CEO videos. - Interviewing candidates through bots that switch languages mid-call. - Building manager-level insights that used to take months, in weeks. And still keeping HR human, because that’s the point. This episode isn’t about tools. It’s about mindset. 🎧 Listen in: https://lnkd.in/gRCUMdG6 #FutureProofHR #AIinHR #HRLeadership #InnovationInHR #PeopleOps #FutureOfWork

What’s actually cool in HR right now (and what I’m loving seeing happen) Lately, I’ve been struck by how quickly the people space is evolving, and how different the conversations sound from even a few years ago. What’s genuinely cool in HR right now isn’t the latest tech or trend; it’s the mindset shift. We’re moving past buzzwords and starting to design people strategies that truly reflect how humans grow, learn, and thrive. Here are three things I’m seeing (and cheering for): 1. Skills over pedigree. I’ve watched teams unlock incredible talent once they stopped filtering by degrees or titles. When you hire for capability and potential, doors open — for people and for business growth. 2. Real-time people analytics. The most forward-thinking leaders aren’t waiting for annual surveys anymore. They’re using data to predict and personalize — spotting burnout early, tracking evolving skills, and helping managers act with intention. 3. AI as an enabler, not a threat. The best use of AI I’ve seen lately isn’t replacing people — it’s freeing them. Automating the admin so HR can focus on connection, empathy, and real strategic impact. If I could offer three quick tips from what I’ve learned along the way: • Start with curiosity. Ask your people what they want to grow into - not just what they’re doing now. • Spot the weak signals early. A dip in mobility or engagement often tells you more than a formal survey. • Experiment constantly. Pilot small changes in how leaders work, learn fast, and scale what sticks. HR isn’t just “support” anymore - it’s strategy, design, and culture all rolled into one. And honestly, that’s what makes it such an exciting time to do this work.