Search Conferences

The way people work keeps shifting, from the skills companies need to the technologies teams use and the expectations workers bring to their jobs. Business and HR leaders must make decisions today about how to organize teams, develop talent, and prepare for jobs that may look very different in the years ahead. How are organizations deciding which changes to prioritize and where to invest for the future? How can employers prepare workers for new roles and responsibilities as technology and business needs evolve? What should leaders be doing now to build organizations that can adapt to future workforce demands?From Day One is a Recertification Provider for SHRM and HRCI

Strong workplace cultures are built on trust, connection, and the sense that workers are supported and have room to grow. As expectations around work evolve and AI assumes an everyday role, HR leaders are rethinking how they develop managers and create an environment where people can do their best work. How can HR leaders support workers’ growth and well-being when the course of change has no clear endpoint? How can organizations build trust and strengthen relationships between workers and managers? What are the most effective ways to create a culture where people feel included, valued, and connected to their colleagues?From Day One is a Recertification Provider for SHRM and HRCI

Employers face another year of rising healthcare costs, with GLP-1 coverage, specialty drugs, and increasing claims putting pressure on benefits budgets. At the same time, employers are looking for ways to provide more personalized care that meets workers’ individual needs without driving costs even higher. How can organizations design benefits that support workers in all their diverse lives while demonstrating business value and a good return on the investment? How are employers deciding which benefits to prioritize and which to leave behind? What are the most innovative approaches to holistic well-being that address workers’ financial, physical, and mental health?From Day One is a Recertification Provider for SHRM and HRCI

AI is changing how HR teams recruit talent, manage benefits, analyze workforce data, support workers, and more, but adopting new technology is only part of the equation. How are HR leaders deploying the tools to make a meaningful difference, integrating AI into existing systems, and measuring whether those investments are paying off? Where can AI add the most value, and where should humans continue to rely on skills like critical thinking, creativity, and judgment? What guardrails are companies putting in place around data privacy, bias, accuracy, and responsible AI use? How will increasing automation reshape the future of HR, and how will the role of HR leaders evolve as AI takes on more tasks?From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations

Organizations must prepare for a future shaped by new technologies, changing employee expectations, and evolving social and economic trends. Success depends on adapting culture, strategy, and workforce models to thrive. What emerging technologies and workplace models will most impact how work gets done in the next five years? How can organizations build inclusive and resilient cultures that attract and retain diverse talent? How should companies balance automation and human skills to create meaningful and productive work?From Day One is a Recertification Provider for SHRM and HRCI

At a time of rising labor costs, HR leaders and their C-suite colleagues need to make sure they’re finding the right combination of productivity-boosters for their workers. What is proving most effective in approaches to new technology, organizational development, as well as improved communication between managers and workers? How can HR leaders build surge capacity into their workforces to avoid see-saw hiring and employee burnout? How can HR and TA leaders become more adept in workforce planning to match the right workers with future organizational needs?From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations

Today’s employees are juggling caregiving, financial stress, and the daily challenge of staying mentally and physically well. How can employers tailor benefits to meet the distinct needs of multiple generations in the workforce while maximizing engagement and ROI? What are the most effective and forward-thinking benefits, from financial wellness and mental health resources to reproductive care and family support? How can companies evaluate the impact of their offerings on retention, engagement, and workplace culture?From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations

As employees seek more from their workplace, support for mental health, family care, financial stability, and long-term security, benefits leaders are under pressure to deliver comprehensive solutions, even while meeting corporate needs for cost controls. What are the most in-demand benefits today, and how are employers prioritizing them? How can companies build total rewards strategies that are both sustainable and responsive to evolving employee needs? How are companies using feedback to refine and communicate their benefits?From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations

Frontline, hourly workers keep businesses running but often face unique challenges, from limited access to training to feeling disconnected from corporate support. Employers need fresh strategies to attract and retain this vital workforce while investing in their growth and engagement. What innovative approaches, tech, and tools, are helping companies attract and retain frontline talent in a competitive labor market? How can employers design upskilling and development programs that fit the realities of frontline roles? In what ways can technology and communication tools improve connection and inclusion for this population?From Day One is a Recertification Provider for SHRM and HRCI

A single job posting can attract hundreds, or even thousands, of applications due to accessible hiring platforms and technology. For talent teams, the challenge is no longer just attracting interest, but quickly identifying the right candidates, maintaining a fair process, and aligning hiring with long-term business goals. How can employers use AI and automation to streamline hiring without compromising fairness or human judgment? How is skills-based hiring changing how companies define fit and evaluate candidates?From Day One is a Recertification Provider for SHRM and HRCI

At a time when the skills needed tomorrow are often unknown today, companies must build learning cultures that enable employees to upskill, reskill and confidently adapt to evolving roles. How can organizations cultivate a culture that embraces continuous learning and rapidly responds to shifting skill demands? What tools and programs, from gig learning marketplaces to AI-driven simulations, are most effective? How can personalized learning paths and micro-credentials accelerate skill development and career advancement?From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations

Work changed radically in the first half of the decade—and now AI is setting the pace for the second half. What are the emerging contours of change? What further tasks will humans delegate to automation and what new skills will workers need to acquire? What will be the future of the full-time job, the career path, and the role of managers? HR leaders, researchers, thinkers and doers will offer their unconventional predictions about the future of work and workers.From Day One is a Recertification Provider for SHRM and HRCI

A technology boom has provided HR leaders with both opportunities and challenges. On the one hand, AI and other new tech can help match people to workforce needs, reduce bias in hiring, and produce an abundance of data to inform people-management decisions. On the other hand, HR experts need to venture beyond their comfort zones to embrace new tech platforms, collaborate energetically with colleagues with different expertise, choose among myriad new offerings, and recognize the limits and pitfalls of technology

Most major corporations need to distribute their work across regions, markets, and labor pools. Yet it can be immensely challenging to overcome all the barriers of language, culture, legal systems, and the effect of time and distance. What solutions are talent-acquisition and talent-management experts using to close the gaps? What are the emerging technologies and leadership skills that can help managers be more effective in supervising both workflow and worker well-being? What are the keys to managing a contingent workforce on a globally coordinated basis?From Day One is a Recertification Provider for SHRM and HRCI

When workers can get more done with less time or effort, everyone benefits. How can HR leaders collaborate with their management peers to evaluate workflows, staffing levels, digital tools, and other elements that affect worker efficiency? What are the leadership approaches that increase workforce productivity–and how can managers be developed to lead with authenticity, empathy and adaptivity? Why do productivity-boosting changes often encounter resistance–and how can those obstacles be overcome? What is the role of priority-setting in helping workers manage their time?From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations

In the movement towards focusing more on skills than on degrees and work experience, L&D professionals are tasked with transforming age-old systems of measuring worker aptitude. What are the elements of moving toward a new system–and how can AI and other technologies help? What are the best methods of creating a taxonomy of skills needed in an organization, now and in the future? How can L&D leaders systematically judge situations where upskilling will be effective, or reskilling is needed? What are the best new methods of training, including the use of simulations to imitate real-world applications? Can employers design programs that have a more durable impact, so that workers don’t slip back into their old ways of doing things? How can L&D experts gain more insights from the skills data they’re gathering?From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations

What was once a fairly standard set of offerings has blossomed into myriad point solutions, many of them beneficial to workers yet creating a daunting task for benefits leaders to evaluate and adopt them. With such an abundance of choice, what  new approaches are benefits leaders taking to designing comprehensive benefits packages? How are benefits experts measuring employee expectations, quality of outcomes, and return on investment? How are they informing employees about the growing complexity of what’s available to them? How can employers hold vendors accountable for delivering on their promises–and carry out changes when needed? Where are areas in which data and AI can help with complicated decision-making?From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations

When benefits leaders set high expectations for the quality and efficiency of the services they’re choosing for their company’s employees, the outcome can be a healthy workforce and a considerable return on investment. What innovative ways can benefits leaders stay in tune with what employees want, as well as evaluate the impact of those benefits? What are the latest developments in programs that offer support for women’s and family health, caregiving, mental health, and financial well-being?From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations

HR leaders who focus on improving worker experience can produce a host of good outcomes in terms of employee engagement, receptivity to change, employee retention, and overall productivity. What are the most effective techniques? How can leaders promote mutual trust, listen better, create community, build a consensus on values and social responsibility, and give workers better tools to do their jobs? Where can employers draw the line between active listening, as with surveys, or more passive techniques that may come across as a Big Brother approach? We’ll explore how research has established a strong connection between better employee experience and business growth.From Day One is a Recertification Provider for SHRM and HRCI

At a time when many industries face talent shortages, TA leaders can play a pivotal role attracting and retaining hourly workers, finding unconventional pools of talent, taking part in succession planning, and embracing skills-based hiring to help meet future workforce needs. How can TA leaders improve their effectiveness and influence by modernizing their process, from the beginning of the pipeline to onboarding and advancement? What are the tools and new technology, including AI, that can help them?From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations