People-First HR for the Digital Age Starts Here

A Millennium Alliance team member will be available at our registration desk right outside of the session rooms to assist executives with checking in and to answer any questions that may come up throughout the duration of the Assembly.

Our executive education roundtables are 1-hour conversations moderated by an industry thought leader. During these open discussions, our attendees have the opportunity to chat about the most relevant and current topics in the industry and share their thoughts with their peers.

Key Discussion Points:

• The evolving expectations of today’s workforce, including the desire for flexibility, autonomy, and remote work options and how they impact employee satisfaction, retention, and overall business success
• How to leverage technology and communication tools to facilitate collaboration and productivity in flexible work environments
• The role of leadership in supporting employee well-being, providing opportunities for growth and development, and recognizing the value of diverse perspectives

Key Discussion Points:

• Promoting proactive leadership through times of change to build resilience and reinforce confidence in organization stability and growth 
• Ensuring continuity, addressing skill gaps, retaining institutional knowledge, and promoting employee engagement and retention in times of transition
• HR’s responsibility in disseminating information, explaining rationales, and addressing employee queries with consistency and integrity during times of organizational change
• Understanding the multifaceted impact of organizational change on employees and creating a higher degree of psychological safety in an environment of constant change

Key Discussion Points:

• AI’s potential to revolutionize workplace well-being and make personalized leadership accessible to all employees
• How AI technology can leverage data-driven insights to craft personalized development plans, offer real-time coaching, and provide access to a vast reservoir of management literature
• The importance of understanding organizational challenges, ensuring data integrity and security, and promoting transparency and diversity in AI training data
• Strategizing for conscious and intentional learning and exploration of AI instead of rapid and immediate implementation

Key Discussion Points:

• Making a case for longer term investment in employee engagement and experience as a ‘must-have’ instead of just a ‘nice to have’
• Facing the demand for flexible work head on in order to remain competitive and hungry for top talent
• Exploring the real relationship between workplace culture and turnover
• How to effectively illuminate and advocate for increasing employee needs amidst pressure to reduce radical labor costs
• Rebuilding the perception of HR’s effectiveness and the cumulative lived experience of work by involving employees in the creation and rollout of new initiatives

Key Discussion Points:

• The consequences of the empathy gap between executives and HR and the importance of addressing it to prevent talent shortages 
• Working with your organization’s board and leadership team to recognize HR as a strategic player and identify ways HR can contribute to organizational decisions and strategies beyond traditional HR functions
• Fostering a collaborative relationship between CHROs and executive leadership to enhance organizational empathy and resilience
• Implementing new technology to resolve HR capacity and burnout concerns and improve the resilience of your most critical leaders

Key Discussion Points:

• Exploring the strategic collaboration between HR leaders and organizational leadership in workforce planning
• How modern compensation structure and trends influence employees’ decisions to stay or leave, and how a transparent and rewarding pay structure contributes to stronger retention
• Measuring and proving the effectiveness of skills based hiring for both external and internal search

Key Discussion Points:

• Strategies for creating an inclusive work culture that celebrates diversity year-round, rather than just during designated months or events
• Unpacking the significance of blind recruitment practices, transparent data tracking, and fostering psychological safety for employees to disclose their true feelings and concerns
• Encouraging leadership buy-in and support for inclusive initiatives at all levels of the organization

Key Discussion Points:

• Unpacking how minimum wage legislation affects labor market dynamics and HR’s ability to achieve key objectives such as offering competitive wages and ensuring internal pay equity
• Strategic compensation management tactics for navigating minimum wage increases
• The importance of balancing legal compliance, cost considerations, and employee communication to ensure a fair and equitable compensation framework

A casual opportunity for executives to network with their peers with the opportunity to enjoy beer, wine, signature drinks, and light appetizers.

A formal sit down event that includes a three-course dinner, followed by an address from our Keynote Speaker.

A buffet-style breakfast where executives can enjoy the most important meal of the day, followed by a Keynote Panel.

Key Discussion Points:

• Crafting a holistic approach towards meeting the evolving needs of your employees while improving employee value proposition, retention and engagement
• The most effective strategies and tools for learning and development to promote employee growth and upscale career mobility programs
• Investing in the potential of your current workforce by guiding them with clear, actionable, and versatile career trajectories to retain top talent who seek meaningful progression amidst the gig economy and remote work trends

Our roundtables are 1-hour conversations led by a fellow executive or one of our C-Level technology partners. During these open discussions, our attendees have the opportunity to chat about the most relevant and current topics in the industry and share their thoughts with their peers.

Key Discussion Points:

• Unpacking the top anticipated labor market trends for 2025, including factors such as technological advancements, demographic shifts, and economic projections and how these trends may impact talent acquisition, workforce development, and strategic workforce planning
• How to adapt recruitment strategies, employee training and development programs, and talent management practices to meet the evolving demands of the labor market and remain competitive in attracting and retaining top talent
• Leveraging data analytics tools and techniques to gather labor market insights, forecast talent supply and demand, and develop proactive workforce strategies to address future challenges and opportunities

Key Discussion Points:

• The disruptive potential of next-generation automation technologies in HR, including intelligent process automation, artificial intelligence, machine learning, and robotic process automation
• Understanding the business case for automation in HR, including cost savings, efficiency gains, and service improvements
• The challenges and opportunities in implementing automation in HR and strategies for success

Key Discussion Points:

• Mitigating biases by leveraging AI-powered screening tools and implementing data analytics to ensure fair evaluation of candidates
• Benefits of AI-powered screening, data analytics, automation, and collaboration tools in creating a more equitable and inclusive recruitment process
• The importance of curating diverse datasets, refraining from demographic information in initial stages, and evaluating candidates comprehensively beyond textual information to make better hiring decisions

Our roundtables are 1-hour conversations led by a fellow executive or one of our C-Level technology partners. During these open discussions, our attendees have the opportunity to chat about the most relevant and current topics in the industry and share their thoughts with their peers.

A buffet-style lunch where executives can recharge and prepare for the second half of the day.

Key Discussion Points:

• How the values and expectations of Gen Z employees differ from previous generations and the implications for organizations seeking to attract, engage, and retain talent
• Innovative approaches to recruitment, onboarding, performance management, and career development that prioritize flexibility, transparency, and personalization
• Fostering a culture of belonging where Gen Z employees feel valued, respected, and empowered to bring their authentic selves to work

Key Discussion Points:

• How globalization has reshaped international HR practices and the need for adaptable strategies in diverse cultural, legal, and economic environments
• Strategies for developing global talent management practices, including identifying cross-cultural competencies, implementing mobility programs, and fostering diversity and inclusion in the workforce
• How technology can automate routine processes, analyze employee behavior, and support remote workforce management in the context of globalization

Key Discussion Points:

• Implementing financial wellbeing benefits to help employees cope with economic challenges, reduce stress, and feel more secure amidst uncertainty, ultimately allowing them to focus on their work
• Prioritizing employee financial wellbeing to contribute to a positive workplace culture, fostering a sense of value and empowerment among employees
• The role of financial wellbeing strategies in retaining current employees and attracting new talent

Key Discussion Points:

• Unpacking the implications of pay transparency laws on HR practices, compliance requirements, and organizational culture
• Best practices for developing comprehensive pay transparency policies that comply with diverse state and local regulations
• The importance of leveraging data analytics and market insights to inform compensation decisions and ensure equity and competitiveness
• Upskilling compensation professionals and building data-driven compensation teams to meet the demands of a transparent marketplace

We’re always striving to make our Assemblies the best they can be and kindly ask each attendee to complete a brief feedback survey on the sessions & meetings they attended. As a token of our appreciation, everyone who submits their feedback packet is then entered into a raffle drawing for a $500 Airbnb gift card. We close out Day 2 of the Assembly by drawing the winning ticket and thanking our valued members & partners.