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:

• How skills-powered organizations and pay-for-skills compensation frameworks incentivize continual learning and development and enable employers to stay abreast of AI advancements by maintaining  a competitive edge and thriving workforce 
• Optimizing human-machine teaming by building and/or utilizing skills intelligence platforms, Agile talent practices, and variable/contingent workforces
• Establishing governance around skills-based practices by creating transparent incentives, equitable access to internal opportunities, and encouraging all employees to align these opportunities to their own personal ambitions

Key Discussion Points:

• Exploring new methods of productivity measurement and rewards for human contribution with AI’s absorption of more redundant tasks 
• Incentivizing skill acquisition and cognitive abilities such as critical thinking, creativity, and analytical competencies while reworking systems that are currently designed to recognize sheer output over whole-person value
• Combining technology with Agile talent models and human-centric work design that accounts for greater direction and feedback while creating space for necessary reskilling efforts

Key Discussion Points:

• The expanding scope of employer responsibility as a result of post-pandemic expectations and employee demands 
• Exploring latest trends and legislative changes shaping employer obligations such as DE&I, employee mental health support, environmental sustainability requirements, and pay transparency in hiring processes
• Incorporating Agile methodologies to structure resilient HR teams capable of effectively managing increasing demands, while emphasizing the importance of prioritizing resource allocation and capacity planning to ensure efficiency of HR functions

Key Discussion Points:

• Cultivating a culture of risk management and awareness that mitigates exposure by empowering both managers and individual employees to address risks in real time and reducing the burden on leadership to approve all risk decisions
• Preventing unintended use and bias, technological convergence, and people risks
• Strategies for addressing the increased liability with biases in output, changing data protection laws, and the missing “explainability factor” of Generative AI-powered responses in mission critical work such as healthcare, career decisions, and more

Key Discussion Points:

• Navigating how cost of living pressures and easier access salary data cause employees to re-prioritize pay equity and fairness when deciding whether to stay in their current roles or seek new opportunities 
• Enhancing retention despite disparities between annual merit increases and higher base pay for job changers
• Regularly assessing and adjusting compensation to reflect changing skill values and rewarding loyalty, moving beyond reliance on annual reviews

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:

• Realigning employer-employee values on human, environmental, and social sustainability initiatives on a personalized and ongoing basis
• Strategies for addressing eroding trust as a result of broken promises on transparency, promotions, raises, career advancement, and commitments to sustainability and work principles
• Accommodating the power shift to employees and reacting to their needs quickly as lower turnover rates in times of transformation require a more committed workforce

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:

• Exploring the multi-layered economic landscape shaping the modern workplace and how it affects each generation across talent acquisition and development, competitive benefits offerings, and your holistic HR strategy
• Understanding the unique value that Gen Z brings to the table as this cohort of the workplace expands, and serving up the right mix of opportunities and education to maximize their potential as well as spur innovation
• Creating a culture of inclusion and innovation between all workplace generations and harmonizing their work styles, values, and ambitions to move the needle on your business strategy and success

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:

• Fostering a culture of technological agility within all levels of your workforce by crafting a clear vision for digital transformation that inspires high engagement with clear incentives, benefits, and opportunities for growth 
• Building robust programs for reskilling and redeploying your workforce, keeping pace with rapid technological innovation and inspiring employees to embrace new technologies
• Fostering awareness and empathy for technology burnout and taking a human-centric approach to transformation, including thoughtful changes that transform work design alongside technology

Key Discussion Points:

• Redefining and setting an intention for leaving your HR legacy in terms of the team you build and the culture you create
• Creating a plan for continuity by aligning your values and your behaviors, focusing not on what you do but how you make people feel, and marking your legacy by empowering your teams to continue to grow and thrive as a result of your influence
• Exploring skills and strategies for transitioning into a mentor, advisor, and/or consultant role that maximizes your experience and expertise in the pursuit of helping others extend your mission beyond your work

Key Discussion Points:

• Advancing analytics strategies for capacity planning in the context of rapid technological changes, evolving expectations, and economic uncertainties
• Eliminating “Fear of Being Obsolete” (FOBO) by replacing busy work with AI, utilizing tools for skill gap analysis and skill matching to redefine work to enhance employee value proposition and engagement
• Bridging the gap between intense transformation plans and employee well-being to attract and retain top talent

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:

• 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:

• Implementing financial wellbeing benefits to help employees cope with economic challenges, reduce stress, and feel more secure amidst uncertainty
• Quantifying and communicating the value of financial well-being to both employee and the board
• Best practices for implementation of financial wellness programs such financial educations, access to current tools and resources, and flexible compensation options
• The role of financial wellbeing strategies in retaining current employees and attracting new talent

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:

• Enhancing and quantifying employee trust, engagement, and fairness perceptions as tools for advocating for more comprehensive pay transparency strategies
• Addressing legal, ethical, stakeholder, and leadership concerns related to pay transparency, including compliance with anti-discrimination laws and protecting employee privacy
• Strategies for compensation frameworks amidst pressure of high inflation, standard of living costs, healthcare costs, among other economic factors increasing the financial burden on employees

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 $1,000 Airbnb gift card. We close out Day 2 of the Assembly by drawing the winning ticket and thanking our valued members & partners.