As the workplace undergoes rapid transformation, HR leaders are expected to be both strategic visionaries and agile change agents. This session explores the evolving role of HR leadership, highlighting the critical skills needed to navigate complexity, foster innovation, and shape the future of work.
• The Essence of Leadership: Applying Leadership Concepts to the HR Function
• Identifying Leadership Priorities for HR
• Developing an HR Leadership Action Plan
HR strategy must go beyond operational efficiency to directly support organizational goals. This session outlines the essential components of an effective HR strategy and provides practical insights on aligning them with overarching business priorities.
• Understanding Business Strategy and Its Implications for HR
• A Practical Model for HR Strategy
• Aligning HR Strategy with Business Strategy: From Vision to Execution
• Identifying and Prioritizing Key Components of HR Strategy
In an evolving talent landscape, workforce planning has become critical to organizational resilience and growth. This session explores why organizations need a structured Strategic Workforce Plan (SWP) to anticipate talent needs, mitigate risks, and align with long-term objectives.
• Aligning the Strategic Workforce Plan with the Business Strategy
• The 3i Model of Strategic Workforce Planning: Information, Intelligence, and Insight
• Strategic Workforce Planning in Practice
As organisations adapt to rapid change, HR professionals must evolve their skills and roles. This session explores the competencies required in today's HR landscape, from strategic thinking and digital literacy to influencing organisational culture and driving transformation.
• HR Structures and Processes: Designing for Impact
• Measuring the Effectiveness of HR
• Alternative Models for Organising the HR Function - No one-size-fits-all HR model.
Shifting from an administrative role to a strategic partner is a major milestone for modern HR functions. This session will walk participants through the fundamentals of designing and implementing the HR Business Partnering (HRBP) model from the ground up. Insights into structuring the model, defining roles, and overcoming challenges to ensure HR delivers measurable business impact.
• The core principles and benefits of the HR Business Partnering model.
• Design and implement the model effectively from scratch.
• Strategies for positioning HR as a trusted advisor and strategic partner to business leaders.
• Identify common pitfalls and success factors when embedding HRBP practices.
Employee engagement begins at the individual level, where personal needs, values, and experiences shape workplace commitment. This session explores why understanding individual needs is essential for engagement, how to enhance meaning at work, and the role of mutual respect in building trust and emotional presence.
• Understand why insight into individual needs is critical for effective employee engagement (EE).
• Learn how to enhance meaning at work to foster emotional presence and long-term commitment.
• Explore ways to cultivate a culture of positive mutual regard between employees and leaders.
• Identify practical approaches to engage individual members of the workforce in authentic and sustainable ways.
An authentic Employee Value Proposition (EVP) and strong employer brand are critical to attracting, engaging, and retaining top talent in competitive markets. This session will explore the importance of EVP, break down its core components, and examine how to build a compelling employer brand that resonates with both potential and current employees.
• Understand the strategic importance of the EVP and employer branding for talent management.
• Identify the essential parts of a strong EVP and how they link to organisational culture and values.
• Learn how to develop and position an employer brand that attracts the right talent.
• Explore how a well-defined EVP can enhance employee retention and strengthen workforce loyalty.
Employee engagement isn't limited to annual anniversaries or special occasions—it is a continuous effort that shapes daily experiences at work. Research shows that organisations with a strong recognition culture see up to 31% lower voluntary turnover rates. This panel brings together diverse perspectives to explore how everyday recognition and innovative engagement strategies can build a thriving workplace. Attendees will discover fresh approaches to boosting morale, strengthening culture, improving productivity, and retaining top talent.
• Everyday recognition practices that create lasting impact.
• Innovative approaches to embedding engagement into daily work.
• How engagement drives culture, productivity, and retention.
• Real-world examples of out-of-the-box engagement strategies across industries.
Agenda is subject to change
*Speakers to be confirmed
Talent is one of the most valuable assets an organization can nurture—yet its definition and management vary widely. This session explores how organizations can define and assess talent in alignment with business priorities, while designing a talent management system that reflects both best practices and organizational context. Participants will also examine the philosophy of investing in people and skills as a foundation for sustainable success.
• Understand different definitions of talent and how to align on one that fits organizational needs.
• Explore the core components of a comprehensive talent management system.
• Learn how to balance "best practice" with "best fit" in designing organization-specific talent approaches.
• Examine the importance of investing in skills before strategy, and prioritising people as the foundation for products and growth.
Strong leadership pipelines are vital for long-term organizational success. This session explores how to assess and identify talent for leadership and management development (LMD) programmes, design initiatives that address both current and future organizational needs, and evaluate their effectiveness in driving measurable impact.
• Learn effective methods for assessing and identifying high-potential talent for LMD programmes.
• Understand how to design leadership and management development programmes that align with organizational strategy and future needs.
• Explore frameworks to evaluate the impact and effectiveness of LMD initiatives.
• Gain insights into best practices for building sustainable leadership pipelines.
Performance management is more than an annual review—it is a continuous process that connects individual contributions to organizational success. This session examines the importance of performance management in achieving business objectives, explores the performance management cycle, and outlines how to design systems and processes that truly enhance performance and engagement.
• Understand the link between performance management and the achievement of business objectives.
• Explore the stages of the performance management cycle and their practical application.
• Learn the characteristics of effective performance management systems and processes.
• Identify strategies to shift performance management from a compliance activity to a driver of growth and engagement.
Investing in talent management and succession planning is essential to ensure business continuity and leadership strength. This panel will explore how organizations identify and develop high-potential employees ("HiPos"), measure the effectiveness of talent management techniques, and ensure investments translate into sustainable talent pipelines. Experts will also discuss practical approaches to onboarding, workforce planning, and critical role succession.
• Applying and measuring talent management techniques for maximum impact.
• Identifying and differentiating between high performance and high potential.
• Designing onboarding and workforce planning strategies that feed into long-term development.
• Building robust succession plans for critical roles.
• Ensuring investments in talent result in sustainable leadership pipelines.
Panelists
Haifa Al Lawati, Chief Human Resources Officer, Bank Nizwa
Fiby Francis, Co-founder, FSC3 Organisational Development
Managers play a pivotal role in shaping team performance and organizational culture. Yet, underperformance at the managerial level can have a cascading negative impact. This session introduces a structured, step-wise framework to transform underperforming managers into top performers by addressing behavioural gaps, fostering self-reflection, and implementing targeted development strategies.
• Understand the role of behaviour in both managerial underperformance and high performance.
• Explore key self-reflection questions to help managers recognize and address performance gaps.
• Learn impactful strategies and interventions to develop high-performing managers.
• Gain a practical framework to support leadership growth and sustained performance improvement.
In a world of constant disruption, the ability to manage change effectively is a core organizational capability. This session offers a fresh perspective on how leaders and HR professionals can embrace uncertainty, empower people, and foster resilience during transformation. Participants will learn how to balance employee wellbeing with performance, while keeping momentum alive throughout the change journey.
• Understand the role of leadership in managing change while safeguarding employee wellbeing.
• Learn strategies to maintain momentum and engagement during periods of uncertainty.
• Explore people-centered approaches to empowering employees through transitions.
• Gain practical tools for building resilience at both individual and organizational levels.
This session will demonstrate how integrating AI-enhanced learning solutions with the 4 Disciplines of Execution framework can drive measurable business transformation - drawing from the teams' experience leading AIICO Insurance's growth from ₦11B to ₦120B+ revenue over the past decade.
Akshat Kumar
Chief Learning Officer
AIICO Insurance Plc.
• Strategies, Insights, and Best Practices for Transforming HR through Data-Driven Decision-Making
• The Importance of HR Data Analytics
• Major Challenges in Implementing HR Data Analytics
• Leveraging HR Technology: Productivity, Impact and Performance
• HR Metrics & Business Metrics: Aligning People Data with Organisational Goals
This session explores how AI is reshaping HR functions, from talent acquisition and performance analytics to employee engagement. Participants will gain insights into how AI-enabled HR creates efficiencies while driving a more personalized, people-centric employee experience.
• AI-Driven Integrated Data Innovation for a Human-Centric Future
• AI for Process Excellence: Redefining Efficiency in HR
• AI in HR Technology: Revolutionizing Payroll and Workforce Management
• Practical Applications of AI in HR: Compliance, Tools, and Best Practices
As the conference draws to a close, the Closing Keynote serves as a moment of reflection, celebration, and forward vision. A distinguished speaker will summarise the key insights and achievements of the day, highlight memorable discussions, and offer an inspiring outlook on the future of HR and organisational leadership. This address will encourage participants to carry the conference learnings into practice, foster ongoing collaboration, and drive meaningful impact in their respective organizations.
Agenda is subject to change
*Speakers to be confirmed
08:30 AM