The best workforce decisions aren't made on instinct. They're made with context. Join HR, talent management, workforce planning, and people analytics leaders to explore how AI and workforce context are transforming the way organizations understand their people, plan for what's ahead, and deliver on their biggest talent priorities. Learn practical strategies to make smarter talent decisions, build more effective workforce plans, manage costs, and drive meaningful business impact.
Retaining nurses, staffing engineers on the right projects, and making workforce planning continuous. These are the kinds of business challenges a new generation of talent programs can solve.
Leading CHROs are rethinking how talent programs are designed and delivered, using AI not simply to make HR more efficient, but to drive better business outcomes. The shift is toward more personalized, continuous programs with a clearer understanding of what works, for whom, and at what cost.
In this session, we’ll explore:
- Why business impact, not cost, is becoming the new mandate for HR transformation
- The operating model and rhythm behind intelligent service delivery
- How AI can help connect talent programs and HR investments to measurable outcomes
Where is talent management headed next — and what can the voices of thousands of HR leaders around the world tell us about what's coming?
Each year, Sapient Insights Group's Annual HR Systems Survey gathers insights from thousands of HR stakeholders to deliver an independent, non-sponsored view of the priorities, technologies, and investments shaping the future of HR. Built entirely on the Voice of the HR Buyer, these findings cut through the noise to reveal what's really happening inside organizations today — not just what's trending in the headlines.
In this keynote, Sapient Insights Group Chief Research Officer and Managing Partner Stacey Harris will guide Outsmart attendees through findings from the 2026–2027 Annual HR Systems Survey, exploring what they signal for the future of HR. Stacey will unpack how organizational priorities, buying strategies, service-delivery models, and technology investments are shifting — and how AI is accelerating HR's evolution toward work architecture: the redesign of how work gets done across the organization. The session will also examine the widening talent and labor misalignment, including the gap between the skills organizations need and the talent available to fill them — moving the conversation from
Organisations are under pressure to rethink their workforce, operating models, and ways of working. But AI can only help leaders make better decisions when it has the workforce context behind them: an understanding of their people, skills, roles, and structures.
This session will explore a roadmap to understand, plan, and activate every talent priority. We’ll look at the leadership frameworks, workforce strategies, and AI-powered capabilities that connect workforce planning, organisation design, and real-time decisions, helping organisations move from workforce data to workforce action.
Option 1: Workforce Planning & Talent Strategy
Questions we'll explore:
- How are you connecting talent strategy and workforce planning? As business priorities, skills, roles, and AI evolve, how are you deciding what talent to hire, develop, retain, or redeploy?
- How are workforce plans guiding your talent investments? What data helps you identify gaps in skills, succession, retention, and capacity, and prioritize the actions that will have the greatest impact on business outcomes?
- How are you keeping talent strategy and workforce plans aligned as needs change? What signals tell you it’s time to adjust, and how are HR, talent, finance, and business leaders working together to respond?
Option 2: Workforce Data & AI Infrastructure
Questions we'll explore:
- What does an AI-ready workforce data foundation actually look like? What infrastructure, data, and capabilities need to be in place to support AI at scale?
- How are you preserving workforce context as data moves across HCMs, data platforms, analytics tools, copilots, and AI agents? Where are definitions, business logic, or context getting lost?
- Who owns the workforce context that AI relies on? How should HRIS, HRIT, People Analytics, and enterprise IT divide responsibility for definitions, governance, and trust?
Option 1: Org Redesign
You’ve been asked to restructure a department to improve operational efficiency and keep costs in check. How do you evaluate existing spans of control and organizational layers to identify structural bottlenecks and cost drivers, all while ensuring key talent remains in high-impact roles? See how to approach these decisions , and model the financial and operational impact before rolling out organizational change.
Option 2: Frontline Attrition
You’re the VP of Operations at a global manufacturer. Attrition is rising among plant operators and maintenance engineers, time to fill is 80 days, and a production ramp is on the line. How do you uncover why people are leaving, weigh the cost of fixing pay against the cost of doing nothing, and decide where to build capacity next? See how to approach these decisions with Visier’s AI, in Vee and embedded in Claude, and turn answers that used to take a week into a decision in minutes.
Where data meets debate. We’ll kick off with insights from Visier’s HR Trends Report, then hear from an expert panel on what’s shaping the world of work today. From there, the audience gets in on the conversation, proposing new trends that will appear live on screen before voting on the one most worth watching. We’ll close with each panelist weighing in on their favorite, most surprising, or most questionable trend in a lively look at what could be next.
Visier Workforce AI gives leaders, business executives, and managers, the trusted insights and contextual guidance to make confident workforce decisions and lead workforce transformation at scale. The company’s award-winning technology expands beyond analytics, connecting insights to action during the workforce decision moments that matter most to an organization.
Our mission is to help businesses lead with insight at scale while continuously transforming in a rapidly changing workforce landscape.
Founded in 2010 by the pioneers of business intelligence, we have over 85,000 customers in 75 countries—including enterprises like Dick’s Sporting Goods, Domino’s Pizza, Experian, Amgen, eBay, and Ford Motor Company.
Discover more at visier.com.
