Track 1 – Strategy & people leadership

From Chatbot to Power Player: How HR Becomes the Strategy Through AI

Most AI strategies look great on paper — and stall in the organisation. This session is for the Senior HR Business Partners who carry the real weight of making AI transformation work on the ground. How do you build change readiness, identify the informal networks that drive adoption, and stay credible as a strategic partner when the tools keep changing?

Eva Maria Kretschmar Pedersen (DK) — Digital Adoption Manager at AL Sydbank, Recognized as one of 100 Women in AI Denmark and has +20 years of HR experience.

Track 1 – Strategy & people leadership

The HR BP as Change Architect — Translating AI Strategy into Daily Practice

Most AI strategies look great on paper — and stall in the organisation. This session is for the Senior HR Business Partners who carry the real weight of making AI transformation work on the ground. How do you build change readiness, identify the informal networks that drive adoption, and stay credible as a strategic partner when the tools keep changing?

Track 2 – Talent acquisition

Stop Waiting for IT: Why Your TA Team Should Build (And How)

IT backlogs are killing your competitive edge. Learn how So Energy’s TA team stopped waiting and started building AI soultions —without learning to code.

Jason Tunney shares the real story behind So Energy’s in-house TA innovation. You’ll hear about the bottleneck (hiring managers waiting weeks), the decision to build, and what changed when the TA team took ownership of their own AI tooling.

From skills platforms to hiring manager tools built in weeks—not months—Jason walks through the mindset shifts, the resistance he navigated, and the tangible outcomes that came from TA stopping to ask permission and starting to solve problems.

If your TA team is still waiting on IT, this talk is for you.

Track 2 – Talent acquisition

Recruitment Changed. Your Process Didn’t.

What every Nordic candidate can now see — and how it breaks the funnel you spent years building.
For most of recruiting’s history, the power sat on your side of the table. Candidates saw only what you chose to show them — and you often paid for that visibility.
That has flipped. A new breed of tools now sits on the candidate’s side. They pull every job from every Nordic employer, map each candidate’s real options — the step up, the sideways move into a new sector, the same role that pays more elsewhere — and benchmark your salary against the market even when you don’t post one.
Your candidates can now see every alternative to your role. The processes and channels you built were designed for a market where they couldn’t.
Thomas Foege and Sannah Brieghel from Skiftr take you across the table — and show you the new question you have to answer: not how to get candidates to see your role, but how to win when they can see everything.

Track 3 – Learning & Development

From Course Catalogue to Strategic Capability — Rebuilding L&D for an AI-First Organisation

Most L&D functions were not designed for the speed at which AI is changing what people need to know. This session challenges L&D leaders to rethink their operating model: from event-based learning to continuous capability building, from generic content to hyper-personalised development journeys.

Track 3 – Learning & Development

AI Literacy at Scale — Where Do We Actually Start?

Every Nordic organisation is talking about AI literacy — but few have a clear answer to where to begin. This session offers a practical, staged approach from awareness to application to governance, with honest lessons from organisations that have tried and learned.

Track 4 – HR Operations & Compliance

The EU AI Act Is Here — What Does It Actually Demand of Your HR Function?

The EU AI Act is not a future concern — it is a present operational reality. This session gives HR Operations and HRIS leaders a clear, practical overview of what the Act demands: recruitment tools, performance assessment, workforce planning systems and employee monitoring. What needs to change, what needs to be documented, and what are the real risks?

Track 4 – HR Operations & Compliance

HRIS in a Nordic Context — Building an Infrastructure That Works Across Five Countries

Running a unified HRIS across Denmark, Sweden, Norway, Finland and Iceland is a fundamentally different challenge to a single-country setup. This session addresses different labour laws, data residency requirements, union structures and cultural expectations of privacy — and how leading Nordic organisations build HRIS infrastructure that is both compliant and genuinely useful.