Day 2 — The CHRO Agenda
The most important conversations in Nordic HR happen on this day.
Day 2 is designed primarily for CHROs, HR Directors and Senior HR Business Partners setting the strategic direction for AI transformation. All four practitioner tracks also run on Day 2 — TA Leads, L&D Managers and HRIS professionals are equally welcome.
January
7
08:00 – 16:15
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One day — Four tracks, tailored to your role
Strategy & People Leadership
For CHROs and HR Directors redesigning HR as a strategic product organisation and winning the boardroom argument for human-centred AI transformation.
Talent Acquisition
For TA leaders assessing AI recruitment tools in practice, building internal mobility programmes and reducing reliance on external hiring.
Learning & Development
For L&D leads proving the business value of learning, building skill velocity and designing development journeys that keep pace with AI.
HR Operations & Compliance
For HRIS and HR tech leads building agentic HR workflows, AI governance frameworks and cross-Nordic compliance architecture.
Keynotes
The Nordic Moment — Why the CHRO Is the Most Important Leadership Role of 2027
AI is not just a technology story — it is an organisational leadership story. And at the centre of that story sits the CHRO. This opening keynote makes the case for why HR leadership has never mattered more, what the most effective Nordic CHROs are doing differently right now, and what the next 12 months demand of every senior HR leader in this room.
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A Participatory Design Perspective on Organizational Imagination, Learning, and the Future of Work
Artificial intelligence is often presented as a technological revolution. But perhaps its greatest impact is not on technology—it is on organizations.
As AI increasingly becomes part of everyday work, organizations face questions that extend far beyond productivity and automation. How should work be organized when intelligence is no longer exclusively human? What happens to professional expertise, learning, trust, and organizational culture? And perhaps most importantly: who gets to shape these changes?
This talk argues that AI should not be understood as a technology to be implemented, but as a catalyst for organizational redesign. Drawing on Scandinavian Participatory Design, sociotechnical theory, and emerging research on Participatory AI, the keynote explores how organizations can move beyond technology-centred change towards participatory, continuously learning organizations in which employees actively shape how AI becomes part of work.
Rather than asking “How do we implement AI?”, the keynote asks a more fundamental question: “What kinds of organizations do we want AI to help us build?”
Sanna Marttila (DK)
Associate Professor at IT University in Copenhagen, Head of Digitalization, Democracy and Governance
Associate Professor at IT University in Copenhagen, Head of Digitalization, Democracy and Governance
The CHRO-CIO Conversation Nobody’s Having
Most HR AI strategies fail before the technology ever gets tested — because HR and IT are solving different problems, with different definitions of success, and nobody in the room owns the gap between them.
In this keynote, she makes the uncomfortable case directly to CHROs: your AI strategy isn’t a technology problem. It’s a conversation you haven’t had yet. Sara lays out what it actually takes to build one shared capability strategy — a common definition of value, real governance for what gets automated, and metrics that satisfy HR and the CFO in the same meeting.
The secret sauce boards are asking about. CEOs and boards increasingly expect AI to show up in the numbers — not just the culture deck. Sara argues that getting there isn’t a two-person job between CHRO and CIO alone: it takes the CFO at the table for the value case, and the CEO setting the mandate that makes alignment non-negotiable rather than optional.
Sara Amini (DK)
Group CIO, Atea ASA
Group CIO, Atea ASA
Tracks
Track 1 – Strategy & People leadership
The Nordic CHRO in 2027 — A Peer Conversation About What Is Actually Working
The most forward-thinking HR functions in the Nordics have stopped describing themselves as a support function. They are building HR like a product — with users, feedback loops, measurable outcomes and a clear mandate from the CEO. A peer-level conversation for CHROs and HR Directors about how to restructure the HR team, win the internal political argument, and build a People Architecture fit for an AI-first organisation.
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Track 1 – Strategy & People leadership
The CHRO as Architect — Redesigning HR as a Strategic Product Organisation
No presentations. No slides. A closed, facilitated peer conversation exclusively for CHROs and HR Directors — an opportunity to speak openly about the real challenges of leading HR transformation right now. What is working? What has failed? What do you wish you had known 12 months ago? Chatham House rules apply.
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Track 2 – Talent Acquisition
Stop Automating HR. Start Sensing Your Organisation
Most HR teams use AI to do less. The brave ones use it to understand more.
In this session, discover how to transform AI from a productivity tool into an organisational sensing system. At Monta, scaling from startup to 200+ employees, Janice built an AI practice that combines qualitative signals—pulse surveys, coaching conversations, exit interviews—with quantitative data to spot cultural patterns, stress signals, and retention risks before they become crises. Learn how to build stakeholder alignment before surfacing insights, decide what not to automate, and position yourself as your organisation’s strategic antenna.
Janice Berneman (DK)
Director of People & Culture, Monta
Director of People & Culture, Monta
Track 2 – Talent Acquisition
Internal Mobility as a Competitive Advantage — Redeploy Before You Recruit
The most overlooked talent pool in most Nordic organisations is the one already on the payroll. This session makes the business case for building a structured internal mobility programme — and shows how AI-powered skills mapping is making it operationally feasible for the first time. Includes a live Nordic case study.
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Track 3 – Learning & Development
Measuring Learning ROI — How Do We Prove That L&D Is Driving Business Value?
L&D has always struggled to demonstrate its impact in the language of the boardroom. AI is changing that — both by enabling more precise measurement and by raising the stakes on whether learning actually changes behaviour. This session gives L&D leaders practical frameworks for measuring impact from skill acquisition to organisational capability growth.
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Track 3 – Learning & Development
Skill Velocity — How to Build an Organisation That Learns Faster Than the Market Changes
In a world where AI is generating new capabilities faster than traditional learning programmes can respond, the competitive advantage belongs to organisations that can build skills faster than their competitors. This session introduces the concept of Skill Velocity and gives L&D leaders practical tools for building it into their operating model.
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Track 4 – HR Operations & Compliance
Agentic HR in Practice — What Happens When AI Starts Running Your HR Workflows?
Autonomous AI agents are no longer theoretical — they are beginning to execute real HR workflows across recruitment, onboarding, performance management and employee support. This session explores which processes are ready for automation, which require human oversight, and how to build governance architecture that keeps people protected while unlocking genuine efficiency gains.
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Track 4 – HR Operations & Compliance
Governance Without Gridlock — How HR Keeps AI Moving While Staying Compliant
Governance Without Gridlock — How HR Keeps AI Moving While Staying Compliant
With 20+ years leading global HR at Ericsson and Thomson Reuters, Ferhan knows the tension between “move fast” and “stay compliant” — and why it’s a false tradeoff. She shows how HR claims its seat at the AI governance table: not to block innovation, but to keep it moving.
And she’s precise about where HR fits: a required voice on everything touching hiring, pay, performance, and termination — not a veto, and not the overall AI governance owner.
You’ll leave with a concrete answer to the question every HR leader is facing: how do you keep AI moving without losing control of it?
Ferhan Sjödin (SE)
VP, Global People Governance & Compliance, Thomson Reuters
VP, Global People Governance & Compliance, Thomson Reuters
Attending organisations announced soon
Attending organisations announced soon
Attending organisations announced soon
Attending organisations announced soon
Attending organisations announced soon
Closing Panel Discussion: The Nordic Proof — What Are We Actually Building, and Is It Working?
Leaders from Nordic organisations who have put AI to work in HR share their honest experiences. Not the case study version — but what really happened, what it cost, and what they wish they had known earlier. No slides. No sales pitches. Just practitioners and leaders talking to each other.
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What’s included in your ticket
Included in your ticket:
- Full day programme — keynotes, four track sessions and panel discussion
- Networking breakfast from 08:00 · Lunch, water, coffee & tea, cake and snacks throughout the day
- Exclusive insights from Nordic HR and AI thought leaders
- Live demonstrations of HR AI tools and platforms
- Network with 300+ Nordic HR leaders across the two-day summit
- Speaker slides available for download after the summit
- Goodiebag
*Registration applies to the selected conference day. To attend both days, please purchase a ticket for each day. Early Bird: 15% discount when registering before 28 August 2026.
DKK. pr. pers
ex. VAT
3.000.-
The easiest way in
Become a HR AI Network Member
(Only for DK & SE HR Professionals)
✓ 2 Free conference tickets (value DKK 6,000)
✓ Join the leading HR AI Network in Denmark for HRBP, CHRO, HRIS and TA
✓ 5 peer meetings throughout the year, culminating at Nordic HR AI Summit
✓ Turn peer learning into action with real cases and experienced facilitators
✓ Continue the conversations from the Summit with likeminded
DKK. pr. pers /paid yearly
ex. VAT
Targeted networks built around your specific HR role — not just your title. You get one shared way of learning, paired with honest, confidential peer conversations where real challenges get discussed. Access to the Nordic HR AI Summit is included, and everything is connected to content, community, conferences, courses and continued learning — so you always have a next step.
From 18.000.-
Programme
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AI in HR & Leadership
We are in the middle of a historic shift in HR — driven by artificial intelligence, new ways of working and rising expectations from both employees and leadership. The Nordic HR AI Summit 2027 brings together decision-makers, practitioners and solution providers to explore, challenge and embed AI in the work of HR.
AI is a strategic necessity for both HR and leadership. At Sylvester & co, we help organisations use AI to strengthen their HR function and make better people decisions.
Christian Sylvester
Sylvester &co
Sylvester &co
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How to find MBK Conference Centre
Address: MBK A/S, Pilestræde 61, 1112 Copenhagen K (500 metres from Nørreport Station)
From Nørreport:
Walk along Købmagergade and turn left just past Rundetårn – MBK is located on the corner of Pilestræde.
From Metro Kongens Nytorv:
Walk along Strøget to Pilestræde, turn right, and follow the road up to Nina Bangs Plads. MBK is on your left. (Approx. 8 minutes on foot)
Adresse: MBK A/S, Pilestræde 61, 1112 København K (500 meter fra Nørreport St.)
Parking in the building:
Parking is available at MBK for DKK 250/day. Contact us at 3543 4474 or mail@mbk.dk (first come, first served).
Public parking nearby:
– Vognmagergade 5 – 170 m
– Hauser Plads 18 – 190 m
– Gammel Mønt – 230 m
– Gothersgade 49 – 400 m
– Israels Plads – 700 m (DKK 310/day)
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