• What are the best (and easiest) ways to start using AI within the hiring process to help drive immediate ROI?
• How can AI not only solve hiring challenges (like drastically improving time-to-hire) but also lead to tangible cost savings for your organization?
• How does the effectiveness of AI at saving time and money within the hiring process allow organizations to make substantial structural changes, leading to even greater business impact?

• Hear how Sutherland fosters a digital mindset to anticipate and address tomorrow’s talent challenges by refocusing, reskilling, and reorienting their workforce​
• Discover how AI-powered skill matching enables internal mobility​
• Learn how the organization utilizes SeekOut across talent acquisition, talent management, and talent analytics to drive business impact​

Join us for a focused session on assessing the effectiveness of pay equity remediation efforts. Led by industry experts, this discussion will provide insights into how organizations can evaluate their pay equity strategies to ensure meaningful outcomes. You’ll hear from experts Anuj Mongia from Trusaic and Ray Henry from Aon. Attendees will learn about the methodologies for measuring the impact of remediation actions, identifying areas for improvement, and maintaining sustainable pay equity practices. This session aims to empower organizations to refine their approaches and achieve lasting equity.

Key Topics

• Assessing the impact of remediation actions on pay equity outcomes
• Methodologies for measuring and reporting pay equity effectiveness
• Identifying persistent disparities and areas for further intervention
• Integrating data analytics into ongoing pay equity evaluations
• Developing sustainable practices for continuous pay equity improvement

Most organizations conduct leadership training to attempt to develop and retain their leadership talent, however, the last few years have put an unprecedented strain on our leaders and organizations. Leadership fatigue is at an all-time high, as is workforce turnover, and the leaders of the future must possess much more than just IQ and EQ. Learn the four “Non-negotiable Elements of PQ” that make High Functioning Leaders:

1. Is your organization currently suffering from “Leadership Fatigue?”
2. Does your current Leadership Development program only highlight IQ and EQ?
3. Are your emerging leaders staying or leaving the organization? Do they even know they are emerging leaders?
4. Do you want to create a sustainable leadership culture of Clarity, Connectivity, and Consistency?

Organizations everywhere have used Total Rewards programs to attract and retain talent by offering a buffet of benefits to demonstrate the investment they make in their people. Yet despite these efforts, research shows that employees feel these programs often fail to address their most important needs.

Join Ariane Hibo Ezeh, as she shares the latest research from the 2025 Global Culture Report, revealing how a strategic focus on people enables organizations to redefine their Total Rewards programs and provide the right mix of offerings to better communicate authentic care.

Session insights include:

• The value of placing employee-centered care at the core of Total Rewards offerings and creating environments where employees thrive
• The significance of recognition in fostering organizational practices that support employee mental health

Employers are facing significant challenges as healthcare costs are projected to rise in 2025, marking the highest increase in the past 15 years, primarily driven by pharmacy. It is essential for employers to grasp the pharmacy landscape and implement effective strategies to enhance the quality of care while reducing costs. In this session, we will present insights from the Mercer Survey, highlighting the key pharmacy challenges and the strategies employers are adopting in 2025 to lower costs.

1. Explore the top cost drivers for pharmacy.
2. Understand the legislative measures Congress is implementing against PBMs.
3. Discover clinical programs aimed at improving quality.
4. Review examples of strategies from our clients.

• The rescission of EO 11246 and its impact on government contractors, subcontractors, grantees, and other recipients of federal awards formerly subject to the EO
• The EEOC’s focus on DEI initiatives as a form of discrimination by private employers

In this session, we’ll share research that uncovered the impacts of misalignment between HR and organizational goals. When HR and business priorities are out of sync, even the best strategies can fall short in execution, leading to missed opportunities and diluted impact.

Misalignment can lead to disconnects between strategy and real-world results, creating hurdles for even the most promising HR initiatives. It also often creates a disconnect between the workforce and HR, where employees may feel their experience doesn’t match their expectations – and HR leaders think they’re providing their employees with what they need.

We’ll also explore how talent intelligence can help bridge these gaps, with real-life examples from organizations leading the way in building stronger alignment – resulting in greater harmony between talent strategies with broader business objectives.