"A lot of people are predicting the CHRO and CIO roles may eventually merge."

_{As AI transforms jobs and skill requirements, members discussed how workforce planning is becoming as much a technology challenge as a talent challenge. The result is a growing need for HR and technology leaders to jointly shape the future of work.}

"The biggest question of our time is how do we figure out workforce planning with the amount of jobs that are changing."

_{Members discussed the growing need for dynamic workforce planning and pushing HR and business leaders to rethink workforce planning together.}

“However many ratings you have... subtract one. It’s that many ways to piss somebody off.”

_{A memorable reminder from one M1 member that performance ratings are as emotional as they are operational.}

"I’ve shrunk my TA team to 1/3 of the size by implementing 5 key AI tools and agents, while simplifying the Recruiter’s life in one dashboard. Don’t worry, since I also oversee talent, I’ve quickly redeployed the TA team elsewhere."

"The apprenticeship model is broken… nobody knows how to teach someone how to use the ChatGPT plugin for Excel right now."

"With all these changes, maintaining a clear north star for HR’s role in the organization should be a constant.”

"If we're dialing up technology to 11 with AI, how do we dial up humanity to 11 with AI?"​

“You can put any hero there. They’re not going to solve the problem if the company doesn’t buy that role, if the company doesn't see that work as valuable.”

"It's a really laser-focused year on data… it’s those pieces of data that are holding us back from truly understanding where the right skills are and who the right people are to take the organisation forward."

“Leadership also influences our speed—who holds key positions like GC or CEO affects risk tolerance and culture."​

“I believe the key to retention is improving mobility rates, which hasn’t been prioritized by senior leadership yet. This should be a high priority by 2026.”​

“How is (AI) being used commercially? You must understand that. How is the business putting AI in your products or services? How does that impact work? How does that impact skills? How do you price it? If you're not in the pricing discussions, you don't know what's happening to profitability and what your labor rates are going to look like.”​

“If you're trying to grow, transform or build a resilient workforce, you can't just be relying on static siloed data anymore. What's needed is a deep context, rich task and skills driven view of the entire organization and one that evolves over time. That's your workforce.”

"A lot of people are predicting the CHRO and CIO roles may eventually merge."

_{As AI transforms jobs and skill requirements, members discussed how workforce planning is becoming as much a technology challenge as a talent challenge. The result is a growing need for HR and technology leaders to jointly shape the future of work.}

"The biggest question of our time is how do we figure out workforce planning with the amount of jobs that are changing."

_{Members discussed the growing need for dynamic workforce planning and pushing HR and business leaders to rethink workforce planning together.}

“However many ratings you have... subtract one. It’s that many ways to piss somebody off.”

_{A memorable reminder from one M1 member that performance ratings are as emotional as they are operational.}

"I’ve shrunk my TA team to 1/3 of the size by implementing 5 key AI tools and agents, while simplifying the Recruiter’s life in one dashboard. Don’t worry, since I also oversee talent, I’ve quickly redeployed the TA team elsewhere."

"The apprenticeship model is broken… nobody knows how to teach someone how to use the ChatGPT plugin for Excel right now."

"With all these changes, maintaining a clear north star for HR’s role in the organization should be a constant.”

"If we're dialing up technology to 11 with AI, how do we dial up humanity to 11 with AI?"​

“You can put any hero there. They’re not going to solve the problem if the company doesn’t buy that role, if the company doesn't see that work as valuable.”

"It's a really laser-focused year on data… it’s those pieces of data that are holding us back from truly understanding where the right skills are and who the right people are to take the organisation forward."

“Leadership also influences our speed—who holds key positions like GC or CEO affects risk tolerance and culture."​

“I believe the key to retention is improving mobility rates, which hasn’t been prioritized by senior leadership yet. This should be a high priority by 2026.”​

“How is (AI) being used commercially? You must understand that. How is the business putting AI in your products or services? How does that impact work? How does that impact skills? How do you price it? If you're not in the pricing discussions, you don't know what's happening to profitability and what your labor rates are going to look like.”​

“If you're trying to grow, transform or build a resilient workforce, you can't just be relying on static siloed data anymore. What's needed is a deep context, rich task and skills driven view of the entire organization and one that evolves over time. That's your workforce.”