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As organizations respond to AI, evolving legislation and changing workforce expectations, the way work is structured cannot remain static. HR has an important role to play in helping leaders determine not only what roles an organization needs today, but how jobs, skills and organizational capabilities need to evolve for tomorrow.
In this session, we'll explore how HR can take a more strategic approach to workforce and organizational design—examining how emerging technology, regulatory change and shifting business priorities are reshaping roles and responsibilities. We'll also look at the infrastructure that supports these decisions, including job architecture, governance and ownership, and the questions HR leaders should be asking to ensure their organizations remain relevant and future-ready.
Attendees will leave with practical considerations for evaluating how work is changing, identifying where existing structures may need to evolve, and helping their organizations make intentional decisions about people, roles and technology.
Learning Objectives
- Understand how AI, legislation and changing business priorities may affect roles, skills and organizational structures.
- Identify signals that existing roles may require an evolution.
- Maximize where AI, Unique Business Differentiators, Customer Needs can reshape jobs and workforce practices.
- Apply key questions to help leaders make more intentional, future-ready workforce decisions.
- Evolve HR's approach in strategic decisions about how work and responsibilities evolve.
Speaker:
Abraham Gonzales-Pollick
Abraham Gonzales-Pollick is a former entrepreneur who became an enterprise Organization and Talent Development global leader. Now with nearly 20 years leading large scale workforce and operations across complex and global environments, Abraham has helped a variety of organizations evolve programs, design innovative structures, and impact culture. His curiosity and approach draw on the intersection of business purpose and talent capability to create workforce effectiveness and organizational transformation.