Organizational Design

Description

Organizational design is the process of organizing a company's operational structures. It reviews the requirements of an organization and takes a holistic approach into organizing everything from systems, structures, people practices, rewards, performance measures, policies and culture. Organizational design is usually carried out by HR departments in collaboration with project managers and leaders of the organization.

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Stage 4 - Worktech | SO4
Oct 21, 2025
12:35 PM1:00 PM
HR TechnologyOrganizational DesignStrategic Alliances

Re-Designing HR Software That Empowers People

Stuart PrivettSwissportGlobal Head of HR Systems
Description
Operating in 40 countries and managing a workforce through dozens of fragmented systems, Swissport faced an urgent need for standardisation, visibility and simplicity. By implementing Dayforce and aligning HR, IT and AI capabilities, Swissport built a future-ready HR ecosystem that enables better scheduling, compliance, learning and retention. This case study explores how human insight, technical fluency and smart automation came together to support real business outcomes. • One unified system replaced 41 disconnected HR and payroll platforms • Scheduling moved from spreadsheets to real-time visibility and control • Attrition hotspots are now identified early and addressed more strategically • AI supports smarter job design, compliance tracking and internal mobility • HR leaders are now embedding technical roles and data fluency into their teams • Success depends on people leading the technology, not just using it
Stage 2 - HR Reinvention | SO2
Oct 21, 2025
2:30 PM2:55 PM
Learning and DevelopmentOrganizational DesignStrategic Alliances

The CEO-CHRO Alliance: Turning People Strategy into Impact at Danone

Dr. Charles-Henri Besseyre des HortsHEC ParisProfessor EmeritusIsabelle EsserDanone Chief Human Resources, Research & Innovation, Quality and Food Safety OfficerAntoine de Saint-AffriqueDanoneCEO
Description
From employer branding and inclusive recruitment to upskilling and social protection, Danone is reimagining the role of HR as a strategic engine for sustainable growth. This conversation will explore how human-centric leadership and a shared commitment to purpose are enabling Danone to meet today's challenges, while preparing for tomorrow.
Stage 3 - AI | SO3
Oct 22, 2025
10:05 AM10:30 AM
AutomationFuture of WorkOrganizational Design

AI Angst: The Emotional Cost of Innovation, Unveiling New European Research at UNLEASH World 2025

Erin EatoughFractional InsightsChief Science Officer & Principal Advisor
Description
As AI adoption accelerates, a quieter crisis is emerging: anxiety, resistance and emotional fatigue across European workplaces. While leaders tout the promise of AI, a growing disconnect between vision and workforce sentiment is threatening transformation success. This exclusive UNLEASH World presentation unveils new European research combining behavioural science, cultural diagnostics and psychological ergonomics to unpack the true challenge of integrating AI: the human one. Drawing on cross-industry insights, US to EU comparative data, and fresh case examples, this session will help HR and transformation leaders understand how to foster trust, manage risk appetite, and redesign work environments where people, not just systems, can thrive Key Takeaways: • Exclusive European findings: new data on emotional responses to AI in the workplace • Why trust, identity, and risk appetite are now the core blockers to AI integration • Introducing "psychological ergonomics" as a new framework for AI readiness • Lessons from the DOGE transformation effort: what goes wrong when efficiency trumps empathy • What's next: practical steps for leaders to close the empowerment gap and lead human-centered change
Stage 3 - AI | SO3
Oct 22, 2025
12:35 PM1:00 PM
Artificial IntelligenceData and AnalyticsOrganizational Design

Data Dysfunction: How HR Can Fix the Bottlenecks Blocking AI Progress

Francesca CaroleoCiti CHRO (Country HR Officer Luxembourg)Aditya BharadwajUKGGeneral Counsel at Great Place To Work and Legal Director of AI & Data GovernanceGail UrsellStandard CharteredGlobal Head, Risk and Governance, Strategy and Talent
Description
For HR, the real challenge isn't the technology but the broken foundations it sits on. Siloed systems, mismatched definitions and slow governance are stalling AI adoption across the people function. This panel cuts through the hype to ask: what if HR is the key to fixing it? From aligning with IT and legal to owning workforce data strategy, HR has a critical role to play in making AI real, responsible and ready for impact. • Why bad data is the real AI blocker, and how HR can clean, connect and standardize workforce information • Breaking the silo mindset: Aligning data sources across HR, IT, legal and operations • The speed gap: How differences in AI maturity between teams are delaying business-wide progress • Rethinking ownership: Why HR must lead on defining data governance and ethical AI frameworks • From passive to proactive: How HR can create agile feedback loops that keep AI aligned with business and people needs • Practical first steps: Building AI-ready foundations without waiting for perfect systems
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