27th Human Resource Summit
7- 9 October 2020, Corinthia Hotel, Prague

Topics for 2020 sessions

Strategic workforce planning
Diversity, Inclusion and Culture
Resilience in HR
Wellbeing & mental health: impact of being constantly ‘on’
Multi-generational workforce & the generation gap
Behaviour & values
AI & the future of HR
Innovations in L&D

Please see the confirmed programme below

If you are interested in a speaking opportunity, please contact

2020 programme

Dr. Tomas Chamorro-Premuzic

Psychologist, author and entrepreneur

Talent in the AI age
  • Biography

    Dr. Tomas Chamorro-Premuzic is an international authority in psychological profiling, talent management, leadership development, and people analytics. His commercial work focuses on the creation of science-based tools that improve organizations' ability to predict performance, and people's ability to understand themselves. He is currently the Chief Talent Scientist at Manpower Group, co-founder of Deeper Signals and Metaprofiling, and Professor of Business Psychology at University College London and Columbia University. He has previously held academic positions at New York University and the London School of Economics, and frequently lectures at Harvard Business School, Stanford Business School, London Business School, and IMD, as well as being the co-founder and CEO of BrazenX and the former CEO at Hogan Assessment Systems.

    Dr. Tomas has written 10 books and over 150 scientific papers on the psychology of talent, leadership, innovation, and AI, making him one of the most prolific social scientists of his generation. His work has received awards by the American Psychological Association, the International Society for the Study of Individual Differences, and the Society for Industrial-Organizational Psychology, to which he is a Fellow. Dr. Tomas is also the founding director of University College London's Industrial-Organizational and Business Psychology program, and the Chief Psychometric Advisor to Harvard's Entrepreneurial Finance Lab. Over the past 20 years, he has consulted to a range of clients in financial services (e.g., JP Morgan, HSBC, Goldman Sachs), advertising (e.g., Google, WPP, BBH), media (e.g., BBC, Red Bull, Twitter, Spotify), consumer goods (e.g., Unilever, Reckitt Benckiser, P&G), fashion (e.g., LVMH, Net-a-Porter, Valentino), government (e.g., British Army, Royal Mail, NHS), and intergovernmental organizations (e.g., United Nations and World Bank). Dr. Tomas' media career comprises over 100 TV appearances, including on the BBC, CNN, and Sky, three TED talks, and regular features in Harvard Business Review, the Guardian, Fast Company, Forbes, and the Huffington Post. Dr. Tomas is also a keynote speaker for the Institute of Economic Affairs. He was born and raised in the Villa Freud district of Buenos Aires, but spent most of his professional career in London, and lives in Brooklyn now. Find out more here:

  • Presentation Outline

    This talk will examine how technology is re-shaping our ability to identify and attract talent. In particular, it will highlight how recent advances in AI and machine-learning are disrupting the recruitment and talent identification industry, and what IO-psychologists can make to be part of this game. Will AI replace or enhance the 100-year old science of predicting future job performance from psychological variables? What are the ethical and legal concerns that arise when established talent identification methods are automated and human judgment and expertise is replaced by computer-based algorithms? Finally, what is the role of theory and understanding in a world of AI-based predictions and interventions? These and other related questions on the broad impact of technological innovations on talent identification will be discussed.

Professor Geoff Bird

Professor of Cognitive Neuroscience
University of Oxford
The Neuroscience of learning
  • Biography

    Professor Geoff Bird is a Professor of Cognitive Neuroscience at the University of Oxford and a Senior Lecturer at the Institute of Psychiatry, King’s College London. Geoff has focused throughout his career on understanding the neuroscience of performance, both of individuals and of groups. He is an expert on social interaction, and his research covers how the brain enables us to learn from others, feel empathy for them, and influence how they feel and think. A key focus of his present research is how people can make better decisions, both individually and in groups. As a result of this interest Geoff has completed a WABC-accredited Business Coaching course focusing on the neuroscience of leadership and performance.

    Professor Bird served as a Science Policy Advisor to the UK Government throughout 2008 and is one of the Principals of the Centre for Educational Neuroscience – an organisation dedicated to enriching education through the application of findings from neuroscience. He contributes his expertise in the neuroscience of learning and reward to the centre in order to increase the efficiency with which people learn, and how best to motivate that learning. He is frequently consulted by blue chip companies and the media to explain the relevance of neuroscience to society and business.

    He has recently been voted one of the UK’s ‘Most Influential HR Thinkers’ by HR magazine.

  • Presentation Outline

    The importance of optimising our own learning, and those around us, is often under-appreciated. We want adaptable, agile people, who can cross roles and adapt to new environments, teams, and locations. We want people to feel a sense of belonging, and purpose. We want them to feel confident in themselves and their colleagues, able to delegate and manage people effectively in order to optimise performance while maintaining mental health. All of these things are underpinned by learning - having people who can learn quickly and effectively, and who are motivated to do so. Over an hour we will take a deep dive into the neuroscience of learning to dispel the myths ('learning styles') and discover the science of how our brains learn.

Katrina Collier

Author: The Robot-Proof Recruiter & Candidate Engagement Facilitator & Speaker

HR’s role in putting the people back in candidate engagement
  • Biography

    Katrina Collier shows companies how to solve the problem of candidate engagement. HR, talent acquisition and hiring leaders don’t have an issue finding people, they have an issue evoking a response, engaging people and stopping candidates from ghosting. She is the author of The Robot-Proof Recruiter and uses her extensive industry experience to deliver keynotes and facilitate offsites globally, which inspire all those involved in the recruitment lifecycle to improve candidate engagement with a human-first mindset.

    She is also the founder of multiple DisruptHR UK events, an Ambassador for Hope for Justice aiming to end modern day slavery, and co-host of The #SocialRecruiting Show podcast. You’ll find her championing the #BeHuman cause on LinkedIn, Facebook, Twitter and Instagram @KatrinaMCollier

  • Presentation Outline

    Never before has your company been as transparent as it is today. In a search-engine led world your employees and your candidates are in charge. The visibility of other job possibilities and reviews from your employees have never been as easy or quick to access as they are now. Therefore HR’s role in talent acquisition has never been more important; how can you possibly attract future employees if your current employees are unhappy and your hiring managers are mistreating candidates?

    Sharing examples found while researching for The Robot-Proof Recruiter, Katrina will leave you with an understanding of why every element of the employee lifecycle, from sourcing, to interviewing, to onboarding, to employee experience, to off-boarding, through to alumnus. now impacts your hiring, and she will give you the steps your company needs to improve its talent acquisition.

Paula Leach

Chief People Officer
FDM Group
Vantage Point: A practical systems approach to organisational design
  • Biography

    Paula Leach is the global Chief People Officer for FDM Group, a role which she undertook in April 2019 having previously been Chief People Officer for The Home Office.

    Paula is a member of the executive committee and responsible for the people agenda across a fast-growth, global, FTSE 250 organisation in the tech sector. FDM Group recruits, trains and deploys thousands of consultants (graduates, returners and ex-military) by providing critical academy development and upskilling programmes and meeting the tech needs for major global clients.

    Previously Paula was Chief People Officer at The Home Office, responsible for an HR function of more than 300 professionals, supporting the people agenda for approximately 30,000 civil servants responsible for critically-important areas across the security, policing and fire, and borders and immigration systems.

    She joined The Home Office after 18 years working across all HR disciplines at Ford Motor Company, including a three-year assignment in the US. During this time Paula worked with a diverse range of functional disciplines including operational manufacturing, product development, IT and marketing and sales.

    Paula is FCIPD qualified and passionate about optimising inclusivity and the potential of individuals and teams. This professional experience and understanding is coupled with a keen commercial sense enhanced with a first-class honours business degree and an MBA. She has undertaken many professional development programmes including organisational design, change management and most recently the prestigious 'Top Flight' programme through The Pipeline.

    She married and is mum to two beautiful daughters.

  • Presentation Outline

    Do you often find that resource planning in your organisation is more reactive than proactive? Are the leaders you partner with designing teams based on achieving not only financial or budgetary requirements but also to optimise the Diversity and Inclusion agenda at the source of the design? How clear and specific are your leaders with regards to the specific skills that will be different tomorrow versus today? And to what extent is your organisation building the conditions for a thriving, healthy workforce into the structure of the organisation’s design?

    After many years working with leaders and organisations committed to creating teams which are diverse, thriving, skilled for tomorrow and affordable, Paula observed little or no impact in terms of the achievement of this as a sustainable change or shift. Despite the commitment and genuine passion, leaders and organisations engaged in complicated organisational design approaches which were difficult to practically implement and sustain or reverted to short term financial parameters for planning resource allocation. The fundamental proposition she has developed is that in order to create the organisations that we dream about for tomorrow, we need to think holistically and systemically about organisational design at the source of resource planning. Her passion is facilitating leaders to own a more proactive and well rounded approach to planning for resources to break the cycle of reactivity, and to create thriving teams to serve an organisation’s future ambitions.

    Paula has developed a simple yet holistic model which facilitates any leader – whether they manage a small team of a handful of reports, through to a global organisational head with multiple thousands – to use key data to help guide them to important decisions which can transform their ability to resource against multiple strategic ambitions (be those Financial, Diversity, Skills, Geography or Wellbeing related).

    Strategic Workforce Planning: Simplified, Practical, Insight driven, Systemic.

Ewen MacPherson

People Director
Havas Media Group London
Creating a meaningful employee experience through your approach to wellbeing
  • Biography

    Ewen is a senior HR professional with experience in leading people and talent programmes for complex media, retail and broadcast businesses. He has expertise in a broad range of areas, including business transformation, organisational design, building and embedding talent initiatives, delivering cultural change and change management programmes, people strategy implementation, M&A activity and senior stakeholder management.

    As People Director at Havas Group Media, Ewen leads a team of 12 people to effectively deliver an industry-leading HR offering. Since joining in 2014, he has successfully led the reorganisation, transition and realignment of the Group’s operating model, as well as spearheading a number of cultural change, diversity and inclusion initiatives across the wider Havas UK network.

  • Presentation Outline

    For many companies, Employee Wellbeing has become a focus point in recent times as the social movement around the topic gathers momentum.

    For Havas UK, health and wellbeing has been a long-term strategic objective under a guiding lens of the overall employee experience. Most employees spend a third of their lives at work, and there is a growing argument that the responsibility to help employees remain healthy rests with the organisation; whilst gathering momentum, it is not a new point for debate, but it was this preventative approach that first sparked the strategic conversation about health and wellbeing for Havas.

    In this presentation Ewen will share Havas’ wellbeing journey, from conception as a change management tool to the holistic programme that it is today, as well as practical ways to enhance the employee experience at your company through your wellbeing approach.

Asif Sadiq

Head of Diversity, Inclusion & Belonging
The Telegraph
How Diversity and Inclusion can support strategic workforce planning, through the enabling of technology
  • Biography

    Asif is Head of Diversity, Inclusion & Belonging for The Telegraph. He was formerly the Head of Diversity and Inclusiveness for EY Financial Services and previously the Head of Equality, Diversity and Human Rights Unit for the City of London Police. He is a Multi-Award Winning Diversity and Inclusion expert with over 15 years experience and a proven track record in achieving operational and strategic targets, managing quality, performance, risk and change.

    He is a passionate and inspirational Global Leader, co author and a renowned keynote speaker with the ability to empower individuals and create a truly inclusive environment for all. Asif has been key in implementing D&I activities and programmes as well as connecting with stakeholders at all levels of organisations to build strong and influential relationships with influencers. Asif acts as a role model, providing governance across businesses on D&I and is committed to creating a strong sense of belonging for all.

    Asif has received a number of accolades for his work that include the Mosaic (Prince’s Trust) Award for mentoring, Police Officer of the Year Award, the Civil Servant of the Year Award, the prestigious Asian Professional Award and the highly commended Head of Diversity Award at the European Diversity Awards. Asif was honoured in 2017 in the Queen’s birthday honours list with an MBE for his services to Policing and Communities and is a member of the HR Guild, The Worshipful Company of Security Professionals, a Leadership Fellow at St George's House and is a Freeman of the City.

    He is currently the Chair of the London Hate Crime Board, a Judge for numerous Awards including the CIPD Awards, BIMA Awards, Personnel Today Awards and the Lord Mayor's Dragon Awards, an Ambassador for Remembering Srebrenica, Member of the APPG (All Party Parliamentary Group) on Hate Crime, Special Advisory to the charity Penny Appeal, a trainer for the OSCE Office for Democratic Institutions and Human Rights and a Special Sergeant with the City of London Police.

  • Presentation Outline

    It is clear that Diversity and Inclusion is a business imperative for any organisation to succeed, both from a customer and staff perspective D&I has numerous benefits. Furthermore evidence has highlighted that staff who have a sense of belonging are three and a half times more productive, more innovative and stay longer with organisations. Consumers also align to brands that they see as being both diverse and inclusive and the opportunities are endless to capture new diverse markets.

    We will explore how to ensure technology can assist your organisation in achieving its workforce planning objectives with a clear lens on capturing diversity and inclusion, while understanding the limitations of technology and some of the biases that have recently been associated with AI and how to overcome these in order to make a substantial impact in D&I as well as how you can create a more Inclusive workplace where all your staff feel that they belong.

Sophie Theen

VP of People
The importance of cultural transformation to overcome challenges in technological innovation
  • Biography

    A reformed engineer, Sophie’s expertise is now focused on reinventing the importance of talent management in the People function in financial services and she is passionate to establish a blueprint for the working culture of the future. She introduced Social Hiring as a people strategy into companies with a view to increase candidate experience and employee engagement levels. As a mental health first aider, Sophie has created a support system to combat depression, anxiety and other factors specifically affecting rapid growth businesses in the FinTech community. She has led and built People Teams in Pollen, 11:FS & Revolut after she’s led recruitment projects with Ford, General Motors and IBM, before shifting her passion and focus to setting up the future of HR in startups. She is a regular mentor and career coach in the startup community. A prolific writer on Diversity, Sophie also runs an HR community in Slack, Work Experience Programs for young women and is a moderator for the Tech Talent Charter group. Outside of work, she mentors Talent professionals who are in a similar environment/standalone HR and joined Tech Nation as an industry advisor to mentor aspiring CEOs and CoFounders of FinTech startups in London and California.

  • Presentation Outline

    Cultures continue to evolve as a company starts, scales up and even after it hits steady state. The ability to innovate is risk-averse when your company is taking a direct path to innovation, but building out a culture for successful adoption of digital transformation requires time and momentum. Your company needs to build the culture and community, making time for people to share experiences, test, and learn what works, brainstorm, and collaborate. One of the biggest challenges companies have is the lack of recognition for involvement, cooperation, and feedback of the workforce to maintain the quality and momentum of transformation. Today, we look at a few key points of why it’s important to drive this from a cultural point of view.

Andrea Pattico, Chief People Officer, MVF

Panel session: Multi-generational workforce & the generation gap

Panel Chair

Ange has led the People function at MVF for the last 3.5 years and along with her fantastic team is responsible for co-creating and executing a People Strategy and Experience that makes MVF a great place to work. She has over 22 years’ experience working in senior, international People roles within film, BPO/ITO, online retail and online comparison sectors. She is a fellow of the CIPD (Chartered Institute of Personnel & Development) and an EMCC Accredited Coach/Mentor at Practitioner level (European Mentoring and Coaching Council). Ange’s passion is people - she is dedicated to coaching and developing colleagues to support organisational growth and help people achieve their personal purpose.

Jo Mosley FCIPD, HR Director, The Salvation Army

Panel session: Multi-generational workforce & the generation gap


Jo is HR Director for the Salvation Army, where she has worked for the last 2 years, and has previously been a senior leader at Guide Dogs for the Blind and Mencap, working in the Third Sector for over 20 years. As HR Director at The Salvation Army, she is responsible for the 4,500 employees who support the vital work of the movement delivering services to some of the most marginalised people in our communities across the UK and Ireland from homelessness and older peoples services to anti human trafficking, prison ministries, employment and work with young people and children. Jo is working on a people strategy for the organisation and delivering a 5 year plan to transform HR into a person centred function. Jo was a commissioner on the future leadership of civil society and chaired the Inclusion Action Group to implement the recommendations of the Commission on the Future of Volunteering. She has chaired and been a member of strategic boards for the College of Policing, DofH, and many sector specific groups and a board member for HRO Today Forum and on the editorial panel for HRD magazine. Her work on diversity and inclusion won her the HRO Today EMEA Talent Acquisition Leader of the Year 2016. Jo has delivered at conferences across the UK and Europe on topics such as inclusion, women in leadership, people strategy and volunteering and has several articles published in the sector press. Jo is an alumnus of the Windsor Leadership Trust, a judge for the CIPD People Awards and a mentor for LeadersPlus. Jo is a mum of 6 and is passionate about supporting women balancing caring responsibilities and careers.

Jacqui Marshall, Executive Director of People and Transformation, North Bristol NHS Trust

Panel session: Multi-generational workforce & the generation gap


Jacqui has been the Executive Director of People and Transformation at North Bristol Trust since April 2019. Jacqui oversees a large ambitious 5 year Transformation programme and is also leading an exciting People Agenda transforming the employment offer for health and NHS careers. The Trust is a large Acute teaching hospital with over 8000 staff and an annual turnover of £532M. Jacqui also leads Communications and Charities.

Previously Jacqui was Deputy Registrar & Director of People Services and Global Partnerships at the University of Exeter, delivering all Transformation, Human Resources, OD, and Health, Safety and Wellbeing Services for the University.

Prior to 2013, Jacqui was a Senior Civil Servant in the Ministry of Defence (MoD), leading the department-wide Cultural Change Programme. Within her civil service career, she held a range of both HR and business appointments within the MoD including a secondment to DEFRA as HR Director on the Board of Rural Payments Agency.

Jacqui is a Fellow of the Chartered Institute of Personnel and Development, a Fellow of the Institute of Directors and a trained mediator and business coach. Jacqui until recently was a trustee of Young Bristol, one of the largest youth charities in the South West and she mentors a range of people from both public and private sector. Jacqui has also held Non-Executive Director roles within NHS.

Samantha Hornsby,
Co-Founder of ERIC Festival

Panel session: Multi-generational workforce & the generation gap


Sam is the Co-Founder of ERIC, an innovation-led employer branding company that connects young creatives with companies who share the same ethics and values as the future workforce. Sam is a Gen Z employer branding specialist and is particularly interested in education and communication via entertainment experiences. She's also a big advocate of the 4 day work week.

Speaker Programme

The Human Resource Summits programme consists of 6 Strategy Group sessions – case study led presentations followed by Q&A and 2 Action Learning workshops – key topic roundtable discussions.

If you have any recommendations for speakers or topics please email

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7 - 9 October 2020, Corinthia Hotel, Prague

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“A very well organised event with lots of likeminded individuals, no pushy sales techniques; just genuine opportunities to build relationships. Networking in the real sense of the word.”

Clare Marshall, Head of People

“As always, a superbly organised and hosted event, highly professional and a slick experience for delegates and suppliers alike. We always find that the environment and conditions are created to make genuine connections, which for us have developed into ongoing client relationships.”

Andy Dent, Head of New Business and Product Sales
The Oxford Group