Join CIPD Chief Executive Peter Cheese for the inaugural State of the Profession address at the CIPD Annual Conference – a vital moment of reflection, insight and inspiration for every HR and people professional.

As workplaces are transformed by AI and automation, Peter will explore how our roles, responsibilities and opportunities are evolving at pace. From navigating the complexities of UK employment law reform to responding to the impact of global economic instability and shifting political landscapes, this is a defining time for our profession.

Drawing on his years of thought leadership, Peter will offer a sharp analysis of how these seismic changes are affecting workforce strategy, business planning, and the psychological contract between employer and employee. He will make the compelling case that amid uncertainty, HR must step up – with confidence, clarity and credibility.

This keynote is a rallying call for greater professionalism and evidence-based practice across our field. It will challenge and inspire delegates to drive sustainable change, support thriving workplaces, and shape the future of work.

The future of work isn’t coming,  it’s already here. As a child prodigy turned computer scientist, social entrepreneur and founder of Stemettes, Anne-Marie has spent her career helping organisations understand how to harness innovation without losing sight of their most valuable asset: people. 

This session will explore how leaders can rethink jobs, skills and culture to meet the challenges of a new era. How can organisations move beyond fear of disruption to actively shape what’s next, whilst creating workplaces where innovation thrives and people stay at the heart of progress.

Furthermore, as a founder of Stemettes, a social enterprise dedicated to bringing girls and young women to STEM subjects, she will talk about the importance of developing skills and creating diversity in these sectors.

The flexibility that allows entrepreneurs to be high performing shouldn’t be limited to entrepreneurs only, says Aled Nelmes. So, following a successful trial of the four-day working week, Aled took a bold step and tried an even more radical approach, the 32-hour work week, any time, any place. Built with flexibility and diversity in mind, it is designed to accommodate the diverse needs of today's workforce. Find out how the trial impacted productivity, collaboration, and employee morale and wellbeing.

Line managers play a pivotal role in driving team performance, but many are promoted without the skills or support to lead effectively. In a world full of content and quick fixes, building real capability requires more than just training, it needs strategy, practice, and support.

In this session, we will explore:

• what core capabilities enable line managers to lead effectively and drive performance?
• how to design learning experiences that build these capabilities?
• what role can L&D play in supporting managers not just as learners but as leaders of learning for their teams?
• how to shift from ad hoc training to a cohesive capability-building strategy that drives performance and engagement?

Reaching the role of CPO is a powerful milestone, the culmination of ambition, growth, and dedication. But what does it truly mean to lead at the highest level? In this inspiring session, two CPOs will share the lessons from their careers. 

This session explores the transition from senior HR leadership to the executive level, clarifying how the responsibilities and expectations differ.

We will examine what equips leaders for success, including the skills, visibility, and readiness required to thrive as an executive.

Finally, we will address the critical influence of leadership culture - a factor that can make or break a CPO, HRD, and their teams. When CEOs and Boards fail to recognise the direct link between leadership, culture, performance, and results, the environment for driving change and transformation becomes increasingly challenging.

Forging a good organisational culture demands more than good intentions. It requires deliberate action, unwavering leadership and transparent communication. But as a leader, how do you move beyond simply setting the tone and genuinely embedding a corporate culture where everyone doesn’t just follow suit, but flourishes? 

Shift your perspective and explore how to: 

• identify your organisation’s mission and vision that will guide decision-making and behaviour
• create an environment built upon open communication to ensure that honesty and empathy are at the heart of organisational culture
• develop a shared sense of purpose where employees feel motivated and understand how their work contributes to organisational success.

This CIPD Trust session examines the many benefits of an intergenerational workplace for your organisation and explores how to create an age-friendly culture.

Drawing on recommendations from our employer network and expert partners, we will identify what works from an employee experience perspective. You will leave with valuable guidance, top tips, and inspiration to help ensure every employee feels valued and supported to flourish at work, regardless of age or career stage.

As the UK faces a growing demand for new and evolving skills, organisations are under pressure to align their workforce capabilities with fast-changing business needs. Strategic Workforce Planning has never been more critical, but how can it be used effectively to drive real impact?

In this session, you will hear from two case studies on how they approached SWP through a skills-first lens:

Case study 1 - In a fast-changing skills landscape, Lloyds Banking Group has built a future-focused SWP engine that turns strategic foresight into action. Join Sadie Franke and Laura Wall as they share how horizon scanning and a skills-first approach helped distil 80+ emerging themes into six actionable domains—aligning people architecture with business priorities and ensuring the right skills are in place at the right time.

Case study 2 - When we undertook to create a strategic workforce plan, we came to realise that the idea of the ‘plan’ gave rise to a range of very different concepts in the minds of our stakeholders. Is it an attempt to state how many FTE of each type of role we’re going to need to budget for in 5 years’ time? Is it primarily about skills requirements or capacity or organisational design or talent acquisition or retention or all of these? When should we buy, borrow, bounce, bot and how many ‘Bs’ even are there now? We don’t claim to have all the answers, but we can share the methods that have helped us to analyse our workforce and plan strategic change, including the lessons we’ve learnt on the way.

Working your way to the top of the HR profession requires more than ambition — it demands resilience, strategic thinking, and the ability to influence at the highest levels. This session explores the key aspects of transitioning into leadership roles within the people profession, equipping you with the tools and mindset to overcome barriers and have the confidence to lead.

• Navigating the next step in your career: what to expect, how to prepare
• Developing leadership capabilities and skills to help you lead successfully
• Becoming  a true strategic partner, influencing organisational direction, and positioning HR as a vital force amongst senior leaders
• Practical guidance on making HR’s value clear to all stakeholders while driving meaningful change across your organisation.

Every leader faces moments where they must choose between personal safety and team advocacy. These pivotal decisions shape organisational culture more than any policy or initiative. This session explores how to recognise these critical moments, build the courage to make the right choice, and create an environment where advocacy becomes the norm rather than the exception.

Prof Kevin Fong offers a compelling exploration of how individuals and teams cope with risk, make critical decisions under pressure, and perform in high-stakes situations. Drawing from his extraordinary career spanning emergency medicine, space exploration, and academia, 

Kevin shares lessons from his work with UCL, NASA, and the European Space Agency. He unpacks how planning, teamwork, and adaptability are essential in extreme environments—insights that can resonate deeply with people managers navigating today’s rapidly changing workplace. 

Through the lens of science, engineering, and behavioural psychology, Kevin reveals how professionals in high-risk fields stay resilient, make the right calls, and learn from failure. His session delivers valuable takeaways for HR practitioners focused on building high-performing, agile teams equipped to thrive in uncertainty.

This session will look at attracting diversity across STEM fields,  and breaking down barriers to entry and progression. 

• Case study 1: ABG Ltd. are taking bold steps to achieve a gender balance by supporting women to transition into engineering positions, as well as providing access to apprenticeships.
• Case study 2: From innovative apprenticeship programmes, pioneering roles that support career development with concurrent PhD studies, and flexibility for all employees. Fera Science Ltd. will show how they are empowering its people to build careers no matter what their career journey. With a strong gender balance already in place, they’re committed to both attracting exceptional new talent and developing their existing workforce.

• Discuss what transferable skills will remain relevant and what skills will be needed next amidst changing job landscape.
• Discover how organisations can shift from a role-based hiring to skills-based workforce development.
• Examine how AI and digital skills can be embedded across the workforce to drive adaptability, innovation, and long-term competitiveness.
• Explore the latest insights from Skills England on future skills and what impact it has on bridging the skills gap.

The professionalisation of HR and People Management has made it easier for young people to begin their careers in the field. But despite this strong start and a clear passion for the profession,  18 to 34-year-olds are the most likely to change occupation within two years. Having voiced concerns about the availability of  development opportunities, some early-career professionals lack confidence in their long-term prospects in HR, leading them to view the profession as a stepping stone to other areas of business.

This session draws on the latest CIPD research to explore the barriers holding young professionals back and offers practical strategies to support long-term career development. Whether you're early in your HR journey or supporting others in theirs, join us to discover how to build a fulfilling career path in HR that aligns with your ambitions and encourages you to stay and grow in the profession.

With the world of work constantly evolving, leaders must be able to embrace change and lead transformation with purpose. Demonstrating investment and commitment to change can encourage buy-in from your people too, fostering cultures of resilience and adaptability. Adopting an agile leadership approach can help achieve this - but how can agile leadership really be demonstrated? 

This session will dive into:

• fostering a culture that values logic and learning in order to improve business outcomes through innovation
• leading with transparency to demonstrate humility and openness, particularly when receiving feedback and overcoming shortfalls
• recognising the value of collaboration and effective communication in driving business outcomes, promoting a culture of shared responsibility. 

This will be a unique chance to hear from and directly question CIPD’s senior leadership team about the Institutes work over this year on behalf of members and the profession. A short presentation about the Institutes work over the past year and insights from the 2025 member Survey will be followed by Q&A.

This session is exclusively open to all CIPD members – irrespective of ticket type.  Non-members are not allowed to attend.

While many businesses have made real progress in creating positive inclusive workplaces, the next challenge lies in preserving these gains in the face of greater external scrutiny and a myriad of other external changes demanding time and focus.

This session brings together HR leaders to discuss:

• how can organisations deliver genuine sustained change rather than empty initiatives?
• what are the key barriers to inclusivity?
• what does genuine inclusion look like and how can you identify progress?
• what are the signs of real progress and success?

Join us for a dynamic fishbowl conversation as we explore:

• what the evolving role of L&D professionals in this new era looks like?
• what unique value can L&D bring when content is everywhere and often free? 
• how can L&D leaders stay relevant and impactful? 
• what skills, mindsets, and strategies do modern L&D managers need to thrive amid this shift?

Whether you’re rethinking your L&D strategy or curious about what comes next, this session invites fresh perspectives, honest debate, and forward-thinking ideas from everyone in the room.

With the world of work evolving rapidly, people services are shifting from simple transactions to true transformation. This involves leveraging digital tools and data-driven insights, fostering inclusive cultures, and personalising experiences for employees and managers. The way we deliver HR and people services is undergoing a significant change.

In this session, Thomas Simons, Chief HR and OD Officer at NHS England, will share his leadership on a once-in-a-generation review of how people services are delivered across the UK’s largest workforce. You will learn about the strategies and real-world examples reshaping the employee journey—from onboarding and development to wellbeing and retention. We will also explore the implications for the target operating model and the future capabilities HR professionals will need.

Join this conversation to discover how putting people at the centre of service design and delivery can drive meaningful change in your organisation.

This CIPD Trust session spotlights the business benefits that come with truly embedded CSR/ESG initiatives – whether that’s greater engagement from your people, stronger reputation or better retention. You’ll leave this session ready to deploy your HR/People skills to drive greater impact and, crucially, be part of the Profession’s opportunity to create real, lasting systemic change.

As the Bill progresses on its journey, we are gaining more clarity on the details of changes to several key legal provisions. CIPD is actively working with the government to help shape this important policy, and our members play a crucial role in informing that process.

This session will help you to:

• gain insight into the latest legal updates and how to manage these in your organisation
• know what else may be in store for employment law over the coming months and for 2026 and beyond
• learn what you can do now to prepare for these future reforms
• understand the role of the CIPD and our members in shaping changes in policy

As industries face growing skills gaps and workforce shortages, apprenticeships are stepping into the spotlight, not just as a route to employment, but as a strategic tool for long-term talent development, diversity, and organisational resilience. 

In this session, we’ll explore how modern apprenticeship programmes are evolving to meet the complex needs of today’s economy, drawing on two real-world case studies: Boeing, which was the 2024 PMA winner for Best Apprenticeship Scheme, and HMRC. 

Together, these examples will illustrate how organisations are:

- building critical capabilities and closing future skills gaps

- expanding access and opportunity through inclusive design

- integrating apprentices into wider early careers strategies

- fostering long-term engagement and retention.

Ready to shape your career journey? In this interactive World Café session, you’ll explore a range of specialist pathways within the people profession — from HR generalist roles to Wellbeing, L&D, Organisational Design and Development (ODD), Resourcing and Leadership. Led by experts and practitioners in each specialism you can join a table of your choice where you can learn from peers, and gain insights to help you make informed decisions about your next career step. Whether you're just starting out or looking to specialise, join us for open conversations, fresh perspectives, and practical advice to inspire your career growth.

• HR generalist
• Wellbeing
• L&D
• ODD
• Resourcing/recruitment
• Leadership

The latest workforce trends have seen the rise of ‘task masking’, often giving the impression that employees are more productive than they actually are. This leaves one question - is your workforce really as productive as they seem? It’s no secret that developing and maintaining a workforce that is engaged in their work is the key to driving productivity and performance, but what really makes your employees tick? 

Join this session and dive into how to:

• uncover the essential components that drive productivity and performance
• develop meaningful work to instil a sense of purpose and unlock motivation amongst employees
• enable line managers to manage with curiosity and listen to challenges and shortfalls whilst building trust to boost engagement.

HR leaders are facing unprecedented opportunities and challenges as artificial intelligence rapidly transforms the business landscape. HR leaders must consider ethical use, but how can you use AI to help and support employees, and improve accessibility, efficiency, and inclusivity?

The relationship between organisations and trade unions is evolving, and HR teams are at the forefront of navigating this change. This session will explore how HR professionals can lead effective engagement with trade unions to foster constructive dialogue, align on shared goals, and support business growth. We'll examine the HR team's role in adapting to workplace changes, strengthening employee voice, and developing future-ready skills, all within the context of evolving workforce needs and the proposed changes set out in the Employment Rights Bill.

The demands of working in HR can be intense — balancing strategic leadership, operational challenges, and emotional support for others, often at the expense of your own wellbeing. This workshop focuses on how HR professionals at all levels can recognise, manage, and prevent stress and burnout, while building a healthier work-life balance. This session will discuss and debate the below:

• Assessing the unique pressures facing HR professionals today
• Early warning signs of stress and burnout — in yourself and others
• Practical strategies to set boundaries, manage workloads, and prioritise self-care
• How to create a culture of wellbeing within your organisation, starting with HR
• Leadership responsibilities for modelling healthy working practices

Tackling difficult conversations is something that employees and leaders alike often struggle with. Performance, grievances or workplace disagreements - often confronting a difficult topic can seem like a daunting task. However it is essential to maintaining workplace culture. Join this interactive masterclass to discover how to equip your workforce to tackle difficult conversations head on and: 

• understand how to foster open and honest conversations whilst demonstrating empathy 
• develop a problem-solving mindset to approach situations with solutions and tackle issues constructively
• discover how to demonstrate active listening and set clear expectations to move forward.