The Horizon Summit 2024 – the annual CHRO event organised by the team behind The HR World Summit – brought together HR leaders, innovators, and thought leaders to explore the HR function and HR leadership’s evolving role in today’s rapidly changing world. Held in Amsterdam, this event became a vibrant hub for discussions about resilience, inclusivity, technology, and leadership in the workplace. Here’s a deep dive into the insights and trends that emerged during this transformative gathering.
The summit was timely for HR professionals navigating the complexities of a post-pandemic world. The overarching theme, “HR Reimagined: Building Resilient Organisations,” reflected the urgency to adapt, innovate, and align with the ever-changing needs of organisations and employees.
The conference featured powerful keynote speeches, dynamic panel discussions, and interactive workshops centred on critical challenges and opportunities facing HR leaders. The diverse range of speakers and panellists, representing various industries and perspectives, added richness and depth to the discussions.
Here are some of the standout sessions and key takeaways from the event.
Navigating Chaos: The CHRO’s New Superpower
A highlight of the summit was the CHRO Panel Chaos Surfing: The CHRO’s New Superpower, featuring Nuno Cunha (Chief People Officer at Vetropack Holding), Mary Puddepha (Chief People Officer at Ahlstrom), and Danielle Knott (Group Chief Human Resources Officer at Carmeuse). The panel explored how HR leaders can transform volatility into opportunity, showcasing strategies to thrive in uncertain environments.
The panellists emphasised the importance of adaptive leadership, scenario planning, and embracing change. Danielle Knott spoke about “aligning teams with outcomes rather than rigid plans,” advocating for breaking change into manageable milestones and celebrating small wins to maintain momentum. Nuno Cunha highlighted the importance of clear, empathetic communication: “When employees feel heard and supported, they are better equipped to navigate change.”
Mary Puddepha added that HR must tailor engagement strategies to meet diverse employee needs, noting that “one-size-fits-all approaches fail to inspire in today’s multigenerational and multicultural workforce.” The session underscored that HR’s ability to empower employees and leaders to adapt, trust, and collaborate is essential to turning chaos into a competitive advantage.
Coaching Strategies for the AI Era
In her session, Bridging Generations: Coaching Strategies for the AI Era, Magdalena Nowicka Mook, CEO of the International Coaching Federation, addressed the need for leaders to adopt coaching as a core competency. Nowicka focused on how coaching can bridge generational divides and foster an inclusive, empowered workforce.
She emphasised that in an AI-driven world, employees across generations seek environments where their voices are valued. Coaching enables leaders to support individuals in finding their solutions, driving engagement and innovation. Practical steps include training leaders in active listening, asking empowering questions, and fostering empathy to create a collaborative culture.
Nowicka’s message was clear: coaching is the key to unlocking potential, building trust, and preparing teams for AI’s rapid transformations.
Demystifying HR Technology
In his session, Demystifying the HR Technology, Culture and Performance Connection, Neil Pickering, Senior Manager of HR Innovation at UKG, explored the interplay between technology, culture, and performance. He introduced the “People Operation Solution Framework,” a model for aligning HR technology with employee-centric goals.
Pickering highlighted the importance of integrating scheduling tools and workload management systems to reduce burnout and improve flexibility, particularly for younger employees. “Technology should enhance the employee experience, not overwhelm it,” Pickering emphasised. By leveraging data-driven insights, HR can optimise decision-making and foster a culture that balances operational needs with employee satisfaction.
His advice to HR leaders is to approach technology adoption with intention, ensuring that tools align with organizational values and drive meaningful cultural outcomes.
Leadership Decision-Making: Beating the Odds
Nicolas Alaerts, Global Practice Head of Leadership Advisory at Mercuri Urval, presented Beating the Odds in Leadership Decisions, a session focused on improving decision-making through structured frameworks and data insights. Alaerts identified common biases that hinder effective leadership decisions, such as overconfidence and reliance on past successes.
He advocated for decision frameworks that balance analytical rigour with adaptability, enabling leaders to navigate complexity and align decisions with organisational goals. Alaerts also stressed the importance of resilience, urging HR professionals to prioritise leadership development programs that cultivate adaptability in uncertain environments.
Redefining Performance Management
The Beyond Managing Performance: Cultivating the Freedom to Flourish track session, led by Dr. Antoinette Weibel, Professor of HR Management at the University of St. Gallen, and Otti Vogt, co-founders of Global Society for Good Leadership – challenged traditional notions of performance management.
During the track’s panel discussion, the panellists discussed the importance of transforming traditional performance management and business practices for a more holistic and responsible future. The problem identified is that current performance management often prioritises profit, efficiency, and hierarchy over employee well-being, innovation, and shared purpose. This outdated model can lead to employee dissatisfaction and limit overall organisational potential.
Actions proposed include personalising pay structures, limiting individual bonuses in favour of profit sharing, and emphasising team-based rewards. Non-monetary recognition should be frequent, peer-based, and tied to the company’s shared values. Furthermore, the HR role must be more proactive in reshaping organisations, advocating for fairer structures, and challenging outdated leadership styles.
Key results of these changes would include better energy and engagement among employees, reduced power imbalances, and a stronger emphasis on shared purpose and sustainability. Hence, the Flourishing Manifesto—introduced at the HR World Summit in Porto in 2024—is a call to action for HR to help create environments where people can genuinely flourish, emphasising the importance of moral responsibility and the human impact of work.
The Road Ahead
The Horizon Summit 2024 showcased HR’s pivotal role in transforming the workplace. From coaching strategies for the AI era to rethinking performance management, the sessions provided a clear roadmap for navigating the challenges of a dynamic world.
As HR leaders advance these ideas, the focus remains on building human-centered workplaces that balance technological innovation with empathy, adaptability, and purpose. Together, we can shape a future where organisations and employees thrive. Join the Horizon Summit in 2025 in Hilton Schiphol Amsterdam on 5th and 6th November!
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Highlights and Memorable Moments
- Inspiring Keynotes: Industry leaders didn’t just share insights on the future of work, they offered actionable strategies that HR professionals can implement immediately to overcome HR challenges.
- Interactive Workshops: Hands-on sessions allowed participants to brainstorm and collaborate on solutions for pressing issues like talent retention, workplace wellbeing, and tech integration.
- Networking Opportunities: The summit wasn’t just a place to learn, it was a platform for HR leaders to connect, share experiences, and build lasting partnerships, fostering a sense of community and support.
