HR of Tomorrow Conference DACH

Arrival, Check-in & Networking Coffee

Communities as Value Creators: How ERGs Build Leadership, Inclusion, and Business Impact

Employee Resource Groups (ERGs) or Business Resource Groups (BRGs) are often seen as cultural initiatives, but what if they were your secret weapon for business impact? In this session, discover how ERGs drive outcomes across talent, leadership, and business growth. Learn why amplifying diverse voices isn’t just good for inclusion, it’s good for innovation and business impact. I’ll share practical strategies to establish, grow and scale communities into strategic platforms that deliver outside-in value for all stakeholders. Plus, explore how ERGs cultivate responsible leadership, leaders who pay it forward and create conditions for others to thrive. Are you ready to move beyond belonging and unlock the business logic of communities?

The New Learning OS: A Blueprint for Workplace Readiness in the AI Era

We are at a tipping point. With the half-life of skills shrinking from years to months , 59% of the global workforce will require fundamental retraining by 2030. Yet, despite massive investments, 95% of AI initiatives are currently yielding zero value. The reason? Technology doesn’t transform businesses - people who know how to use it do. In this high-energy session, Roisin Mullins challenges leaders to stop viewing learning as an isolated task and start treating it as a critical business operating system. Using the metaphor of "Udemy City," Roisin provides a strategic blueprint for building a connected, AI-native ecosystem where learning is embedded directly into the flow of work. This session is designed as a strategic handover. You’ll leave with a framework to audit your current strategy, identify performance gaps, and ask the hard questions needed to spark real change back at your organization.

Driving Engagement in Times of Change

In times of rapid organizational change, employee engagement is often one of the first things to suffer. Uncertainty, shifting priorities, and new expectations can leave employees feeling disconnected or overwhelmed. HR and Employee Relations play a critical role in easing that disruption. By fostering transparency, strengthening communication, and anchoring teams in clear and supportive performance management practices, we can create stability even in moments of transition. This session explores how HR and ER can partner to build trust, maintain morale, and keep employees engaged when it matters most—turning periods of change into opportunities for alignment, growth, and renewed commitment.

HR – Key Enabler in Transformation

Human Resources is no longer just a support function—it is a strategic driver of change. This session explores how HR can lead transformation by shaping new roles within Global Business Services organization, leveraging technology, and building future-ready talent through development programs.

Innovative International Recruitment Under Changing External Circumstances

Our department focuses on identifying and attracting talent from across the globe for our organization in Germany. For this purpose, we established a multi-disciplinary team which handles all related processes end-to-end. Our work is shaped by changing external conditions; on the one hand, urgent skills shortages and demographic shifts make recruiting internationally increasingly important. On the other hand, our efforts are conducted within strict budget constraints and limited resources. In response, we develop targeted strategies for both, sourcing talent from abroad and engaging international communities already residing in Germany. These approaches are continuously adapted to evolving conditions to strengthen the competitiveness and diversity of Deutsche Bahn Group.

Feedback – The first step in direction of “Learning Organization”

Within my role as HR Lead for a bigger region (25 Countries) with a grown structure over decades, I recognized that handling and passing feedback is not our strength. But why? Lack of knowledge? Lack of trust? Lack of techniques? Lack of psychological safety? Now having analyzed and prepared training and many communications upon feedback, I can share my best practices, and details on how to walk the challenging path of setting the basics for a feedback driven culture. From the scratch to the execution and the results measured in our Engagement Survey there are many do´s and don'ts. Curious, then join the panel interview.

The Human Premium – Recruiting in between High-Tech and High-Touch

AI & Recruiting: What works, what not and why the human still remains the most important KPI

From Zero to 1,400 Hires in 12 Months: Scaling Field Sales Without a Blueprint

This session explores how we scaled a Field Sales organisation from zero to 1,400 hires within 12 months across multiple markets. Without time to design ideal systems or processes upfront, we focused on building a minimum viable hiring engine while operating within ways of working not designed for this level of scale.   The talk will walk through the hiring funnel end-to-end, covering how we built scalable candidate pipelines, optimised conversion at each stage, and balanced speed, cost, and risk while supporting rapid business growth. I will also reflect on how we protected the candidate journey at high volume, shifted recruiters into true ownership of the funnel, and introduced pragmatic innovation while “building the plane while flying it.