Vision alone does not “make skills visible” at scale. Ericsson began by mapping 1,100 refreshed job profiles to a dynamic, AI-augmented skills taxonomy, then surfaced each employee's personal Skills Signature through SAP SuccessFactors, Degreed, and Eightfold.​ The team bridged siloed datasets, built live dashboards and an Annual Skills Report to prove value in workforce planning and internal mobility. ​With stakeholder sponsorship from talent, learning and business unit leads, the initiative moved beyond pilots into global rollout, enabling fact-based decisions on critical-skill gaps, sourcing, and reskilling. Attendees will hear the practical steps, roadblocks, metrics and lessons that matter to senior HR, analytics and strategy leaders.​

• Building a living skills taxonomy refreshed monthly through AI – partnership lessons with TechWolf.​

• Designing the Skills Signature: employee-centred profiling that drives adoption.​

• Crafting the business case and KPIs that won C-suite sponsorship and funding.​

• Integrating SAP SuccessFactors, Degreed and Eightfold to create a seamless skills data layer.​

• Publishing the Annual Skills Report to sustain momentum and transparency.​

• Embedding skills intelligence in workforce planning, talent marketplace and L

• Assess the data architecture needed to unify fragmented HR systems into a skills intelligence platform.

• Develop a governance model that balances AI-inferred skills with expert validation.

• Produce an Annual Skills Report that resonates with executives and employees alike.

• Calculate ROI metrics linking skills visibility to productivity, mobility and hiring cost reduction.

• Anticipate adoption hurdles and design change strategies that keep stakeholders engaged.

• Translate skills insights into practical workforce planning scenarios and talent practices.