The growing complexity of workforce planning and people analytics is forcing HR leaders to adopt a more strategic role. With AI automating transactional tasks and external labour data becoming critical, organisations must shift from reactive workforce planning to proactive scenario modelling. In this session, Cole Napper shares insights on workforce risk—examining how AI disruption, demographic changes, and talent shortages will impact industries like healthcare and construction. He also unpacks the influence of unions, corporate real estate, and banking on return-to-office mandates. Attendees will leave with a deeper understanding of the skills needed to succeed in workforce planning and people analytics, and how HR can position itself as a strategic business partner.

Organisations face increasing uncertainty due to automation, skill shortages, and shifting labour market dynamics. Traditional workforce planning methods are no longer sufficient—leaders must integrate data-driven insights with strategic decision-making. The convergence of workforce planning, people analytics, and talent intelligence provides an opportunity to address workforce risks proactively, but requires new skills and a greater focus on external labour market data.

• How workforce planning and people analytics intersect—and why it matters
• The role of AI in automating HR tasks vs. enabling strategic workforce planning
• Workforce risk: industries facing critical talent shortages by 2030
• The growing importance of external labour market data and talent intelligence
• How corporate real estate and banking pressures influenced return-to-office mandates
• The skills HR leaders need to navigate the future of workforce planning.

• Understand why workforce planning is gaining prominence in people analytics
• Learn how to leverage external labour market data to enhance workforce strategies
• Identify key workforce risks and talent shortages affecting different industries
• Explore how AI will impact workforce planning and HR decision-making
• Gain insights into the evolving skillset required for HR and people analytics leaders.