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On the 5-6th February, The HR Minds Summit 2025 brought together HR professionals, industry leaders, and tech innovators in Birmingham for two days of insightful discussions, practical strategies, and some game-changing conversations. From AI’s evolving role in HR to how companies can better support managers and navigate multi-generational workforces, this year’s summit didn’t just discuss trends as it tackled real challenges HR leaders are facing right now.
If you missed it, here’s what stood out, plus a deep dive into one of the most talked-about panel discussions from the event.
AI was one of the biggest talking points at the summit, with many speakers highlighting how HR technology is evolving. Juozas Sargunas summed it up, noting that 40% of topics were focused on AI, reflecting how it has become the new normal for HR.
A key theme was how AI should enhance human decision-making rather than replace it. Rosie Chilver spoke about the balance between automation and human interaction in recruitment. While AI can reduce admin and help eliminate bias, recruiters still play a vital role in building trust and ensuring a great candidate experience.
James Lambert, who hosted the event, echoed this sentiment in his closing words: Let AI do what it does best, so we can focus on what we do best, being human.
Dr. Joanna Ritz and Ekkehard Ernst explored the implications of an ageing workforce and the need to adapt workforce strategies. With five generations working together, businesses must move beyond rigid job descriptions and create more inclusive, skills-based approaches.
A major takeaway was the shift towards a more adaptable workforce model. Organisations that invest in continuous learning and career mobility are better equipped to navigate demographic shifts and evolving job roles. The discussion also touched on the importance of valuing experience alongside emerging skills, ensuring that knowledge transfer happens effectively within teams.
Juliet Daye shared a fresh take on why culture initiatives often fail using a memorable metaphor to describe workplace culture: mayonnaise. Once mixed, the elements can’t be separated, but organisations can still influence the overall flavour. Her session encouraged attendees to rethink their assumptions about company culture and explore ways to shape it intentionally.
One of the key insights was that culture isn’t defined by leadership alone but by the collective actions of employees. Creating a psychologically safe environment where diverse perspectives are encouraged leads to a stronger, more engaged workforce. Many attendees reflected on how their own organisations could take a more intentional approach to fostering the right cultural dynamics.
One of the key challenges for HR leaders is navigating the growing number of HR tech solutions. During a panel discussion featuring Kristjan Kristjansson from 50skills, Rebecca Hodgson, Statkraft and Ryan Hollas from ARM, speakers emphasised the importance of starting with the problem before looking at technology.
Kristjan recapped a point made earlier in the day about AI's impact on HR decision-making, referencing that companies successfully integrating AI are already seeing 30-40% efficiency improvements. The discussion emphasised the importance of focusing on the most impactful HR processes rather than getting sidetracked by an overwhelming list of features. Speakers highlighted the value of testing solutions in real-world scenarios before making long-term commitments, ensuring that technology aligns with business needs.
Selecting the right HR technology is only half the challenge. Many businesses struggle with adoption after implementation. The panel discussion also touched on the importance of change management and making sure new tools integrate smoothly into existing workflows.
Rebecca shared an example of how data-driven decision-making helped her organisation roll out HR technology across multiple countries, ensuring local teams had the flexibility they needed. Kristjan reinforced that broken processes can’t be fixed by technology alone. Companies that take time to map out and refine their workflows before implementation see much better results.
Discussions throughout the event highlighted the growing importance of emotional intelligence, adaptability, and continuous learning in leadership. While AI and automation are reshaping work, the human elements of leadership such as engagement, trust, and purpose remain crucial.
One of the key takeaways was the role of leadership in shaping workplace culture. Managers account for 70% of the variance in employee engagement, making it critical to invest in leadership development (Gallup). The discussion also touched on the importance of work-life balance and well-being, with organisations encouraged to create environments where employees feel valued and supported.
Keith Flint led a session on the shift towards skills-based hiring, emphasising that traditional job roles are evolving. With the rapid changes in workforce needs, businesses must focus on developing employees’ skills rather than relying on outdated job descriptions.
It was mentioned that only 15% of UK employees have had a career development conversation (HR Magazine), underscoring the need for more proactive career planning to retain top talent. The discussion reinforced that prioritising skills and career development not only benefits employees but also helps businesses stay agile and competitive in a fast-changing landscape.
The HR Minds Summit 2025 was packed with thought-provoking sessions and discussions, giving HR professionals plenty to reflect on. AI is no longer a future concept, it’s already transforming how businesses operate. However, technology alone isn’t the answer. The most successful organisations are those that combine innovation with a strong focus on human connection, adaptability, and strategic problem-solving.
As Dr. Joanna Ritz summed up:
"What an incredible day at the HR Minds Summit! So many great conversations, thought-provoking questions, and connections with brilliant people."
What do you think? Which of these challenges are most relevant to your HR team right now?
