Digital HR Summit
FINISHED

Companies are investing heavily in AI, whilst employees are suffering from cost pressures and organisational restructuring. The challenge: chronic stress correlates with reduced brain activity in precisely those areas of the brain that enable innovation: learning, trust, adaptability and conflict resolution. The keynote presentation will highlight recent studies on the effects of AI implementation and illustrate the economic benefits of emotionally intelligent leadership and a corporate culture that systematically helps people move beyond the ‘fight-flight-freeze-appease’ response.

Change is often equated with large budgets and expensive consultants – but it doesn’t have to be. Isabel takes you through a real-life transformation journey from a medium-sized business and shows you how cultural and organisational change can succeed using internal resources, your own ‘change crew’ and consistent employee involvement. You’ll be given concrete tools and practical insights – including honest accounts of what went wrong along the way.

How long would it take your team to return to the same levels of quality and productivity following the departure of an experienced colleague? For most companies, it would take longer than they realise – and the window of opportunity to take corrective action is closing: by 2030, the number of baby boomers of working age will fall by over 46 per cent. In this session, Manuel will show you why crucial experiential knowledge is often present but invisible – across all sectors – and what specific levers are available to systematically capture this knowledge, make it visible and ensure it remains accessible, for example to speed up onboarding. A practical insight for anyone who wants to approach knowledge management strategically rather than merely administratively.

When does poor performance become an issue under employment law, and what should managers do first in such cases? In this session, Livia takes you through, step by step, how to document underperformance in a legally sound manner and when a written warning is genuinely necessary – and when it is not helpful. You’ll also find out which termination option is appropriate in each case of poor performance, and learn about the five most common mistakes made when dealing with poor performance. Afterwards, there’ll be time for your specific questions relating to day-to-day management.

Productivity in companies is lost not only through excessive working hours, but also through duplicate data entry, manual approvals, lengthy search times and unclear lines of responsibility. Such inefficiencies often conceal an invisible cost factor – and HR is in the best position to bring this to light and reduce it in the long term. Using concrete real-world examples, this presentation demonstrates how companies can streamline administrative processes, clarify responsibilities and give staff more time for value-adding work. The focus is on how digital HR processes can create genuine added value without confusing productivity with control or surveillance.

Transformation rarely fails because of strategy or technology—but rather because people do not understand or support change. Marcus Merheim explains why modern employer branding is therefore much more than just recruiting and communication: it translates corporate strategy into employer identity. The keynote presentation demonstrates how a clear identity provides direction, strengthens culture and leadership, and anchors transformation sustainably in everyday work.

Today, apprenticeship marketing is competing for the attention of a generation that has grown up in gaming worlds – traditional job adverts barely reach them anymore. In this session, Elena and Stefan will show you how Siemens uses the ‘Choose Your Character’ campaign and the SIEYA platform to bridge the gap between career guidance and apprenticeship marketing. You’ll learn how gamified experiences reach young talent at an early stage and retain them in the long term – and how the candidate journey can be actively shaped even before the actual application process begins. A practical insight into employer branding that engages rather than merely informs.

Companies invest heavily in their employer brand, from benefits and culture to the employee experience. But what really resonates with staff, and how can the impact be measured? In his talk, Daniel will show you why pension provision is often underestimated in this context, and how HR can turn a strong pension package into tangible and measurable added value for staff and the employer brand.

Sponsorship creates reach. But what happens when employees themselves become part of a partnership? In this session, Lena and Alisha will show how PUMA brings its global partnership with HYROX to life internally, thereby strengthening employee identification, engagement, and employer appeal. Using concrete examples, you’ll learn why real-life experiences are often more effective than traditional employer branding campaigns, how employees become authentic brand ambassadors, and what lessons companies can take away for their own sponsorship activities.

Change affects not only processes, but above all ourselves and our teams – and that is precisely where the success of change is decided. In this session, Nina will show you how to take back the reins even in situations beyond your control, and how to support your brain so that change becomes a genuine driver of growth rather than a burden. A talk on how to guide yourself and others safely through change, rather than simply having to react.

How does an AI strategy translate into everyday working life – and what role can HR play? Using Unzer as an example, Stefanie will demonstrate in her talk how corporate objectives, skills development and an internal ambassador network work together to inspire employees to take action. You’ll come away with concrete starting points for driving forward the AI transformation in your organisation and making progress visible.

Transformation processes pose an enormous challenge to organisations – and anyone who wants to successfully manage change must not neglect staff wellbeing, especially at this time. In her session, Sandra will show you why change processes drain mental capacity and how open dialogue reduces uncertainty. You’ll learn how the concept of the ‘wellbeing pillars’ acts as a strategic anchor against change fatigue, and how HR, in its role as risk manager and co-pilot, empowers leaders to embed psychological safety. A concrete roadmap for retaining top performers in the long term, even during times of change, and avoiding costly staff turnover.

What exactly is neurodiversity, and why is neuroinclusion relevant for every team? In this session, Mado will provide you with answers and, above all, practical ‘quick wins’ that you can use to break down barriers within your team – not just next quarter, but right away at your next meeting. During the concluding Q&A, you’ll also have the opportunity to ask your own questions. A practical insight into understanding neuroinclusion as a genuine leadership skill.

Companies invest an enormous amount of energy in attracting people, but often put too little effort into showing them, once they’ve signed on the dotted line, that their decision was the right one. For new employees, the first few weeks are a constant ‘Should I stay here?’ test, in which it is not HR processes but leadership, guidance and a sense of self-efficacy that determine their commitment. This talk focuses on why an LMS full of content does not in itself constitute onboarding, and how digital learning can support good leadership so that the feeling of ‘I’m in the right place’ develops from day one.

Full inboxes don’t solve any recruiting problems—they just mask them. A shortage of candidates is rarely the real problem. The quality of decision-making has always been the issue. This is evident in the recruiting decisions Sarah Böning has been guiding for over 20 years—today as a strategic advisor to CEOs and small and medium-sized businesses. Her approach: validate criteria before the first job posting goes online—instead of hoping for the right candidate after the 200th application. This finally turns full inboxes into the right hires.

What happens when skills-based hiring isn’t just a target on a slide, but has to work in a real recruitment scenario? In this session, Vanessa gives you an insight into real-life cases, surprising lessons learnt and practical decisions – and explains why she now prefers to start with a targeted pilot rather than rolling out processes and frameworks on a large scale straight away. You’ll learn how to get off to a successful start, what hurdles you can expect along the way, and what’s key to getting the business on your side.

What are companies like Lovable and ElevenLabs doing differently in HR compared to the rest? In this session, Jenny from Leapsome will give you exclusive insights into the Workforce Trends Report 2027 – which analysed 100 of today’s most successful companies – and highlight three data-driven trends: why CEOs are now investing in AI for HR, why HR teams aren’t getting any smaller but are making a significantly greater impact, and why HR belongs at executive level. You’ll also take away two practical examples: how to use AI to build a dashboard for senior management and how to automate your onboarding process rather than managing it manually.

Deel has added US$140 million in ARR in 90 days without hiring any additional staff. This has been made possible by Akai, Deel’s own platform for AI agents: it handles internal onboarding, contracts, HR tickets, and offboarding and is now also available to other companies. Using real agents as examples, we’ll demonstrate which processes are suitable for automation and how easy it is to roll out agents across the organisation.

“Hey ChatGPT, I’m looking for a job as a care worker in Hamburg. Which employers can you recommend?” So? Do your job adverts feature in the response? Adrian has analysed thousands of ChatGPT responses to typical job-related questions using ai.lytics and shows you which platforms appear as sources, how much this varies depending on the profession, and what you can improve in your job adverts to boost their visibility in AI responses. Using a specific job profile, you can test for yourself whether your company is mentioned, which sources ChatGPT uses, and which competitors you’re up against in the race for visibility.

The event is aimed at HR decision-makers, HR managers, recruiters, and anyone shaping the future of HR in upper-mid-sized companies or agile teams.

Yes, you just need to register so you can attend all four events as well as individual sessions.

Registration is easy. At the top you will find the 'Register now' button, which you can use to register and select the desired event days. You will then receive a link for each day, which you can use to watch each day's speaking at your convenience.

You'll find the link in the confirmation email from Zoom that you'll receive after registering for the event. If you can't find it, don't worry. You'll automatically receive a reminder email from Zoom with your link one hour before the event starts. Alternatively, you can register again or contact us directly by email at jobs@omr.com.

Yes, you will receive an access link on each event day for which you have registered. This link will give you access to our virtual conference room and thus to all presentations per day.

Check the confirmation email that you received after your registration again to see if this is the right link. If it really doesn't work, try to register again. Otherwise, please contact us directly via email at jobs@omr.com.

Yes, you can use the chat to ask your questions during the speaking. There will be 5 min Q&A time at the end of each talk where we will address the questions.

If you have registered successfully, you will receive a confirmation mail. In the mail you will find a link for the calendar export, so you don't miss the event.

Yes, the speeches will be recorded. We will make the recording available to you by e-mail after each event day.

We ask all speakers for their materials. If they are approved for release, we will make them available to you along with the recordings after the event.