Conference Description
Key Takeaways
- Conference exploring the convergence of HR and IT functions in modern organisations
- Focus on AI adoption, automation, and data analytics within human resources operations
- Addresses ethical, legal, and organisational challenges of technology-driven HR transformation
- Designed for HR and IT leaders, including CTOs, CIOs, CDOs, and HR directors
- Features presentations, case studies, and debates from practitioners navigating digital HR challenges
- Takes place in Copenhagen in December 2026
Introduction
People Tech 2026 – Hvor HR Møder IT brings together human resources and information technology professionals to examine how digitalisation is reshaping workforce management. The conference, scheduled for December 2026 in Copenhagen, addresses a fundamental shift occurring across organisations of all sizes: the growing interdependence between HR operations and technology infrastructure. As artificial intelligence, data analytics, and integrated platforms become central to employee lifecycle management, the traditional boundaries between these departments are dissolving.
The timing reflects broader industry pressures. Organisations face mounting expectations to deliver personalised employee experiences while simultaneously managing costs, ensuring compliance with evolving data protection regulations, and maintaining the human elements that define workplace culture. This conference positions itself at that intersection, offering practical frameworks for professionals tasked with navigating these competing demands.
About This Event
People Tech 2026 is structured around presentations, case studies, and panel debates, providing multiple formats for knowledge exchange. The programme draws on real-world implementations rather than theoretical frameworks, with content designed to offer actionable insights that attendees can apply within their own organisations. Paychex Europe and Gais are among the sponsors supporting the event.
The conference runs as a single-day event, creating an intensive environment for learning and professional networking. This format allows participants to engage deeply with specific topics while connecting with peers facing similar transformation challenges across different industries and organisational contexts.
Artificial Intelligence in Human Resources Operations
A central theme of the conference concerns the practical application of artificial intelligence across HR functions. This extends beyond the headline use cases of chatbots and automated screening to encompass administrative automation, employee support systems, and recruitment workflows. The discussion acknowledges that AI implementation in HR carries distinct considerations compared to other business functions, given the sensitivity of employee data and the potential for algorithmic decisions to affect careers and livelihoods.
Legal and ethical dimensions receive particular attention. European organisations operate within stringent data protection frameworks, and the deployment of AI in employment contexts raises questions about transparency, bias, and accountability that extend beyond technical implementation. The conference addresses how organisations can pursue efficiency gains while maintaining compliance and preserving employee trust—a balance that requires close collaboration between HR practitioners, IT specialists, legal counsel, and senior leadership.
Scaling HR Services Without Sacrificing Quality
Large organisations and those experiencing rapid growth face a persistent challenge: delivering consistent, high-quality HR services across diverse employee populations without proportionally expanding HR headcount. This becomes particularly acute in sectors characterised by high staff turnover, seasonal workforce fluctuations, or geographically distributed operations.
The conference examines how technology platforms enable standardisation of HR processes while preserving the flexibility to address individual circumstances. Self-service portals, automated workflows, and integrated case management systems can handle routine transactions at scale, freeing HR professionals to focus on complex situations requiring human judgement. However, achieving this balance demands careful process design, robust change management, and ongoing attention to the employee experience at every touchpoint.
Continuous Development and Modern Feedback Systems
Traditional annual performance reviews are giving way to continuous feedback models supported by technology platforms that enable real-time recognition, skills tracking, and development planning. This shift reflects changing workforce expectations, particularly among employees who anticipate regular dialogue about their performance and career progression rather than infrequent formal assessments.
Modern HR technology facilitates this transition by providing infrastructure for ongoing feedback loops, competency mapping, and personalised learning recommendations. The conference explores how organisations are implementing these systems and adapting their management cultures to support more dynamic approaches to employee development. Success depends not merely on deploying the right tools but on fostering organisational readiness for fundamentally different conversations between managers and their teams.
Monitoring Employee Wellbeing Through Data
Data analytics increasingly enables organisations to identify patterns in employee stress, engagement, and job satisfaction before these manifest as turnover, absenteeism, or performance decline. Pulse surveys, sentiment analysis, and aggregated behavioural data can provide early warning indicators that allow proactive intervention.
Yet this capability introduces significant tensions. The same data that enables supportive interventions can feel intrusive to employees, potentially undermining the trust it aims to protect. The conference addresses this paradox directly, examining how organisations can leverage wellbeing data responsibly while maintaining transparency about what is collected, how it is used, and what safeguards protect individual privacy. The discussion recognises that technical capability must be tempered by ethical consideration and genuine respect for employee autonomy.
Bridging the HR and IT Divide
Effective HR technology implementation requires genuine partnership between departments that have historically operated with different priorities, vocabularies, and success metrics. HR professionals bring deep understanding of employee needs, regulatory requirements, and organisational culture. IT teams contribute technical expertise, security awareness, and integration capabilities. Neither perspective alone is sufficient for successful digital transformation.
The conference provides a forum where professionals from both disciplines can develop shared understanding of their respective constraints and contributions. This cross-functional dialogue is essential for organisations seeking to move beyond siloed technology projects toward integrated approaches that genuinely transform how work gets done.
Who Should Attend
People Tech 2026 is designed for decision-makers and senior practitioners operating at the intersection of people management and technology strategy. This includes Chief Human Resources Officers, HR Directors, and HR Business Partners responsible for workforce strategy, as well as Chief Information Officers, Chief Technology Officers, Chief Digital Officers, and IT Directors overseeing enterprise technology decisions. The programme also addresses the needs of Chief Information Security Officers concerned with employee data protection, project managers leading HR technology implementations, and business developers exploring digital transformation opportunities.
The content assumes familiarity with organisational leadership challenges and technology concepts, making it most valuable for professionals already engaged with digital transformation rather than those seeking introductory orientation to the field.