Lessons from Ben Redshaw (Orchard Tree Consulting) HRPro is member of the EAPM, the European Association of People Management. CIPD extended an invitation to hrpro members to attend the conference in Manchester. One of the standout sessions of this year's conference explored how artificial intelligence is transforming the HR function — and what comes next. The session, chaired by Haifa Modi, Senior Policy and Practice Advisor for Technology at CIPD, featured Ben Redshaw, founder and director of Orchard Tree Consulting, Chartered Fellow of the CIPD, and member of the CIPD AI Advisory Group. This was his core message: AI in HR has reached an inflection point — and now it’s our time as a profession. Here"s an impression of that session. From IT-led to HR-owned For much of the past decade, the introduction of AI in organisations has been led by IT teams. Their focus was necessarily technical: ensuring systems were secure, compliant, and stable. But as AI tools increasingly shape the work i

A significant shift is coming for employers across Europe with the impending transposition of the EU Pay Transparency Directive. Monica De Jonghe from the Federation of Belgian Enterprises (VBO-FEB) provided an in-depth, though challenging, analysis of the directive, highlighting key obligations, risks, and the path forward for businesses, particularly in Belgium. This article is an overview of what she said during the Hrpro conference on October 17, 2025. The Directive: A Complex New System While the VBO-FEB fully supports the directive's objective—equal pay for equal work to address the gender pay gap and combat discrimination—the implementation presents a complex challenge. The directive, published in May 2023, must be transposed into national law by June, 2026. A major point of contention is the detail and lack of flexibility in the directive, leaving "little leeway for negotiation during transposition," making it feel more like a regulation than a directive. This issue is compound

Reflections from the HRPro Conference — October 17, 2025 Speaker: David D’Souza, CIPD Director of Profession Report by HRPro.be. On October 17, 2025, leaders and practitioners from across Belgium and beyond gathered in Brussels for the HRPro Conference, a moment to reflect not only on what is changing in the world of work, but also on what this means for the HR profession itself. Among the voices on stage was David D’Souza, Director of Profession at the CIPD, who offered a provocative and generous exploration of where HR stands today — and where it must go next. What follows is a reflection on the ideas he shared. How do we respond to change? The HR profession stands at a critical point. For years, we’ve talked about the future of work, the impact of technology, the evolving expectations of employees, and the pressure on organizations to adapt. Today, that future is no longer something distant. It is arriving — unevenly, unpredictably, and sometimes uncomfortably — but it is here. The

Ruhig Bleiben [Brussels, October 17, 2025] – The Belgian Association of HR Professionals, hrpro.be, proudly presented its HR Hero Award to Erik Prieels during its annual international conference. This distinguished award celebrates individuals who have made outstanding contributions to the field of human resources, exemplifying leadership, innovation, and dedication to advancing HR practices. About the award Each year, the HR Hero Award honors an individual whose exceptional efforts in practice, teaching, research, or thought leadership have significantly advanced the growth and development of the HR profession. Rather than being the result of a competitive process, the award serves as a heartfelt recognition of the recipient’s enduring impact and their commitment to the values of the HR community. The recipient holds the lifetime title of HR Hero, a distinction that reflects their ongoing dedication to the core principles and integrity of the HR profession. This year, Erik Prieels was

Beam HR That question was at the heart of the VHR Congress 2025 at the Concertgebouw in Bruges. A day full of sharp insights and reflection on HR for the future. Three major pain points Frank Vander Sijpe (Securex) began with an overview of the Belgian labour market and the day's themes. Three red flags stood out. 1. Wellbeing All indicators on absenteeism are flashing red. Yet, many employees remain strikingly immobile, choosing to “camp” in their current jobs rather than explore new horizons. 2. The struggle for talent Organisations continue to face severe talent scarcity. There is some relief, with slightly more candidates per vacancy, but Belgium still has one of the highest vacancy rates in Europe. 3. Productivity The foundation of our prosperity is under pressure. Companies need higher productivity, while rising labour costs weigh heavily. These three issues are deeply connected. Weak wellbeing leads to absenteeism and extra workload, which in turn makes attracting talent harder

Soundboard Pay transparency is becoming a new tool in the fight against pay discrimination based on gender. The idea is simple: if everyone knows what others earn, it becomes obvious when women earn less, and pressure to adjust salaries — read: increase — mounts when inexplicable differences exist. And yet, the new European directive on pay transparency risks overshooting its goal and causing other damage. By seeking to eliminate gender discrimination through draconian regulation — a noble goal — Europe not only undermines the autonomy of organizations but also weakens their competitiveness and sows unrest in the workplace. Belgium is already a difficult country when it comes to wage policy. Automatic indexation, the strong influence of seniority, and the wage norm already make a flexible and strategic compensation policy challenging enough. This European directive adds to that, with an obligation to provide salary transparency and the duty to justify any difference. The proposed sanct