Topics

Working in HR today means being a psychologist, crisis manager, detective, and motivator — sometimes all in the same day. But where are you in that picture? In this session with Ana Čerenšek, psychologist and mental coach, we’ll explore how to build mental resilience, maintain focus, and train the brain — just like we train the body.

Because those who lead others must first know how to take care of themselves. Mental fitness is becoming the foundation of sustainable leadership and healthy organizations.

What does it mean to be an HR professional in the public sector? Where are the limits—and where are the opportunities for action? How can you drive change when it feels like your hands are tied?

Two experienced HR directors from major public companies have managed to do just that—despite systemic constraints. In this panel, they’ll share real-life examples, highlight where true opportunities lie, and show how to make an impact even within rigid structures.

Everyone, including HR departments, is now using AI tools like ChatGPT to create job ads, write role descriptions, and even assist in candidate selection. It’s faster, clearer, and more efficient. But what’s happening behind the scenes? What are the hidden risks—such as candidate privacy, bias, evaluation errors, or reputational damage?

Tihana Britvić (Happening), with strong experience in HR and digital transformation, shares how AI tools have been implemented at Happening, from automated communication to creative job ad management.
Maja Krejči (Brombul), CEO of Zuluhood and an expert in digital transformation, data protection, and ethical AI use, explores how AI is reshaping HR processes, from recruitment to compliance.

From operational routine to true partnership in shaping the future of business. Where does HR’s responsibility end, and where does the responsibility of other leaders within the organization begin?

Through real-life examples, we’ll show what it looks like when HR and leadership collaborate strategically — and what happens when that collaboration is missing.

What happens when colleagues become more than just colleagues? Is it okay to date someone from the office? What about a supervisor or a subordinate? Should such a relationship be kept secret or reported? And – who even sets the rules?

Romantic and sexual relationships among coworkers are not uncommon – in fact, in many workplaces, they represent a silent phenomenon that stirs discomfort, curiosity, and a need for clear guidelines. In an era where work and personal life increasingly overlap, it's essential to address these “soft” topics that, if ignored, can lead to serious misunderstandings, broken team trust – or even reputational damage for the organization. Through real-life examples, research, and practical tools, this session offers an overview of the challenges and solutions surrounding one of the most sensitive yet unavoidable aspects of modern work life.

Who (still) has the ability to focus? How do we educate and prepare a generation growing up with constant notifications, short-form content, and multitasking? What happens when that same generation enters jobs that demand deep concentration, quick decision-making, and mental endurance? And who is truly responsible for equipping young people for this future—schools, parents, or employers?

This panel opens a discussion on the growing phenomenon of fragmented attention among youth and its consequences. Through the perspectives of school psychologists, education experts, and professionals in high-focus roles—such as air traffic controllers—we’ll explore how systems and society are adapting. The conversation also highlights the impact on mental health, future workforce demands, and the changes we can expect in educational models and working conditions.

What does the future of work look like, and what role does HR play in shaping it? How can we recognize and harness talent in a world where skills, technologies, and expectations are constantly evolving? And what does it mean to be a leader who creates the work environment—rather than just reacting to change?

This session features powerful stories and real-world data from leading organizations that have successfully leveraged their people as a driving force during times of disruption. Covering topics such as the Skills Revolution, AI, and designing the work of the future, participants will be challenged to think differently and achieve better outcomes through their workforce.

Family businesses present unique challenges for HR, especially during key phases like generational transition. How can the balance between family relationships and business goals be maintained? When should HR step in, and when should it step back? Can HR remain neutral while still being helpful to both the family and the business?

The answer lies in HR’s careful role as a mediator and support system. During generational change, HR helps define roles, improve communication, and facilitate knowledge transfer. HR should act when tensions need to be eased and structure preserved, but step back when involvement might disrupt personal relationships. The key is balance – being present, but not intrusive.

What does it take to turn potential into success, and ambition into real impact?

In this lecture, we will explore the developmental journey from young talent to future leadership roles through BAT’s Global Graduate Program. This 18-month rotational program offers a unique opportunity for learning and development through international collaboration, a structured approach to growth, and real business responsibilities from day one.

Within BAT Adria, the program is implemented in the areas of Marketing, Finance, Human Resources, and Business Operations. Join us on this journey of growth, where we will share firsthand experiences from program participants, key success factors, the challenges we face, and the lessons we’ve learned over more than 20 years of running the program.

What does it really mean to lead in times of deep uncertainty? When systems are under pressure and the path forward is unclear, how can leaders show up with integrity? Is leadership in these moments just about strategy—or something deeper?

In this session, Selina Millstam explores these questions through real-world examples of values-driven transformation in complex environments. She offers a candid perspective on how leadership must be grounded in inner capacity—qualities like presence, perspective, and courage—not only within individuals but across entire leadership teams and cultures. Anchored in the Inner Development Goals (IDG) framework, the session highlights how cultivating these inner competencies is not just personal growth, but a strategic imperative for building resilience, trust, and meaningful, long-term change.

Is good culture visible in good times? Or does it reveal itself more clearly in times of crisis? And can culture be changed in a controlled and intentional way?

In this talk, we’ll explore how organizational culture contributes to success through two examples: Essity, which involved its employees in shaping a new culture after separating from the SCA Group through the Culture & Leadership Transformation program; and Bambi, the Plazma biscuit factory owned by Coca-Cola HBC Serbia, which managed to quickly recover production after a fire thanks to agility, unity, and a strong organizational culture.

Through the panel on corporate identity, we explore the process of self-discovery for companies. We will discuss how organizations can discover their unique identity, define authentic strategies and procedures, and build a recognizable corporate brand. The panel will include case studies of companies that have gone through this process and share their experiences.

We explore whether a strong organizational culture can make up for lower salaries in companies that cannot be financially competitive in the market. We will discuss how a positive work environment, support, and development programs can improve employee satisfaction and retention.

In this panel, we will explore the value and applicability of the HR Business Partnering model in modern business. We will analyze what competencies are needed for a successful HR Business Partner, how to ensure that this model contributes to business results, and in what contexts it makes the most sense to apply it.

HR professionals often face a lack of their own goals, development discussions, and quality feedback while simultaneously demanding high standards from the business. We aim to raise awareness of this challenge and offer possible solutions for improvement within HR teams themselves.

We explore the benefits of flexible work models within organizations. We will discuss why they are important, the benefits they bring to both employees and organizations, and how to implement them properly. Additionally, we will analyze how employers measure the impact of these models on work-life balance, employee well-being, and satisfaction.

Ndidi Massay will deliver the keynote on the topic of diversity, equity, and inclusion. The goal is to gain a deeper understanding of what these concepts mean and how to effectively implement them within an organization. We will consider whether it is possible to achieve equity in the workplace and what steps to take to accomplish this.

We are examining how organizations can effectively manage compensation and benefits models for employees. Many companies struggle in this area, so we will explore the latest trends, strategies, and best practices for improving employee satisfaction through adequate compensation packages.

Menopause brings significant changes in women's lives, and this segment of the festival is dedicated to raising awareness among organizations about these challenges. The goal is to encourage the creation of support programs for women going through menopause. Speakers on this topic will include neurologist Goran Ivkić, who will talk about cognitive and physical changes, and psychologist Branka Bartolić, who will address the emotional and psychological aspects of menopause.

How can psychotherapy serve as a tool for professional development of employees? This topic focuses on moving away from traditional human resources development methods and introduces new approaches that include mental health as a key factor in career development and personal growth of employees.