Prakhar Neema

• Read R&D spend and hiring as forward signals, not lagging indicators – and pinpoint exactly which functions are incubating a gap right now
• Break the CFO-CTO-CHRO silo – align tech ROI expectations with workforce strategy before the boardroom forces the question
• Apply "reallocation, not replacement" – identify which roles need redesigning, not refilling, as AI stacks new skills onto existing R&D roles
• Shift from headcount planning to continuous capability forecasting – make talent redesign an always-on discipline, not an annual scramble

This interactive Q&A examines what it genuinely takes to move an HR function from fragmented parallel tracks to a truly integrated, collaborative model. Drawing on both the grassroots transformation approach and the cross-functional talent lifecycle framework explored in the Discover sessions, participants will examine the behavioral, structural, and data changes that most reliably break down silos, and keep them down.

• What operating rhythms and shared accountability mechanisms have the most impact on breaking down HR team silos?
• How do you build genuine collaboration across TA, L&D, HRBPs, and Total Rewards without creating a new layer of coordination overhead?
• What data infrastructure and shared language does a unified talent lifecycle actually require?
• How do you sustain integration over a multi-year transformation when priorities and pressures constantly shift?