50 Leadership Conference Speakers in New Zealand

Last updated: August 2026

Introduction

Leadership conference speakers in New Zealand bring together practical workplace experience, research, culture, technology and the stories that help a room think differently. This directory highlights 50 people whose names appeared on the 2025 speaker programmes for HR + L&D Innovation & Tech Fest NZ and National HR Summit NZ. It is designed for event organisers, HR leaders, people and culture teams and conference chairs looking for a useful starting point.

The list is deliberately broad. It includes senior people leaders, learning specialists, consultants, academics, technology practitioners and business voices. Some are close to day-to-day people operations. Others bring capability, data, remuneration, wellbeing, inclusion, AI or leadership development into the conversation. That mix matters because a strong conference rarely needs one type of speaker repeated all day.

As of August 2026, the most useful question is not simply who can fill a slot. It is what the audience needs to understand, decide or practise next. Use the entries below to build a short list, then shape the brief around the problem the session should help the room solve. Names are presented alphabetically by surname for easy navigation.

Why leadership conference speakers matter

Leadership conferences work best when the programme connects ideas with decisions. A keynote can open the room, but the strongest event design also gives people language for a difficult change, a clearer view of the work ahead and a practical next move. That is why HR and people-focused conference programmes often combine executives, researchers, practitioners, consultants and technology specialists.

The speakers in this directory reflect that range. The programme evidence spans people experience, learning and development, capability, organisational design, data, remuneration, culture, wellbeing, AI and general leadership. It also includes senior leaders who can speak from inside organisations rather than only from the stage. For organisers, that range creates more useful choices. The right person depends on the audience, the decision in the room and the behaviour the event wants to make easier afterwards.

There is no single best format. A conference may need a strong opening idea, a practical workshop, an honest panel, a subject expert or a leader who can make a complex issue feel concrete. Start with the purpose of the session, then use the profiles to test the fit.

50 leadership conference speakers in New Zealand

1. Hadleigh Pouesi

Ōhinga Tū Service Lead, Visionwest

Hadleigh Pouesi appears on the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme as Ōhinga Tū Service Lead at Visionwest. That role gives organisers a clear starting point: a current workplace perspective connected to a conference built around HR, learning, people, leadership and the future of work. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

2. Jenny Turner

Director, Neurodiversity and Leadership Consultant & Coach, Human Fabric

The HR + L&D Innovation & Tech Fest NZ 2025 programme lists Jenny Turner as Director, Neurodiversity and Leadership Consultant & Coach at Human Fabric. For an organiser, that pairing matters because it connects the conference stage with a real role, organisation or practice in the wider people and leadership conversation. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

3. Natasha Stone

Data & Analytics Director, Strategic Pay

Natasha Stone is named by the HR + L&D Innovation & Tech Fest NZ 2025 speaker page as Data & Analytics Director at Strategic Pay. The listing makes the person relevant to this directory because the event sits close to the questions HR and leadership audiences are already asking about work. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

4. John Bradbury

Reward Manager - Central, Strategic Pay

On the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme, John Bradbury is presented as Reward Manager - Central at Strategic Pay. That is a useful combination for conference planners: a named speaker, a visible professional context and a clear connection to the people side of organisational life. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

5. Christina Leung

Deputy Chief Executive, NZIER

Christina Leung appears on the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme as Deputy Chief Executive at NZIER. That role gives organisers a clear starting point: a current workplace perspective connected to a conference built around HR, learning, people, leadership and the future of work. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

6. Rebecca Montford

Group HR Manager, Prolife

The HR + L&D Innovation & Tech Fest NZ 2025 programme lists Rebecca Montford as Group HR Manager at Prolife. For an organiser, that pairing matters because it connects the conference stage with a real role, organisation or practice in the wider people and leadership conversation. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

7. Tonette Pearce

Group General Manager, People and Culture, Canopy Healthcare

Tonette Pearce is named by the HR + L&D Innovation & Tech Fest NZ 2025 speaker page as Group General Manager, People and Culture at Canopy Healthcare. The listing makes the person relevant to this directory because the event sits close to the questions HR and leadership audiences are already asking about work. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

8. Kirsty Lloyd

Head of People & Capability, Haka House

On the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme, Kirsty Lloyd is presented as Head of People & Capability at Haka House. That is a useful combination for conference planners: a named speaker, a visible professional context and a clear connection to the people side of organisational life. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

9. Karly Boast

Founder, Bold&Co

Karly Boast appears on the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme as Founder at Bold&Co. That role gives organisers a clear starting point: a current workplace perspective connected to a conference built around HR, learning, people, leadership and the future of work. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

10. Fran Haas

Customer Success Partner, ReadyTech

The HR + L&D Innovation & Tech Fest NZ 2025 programme lists Fran Haas as Customer Success Partner at ReadyTech. For an organiser, that pairing matters because it connects the conference stage with a real role, organisation or practice in the wider people and leadership conversation. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

11. Rachel Barnett

National CME Lead People & Culture, Health New Zealand Te Whatu Ora

Rachel Barnett is named by the HR + L&D Innovation & Tech Fest NZ 2025 speaker page as National CME Lead People & Culture at Health New Zealand Te Whatu Ora. The listing makes the person relevant to this directory because the event sits close to the questions HR and leadership audiences are already asking about work. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

12. Jonathan Brabant

New Zealand Director, Workday

On the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme, Jonathan Brabant is presented as New Zealand Director at Workday. That is a useful combination for conference planners: a named speaker, a visible professional context and a clear connection to the people side of organisational life. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

13. Eilidh MacDonald

Head of PX Operational Excellence, Xero

Eilidh MacDonald appears on the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme as Head of PX Operational Excellence at Xero. That role gives organisers a clear starting point: a current workplace perspective connected to a conference built around HR, learning, people, leadership and the future of work. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

14. Paula Williams

Chief People Officer, AA Insurance

The HR + L&D Innovation & Tech Fest NZ 2025 programme lists Paula Williams as Chief People Officer at AA Insurance. For an organiser, that pairing matters because it connects the conference stage with a real role, organisation or practice in the wider people and leadership conversation. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

15. Ryan Ashton

Founder & Chief Yarner, A Few Quiet Yarns

Ryan Ashton is named by the HR + L&D Innovation & Tech Fest NZ 2025 speaker page as Founder & Chief Yarner at A Few Quiet Yarns. The listing makes the person relevant to this directory because the event sits close to the questions HR and leadership audiences are already asking about work. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

16. Clare Horrobin

Learning Director, Horrobin Learning

On the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme, Clare Horrobin is presented as Learning Director at Horrobin Learning. That is a useful combination for conference planners: a named speaker, a visible professional context and a clear connection to the people side of organisational life. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

17. Ashani Senanayake

HR Manager, Omexom

Ashani Senanayake appears on the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme as HR Manager at Omexom. That role gives organisers a clear starting point: a current workplace perspective connected to a conference built around HR, learning, people, leadership and the future of work. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

18. Aaron Berkovich

Director of APAC Sales, Absorb Software

The HR + L&D Innovation & Tech Fest NZ 2025 programme lists Aaron Berkovich as Director of APAC Sales at Absorb Software. For an organiser, that pairing matters because it connects the conference stage with a real role, organisation or practice in the wider people and leadership conversation. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

19. Kimble Vowless

Director, Mantle Leadership

Kimble Vowless is named by the HR + L&D Innovation & Tech Fest NZ 2025 speaker page as Director at Mantle Leadership. The listing makes the person relevant to this directory because the event sits close to the questions HR and leadership audiences are already asking about work. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

20. Tracey Cotter-Martin

Associate Director, Datacom

On the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme, Tracey Cotter-Martin is presented as Associate Director at Datacom. That is a useful combination for conference planners: a named speaker, a visible professional context and a clear connection to the people side of organisational life. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

21. Shireen Chua

Director | Intercultural Coach | Facilitator, Third Culture Solutions

Shireen Chua appears on the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme as Director | Intercultural Coach | Facilitator at Third Culture Solutions. That role gives organisers a clear starting point: a current workplace perspective connected to a conference built around HR, learning, people, leadership and the future of work. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

22. Joanne Gladding

Senior People Scientist, Culture Amp

The HR + L&D Innovation & Tech Fest NZ 2025 programme lists Joanne Gladding as Senior People Scientist at Culture Amp. For an organiser, that pairing matters because it connects the conference stage with a real role, organisation or practice in the wider people and leadership conversation. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

23. Samantha Carter

Learning & Experience Partner, Mitre 10 New Zealand

Samantha Carter is named by the HR + L&D Innovation & Tech Fest NZ 2025 speaker page as Learning & Experience Partner at Mitre 10 New Zealand. The listing makes the person relevant to this directory because the event sits close to the questions HR and leadership audiences are already asking about work. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

24. Arahi Ruffell

Learning Manager, Mitre 10 New Zealand

On the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme, Arahi Ruffell is presented as Learning Manager at Mitre 10 New Zealand. That is a useful combination for conference planners: a named speaker, a visible professional context and a clear connection to the people side of organisational life. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

25. Anupa Parmar

GM Human Resources, DEFEND

Anupa Parmar appears on the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme as GM Human Resources at DEFEND. That role gives organisers a clear starting point: a current workplace perspective connected to a conference built around HR, learning, people, leadership and the future of work. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

26. David Wright

Regional Vice President ANZ, Cornerstone

The HR + L&D Innovation & Tech Fest NZ 2025 programme lists David Wright as Regional Vice President ANZ at Cornerstone. For an organiser, that pairing matters because it connects the conference stage with a real role, organisation or practice in the wider people and leadership conversation. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

27. Hannah Fossum

Learning & Development Manager, Animates Vetcare

Hannah Fossum is named by the HR + L&D Innovation & Tech Fest NZ 2025 speaker page as Learning & Development Manager at Animates Vetcare. The listing makes the person relevant to this directory because the event sits close to the questions HR and leadership audiences are already asking about work. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

28. Ian McCreery

Senior Principal of AI Strategic Engagement, Workday

On the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme, Ian McCreery is presented as Senior Principal of AI Strategic Engagement at Workday. That is a useful combination for conference planners: a named speaker, a visible professional context and a clear connection to the people side of organisational life. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

29. Jo Fair

Chief of People & Culture, Southern Cross Healthcare

Jo Fair appears on the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme as Chief of People & Culture at Southern Cross Healthcare. That role gives organisers a clear starting point: a current workplace perspective connected to a conference built around HR, learning, people, leadership and the future of work. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

30. Ryan Ghisi

Head of People Operations, 2degrees

The HR + L&D Innovation & Tech Fest NZ 2025 programme lists Ryan Ghisi as Head of People Operations at 2degrees. For an organiser, that pairing matters because it connects the conference stage with a real role, organisation or practice in the wider people and leadership conversation. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

31. Katie Williams

Chief People Officer, Sky New Zealand

Katie Williams is named by the HR + L&D Innovation & Tech Fest NZ 2025 speaker page as Chief People Officer at Sky New Zealand. The listing makes the person relevant to this directory because the event sits close to the questions HR and leadership audiences are already asking about work. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

32. Emily Durey

People Director, DB Breweries

On the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme, Emily Durey is presented as People Director at DB Breweries. That is a useful combination for conference planners: a named speaker, a visible professional context and a clear connection to the people side of organisational life. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

33. Sarah Bellett

Head of People Experience, One New Zealand

Sarah Bellett appears on the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme as Head of People Experience at One New Zealand. That role gives organisers a clear starting point: a current workplace perspective connected to a conference built around HR, learning, people, leadership and the future of work. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

34. Charlie Hughes

Interim Chief People | Safety & Wellbeing Officer, New Zealand Rugby

The HR + L&D Innovation & Tech Fest NZ 2025 programme lists Charlie Hughes as Interim Chief People | Safety & Wellbeing Officer at New Zealand Rugby. For an organiser, that pairing matters because it connects the conference stage with a real role, organisation or practice in the wider people and leadership conversation. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

35. Jessica Xu

General Manager, Leadership and Enterprise Capability, Fonterra

Jessica Xu is named by the HR + L&D Innovation & Tech Fest NZ 2025 speaker page as General Manager, Leadership and Enterprise Capability at Fonterra. The listing makes the person relevant to this directory because the event sits close to the questions HR and leadership audiences are already asking about work. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

36. Peter Keegan

Independent People and Culture Consultant, Independent practice

On the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme, Peter Keegan is presented as Independent People and Culture Consultant at Independent practice. That is a useful combination for conference planners: a named speaker, a visible professional context and a clear connection to the people side of organisational life. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

37. Lauren Foster

Partner in Technology & Transformation | Human Capital, Portfolio Lead, Deloitte

Lauren Foster appears on the HR + L&D Innovation & Tech Fest NZ 2025 speaker programme as Partner in Technology & Transformation | Human Capital, Portfolio Lead at Deloitte. That role gives organisers a clear starting point: a current workplace perspective connected to a conference built around HR, learning, people, leadership and the future of work. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

38. Roxanne Pascoe

Director, Learning & Organisational Development, New Zealand Trade & Enterprise

The HR + L&D Innovation & Tech Fest NZ 2025 programme lists Roxanne Pascoe as Director, Learning & Organisational Development at New Zealand Trade & Enterprise. For an organiser, that pairing matters because it connects the conference stage with a real role, organisation or practice in the wider people and leadership conversation. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

39. Kahlia Finch

Global People Experience and Capability Lead, Zespri International

Kahlia Finch is named by the HR + L&D Innovation & Tech Fest NZ 2025 speaker page as Global People Experience and Capability Lead at Zespri International. The listing makes the person relevant to this directory because the event sits close to the questions HR and leadership audiences are already asking about work. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

40. Jim Arrowsmith

Professor, Massey University

On the National HR Summit NZ 2025 speaker programme, Jim Arrowsmith is presented as Professor at Massey University. That is a useful combination for conference planners: a named speaker, a visible professional context and a clear connection to the people side of organisational life. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

41. Mauro Barsi

Head of Legal, EMA

Mauro Barsi appears on the National HR Summit NZ 2025 speaker programme as Head of Legal at EMA. That role gives organisers a clear starting point: a current workplace perspective connected to a conference built around HR, learning, people, leadership and the future of work. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

42. Kate Daly

Managing Director - People + Culture, Fonterra

The National HR Summit NZ 2025 programme lists Kate Daly as Managing Director - People + Culture at Fonterra. For an organiser, that pairing matters because it connects the conference stage with a real role, organisation or practice in the wider people and leadership conversation. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

43. Annerita Edy

Human Resources Lead, McDonald's NZ

Annerita Edy is named by the National HR Summit NZ 2025 speaker page as Human Resources Lead at McDonald's NZ. The listing makes the person relevant to this directory because the event sits close to the questions HR and leadership audiences are already asking about work. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

44. Simon Fenwick

Global Head of Talent Acquisition & Capability, Fisher & Paykel Appliances

On the National HR Summit NZ 2025 speaker programme, Simon Fenwick is presented as Global Head of Talent Acquisition & Capability at Fisher & Paykel Appliances. That is a useful combination for conference planners: a named speaker, a visible professional context and a clear connection to the people side of organisational life. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

45. Kevin Flynn

General Manager - People Operations, Kiwibank

Kevin Flynn appears on the National HR Summit NZ 2025 speaker programme as General Manager - People Operations at Kiwibank. That role gives organisers a clear starting point: a current workplace perspective connected to a conference built around HR, learning, people, leadership and the future of work. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

46. Jarrod Haar

Dean's Chair & Professor of Management and Māori Business, Massey University

The National HR Summit NZ 2025 programme lists Jarrod Haar as Dean's Chair & Professor of Management and Māori Business at Massey University. For an organiser, that pairing matters because it connects the conference stage with a real role, organisation or practice in the wider people and leadership conversation. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

47. Kate James

Director Human Resources - NZ, Pacific, PNG, Coca-Cola Europacific Partners

Kate James is named by the National HR Summit NZ 2025 speaker page as Director Human Resources - NZ, Pacific, PNG at Coca-Cola Europacific Partners. The listing makes the person relevant to this directory because the event sits close to the questions HR and leadership audiences are already asking about work. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

48. Annie Johnson

Director/Owner, The Honest Human

On the National HR Summit NZ 2025 speaker programme, Annie Johnson is presented as Director/Owner at The Honest Human. That is a useful combination for conference planners: a named speaker, a visible professional context and a clear connection to the people side of organisational life. Read the conference listing.

For a leadership or HR brief, this is a practical way to begin. Use the listed role to test subject fit, use the event context to shape the session, and then ask what participants should be able to do differently when the room goes home. See the programme context.

49. Tracey Kaio

Chief People Officer, Ministry for the Environment

Tracey Kaio appears on the National HR Summit NZ 2025 speaker programme as Chief People Officer at Ministry for the Environment. That role gives organisers a clear starting point: a current workplace perspective connected to a conference built around HR, learning, people, leadership and the future of work. Read the conference listing.

The distinctive detail is the bridge between the day job and the stage. Start with the role, then ask what audience problem the session should help people understand. A speaker is most useful when the topic, room and next action line up clearly. See the programme context.

50. Mark Lewis

Head of People and Culture, Connetics

The National HR Summit NZ 2025 programme lists Mark Lewis as Head of People and Culture at Connetics. For an organiser, that pairing matters because it connects the conference stage with a real role, organisation or practice in the wider people and leadership conversation. Read the conference listing.

The conference appearance is the useful signal here. It gives readers a person to explore when they want leadership thinking connected to workplace practice, rather than a generic name with no clear event context. The next step is to match the person to the audience and brief. See the programme context.

What these speakers show us about leadership conferences

The strongest pattern across this group is the connection between expertise and context. A speaker may bring a formal people-leadership role, a specialist practice, a research perspective or a technology lens. None of those is automatically better. Each becomes useful when the organiser can connect it to a real audience question.

Another pattern is range. People and culture work now sits alongside capability, data, pay, inclusion, wellbeing, AI, communication and operational delivery. A leadership event that only talks about inspiration can miss the systems that make behaviour possible. A programme that only talks about systems can miss the human meaning of change.

That is the design challenge for a conference chair. Give the room a clear through-line, but let speakers approach it from different angles. Ask every contributor to name the practical choice, conversation or behaviour that should follow the session. That keeps the day grounded without forcing every speaker into the same style.

The final lesson is simple. A speaker is not the programme. The brief, sequence, facilitation and follow-through matter just as much. Choose people who can help the audience take the next useful step.

How to use this list

Use this directory as a starting point, not a finished event brief. First, write one sentence that says what the audience should understand or do differently. Then shortlist three to five people whose current role, experience or practice connects directly to that outcome.

Next, decide what the room needs. A large opening keynote, a small workshop and a candid panel require different kinds of preparation. Ask each speaker for a short outline, the audience problem the session addresses and the practical takeaway they want people to use afterwards.

Finally, design the handover between sessions. A strong idea becomes more useful when the facilitator gives people time to test it, discuss the trade-off or choose a next action. The Working Genius implementation guide can help when the event is part of a wider team-development or leadership programme. The goal is a day that changes a conversation, not only a slide deck.

Frequently Asked Questions

What should I look for in a leadership conference speaker?

Start with audience fit, topic fit and the behaviour you want the session to change. Then look for a clear professional context, a session idea that suits the format and a speaker who can make the subject practical for the people in the room.

Can an HR conference include speakers who are not HR executives?

Yes. Learning, capability, data, remuneration, technology, wellbeing, research and operational leaders can all add useful perspective. The key is to make the connection to the audience clear and give the speaker a brief that explains the decision or problem the session should help with.

How many speakers should a leadership conference have?

There is no useful fixed number. Choose the smallest group that gives the audience the range of ideas and experiences the theme needs. Fewer speakers with clear roles can create more space for questions, practice and reflection than a crowded programme with no time to connect the sessions.

What makes a conference session practical?

A practical session names the real choice, conversation or behaviour it is designed to change. It gives people a way to test the idea, use a tool or make a decision. The speaker does not need to make the topic simple, but the next move should be clear.

How should I brief a keynote speaker?

Give the speaker the audience, the event purpose, the central question, the time available and the action you want people to take afterwards. Explain what the audience already knows and where the hard tension sits. A clear brief gives the speaker room to be useful.

Conclusion

The best leadership conference speaker is the person who helps this audience make the next useful move. That may mean seeing a workplace problem differently, naming a hard trade-off, building capability, understanding a new technology or finding language for a change people are already feeling.

This directory gives you a broad starting set of 50 people connected with New Zealand HR and leadership conference programmes. Use the roles and event context to build a shortlist, then do the deeper work of matching the person to the room, the brief and the outcome. A good programme feels coherent because every session has a job to do.

If you are planning an event, write the one-sentence audience outcome first. It will make every later choice easier, including the speaker choice.

Related Reading

For a broader directory, read keynote speakers in New Zealand.

For association event planning, read keynote speakers for association conferences in New Zealand.

For a practical team-development lens, read the Working Genius implementation guide.

A practical next step

If your leadership event needs a practical keynote, workshop or facilitated session, I help leaders turn a broad theme into a clear conversation people can use on Monday morning. To discuss a relevant brief, email jonno@consultclarity.org.

About the Author

Jonno White is a Brisbane-based leadership consultant, keynote speaker and Certified Working Genius Facilitator, and the author of Step Up or Step Out. He works with schools, corporates and nonprofits around the world. To enquire about a keynote, workshop or facilitated leadership session, email jonno@consultclarity.org.