Pay people right. Stay compliant. Sleep better. As regulations tighten and pay transparency becomes the norm, organisations are expected to explain not only what they pay, but why. Reward structures are under scrutiny, reporting requirements are expanding, and payroll systems are expected to be flawless.
At HRtech Unfolded, we explore how to design reward strategies that are competitive and defensible, how to streamline payroll through smart technology, and how to navigate legal complexity without creating friction. From ESG reporting and cross-border employment to evolving labour laws, precision matters.
10:30 – 11:00
Breakout room Reward, Payroll & Legal
pwc
Jan Vandekerckhove
Jan is Manager within PwC’s Workforce Technology team with a background in Industrial and Organizational Psychology at UGent. He combines over ten years of experience in payroll, HRIS, and HR technology. From strategy to implementation, Jan supports organizations in optimizing and digitizing their Workforce technology landscape.
Jan Vandekerckhove
Alberto Bolsi
Alberto is a Senior Associate in PwC’s People & Transformation team,
supporting organisations in navigating workforce transformation through skills-
based approaches, strategic workforce planning, and HR operating model
design. His work focuses on helping leaders understand the capabilities
required for future success and aligning workforce decisions accordingly.
Alberto brings experience in workforce capability assessment, skills
architecture, and talent strategy development. By combining workforce insights
with practical implementation considerations, he helps organisations close
capability gaps and create sustainable pathways for growth, mobility, and
future workforce readiness.
Alberto Bolsi
Bram Van Loock
Bram is a Manager within PwC’s People & Transformation team, specialising in
strategic workforce planning and skills-based organisation design. He works
with organisations across various sectors to help them anticipate future
capability needs and translate this into practical talent strategies—whether
that’s through upskilling, reskilling, or rethinking how talent and roles are
structured.
His work balances long-term strategic thinking with the realities of
implementation, helping organisations move from identifying capability gaps to
building the structures, skills, and talent pathways needed to close them. Bram
has hands-on experience helping organisations move away from rigid job-based
models toward more flexible, skills-based ways of organising work.
Bram Van Loock
Skills, Rewards, Technology: Are You Ready for the Shift?
The EU Pay Transparency Directive is reshaping how companies manage
reward, communicate pay decisions, and build trust with employees. But
beyond compliance deadlines, what does this shift actually require in practice?
In this session, we’ll unpack the key building blocks organisations need to get
ready, from understanding pay gaps and reporting obligations, to policy,
governance, and manager readiness. We’ll also look at how this connects to
broader Workforce Tech trends, as organisations increasingly rely on data and
digital tools to manage pay equity transparently and sustainably.
A practical, insight-driven session to help attendees understand what’s ahead
and where to start.
11:00 – 11:30
Breakout room Reward, Payroll & Legal
PLUXEE
Sofie Van Haele
Sofie Van Haele is a Product Marketing Manager with several years of experience in HR Services, specialising in mobility and employee benefits. In her role, Sofie focuses on translating complex HR topics, such as the mobility budget, into clear and practical insights that help organisations strengthen employee engagement.
Sofie Van Haele
The mandatory mobility budget: why future-proof mobility can’t wait
From January 2027, the mobility budget becomes mandatory for companies with at least 50 employees. But this is more than just another administrative obligation. It’s an opportunity to create a more flexible, attractive and future-proof mobility policy.
In this session, discover how to prepare for a smooth implementation, avoid common pitfalls and turn the mobility budget into a benefit your employees truly value.
You’ll also learn how the right HR tech can simplify administration, centralise mobility expenses and save you valuable time.
Walk away with practical insights to get ready for the mobility budget. And discover how to turn a legal obligation into a future-proof mobility policy.
11:30 – 11:45
Breakout room Reward, Payroll & Legal
MUTO
Dagmara Stozek
Dagmara Stozek leads Muto, where she is building the intelligence layer that connects today’s fragmented mobility ecosystem. Working across product, commercial strategy and operations, she helps organisations turn complex mobility into a modern employee benefit. With more than 10 years of experience in SaaS and go-to-market, she combines strategic thinking with a hands-on approach to building products and businesses. She believes the future of mobility belongs as much to HR as it does to fleet.
Dagmara Stozek
The future of employee benefits is mobility
The company car used to be simple: one employee, one vehicle, one supplier.
Today, mobility has become one of the most important employee benefits. Alongside the company car come charging cards, home charging, bike leasing, public transport and mobility budgets. Employees expect flexibility, while companies are expected to keep everything compliant, cost-effective and easy to manage.
The reality? Mobility is often managed across spreadsheets, emails and disconnected supplier portals, creating unnecessary administrative work and fragmented experiences for employees and teams.
In this session, we’ll explore why mobility has become a strategic HR topic and how organisations can transform it into a modern employee benefit: flexible for employees, manageable for HR, and supported by one central software platform.
11:45 – 12:00
Breakout room Reward, Payroll & Legal
Onah
Sophie Corona
Sophie Corona is an HR entrepreneur and the founder of Onah and Bluesalt HR. With years of hands-on experience in HR operations, payroll and HR outsourcing, she knows first-hand how much time HR teams lose on repetitive questions and fragmented information. She founded Onah to combine deep HR expertise with AI and make everyday HR work smarter, faster and more reliable.
Sophie Corona
Bart Swaelens
Bart Swaelens is an entrepreneur, investor and startup advisor with a strong background in technology, AI and business building. Through his experience in technology commercialisation, spin-offs and scaling innovative companies, he brings a strong tech and growth perspective to Onah. As co-founder, Bart focuses on turning Onah’s HR expertise into a scalable AI solution.
Bart Swaelens
From HR questions to trusted answers
HR teams spend countless hours answering repetitive questions while the information they need is scattered across policies, legislation, payroll knowledge and internal documents. Onah is the HR Intelligence Layer that turns incoming HR questions into accurate, source-backed answers. Built on years of HR expertise, Onah is simple to implement, requires no development or training, and is ready to use from day one. With a human-in-the-loop approach and accessible pricing, Onah helps HR teams automate repetitive work while keeping people in control.
13:30 – 14:00
Breakout room Reward, Payroll & Legal
COREUS | Sysarb
Johanna Qvist
Johanna Qvist specializes in advising private sector organizations on adopting systematic approaches to pay transparency. She guides companies in structuring their job architecture and leveraging robust frameworks to conduct pay gap analyses through Sysarb’s platform.
With extensive international HR advisory experience, Johanna brings a strategic perspective to addressing pay disparities, focusing on sustainable solutions that go beyond salary adjustments.
Johanna Qvist
Explainable Pay – Where Transparency Builds Trust
The EU Pay Transparency Directive has made pay a boardroom topic. Most organizations start in the right place: with the system that give them a defensible view of their compensation structure. This part is non-negotiable. Without structure pay equity analysis and reporting, you are estimating. An estimate is not something you can stand behind in front of a regulator, a works council, or an employee who asks a direct question.
But the numbers are where the work begins, not where it ends. A pay equity analysis tells you where you stand. It won’t tell you how to face your employees when the figures land, or how to rebuild trust with a workforce that stopped believing pay decisions are fair long before this directive existed.
This session is about what happens once the platform is live. Yes, we implement Sysarb where we can create and visualize a job architecture, conduct an analysis, and generate reports. What we learned is that the technical rollout is where the change work starts, not where it finishes.
We will walk through a change management approach that covers the following:
• how to align leadership before the numbers of public
• how to prepare Managers to hold the credible pay conversations
• how to sequence communications so it reads as honesty rather than exposure
• How to embed transparency into enduring, everyday people practices
Pay transparency is two things at once: a system that holds the facts, and a relationship you build – through every decision, with every manager, one conversation at a time.
This is a session for HR Leaders ready to drive the human side of this shift themselves, with the right system behind them.
14:00 – 14:30
Breakout room Reward, Payroll & Legal
ADP
Muriëlle Verhofstadt
Murielle Verhofstadt serves as Global Account Manager at ADP, partnering with multinational clients on their global payroll journey. Combining industry expertise with a customer-centric approach, she helps organizations navigate complexity, drive innovation, and unlock the strategic value of payroll.
Muriëlle Verhofstadt
Basma Haouari
Basma Haouari Global Account Manager at ADP, partnering with multinational companies to simplify their global payroll needs and support their international growth. Passionate about business, technology and building strong partnerships.
Basma Haouari
Reward looks good on paper but can payroll actually deliver it? One reward strategy but multiple local realities.
Global reward strategies often look simple on paper – until they meet local
payroll, tax and legal realities. In this interactive session, we’ll explore what
happens between a reward decision and the employee’s payslip, and why
alignment between Reward, Payroll and Legal is critical to delivering a
consistent and trusted employee experience.
14:30 – 15:00
Breakout room Reward, Payroll & Legal
STRADA GLOBAL
Ivan Mostien
Ivan Mostien
From Cost Centre to Data Driven Powerhouse
Data only becomes valuable when you can turn it into insight.
Most organizations already have vast amounts of workforce data. The challenge is that it is often scattered across HR, Payroll, Time & Attendance, Finance, multiple vendors, and multiple countries. As a result, leaders struggle to get a complete and trustworthy picture of their workforce.
The real transformation happens when Core HR, Payroll, Time, and Payments come together in one connected workforce ecosystem.
In this session, we’ll explore how leading organizations are simplifying their technology landscape, breaking down data silos, and creating a single source of truth for workforce information. The result is far more than operational efficiency: it enables AI, workforce analytics, ESG reporting, compliance, and smarter business decisions.
Join us to discover how organizations can move beyond viewing HR technology as a necessary cost and instead turn workforce data into a strategic advantage, transforming HR into a true Workforce Management powerhouse.
