Master Trainer

Moran Baillie

HR Executive, Leadership Strategist & International Master Trainer

Moran Baillie is a seasoned Human Resources executive and leadership development strategist with over 25 years of experience shaping people and culture strategies across industries.

As a former Head of People & Culture, Moran has led large-scale HR transformation initiatives across the full employee lifecycle, including recruitment strategy, employee engagement, leadership development, and organisational culture transformation. She has advised executive teams on complex workforce challenges, including restructures, leadership capability building, and aligning people strategy with business performance.

Moran is also a certified leadership coach and facilitator, specialising in helping leaders communicate with confidence, influence with impact. Her proprietary frameworks, Authentic Confidence and Empowered Communication, support executives and emerging leaders in navigating high-stakes leadership environments.

In 2026, Moran was invited as a Master Trainer at the Global HR Transformation & Analytics Conference and Awards in Kuala Lumpur, where she delivered a full-day masterclass to senior HR leaders from across the Asia-Pacific region. Her work focuses on helping HR leaders translate people data, digital tools, and emerging technologies into strategic leadership decisions.

Drawing on her combined expertise in HR leadership, coaching, and organisational transformation, Moran partners with organisations globally to strengthen leadership capability and prepare HR teams for the future of work.

Function Rooms

Masterclass & Workshop

Meeting Room 2, 2nd Floor

Luncheon

LIME Restaurant, 1st Floor

Registration

Please register at the Corporate World Intelligence registration desk, where you will receive a lanyard upon signing in, which must be worn at all times during the masterclass. Registration is also required on Day 2.

Mobile Phones

As a courtesy to others in the conference room, please switch your mobile phones to silent mode during sessions.

Message

Any messages received for attendees will be announced before each break, and will be left at our Corporate World Intelligence registration desk for collection.

Access To Masterclass Documentation

All participants will receive a copy of the presentation slides/materials via email within 7 business days, upon approval.
Please note that the documentation provided is copyrighted by the speaker and Corporate World Intelligence and may not be reproduced in any form without prior written permission from either party.

Belongings

Please remember to keep your personal belongings and masterclass materials with you at all times.

Wednesday 24th June 2026 - Day 1

Foundations: From Awareness to Action

8:00am

Registration and Morning Refreshments

8:50am

Opening Remarks

9:00am

Session 1: Connecting the Dots - Building Our Learning Community

Before any framework is introduced, this session builds the trust, shared context, and peer relationships that make genuine learning possible. A live digital maturity pulse check using Dave Ulrich's four-phase Digital HR model (HR Monthly, 2019) anchors the group's collective starting point with the framing that most Maldivian organisations are actively building digital foundations, and that is exactly the right place to start. The Connection Canvas surfaces shared challenges, existing tools, and pressing questions. By morning break, every participant knows who is in the room, where the group sits on the digital journey, and what they personally need from these two days.

By the end of this session, participants will be equipped to:

Locate their organisation on the Digital HR maturity curve including what is already working.
Name two or three digital or analytics challenges they share with the cohort.
Articulate what they personally need to do differently by the close of Day 2.
Commit to the group's co-created learning agreements.

10:30am

Coffee Break

10:50am

Session 2: Digital HR & HRIS - Getting the Foundations Right

The first half maps the digital HR landscape using Dave Ulrich's four-phase model (HR Monthly, 2019) and Brian Solis's six stages of digital transformation (Altimeter Group, 2016), with specific emphasis on what Phase 2 (Effectiveness) looks like for organisations currently implementing or upgrading HR systems. The second half focuses on getting more from what already exists: how to use an existing HRIS better, how to extract more insight from reports already being generated, and how to make a realistic case for one incremental digital improvement without a large budget. A 'Digital Reality Check' paired activity replaces the aspirational tech stack mapping with an honest audit of current tools and what they could be doing.

By the end of this session, participants will be equipped to:

Explain the four phases of Digital HR and locate their HRIS within that journey.
Identify three ways their current HRIS could generate more strategic value today.
Distinguish between an HRIS that is live and an HRIS that is working and name the difference.
Build a prioritised roadmap for extracting more from their current system without new investment.

12:30pm

Lunch Break

13:30pm

Session 3: From Reports to Recommendations - Making Your Data Work

This session targets the gap between having data and using it strategically. The core skill taught is the 'So What?' discipline, a three-step translation from data point to insight to strategic recommendation. The session opens with a live dashboard scenario, then participants work through four Maldives-context HR scenarios drawn from the island economy: staff turnover patterns in resort operations, absenteeism across dispersed island offices, time-to-hire for specialist roles, and engagement scores across departments. For each, participants practise writing a one-paragraph recommendation they could place in front of their CEO or board. The session draws on the People Analytics Cycle and the evidence-based HR framework (CIPD / Briner & Rousseau).

By the end of this session, participants will be equipped to:

Apply the 'So What?' three-step discipline to turn any HR data point into a strategic recommendation.
Write a one-paragraph CEO-ready recommendation from a real HR data scenario
Identify why most HR reports fail to produce leadership decisions and what needs to change.
Describe the difference between operational reporting and strategic insight, and how to move between them.

15:15pm

Coffee Break

15:45pm

Session 4: HR Automation: Building It Right

Using the 4D Framework: Discover, Design, Document, Deploy (AIHR / Marquis Murray) participants redesign a real HR process from their own organisation, with specific attention to where their existing HRIS can enable or support that automation. The session makes the critical distinction between what should be automated (rule-based, repetitive transactions) and what must stay human (relationship-based, judgement-driven moments) essential for island organisations where HR teams manage staff across multiple atolls and relationships are everything. The session closes by connecting process automation directly to data generation: better automated processes produce cleaner, more consistent data, which feeds the analytics capability built in Session 3.

By the end of this session, participants will be equipped to:

Apply the 4D Framework to redesign one HR process, identifying how their HRIS supports each step.
Draw a swim-lane process map showing where automation adds value and where human judgment is non-negotiable.
Distinguish between HRIS-native automation and broader process redesign and know which to pursue first.
Define one specific automation action they can implement within 30 days.

17:00pm

End of Day 1

Thursday 25th June 2026 - Day 2

From Insight to Influence

8:00am

Registration and Morning Refreshments

9:00am

Session 5: People Analytics in Practice - The PepsiCo Lens

Day 2 opens with a real-world case study from a senior Global Head of People Analytics drawn from a direct professional conversation with the facilitator. This session shows what data-driven HR looks like when it is working, not as an aspirational benchmark but as a practical demonstration of the translation layer that is missing in most organisations: how raw data becomes a business decision 'So What for Us?' reflections where participants are guided to identify which specific thinking and conversation practices they could adopt in their own organisation this week, with the data they already have.

By the end of this session, participants will be equipped to:

Describe how connected people data across the employee lifecycle enables strategic HR decisions.
Extract at least two specific practices from the case study that are applicable in a Maldivian context today.
Identify one analytics question their HRIS is already positioned to answer that they have not yet asked.
Formulate one leadership conversation they could have this month using data they already have.

10:30am

Coffee Break

10:50am

Session 6: The Strategic HR Conversation — Leading With People Data

This session is about one thing: the conversation. How do you walk into a leadership meeting with HR data and leave with a decision? Participants work through the full range of the employee lifecycle, recruitment, engagement, learning and development, succession but the lens is entirely strategic influence, not analytics methodology. For each area, participants practise framing a data insight as a leadership recommendation using a simple three-part structure: the finding, the implication, and the decision being requested. The session closes with each participant writing one real leadership recommendation they will take back and deliver, grounded in data they already have.

By the end of this session, participants will be equipped to:

Use the three-part structure (finding, implication, decision requested) to frame any HR insight for leadership.
Articulate one HR recommendation per lifecycle area in the language of business outcomes.
Identify HRIS data that already supports a recommendation they have been hesitant to make.
Draft one real leadership recommendation they will deliver within 30 days of the masterclass.

12:30pm

Lunch Break

13:30pm

Session 7: AI in HR - Practical, Strategic, Responsible

This session is delivered from direct experience the facilitator has presented this content at conference level and brings tested material, live demonstrations, and real-world examples. The session has two parts. Part one covers the AI landscape in HR: what is actually being used in recruitment, onboarding, performance, L&D, and workforce planning in plain language. Part two focuses on practical AI use: how to use tools to get more from existing reports, draft leadership recommendations, prepare data stories, and work more effectively, at no additional cost.

By the end of this session, participants will be equipped to:

Name at least five current AI applications in HR and assess their realistic value for a Maldivian organisation.
Use an AI tool practically to interpret HR data and draft a one-paragraph leadership recommendation.
Apply a five-question readiness lens before adopting any AI tool in their HR function.
Identify at least two AI risks specifically relevant to small, close-knit island community contexts.

15:15pm

Coffee Break

15:45pm

Session 8: My Digital HR Roadmap - Committing to Action

Each participant builds a personalised Digital HR Transformation Roadmap using a structured four-section template. The four sections reflect what this masterclass has been about: their top three priorities, one action to take within 30 days using existing data or tools, one leadership conversation they will have this month with a data-backed recommendation, and one capability to build over the next 90 days. The session closes with a standing commitment circle.

By the end of this session, participants will be equipped to:

Complete a personalised Digital HR Transformation Roadmap with HRIS, analytics, and AI priorities.
Commit to one specific leadership conversation within 30 days using data they already have.
Form an accountability partnership with a named cohort peer and commit to a specific 30-day check-in.
Articulate out loud the first thing they will do differently when they return to work.

17:00pm

End of Masterclass

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