AI Workforce Redesign Hackathon II 2027 - Sydney

• The Enterprise Context

  Executive leadership has mandated that enterprise AI agents deliver measurable productivity dividends this financial year. Autonomous workflows have been deployed across customer operations, shared services, and reporting lines to plan, query internal systems, and process transactions.

  
  

• The Baked-In Technical & Commercial Boundary:

  The CFO and CIO present the CHRO with an urgent financial constraint: the running costs of AI agents (usage, licence and compute fees) have exceeded budget, creating a substantial unbudgeted operating expense. Any human capacity freed up by automation must demonstrably offset these technology costs through verified operational savings.

  
  

  The Hackathon Deliverables:

  • Part A (Strategy): The Total Cost of Work (TCOW) Capital Allocation Model. Formulate the board-level policy that balances AI running costs against labour capacity gains. Define what proportion of recovered time must be converted into operational cost reductions, customer-facing revenue generation, or strategic innovation.

  • Part B (Operations): The Redundant Approval Removal Protocol. Design an operational procedure that removes redundant human check-and-approval gates. Define specific financial and operational risk thresholds where autonomous agents execute tasks without human sign-off versus where human authorisation remains legally mandatory.

  • Part C (Communications): The Executive Alignment Compact & Leadership Mandate. Draft the joint briefing delivered by the CHRO, CFO, and Transformation leadership to business unit heads, outlining accountability metrics that tie executive performance bonuses to measurable capacity reallocation.

    
    

The Enterprise Context

An enterprise operating with functional business divisions (e.g., Finance, Customer Operations, Supply Chain, and Administration) with an annual baseline employee attrition rate of 8% to 10%.

The Hackathon Deliverables:

• Part A (Strategy): The Skills-Based Role Deconstruction Blueprint. Taking one division as the focus, structure a framework that moves it away from rigid job titles toward modular capability pools. Group business workflows into machine-executed tasks, collaborative human-agent workflows, and pure human-judgment domains.

• Part B (Operations): The Internal Talent Marketplace Service Level Agreement (SLA). Draft the operational rules for an internal mobility exchange. Establish inter-departmental budget transfer mechanisms, secondment agreements, and policies that prevent managers from blocking cross-functional talent redeployment.

• Part C (Communications): The Horizontal Career Lattice Narrative. Write the workforce-wide communication campaign that reframes internal redeployment and task redesign as career-resilience opportunities rather than a prelude to structural downsizing.

The Enterprise Context

An enterprise operating a traditional corporate hierarchy with an average frontline management span of control of 1:7 to 1:8.

The Hackathon Deliverables:

• Part A (Strategy): The Managerial Capacity & Team Sizing Standard. Establish the organisational methodology that determines team size based on process ambiguity, emotional labour, and agent fleet density rather than arbitrary headcount ratios.

• Part B (Operations): The Systems Orchestrator Operating Charter. Create a weekly time-allocation charter for people leaders. Mandate operational caps on administrative system auditing, reserving at least 40% of managerial time for employee development, coaching, and cultural alignment.

• Part C (Communications): The Managerial Evolution Coaching Script. Author the executive leadership narrative delivered by department directors to guide managers in transitioning from administrative supervisors to systems orchestrators.

The Enterprise Context:

An enterprise maintaining an annual early-career intake (typically hiring 20 to 50 graduates, cadets, or trainees across commercial, operational, and technical functions).

The Hackathon Deliverables:

• Part A (Strategy): The Accelerated Early-Career Capability Model. Redesign the entry-level operating model. Detail how early-career professionals develop contextual domain judgment and diagnostic skills in an operating environment where routine manual work is fully automated.

• Part B (Operations): The Simulation-Based Diagnostic Curriculum. Design an operational learning framework that uses adversarial case challenges, failure simulations, and real-time stress testing of autonomous outputs to accelerate professional judgment faster than manual execution.

• Part C (Communications): The Modern Talent Value Proposition. Draft the recruitment campaign and board justification outlining why early-career hiring remains a strategic enterprise priority in an automated operating landscape.

• The Enterprise Context

  An Australian enterprise governed by the Fair Work Act, Modern Awards, active Enterprise Agreements (EBAs), and the Australian Privacy Principles (APPs) under the Privacy Act.

• The Baked-In Technical & Commercial Boundary:

  Because the organisation handles confidential employee records, payroll histories, intellectual property, and regulated operational records, executive leadership mandates that no agent may process employee personal information, or make decisions about pay, rosters or discipline, without an approved tool, a named accountable owner and an audit trail.

  
  

  The Hackathon Deliverables:

  • Part A (Strategy): The Agent Governance & Automated Decision-Making (ADM) Standard. Establish the corporate governance policy defining where agents may be used in workforce decisions. Detail which workplace decisions require mandatory human sign-off, which allow supervised autonomous execution within approved, audited tools, which are strictly prohibited, and how each is tested for bias against particular groups of workers.

  • Part B (Operations): The Algorithmic Dispute & Review Protocol. Design a standard operating procedure enabling any employee or union representative to challenge an automated decision, ensuring a formal human review within 48 hours without administrative penalty.

  • Part C (Communications): The Fair Work Accord & Union Consultation Strategy. Draft the formal industrial relations briefing and workforce address that demonstrates compliance with statutory consultation requirements while establishing a secure, auditable framework for operational innovation.

    
    

The Enterprise Context

An Australian enterprise with operations in New South Wales and Victoria, subject to psychosocial hazard obligations under Work Health and Safety (WHS) laws, Victoria's Occupational Health and Safety (Psychological Health) Regulations 2025 and the NSW Work Health and Safety Amendment (Digital Work Systems) Act 2026, which covers work allocated by AI.

The Hackathon Deliverables:

• Part A (Strategy): The Sustainable Work Design Policy. Establish an enterprise WHS policy that incorporates cognitive pacing into job architecture. Define operational metrics that measure cognitive demand, continuous focus durations, and emotional labour alongside standard productivity targets.

• Part B (Operations): The Cognitive Recovery & Pacing Standard. Design an operational workflow protocol that caps continuous exception handling, establishes protected recovery buffers, and structures task variety across operational schedules.

• Part C (Communications): The Executive WHS Duty of Care Commitment. Draft the corporate leadership narrative delivered to business heads and frontline teams, reinforcing that operational safety and cognitive health take precedence over machine processing speed.

  
  

The Enterprise Context

An enterprise utilising traditional annual performance cycles, standard bonus structures, and activity-based metrics (such as logged hours, resolved cases, or output volumes).

The Hackathon Deliverables:

• Part A (Strategy): The Value-Based Performance Philosophy. Structure an enterprise evaluation standard that shifts away from time-based metrics and output volume toward evaluating diagnostic judgment, risk oversight, and business impact.

• Part B (Operations): The Hybrid Performance Appraisal Scorecard. Design a practical operational appraisal framework that evaluates analytical accuracy, system oversight, and contributions to operational capability.

• Part C (Communications): The Shared-Dividend Gain-Sharing Policy. Draft the employee incentive policy outlining how commercial value generated through automated efficiencies is shared with high-performing staff via bonus pools and professional development allowances.

The Enterprise Context

An Australian enterprise with diverse, tenured staff and an executive mandate to implement an "agentic-first" operating model.

The Hackathon Deliverables:

• Part A (Strategy): The Workforce Transition Accord. Design an executive charter establishing clear organisational commitments regarding transformation timelines, transparent restructuring communication, and redeployment support.

• Part B (Operations): The Open Innovation Recognition Program. Design an operational incentive program that rewards employees for identifying, documenting, and sharing autonomous workflows without putting their ongoing job security at risk.

• Part C (Communications): The CEO & CHRO Town Hall Realignment Address. Script the opening address delivered jointly by the CEO and CHRO to reset company culture, address job security concerns, and re-engage workforce commitment around shared operational success.