MMG HR Summit

MMG HR Summit MMG HR Summit – Global HR Community & Networking

We’re doing it again — for the third year in a row! 🚀MMG HR Summit is coming back in 2027 — bigger, broader and more int...
17/08/2026

We’re doing it again — for the third year in a row! 🚀

MMG HR Summit is coming back in 2027 — bigger, broader and more international.

What started as a gathering of HR professionals in Cyprus is growing into the HR European Summit 2027, bringing together HR leaders, people professionals, experts and business representatives from Cyprus and across Europe.

📍 Limassol, Cyprus
📅 14–15 April 2027
People · Culture · Connection

Two days to exchange ideas, discuss what is changing in the world of work, learn from real experience, build meaningful professional connections — and shape the conversations the HR community needs right now.

And this is your chance to become part of it from the very beginning.

👉🏻 Interested in joining us? Submit your interest as:
• Attendee
• Speaker
• Sponsor
• Media Partner
Complete the form and tell us how you would like to participate: link in bio 👆🏻

Three years. A growing community. And a new chapter ahead.

See you in Limassol in April 2027!

Open Call: Women’s Wellbeing Pilot Study 2027MMG HR European Summit × Soula ⚡️⠀Last year, 56% of senior-level women seri...
13/08/2026

Open Call: Women’s Wellbeing Pilot Study 2027
MMG HR European Summit × Soula ⚡️
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Last year, 56% of senior-level women seriously considered leaving their company. Most of them never said so out loud.
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It doesn’t show up in engagement scores, and by the time it reaches an exit interview the decision is already months old.
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The numbers underneath it are consistent. 61% of women in senior roles report frequent burnout, against 42% of men in the same roles. Deloitte asked 7,500 women across 15 countries how long they intend to stay with their current employer – 5% said longer than five years. Gallup puts the cost of replacing one person at half to two times their annual salary. Run that on a senior role and it stops looking like an HR line item.
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Most wellbeing programmes can’t reach this, because they were built for the average employee: an app, a hotline, a webinar in October. They’re not wrong, they’re just aimed somewhere else. And almost none of them produce a number you could take to a board.
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So we decided to stop discussing it and measure it.
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🪁The pilot
MMG HR European Summit and Soula Female Stress Reduction App are opening the first cohort of a cross-company research study.
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Six weeks. A group of women in your company. Measured before, measured after – belonging, isolation, perceived support, psychological safety, energy, burnout, and intention to stay.
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We’re not promising to end burnout in six weeks. Nobody can, and you’d be right not to believe anyone who does. What we’re proposing is a hypothesis with a methodology and a number at the end of it: that in six weeks we can raise the sense of belonging, lower isolation, and increase mutual support among women in your company. You’ll see on your own data whether that’s true.
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More information in the carousel 👉🏻
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The first cohort launches in autumn 2026. Results are presented at the MMG HR European Summit in April 2027. We’re keeping the cohort small: a cross-company comparison only works if we can go deep with each company in it.
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Join us: link in bio👆🏻
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Or reply here with the one thing about your retention numbers you’d most want explained. We’ll tell you honestly whether this pilot would answer it.

We’re pleased to announce a new collaboration between MMG HR Summit and Soula Female Stress Reduction App – the company ...
10/08/2026

We’re pleased to announce a new collaboration between MMG HR Summit and Soula Female Stress Reduction App – the company taking a fresh approach to women’s emotional well-being: prevention of burnout and absenteeism through female emotional support and care ✨

Soula is an emotional AI ecosystem created specifically for women – a science-based space built around female neurophysiology, neurohormonal specifics, cycles and stages of life, and each woman’s individual context.

Soula helps women notice changes in mood and stress, recognize personal patterns, manage emotional load, and support their mental well-being – living more joyful, fulfilled lives and staying more productive and happier at work. The more a woman interacts with Soula, the better Soula understands her context and adapts her support.

💡Behind the project is more than 20 years of working with women. Soula’s founder, Natalia Miranchuk Natallia Miranchuk , has led projects that have already helped over 5 million women – including personally holding more than 3,500 newborns in her arms – and initiatives supported by the UN, UNFPA, and the World Health Organization. She has seen how often women are expected to manage careers, families, and caring for others all at once – which is why Soula treats well-being not as self-care alone, but as systemic support.

We live in a time of paradox: AI is entering our lives faster than ever, while people feel lonelier and lonelier. Soula answers this by helping build microvillages inside organizations – circles of support where women can self-regulate and learn to take care of each other.

Continued in the carousel 👉🏻

Meet our next Advisor of the MMG HR Summit ✨🎤 Natallia Miranchuk Natallia Miranchuk 🔸CEO & Founder, Soula (Cyprus)Natall...
31/07/2026

Meet our next Advisor of the MMG HR Summit ✨

🎤 Natallia Miranchuk Natallia Miranchuk
🔸CEO & Founder, Soula (Cyprus)

Natallia is a female emotional wellbeing advocate, entrepreneur, solo mother of 2 and innovator with over 20 years of experience supporting women’s health and emotional wellbeing.

She is the CEO& Founder of Soula.care Female Stress Reduction App - Female-First AI for emotional support, designed to help women prevent burnout, reduce anxiety, absenteism at work, support and navigate women through life’s most challenging transitions—both at home and in the workplace. The project is supported by the Research and Innovation Foundation (Cyprus), backed by Berkeley Skydeck and United Nations Goodwill Ambassador Natalia Vodianova.

She is also a doula, coach, and mental health expert specializing in female neuroscience, mindfulness and emotional wellbeing. Forbes Cyprus Women in Tech 2023, TEDx speaker, Best Female-led Startup Europe, Reflect X einner featured in TechCrunch, Inc, Fast Factory, Wired, Business Insider and more.

As a member of the MMG HR Summit Advisory Board, Natallia is leading the direction of female emotional wellbeing at the workplaces and will share her expertise on importance of supporting women’s psycho-emotional health as a key factor in building cost-efficient, resilient and high-performing female teams❤️

Join our community and stay up to date with the latest HR trends and insights ✅

Here’s a useful article on what internal career coaching is and how to launch it without overcomplicating things. Check ...
30/07/2026

Here’s a useful article on what internal career coaching is and how to launch it without overcomplicating things.

Check out the carousel for all the details ➡️

✍️ Authorship: the Advisor of the MMG HR Summit Adviser Board Lili Kuznetsova Лили Кузнецова

You can find a practical guide to hiring employees under control. We’re sure these 10 points will help you make your wor...
24/07/2026

You can find a practical guide to hiring employees under control. We’re sure these 10 points will help you make your work in this area more effective 🔝

Swipe the carousel 👉

✍️ Authorship: the Advisor of the MMG HR Summit Adviser Board Elena Logutova

The future of HR is built through meaningful conversations, shared experiences, and the willingness to rethink how we wo...
21/07/2026

The future of HR is built through meaningful conversations, shared experiences, and the willingness to rethink how we work with people.

The international MMG HR Connect Community was created for professionals who believe that HR is much more than a function. It is a strategic force that shapes organizations, leadership, company culture, the future of work, and sustainable business growth ⚡️

For over two years, we have been building a trusted international space that brings together HR leaders, HR Business Partners, Talent Acquisition specialists, founders, and business executives from different countries and industries.

With every new member, every event, and every conversation, our community grows stronger.
MMG HR Connect Community is more than a network. It is a space for growth, inspiration, and meaningful connections - where ideas turn into collaboration, knowledge becomes real impact, and professional relationships grow into long-term partnerships.

Here, HR professionals exchange experiences, discover new perspectives, stay connected with the latest trends, and take part in conversations that help shape the future of work 🔥

People. Culture. Connection.
🔝These are the values that guide our community and inspire everything we do.

Join our international HR community and become part of a global network that is shaping the future of people and work.

Connect. Learn. Grow. Contribute. Build the future of HR with us.

We’d love to welcome you 🤝

Please fill out the introductory questionnaire at the link in bio ⬆️

And join our community in LinkedIn also at the link in bio ⬆️

Growth doesn’t break a company. Structure, people and processes do 💡⠀I’ve watched a dozen fast-growing companies hit the...
09/07/2026

Growth doesn’t break a company. Structure, people and processes do 💡
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I’ve watched a dozen fast-growing companies hit the same wall. Revenue triples. Headcount doubles. Everyone celebrates. Six months later, decisions slow down, good people quit, and nobody can explain why what worked at 50 people stopped working at 150. The same gap shows up on the other side too. Plenty of startups are still trying to reach break-even without real revenue growth, and when runway gets tight, the response is layoffs instead of fixing how the company operates.
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Here’s what happens in both cases: headcount changes, but the decision-making structure and the processes underneath it doesn’t. At 50 people, a small team makes every real call, and the process for getting a sign-off is an easy-going message. That works. At 150, that same team is still the bottleneck, now approving budgets for departments they’ve never worked in, and the same one-message approval process is choking on volume it was never built to handle.
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I saw this at fintech companies that grew rapidly over an 18-month period. Hiring looked healthy on paper. But every product and risk decision was still routed to the same C-level executives, because that’s how it had always worked. A compliance sign-off that used to take one week ended up taking six, because the process was still a manual email chain built for a team a fifth of the size. The company didn’t have a talent problem. It had a decision rights problem and a process problem, and nobody owned fixing either.
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Read more in the carousel ➡️

✍️ Authorship: the Advisor of the MMG HR Summit Adviser Board Georgia Aristeidou

If you’ve been in HR for a while, you’ve probably seen this play out👇🏻⠀The senior team has been through a leadership dev...
29/06/2026

If you’ve been in HR for a while, you’ve probably seen this play out👇🏻
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The senior team has been through a leadership development programme. The 360s and executive coaching is in place. The workshops and social gatherings run occasionally.
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And yet the culture isn’t shifting. The strategy isn’t landing. The team is still operating as a collection of individuals.
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After years working with senior teams, here’s what I’ve learned: the gap is rarely inside the leaders. It almost always lives between them.
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What lives between leaders:
• the signals each one sends to the organisation (often conflicting, often without realising)
• the incentive structures that reward individual wins and quietly punish collaboration
• the elephant in the room that nobody has actually addressed
• the agreements about what «good» looks like that everyone assumes are shared (they usually aren’t)
• the honest conversation about the future culture each leader is actually leading toward (which, in my experience, has rarely happened)
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That last one is the hardest, and the most consequential.
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A CEO, a COO, and a CHRO can be directionally aligned on the surface and meaningfully misaligned on what kind of culture they’re each holding as the goal. Most don’t realise it. Most haven’t had the structured conversation that would surface it.
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And until they do, every culture change initiative downstream is shaped by what these three haven’t aligned on.
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I worked with a senior team in a professional services firm going through a strategic reset. Strong individuals. Capable people. Underperforming as a team.

Read more in the carousel ➡️

✍️ Authorship: the Advisor of the MMG HR Summit Adviser Board Elli Matsouka Leadership & Team Coach | Org Culture Consultant

We are excited to share a valuable article by MMG HR Summit advisor Lili Kuznetsova Лили Кузнецова Swipe through the car...
25/06/2026

We are excited to share a valuable article by MMG HR Summit advisor Lili Kuznetsova Лили Кузнецова

Swipe through the carousel to get the key takeaways 👉

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