Lénia Mestrinho is Executive Director of the Nova SBE Data, Operations & Technology Knowledge Centre and the Digital Data Design Institute at Nova SBE and NOVA Medical School, in partnership with Harvard University.

At Nova SBE, she teaches in the Master's in Business Analytics, is an Adviser in Consulting Labs (Master's) and Business Projects (CEMS-MIM), and is also the Coordinator of several Executive Education programmes in the areas of Data and AI.

Her experience covers various projects in the areas of Data and Technology, from conception, development, team and project management, to implementation and impact measurement, especially in the sectors of health, employment, education, tourism, oceans, telecommunications, mobility, among others.

Her experience includes projects and clients in the public, private and non-profit sectors in various countries, such as Spain, Belgium, the United Kingdom, Albania, Croatia, Italy, Mexico, the USA, Chile, Angola, Mozambique, Israel and Bangladesh. She holds a Master's degree (M.Sc.) in Management from Católica Lisbon SBE and a Bachelor's degree (B.Sc.) in Economics from Nova SBE. She recently completed a Postgraduate Degree in Advanced Data Protection Law at the Faculty of Law of the University of Lisbon.

🕗 09:15
Keynote Speaker

3 Reflections on AI: in the World, in Organisations and in People”, we will be invited on a journey through the various dimensions of the artificial intelligence revolution — from global geopolitics to the human impact within organisations. It begins with a broad overview of how the major powers are positioning themselves in the AI race, revealing the new geography of technological and strategic power. This is followed by an analysis of the business world, showing how AI and GenAI are transforming industries, accelerating innovation and redesigning decision-making and productivity models. Finally, the focus shifts to people and talent management, with practical examples of how AI is supporting Human Resources departments in training, recruitment, planning and career personalisation, helping leaders and institutions — such as the Army itself — to predict, retain and develop talent with greater intelligence and purpose.

With almost 30 years of experience in Human Resources, he is currently Director of Human Resources at RodoCargo and at companies in the Barraqueiro Group's freight sector.

He began his career as a management consultant at Accenture, having developed a solid track record in people leadership, with experience at both national and international level.

He is a member of the Board of APG – Portuguese Association of People Management and a guest lecturer at several higher education institutions, teaching HR Metrics and People Analytics. Recognised as a LinkedIn Top Voice, he is also an HR consultant and PhD student in Management, with around 40,000 followers on his professional network.

🕗 09:45
PANEL I - LECTURE I | Smart Careers: When Science Meets Human Ambition

He is the CEO and founder of Liderteam, a consulting firm specialising in management solutions. Since 2004, he has transformed a dream into a leading organisation, which has been recognised with multiple awards for excellence.

With over 25 years of experience in business strategy, digital transformation and technological innovation, he leads teams and projects that bring together technology, people and processes, always focusing on concrete results for clients.

He complements his business practice with continuous academic training, having completed two postgraduate degrees at Porto Business School, in Business Management and Marketing Management, as well as specialised training in Artificial Intelligence. In 2025, he began an Executive MBA at the same institution, reinforcing his strategic and international vision.

He also stands out for his involvement in innovation initiatives, such as the creation of a business unit, Blue Thinking, dedicated to Artificial Intelligence, automation and process optimisation.

🕗 10:05
PANEL I - LECTURE II | Leading with Artificial Intelligence: The (Re)Birth of the Human Role in Organisations

At a time when Artificial Intelligence is redefining how companies operate, leadership is more than just adopting technology; it is knowing how to connect it to human purpose, understanding that the real challenge is not to replace humans with machines, but to design systems where both coexist with meaning, ethics and trust.

We will share how AI and management software are reshaping leadership, culture and decision-making within organisations, using technology to shape it to suit people, becoming a catalyst for efficiency, informed decision-making and sustainable transformation.

Because, in the age of Artificial Intelligence, true competitive advantage comes from the union between people, processes and technology.

Tailored to Transform.

She is Head of People at MC Sonae.

She has a degree in Management from the Faculty of Economics of the University of Porto and advanced training from the London Business School in HR Strategy, as well as in Team Leadership from IMD in Lausanne.

She teaches two postgraduate courses in People Analytics and the Executive Master's in Retail Management in the area of Leadership and Team Management.

She joined MC Sonae's Human Resources Department in 2016, having previously held positions in both the public and private sectors.

🕗 10:25
PANEL I - LECTURE III | The Role of Organisations in the Implementation of Artificial Intelligence

It aims to explore the importance of using AI and advanced analytics as tools for more assertive and strategic talent management. The perspective of complementarity between ‘man and machine’ is fundamental for more agile and efficient people management, contributing to strategic team planning. This vision will be embodied through the sharing of concrete examples and practical cases of use at MC Sonae.

Is qualified with the Artillery Course from the Military Academy, the General Staff Course, a Postgraduate Degree in People Management from Porto Business School, and courses in Military Physical Education, NBQR Defence, NATO Public Affairs in Operations and Crisis Communication from the Swiss Army.

Throughout his career, has held the following positions in Command, at the Practical Artillery School, in the 5th Artillery Regiment and in the Mechanised Brigade Field Artillery Group, as platoon commander, firepower battery commander and command battery commander.

Staff, in the 5th Artillery Regiment, as Operations and Information Officer of the Regiment, as Operations Officer of the 155 mm Towed GAC, in the BrigMec GAC as Personnel Officer, and Logistics Officer, in the Office of the Army Adjutant General as Deputy to the AGE General and in the Mechanised Brigade as Chief of Staff of the Mechanised Brigade;

Teaching, at the Practical Artillery School, at the TPO and CFS Artillery and at the Military University Institute, as a lecturer in the Army Teaching Area.

Participated in the SFOR Mission in the Theatre of Operations in Bosnia-Herzegovina, the NATO Training Mission in Iraq, the Mentoring Mission in the TO in Afghanistan with the Kabul Capital Division, and the NATO Force Integration Unit - Lithuania.

Currently is the Head of the Career Management Division of the Army Human Resources Administration Directorate.

🕗 11:40
PANEL II - LECTURE I | The Contribution of Artificial Intelligence to Optimising Career Management

In an organisational context undergoing constant change, marked by growing competition for human capital, the ability of institutions to attract, develop and retain talent has become a determining factor for success. The Army currently faces structural and strategic challenges that require modern career management, capable of responding to the dynamics of technological transformation, new professional expectations and the need to ensure coherent, sustainable and motivating career paths throughout military life. In this context, Career Development Support is an essential strategic tool for strengthening organisational efficiency and enhancing human capital.
The introduction of Artificial Intelligence in this field opens up new possibilities for modernisation, enabling predictive analysis, more informed decisions and a better match between individual profiles and institutional needs. Its application enhances the Army's ability to manage talent in a more efficient, personalised and future-oriented way, consolidating a culture of continuous development and innovation in career management.

He joined the Air Force in 2000 as a Personnel and Administrative Support Technician, developing his career at the Air Force Psychology Centre and the Personnel Directorate. He has a degree in Business Communication from the Polytechnic Institute of Lisbon and a master's degree in Data Science for Business from the Higher Institute of Setúbal.

He was responsible for coordinating psychometric activities, conducting research projects and strategic analysis of human resources data. He developed the Computerised Psychometrics Laboratory and initiated its accreditation process in accordance with the NP EN ISO/IEC 17025:2001 standard, leading teams and promoting digital transformation in people management.

He currently heads the People and Skills Management Office at the Air Force Personnel Command, promoting the implementation of strategic human resources systems supported by Artificial Intelligence and People Analytics to support decision-making. He is also a trainer in Strategic Communication and Information Systems in the Personnel Area.

🕗 12:00
PANEL II - LECTURE II | The Role of Artificial Intelligence in Talent Retention in the Armed Forces

It will be based on a reflection on the approach that the Portuguese Air Force has been developing from an integrated perspective in strategic people management, focused on data analysis and the application of methodologies based on artificial intelligence (AI) to support decision-making and strengthen mechanisms for retaining military personnel. It will also address how the use of predictive models and AI agents will enable the automation of career roadmaps and individual development plans, as well as identify factors associated with the intention to leave, enabling proactive and personalised talent management.

He joined the Naval Academy in 2001 and completed a Bologna Master's Degree in Naval Military Sciences in 2006, with a career combining operational experience, people leadership and analytical skills.

He has held command and leadership positions on Portuguese Navy ships, including two appointments as Commander and one as First Officer. He has participated in anti-piracy missions in the Gulf of Aden, leading teams in high-stress and operationally demanding contexts.

He later moved into Human Resources Management, serving as Deputy Head of the Sergeants and Enlisted Personnel Section in the Personnel Directorate, where he was responsible for appointments and placements — experience that provided him with a solid foundation in internal mobility, career development, and strategic talent allocation.

Since February 2022, he has been working in the Information Analysis and Management Directorate (DAGI) as a data and analytics engineer, developing projects involving various types of data, from human resources to organisational information flows, applying data engineering and analytical engineering techniques to support decision-making.

He has a postgraduate degree in Knowledge Management and Business Intelligence from NOVA Information Management School (NOVA IMS) and is currently attending The Lisbon MBA, the Executive MBA programme of the Portuguese Catholic University and Nova SBE.

🕗 12:20
PANEL II - LECTURE III | Career Development in the Navy: Predictive Models, Optimisation, and Artificial Intelligence

The Navy's vision for AI applied to career management will be presented, exploring predictive models, optimisation, and AI agents. More than technology, it is about strategy, data and people, where Artificial Intelligence is used to identify profiles at risk of leaving, use data to improve communication and target content to the right audiences, supporting recruitment, simulating career paths and enhancing transparency in decisions.

Projects such as the Career Simulator, the Placement Support Tool and the Silicon Sailor (RAG) will be presented, which apply AI to concrete career management challenges. Also noteworthy is Advanced People Analytics, which combines descriptive and predictive analytics and, in the future, conversational agents capable of interacting with databases.

Colonel Jon Lowe is a British Army officer with operational experience in theatres including Afghanistan. Commissioned into the Army Air Corps (AAC) in 2001 after studying Engineering at Cambridge University, Col Lowe’s career has been marked by a series of challenging and impactful roles in digital transformation and HR.

His early career was as a helicopter pilot, where he undertook flying roles within 16 Air Assault Brigade, initially in the Light Utility Helicopter role. Col Lowe's dedication to his profession led him to undertake a two-year exchange with the Canadian Air Force, flying Bell 412 (Griffon) Helicopters. His leadership credentials were honed in front line roles in Army Aviation as a Sub-Unit Commander of a Lynx Mk9A Squadron and later as Commanding Officer of 6 Regiment AAC. His understanding of personnel issues was further deepened during his tenure as the Career Manager for AAC Officers at the Army Personnel Centre in Glasgow. In June 2019, he was entrusted with leading Project MORDEN, a comprehensive personnel transformation project looking at modernising the employment and management of all service personnel in the AAC.

With a keen interest in digitalisation and transformation, Col Lowe’s digital grounding came in roles within the Information Directorate at Army HQ where he managed complex digital technologies and systems used in the Afghanistan campaign. He was subsequently involved in developing the Discover My Benefits application for serving individuals to understand the employment proposition in the Armed Forces. In his current role, he has blended his HR experience with his digital expertise in developing applications for use by the Army Personnel Centre in HR across the British Army, and exploiting AI technology to enhance the delivery of career management.

Col Lowe's extensive experience in personnel management, digitalisation and transformation along with his insights into leveraging data and AI to overcome challenges with workforce and budget limitations will undoubtedly provide valuable perspectives on how Artificial Intelligence can contribute to Data-Driven Decision-Making.

🕗 14:30
PANEL III - LECTURE I | The Contribution of Artificial Intelligence to Data-Driven Decision-Making

The British Army has transformed the way it has made decisions about its people in recent years. Pre-COVID, an inefficient paper-based system was used to support a host of career management decisions, such as promotion, appointments and contract/commission extensions. Through a process of digital transformation and modernisation the current British Army HR processess are predicated on data-driven decision-making. Through numerous AI projects, the British Army is now enhancing that decision making, using technology to make better decisions, conduct processes more efficiently and empower our Service People with more agency in their careers.

Victor Lobaco Antolín is a military officer in the Spanish Army who currently holds the position of leader of the GZLO (Gonzalo Project). He is a strong advocate for developing people's potential through leadership by example, emphasising loyalty, hard work, trust and second chances.

He holds a Master's Degree in Artificial Intelligence (2021) from the International University of La Rioja, a Master's Degree in Databases and Web Programming from the University of Zaragoza (2009) and a Bachelor's Degree in Mathematical Sciences (2008) from the University of Zaragoza. He has honours in Mathematical Analysis, Topology, Differential Geometry and Logic. In addition, he holds a Military Diploma in Computing, a Military Diploma in Operational Research and a Course in Pedagogical Skills for Officers.

He currently works in the Spanish Army General Staff in the Digital Transformation Section (Madrid), where he is the leader and main driving force behind the Gonzalo Project. He is also a consultant on AI and digital transformation issues for the Spanish Army General Staff.

Between June 2021 and June 2023, he was Head of Information Systems and Technologies. At the Logistics Academy (Calatayud), he managed the hardware and software for more than 3,000 pieces of equipment. He was awarded the ‘Initiative Award’ in 2024 for his work in Generative AI. He was Head of the Strategic Communications Centre between January 2018 and June 2021.

In Las Palmas (RT-22), he led a team of 22 people and was responsible for the communication and information systems serving 1200 users. He received the USAC award for his support as director of the SEPE course.

🕗 14:50
PANEL III - LECTURE II | Rethinking NCO Career Support: An AI Approach in Development

Presents the early-stage development of Spain’s first AI-driven career guidance portal for NCOs. Without live user data yet, this presentation focuses on the design phase: identifying career guidance bottlenecks, conceptualizing how AI and natural language processing could address them, and the technical challenges of integrating legacy military information systems. Attendees will see the planning methodology, architectural decisions, anticipated obstacles, and the roadmap toward pilot testing—offering insights into how military organizations can approach AI innovation from concept to implementation.