Concurrent Sessions
For Agenda-At-A-Glance please click here.
Monday, Oct. 19
11 a.m. - 12 p.m.

COREHR1 MGM Resorts International Doubles Down on Tech for Talent Insights

Michelle DiTondo, SVP, Human Resources, MGM Resorts International
Dave Duffield, Co-Founder/Chairman of the Board, Workday


MGM knows the core of continued success is engaged and motivated employees. In 2010 MGM embarked on a new HR strategy across its brands that would enable managers to spend less time on administrative tasks and more time with employees — coaching, engaging and rewarding them for providing great service. It also needed to hire approximately 25,000 employees, a task that required greater visibility into their workforce and improved recruiting capabilities. Five years later, MGM has infused employee-focused HR initiatives and is on track to achieve its vision of becoming one company with one culture. Michelle DiTondo will discuss the company’s HR transformation as a result of using a unified HR and Talent Management system. She’ll highlight lessons learned, benefits the company has seen with employee engagement and recruiting, and plans for future HR initiatives.See how implementing each step in the talent lifecycle can improve your employee engagement.
Monday, Oct. 19
1:30 - 2:30 p.m.

COREHR2 Transformation Can Be Non-disruptive: How Allstate Moved to the Cloud

Brett Winchell, HR Director, Workforce Insights & Technology, Allstate Insurance Company
Deb Cupp, Head of HR Line of Business, SAP North America


Managing the needs of a large, globally diverse workforce in a highly regulated industry comes with its challenges. Allstate’s existing HCM solutions enabled them to keep pace with business needs, but to maximize personal and corporate performance in today’s highly competitive, data-driven business environment, the HR team needed solutions that were better integrated and more agile. Integrating new cloud solutions offered flexibility, as well as the ability to seamlessly complement existing HCM solutions, helping Allstate avoid the risks and disruption of a complete rip-and-replace scenario. This new hybrid environment of HR solutions resulted in an improved user experience and enabled Allstate to simplify, introduce enhancements faster, and drive reductions in both operating costs and capital investment — more than a 20% reduction in annual expenses after five years. Find out which model is right for you: moving to the cloud or the hybrid model.
Monday, Oct. 19
3:30 - 4:30 p.m.

COREHR3 How a Data-Driven Approach to HR Is the Right Medicine for North Shore-LIJ Health System

Jim Bosco, VP, Payroll & Human Resources, North Shore-LIJ Health System
Dave Almeda, Chief People Officer, Kronos


The largest integrated health system in the state of New York, North Shore-LIJ has nearly 54,000 employees, including 9,400 nurses and 10,000 physicians system-wide, so managing labor allocation with the bottom line in mind has become essential. With labor costs representing 65% of the health system’s overall expenses, North Shore-LIJ’s objective became finding solutions to automate labor management functions and leveraging real-time labor data extracted from such technology to better serve the overall organization. As part of its strategy to make more efficient use of its own workforce, it implemented a workforce management system that automates payroll and scheduling functions and includes employee self-service modules — a solution that has enabled managers to use real-time, internal workforce data to improve reporting and foster quicker, more effective decision-making. Come see what you can learn from North Shore-LIJ’s journey to minimize over-staffing, control labor costs and improve productivity.
Tuesday, Oct. 20
11 a.m. - 12 p.m.

COREHR4 AXA Chooses Oracle HCM Cloud to Transform HR

Gretchen Alarcon, Group Vice President, HCM Cloud Applications, Oracle
Kwasi Boateng, Head of Group HRIS Development at AXA


As a large multinational company with many decentralized businesses, managing a global employee base of 157,000 people across 56 countries comes with a lot challenges. In order to manage AXA’s burgeoning disparate HR landscape and operate more efficiently globally, AXA turned to Oracle’s HCM Cloud core HR and talent modules to help transform HR and empower HR to make them a much more strategic partner within the AXA business. This paradigm shift has been essential to the success of AXA’s large multinational organization. AXA's Kwasi Boateng will share the company's selection process for new HR software, its implementation strategy with Oracle HCM Cloud, and the expectations and benefits of its new modern HR system.
Tuesday, Oct. 20
4 - 5 p.m.

COREHR5 How Cisco Fuels a Culture of Innovation for Employees

Claire Gray, Senior Director, Compensation & Performance Management, Cisco
Eric Mosley, CEO, Globoforce


At Cisco, the mission of creating an employee culture that boasts the highest levels of engagement is paramount. But, for a company with more than 72,000 multi-generational employees in nearly 100 countries, establishing a unified and connected employee base presented a unique challenge. Along with the launch of its “TOMORROW Starts Here” campaign, Cisco implemented Connected Recognition, a dedicated program to empower employees to own their culture and recognition. With this new technology platform, Cisco has boosted morale and productivity — 90% of employees reported that being recognized helps motivate them to sustain higher performance. Jill Larsen will provide detailed insight on the program, its origins, challenges and successes that you can use as a model to inform your own recognition journey and create a more united, human workplace.
Wednesday, Oct. 21
9:15 - 10:15 a.m.

COREHR6 Improving HR Service Through Technology at Boston University

Dietrich Warner, Director, HR Operations, Boston University
Dwane Lay, VP, Customer Experience, Dovetail Software


You can learn a lot from the process of implementing and improving shared services in a higher education setting. Because universities tend to run behind the market with technology, the platform has time to mature and fewer issues are found. Boston University’s service center staff of 14 serves 10,000 employees and works each day to improve its service level through data-driven decisions. BU will share how the combination of HR technology layers has helped to create a shared services environment, with a backbone of strong operational software. In addition, you'll hear about the challenges encountered, including dealing with organizational change, process documentation and optimization, skill sets and team organization, and service capacity management. You’ll walk away with an understanding of how to use data every day to drive decisions both inside and outside of HR, and how to change the perception of HR shared services in your organization.
Monday, Oct. 19
11 a.m. - 12 p.m.

CS1 Creating Your HR Technology Strategy

Mark Stelzner, Founder, Managing Principal, IA-HR

The “right” strategy — one that is solid and specific — sets the stage for an organization’s success with HR technology. Mark Stelzner will show you how to craft your own by taking you through the key elements to incorporate; how to stay aligned with your organization’s talent and business strategies; and how to document, communicate and achieve organizational buy-in. Plus, you’ll learn the critical steps in developing your strategy: setting HR technology objectives, identifying the correct scope for the HR technology program, and the high-level financial and resource requirements to execute the strategy.
Monday, Oct. 19
1:30 - 2:30 p.m.

CS2 Selecting the “Right” HR Technology Solution Provider

George LaRocque, Principal Analyst, Starr Conspiracy
Martin Burns, Direct Sourcing & Technology Channel Lead, PwC
Kristin McDonald, Global Manager, Employee Engagement, The Coca-Cola Company
Jillian Moulton, HR Director, JW Player


You’ve built your HR technology strategy and won approval for your business case — now the fun really begins! It's time for the solution provider selection process. Hear directly from a group of HR executives who have selected HCM, talent acquisition and employee engagement solutions. You’ll learn how these HR leaders cut through the marketing noise to conduct market research, evaluated leading and emerging brands in the solution category, created a list of potential solution providers, and identified the right criteria upon which to evaluate providers. Plus, you'll hear how and when they interacted with the solution providers, managed the discovery and demonstration processes, and finally made solution provider decisions. Not all solution providers are created equal. Here’s your chance to find out how you can make the “right” and informed choice to ensure project success.
Monday, Oct. 19
3:30 - 4:30 p.m.

CS3 Choose Your Own HR Technology Implementation Adventure

Bryon Abramowitz, Director, PwC
Dan Staley, Partner, PwC
Diane Youden, Partner, PwC


Succeeding with the implementation of your chosen HR technology is not possible without being prepared. Every HR tech deployment encounters obstacles to success, yet how you tackle those challenges can be the deciding factor between a highly successful project and one that fails to meet your goals. Bryon Abramowitz, Dan Staley and Diane Youden will take you on a highly interactive journey through an HR technology implementation so you learn how to address issues before you have to face them yourself. Based on audience decisions, you’ll determine how to resolve common project challenges to ensure success from a technology, program management and strategic change perspective. You’ll also learn how you can create real value, not just mitigate risks, for your deployment with the latest innovations and strategic tools like analytics so you're prepared for your next implementation.
Tuesday, Oct. 20
11 a.m. - 12 p.m.

CS4 Preparing the Organization and Managing Change: Strategies for Success

Madeline Laurano, Principal Analyst
Andy Rice, Principal & Lead Strategist, Black Box Consulting


Achieving success with HR technology is not as simple as just selecting the best solution for your organization’s needs. Many projects fail to deliver expected positive outcomes due to a failure to understand how HR and enterprise technologies will change the nature of how work gets done in the organization. Madeline Laurano and Andy Rice will share the most important elements for an effective communication and change management strategy. You'll walk away with actionable ideas for engaging the right stakeholders, gaining internal influencer buy-in and maintaining a focus on the end user — to get your organization ready to accept and carry out a successful change management strategy.
Tuesday, Oct. 20
4 - 5 p.m.

CS5 Ten Steps to Creating the Ideal HR Technology Vendor Relationship

Chris Salles, Director, Training and Development, Sally Beauty Holdings
Marvin Smith, Strategic Sourcing/Talent Community Analyst, Lockheed Martin
John Sumser, Principal Analyst, Key Interval Research
William Tincup, Principal Analyst, Key Interval Research
Shawn Wiora, CIO, Creative Solutions in Health Care


An important but often overlooked and neglected contributor to HR technology project success is the ongoing relationship between customer and solution provider. First, you’ll hear Key Interval's research findings on the qualities of great vendor relationships. Then Chris Salles, Marvin Smith and Shawn Wiora will share real-world examples of excellence in HR technology vendor relations. You'll walk away with a strategic framework for building optimal vendor relationships and a practical vision of excellence, both essential elements for ongoing success with your HR technology.
Monday, Oct. 19
11 a.m. - 12 p.m.

CHRO1 The Missing Link Between Employee Well-being and Company Innovation

Kent Bradley, Former Chief Medical Officer, Safeway Inc. & Former President, Safeway Health
Kevin Potts, COO, Union Pacific Railroad Employee Health System
Kyu Rhee, MD, VP and Chief Health Officer, IBM
Ray Wang, Principal Analyst, Founder & Chairman, Constellation Research


How does a healthy workforce impact organizational growth potential? What are the effects of absenteeism on company innovation, as well as employee productivity and retention? Find out the true value of having — and enabling — a healthy workforce, including how focusing on employee well-being can increase productivity and foster enterprise innovation. Plus, you'll learn about the future of employee healthcare benefits design as well as the future of data-driven wellness and technology use in the workplace. You'll walk away with concrete strategies to improve your employee wellness program and justify the value on investment (VOI) in providing great employee healthcare benefits.
Monday, Oct. 19
1:30 - 2:30 p.m.

CHRO2 Beyond the Hype: What’s Really Important in HR Technology Today

Steve Boese, Co-Chair, HR Technology Conference
Trish McFarlane, CEO, H3HR Advisors
Cecile Alper-Leroux, VP, Innovation, Ultimate Software
Parker Conrad, Co-Founder & CEO, Zenefits
Mike Ettling, President, SAP SuccessFactors
Leighanne Levensaler, SVP, Products, Workday
Lisa Sterling, VP, Dayforce Talent Management, Ceridian


How can HR technology help CHROs improve workforce performance, increase employee engagement and impact bottom-line results for their organization? Not an easy question to answer. And in a complex HR technology market, HR leaders need to know what is truly important and transformational — not just what’s trendy. Steve Boese and Trish McFarlane, hosts of the popular “HR Happy Hour” podcast, will moderate a discussion featuring several of HR technology’s most accomplished product leaders, strategists and customer success advocates who will share their insights on the most important HR and HR technology issues today. You’ll gain a better understanding of which HR technology trends really matter for organizations now and how best to prepare for the future. You’ll leave with actionable ideas on how to achieve the most value from your current and planned HR technology investments.
Monday, Oct. 19
3:30 - 4:30 p.m.

CHRO3 CHRO Perspectives on HR Technology

Josh Bersin, Principal and Founder, Bersin by Deloitte
Erica Volini, National Managing Partner, HR Transformation and Technology, Deloitte
Chris Collins, VP Global HR Services, Delta Air Lines
Natalie Morris, Director Employee Benefits, United Technologies Corp.
Bill Thompkins, SVP HR & Total Rewards, Macy's

As an HR leader, you need to know how to make your HR technology systems successful, cost-effective and strategic. You also have to be prepared to defend and cost-justify huge capital investments, wrestle with senior IT and other business leaders, and put together a team (often including many vendors and consultants) that drives success. What issues do you need to think about? How should you evaluate the top HR technology vendors and which should you choose? Should you go with large existing technologies or innovative startups that may have newer but less proven technologies? And how do you make sure your teams and stakeholders will drive success? Josh Bersin and Erica Volini will lead a panel of CHROs discussing their perspectives on it all — the vendors, the marketplace, how they hire consultants and other solution providers, and how they measure success, so you're prepared for your next technology purchase.
Tuesday, Oct. 20
11 a.m. - 12 p.m.

CHRO4 Fueling Engagement and Accelerating Performance at Hampton

Gina Valenti, VP, Owner Services & Hampton Brand Culture, Hilton Worldwide
Jason Averbook,CEO, The Marcus Buckingham Company


Today’s employees demand a work culture with addictive technology, personalization and real-time accurate insights into their performance — a radical shift in the way organizations typically have fueled engagement and accelerated performance. Hampton is one organization that has embraced this new culture. Promising proactive and friendly service, it has coined the term "Hamptonality," which is represented uniquely in the DNA of every Hampton location and is fueled by the team leader. The results are undeniable as seen in Hampton’s ranking as Entrepreneur Magazine’s Top Franchise in 2014. Gina Valenti and Jason Averbook will discuss the radical shift to focus on the team leader to fuel engagement, accelerate performance and power culture. Gina will also share how Hampton is empowering its team leaders to be self-aware, perceptive and authentic, and to inspire their team to win consistently — giving you ideas on how you can build a similar culture at your organization.
Tuesday, Oct. 20
4 - 5 p.m.

CHRO5 Employee Engagement: What’s It Really Worth?

Dr. Andrew Chamberlain, Chief Economist, Glassdoor

Smart-hiring organizations know the impact of an engaged workforce on their recruitment efforts — but what about its impact on the company’s bottom line? Dr. Andrew Chamberlain will share powerful insights on the correlation between employee sentiment and business results. He’ll show you how much Wall Street cares about culture and how culture affects financial performance through an in-depth analysis of the impact of winning awards (like the annual Fortune Top Companies to Work For and Glassdoor’s own Employees’ Choice awards). You’ll hear how employee engagement has the potential to impact performance outside of recruitment efforts and how to examine the correlation between top-rated companies and their financial performance. Finally, you’ll learn the key drivers of employee engagement based on economic research so you can improve engagement at your organization.
Monday, Oct. 19
11 a.m. - 12 p.m.

IAI1 How Novo Nordisk Uses Social Media to Drive Employee Recognition and Well-being

Michael Drew, Head of HR Operations, Novo Nordisk, Inc.
Henry Albrecht, CEO, Limeade
Steve Parker, VP, Customer Success & Business Transformation, Achievers


While using social media for recruitment is almost a necessity, internally using social media to drive initiatives raises some concerns. Who will monitor postings? What if something inappropriate is posted? For 5 years, Novo Nordisk Inc. has been one of Fortune’s 100 Best Companies to Work For, and for 10 years one of the 5 Best Places to Work in New Jersey. The company recently rolled out two new initiatives: Way to Go — a rewards and recognition program, and NovoHealthUSA — a wellness program. Both successfully used social media to drive the initiatives, with a 60+% adoption rate within the first few weeks. Hear from Novo Nordisk, Achievers and Limeade on the power of peer recognition and competition to drive positive change. You'll leave with insights on how your HR department can adopt key initiatives and use an employee engagement platform to inspire employees to improve their health, well-being and performance.
Monday, Oct. 19
1:30 - 2:30 p.m.

IAI2 Sony Pictures: From Analytics to Insights

Antonio Aranda, Global Talent Analytics & Insights Manager, Sony Pictures
Don MacPherson, President & Co-Founder, Modern Survey


Engagement surveys are typically event driven, point in time results that can result in huge amounts of time and analysis spent cutting the data and, ultimately, solving for the lowest common denominator. To solve for larger issues in a fast paced, constantly evolving industry, Sony Pictures partnered with Modern Survey to implement a feedback strategy and the tools necessary to both listen and respond to employee feedback. You’ll hear all about Sony’s journey in reinventing the way they use feedback across the employee lifecycle and how they were able to create culture change by listening to employees’ thoughts and concerns. You’ll walk away with strategies to align your data, move to a pulse format and think differently about engagement as the primary index of the health of your organization.
Monday, Oct. 19
3:30 - 4:30 p.m.

IAI3
Where Should You Focus Your Employee Engagement Investments?
Insights From Best Places to Work

Chris Ebbeler, Sr. Manager, Workplace Community, Chili’s Restaurants
Kurt Kline, VP, Human Resources, Farm Credit Services of America
Liz McKee, Internal Communications Manager, Baker Donelson
Jason Lauritsen, Director of Best Places to Work, Quantum Workplace


Nearly 9 out of 10 HR and business leaders agree that lack of employee engagement is a top concern in their organizations, according to Deloitte’s Global Human Capital Trends 2015 study. Despite best efforts and significant investment, the solution to increasing engagement remains elusive to many. Insights from Quantum Workplace’s Best Places to Work programs will be discussed, revealing the true drivers of engagement and what millions of employees really want. Plus, you’ll hear from a panel of leaders whose organizations are perennially named Best Places to Work. You’ll learn what role HR technology solutions play in meeting engagement challenges and leave with research-supported insights and practices to help focus your investments so you can create — and sustain — high levels of employee engagement in your organization.
Tuesday, Oct. 20
11 a.m. - 12 p.m.

IAI4 Big Data Meets Employer Branding: Preview of 2015’s “Best Employer Brand Index”

Kim Pope, VP, Recruitment Solutions, Wilson HCG
Jason Seiden, CEO, Brand Amper


The growing number of employers concentrating on how to find, attract and recruit the best talent has led to a concerted focus on the “employer brand” — potential candidates’ perception of the employer as a place to work. But how do you measure an employer brand in a way that takes into account the most trusted source of the brand — the employees? By looking at the Authentic Employee Voice (AEV). Wilson HCG, using Brand Amper's Employer Branding Platform, is adding this key element to its index of the "best" employer brands and highlighting companies that have a truly integrated recruitment marketing strategy. You'll hear what the “best” brands are doing and how their strategies can help you engage your employees to amplify your employer brand and make it the best it can be.
Tuesday, Oct. 20
4 - 5 p.m.

IAI5 Tapping Employees as Social Ambassadors to Strengthen and Grow Your Workforce

Laurie Zaucha, VP, Human Resources & Organizational Development, Paychex
Joe Schaeffer, Social Media Program Manager, Paychex


Paychex Proud. Five years ago it was simply the theme of an internal Paychex meeting. Today, it’s the backbone of an ongoing employee engagement campaign that takes place internally and externally across multiple social media platforms to rally employees, encourage responsible use of social media and increase the company’s employer brand awareness. The initial campaign resulted in 200 posts and reached 300,000 users. #PaychexProud took center stage in 2014, bringing the historically private Paychex Sales Conference to life on social media for all employees (and the world) to see. By week’s end, the campaign boasted 2.5 million impressions and more than 1,400 posts, engaging employees and strengthening the company’s social recruiting efforts by turning employees into social ambassadors who demonstrate Paychex’s unique culture and status as a great place to work. Discover how you too can leverage your social media to enhance employer brand and increase employee engagement.
Monday, Oct. 19
11 a.m. - 12 p.m.

LEARN1 Capgemini Standardizes Talent and Learning Processes Across the Global Enterprise

Debbie Collins, Director, MyLearning & University Information Systems, Capgemini
Humair Ghauri, SVP, Products and Technology, SumTotal, A Skillsoft Company


With a highly mobile workforce of 120,000 distributed across 40+ countries, Capgemini is challenged with continually delivering current, relevant learning alongside rapidly changing market insight. With a number of disparate solutions across its global business, this process became increasingly difficult to manage and execute. Plus, constantly changing regulations across the globe further challenged Capgemini to ensure organization-wide compliance. It needed tools to provide comprehensive visibility and access to insight to help drive decision-making and identify opportunities for process optimization. By connecting the learning solution to content that is critical to business success, its chosen platform has become one of the most widely used technologies across the organization, second only to email. Debbie Collins will share how Capgemini's unified talent management platform is allowing the organization to deliver and maintain consistency while meeting the needs of specific business units and regions, and how your organization can benefit from what Capgemini has learned.
Monday, Oct. 19
1:30 - 2:30 p.m.

LEARN2 Becoming a High-Performance Learning Organization: NASCO Shares the Journey

Barbara Bell-Dees, VP, HR & People Services, NASCO
Donna Ronayne, VP, Marketing, Halogen Software


What’s a fast-growing provider of healthcare IT products and services to do when its people processes don’t align with its strategic vision? Implement an integrated talent management system, of course. At least that’s what NASCO did. Faced with a demographic shift in its workforce, NASCO realized that failure to develop its talent would inhibit the organization’s growth strategy. In 2012, it turned to integrated talent management software to set the company on a journey to achieve a key strategic imperative — becoming a high-performance learning organization. Barbara Bell-Dees will take you through the business drivers behind NASCO’s three-year talent management vision, the change management processes involved and how it used a collaborative talent management vendor selection process to ensure cross-department buy-in. You'll walk away with innovative strategies for a multi-pronged approach to talent management.
Monday, Oct. 19
3:30 - 4:30 p.m.

LEARN3 Learning Platforms in the Age of Always-on Learning: Is the LMS Obsolete?

Dani Johnson, VP, Learning and Development, Bersin by Deloitte
David Mallon, Head of Research, Bersin by Deloitte


Effective, continuous learning — critical to building an agile and capable workforce — is made up of four key elements: education, experience, exposure and environment. However, most organizations focus solely on education. From a technology standpoint, that means the traditional LMS and the e-learning and classroom training that it usually manages. That's no longer enough. To meet the expectations and needs of their businesses — and learners — L&D professionals should think differently about what they're delivering and how it's delivered. Dani Johnson and David Mallon will discuss the landscape of learning platform providers and how they do or don’t fit into today’s continuous learning environment. They'll describe modern corporate learning trends, the role of MOOCs and expert networks, the key digital learning features for the future, and the role of big data in learning platforms. You'll leave with a better understanding of what’s available in the LMS marketplace and what's right for you.
Tuesday, Oct. 20
11 a.m. - 12 p.m.

LEARN4 The Workforce of the Future Requires an Agile Approach to Learning

Kathy Bries, Sr. Director & General Manager, Learning@Cisco, Cisco Services

As technologies and businesses evolve and organizations create new business models, solutions and services to address the needs of the digital economy, a skilled workforce is crucial to drive innovation. To position its workforce for new skills, agility and productivity, Cisco reskilled its Services Organization in 2014, transforming the business into a solutions selling organization. To accomplish this, Cisco piloted a new internal “digital workplace” solution where knowledge sharing, learning and talent innovation could occur in real-time, anytime, anywhere. Kathy Bries will share how Cisco accomplished this feat for 14,000 employees in just one year by working with HR business partners. She’ll also give you insights on how your organization can benefit from new digital workplace technologies to build smarter, more agile and a higher-performing business today and tomorrow.
Tuesday, Oct. 20
4 - 5 p.m.

LEARN5 Learning & Development in the LinkedIn Age

Itamar Orgad, Group Product Manager, LinkedIn

In April 2015, online learning powerhouse lynda.com was acquired by the world’s largest professional network on the Internet, LinkedIn. Now LinkedIn’s more than 360 million members will gain access to a wide range of video-based business, technology and creative content to advance their careers. Does this herald an era of true self-directed learning and development? How will employers monitor and certify participation? What other tools might be necessary to ensure the rigor required to guide the future of corporate and candidate learning & development? Learn how the marriage of content and platform ensures greater global reach, deeper employee engagement and interesting opportunities for employers.
Wednesday, Oct. 21
9:15 - 10:15 a.m.

LEARN6 Social@Work: Harness the Power of Your Entire Organization

Chris Salles, Director, Training and Development, Sally Beauty Holdings

Beyond using social media for marketing, how can you use these tools, concepts, and technologies inside your organization to become more efficient and productive? Using a cloud-based talent management system, Guitar Center employees are sharing their expertise and getting help from each other around the country. For example, when the company’s #1 acoustic guitar expert works in Des Moines, how does she benefit her colleagues in Hollywood, Manhattan, and even China? And what’s in it for her? Join Chris Salles, former Director, Guitar Center University, as he answers questions like these in an exploration of the social and collaborative tools available in the marketplace and how they can help your organization benefit from everyone’s expertise. You’ll learn about the tools, but more importantly what has and hasn’t worked in driving adoption.
Monday, Oct. 19
11 a.m. - 12 p.m.

REC1 Delta's Digital Transformation: Modernizing Recruiting to Align With Business Strategy

Chris Collins, VP, Global HR Services, Delta Air Lines
Mark Newman, Founder & CEO, HireVue


Delta Air Lines has been widely recognized for its digital leadership, impressing both customers and industry insiders with its interactive tools and services. Having built a great consumer experience, Delta’s talent function then began its digital journey to make the recruiting experience more interactive, relevant and modern for candidates, recruiters and managers. With video, mobile and social technology, Delta launched its digital recruiting platform and created an interactive and engaging candidate experience. Within the first month, it logged nearly 12,000 interviews, cut cycle times, improved the bottom line and received high praise from candidates. You’ll find out how Delta’s digital transformation aligned recruiting with business strategy and how one of today’s top HR leaders is using digital technologies to build, launch and accelerate the best teams — practical guidance you can use to kick start your own digital recruiting efforts.
Monday, Oct. 19
1:30 - 2:30 p.m.

REC2 Match.com's Creative Social Recruiting Strategy to Source and Hire Top Talent

Lisa Nelson, VP, HR, Match.com
Matt Singer, VP, Marketing, Jobvite


Match.com is one of only four companies created in 1995 — along with Amazon, eBay and Craigslist — that still leads its industry. Since Lisa Nelson assumed the lead of HR six years ago, Match has doubled in size with users in every country. Internal innovation, major acquisitions and the launch of the Tinder app have resulted in massive growth. But attracting talent remains an ongoing challenge. Lisa will share lessons learned from social recruiting and best practices from the front lines — including why you need to use new tools like Github and Quora in addition to LinkedIn; what paid social media options are most successful; and how to make your company’s culture shine through your website, throughout the interview and during onboarding. You'll learn how to build a comprehensive social recruiting strategy to attract and win top talent.
Monday, Oct. 19
3:30 - 4:30 p.m.

REC3 Activate Your Employees as Ambassadors: An Employment Branding Guide to Finding New Talent

Heather Polivka, Sr. Director, Global Employer Branding & Marketing, UnitedHealth Group
Jess McCoss, VP, Customer Success, QUEsocial


When it comes to employer branding, employees play a critical role in providing authenticity and trust. Candidates want to connect with everyday employees to gain a real sense of the organization’s culture and their fit. An employee-driven social brand is also a great way for employees to stay engaged and foster a sense of pride for their organization. But what does that mean from a business perspective? And how do you ensure your employees are helping to move the business forward? The first step is to prepare your organization to activate employees as Talent Brand Advocates. Heather Polivka, a marketing executive applying consumer marketing best practices in the talent space since 2008, will illustrate how all employees within an organization can become Talent Brand Ambassadors. You’ll learn what messages you need to share and what technology tools are available to drive participation and measure success so your employees can help to enhance your employer brand.
Tuesday, Oct. 20
11 a.m. - 12 p.m.

REC4 Going Mobile at Marriott: The Technology Partnership That Drove Recruiting Success

Jessica Lee, Sr. Director, Global Employer Brand & Communications, Marriott International
Deepak Rammohan, VP, Product Management, Oracle


It takes two to tango, as they say. And the same holds true for client-vendor relationships in HR technology. Hear both the client and vendor perspective on effectively partnering to get great recruiting results. Marriott International and Oracle will share how they collaborated to launch an innovative solution — mobile apply — which has yielded impactful results for both parties. They’ll walk you through their journey to launch Marriott’s mobile application and the successful outcomes. You’ll leave with best practices on how to drive effective client/vendor partnerships and identify opportunities to innovate and implement an amazing product. Plus, you’ll learn ways to collaborate with your vendor on product investments that will impact the candidate experience and recruiter effectiveness at your organization.
Tuesday, Oct. 20
4 - 5 p.m.

REC5 UPS Delivers Optimal Candidate Experience With Social and Mobile Recruiting

Tammy Caldwell, Director, Talent Acquisition, UPS
Mike Vangel, VP, Digital Talent Acquisition, TMP


In an improving economy with a finite pool of candidates, how do you maintain the competitive advantage to meet hiring objectives? What new technologies would you leverage? When UPS needed to support plans for growth while competing against other growing organizations, it turned to mobile and social capabilities to successfully meet its hiring needs for high-volume and hard-to-fill positions. In 2013 and 2014, UPS tracked more hires from its mobile and social channels than any other recruiting source. The company communicates with qualified candidates where they are most comfortable and provides them with an easy-to-use platform to gather information about the UPS employment experience, intuitively search for jobs and easily complete the application process. Learn how UPS effectively integrates social media, a mobile-friendly career site and an applicant tracking system from initial attraction through hire — and adapt their strategies to optimize your candidate experience and drive more qualified hires.
Wednesday, Oct. 21
9:15 - 10:15 a.m.

REC6 How IBM Does Agile Recruiting at Massive Scale

Jennifer O’Brien, Head of Talent Attraction, IBM
Brett Queener, COO, SmartRecruiters
Ray Schreyer, Tools & Technology Manager, IBM


Think it’s hard to keep up with new trends and technologies in sourcing? Try doing it at IBM where recruitment is a global, large scale, supply chain organization supporting multiple businesses and which spans 170 countries employing 300,000 people. IBM Recruitment hires thousands of candidates every year. Jennifer O’Brien and Brett Queener will discuss examples of IBM’s innovative, lean approach to piloting and measuring the impact of new technologies and recruitment marketing strategies, with minimal risk and oversight for the business. You'll learn IBM’s counter-intuitive approach to partnering with smaller vendors in order to strengthen IBM’s talent pipeline, globally. And you'll walk away with the building blocks required to implement agile experimentation at your own organization, no matter what size.
Monday, Oct. 19
11 a.m. - 12 p.m.

TM1 Driving Talent Retention With Succession and Internal Mobility at BJ's Restaurants

Jeannine Loy, Director, Talent Development, BJ's Restaurants
Kirsten Helvey, SVP, Client Success, Cornerstone OnDemand


With more than 159 casual restaurants across the U.S., BJ’s Restaurants is getting buzz for its rapid growth and culture of promoting talent from within. As the company moves into new territories, it’s taking a technology-supported approach to sourcing and grooming potential leaders, and improving employee engagement in the process. Jeannine Loy will share how BJ’s Restaurants is transforming its performance and succession practices to sustain company momentum — providing lessons you can use to identify your next generation of leaders, create stronger internal mobility and more effectively plan for future workforce needs.
Monday, Oct. 19
1:30 - 2:30 p.m.

TM2 Engaging and Retaining a New Generation of Workers at LivingSocial

Colleen Wood, Senior Vice President, HR, LivingSocial
Adam Rogers, Chief Technology Officer, Ultimate Software


Millennials are the fastest-growing generation in the workforce today, and their expectations of the work experience are transforming work life as we know it. With a workforce whose average age is under 30 years old, LivingSocial is a pioneer in recruiting, engaging and retaining Millennials. Colleen Wood will discuss the needs of this new generation of workers, how they are impacting other generations in the workplace, and how to best support their personal growth and contribution to your company’s success. You'll also learn about the technologies needed to support Millennial workers, including factors to consider before you select and deploy new solutions and how to roll out HR technologies to this new generation.
Monday, Oct. 19
3:30 - 4:30 p.m.

TM3 National Instruments’ High Tech HR and Talent Transformation

Wendy Cottrell, Global HRIS Manager, National Instruments

National Instruments is a high growth, high tech company rapidly expanding its talent in line with company objectives — and HR is at the center of making this happen. In 2011, NI reported US$1 billion in revenue for the first time and management has an ambitious target for the future: to reach US$2 billion in revenue. That means NI will have to expand its current workforce of more than 7,000 employees operating in 40 countries. To lay a foundation for company growth, NI picked a solution that would ensure that the HR systems could scale along with the business while continuing to effectively find, attract and nurture talent. Wendy Cottrell will share how NI is driving new efficiency into HR operations and turning HR into a proactive business partner — a proven approach you can use to grow your talent and business.
Tuesday, Oct. 20
11 a.m. - 12 p.m.

TM4 Why HCSC Thinks Relationship Analytics Are the Next Big Thing in Talent Management

Steve Betts, CIO, HCSC
Andee Harris, SVP, Customer Success, Syndio


Chicago-based HCSC is the largest customer-owned health insurance company and fourth largest health insurer in the U.S. With the extreme shifts in the healthcare industry, HCSC felt the need to reorganize and better align with current healthcare and insurance practices. But out of its nearly 20,000 employees, who could help with the upcoming changes? The CIO and CHRO needed to better understand what was happening at ground level by learning more, including who were the leaders, collaborators and communicators. That’s where relationship analytics came in. Partnering with Syndio, HCSC explored employee influence networks by using tools for successful human capital management and social network analysis. The result? A better understanding of its people and the identification of employees with high levels of communication and collaboration. Find out how relationship analytics can be used in your organization to supplement your talent management programs.
Tuesday, Oct. 20
4 - 5 p.m.

TM5 How Rackspace Engages Employees in Real-time

Kelly Long, HR Chief of Staff, Rackspace
Stuart Orgill, Co-Founder, Qualtrics


Employee engagement and development play a central role at Rackspace, where the company’s core values are an integral part of an employee’s work life. Providing its renowned Fanatical Support® to over 200,000 business customers means Rackspace is always focused on hiring the best employees and continually helping them to develop and grow. Hear how Rackspace leverages an enterprise technology platform to help measure and improve employee engagement, develop employees and obtain their feedback across a global workforce. Through this technology, Rackspace conducts an array of employee surveys that provide important development opportunities to everyone from emerging leaders and front-line managers to the most senior executives. You’ll see how real-time results provide managers with timely, relevant information to increase employee engagement and how these strategies can be leveraged in your organization as well.
Wednesday, Oct. 21
9:15 - 10:15 a.m.

TM6 Helping Employees Navigate Their Careers Through Technology

Tonushree Mondal, Talent Strategist
Kim Seals, Senior Partner, Mercer


With a growing competitive landscape and a scarcity of talent, it’s no wonder organizations are challenged with sourcing, developing and engaging their people. Organizations want better visibility into the talent they have and the talent they need to sustain growth. Individuals seek better visibility into their own career trajectory and how they will drive their own advancement. Find out how you can leverage technology to put employees in the driver seat of their own careers. You will see the benefits of having individuals answer questions such as, How am I doing now? Where can I move to in the future? What are the expectations of the roles I am interested in? And, most importantly, how do I get to where I want to be?
Monday, Oct. 19
11 a.m. - 12 p.m.

TECH1 Building the Next Generation of HR Analytics Technology

Holger Mueller, VP & Principal Analyst, Constellation Research
Adeyemi Ajao, VP, Technology Product Strategy, Workday
Martin Hartshorne, VP, Products, Ultimate Software
Mike Psenka, SVP, Analytics, Equifax Workforce Solutions
Jonathan Rende, Chief Research & Development Officer, Castlight Health
Max Simkoff, VP Analytics, Cornerstone OnDemand


Meet the technology leaders from some of the most innovative solution providers in the industry. These incredibly smart people are hard at work designing, creating and delivering the next generation of HR analytics technologies. What are the most important focus areas for HR analytics — from their perspectives and their customers’? Where can these analytical tools be applied to deliver the most value for HR leaders and their organizations today? What are some of the directions for HR analytics over the next 2 to 3 years and how can buyers, HR and HR technology leaders best prepare to take advantage of these trends? This is your chance to see the direction that HR analytics technology is taking so you leave better prepared for what’s coming next.
Monday, Oct. 19
1:30 - 2:30 p.m.

TECH2 Mobile HR Technology: The Good, the Bad and the Ugly

Bryon Abramowitz, Director, PwC
Patrick Benson, CIO, ClubCorp
Ed Coates, Sr. Manager, Benefits & Compensation, Texas Mutual Insurance Company
Tom Codd, Vice Chairman, US Human Capital Leader, PwC


Everyone and everything is going mobile … Are you? This executive panel will discuss why HR should play a pivotal role in helping to facilitate the creation of a mobile-enabled organizational vision and a plan that brings the connected workforce to life. You'll learn the impact mobile technology can have on improving products and services, increasing operational efficiency, and providing greater customer and employee engagement. Plus, the panel will share the good, the bad and the ugly experiences they've had recently deploying mobile HR technologies within their organizations. You'll get actionable ideas that you can use when planning for and deploying HR technologies to your mobile workforces.
Monday, Oct. 19
3:30 - 4:30 p.m.

TECH3 Connecting the Dots: Talent Acquisition Technology in 2015

Elaine Orler, CEO & Founder, Talent Function

The recruiting industry is one marked by constant change and innovation. And as competition for talent heats up, the ability to attract qualified candidates, and retain them once hired, has become a top priority. Elaine Orler will walk you through the latest market trends and solutions available which are integral to a successful talent acquisition process. She'll also offer insight into the shift towards engagement, intelligence and responsiveness, while providing real-world examples of how organizations are leveraging new solutions to impact the way they engage top talent, market their employment brand and attract individuals through a positive candidate experience. You'll learn how technology can be used to meet candidate and employer expectations and to support recruiting efforts, so you walk away with an understanding of how current technology affects your recruiting strategy.
Tuesday, Oct. 20
11 a.m. - 12 p.m.

TECH4 Death of the Go-Live Party: How Cloud Changes HR Technology

Jarlath Doherty, SVP, Global Talent Operations & Technology, LinkedIn
Wes Wu, VP, Research & Insights, Appirio


The go-live parties of the past were as much sighs of relief as they were celebrations of a new system. Often, the parties had good cause because the go-live was never a 100% certainty. In the world of cloud-based HR technology, systems are live in a fraction of the time, and deployed with fewer resources and a smaller budget. Find out exactly why cloud implementations are so different and what has changed to make these projects simpler and faster. Wes Wu will present research that correlates specific project parameters to successful go-lives, and Jarlath Doherty will provide real-world examples from his experience deploying cloud HCM in two Fortune 500 companies in the last 3 years. You'll leave with necessary tips to adjust your mindset and help you prepare a project team for a successful implementation with the least amount of chaos.
Tuesday, Oct. 20
4 - 5 p.m.

TECH5 Building and Leading a World-Class Technical Team

Kris Dunn, CHRO, Kinetix
Laura Lee Gentry, VP Talent, Ultimate Software
Mike Gioja, CIO/SVP, Paychex
Mark Goldin, Chief Technology Officer, Cornerstone OnDemand


It’s been said that in 2015 every company is in fact a technology company. Whether your organization’s primary business is developing technologies for the external marketplace, or simply to build tools and capabilities to support internal operations, almost certainly you have faced the challenge of finding, attracting, developing and leading technology professionals. Success in building and leading your organization’s technical talent is likely among the C-Suite's top priorities, and perhaps the most challenging for HR and Operations. This diverse panel of talent leaders, technology executives and solution providers will discuss some of the critical issues with talent attraction and recruiting, technical organization design, and executing on a world-class level so you can position your organization as a sought after employer for top technical talent.
Wednesday, Oct. 21
9:15 - 10:15 a.m.

TECH6 Public Debut of the 18th Annual Sierra-Cedar HR Systems Survey

Stacey Harris, VP, Research & Analytics, Sierra-Cedar

Grab a front row seat for the much anticipated unveiling of the 18th Annual Sierra-Cedar HR Systems Survey findings and collaborative audience conversation. As the longest running HR systems research in the industry, the survey tracks the adoption, deployment approaches and value achieved from enterprise HR technologies. Join Stacey Harris for an update on the industry primer in HR technology — including factors driving customer satisfaction, insights on how organizations are really using HR analytics tools, implementation timelines and outcomes of enterprise HR technology investments. She’ll discuss the big trends taking place with the core system of record and workforce management solutions, as well as talent management, HR analytics and emerging technologies to help you build your annual HR systems strategy and plans for the future.
Monday, Oct. 19
11 a.m. - 12 p.m.

REW1 How Healthcare Consumerism Optimizes Benefits Investments at Mondelez

Hassan Azar, Sr. Director, Global Compensation & Benefits, Mondelez International, Inc.
Maeve O’Meara, VP Product Strategy, Castlight Health


Enterprises must start managing employee healthcare benefits as the strategic investment that it is. But what does that mean for today’s HR leaders, and how are enterprises using technology to activate employee engagement with their healthcare for improved business outcomes? Mondelez International, owner of well-known brands like Oreo, Cadbury and Trident, is using technology to enable smarter decision making, reduce costs while improving productivity and efficiency, and create a culture of healthcare consumerism for optimized healthcare benefits investments. Hassan Azar will tell you how, giving you a blueprint for deriving value and positive outcomes from your benefits program investments.
Monday, Oct. 19
1:30 - 2:30 p.m.

REW2 New Balance Drives Employee Engagement With Innovative Benefit Communication Tools

Glenn Haskell, Benefits Manager, New Balance Athletic Shoe
Annmarie Fini, SVP, Product Strategy, Benefitfocus


You’re providing a carefully crafted benefits package that improves your employees’ quality of life — but do they know that? Hear how New Balance effectively communicates sophisticated benefits packages to its employees — helping them realize and unlock the true value of their benefits. Glenn Haskell will share how the company implemented a user-friendly communications portal with education and decision support tools that improved employees’ enrollment experience. You’ll learn how effective communications can help employees make the right choices to meet their needs while saving the company time and money by reducing inquiries and increasing participation in high deductible health plans. And you'll leave with actionable ideas to better engage your workforce and make the most of your benefits program investments.
Monday, Oct. 19
3:30 - 4:30 p.m.

REW3 Driving Financial Wellness: A New, Multidimensional Approach for Organizations

Pat Milligan, Senior Partner and Global Leader – Multinational Client Group, Mercer

Research is clear: Financially stressed-out employees tend to be less productive and less engaged. In recent surveys, 65% of employers say employees are less productive at work when they worry about financial problems. Additionally, absenteeism due to financial stress costs 3% of payroll. Mercer will share research on new ways to quantify a workforce’s “financial wellness” and discuss data analytics to help organizations identify the drivers that prevent employees from achieving desired financial wellness targets. Mercer will also share its “When Women Thrive” survey findings displaying a clear link between employers offering non-traditional financial wellness solutions and long-term ability to engage and retain female talent. All with the aim of helping you reduce your employees' financial stress and increase employee engagement.
Tuesday, Oct. 20
11 a.m. - 12 p.m.

REW4 How Silicon Valley's Best Employers Use Benefits to Drive Employee Engagement

Jennifer Benz, Founder & CEO, Benz Communications
Rosemary Arriada-Keiper, Senior Director, Rewards, Adobe
Sarah Lecuna, Benefits Manager, Intuit


From on-site luxuries to controversial benefits like unlimited time off and advanced fertility treatments, Silicon Valley companies are constantly in the news for their perks and benefits. What doesn't always make the headlines is the strategic and business-focused ways they use benefits to attract, retain and engage employees. Three of those innovative employers will dig into how they design, implement and communicate benefits to engage employees, drive participation and create the best business results. You'll hear how successful companies tie their benefits strategy to their business strategy and how modern technology and innovative communications strategies help improve employees’ understanding, appreciation and use of their benefits. Plus, you’ll find out how to use technology to gather employee data and feedback to create unique programs for your workforce, and best practices for promoting benefits during recruiting, new hire orientation and ongoing engagement so you too can build a benefits strategy that drives organizational success.
Tuesday, Oct. 20
4 - 5 p.m.

REW5
Deploying Digital Therapeutics for Healthier Employees and Lower Healthcare Costs
at Iron Mountain

Scott Kirschner, Director, Benefits Strategy, Iron Mountain
Mike Payne, Chief Commercial Officer, Head of Medical Affairs, Omada Health


Last year, the U.S. spent more than $500 billion treating just three chronic diseases: diabetes, heart disease and obesity. As incentives in the post-ACA healthcare landscape move toward preventative medicine — and as healthcare payers (employers and health plans) become more responsible for controlling costs — HR executives are increasingly deploying technology solutions to help their populations live healthier lives and avoid chronic disease. Iron Mountain implemented an innovative digital solution that identifies employees most at-risk for chronic disease so it can engage them in customized lifestyle intervention programs — resulting in healthier employees and lower healthcare costs. Scott Kirschner will describe how Iron Mountain deployed the solution, enrolled participants and the results to date. Learn how you too can combat chronic conditions in your employee populations.
Wednesday, Oct. 21
9:15 - 10:15 a.m.

REW6 Re-Inventing Comp & Ben After a Major Re-Structuring at Marriott Vacations Worldwide

Cathy Peffen, VP, Global Compensation & Benefits, Marriott Vacations Worldwide
Steve Leichtman, Head of North America Sales, beqom


How does a major restructuring, such as a divestiture, impact Compensation and Benefits? See how Marriott Vacations Worldwide — after spinning off from Marriott International in 2011 — implemented a new HR model and new systems related to Compensation and Benefits to support the newly created business and help drive growth. Cathy Peffen will share insights and lessons learned from aligning compensation and rewards in a dynamic organizational setting, while ensuring rewards programs support business goals. You'll learn how to re-prioritize the needed changes to HR systems and processes, how to drive sales growth using compensation as a lever, and how a technology solution can effectively manage compensation in a global organization.
Monday, Oct. 19
11 a.m. - 12 p.m.

WFA1 The Annual Checkup for Workforce Vitality: A Year of Big Data

Ahu Yildirmaz, PhD, VP, Head of ADP Research Institute, ADP
Najuma Atkinson, Executive Director, Global HR Services, Dell
Stacy Kruger, VP, Compensation & Service Delivery, Pulte Group
Daniel Varela, Director, Payroll & Benefits


One year after the ADP Workforce Vitality Index was unveiled at HR Tech 2014 and 4 quarterly reports later, significant trends and insights have been identified and will be discussed by our panel of HR leaders. The Index, which was developed by the ADP Research Institute in collaboration with Moody's Analytics, is an unprecedented, in-depth analysis of the overall vitality of the U.S. labor market based on ADP’s big data set. It identifies labor market trends and dynamics across multiple dimensions, including genders, geographies and industries. Better understanding of this data, the most important workforce trends, and how they translate into meaningful insights will be crucial as you plan HR, workforce and business strategies going forward.
Monday, Oct. 19
1:30 - 2:30 p.m.

WFA2 Regus Beats a Challenging Growth Deadline With Talent Analytics

Charlotte Harris, Global Recruitment Head, Regus
Debbie Landers, GM of Kenexa & Smarter Workforce, IBM
Clodagh O’Reilly, Science & Analytics Practice Leader, EMEA, IBM


How does a global organization that provides nearly 2 million people a place to work every day meet a difficult recruitment deadline to keep up with growth demands? By focusing on finding the right talent who are aligned with the organization's culture and setting up a global recruitment strategy. Regus employs more than 10,000 people and operates more than 2,000 business centers in about 750 cities around the world. So establishing standardized hiring practices and role requirements was a must. By analyzing existing employees' performance, Regus implemented analytics that would help ensure they were hiring the right candidates. Charlotte Harris will detail the results and show how analytics helped set Regus up for success. You'll leave better equipped to apply analytical processes and strategies to meet your own recruitment challenges.
Monday, Oct. 19
3:30 - 4:30 p.m.

WFA3 Talent Acquisition Analytics: Moving From Data Collection to Data Insights

Gerry Crispin, Principal & Co-Founder, CareerXRoads
Melissa Feigelson, PhD, Workforce Analytics Manager, BASF
Chris Havrilla, VP, HR Technology, ADP
Ronan McCann, Director of Data Warehousing & Workforce Analytics, Nike
Frank Wittenauer, Executive Vice President of Talent and Technology, Match Marketing Group


This panel of talent acquisition experts, representing employers and solution providers, will share how HR and Talent Acquisition leaders can better make sense of the data their recruiting function offers, and provide insight into recent successes, failures and challenges in coming months and beyond. By focusing on data integrity you’ll learn how to ensure that the data collected around Talent Acquisition can be made more reliable. These experts will also discuss how to develop the right set of questions that every employer must answer to align their recruiting function to business strategy and long-term success. Plus, industry legend Gerry Crispin will share his unique perspectives on the data deluge in modern recruiting and allow plenty of time for questions.
Tuesday, Oct. 20
11 a.m. - 12 p.m.

WFA4 Practical. Simple. Predictable: How Wawa, Inc. Uses Predictive Workforce Analytics

Marc Maiolino, Manager, Performance Management & Workforce Planning, Wawa, Inc.
Anastasia Ellerby, VP, Product Strategy, SuccessFactors an SAP Company


The notion of predictive analytics in HR is still considered futuristic for the majority of organizations. At the same time, many are trying to get past the hype and understand how predictive analytics can be applied in HR for the real-world today to make a difference. Marc Maiolino will share how Wawa, a national chain of convenience stores with more than 21,000 employees, has incorporated predictive technology and methodology into its workforce analytics processes to advance the ways in which it leverages human capital data. Through Wawa’s insights and learnings, you’ll gain practical advice on how to get started, potential hot topics to address, and advice on how to put the results into action to drive decisions and positive outcomes.
Tuesday, Oct. 20
4 - 5 p.m.

WFA5 Move Past Predictive Analytics and Get to Workforce Optimization

Brian Kelly, President, Vestrics
RJ Milnor, Manager, Planning, Analytics & Reporting, Chevron
Elpida Ormanidou, VP, Global People Analytics, Walmart
Jeremy Shapiro, Executive Director, Morgan Stanley

“Predictive analytics” dominated strategy discussions in C-suites across every industry in recent years, leading to significant investments in trying to predict talent turnover. However, many companies have now advanced past the concept of predictive analytics to the concept of workforce optimization, where specific economic returns on workforce-related investments are examined to give HR executives the power to allocate investments in the highest yielding learning, workforce development and incentive programs to drive business results. New terms such as probabilistic decision-making and cost-benefit analysis are becoming the norm in these next-generation programs. Come hear how industry leaders Chevron and Morgan Stanley are revolutionizing the way HR does business through analytics.
Wednesday, Oct. 21
9:15 - 10:15 a.m.

WFA6 HR Analytics in a Changing World: How Unilever Enables Growth Through Insight

Ben Hawley, HR Director, Organization & Analytics, Unilever
Placid Jover, VP, Organization Performance Analytics, Unilever


No longer can HR continue developing strategy and tactics simply from a perspective borne out of years of experience. HR in the future will require a focus on data and fact-based insight. Unilever has recognized the need to change from a world of “I think” to one of “I know.” Ben Hawley and Placid Jover will share how Unilever is building a new function and capability within HR using new analytical techniques, collaborating with a new set of partners (as well as the traditional ones), investing in new capabilities and technologies, and bringing insight that is predictive and ultimately prescriptive. Hear how Uniliver brought all these elements together into a roadmap that is actionable and traceable to the P&L, creating the momentum for a transformational change in how HR is conducted, both within Unilever and beyond.
 
HR Tech Expo Other HR Conferences
REGISTER