Day 2

06:00 AM - 07:00 AM Early-Bird Exercise


Sponsored by: Leadership Pipeline Institute

07:00 AM - 07:45 AM Breakfast

07:45 AM - 07:50 AM Chairperson's Opening Remarks

Scott Kiefer, Principal & EVP, Leadership Pipeline Institute

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Scott Kiefer

Principal & EVP
Leadership Pipeline Institute

Plenary Session

7:50 AM - 8:20 PM Elevating the HR Role at Amtrak: A Story of Successful Business Transformation

Roger Casalengo, SVP Human Capital, Amtrak
Our Monday morning keynote will present the journey of organizational transformation ignited by HR with full support of the CEO of Amtrak, resulting in expressive business results throughout a multi-year strategic business plan. The plan led its organization to earn multiple industry awards for its business transformation that has reduced costs, restructured performance management and differentiated pay, strengthened career growth and development opportunities, implemented best-in-class recruitment and retention strategies, and created Total Rewards compensation and benefits structure, and more.

Topics to be discussed include:

  • Aligning HR with the company’s national mission and strategic plan: ensuring internal buy-in and establishing key milestones
  • Successfully implementing a HR technology system to drive down costs and improve productivity: what can go wrong and how did we overcome our challenges?
  • Increased employee engagement by placing employees at the heart of the mission - implementing strategies that support the commitment to diversity, career growth, performance management and more

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Roger Casalengo

SVP Human Capital
Amtrak

Plenary Session

8:25 AM - 8:55 AM Expanding Efficient Workforce Design to Support Growth, Align Culture, and Enhance Labor Costs

Paul Baldassari, CHRO, Flextronics
Choosing the most effective models to address a competitive job market and lead the organization in attracting, recruiting, selecting and retaining talent is a complex and essential task, for leaders who need to align HR with the business. It is necessary to understand and anticipate the impact of social, technological, economic and demographic changes on the organization, to then identify and evaluate strategic and operational workforce requirements.

With a workforce of over 200,000 employees between direct and indirect labor, the HR leadership at Flex had the challenge of redesigning its workforce plan to support business goals in the short and long term. Join this session to learn from a successful model of workforce redesign and its results:

Direct labor: Mitigating impact of labor shortages, balancing of resources, improving alignment of man-machine
Indirect labor: Improved visibility across all levels, provide career opportunities, avoidance of excessive hiring cost and hiring labor, improved alignment, baseline for improvements
What’s next: implementing real-time technology and predictive analytics

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Paul Baldassari

CHRO
Flextronics

9:00 AM - 10:15 AM Business Meetings | Networking Break

BrainWeave C

10:15 AM - 11:00 AM Partnering with Your Peers: Learn How Your Peers Leverage Outside Resources to Maximize Your Transformation

John Fortino, Co-Founder & Senior Managing Partner, Velocity Resource Group
This BrainWeave discussion will focus on how to identify great companies to partner with while navigating the potential pitfalls with working with external partners. As the landscape of potential solutions becomes more complex, the need to look for competent services to support lean HR organizations will continue to grow. This is an opportunity to learn from your peers about the selection process, effective management techniques to ensure successful engagements, and how HR organizations can leverage external resources to deliver world class service to your organization. This topic will explore:

  • How do you identify external resources and what unique criteria was used in the selection process for successful engagements.
  • What measurements or KPI’s have you used to ensure successful engagements?
  • What went wrong? How can you foresee an engagement going off the rails with an underperforming outsourcing or 3rd party firm and what steps can be taken to get it back on track?
  • What company is your “secret weapon”? Share your experiences with great partners that delivered for you!
  • How are you communicating your successful engagements internally to your company?

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John Fortino

Co-Founder & Senior Managing Partner
Velocity Resource Group

MasterClass C

10:15 AM - 11:00 AM Happiness at Work

Kelly Palmer, Chief Learning Officer, Degreed
Kelly Palmer, Chief Learning Officer at Degreed, talks about how learning can be your biggest competitive advantage in getting and keeping great talent an ever evolving workforce. People want to develop their skills for the future whether they are just graduating from college and are looking to land their first job, want to get better at the job they already have, or looking to gain new skills for their career of the future. Traditional classroom models are antiquated and outdated, but technology is making new things possible. Kelly will talk about how thinking about learning differently can empower employees to transform their careers and build lifelong learning into their lives. Kelly will also share strategies she and others have used in creating happiness at work.
During this session, you will learn:
  • Ways in which traditional classroom models are antiquated and outdated, but technology is making new things possible.
  • A set of concrete examples of how to think differently about learning and engagement at work.
  • Some methods for retaining top talent by inspiring rather than controlling them.

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Kelly Palmer

Chief Learning Officer
Degreed

11:05 AM - 12:10 PM Business Meetings

12:15 PM - 1:15 PM Networking Lunch

A. The Business Case for A High-Trust Culture – Building a Great Place to Work as a Strategic Imperative – Moderated by: Holly Petroff, Executive Vice President, U.S. Consulting, Great Place to Work

B. Why Rethinking Talent Acquisition is Critical to Talent Mobility’s Success – Moderated by: Bob Kelner, Human Capital Strategist and Nicole Tuhy Brahms, Director of Client Relations, CAEL

C. The Missing Generation: Closing the Gap in Succession Plans- Moderated by: Dale Thompson, Founder and CEO and Myranda Grahek, President, Leadership Worth Following

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Holly Petroff

EVP U.S. Consulting
Great Place to Work
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Bob Kelner

Human Capital Strategist
CAEL
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Nicole Tuhy Brahms

Director of Client Relations
CAEL
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A. Dale Thompson

Founder & CEO
Leadership Worth Following
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Myranda Grahek

President
Leadership Worth Following

2:00 PM - 3:20 PM Business Meetings | Networking Break

Session

3:20 PM - 3:50 PM Digital HR: Reimagining HR in a Digital World to Enhance Service Delivery and Employee Experience with Cutting-Edge Technology

Susan Hunsberger, CHRO, ServiceMaster
Forward-thinking HR leaders understand that digital transformation must begin within HR itself, so that HR will play be able to play a key role to help develop the digital first mind-set within the organization. They are reimagining the way HR operates, rethinking how people work to integrate digital tools and enhance business processes in a digital-first world.

Join this session to initiatives that are taking HR digital practices to the next level:
  • Streamlining interfaces for self-service applications to increase agility and employee response
  • The “appification”: developing mobile-first apps for onboarding, learning, performance management, time scheduling and more
  • Integrating cloud analytics with mobile solutions to automate reporting and leverage interactive dashboards
  • Applying human-centred design to enhance user experience

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Susan Hunsberger

CHRO
ServiceMaster

Session

3:50 PM - 4:55 PM Business Meetings

Plenary Session

5:00 PM - 5:30 PM Maximizing the Power of Strategic Internal Hiring to Boost Sourcing Agility and Fuel Employee Engagement

Regis Mulot, EVP Human Resources, Staples
Internal hiring is increasingly becoming the most affordable and fastest way of hiring the right talent. With the right technology and cultural mind-set, proactively encouraging employees to switch jobs internally also allows the company to retain top talent instead of losing it to competitors. Results show that internal mobility allows organizations to staff higher-level jobs with workers who have better performance, in a more cost-effective way.

Join this session to learn how Staples is successfully implementing innovative strategies to recruit its workforce and boost sourcing agility:
  • Identifying your target employee audience (all or select departments)
  • Predicting performance and cultural fit
  • Leveraging the power of social media networking: the average employee will have 150 contacts on social media networks – 100 employees means around 15,000 contacts and possible candidates.
  • Developing an agile employee referral program to improve conversion-to-hire

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Regis Mulot

EVP Human Resources
Staples

Sponsored by: TINYpulse

5:30 PM - 6:15 PM Networking Cocktail Reception


Sponsored by: TINYpulse

6:15 PM - 8:15 PM Networking Dinner


Sponsored by: Leadership Worth Following