Day 2: Monday, November 13th

7:15 AM - 8:00 AM Networking Breakfast

8:00 AM - 8:05 AM Chairperson’s Opening Remarks

Morning Keynote

8:05 AM - 8:35 AM Serving the Needs of the Customer through Transformative People Practices - Mayo Clinic

Cathy Fraser, CHRO, Mayo Clinic
Mayo Clinic is known for its clinical innovations that have elevated the organization to its position as one of the best healthcare providers in the world. Mayo is innovating in its people programs as well – recognizing that it will need to evolve to continue to meet its peoples’ needs and interests. During this session, Cathy Fraser, CHRO of Mayo Clinic, shares Mayo’s distinctive people approaches that have fueled its past, and introduces several promising approaches for employee engagement and workforce management. Topics will include:

  • The employee as a consumer – a person who makes the choice of where to work by considering a broadly defined value proposition, inclusive of financial, work, and social aspects of life.
  • Developing an employee-centric management approach with keen focus on cost and investment
  • Promoting employee well-being, and workforce diversity through innovative and cost-effective initiatives

img

Cathy Fraser

CHRO
Mayo Clinic

8:35 AM - 9:00 AM Business Meetings

9:00 AM - 9:25 AM Business Meetings

9:25 AM - 9:50 AM Business Meetings

9:50 AM - 10:10 AM Networking Break

We have been talking about strategic HR for decades. Some companies have made progress towards leaner HR operating models, decreased manual transactional workload etc. However, in general, the progress has stalled – we will share some observations on the typical challenges we see, based on our experience working with CEOs and CHROs on HR and talent topics.

How can we turn the tide?

During this session, Mike Barriere (former Chief Talent Officer at Walmart, CHRO at Alcoa and, currently, Partner at McKinsey & Company) and Bryan Hancock (Partner at McKinsey & Company) will lead an interactive discussion to share perspectives on what it takes to turn talent management into a source of competitive advantage:
  • Operationalize the G3 (the group of CEO, CFO and CHRO) which involves clear understanding of the value agenda and sources of value
  • Link Talent to Value – some practical steps one could start applying tomorrow
  • Transform the HR function from a service provider to a business leader accountable for talent outcomes

img

Michael Barriere

Former Chief Talent Officer at Walmart and Former CHRO at Alcoa | Partner
McKinsey & Company
img

Bryan Hancock

Partner
McKinsey & Company

Sponsored by: McKinsey & Company

Case-Study

10:40 AM - 11:10 AM Building a Diverse Succession Pipeline; Accelerating Women’s Careers at Veolia

Marcia Mueller, VP, Global Leadership Development, IMPACT Group
You have exceptional women in your ranks who are eager to leave their mark on your company. What barriers stand in their way? What can your company do to overcome them?

Today, women face both enormous career challenges and limitless opportunities. Yet, statistics show despite comprising more than 50% of total workforce, less than 19% of women have broken the glass ceiling to be seated among senior leadership. And, many organizations report increased difficulty in attracting, engaging and retaining female talent.

Research illustrates that having women in leadership correlates with better overall business performance (significant increases in ROI, return on sales and invested capital). Women bring different experiences, perspectives and competencies to leadership roles. And, providing targeted leadership programs for women is not just a diversity initiative -- it is a business imperative.

In this session, Marcia Mueller, Vice President, Global Leadership Development at IMPACT Group will discuss how Veolia North America implemented IMPACT Group’s Women in Leadership model to develop a robust and diverse talent pipeline - achieving higher levels of engagement, promotion, and retention among women. Marcia will share what roadblocks stand in women’s way and what leading organizations are doing to build a diverse talent pipeline at all levels. You'll discover the career accelerators you can apply today to transform the face of leadership tomorrow.


Marcia Mueller

VP, Global Leadership Development
IMPACT Group

11:15 AM - 11:45 AM Business Meetings

11:50 AM - 12:20 PM Business Meetings

12:20 PM - 1:20 PM Networking Lunch

1:25 PM - 2:25 PM Roundtable Discussions - Talent Management and Talent Acquisition


A) The Transformation in Talent Acquisition: Diversity & Inclusion; CRM and Recruitment Marketing; Candidate Experience
Moderator: Maia Josebachvili, VP of People and Strategy - Greenhouse Software
There is a shift underway in enterprise Talent Acquisition. The landscape is more competitive than ever and CEOs are now pointing to attracting talent as a top concern in running their organizations. However, winning companies are playing by a different set of rules -- adopting emerging best practices in Diversity, Recruitment Marketing and Candidate Experience to give themselves a competitive edge. Join us for an expert discussion and interactive roundtable to explore how your organization can transform recruiting functions into key drivers of business outcomes.

B) Career Pathing in the New World
Moderator: Laura Ribadeneira, Associate Director, HR Research & Advisory Services – Mclean & Company
Lack of career advancement is the number one reason people leave organizations. This challenge is exacerbated by today’s flattening organizational structures, and by increasing competition in the employment marketplace. Organizations must find new ways to support the career aspirations of their employees in order to attract and retain top talent. In this group, share ideas for redefining career paths, and for marketing and supporting those career frameworks within your organization. Innovating the Mix of Total Rewards & Incentives To Increase Employee Satisfaction

C) A.I. & Predictive Signals For Quality of Hire: Identifying Grit and Other Metrics
Moderator: Kristen Hamilton, CEO and Co-Founder - Koru
In today’s talent economy where jobs are constantly changing, traditional approaches to talent acquisition and management that use undifferentiated quality signals don’t work. How can you ensure quality of talent when you don’t have concrete evidence of what drives performance? A new, data-driven approach is emerging to hire and develop best quality talent for your company: Predictive Hiring. It uses signals like grit, rigor, and teamwork, data about your current teams, and predictive analytics and artificial intelligence to recommend best fits and personalized learning opportunities. Every talent executive needs to be aware of this trend, know their options, and decide what makes sense for their business.

D) Pipelining: Leadership Risk Mitigation against Succession Planning and Business Critical Roles
Moderator: Nick Bunkum, Practice Director - Armstrong Craven
Pipelining is fundamental to a business’s success now and in the future. Planning saves time, money, and manages risk for the future. Pipelining is about foresight: understanding the people implications of your broader business plans. It’s about being ready for today’s and tomorrow’s business challenges. How to overcome the hurdles with ensuring your organization is ready to thrive in unexpected circumstances.


Master Class A

2:25 PM - 3:10 PM Learning Disrupted

Kelly Palmer, Chief Learning Officer, Degreed
Kelly Palmer, Chief Learning & Talent Officer at Degreed, talks about how learning is being disrupted in major ways in the corporate world and why there has never been a more exciting time to be in the learning field. Kelly will discuss some of the trends that are causing this disruption in the workplace and how these trends are changing and shaping the way we need to think about learning and career development for the future.

Traditional corporate training approaches have not adapted to the knowledge economy and digital transformation is everywhere. Kelly describes how she and others have created forward-thinking learning and career transformation strategies that incorporate digital transformation and help people take control of their own careers and learning.

She will also talk about the changing role of the Chief Learning Officer and how roles in the learning organization need to change to adapt to both digital and workforce disruption.

Kelly Palmer

Chief Learning Officer
Degreed

Sponsored by: Degreed

BrainWeave A

2:25 PM - 3:10 PM Think Tank: Visible Pathways – Give Employees a Path to a Career Growth and the Tools to Get There

Gabe Clavenger, Senior Director of Client Relations, CAEL Shawn Hulsizer, Vice President Product Innovation, CAEL
The growing complexity of today’s workplace has transformed career paths as we once knew them. Once often linear, the breadth of new education and career opportunities available to employees has added twists and turns to modern trajectories. These realities, coupled with the influx of younger employees seeking transparent career development opportunities, has cultivated an environment that demands dynamic career pathing solutions. Advances in career pathing technologies and software services have responded to the demand and becoming a critical part of discourse in almost every organization.

Solid career pathways augment recruiting, retention, career development, workforce readiness, internal training, employee engagement and help make the most effective use of tuition dollars. The reality is, “if you build it, they will come”… and they will stay. So, are you ready?

img

Gabe Clavenger

Senior Director of Client Relations
CAEL
img

Shawn Hulsizer

Vice President Product Innovation
CAEL

Sponsored by: CAEL

3:15 PM - 3:45 PM Business Meetings

3:50 PM - 4:20 PM Business Meetings

4:25 PM - 4:55 PM Business Meetings

4:55 PM - 5:05 PM Networking Break

Plenary Session

5:10 PM - 5:40 PM Growing a Strong and Versatile Workforce That Thrives in a Disrupted World

Riz Chand, CHRO, BNSF Railway Dale Thompson, Founder and CEO, Leadership Worth Following
Disruption is the “new normal” in business today. And it has myriad causes, among them the ever increasing pace of technological changes; the old and new faces of competition; the increasingly powerful effect of local, national, and global regulations and public policy, the growing generational differences, and more. In this chaotic environment, how does HR help select and develop a strong and versatile workforce that is energized, engaged, and effective --- and able to help an organization thrive in this environment?

At BNSF Railway, which has been heavily impacted by all of the forces listed above, they have been aggressively aligning business strategy with talent strategy, and using a wide variety of tools and processes to select and accelerate the development of leaders who are energized by these challenges. As a result, it has strong leaders, and a strong bench, that can be quickly deployed, and redeployed, to help the company thrive in the face of near-continuous disruption.

img

Riz Chand

CHRO
BNSF Railway
img

Dale Thompson

Founder and CEO
Leadership Worth Following

Sponsored by: Leadership Worth Following

Master Class B

5:40 PM - 6:20 PM General Assembly Forum: You Get What You Pay For – A Discussion Around the Future of Talent

Charlie Schilling, General Manager, Enterprise Business, General Assembly
This working session will kick-off with remarks from Charlie Schilling from General Assembly’s and then the GA team will lead a facilitated discussion on innovative talent pipeline paradigms, ways to identify talent and invest in the development of new skills, and demand-driven solutions to persistent skill and diversity gaps.

img

Charlie Schilling

General Manager, Enterprise Business
General Assembly

Sponsored by: General Assembly

BrainWeave B

5:40 PM - 6:20 PM Courageous Conversations: How to Create Thriving Workplaces in the Age of Mistrust

Daniel Doucette, Founding Principal & Managing Director, BraveShift Jillian Reilly, Principal & Creative Director, BraveShift
“We are living in an age of backlash against authority.” So says the Harvard Business Review, citing the Edelman Trust Survey, which found that for the first time in 17 years, public trust in all sectors fell: government, business, NGOs, and media. Hardly surprising, really, in this era of “fake news”, political upheaval and social discord. These changing power dynamics reach into every workplace to slowly erode cohesion. Our response is so often to focus on inter-generational misunderstanding and meeting the demands of Millennials, but the real problem goes deeper. We are all losing trust in each other.

So how do we transform this threat to morale and collaboration into a driver of growth and innovation?

We can, of course, flatten out hierarchies, buy morale with flashy new technology and flatter young staff members with oversized titles. And we can assess, measure and consult until decision-making grinds to a halt.

Or we can talk to our teams. Show up with them. Hold conversations with them. Hold Courageous Conversations. Not once at an off-site retreat, but regularly. Maybe even every day. In this Brainweave session, BraveShift partners Daniel Doucette and Jillian Reilly will talk you through the art of Courageous Conversations. In it you’ll learn:

  • Why the 21st century workplace requires consistent authentic engagement in order to thrive.
  • How to begin to instil the discipline of conversation in your teams, and
  • The four key Courageous Conversations that every workplace must hold in order to unlock shared potential and invigorate shared purpose

img

Daniel Doucette

Founding Principal & Managing Director
BraveShift
img

Jillian Reilly

Principal & Creative Director
BraveShift

Sponsored by: BraveShift

Happy Hour Debate

6:20 PM - 7:00 PM Innovating Succession Planning Strategies to Identify and Prepare Next-Gen Leadership

Larry Brand, CHRO, Elkay Glen Goodman, VP HR & Global Talent, Sabre Corporation
Next-gen leaders in the new work environment must be prepared to take on entirely new roles that often were not forecast through traditional pipeline planning, even a couple of years back. As a result of an ever-accelerating pace of change in the workplace, leaders must now be prepared to manage a more dispersed and diverse global workforce, collaborative networks of teams, and leverage big data to make key business decisions.

Diversifying your succession planning strategies will help mitigate the risk associated with unprepared leaders, and help you identify and prepare a talent portfolio with key capabilities throughout the organization; talent which linear pipeline planning would have missed. Join this panel to hear how top-notch organizations are preparing next-gen successors. Topics will include:

  • Strategically sourcing candidates that will bring competitive advantage; including internal hiring
  • How to ensure executive hires have the right culture and peer fit with the way their team works
  • Redesigning compensation packages to motivate and retain leaders based on performance
  • Fostering an adaptive mind-set and enabling exposure to different projects within the organization
  • Flexibly planning and designing non-traditional succession planning outcomes around the key talent you have rather than the perceived talent you need


img

Larry Brand

CHRO
Elkay
img

Glen Goodman

VP HR & Global Talent
Sabre Corporation

7:00 PM - 7:05 PM Chairperson’s Closing Remarks

7:05 PM - 9:00 PM Themed Networking Cocktails & Dinner

Optional After-Hours Networking available after

0:00 AM - 0:00 AM Optional After-Hours Networking