Paul Baldassari


Paul Baldassari is Chief Human Resources Officer at Flex (NASDAQ: FLEX). Flex is a $26B, industry-leading, Fortune Global 500 end-to-end supply chain solutions company with a global workforce of 200,000 and operations in over 30 countries. In this role, Mr. Baldassari leads the Company’s global human resources and corporate social and environmental responsibility teams. 

Prior to his current position, Mr. Baldassari lead the Operational Excellence, Corporate Asset Management, Real Estate and Quality teams. Previously, he held various positions in IT, project and program management, operations and company-wide Lean and Six Sigma initiatives. He joined Flex in 1998 to transition the Company to a new ERP system. 

Before his tenure at Flex, Mr. Baldassari was an ERP consultant at Origin, managing various implementation projects for international companies. 

Mr. Baldassari holds a Bachelor of Science in Electrical Engineering and a master’s degree in business administration from the Vienna University of Economics. 

4:00 PM Strategic Workforce Planning: Overcoming the War for Talent and Skill Shortages

The pace of change in 21st century organizations poses significant challenges to HR Leaders who strive to secure future talent pipelines. Typically, workforce planning begins with the business strategy and its implications for future talent needs: leaders identify internal pipeline gaps and then determine how to fill them. 

In this day and age, however, organizations and roles are changing so rapidly that it’s extremely challenging to accurately forecast talent requirements. Some of the biggest challenges include the hyper-competition for talent, new roles that continue to emerge as technology evolves, and the lack of reliable labor data. 

This session will showcase successful solutions for workforce planning, that will  help CHROs with:
•Tapping into industry data and labor market trends to anticipate new skills and prepare employees of the future
•Integrating retirement planning, skills development plans, and succession management into the mix
•Raising HR's profile inside the enterprise, enabling HR Leaders to play a strategic role