Regis Mulot EVP Human Resources
Staples
Based in Framingham, MA, Regis is Executive Vice President of Human Resources, responsible for Staples’ global HR strategies and programs that advance the company’s commitment to be the world’s largest office products and services company and supporting its 76,000 associates located in 25 countries. 

Before being named EVP, HR, Regis served as the VP, HR for Staples International, based in Amsterdam, Netherlands, where he built an integrated HR team in Europe, Asia, Australia and Latin America. Regis is also on Staples Foundation as Vice President.
Prior to joining Staples, Regis served as VP, HR, Community and Corporate Citizenship for Levi Strauss, based in Brussels, Belgium, supporting employees in 24 countries in Europe, the Middle East and Northern Africa. 
  
Earlier in his career, located in Paris, Brussels or London, Regis has held senior HR leadership roles at Broadnet Europe (Telecom Start-up Company), GTECH EMEA (world leader Lottery system supplier) and Chronopost (French Post Office company). 
Regis, French national earned his BA in Public Law and Master Degree in Public Administration from universities of Paris.
Regis is also on the board of NextStep (Cambridge), organization helping young adults with life threatening diseases and Business Advisory Council Chairman of Simmons School of Management (Boston).


Day 2

17:00 PM Maximizing the Power of Strategic Internal Hiring to Boost Sourcing Agility and Fuel Employee Engagement

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

Day 3

10:30 AM CHRO Executive Roundtable Discussions

  • Talent Planning, Recruiting and The Liquid Workforce - Moderated by Regist Mulot - EVP HR with Staples
  • Killing Performance Reviews: Is It a Fad or a Trend, and New Working Models – Moderated by Roger Casalengo, SVP Human Capital – Amtrak