SERIES HOME
San Francisco 2019
Amsterdam 2019
Munich 2019
Zagreb 2018
Warsaw 2018
Budapest 2018Enjoy the morning coffee and breakfast with your fellow attendees. The conferences will commence at 09:30 sharp, in order to meet the event schedule.
Location: In front of the main Conference Hall
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The journey has begun with a single conference in October 2017 and the series has been growing ever since. With 4 conferences throughout 2018 and another 3 in 2019, featuring speakers from 4 continents and 24 countries, the event quickly established itself as the HR Analytics conference at the Old Continent. That was followed by a recent forum in New York City in May. Here's what people had to say about it:
Building on the momentum and success of the first NYC forum, it was only natural to continue the series with another conference this fall. Once again, speakers from US, Canada, Europe and Asia will share the stage over the course of 2 full days to provide delegates with an unprecedentedly rich cultural and professional experience, with case-studies on best-practices with People Analytics, ONA, Strategic Workforce Planning and data-driven HR from around the World. So, join us!
The story starts with a simple fact – you cannot ignore digitalization and stay competitive in business, let alone be a market leader in any business. We live in a world where a smartphone app can change the market landscape in a matter of weeks. Love it or hate it – you can’t ignore it. Improved workforce productivity and performance, enhanced employee experience and wellbeing, and better HR reporting at a strategic level, are essential to the success of organizations and their ability to survive, now and in the decades to come. All this comes at a time when talented and highly skilled employees are not just becoming harder to recruit and retain, but actively rethinking their desired relationships with employers.
So, the HR has to go digital; and as organizations look to cope with these changes, they are embracing the workforce analytics at ever greater pace. These analytics can be used to improve workforce productivity, enhance employee experience and wellbeing, and increase the impact of HR overall. Undoubtedly, workforce analytics is central to the future of HR, as it lies at the heart of initiatives to personalize the employee experience, optimize organizational design and improve team collaboration and effectiveness.
Now, that is – by any accounts – a pretty big deal.
Delegates come first. Always
A truly outstanding event has SPEAKERS deliver talks with ENERGY and PASSION while showcasing RELEVANT CONTENT, above everything else. We keep it that way.
The core nature of this conference series is the PRACTITIONER'S APPROACH. That is to say, presenting real-life case-studies from the Corporate HR world. We explicitly do not feature any Sponsored Talks, Product Demos, Sales Pitches or Vendor Presentations on the main stage.
DATA-DRIVEN HR & PEOPLE ANALYTICS FORUM is not a trade-show. It is an independently organized HR conference for HR practitioners. It features a variety of Ted-style talks in a vendor-free conference room.
The purpose of the DATA-DRIVEN HR & PEOPLE ANALYTICS FORUM is to be a meeting place of Corporate HR practitioners and other People Analytics professionals, to share their views, insights and knowledge among the industry peers. We firmly believe that a vendor-free stage provides the optimal conditions to have a valuable, engaging, fun and stress-free learning experience with colleagues and other HR professionals.
DATA-DRIVEN HR & PEOPLE ANALYTICS conference series brings you the blueprint on how to successfully implement HR Analytics at strategic and tactical/ops level. You will hear real-life examples form the Global Fortune500 corporations, as well as some of the World's leading academic and business minds in the field, presenting data-based facts & figures, trends & tendencies for the near, mid and long-term outlook of the Future of Work.
No Sales Pitch on main stage
As the Official Conference Partner of DATA-DRIVEN HR & PEOPLE ANALYTICS PRACTITIONERS FORUM you will enjoy the following benefits:
· Dedicated premier space in the conference networking area
· Access to delegates and speakers during networking breaks
· Opportunity to meet many of the senior decision-makers, as well as practitioners in this industry segment
· Your roll-wall inside the main conference room placed on the main stage, so everyone sees it at all times
· Your roll-wall in the networking area
· Opportunity to place your marketing materials directly into delegates' bags (every delegate receives one)
· Your logo with hyperlink to your website / LinkedIn / FB / etc page on the conference website
· Two (2) complimentary tickets for the conference (rules of engagement apply!)
Rules of engagement:
1) Complimentary tickets provide full access to the main conference room, to listen in on the presentations and panel-talks. These tickets are solely granted to HR professionals and/or Senior Management of your organization.
2) Marketing, Sales, Business Development, Client Engagement and other vendor representatives are not granted access to the main conference room.
3) Complimentary tickets are not issued to your customer-facing representatives in your vendor boot.
4) Your representatives in your vendor boot, located at the HR Tech networking space, will be issued a different pass.
5) Complimentary tickets are issued to specific people, based on the above points 1-3 and cannot be transferred to others without prior written consent.
Pricing:
For commercial details, send your inquiry to sponsors@peopleanalyticsforum.eu.
Technology is changing the world of work and big data plays a key role in the process. Sorting out the “ocean of information” is the game-changer. HR analytics is not yet-another-hype, but a trend that is growing and is here to stay. It is increasingly becoming the “way we do things around here”. If you don’t have the right data – you are uninformed. If you have too much of unsorted data – you are overwhelmed. As a busy HR person, you can’t afford either. The quality of your decisions has a direct and lasting impact on your organization. The HR analytics provide a solution to that challenge.
DATA-DRIVEN HR & PEOPLE ANALYTICS NYC FORUM is a 2-day conference dedicated to presenting, understanding and embracing the use of data-driven analytical approach in HR, and business as a whole. The data-driven decision-making process is recognized as the key differentiator in today’s workplace, giving companies who apply it properly a substantial edge.
This global series of conferences features various Fortune500 corporate practitioners and top academic experts, who share their knowledge and best practices, so that you as a delegate can readily apply it in your real-world job.
The goal of this conference is to help you – the attendee – to choose the best practices, tools & techniques for your organization and your own role. Some of the topics that we will talk about include:
· Building HR Analytics Functions, Teams, Capabilities and Support
· Data-Driven Recruitment and Talent Management
· Culture, Engagement and Employee Experience
· Smarter Workforce Planning for Growth or Downsizing
· Technology-Enabled Employee Insights
· Diversity, Inclusion and Belonging
· AI in HR
· Workforce Differentiation and Predicting Attrition Impact
· Identifying and Developing Leaders among Candidates and Talent Pools
Most notably many of the Global Top People Analytics Thought-leaders and influencers and many, many:
· CHROs, VPs HR and HRDs
· HR Analytics function heads
· HR Business Partners for Analytics
· Talent Acquisition & Recruiting Leaders and Analysts
· Analytics professionals and SMEs
· Talent Development & Learning Leaders & Analysts
· Workforce Planners and Organizational Designers
· Workforce Analysts aspiring to use more sophisticated analytical tools and techniques
· Other senior managers, professionals and SMEs from HR, IT, Data and Analytics functions
· Media, Press and Academia representatives
Learn about latest trends, applications, tools & best-practices
Understand why is HR analytics estimated as €18Bn market
Meet top speakers from North America, Europe and the World
Participate in discussions and have fun
Presentations you will hear are from real world. Presenters will talk about REAL projects, REAL challenges, REAL issues, REAL success & failures and REAL people. No death by Power Point!
You will get the practical know-how, insights and detailed blue-print on how other's walking in your shoes have done it, what their challenges were and how they have overcome it, what tools, techniques and process they have used, whether they had (or lacked) the executive support and why that was crucial to their success and much, much more. You will walk out after the two days of this conference smarter and probably more determined to make People Analytics key priority in your organization. Better yet, you’ll be armed with tangible assets to accomplish your goals.
You will benefit by learning about strategic-level importance of HR 4.0 and People Analytics. You will be empowered to widen your CEO’s and other Senior Managers horizons, by pioneering successful change management initiatives. You will have data-based facts that will enable you to shift the organizational mindset from fixed to grow. You will have data-based business insights, that will enable you to present outcome scenarios to your Board. You will earn the seat at the table!
You will benefit by seeing and hearing the real stories, from the real people at operational-level of running the People Analytics Teams and departments. You will learn about the best practices in data-collection and processing, data-visualization and story-telling. You will become the most trusted adviser to your CHRO on value of data-based recruitment, talent-management, employee–satisfaction and retention, reward strategies benefits and much more.
You will benefit by learning about operational-level implementation projects of People Analytics solutions; the mistakes that others made (so that you won’t). You will be presented with step-by-step processes, the challenges and roadblocks the team encountered along the way, how they’ve gained the stakeholders support, what worked and what’d didn’t and their lessons learned on these projects.
Real people real stories
HR 4.0, People Analytics, Workforce Analytics, HR Analytics… to some it might sound “Chinese”. Then let us add the data-visualization, AI, Robotics into the mix, top it with a huge those of IT… and you might ask - are we here to “talk HR or what?!?” Yes, off course we are here to talk HR and the key-note speakers you will see and hear will do exactly that. They are here not only to give you the high-level overview of the global state of affairs in terms of adoption rates of analytics in HR, but also give you guidance and vision to what really matters and what doesn't, what's important and what's "hot air".
Naturally, you'll also hear a lot from the HR colleagues, talking about their projects and their people, what they've done, how they've done it, what worked for them and what didn’t. What they’ve learned along the way, how they’ve managed change and resistance and much, much more.
Last, but not least - you will get quality insights into research projects conducted by some of the most brilliant scientific minds, PhD’s, university professors and data-scientist, who will present their findings and its practical applications in corporate arena.
Academic Director HCM Program
New York University
Distinguished Key-note Speaker
Global Head Workforce Analytics
JPMorgan Chase & Co.
Distinguished Key-note Speaker
Chief-Reframer
Reframe.Work Inc.
Forum Moderator
HR Reporting & Compliance Head
Washington University in St. Louis
Senior Principal
Quantitative Analytics & Data Science
Gartner
Director People Insights
ADP
People Analytics Manager
Global Client Director
Principal Director
Talent & Organization Strategy
Accenture
Head of People Analytics
AIG
Global Vice President
Workforce Analytics & Planning
SAP SuccessFactors
Managing Director & Co-Chair
HC IRC
CEO
Wade & Wendy
NYC Chapter Lead &
Founding Community Partner
Hacking HR
Founder & CEO
Orgnostic
EVP & Practice Director
CCA Human Capital
Founder & CEO
GoCoach
People Analytics Lead
GitHub
Both days start with a distinguished key-note presentations followed by a panel discussion. The program continues with case-studies from the corporate HR and success stories with People Analytics, crowned by research findings from the elite think-tank institutions.
Enjoy the morning coffee and breakfast with your fellow attendees. The conferences will commence at 09:30 sharp, in order to meet the event schedule.
Location: In front of the main Conference Hall
Who runs the show?
Stela Lupushor is on a mission to humanize the workplace and she’s realizing it at three levels: at the macro, cross-industry level, through the Conference Board affiliation where she facilitates conversations with Fortune 500 corporations-members on building global workforce strategies to deliver business performance; at the organizational level through Reframe.Work Inc. - a consulting firm that advices leaders on how to transform the workplace and workforce strategies through inclusion in order to bring resiliency and access to talent in an environment disrupted by demographic shifts, technology, value chain disintermediation, and human behavior evolution; and at the individual level by founding the amazing.community, a non-profit organization extending the work horizon for women, empowering them to thrive in the workplace of the future.
Previously Stela transformed the workplace at the intersection of technology, analytics and HR at organizations such as Fidelity Investments, TIAA, IBM, Price Waterhouse and PwC Consulting and their clients.
About the Speaker:
Prof. Anna Tavis, PhD, a clinical associate professor and academic director of Human Capital Management programs at the New York University is a researcher, writer, acclaimed public speaker, global educator and coach focusing on the Future of Work. Her passion is to develop innovative approaches the field of Human resources Management, and within it Talent and Organizations; and help discover higher purpose for the next economy.
Professor Tavis teaches at New York University and lectures globally. She is an Academic Advisor to a variety of emerging start-ups and serve as a Senior editor at the Editorial Board of People + Strategy Journal.
Tavis has held senior HR positions at AIG, Motorola, Nokia, and United Technologies, managing teams in Europe, the Middle East, Africa, and Eurasia. She earned a PhD and an MA in comparative literature from Princeton University, an Executive MBA certificate from the University of South Carolina, and a BA in linguistics and education from Herzen Pedagogical University in Saint Petersburg, Russia.
Currently, Anna is working on a book about the "End of Talent Management as we know it."
Presentation focus:
∙ The Evolution of the concept of Talent in the workplace
∙ Precedents in the worlds of tech, marketing, customer service
∙ How the HR and Talent Function is transforming
∙ What Talent professionals need to do to stay competitive
∙ Specific examples of the changing workplace
Overview:
Digital and evidence focused HR is taking center stage in business transformation to the workplace of the future. As organizations actively engage in conversations about the future of work, what is needed most is practical, skills development based strategy that can guide this transformation. This presentation will do precisely that, it will focus on the challenges and opportunities of transforming the people function to support the larger transition to the digital workplace.
Key take-aways:
1. Explore how data and technology reshape the Talent Landscape of every organization
2. Reveal connections and influences with the world of marketing and customer service
Moderator:
Professor Anna Tavis, PhD · Academic Director HCM Program · New York University
Joshua Bittinger, PhD · Senior Principal Quantitative Analytics & Data Science · Gartner
Michael M. Moon, PhD · Director People Insights · ADP
Joseph Frank, PhD · HR Reporting & Compliance Head · Washington University in St. Louis
Ann Lustig · Future of Work & AI Thought Leader
Stela Lupushor
The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.
Location: HR Tech Expo in front of the main conference hall
Presentation focus:
· The three biggest lies (or half-truths) organizations are being told about Employee Engagement
· How to start using people data and analytics to gain a more accurate understanding of what motivates the people in your organization
· The steps for using people data and analytics to gain a more accurate understanding of what motivates the people in your organization
· How to use an evidenced-based approach and logical frameworks as part of an organization's approach to analyzing people data
Overview:
People analytics can help uncover what motivates and matters to your employees. By understanding what truly motivates the employees in your organization, you will be able to provide a better employee experience. The first step in doing this is defining what you are trying to measure and deciding what data will be needed. Learn from Dr. Michael Moon as she discusses the entire process of gathering, analyzing and understanding your people data.
Key take-aways:
1. A foundational understanding of the various constructs driving employee behavior in organizations
2. Learn why not all data is good data
3. The role that logical frameworks play in being able to provide the “story” behind the connections between the numbers and the effects and outcomes
Speaker: Michael M. Moon, PhD · Director People Insights · ADP
Presentation focus:
∙ A $800M agribusiness is faced with unwanted competition and experiences market share loss
∙ Secret food ingredients (and long held sales relationships) are getting old and losing value
∙ Growth requires change and change requires new behavior; 3 years of effort falls flat
∙ Bring in the catalysts – Confidential, unobtrusive measures are taken revealing deeply rooted culture; change not in the vocabulary but resentment is
∙ Implementation of cross-company, cross-functional Growth Initiative; integration of external drivers and internal levers
∙ Parts of business are sold, new R & D initiatives launched, Brand is altered as is value proposition and new hiring, retention/reward and succession planning systems put in place
Overview:
A 100 year old agribusiness with strong family roots is enormously successful in the Midwest. Framed by social and community ties and with a stable food product (for animals), a steady, stable business prospered. Then, market share started to shift as new entrants being swallowing their customers. Long held, differentiating intellectual property somehow, now was not so different. Community ties weren't as strong as they used to be. Someone is eating their lunch.
The firm needed to take a hard look at not only its business landscape but also internal failures to step up. Try as they might to regain the market, nothing seemed to work. Investors were invited in, to raise capital for strategic acquisitions but that too failed to percolate.
Essentially, this 100 year old tree roots were deep and strong. Leadership spent too much time appreciating these roots and very little time questioning its value. We questioned, measured, observed and challenged everything.
Data gathered included sales call observations, sitting on board meetings, many informal cafe conversations, a 10-item engagement survey and leadership assessments (personality profiles) on all C-level executives. The aggregate of this quantified a workforce who enjoyed stability, rejected threats to status quo and surprisingly, harbored anger and resentment for feeling mistreated, over-looked, under-paid and hopeless about accumulating wealth (though a very select few did). Much of this hostility, you guessed it, touched the marketplace.
Key take-aways:
1. Risk assessment is part of HR's day job
2. Connect what is going on outside the organization as marker for what is going on inside the organization
3. Taking the organization to the next level requires taking people to the next level too
Speaker: Tom Diamante PhD · EVP & Practice Director · CCA Human Capital
A great opportunity to engage in a casual chat with speakers and your fellow delegates. Lunch will be served at the main hotel restaurant, providing a variety of the best international cuisine.
Location: Main hotel restaurant
Presentation focus:
∙ Introduction to the "Culture wars"
∙ What is the actual science behind the term "organizational culture?"
∙ What organizational culture paradigms exist out there?
∙ How to select the right culture paradigm for your company?
∙ How to build a measurement framework for your culture?
Overview:
Organizational culture is undoubtedly a hot topic for businesses around the globe. Still, you will hardly find two companies (or even two managers inside of the same company) talking about the same thing when they talk about culture. Why is that the case? What is the actual research behind the term organizational culture? We'll explore a number of competing paradigms and measurement frameworks to support you in choosing the best method for measuring and managing your organizational culture.
Key take-aways:
1. The buzzwordy nature of the term "culture" clouds the actual research behind the concept
2. Exploration of several major org culture paradigms in social science
3. Choosing the right org culture measurement framework for your company
Speaker: Luka Babic · Founder & CEO · Orgnostic
Presentation focus:
∙ How can we forecast what our future workforce needs will be?
∙ How do analytics empower informed reskilling, location and sourcing strategies and automation decisions
∙ How can Strategic Workforce Planning drive competitive advantage?
∙ How does Workforce Planning enable Talent Strategy?
Overview:
Workforce planning is not new, however we are living in a perfect storm of globalization, economic factors, multi-generational workforces, digitization, disruption, innovation, big data and advanced analytics that are putting more stress on companies than ever to find, retain and develop top talent. We also know more about both employees, adaptive workers, candidates and customers than we ever had before. If anything, we know too much and there is more data than we need to make informed business decisions.
This presentation will lay out how advanced analytics are empowering a new generation of Strategic Workforce Planning. How companies are leveraging this talent data to make informed business decisions that allow them to disrupt and then lead their industries. And how all of this empowers better employee engagement and employee experience creating a win / win for employers and employees.
Key take-aways:
1. You can forecast Future Workforce needs and skills 3-5 years out based on business objectives
2. Analytics allow forecasting of what can automate, and once decisions are made the impact on skills
3. Analytics allow us to model different fulfillment scenario's and have a workforce plan for whatever the future may hold
Speaker: Russell Klosk, MBA · Principal Director Talent & Organization Strategy · Accenture
The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.
Location: HR Tech Expo in front of the main conference hall
Presentation focus:
· HR data can be combined with other sources such as grant and contract award data, expenditure data, financial / accounting transaction data, and proposal development data.
· While data clean-up may be necessary when crossing different systems built for different purposes, the payoff can be considerable in increasing the impact of analytics.
· A shared services or consolidated model can be made stronger using data-driven insights.
· While the education and health care sectors are arguably a bit farther behind in using analytics to drive decision-making than are other industries, these types of project suggest there is real potential for the future.
Overview:
By leveraging existing data and unique analysis capabilities in the Human Resources office, a small team of senior leaders teamed with an HR data analyst set out to identify and advocate for organizational change. The question is: How do you build high-performance proposal development teams in a changing environment? While this work may not win a Nobel Prize nor cure Alzheimer's Disease, it will help scientists bring in more dollars towards life-saving research.
Key take-aways:
1. Data from HR, Finance and Operations can be leveraged to help make better business decisions.
2. Making the case for a shared services approach in a decentralized organization takes coordinated, dedicated effort.
3. A proof-of-concept analytics project can help make the case for increased resources in the area of HR analytics in particular.
Speaker: Joseph Frank, PhD · HR Reporting & Compliance Head · Washington University in St. Louis
Presentation focus:
· What is a learning culture?
· What the data says?
· How to embed it in the workplace?
Overview:
We will focus on the evolution of learning in the workforce and how it is critical for the future of work and education. We will dig into the data and analytics are to where people are and how we meet them where they are in their learning path to enhance themselves to upskill to own their career.
Key take-aways:
1. What a learning culture is
2. How data informs ways to progress your workforce through learning
3. How to institute this plan in the workplace and get the ROI you need
Speaker: Kristy McCann Flynn · Founder & CEO · GoCoach
Speaker: Ian O'Keefe · Managing Director & Global Head of Workforce Analytics · JPMorgan Chase & Co.
Enjoy the morning coffee and breakfast with your fellow attendees. The conferences will commence at 09:30 sharp, in order to meet the event schedule.
Location: In front of the main Conference Hall
Who runs the show?
Stela Lupushor is on a mission to humanize the workplace and she’s realizing it at three levels: at the macro, cross-industry level, through the Conference Board affiliation where she facilitates conversations with Fortune 500 corporations-members on building global workforce strategies to deliver business performance; at the organizational level through Reframe.Work Inc. - a consulting firm that advices leaders on how to transform the workplace and workforce strategies through inclusion in order to bring resiliency and access to talent in an environment disrupted by demographic shifts, technology, value chain disintermediation, and human behavior evolution; and at the individual level by founding the amazing.community, a non-profit organization extending the work horizon for women, empowering them to thrive in the workplace of the future.
Previously Stela transformed the workplace at the intersection of technology, analytics and HR at organizations such as Fidelity Investments, TIAA, IBM, Price Waterhouse and PwC Consulting and their clients.
Presentation focus:
· With increased numbers of data scientists and business intelligence functions, HR risks being sidelined when conceiving of, managing, and delivering analytical insights on people trends
· Grand visions of automated talent decisions through AI and machine learning further challenge HR's role as talent expert
· The future of work will undoubtedly feature ever greater utilization of data and analytics
· HR should not be left behind but must evolve to a state in which soft skills and hard data co-exist in talent decision-making
· This session will illustrate the challenges and opportunities for HR leaders and practitioners in adapting to the new paradigm and avoid being "marginalized by machines"
Overview:
The business media is awash with predictions of how AI, machine learning, and big data will revolutionize - largely through automation - talent management decision-making, with or without HR's active involvement. In my work with HR organizations around the world, I see strong appetite, if uncertainty, for an expanded role of the function; one that increases the use of analytics in building and executing the strategic HR agenda. However, in the rush to adopt new technologies, sources of data, and visualization tools, what is often forgotten is how "messy" talent decisions actually are, subject to biases, precedent, myths, and unknowns. This session will put a human face on the machines that will change HR forever, focusing on how HR is evolving to meet this challenge.
Key take-aways:
1. Advancements in data science, technology, and availability of information have not been met with progress in how HR systematically uses insights
2. The challenge isn't limited to HR "capability vs. capacity" but to cultural barriers
3. HR leadership can solve this execution gap by changing mindsets, investing in the right resources, and holding HR teams accountable
Speaker: Mick Collins · Global Vice President · Workforce Analytics & Planning · SAP SuccessFactors
The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.
Location: HR Tech Expo in front of the main conference hall
Presentation focus:
∙ Future of work and AI in recruiting
∙ Constraints of human recruiter
∙ Human and machine collaboration in recruiting
∙ Personalization at scale
∙ Case studies in action - performance of an AI recruiter in the field
Overview:
Values in the workplace are shifting. This generation is looking for & interested in experiences and learning over stability. Changing jobs is going to happen more frequently, so employers are going to need to adapt by changing the way they engage talent, both internally & externally. Candidate experience: How people look for work, think about work and find out about work changes, as the workplace changes. The ability to facilitate and maintain an experience that not only meets but exceeds their needs and expectations is also something we constantly think about. That's where data, insights, capacity, being on the candidates’ clock, availability 24/7 is very important. Wendy delivers a digitally automated data-first recruiting experience for a new world/new recruiting landscape.
Key take-aways:
1. Personalization and its connection to can experience
2. Task automation - recruiting tasks that can be automated
3. Human recruiter limitations and where machine can supplement
Speaker: Drew Austin · CEO & Co-Founder at Wade & Wendy
Presentation focus:
· How the Analytics Business Partner role evolved at Facebook
· Engaging with business leaders and HR Business Partners
· Prioritizing the right projects - Landing insights with the business
· Replicating this in small teams
Overview:
I'll talk about the emergence of the People Analytics Business Partner. Operating as an internal consultant, this role developed as a bridge between the People Analytics function and HR Business Partners / business leaders.
Within the People Analytics function the role acts as the voice of the customer, adding context to research, prioritizing data projects and surfacing business specific insights from research findings.
On the business side the ABP partners closely with HR BPs and Business Leaders to understand the context the organization is operating in. This enables the ABP to identify areas where people data can influence and support decisions. The ABP also partners with HR BPs to deliver insights to the business with greater context of research methodologies and supporting data than the HR Business Partner generally has access to.
Through this role, data solutions and research become more closely aligned to business decisions enabling greater impact. In a large People analytics function, like at Facebook, this is a complete role (in fact several) but the concept is equally applicable to smaller teams where business context is still be a major lever to drive success for the people analytics team.
Key take-aways:
1. Purpose of the Analytics Business Partner
2. How business context unlocks insights in data
3. How the right delivery can transform analytics projects
Speaker: Mark Ferrie · People Analytics Manager · Facebook
A great opportunity to engage in a casual chat with speakers and your fellow delegates. Lunch will be served at the main hotel restaurant, providing a variety of the best international cuisine.
Location: Main hotel restaurant
Presentation focus:
· Leveraging LinkedIn data to support business conversations around:
> Talent Acquisition
> Geolocation Strategies
> Workforce pPlanning
· Share success stories of how to use data to save $ and time
Key take-aways:
1. Research before saying yes to the business
2.You have the resources to be a key stake holder
3.LinkedIn should be a tool in your box
Speaker: Brian Tietje · Global Client Director · LinkedIn
Presentation focus:
∙ Share why people analytics and senior HR professionals need to understand an "investor lens" on their people decisions and why this might be critical for future success
∙ Share recent trends and developments that will put increasing pressure on HR for enhanced disclosure and reporting (SEC, ISO, ESG reporting, other).
∙ Identify and discuss the real challenges to building enhanced data management, reporting, and smarter people investments
∙ Share real examples of how companies are addressing these challenges in their reporting and investments
∙ Share practical strategies/tools for linking people investments to business performance, risk management and sustainability
Overview:
In a business world of increasing volatility and risk, corporate investors, executives and stakeholders are calling for better, more transparent information on human capital investments and the value these investments create for business growth and innovation. This session will summarize recent market trends and developments that are putting pressure on HR to enhance human capital reporting and investments in people. The session will cover new proposed SEC regulations on human capital disclosure, new ISO Human Capital guidelines, recommendations of the HC Management Coalition (group of large pension managers), and work of the Embankment Project for Inclusive Capitalism - all calling for greater transparency and disclosure of human capital reporting and risk. Human capital metrics and evidence-based insights matter more than ever. Yet often HR remains separate from the investor and market information likely to define future success. The session is not meant to advocate particular positions but bring critical information to the forefront for discussion. We'll share highlights of several recent peer group discussions of the challenges involved with adopting a true "investor view of HR." We'll provide practical strategies to "think around the corner" and act to adopt better ways of investing in and creating business value through people.
Key take-aways:
1. Learn about recent developments with the SEC, ISO and investor communities that will have large impacts on HR
2. Gain an investor "outside in" view of HR and why this view is critical for success
3. Enhance your business acumen and approach to measurement and reporting to be "board ready"
Speaker: Amy Armitage · Managing Director & Co-Chair · Human Capital Investment and Reporting Council (HC IRC)
Presentation focus:
∙ Why it's useful for People Analytics teams to own their own infrastructure
∙ Overview of tools out there to build lean People Analytics systems
∙ How to build infrastructure at low cost with some programming
Overview:
Jared will take the audience through a decision-making journey to create data infrastructure for the SME technology company
Key take-aways:
1. It's useful for PA teams to own their own infrastructure
2. Lots of tools out there to build something lean
3. Can reasonably build infrastructure at low cost with some programming
Speaker: Jared Valdron · People Analytics Lead · GitHub
The coffee-break makes for a great occasion to mingle around some 300 delegates, share instant feedback about presentations you enjoyed the most, engage in casual chat and naturally visit the sponsors exhibition area.
Location: HR Tech Expo in front of the main conference hall
Moderator:
Brian Tietje · Global Client Director · LinkedIn
Amy Armitage · Managing Director & Co-Chair · Human Capital Investment and Reporting Council (HC IRC)
Global Vice President · Workforce Analytics & Planning · SAP SuccessFactors
Courtney McMahon · Head of People Analytics · AIG
Mark Ferrie · People Analytics Manager · Facebook
Stela Lupushor
what people say
The full list of partners will be announced shortly.
Speaking ∙ Media ∙ Sponsorship & Expo
Founder & Managing Director
KTC International
KTC International focuses on delivering business intelligence to global and local Fortune500 companies in Europe, by creating opportunities for people to meet industry experts and thought-leaders from around the world.
Organizing conferences, seminars and other business events, focused on topics including digital transformation, workforce analytics, human capital management, customer engagement, future of work and project management.
Closing