Global Speakers

Topic: How Deutsche Telekom Innovate with HR Analytics

Since 2016, after supporting the transfer of the previous Alstom Gas organisation into Ansaldo Energia, he is managing the operational role in HR for the Swiss organisation of Ansaldo Energia.

Previously he was working as VP HR for Alstom’s Gas Business, where he was engaged in the Culture & Engagement Workstream to support the integration of Alstom into General Electric. Prior to this role, he held the position as Director HR for the Product Line Gas Turbines in Alstom’s Thermal Services where he actively has driven the decentralization to the Execution Centres in Asia, Middle East and the US. Originally he joined Alstom in 2007 to support the Thermal Services Area Central Europe & South Africa and was based in Mannheim, Germany. Previously he spent 3 years with TNT Logistics / CEVA Logistics as Director HR for Central & Eastern Europe, having integrated a newly acquired site in Bratislava, Slovakia as well as restructuring some of the German sites including workers council and trade union negotiations. He started his career in 2000 with ABB as Trainee in HR and took over several positions in the five years of service to ABB in Germany.

Peter Offtermatt has got the admission as lawyer in Germany after graduating from the law schools in Mannheim and Heidelberg. He was born in 1972 in Ravensburg, Germany.

Interactive Roundtable Discussion: HR Analytics For Fast Growing, Medium Sized Companies

“Passionate and experienced about a broad range of topics in HR. Being a resourceful HR leader with international working experience in HR transformation. My special areas of experience are: People HR Analytics, Digital HR Strategy, Change Management, HR Transformation and, HR Governance. During the last years People Analytics got into the center of my heart. Main reason is the possible impact on the business with People Analytics. In a short time frame, we moved up the value chain from reporting to advanced analytics to people optimization and then business optimization. It is a great honor to be able to work in this space in with leading edge initiatives to support our business.”

Topic: Swarovski Case Study – How to Build an Analytics and Data-Centric Culture Within HR

Peacey is currently Global Director, Talent Acquisition Programs and Talent Analytics at CSL Behring – a global biotechnology leader that specializes in finding cures for rare and serious bleeding disorders and immunodeficiencies.  As leader of the Global Talent Center of Expertise, Peacey designs and delivers transformational change and governance programs.  Her expertise is in strategy design and implementation, strategic workforce planning, talent analytics, program management, process improvement, global change management, talent management, and diversity and inclusion.  She is a scholar-practitioner that adds value by delivering a holistic, strategic approach that focuses on proactively managing risk while partnering with the business to achieve goals and make changes stick.

Prior to her current position, Peacey spent 12 years at KPMG in various roles.

Peacey received her B.A. in Sociology, M.S. in Management and Organization Behavior and her Ph.D. in Organization Development from Benedictine University where she was recently named to the Board of Trustees.  Peacey resides with her husband Matt in Pennsylvania, USA.

Topic: Leveraging Analytics for Succession Workforce Planning and Strategic Workforce Planning

Elena has 18 years of Talent Management and Human Resources experience. As the leader of Talent Acquisition function for the EMEA region at CSL Behring Elena is serving on the global HR Transformation team facilitating business growth.

As leadership development consultant and coach Elena has extensive experience of working with top teams across industries and geographies in pharmaceuticals, FMCG, media & tech, Big 4 and financial services.

Elena holds an MBA diploma in Management & Organizations, Management in Technology from Kellogg School of Management.

Panel Discussion: Understanding Pitfalls of HR Analytics – What Numbers Can’t Tell You

Topic: HR Analytics at a crossroads: why we need new skills, new approaches and new partnerships across HR

Nils started his career building the people analytics function at AXA in Switzerland before becoming responsible for the strategic workforce planning. His current focus is to leverage artificial intelligence to improve internal development. With his background in organizational psychology, he is looking for ways to empower employees to effectively steer their own career in a disruptive environment.

Topic: Introducing AI to workforce planning: A data driven succession planning approach

Charlotte is a Global Senior Organisational Development Leader in Novartis leading the people analytics project in Novartis driving digital innovation in HR. In addition she works in the OD CoE with a focus on culture and OD capability.

Charlotte Joined Novartis from Shell where she worked as an Organizational Effectiveness consultant at their HQ in The Hague. Prior to Shell she worked in OD & Change for Fonterra in Shanghai, China, and Strategy & HR for the Wine Republic also in China.

Charlotte’s early career was with Accenture working in their UK Talent and Organisation practice. She has a BA in Business & Political Anthropology from Durham University, UK.

Interactive Roundtable Discussion: HR Analytics Benchmarking, Measurement & Dashboard

As part of the Organization Development & People Analytics team at Merck, Leandra provides consulting expertise to HR and business leaders at Merck – a leader in science in technology, headquartered in Germany, with more than 53.000 employees in 66 countries.

Leandra was driving the technology implementation and enablement of a cloud-based People Analytics technology which today is available to more than 4.000 global managers and HR at Merck. As a People Analytics & Insights Generation Expert she is today focusing on the constant evolution of the People Analytics operating model as well as the generation of case studies and insights relevant to Merck’s business managers. On top, she is in charge of Global Headcount planning.

Prior to this role, Leandra was driving an essential part of Merck’s global HR transformation.

Leandra holds a Master’s degree in Human Resources Management.

Topic: The next level of People Analytics: Employing machine learning to optimize sales performance via actionable insights for global business managers at Merck

Martin Wilckens is Senior Manager, working within Deutsche Telekom’s HR Digital & Innovation department since 2016. In this function he is shaping the strategy towards working in the digital age and is responsible leader for projects driving forward digitization of HR and collaboration within Deutsche Telekom. In 2018 he became Design Thinking Facilitator.

Before, he was Vice President within Deutsche Telekom´s Group Strategy department, responsible for developing the Group Strategy of Deutsche Telekom and driving its implementation.

Before joining Deutsche Telekom Group in 1997 Martin was a Senior Consultant with Intraplan in Munich, specialised on consulting to stakeholders in the area of transportation. Prior to that he served as an Expert for High Speed Railways at the International Union of Railways in Paris, France.

Martin Wilckens holds a degree in economics which he received from the university of Bamberg.

Topic: Future of Work 2028: what does it mean to HR?
Interactive Roundtable Discussion: HR Analytics Benchmarking, Measurement & Dashboard

David is currently Head of Global HR Reporting & Workforce Analytics for Nokia. He has a long career in HR Leadership roles with large multi-national corporations including Ford Motor Company, GE, & Siemens. His experience in many functional areas of HR, as well as Regional and Strategic HR Partner roles, have provided a valuable view on the needs and value of data analytics in HR. In his current role, he is focused on developing an HR Analytics organization with capability to support a growing number of use cases coming from HR and Business Leaders. It is an exciting journey for a dynamic organization with over 100,00 employees, multiple data sources and a growing appetite for the value of data-driven insights.

Topic: Nokia Case Study – How Nokia Uses Analytics to Ensure Its Employees Are the Happiest and Engagement the Highest Globally
Panel Discussion: Understanding Pitfalls of HR Analytics – What Numbers Can’t Tell You

Karin Timcke is a HR-Analytics Expert at Swissport Headquarters in Zurich, where she is responsible for the whole conceptional and operational HR-Analytics processes including the system-management of Microsoft Power BI. She received her BSc in Business Administration Technology from Zurich University of applied science before eventually becoming Finance-manager at Jet Aviation in 2007. After working seven years in Finance in different functions in the Aviation industry she accepted a new position as HR- and Finance-manager in a start-up company in the financial industry sector. In this broad role she was responsible for the whole business administration including HR, Compensation & Benefits as well as Finance. In this function she discovered her passion for HR-Analytics as well as the huge potential of this still young and unrevealed topic. After this challenging and exiting position she moved to SIX (Swiss Exchange) where she was responsible for implementing and developing the Group HR-Controlling.

Topic: Implementation of Workforce Analytics at Swissport – using HR-Analytics as a holistic cross-functional approach to add value in a people-driven business
Panel Discussion: Understanding Pitfalls of HR Analytics – What Numbers Can’t Tell You

As part of the People Analytics team at Merck, Adam leads consulting engagements with business leaders at Merck KgaA—a leader in science & technology, headquartered in Germany, with more than 53.000 employees in 66 countries.

Topic: Using Machine Learning to facilitate job rotation and retention at Merck

Adrien Monet is the Account Executive dedicated to International Corporations based out of Switzerland, responsible for Customer success, Partnerships and Account management. Prior to Glint, he held various positions in Switzerland, with local and pan-European responsibilities, to create joint-Value from Business Applications.

Topic: Agile Employee Engagement

Having started her career as a consultant with Ernst & Young, Anne’s enthusiasm for behavioral science brought her back to academia. During her PhD in psychology she was managing research projects that were published in international psychological journals.  After moving to Switzerland Anne joined the United Nations where she informed workforce decisions through data visualization and storytelling based on data collected in strategic workforce planning workshops with senior management. Since 2017 Anne is working on a variety of advanced people analytics topics within the HR Insights & Innovation Team at UBS.

Topic: UBS case study – Artificial Intelligence (AI) in HR Analytics

Steve Scott is the Head of Strategic Workforce Planning and Workforce Analytics at Lloyds Banking Group.

He is an accomplished and inspirational leader with broad multi-discipline experience who is passionate about delivering material and sustainable economic and cultural impact through people analytics and strategic workforce planning.

He has held a variety of roles across private banking, corporate banking, retail banking and insurance and wealth. These have covered a range of disciplines, including financial reporting and planning, relationship management, product management, business intelligence and change.    This unique blend of experiences means Steve is able to use his organisational awareness to maintain a strategic perspective at all times and has a sharp commercial focus.

 He is a highly regarded leader with considerable experience of building high performing teams of multi-skilled, developed and motivated colleagues.

Topic: Using Workforce Analytics to support the execution of your strategy through the identification of gaps in organisational wide strategic skills and capabilities and closing those gaps through targeted interventions and continuous learning

Kasper A. Smith, M.A. Italian Litt. and Philosophy and M.Sc. Org. Psychology, is VP HR Integrated Supply Chain for Carlsberg  – the world’s third largest brewer with more than 40.000 colleagues. In his capacity, Kasper drives the agenda for strategic organisational development, talent, learning and engagement for +20.000 employees across +80 breweries and soft drinks plants in western and eastern Europe and Asia. He started his HR career at the Danish Telecom, and later took on senior HR leadership positions within the Architecture & Design, FMCG, Pharmaceutical & Life sciences industries. In all his roles, Kasper’s work has focused on unleashing thinking and leadership behaviours that trigger greater commercial business results. He is passionate about fortifying HR’s contribution to business achievements by advancing new organisational principles, diversity of talent, and authentic leadership. Lastly, he zealously pursues interests in cognitive philosophy and psychology.

Topic: How Human Resource Management & Development Challenges in a World of Innovative Disruption

André has over 18 year international experience in different HR domains. He started his career in consulting and lead SAP-HR projects for several large multinationals. After joining Nestlé he held various roles and lead several global initiatives in the space of Compensation Solutions, Data Management and spent the last 7,5 years as Talent Manager overseeing Performance, Talent & Succession Management. In his last role he also spent a significant amount of his time on People Analytics in the context Performance, Talent and Succession Management.

Topic: Employee Churn Analytics: How Nestle Predicts and Prevents Employee Attrition with HR analytics

Emanuele has twenty years of international marketing, product management and business leadership experience in FMCG, OTC Life Sciences and Medtech. He has an engineering background and is passionate about technology and digital transformation, serving customers and driving business growth. Since November 2017, Emanuele has been Global Vice President of Human Milk Product Management at Medela, a global player in the development and manufacturing of breastfeeding products and medical vacuum technology. Prior to this, he spent nearly four years with Nestlé Skin Health with progressive responsibilities from global product brand development for nail mycosis up to Global Franchise Head for consumer therapeutic skincare solutions. Prior to this, he spent fifteen years at Procter & Gamble with increasing responsibilities in several marketing leadership roles spanning the company biggest brands portfolio, including feminine care, health and beauty and grooming appliances categories. Emanuele has worked in different cultural environments on different continents and has gained substantial experience in helping companies navigate new challenges and seize opportunities by simplifying complexity and adapting strategies to the new digitally driven age, changing consumer values and needs, turning around major socio-political disruptions, transforming organizations and adjusting to changes in a sustainable and equitable way.

Topic: Investing in HR Analytics is Easy, But Making an Impact is Hard

Roman Becker studied and gained his doctorate in Business & Finance at the University of St.Gallen in Switzerland. During this time, he wrote and co-wrote numerous expert reports in the areas of company valuation, accounting and economic crime. Further academic fields of interest were psychology and behavioral finance. Roman Becker switched to the private sector in 2014 as technical assistant to the CEO of Implenia, an international construction group. In 2016, he took over the responsibility for the Human Resource development at Implenia.

Panel: Using HR Technology, Analytics & Metrics as an Aid to Successful Transformative Culture Change

Mark Hayton is the Global Lead for Organization Development Analytics at Nokia. In this role Mark provides proactive and reactive frameworks for executives and HR practitioners that map out employee perceptions across the employee life cycle. Drawing from a knowledge base of behavioral psychology, microeconomics and game theory, Mark is an advocate of rolling up the sleeves and digging deep into the data to find broad impact interventions. A fan of Bots, AI, ML, ‘nudges’ and consultation and a firm believer in human-centricity and that people don’t think as much as they think they think.

Topic: Nokia Case Study  – Using Analytics to drive Employee Satisfaction, Engagement and Culture Cohesion Initiatives
Panel: Using HR Technology, Analytics & Metrics as an Aid to Successful Transformative Culture Change

Alexander is a Senior Manager in EY’s People Advisory Services, specializing in Workforce Planning and People Analytics. He has a track record of delivering complex and transformational people focused engagements with clients and for EY. His experience includes organisational design, workforce planning, people analytics and large scale Transformation. Alexander supports a portfolio of clients on their People agenda across the public and private sector, both in the UK and globally.

Topic: Establishing a Business Insights Regime
Interactive Roundtable Discussion: Gender Parity Reporting and sustainable Business Insights