Agenda

Highlights on Conference Day 1 Key Sessions 

Al Adamsen, Founder & Executive Director of the Talent Strategy Institute, is one of the few who has led a workforce planning & analytics function within a Fortune 500 company (Gap Inc.), served as a leader with a prominent analytics vendor, and has also advised some of the world’s leading brands: Disney, Starbucks, T-Mobile, Boeing, Heinz, Mayo Clinic, Stanford University, among many others. Al also co-chairs numerous peer groups: the Talent Strategy Council, Leadership Development Council, Workforce Planning Council, Workforce Analytics Council, and Culture & Change Council. Al’s educational background is in managerial economics and individual, team, and organizational behavior; and, given his athletic background and interests, he also trains high school and youth coaches, parents of young athletes, as well as young athletes themselves on how to have a positive, character-building experience through sports. Al remains a competitive beach volleyball player, and he can often be found playing on the beaches of his home, Santa Cruz, California with his wife and three kids.

Case Study: Impact of HR Analytics Transformation on a Company

• Underline the impacts of HR analytics initiatives on the company
• Share on the common challenges when implementing HR analytics initiatives
• Stream HR organizations’ challenges and HR service delivery
• Perspectives on how HR analytics can transform a company’s capabilities

Julius Schillinger is Director, Human Resources, for Gateway Learning Group, a San Francisco based Autism and Behavioral Health services provider. Recently, he led Human Resources for Aurora Behavioral Health an acute psychiatric care hospital. Previously, he was SVP, Strategic Business Development for E4 Health, a provider of integrated EAP, Wellness and Chronic Care Management solutions to Employers. Prior to E4, he was VP, Sales & Account Management for Managed Health Network (MHN), the Behavioral Health & Wellness program subsidiary of Health Net, one of the nation’s leading Health Care companies (Fortune 200). Before being promoted to this role, he was Health Net’s Director, Human Resources for 7 years. Before Health Net, he was Chief HR Officer for NextCard, an online consumer credit provider. Julius also spent 7 years as VP Global Human Capital for Cap Gemini Ernst & Young’s consulting division, leading CGEY’s Human Capital & business growth consulting practice.

• Discover the challenges and opportunities to use HR analytics tools and techniques to better enhance employee engagement and organizational culture
• Uncover the key elements on how to collect and analyze data in a more agile and actionable way
• Explore the best practices to align HR with business strategies for lower turnover, higher performance, innovation improvement and higher collaboration

Danielle McMahan is Vice President, Global Talent for American Express Global Business Travel. In this position, Danielle is responsible for developing high impact talent management strategies to develop depth, breadth, and diversity of global talent in support of the organizations strategic initiatives. Specific areas of focus are talent acquisition, succession planning, change management, organizational and performance management, diversity and leadership development.

Danielle has more than nineteen years of experience in Organizational and Leadership Development. Before joining ADP, she was SVP, Leadership and Executive Development for CITI, responsible for managing the leadership and executive development curriculum and the executive coaching practice for the Investment Banking Division across North America. Previously at VNSNY, Danielle was the Manager of Talent Development leading the Learning and Development Practice for a $1Billion, 12,000 employee Home Health Care Agency. Danielle also worked at CIGNA Healthcare as the Director of Business Analysis and Reporting, responsible for employee surveys, human resource metrics, employee retention initiatives, and management development. She began her career at Goldman Sachs in the Training and Development department.

• How profitable is the impact of HR analytics on the decision making?
• Design and implement effective data analytics and metrics to align HR with strategic business plans
• Opportunities for analytics to maximize and proactively shape organizational strategies

• What are the priorities in creating the next-generation data analytics, for those still in the beginning stage?
• How to integrate steadfast data systems to abstract the right information
• How to determine the value of HR analytics and metrics to be used in the right channel in the future

• Explore sustainable workforce development strategies and ways to break HR silos for future workforce demands and supply
• Increasingly recognized workforce development initiatives: Strategic agility, work relationships and self-knowledge that are capable of sustaining and retaining talents
• Build insights for workforce planning based on both HR data-driven and HR data visualization

Mick is currently the head of a global Sales Acceleration team responsible for supporting the SuccessFactors Workforce Analytics & Planning product. In this capacity, he divides his time between product strategy & marketing, sales enablement, prospect & customer engagement, alliances, and thought leadership. With more than 10 years of experience in analytics & planning, Mick has delivered hundreds of presentations and workshops on how organizations can build their capabilities for data-driven decision-making in HR. In current role, he responsible for supporting the SuccessFactor Workforce analytics & planning product based in Ann Arbor, ML. An recent articles include Executive Interview With Mick Collins & Steven Hunt” (IHRIM Workforce Solutions Review, 2012), “Workforce Data in the Boardroom” (IHRIM Workforce Solutions Review, 2011), “Beg, Borrow, or Steal” (Talent Management, 2010).

Building a Competitive Recruitment and Retention Plan for Expert Talent 

How strategic workforce planning and workforce analytics allowed us to compete in the midst of a talent shortage and highly competitive market

• Learn how we engaged Physician Leadership to own and drive this process
• Learn some of the Wins and Pitfalls that can more or break your success
• Learn how we identified critical skill and engagement gaps and what we’re doing to address them

Erika Sockaci is a passionate Healthcare Executive with 16+ years experience leading change and building effective, dynamic teams. She recently moved from leading medical group operations to implementing strategic workforce planning, successfully integrating workforce into AltaMed’s strategic, financial and budget planning processes.

• How do you bring sophisticated analytics to the frontline successfully?
• How can you measure impact in complex organizational systems?
• How do data-based attrition predictions interact with HR and Manager Intuition?

Ryan Hammond is the head of people analytics for hiQ Labs, a leader in predictive analytics and big data applications for HR. He has worked in people analytics since 2000, helping many Fortune 500 companies introduce sophisticated analytics to better manage their workforce. He has spoken at events around the world and hosts hiQ’s Elevate People Analytics Conference. He holds a BS and MS from Cornell’s School of Industrial and Labor Relations and a PhD from MIT’s Sloan School of Management.

• Leverage analytics for talent acquisition
• Measure the impaction and contribution of employees to business performance
• Measure the success of the talent acquisition analytics initiatives
• Share success stories of talent analytics to the organizations
• Build analytics insights that organizations expect to see in the future

Al Adamsen, Founder & Executive Director, Talent Strategy Institute

Al Adamsen, Founder & Executive Director of the Talent Strategy Institute, is one of the few who has led a workforce planning & analytics function within a Fortune 500 company (Gap Inc.), served as a leader with a prominent analytics vendor, and has also advised some of the world’s leading brands: Disney, Starbucks, T-Mobile, Boeing, Heinz, Mayo Clinic, Stanford University, among many others. Al also co-chairs numerous peer groups: the Talent Strategy Council, Leadership Development Council, Workforce Planning Council, Workforce Analytics Council, and Culture & Change Council. Al’s educational background is in managerial economics and individual, team, and organizational behavior; and, given his athletic background and interests, he also trains high school and youth coaches, parents of young athletes, as well as young athletes themselves on how to have a positive, character-building experience through sports. Al remains a competitive beach volleyball player, and he can often be found playing on the beaches of his home, Santa Cruz, California with his wife and three kids.

Erika Sockaci, Associate Vice President, Strategic Workforce Planning, AltaMed Health Services Corporation

Erika Sockaci is a passionate Healthcare Executive with 16+ years experience leading change and building effective, dynamic teams. She recently moved from leading medical group operations to implementing strategic workforce planning, successfully integrating workforce into AltaMed’s strategic, financial and budget planning processes.

Al Adamsen, Founder & Executive Director of the Talent Strategy Institute, is one of the few who has led a workforce planning & analytics function within a Fortune 500 company (Gap Inc.), served as a leader with a prominent analytics vendor, and has also advised some of the world’s leading brands: Disney, Starbucks, T-Mobile, Boeing, Heinz, Mayo Clinic, Stanford University, among many others. Al also co-chairs numerous peer groups: the Talent Strategy Council, Leadership Development Council, Workforce Planning Council, Workforce Analytics Council, and Culture & Change Council. Al’s educational background is in managerial economics and individual, team, and organizational behavior; and, given his athletic background and interests, he also trains high school and youth coaches, parents of young athletes, as well as young athletes themselves on how to have a positive, character-building experience through sports. Al remains a competitive beach volleyball player, and he can often be found playing on the beaches of his home, Santa Cruz, California with his wife and three kids.

Shortfall of Predictive Analytics and Insights – What Number Can’t Tell You

• Investigate predictive model on how challenges on getting validate predictions and enable predictions are working and validated against real outcome
• Examine reasons why HR decisions cannot be boiled down to simple factors
• Accuracy of the predictions depends on the data used to create model. However not all HR practitioners are using the data

Jeff Higgins is the CEO of the Human Capital Management Institute, a driving force in Workforce analytics helping companies transform data into intelligence via workforce planning and predictive analytics. With his unique experience as both a senior HR executive and former CFO, Jeff helps organizations rapidly advance their analytics & workforce planning journey to unlock billions of dollars in workforce ROI.

Mr. Higgins is a founding member of the Workforce Intelligence Consortium, a member of the ISO Technical Advisory Group (TAG) on human capital, board member of the Center for Talent Reporting (CTR) and editorial committee member for IHRIM’s Workforce Solutions Review (WSR) magazine.

Previously, Mr. Higgins was EVP of client services at Inform a global workforce planning and analytics software and consulting provider, EVP of Workforce Planning at Countrywide Financial Corp., and held senior HR leadership roles driving workforce analytics and planning at The Irvine Company and IndyMac Bancorp Inc.

Mr. Higgins also spent 15 years in finance and accounting roles of increasing responsibility for companies such as Johnson & Johnson, Baxter International, Colgate Palmolive and Klune Industries, ultimately as a Controller, VP of Finance and CFO.

In November 2011, Mr. Higgins and HCMI were featured on a cover story in CFO.com magazine on Human Capital Financial Statements Power from the People.

• Get from nothing to prescriptive analytics in 2 years
• Get it done regardless of your current HR analytics platform
• Earn the “seat at the table”

Robert has more than 30 consecutive and successful years delivering proactive research, insights, and analytic solutions for the retail, health, and services industries. This experience spans multiple business functions, including sales, marketing, operations, finance, human resources, and information technology. He is one of the best in assimilating data from disparate internal and external resources – resulting in a crisp, concise and complete solution to the entire issue/problem at hand – and, if necessary, he can lead the implementation of the solution! Robert’s teams are the best in the organization and the best in the industry. Robert is an accomplished and dynamic public speaker. When he’s not “analyticizing,” you’ll find him with his family or working at his church (he’s ordained and licensed minister as well as a vocalist).

• Discuss how to manage and implement HR analytics that is real and pervasive to gain senior management’s buy in on the one platform
• Breakthrough HR analytics initiatives and identify “quick wins” to establish credibility and win stakeholder buy-in
• Build and manage stakeholder understanding through data analytics
• Explore the skills on how to break the barriers to analytics success in convincing senior management stakeholder buy-in

Kris Hamner is a versatile and strategic leader bringing more than 18 years of significant global experience and HR functional depth and breadth. This includes a proven record of executive and Board collaboration, in large and small companies, across diverse industries ranging from technology, services, to public sector.

Most recently Kris has developed and executed innovative initiatives aligned to business and employee needs at Hewlett Packard Enterprise (HPE); a leading company in Server, Storage, Networking, Cloud, Software, and Services products with $30B in revenue. At HPE, Kris has held multiple global leadership roles across their strategic Enterprise Group businesses and played a critical role in the separation from HP, divestitures, multiple acquisitions, and company-wide transformation to drive profitable growth and market leadership.

Before joining HP and HPE, Kris was Sr. Executive Director of HR at Hitachi Global Storage Technologies. Prior, Kris held senior level HR leadership positions at Avago Technologies (formerly Agilent), National Semiconductor, and Canon in areas of Organizational Development, Global Total Rewards, HR Business Partnering, Employee Relations, HR Operations, and Mergers & Acquisitions.

Kris holds a Bachelor’s degree in Human Resources from the University of Nevada and an MBA in Finance and Management Consulting from the University of Notre Dame.

• The advantage and disadvantage for outsourcing analytics functions
• Unearthing the most value from your implementation
• Evaluate top potential benefits of outsourcing to suit your organizations

• Using HR analytics across the full suite of talent management activities
• A roadmap to get your organization up and running in HR analytics
• Tips and traps to make or break an HR analytics initiative

Ross is an expert and thought leader in the fields of Human Capital Strategy & People Analytics. With over 15 years’ experience in People Analytics and Strategic Workforce Planning, he uses his background in statistics, business strategy and HR to consult with C Suite officers and senior leaders on strategic methodologies and frameworks for HR and corporate strategy alignment.

He is currently the Head of Strategic Workforce Planning at Facebook where his key mandate is to leverage people analytics and consulting skills to develop optimized talent strategies for Facebook’s future growth. Prior to Facebook, Ross functioned as the Head of Strategic Workforce Planning & Analytics at GE Aviation, the Strategic Workforce Planning and Analytics Leader at Devon Energy and as a Senior Consultant at Deloitte Consulting where he specialized in Human Capital Strategy and People Analytics.

Ross is a global in demand speaker who regularly presents on the topics of Human Capital strategy and Workforce Optimization. He was recently awarded Best Practice winner by the Best Practices Institute (BPI) and has received numerous accolades for his innovative and results driven approach to Strategic Workforce Planning and People Analytics.

• Utilization of HR metrics progresses through phases, characterized by the type of relationship HR has with internal clients
• By shifting from a team of report generators to an analytics group, HR improves its positioning as a strategic business partner
• HR metrics team makes this leap toward business driver, its competitive advantage increases
• Discuss HR journey toward transforming into a first class analytics team

Kathy Doan has been at Wells Fargo since 2001 and is currently Vice President of the Community Banking HR Insights & Analysis Group. As an HR Analytics Manager, she leads the Consulting & Line of Business Insights team to provide thought leadership and insights to senior HR leaders and business leaders to optimize Community Banking’s human capital base.

• Put the right people in place between HR, recruiting, finance and marketing to get the data you need
• Employ a workforce “scientist” (or data friendly individual) that enables you to analyze data to gather insights of HR and recruiting trends through insights and data visualization
• What are the secret key skillsets for the successful HR analytics team? (and you can utilize your existing HR team!)
• What tools are you utilizing to manage your data? What data are you looking at?

Tony Le brings leadership and insight to HR process, functionality, strategy, technology and recruiting for several brands within IAC Publishing which include Ask.com, About.com, Dictionary.com, Investopedia, The Daily Beast, ASKfm and more with offices around the world in Oakland CA, New York, Canada, Ireland, London, Latvia and more. His role has been the bridge between HR and other departments (i.e. finance, marketing) to create one unified process while overseeing HR operations and recruiting across very distinctive and independent companies.

• Acquire strategic management skills with business perspectives and mindsets that enable business transformations
• Discuss vigilance in scanning the external business environment, talent threats and opportunities
• Recognize the value of talent to drive business outcomes, acquire business acumen and transform traditional HR practices into a competitive advantage—creating a new way of working in a world of continuous change
• Predict the future of HR analytics in 2020
• Share success stories of HR analytics implementation

Al Adamsen, Founder & Executive Director, Talent Strategy Institute

Al Adamsen, Founder & Executive Director of the Talent Strategy Institute, is one of the few who has led a workforce planning & analytics function within a Fortune 500 company (Gap Inc.), served as a leader with a prominent analytics vendor, and has also advised some of the world’s leading brands: Disney, Starbucks, T-Mobile, Boeing, Heinz, Mayo Clinic, Stanford University, among many others. Al also co-chairs numerous peer groups: the Talent Strategy Council, Leadership Development Council, Workforce Planning Council, Workforce Analytics Council, and Culture & Change Council. Al’s educational background is in managerial economics and individual, team, and organizational behavior; and, given his athletic background and interests, he also trains high school and youth coaches, parents of young athletes, as well as young athletes themselves on how to have a positive, character-building experience through sports. Al remains a competitive beach volleyball player, and he can often be found playing on the beaches of his home, Santa Cruz, California with his wife and three kids.

Julius Schillinger, Senior Director Human Resources, Gateway Learning Group

Julius Schillinger is Director, Human Resources, for Gateway Learning Group, a San Francisco based Autism and Behavioral Health services provider. Recently, he led Human Resources for Aurora Behavioral Health an acute psychiatric care hospital. Previously, he was SVP, Strategic Business Development for E4 Health, a provider of integrated EAP, Wellness and Chronic Care Management solutions to Employers. Prior to E4, he was VP, Sales & Account Management for Managed Health Network (MHN), the Behavioral Health & Wellness program subsidiary of Health Net, one of the nation’s leading Health Care companies (Fortune 200). Before being promoted to this role, he was Health Net’s Director, Human Resources for 7 years. Before Health Net, he was Chief HR Officer for NextCard, an online consumer credit provider. Julius also spent 7 years as VP Global Human Capital for Cap Gemini Ernst & Young’s consulting division, leading CGEY’s Human Capital & business growth consulting practice.

Jeff Higgins is the CEO of the Human Capital Management Institute, a driving force in Workforce analytics helping companies transform data into intelligence via workforce planning and predictive analytics. With his unique experience as both a senior HR executive and former CFO, Jeff helps organizations rapidly advance their analytics & workforce planning journey to unlock billions of dollars in workforce ROI.

Mr. Higgins is a founding member of the Workforce Intelligence Consortium, a member of the ISO Technical Advisory Group (TAG) on human capital, board member of the Center for Talent Reporting (CTR) and editorial committee member for IHRIM’s Workforce Solutions Review (WSR) magazine.

Previously, Mr. Higgins was EVP of client services at Inform a global workforce planning and analytics software and consulting provider, EVP of Workforce Planning at Countrywide Financial Corp., and held senior HR leadership roles driving workforce analytics and planning at The Irvine Company and IndyMac Bancorp Inc.

Mr. Higgins also spent 15 years in finance and accounting roles of increasing responsibility for companies such as Johnson & Johnson, Baxter International, Colgate Palmolive and Klune Industries, ultimately as a Controller, VP of Finance and CFO.

In November 2011, Mr. Higgins and HCMI were featured on a cover story in CFO.com magazine on Human Capital Financial Statements Power from the People.

Workshop A will run from 9.00am – 1pm with mid-morning and luncheon breaks.

Workshop B will run from 2pm – 5pm with a mid-afternoon refreshment break.

Registration begins 30 minutes before each workshop commences.

This workshop aims to provide participants with the knowledge and tools of introducing and implementing an HR analytics roadmap for your organization. You will learn how to analyze the best yet simplest strategies to effectively catalyze widespread organizational change.

Key Takeaways:

• Collaborate with colleagues in your organization to develop your HR analytics roadmap
• Learn how to pick the “low-hanging fruit” in HR analytics
• Take away some fundamental HR analytics tools that you can build with your team

Robert has more than 30 years successful and consecutive years delivering proactive research, insights, and analytic solutions for the retail, health, and services industries. This experience spans multiple business functions, including sales, marketing, operations, finance, human resources, and information technology. He is one of the best in assimilating data from disparate internal and external resources – resulting in a crisp, concise and complete solution to the entire issue/problem at hand – and, if necessary, he can lead the implementation of the solution! Robert’s teams are the best in the organization and the best in the industry. Robert is an accomplished and dynamic public speaker. When he’s not “analyticizing,” you’ll find him with his family or working at his church (he’s ordained and licensed minister as well as a vocalist).

This workshop aims to provide participants, from beginners to advanced users of HR analytics, with the essential knowledge and skills to adopt and implement workforce planning strategies to strengthen your business performance. Learn how to integrate effective tools and technologies in the analytics sphere that will enable your organization to leverage on workforce planning to meet business objectives.

Key Takeaways:

• Discover how to refine and create a framework for your workforce planning strategy
• Understand and support the implementation of talent management strategy by exploring aspects of workforce planning within your organizations
• Develop human capital solutions based on data driven analytics of organization’s strengths and weaknesses to help business leaders make better decisions