Agenda

Audrey Ciccone is a certified HR professional with over 25 years’ experience working both in industry and as a consultant. Building on her earlier background working in manufacturing, healthcare and biotechnology industries, Audrey has combined her strengths in business strategy, storytelling and uncovering insight in data to build an international client base within Australia, Canada and the Asia Pacific region.

Combining her consulting expertise, business acumen and ability to communicate actionable insight, she works with clients to develop their analytics strategy, diagnose business risk and shift practices to achieve strategic business outcomes.

Audrey holds professional HR designations in Australia and Canada, has a degree in Psychology, management certification in Human Resources and continues to pursue knowledge at the cutting edge of HR practices. Audrey is a skilled speaker and has designed and facilitated workshops for HR professionals and business leaders in Canada, Australia and Singapore on a variety of topics including workforce analytics, strategic HR planning, engagement and leadership.

Audrey has served clients from small entrepreneurial businesses to advising executive teams in mid-cap organizations within a variety of industries including security, logistics, telecommunications, life sciences, digital communications and professional service firms.

HR TRANSFORMATION & BUSINESS STRATEGIES

Many HR leaders indicated that organizations plan to increase their investment in HR analytics and metrics, which has proven to improve the overall business goals, outperform 58% and the time and margin of up to 200%.

In these following sessions, you will have an overview of HR analytics transformation from the past till to date, aligning change management and how HR analytics & metrics can lead to measurable business impact.

Systematic approach to HR Data Quality Management

• How to deal with HR Data Quality issues head on?
• How to drive HR Data ownership and accountability?
• How to continuously Measure, Monitor and Improve the quality of HR Data?

Asif Khan
Global HR Data Manager
Schneider Electric

Asif graduated from the Western Sydney University in 2004 and since then he has worked for some of the world’s largest multinational companies such as Accor Hotels, Telstra, Electronic Data Systems (EDS), Hewlett Packard (HP) and currently Schneider Electric.

In 2010, Asif joined Schneider Electric in the Pacific region as a HR Systems and Reporting Manager and played pivotal role in setting up the HR Systems, Reporting and Analytics strategy and helped transform many of the HR Systems and HR processes.

Since June 2016, Asif has moved into a Global HR Data Manager role for Schneider Electric and has made significant improvements to the HR Data Quality at a global level with a scope of approx. 150,000 employees.

Asif is passionate about the use of technology in the HR world and believes in a truly digitized experience for employees and managers.

Enabling HR Analytics & Business Strategy Transformation through Change Management

• Leverage HR report and analytics ‘roadmaps’
• Identify critical issues in strategy, process, technology, and people over the complete lifecycle of an HR transformation program
• Align with business performance through the right approach of change analytics that can help in mitigating risk and removing obstacle

Adam is an experience strategic talent and human capital leader with extensive experience leading HR and organization-wide transformation across multiple industries, including natural resources, telecommunications, government, FMCG and manufacturing.

Adam started his career in London with Accenture, during which time he specialized in strategic learning and development and change management programs for the financial services industry. Adam relocated to Melbourne with Accenture and lead change management programs for large scale systems and organization transformation for clients in the telecommunications and natural resources industries.

In 2012 Adam moved to New Zealand to support Deloitte in the growth of the Human Capital Consulting practice. During this time Adam led strategic organization design work for clients in government and manufacturing.

Adam is currently a senior HR leader at the Fonterra Cooperative Group, the world’s largest exporter of dairy products with over 18,000 staff globally and revenue of over NZ$1.6bn. Adam played a lead role in transforming and embedding the HR function as part of an organization wide transformation that resulted in a 65% net profit uplift for FY16.

Adam has also published multiple articles, including CIO upfront: In the cloud era, ‘think opportunity, not impact’; the evolution of change management for cloud technologies.

FROM HCM INTO ANALYTICS

Effective companies today are built highly empowered in the age of technology that allow HR leaders to revolutionize the employee experience through digital platform and emerging data sources, keeping organizational goal and value in focus.

These sessions, you will experience on how to leverage analytics in talent retention & development planning, workplace culture, recruitment and breakthrough the barriers of communications within HR functions in business performance improvement and decision making.

Case Study – Building The Foundations of Human Capital Analytics in Your Organizations

• Overview of potential issues and challenges in gaining buy-in and support for investment
• Identify proper foundation for data-driven decision-making
• How to plan and foster the right investment, in the right capabilities, at the right time
• How to identify the effective skills required for HR practitioners to build your human capital analytics capability

Marcus’s professional background is in behavioral science, with undergraduate and graduate qualifications in Organisational Psychology. Marcus is passionate about using evidence to make decisions about workforce strategy, and has worked in the field of HR analytics for around 17 years in a wide range of industries. Some of the projects Marcus has worked on include: strategic workforce planning, modeling retention, analyzing safety behavior, productivity assessment, assessing and quantifying human capital, measuring HR effectiveness, and exploring the behavioral drivers of individual and organizational conduct.

Beyond the Basics: Innovative HR Data Visualizations

• Highlight pattern in the data for your organization to draw your own conclusion
• Deep dig into data metrics and use visual representation to surface trends, relationships and patterns
• Measure the usage of dynamic interaction that can help you explore the data

Lorelle Cooney
HR Director
New Horizons

Lorelle Cooney thrives on transforming an organization’s competitive capability in her capacity as a C-suite partner. In her current role as the HR Head of New Horizons, her achievements are built on the foundations of customer trust, rapid delivery of ROI and personal motivation; they include data driven strategies that result in annual savings, disruptive talent acquisition strategies, reversal of poor performance and seamless customer transitions. Lorelle’s previous organizations include The Travel Corporation, Breville, NAB, Qantas, CSR, ANZ and Telstra.

Increasing the Value of Workforce Intelligence

• Applying data-driven workforce-intelligence solutions from administrative to strategic focus
• Create business-minded approach to workforce decision making – fueling data conversations in the business
• Mapping talent and capability metrics to improve recruiting efforts and leadership pipelines and save costs at the same time
• Explore how to get actionable insights when data is inconsistent, silo-ed in multiple systems and constantly changing

Kavita Khanna is a seasoned People and Management practitioner. She has built a career over the past two decades working across a breadth of portfolios including strategic HR, Organization Development and Change Management across a span of sectors including telecommunication, construction and consulting.

She has an unconventional view of what HR is and happily works in the interstitial spaces between HR and other management functions.

The philosophy she lives by:

• “Culture eats strategy for breakfast and technology for lunch”

Her favourite quotes:

• ”Not everything that can be counted counts, and not everything that counts can be counted”
• “Change Management is an oxymoron”

Case study – Victoria Public Sector Commission Australia

• Breakthrough the relationship between employee and employer through HR analytics and metrics
• Explore to drive profitability through employee engagement
• Creating an ambidextrous culture and fast evolving digital mindset

Damian has extensive policy and program delivery experience in the public sector. This includes leading the design and implementation of sector wide workforce strategies, and the implementation of significant policy, program and reform activities at both the federal and state level.  As Deputy Commissioner, Damian has responsibility for strengthening the efficiency, effectiveness and capability of the public sector in order to meet existing and emerging needs and deliver high quality services. Recent examples include the development of the VPS integrity strategy, the introduction of the Victorian Leadership Academy, the review of the Aboriginal employment strategy and the review of Victoria’s Executive Officer employment and remuneration arrangements.  The VPSC has a significant role in maintaining and advocating for public sector professionalism and integrity – this is realised through various review, education and regulatory functions.  Damian has played a critical role in shaping the VPSC’s future direction, structure and approach in supporting the Victorian Government’s public sector reform agenda.

Damian has a PhD which explores the impact of organisational size on employee commitment. This research has been presented in various forums including the Academy of Management in the United States.  He has also has written articles on organisational development, performance management, collaboration, mentoring and group mentoring programs.

Culture Transformation: How People Analytics Can Transform Business to Drive Technology Change

• Discover powerful hidden culture ‘level and network’ within your organizations
• Aligning with business performance by obtaining insights of workplace
  culture, mindsets and engagement
• Frame the right attention points that enable to join dialog lines with all aspect relations and align strategic workforce planning

Gail Symons
Former Global Director, People & Culture
Jurlique International

Gail Symons has held leadership roles in several blue chip companies including Nortel Networks, Qantas, SingTel Optus and most recently as Global Director, People and Culture, Jurlique International. She has lead large global and regional teams, bringing commercially focused solutions and outcomes to a business. Businesses Gail has worked in have included Optus Consumer, Nortel Asia Pacific region (based in Singapore) Qantas International business plus the corporate portfolios of Policy, People Programmers, Workforce Analytics and Strategic Resourcing. She is a People and Culture leader who brings commercially focused solutions and outcomes to a business.

Gail has a strong belief in the value of storytelling and decision making through data and analytics and has ensured, throughout her career, that the functions she has lead are strongly defined by diagnostics and analytics. The Workforce Analytics team in Qantas won a global award for cutting edge analytics under Gail’s leadership.

Gail has a background in Sociology from Sydney University and a Masters Degree from George Washington University, majoring in ‘Managing Performance across Cultures’.

Outside of work, Gail is a keen runner and loves her weekly Pilates class. She comes from a large family and is kept busy with her two sons and their many activities and adventures.’

1. Learn how to measure best practices to communicate and collect the information from your business partners
2. Are organizations capable in capturing the data instead of using data?
3. What are the changes, actions and relations in data to help individual to determine the connections and make good business decision effectively
4. Sharing of the success stories in data retrieval

Moderator:

Audrey Ciccone, Chief Strategist, Analytic Perspectives

Panelist:

Gail Symons, Former Global Director, People & Culture, Jurlique International

Audrey Ciccone is a certified HR professional with over 25 years’ experience working both in industry and as a consultant. Building on her earlier background working in manufacturing, healthcare and biotechnology industries, Audrey has combined her strengths in business strategy, storytelling and uncovering insight in data to build an international client base within Australia, Canada and the Asia Pacific region.

Combining her consulting expertise, business acumen and ability to communicate actionable insight, she works with clients to develop their analytics strategy, diagnose business risk and shift practices to achieve strategic business outcomes.

Audrey holds professional HR designations in Australia and Canada, has a degree in Psychology, management certification in Human Resources and continues to pursue knowledge at the cutting edge of HR practices. Audrey is a skilled speaker and has designed and facilitated workshops for HR professionals and business leaders in Canada, Australia and Singapore on a variety of topics including workforce analytics, strategic HR planning, engagement and leadership.

Audrey has served clients from small entrepreneurial businesses to advising executive teams in mid-cap organizations within a variety of industries including security, logistics, telecommunications, life sciences, digital communications and professional service firms.

THE CHALLENGES OF HR DATA ANALYTICS

Today’s business poses increased challenges for HR. HR requires increased effectiveness gained through comprehensive understanding of factors driving workforce performance. Organizations started to delve into the complex interaction between staffing levels, competencies, workforce profile and other factors to help in maximizing the return on human capital.

To understand how to break through the challenges, these sessions seek to uncover the reason behind why organizations are not leveraging much on HR analytics, how to take the right approaches to improve HR lifecycle management performance and stabilized the functions supported by predictive analytics to minimize HR cost and improve the overall profit.

• The volume of workforce data grow and analytics expectation are becoming more sophisticated which present real challenge for HR leaders
• How do shift from static measure (headcount, resourcing and compliance) to data and metrics that support predictive analytics, gives tangible insights that support decision making?
• Shift from delivery platform to support senior leaders with accessible realtime data

Dave Waters currently leads transformation of the HR function in the Queensland Government Department of Transport and Main Roads. His previous roles include Chief Human Resources Officer for the state’s Department of Health and head of employee relations for the Queensland health and education agencies both with over 80,000 employees. Dave’s professional pathway, including careers as a journalist and union official, has provided him with a unique perspective on the people and culture challenges facing the public sector and HR functions broadly. He is passionate about repositioning HR to a more coach-consultant footing as we capitalize on the digital opportunities of freeing ourselves from the transactional and elevating our gaze from the operational to a more strategic outlook.

• Review human capital challenges that impact HR lifecycle management performance
• Identify the challenges through analytics
• Discuss how to create good relationship between HR metrics and financial performance that can aid strategic decision making and improve insights

BUILDING A SUCCESSFUL HR ANALYTICS IMPLEMENTATION JOURNEY

Complexity in today’s workforce, new technology investment, economic pressure and competitive edge for talents, aligning people strategy with business strategy are driving changes in HR to be more informatics. Changes have created confusion as to what are the best implementation approaches to make your HR analytics successful.

In these following sessions, you will be building the best foundation and insight that will make your organizations successful with HR analytics, through insights of how human behavioral analytics in support of numerous business partners, leading a team that is able to streamline, simplify and optimize the efficiency of analytics processes. Ultimately, analytics will be journeys rather than destination to improve HR work processes and drive business to success.

• Defining what success really looks like from an enterprise perspective
• Demonstrating a clear focus on delivering business outcomes through driving HR accountability for outcomes / ROI vs activity
• Leveraging insights from human behavioural analytics to support multiple business partners through ever-increasing credibility, influence and results delivery

Mary Lemonis is the Vice President – Human Resources for Campbell’s Asia Pacific. In this role, Mary is responsible for leading the HR function across Campbell’s Asia Pacific businesses including Arnott’s Biscuits and Campbell’s, with turnover in excess of $1.5BN and 5,900 employees located across five countries.

Mary has worked with Campbell for over fifteen years in a variety of HR roles. Prior to her current role, Mary was based in the US for three and half years where she worked as VP HR for Emerging Markets – responsible for leading the HR function as part of Campbell’s market entry into Greater China and Russia – and Global Organization Effectiveness Director. During this time Mary participated in the International Women’s Forum (IWF) Leadership Foundation Fellows Program, spending time training at Harvard Business School and University of Cambridge with thirty women from across the globe. In September 2014, Mary became a founding member and Board Director of IWF Australia. During her time with Campbell, Mary also worked as HR Director Arnott’s Snackfoods, Corporate & HR Operations Director Asia Pacific and Organization Effectiveness Manager.

Prior to joining Campbell, Mary worked with Lion – one of Australasia’s largest food and beverage companies – from 1995 to 2001. During her time with Lion Nathan, Mary led the China HR Commercial Team based in Shanghai China, in addition to other generalist roles including Commercial and Supply Chain HR lead for the company’s largest business unit – Tooheys Pty Limited.

• Introduction of Business Metrics Performance Dashboard for all staffs
• Positive behavior driven by new Metrics
• How HR help to identify the risks and negative impacts to culture following Metrics implementation
• Strategies to shift culture positively and maintain best in class Business
  Metrics
• Balancing short-term metrics with long-term metrics, and aligning Metrics to Values

Geoff Martin is an energetic and highly respected senior HR leader with extensive experience gained in health services, the career transition, insurance and banking industries. Currently Geoff leads the HR function across 43 offices in a publicly listed health sector company. Previously he has led national HR teams of up to 13 people supporting client groups of up to 2,100 employees.

Geoff’s stakeholder relationship experience includes more recently at Board and CEO level, as well as CEO, CFO, CIO and Executive General Manager level and business leaders of all levels. His experience includes extensive transformational experience through restructuring and redeployment, off-shoring, M&A due diligence and integration,  rollout of visions and values, culture change and recruitment function redesign.  Geoff is a passionate leader who wants to make a difference to the capabilities of people and organizations for the benefit of all.

Metrics and data are becoming increasingly important in understanding drivers within organizations and industries, not only for HR. Through involvement with metrics HR can take a lead role in identifying the impacts on culture and how to ensure metrics and culture can be aligned for maximum benefit for all.

• Discuss on how to manage and implementation will be real and pervasive that gaining senior management on voluntarily, one platform and aligned to HR analytics
• Breakthrough initiative analytics and identify “quick wins” to establish credibility and win stakeholder buy-in
• Learn how understanding stakeholder through data analytics
• Explore the skill on how breaking the barriers to success analytics in convincing senior management stakeholder buy-in

Jacques has extensive experience in both human resources and the rail sector, with over 20 years of service leading organizational transformation programs in both Australia and South Africa. Jacques has held some key senior positions including Deputy Director Human Resources (TUT South Africa), HR Manager Faculty of Health Science (UQ), GM Human Resources – Rail Operations (Queensland Rail), Train Control Manager (Queensland Rail) and Group Human Resources Manager (Metro Trains Melbourne). He is currently Director of People and Performance at Metro Trains Melbourne, managing key human resources outcomes for a workforce of 5,000 across a broad range of rail and business disciplines.

Jacques believes that the role of leaders is to enable their people to achieve success by helping them to be the very best they can be. He is focused on ensuring that the human resources function influences and facilitates strategic business change through being a true business partner.

• Optimize talent lifecycle management
• Explore best practices by using analytics to justify high performer
• Making decisions by harnessing data hidden in HR system to improve employee-employer and business growth rather than relying on ‘gut feel’

Margarita started her recruiting career in 2006 by chance upon returning to Malaysia after graduating with a Master of Commence from University of Sydney. Margarita started work as a Recruitment Consultant with a local company before being head-hunted to join Kelly Outsourcing and Consulting Group (KellyOCG) in 2008. During her tenure with KellyOCG, Margarita was responsible for placements within the senior to top management space and was promoted in 2012 to Director of Recruitment Process Outsourcing (RPO) – South East Asia. She managed key multi-national accounts such as GE, Standard Chartered, Halliburton and KellyOCG’s first multi-country RPO with Tetra Pak. She also set-up and managed KellyOCG’s regional sourcing team. In 2014, she was awarded the prestigious Kelly Services Global Golden Circle Award (Only 14 recipients selected from 14,000 global employees) for her work in RPO and received the award in the US. In 2013, Margarita moved to Sydney and continued to work in the RPO space with KellyOCG. Margarita commenced her present role with American Express Global Business Travel in January 2015, and reports to the Global Head of Talent Acquisition. Margarita manages six markets within APAC and leads a team consisting of a TA Manager, TA Country Leads and Recruiting Coordinators.

How we built a Team to create an HR Analytics Centre of Excellence

• Put the right people in place between HR, recruiting, finance and marketing to get the data you need
• Employ a “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 skill sets for a 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?

André Degreef has managed Human Resources, Workforce Planning and HR Analytics functions in some of Australia’s largest public sector agencies and has taken a lead role in building workforce planning and capability development competency across the public sector in both Queensland and New South Wales.

Having commenced his career as an organizational psychologist and worked extensively in organizational development and workforce capability functions, André is able to bring a holistic approach to the analysis and interpretation of workforce data and analytics. André is a Fellow of the Australian Human Resources Institute and is currently completing a Doctorate in Business Administration investigating emotionally intelligent change management.

CHRO Panel Discussion: HR 2020 and Impact of HR Analytics in the future HR industry

1. Interacting adept in management skill with business perspective and strategic mindset that enable explicit business transformations
2. Discuss vigilance in scanning the external environment of business, talent threats and opportunities
3. Recognize the value of talent to drive business outcomes and possess business acumen and transform traditional HR practical into powerful competitive advantage creating a new way of working in a continuous changing world
4. Prediction of the future of HR Analytics in 2020
5. HR Analytics implementation success stories sharing

Moderator:

Audrey Ciccone, Chief Strategist, Analytic Perspectives

Panelists:

Dave Waters, Chief Human Resources Officer, Department of Transport and Main Roads, Queensland Government

Lorelle Cooney, HR Director, New Horizons

Marcus Champ, Analytics Professional & Behavioral Scientist

Mary Lemonis, Vice President Human Resources Asia Pacific, Campbell Arnott’s

Q&A Session & Closing Remarks by Conference Chairperson

End of Day 2

Changing the executive conversation around people analytics has already started. But are you still supplying the same metrics to your executive and board that they’ve been requesting for years? The Human Resource profession is under increasing pressure to quantify a return on investment to the business from their people strategy and HR processes. It’s time to take a new look at your analytics outputs and strategy.

In this interactive half-day session, participants will begin to think outside the box of traditional HR metrics and investigate how they can directly impact operational outcomes. We will look at addressing critical business needs with actionable insight. Participants will take away a greater understanding of analytics link with the business strategy and learn practical approaches to develope their in-house analytics capabilities.

Challenging the assumptions around what HR needs to deliver

• Developing an analytics strategy focused on impacting business outcomes
• Taking control of HR reporting to change the strategic conversation
• Refocusing HR Boardroom data on critical business needs
• HR’s strategic role in business optimization

Executive level data expectations

• The goal of real time, actionable insight
• Providing ‘line of sight’ in a lean and disbursed business environment
• Building traction towards advanced reporting
• The ROI of technology

Audrey Ciccone
Chief Strategist
Analytic Perspectives

Audrey Ciccone is a certified HR professional with over 25 years’ experience working both in industry and as a consultant. Building on her earlier background working in manufacturing, healthcare and biotechnology industries, Audrey has combined her strengths in business strategy, storytelling and uncovering insight in data to build an international client base within Australia, Canada and the Asia Pacific region.

Combining her consulting expertise, business acumen and ability to communicate actionable insight, she works with clients to develop their analytics strategy, diagnose business risk and shift practices to achieve strategic business outcomes.

Audrey holds professional HR designations in Australia and Canada, has a degree in Psychology, management certification in Human Resources and continues to pursue knowledge at the cutting edge of HR practices. Audrey is a skilled speaker and has designed and facilitated workshops for HR professionals and business leaders in Canada, Australia and Singapore on a variety of topics including workforce analytics, strategic HR planning, engagement and leadership.

Audrey has served clients from small entrepreneurial businesses to advising executive teams in mid-cap organizations within a variety of industries including security, logistics, telecommunications, life sciences, digital communications and professional service firms.

Every organization has a distinct set of people challenges into a properly articulated set of objectives and metrics that can be mapped into the organizational needs at the most strategic level and employee data landscape. The notion of more diverse talent group gradually entering into organizations.

This workshop aims to help participants to develop and prepare high performance talent acquisition insights gained through careful analysis of organizational data, from business priorities and performance workforce management, core HR and talent management. Identify the acquisition process that enable the evaluation of talent fall within the source and assess stages.

Key Takeaways:

• Designing a sustainable ‘Top Talent’ model
• Implementing talent acquisition strategies
• Measuring top talent strategy and success implementation using data & reporting

With over four decades of experience in human resource management, Peter is Vice President, Workforce Planning and Analytics for SAP SuccessFactors. Peter has a distinguished global reputation as a consultant in Workforce Metrics, Analytics and Workforce Planning. For the past fifteen years Peter has spent most of his time consulting and advising to global companies in North America and Europe. Peter has spoken at more than 500 conferences and workshops across the globe over the past thirty years and has been involved in more than 100 consulting assignments in Workforce Planning and Workforce Analytics.

In July 2010 Peter sold his business, Infohrm, to SuccessFactors, which was subsequently acquired by SAP in February 2012. Peter was the founder and CEO of Infohrm from 1981-2010. Within SAP SuccessFactors Peter has a Ambassadorial role in developing the Workforce Analytics and Planning business of SuccessFactors. This involves working with the Product Management team, existing clients and prospective clients. He also writes, completes research and speaks at conferences.

Peter is a former Chair of the School of Management Advisory Committee at the Queensland University of Technology and currently Peter is a member of the QUT Council, the governing body for QUT. In 2003, was awarded the Outstanding Alumni award for the Faculty of Business at QUT. Peter is a Life Fellow of the Australian Human Resources Institute and is also a Fellow of the Australian Institute of Management. Peter lives between Brisbane and London.