Day 2: Monday, April 23

7:15 AM - 8:00 AM Networking Breakfast

8:00 AM - 8:10 AM Chairperson's Opening Remarks

Morning Panel

8:10 AM - 8:45 AM Leading Progress: CHRO’s Role in Reshaping the Organization for the Future of Work

Melissa Cee, CHRO, Retail Financial Services, TIAA
Artificial intelligence is transforming the way we live and work. In the workplace, artificial intelligence is not only enabling robots to replace certain kinds of jobs but also evolving into an intelligent assistant to help employees work smarter. Artificial intelligence is not the future of the workplace, it is the present and happening today – and the possibilities are endless. Radical disruption of the way we work and do business is imminent, and in order to stay relevant, organizations need to start acting now. As the heralds of the people and culture within the organization, CHROs have a critical role in rethinking their business strategies and reskilling the workforce in face of such challenges.

This engaging discussion will allow for insights into some of the questions that deserve a deeper look:
•How are organization leaders preparing their business for disruption?
•What will their businesses look like in a few years?
•How will AI and other technologies affect the clients we do business with?
•How are AI and machine learning going to impact HR?

Melissa Cee

CHRO, Retail Financial Services


8:45 AM - 9:20 AM Elevating the HR Role at Air Canada: Leading Successful Business Transformation

Arielle Meloul-Wechsler, SVP People & Culture, Air Canada
This session will present the journey of transformation ignited by HR at Air Canada, which has resulted in a thriving organization that has attained financial growth year after year. Through principles of organizational development, upgrading talent, creating accountability throughout the organization, and culture change, this business transformation has reduced costs, provided laser focus on key business initiatives, and created a world class leadership team. As part of this process, HR had to think differently about the relationship with labor unions and create new partnerships, creating win-win situations for all parties, as well as to evolve into a thought-leader & strategic partner role with its business leaders.
Topics to be discussed include:
•Aligning HR with the company’s global mission and strategic plan: ensuring internal buy-in and establishing key milestones
•Increased employee engagement by placing employees at the heart of the mission - implementing strategies that support its commitment to diversity, career growth, winning in the marketplace, problem solving and more

Arielle Meloul-Wechsler

SVP People & Culture
Air Canada

9:25 AM - 9:55 AM Business Meetings

9:55 AM - 10:05 AM Business Meetings

10:05 AM - 10:25 AM Networking Break

Plenary Session

10:30 AM - 11:00 AM Big Data and HR Analytics: Connecting People with Business Strategy

As business leaders continue to evaluate workforce costs, commit to diversity and inclusion goals, and plan for future talent needs, linking people data with business metrics is an essential move for HR leaders who want to deliver bottom-line results. Today’s CEOs expect CHROs to be strategic partners and advisors, who can speak the business language from the perspective of talent strategy and data.

While HR leaders have been investing in operational efficiency with diverse systems that yield a myriad of people data, the vast majority still feel they lack the workforce intelligence capabilities required to develop and act on a data-driven people strategy. As a result, these leaders are unable to connect that strategy to metrics the business cares about.

This session will address how such challenges can be solved by an integrated people strategy platform, by:
  • Integrating data from multiple HR systems to effectively answer strategic talent questions
  • Linking workforce decisions to business outcomes
  • Enabling predictive modelling and projections when it comes to hiring, retaining, promoting

MasterClass A

11:00 AM - 11:45 AM Virtual Learning: Evolving the Learning Experience for Greater Performance

Successful learning initiatives that foster both career and personal skills development yield increased retention rates and engagement, and a sense of higher purpose associated with the job.

Human beings are literally hard-wired to learn, and if we harness technology effectively we cannot only enhance learning, but track the data generated and predict the outcome of student performance, based on observed behaviors.

This session will explore how leading-edge CHROs are revamping their learning functions with new technology to enhance the learner experience.

Topics include:
  • Innovative solutions in eLearning technology enabling trainers and teachers to tap into today’s students’ expectations and learning styles
  • Ways of creating an optimal learning experience that can be tracked to provide insights into student performance
  • How to successfully bring about transformative learning

BrainWeave A

11:00 AM - 11:45 AM Design Thinking: Reimagining the Employee Experience to Engage and Inspire

In times of increased complexity, as consumers we expect our interactions with technologies and other complex systems to be simpler, intuitive, and pleasurable. As employees, it is non-different. Just as many brands have simplified and improved their consumer-facing interactions through design thinking, HR can make use of design thinking to enhance its approaches to employee experience, by shifting its focus to ‘moments that matter’.

"Experience" is the essence of a workplace, especially among millennials. When designed with the employee in mind, experiences can excite, engage and inspire, which will in turn increase productivity and enhance corporate culture. This hands-on workshop will introduce a design thinking approach to redesign the employee experience:

  • Shifting the mind-set from ‘what do we need employees to do’, to ‘what do we want their experience to be like’?
  • Creating journey maps to understand the moments that matter most to employee (customer) personas
  • Designing, testing, prototyping, refining – applied to any HR process

11:45 AM - 12:45 PM Networking Lunch

Roundtable Discussions

12:50 PM - 1:25 PM Please Select One Topic and Join the Relevant Discussion

•Aligning Executive Compensation with Longer-Term Business Goals

•Promoting an Inclusive Culture Through Impactful Initiatives for Diversity

•Hybrid Approaches to Efficient Learning and Development

•When Talent Hoarding Hinders Advancement - Enabling Top Performers to Progress

MasterClass B

1:35 PM - 2:10 PM The Dawn of Mass Automation: Upskilling the Enterprise through Workforce Training

With the dawn of mass automation upon us, global employment markets are in great turmoil. A myriad of jobs being automated out of existence by new technology, including robots and artificial intelligence. By some accounts, only 20% of today’s workforce has the skills they’ll need for 60% of the jobs that will exist in the next five to 10 years.

Forward-thinking leaders understand the pressing need to addressing the imminent skills gap being fuelled by new technologies; it may in fact be a matter of survival and relevance for organizations, while helping to sustain the global economy at large.

Join this engaging session to learn how leading-edge organizations are:
  • Harnessing new types of technology to reskill workers so they stay relevant, and employed, into the coming decades
  • Teaching employees new skills around cloud computing, data and other Web-related functions
  • Improving productivity through micro-learning and other programs

BrainWeave B

1:35 PM - 2:10 PM Updating and Personalizing Employee Benefits and Rewards to Drive Engagement

The challenges of employee engagement and productivity continue to grow. Industry reports show that overall employee engagement is flat year over year. Leading companies who are focusing on employee experience as a driver of engagement understand the importance of an effective design, delivery, and execution of employee reward strategies and programs. When aligned with business goals and tied to employee performance, rewards will lead to significant business value.
This interactive session will provide CHROs with actionable insight into:
  • Identifying employee’s drivers of attraction, retention and engagement to personalize reward strategies around what is valued
  • Updating and implementing new job and reward programs aligned with the business, to create an engaging employee experience
  • Delivering return on investment to the organization: what is the right mix

2:15 PM - 2:45 PM Business Meetings

2:45 PM - 3:15 PM Business Meetings

3:15 PM - 3:35 PM Networking Break

Plenary Session

3:40 PM - 4:10 PM Leadership and Succession Management: Transform your Approach From Pipeline to Portfolio

Traditional approaches to leadership pipeline are not delivering optimal results, as they are only focused on continuity and fail the demands for a newer and more adaptable executive leadership. Filling the gaps through outdated talent pipelines is no longer enough and will continue to fail the demand for roles that may not even exist today.

Reports show that organizations with a strong and diverse leadership portfolio outperform those with stiff or outdated leadership benches.

This session will highlight how leading-edge organizations are transforming their approach to succession management to create a more diverse, flexible, and adaptable set of candidates by:
  • Enhancing hiring process to include cultural and network fit analysis
  • Leveraging data from senior leaders to define new desired behaviors and growth mind-sets
  • Fostering and enabling leaders to develop and practice an adaptive mind-set in an environment of constant change

Case-Study 1

4:15 PM - 4:55 PM Leveraging Data to Move Beyond Quotas: Cross-Functional Diversity & Inclusion

Nydia Gonzalez, Chief Diversity Officer, JPS Health Network
Siloed, incomplete and/or inaccurate data, as well as resistance to sharing data, can create challenges for leaders in championing diversity and inclusion efforts. However, Chief Diversity Officers can position themselves to drive systemic organizational change by:

•1) integrating both qualitative and quantitative data from the workforce, patients, community and supplier-base and,
•2) actively engaging internal and external partners to develop a comprehensive diversity and inclusion strategy to reduce healthcare disparities.

Ms. Gonzalez will share how JPS Health Network engaged Human Resources, Organizational Development, Patient Experience, and Supplier Diversity, among other functions to understand employee, patient, community and supplier barriers for diversity and inclusion at the large county hospital.

Specifically, she will discuss how data was used to develop a 5-year Diversity and Inclusion Strategy (“Diversity JPS 2020” ).

Nydia Gonzalez

Chief Diversity Officer
JPS Health Network

Case-Study 2

4:15 PM - 4:55 PM Revamping Your Employer Branding to Attract and Retain Top Talent

Linda Aldred, CHRO, Texas Children's Hospital
The strength and success of an organization depends on its ability to hire and retain the right talent. So what makes a candidate choose one employer over another and stay with an organization when other job opportunities are available? It’s the employer brand – the organization’s reputation as an employer with a positive and distinctive employment experience. Building and implementing a strategic mode for an employer brand strategy, with the Employee Value Proposition front and center, is a must for all organizations, and particularly those which want to differentiate themselves in the market. Organizations must weigh the strength and reputation of their employer brand, adjust their thinking about why it is necessary, and build a roadmap for bringing this critical strategy to life.
High-Impact HR Leaders are taking the lead on positioning employer branding as a core business strategy, and they are doing it across many social and digital channels to target top candidates, retain critical talent, drive engagement and performance, and ensure that they are a compelling place to work.
Best practices to be discussed include:
· Aligning the employer brand with business objectives
· Infusing the brand core values into all social channels to target top candidates
· Following conversations closely to understand how they are influencing and shaping the brand’s perception
· Thinking outside the careers site box: Integrating social networks, SEO, Mobile, and driving traffic by making it easy for the candidate to connect and share information

Linda Aldred

Texas Children's Hospital

5:00 PM - 5:30 PM Business Meetings

5:30 PM - 6:00 PM Business Meetings

6:05 PM - 6:35 PM Plenary Session

Happy Hour Debate

6:35 PM - 7:10 PM The Critical Role of Cross-Functional Change Management: Leading Business and Cultural Transformation as a Journey to Stay Competitive

Ron Peppe, Vice President Legal & Human Resources, Canam Steel Corporation
Enterprise organizations often go through change management processes for a variety of reasons: mergers, acquisitions, divestitures, joint ventures, new leadership, technology implementations, organizational restructuring, and regulatory compliance. A proactive approach to change is essential to ensure its success and alignment with business objectives. This interactive Panel will explore different perspectives of HR leaders leading change, along with lessons learned and successful outcomes in culture, communications and the change process itself.

How can effective change management help an enterprise to become more innovative and competitive? This engaging panel will discuss their experience with:
•Identifying risks ahead of time and addressing them before implementation
•Appointing stakeholders and influencers to champion change
•Aligning culture change with business strategy
•Promoting desired behaviors and building capability: L&D partnering with HR as architects of new organizational design
•Fostering an innovative and entrepreneurial mentality

Ron Peppe

Vice President Legal & Human Resources
Canam Steel Corporation

7:10 PM - 7:15 PM Chairperson's Closing Remarks

7:15 PM - 9:00 PM Themed Networking Dinner

7:00 PM - NaN:NaN AM Optional After-Hours Networking