Agenda Day Two, Monday, October 28, 2019
7:15 am - 8:00 am Breakfast
8:05 am - 8:40 am The Empowered CHRO: The evolving C-Suite Role In The 21st Century
Accelerating leadership development and retaining/attracting talent remains the top concerns of CEOs across the globe. Here’s where HR can come to the rescue and prove its financial worth — linking talent planning to business strategy. Such an approach can only work if HR leaders are willing to transform themselves from compliance managers to strategic forecasters, who can ensure a highquality supply of talent while developing their own internal chain of nextgen leaders. To achieve a real seat at the C-Suite business planning table, key innovative actions must be embraced by the CHRO. Jim Reid, CHRO, Rogers Communications, will take us on
Rogers Communications’ journey back to #1 and how his team was able to drive the relationship between leadership teams, culture, and performance.
Jim ReidChief Human Resources Officer
Rogers Communications Inc.
8:40 am - 9:10 am How AI is Disrupting the Recruiting Industry
The AI hype train is speeding full steam ahead, with significant disruption predicted across all industries, including recruiting and staffing. But what's the real impact of this cutting-edge technology and can it really help you engage the right people faster? In this session, attendees will learn how AI is being applied most successfully across the talent acquisition journey and why it is making the role of the human recruiter more important than ever.
Jim McCoyChief Revenue Officer and General Manager
9:10 am - 9:15 am Session Surveys App Feedback
9:15 am - 9:45 am Business Meetings
9:45 am - 10:15 am Business Meetings
10:15 am - 10:45 am Business Meetings
10:45 am - 11:00 am Networking Break
11:00 am - 11:30 am Slam Dunk your Modern Leadership Development Strategy
In today’s world of rapid change and complexity, we need more leadership, not just more leaders. Leadership is about behaviour, regardless of a person’s title or where they fall in the company hierarchy. As organizations face new and unfamiliar challenges, success depends on increasing the frequency of leadership behaviours from individuals and teams to ensure that the organization as a whole has the right leadership, at the right moment, for the right context.
•Grow leaders who can effectively tackle critical people interactions in any given day
•Shape leadership capabilities to drive transformation in alignment with business strategy
•Accelerate the building of a future-focused leadership bench across levels
Mathieu BarilManaging Director
11:30 am - 12:40 pm Networking Lunch
12:45 pm - 1:45 pm Practitioner Roundtable Discussions
Earlier in the Exchange, we collected your insights and challenges using Thoughtexchange. We identified the highest rated topic areas. During this session, you’ll have the opportunity to choose a topic and participate in a small group discussion. You will work in groups to develop an action plan for improvement.
1:50 pm - 2:20 pm Business Meetings
2:20 pm - 2:50 pm Business Meetings
2:50 pm - 3:20 pm Business Meetings
3:20 pm - 3:35 pm Networking Break
ROUNDTABLE DISCUSSIONS: CHOOSE YOUR TOPIC
ROUNDTABLE DISCUSSIONS: CHOOSE YOUR TOPIC3:40 pm - 4:25 pm A. Fight Change Fatigue by Developing Employee Resilience
McLean & Company
McLean & Company
With so much change taking place in organizations, employees are struggling to adapt and are looking for support from their organizations. The constant change is impacting not only employee health and engagement, but also an organization’s bottom line. In fact, two times as many HR professionals claim their work negatively impacts their mental health compared to the general working population. Resilience helps employees adapt to change and is not just something people are born with, it is something that can be developed by practicing resilient behaviours. HR’s role is to help build resilience both within themselves and their organization.
In this roundtable session, we will lead participants through a discussion that explores:
•What is resilience
•Why should companies care about helping employees build their resilience
•Techniques to develop resilient behaviours in employees
•Helping HR to build resilience
Jennifer WaxmanDirector, HR Research & Advisory Services
McLean & Company
ROUNDTABLE DISCUSSIONS: CHOOSE YOUR TOPIC3:40 pm - 4:25 pm B. Talent Analytics for Measuring Culture & Recruiting for Performance
The phrase “corporate culture” elicits many questions. How do we define it? Once we do, can we successfully measure and manage it? If so, how?
To help answer these and other questions, HR.com partnered with Humantelligence to conduct a study with 537 HR executives across virtually every industry in N. America. For the purposes of this study, we define corporate culture as “the behaviors, motivators, values, and work styles of a team, a group of teams and/or an organization as a whole.” We believe that culture tends to present itself within the processes of an organization.
To gain a better understanding of how culture is managed, we will reveal:
•Perceived success of culture management and its level of importance
•Clarity surrounding defining culture
•Creating cultural consistency across departments and job levels
•Culture-related budgets spending
•Successful culture-management practices
Juan Luis BetancourtChief Executive Officer
4:25 pm - 4:30 pm Session Surveys App Feedback
4:30 pm - 5:00 pm Elevating HR Through Business Strategy Focus: Grand & Toy’s Culture Journey Transformation
Re-defining and re-designing culture can be a difficult obstacle to overcome, and even more challenging in an ever changing and innovative environment. In this discussion, Marla Allan, Vice President of Human Resources for Grand & Toy, will walk us through how she has impacted the shift from a focus on past experience to future business transformation by applying four critical steps.
Marla AllanVice President, Human Resources
Grand & Toy