Main Conference Day One: Thursday, February 27 2020

8:00 am - 8:45 am Registration & Welcome Coffee

8:45 am - 9:00 am Chairman’s Opening Remarks

9:00 am - 9:45 am Opening Keynote: Leadershift

Steve Lowisz - Global Keynote Speaker, Steve Lowisz
Change is so rapid today that leaders must do more than stay the course to create successful, performance driven teams. To achieve real employee engagement and radical business results, leaders need to be flexible and ready to adapt to the shifting needs of candidates and employees. Creating an environment for employees to perform includes both art and science. The art of engagement and employee empowerment starts with making 5 key leadershifts – setting the stage for authentic, purpose driven teams. The science is integrating analytics into the way leaders engage with individual team members to unlock discretionary performance. The result is engaged teams that crush our goals!


Steve Lowisz

Global Keynote Speaker
Steve Lowisz

9:45 am - 10:15 am How to Collect Data and Use it to Build Perfect Employee Personas

Lydia Wu - Head of Talent Analytics, Panasonic North America
With all changes in the modern workforce, understanding the needs and deliver a more personalized employee experience for a lot of companies its equal to stay competitive in the job market. That's why building employee personas and representation groups within the workforce of similar needs, experience and behavior, is so important and collecting the right data can be crucial. Learn in this session how to:

  • Use data to identify the most common pain points
  • Importance of demographic segmentation in your data analysis
  • Use Employee Personas in workforce planning

Lydia Wu

Head of Talent Analytics
Panasonic North America

10:15 am - 10:45 am CASE STUDY: How to Create a Great Hiring Experience Using Talent Analytics

Trevor Teason - Head of Recruiting Analytics, Capital One
It's not a secret that the recruitment process has the highest impact on the revenue and profit margins. We frequently talk about the need for greater candidate experience, but how often do we analyze the losses that occur with a disillusioned candidate and its effect on company branding? Learn how Capital One increased its candidate acceptance rate by 15% using Talent Analytics.


Trevor Teason

Head of Recruiting Analytics
Capital One

10:45 am - 11:15 am Speed Networking Session and Morning Coffee Break

Speed networking is an opportunity for you to quickly and effectively get to know each other and your organizations. Bring your business cards!


In these next sessions, attendees will have the chance to choose one of two separate tracks that are more aligned with your level of maturity

11:15 am - 11:45 am How to Build your Analytics Team and Where to Start

Olivia Lau - Director, Global Compensation & Talent Analytics, Unity
Most of the companies understand where analytics can add value, but not everyone knows how to build an analytics team that would have an impact on your business. How to integrate your data team to your HR team? Learn in this session what do you need to know before you invest in your Analytic Team.

  • Learn how to align your Data Team with business questions
  • How to collect and exercise the data and that can drive HR functions 
  • Data literacy: how to address



Olivia Lau

Director, Global Compensation & Talent Analytics

11:45 am - 12:15 pm How Occupational Segregation Can Improve Workplace Diversity Initiatives

Patrick Boyle - Talent Analytics & Strategy Consultant, Dell Technologies
A function of D&I units is to minimize the barriers people may face when trying to find and obtain work that suits their skills and experience. Barriers can be very subtle, such as "word-of-mouth recruitment". This type of barrier is also referred to as “opportunity hoarding”, and is often overlooked by those who benefit from it. These barriers harm not only employees, but also organizations that are less able to access, retain, and promote the best possible candidates as a result. One of the many ways to spot these barriers is to explore how different demographic groups are spread across occupations and how people might be assisted in or restricted from holding certain roles. 

Learn in this session:
  • How Occupational segregation (OS), the slotting of a primary race- or gender-based groups into particular occupations, can have a harmful effect not only on employees’ income and stability but also on organizational outcomes
  • Measuring occupational segregation will tell us how far we are from that ideal so we can provide a resolution



Patrick Boyle

Talent Analytics & Strategy Consultant
Dell Technologies

12:15 pm - 1:45 pm Discovering and Building Your Workforce Story

Melissa Feigelson PhD - Director People Analytics, Verisk Analytics

Piecing through the foundational elements commonly available to most HR teams – HR leaders can develop themes, insights, and evidence to support their initiatives and drive business success.  Understanding the critical data elements and their connection to HR processes is just the beginning.  Find out how the use of core HR data elements can be built on to grow your own workforce narratives.  Work with Talent Acquisition to plan for future openings; focus HRBPs on the critical segments needed for their respective units; help understand where personnel costs are growing/ need attention are just a few sample narrative starters.  

Melissa Feigelson PhD

Director People Analytics
Verisk Analytics

12:45 pm - 1:45 pm Shared Networking Luncheon with EX Impact

The team building never stops! Hook up with your team members and peers from EX Impact over lunch. Discuss best practices and lessons learnt so far in a friendly, informal environment.
The field of people analytics is booming - there is a huge increase in investment as well. It's not only new software or new tools we have to analyze and store your data. Now we can go as far as to analyze "change in mood" or signs that your employee is looking for a new job. Soon we will also have programs that can analyze conversations and take note of the stress level. With all that developing the main question is: where is the ethical line between being advance and caring about your employees to converting to Big Brother and invading the privacy? What is the difference between employee data and private data? And what about organizational networking analysis if we are talking about social interactions?


David Yang

People Analytics, Predictive Behavioral Analytics expert, Co-Founder


Philip Arkcoll



Jenine Lurie

Service Design and UX Strategy
Humans in Service Design

2:30 pm - 3:00 pm Turning an Analytics Exercise Into Measurable Insights That Impact The Business' Bottom Line

John Lawrence - Senior Data Governance Leader - HR Analytics & Reporting CoE, GE
Adrian Mclaren - Leader - Data and Metrics Team, GE

In this interactive session, you will participate in an discussion regarding strategies for purpose driven data extraction and building business cases by identifying insights that matter.
-          Building analytics to identify the unknown or to confirm/dispel the anecdotes drives a data driven organization
-          Effective engagement and story-telling to gain buy-in vs persuasion; Perfection Paralysis Prevention (PPP)
-          Establishing metric that embrace the red to create a green minded culture
-          Celebrate and advertise wins to grow customer base

John Lawrence

Senior Data Governance Leader - HR Analytics & Reporting CoE


Adrian Mclaren

Leader - Data and Metrics Team

3:00 pm - 3:30 pm Afternoon Networking and Coffee Break

3:30 pm - 4:15 pm How to improve retention and culture using advanced ML technologies. Artificial Neural Networks can detect employee burnout analyzing active and passive data.

David Yang - People Analytics, Predictive Behavioral Analytics expert, Co-Founder,
Detecting burnout in the early stages as a way to prevent potential resignation. Burnout, recently included in the WHO’s International Classification of Diseases as an “occupational phenomenon”, causes an estimated 1 million workers per day call in sick. This data is backed by the poll conducted by Monster, with 61% of respondents claiming stress has been the cause of illness and 46% of respondents missing time at work due to work-related stress. The departure of a skilled employee may jeopardize the company's operations for months and the corresponding costs add up to a two-year salary in hiring, training, and getting a replacement up to speed. Learn in this session:

  • Artificial Intelligence and its role in detecting early signs of burnout
  • Why luck of managerial support is of the most common reasons behind burnout and how to change it
  • How to use Data to recognize signs of an employee’s dissatisfaction


David Yang

People Analytics, Predictive Behavioral Analytics expert, Co-Founder

4:15 pm - 5:00 pm How to Shape Analytics to Build the Better Data Candidate

Jennifer Herman - Senior Director of User Experience for Global Enterprise Technology and Solutions, ADP


Jennifer Herman

Senior Director of User Experience for Global Enterprise Technology and Solutions

5:00 pm - 5:00 pm POST SUMMIT MEET UP

Join us and your peers from EX Impact for our post-conference meet up as we continue the discussions around professional and personal development over dinner and drinks.
*cost of F&B is not included in your ticket price