Feb 26-28, 2020 l Orlando, Florida 

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 & Engagement, Panasonic USA
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 & Engagement
Panasonic USA

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


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

Track One

11:15 am - 11:45 am How to Build your Analytics Team and Where to Start
Olivia Lau - Director, Global Compensation & Talent Analytics, Unify
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

Track Two

11:15 am - 11:45 am 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

11:45 am - 12:15 pm Topic Modeling in Reviews Abstract to Improve Your Performance Rates

Aaron Rodriguez - People Analytics Analyst, Wayfair
For many functions in HR, some of the most valuable information that is collected comes from written text. However, while it is incredibly beneficial, it is notoriously difficult to analyze at scale. In this presentation, Aaron will walk through one of the most powerful methods of analyzing text, topic modeling, and how it was used in the context of performance reviews to better understand the skills and behaviors that have historically driven top performance at Wayfair.


Aaron Rodriguez

People Analytics Analyst

12:15 pm - 12:45 pm How to Upskill Your Leadership Using the Data

Courtney McMahon - Former – Head of Head of People Analytics, AIG
Learning is a contact process, but what if you could take your best high-performance team, analyze how they work and why they are successful and apply this data to design developing project for your leadership? Courtney will show the result of this 3 years journey and will share her best tips.


Courtney McMahon

Former – Head of Head of People Analytics

12:45 pm - 1:45 pm Lunch and Networking Break

1:45 pm - 2:30 pm DISCUSSION PANEL: The Future of People Analytics or Submitting to the Dark Side

David Yang - People Analytics, Predictive Behavioral Analytics expert, Co-Founder, Yva.ai
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

2:30 pm - 3:00 pm How to Shape Analytics to Build the Better Data Candidate (Live-stream)

Hiring is one of the crucial processes in the employee lifecycle. There is a direct link of how well the new hire fits in to the company’s culture and responds to the company’s needs to the business outcome. Workforce Analytics and Big Data playing an important role in this process. Building the candidate persona based on data analysis can improve diversity and inclusion, create more productive teams and help to build a better company. In this session, we will learn how American Express approaches to this process.

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

3:30 pm - 4:00 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, Yva.ai
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

4:00 pm - 4:30 pm Learning Curve: How to Build Compensation & Incentive Programs

Compensation is one of the biggest expense for organizations which is why it is a critical component in the decision-making process. Data analytic platforms can provide insightful data based on employee and market information. A savvy HR analyst can look at competitor data along with creating incentive programs to attract and retain the best talent. In this session, you will hear a case study on how HR was able to bring in the best candidates.

4:30 pm - 5:00 pm People Analytics: Building Talent Mobility

Every year the talent market is more and more competitive. How a company have to look not only for the external market but try to develop an internal one. Absurd of this situation is that often it's easier to find a job outside, than inside your own company. In this session, we will see, how data can strategically facilitate the data for internal talent market and create a new job pool.

5:00 pm - 5:00 pm Closing Remarks from Conference Chairman and End of Conference