In an ultra-competitive healthcare industry and employee market, the need of HR to have a seat at the Executive table and be a true strategic business partner is exponential.

The biggest opportunity for many HR departments is the capability to predict the upcoming trends, technologies and disruption and act today on the needs of tomorrow. Understanding macroeconomics and socio demographic trends and building a robust strategic workforce planning department will help address this gap and ensure that communities continue to receive quality care.

Key takeaways:

• The current micro economics trends and what will be the impact on the future of HR
• The most predominant upcoming market macroeconomics and socio demographic trends in the next 3 to 5 years
• Define the Experience Economy and the necessary evolution from an employee engagement to an employee experience philosophy
• How to build an efficient Strategic Workforce Planning function
• Covering potential disrupters and new technologies in HR related to the employment market

Sebastien Girard

SVP, Workforce Engagement
Atrium Health

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As the long tail of 2020 market disruptions unfolds, the understanding of how displaced workers approach their next steps may become a key strategic insight. Hear and discuss the results of our survey of workers displaced by COVID19 and the plans for their careers. We will also consider the skills they may bring that can overlap with non-adjacent industries more than some hiring managers expect.

• Hear about original research with workers displaced by COVID19.
• Learn how displaced workers see their next steps.
• Hear about how skill overlaps can be analyzed as a tool to help locate great workers in overlooked sectors.

Sponsored by: SNHU - Southern New Hampshire University

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Matt Krebs, Ph.D.

Director of Learner Experience Insight
SNHU

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No matter how prepared you think you are, or how many off sites and meetings your organization spends curating well thought out strategies - in the end - s**t that you didn’t plan for becomes a reality. The year 2020 was a year of the unexpected, the dreaded, and the surprising. The result of this much disruption in such a short period of time was the rise of several key shifts in the way we approach work, shifts that would likely, in any other time period, take years to take hold. Some of these shifts include:

• From Certain to Uncertain
• From Company centric to Employee centric
• From Sick days to Wellness
• From Equal to Equitable
• From Control to Trust
• From Experts to Crowds

These shifts have a momentum of their own, a forward motion that is powerful enough to induce lasting change. 

Join Dessalen Wood, Chief People Officer at Thoughtexchange, to discuss how these shifts are impacting how we approach the workplace of the future. We will dig into the implications of these shifts, and how leaning into these new work paradigms can turn these outdated caterpillars of our past into the butterflies of our future.

Dessalen Wood

Chief People Officer
Thoughtexchange

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Connect with your HR community from around the globe! To get started, click the "Networking" tab to the left of your screen. You will then be able to message or video chat with others who are attending this event live!

Shifting to a wholly remote environment has been the challenge of 2020 and as we all settle into the realization that remote work will likely continue into 2021, companies are discovering that it could be a major source of growth.  

First, there’s no guarantee everyone will go back to the office. Companies may only need 34 percent of the office space they had before, and this reduced dependence on real estate could indicate financial savings. Another perk for companies is the recent normalization of global team syncs via videoconference.  

Because of this, companies no longer need to hire people in commutable distance of the office, allowing for greater diversity. Operating virtually provides an opportunity to build diverse teams and strengthen your company’s probabilities of success. However, it’s important to know where to start and have a trusted partner to guide you through the global hiring landscape. 

Since efficiencies for both employees and companies have been found in 2020, hiring wherever the talent is should be top of mind for HR teams. International teams generate operational excellence, greater revenue, expanded brand awareness, and allow diversification for businesses. Globalization Partners will present its 2020 study on international, remote teams and how to reap the rewards of global expansion.

Key Themes:

·        Understand how companies can open the door to a major source of growth. 

·        Come away with optimism: We’ll discuss efficiencies found, thanks to 2020’s shift to home offices. 

·        Learn from the best: We’ll share strategies companies are employing to operate virtually and grow internationally. 

·        Identify the top 4 countries for international expansion in 2021, according to global executives surveyed in September 2020. 

Sponsored by: Globalization Partners

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Debbie Millin

COO
Globalization Partners

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Emily Boynton

Vice President, Human Resource
Globalization Partners

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Remote work has shown benefits for productivity, employee satisfaction and safety, but it’s becoming clear that employees also feel something is missing. The ability to create, to workshop ideas, to have open conversation is not as easy to facilitate in online environments, a factor that can stifle innovation if not mitigated.

To create spaces for employees solve problems, create new and innovative products and to facilitate an environment where employees and the organization can adapt, leadership has to cultivate a space where that can occur. In this session, we’ll look at methods to do this in virtual environments and how organizations can continue to be the best version of themselves in a pandemic.

Key takeaways include:

• Understand how remote work impacts innovation
• Identify and overcome roadblocks to collaborative virtual environments
• Improve the organization’s ability to adapt and innovate in any setting. 

Michael Arena

Chief Talent Officer
Amazon Web Services

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More than 65 million workers in the American workforce are from the Millennial and ‘Gen Z’ generations. With these two generations being the newest groups in the labor force, it’s important for leaders and organizations to understand the background, priorities, and aspirations of these two groups.

It is pivotal to the health of an organization to create environments where newer generations can thrive and use their unique talents to bring their authentic selves to work. In this talk we will explore ways for organizations and leaders to lean into their workforces in ways that are new, innovative, and are mutually beneficial to the individual and the company.

As they are tomorrow’s leaders, we must engage this audience more than ever before. The unique path of this group can help unlock exciting new solutions.

Key Takeaways:

• Understand the newest generations in the workforce and how best to motivate and retain them.
• Create retention tactics that helps organizations keep Millennials and Gen Z engaged in the workplace.
• Develop an understanding for why certain characteristics are attached to the reputation of these generations.
• Learn ways to unlock the potential of this group.

Charles Abramo

SR. Director of Human Resources
Whole Foods

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