December 7 - 9, 2021

Sebastien Girard

SVP, Workforce Engagement Atrium Health

Sebastien Girard joined Atrium Health as Senior Vice President of Workforce Engagement in December 2018. He is responsible for strategic and operational advancement of Atrium Health system employment and labor management strategies, talent acquisition, data analytics, strategic workforce planning, HR compliance, and employment practice development and delivery – including a focus on advancing employee engagement and solidifying Atrium Health as an employer of choice. 

Sebastien’s career spans more than 20 years in overseeing sales, human resources and recruiting teams, profit and loss statement management, and adapting talent acquisition business models to market needs in the staffing and healthcare industries. 

Sebastien previously served as Vice President & Chief Workforce Officer for Parkland Hospital in Dallas, TX. He was responsible for talent acquisition, the implementation of a strategic workforce planning model, labor optimization function and manage the occupational health department for Parkland Health & Hospital System. 

Prior to his work at Parkland Hospital Sebastien was Senior Vice President at Randstad USA, where he oversaw North East U.S. operations. Sebastien also served at Randstad Canada from 2001 to 2010 serving as Executive Vice President in 2009 and 2010. In his tenure, Sebastien spearheaded double digit organic growth year-over-year for seven straight years while maintaining a Canadian Top 50 Best Places to Work status (rank: 12) and Canadian Top 50 Best Places to Work for Women (rank: 5).

Sebastien holds a Master of Business Administration from the Massachusetts Institute of Technology (MIT).

Day One

Tuesday, December 8th, 2020

11:00 AM Strategic Workforce Planning: Upcoming Market Trends and Disruption in HR

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