Wednesday, November 4, 2015
Chairman’s Welcome and Opening Remarks
For Monsanto all roads lead to a global way of thinking--the company recruits talent in 550 locations across 66 countries. For the VP of Global Talent Acquisition, Melissa Harper, the global function needs three major pieces: recruiting, operations and centers of excellence – working in integration with the business. While the talent acquisition function is increasingly centralized, it must also remain flexible and agile to adopt to local needs.
In this keynote address, you’ll learn:
- Hear how to always scan the competitive landscape.
- How to build a global infrastructure, and balance a “glocal” culture (global and local relevance)
- Deep dive into the successes of shifting from transactional TA “recruiters” to TA as “talent advisors”
With today’s war for talent still raging on so many fronts, it’s no longer about where the talent is, how you reach it or how you engage. It’s all the above and a whole lot more. During this informative session, Brad will share his secret sauce on what makes his talent acquisition team rock with the best of them. With a vision for change and strategic actions, Brad continues to push into new directions for recruiting excellence.
In this keynote presentation, you’ll learn
- How implementing cutting edge recruitment systems create the foundation.
- How to create a talent acquisition echo system that allows for fast global adaptation.
- How to customize your recruitment strategy locally. What you really need to localize!
As the name implies, International Paper Company has a large global presence, with operations in 24 countries. After the implementation of a global HRIS and ATS system, they were able to strengthen their recruiting and workforce planning processes to leverage having a full suite of analytical and sourcing tools that support the overall talent management strategy. In this session, you’ll learn how their holistic strategy and processes coupled with their predictive analytics, enables International Paper to hire and retain the best talent in local markets around the world.
In this session you will learn:
- How to start with the global strategy
- Why you should integrate…everything
- How to implement your strategy, region by region
Learn how REI implemented recruiting and onboarding technology to simplify and automate the process for retail hiring in three months. You’ll see a simple application process, tools that are mobile enabled for hiring managers to review talent and a completely automated onboarding process. These same tools could be used in any quick, high volume and/or regionally dispersed hiring initiatives.
Are you outmanned and outgunned in the war for talent? So are we, I thought I would share a renewed approach. At Inuit, we are on a journey to re-imagine acquisition and inspire talent.
Over the last 15 years, TripAdvisor has grown from its original .com site to 45 sites in 28 languages, with over 100 unique user contributions generated every minute. With 2900 employees generating $1.25 billion, you’d imagine that TripAdvisor must be a well-oiled hiring machine. However, TripAdvisor was misaligned globally on who and how they hired. In this keynote, Lori Russo, Head of Global Talent Acquisition at TripAdvisor, shares how this Boston-based brand is retelling its story and rebuilding processes for global attraction.
In this keynote, you will learn:
- How TripAdvisor reinvented their hiring culture.
- How they aligned the employer brand to the business strategy.
- What are the key elements of their employer brand global roadmap.
- How the laws of attraction differ from the local, national and global markets.
Technology has changed the way we identify, attract and pursue talent, but is it making it any easier to meet the growing demands of your clients? In this session, workforce innovator Tracy Ferry reveals her approach to walking the tightrope between creativity and productivity. She’ll share her successes and lessons learned through launching a social employee referral platform, creating and releasing three talent communities and other innovative approaches to talent supply.
You will learn:
· How to get creative with sourcing channels
· How to identify the solutions that are right for you
· Tactical methods for implementing new strategies
The foundation of talent acquisition is to align resources to business needs to fill positions. But if you are struggling to fill specialized roles that are integral to your company’s success, the same old recruitment and workforce practices won’t yield different results. It is time to harness new people practices and engage untapped talent pools. The CEO of talent-connector Mindfield will discuss with talent acquisition leaders from two very different firms—Solar City and Herbalife—their experiences and techniques in filling technical and high-volume positions during periods of high growth.
You will learn from this discussion:
- How to streamline the process to improve efficiency and talent quality.
- How to make your local recruitment brand as magnetic as possible.
- How to efficiently broadcast positions to attract the right talent.
- How to build trust with new communities.
- How to use data to make better hiring decisions to make sure you are bringing the right skills into your organizations.
Pitney Bowes powers billions of transactions across the world of commerce. To enable those transactions, Vice President of Global Talent Acquisition, Greg Karanastasis oversees approximately 4000 hires worldwide across digital commerce, software, location intelligence and shipping/mailing solution verticals. To deliver on their people profit chain, Greg has a structured approach to executive staffing, lateral recruitment, campus, internal mobility and recruiting operations. Greg will dive into the India recruiting operations and how that has grown and flourished over the last 5 years.
You will learn:
- What are the best practices in the people profit chain?
- What is the strategy to global corporate assimilation?
- How to grow a recruiting function in India, successes and surprises.
Welcome Networking Reception
Thursday, November 5, 2015
Chairman’s Welcome and Opening Remarks
The Walt Disney Company: Adapting a Legacy of Excellence to a Global Talent Pool
The Walt Disney Company is known for creating transformative entertainment experiences and extraordinary products for fans across the globe. In order to deliver these best-in-class experiences that its many guests and consumers have come to expect, Disney must stay relevant to its audiences while remaining true to its values. Senior Vice President of Human Resources and Diversity and Inclusion for Walt Disney Parks and Resorts and Head of Talent Acquisition for The Walt Disney Company, Julie Hodges will share how Disney adapts its strategies for attracting and keeping talent across 45 regions and multiple lines of business while maintaining a consistent standard of excellence.
In this keynote presentation, you will learn about:
- Disney’s “Attract and Engage” approach with prospective candidates.
- How Disney adapts its recruiting strategies across a diversity of regions and businesses, including ESPN in Bristol, CT, Parks & Resorts in Shanghai, The Walt Disney Studios in Burbank, and Disney Consumer Products and Interactive Media in Glendale and Palo Alto, CA.
- Implementing a regional, consumer-like approach for prospective and current employees.
Skilled talent is a scarce resource, particularly when expanding global operations. When it comes to recruiting across borders, a global strategy needs a shared vision of success among organization stakeholders to stimulate new growth opportunities and achieve success. BioPharma Bristol-Myers Squibb employs 23,000 people globally with R&D sites in Connecticut, New Jersey, Belgium, Tokyo and India. Recently they decided to revamp their talent acquisition process that enabled better, faster global hiring. Head of Talent Acquisition Jenny Gizzi and Head of Global Operations, Talent Acquisition Eileen Kovalsky will share how they rolled out a global talent strategy to strengthen the global brand, expand the talent pool and support standardized, cost-efficient processes and better candidate experiences.
In this joint keynote, you will learn:
- How to build global talent acquisition operations supported by global leadership.
- How to leverage technology to deliver a consistent brand and candidate experience across all areas of operations and locals.
- How to implement the right recruiting model to ensure hiring processes result in an effective, seamless talent acquisition function.
- What to manage locally in the hiring process—sourcing, screening, compliance.
- How to embedded innovation into your talent framework.
Strategic workforce planning is now a business imperative; and as the HR transformation continues to evolve, gaining executive leadership “buy in” and linking to the talent acquisition process is crucial. In this panel, panelist will discuss how the tools and techniques fundamental to strategic workforce planning can be applied in the talent acquisition process to help recruiters identify the strategic issues, provide additional proactive guidance to the business and attract more of the “right” talent to win in the short as well as the long term.
In this panel discussion, you will learn
- The role strategic workforce planning will play in the evolution of HR transformation in 2016.
- Why organizations need to reevaluate their current workforce segmentation approach so you can focus on the impact of strategic organizational roles.
- How company’s can effectively expand globally with a robust workforce planning strategy in place.
- Strategies for effective partnering—with business leaders and HR peers.
Where are the women? Fidelity’s Asset Management Division sees a gap in female diversity and seeks to close it. After extensive research and audience discovery work, Fidelity uncovered that the issue goes beyond recruitment efforts, and starts with the culture surrounding young women.
In this session, VP of Talent Management, Jill O’Connell will share a multi-pronged approach that will include a high school summit, a national competition, and an ambassador program. This program will ensure that females at participating high schools keep their options open to a career in financial services, and specifically, that they see Fidelity and the Asset Management division as a potential employer of choice.
In this session, you will learn:
· How do you define the characteristics of Generation Z, especially woman, domestically and abroad.
· What are the primary attractors of this generation?
· How Fidelity is approaching this future talent pool.
· Any early success of the “Employer of Choice” program.
At Earls Restaurants, every partner (their term for employee) starts to learn about how to be a leader at Earls within their first week. Because over 80% of the company is operated by millennials, it’s critical that their people brand reflects an environment of transparency, mastery and purposeful leaders. People are at the heart of the culture of Earls as they are in the people business every day. To ensure sustained success, the people operations department at Earls research, study, learn and reflect on what can be done to create happiness in the lives of our guests, partners and suppliers. With 65 restaurants in Canada, Earls recently moved into the US market opening restaurants in Washington, Colorado, Massachusetts, and Florida.
This journey to become an employer of choice in the local market did not happen overnight. Earls People Operations department set a mandate to amplify their people brand through their people brand. In lieu of hiring an army of recruiters, or enlisting their Marketing department to devise a campaign, the People Operations team created a partner advocacy program to invite their partners to share the “inside scoop” of working at Earls.
Join us for this presentation by the leader of this unique team, Brenda Rigney, Vice President, People Operations at Earls as she delves into the strategic effort to revitalize their people brand throughout an entire industry and across borders.
You will learn:
- Starting points to consider when mobilizing a people brand in your organization.
- Steps toward the transformation and transfiguration the role of HR and hiring managers with your people brand.
- How to integrate social recruiting solutions to support a pervasive people & leadership culture.
- How social recruiting methods differ from one market to the next.
Informational technology research and advisory firm Gartner is growing by 10-15% annually. To keep pace with the growth, the talent acquisition team doubled down on the employee referral channel. Hear the success they had in the US and then how they localized the referral program for Japan.
In this keynote, you will learn:
- How to empower your employees to become recruiters.
- How to tie your employer branding and employee referral efforts together to produce results in both channels.
- How to customize a referral program in Japan.
Over the next 20 years, immigrants and the children of immigrants will account for 85% of the growth in the U.S. workforce. In addition, proposed immigration reform could mean that more professional, mid-level, foreign educated workers will be our workforce than ever before. Is your organization aware of the large population of foreign educated workers that already exists in the U.S. with permanent work authorization? Does it know how to evaluate foreign degrees and experience? Do your recruiting practices and diversity and inclusion policies incorporate/include New Americans?
Managing Director of Upwardly Global Anne Kirwan will share research, thoughts and anecdotes about this untapped labor market. She’ll share insights into the 1.8 million immigrants in the U.S. who are college-educated but unemployed or under-employed. She’ll provide practices and policies that can enable your organization to tap into this talent pool. Finally, she'll share thoughts on immigration policies that will affect your future hiring strategies.
In this keynote, you will:
- Gain a deeper understanding of the existing population of foreign educated, work-authorized candidates and how to reach this talent pool
- Evaluate your organization's current level of cultural competency and the effectiveness of your diversity and inclusion policies
- Develop strategies and systems to more effectively evaluate foreign experience and degrees