To make the best business decisions, leaders need to rely more on intelligence and less on emotion. Talent supply and demand analysis is also an essential component of strategic workforce planning. A talent metrics program and technology will allow tracking, measurement and reporting of a wide variety of performance indicators. Most HR leaders, though, aren’t statisticians and don’t usually come from a finance background. What are the key requirements to design a functional metrics system that can independently and effectively supply and interpret this crucial information? Brad Pearce, Vice President of HR Analytics at Wells Fargo, will discuss and share how to decide which metrics are most important to the business, how to effectively analyze data, decipher trends, and make informed predictions and reporting results to clients and the C-Suite.