Workforce Planning Conference 2010

Lacey All leads the Strategic Initiatives Team function at Starbucks Coffee Co. which includes strategic workforce planning, global employer brand and sourcing initiatives teams for Starbucks Coffee Co.

Lacey began the workforce planning function in 2006 and drives both operational and strategic workforce planning to help enable better business decisions by connecting and directing workforce management activities and decision making.  The strategic workforce planning team conducts research and analysis to support workforce planning and is responsible for developing market, business and financial modeling for talent forecasting in addition to the formulation of strategic workforce plans for individual roles and business units. 

In addition to the workforce planning team Lacey leads the employer branding team and strategic sourcing teams.  Lacey is responsible for the global employment value proposition (EVP) and employment brand campaign and oversees talent acquisition channels, Internet tools, social media and web 2.0  platforms (e.g Facebook, Twitter, Linkedin, SEM/SEO, mobile) with a laser focus on ROI for recruiting and diversity initiatives.  Lacey has also established global sourcing processes across the business as well as lead the effort around business-line sourcing frameworks and candidate segment specific outreach efforts.

Lacey has held a variety of positions within Starbucks including roles within the retail, operations and partner resources organizations.  Lacey also serves as the founding President of the Starbucks Pride Alliance Partner Network and sits on the Board of Directors for the Human Rights Campaign.

Tana leads Talent Management efforts such as succession planning, workforce planning, talent acquisition, and performance management. Prior to joining Devon, Tana held organizational development and generalist roles in the oil and gas, retail, wholesale, and tourism industries.

Paul was recently named SHRM, HR Staffing and Development reporting to John Lynch, SVP HR.  This "HR for HR" responsibility will also include working very closely with the Executive Development team with focus on all aspects of leadership development and succession planning.

After working as an organization development consultant from 1988 to 1993, Paul joined GE's Human Resources Leadership Program as a HR Specialist, and in 1994 became the HR Manager for Lighting's Wiring Devices business in Warwick, Rhode Island.  In 1996, he was appointed to Manager Organization & Staffing for Lighting in Cleveland, Ohio and in 1997 became the HR Manager for the Quartz business.  In 1998 Paul was promoted to HR Manager, Technology and then in 1999 to HR Manager, Consumer Service for GE Appliances in Louisville, Kentucky.  From 2000 to 2002 Paul joined the Corporate Human Resources team in Fairfield, Connecticut as Manager, Executive Development. Most recently, Paul led HR for the Oil & Gas (a $9B, 13,000+ employee global business) based in Florence, Italy from 2002 to 2008.

Paul was born in Fairfield, Connecticut and graduated from American University in Washington, DC with a B.S. Degree in Business Administration. He received a MS Degree in Organization Development and Strategic Planning from the University of Houston.

Paul has also had extensive Community engagement experience. Some of his activities included:

• Board Member, Music & Arts Center for the Handicapped, Bridgeport, Connecticut 1988-1991
• Board Member, Red Cross, Fairfield County, Connecticut 1989-1991
• Elfun Chapter President, Cleveland, Ohio 1994-1995
• Board Member, Chance School, Louisville, Kentucky 1998-2000
• Board Member, International School of Florence 2004-2008

Gary Fulmore is the Senior Manager for Workforce Planning at EPCOR, a Canadian municipally-owned company which builds, owns and operates electrical transmission and distribution networks, water and wastewater treatment facilities, and related infrastructure.  As part of a corporate shared service, he is responsible for providing support for workforce planning and operations management across the different business units.  Since joining EPCOR in 1979 he has worked in several functions involving maintenance, work planning, inventory management, training, business services, human resources and operations management.  He is an electrical engineering technologist and journeyman power electrician who graduated from the Northern Alberta Institute of Technology.  He has recently completed his Masters of Business Administration.

Karen Jensen is Senior Director HR Planning & Performance for Rogers Communications Inc. 

Ms. Jensen works closely with the senior HR leadership team at Rogers to set the HR business plan and functional objectives. Her responsibilities include budgeting, reporting, PMO, guidance and direction on all HR planning and performance related matters.

In a career spanning more than 20 years Ms. Jensen has served in senior leadership and corporate administration roles within the HR, Finance and Technology fields in the telecommunications and computer services industry.  Karen has experience with technology and Enterprise Resource Planning system implementation within Rogers in the late 90s implementing PeopleSoft HR & Payroll and an automated time & attendance system. Prior to that Karen held a number of progressive finance positions at Rogers and IBM including managing a shared financial operations centre.

Karen holds a Master of Business Administration degree, as well as a Bachelor of Commerce degree.

Brian Kelly serves as President of North America, overseeing all of Infohrm's operations in the United States and Canada and continuing to build Infohrm's presence in the marketplace. Before assuming this role, Brian led the business development team, driving awareness of Infohrm services and expanding our membership base throughout North America. Prior to joining Infohrm, Brian served as the Managing Director of DoubleStar. Brian holds a Bachelor of Arts in history from Boston College. Brian has recently been a speaker at industry conferences/seminars including The Saratoga Institute, Balanced Scorecard Collaborative and The Conference Board on the topics of "Human Capital Measurement" and "Best Practices in Workforce Analytics".

Tracey O'Pray leads the workforce planning team for the multi-billion dollar Santos/PETRONAS Gladstone Liquefied Natural Gas (GLNG) project in Queensland Australia.  The GLNG Project is the first integrated large scale CSG to LNG development anywhere in the world. Her role as Human Resources Business Partner sees her providing strategic advice to the senior leadership team on all facets of the human resources discipline including leadership and workforce capability, organisational effectiveness, talent management, learning and development, employee relations, remuneration and benefits and resourcing. In the last 12 months Tracey has focused on developing a strategic workforce plan for the GLNG Project against the backdrop of a highly competitive labour market in the Australian Energy, Resources and Construction sector.

Before joining Santos, Tracey held Human Resources positions across various industries including Mining and Engineering, Manufacturing and Warehousing, Retail and Hospitality.  Tracey holds a Bachelor of Business (Human Resources and Marketing) and is a member of the Australia Human Resources Institute.

William J.T. (Bill) Strahan serves as Senior Vice President of Compensation and Benefits at Comcast. Bill leads our compensation and benefits teams across the country to ensure that these programs are competitive, aligned with Comcast's business objectives, and further our commitment to making Comcast a great place to work.

Bill has responsibility for all compensation and benefit programs within Comcast, working with our top executives to set strategy and providing programs that are aligned with that strategy. His group also oversees compensation and benefit plan administration and manages relationships with our benefit vendors. His responsibilities also include management of HR Operations at Comcast Headquarters, including our Self-Service Human Capital Management System, our Employee Service Center, and other enabling technologies. 

Bill has over 25 years of HR experience-as an HR leader in other large corporations, as a partner in a large global consulting firm, and as a practicing attorney in the area of compensation and benefits.

He began his career with Macy's Department Stores, then Riggs National Bank, where his experience spanned recruiting, compensation, benefits, and employee relations work. Next, he joined Muldoon, Murphy & Faucette, a Washington, D.C. law firm specializing in financial institutions, where he practiced law in the area of compensation and benefits-mostly in the context of mergers and acquisitions and in initial public offerings.

For nine years, Bill worked at Mercer HR Consulting, the country's and world's largest HR consulting firm. Bill was the Office Head in Philadelphia, the firm's second-largest US office and a Worldwide Partner. His area of personal consulting expertise was in Executive Compensation. His client list included numerous Fortune 25, 50 and 100 companies.

Bill holds a B.A. from Villanova University; a Certificate in Employee Benefit Administration from Georgetown University; and a Juris Doctorate from the George Mason University School of Law. His writings have been published in numerous books, articles, and speeches. Bill serves as Adjunct Professor at Villanova University for the M.S. in Human Resources.

Along with his wife and two sons, Bill resides in Drexel Hill, Pennsylvania. He serves on the Board of Directors of The Reinvestment Fund, a leading community development fund, and on the Board of Trustees of Holy Child Academy in Drexel Hill. Bill is also on the board of the Cable Telecommunications HR Association.

Dr. Mary Young leads The Conference Board's program of research on Strategic Workforce Planning (SWP) and has been a major contributor to The Board's mature workforce research.  Trained in organizational behavior and organizational development, she has studied strategic workforce planning's emergence and evolution as a business process in more than 70 companies.  Drawing upon skills as a long-time journalist, she has completed 20 in-depth case studies describing how companies implement SWP and presented her research findings at scores of corporate meetings in the United States, Canada, Mexico, Asia Pacific and Europe. 

Her research on SWP is available in four research reports from The Conference Board: Strategic Workforce Planning in Global Organizations (January 2010), Implementing Strategic Workforce Planning (2009), Gray Skies, Silver Linings (2007), and Strategic Workforce Planning (2006).

Young's research on human resource issues has been cited in the New York Times, the Wall Street Journal, Financial Times, USA Today, Time, Business Week, and National Public Radio's "Morning Edition."  With more than 20 years experience in organizational research, she  has produced studies for the Center for Organizational Research, the Human Resources Policy Institute, the Work/Family Roundtable, the National League for Nursing, the International Association for Public Management-Human Resources, the American Public Power Association and the Canadian Broadcasting Corporation.

She received her doctorate in organizational behavior from Boston University's Graduate School of Management.  She earned a M.Ed. in organizational development at the University of Massachusetts at Amherst and a B.A. in English from Case Western Reserve University.