Agenda - Day 1

• Start your day off right and connect with people analytics leaders.
• Get to know your HR peers and colleagues over a delicious breakfast.
• Source practical tips, discuss best practices, and prepare for the day ahead.

Gain insight into today’s sessions so you can get the most out of your conference experience.

From generative AI to wearables and skill-mapping platforms, emerging technologies are reshaping the way HR operates and the way employees experience work. This session explores where the hype ends, and real impact begins. Take away specific solutions to:

• Explore how AI, machine learning, and emerging platforms are transforming talent acquisition, learning, and workforce insights.
• Address privacy, bias, and ethical AI concerns in the context of Canadian regulations
• Future-proof your function by understanding what HR leaders need to prioritize to stay ahead in a rapidly evolving tech landscape.

Optimize your HR strategies to drive meaningful results in your organization.

Explore how AI is being actively deployed to elevate HR functions, from recruitment to retention, while navigating ethical and operational considerations. Create a roadmap to:

• Examine real-world use cases of AI in recruiting, workforce planning, and employee management.
• Address risks and safeguards to ensure fairness, transparency, and compliance with Canadian AI governance.
• Understand what HR teams need to know before integrating AI tools into their workflows.

Advance your HR capabilities with AI to achieve measurable impact across your organization.

When integrated into a company’s broader data strategy, people analytics drives smarter decision-making, better business outcomes, and a more engaged workforce. Source practical tips to:

• Demonstrate to senior leaders the value of a well-resourced people analytics function.
• Identify key roadblocks to integrating people analytics into decision-making and strategies to overcome them.
• Align your team’s day-to-day objectives with the broader company goals.

Transform your company goals into effective insights to drive company-wide change.

As demand for people insights grows, so does the need for flexible, scalable technology. Take away real-world lessons on designing and implementing people analytics solutions that evolve with organizational needs, without overwhelming teams. Adopt best practices to:

• Explore key considerations when selecting and integrating analytics platforms.
• Support both centralized teams and decentralized users.
• Collaborate with vendors and clients to increase adoption, scalability, and value.

Get guidance on how to scale up your people analytics tech stack.

An effective people analytics team is more than a group of data experts; it’s a strategic partner for the business. Build a high-impact people analytics team at any company size, with the right mix of skills, tools, and governance to drive results. Develop a blueprint to:

• Define essential roles and capabilities to build an effective people analytics team.
• Implement strategies for hiring, upskilling, and structuring your team as it grows.
• Align tools and governance with your team’s maturity and business needs.

Improve your people analytics capabilities by building a versatile team.

Move beyond course completions and satisfaction scores to determine how predictive analytics can assess the real impact of learning programs on performance, mobility, and retention. Adopt best practices to:

• Use predictive models to link learning activities with business outcomes like promotion rates, retention, and productivity.
• Target the right interventions by identifying which programs drive the highest ROI for specific roles or skill gaps.
• Enable data-informed L&D strategies that align with workforce transformation and reskilling goals.

Impact learning outcomes with predictive analytics to improve performance, mobility, and retention.

Go beyond tracking headcounts and unpack how leading organizations in Canada are using people analytics to understand equity in experience, not just representation. Hear how data is being used to surface systemic barriers, inform inclusive policies, and build accountability. Achieve a step-by-step action plan to:

• Move beyond dashboards to analyze inclusion at deeper levels, including experience gaps, advancement disparities, and intersectional outcomes.
• Build equity-aligned KPIs that reflect organizational values and are rooted in Canadian labour realities.
• Amplify underrepresented voices through data, including approaches to engage Indigenous, immigrant, and multilingual populations.

Bolster equity measurement with people analytics to reduce barriers and heighten accountability.

People analytics can be used to empower leaders to shape culture, drive change, and embed values and purpose for lasting impact. Walk away with an action plan on:

• Leveraging people analytics to align strategic decisions with organizational values and future goals.
• Using workforce insights to build resilient cultures, support adaptability, and drive meaningful transformation.
• Translating employee data into initiatives that reinforce purpose, strengthen engagement, and sustain long-term success.

Achieve lasting cultural impact by embedding values and purpose into organizational practices.

As people analytics grows in sophistication, so do the regulatory and ethical responsibilities. Develop your organization’s ability to build robust data governance frameworks that comply with Canadian privacy laws and adapt to varying requirements across jurisdictions. Source practical tips to:

• Design governance policies that scale across international operations.
• Implement strategies for ethical data use, consent, access controls, and employee trust.
• Collaborate with legal, IT, and HR stakeholders to align governance efforts.

Master data governance to ensure compliance and build trust across Canadian and international operations.

People analytics has applications beyond just the HR bubble and learning how to operationalize business-wise. Take away best practices to:

• Highlight the risk of treating people analytics as an “HR-only” tool, rather than integrating it with finance, operations, and strategy.
• Discuss common pitfalls that undermine trust and decision-making, including fragmented data, privacy concerns, and misinterpretation of insights.
• Explore how over-focusing on dashboards and KPIs can obscure actionable insights, unless analytics is tied to organizational outcomes, including cost, productivity, patient experience, or innovation.

Successful people analytics goes beyond HR; it requires cross-functional ownership, ethical stewardship of data, and a clear link to broader business and operational goals.

By integrating people analytics into financial planning, healthcare leaders can optimize workforce utilization, control costs, and improve productivity. Create an action plan by:

• Using analytics to forecast patient volumes and acuity, then model staffing needs to balance labour costs with quality of care.
• Applying people analytics to identify productivity trends, overtime drivers, and turnover risks by turning workforce data into actionable financial insights.
• Evaluating the ROI of workforce strategies (e.g., cross-training, retention programs, scheduling optimization) to reduce hidden costs and improve sustainability.

Implement staffing strategies that directly support both fiscal health and patient outcomes.

Review the key solutions and takeaways from today’s sessions. Source a summary of action points to implement in your work. Discuss tomorrow’s highlights!