Agenda - Day 2

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

Great analytics are useless if no one uses them. Explore how to embed data into everyday HR decisions by engaging the people who matter most — HR business partners and leaders. Learn how to bridge the gap between insight and action through storytelling, trust-building, and behavioural nudges. Develop a blueprint to:

• Discover practical ways to upskill HR business partners and boost data confidence.
• Learn how to use storytelling and context to make data meaningful.
• Explore change management strategies to drive adoption and long-term impact.

Achieve stronger alignment between analytics and decision-making across your organization to improve outcomes and build long-term value.

As generative AI transforms the analytics landscape, HR must navigate a fast-moving frontier with care. Discover how to harness AI responsibly for people analytics, balancing innovation with transparency, ethics, and employee trust. Master the success factors to:

• Understanding emerging AI regulations in Canada and their implications for HR.
• Learning best practices for algorithmic transparency and ethical data use.
• Exploring how to co-create AI solutions with the workforce to build trust and relevance.

Advance the future of people analytics by integrating responsible AI practices that balance innovation, ethics, and long-term organizational trust.

Anticipating leadership gaps is critical for sustained success, especially in industries facing an ageing workforce. Discover how predictive analytics can forecast leadership readiness, enabling proactive succession planning across sectors like natural resources, education, and healthcare in Canada. Walk away with an action plan on:

• How to identify when and where leadership gaps will emerge.
• Ways to assess internal readiness and development needs.
• Strategies for leveraging data-driven insights to strengthen succession plans.

Improve succession planning by building a leadership pipeline equipped to address future workforce demands.

Take a deep dive down the innovation rabbit hole in one of our roundtable discussions. Share common challenges and best practices with your people analytics peers on a topic of your choosing:

1. Data Governance: Ensures data is accurate, secure, and consistently managed across the organization.
2. Predictive Analytics: Using historical and real-time data to forecast future outcomes and trends.
3. Talent Acquisition: Attracting, recruiting, and hiring the right talent to meet business needs.
4. Employee Engagement: Building strategies to improve employee motivation, satisfaction, and commitment.
5. Diversity & Inclusion: Promoting a workplace culture that values, respects, and leverages differences.
6. Leadership Development: Equip current and future leaders with skills to drive organizational success.
7. Data Literacy: Develop employees’ ability to understand, interpret, and use data effectively in decision-making.
8. Change Management: Provide structured approaches to help individuals and organizations adapt to transformation.

Building a strong people analytics function requires more than just data, it demands the right mix of technology, talent, and governance. Design a modern people-data stack that balances powerful tools with skilled teams and ethical responsibility. Take away specific solutions to:

• Explore how to evaluate and integrate platforms across your HR tech ecosystem.
• Understand the key roles and capabilities required on a high-performing people analytics team.
• Embed trust through strong data governance, transparency, and ethical practices

Optimize your people analytics function to deliver reliable insights while maintaining ethical standards and trust.

Organizational shifts can significantly impact employee engagement, but how can leaders anticipate those effects? . Source insights to:

• Learn to model engagement impacts of organizational changes like restructures and mergers.
• Use scenario testing to inform proactive change management strategies.
• Align engagement projections with broader workforce planning initiatives.

Introduce modelling techniques to forecast engagement trends in response to major changes, helping HR teams plan smarter.

Creating a data-driven organization requires more than tools; it demands a shift in mindset. Build practical strategies to overcome skepticism and foster a culture where curiosity and data-informed decision-making thrive. Source your plan of action by:

• Identifying common sources of resistance to data adoption.
• Learning techniques to inspire curiosity and engagement with data across teams.
• Exploring leadership’s role in modelling and reinforcing data-driven behaviours.

Amplify a data-driven culture by equipping teams and leaders to embrace curiosity and informed decision-making.

Review the key solutions and takeaways from the conference. Source a summary of action points to implement in your work.