Agenda - Day 2

Building an effective People Analytics function requires more than a team of talented people.  Learn from our experience to advance your own practice through guiding principles, strong partners, relentless prioritization and adopting a product-mindset.

• Define guiding principles to drive decisions
• Partner to develop and promote a strong data culture
• Prioritize and productize to democratize insights

Build a sustainable People Analytics function that can adapt to your business needs

Leveraging the opportunities provided by Covid to reevaluate its leadership development programs and priorities, Wolseley Canada has significantly refined its approach to developing future-ready leadership talent. Combining, then validating performance, potential, and succession planning data, Wolseley now knows exactly which leaders should be targeted for core development, targeted investment, and over-investment.

• Achieving consistency through standardized models, tools, and methodology
• Building a data pipeline that enables decision making
• Prioritizing the investment of leadership development dollars and opportunities

Discover Thought-Provoking Ideas to Drive your Performance.

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

1. Leadership and Culture (VIP Roundtable)
2. Talent Acquistion & Learning Development Analytics
3. Employee Lifecycle Feed Back and Measurements
4. Monitoring Employee Health and Wellbeing
5. Creating High Performance Teams & Organizations
6. People Data Accessibility and Management

• Browse through different sponsor booths and test drive new technology.
• Enter your name for a chance to win exciting prizes.
• Take advantage of event-specific offers and special content.

By embarking on an Employee Value Proposition (EVP), Lawrie Insurance Group is proactively responding to changing market conditions as we continue to navigate the tight labour market.  We are committed to building a framework to build a holistic approach to the employee journey and elevate our internal and external brand so we can differentiate ourselves from our competitors and retain our amazing talent.

• Considered the most prominent feedback collected through research to gain insight into how we create a meaningful employee journey
• Focused on the key 2-3 themes team members value most – “What’s unique about working here?”
• Created key elements and messaging in a way that is sustainable and credible and allows us to continue building that meaningful journey

Shopify recently announced Flex Comp (https://shopify.engineering/building-flex-comp), our new approach to compensation that puts product thinking at the forefront of how Shopify employees (a.k.a Shopifolk) get paid. Flex Comp gives Shopify employees the ability to choose how they want to allocate their total reward between base salary, Restricted Stock Units (RSUs), and Stock Options today, with new features like Shop Cash in the future.

This was an extremely cross functional build, with collaboration between product/design/engineering/data/HR – and of course our People Analytics team – all the way up to the CEO himself. To accomplish this, we needed to leverage many strategic bets we placed on our data infrastructure (dating back to our People Analytics’ team inception 5 years ago). This session will walk through Shopify’s opinionated approach to People Analytics which enables modern company engineering use cases like the Flex Comp we shipped and future ones like workforce planning.

Understanding how our organization will change in future allows us to plan for the right workforce and targeted engagement actions towards their needs to support the future business plans. In this context, analyzing data on employee engagement, satisfaction, and retention can help us identify factors that contribute to employee happiness and well-being. These insights can be leveraged to inform decisions on how to improve these factors, and design more effective rewards and recognition programs.

In this session we will see how Kraft Heinz is leveraging data and technology to learn from the past while also solving for the future using Predictive Analytics models to create a more engaging workplace for employees. We will see some use cases of using analytics to translate business strategy into talent strategy and include people insight into guiding rewards and wellbeing.

Since the onset of the pandemic, Northumberland Hills Hospital (NHH), like other healthcare organizations across Canada, has faced critical challenges with Health Human Resources (HHR).  The ability to maintain a fully staffed, empowered, and engaged workforce is no longer a small feat! Over the last couple of years, the pressures have become more evident as noted in dwindling people metrics particularly in the areas of recruitment, turnover, sickness absence and performance, to mention a few. This session will provide useful insights into some of the tactics deployed by NHH to mitigate HHR pressures by creating and fostering a culture of inclusive engagement through nimble and innovative people strategies.