Zachary Love

Director, Head of Enterprise Workforce Analytics

Dr. Zach Love is the Head of Workforce Analytics at TIAA. He earned his Bachelor’s degree in Psychology from The University of North Carolina at Chapel Hill, Master’s degree in Industrial-Organizational (I-O) Psychology from East Carolina University, and Doctoral degree in Occupational Health Psychology (OHP) from East Carolina University.

Zach serves as the Head of Enterprise Workforce Analytics at TIAA. His team delivers data-driven insights that enable effective decisions across the employee life cycle at TIAA via conducting a variety of people analytics projects and human capital reporting. For example, Zach provides analytical expertise on matters such as pay equity, employee engagement, personnel selection and workforce planning to help (1) mitigate risk, (2) improve revenue, and (3) reduce cost across the enterprise.

Zach is a proponent of work-life balance and enjoys spending time with his wife, family, friends, and dog. He is also an avid musician who sings and plays piano/keyboard in a small acoustic band called Baby Got Zach. Additionally, Zach is a sports fanatic who watches and participates in a variety of individual and team sports such as football, basketball, and golf. Finally, Zach enjoys traveling with his wife, mentoring youth in his community, and volunteering with TIAA Serves locally in Charlotte, NC.

Husband, son, brother, grandson, uncle, friend, and dog parent. I-O psychologist, musician, athlete, sports fanatic, teacher, coach, and traveler.


All Sessions by Zachary Love

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Day 1: Sep 15, 2020

11:05 am

11:05 am

PA Power Panel

Gain Key Insights to Improve your Data on Employee Diversity and Build a Culture of Inclusion

While most organizations recognize the benefits of having a diverse workforce, collecting data on employees to measure and foster diversity remains challenging.  Bolster your efforts toward establishing a diverse and inclusive workforce by hearing how others have approached the collection of relevant data.  Source practical tips to help you:

  • Create consistency in what information is considered personal across your organization and across cultures
  • Gain employee trust so employees feel comfortable voluntarily disclosing sensitive personal information
  • Ensure that criteria and Key Performance Indicators used for hiring and promotion decisions are bias-free

Get actionable insights to improve the data collection that supports employee diversity

Day 2: Sep 16, 2020