Goodbye HR, Hello People

A flexible approach to the future of HR

14th March 2019 | The Brewery | London

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Agenda

07:30 - 08:45

Breakfast and Registration

08:45 - 08:50

Welcome from Daniel Cave, Managing Editor - HR Grapevine

08:50 - 09:50

Session One: How to build culture for today that can adapt for tomorrow?

Session hosted by Helen Rosethorn, Partner, Prophet & Tony Fross, Partner, Prophet

The world of work is changing. Shifting workforce demographics and technological advances are revolutionising the worker-employer relationship. In this world, HR has an essential part to play in building a culture that aligns an organisation to its people, providing the structures and narratives that underpin the employee experience.

Insights in this session include:

  • How to transform and futureproof your company culture whilst sticking to core organisational values
  • What it takes to meet employee expectations during the age of experiential careers, corporate social responsibility and global mindset.
  • The importance of aligning customer expectations and organisational culture to drive business growth.
  • Where to use data to drive improvement in key business areas and manage staff through organisational change.
Tess Smillie

Tess Smillie

VP People Team, UK&I and Europe, Samsung Ltd

Samsung Ltd
Vickie Gooch

Vickie Gooch

Director of HR,
Sainsbury's

<br>Sainsbury's
Jessica Clarke

Jessica Clarke

Head of Leadership and Talent, EMEA, Bloomberg

Bloomberg
Angela Williams

Angela Williams

People Director,
British Airways

<br>British Airways

09:50 - 10:05

Table Debate

Discuss all the insights and ideas from our first session. What have you discovered that can practically benefit your organisation and your people?

10:05 - 11:05

Session Two: How can HR put people first in the machine age?

Session hosted by Richard Doherty, Senior Director Product Marketing EMEA, Workday

Robotics, automation, augmented reality and AI – business change is increasingly driven by technology. In this digital age, HR has a vital role to play in ensuring that organisations are powered by people that are ready, willing and able to embrace each new iteration of work.

Insights in this session include:

  • In what areas technology can make a difference for your people and how to help them fully embrace the futuristic workplace.
  • How to implement software and automation which improves recruitment without risking the candidate experience.
  • What ‘big data’ can do for the people function; where it can help HR to think critically; and in which ways can it improve employee’s work life.
  • How apps and ‘consumerisation’ can focus the people function on the employee experience.
Jo Davis

Jo Davis

Group HR Director,
Mitie

<br>Mitie
Siobhan Thomas

Siobhan Thomas

Global Talent Acquisition Director, InterContinental Hotels Group

InterContinental Hotels Group
Zoe Walters

Zoe Walters

People Director,
Condé Nast International

<br>Condé Nast International
Claire Sherwin

Claire Sherwin

Employee Experience Digital Programme Manager, Vodafone

Vodafone
Catalina Schveninger

Catalina Schveninger

Group Head of Learning,
Vodafone

<br>Vodafone
Chris Murray

Chris Murray

Global HR Transformation & Technology Consulting Leader, PwC

PwC

11:15 - 11:45

Coffee and Networking Break

12:00 - 13:00

Session Three: How can HR lead during change and transformation?

Session hosted by JC Townend, Chief Executive UK & Ireland, Lee Hecht Harrison

The contemporary workplace is in flux with new structures and patterns of working, and new legislation and skillsets, disrupting the traditional practises. Yet, in this time of change, people are still the most important part of every organisation - with HR at the head of them. With individuals at the heart of most current work, HR will have to be proactive in ensuring new patterns of working are influenced by their voice for the benefit of both employees and the bottom line.

Insights in this session include:

  • Why mentoring and communication are crucial for ensuring that everyone can navigate the changing landscape of work.
  • How HR can roadmap and secure buy-in for new structures and hierarchies during times of business and organisational transformation.
  • Changing business needs means that HR has to become a more commercial function whilst maintaining values – how does it do this?
  • How can HR lead during change, become inquisitive, and challenge set ideas?
Kathy Allison

Kathy Allison

Global People Director,
FitFlop

<br>FitFlop
Jason Fowler

Jason Fowler

HR Director,
Fujitsu UK & Ireland

<br>Fujitsu UK & Ireland
Kate Moughtin

Kate Moughtin

HR Director,
Barclays

<br>Barclays
David Jones

David Jones

Head of Leadership, Learning, Talent and Culture,
Barclays

<br>Barclays
Liz Lacovara

Liz Lacovara

Global Director Demand Capabilities,
Mars

<br>Mars

13:00 - 13:15

Table Debates

Discuss all the insights and ideas from our morning sessions. How will you balance technological change and employee experience?

13:15 - 14:00

Lunch and Networking

14:00 - 14:30

Insight Sessions

Please click on each breakout session for more details.
  • Career Path Transparency and the link to Workforce Skills Forecasting

    Michael Moran

    Michael Moran

    Chief Executive & Founder,
    10Eighty

    <br>10Eighty
    Jessica Towicz

    Jessica Towicz

    Careers Solutions Consultant & Organisational Psychologist,
    Fuel50

    <br>Fuel50

    In this session, we will share research from a study of best in class Career Engagement practices. It will outline how organizations can deliver the career path transparency that all employees are demanding today, while rapidly changing, competitive landscapes are requiring that businesses provide accurate skills forecasts and that employees are given the transparency to start to develop skills to meet future workforce demands.

  • Life After Appraisals: A new performance model

    Stuart Hearn

    Stuart Hearn

    Founder & CEO,
    Clear Review

    <br>Clear Review

    There’s been a huge amount of coverage in the HR literature about the death of traditional annual appraisals. But still questions remain for HR and Talent leaders.

    What are we going to replace them with? What are the implications for our reward and talent processes? How will we get managers to buy in to a more regular developmental approach?

    After helping over 150+ organisations make the transition to continous conversations and feedback, this interactive session gets into the nuts and bolts of both the challenges and solutions. We’ll explore:

    • A Way Forward: Introducing a practical framework for performance improvement that works

    • Common Concerns: Ratings, reward and will managers really engage?

    • Case Studies: How Clydesdale & Yorkshire Banking Group (and others) successfully ditched appraisals and achieved a highly engaged performance culture

    • Technology: What is the new role of technology in a post-appraisal world

  • Transformational Partnerships - Levy case studies from industry leaders

    James Kelly

    James Kelly

    Corporate Development Director,
    Corndel

    <br>Corndel

    Corndel work with businesses to help them maximise the value they drive from their Apprenticeship Levy.

    In this session we share case studies of organisations strategically investing over a million pounds of their Levy a year in tailored people development initiatives. The breakout session looks at programmes that:

    • Build data analytics capability across an organisation - sharing examples from M&S, Société Générale and Unilever

    • Develop leaders and managers through personalised one-to-one coaching – sharing examples from ASDA, UBS and Wates

    The session explores what makes a great Apprenticeship Levy funded programme.

14:45 - 15:00

Coffee and Dessert

15:15 - 16:15

Session Four: How will you build a future-proof talent pipeline?

Session hosted by Bev White, Chief Executive Officer, Gi Group

Talent sourcing is changing too. Recruitment and resourcing functions must engage with a society which sees itself as more meritocratic – one that increasingly ignores gender, identity and ethnicity as precluding factors to hiring and is aware of compliance and the employer brand.

Insights in this session include:

  • How to build a diverse talent pipeline designed to meet business need at every level or seniority.
  • Why a well-built pipeline benefits both your brand and your bottom line.
  • Choosing between different talent and training pathways, such as degree qualifications, and understanding different options now available.
  • How to understand different mindsets of assessing and testing talent and to know which one is right for your culture.
Nancy Lengthorn

Nancy Lengthorn

Head of Diversity, Inclusion and
Future Talent, MediaCom

MediaCom
Wendy MacDonald

Wendy MacDonald

HR Director, UK & Ireland,
AkzoNobel

<br>AkzoNobel
Jon Hull

Jon Hull

Head of Resourcing Delivery,
Nationwide

<br>Nationwide
Syreeta Brown

Syreeta Brown

Managing Director, Head of Global Recruitment Strategy & Programs, Citi

Citi

16:15 - 18:00

Cocktails and Networking

HR Grapevine Live 2019 is a CPD accredited event, so attendance will count towards your continuing professional development. Book your place now

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Join other HR and Talent Management professionals for a day of active learning.

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