OPENING REMARKSRob Adams Moderator – Hunt Scanlon Media
The Rising Influence of People AnalyticsMark Arian CEO – Korn Ferry Hay Group Introduction: Alan Guarino Vice Chairman, CEO and Board Services - Korn Ferry
There has been a massive uptick in this rise of people analytics and this has opened up new opportunities for dedicated leadership in the HR analytics field. In this sweeping presentation, you’ll learn why organizations that are more active with HR data analytics are seeing robust results, including being twice as likely to improve their recruiting and leadership pipelines, three times as likely to realize cost or efficiency gains, and 3.5 times more likely to get the right people in the right jobs.
Narrowing the Data Capability GapBeverly Tarulli Ph.D. Vice President, Human Capital Strategy & Workforce Analytics - PepsiCo
PepsiCo introduced its workforce analytics function just five years ago. During that time it has transitioned from data consolidation and basic model-building to practical, outcome-based applications. This revealing session will show how PepsiCo is now using workforce insights to narrow the data capability gap, something that is now fundamentally changing the way companies manage human resources and their businesses. Learn how your company can develop its own evidenced-based talent management tools for today’s increasingly complex workforce.
How Top Corporate Brands Are Approaching People AnalyticsMark Oppenheimer (moderator) CEO, Americas - Marlin Hawk
This preeminent panel of people analytics leaders, led my Mark Oppenheimer, CEO of the Americas region for global leadership advisor Marlin Hawk, will discuss how talent and workforce analytics are impacting global companies today. We’ll dissect leading analytics programs at Pfizer, American Express, IBM and Goldman Sachs.
Global Head, Talent Analytics
Vice President, Human Capital Analytics
Vice President, Talent Solutions & People Analytics
Julie Zide Mandel Ph.D.
Vice President, People Analytics
Using People Analytics to Drive Business PerformanceCarla Arellano Vice President / Global Leader of People Analytics - McKinsey & Company
Most organizations are facing some form of disruption or transformation across digital, analytics, AI, automation, robotics. As a result, the quality of their talent and the ability of these companies to extract the most out of their people is one of the most important levers at their fingertips. In this groundbreaking presentation, you’ll learn how advanced analytics can help organizations drive value – pinpointing what matters across sourcing, hiring, managing, developing and retaining employees. We’ll explore case studies on how advanced analytics can improve talent management and organizational decision-making to impact business outcomes.
Guru Sethupathy, head of people analytics at Capital One, discusses the value of people analytics, and how it can help organizations innovate their talent strategy in an era of rapidly changing skills needs.
How HR Analytics Drive the Agile OrganizationMichael Bazigos Ph.D. Managing Director - Accenture Strategy
By one estimate, organizations that are truly agile – those that act with the greatest velocity & adaptiveness and with sufficient foundation to remain stable – are more than 4 times as likely to be in the top quartile of reported financial results in their industry as those with the lowest agility. It’s not surprising, therefore, that many organizations’ top executives are concerned. But the concept of agility remains only loosely defined, poorly measured, and rarely analyzed. This session will review diagnostic research from Accenture before centering on specific examples of how HR leaders can use data-driven insights to reshape the future workforce, from the use of artificial intelligence (AI) and other technologies that augment people’s capabilities to workforce planning, recruiting and leadership development. By boosting evidence-based decision making throughout the organization, HR can accelerate the journey from insight to action.
Keynote Presentation: The Power of Predictive AnalyticsPeter Fasolo Ph.D. Chief Human Resources Officer (CHRO) - Johnson & Johnson
At most major corporations, it is critical for the head of HR to be an extremely strong strategic and trustworthy adviser to the CEO, the Board of Directors, and senior management. That means not just filling the leadership positions with the current needs of the organization, but being able to look to the future in terms of the new capabilities that large companies will need to compete. In the following Keynote presentation, Johnson & Johnson’s CHRO will discuss the unique relationship between the CEO and CHRO and how that helps to drive a workforce of more than 130,000. Under the microscope: the use of predictive analytics to steer workforce decisions, and how J&J’s investment in data has translated into unprecedented levels of employee engagement and real business results.
Closing RemarksRob Adams Moderator – Hunt Scanlon Media
About the Event
Hunt Scanlon Media is convening 250 HR leaders, talent analytics professionals and executive recruiters at the Harvard Club in New York on April 5, 2018. Our purpose is to explore how companies are rapidly expanding their people analytics programs and the role professional services firms are playing in this massive transformation. It is a billion-dollar business transition at a crossroads. We’ll offer up predictions and ways forward from the best in the field.
‘The Data-Driven Company: How Big Data & Talent Analytics Are Revolutionizing the HR Sector’ will include top representatives from leading companies, including: Carla Arellano, VP global leader of people analytics at McKinsey & Company; Mark Arian, CEO of Korn Ferry Hay Group; Michael Bazigos, senior partner for strategy at Accenture; Tom Stachura, VP talent solutions & people analytics at IBM; Mark Oppenheimer, CEO Americas for Marlin Hawk; Beverly Tarulli, VP human capital strategy & workforce analytics at PepsiCo; Peter Fasolo, CHRO at Johnson & Johnson; Guru Sethupathy, head of people analytics at Capital One; Arun Chidambaram, global head talent analytics at Pfizer; Kate Roach, VP human capital analytics and planning at American Express; and Julie Zide Mandel, VP people analytics at Goldman Sachs.
Come learn why organizations that are highly active in HR data analytics are seeing robust business results – including being twice as likely to improve their recruiting and leadership pipelines and three times as likely to realize cost or efficiency gains. Discover how advanced analytics can improve your talent management and organizational decision-making.
Join our exclusive network of 250 people professionals on April 5, 2018 at the prestigious Harvard Club of New York. Our thought-provoking presentations and Q&A sessions exploring people analytics is a must-attend event. Our formal sessions will include continental breakfast, a mid-morning networking break and a delicious lunch served in the grand Harvard Hall.
Harvard Club of New York City
35 West 44th Street, NY 10036
Tel: (212) 840-6600
Carla Arellano, Vice President / Global Leader of People Analytics - McKinsey & Company
Carla is vice president of McKinsey’s OrgSolutions group, which is an innovation center for new approaches to improving organizational culture, design, talent, and leadership. She has a passion for partnering with leaders to make better decisions around people, organization, and culture driven by data and analytics. As the global leader of the firm’s work in people analytics and people science, she helps companies link talent to value by improving how their talent is hired, developed, and managed. She draws on her experience in finance to help clients use analytical rigor to make data-driven organizational decisions that drive value. Carla works with organizations across a range of industries to increase the efficiency of their processes and significantly improve outcomes, develop and implement corporate strategy, and lead them through transformations such as mergers and acquisitions, turnarounds, and growth plans.
Mark Arian, CEO – Korn Ferry Hay Group
Mark leads Korn Ferry Hay Group, a leader in helping organizations across the globe define their people strategies and achieve their objectives. His specialties include alignment of strategy and human capital programs and organizational culture; merger integration; merger acquisition and divestiture program management; IPOs, restructuring; organizational effectiveness; acculturation (national and organizational culture), total rewards optimization; contingent workforce; leadership team effectiveness; and change management. Previously, Mark served as the managing principal for EY’s people advisory services for financial services. He was also a global practice leader at AON, Towers Watson, and Hewitt Associates.
Michael Bazigos Ph.D., Managing Director – Accenture Strategy
Mike leads the firm’s organization and talent analytics practice globally, where he specializes in providing management counsel on improving organizations’ health and agility for long-term performance by managing by the evidence. He was formerly a vice president with McKinsey & Co., where he led the firm’s OrgSolutions group as an SLT member and served as global head of organizational science. Earlier leadership roles spanned industry and consulting at KPMG, IBM, and PwC. He currently serves on the graduate adjunct faculty of Columbia University’s Organization and Leadership program. His thought leadership appears in articles published in the McKinsey Quarterly, Journal of Leadership Studies, Journal of Organizational Change Management, People + Strategy, Group and Organizational Management, and invited presentations at the Human Capital Analytics conference, annual conferences of the Society of Industrial-Organizational Psychologists, Conference Board, and to senior leaders globally.
Arun Chidambaram, Global Head, Talent Analytics - Pfizer
Arun heads the global HR analytics team at Pfizer where his main area of focus is building and sustaining analytical capability within HR for large global corporations. He has deep experiences in quantitative and visualization methodologies, advanced analytics and research, experimentation and modelling, building collaborative and strong relationships across matrix organizations, and driving key business strategies and organizational change initiatives through workforce insights. He has recently co-authored an article on TLNT titled “The Challenges in building a strong function around People Analytics function.” He has a background in industrial engineering & operations research with 20 years of experience in management, consulting, and human resources in positions of increasing responsibility. Prior to joining Pfizer, he has held several leadership positions at Harley Davidson, Merck, and ESPN.
Peter Fasolo Ph.D., Chief Human Resources Officer (CHRO) – Johnson & Johnson
Peter is EVP and chief human resources officer at Johnson & Johnson. He serves as a member of the company’s Executive Committee, chairs its pension and benefits committee and is a member of the company’s compensation committee. He works closely with the Johnson & Johnson Board of Directors on key succession and compensation strategies. Peter has responsibility for global talent, recruiting, diversity, compensation, benefits, and all aspects of the human resources agenda for Johnson & Johnson. Under his leadership, Johnson & Johnson has fully transformed its approach to human resources strategy and service delivery by establishing a global network of shared services and creating an insights and analytics capability to align its talent and business strategies for innovation and growth. During his tenure, the company has been able to place nearly 80 percent of senior management positions with internal successors, while at the same time filling over 25,000 positions annually with people of diverse, global backgrounds. He is a relentless champion of progressive workforce and labor policies, helping Johnson & Johnson consistently earn recognition as a world-class employer and leader in employee reward, satisfaction and retention.
Peter first joined Johnson & Johnson in 2004 as worldwide vice president of human resources in its Medical Devices segment. He also served as the company’s chief talent officer with responsibility for executive assessment and development. Prior to joining Johnson & Johnson, he spent 13 years with Bristol-Myers Squibb in executive level, human resources roles across business segments and lived and worked outside the U.S. including Paris, France. Peter left Johnson & Johnson in 2007 to join Kohlberg Kravis Roberts & Co. (KKR) as chief talent officer where he worked on operational improvements, top team and board composition, and executive compensation for the North American portfolio of companies owned by the firm. He returned to Johnson & Johnson in 2010.
Alan Guarino, Vice Chairman, CEO and Board Services – Korn Ferry
Alan Guarino brings a unique perspective to Korn Ferry as a former chief executive officer and experienced consultant, working with corporate boards and executive teams to drive business and talent management strategies. Currently, Alan leads major consulting initiatives across industries, with deep expertise in global financial markets, where he is responsible for ensuring that the firm’s largest client relationships have access to the full range of the Korn Ferry’s human capital solutions. In that context, he launched the firm’s Execution Accelerator initiative, helping business leaders better execute their strategies. He also leads senior executive search and C-suite succession assignments for large Fortune 500 companies, as well as cutting edge FinTech companies within capital markets.
Mark Oppenheimer, CEO, Americas - Marlin Hawk
Mark is responsible for evolving Marlin Hawk’s service offering and ensuring that the firm maintains its competitive edge through innovation and excellence. Based in New York, Mark has been the driving force behind the spectacular growth of Marlin Hawk in the Americas. He has become a true ally to many of the biggest companies and best-known brands, acting as a strategic advisory partner as well as completing a host of high profile placements across a diverse range of sectors and functions. His launch of the firm’s market intelligence function has enabled clients to access timely and exclusive information that has transformed their businesses and revolutionized the way they have worked with search firms. Before joining Marlin Hawk in 2006, Mark developed sourcing strategies for leading global consumer businesses.
Kate Roach, Vice President, Human Capital Insights - American Express
As Vice President, Human Capital Insights Kate is responsible for leading HR Analytics for American Express globally, developing and executing the strategic agenda and change management plan to advance HR Analytics for the organization.
Kate joined American Express in 2008 and has since held a variety of roles, leveraging her combined business background and HR experience, strong strategic thinking, and proven ability to drive transformational change to deliver impactful human capital strategies as an HR Business Partner / Chief of Staff and to grow new centers of expertise for the organization, including HR Mergers & Acquisitions, Strategic Workforce Planning, and HR Analytics.
Kate holds an Executive Masters of HR Management (EMHRM) from Cornell University in the United States, a Masters in Business Administration (MBA) from London Business School in the United Kingdom and a Bachelor of Business Administration with Honors (HBA) from the University of Western Ontario in Canada.
Guru Sethupathy Ph.D., Vice President / Head of People Analytics - Capital One
Guru is the Head of People Analytics at Capital One. He leads a team of data analysts/scientists, organizational strategists, and economists to bring cutting-edge research and methodologies to bear on the full-life cycle of people and org-related questions. Recruiting/hiring, attrition, org design and culture, leadership, and D&I are some of the topics his team covers. They are on a descriptive to predictive to causal analytics journey that will hopefully enlighten and transform how we think about human capital development in organizations.
Prior to joining Capital One, Guru spent the previous decade working on human capital topics in academia and consulting. At McKinsey & Co., he helped both private sector clients and educational institutions on their human capital strategy. He has published at McKinsey Global Institute on topics related to the technological change and the future of work. Prior to that, he was an assistant professor of economics at Johns Hopkins University, and his research focused on how globalization and technological change affects productivity, wages, unemployment, inequality, etc.
Tom Stachura, Vice President, Talent Solutions & People Analytics – IBM
Tom Stachura is responsible for IBM’s people analytics function, which applies predictive, prescriptive and cognitive technologies to optimize the IBM workforce and helps IBMers perform at their best. The scope includes execution of the enterprise skill management system across IBM’s global workforce. Tom served as the VP of HR for GBS’s global delivery center organization, which included over 100,000 services professionals in 30 countries. In that HR generalist role, he was responsible for all aspects of HR, including strategy, workforce planning, recruitment, executive and employee compensation, leadership development, succession planning, performance management, sales incentives, employee relations, diversity and mobility. Prior to that he served as the talent director for IBM’s global consulting business where he implemented transformational workforce programs that yielded over $300m in benefits. Tom has authored multiple patents that address workforce optimization using advanced analytics. He has consulted with firms on workforce and talent related topics including: workforce strategy, workforce analytics for strategic impact, skill-based demand and supply management, career plan architecture and labor cost optimization. Tom began his IBM career as a consulting practitioner where he led large-scale strategic change initiatives for Fortune 500 companies with a focus on banking and the insurance industries.
Beverly Tarulli Ph.D., Vice President, Human Capital Strategy & Workforce Analytics – PepsiCo
Beverly’s responsibilities include developing PepsiCo’s global five-year strategy to ensure the right approach to attracting, retaining and developing talent to support business growth and leading the workforce analytics function, which applies advanced analytics to drive human resources solutions that maximize business impact. She has over 25 years of experience as an internal HR professional and as a human capital expert providing service to clients. She has helped organizations improve their talent practices and organizational effectiveness by her work in all aspects of talent development and talent management, including employee selection, training and employee development, performance management, leadership development, organization design, culture change, change management and employee engagement. At PepsiCo, Beverly previously served as HR business partner supporting C-suite executives in global functions providing leadership for all people processes and supporting transformation and capability-building to deliver differentiated innovation, improved productivity and increased business growth. She also lead talent management for PepsiCo’s corporate group, where she created Finance University, the first enterprise-wide functional university at PepsiCo and implemented an award-winning program to improve employee work-life balance called “One Simple Thing.”
Prior to PepsiCo, she worked in client-facing roles with Accenture and internal HR research and development roles at BellSouth (now AT&T). Beverly’s professional interests have been the retention, engagement and progression of women at work, as well as awareness-building and support of STEM capabilities as a key enabler for PepsiCo’s success. She co-led Accenture’s Women’s Leadership Forum and received the Makers@ Award while at PepsiCo, which recognized her work in understanding and advancing women in the workplace. She is the architect of PepsiCo’s women’s strategy, which laid the foundation for several of PepsiCo’s public diversity commitments. In 2014, she co-founded and has served as co-chair of PepsiCo’s STEM Council, whose goal is to have PepsiCo be an employer-of-choice for top STEM talent.
Julie Zide Mandel Ph.D., Vice President, People Analytics – Goldman Sachs
Julie is Vice President of People Analytics at Goldman Sachs. She manages a team of experts in data science and organizational psychology to improve the firm’s HR strategy, processes, and programming. She acts as a subject matter expert and advisor to senior leaders across the firm in areas of recruitment, performance appraisals, mentoring, communications/social media, employee surveys, focus groups, learning and development, as well as a range of other HR activities. Most notably, she led the firm’s recent overhaul of its graduate recruitment process. Prior to joining GS, Julie worked in Survey Analytics at Johnson & Johnson where she managed the global employee survey. She has also worked as an adjunct professor teaching Introduction to I-O Psychology. She received her PhD in applied organizational psychology from Hofstra University, and MA and BA degrees in Psychology from New York University.
Beecher Reagan is the advisor of choice to top consulting firms, corporations, and alternative investment firms seeking guidance and counsel on acquiring current and former consulting leadership.
They also serve clients with researching and identifying professional services acquisition opportunities. The firm’s Partners bring over 40 years of consulting and professional services industry insight and expertise on every engagement. By acting as a trusted advisor to both clients and candidates, they leverage their unparalleled access and deep expertise to build long-standing relationships. These relationships facilitate executive level hires and uncover acquisition opportunities that have an immediate impact on client’s business’ and professionals’ careers. Beecher Reagan has offices in New York, Houston, and San Francisco.
TalentRISE, headquartered in Chicago, provides consultative and highly tailored recruitment solutions to meet an organization’s most pressing talent acquisition challenges. TalentRISE takes a hands-on, partner-led approach, specializes in serving middle market industry innovators, and possesses particular depth in the professional services, banking and financial services, healthcare, technology and consumer/industrial manufacturing sectors.
Avrio AI, Inc. is the leading talent platform that leverages artificial intelligence to help support talent acquisition teams and reduce 35% of hiring workload starting from day 1. Use AI to instantly analyze thousands of candidates, automate the qualification process and deliver richer candidate experiences.
Diversified Search is one of the top 10 retained executive search firms in North America. It has nine offices across the U.S. – in Philadelphia, Atlanta, Chicago, Cleveland, Los Angeles, Miami, New York, San Francisco, and Washington, D.C. and global capabilities in 29 countries as the exclusive U.S. partner of Alto Partners. Diversified Search delivers leadership talent to its clients using a highly collaborative approach to each search assignment, viewing each one through a broad lens. This allows its consultants to consider all issues – including generational, cultural, ethnic, industry, gender and functional – to bring organizations fresh, high-potential candidates.
Greenwich Harbor Partners has over 20 years of executive search experience and a world class network of contacts and relationships. In fact, Greenwich Harbor Partners was named one of Forbes America’s Best Executive Recruiters for 2017. Greenwich Harbor Partners provides senior executive recruiting services in Media, Technology and Digital Transformation. They are passionate about partnering with their clients to find outstanding senior executives with a demonstrated record of producing results.
hrQ’s exclusive focus is helping clients elevate and align their HR strategy to deliver on their organizations’ most critical needs. We do this by providing HR talent to companies for permanent, interim and consulting roles. Through offices in Atlanta, Austin, Dallas, Denver, Houston and San Francisco, and international capabilities with our partner firm Strategic Dimensions in London, we provide an integrated HR talent solution to our clients. We are all about elevated HR – because after all, business is people.
McDermott & Bull is a retained executive search firm headquartered in Irvine, California. The firm serves both public and privately held clients in a variety of industries and functional areas. McDermott & Bull has developed expertise in fields including Technology, Financial Services, Manufacturing, Bio-tech and Life Science, Retail, Professional Services, and others. Some notable clients include Allergan, Advanced Medial Optics, Western Digital, Conexant, Invitrogen, Bausch and Lomb, Black & Decker, Mattel, Boeing, Meggitt PLC, J.F. Shea and Union Bank.
SGA Talent is positioned to assist clients with meeting their ever-changing recruiting requirements. By offering a variety of recruiting options; recruitment research, recruiting, customized competitive intelligence and/or a research/recruiting tool, SGA Talent allows their clients’ the assurance that there is a team ready to assist with a recruiting/sourcing function that requires immediate attention. Since 1989, SGA Talent has been customizing their end-to-end recruiting solutions to create recruiting efficiency, results and doing it all at a cost well below the industry norm.
Succession Partners mission is to help their clients navigate the sea change of disruption and support the transformation of their boards and executive leadership teams to ensure future success. Succession Partners conduct Board, C-Suite, and senior-level executive searches of the highest quality but at significantly lower cost than retained search industry standard fees. The firms full suite of services includes board assessment, transformation, and Director search; C-Suite and senior management executive search; and confidential strategic and proactive organization and succession plan management.
Thank you for your interest in attending our upcoming conference, ‘The Data-Driven Company: How Big Data & Talent Analytics are Revolutionizing the HR Sector,’ to be held on April 5th, 2018 at the renowned Harvard Club of New York City. The full-day event will begin at 8am with continental breakfast, a mid-day luncheon along with seven very exciting presentations by top professionals in the sector. We anticipate well over 250 attendees. Space will go fast so please book your delegate pass early. To purchase your pass and confirm your registration, please click the button below.