How Big Data & Talent Analytics are Revolutionizing the HR Sector

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.