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Day 1

Registration & Breakfast

Chairperson Introduction

Chirag Padalia Director, Workforce Strategy & Analytics Aurora Health Care

Using Workforce Analytics to Enable Key Business Decisions

There are different levels of workforce analytics that can help support the right business outcomes for an organization. Depending on investment and maturity level of the organization, the type of analytics that would be relevant can vary. Extremely sophisticated analytics and tools are not the only way to be able to drive positive outcomes for the organization. This case study highlights an example of generating significant value for an organization with some basic/mid level analytics in Excel. 

Amit Chowdhary Vice President, Workforce Planning, Analytics and Operation Visa

Creating a Workforce Analytic Capability in an Environment of Constrained Resources

With the increased access to workforce data, organizations recognize the need to build a strong analytic capability to capitalize on potential insights to drive key human capital decisions. However, within the current operating environment, private sector organizations and federal agencies need to adopt leaner postures and do more with less. Over the past few years, NASA has built its workforce analytic capability despite resource constraints.  In this presentation, Mr. Chesley will explain some innovative methods NASA has used to increase its capability without expending additional resources.Read the speaker interview.

Stephen Chesley Senior Workforce Planning Specialist NASA

Leveraging Advanced Analytics to Create a Sustainable Nursing Workforce Strategy

In this joint presentation, our speakers will share
how they used advanced workforce analytics in conjunction with robust
collaboration between Nursing Operations, Workforce Analytics, Finance, and
HRBPs to create a robust framework to determine staffing needs and improve drivers
of employee turnover and patient experience.
You will learn:

The journey into developing a mature workforce planning function at
Wisconsin’s largest private employer
How to identify staffing needs through predictive analytics to
ensure appropriate caregivers are available through organizational changes
and growth
How to utilize predictive & prescriptive analytics to
understand key drivers of employee turnover and clinical outcomes and
employ retention and engagement strategies
How to integrate workforce planning models and predictive analytics
in a standardized manner in budget forecasts for robust planning

Chirag Padalia Director, Workforce Strategy & Analytics Aurora Health Care
Mary Beth Kingston Chief Nursing Officer Aurora Health Care

An Introduction to Practice

Practice is a patented, multi-step learning methodology and interactive video platform that was developed through consecutive National Science Foundation research grants to scale training and skill development. Created by educators, the key components of the Practice platform mimic the most effective face-to-face instruction: deliberate practice, peer interaction, self-reflection, and coaching. Practice is used by Fortune 50 companies, leading higher education institutions, and prominent hospitals and healthcare systems to build confidence and competence, achieve individual and collective excellence, and to cultivate a culture of feedback.

John Graham VP, Regional Sales Practice

Coffee Break

HR Analytics Journey at Aon

How Aon HR has prioritized People Analytics to position HR to play a strategic role in accelerating business growth; a key priority for the firm. Internal HR at Aon has partnered with the commercial Aon Hewitt business to demonstrate the role People Analytics can play in providing business leaders with insights that allow for better business and people decisions.

Brian Wiemhoff Global HR Data, Metrics & Analytics Leader Aon

Workforce Insights Journey: Starting From Scratch at Ball Corporation

It’s such an exciting opportunity when you are presented with a blank canvas and asked to paint a beautiful image of Workforce Analytics in a successful company.
Where do you start? What are some things you need to do? What pitfalls do you need to watch out for?
And the biggest question of all…
How do you bring others to get as excited or ambitious you are about analytics?
I would love to share my story and my experiences through this journey…..

Soumya Bonantaya Senior Workforce Planning Analyst Ball Corporation

Experimenting on Recruiting Efficiency with Airbnb People Analytics

In order to understand and optimize the Airbnb interview process, the Data Science People Analytics team built descriptive reporting and defined the operational metrics for the recruiting team. This surfaced the most impactful opportunities for improvement, and we worked with Recruiting to experiment and make changes. Further, our metrics allowed us to quantify the impact of ongoing experimentation with our process, driving significant improvements. Using the previously defined metrics, we were able to measure the how those changes did, or didn’t, improve the recruiting process.

Belinda Bennett Data Scientist, People Analytics Airbnb


Open Sourced Workforce Analytics: A Live Demonstration of Tools and Techniques for Predictive Modeling

The ability to leverage free open sourced technologies has become a
critical part of gaining an effective workforce analytics capability. 
During this session, Jason will present several project case studies, the
algorithms applied, and the free open sourced software programs used. The
project case studies will also address the following predictive modeling
Visualizing the impact of important patterns to drive action
Make predictions as accurately as possible
Interactive machine learning

Jason will also provide demonstrations of the free open sourced software programs throughout this session using sample data.

Jason Noriega Diversity Analytics Team Lead Chevron

Economic Mobility Within Organizations and What a Monetary Comparative Reveals

People most commonly rely on their employment to achieve advancement. So it is important to reflect on the factors that support ones career trajectory up the economic ladder. It is also necessary to assess whether or not an organization is delivering on such a promise to the workforce (its key stakeholder).
This session outlines a monetary comparative that offers a clearer picture of what segments of the workforce are experiencing. In turn you’ll be better positioned to further the Economic Mobility conversation and fashion the changes needed to refine HR deliverables for the betterment of the workforce and the community.

Vivan Thomas Director, Workforce Strategy & Analytics Carolinas HealthCare System

The Analytics Eatery

The rapid expansion of people analytics capabilities in companies has brought a trove of how-to tutorials, software solutions, and vendors offering tools that attempt to predict employee behavior and important employee events. Rosy pictures of accuracy and business use cases are painted all over the internet about these solutions—but as data scientists we must remain skeptical about their uses and possibilities.
Bennet’s presentation will focus on the limits and possibilities of predictive analytics with people data—based off of the learnings of Pfizer’s HR Analytics function. He will also discuss the “now-what” of predictive analytics: explaining predictive data to an HRBP and developing actionable recommendations upon them.

Meghan Rowles Manager, HR Advanced Analytics Pfizer

Coffee Break

Using Social Science to Reframe the Solution

Social science research is an untapped resource that workforce analytics teams can use to build leading edge people programs from the ground up in a fast moving complex world. Yet, many analytical shops are still built to do analytics that pinpoint problems, rather than use social science research to build integrated solutions that drive organizations forward. For example, is identifying skills and skill-gaps enough? Today, using a cloud based application, it is easier than ever to build digital solutions that operate at the intersection between people, strategy, technology, and purpose. To show this, an example aligning skill identification and development, strategy, and employee motivation will be used. The sooner leading social science research can be applied using technology, the better.

Derrick McIver Assistant Professor Western Michigan University

Partnering With Human Resources to Drive Cultural Change Using Workforce Analytics

Coming soon...

Annette Blount Senior Manager, Workforce Analytics & Global Reporting Wyndham Destinations

Networking Drinks

Day 2

Registration & Breakfast

Chairperson Introduction

Jeremy Welland, Ph.D Global Head, People Analytics PayPal

Using Data Insights to Increase Retention

Turnover is a costly expense for many organizations. With the loss of talent comes not only replacement recruitment expenses, but also intangible losses in employee morale, customer service and knowledge of the business. Understanding employee turnover is more than just knowing a turnover rate – it involves the integration of multiple data sources to paint an accurate picture of who is leaving and why. Hear about the comprehensive approach that Nestle Waters North America, the leading healthy hydration company, takes to understand employee turnover, guide insight-driven decisions that enhance the employee experience and ultimately increase retention. 

Deep Litt Projects Lead, People Analytics & Insights Nestle Waters

The Five P's of People Analytics

Robert Lanning, drawing on his 30-plus years of applied analytics experience, will provide an energetic presentation concerning the Five P's of People Analytics:

1.The Product
2.The Plan
3.The People
4.The Production
5.The Publicity

This is a great session for those who are new to People Analytics as well as those who in the middle of deploying their organization’s People Analytics function.Read Robert's interview

Robert Lanning People Resources: Analytics, Insights, and Research Andeavor

Coffee Break

Empowering Teams With Self-Service People Analytics

Every analyst can recall times when they were overloaded with ad-hoc requests for data, limiting their capacity to work on more interesting, higher-impact projects. In this presentation, Dropbox’s People Analytics team will discuss how they tackled this challenge by creating self-service dashboards that allow users to generate insights based on their unique business needs. Specifically, the team will review the following: 
The business case for moving to self-service HR & Recruiting analytics
How to optimize dashboards so users can focus on relevant information quickly
How self-service tools can lead to better insights and ultimately better decisions 
Examples of the team’s most frequently used dashboards
Challenges of self-service analytics and lessons learned

David Gainsboro People Data Analyst Dropbox
Scott Walker People Data Analyst Dropbox

Panel: The Journey to Predictive Analytics

This panel, aimed at stimulating discussing within companies who are migrating from traditional reporting activities to using predictive analytics on talent data, workforce planning etc to gain insight into internal operations. It will encourage open conversation with the audience and discuss common challenges and where to start when doing this type of analysis. Read the speaker's interview.

Faranak Raissi Senior Director, Integrated talent Management Gap


How to Use Workforce Planning and Analytics to Build a Productive and Efficient Workforce

What you will learn:
The business case for using Workforce Planning and Analytics to drive company performance
Building blocks of effective Workforce Planning and Analytics
Understanding the relationship between business drivers and workforce metrics
Statistical techniques to correlate business drivers with workforce requirements
Step-by-Step guide for building a high-impact workforce and analytics plan

Ross Sparkman Head of Strategic Workforce Planning Workplace by Facebook

Painting the People Picture: Data Visualizations to Empower and Enlighten

Among many benefits, a proper visualization can identify key people trends to accelerate the business it serves. With visualizations, we draw our viewers to the data.  Through starting with the overarching organizational priorities, this tactile outline will demonstrate different data visualization techniques, how to modify your views for the audience, and building out a story to empower change. Attendees will walk away with solutions on different ways to visualize data and an in-depth understanding on how to tell those stories Read Jade's full interview

Jade L Peters-Votava Senior Lead, Workforce Analytics TransUnion

Natural Language Processing and Prediction in HR Analytics

As HR functions become more and more data-driven, they should be increasingly open to new datasets, and more, new types of datasets.  Text data is one such example, yet it tends to go largely untapped at many companies.  Michael Gethers, a data scientist on Salesforce's People Analytics team, will discuss the many innovative opportunities that exist within the world of natural language processing as it relates to HR analytics.Read the speaker's interview.

Michael Gethers Data Scientist Salesforce

End of Summit