RegisteR today! Call 1.800.474.4829 • Fax 1.800.474.4829 • www.infonex.ca

Gaining the Competitive Edge!

March 28 – 29, 2017 • Toronto, Ontario

PredictiveHR Analytics

Use Data Analytics to Add Value to Your OrganizationGet buy-in from the executive suite Discover how to make best use of the data you already have Learn how to speed up the evolution of HR analytics in your organizationEstablish connections with the relevant teams See what the deliverables look likeFind out how to move from reporting to predictingBuild a strong effective HR analytics team Develop strategic questions you want the data to answerRealize meaningful connections and patterns in your dataTransform data into visual pictures of highly relevant business informationUse what you discover to improve HR functions in your organization

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youR FacultyHeaR FRom expeRienced leadeRs

anthony Spagnolo Associate Vice-President, HR Data, Analytics and Reportingtd Bank gRoup

Jean-Baptiste audrerieExecutive Advisor, Canada and CaribbeaniBm kenexa /Watson talent/Watson WoRkspace

Rebecca Kapogiannis, Manager, Talent Recruitment and Engagement3m canada

John Steele, Senior Manager, Human Capital AnalyticsBest Buy

Roger Bloesz, Senior Workforce Analyst, HRIS and CompensationaRceloRmittal doFasco

Carolyn Hill-FotouhiWorkforce Analytics Consultant, meRck & co. inc.

Bonnie Freedman, Counsel,BoRden ladneR geRvais llp

Tanu Dixit Senior Manager, HR Advanced AnalyticspFizeR

anna Filice, Director, HR Systems and Operationscity oF Hamilton

FeaTuRing THeSe inTeRaCTive, CaSe STuDieS:Moving from reporting to predictive analytics at Pfizer

How Best Buy uses quick wins to establish credibility

Leveraging data-based insights at 3M and arcelorMittal Dofasco

Data visualization and presentation at the City of Hamilton

Applying your analysis to maximize your contribution at Merck

gOlD level SPOnSOR: PReSenTeD BY:

David laheyFounder and PresidentpRedictive success coRpoRation

Register now! • Call 1.800.474.4829 • email: register@infonex.ca • www.infonex.ca

DAy One PROgRAM AgenDA: TuesDAy, MARcH 28, 2017

7:30 – 8:30 Registration and continental Breakfast

8:30 – 8:45

Welcome and Opening Remarks from the chairSteven Karan, Director, Talent Systems and Analytics, Deloitte

8:45 – 9:45

Where Do you stand on the continuum of HR Analytics users?

• Who’s taken the plunge, who’s hesitating and why the reluctance?• What the executive suite expects from HR today• Why now is the time: how to ready yourself and your organization

9:45 – 10:45

From Basic Reporting to Predictive Analytics at PfizerTanu Dixit, Senior Manager, HR Advanced Analytics, Global

Workforce Intelligence, Pfizer Inc.• Talent analytics evolution within HR in general and at Pfizer in particular• Guiding principles that facilitate the evolution: - business knowledge - team structure and composition - analytics methodology - consulting style - stakeholder buy-in - internal/external partnerships - technology investment - analytics capability development • Service offerings: showcasing the deliverables

Tanu Dixit, is the Advanced Analytics lead for the R&D, Strategy, Portfolio & Commercial Operations, Medical and HR business units and the Americas region at Pfizer Inc. She partners closely with COEs, HR Business partners and HR Technology groups to research business hypothesis in connection to the

workforce that promote data driven decisions and expand the state of advanced analytics across Pfizer HR. Formerly, Tanu was part of the Workforce Analytics team at Merck.

11:00 – 12:00

establishing credibility with Quick Wins John Steele, Senior Manager, Human Capital Analytics, Best Buy• Identifying and solving opportunities outside of HR• Exploiting dark data• Raising the competence and confidence of your (HR) partners • Contributing to HR business cases and budgeting• Automagically improving processes and understanding

Dr. John Steele leads a team of data scientists to drive data-driven talent decisions. Specifically, his team has enterprise responsibility for everyday employee engagement including the annual Employee Engagement survey, pre-employment selection assessments, performance management tables,

360-degree feedback, exit surveys, HR reporting and analytics, and adhoc surveys.

1:00 – 2:00

Visualizing and Presentation at city of Hamilton: storytelling for success!Anna Filice, Director, HR Systems and Operations, City of

Hamilton Zachary Nichol, HR Metrics Analyst, Human Resources, City of

Hamilton • Importance of visualization to communicate business information

• How to transform data into a visual picture conveying business information• Telling the talent story to those with no analytics background• Why good storytelling is essential

Anna Filice works strategically with fellow members of the the City of Hamil-tons's HR Leadership team. She is responsible for leadership of HR technol-ogy systems, HR analytics, total rewards, administration and service delivery transformation. Prior to her position with the City, Anna was the manager of

HR Shared Services at a Canadian manufacturing organization.

Zachary Nichol is responsible for arming the business and HR team with data-driven insights through analytics to identify critical HR priorities and drive optimal decisions about our people. He ensures that relevant, actionable and insightful metrics and trends are identified and reported accordingly, serving as the technical liaison for HR data/information. He is also responsible for ensuring that HR information is presented ac-curately, consistently and in a clear, concise, and business-relevant manner.

2:15 – 3:15

Predictive Analytics Today, cognitive Analytics TomorrowJean-Baptiste Audrerie, Executive Advisor, Canada and

Caribbean, IBM Kenexa/Watson Talent/Watson Workspace• How technological change has generated new practices• How new cognitive capabilities are transforming business and HR depart-

ments for better talent acquisition, leadership development, career or employee engagement.

• How HR leaders can generate actionable insights with cognitive computing• How, powered by artificial intelligence, HR explores dynamically huge sets of

data to find patterns, categories and models.• Obtaining data visualizations and significant correlations from structured and

unstructured data to optimize processes and to influence strategic decisions

Jean-Baptiste Audrerie, MPs, MBA, has been an organizational psychologist and tal-ent consultant for 20 years, and helps accelerate HR leaders' digital transformations. His expertise includes HR marketing, talent and leadership assessments, leadership development and people analytics for a smarter workforce. He consults with leaders to combine behavioral science, new digital capacities and cognitive technologies to promote business competitive advantage and social innovation.

3:15 – 4:00

using the Data you Already Have to Maximum AdvantageRebecca Kapogiannis, Manager, Talent Recruitment and

Engagement, 3M CanadaRoger Bloesz, Senior Workforce Analyst, HRIS and

Compensation, ArcelorMittal Dofasco• What can you get from HRIS systems, social media, labour and other statistics• How to organize and collect the data so it is meaningful• Bringing new and important data-based insights to management • Working on business issues: engagement, recruitment, talent management,

workforce planning, impact of attrition, source of hire, payroll analysis• Use of surveys for predictive value

Rebecca Kapogiannis is responsible for leading and executing 3M Canada’s recruitment strategy, employee engagement activities, as well as diversity and inclusion initiatives across the organization. Rebecca has received certifica-tions in marketing, communications, management, and is currently working

towards her CHRP designation. She is an active member of the London Middlesex Immigrant Employment Centre (LMIEC) Governance Council and the Conference Board of Canada’s Council on Inclusive Work Environments.

Prior to joining ArcelorMittal Dofasco, Roger Bloesz worked for a year as a Research Assistant at Queens Park for the Forecasting Division of the Minis-try of Treasury and Economics. After obtaining his MBA from York University he began a long career at a large Mutual Fund Company, where he spent

several years as a Business Analyst in the Operations and Call Centre area. Since 2010, Roger has been involved in HR related metrics and analytics. He spent 2 years working in the HR department of a large toy manufacturer.

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Predictive HR Analytics March 28 – 29, 2017TOROnTO, OnTARiO

networking Break10:45 – 11:00

Luncheon Break12:00 – 1:00

networking Break2:00 – 2:15

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Register now! • Call 1.800.474.4829 • email: register@infonex.ca • www.infonex.ca

DAy TWO PROgRAM AgenDA: WeDnesDAy, MARcH 29, 2017

7:30 – 8:30 continental Breakfast

8:30 – 8:45

Opening Remarks from the chairSteven Karan, Director, Talent Systems and Analytics, Deloitte

8:45 – 9:45

Analytics for effective Training for successful succes-sion PlanningDavid Lahey, Founder and President, Predictive Success

Corporation• Creating a data-driven people plan• Improving evaluation systems to identify top talent• Pinpointing your biggest staffing risks• Insights on where to focus your training and recruiting budget

David Lahey has been specializing in leadership development, talent acquisi-tion, change management and productivity improvement for over 25 years across a variety of industries. He is an executive coach and consultant to 28% of Canada's Best Managed Companies. David was previously with Microsoft

as a member of the Microsoft President's Club and their Circle of Excellence for North America. He currently coaches, consults and facilitates training sessions focusing on finding and hiring top talent, building high performing teams and more effective leaders, managing organizational change, influencing productivity, and driving sales performance.

9:45 – 10:45

Retaining critical Talent

• Predicting retention and high performance in critical roles• Deep dive studies into trading and sales job families • What actions do study findings suggest?

11:00 – 12:00

Leveraging existing Analyses: Talent Acquisition at MerckCarolyn Hill-Fotouhi, Workforce Analytics Consultant, Merck &

Co. Inc. • Leverage existing dashboard: use what you have produced• Identify hypotheses based on dashboard results • Do the results align with expectations? Are there problem areas? Areas of

best practice• Using segmented data you have to identify areas of best practice and oppor-

tunity• Bringing in other data to reveal more of the picture• Taking action based on results • Are there "easy" actions that can be taken to modify results?• Considering additional data or primary data collection

Carolyn Hill-Fotouhi has 28 years of experience in strategic performance measurement, organizational assessment, and strategy services. She began her professional career as a Research Associate at Human Resources Re-search Organization (HumRRO) where she gathered data for the US Army's

Project Alpha/Career Force. Carolyn is currently part of the Workforce Analytics and Planning (WFA&P) group at Merck & Co., Inc. The group consists of five con-sultants and four senior specialists who provide analytic support for Merck’s business lines as well as the HR Centers of Expertise (CoEs).

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Predictive HR Analytics March 28 – 29, 2017TOROnTO, OnTARiO

networking Break10:45 – 11:30

Luncheon Break12:00 – 1:00

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1:00 – 2:00

seven Pitfalls to Avoid for successful implementationSteven Karan, Director, Talent Systems and Analytics, Deloitte • How to avoid being overwhelmed when developing and implementing HR

predictive analytics: keeping it manageable• Prevent common myths, misconceptions and mistakes from impeding your

progress• Concrete actions to increase your organization’s chances of success • Strategies to employ to overcome hurdles and barriers

Steven Karan is an HR analytics and HR technology leader with 10+ years of experi-ence transforming HR information solutions and capabilities. In a span of three years, he increased Deloitte's internal HR reporting capabilities three levels, from operational reporting to predictive analytics. Including the implementation of workforce model-ling and planning capabilities. Steven is also an evangelist for HR analytics in Canada, committed to developing and fostering future talent and helping Canadian organization breakdown the myths and misconceptions of implementing predictive HR analytics

2:15 – 3:15

From concept to creation: The HR Data and Analytics Journey at TDAnthony Spagnolo, Associate Vice-President, HR Data,

Analytics and Reporting, TD Bank Group• Defining a vision, mission, and operating model for the team• Completing a SWOT analysis self-assessment to understand opportunities

and weaknesses for the team• Setting an organizational design aligned to structured job models and role

charters• Defining success criteria aligned to the overall HR Transformation

Strategy at TDBG• Preparing structured roadmaps across 4 key work streams to move

towards CoE capabilities

Anthony Spagnolo has been a member of TD Bank Group for nearly 20 years and has grown up in the Data and Analytics function across the organization. Before joining Hu-man Resources, Anthony spent time in a variety of groups such as Enterprise Real Estate completing market and retail analytics, a variety of Product areas (Credit Cards, Personal Lending, Real Estate Secured Lending) leading teams through product and customer analytics, and most recently the North American Phone Channel where he setup the Data, Analytics & Reporting team for the North American Call Centre Operations. 3:15 – 4:15

Privacy issues in HR AnalyticsBonnie Freedman, Counsel, Borden Ladner Gervais LLP • Privacy law framework• Recognized scope of employee expectation of privacy• Privacy regulators on “Big Data”• Takeaways: use of HR analytics

Bonnie Freedman is the regional leader of the Privacy and Access to Informa-tion Group and the Life Sciences Group at the Toronto office of Borden Ladner Gervais LLP. She practises corporate commercial law and also works closely with lawyers in the Information Technology Group. Bonnie’s expertise lies

in the interpretation and application of privacy, information and access to information laws. She has been on the forefront of this evolving area of law and led a project for the Privacy Commissioner of Canada in 2009.

networking Break2:00 – 2:15

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lOCaTiOn: Predictive HR Analytics will be held at a convenient downtown location in Toronto which could include the Novotel Toronto Centre or the Hilton Garden Inn Toronto Downtown. Detailed venue information will be forthcoming as it becomes avail-able.

YOuR RegiSTRaTiOn inCluDeS: Registration fees include all course materials, continental breakfast, lunch, and refreshments. Parking and accom-modation are not included.

SPOnSORSHiP, exHiBiTiOn, anDPROMOTiOnal OPPORTuniTieS:Increase your visibility with records and information management professionals in the public service at Predictive HR Analytics. A limited number of sponsor-ship options are available.

Contact our sponsorship department by telephone at 1.800.474.4829, ext. 224, or by email at sponsorship@infonex.ca.

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Predictive HR Analytics March 28 – 29, 2017TOROnTO, OnTARiO

WHo sHould attend tHis event• Vice-Presidents, Managers and Directors of HR• Human Resources Officers• Human Resources Generalists• HR Analytics Specialists and HR Metric Analysts• Human Capital Managers and Directors• Workforce Planners

• Talent Managers• Consultants• VPs, Directors, and Managers of HR Systems and

Operations• Recruitment and Retention Professionals