Chair’s opening remarks

Peter Reilly, Principal Associate, Institute for Employment Studies

Creating better insight, hindsight and foresight

• Aligning HR with business drivers
• Creating a consistent approach and a clear set of MI
• Remodelling and upskilling the HR function

Paul Smith, HR Director, LV=

Strategic workforce planning

• Why strategic workforce planning is the way to become your CEOs best friend
• Why it is that HR struggles with strategic workforce planning
• What HR should be doing to be effective in this space

Prof Nick Kemsley, Co-Director, Centre for HR Excellence, Henley Business School

Questions and discussion with speakers

Using analytics to build future capability

• Using the analytics process to think about the business, roles and needs
• Examining the talent capability review process
• Underpinning conversations with technology
• Overcoming challenges and problem solving

Jo Taylor, Former Director of Talent Management, TalkTalk

Beginners guide to HR analytics

• Implementing a successful HR analytics function
• Designing your HR data strategy
• Collaborating with the right people
• Guide to HR technology

Mark Porter, Manager, Corporate Workforce Strategy, London Borough of Havering

Understanding engagement and employee sentiment

• Evidence based engagement – what do we know and what can we find out?
• Traditional and more modern survey approaches
• Expanding out of the engagement box – other things we should want to know about our people

Jon Ingham, Human Resources and OD Consultant, Strategic Human Capital Management

Enhancing HR capability for better analytics

• Ensuring HR become more business focused
• What skills do you need
• Training HR business partners, managers and analysts
• Finding the right skills in-house

Neil Parkinson, Senior Specialist, HR Analytics, Diageo

Questions and discussion with speakers

Questions and discussion with speakers

Knowledge share networking session

On your round table groups discuss your top 5 tips for HR analytics

Combining HR big data and human behaviour to support talent and performance needs

• Changing behaviour through self-awareness
• Analytics and the power of the crowd to mitigate biases and make better talent decisions
• Less ‘self’ and more ‘us’ in performance management
• Enabling technologies

James Rule, Director, HR Innovation & Effectiveness, Thomson Reuters

Move from diagnostic to predictive analytics

• Analytics, so what? Asking the right questions and using the results
• Collecting, communicating and reporting the right data
• Gaining buy-in from the leadership teams

Jo Roger, Head of Organisational Effectiveness, Tesco Bank

Examining where HR analytics add value

• Getting investment for data driven HR
• Building the business case
• Embedding cost effective analytics that adds value
• Proving the value of HR to the whole organisation

Peter Frampton, Co-Head HR Reporting & Analytics, UBS

Questions and discussion with speakers

Chair’s closing remarks and end of conference

Peter Reilly, Principal Associate, Institute for Employment Studies

Conference chair, Peter Reilly is a principal associate at the Institute for Employment Studies. He joined IES in 1995 after a 16 year career with Shell where he held various HR posts in the UK and abroad including both generalist jobs (eg as Personnel Manager for Shell UK’s Information and Computing division) and specialist roles (eg in compensation and benefits, recruitment and career development, and industrial relations). At the Institute he leads its work on the HR function and significantly contributes to the Reward and Performance Management theme. He has given consultancy support to organisations on issues in this area and is a regular speaker and commentator.

Neil Parkinson, Senior Specialist, HR Analytics, Diageo

Neil received his degree from Leeds Metropolitan University in 1994. After gaining experience across a number of roles he embarked on a career in recruitment/HR analysis.  After successfully implementing a culture of data led decision making across two recruitment advertising agencies he moved to BSkyB to set up a new reporting function.

Neil set up his own consultancy in 2012 to help clients bring their data to life. He has worked on developing strategic KPIs, designing dashboards and enhancing in-house analysis capability. At Diageo he facilitates organisation effectiveness through the interpretation and presentation of HR data.

He shares his analysis thoughts via his blog, attends the gym and travels regularly around the world.

Prof. Nick Kemsley, Co-Director, Centre for HR Excellence, Henley Business School

Nick is a highly experienced HR practitioner, and has had led organisational development, resourcing, talent & leadership, performance and L&D functions in a number of major businesses (Travelport, Prudential, Mars and BOC/Linde Group). In a corporate career to Group Vice-President level, Nick has worked across six different industry sectors at local , regional and global levels. An engineer by qualification, he spent the first years of his career engaged in design engineering, programme management and capital investment for world-class businesses such as GE, Alstom and Rolls-Royce Aerospace.

Nick has leveraged his eclectic sector and functional career to build an industry reputation as someone who challenges both HR and the wider business to think differently and as a creator of innovative thinking in the organisational arena. He works with Boards and HR functions on a broad range of topics including organisational capability and risk, strategy, workforce planning and HR effectiveness. He frequently speaks and writes on the subject and delivers open and bespoke development programmes for Henley. As Co-Director of the Henley Centre for HR Excellence he contributes to its research and activities for members as well as inputting to the design and delivery of bespoke Henley programmes for corporate clients. He was awarded a Visiting Professorship in 2014.

Mark Porter, Manager, Corporate Workforce Strategy, London Borough of Havering

Mark is the Operational HR Manager for oneSource, a unique partnership working arrangement between the London Boroughs of Havering and Newham.  He manages a multidisciplinary team across both boroughs.

He is also the Chair of the pan London Workforce Planning Group which provides advice and guidance to all London boroughs on human capital metrics and how best they can be used in organisations.

Mark has extensive experience of working within the HR field and also as a manager which gives him the unique ability to understand how managers think and what they want from an HR team to run their business.

He is passionate about the importance of using good data to tell an organisation’s ‘story’ and inform strategies – but not to the point of being a geek about it !

Paul Smith, HR Director, LV=

Paul has worked in HR for 20 years across various business sectors including logistics and distribution, construction, pharmaceuticals and financial services. Paul is currently the HR Director for LV= General Insurance responsible for the people strategy and delivery across the organisation.

Jo Taylor, Former Director of Talent Management, TalkTalk

Jo is an experienced & innovative leader and manager in the creative & technology sector. She believes that talent drives businesses, that by throwing away conventional scripts we can create environments that deliver behavioural innovation for business, the UK and the wider world. She wants to create legacies for businesses that deliver commercial, cultural and behavioural change.

Jo is Director of Talent Management for TalkTalk Group. She is responsible for driving an ambitious, innovative talent strategy. Her ambition is to empower people to take responsibility for their learning to make TalkTalk a brighter place to work for everyone – fulfilling theirs and others dreams and ambitions. She is currently creating a distinct employer brand proposition which plans for future business growth, driving a culture of innovation & risk which allows TalkTalk to be more opportunistic about where and how they develop their talent.

Jo Roger, Head of Organisational Effectiveness, Tesco Bank

Jo has worked in IT and technical environments for most of my career, starting in the motor engineering industry working across Europe, then with Oracle Consulting in Scotland and later HBOS, managing all resource and talent planning and the offshore and external sourcing for IT.  All of Jo’s roles have been people-based but with a strong focus on using data and insight to drive effectiveness. She joined Tesco Bank in early 2009, shortly after the Tesco buyout from RBS.  We sat in a rented office, on our own laptops and mobile phones and worked out how to build the functions to support a full scale bank.  After a number of roles ranging from managing recruitment, organisational design, talent and MI, Jo now heads up the organisational effectiveness team, looking after all aspects of people strategy, planning, analytics and change

James Rule, Director, HR Innovation & Effectiveness, Thomson Reuters

James Rule is an HR leader with over 15 years’ experience in both technology and non-technology roles.  He is fascinated with human behaviour and what can be done with and without technology to help people become even more effective.

At Thomson Reuters he heads up HR Innovation and is currently looking to adapt performance and talent management so that they have a greater grounding in neuroscience and better utilise of the power of the crowd.

Peter Frampton, Co-Head HR Reporting & Analytics, UBS

Peter Frampton is the Co-head of HR Reporting & Analytics (R&A) for UBS with direct responsibility for the analyst and insight teams. He sits on the HR Service Delivery (HR SD) Management Team and has dual-hatted responsibility as the HR SD Lead for global asset management.

Over the last two years Peter has worked with his fellow Co-Head, Steve Bailey, on transforming the R&A function to increase significantly the efficiency of lower value reporting whilst enhancing the effectiveness of our business-focused value add analytics. This includes the creation of the insights team, which focuses on big data, predictive and advanced analytics.

Prior to that Peter worked in a variety of roles across investment banking Operations and middle office for several European and American banks and brokers, as well as roles in accountancy and at an internet start-up.

Jon Ingham, Human Resources and OD Consultant, Strategic Human Capital Management

Jon Ingham is an independent strategic people management and organisation development consultant. He regularly speaks and provides training in Europe, the US, the Middle East and Asia and has also lectured in strategic management, change management and human resources on executive MBA courses in both West and East Europe.

Jon is also the author of ‘Strategic HCM: Creating Value through People’ (2006) and is currently completing a second book called ‘Social Advantage’. He also posts regularly to blogs with the same titles and has recently been recognised as the top global online influencer in talent management.

Currently working with Strategic Dynamics, Jon was previously with Director of Human Capital Consulting, Europe for Buck Consultants / ACS and as Head of HR Consulting for Penna. Before this he worked as an International HR Director for Ernst & Young, and before that as an IT then change management consultant for Andersen Consulting.