AGENDA

The time has come to

re-examine how we think about the nature of work, the concept of employment and what it takes to build a thriving workforce.

 

ARE YOU READY FOR A REBOOT?

January 29-30, 2020

Julia Morgan Ballroom | San Francisco

Downloadable agenda coming soon.

Here's a look at what's on the docket for 2020

February 11-13, 2018

Julia Morgan Ballroom | San Francisco

WEDNESDAY JANUARY 29, 2020

PRE-SUMMIT 

OPTION 

8:00 - 9:45 am

limited capacity. special registration required.

Future-Proofing Your Organization

Strategic Workforce Planning Workshop

 

Ross Sparkman

Strategic Workforce Planning, LINKEDIN

former Head of Strategic Workforce Planning, FACEBOOK 

10:00 am-6 pm

lunch provided

Welcome to Work Rebooted

 

meeting the tech inflection point

SUMMIT CHAIR

Valerie Morignat

Founder & CEO

INTELLIGENT STORY 

MIT Certified, AI & Design

OPENING KEYNOTES

 

The Future of Work. Are you Ready?

Humans, Machines & Our Digital Future

Benjamin Pring

Co-Founder & Managing Director

CENTER FOR THE FUTURE OF WORK, COGNIZANT

Co-Author: "What To Do When Machines Do Everything."

Human + Machine: Seek Not To Fear The Future But Design It. 

Saskia Blochberger

Vice President HR Strategy, Governance & Transformation

DB SCHENKER

The Future of Human Resources Is Now

Johnny C. Taylor, Jr.

President & CEO

SOCIETY FOR HUMAN RESOURCE MANAGEMENT (SHRM)

 

PANEL DISCUSSION - Fostering Tech-Enabled Better Workplaces for a Better World 

LUNCH FOR SUMMIT PARTICIPANTS

 

 

PANEL DISCUSSION -The Learning Culture In An Age Of Digital Transformation 

Tim Wasserman

Chief Learning Officer

WASSERMAN LEARNING ALLIANCE

 

Shelley Osborne

Vice President, Learning

UDEMY

 

Iris Ware

Chief Learning Officer

CITY OF DETROIT 

Marilyn Nagel

Chief Learning Officer

SAMI GAME  

Meet the catalysts driving the future of work. Watch for rapid-fire ideas & innovation punctuated throughout the summit.

Limited slides. Big Impact. 

 

THURSDAY JANUARY 30, 2020

MAIN SUMMIT DAY TWO

MORNING KEYNOTES

Disrupt or be Disrupted: Prioritizing Leadership as a Key Organizational Capability

Audrey Williams-Lee

SVP, Human Resources, Talent Acquisition & Philanthropy

HYATT HOTELS CORPORATION

Audrey Willimans-Lee has made exceptional contributions to organizational excellence as an outcome focused business leader of strategic talent management, leadership development, M&A integration, and change initiatives at Hyatt Hotels Corporation. She possess an engaging communication and interpersonal style that builds trust, high staff morale, and productive business relationships across all levels of the organization and creates work climates that balance flexibility, creativity, and practicality – trying new methods and taking calculated risks to accelerate achievement of results. 

Humans & Machines: Fostering Workforce Innovation

Sue Kalweit, NGA director of the Analysis Directorate, has been heavily involved in the agency’s modernization, focusing on data science, artificial intelligence, and automation. She is responsible for leading NGA’s geospatial intelligence analytic capabilities and resources as well as modernizing NGA’s analytic efforts toward the future, consistent with the NGA Strategy. Analysts at the National Geospatial-Intelligence Agency (NGA) often work behind the scenes, providing maps and data to policymakers, the armed forces, intelligence agencies, and first responders. Their work supports critical military, political, and humanitarian missions worldwide with  support from ai and machine learning to process data and help speed the delivery of powerful geospatial intelligence.

Sue Kalweit

Director of Analysis

NATIONAL GEOSPATIAL-INTELLIGENCE AGENCY (NGA)

KEYNOTE

PANEL DISCUSSION

INDUSTRY BRIEFING - The New Human Capital Mandates

And what it means to organizations and leaders everywhere

Within the next year, almost every CEO is going to hear about the need to lead a strategic and systematic approach to engaging all stakeholders—customers, employees, distribution partners, and communities. This pressure is coming from new Securities & Exchange Commission rules most likely taking effect in 2020, the Business Roundtable Charter that pledges to focus on addressing the needs of all stakeholders, and new requirements in ISO standards affecting hundreds of thousands of companies. This creates an unprecedented opportunity for HR to take a leadership role in helping CEOs comply with new mandates to disclose their human capital practices and help their organizations maximize performance through the strategic engagement of all stakeholders.   All these companies must have reportable strategies to engage key audiences, creating an enormous opportunity for inhouse HR or other management and external solution providers that help develop engagement strategic and tactical processes for all key audiences.  

Ronald (Ron) McKinley

Managing Director

INTERNATIONAL CENTER FOR ENTERPRISE ENGAGEMENT

Former CHRO, The University of Texas Medical Branch at Galveston; Former CHRO, Texas Children’s Hospital & Cincinnati Children’s Hospital Medical Center

Hilger Pothmann

Regional Head of Human Resources

DEUTSCHE BANK AG

 

(via satellite) 

 

CASE STUDIES AND CONTINUED DISCUSSION -  People Analytics, AI and Data Based Insights: Linking The Employee & Customer Experience to Business Outcomes  

Chase Rowbotham

Head of People Analytics

GENENTECH

 

Dawn Klinghoffer

Head of People Analytics

MICROSOFT

 

Additional participants pending final confirmation We will get them listed as they come in. 

EXTENDED SESSION - Brand + Culture + Employee Experience Connection

Expertise, case studies & panel discussion on the most important connection your organization must make.

Session Led by:

Denise (Lee) Yohn

Author of the bestselling books, What Great Brands Do and FUSION

Former General Manager, Brand & Strategy at SONY

Contributor HARVARD BUSINESS REVIEW & FORBES

Mark Levy

Employee Experience

BACKSTAGE CAPITAL

Pioneer of the shift from HR to Employee Experience

AIRBNB

 

Martin Tracey

Vice President, People Operations at GOOGLE

former CPO for WHOLE FOODS and STARBUCKS

Abby Eaton Feinberg

Employee Engagement Programs

ASURION

Tisha Leslie

Director, Employer Brand

T-MOBILE

LUNCH FOR SUMMIT ATTENDEES

KEYNOTE - Breakthrough & Sustainable Inclusion: A Business Imperative

Christal Morris

Vice President, Chief Diversity Officer

Global Inclusion and Diversity

IDEX CORPORATION

PANEL DISCUSSION - Diversity, Engagement & Our Future Workforce: Reshaping The Traditional Leadership Mindset

Sally Thornton

CEO & Founder

Forshay & WorkLabAccelerator

Advisory Council

Stanford’s Clayman Institute for Gender Research 

Lucina Di Meco

Senior Director, Girls' Education and Gender Equality, ROOM TO READ

Global Fellow

THE WILSON CENTER 

Christal Morris

Vice President, Chief Diversity Officer

Global Inclusion and Diversity

IDEX CORPORATION

Ulysses Smith

Diversity, Inclusion & Belonging 

BLEND 

Sarah Staley

Head of Employer Brand | Employee Engagement Evangelist  

REALTOR.COM 

EXTENDED SESSION -  Reimagining Life + Work

Providing ways in which employees can better integrate work and life creates more synergies between all areas that define “life”: work, home/family, community, personal well-being, and health. Policies that support sustainable integration of work and life are no longer a nice-to-have, but imperative to attracting and retaining top talent, securing loyalty, and staying competitive. As important, employees supported through resources to help them live healthy productive lives are better brand ambassadors, provide better customer service and contribute to an overall decrease in workplace stress. For employers, these programs can also be a path to increasing available talents pools, retaining cultivated talent, diversity, engagement, productively and reduced workforce costs. 

 

What works, what doesn’t and why? What trends are we seeing? How to we get there? What shifts are needed in expected cultural norms? What leadership changes are needed?

 

A series of case studies followed by discussion panel tackles top work-life integration considerations including:

 

1. Current landscape including demographic and economic drivers

2. Specific case studies, lessons learned, and insights into how to overcome barriers and bring programs to life.

3. Family life balance initiatives including childcare, paternity leave, dependent care leave

4. Mental health in the workplace

5. Pay equity

6. Re-entry

7. Continuing education and retraining 

8. Overcoming internal barriers, biases, and misconceptions


 

Phyllis Stewart Pires

Assistant Vice President, WorkLife Strategy

University Human Resources 

STANFORD UNIVERSITY 

Andrea Benavides

Global Operations & Strategic Planning Lead - Global Benefits, Total Rewards & Global Mobility

HEWLETT PACKARD ENTERPRISE

Bindu Garapaty

Organizational Development

GILEAD SCIENCES

Nikole Yinger

Learning & Development

SNP COMMUNICATIONS

fmr. Talent Designer, Airbnb

Michelle D. King

Sr. Director of Enablement Mindfulness Instructor

SAP ARIBA

#WorkRebooted Catalyst -- “Not Us!” Think Again. Steps for Changing Cultures To Stop Workplace Harassment, Sexual Harassment And Other Predatory Conduct In The Workplace. 

Sejal (Sejal Friday) Thakkar

Founder and Chief Civility Officer 

TRAINEXTRA

FAREWELL RECEPTION - Join us as we say goodbye to old friends, view the photos of the event taken by our onsite photojournalist.

SUMMIT CONCLUDES by 7pm

WELCOME RECEPTION 

 

Please join us for a networking reception. All Work Rebooted summit attendees, thought leadership, and supporters are invited. Hosted by Cognizant.

LOCKNOTE ADDRESS

We are honored to have American business theorist and the Thomas D. Dee II Professor of Organizational Behavior at the Graduate School of Business, Stanford University, and is considered one of today’s most influential management thinkers. Author of “Dying for a Paycheck” shares insight on leadership, the state of our workforce and the future of work.

Jeffrey Pfeffer

Thomas D. Dee II Professor of Organizational Behavior at the Graduate School of Business

STANFORD UNIVERSITY 

EXTENDED SESSION - Welcome to the Augmented Workforce: AI-Human Collaborative Decision Making & Future Workforce Implications

There’s manifest anxiety about automation of jobs and a range of estimates on impact. One thing is certain, there is fast becoming little value or need for a workforce engaged in repetitive tasks, memorized rules or rapid computation. 

 

Across many industries, artificial intelligence can help us comb through mountains of data more efficiently, positioning leaders to make decisions that are more data-driven and informed. What currently can be addressed with AI, what cannot and what requires decision making from humans? What are the workflow considerations as we integrate ai/technology? What great things can we do together when we combine the best of human and machine intelligence?

 

Through case example and discussion we address the promise and pitfalls of these new capabilities focusing on responsible representation and use, workforce adoption, impact on workforce configuration and workflow considerations. 

Cases & Discussion: Equity, Privacy and Transparency in The Age of AI

Led by our summit chair:

Valerie Morignat

Founder & CEO

INTELLIGENT STORY 

MIT Certified, AI & Design

Elizabeth M. Adams

Ethical Tech Design | AI Ethics |

AI & Data Governance | Cybersecurity

THOMSON REUTERS

Additional participants in final confirmation. Please stay tuned for exciting updates.

PANEL DISCUSSION - Rethinking Talent Pipelines in the Age of Digital Disruption 

Ross Sparkman

Head of Workforce Planning

LINKEDIN

Former Head of Strategic Workforce Planning, FACEBOOK ​

 

Chetta Crowley

Head of Talent Acquisition

CREATOR

 

Additional participants in confirmation. Please stay tuned for exciting updates.

JANUARY 29, 2020

MAIN SUMMIT BEGINS 

#WORKREBOOTED CATALYSTS 

BREAKFAST DEEP DIVE

 

7:00 - 8:50 am

Extended Breakfast Session

Topic: Leveraging The Talent Economy

 

Navigating the new employer/employee relationship

 

 

Welcome to the new talent economy where consultant, freelance, contingent and a remote workforce are integrated into more traditional employee roles to increase diversity, expertise, and organizational agility.

 

Integrating distributed teams poses both unique challenges and benefits to an employer. How do we hire, evaluate employee performance, communicate and collaborate, innovate, and stay connected within a distributed environment? This extended session delineates identified challenges, underscores unexpected benefits, offers best practices and unique solutions.

Paul Estes

Editor & Chief 

STAFFING.COM

Host, THE TALENT ECONOMY Podcast

David Claveran

PM, America's

Contingent Workforce

GOOGLE

John O'Duinn

Founder, Mentor, Author of “Distributed Teams"

I#WORKREBOOTED CATALYSTS TALENT ECONOMY

Building a Blockchain-Enabled

Freelance Marketplace

Overcoming Barriers When Advocating For Remote & Flex Options

Portable Benefits Platform: A Defined Contribution Model for Insurance.

Gabriel Luna-Ostaseski

Co-Founder

BRAINTRUST NETWORK

Anne Bibb

Senior Director

Customer Care

HILTON

 

Alissa Orlando

Co-Founder & CEO

THE INDY HUB

 

The Way the World Works: Insights Into Employment Law & Workplace Culture Worldwide

Christine Boehm

Lawyer, Author

EXTENDED SESSION - PREPARING FOR WORKFORCE 2030: FUTURE SKILLS, RESKILLING, UPSKILLING, JOBS & EMPLOYABILITY

Employers have an important role to play in the workforce development of not only their own employees but also the total workforce composition. And with the workplace now on a global stage, undergoing rapid technological disruption, and home to five generations for the first time in U.S. history - they have their work cut out for them to meet a diverse range of needs, priorities, and goals. To thrive in this uncertain future, we need to be adaptable to changing dynamics while maintaining a sense of agency and purpose. However, designing for people in this future isn't enough, we need to design with them and within an ecosystem of participating partners. How can we create a collective agency and take a proactive and positive approach to avoid reacting defensively or ineffectively to change? 

 

This discussion considers the following:

•    Demographic and tech influence of workforce composition.

•    21st Century skills identification 

•    Current labor market proportion of low, middle-skill and high-skill workforce and implications on immediate and future talent pipeline development for industries and organizations undergoing rapid change

•    Changing ideas around the employee lifecycle including punctuated and phased employment models, talent recycling, contingent workforce, re-entry, reskilling, work + learn models

•    Inter-organizational, cross-functional, & private-public partnerships

•    Taking action

Sean T. Sullivan

Chief Human Resources Officer

SOCIETY FOR HUMAN RESOURCE MANAGEMENT (SHRM) 

Anna Wong

Deputy Director, Digital Academy

Canada School of Public Service

GOVERNMENT OF CANADA

Ann Kovalchick

Associate Vice Chancellor & Chief Information Officer 

UNIVERSITY OF CALIFORNIA

MERCED

Lori Adams

Veterans Policy Director & NLx Senior Advisor

NATIONAL ASSOCIATION OF STATE WORKFORCE AGENCIES 

Case Study: Transforming Employer Perceptions and Hiring Practices for Opportunity Youth

Jennifer Andrew

Senior Vice President

BANK OF AMERICA 

Case Study: Reskilling the Workforce

Michelle Pullaro

Chief Administrative Officer 

PER SCHOLAS 

Elyse Rosenblum

Founder & Principal 

GRADS OF LIFE 

Session & Panel Moderator:

Shannon Lucas

Co-Founder at Catalyst Constellations

Technical Advisory Council Member

Barbara Bush Foundation for Family Literacy

 KEYNOTES & SESSIONS 

Building A Blockchain Ecosystem In Higher Education

Feng Ho believes higher educational institutions need to innovate to address major challenges such as student learning gaps and to accommodate lifelong learners. He has envisioned and is building a system where companies can communicate directly through a blockchain technology and put bids out for specific skills they need and connect to students without any type of bureaucratic system to oversee the records. Where employers and students connect directly, with no institutional middle link and students know immediately once they get their degree, there is a potential to get into this job network.

Feng Hou (侯风)

Chief Digital Transformation Evangelist

MARYVILLE UNIVERSITY