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

Full agenda release Ocot0ber 29th.

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 

MORNING

OPTIONS

8:15 - 10:00 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 

SUMMIT

10:30 am - 6 pm

lunch provided

Welcome to Work Rebooted

 

meeting the tech inflection point

SUMMIT CHIAR

Valerie Morignat

Founder & CEO

INTELLIGENT STORY 

MIT Certified, AI & Design

OPENING KEYNOTE

 

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."

 

KEYNOTES

SESSIONS AND DISCUSSIONS

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

EXTENDED SESSION - Case Studies & Discussion on Finding Hidden Talent:  

21st Century Skills, Reskilling, Upskilling, Jobs & Employability

Lori Adams

Veterans Policy Director & NLx Senior Advisor

NATIONAL ASSOCIATION OF STATE WORKFORCE AGENCIES 

Ann Kovalchick

Associate Vice Chancellor & Chief Information Officer 

UNIVERSITY OF CALIFORNIA

MERCED

Additional participants and full topics to be listed in the October 29th full summit release.

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

Shelley Osborne

Vice President, Learning

UDEMY

 

Marilyn Nagel

Chief Learning Officer

SAMI GAME  

Iris Ware

Chief Learning Officer

CITY OF DETROIT 

#WORKREBOOTED CATALYST

Meet the catalysts driving the future of work. Watch for rapid-fire ideas & innovation on a variety of topic specific clusters punctuated throughout the summit.

Limited slides. Big Impact. Here are some you will meet...

 

Distributed Work: Reframing the Conversation 

John O'Duinn

Founder, Mentor, Author of “Distributed Teams"

Building a Blockchain Enabled Freelance Marketplace

Gabriel Luna-Ostaseski

Co-Founder

BRAINTRUST NETWORK

JANUARY 30, 2020

BREAKFAST DEEP DIVE

 

7:00 - 8:45 am

LEVERAGING THE

TALENT ECONOMY

 

Navigating the shift in the employee/employer contract to the employer/employee relationship

 

 

While traditional employment pathways that start with an appropriately prepared employee's search for a compatible employer and industry, followed by years of building and learning leading to increased seniority and pay, that ends in a comfortable retirement and security in our golden years is not the reality or even feasible for the majority of the workforce. So why do we keep running our organizations as if this is still the case? 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.

MORNING KEYNOTES

Disrupt or be Disrupted:

Prioritizing Leadership as a Key Organization Capability

Audrey Williams-Lee

SVP, Human Resources, Talent Acquisition & Philanthropy

HYATT HOTELS CORPORATION

Disrupt or be Disrupted: Fostering Workforce Innovation

Sue Kalweit

Director of Analysis

NATIONAL GEOSPATIAL-INTELLIGENCE AGENCY (NGA)

Seek Not To Fear The Future But Design It.

Rebooting The HR Role Through Sustainable Corporate Innovation​

Julia Martensen

Head of Global HR Strategy & Innovation

DB SCHENKER

When the HR department at Db Schenker wanted to disrupt the way business was done, they set forth a new team dedicated to HR innovation and planted ground in San Francisco in an HR innovation hub. This was just their first move in challenging the status quo. Hear the rationale behind this innovative move, some groundbreaking work and insights into HR automation and future collaboration.

AM SESSIONS

PANEL DISCUSSION - Sustainable Cultures of Innovation 

find purpose, fail fast, design with intent, and always measure results

Shannon Lucas

EVP, Head of Emerging Business Unit

ERICSSON

Sue Kalweit

Director of Analysis

NATIONAL

GEOSPATIAL-INTELLIGENCE

AGENCY (NGA)

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

INDUSTRY BRIEFING - Insight Into Action & The New Human Capital Mandates

And what it means to organizations and leaders everywhere

This panel explores current practices and thinking in the relationship between people analytics, employee experience and business outcomes including new SEC regulations on reporting.   New SEC regulations, new ISO 30414 human capital internal and external reporting standards, and European requirements for human capital disclosures at companies with over 500 employees, and growing pressures from investors are changing the paradigm for CEO leadership. This in turn is creating 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.   

 

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. 

 

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.   What do all these new principles have in common? 

 

They all focus on the need to strategically and systematically address the needs of all stakeholders—customers, employees, distribution partners, communities, etc. led by the CEO in a way that connects the dots between all engagement tactics.

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) 

 

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

PANEL DISCUSSION -  People Analytics, AI and Data Based Insights: Linking The Employee Experience to Business Outcomes  

EXTENDED SESSION - Brand + Culture + Employee Experience Imperative 

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

Session Lead 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

AFTERNOON KEYNOTES AND SESSIONS

Break Through & Sustainable Innovation:

The Diversity Imperative

Christal Morris

Vice President, Chief Diversity Officer

Global Inclusion and Diversity

IDEX CORPORATION

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

Sally Thornton

CEO & Founder

Forshay & WorkLabAccelerator

Advisory Council

Stanford’s Clayman Institute for Gender Research 

Ulysses Smith

Diversity, Inclusion & Belonging 

BLEND 

Christal Morris

Vice President, Chief Diversity Officer

Global Inclusion and Diversity

IDEX CORPORATION

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

#WORK REBOOTED CATALYSTS

Overcoming Barriers When Advocating For Remote Flex Options

Anne Bibb

Senior Director, Customer Care

HILTON

former Global Head of Sutherland’s Remote Engagement Solutions  

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 diversity, engagement, productively and reduced workforce costs. And from a talent acquisition standpoint, offering highly coveted benefits can put you at a great advantage with top talent and can expand the range of options. From a Learning & Development standpoint, adding options, such as flexibility, can introduce new ways to skill and educate current employees for future needs. 

 

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

 

This panel tackles top work-life integration considerations including:

 

  1. Current landscape including demographic and economic drivers

  2. Family life balance initiatives including childcare, paternity leave, elder care leave

  3. Mental health in the workplace

  4. Pay equity

  5. Re-entry

  6. Continuing education and retraining 

 

 

Phyllis Stewart Pires

Senior Director of WorkLife Strategy University Human Resources | WorkLife Office  

STANFORD UNIVERSITY 

Bindu Garapaty

Organizational Development

GILEAD SCIENCES

#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. This places greater emphasis on future skills ( i.e. empathy, listening, multi-tasking, intuition, collaboration and patience ), cognitive flexibility, emotional intelligence, imagination, and creativity. Critical reasoning will be uniquely valuable and require a greater emphasis on lifelong learning.

 

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. 

Participants and full topics to be listed in the October 29th full summit release.

Lead by our summit chair:

Valerie Morignat

Founder & CEO

INTELLIGENT STORY 

MIT Certified, AI & Design

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 ​

 

Additional participants and full topics to be listed in the October 29th full summit release.

JANUARY 29, 2020 

MORNING

OPTIONS

8:00 - 10:15 am

 COLLABORATIVE INNOVATION

Possible Future Talent: Meeting the Tech Inflection Point 

 

An interactive immersion addressing:

 

  • Demographic and tech/ai influence of workforce composition.

  • Potential mismatches in the labor market around the 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

  • Employee lifecycle renegotiation, punctuated employment models, talent recycling, contingent workforce, re-entry, reskilling and upskilling for talent.

  • Work + learn models

  • Private-public partnerships