Thank You for Attending
HR Tech Fest 2016

Over 520 HR professionals celebrated the talent, technology, ideas and innovations that are literally transforming the future of work

Who Attended

HR Tech Fest

The world has changed. Businesses are demanding. New technologies are emerging. The clock is ticking. And the big HR shift is on. HR has moved beyond its operational role and is fast transforming into a core, focused, and disciplined strategic business function. Technology is the essential enabler of this transformation. HR Tech Fest is the biggest and fastest growing HR Technology event in Australia. Where a vibrant community of HR and technology people, thought leaders and experts come together to share knowledge, experience and innovation. Designed to help each other pinpoint new and different ways to transform business through HR & Technology.

 

 

Thanks to our amazing speakers

 
  • Jason Averbook

    Jason Averbook

    Leading HR Tech Thought-Leader & Author
     
    Are You Ready for the Future of Work?

    We have a workforce made up of Digital Immigrants, Digital Natives and a new term on the horizon, Mobile Natives.  By 2025, not one member of the workforce will not have grown up with a mobile device being their main form of interacting with a process.  Are you ready for this future of work? Jason is acknowledged as one of...

    Read more >
     
  • 0_0030_Jennifer McClure

    Jennifer McClure

    CEO, DisruptHR LLC and President, Unbridled Talent LLC (USA)
     
    The Rebellious Future of HR – Do You Have the Internal Culture to Succeed in Innovation?

    Does your company already have the culture or organisational capability to drive future projects? What else is needed to succeed? HR’s role is vital. But so are other areas like IT, Finance and Project Teams. Each has a direct impact on the potential success of a project but if you’re smart you can use HR technology to bring an accelerated...

    Read more >
     
  • Erin Wilson HR Tech Fest

    Erin Wilson

    Head of Talent Engineering, Yahoo (USA)
     
    Applying Engineering Principles to a Talent Acquisition Strategy for Extraordinary Results

    Yahoo acquired Brightroll for $640million at the end of 2012. Before the acquisition, Erin designed and implemented a talent acquisition strategy, coined Talent Engineering. In principle, it applied engineering principles against a talent acquisition strategy. They practiced Agile and, through iteration, experienced the lifecycle of productisation to innovation whilst scaling BrightRoll from 100 to 450 people towards a $640 million...

    Read more >
     
  • 0_0019_Manu Narang

    Manu Narang Wadhwa

    Vice President – Global HR Transformation & Capabilities, American Express International
     
    Technology is the Backbone for Driving HR Transformation in a Globally Diversified Organisation

    American Express’s global transformation spanned over 42+ markets and covered 120,000 direct & in-direct workforce. As part of this journey they transformed their global HR operating model. This meant digitalising the entire employee life cycle, from hire to retire, to an online platform. Thereby simplifying employee experience and productivity enhancement for the whole organisation. Transformation was accomplished by keeping in...

    Read more >
     
  • Michelle Farrar-Eagles

    Michelle Farrar-Eagles

    General Manager of HR, General Pants Co.
     
    Cracking the User-Experience to Drive Consumer Adoption

    The best technology is invisible. People use it without realising they are using it. HR is in the driving seat to make huge impact in organisations and technology is the enabler to free people up to spend time on where we can add value…on our people! General Pants is revamping user-experience so that user adoption is setting their people up...

    Read more >
     
  • Steve Ward

    Steve Ward

    Award-Winning Social Recruiting Strategist and Digital Recruiter (UK)
     
    Helping HR People Fight the Fear of the Rising Personal Brand

    Because of Social Media, all our employees, directors and leaders are visible online. Not just their professional activities and achievements, but also their trips to the pub and what they get up to at the weekends. The common narrative is that we should ask everyone to shut everything down – in fear of protecting the company brand. The chances of...

    Read more >
     
  • Barb Hyman

    Barb Hyman

    EGM People and Culture, Real Estate Australia
     
    Using CX Design and Digitising to Grow Employee Engagement and Attract and Retain the Best Talent

    REA Group (ASX:REA) is on a path to digitising its candidate, offeree and employee experience. The demand is there: the company receives 15,000 job applications a year, makes 300 offers and oversees a steadily growing global workforce of 1,500 people. In a recent project to reveal the new REA Group values across nine countries, Barb’s team relied heavily on digital...

    Read more >
     
  • Mayank Jain

    Mayank Jain

    Human Resources Vice President - Strategic Workforce Planning & Analytics, Visa (USA)
     
    Modeling is Valuable, but Implementing the Model is Key

    Mayank will share how to ensure EXECUTION – based on HR Analytics and Planning. And, how we can borrow from the FP&A (Financial Planning and Analysis) playbook to make sure there are implementation follow ups. You will also find out about Technology Transformation at Visa, and how they used Human Capital hypothesis planning and organisation model optimisation to attract and...

    Read more >
     
  • Nicole Thompson new

    Nicole Thompson

    HR Director – Learning & Development, Fairfax
     
    How to Transform Learning & Development and Survive Digital Disruption

    HR professionals agree that L&D needs to be transformed however most companies have not taken the big step and acted. Fairfax has completed the L&D transformation and can share the process and key learnings. Creating a first within big corporate Australia – an interactive digital learning hub that requires stakeholders to collaborate on content production. Fairfax have blown up traditional...

    Read more >
     
  • Sarah Moore

    Sarah Moore

    Group HR Systems Manager, JBS Australia
     
    Why it Matters to Keep Your HR Tech Vendor Happy – A Match Made in Heaven!

    By building and maintaining strong relationships with the Australian representative of their global vendors, Sarah Moore and her team have achieved good (working towards excellent) results for their ambitious HR Transformation program.  Regular and honest communication with vendors has helped them understand their business objectives and resulted in delivering what their business needs. Lead by the HR function, with support...

    Read more >
     
  • Susan Chen HR Tech Fest 2016

    Susan Chen

    Chief HR, Org Development and Compliance Officer, VivaGenerik (Indonesia)
     
    Balancing HR Disruptions and Interruptions: Comparing the ‘Mature Singapore’ and the ‘Emerging Indonesia’ HR Tech Markets

    If your organisation has a presence or is considering ventures into Asia, this is a unique opportunity to hear how companies are navigating the multifaceted HR Tech landscape in both  ‘mature’ and ‘emerging’ jurisdictions. After holding senior HR roles for AIG and Visa in Singapore, Susan now looks after HR, Organisational Development and Compliance for Viva Generik, Indonesia’s integrated healthcare...

    Read more >
     
  • George Ross

    George Ross

    Head of Remuneration and Benefits, The Star Entertainment Group
     
    When the Group Strategy Becomes Personal – Good Governance is Paramount

    Hear how Star Entertainment built and deployed an intuitive customer-facing tool that helps employees set their own goals, both strategic and personal, and feeds directly into the remuneration system. George’s work allows employees to directly link their own goals with work they can influence tactically and be rewarded from it. Engagement in the system has been phenomenal and has put...

    Read more >
     
  • 0_0025_Caitriona Staunton

    Caitriona Staunton

    Head of Recruitment, Atlassian
     
    All the (Little) Things – Atlassian’s Strategies for Attracting Top Tech Talent

    By embedding their Values into their talent attraction strategy and adding 'moments of delight' into their candidate experience, Atlassian successfully doubled their employee count in just 18 months – attracting world-class tech talent from around the world. There is a tech talent shortage within our shores and so in order to attract the best and brightest talent, Atlassian has had...

    Read more >
     
  • 0_0022_James Law

    James Law

    HR Director, Envato
     
    People Power – How to Create Experiences Your People Love

    Envato realised that there is no point having an HR function that doesn't listen so they’ve created as many channels as possible for people to speak their minds. Given one of their values is “Tell it Like it is”, they sure do speak their minds. James will explain what works, what hasn't worked and what they plan on doing to...

    Read more >
     
  • 0_0024_Daniel Flynn - High Res

    Daniel Flynn

    Co-Founder and Managing Director, Thankyou
     
    Impossibility is Only Someone’s Opinion. Not a Fact.

    One of the highlights at HR Tech Fest is the closing session at the end of Day 1 – where we break from HR, Tech and Business, to open our hearts and minds to inspiring, passionate stories and pursuits. Deeply affected by the plight of African children and the lack of clean and safe drinking water, Daniel Flynn knew he...

    Read more >
     
  • 0_0026_Amy Poynton

    Amy Poynton

    Global Lead – HR Transformation, Rio Tinto
     
    Moving Rio Tinto’s HR Toward World Class

    Rio Tinto has delivered a global HR transformation programme that has rapidly moved the function toward world class. Focusing on what enables meeting immediate business requirements and benefits, they led a transformation of their HR function focused on global systems, processes and structures to enable continuous improvement. Hear from Amy about how the global programme team leveraged an accelerated, and...

    Read more >
     
  • 0_0020_Kalena Jefferson

    Kalena Jefferson

    General Manager of People and Culture, Southern Cross Care
     
    Connecting and Engaging with a Low-Tech Audience to Drive Talent Development and Build Organisational Capability

    Discovering a way to create individual accountability for development and performance was no mean feat in an aged care services workforce which operates 24/7, across 41 locations in metropolitan and rural locations. This workforce largely doesn’t have email address nor are they regular users of computers. Hear how Kalena and her team rolled out an online performance management system and...

    Read more >
     
  • 0_0019_Nicole Mason

    Nicole Mason

    HRM Project Manager, Blackmores
     
    The Blackmores Way – How People, Product and Passion Enable HR Transformation

    The paperwork and manual processes traditionally used to manage Blackmore’s HR functions were struggling to keep up and in 2015 the company embarked on a transformation project which would see HR move to the cloud, implementing the first global system across the Blackmores group. The project, led by Nicole Mason, took a phased implementation approach, focused on maximising perceived value...

    Read more >
     
  • Mel Parks

    Mel Parks

    Global Chief of People Operations, QBE Insurance Group Limited
     
    The Changing Nature of Employee Experience

    In an industry facing massive disruption, QBE is bringing together analytics, cloud, innovation, collaboration and in-house social to enhance the “employee” experience. In her role as Global Chief of People Operations, Mel will candidly show what’s working, where the team failed and what they will try next. Mel’s expertise is in delivering large scale, complex transformation with a focus on...

    Read more >
     
  • 0_0031_Kate Rowland

    Kate Rowland

    Senior HR Consultant, Sonic HealthPlus
     
    How HR Can Become a Recognised Business Partner Through the Implementation of an HRIS

    Sonic HealthPlus went from a paper based HR function to a cloud system in 10 weeks. At the same time they undertook a large acquisition that saw the size of the business increase substantially whilst continuing to support BAU activities with the existing team structure. To implement the HRIS they partnered with an external implementation team and spent a lot...

    Read more >
     

View All
 

Research

HR Tech Fest’s content curation process is unique – research was conducted via a series of roundtable discussions across Australia and NZ with 50+ companies. The following themes emerged as being most important:

 
Read More
 

Who Attended

525 participants from 198 organisations attended HR Tech Fest 2016

 
Read More
  • michelle-farrar-eagles

    "HR Tech Fest is my go-to HR Conference every year. Great mix of international and local speakers to challenge our thinking and share ideas and experiences."

    Michelle Farrar-Eagles - General Manager of HR, General Pants Co.
     
  • nicole-thompson-new

    "HR Tech Fest is my favourite conference of the year because it focuses on HR innovation and has international speakers and thought-leaders from major global companies"

    Nicole Thompson - HR Director Learning & Development, Fairfax Media Ltd
     
  • _0000_david-dunne

    "A must attend event for anyone interested in learning about, and contributing towards, the future world of work!"

    David Dunne - Head of People Systems & Operations, Salmat
     
  • Web - George Ross

    "Relevant content from authentic and informed speakers. Their practical experiences provided invaluable insights."

    George Ross - GM Renumeration & Benefits, Star Entertainment Group
     
 
 

Thanks to our 2016 sponsors

 
  •  
    Oracle
     
    Premier Partner
     
  •  
    Workday
     
    Premier Partner
     
  •  
    ELMO
     
    Premier Partner
     
  •  
    Cornerstone OnDemand
     
    Premier Partner
     
  •  
    Sumtotal
     
    Community Partner
     
  •  
    PageUp
     
    Community Partner
     
  •  
    Pivot
     
    Community Partner
     
  •  
    SuccessFactors
     
    Community Partner
     
  •  
    Ascender
     
    Community Partner
     
  •  
    Deloitte
     
    Community Partner
     

Are You Ready for the Future of Work?

We have a workforce made up of Digital Immigrants, Digital Natives and a new term on the horizon, Mobile Natives.  By 2025, not one member of the workforce will not have grown up with a mobile device being their main form of interacting with a process.  Are you ready for this future of work? Jason is acknowledged as one of the top 3 thought leaders globally on the future of work.  He is a leading analyst and consultant in the area of HR, the future of work and the impact technology has on that future. Jason has more than 20 years of experience in HR and technology.  He has a deep understanding of how technology can be applied to common business problems, and how to help organisations realise the benefits of such solutions.  His mission is to help companies transform their HR organisations into strategic partners. His passion and purpose is to help organisations realize the true value of their workforce and the impact that workforce has on the bottom line results of the business. Jason has served as a Director of the International Association for Human Resource Information Management.  His latest book, HR From Now to Next was published in 2014 and is used in over 19 universities around the world today.

The Rebellious Future of HR – Do You Have the Internal Culture to Succeed in Innovation?

Does your company already have the culture or organisational capability to drive future projects? What else is needed to succeed? HR’s role is vital. But so are other areas like IT, Finance and Project Teams. Each has a direct impact on the potential success of a project but if you’re smart you can use HR technology to bring an accelerated journey towards organisational change. This interactive DisruptHR session will focus on how we inspire our people to go on a journey with us and create an environment where employees expect and demand change, rather than fear it. DisruptHR is an information exchange designed to energise, inform and empower HR people. Key areas addressed are talent, culture and technology. Attendees will be encouraged to interact – clap, laugh, cry, tweet, text or just play nice! Jennifer is the Chief Excitement Officer at DisruptHR and the author of renowned HR blog: Unbridled Talent. She was recently included as part of the 30 Most Influential People to Follow in the #hrtech World.

Applying Engineering Principles to a Talent Acquisition Strategy for Extraordinary Results

Yahoo acquired Brightroll for $640million at the end of 2012. Before the acquisition, Erin designed and implemented a talent acquisition strategy, coined Talent Engineering. In principle, it applied engineering principles against a talent acquisition strategy. They practiced Agile and, through iteration, experienced the lifecycle of productisation to innovation whilst scaling BrightRoll from 100 to 450 people towards a $640 million exit. The data is remarkable. In this fascinating case study you will hear how they received and attended to 16.8k applicants, spoke to 25% of them, yet kept their teams focus while honing in on a 2:1 onsite to hire ratio and 93% offer acceptance rate. Just a few years later there are now more than 100 talent engineers (by title) on LinkedIn across multiple countries. Talent engineers are overwhelmingly proud to work in recruitment. The difference is in that they care and take the time to craft, it's a skill and an art. It's a profession.

Technology is the Backbone for Driving HR Transformation in a Globally Diversified Organisation

American Express’s global transformation spanned over 42+ markets and covered 120,000 direct & in-direct workforce. As part of this journey they transformed their global HR operating model. This meant digitalising the entire employee life cycle, from hire to retire, to an online platform. Thereby simplifying employee experience and productivity enhancement for the whole organisation. Transformation was accomplished by keeping in mind the principles of design & process thinking:

  • Applying globally consistent practices, processes and programs, while keeping space for 20% customisation around local market nuances
  • Collaboration & partnership within HR as well as with the business stakeholders
Manu has extensive experience in driving organisation talent, leadership development, transformation & change agenda. She has been with American Express for nine years, strategically driving the organisation's charter through transformational growth strategies - the most recent being the institutionalisation of Amex HR Operating Model globally which has become an industry best practice on #Global HR transformation. Prior to Amex, Manu worked at GE as Head HR, Talent & Development lead. Manu is an active participant in various country citizenship efforts such as #Startup India and #SHRM Think Tank Club. She has also been a recipient of "Women Super Achiever Award" by World HRD Congress for her continuous efforts in driving industry endeavours.

Cracking the User-Experience to Drive Consumer Adoption

The best technology is invisible. People use it without realising they are using it. HR is in the driving seat to make huge impact in organisations and technology is the enabler to free people up to spend time on where we can add value…on our people! General Pants is revamping user-experience so that user adoption is setting their people up for success.   This has meant hitting “refresh” on the entire employee experience - from what future employees experience when they are researching what it’s like to work with General Pants, to the online process, to setting them up for success from the day they start. Michelle will show you how to maximise your HR budget to deliver what employees really want.  And how to turn your employee experience from being reactive to becoming proactive.

Helping HR People Fight the Fear of the Rising Personal Brand

Because of Social Media, all our employees, directors and leaders are visible online. Not just their professional activities and achievements, but also their trips to the pub and what they get up to at the weekends. The common narrative is that we should ask everyone to shut everything down – in fear of protecting the company brand. The chances of this are minimal. Steve will share his insights and give you practical advice as to how you to embrace and encourage a vibrant professional personal brand that also spreads a consistent positive message across the business. He will explain why there is no need to be fearful of employees using social media to enhance their personal brand at the expense of the business. In fact, it’s actually an opportunity – allowing us as leaders and employees to be tuned in to our customer audiences, have a positive impact on the business, and make us more accessible in both social media channels and offline. Steve an award-winning social recruiting strategist and digital recruiter. His passion and purpose is to help people and companies integrate social media into recruitment, branding and talent attraction. With 22 years recruitment experience, he is credited as being one of the first (in 2009) to undertake what people would now call social recruiting. He also writes the well-known therecruitmentmisfit blog.

Using CX Design and Digitising to Grow Employee Engagement and Attract and Retain the Best Talent

REA Group (ASX:REA) is on a path to digitising its candidate, offeree and employee experience. The demand is there: the company receives 15,000 job applications a year, makes 300 offers and oversees a steadily growing global workforce of 1,500 people. In a recent project to reveal the new REA Group values across nine countries, Barb’s team relied heavily on digital channels (Slack, Jive and Wordcloud) to engage all employees. Hear how these values have been articulated and communicated in a way which is sensitive to the diversity of their employee base and reflective of their new value to 'keep it real’. Similarly, the principles of CX design are also being used to bring some of REA Group’s policies to life, such as its ground breaking parental leave offer. REA Group advocates clear, regular communication in the languages and spaces that people prefer. Here how the business is fully invested in communicating authentically with its people and utilises the communication tools that their people use, from face-to-face to digital channels. For example, an app was developed for REA Group’s recent Global Kick Off event, where 1,000 people gathered from around REA Group’s global network. The app kept everyone connected and they could contribute to the day’s events by live voting and a social feed that enabled new connections to be made. The company recognises the need to be adaptive and customised for different communities to maximise engagement. They speak their language whilst engaging the leadership team to drive communication.

Modeling is Valuable, but Implementing the Model is Key

Mayank will share how to ensure EXECUTION – based on HR Analytics and Planning. And, how we can borrow from the FP&A (Financial Planning and Analysis) playbook to make sure there are implementation follow ups. You will also find out about Technology Transformation at Visa, and how they used Human Capital hypothesis planning and organisation model optimisation to attract and retain the right talent to work on new technology driven projects.

How to Transform Learning & Development and Survive Digital Disruption

HR professionals agree that L&D needs to be transformed however most companies have not taken the big step and acted. Fairfax has completed the L&D transformation and can share the process and key learnings. Creating a first within big corporate Australia – an interactive digital learning hub that requires stakeholders to collaborate on content production. Fairfax have blown up traditional training and built a new multi-disciplinary learning team, an innovative digital learning strategy and a globally cutting edge digital learning platform. Hear how they are now modelling engagement and collaboration – key ingredients for self-directed learning.  As a result, they are leveraging the digital revolution to enact organisational transformation.

Why it Matters to Keep Your HR Tech Vendor Happy – A Match Made in Heaven!

By building and maintaining strong relationships with the Australian representative of their global vendors, Sarah Moore and her team have achieved good (working towards excellent) results for their ambitious HR Transformation program.  Regular and honest communication with vendors has helped them understand their business objectives and resulted in delivering what their business needs. Lead by the HR function, with support from IT, JBS will talk you through their journey and the approach they took:

  • Sought out and built strong local relationships, even when the vendor was trying to manage ‘globally’
  • Built strong global relationships with global JBS counterparts, enabling all to develop and execute a consistent strategy and landscape while looking after the local needs of each business
  • Meet with vendors regularly – trusting them with information so they could give the best service and allowing them to talk to many people within the organisation
  • Tell them specifically ‘how’ they are helping us achieve objectives
  • Delivering bad news, or realigning expectations, has been much easier because of the strong relationship

Balancing HR Disruptions and Interruptions: Comparing the ‘Mature Singapore’ and the ‘Emerging Indonesia’ HR Tech Markets

If your organisation has a presence or is considering ventures into Asia, this is a unique opportunity to hear how companies are navigating the multifaceted HR Tech landscape in both  ‘mature’ and ‘emerging’ jurisdictions. After holding senior HR roles for AIG and Visa in Singapore, Susan now looks after HR, Organisational Development and Compliance for Viva Generik, Indonesia’s integrated healthcare service provider. Viva have 130 branch pharmacies (50% of them with GP’s), 1000+ employees and 5 million customers. Susan will explore what successful companies in this region are doing to embrace the human aspect of HR tech transformation and roll-out.  She’ll discuss what unique barriers are faced in this region and what techniques are working. Susan is a business and results driven HR practitioner, certified executive coach and PhD researcher with a proven track record. She works closely with the executive leadership team to deliver on target growth and regional expansion through scalable end-to-end HR practices.

When the Group Strategy Becomes Personal – Good Governance is Paramount

Hear how Star Entertainment built and deployed an intuitive customer-facing tool that helps employees set their own goals, both strategic and personal, and feeds directly into the remuneration system. George’s work allows employees to directly link their own goals with work they can influence tactically and be rewarded from it. Engagement in the system has been phenomenal and has put performance front of mind for employees of the organisation with an enhanced appreciation for the cause and effect relationship between performance and reward outcome.

All the (Little) Things – Atlassian’s Strategies for Attracting Top Tech Talent

By embedding their Values into their talent attraction strategy and adding 'moments of delight' into their candidate experience, Atlassian successfully doubled their employee count in just 18 months – attracting world-class tech talent from around the world. There is a tech talent shortage within our shores and so in order to attract the best and brightest talent, Atlassian has had to search further afield. By focusing on online employer branding, unique marketing and a candidate-centric process they have attracted some of the world's best talent to help them stay at the forefront of their industry.

People Power – How to Create Experiences Your People Love

Envato realised that there is no point having an HR function that doesn't listen so they’ve created as many channels as possible for people to speak their minds. Given one of their values is “Tell it Like it is”, they sure do speak their minds. James will explain what works, what hasn't worked and what they plan on doing to maintain the rage! He will also explain how a "MVP" and "Chose Your Own Adventure" mind set has helped HR create low cost hacks that Envato have initiated to ensure there are as few mandated centralised policies and practices as possible and options-a-plenty. Some of them are low cost hacks that anyone can take back to their organisation and have a crack at. Finally he will talk about Envato's aim to "Go Full Flex" and create the option for all people to work anywhere, anytime, anyhow! Phew! That's a lot of stuff!

Impossibility is Only Someone’s Opinion. Not a Fact.

One of the highlights at HR Tech Fest is the closing session at the end of Day 1 – where we break from HR, Tech and Business, to open our hearts and minds to inspiring, passionate stories and pursuits. Deeply affected by the plight of African children and the lack of clean and safe drinking water, Daniel Flynn knew he had to do something. In researching the World Water Crisis, he also discovered this startling stat: Australians spend $600 million on bottled water each year! The injustice of these two facts inspired Daniel to marry these two extremes in the form of a bottled water company, existing for the sole purpose of funding safe water projects. Daniel co-founded Thankyou™ at 19 with his then-girlfriend (now wife!) Justine Flynn, and best mate Jarryd Burns. They had a simple idea: what if purchasing everyday items like bottled water, food and body care products could provide life-changing solutions for the millions of people living in poverty? This is an extraordinary human story of perseverance about three kids from Melbourne with zero business experience and the shared belief that we all have the power to change stuff. Their journey is a bumpy ride of gut-wrenching decisions, wild mistakes and daring moves into business, marketing, social enterprise and beyond.

Moving Rio Tinto’s HR Toward World Class

Rio Tinto has delivered a global HR transformation programme that has rapidly moved the function toward world class. Focusing on what enables meeting immediate business requirements and benefits, they led a transformation of their HR function focused on global systems, processes and structures to enable continuous improvement. Hear from Amy about how the global programme team leveraged an accelerated, and therefore iterative, project approach to deliver benefits as required by the business and how the stabilisation of the changes is driving a sustainable culture of continuous improvement.

Connecting and Engaging with a Low-Tech Audience to Drive Talent Development and Build Organisational Capability

Discovering a way to create individual accountability for development and performance was no mean feat in an aged care services workforce which operates 24/7, across 41 locations in metropolitan and rural locations. This workforce largely doesn’t have email address nor are they regular users of computers. Hear how Kalena and her team rolled out an online performance management system and LMS that brought value, met compliance requirements and measurably lifted culture and performance. They started by using a positive feedback reward model, supported by training, to drive users to computers. They also ensured an integrated talent management approach where employees and managers were the drivers of the program (and the technology). Take up has been significant and the managers are fans. Kalena will share results on engagement, time saved and confidence in compliance.

The Blackmores Way – How People, Product and Passion Enable HR Transformation

The paperwork and manual processes traditionally used to manage Blackmore’s HR functions were struggling to keep up and in 2015 the company embarked on a transformation project which would see HR move to the cloud, implementing the first global system across the Blackmores group. The project, led by Nicole Mason, took a phased implementation approach, focused on maximising perceived value for the business. Supporting this was a comprehensive, multi-modal change management and communications plan focused on developing a strong internal brand and ensuring the sustainable success of this large-scale transformation.

The Changing Nature of Employee Experience

In an industry facing massive disruption, QBE is bringing together analytics, cloud, innovation, collaboration and in-house social to enhance the “employee” experience. In her role as Global Chief of People Operations, Mel will candidly show what’s working, where the team failed and what they will try next. Mel’s expertise is in delivering large scale, complex transformation with a focus on customer-centricity. She spent nine years at ANZ, latterly as Global Head of Business Management, where she led HR transformation and delivered a number of major programs to enhance the HR service delivery model, including the global roll out of several enabling technologies.

How HR Can Become a Recognised Business Partner Through the Implementation of an HRIS

Sonic HealthPlus went from a paper based HR function to a cloud system in 10 weeks. At the same time they undertook a large acquisition that saw the size of the business increase substantially whilst continuing to support BAU activities with the existing team structure. To implement the HRIS they partnered with an external implementation team and spent a lot of time speaking with the business to understand how to improve all interactions with HR. Through many dedicated hours over a compressed period of time they achieved their desired business results. Kate will talk through the key components that lead to a successful project. She will also share what was achieved, that previously had not been possible without going through this change.