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Tuesday, March 20
A Culture Workshop
Since 2014, "Culture" has been the most "Googled" word. As the talent landscape becomes more competitive, companies are focusing on building compelling cultures, driving engagement, development, and translating values into employee experience. In this session we will focus on three aspects relating to building and sustaining great cultures. Pamela Stroko, VP HCM Transformation at Oracle will cover trends driving culture transformation and engagement. Adam Fridman, author, Inc. contributor, and start up Guru, will share research and insights from his new book, "The Science of Story," with a focus on making engagement actionable, ever day. And finally, Stacey Porter, Intuitive Surgical, will share their cultural transformation journey.
Adam Fridman
Mabbly
Adam Fridman is a seasoned entrepreneur, startup veteran, and founder of the digital branding agency, Mabbly, who believes that brands are a reflection of culture and exceptional cultures happen when people pursue purpose together. As the co-author of Science of Story, creator of ProHabits, a technology to operationalize values, Adam inspires organizations to transform and create more engaged cultures through supporting their people’s personal and professional growth. Adam’s book, Science of Story, is based on two ideas: that brands are a reflection of culture, and that culture is the result of purpose that inspires, values that guide and habits that define the organization. In the course of researching the book, Adam interviewed more than 600 leadership experts and executives at America’s top brands to understand how purpose, values, and habits transform organizations at the human level, by developing individual potential. These interviews inspired ProHabits, a positive psychology-based software that links professional habits to personal and organizational goals. Companies select tracks that support their values, individuals then select a track that delivers daily “micro-habits” that help them develop skills like focus, teamwork, productivity and empowerment. ProHabits aggregates this data to deliver research that helps organizations understand the obstacles preventing engagement. Adam believes that in a world full of distractions, people seek deeper meaning in their lives and work. A culture centered on purpose is the key to attracting a tribe of customers and employees that are invested and engaged in your organization’s success. Adam has inspired countless organizations and individuals to make the conscious choice to pursue purpose.
Stacey Porter
Oracle
Nathaniel Pease is a proven HCM/HRIS implementation leader with “hands on” experience in multiple industries. Mr. Pease’s formal education, along with his prior work experience as an HR professional, enables him to provide HCM/HRIS solutions that best support the goals and objectives of the HR department and the organization. Mr. Pease compliments his in-depth understanding of Human Resource business processes with advanced HCM/HRIS configuration, data analysis, report writing and integration design skills. Mr. Pease excels at evaluating Human Resource business processes, identifying efficient and intuitive future state solutions, and implementing them in budget and on time.
Specialties: HCM/HRIS vendor integration/implementation, Project Management, Change Management, Oracle HCM (Core HR, Talent Management, Talent Acquisition & Workforce Compensation), Taleo, PeopleSoft, Fusion, Crystal Reports, Oracle Business Intelligence, Taleo Client Connect.
Pamela
Senior Manager, Human Capital Services Consulting, Baker Tilly
Nathaniel Pease is a proven HCM/HRIS implementation leader with “hands on” experience in multiple industries. Mr. Pease’s formal education, along with his prior work experience as an HR professional, enables him to provide HCM/HRIS solutions that best support the goals and objectives of the HR department and the organization. Mr. Pease compliments his in-depth understanding of Human Resource business processes with advanced HCM/HRIS configuration, data analysis, report writing and integration design skills. Mr. Pease excels at evaluating Human Resource business processes, identifying efficient and intuitive future state solutions, and implementing them in budget and on time.
Specialties: HCM/HRIS vendor integration/implementation, Project Management, Change Management, Oracle HCM (Core HR, Talent Management, Talent Acquisition & Workforce Compensation), Taleo, PeopleSoft, Fusion, Crystal Reports, Oracle Business Intelligence, Taleo Client Connect.
Applying A.I. to Engage the Workforce and Contribute to the Bottom Line
With the advancement of A.I. and machine learning, HR has entered an inflection point where it has unlimited possibilities to personalize with each candidate and employee while automating and optimizing underlying business processes. By combining insights and enhanced decision-making abilities garnered through operational analytics, the future of human capital management and its impact on the business itself will depend primarily upon how well an organization taps into this emerging field. This session will demo live examples of where and how such integration and fusion is already in motion as well as a roadmap to begin empowering your organization.
Paul Seo
Managing Consultant
Paul is a part of IBM Talent and Engagement Solutions practice where he helps organizations with applying analytics to reinvent HR and talent to maximize workforce performance for the digital era. The IBM T&E Talent Analytics leverages IBM’s industry leading cognitive computing, behavioral science, and robotic automation to help organizations identify, develop, and retain top talent. Prior to IBM, Paul spent nearly 10 years with HSBC where he held various leadership positions in data and analytics related roles in both business and corporate settings. Most recently, Paul was the Global Head of HR BI and Analytics where he led reporting and analytics portion of its global HR transformation initiative. Paul holds a B.S. from Virginia Tech in Industrial and Systems Engineering and a global EMBA from Columbia Business School and London Business School.
Cadwalader Wickersham and Taft: Cloud Shift from WorkDay to Oracle
There are many providers in the HCM space, but what happens when an organization realizes that it needs to make a change to realize more efficiency and increased functionality for its talent teams and employees? Cadwalader Wickersham and Taft determined that it needed to change its internal systems to gain more functionality via self-service for both managers and employees along with increased reporting capabilities and executed a conversion from WorkDay to Oracle. Learn how combining a Core HR, Benefits and Absence implementation including a complete historical data migration from WorkDay allowed Cadwalader greater access to data and reporting capabilities and helped encourage employee self-service at the firm.
Heidi BlanchardArcLight Consulting LLC
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Heidi Blanchard
Senior Associate, ArcLight Consulting LLC
Rahul Thadani has more than 15 years of progressive and entrepreneurial leadership experience within large complex organizations. His expertise is in managing and leading change, and strategic planning and implementation of enterprise projects. He is currently the Director of HR Information Systems at University of Alabama at Birmingham, where he manages a portfolio of more than a dozen enterprise-wide projects.
Digital Transformation and Evolutionary HCM at Life Care Services
Life Care Services (LCS) is one of the largest providers of senior living in the US (20,000 employees at 150+ communities). LCS deals with a spectrum of HR needs, from providing traditional role based services to managing the ever-evolving dynamics of an extensive workforce. This presentation explores the idea of digital transformation meeting the fundamental challenges of business by leveraging cloud based HR applications. Moving from a complex customized environment to a simpler standardized cloud environment was not only a mindset change, but a transformation of HCM ideology. Join us for an interactive session where we discuss the business value and possibilities encountered during this paradigm shift.
Digital Transformation to Attract Best Talent for Dubai Government Entities
With nearly 60,000+ employed by the 39+ different Dubai government entities, the process to recruit and develop talent was different in each of the entities. Dubai Careers, was a vision to bring in a consistent experience for every candidate joining the various government and to streamline the processes by adopting modern best practices. This vision was realized by implementing OTAC, which transformed the candidate experience with an integrated mobile app in multiple languages and simplified the recruitment process through implementation of a shared service concept. How this project enabled the government to realize its vision is what we will talk in this session.
Huda Al HashimiDubai Smart Government Department
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Modern Talent Management – High Performance Through Employee Enablement
How can we more effectively enable employees to grow their own capabilities and careers? How can we show them, “What’s in it for me?” How can we do this so that both the employee and the organization see higher performance and engagement? In this session, we will discuss ways that organizations can empower their employees for growth through a richer employee experience that puts them at the center and taps into and energizes their motivations. As we focus on the whole employee, putting the power in their hands and supporting greater engagement through increased performance and growth, in turn as employers we can realize a more complete utilization of our workforce capabilities.
Bring your own experiences and ideas and join the discussion.
Moving the Back Office Up Front
YRC Worldwide Inc., one of the largest transportation service providers in the world, has recently implemented Oracle Cloud Payroll and Oracle Cloud Finance. Using this tight integration, YRC is now able to perform detailed and timely labor cost analysis. Come hear how YRC has taken a back office application and made it a strategic tool.
Bill StrattonGrant Thornton LLP
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"Be the Match" for a Blockbuster Implementation
Be The Match’s CHRO branded the Cloud HCM Implementation Project “Project Aladdin”, due to the vision that the solution would be a “whole new world” for the organization… new processes, new analytics and a new way of interacting with HR. Having this Senior-level of support and enthusiasm flow through the project team, they successfully implemented Core HR, Benefits, Compensation, Performance, Time and Recruit in a short 26 weeks, while also switching payroll vendors! Please join us to hear about how Be The Match is revolutionizing the HR function with the Cloud.
Meredith Vaillancourt
Senior Manager, KBACE Technologies, Inc.
Meredith Vaillancourt has 20 years in Oracle HCM Consulting solutions. Meredith’s expertise covers the breadth of the HCM modules, with a core competency in Global HR. Her ability understand the client business need and solution into a Cloud best practice makes her a leader in HR Expertise.
Building a Business Case for the Digital Organization
Historically, Business Cases were developed to drive synergies and savings in an organization’s fragmented HR technology ecosystem. Today’s Business Case for an HCM Cloud Implementation has broadened its focus from pure technology play to a starting point for company’s evolution into a digital organization. The digital organization demands a technology solution that enables its business performance, while offering a consumer-grade experience to a technologically savvy workforce. This session will help organizations understand how the financial business case and the supporting narrative is changing to demonstrate how an HCM Cloud Technology is a critical step for the company’s evolution to a digital organization.
Neal Kimball
Managing Director, Deloitte Consulting
Neal is a Managing Director in the Deloitte HR Transformation practice and has 15+ years of experience with HR technology business case development, HR technology roadmap creation, software selection, implementations, and upgrades. For the last seven, Neal has helped clients move from on-premise HR technologies to SaaS.
Corporate and Personal Protection in the Cloud
Ensuring personal and corporate protection in the cloud is critical for all organizations. Fraud to data privacy, ensuring compliance and continuous monitoring to minimize risk should be top of mind. With the consequences of data privacy breaches and fraud becoming more critical to the bottom line and brand, organizations are required to face this issue head on. This session will focus on what every organization should consider in preparing for their transition to the cloud and the unique security offerings provided by Oracle Cloud Services with HCM Cloud and GRC for HCM.
Nancy Estell Zoder
Director, Global HR for Oracle's HCM Cloud Service, Oracle
Nancy Estell Zoder is the Senior Director of Global HR for Oracle’s HCM Cloud Service. Nancy is an experienced HCM professional with over 19 years implementing, designing, developing and defining product and project strategy for Human Capital Management solutions. Nancy spent 10 years implementing HCM worldwide in North America, Europe and Asia in a variety of industries as well as lead PeopleSoft’s product strategy for Global HR. Her area of expertise includes: Strategic Workforce Planning, Global Human Resources, Compensation, Help Desk, Health and Safety, Reporting and Analytics, Data Privacy as well as Global Deployments of enterprise solutions.
Empowering Leaders to Lead through Data & Analytics
Finding, retaining and nurturing talent for healthcare systems is an essential part of being competitive today. Having good information about the people within the organization helps reduce people related costs and regulatory risks. Join us as we share with you the journey a major healthcare provider has embarked upon to empower their leaders by combining people and operations information in their manager self-service dashboards to making increasingly data-informed decision about their talent.
Jonathon Frampton Baylor Scott & White Health
Nick RoppoloKPMG LLP
Jackie TischlerBaylor Scott and White Health
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Jonathon Frampton
Director, People Analytics, Baylor Scott & White Health
I am continually impressed and inspired by the power a team of individuals can have when all eyes are set on a shared target. "Will it make the boat go faster?" Jon is the Director of HR Technology and Analytics for Baylor Scott & White Healthcare, the largest not for profit healthcare system in Texas. The HR Tech and Analytics teams reside in PeoplePlace, the core operations and technology center for BSWH HR.
Nick Roppolo
Director, Advisory, KPMG LLP
Nick has spent the past 19 years helping clients solve their business challenges implementing back office systems via reporting and analytics. He is currently a Director at KPMG focused on delivering Oracle Analytics for his clients.
Jackie Tischler
SVP Human Resources, Baylor Scott and White Health
Jackie is a Senior Vice President of Human Resources for Baylor Scott and White Health with responsibility for HR Technology and Analytics, Talent Acquisition, Benefits, Compensation, HR Service Center Operations, Strategic Workforce Planning, and Employee Health. Throughout her career, she has worked in operational and HR roles focused on transforming current operations. Jackie is a Certified Public Accountant with an undergraduate degree in Accounting from Oklahoma State University, and a Masters of Health Care Administration from Trinity University.
Oracle HCM Cloud User Experiences: Keeping It Modern
User experience is one of the main factors in employee engagement and adoption of new technology.. Come learn about the design decisions, user experience research, and attention to detail applied to our latest HCM Cloud offerings, built on extensive customer research activities. See the new designs and talk about the design philosophies and strategy behind our products, and why we think the user experience is so important to your continued success.
Time Is On My Side: How Oracle HCM Cloud Reduced Citizens Bank's Time to Hire
Citizens Bank has had a clear vision ever since they started on their journey to the Oracle HCM Cloud two and a half years ago. Leveraging the Oracle Talent Management Cloud has allowed the company to go from manual to automated processes by improving time to hire while allowing new hires to become more productive in less time.
Matthew Runkle
KBACE, a Cognizant Company
Mr. Runkle is an Oracle Talent Acquisition Cloud (OTAC) consultant with proven ability to understand a client’s needs and finding solutions to complex problems. He thrives in exceeding client’s expectations by providing best practice recommendations levering his system experience and Human Resources knowledge. Mr. Runkle successfully partners with clients to ensure that process and strategy are tailored to their unique cultures and business needs. His responsibilities include functional design and configuration, best practice recommendations & guidance, testing, issue investigation & resolution, education & training, and developing end user documentation. Prior speaking engagements include presentations at Oracle Open World, Oracle HCM World, and OHUG Global Conference.
Using HCM Cloud to Streamline Time Capture for Field Operations
Learn how Pike Electric leveraged Oracle HCM Cloud to streamline a complex crew based time entry process in Cloud Time. Leveraging the web services of HCM Cloud, Pike Electric was able to provide employees in the field with a sophisticated iPad app integrated to Cloud Time & Labor. Hear how we managed to efficiently capture field crew's time and related work order details utilizing Cloud features.
Amarnath Reddy Vangoor
Director of IT
Pike Electric
Amar Vangoor is currently the Vice President -Innovations with Pike Electric. He has been with Pike Electric since June 2008. Pike Electric is one of the largest providers of Energy Solutions in the U.S. During his time at Pike he has overseen multiple acquisitions, an ERP implementation, offshore staffing, and an expansion of field service technology using iPads. He also has overseen the automation and digitalization of field service operations. Mr. Vangoor graduated from the University of Bangalore, India with a Bachelor’s degree in Chemical Engineering. He also holds a Master’s degree in Chemical Engineering from the University of Dortmund, Germany.
Shiv Saroj
Specialist Master
Deloitte Consulting LLP
Shiv is a Specialist Master in Deloitte’s Human Capital practice with over 13 years of experience in leading complex mid to large scale Oracle EBS and Cloud implementation projects. His experience includes project management, business process design and implementation of HCM Cloud, EBS modules including Global HR, Self Service, Taleo Learn, Payroll with deep subject matter expertise on Time & Labor and Absence domain. Shiv has lead one of the recent Cloud Absence implementation which involved 100+ plans spread across 15 countries. He is currently involved with another HR Transformation where we have implemented Projects based timecard with time data coming from field employees through custom iPad application using web services. Shiv has authored several white papers and presented multiple sessions at various conferences like OpenWorld, Collaborate and OHUG.
Wednesday, March 21
A Talent Management Approach to Recruiting Technology
Recruiting is one of the most high impact areas of talent management yet is often the hardest to do well. As organizations look to adapt their recruiting process to changing market trends, technology will take a lead role in helping define that journey and shaping a new wave of emergent best practices. Join the Oracle product team as they share their thoughts on the future of recruitment technology and their vision for what the first generation of truly “unified” recruiting will look like. They will showcase how they have translated their talent aware, candidate centric, and data driven design principles into new product capabilities through the lens of Oracle’s latest HCM Cloud offering, the Oracle Recruiting Cloud.
Don’t be Paralyzed, be Harmonized! Seizing the Opportunity to Transform HR
An opportunity to completely transform the way HR supports an organization only comes around once every decade or more (Thankfully!). Stantec was due for this transformation, and when presented with the opportunity we seized it! Stantec, being a large global engineering firm, had many disparate HR practices that had developed over time. We embraced our partner Baker Tilly’s recommendation to "Harmonize" as the beginning phase of our implementation of Oracle HCM Cloud. After “Harmonization” we emerged with alignment on the project and a clearly defined “Global Common Model” foundation – the perfect platform from which to launch the implementation, with clearly defined scope, priorities, timelines, and expectations and measures of success.
Jeff Haynes
Director
Baker Tilly
Jeffrey Haynes, Director with Baker Tilly, specializes in translating an organization’s strategy for their people into actionable plans for their HR technology. He assists clients in modernizing their Human Resource practices to transform their organizations through more efficient and effective human capital management. Jeff has over 20 years of broad HR-related skills, with interests in HR technology, reward systems, performance measurement, analytics, and job structure. Jeff’s corporate and consulting experience spans across telecommunications and high-tech manufacturing, Energy and eCommerce, and Healthcare and Higher Education Prior to Baker Tilly, Jeff was VP - HCM Transformation at Oracle.
Angela Moore
HR Solution Delivery Lead
Stantec
Ms. Moore has over 20 years of corporate initiative roles that include experiences in management, operational effectiveness and system development. She also has numerous skills including mentoring, motivating, leadership, human resources management, public speaking and communications. Her current role as an HR Solution Delivery Leader at Stantec promotes and manages relationships with an advisory role to prioritize Human Resource initiatives & delivery for and with the various teams within the growing needs of the company. She demonstrates her business acumen with analysis, planning, advising, and effective execution of daily responsibility awareness for all roles in HR and our clients.
Engaging your Community for a Successful Transformation
Implementing your new Oracle Cloud application is the perfect time to increase employee engagement and reaffirm your organization’s culture. A successful transformation roadmap includes a socialization tour that combines people, future-state leading-practice processes and technology. Come join thought leaders at KBACE Cognizant to learn about creating local business change agents and empowering them with the tools and technology to win the hearts and minds of the global business community.
Jane CaradaleCognizant Technology Solutions U.S. Corporation
Michelle DiBonaKBACE, A Cognizant Company
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Evidence-based HR Decisions
Within a few years HR teams have moved from the problem of having no data to having too much data. How are HR organizations using analytics to drive HR initiatives that impact the bottom line? How is automation helping identify the right insights from a ‘jungle of metrics’?
Manisha Gupta
Oracle
Manisha Gupta, Sr. Director Product Management at Oracle is focused on building People Analytic Solutions for Oracle Customers to drive exponential business & financial impact, with efficient teams and engaged employees. Prior to joining Oracle she led global roles and built multi-million dollar revenue generating HR solutions for LinkedIn and early stage startups. Manisha holds an MBA from Wharton and a MS Computer Science.
Layperson's Guide to Workforce Analytics
As the scope of human capital management continues to expand, HR leaders are doing their best to stay abreast of rapidly changing best practices. Many are inspired to try new methods and tactics, and invest in new technologies and services. But there’s one obstacle few have overcome: the ability to monitor, measure and optimize for impact. This lack of insight into what's working and what's not undermines forward-thinking talent leaders' efforts to evolve and adapt. We will present a straightforward approach to becoming the analytics playmaker your organization needs, including four commonsense tenets that drive the most effective measurement practices, and five analytics "on-ramps" to take you out of the dark and on the path to greatness.
Kyle Lagunas
Research Manager
IDC
Kyle Lagunas is research manager for IDC's Emerging Trends in Talent Acquisition and Staffing research practice. In this role, Kyle leads IDC's research on the dynamic world of talent acquisition and engagement. His work focuses on technologies and services – how they are evolving, what the are addressing, and how organizations are successfully leveraging them to navigate the complexities involved in attracting, hiring, and engaging talent in a digital world. Prior to joining IDC, Kyle founded Lighthouse Research & Advisory where he conducted independent research in talent trends and technologies as Principal Analyst. Before setting out on his own, he launched the talent acquisition practice at Brandon Hall Group and led major research projects on the state of talent acquisition, high-performance recruitment marketing, and onboarding as a driver of employee engagement. As the HR Analyst at Software Advice — a Gartner company — he supported the newly-created lead generation practice for HR technology vendors through a successful brand and content marketing strategy.
Preparing for the Future: Co-op’s Strategic Transformation
The Co-op is one of the world’s largest consumer co-operatives including food, funerals, insurance, electrical and legal services employing 70,000 colleagues across 3500 outlets. Co-op’s ambition was to transform its HR Function, systems and processes to support a growing business attracting and retaining talent in a fast changing environment. Learn why and how they have transformed the HR Function through adoption of modern technologies and processes; the changes implemented across the business to support our business strategy; how change was managed within our organisation and what business benefits were delivered. To close we will talk about our vision to fully leverage what we have already delivered to further transform our HR services.
Simon Locke
Head of IT- Enabling Function
Co-op
Since 2015, Simon Locke has been the Head of IT for Enabling Functions at the Co-op, one of the world’s largest consumer co-operatives, with interests spanning food, funerals, insurance, electrical and legal services. Reporting to the Group CIO, he is accountable for the strategy, architecture, change, service management, and continual improvement of IT Services for all the Enabling Functions businesses: HR, Finance, Risk, Legal, Procurement, Internal Audit, Group Communications, and Group Secretariat. Prior to this role, Simon has fulfilled a variety of IT Leadership positions, at the Co-op Bank and Co-op Group, as well as IT, Procurement and Supplier Management roles at the Co-op and also Barclays Bank. Most recently, Simon has been accountable for the IT delivery of the Oracle HCM Cloud implementation including Performance, Recruitment, Talent, Core Hr and Payroll.
A Long and Winding Road: “Optimizing” Integrated Talent Management
Stanford University’s challenges for talent are driven by the dynamic Silicon Valley labor and housing market. Comprehensive integrated talent management is critical to our institutional success as we work to attract, retain, and develop the brightest people in this highly competitive environment. As one part of this strategic journey we, along with our partners from Baker Tilly, began “Optimizing” our Oracle Talent Acquisition Cloud, and creating an overall “Roadmap” to Cloud Applications. We have learned much about talent management, Cloud technology, and the management of stakeholders and competing interests. Join me to hear about our approach to integrated talent management, its impact so far, and our expectations for the future.
Jeff Haynes
Director
Baker Tilly
Jeffrey Haynes, Director with Baker Tilly, specializes in translating an organization’s strategy for their people into actionable plans for their HR technology. He assists clients in modernizing their Human Resource practices to transform their organizations through more efficient and effective human capital management. Jeff has over 20 years of broad HR-related skills, with interests in HR technology, reward systems, performance measurement, analytics, and job structure. Jeff’s corporate and consulting experience spans across telecommunications and high-tech manufacturing, Energy and eCommerce, and Healthcare and Higher Education Prior to Baker Tilly, Jeff was VP - HCM Transformation at Oracle.
Cindy Martin
Senior Director, HR Client Services and Systems
Stanford University
As the Senior Director, HR Client Services and Systems at Stanford University, Cindy Martin has extensive experience implementing and supporting Oracle HCM and Talent Management applications in a higher education environment. With experience as a business analyst, reporting analyst, manager, and director, Cindy has developed a deep understanding of HCM processes and systems. Cindy currently serves on the Oracle Usability Advisory Board, PeopleSoft Customer Advisory Board and Higher Education User Group HCM Product Advisory Group.
Able to Leap Tall Buildings in a Single Bound
Hoffman Construction Company is a privately held construction firm based in Portland, Oregon. Founded in 1922, it is the largest construction company in Oregon, and the 33rd largest in the United States. Hoffman Construction needed to update its Human Resources, Benefits Management and Compensation Management systems in order to drive change in their business operations that put more effective and consistent business process tools in their employees and managers hands. In this session, Hoffman will tell their story about why it was so important for their business to change to a system, how quickly and effectively they were able to implement the HCM tools that were the driver for changes in their operations.
Beyond Digital HR: When Everyone is in the Cloud, Who Wins?
Executives in every line of business are exploring how AI, or cognitive solutions, can impact their respective departments. CHROs are no exception and need to know how AI can complement existing investments in cloud HR. IBM’s recent research reveals areas where cognitive capabilities can be leveraged in the new HR era. IBM's 2018 HCM World discussion incorporates findings around how chatbots can be an integral aspect of the new digital HR experience with user-centric design that builds a motivated and high-performing workforce. Join us to explore our 2018 HCM World Update to IBM's HCM Research Findings.
Adhir Chobe
North America Oracle HCM Leader
IBM Corporation
Adhir has 22 years of industry and consulting experience, 19 of which have been dedicated to delivery of large-scale complex business transformation projects. Having led technology teams in complex, multi-site, multi-national organizations, Adhir has experience directing a multi-cultural and diverse workforce in over four continents. Adhir currently leads the North America Oracle HCM practice in IBM
Lissa Watson
"GLOBAL EXECUTIVE, TALENT ENGAGEMENT SOLUTIONS"
IBM Corporation
Lissa Watson is IBM's North American Leader for Oracle Talent Cloud Solutions. Lissa is a Fortune Magazine recognized executive for workforce inclusion and talent engagement. She is a global leader with skills in digital talent strategy and transformation, including cognitive solutions and cloud technology enablement. Lissa has deep talent strategy expertise as a result of 25 years as a leader in talent management. As a former VP of Talent Strategy in large multinational companies, she brings broad human resource competencies and perspective to her clients. Lissa’s experience focuses across human capital disciplines with emphasis on strategic and tactical solutions to drive talent engagement, process efficiency, and operational excellence. Lissa is a values-driven leader who believes strongly in the power of culture and community to drive engagement and shareholder value in the enterprise. In her 6 years with IBM, Lissa has had extensive experience in both delivery and developing solutions. Previously, as an offering leader for Talent Engagement Solutions, and the Global Delivery Process Leader for IBM’s Recruitment Process Outsourcing (RPO) Business., and presently as the Oracle Talent Cloud Leader for North America. Lissa brings expertise and a point of view on: • Leading Talent Acquisition Solutions on HCM Cloud • Social Systems of Engagement • Cognitive Process Transformation and Adaptive Intelligence • Diverse and Inclusive Employer Branding • Signature Employee Experiences by Design Lissa has held executive leadership roles, including international assignments in high tech and biotech companies, and more recently working cross-sector as an IBM Delivery and Offering leader.
HCM Cloud Payroll: Making Payroll Strategic
Come hear some of our seasoned HCM Cloud Payroll professionals discuss best practices for ongoing management of payroll using HCM Cloud. The session will include a panel speaking about their experiences with HCM Cloud payroll including topics like year end, retroactive payrolls, maximizing reporting capabilities and leveraging customer connect. See how strategic payroll can be for your organization!
Pella’s Strategic Journey to the Cloud
Pella’s HR journey to the cloud started as an alternative to a PeopleSoft upgrade and ended as a strategic initiative for the business. Learn about Pella’s HCM Cloud journey and how it has helped shape and enable the growth strategy of the company.
Teri Lancaster
Manager / Supervisor
Teri Lancaster, HR Systems and Planning manager for Pella Corporation, has over 20 years of IT related experience, and over eight years supporting HR business systems. Teri has spent the last three years leading Pella’s HR journey to the Cloud, supporting Payroll, Core, Recruiting, Benefits, Talent, Onboarding, and Learn cloud implementations. Over her career, she has also been instrumental in Pella’s cloud transformation with CRM and Marketing systems. Teri holds a Ph.D. from the University of Iowa and has been recognized as a leader for Business Innovation from the Technology Association of Iowa.
Planning Your Journey to Oracle Recruiting Cloud
The launch of Oracle Recruiting Cloud presents an exciting opportunity for our current cloud recruiting customers to transition their recruiting process onto a single HCM platform. In this informative session we will help customers understand their options and help plan their own journey to Oracle Recruiting Cloud. Join Oracle product and implementation experts as they walk through available deployment options, discuss adoption effort and best practices, and talk about how to align your particular journey with ORC’s rapidly evolving roadmap.
Stop Automating Bad Processes: Improve Processes as You Implement Your HCM
We use HCM to automate processes. Unfortunately, bad processes that are automated are still bad processes. As a result, our investment in HCM does not produce the ROI we were hoping for. Without taking the time to evaluate and improve processes we cannot achieve increases to efficiency and performance. In this session, Dr. Wade Larson will present a case study of a mid-size company's journey to revamp all Talent Management processes in performance, succession planning, training, recruiting, and more to achieve a 20% increase in efficiency within HR and a 10% increase in efficiency for managers. This session will also provide specific steps and metrics participants can use to recognize and improve processes right away.
Wade LarsonWagstaff, Inc.
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Wade Larson
CHRO
Wagstaff, Inc.
Dr. Wade M. Larson, SPHR Dr. Larson is the Chief Human Resources Officer for Wagstaff, Inc. and has worked more than 25 years in the field of human resources and professional development in both for-profit and public organizations. As a senior manager, Larson has specialized in reengineering the HR function for several organizations; as a consultant, he has worked with over 200 organizations finding solutions for better employee alignment and organizational performance. In his latest book, "Doing HR Better", Dr. Larson shares a simple 4-part model that guides readers to consider current processes and ways to improve business performance. Wade believes that an organization is only as good as the people that work for it – to improve organizational performance, we must improve individual performance. Process improvement is at the very core of helping employees and managers perform better and faster IF we implement some essential steps to streamline and enhance what we do. Dr. Larson earned his BA from Brigham Young University, his MBA from Willamette University, and his Doctor of Management in Organizational Leadership from University of Phoenix.
Benefits Questions? Answers Provided
Overhead Door improved management of open enrollment to make it easier for both employees and HR staff, and along the way it became more accurate and wholly modern. After years of paper enrollment, long hours of auditing and inputting, and managing elections and reporting manually, OHD took the steps needed to overhaul their processes. This transformation to automate and streamline their processes provided Overhead Door with many benefits of their own: insight to their employees needs, greater accuracy in the enrollment process, huge efficiencies within the HR group, and increased employee satisfaction. By automating benefits enrollment and a revitalized wellness program, Overhead Door has removed stress from the season and transformed the benefits experience across the organization.
Rebecca Stalsby
Director, HRIS and Payroll
Overhead Door, Inc
Becky has worked for Overhead Door Corporation since 2014, coming on board during their HCM transformation to the Oracle HCM Cloud. As the Director of HRIS and Payroll, she has seen been involved with multiple patching cycles as well as upgrades and as seen the Oracle HCM product grow and mature. Becky is crazy about data and loves to magic it into actionable information. In her free time she loves to spend time with friends and family and is considers herself a dedicated Whovian.
Betting Big on Oracle Cloud at Caesars Entertainment
Caesars Entertainment, a worldwide brand in gaming and hospitality, has undertaken a strategic transformation across the organization to modernize its back office HR function. Attend this session to learn more about Caesars' decision to change, how the organization operates, why they chose to move to the cloud, how they selected Oracle Cloud, the challenges of deploying the solution across the country and the latest update on their HCM transformation.
Deron Stoecklein
Principal
Grant Thornton LLP
Deron Stoecklein is a Principal with Grant Thornton in the Technology Solutions practice, and practice leader of the Human Capital Management team. Deron also helps clients leverage HCM/ERP systems and industry solutions for process improvement and efficiency while leading them through large-scale program management, change enablement and transformational initiatives.
Branding your HCM Cloud
No two people's fingerprints are the same, so neither should two HR systems. The way you brand your HCM Cloud could mean the difference between your user base happily adopting a new application during implementation or 'just another system we have to use'. CDM Smith, an engineering company out of Boston have branded their cloud as Mosaic, a name representing the group of disparate business processes which have been combined under one global solution. Bernadette Lammi, the HRIS manager for CDM Smith and Anton Rzhanov, a cloud director at KBACE will reveal how a blend of vignettes, logos, unique personalizations and on-screen prompts have turned an Oracle cloud into CDM Smith folklore.
Anton Rzhanov
Consultant / Contractor
KBACE Technologies, Inc.
Mr. Rzhanov has worked in the software consultancy industry for 10 years at KBACE, A Cognizant Company. During this time he has personally led implementation projects of E-business suite and Oracle cloud including being responsible for one of the first Oracle HCM cloud implementations in 2011. Since then, he has led a consulting practice and is currently the director of cloud solutions focusing on reproducible products and services relating to KBACE's cloud customer base. Mr. Rzhanov's experience on all levels of the project life cycle including implementation, go–live, and post-production support allows him to identify the trends in shifting digital technology and assist customers in adapting to them. He earned a B.A in finance from the University of New Hampshire and currently resides in the lakes region in New Hampshire on a homestead. He has started beekeeping last year and has since been unsuccessful in keeping them alive.
Cloud's Impact on HR Service Delivery - Results from PwC’s HR Tech Survey
Melinda Sellers
Chief People Officer
Mary Kay Inc.
Melinda Foster Sellers serves as Mary Kay’s Chief People Officer. Melinda is responsible for all Human Resources, Real Estate and Corporate Services around the world. She has been a member of Mary Kay’s Executive Team since 2006.
Dan Staley
Principal
PwC
Dan helps organizations better connect and engage with their workforce by leveraging today's leading HR technologies. With over 29 years of experience in the Human Capital transformation and technology space, Dan serves as PwC's HR Technology leader and sponsors PwC's annual HR Technology survey. Dan has a passion for helping clients better leverage HR technology to enable their business goals and associated people strategy. He has published numerous articles on the topic and delivered many keynotes and other speeches on how organizations can better plan for, deploy and support the technology that enables their people processes. Dan has served over 100 distinct clients spanning all industry sectors. His HR technology deployments have included organizations both large and small with headcount ranging from 250 to 250,000 (and everything in-between). Dan's experience goes well beyond work in the US. He has had dozens of global clients and has deployed HR technology to over 105 countries.
Leading an HR Evolution at Northwell Health
Join Northwell Health’s Elina Petrillo, Asst. Vice President HR Technology, as she shares the goals of Northwell’s HR Evolution initiative to drive value throughout the organization by Increasing Manager Efficiency, Enhancing Employee Experience, Optimizing M&A Capability, Managing Operational Cost, and Increasing Revenue Generation.
By partnering with Oracle, Northwell will leapfrog a PeopleSoft 9.2 upgrade and jump straight to the cloud, leveraging Oracle’s core HCM, payroll, compensation, learning, helpdesk and analytics cloud platform to deliver a streamlined and scalable solution to address Northwell’s increasing size and complexity as a fast growing, innovative health system.
Mike Andrus
Vice President, HCM Transformation
Oracle
As Vice President, HCM Transformation at Oracle, Mike partners with key customer executives to share HR transformation and technology strategies, leading practices and research while serving as an internal advisor to Oracle's sales, marketing and product strategy teams. Prior to joining Oracle in 2016, Mike spent ten years leading HR Operations at one of the nation's largest health systems as well as ten years in progressive finance roles at a global telecom company. In his roles on senior leadership teams across two different industries undergoing major transformation, Mike knows what it means to be the face of change within large organizations and leading initiatives with executive stakeholders.
Meaningful HR Metrics: Overcome the Hurdles to Manage and Extract Value
Many enterprises have started their journey to establish and deploy meaningful metrics for their workforce data. With modern, sophisticated technology enabling better metrics and analysis, organizations are surprised when they encounter obstacles to fully deploy meaningful HR metrics. Anticipating the hurdles and proactively solving for them will allow organizations to more effectively leverage the powerful Oracle HCM reporting tools available and demonstrate value back to their business. In this session, learn how your peers have overcome hurdles in the functional pillars of HR (and beyond) to achieve strong data analysis that leads to true business results.
Simple Performance Management at Fannie Mae
In an effort to focus on what really matters, we took a hard look at our performance management process and the technology that supports it in 2016. We asked ourselves: what truly matters at the core of performance management? Our answer was simple—the relationship between a manager and an employee. Everything else is documentation and red tape.
So in 2016, we undertook an effort to simplify our performance management process and our technology in order to focus on what matters. These efforts resulted in managers having more time to focus on coaching and providing feedback to their employees and to better adoption because it was tailored to their organizations’ specific needs and how they operate.
AXA HR Transformation Journey
Over the last 2 years, AXA has performed a major HR transformation while evolving its current global PeopleSoft HCM platform to the Oracle HCM Cloud. In a global and decentralized organization, the AXA HR function has redefined AXA global Talent Processes common for all entities to address workforce evolution challenges. At the same time, AXA HR now offers additional services to support the various Business Units with local Core HR Processes and reinforced people data & analytics capabilities. We will go through the key milestones of the transformations and the lessons learned through this journey.
Cyrille Reffay
Head of People Solutions
AXA Services SAS
Head of People Solutions at AXA One IT for 4 years Responsible of Oracle HCM Cloud implementation from a solution perspective
Empowering HR Transformation with AI
What is artificial intelligence and machine learning and how can it help HR professionals improve decision making, drive greater effectiveness and efficiency, and put the human back into Human Resources? At this session, you'll learn what the AI hype is all about, what it means for HR, how it works while maintaining data privacy, and how to harness the technology to elevate HR's role from transactional processing to delivering their strategic vision. Join us for a thought-provoking session by the Oracle Adaptive Intelligent Apps Product team to learn how you can leverage AI to transform your business with AI Apps.
Jack Berkowitz
Vice President Product Management and Data Science, Adaptive Intelligent Apps
Oracle
Jack Berkowitz is Vice President, Products and Data Science for Oracle’s Adaptive Intelligence program. In this role, he oversees the market, technical and sales strategy for Oracle’s suite of next-generation intelligent applications, combining web-data, data science and platform Cloud computing. These applications span areas including marketing & e-commerce, digital publishing, enterprise resource planning. Previously, he led product management for Oracle’s Application Cloud Analytics, encompassing both embedded reporting and strategic enterprise analytics, and the mobile and user-interaction systems of BI Foundation Suite. Prior to Oracle, Berkowitz spent 20 years in both product development and implementation of intelligent information systems, most recently involved in Web-scale search and recommendation systems, data driven applications, and the Semantic Web. He has been on the executive team of 4 startups involved in search, reasoning or meta-data driven applications (Attivio, Siderean, Cerebra, Reef Software) and he co-founded edapta, which enabled dynamic user interfaces and personalization for mobile and web clients. Berkowitz has delivered solutions with a wide-range of Global 50 clients from Financial Services, Consumer Web, and Healthcare. Early in his career, he was involved with DARPA and FAA sponsored programs for user-experience and intelligent systems, FAA Aviation Security, and the certification of the B777 flight deck.
Keeping Up With the Paid Sick Leave Movement
During the past several years, US state and local laws and ordinances affecting worker's absence entitlements in the workplace have grown. Recent legislative activity has continued to add to the complexity and expense for employers. With the increased changes and additions of these laws to which employers are being subjected, it could result in significant administrative burdens and costs, if they are not handled swiftly and accurately. Come learn about these trends and get critical insights around what to expect over the coming years.
Sherri Bartels
Oracle
Sherri Bartels leads Product Strategy for Oracle's Cloud Workforce Management Applications. She has 22 years combined experience in leading teams, programming, designing, quality assurance, implementation, training, product strategy, Cloud operations, change management, and marketing for HCM and ERP software systems.
One Company One HR: Reflections on our Transformation
XL Catlin are a global insurance and reinsurance company providing property, casualty, professional and specialty products to industrial, commercial and professional firms, insurance companies and other enterprises globally. In 2015 as part of a major acquisition, a decision was made to standardize benefits and processes within the first year and to this end the CEO committed to a new HR platform to support a common culture across the firm. HR embarked on a transformation journey to provide capabilities for harmonized processes on an integrated platform. The timescales were aggressive, the number of services ambitious. This presentation is a reflection of that journey, lessons learned and what's next to optimize and improve HR capabilities.
Margaret Patrick
VP
XL Catlin
Margaret Patrick is a Vice President and IT Executive at XL Catlin, a global company providing insurance and reinsurance to industrial, commercial and professional firms, insurance companies and other enterprises throughout the world. As part of the Corporate Platform Office she leads business engagement for HR and other corporate functions including Investments, Legal and Compliance and Workplace Services. In 2015-2016, in partnership with HR she led a major HR transformation program. Prior to joining XL Group 11 years ago, she held various management positions in the UK and the USA leading applications development, support and consultancy teams for various clients. In addition to Insurance and Reinsurance, she has worked in Investment Banking and other Financial Services industries as well as Telecommunications. She has extensive project and programme management experience and during her career has led major transformations to achieve key business objectives. She is based in London and holds an MSc in Information technology.
Paycards: Generational Trends Shaping the Future of Worker Pay
Millennials (22-39) and Generation Z workers (now up to age 21) are tremendously influential segments of the workforce— growing in knowledge, confidence, and independence every day.
Almost half of Gen Z (47%) and nearly a third of Millennials (31%) would turn down a job if they were unable to choose their method of pay. The fastest growing generations in the workforce have declared their preference for payment options, sending a strong message to employers and hiring managers.
In this session we will discuss how payment preferences are shifting and why employers should consider offering pay alternatives as a workforce recruitment and retention strategy.
Jonathan Soffin
Senior Director
ADP
Jonathan has 15 years of marketing experience in both the Consumer Packaged Goods and Financial Services industries, where he held senior level marketing positions at companies including The Capital Group, Green Dot, Nestle and Procter & Gamble. Jonathan has over 7 years of prepaid experience, where he led the B2B and B2C marketing for the Green Dot Network with responsibility for over 100 partnerships including PayPal, Walmart MoneyCard, RushCard, ADP ALINE and many others. As Senior Director of Marketing, Jonathan supports ADP’s Wage Payments business unit focused on paycard innovation and new initiatives focused on engaging cardholders to help drive greater retention and revenue. Jonathan holds a BA in Accounting from Michigan State University and an MBA in Strategy and Marketing from the University of Michigan.
Shake off Legacy, Embrace Modern: How Creighton University is Leading the Way
Creighton’s journey to modernize its HR and Talent practices with Oracle HCM Cloud took full shape in 2017. After going live on Core/Payroll on January 1, the University set its sights on the critical, highly visible, but outdated talent acquisition and talent management functions across the Institution. With fresh perspectives from University leaders, our partner Baker Tilly, and a view into the possible from Oracle HCM Cloud, we successfully reinvented the way Creighton’s talent processes will support the University’s important mission going forward. Whether you are in Higher Education or not, hearing our modern talent transformation success story should prove that if we can do it in Higher Ed, you can do it too!
Molly Billings Creighton University
Michael Windham Baker Tilly Virchow Krause, LLP
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Michael Windham
Experienced Manager
Baker Tilly Virchow Krause, LLP
Michael Windham, experienced manager with Baker Tilly Virchow Krause, LLP, has been with the firm since January 2015. Michael has worked as a program manager on numerous projects implementing Oracle HCM Cloud applications. Michael has managed projects across different verticals, including higher education, finance, healthcare, marketing and consulting with clients ranging from 5 thousand to over 75 thousand employees. Michael has an in-depth understanding of project management methodologies and also has 10 years of experience leading design, configuration and process discussions within Oracle HCM Cloud applications that have enabled clients to take full advantage of technology solutions.
Digital Transformation: Strategically Unlock the Power of your Workforce
An era of digital technologies is compelling organizations to innovate across the value chain. To survive in the current environment, any company must be on the forefront of technology. Perhaps the biggest challenge is understanding the role that people will play in an automated world. It is inevitable that some tasks that were previously carried out by people will be replaced by automation. The real benefits come from collaboration between people and technology, rather than from one replacing the other. The impact of digital technologies in HR need to be looked upon holistically. Changes are positive and need to be embraced along with making a change in the way business processes are executed.
Kunal Khashu
Manager Advisory
PwC
Kunal is a manager with PwC’s Healthcare Advisory practice. He has around Twelve years of experience driving Business Transformation through cloud and Traditional On Premise enterprise solutions for various Fortune 500 clients across the Healthcare and life science industries. Kunal has led multiple large scale engagements in transforming client’s operations through business process redesign, process optimization, and global ERP implementations. Recently, he has worked in one of the largest transformation project through HCM Cloud implementation for a large Integrated Healthcare organization and optimized their Hire to Retire end to end business processes by mapping their requirements with HCM Cloud functionalities. Kunal also led one of the first Oracle PeopleSoft 9.2 implementations for a Healthcare Enterprise. Kunal is a subject matter expert in SaaS and PaaS models of Cloud computing and also has extensive know-how around Artificial Intelligence, Augmented Reality and Blockchain and their impact on the HCM Business Processes. Kunal is certified Professional Scrum Master and is proficient in various Agile and traditional implementation methodologies
Esterline Technologies Goes Where They Have Never Gone Before
Esterline Technologies is a global company principally serving aerospace and defense markets with business locations in over 19 countries. When Esterline Technologies decided to operate as an enterprise with a vision towards “One Esterline”, an opportunity arose for a fresh start for Human Resources, not only for HCM Cloud. Standardizing and globalizing processes and practices surrounding performance management and compensation, as well as organizing HR as a centralized shared services model were key outcomes. In this session, hear how a global and diverse manufacturing and engineering company successfully implemented Oracle HCM Cloud; this includes the business case for change, go-live journey, and to go where Esterline has never gone before.
Shahbaz Alibaig
HR Senior Director
Esterline Technologies Corp
Shahbaz Alibaig Senior Director, Head of Global HR Operations, HRIS and Analytics Esterline Technologies, Seattle, Washington, USA Shahbaz Alibaig is a senior global human resources leader with over 18 years of experience in the areas of global talent recruitment, HR, Six Sigma and project management. In his current role, he is leading Global HR Operations and HR Solutions team at Esterline Technologies and implementing cloud based HR solutions like Oracle HCM, Taleo and Tableau and implementing global shared services. Shahbaz recently led multiple efforts in regards to deployment of Synchrony Financial’ s (formally GE Capital) independent HR systems and services as well as leading HR Change Management initiatives including implementation of Workday and Cornerstone LMS. Shahbaz moved to Esterline after working for GE for over five years where he was the global recruitment technology manager. Under Alibaig's leadership, GE implemented innovative practices around recruitment & other aspects of candidate experience. Some of his global projects included implementation of Video Interviewing, Candidate Relationship Management, and Hiring Manager/Candidate Survey NPS Surveys. Shahbaz recently published a e-handbook “CRM Playbook – Guide to Candidate Relationship Management”. He frequently writes HR relates blogs on his LinkedIn site. Shahbaz is a certified Talent Acquisition Strategist, PMP certified, Six Sigma Master Black Belt, ISO & FDA Lead Auditor and one of the few highly selective Entrepreneurship Operating System Certified Implementers. Shahbaz has been a keynote speaker at several HR and Talent Acquisition Conference in US and Europe. Twitter:@shahbazalibaig LinkedIn: www.linkedin.com/in/shahbazalibaig/
Get Your Head In The Cloud!
A real life Digital HR dynamic duo is excited to share their collective experiences with the HCM World attendees. Hilton will run a stimulating session presenting real-life business problems through situational immersion via improvisational role playing. Each situation presents a particular use case and a series of decisions that drive to resolution - the audience will be encouraged to weigh in on what the characters in role could, should or would do to address the problem. Hilton will share out how we designed solutions to address each of the use cases, making these topics relatable and moving beyond theory into real-world application. We hope the audience leaves with a different perspective on the application of HR technology.
Erica Cary
Sr Director
Esterline Technologies Corp
Hilton
Erica Cary has spent the last 15+ years in roles centered around technology, strategic planning, product and portfolio management, business development and client relationship management. Managing enterprise-wide portfolios, facilitating smart prioritization decisions, overseeing releases, delivery and seamless execution. Her career started as a JAVA developer and has been primarily in the technology space until joining Hilton and crossing over to the business side where Erica is leading the charge for HR technology! Erica is passionate about helping business teams manage change and improve performance by establishing strong collaborative relationships and consistently delivering innovative technology solutions. As part of the Digital HR team her responsibilities are two-fold, the first evaluating, assessing, and implementing technology and innovation for cross functional HR teams; the second providing alignment, prioritization, recommendations and delivery/implementation support for emerging and in-flight project and product demand.
Getting the Global Payroll and HR Systems Relationship Right from the Start
On the global stage, it is critical for HR and payroll systems to operate in harmony. However, strategy and implementation of solutions often happens in silos - leading to interoperability challenges given the demanding data needs of payroll. Join us for a look at how today’s strategy and practices can be built to enable a more collaborative and streamlined HR and global payroll approach. But, we also know one size doesn’t fit all when it comes to global organizations with unique needs, so we’ll also share real-world examples and lessons learned along the way for you to consider when building your own strategy.
Elena Redlich
VP, Strategic Advisory Services
ADP
Elena Redlich serves as Vice President of global Human Capital Management (HCM) and payroll strategy for ADP’s Strategic Advisory Services organization. In this role, Elena is responsible for helping clients to assess, analyze and transform their global HCM and payroll environments. ADP’s Strategic Advisory Services is a team of experts that helps clients develop and execute highly effective HCM strategies in the areas of compliance, benefits, payroll, data analytics, service delivery, workforce management, talent management as well as communications and change management. Before joining Strategic Advisory Services, Elena worked in operations, consulting and service delivery roles for leading companies such as General Electric, IBM, E&Y and Accenture. Over the course of her 20 year career, she has worked closely with more than 150 clients globally defining opportunities to align HR and payroll initiatives with overall business strategies. Elena has created best-in-class methodology to support critical deliverables within the full global HCM and payroll transformation lifecycle, including: current state assessments, business cases, shared services, deployment roadmaps, solution selection, governance frameworks and implementation planning. She has also created and delivered global HCM and payroll educational workshops for more than 30% of the FORTUNE 500 covering key areas such as leading practices, market trends, model options and governance frameworks. She is a graduate of the Cornell University and holds a Bachelor of Science in industrial and labor relations (ILR). She has successfully completed the certification process for Workday HR, Workday Payroll, SAP Human Capital Management, Kronos and PeopleSoft HRMS.
Living in the Cloud - West Coast University/American Career College's Journey
Share our journey using HCM Cloud products starting from where we began, our goals, review of outcomes and results as well as lessons learned. Share which implementations had the most positive feedback and those where users expectations were not met. What we did to overcome issues. How our upgrade process evolved and manpower needs diminished as the product matured.
Jackie Rodriguez
Senior Business Analyst
West Coast University
Over 20 years’ experience working with Human Resource and Payroll systems including over 5 years implementing and supporting HCM Cloud applications.
Onboarding Journeys in HCM Cloud
Our next generation Cloud Onboarding solution designed as a part of our Cloud Core HR solution guides, connects and develops new hires and help them become engaged and productive team members. The solution is personalized, mobile and caters to pre-hires, hires and also facilitates cross-boarding and off-boarding journeys. Come to this session to watch the new engaging journeys for pre-hires, new hires, managers and HR administrators making the onboarding experience a delight.
Neeraj Narang Oracle
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Talent Management Past, Present, and Future
From ‘standard’ to ‘personalized’ approach, from ‘internal’ to ‘external’ talent, from ‘local’ to ‘global’, from ‘reporting’ to ‘predictive analytics’, Talent Management has witnessed huge changes over the years across all functions - talent acquisition, performance management, compensation, career & succession planning, learning and development and workforce planning.
Shri Baratan McDermott International
Holly Benson Infosys
Melissa Fulmore-Hardwick Acosta
Alan KatzInfosys Limited
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Melissa Fulmore-Hardwick
Sr. Director of ERP Delivery
Acosta
As Vice President – Enterprise Applications, Acosta, Melissa comes with significant experience in system architecture, design, and cloud development and with over twenty years of experience in Enterprise Applications, Training, Continuous Improvement, and Change Management. She has demonstrated expertise in leading, organizing, and managing large scale process improvement initiatives. She has worked for clients within the financial, manufacturing, healthcare, hospitality, aerospace, and services industries as well as the U.S. Federal Government. With excellent communication and interpersonal skills, she has broad and deep expertise in software, hardware, data structures, and communications technology across multiple platforms.
Thursday, March 22
All Roads Converge. Envigo's Journey on Harmonizing Across the Globe
In 2014, Huntingdon Life Sciences acquired Harlan Laboratories. They merged together to become Envigo. With over 3,800 employees across 50+ locations worldwide, Envigo needed to streamline processes and harmonize data from multiple systems to leverage the power of HCM Cloud. In this session, Envigo will tell their story about why they needed to harmonize, the timeframe in which they did it, and how they dealt with the change management aspect of the initiative.
ARRIS Digital Transformation-Challenge Today, Change Tomorrow: Our Cloud Journey
Come hear the story of ARRIS, a telecom company with 6,000+ employees in 30+ countries. A leader in the technology industry with 20 Emmys®, ARRIS is transforming entertainment & communication to solve the most pressing challenges of 21st century connectedness. We are partnering with PwC to determine the best strategy for replacing a customized on-premise PeopleSoft platform with the HCM Cloud solution globally. Learn why ARRIS chose HCM Cloud and how the company is transforming their business with HCM at the core.
David ElliottARRIS
Brittany HovellPwC
Terry McLaughlinArris Group, Inc.
Heidi YatesARRIS
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David Elliott
Director MIS Business Applications
ARRIS
David Elliott ARRIS Director, MIS Business Systems David Elliott has over 3 decades of experience customizing, supporting, maintaining, implementing, upgrading, and managing ERP Business Applications since graduating with his B.S. in Computer Science. He has held job roles from programmer, to consultant, to manager, but is currently a Director of MIS Business Systems at ARRIS. David is currently working on ARRIS’ Digital Transformation program to simplify and re-engineer our company processes and systems into the Oracle Cloud.
Terry McLaughlin
Senior Program Manager
Arris Group, Inc.
Terry McLaughlin has over two decades of experience in IT program management and is a Senior Program Manager in the ARRIS IT PMO. Over her career, she has led major ERP and IT transformation projects, bringing a strong program management skill set. Currently, she is the lead program manager for the ARRIS business transformation initiative to move existing on-premise ERP systems to Oracle Cloud, including HCM. She holds a B.S. in Mathematics, Masters in Business Administration and is PMP certified.
Heidi Yates
HR Projects Manager
ARRIS
Heidi Yates has 17 years of experience at ARRIS where she began as an Employee Communications Coordinator. Her role has stretched and expanded over those many years. Her current title is Senior Manager, Human Resources; but she likes to kid her bosses that it really should be Manager of Whatever Needs Managed! Heidi has been the functional lead on several systems projects, including serving as the Work Stream Lead for the Hire to Retire track in the current "complete transformation" project at ARRIS. ARRIS has used PeopleSoft HR as their HRIS since 2000. Leaving PeopleSoft HR (on-prem) behind is going to be significant since the team has used it since 2000, but the team is looking forward to a smooth transition to the Cloud for HR. Heidi holds a BA from The University of North Carolina-Chapel Hill. Her free time (which is a little non-existent at the moment with this transformational project!) is spent almost exclusively with her 5 year old son, 6 year old daughter, husband, and 2 kittens at home in North Carolina.
AutoZone’s Jump Start to HCM Transformation
The automobile has evolved over the last 100 years – performing better and becoming more efficient. Likewise, consumer demands in retail make it more important than ever to improve performance and become more efficient. Learn how AutoZone has evolved HCM. Explore the roadmap, navigate the diagnostics, and view the preventive maintenance tips from the first leg of their journey - implementing Oracle Talent Acquisition Cloud. The destination? Attracting and hiring exceptional talent and giving store managers more time to focus on the company objectives of having the best parts, prices and customer service in the industry. Also learn how AutoZone will continue to tune up operations with additional rollout of HCM Cloud functionality.
Theresa Ledoux
Information Technology Manager
Autozone, Inc.
Theresa LeDoux Senior IT Manger, Customer Satisfaction, AutoZone Inc. Theresa LeDoux is a Senior IT Manger with more than 20 years of IT experience with AutoZone. Theresa's team is responsible for AutoZone’s Enterprise HR systems supporting more than 87,000 employees. These systems include talent acquisition, onboarding, time and attendance, benefits, payroll, performance management and learning. Theresa’s teams along with their HR business partners are leading AutoZone’s Oracle HCM transformation. AutoZone is the nation's leading retailer and a leading distributor of automotive replacement parts and accessories with more than 6,000 stores in US, Puerto Rico, Mexico and Brazil, including Interamerican Motor Corporation (IMC) branches. AutoZone also sells the ALLDATA brand diagnostic and repair software through www.alldata.com. Additionally, we sell automotive hard parts, maintenance items, accessories, and non-automotive products through www.autozone.com, and accessories, performance and replacement parts through www.autoanything.com
Sona Manzo
VP Consulting Services
Hitachi Consulting Corporation
Sona is responsible for leading Hitachi Consulting’s HCM Cloud Solutions strategy and practice through the development and management of experienced HCM consultants and partnering with Oracle to bring the most recent innovations to market in conjunction with tried and true HR best practices. Sona is passionate about helping clients develop a roadmap to the cloud that allows them to implement Oracle’s Modern HR solutions. She serves as a strategic advisor and executive sponsor for regional and global HCM Cloud engagements. Sona has a Bachelor of Science in Computer Science from the University of the Pacific and has completed numerous corporate training and leadership development programs. She has extensive global experience through her global program leadership roles and having lived and worked on four continents. She is a frequent speaker at industry conferences and webinars such as HRTech, Oracle Open World, Oracle HCM World, OHUG, HR.com, The Argyle Executive Forum and IHRIM. She was the keynote speaker for OHUG 2017 Women in Technology and actively promotes diversity and STEM initiatives
Cross-border Cloud Adoption
As global organizations continue to feel pressure to reduce costs and improve efficiency, IT environments are rapidly changing, and the speed of cloud adoption is increasing. International firms are increasingly utilizing cloud technology to modernize systems, cut costs and analyze data to gain insights into more cost-effective ways to run their businesses. Attend this session to learn how Ipsos selected a cloud platform to eliminate multi-data entry and apply a full cloud based integration model to reap the benefits for years to come by improving HR process efficiency and reducing operational costs.
Industry Support and Labor Relations
How are unions and other labor representation influencing how you manage your overall worker population? This session will focus on the changes of managing labor populations and how labor groups are influencing the management of workers worldwide.
Nancy Estell Zoder
Director, Global HR for Oracle's HCM Cloud Service
Oracle
Nancy Estell Zoder is the Senior Director of Global HR for Oracle’s HCM Cloud Service. Nancy is an experienced HCM professional with over 19 years implementing, designing, developing and defining product and project strategy for Human Capital Management solutions. Nancy spent 10 years implementing HCM worldwide in North America, Europe and Asia in a variety of industries as well as lead PeopleSoft’s product strategy for Global HR. Her area of expertise includes: Strategic Workforce Planning, Global Human Resources, Compensation, Help Desk, Health and Safety, Reporting and Analytics, Data Privacy as well as Global Deployments of enterprise solutions.
Mind the Competency Gap
Cummins Inc., has always focused on developing its 55,000+ employees in 50+ countries. The company struggled to identify competency gaps that were critical roadblocks to building organizational capabilities in a timely manner. In this session learn how the Cummins team—with the mission to assess the competency of over 1,000 employees around the world at the same time—took an innovative approach and used performance management within Oracle HCM Cloud to drive competency assessment globally. This set the stage for a talent management transformation and provided instant insights into gaps, removing guesswork from investing time and resources.
Andrew Swingler
HRIS Administrator - HCM Cloud
Cummins Inc.
Andrew Swingler is the lead functional designer for the Cummins implementation project. Andrew has led the design work for the implementation of Talent Review, Goal Management, Performance Management, and Career Development modules. He has also owned the design and implementation of all personalizations, security, and core configurations used for all processes in the system. Andrew has been with Cummins for 6 years, and has supported the Cummins implementation of HCM Cloud for the last three years. He graduated from Purdue University in 2011 with a Chemical Engineering degree, and currently resides in Nashville Tennessee.
Mike Whitesell
HRIS Manager, Global L&D Technologies
Cummins Inc.
As an HR Information Systems Manager for Cummins Inc., Mike Whitesell leads the global learning and competency technology initiatives for Cummins. Over the past five years, he and his team implemented the company's first enterprise-wide Learning Management System and are working to roll out Competency Management in Oracle HCM across all Functions over the next two years, a key foundational element in the transformation of Talent Management processes within the company. A graduate of DePauw University and Indiana University, he brings a wide range of experience and expertise in Corporate Training, Instructional Design and Technology, and Learning Management Systems.
Overcoming the Disengagement Dilemma
Did you know nearly 70% of today’s employee are not engaged at work? Disengagement is a serious issue that can close the doors of businesses if not dealt with. This is because disengagement affects much more than just company morale; it directly impacts your bottom line. In fact, disengaged employees are estimated to cost organizations between $450 and $550 billion annually. In this session, Andrew Sherman, author of The Crisis of Disengagement, will review the impact of disengagement in the workplace and the ways in which companies can successfully engage today's employees.
Andrew Sherman
Partner
Seyfarth Shaw Llp
Andrew Sherman is a Partner and Chair at Seyfarth Shaw LLP. He has served as a legal and strategic advisor to dozens of Fortune 500 companies and hundreds of emerging growth companies. Andrew has written nearly 30 books on the legal and strategic aspects of business growth, franchising, capital formation, and the leveraging of intellectual property. His most recent book, The Crisis of Disengagement, was published in January 2017. He has appeared as a guest commentator on CNN, NPR, and CBS News Radio, among others, and has been interviewed by The Wall Street Journal, USA Today, Forbes, U.S. News & World Report, and many other publications.
Data Awareness in the Cloud
As businesses are transforming rapidly to adopt Cloud technologies, topics related to data protection, data privacy, data regulation / GDPR (global data privacy regulations) are now subject to rapid change and regional regulations. In order to execute a compliant Cloud-enabled strategy, HRIT have to understand how their data can be migrated, stored, secured and managed. Data privacy regulation should not slow down your company’s adoption of cloud technologies but the risk of non-compliance is an increasing concern to be understood.
Monika Thakur
Oracle
Monika Thakur has over 20 years of strong strategic planning, product management, and software development experience. She is a Product Management professional with an impressive track record of successfully analyzing customers’ critical business challenges, identifying potential opportunities, and creating innovative solutions. Monika has strong technical and business qualifications and has been instrumental in the design and launch of several strategic private cloud services, including a broad range of security services. Currently, Monika leads a global team of Product Management professionals for Oracle Cloud Operations.
Rani Urbas
Oracle
As businesses are transforming rapidly to adopt Cloud technologies, topics related to data protection, data privacy, data regulation / GDPR (global data privacy regulations) are now subject to rapid change and regional regulations. In order to execute a compliant Cloud-enabled strategy, HRIT have to understand how their data can be migrated, stored, secured and managed. Data privacy regulation should not slow down your company’s adoption of cloud technologies but the risk of non-compliance is an increasing concern to be understood.
How Does Macy's Handle Large Turnover
In the world of Retail it is important to handle high volume and frequent turnovers in a efficient way. They are two key aspects - ability for mass terminations and also handle timely payouts. Learn how Macy's handles this complex business need effectively. The solution involves a streamlined process between business, shared services and ably supported by cloud solution(s). This solution is able to meet some very stringent SLAs where the employee has to be paid(final) the same day they are terminated.
Ben Blair
Manager
Deloitte Consulting LLP
Ben is a Specialist Master in Deloitte’s Human Capital practice. He has over 17 years of experience in Oracle EBS and Cloud projects implementing and supporting all modules focusing on Global HR and Benefits. Ben has previously presented at HCM World and OHUG.
Teresa
Oracle
As businesses are transforming rapidly to adopt Cloud technologies, topics related to data protection, data privacy, data regulation / GDPR (global data privacy regulations) are now subject to rapid change and regional regulations. In order to execute a compliant Cloud-enabled strategy, HRIT have to understand how their data can be migrated, stored, secured and managed. Data privacy regulation should not slow down your company’s adoption of cloud technologies but the risk of non-compliance is an increasing concern to be understood.
Quantifying Success: The Art of Defining the Employee Experience
How do you measure success of a business transformation? Complex health care employers with unions are using quantifiable measures of the employee experience as it moves to a HCM cloud architecture. Pre/post production metrics can be calculated against targets to gauge alignment on adoption, approvals, standardization, shared services, costs & investments, anytime access, ways of working, and accountability. The resulting scorecard reveals program performance, allowing leadership to course correct early and often and saving the organization money and time. Outcomes drive a continuous improvement culture, incenting teams to move toward more streamlined processes and procedures, while ensuring organization priorities are monitored.
Samantha Mroczynski
Senior Associate
PricewaterhouseCoopers, LLP
Samantha Mroczynski is Senior Consultant in PwC’s Oracle HCM practice with over 7 years of Oracle technology and process experience. She has a breadth of expertise in HR transformation and process redesign for national and global clients. Samantha works with clients in multiple industries, such as healthcare, energy, banking, education, government, and retail. Samantha is an Oracle certified consultant for Global HR and has implemented a plethora of Oracle solutions for clients, including PeopleSoft HCM, Enterprise Portal, and HCM and Talent Cloud.
Talent Management Transformation and Journey
The talent transformation journey at UST Global is primarily aimed at creating synergy by focusing talent processes as one single integrated process using Oracle cloud applications integrated with PeopleSoft ERP. As a profesional services organization it is paramount importance to have integrated talent supply chain process covering Talent Acquisition, Performance Management, Talent Development process to achieve high resource utilization ratio resulting in higher financial performance and employee engagement. Oracle Talent Acquisition will help UST in strengthening candidate pipeline through strong social sourcing and referral capability resulting in better quality of candidates and available for filling resource demand.
Michael Adamson UST Global
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The Modern Campus: Challenges and Opportunities for Human Capital Leaders
Creating a culture and environment that academics and students can both excel in is not an easy task. Modern universities face the challenges of talent acquisition, employee retention and engagement similar to many corporations. Recent developments and trends in the industry of Higher Ed have shaped a new reality and give an outlook on its future state. This future state abounds with opportunities for HR to positively impact institutional objectives and outcomes. Please join us to gain a deeper understanding of the Higher Education landscape and learn more about re-connecting your HR priorities with your institutional priorities.