Event category: Breakout

Recent events have profoundly raised our awareness of the importance of trust. It has also raised our awareness of how little trust we actually have. While many are talking about trust, few are actually talking about how to build it. This session will focus on what trust is, how it works, and how to build it.

What you will learn

• Trust will be defined
• The trust model will be outlined and explained
• Practical application to HR issues in tech

Where are you looking to hire the next generation of innovators to solve your future talent pipeline challenges? Have you considered unlocking the human potential of under-represented groups such as youth, vets, and Indigenous communities? Hear from organizations who are looking beyond the traditional talent pool to grow their competitive advantage with highly engaged individuals and creative thinkers. Expand your scope and start planning today for tomorrow’s needs.

As leaders, we know how important it is to BE the change as we navigate and lead change within our teams and organizations. Within the context of our rapidly changing and increasingly divided teams, organizations and world, this can be particularly challenging. When we realize all change starts from the inside, our approach becomes so much simpler creating more impact with less effort.
In this session, Jessie Sutherland will share insights and practical strategies to: * Build a culture of belonging from the inside out – starting with yourself, as a leader facilitating change. * Focus your efforts so you can address your priority people and culture challenges more effectively and with greater ease. * Navigate the challenges that get in the way of increasing belonging in the workplace * Attendees will learn about Jessie’s proven award-winning Belonging Matters framework and receive her Culture of Belonging Temperature Check which has led many of her clients to focus their efforts and receive innovation awards for the impact of their social change efforts, that create greater impact with less effort.

In the “Great Resignation” headlines, the primary focus is on the employees leaving their companies in record-breaking numbers. But what about the supervisors, team-mates and mentors they leave behind?  What work needs to be done on the retention front and promote feelings of connection to leaders and organizations.  In addition to changes in policies and benefits, a winning retention strategy comes down to leadership.

The HR function is moving beyond compliance and employee lifecycle management to business leadership that adds measurable business value.  Along with a seat at the leadership table comes expectations; CEOs look for data, metrics, business acumen and quantifiable results from HR leaders in addition to other departments such as finance, engineering and marketing.
The ability to understand and navigate the language and priorities important to business leaders means that HR will be better able to create successful initiatives aligned to and positively impact, business goals based on the human capital and talent development initiatives of a business.
Learn tactical tips on getting the attention and respect of your CEO and other key stakeholders in a move to the front end of strategic business decision-making.
Key take-aways:
1.       Improving your communication style and credibility as a senior leader by eliminating HR jargon, embracing business language that speaks and learning tips from the boardroom table
2.       Increase HR’s influence and engagement with the CEO, BOD and other key stakeholders
3.       Data and metrics that matter most to the C-suite and how to approach less quantifiable people topics
4.       What the CEO wants to see and hear in updates and meetings, especially when making your case for funds or resources

“But… can they work well remotely?”  The stakes are high. You’ve worked hard to attract great, qualified candidates and yet versions of this question linger. What are the competencies of effective remote workers and how do you assess and develop them in remote and hybrid organizations?  In this interactive session, participants will learn about the competencies and capabilities identified for successful remote workers and explore the implications for HR & PeopleOps professionals in promoting high-performing hybrid organizations.