PRE-CONFERENCE FOCUS DAY

Future of HR in Manufacturing Strategy Day
Monday, September 16, 12:00pm-3:40pm

Begin your LEAP HR: Manufacturing experience by stepping into an immersive, interactive session that contemplates
the future of HR in Manufacturing. Listen to top CHROs discuss their strategies for forecasting the future, and the
changes they are making in preparation.

Stay ahead of the curve and take your seat at the table. Discover how people analytics can be used to optimize your
processes, as well as how to build a stable pipeline for the years to come.

This session will equip you with the tools you need to advance your recruitment, retainment, upskilling and more. Leave
with immediately actionable insights on how manufacturing organizations are engaging with their workforce and
increasing efficiency.

12:00 pm Registration & Light Networking Lunch

1:00 pm Pre-Conference Day Chair’s Opening Remarks

Forecast Future Trends to Stay Ahead of the Curve

1:10 pm Panel Discussion CHRO Strategy Panel

Synopsis

Hear from the CHROs about their opinions on the reality of the future of HR in Manufacturing. Learn their strategies for forecasting their future, and the changes they are making as a consequence

1:50 pm Action: How Are You Going To Forecast And Plan For HRs Future In Your Company?

Synopsis

Output Focused Action Session Facilitated by the Chair

2:10 pm Networking Break

TRACK A

Future Focused CHRO Strategy

2:30 pm Discover: Setting the Foundation for a Robust ‘Future of Work’ Initiative

Synopsis

  • How can we prepare our companies for the future of work and set our HR strategy up for success?
  • Assess the current needs of the business and first make sure that we are meeting them
  • How Owens Corning undertook a comprehensive research project to utilize data to diagnose current pain points in the company, in order to provoke change that will set them up for getting executive buy in for new technologies, hires and future focused initiatives

2:50 pm Discover: Leveraging Workforce Analytics to Develop Strategic Action Plans

  • Valerie Richards Executive Vice President of Human Resources, Reynolds Consumer Products

Synopsis

  • How can we forecast harmful trends before they become an overwhelming problem?
  • Upgrade your data strategy to have predictive value
  • How Reynolds Consumer Products have fully leveraged their data analytics, allowing them to track when they will have a talent shortage and have implemented an early operations talent program as a preventative measure

3:10 pm Develop: What Other Things Do We Need to Consider When Planning For The Future?

  • Valerie Richards Executive Vice President of Human Resources, Reynolds Consumer Products
  • Dani Wilson Senior Analytics Lead, Owens Corning

Synopsis

Question & Answer Session Facilitated by the Chair 

3:30 pm Action: How Are You Going to Plan For The Future?

Synopsis

Output Focused Action Session Facilitated by the Chair 

TRACK B

Building Talent Pipelines

2:30 pm Discover: Creating A Mutually Beneficial Relationship With Schools And Low SES Communities

  • Donna Stanley Vice President - Human Resources, Amalie Oil Company

Synopsis

  • With an ageing workforce, with decreased mobility and increased hazards, where can we look to build a pipeline of younger talent?
  • Partner with schools and low SES communities to build talent from a young age, while giving opportunities to individuals who are not geared towards college
  • How Amalie are building a pipeline for the future by partnering with schools for young talent, offering a flexible 3-shift pattern and combining this with a ‘Amalie Academy’ that pairs young students with a mentor and increases earnings opportunities

2:50 pm Discover: Conducting a Job Analysis to Identify Relevant Talent Pools

Synopsis

  • How can we expand our talent pipelines and explore new talent pools?
  • Conduct a job analysis to identify what skills are necessary, and what other talent pools might have candidates with transferable skill sets
  • How General Mills have conducted an in-depth job analysis that has identified nurses as a hidden talent pipeline which has widened the candidate pool 

3:10 pm Develop: How Can Begin the Process of Building Talent Pools?

Synopsis

Question & Answer Session Facilitated by the Chair

3:30 pm Action: How are You Going to Build Stability For Your Future Talent Pipeline?

Synopsis

Output Focused Action Session Facilitated by the Chair

3:50 pm
Chair’s Closing Remarks