The key question of People Analytics is how should the organization focus scarce attention and resources to optimize organization outcomes via its people practices?
Did you know, the biggest change in the HR function over the last 5 years has been the adoption of people analytics to bring credibility to HR decisions?
We invited a panel of HR analysts to explore how analytics can transform HR decisions. The panel will start with questions like: how is people analytics changing HR functions and how decisions are made with analytics, what business outcomes are being achieved with analytics, can you succeed in HR without analytics, what are the key challenges and future opportunities with analytics. Then the panelists will look to you for questions.
People Analytics is about using a data driven approach to inform people practices, programs, and processes. Analytical techniques ranging from reporting metrics to predictive analytics to experimental research can help you uncover new insights, solve problems and direct your HR actions/budget.
When faced with a challenging people issue (e.g. are we losing our organization's highest performers and why) or an important people decision (e.g. who should lead this new initiative), the conventional approach is to engage in endless debate based on emotions, instincts, and anecdotes. The panel will provide examples of how the alternative approach of incorporating facts and science (combined with intuition and experience) can lead to more effective, actionable and objective solutions/decisions.
Throughout the discussion the panel will include powerful tips of how aspects of people analytics can be adopted in your workplace. Together we will look forward a few years, perhaps to give you clues to where you may be at risk months ahead of time.
VP, Human Capital Capabilities
Christopher Kujawa is a Senior HR Executive with 20+ years experience helping companies maximize the potential of their people to drive business results. Christopher is currently a Vice President of Human Capital Capabilities at American Express responsible for Human Capital insights and HR Mergers & Acquisitions. In this global role, Christopher brings 3 Centers of Excellence together leveraging data insights, business acumen, consulting skills, and deep SME knowledge to impact change.
Director, Workforce Analytics & Planning
Merck & Co.
Geetanjali Gamel is the Director of Workforce Analytics and Planning at Merck. In this role she is responsible for working directly with senior
leadership on human capital strategy, planning and execution; measurement and prioritization of human capital investments; and elevating
organizational capability in the application of workforce analytics to deliver insights that support company strategy.
Managing Director, Chief Talent Officer
Matt Breifelder is Managing Director, BlackRock's Chief Talent Officer and a member of the firm's Global Operating Committee. In
this capacity, Matt leads the Global Talent team, with responsibilities for talent acquisition, talent management, learning & development, inclusion & diversity and executive succession planning and development. Previously, Matt served as the Global Head of the HR Business Partner team, which is responsible for providing HR consulting and service delivery in each business group across the firm. He also led the Investments (Alpha, Beta, Multi-Asset, Trading & Liquidty and Alternatives) and Client Businesses (Institutional, Retail, iShares and BlackRock Solutions) HR teams.
Data Science Manager
Susan Biancani leads Airbnb's People Analytics team, a position she has held since becoming the team's founding member in 2015. The
People Analytics team works with all of the Airbnb's HR function, from driving operational efficiency in recruiting, to extracting insights on
employee engagement, and assessing the equity of our performance review and compensation practices. Her area of focus has been topics
related to diversity and inclusion, where they have applied data to help teams drive their hiring of highly qualified candidates of all backgrounds, and to create a workplace where all can belong.
Sarah leads the Global Insights team for LinkedIn’s Talent Solutions business. Her team analyzes LinkedIn’s unique dataset to inform the
Director, Global Insights
talent strategies of companies across the world and builds scalable applications from LinkedIn data. Examples of typical insights include:
talent migration patterns, competitive talent flows, supply and demand patterns for skills, and more. Prior to LinkedIn, she ran the Global Advanced Analytics Practice and the Americas Tech, Media, and Telecom Practice for Bain & Company, where she helped companies become more data-driven both in how they operate at a micro-level and where they focus at a macro strategic level. In this capacity, she also helped Bain develop its own analytics and machine learning capabilities and led go-to-market strategy and execution.
NYHRPS gratefully acknowledges Metrus Group for underwriting this program.
For over 25 years, Metrus Group’s team of talent advisors have helped clients create a positive employee experience and a highly attractive employer brand by analyzing, understanding and resolving the people issues that most impact overall business outcomes. We offer measurement-driven results through innovative and evidence-based tools, such as employee surveys, predictive analytics, survey interpretation and focus groups. Metrus Group turns workforce analytics into actions that impact performance through our advisory services, leader/manager development and increasing employee engagement, resilience and mindfulness.