Day One: Tuesday, May 16, 2023

11:45 EDT

60 min
David Weiss

Understand Psychological Safety in the Workplace

David Weiss, President & CEO, Weiss International Ltd.

In our times of uncertainty, organizations need to have psychological safety in the workplace and on their teams. Psychological safety refers to the belief that one can speak up and challenge ideas without fear of being ignored, reprimanded, or humiliated by authority or others in the organization. The pandemic has accentuated the need for workplace psychological safety. Many professionals ask: How can I lead an organization and team where people speak up and share their ideas? Where do I start?

This session, based on the leadership books by Dr. David Weiss and his subsequent work, provides the insights and techniques to enhance psychological safety in the workplace. This insightful and entertaining interactive session will answer the following questions:

  • What is psychological safety and why is it important?
  • What can leaders do to enhance the psychological safety of their teams?
  • How can you apply the ideas about psychological safety to your work in people analytics?

12:45 EDT

45 min


14:30 EDT

60 min
Jill Birch

Data Analytics Don’t Lie: 7 Practices to Become a Relational Leader

Jill Birch, National Director, Leadership & Strategy National Director, Leadership & Strategy, Phelps

This presentation will help you develop the skills you need to become a more relational leader. You’ll learn how to harness 7 leadership practices that will help you:

  • Overcome the 7 deadly derailers that sabotage leaders
  • Become more self-aware and compassionate
  • Appreciate others’ perspectives to make more informed decisions
  • Empower the team to accelerate performance
  • Become the “guide on the side” who coaches and mentors
  • Navigate complexity to avoid costly missteps
  • Inspire the team to innovate and transform

Re-ignite your leadership to move from being negatively disrupted to becoming positively daring

15:30 EDT

60 min

Building and Implementing an HR Analytics Team in Smaller Organizations

Zac Nichol, Senior Consultant - Digital Advisory, MNP Digital

While the future is never certain, HR executives and practitioners recognize that analytics will play an increasingly important role in decision making of their organizations. From the ability to clearly understand what has happened, to the capability to provide prescriptive action to managers regarding what should happen, analytics is a key resource to any HR organization. This session will help you gain insight into the power of analytics and the contribution it can make to the organization even if you are starting with minimal resources and people.

  • Build an HR analytics function when resources are limited
  • Learn how to gather data and ensure that it’s uniform, accurate and consistent
  • Set goals and KPIs to ensure HR processes are completely fact-based and aligned to your organization’s way of thinking
  • Explore what makes people analytics different from other analytic fields

Day Two: Wednesday, May 17, 2023

10:45 EDT

60 min
Stacey Ileleji

Maximize Your People Analytics Efforts Through Change Management and Systems Leadership

Stacey Ileleji, Change Management Specialist, Treasury Board of Canada Secretariat

Have you considered all the factors for rolling out a people analytics program? Everyone says they are on board, funding is secure, data scientists are about to sign the letter of offer, and supporting technology will roll out shortly. How have you structured your path to success?

In this interactive session, we will explore the topics listed below:

  • What is change management versus transition management?
  • What is systems leadership?
  • What story is your stakeholder analysis telling you?
  • What are the six universal principles that can make or break your efforts?
  • Will your current policies, practices, and organizational culture enable or hamper your people-analytics vision, goals, and objectives?

11:45 EDT

60 min
Tony Bennett

Building Analytic Literacy in HR – An AHS Case

Tony Bennett, Executive Director, HR Analytics & Planning, Alberta Health Services

  • The ability to work with data is a sought-after employment skill as well as an increasingly necessary asset for global citizens…….Numbers are part of HR role
  • Data in itself is not valuable at all…….workforce measurement is valuable to the extent that it improves vital decisions
  • If HR can use sound analytics and measures to draw meaningful conclusions and propose sound solutions it will lead to rational decision making on where we should make investments
  • At AHS, we are working to build workforce evidence-based analytics literacy within all areas of HR

12:45 EDT

45 min


13:30 EDT

60 min

Bolstering People Insights with HR Service Analytics

Ilia Maor, Manager, HR Technology and Analytics, York Region (The Regional Municipality of York)

The session will focus on the way HR departments can use HR Service Analytics to improve their understanding of business stakeholder needs and the employee and manager experience

  • Establishing HR Support Centres and Shared Services
  • Logging and tracking inquiries, issues, incidents, and reports
  • Using service analytics to understand and improve the employee and manager experience
  • Monitor early indicators around hot topics and announcements
  • Identifying areas that could benefit from process improvement, FAQs, guides or business support
  • Planning resource capacity based on HR service metrics

14:30 EDT

60 min

Preparing Sheridan HR Grads to be People Metrics Savvy

Roger Blaesz, HR Reporting Analyst, University of Toronto

With Big Data and Data Visualization tools becoming more important strategically for organizations, Sheridan College is developing one of the first courses to not only teach HR students important People Analytic concepts and measures, but also shows them how to create, show and share those metrics with a Data Visualization Tool (Tableau Prep and Desktop). This will make graduate students better prepared to extract, transform and explain an organization’s HRIS (and other) based people data