Breakfast and Registration

Breakfast Briefing

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  What is the future of employee relations?

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  Rob Williams

  Business Development Director

  

  

  Daniel Mills

  Associate Coach

  

  

  Ian Renwick

  Employee Relations & Insights Manager

  

  The world of work is changing faster than ever before. As a result, HR is being tasked with driving change but it can’t forget some of the fundamentals – such as delivering excellent employee relations (ER).

  In fact, due to widescale transformation, those working in ER now have to find the balance between embracing a technology-led world of employee entrepreneurialism and flexible, bespoke work experiences whilst continuing to deliver the stability and assurance their employees rely on?

  To keep up and continue to be valued, traditional ER must transform. However, where there’s little perceived financial benefit in delivering positive ER - it’s rarely a topic on the Executive agenda - how do you communicate, enact and then deliver transformative ER?

  Join Rob Williams, Business Development Director at AdviserPlus, Ian Renwick, Employee Relations and Insights Manager at Flybe, and Daniel Mills, Associate Coach at Working Transitions who will discuss what the future of ER can be.

  They will discuss:

  • The cultural shift you need to make to ensure that ER isn’t just about policy assurance and how you can communicate that it is about driving productivity gains and improving the employee experience

  • How you can use technology and people analytics to remove friction, empower managers, and improve work

  • What ER’s role can be in building manager capability, confidence and consistency

Welcome from

Session One: Empowering your workforce

Sponsored by

An organisation’s people are increasingly seen as its most important asset. To get the most out of this critical resource, high-performing businesses are creating employee experiences that put the individual centre stage (whilst not forgetting to align this to business purpose and core operations). They’re experiencing a boost to engagement, wellbeing, the employer brand, and, of course, the bottom line as a result.

Insights in this session include:

• Creating an authentic employer brand and business purpose that is driven by your people

• Exploring the way differentiated benefits, rewards and work patterns are beneficial to engagement

• Understanding why work, and the workplace, should be structured to employees needs

• Aligning business performance programmes with diversity and inclusion initiatives

Karen Brookes

Board Director People and Infrastructure

Andrea Haug

Director, Employee Proposition & Experience

Michael Moran

Chief Executive & Founder

UK & Ireland

Anne Fulton

CEO

Sam Sheriff

Chief People Officer

Table Debates

Session Two: Digitally transformed

Sponsored by

Successful businesses are now, inarguably, driven by digital processes and delivery methods. However, even the most innovative, data-driven, AI-augmented highflyers will still be transforming parts of their processes to become digital-first. On this transformative landscape, HR can become a leading function if it is able to acquire, engage and develop digital talent - all whilst protecting the employer brand.

Insights in this session include:

• How HR can lead through digital transformation

• Creating transformative learning programmes that provide skills, and measurable return, necessary for the digital age

• Balancing the employer brand and employee experience with the need for digital skills

Jason Gowlett

Director of
HR Operations

David Morris

Global Head of Learning

Tara Mansfield

Head of People

Mira Magecha

Chief People Officer

Coffee and Networking Break

Session Three: Diversity and Leadership

Sponsored by

Most HR practitioners will know that diversity and good leadership both correlate with top quartile performance – whether that is financial, regards the engagement of their people, or how innovate they are. Yet, enabling leadership capability in your firm, or introducing a purposeful diversity initiative, is no walk in the park. To do either successfully, top tier people functions are placing both at the front of the agenda, ensuring they become foundational elements of the business’ DNA.

Insights in this session include:

• Underpinning organisational performance with bespoke leadership development schemes

• Driving business strategy through your people by getting HR a place in executive discussions

• How HR can take the lead with diversity and business strategy

• Understanding why diversity should be high on HR’s agenda

Harriet Shurville

Chief People Officer

Victoria Whitehouse

Inclusion Lead

MBE

Loraine Martins

Director of Diversity
and Inclusion

Russell Deathridge

Principal Consultant

Table Debates

Lunch and Networking

Insight Sessions

• 

  Improving Leadership cost-effectively: A Bupa case study

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  James Kelly

  Corporate Development Director

  

  

  Becky Hogan

  Talent and Learning Director

  

  James Kelly, Corporate Development Director at Corndel will be joined by Becky Hogan, Head of Talent at Bupa to share the secrets behind the success of Bupa’s Leadership programmes. Bupa has partnered with Corndel to create professionally accredited training programmes that have delivered proven business benefits and improved Leadership throughout their organisation. By investing their Apprenticeship Levy in this way, they have implemented Leadership training at all levels across their organisation, without impacting their training budget.

• 

  Leading the way on Mental Health: HR that saves lives

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  Dr Mark Harvey

  Medical Director

  

  Mental ill health is an increasing burden to UK businesses, costing an estimated £35 billion to the economy each year. With a seemingly unstoppable rise in mental health issues in the general population, it is hard for HR leaders to find a way to reduce the human and financial impact to their organisation. Drawing on his work supporting the HR teams at some of the UK’s most prestigious employers, Dr Mark Harvey examines practical ways in which HR leaders can take control of the mental health agenda, reducing incidence of mental ill health and putting in place initiatives to help people return to work. The session will explore effective and emerging practice across different businesses and sectors, showing how a strategic approach will not just add value but save lives.

• 

  Investing in high performance conversations: Engagement & Technology

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  Stuart Hearn

  CEO & Speaker

  

  Despite all the press about organisations who are reinventing their performance management, the 2019 UK Performance Management Report showed that performance management remains a critical problem in most UK organisations.

  Join Stuart Hearn, CEO of Clear Review, as he unpicks the findings from the report, explains how to build a culture of meaningful performance and development conversations and reveals why integrating employee engagement with performance can transform your organisation's productivity. In this session, you will learn:

  • What the focus of performance management should be in today's organisations

  • How to build a lasting culture of high impact performance and development conversations

  • How to leverage technology to integrate employee engagement and performance management 

Additional Networking Time

Coffee and Dessert

Special Session: HR’s Survival guide for COVID-19

Vicki Field, HRD at London Doctors Clinic will explain how HR can lead, and should react, during a crisis – with practical advice that can be applied during the ongoing coronavirus outbreak. Alongside her, a leading medical professional will offer tips on how to manage workplace health, hygiene and wellbeing during this time.

Vicki Field

HR Director

Dr Preethi Daniel

Medical Director

Session Four: The new talent lifecycle

Sponsored by

With people now considered a business’ best asset, the people function is under more pressure than ever. It must attract, engage, retain and develop – on a landscape which is constantly transforming (at a pace faster than ever before). The best businesses understand that these core elements of talent (recruitment, development, retention) are all linked and can be improved by data-driven and in-depth market understanding – to drive better organisational and HR performance.

Insights in this session include:

• Aligning talent strategy with business need

• Creating the space for employees to autonomously develop their skills – and therefore your business

• Attracting, engaging and retaining the best new talent

• How to differentiate your development as you would your benefits and reward programmes

Chris Young

HR Director

Paulo Canoa

CEO

Sharon Kennedy

Group Marketing & Comms Director

Julian Hitch

Director of Wellbeing

Cocktails and Networking