HR Leaders Toronto is pre-approved for 8.75 CPD hours
HR Main Stream
HR Main Stream is designed for HR Managers and the wider HR team, providing expert insight and practical strategies on the topics at the top of the people management agenda in 2019.
Registration & Networking Breakfast
Conference Welcome Remarks
Opening Keynote: Leadershifting HR – Working Smarter, Not Harder
Ranked among the Top 30 management gurus world-wide, Dr. Nick Bontis is recognized by the former Editor of Harvard Business Review and Fortune Magazine as “a pioneer and one of the world’s real experts in intellectual capital.” He is also a 3M National Teaching Fellow, an exclusive honour often referred to as the Nobel-prize of teaching! Information bombardment is the single most damaging threat to HR productivity. But, it doesn’t have to be this way. Why not leadershift this threat into a sustainable competitive advantage for you and your organization? Let's start to work smarter, instead of harder. During this enlightening and action-packed keynote presentation you will learn how to:
- Transform your HR strategic acumen
- Cope with information bombardment
- Improve your ability to manage change
- Lift productivity and efficiency
- Speed up innovation through collaboration
- Achieve industry leading competitiveness
- Determine what HR leadership action you can take tomorrow
Award-winning professor of strategy, McMaster University Director, Institute for Intellectual Capital Research 3M National Teaching Fellow
Presentation by Ultimate Software
Networking Coffee Break
Future-proofing your organization: are you prepared for the next generation of talent?
A new generation is about to graduate and enter the workforce. With 21,000+ co-op students and 7,000+ employers around the world, the University of Waterloo has early access to Gen Z talent and employers willing to share their experiences and expectations in the workplace. Learn how to future-proof your organization by getting an exclusive look at what motivates and matters to the next generation of talent, with input from students and employers who are already working together. In this session, we’ll dive into new data to help you:
- Anticipate the future needs of the workforce
- Examine the values gap between your organization and potential candidates
- Identify what motivates next gen talent at work
- Adapt to shifting skill requirements
Associate Provost, Co-operative and Experiential Education, University of Waterloo
Executive Director, Co-operative Education, University of Waterloo
Change Employee Behaviour & Create Employee Engagement Strategies
In order to create real breakthroughs, build meaningful collaboration, gain new clients and engage the best talent, it’s time to take a closer look at how we interact with our people. In this session we will discuss:
- What role does HR play in the management of change and supporting employee engagement?
- The role of communication – what you say and what is heard
- Coaching employees and reinforcing positive behaviours
- Creating collective team goals to increase engagement
Chief People Officer, Sunwing
HR Business Lead for Canada and UK, Gap Inc.
Chief People Officer, Flipp
Power Talk: Leading Through Adversity & Change
A clear, concise and thought-provoking bite-size talk about a topical subject. Learn something new and take away a powerful message.The HR team plays an important role in building resilience and supporting the shifts in behaviours and processes required by the organization when faced with adversity or change. How can HR leaders help their teams “put the oxygen masks on first” so that they can better support the team as a whole? In this session, Laura Lee-Blake will share insight into how she and her team supported Campbell Canada through a period of monumental change.
Vice President, Human Resources, Campbell Company Canada
Power Talk: McDonald’s Canada Talent Attraction Approach
A clear, concise and thought-provoking bite-size talk about a topical subject. Learn something new and take away a powerful message.Are your ‘help wanted’ signs fading? Are your application forms collecting dust? Technology is quickly changing the face of talent acquisition and so are the new applicants – the Gen Zs. In a landscape where talent is scarce, HR leaders need to find a way to reach and engage new talent. In this session McDonald’s Canada will discuss evolving their talent attraction approach to ‘out shout’ the competition.
SVP & Chief People Officer, McDonald’s Restaurants Canada, Ltd.
National HR Director, McDonald’s Restaurants Canada, Ltd.
Breaking Barriers – Creating True Inclusion
Delivering successful D&I programmes has become a strategic priority. What are the latest strategies and technologies that help facilitate long-term inclusivity? And, most importantly, how can you utilize them? During this engaging session, we’ll discuss:
- Creating bias-free recruitment processes
- Securing leadership buy-in for diversity programs and measuring their impact on business performance
- Widening the diversity lens beyond gender issues
- Creating an inclusive culture where everyone is comfortable being who they are
Director, Inclusion and Diversity, BMO Financial Group
Networking Coffee Break
Workshop: #MeToo – Addressing & Preventing Workplace Harassment and Bullying
From disgraced Hollywood moguls to underhanded politicians, the past year has been awash with workplace scandal. The sad reality is that institutionalized bullying is more common that you’d think.Despite this, the #MeToo movement has sparked positive change in workplaces across the world. In this session, we will discuss:
- Implementing an anti-harassment policy
- Tackling a “macho” mentality
- Integrating regular employee training programs
- Understanding how to conduct a best practice investigation
Chief People Officer, Thoughtexchange
Closing Keynote: The Tallest Poppy: The High Price Successful Women Pay For Success
A recent survey found an overwhelming number of Canadian women have experienced Tall Poppy Syndrome in the workplace. Tall Poppy Syndrome (TPS) occurs when people are attacked, resented, disliked, criticized or cut down because of their achievements or success. The result of this silent systemic syndrome has a direct impact on everything from engagement and satisfaction to productivity and retention. The Tallest Poppy study, led by Dr. Rumeet Billan, looked specifically at working women across Canada from all demographics and professions, and how their psychological health and workplace performance are affected by their interactions with both colleagues and supervisors. The results of this study offer a loud wake-up call for companies and leaders across the country. It revealed that an immediate change is needed to support women in the workplace, to encourage their accomplishments and shift the culture of toxic workplaces. Dr. Billan’s keynote will provide key insights gleaned from the study and share solutions and potential next steps for companies in order to retain top talent and shift workplace culture.
President and CEO, Viewpoint Leadership
Conference concludes for the day & cocktail reception
Registration & Networking Breakfast
Conference Welcome Remarks
Opening Keynote: Overcoming Adversity through the Lens of Diversity and Inclusion
Imagine struggling to say your own first name. Dealing with a debilitating stutter, Joze Piranian avoided speaking almost entirely. He was afraid of being judged for being different. The mere act of having to introduce himself to others was terrifying.In this inspiring and humorous keynote, Joze will share his journey of overcoming the adversity of being different by discussing empowerment through self-acceptance, facing fears through repeated exposure to discomfort and the necessity of organizations and HR professionals to develop a more nuanced understanding of the diverse challenges that an employee or prospective hire might be facing. D&I is a tango, it takes two: the empowerment of the individual and the inclusive acceptance from the organization.
Transformational Speaker & Stand-up Comedian,
Workforce Shaping: Nice-to-have, or Necessity?
The last few decades have been defined by disruption - social, technological, political - that has changed the way we live our lives. We have witnessed the impact of many disruptions in our workplaces. Job and task automation, the gig economy, and workforce analytics are just a few of the buzzwords kicking around the corporate world that have become commonplace among organizations' business and people strategies. But are necessary actions being taken as a result of them, or are they just seen as a nice-to-have? Are organizations taking into consideration the risk of not addressing these workforce issues?In the past, businesses have taken a reactive approach to workforce planning. With disruption happening more frequently now, businesses need to shift toward becoming more proactive when thinking about their workforce; shaping their workforce according to the skills and capabilities they predict they will need to achieve their future strategic objectives. It’s not just a matter of nice-to-have. In this session, we will discuss how HR Leaders can identify and address workforce matters of necessity. Some key points that we will touch on during this session will include:
- People analytics
- Inclusion & Diversity
- Workforce-enabling technology
- Employee experience
Director and Leader, People Analytics and Future of Work, People & Change Services, KPMG in Canada
Partner and National Leader, People & Change Services, KPMG in Canada
Networking Coffee Break
Practical Strategies of Attracting & Retaining Top Talent
Employers are locked in competition to employ the best talent and top performing candidates. What’s the secret to engaging the most sought-after talent while simultaneously facing the new challenges of a global disruptive market? What are the key strategies for retaining talent once its through door? It’s all under discussion from a panel of leading Canadian HR executives. They’ll cover:
- What are the best apps and tools for sourcing top talent?
- How do you position your brand to attract top talent and engage employees?
- How to combat the increasing turnover rate and retain top talent
- Using technology to deliver a competitive candidate experience - make it smarter, faster and seamless
- Compensation, total compensation and rewards – how to provide a compelling total package
- Retain your talent by provide ongoing opportunities and incentives.
VP Talent, Vidyard
Director, Talent Acquisition, Walmart Canada
VP, People and Culture, Dejero
Happy Teams Build Healthy Business: Developing a Culture of Mental Wealth
Poor mental health is the number one leading cause of ill health and disability worldwide, costing the global economy one trillion dollars in lost productivity according to the World Economic Forum. While many organizations have taken initial steps in responding with initiatives that reduce the stigma around mental illness, we now need to focus on developing a culture of mental wealth - the skills, behaviours, and mindsets needed for high performance, working in teams, adaptability and leading with purpose.This session will demonstrate how mindfulness is the core competency for building a culture of mental wealth, highlighting:
- Understanding mindfulness-in-action as a basic human resource we all have access to
- Developing a business case for mental wealth
- Learnings from key case studies: implementing the MindWell Challenge – an evidence-based training in workplace mindfulness
- Learning Take 5 – a mindfulness-in-action tool that can be one during the day with your eyes open
Founder & Chief Training Officer, MindWell-U
Leveraging Technology and AI in HR
It is undoubtedly an exciting time to be in HR and to consider the monumental changes coming to the people function. HR departments are adopting AI technologies and automation to streamline operations and enhance their contribution to overall business goals. This exciting session will cover how executives are approaching this opportunity by:
- Providing analysis of the latest HR technology and its impact on business strategy
- Overcoming the challenges of HR technology implementation
- Training HR teams to focus on higher-value services and successfully managing the transition
Chief Human Resources Officer, Hydro Ottawa
Best Practices for Creating Rewards & Recognition Programs
Employee recognition is a crucial part of great workplace cultures. Leading employers today understand the importance of a customized, sustainable program that helps employees feel valued and appreciated and that reflects the needs and preferences of their diverse workforces.
- Creating a comprehensive recognition strategy
- Recognizing, inspiring, and connecting employees
- Sharing and celebrating success across the organization
- Building recognition into your workplace culture
Director, O.C. Tanner Institute
Networking Coffee Break
Closing Keynote – Creating a Culture of Innovation Within Your Organization
The world of HR is institutional and anchored in tradition. Thanks to technology, intricate workforces, social and environmental issues and an influx of new national and international policies at a pace never seen before, HR is shifting and modernizing. In this environment, leaders cannot expect to maintain the same business culture. While respecting core values, leaders must determine how they want their organizations to adapt as well as what they want their organizations to be in the future. Looking beyond processes and technology, leaders must therefore make it a goal to create a new culture of innovation.
- Show your workforce the possibilities: take a brick out to show them that the building won’t collapse
- Lead by example and nurture a thought-provoking and idea-based culture: Innovation does not always mean technology
- Breaking away from tradition and negativity is key to gaining and maintaining momentum
- Measure your progress and don’t be afraid to shift when needed
- Reward people not only for their service but also for getting to the right outcomes for both the individual and the organization
Assistant Deputy Minister, Human Resources, Civilian, Department of National Defence