June 8-10, 2021 | Online Event
Main Conference Day Two: June 10, 2021
MC 2
11:00 am - 11:10 am
Opening Remarks
11:15 am - 11:45 am
The Return to – and Future of – Work and the Impact on the HRSS Center and Workforce
Lesley St. Pierre -
Sr. Director, Human Resources, Global HR Shared Services & HR Compliance,
Seagate Technology
Many organizations are slowly bringing workers back to the office, but what should that office look like now? While remote work is here to stay in some capacity, many organizations are trying to figure out where they stand in balancing remote and in-office work, and the accompanying workforces. Shared services organizations are at the front lines of these decisions and their wide-ranging impacts on HR. Some questions that this session will explore include:
• What must the physical HRSS Center look like with a new hybrid work model?
• How will HRSSOs remain competitive and attractive to potential new hires?
• How can organizations manage employee engagement with new hires that have never been to the office?
• What technologies are being evaluated or used to increase efficiencies in a remote or hybrid work environment?
Lesley St. Pierre
Sr. Director, Human Resources, Global HR Shared Services & HR ComplianceSeagate Technology
11:45 am - 11:55 am
Comfort Break
11:55 am - 12:25 pm
Panel Session: Developing and Strengthening Workplace Culture in a Hybrid Environment
Sanjeev Kumar Sahgal -
Head of HR Strategy,
World Bank Group
Yojana Hidalgo - People Services Lead, Mondelez International
Giulio Possenti - Head of HR Shared Services and People Analytics, Success Academy Charter Schools
Shawn Brown - Director of Shared Services, ETX Energy
Shared services have proven resilient in these uncertain times. However, as many industries still have not rebounded, keeping employees engaged, bought in and as productive as possible is essential. Maintaining a healthy and strong company culture is integral for employee retention, development and good mental health outcomes. In this session, a panel of HRSSO leaders will:
• Divulge the departments, technologies, and processes involved in culture-building with the HRSSO
• Discuss initiatives to address “zoom fatigue” and other areas affecting emotional well-being
Giulio Possenti
Head of HR Shared Services and People AnalyticsSuccess Academy Charter Schools
12:25 pm - 12:35 pm
Comfort Break
12:35 pm - 1:05 pm
Transitioning to a Global HR Shared Services Delivery Model
Meg Lesniak -
Global People Services Leader,
Arcadis
This session will dive into how Arcadis pivoted from regionally aligned HR shared services support to a global, function based operating model. It will explore subjects including:
• Approaches to process alignment & standardization
• Technology enablement & automation
• Structured post go-live support planning
• Lessons learned and roadmaps for the future
1:05 pm - 1:15 pm
Comfort Break
1:15 pm - 2:00 pm
Virtual Interactive Discussion Group: Roadmaps for your Organization’s HRSSO after Mergers and Acquisitions
Tom Nesteruk -
VP HR Shared Services,
Advent Health
Bringing together varied HR shared services organizations at multiple companies after a merger or acquisition is a huge challenge. In this roundtable, we will discuss:
• Ways that companies have reduced redundancies
• Managed and consolidated multiple enterprise solutions contracts
• Maintained accurate data entry in crucial systems like payroll
• How to expand existing HRSSOs to cover new components of merged companies
2:00 pm - 2:05 pm
Comfort Break
2:05 pm - 2:50 pm
Virtual Interactive Discussion Group: Strategies for Maintaining Strong Internal Communication with Employees Within Your Organization
Marissa Hedengren -
Global HR Service Delivery Leader,
Iron Mountain
Many people within organizations fear change—if they do something one way, it can be hard to switch things up. Topics for discussion include:
• Communicating and engaging with employees on new tools, programs and initiatives
• Educating employees to take advantage of everything that your HR shared service organization offers
• Strategies for gaining and maintaining executive leadership’s support on new HR initiatives
