Frank is the lead HR Business Partner for Google with teams in 19 countries. In this role, him and his team aim to be a sparring partner, sounding board and coach to their business leaders and people managers. He owns and facilitates the execution of core processes, such as talent- and performance reviews, and topics, such as the implementation of D&I measurements and HR initiatives. He also carries an overall responsibility, similar to one of a HR-Generalist, whenever it comes to matters relating to geographies; representing HR as a function in Regional Management meetings or Google as a legal entity. Frank has been voted to be amongst the leading HR practitioners by Haufe Umantis in 2015 as an advocate and ambassador of “new work”. Google is admired for its company culture, enabling it to foster innovation, attract high caliber talent and to create state-of-the-art people practices. Having operated in- and outside the Ulrich model as well as having worked in different industries, companies and countries, Frank understands the environment his peers work in and challenges they face. Being a Googler and acting as a steward of this culture, Frank  will share a view on HR and their mindset during his keynote presentation in the morning of Day 1.

Monica is responsible for HR across 14 countries in all businesses within Microsoft Sales Marketing and Services Group, as well as its Development Organization. She is currently focused on building a people strategy for Western Europe to support Microsoft’s goals to become the market leader in mobile and cloud computing. She is leading the team by continuously upgrading practices on talent management, succession planning for senior leadership positions, change management, and HR transformation, shifting from a reactive mind-set to a more proactive and predictive approach to HR across the organisation. Monica has also been partnering with Microsoft’s HR leaders to support the transformation of the HR function with the aim to deliver greater business impact, provide great experiences for managers and employees and drive the standardisation of core common goals. Leveraging her knowledge of the ICT sector in Europe and internationally, Monica will bring her solid perspective on how to lead an innovative customer experience in a fast-transforming environment, sharing her current and past experiences of working within large and continuously evolving companies.

Frank provides administrative and consultative HR services for all Swiss employees as the link to IT for all HR requirements. His efforts are focused on ensuring HR documentation and management is of the highest quality, and that services provided are streamlined. As part of the global HR servicing community, Frank has implemented significant changes to HR processes, structures and systems to drive business success. As such, he has seen a number of different shared service models and experienced both the negative and positive impact they’ve had. Frank will be sharing these experiences the panel onhow far can you centralise shared services to reap cost efficiencies without impacting business performance?

As the Director of Recruitment, EMEA for Netflix, Alix is responsible for building great teams of top talent in the EMEA region to support the growing global business. Her recent focus has been on identifying key growth markets for Netflix, defining ‘big bets’ the company will take in 2016, and building high performance teams around these corporate goals. In an organisation that has a culture of almost no structure, process or rules which has more than tripled in employee headcount over the last 5.5 years, Alix has successfully maintained an incredibly high density of talent as well as the unique culture of Netflix. She is currently working on effectively influencing and partnering with colleagues globally to advocate a scalable culture, despite Netflix being an American implant. Alix will be sharing this journey in an exclusive case study revolution on How to create compelling company culture and make it your USP for attracting and retaining A-grade talent

James leads employee insight for HSBC undertaking research that seeks to inform leadership about employee understanding, motivation and sentiment, allowing them to have the right conversations, about the right issues, at the right time. Since joining HSBC,he has built an editorial process for employee insight, ensuring research reflects changing business priorities, rather than standing still. James and his team are now implementing a continuous employee insight process which combines quantitative and qualitative data to give a real-time view of employee sentiment, and brings the employee view in line with other forms of insight (e.g. marketing, financial). With 90% of companies still only doing an annual employee survey, James will be sharing how HSBC is revolutionising this process and taking necessary steps towards a major shift in the employee insight field.

Julie joined the HR function or People & Organisation (P&O) in Mars two and a half years ago from a background in Sales and Procurement. She pioneered through her team a rewards change, Health & Wellbeing, a focus on building great line manager capability, talent acquisition shared services and cultural change. The commitment to the development and growth of their Associates has guaranteed the success of their business, as well as being a key performance and engagement driver for their people. Julie is proud that she has had a broad experience involving Sales, Procurement and now HR, which she finds supports the strategic role HR needs to play within the business. 

Julie will be speaking on the importance of the role of HR within the business and how they keep their Associates at the heart of the organisation. From working globally, regionally and within markets, she will draw upon past experiences and discuss how one of their key priorities is their people, as she believes a company can not succeed and achieve their business objectives without engaged, inspired and developed people.

Kristian heads up one of the agile coach teams at Spotify, which drives organisational effectiveness by helping teams and leaders to grow. In the Summer of 2015, Kristian led a big reorganisation effort which involved putting 150 people through a self organisation process to nail a new wider organisation. Since then, he has started up a new tribe that he runs in parallel with his coach team. Kristian will be sharing his expertise on the importance of autonomous teams, how Spotify supports their development, and why that is crucial for an agile and fast growing organisation during the all-star panel in the morning of day 2.

Karen Gaynor is the Head of Reward at Siemens UK and Europe. With over 14 years HR experience in major global conglomerate organisations, her contribution to initiatives at Siemens resulted in winning various awards. This includes the 2011 Employee Benefits Awards for ‘Most effective benefits communications strategy for employers with more than 5,000 UK staff’ and Gold Award for the ‘Employee Recognition’ category at the Institute of Promotional Marketing (IPM) Awards 2012. With a strong background in HR operations, she has recently turned her attention to leveraging data analytics to produce and refine diversified rewards structures for employees, effectively bridging the gap between people analytics and HR, and driving real business value based on quantitative analysis.

Based on the mid-to-long term recruitment needs of BASF in Europe, Fanny defines which target groups to source through which sourcing channels, and how to build and maintain a pipeline of highly-qualified talents , by guaranteeing a balanced mix of recruiting and employer branding measures. Fanny has recently developed and implemented a service portfolio to create transparency of the service offerings to all BASF’s internal customer segments and to allow for a differentiating cost charging model based on perceived customer and strategic relevance.She heads the European Talent Pool at BASF, which is used to build a talent pipeline for midterm hiring. Fanny and her team have won several awards with this concept and have achieved wide visibility and acceptance in the business units, across the globe. She will be discussing the obstacles and achievement during the panel ensuring you have access to the right talent in the right place at the right time and make the transition from reactive to proactive talent management.

As Global Head of Resourcing at Vodafone, Catalina helps their 30 market operations be at their best by creating global standards for resourcing process and technology, assessment methodology, candidate experience and employer branding. She has recently implemented a global employer brand and a 2 year social media roadmap across 30 markets. She is also successfully rolling out digital interviews and assessment in 5 markets, and globally for Vodafone’s graduate program. Catalina’s team also drove the design and deployment of a new suite of assessment tools to select the most customer obsessed front line employees. At HR360, Catalina will be discussing how she successfully put social media and digital communication on the agenda of senior leaders at Vodafone and drove the adoption of social engagement, digital recruitment and assessment, and a digital experience for hiring managers across all markets in less than a year.

Statoil realised that traditional leadership and management practices no longer work in more complex, dynamic and unpredictable than ever business environment. The company implemented innovative alternatives to traditional management, like abolishing traditional budgets and calendar-based management in favor of more decentralized, agile and human processes. Bjarte Bogsnes is leading the beyond budgeting implementation as VP of Performance Management Development at Statoil. A winner of a Harvard Business Review/McKinsey Management Innovation Award, and author of “Implementing Beyond Budgeting – Unlocking the Performance Potential”, Bjarte will be sharing his experience on implementing revolutionary management processes at Statoil on the case study revolution on Traditional management no longer works-How to successfully innovate your management methods and make it your competitive advantage

As Head of Global Talent Development Angelika is responsible for all global talent, career management and development processes, global learning, employee engagement survey, grading, and launch of career paths for business functions with diverse nationalities and cultures. She recently introduced and graded career paths in all critical business functions in a global matrix, across several diverse lines of business. She redesigned talent management processes and leads annual talent conferences including reviewing performance and potential, and managing succession planning for 500 executives.

Ana leads the strategic direction for employer brand positioning at BBVA across all areas and countries. Her responsibilities include defining and implementing global employer branding in over 30 companies, designing the external communication strategy of BBVA’s Employer Value Proposition, coordinating local implementation of global brand, designing the global social media recruitment strategy and the international coordination of external vendors who support the employer brand unit. Over the past year, Ana has created a global social media ecosystem which has cemented BBVA’s position on social media as a top employer allowing the successful engagement and attraction of top active and passive talent. BBVA’s Global Employer Brand strategy has doubled their online community in just one year and their social media pursuit has already impacted 30% of new hires in the company. Ana will be discussing this impressive journey during the session: How to leverage social communication channels to attract passive candidates.

Rob van Elburg is helping ING go Digital. "Every organisation is changing to an IT company. Those who are able to hire the best IT professionals, automatically will win any competition", he says. As a Senior Strategic IT Recruitment advisor Rob Van Elburg has delivered many services including setting up an IT Recruitment project organization, advising on new roles in FinTech, digital transformation, cloud computing, in-house executive search and innovative IT engagement models. He has also staffed ING’s data, mobile and online teams and was announced as the most influential Dutch IT Recruiter. Rob will be sharing his experience on leading recruitment during the digital overhaul of ING, a large established corporate, on the panel: Agility as the key advantage: How can large established corporates support the workforce of the future?

In Bernd’s role as the Director digitising HR within Deutsche Bank, he is responsible for everything from HR’s intranet channels to HR information and services. He has recently successfully launched HR Connect, Deutsche Bank’s new HR intranet platform that aims to improve employee experience as well as manager self-service across mobile and desktop, thereby minimising telephone and face-to-face support channels. HR Connect is planned to be the one-stop-shop for information and initiation of HR transaction and processes across the bank. Bernd will discuss this journey as well as draw upon his recent experience in the context of a broader HR transformation during the Shared Services stream.

Katharine leads Employee & Executive Communication at Zurich which includes being responsible for communications strategy and execution,strengthening employee engagement through effective communication practices,global employee surveys, metrics and performance scorecards, multi-cultural communications, brand internalization and communications skills training. She has accrued significant expertise in her very impressive career which includes previous roles as Head of Internal Communications at Rio Tinto, Head of Global Internal and Management Communications at Shell, Head of Global Internal Communications at AstraZeneca, Corporate Communications Lead at GE Capital EEF and Corporate Communications Manager at Corange/Boehringer Mannheim (laterRoche). In March 2015 she won Internal Communications Professional of the Year at the BOCIC Brilliance Awards. Katharine will share her insight into continuous listening and sentiment analysis to allow predictions on engagement as part of the case study revolution on how to bring employee voice and insight into real-time to achieve an accurate map of engagement sentiment.

Bernadette is currently Fujitsu’s HR Director for the largest countries in the EMEIA region. Her responsibilities include leading the team of HR Directors in over 20 countries, co-creating the people and organisation strategies that deliver the business ambitions and developing the HR function to support this. Prior to Fujitsu, Bernadette was Organisation Health Director at BT where she focused on diagnosing and designing organisational changes that promoted the desired company culture. Working from a strategic, transformational level, she looked at re-wiring decision-making structures and accountability in a way that helped correct and reinforce the behaviour of leaders and subsequently strengthened the cultural health of the business. She also led the overall cultural agenda in partnership with the business heads, diagnosing areas for attention, prioritising in line with the business strategy and supporting implementation. She will be sharing her unique expertise on how to hardwire culture to promote the behaviour that lives up to company values.

Caroline has 11 years of experience in all HR-related M&A and Outsourcing matters, covering many countries around the world.

Her current responsibilities include: Global Compensation & Benefits outside US & Canada; Establishing global policy in compliance with local practice;Providing guidance to local HR and business operations on all Compensation & Benefits matters; Providing governance on local implementation of global policy and HR project lead on international acquisitions, divestitures and outsourcing deals, including: Due Diligence, employee communication, consultation & transfer, Integration planning& execution.

Her most recent achievements include: Implementing global job classification structure; Harmonising benefits providers in-country and globally, and divestiture of large division transferring 9600 employees in 45 countries.

Simon is in charge of HR and facility management for Volvo Cars’ sales companies in the UK and Ireland. He is responsible for handling all local HR issues and the application of corporate HR guidelines in the market. Simon is also part of various project groups and networks within Volvo’s HR organisation that look at the development of corporate guidelines and tools especially within the area of learning and organisational development. He recently moved from the Head Office in Sweden where he was responsible for corporate leadership development. In this role, Simon worked out a new segmentation of leaders and project managers for the company and reworked the entire leadership development offer in line with this segmentation. Volvo’s training offer was revamped to incorporate blended learning, a new IT platform to support classroom activities and managerial involvement, as well as the usage of social media to support learning. From 2011-2013, Simon was head of the organisational development project rolling out Volvo’s revised company culture organisation-wide using the top 150 leaders to drive a cascading “leaders training leaders” concept. In addition to this,Simon also worked in a project to form a European dealer training organisation whereby dealer training staff would cooperate across the region whilst ensuring local delivery in the markets, working with alignment and execution. Simon’s extensive experience as a line HR manager in two countries (France and the UK)  and four and a half years in a central function (Sweden) rolling out corporate guidelines, projects and organisational development initiatives,gives him credible insight into the politics of internal HR departments. He is currently the only person working in Volvo’s HR organisation today with such extensive experience working both within corporate HR and  markets outside their historical home in Sweden. He will be applying his expertise during the workshop on Day 1 defining ‘How to unleash the strategic power of HR Business Partners’.

As the Principal Consultant in RBL’s European office Allan manages consulting and executive education programs delivered to European clients. As one of Dave Ulrich’s esteemed colleagues, Allan helped pioneer the renowned HR model and continues to work with clients in the region on HR transformation, HR strategy development, HR executive education and leadership development projects. Since joining RBL in 2008 he has worked with over ? organisations in Europe, the Middle East, Asia, Australia and North America, helping HR leaders transform and quantify the value they create. He has led major HR strategy development projects, spearheaded the design of RBL’s HR Academy concept and managed a large number of executive education programs across industry sectors. Most recently Allan wrote the European chapter of the book Global HR Competencies. He will be sharing his opinions during the keynote debate on the Ulrich model in the Morning of Day 1.

Peter is an expert in learning & development and the digitisation of HR. He is currently working on the digitisation of the High Potential Leadership Development Program at Carlsberg. His prior expertise lies in supporting large international businesses transform HR by developing and implementing highly innovative technology-based learning programmes that build organisation-wide capability and development. Having supported many transformations and successfully moved different HR systems to the cloud with amazing results, he is in a unique position to bridge the gap between people and technology in HR. Peter will be sharing his insights on how to move shared services from a transactional support role to a function that adds real strategic value.

Lars is responsible for Learning and Development as well as People Performance Management within the Atos Group. He manages a global organization that covers all 72 countries of Atos, as well as all Business Units and Functions. Lars has implemented training and certification solutions that enables a reskilling of their employees so that they are capable of doing a different job, once they have successfully passed the certifications. Through the use of E-Learnings and blended training programs, he is able to ensure global consistency of the training content as well as a high quality of the results.

Lars will illustrate the necessity for an IT Service Provider like Atos to have a permanent reskilling and skills development in place, especially when the classic IT Infrastructure business is declining and is being replaced by digital services, it has become the mission critical for the success of Atos to reskill their people. Lars looks forward to sharing his own experiences that he has acquired over the last 12.5 years within the company with those attending HR360.

Lulu is responsible for aligning the Hilton Worldwide’s European benefit function with the global implementation of a Total Reward strategy, which assists the achievement of their strategic business objectives. Lulu is in the process of implementing changes that came out of the first review of the UK benefit offering in 9 years. The key objective of the review was to:

• Understand the needs of our team members +Determine market competitiveness 
• Introduce greater consistency in benefits provision 
• Maximise the effectiveness of the total benefits spend  
• Re-affirm the reason why we offer our Team Members the package that we do

Having made critical changes, the 2015 Global Team Member Opinion Survey results from the UK showed satisfaction had increased by 15 points versus the 2014 results. Lulu will be talking about her efforts in meeting local needs of employees whilst establishing Hilton Worldwide as an employer of choice in varied markets with time and financial constraints.

At Zalando, one the most fast-paced and agile global organisations, Tim recruits fashion and technology talent in four digit numbers globally. Tim and his team look to connect Zalando with the talent capability that will shape the culture and future of the company. Since lecturing at a business school, Tim has become heavily engaged with the field of gamification, and remains on the advisory board for an academic gamification initiative. Having built gamified tools within his corporate HR career, Tim will be sharing his expertise on how other HR departments can adopt and fully leverage this innovative technology to achieve their business goals.

As Head of Recruiting and Employer Branding in Germany, Switzerland and Austria, Marcus and his team are responsible for the achievement of 5,000 hires per year.His role covers the end to end recruiting process, which starts at the brand, moves over to campus marketing and sourcing, including the technology and digital channels, over the entire selection at Ernst & Young. Marcus have recently built a shared service model approach balancing customer intimacy with cost optimisation, thereby streamlining HR processes. Marcus and his team have won numerous awards for their work including the HR Excellence Award for HR Controlling, Best German career advertisement (2015), Top Employer (2015) and Germany’s Best Recruiter (2014), as well as him personally winning awards for his blog.

At HR360, he will be drawing upon his recent experience in further strengthening the joint approach between talent acquisition and talent management, to foster an efficient, integrated talent management strategy. Further to this, he will also be speaking about to stepping out of recruiting by biography, and move forward with better achievements by selecting people based on their potential and talent.

Scott works for the world’s largest humanitarian organisation where he is the regional focal point for various global projects. These projects aim to support front line development staff involved in the wellbeing of 150 million children and Scott’s region is considered the pilot region for these global projects. His experience and input in change management and people analytics/reporting are increasingly being used to inform strategic decision making. He is about to deploy to Nepal at the end of June to spend the three months as the P&C Director in the World Vision office (during monsoon season!)

Gianpaolo leads the Digitalization Office in the newly created Leadership and Team Intelligence HR Group, leading innovative solution for next generation HR and the future world of work. He sponsor a cross-industry Think Tank on the design and development of transparent and adaptive organizations within corporation to succeed in the current VUCA business environment. As well as this, Gianpaolo also lead the development and execution of the 1st Cisco Global HR Hackathon as innovative way to disrupt HR from within. He will be speaking on the latest results of the cross-industry Think Tank on the design and development of transparent and adaptive organizations within corporation.

Daiga leads strategic HR management at the Latvian national airline, airBaltic, and also teaches HR management and leadership for professional and executive MBA students at Riga Business School. At airBaltic, Daiga has introduced a model of employee engagement through gamification at work and has built one of the most attractive employer brands in Latvia. During many years of being involved in leadership development from a perspective of an HR leader and business school professor, Daiga has been consistently looking for the golden balance of perceived feminine and masculine qualities, and whether gender plays any role in today’s leadership. During 2015 her work has resulted in a published article and several presentations about the topic at local and international conferences. She will be sharing his expert insight into the topic of gender diversification in the afternoon of Day 2.

Erica Briody has been in the talent management spotlight for 25 years, working for prestigious firms such as GE, Novartis, and IBM. In her most recent role at Novartis, Erica provided strategic direction for talent acquisition to support all Novartis divisions source the ‘Best Talent’ in the industry, optimise recruitment models and related IT, harmonise vendors and consolidating agency spend. Responsibilities included building a shared service model based on a hybrid fragmented approach balancing customer intimacy with cost optimisation. She also played a crucial role in ensuring Novartis has a clear and joined up approach between Talent Acquisition and Talent Management there by supporting an ‘Integrated Talent Strategy’. This wealth of experience positions Erica as a real thought leader when it comes to workforce management,and she will sharing expertise on the future of talent and the direction of workforce management at HR360.

Felix manages processes for developing Talent across the organization with special focus on Learning and Performance Management. After having introduced several instruments for L&D serving post-merger integration, including earning an Award for Learning Culture, he has built up a new Performance Management Model that emphasizes the importance of dialogue between employee and manager.

In his session, Felix will reflect on the Performance Management System rollout, the crucial role of enabling and engaging management and show the multi-level impact on Unity Media.

Joe leads on change governance and standards in relation to our global HR service delivery model and operations, customer systems and interfaces. His team have been responsible for setting up the global BSC service delivery model and principles as part of a wider strategic HR change, the roll-out of a HR knowledge management system across Europe, introducing standards, governance and change processes, and helping prepare the way for one of the largest organisation carve out/business split in Europe. Joe will be speaking on 8th June, bring a wealth of experience from HR and Shared Service leadership roles in a variety of organisations over the past 20 years that he is delighted to share.

Tracey has over 20 years of HR and general management experience in multiple sectors. She graduated in Psychology and later qualified as a Chartered Company Secretary. Tracey started her career in the utilities and chemical sectors before moving into Financial Services where she held posts as HRD at both business unit and corporate level. She also led Corporate/Public Affairs at corporate level, including Internal/External Communications & CSR. More broadly, Tracey co-founded a blank sheet start-up company in the Life & Critical Illness Insurance sector, heading a number of functions over time including Customer Care, Strategy, Projects, Risk & Compliance, prior to becoming Managing Director. Tracey joined TD Bank from Molson Coors, the international drinks company, where she was Chief People Officer for UK & Ireland and responsible for combining that business unit with a recently acquired Eastern European business. She also played a global role building marketing, innovation and commercial talent & capability. Tracey will share her experience in the role of HRD as strategic business partner-a role which she firmly believes should co-pilot the CEO.

Catherine was responsible for developing a global talent acquisition frame work for Swarovski which involved developing the strategy, processes,structures, and tools on a global scale as well as rolling out the employer brand. In her role, she designed global recruitment processes that were recognised as best practice by KPMG, their Workday implementation partner. Thanks to Swarovski’s focused HR social media strategy, the company’s social media presence for recruitment and employer branding is recognised by LinkedIn as being one of the most advanced in the world. Catherine has conducted a lot of research on talent acquisition trends by exchanging best practices with many talent acquisition specialists across different industries and countries. She will be offering her insights as a moderator leading the session “How to leverage social communication channels to attract passive candidates”.

Lucy uses her experiences of having led HR and internal communications at the BBC and other major corporations over the last 15 years – the good, the bad and the ugly - and offers a number of challenges, new models and fresh insights to support business leaders. Since leaving the BBC, Lucy created The Disruptive HR Agency working with major organisations to help them re-think their approach to leading change, employee engagement, HR and internal communications to support and develop the workforce of the future. She grew frustrated with the lack of innovation and fresh thinking in the profession and wanted to find new ways of tackling old problems. She now runs the agency to help HR Directors and business leaders to do things differently. She is an expert in her field, and will be giving a keynote on the morning of Day 2 on how to transform the HR profession to meet the demands of a disrupted world.

What’s your Purpose? What’s your Passion? Why do you exist? How do you add Value? What’s your Legacy? These are just some of the questions Lefteris has been helping a huge number of Executives from some 23 Countries in Europe, the Middle East, and also the US, to figure out! Lefteris utilises a number of tools, such as Learning Immersion Experiences, Positive Psychology, Neuro-science, Leadership Development, Coaching, Mentoring, Learning & Development, Facilitation, and Spiritual Psychology to help people identify their true potential. He most recently led the Learning & Development department at Tesco's dunnhumby Global Products & Services. As a Moderator of the L&D Stream, Lefteris will stimulate the discussion around core themes in helping people reach their potential. He will also be leading the creative boardroom session on how different HR functions can master the art of influence and best demonstrate their value to the C-Suite.

Beth is a highly experienced and well qualified HR Director and Senior Consultant specialising in change management and TUPE, employment law, employee development and coaching and commercial business development.

• Over 20 years of private and public sector experience, covering operational and strategic management and leadership up to Board level
• Confident mediator and negotiator, used to working in highly unionised environments, across large, multi-site establishments
• Excellent commercial understanding with experience of developing innovative new revenue streams from business services, delivering operational cost savings and evaluating ROI and VFM
• Extensive experience of leading large, remote teams and working with groups and individuals as a coach and mentor

Beth is a Fellow of the CIPD, holds 2 masters degrees and is currently completing her Executive Coaching qualification with Bristol University

Graham David is the founder and MD of Blue Beetle Training and has over 20 years of experience within training design and delivery and business transformation. Graham has worked with companies in both the public and private sectors and specialises in: 

• Business and cultural development and change managements
• Training design and delivery utilising live case study
• Training evaluation and demonstration of return on investment
• Design of business learning strategies and implementation plans Public and conference speaking
• Individual coaching, personal development and team facilitation

Graham David has continued to develop wide ranging business technical skills and is an NLP Master Practitioner and Trainer and is certified to deliver psychometric tests. He is also an accredited ILM Verifier.

Karin Volo, an expert in engagement, career, personal and organisational development, is known as the Chief Joy Bringer. With over 15 years experience working with executive search and leadership mentoring for international Fortune 500 companies across 2 continents, she has gained insights on business building, cultural transformation, and high performance. Karin is the co-author of international best-selling ENGAGE! and a regulator contributor to Huffington Post. As a real thought leader in employee engagement, she will be unveiling how the demographically-diverse workforce of today can be engaged to release their full potential at the end of Day 2 at HR360.

Faith specialises in bringing simple, straightforward and efficient HR solutions to complex business problems. She works with businesses leaders and HR professionals to align business strategy with appropriate human resources solutions. Faith chairs the City HR Association Metrics and Analytics Club, for HR professionals in the City and Financial Services, as well as being a Board Director for the Maturity Institute, which provides business leaders with a clear vision and practical framework for sustainable value creation. Faith also co-wrote a biennial extensive Benchmarking Survey on HR Policies and Practices across more than 50 financial services organisations. She will be drawing on her expertise in data analytics and metrics, as well as benchmarking and organisation maturity indices, to chair the rewards and benefits stream on Day 1, and the data analytics panel on Day 2.

Mervyn Dinnen is a talent acquisition expert who looks at emerging trends impacting hiring, retention and engagement in the HR, recruitment and technology sectors. Mervyn is also an award winning recruitment blogger who regularly writes for a number of HR and recruitment technology sites and advises on content marketing strategies. Mervyn will be chairing day 2 at HR360.

Leandro Herrero is the ‘Chief Architect’ and co-founder of The Chalfont Project, an organization which provides professional services on organizational architecture across industries. Leandro Herrero is in the business of creating remarkable organizations, organizations worth remembering, worth telling a story. His personal key focus with his global team is the creation of a behavioural DNA which makes a particular organization remarkable, resilient, always ahead of the game and with the greatest change-ability. Leandro has pioneered Viral Change ™, a mobilising platform to create large scale behavioural and cultural change in organizations. A clinical psychiatrist and academic by background, Leandro moved into the corporate sector taking up senior leadership positions in several multinational companies before co-founding The Chalfont project – this wealth of expertise has resulted him in writing 6 books on leadership and change, being an acclaimed TEDX speaker and building a large community of followers of his “Daily Thoughts” blog. Leandro will be exclusively addressing the HR360 on the critical success factors of change management, as the afternoon keynote on Day 1.

Han is an independent HR Consultant and with more than 20 years experience in HR (IS) & Business Transformation, having worked in commercial, operational and corporate HR roles. At Rentokil-Initial Plc (R-I) he was Global HR Operations & HRIS Program Director from 2010- 2014, responsible for the UK HR SSC, which catered for HR services to 35.000 employees. He led HR delivery across the 12 large countries in EMEA, US & APAC (60.000 FTE) and has deployed Workday (core HCM, performance, talent & goal deployment, compensation) & Cornerstone LMS across 50 countries. Han’s current focus has been on data and predictive analytics, as well as supporting operational structures required to leverage this; transforming HR shared services from a transactional support role to a strategic business function. Han will be sharing his experience as the moderator in the HR Shared Services stream at HR360.

In his role as the Director of CrossKnowledge Institute, Jan provides strategic advice to clients, conducts research in collaboration with leading universities, develops tools & frameworks for CLOs and shares best practices. He has proven ability in delivering short-long term results and end-to-end learning & talent solutions in multi country-culture environment. Successfully transformed & lead corporate Academies, implemented digital learning & assessment, shaped talent management and lead talent & leadership development programs in more than 47 countries across the globe. Jan is also an experienced senior talent and learning professional with strong business and human capital impact in complex organizations. Jan had international learning leader roles in Mercedes-Benz, ABNAmro bank and KPMG, before joining Wiley-Crossknowledge in 2015 as director of the Learning Institute.

Gerrit is the founder of Appical, an employee pre- and onboarding company whose mission is to drastically improve the new hire experience with the use of mobile technology. Before Appical, Gerrit served as a Royal Marines Commando platoon commander and worked for leading enterprises such as Royal Dutch Shell and Rabobank. After his corporate career he worked for a number of startups in the online gaming space that laid the foundation for Appical as game changer in HR. Check out the website appical.net to get inspired.

For the last ten years Gustav Jonsson has played hands on role in changing how thousands of companies work – implementing new tools and processes, based on the values of increased transparency and peer recognition. Previously a product manager, and head of customer success at Podio (aq.Citirx), an online collaboration tool, he now ensures the businesses adopting Peakon’s real-time people analytics platform get off to a flying start. Working with a diverse range of customers, from high-growth tech startups to established financial service providers, Gustav enables these companies to adopt predictive analysis as the cornerstone of a data-driven people management strategy.

Raffaele is responsible for regional compensation as well as providing a holistic compensation service to the HR function globally and the business units in the perimeter, covering Asia, Latin America, Central Eastern Europe, EMEA and Global Business Lines. He has recently successfully extended performance management to all countries with a centralised approach. He has also set-up the management of regional remuneration committees. Raffaele will be drawing on his experience on how to define and implement a common system with specific adjustments for different countries when discussing the approaches to providing compensation & benefits in several regions during the panel on mobilising talent, Day 1.

Cristina is the HR Business Partner Europe for leading agricultural company. During the last 20 years she has been responsible for different roles in HR at regional and country level in different industries. She leads a team of senior HRBP at Regional level supporting diverse function (Commercial, R&D, P&S, Legal &Tax, Corporate Affairs and HR), responsible for shaping the people pillars in business strategic agendas, supporting senior management in the business and managing people allocations in change processes. Cristina is also responsible as HR for one of our business units in EAME. At global level Cristina is part of the Global Leadership Assessment team responsible of assessing candidates to be promoted to senior management level.

She has worked in HR for many years in different industries and regions; have experienced different organization maturities, interacted and supported executive level leaders across the organization. Have been involved in several transformation processes in HR and other functions; she has a clear sense of what works in HR and the added value HR can add to the business. Know how standardization and globalization can influence the motivation and engagement of people. 

As a certified Coach on Leadership and Development Cristina have good knowledge on the key role that emotions play in leadership roles.

Andreas Graetsch is leading the sales organization at Workday Germany and is part of the DACH management team. He is reporting to the Regional Vice President Workday DACH, Christoph Kull. Andreas brings to Workday 20 years of experience in the software industry in Germany, Central and Eastern Europe where he worked for several companies. Prior to joining Workday, Andreas served as Senior Director Business Transformation Sales for Central Europe at Dassault Systèmes. Before that, he worked at SAP for 14 years where he held several management positions and recently served the company as Regional Vice President Sales Business Analytics Middle and Eastern Europe. Andreas Graetsch holds a Master’s Degree in business administration and engineering from the Karlsruhe University of Applied Sciences