Faith Jenner

HR Board Advisor
The Maturity Institute

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.

Check out the incredible speaker line-up to see who will be joining Faith.

Download The Latest Agenda

Day 1- Igniting HR Business Impact

Saturday, August 6th, 2016

11:50 Case Study Revolution - Why 50% of M&A deals fail: how can HR help avoid pitfalls and get a (bigger) seat at the M&A table

How to address the Human Capital factor in a merger, acquisition or divestiture
Why HR due diligence is an important part of financial due diligence
How to ensure that differences in Corporate culture are assessed
How to ensure that Employee consultation timelines are incorporated
How to ensure that HR Integration plans play a significant role and are executed

12:35 Case Study Revolution How to design packages with limited resources that certify your position as a market leader against your competitors

14:45 Case Study Revolution - How can you exploit data to create a tailored reward structure that builds real value for employees on an individual basis?

How can we use big data analytics to uncover patterns that feed into reward structures
How can levels of employee engagement be strengthen through the use of a data-driven reward policy
How can use big data analytics data to draw correlations between pay and performance?
How can you use big data to create reward structures based on different demographics

Day 2- Preparing Your HR For The Future Workforce

Tuesday, September 6th, 2016

11:30 Drill-down Workshop - How to exploit social media channels to drive employee engagement through rewards and benefits

Capitalising on frequently used social media channels: How to implement a recognition scheme that is easy to use and widely adopted
Recognition on an open-access platform: How to drive a best practice behavior to achieve company wide contribution
From Twitter to texts: How to imbed recognition schemes into the wide variety of social media channels to suit diverse audience segments and demographics
How to leverage peer to peer recognition schemes via social media to connect geographically disperse or remote employees

14:00 Oxford-Style Debate - Can women succeed in leadership roles without a gender equality strategy in place?

Do discussions around women in the workplace merely augment inferiority?
Does filling the gender quote in the boardroom suggest women aren’t hired on competency?
Would an overarching competency based strategy for all employees manage to engage women?
Does more need to be done with flexible working arrangements to offer women in business a healthy work life balance

14:45 Case Study Revolution - Factoring in global workforce trends: How to transform your cultural engagement to unlock the full potential of a diverse workforce in a digital age

The disengagement epidemic: How to measure and minimise the cost of disengaged employees to your organisation
Exploiting opportunities in workforce trends: How to manage the impact of technological and demographic advances influencing your business across the board
Unveiling the critical success factors to make your cultural goals a reality: How to drive real business profitability through engagement
The journey to cultural change: How to measure and improve cultural engagement once you are back in the office