hr transformation summit 2012

2012

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hr TrAnsformATIon sUmmITharnessing The strategic Power of human resources Through A holistic Approach To hr Transformationwww.hrsharedservices.com.au

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Main Conference: 30 & 31 July, 2012

Social Media Masterclass: 31 July, 2012

Hands-On Site Visit: 31 July, 2012

Venue: Observatory Hotel, Sydney

The Sauce

Justin Miles General Manager HR Fonterra

Laurence Halabut HR Director Toyota Financial Services

Anjana Menon Head of HR Shared Services Aditya Birla

Carla Day Director People Management Practices and Programming Department of Defence

Anna Sparkes General Manager, HR & Service Culture Commonwealth Bank of Australia

Paul McAuley General Manager, HR Global Service Lines Rio Tinto

Karen Anne Bisdee Director of Human Resources Wyndham Vacation Resorts Asia Pacific

Simone Shugg People & Performance Director Carnival Australia

Trent Pawsey Head Of Organisational Change Management People and Culture - Group Business Services National Australia Bank

Kellie Tomney Global Employer Branding Consultant Stand Out Advantage

Make the most of your time out of the office by attending the Social Media Masterclass and Site Visit:

Social Media Masterclass: harnessing social media for Improved recruitment Processes, employee Communication & hr self-service Portfolios

Site Visit: endearing environments: Using modern Workspace strategies To Attract & retain Talent

The Sauce


We’ve Changed! 2012 Brings A Wealth Of New Features And Themes To SSON’s HR Community:

Welcome to The Human Age…. where people are paramount to success and its HR’s time to shine!

We’ve shaken up the format to make sure you are getting the most out of your time, including:

One of the biggest investors in Modern Workspaces in the Southern Hemisphere, Commonwealth Bank, will host delegates on a Site Tour of their newly designed offices so you can see, hear and feel first-hand how quality working environments are improving talent retention and employee productivity.

Social Media is a game changing technology for how both HR and the business as a whole will communicate both internally and externally. In our Social Media Masterclass get to grips with the full potential of a social enterprise and where to focus your time and resources to ensure success.

You tell us that peer-to-peer networking and building your rolodex is one of the main benefits of being part of the SSON community. That’s why we have built in far more structured networking than ever before so you go home with a wealth of contacts.

The Expert Panel of Speakers:Justin Miles General Manager HR Fonterra

Laurence Halabut HR Director Toyota Financial Services

Anjana Menon Head of HR Shared Services Aditya Birla

Carla Day Director People Management Practices and Programming Department of Defence

Kellie Tomney Global Employer Branding Consultant Stand Out Advantage

Anna Sparkes General Manager, HR & Service Culture Commonwealth Bank of Australia

Joseph Soalheira Shared Services Specialist

Paul McAuley General Manager, HR Global Service Lines Rio Tinto

Karen Anne Bisdee Director of Human Resources Wyndham Vacation Resorts Asia Pacific

Simone Shugg People & Performance Director Carnival Australia

Andy Purvis Independent Leadership Speaker

Jennifer Saiz Head of Property Strategy and Delivery - Group Corporate Services Commonwealth Bank of Australia

Trent Pawsey Head Of Organisational Change Management People and Culture - Group Business Services National Australia Bank

Gia Kiamos People Services Manager Bluescope Steel

Pauline Richards HR Services Centre Manager ActweAGL

Megan Bromley Employee Engagement Manager RedBalloon

John Counter General Manager - HR Service Delivery, Transport Shared Services Department of Transport


DAY ONE Monday 30 July 2012

08.00 Coffee & Registration

08.45 Chairman’s Welcoming Address

09.00 Turning Strategic Business Partnering Rhetoric Into Reality For Success In The Human Age

With job roles changing in line with talent requirements and onboarding a new generation of workers, HR in its current state is in grave danger of under-delivering – or worse – becoming irrelevant. Integrating the HR function into the business and upskilling staff to have in depth knowledge of business unit needs is imperative if delivery standards are going to be met:

• Ignoringpre-formedjobtitlesinfavourofasolutionbasedapproachtoresourcing

• Focusingonpeopledevelopmentandprogressionforanongoingsourceof talent

• EnsuringHRisstructuredforinnovationandadaptabilitytomeettoday’sand tomorrow’s needs

• Liberatingyourleadershipandmobilisingtalentacrossmultiplejurisdictions

• BalancingremunerationpackageswithorganisationalROIplanstoprotect cash flow

Trent Pawsey, Head Of Organisational Change Management People and Culture - Group Business Services, National Australia Bank

09.45 Show Me The Money! Demonstrating The Short & Long Term Benefits Of Strategic HR Transformation To The Board

Although many business leaders are beginning to embrace the idea of strategic HR value add, some are still stuck with the traditional “soft” stereotype. To ensure senior level buy-in and top-down financial and governance support for your transformation journey, HR professionals must have a sound business case. Measurable ROI can take three years or longer to accomplish, depending on how decentralised HR processes are when the company starts the transformation journey. So what can be done in the meantime to retain the board’s favour? What’s more, as it’s harder to calculate or numerate the strategic benefits of HR Transformation and Shared Services, the profession also needs to find ways to measure long term benefits:

• Puttinginplaceadeliverablebenefitsrealisationplanwhichdemonstratesimmediate improvements and savings

• Designingscorecardsandmetricswhichclearlyshowimprovementstoprocesses and service delivery

• Crystalisinglongtermstrategicgoalsandcommittingtovisibledevelopments in set timeframes

• Managingtheboard’sexpectationsoverprolongedimprovementperiodsand setting realistic ROI

10.30 Structured Networking: Meet & Greet SSON understands that networking is a top priority for our

delegates. Discussing current challenges and goals with your peers is invaluable in terms of both benchmarking and knowledge sharing. This year we are dedicating more time to networking so each delegate can become more involved in the event experience and maximise their time onsite.

How does it work? Prior to the conference, you will be asked to submit both your biggest goal

and biggest challenge to SSON. Then, the first of our three sessions, Meet & Greet will get the audience on

their feet with a challenge to chat with as many of your peers as possible and learn:

1) Their number one goal for this year 2) Their current biggest challenge This is the perfect time for a brief intro and to swap business cards. Don’t

forget to write their goal and challenge on the back of their business card – you’ll need it for Rounds Two and Three!

11.15 Morning Coffee

11.45 Positive Processes: Ensure HR Builds Employee Performance Rather Than Becoming An Obstacle To Success.

Receiving poor service negatively impacts your perception of a company. And HR is no different. Overcomplicated performance management processes, bureaucratic recruitment requirements, complex development planning regimes...If HR is going to engage at business level then the core service offering must be clear, concise and credible. So how do you drive performance in core HR processes to earn you the respect and the time to tackle the longer

term strategic challenges? Topics covered in this session include: •GettingtoavirtuouscycleofHRperformance • Buildingacultureofaccountabilitywherelinemanagersimplementgreat

HR practice •MaintainingHRpracticeeffectivenessinatoughbusinessenvironment •HowyourcoreHRpracticeimpactsyourEVP Justin Miles, General Manager HR, Fonterra Karen Anne Bisdee, Director of Human Resources, Wyndham Vacation

Resorts Asia Pacific

12.15 Revolutionising recruiting: building analytics and truth capabilities through e-recruitment

The face of recruitment is changing – and none too soon for a country suffering from a crippling skills shortage. Many organisations are dissatisfied with current recruitment processes and feel they do not match up to business needs. Companies and recruitment agents nationwide are thus moving much of their recruitment processes online to improve the speed by which candidates can be matched with live vacancies. In this session, we hear from ActweAGL about their journey into e-Recruitment to date, including:

•ConductinganHRreviewtoidentifyareasforimprovement • Buildingamoreseamlessfoundationtotherecruitmentprocess • Integratinganalyticsandone-source-of-truthcapabilities • Redistributingaccountabilitytobestservethebusiness.

Pauline Richards, HR Services Centre Manager, ActweAGL

12.45 Let’s Get Technical: Successfully Working With I.T To Develop Seamless End-To-End HR Systems

Technology departments have long been accused of being poor communicators. However, with technology playing a primary role in successful HR Transformation, whether systems are designed and managed inhouse or are outsourced, it is important that HR professionals work closely with techies to enable true strategic business partnering. How can SSOs effectively collaborate with I.T selectors, process designers and testers for mutual benefit?

• Bridgingthegap:Selectinga‘go-between’whohasanaturalgraspofboth sides of the coin

• IntegratingyourHRteamwithI.Ttoencouragecontinuingdialogueand,as a result, achieve continuous improvement in systems

• Drillingdownintoeverytouchpointandclearlydefiningtheoverallgoalsas well as the individual needs of each process

• Communicatingfuturegoalstoensureflexibilityandagilityisbuiltintocurrent systems

Gia Kiamos, People Services Manager, Bluescope Steel

13.15 Networking Lunch

14.15 Achieving Alignment: Creating A Customer-Led Structure Which Matches HR Initiatives With The Needs Of The Business

Traditional KPIs and SLAs are considered outdated by many mature global organisations. In order to truly gear your transformation journey to the needs of the business units, your team needs to be measured like them. Revisiting the aims of the Transformation is necessary to achieve long term sustainability. Realigning goals to match the overall P&L considerations of the business rather than immediate savings from labour or wage arbitrage or process improvement is an important first step in the journey to becoming a business partner. But how do you go about revamping your service delivery structure so it buoys for future success?

• Plugthegaps:Diggingdeepwiththebusinesstogettotheheartoftheirrequirements from HR

• UsingBusinessKPIstochangethe“fluffy”perceptionthebusinesshasofHR

• Harnessinganalyticscapabilitiestoensurehighqualitydeliverywhenitcomes to staff services

• Pushingyourstafftobeproactiveandconnectwiththebusinesstodrivefurther partnering initiatives

• ShowcasingHRtothebusinessfollowingsuccessesandearningincreasing credibility

• MeasuringHRemployeesontheirservicesbothindividuallyandasateam Laurence Halabut, HR Director, Toyota Financial Services

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DAY ONE Continued

DAY TWO Tuesday 31 July 2012

14.45 Making The Move: Migrating To A Multi-Centre HR Structure For True Business Alignment

Creating a hybrid model which fits both transactional and strategic business needs is a paramount consideration for many HR leaders. In an age when cost cutting and efficiency must be balanced with value-add services, in order to tick all the boxes, HR must assess what locations, people and structures need to be brought together to drive core business goals:

• Shiftingtransactionalprocessestotherightcentrewithinalimitedtimeframe and without service interruptions

• SettingupalocalstrategicHRteamforimmediateneedandgoodinternal relations

• Adviceonkeyaspectsofimplementingahybridonshore/offshoremodeland the pitfalls to avoid

• SettingupandtrackingKPIs,SLAsandOLAsbetweentheHRcentreand stakeholders

• Deployingportalmigrationandself-servicetoolsacrossthefunctiontodrive efficiency and savings

• Findingtherightpeoplebothonshoreandoffshoretomaintainhighlevelsof service

• Overcomingprocessinconsistenciesandbeddingdownthenewstructure

Anjana Menon, Head of HR Shared Services, Aditya Birla

15.15 Structured Networking: Get Goal Orientated Sharing ideas with like-minded about how to achieve a set

objective is a sure fire way to collect some helpful hints on how to realise your goals faster. So we’ve set up a session to help you meet those like-minded people more easily!

How does it work? On each roundtable, there will be a goal. Delegates will be asked to join

the table most closely aligned with their own goal and discuss with their fellow attendees how to reach that goal. This is an ideal way to share more detailed strategies and augment leadership skills simultaneously.

16.00 Afternoon Tea

16.30 Building For The Future: HR’s Role In Nurturing The Next Generation Of Leaders In A Changing Global Environment

As the saying goes, “Good leaders are made not born”. In an increasingly competitive and complex business environment, leaders with a strong vision and a well-rounded skill set are imperative for an organisation’s sustainability. Simply having a handle on core business goals and operational structure is no longer enough – a good leader must have an end-to-end vision which will propel the business, the brand and its people to new heights. When up to 40% of an organisation’s success can be attributed to its leadership, continuous improvement has never rang more true. So how can the HR function align with this need? What succession and progression tools can be put in place to retain the talent of the future? Hear from one of the world’s strongest employer brands on how a multifaceted approach to HR Transformation has helped prepare the company for sustained success. Enter Human Capital Management 3.0.

Andy Purvis, Independent Leadership Speaker

17.30 Chairman’s closing remarks

18.00 Networking drinks reception

08.50 Chairman’s Opening

09.00 New Dawn, New Day: The Effect Of Australasia’s Skills Shortage – What Will Your Future Workforce Look Like?

The demographic make-up of the Western World is changing, and with it so is Australasia. Whether it be Hackett’s prediction that by 2050 most CFOs in Australia will be young, Asian, high-achieving women; Deloitte’s claim that your next worker will most likely be Indian; or Google’s statement that structured job titles are a thing of the past, there is no denying that in only a few years’ time, your workforce will look radically different. More than any other function, HR must have a solid grasp of not only the trends but what that means for all facets of ‘cradletothegrave’HumanCapitalManagement.Areyoureadytochange your ways?

Simone Shugg, People & Performance Director, Carnival Australia

09.30 Expand & Contract: Adapting HR To Allow For A More Volatile Economic Environment

In a volatile global economy, the overall goal for organisations today is to have the structural flexibility to respond quickly to business or economic change. Whether it be to support growth strategies (e.g., mergers and acquisitions) and global expansion, to improve organisational learning across business boundaries, or to contract the workforce in tough times,

HR must have an agile workforce transformation plan in place to adapt to the current climate:

• EngineeringyourHRTransformationvisiontosupportnationalandinternational business growth

•Refiningemployeeprocessestoallowforimmediateresponse • AligningremunerationstrategieswiththesavingsandvalueHR

delivers to the business Paul McAuley, General Manager, HR Global Service Lines, Rio Tinto

10.00 The Looking Glass: What Is The True Health Of Your Processes? Phrasessuchas‘continuousimprovement’,‘streamlined’and‘end

to end’ permeate HR Transformation. Methodologies and theories on how to ensure you are operating a well-oiled machine abound. But have you ever really stopped to look deep into your processes with an ultra-critical eye? This session asks some cutting questions:

•Doyourprocessesreallyminimizebureaucracy? •Areyoustillwastingtimeandeffort? •Howtogoaboutfixingestablishedprocesses? •Areyoutoofocusedonefficiencyratherthaneffectiveness? •HowLEANareyou? Carla Day, Director People Management Practices and Programming,

Department of Defence

10.30 Structured Networking: Many Hands Make Light Work Using a similar format to the last session, delegates have the

opportunity to collectively address their biggest challenges by sharing experiences and learnings with their peers.

How does it work? On each roundtable, there will be a challenge. Delegates will be

asked to join the table most closely aligned with their current biggest challenge and discuss with their fellow attendees how to overcome the problem. This is an ideal way to understand how others are approaching difficult situations and gain some practical, take-home solutions to boot!

11.15 Morning Coffee

11.45 Image Is Everything: Building Your Employer & Employee Brands To Attract & Retain The Right People

In a region where talent shortages prevail, it has never been more important to have a strong brand to which both current and potential employees can relate to. So how can HR ensure that we are supporting overall company brand strategy as well as developing a respected, internal brand for itself?

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Sponsor Or Exhibit At SSON’s HR Transformation SummitWith Australasia suffering a skills shortage, HR transformation strategies are becoming central to core business strategy in both the private and public sectors.From Payroll Automation to Recruitment Process Outsourcing; Multi-Jurisdiction Employee Legal Advice to Leadership and Succe ssion Planning, The Human Age has hit our shores.If your company offers credible services which can assist our end user clients, and you would like to partner with SSON, we would like to hear from you.

Leanne West Account Director Shared Services and Outsourcing Network 02 9229 1009 [email protected]


Endearing Environments: Using Modern Workspace Strategies To Attract & Retain Talent

Money, of course, is always a driver when it comes to peoples’ career choices. However, a few extra dollars is no longer enough to keep your workforce engaged and productive. The quality of the environment in which the employee operates is fast becoming a decisive factor in attracting and retaining talent, particularly when it comes to the younger generation.

As one of the biggest investors in Modern Workspaces in the Southern Hemisphere, Commonwealth Bank is an ideal spot to see a new-design workspace in action.

Join the team at CBA for a tour of the newly opened Corporate Services offices and see for yourself how companies are banishing back office stigma in favour of energised, productive workplaces which drive innovation, efficiency and talent retention.

*Catering will be provided

Anna Sparkes, General Manager, HR & Service Culture, Commonwealth Bank of Australia Jennifer Saiz, Head of Property Strategy and Delivery - Group Corporate Services, Commonwealth Bank of Australia

Harnessing Social Media For Improved Recruitment Processes, Employee Communication and HR Self-Service Portfolios

Social media is undoubtedly a game-changer for the HR and Human Capital Management Space. While part of HR’s role is to mitigate legal risks, another very large component is to help support and cultivate the corporate culture. As social media becomes more defined in the business world, human resources professionals have a significant opportunity to leverage this powerful medium in many aspects of the business.

Masterclass B will focus on the following key areas:• Understandingwhichsocialmediatoolsareworthinvestingtime

and money in• Integratingacohesive,relevantandeffectivestrategyateverylevel

of the organisation• Workingwithseniorleadershiptoinvolvethemincorporate

communication strategy• Exploringnew,successfulapproachestorecruitmentandretention• Dealingwiththechangemanagementaspectsofamodernsocial

media strategy• IncludingsocialmediaaspectswithinyourHRself-serviceportal• Investigatinginternalresourcingforsocialmediaandintegratingit

into HR strategies• HarnessingsocialmediaforimprovedcommunicationbetweenHR

and the business• Establishingappropriatemetricstomeasureresultsfromdifferent

uses• Creatinganetworkofpotentialandpastemployeestomeethiring

needs• Usingsocialmediatoexpandyourindustrynetworkforglobal

knowledge sharing

*Catering will be provided

Joseph Soalheira, Shared Services Specialist

DAY TWO Continued

• Buildingarelationshipbetweencurrent&futureemployeesandHR’sownbrand

• Creatingaculturewhichfeelspersonalandcustomerfocusedwhilstmaintaining efficiencies

• EngagingandcommunicatingwithGenerationsY&Zontheirlevelusing social media tools

• Demonstratingcareerprogressionpathsofferedemployeesincludingcross skilling

Kellie Tomney, Global Employer Branding Consultant, Stand Out Advantage

12.00 From The Cradle To The Grave: Mapping Employee Career Paths And Progression For Longevity In People Power

The lifeblood of HR is to ensure that future and current employees can see a clear cut career path, remuneration and reward structure and long term future within the business. This is imperative to achieve if an organisation is going to retain talent in both the short and long term which is going to facilitate its sustainability as a business and drive competitive advantage:

• RewardinginternalHRstafftokeepthemengaged,productiveandprogressing within the business

• Havinganholisticviewofeachemployeeinthebusinessandfeeding information to managers about engagement tactics

• Encouragingcrossskillinganddevelopmentthroughoutthecompany for a stronger talent base

• Enforcingstandardsandtimelinesforperformancereviewsfortangible and visible benefits for employees

Megan Bromley, Employee Engagement Manager, RedBalloon

12.30 Continuing To Drive Talent & Innovation When Operating HR In An Outsourced Environment

Using a third party service provider often imbues worries that talent, ideas and innovations will be outsourced along with the work. However, with partnership customer-vendor relationships reaching their highest level of maturity to date, driving talent alongside your service providers is now an achievable goal.

• Contractingforamutuallybeneficiallyoutcomeanddoingawaywithmaster-slave relations

• Creatingan‘extendedteam’madeupofbothenduserandvendorstaff which operates as a united group

• Constructingcommunicationstoallowforthetransferofknowledgeback and forth between the companies

• Incentivisingforinnovationwhenworkingwithanoutsourcedserviceprovide

13.00 Networking Lunch

14.00 Strategic Solutions Driving Value By Becoming A Workforce Analytics Hub

Thereisnodoubtthatadvancedanalytics/AaaSisakeystoneofa profitable 21st century business. So, if HR is going to banish the ‘transactional’labelonceandforall,onesurefirewayofdoingsoisby becoming workforce analytics experts and feeding the business with useful facts, figures and strategies to make it more productive and more profitable:

• Becomingaproactiveproviderofkeyanalyticsbacktothecorebusiness to achieve a true partnership model

• Upskillingyourteamtobetheanalyticsnucleusofthewiderbusiness

• Proactivelyprovidingadditionalsupporttofrontlineteamstodriverevenue

• Becomingthechosengo-to-guysforstrategicanalysisoffuturebusiness needs

14.30 Chairman’s formal close of conference (Masterclass & Site Visit Begin)

SITE VISIT: Tuesday 31 July 201215.00 – 17.00site Visit: Commonwealth Bank Place

SOCIAL MEDIA MASTERCLASS: Tuesday 31 July 201215.00 – 17.00 social media masterclass

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accommoDaTion The observatory hotel is the official hotel for the hr Transformation summit 2012 event and they have negotiated event rates specifically for attendees of this event.To take advantage of these rates, contact the hotel and quote: IQPC or go to www.hrsharedservices.com.au and click on the Venue & Accommodation page.

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