Challenge: Transitioning HCM systems and shifting to a Shared Services model can be disruptive. Overcoming resistance, aligning diverse teams (beyond HRIS owners), and ensuring a smooth transition are key hurdles leaders face.

Solution: Through a compelling case study, we'll explore the strategic implementation of Workday, the establishment of an HR Shared Services model, and the reorganization of HR compliance and governance processes. Discover the impact these initiatives had on other teams and overall service delivery.

Key Learnings:

·       Learn transferable strategies for transitioning HCM systems.

·       Gain insights on integrating diverse operational functions into a centralized HRSSO structure, fostering collaboration between teams.

·       Explore best practices for streamlining these processes while maintaining focus on documentation, workflow, and labor relations, impacting teams across the organization.

·       Discover how HR transformation can empower not just HR, but other departments with automated workflows, improved data visibility, and a more transparent HR service model.

Bernadette Bargnesi

Director, HR Shared Services
Delaware North

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Embark on a journey to streamline HR processes, redefine roles and handoffs, and turn challenges into opportunities for an improved end-to-end experience.  

• Discover how overcoming common HR transformation hurdles leads to a better experience for employees and stakeholders.  
• Hear lessons learned from HR leaders charged with moving mountains with employee experience as the ultimate measure of success.  
• Learn actionable strategies for adapting to changes and driving success in evolving landscapes. 

Sponsored by: herronpalmer

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Julie Fernandez

Global HR Advisory
herronpalmer

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Dan Leskusky

Employee & Alumni Service Delivery Leader
Delta Air Lines

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Morgan Shannon

Corporate Director - Human Resources Shared Services
New York-Presbyterian Hospital

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Adrienne Holcomb

Head of HR Program Transformation Management
Ares Management Corporation

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From pre-boarding to Alumni, the hire to retire lifecycle encompasses many critical HR processes. In a shared services model, optimizing this end-to-end journey is key to driving efficiency and an exceptional employee experience. In this session, HR shared services leaders will share their strategies for transforming the hire to retire process through centralization, automation, and continuous improvement.  

• Leverage HR shared services to take administrative burdens off recruiters, leaders and business partners with dedicated Leader Navigator centralized support team that is connected to a clearly defined support network  
• Provide a dedicated front facing New Associate Navigator focused on proactively solving issues and improved onboarding experience with back-end automation of multiple systems and tasks, such as the offer letter and pre-boarding activities such as virtual I-9's 
• Online services portal 24/7 to access guides, videos, start a case and more 
• Implementation of "Experience" team that manages internal HR escalations, CSAT dedicated review and critical path with root cause analysis for all scores less than 2, across team QA process, and call back prior to closing any case.

Wendy Bowers

Associate Vice President HR Shared Services
Ascension

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Challenge: Today's employees expect a seamless and convenient experience when interacting with HR. How do you leverage technology to create a multi-channel self-service environment that caters to diverse preferences and work styles?

Solution: This session equips you with strategies to build a robust omni-channel self-service ecosystem for HR. Discover how to utilize various technologies to empower your workforce and free up HR resources for strategic initiatives.

Key Learnings:

·      Explore how to leverage chatbots, texting, employee portals, and phone support to cater to various preferences and work environments. (e.g., On-site employees might prefer phone support, while remote workers might prefer chatbots).

·       Learn how to make HR resources easily accessible across all channels, ensuring consistency and ease of use.

·       Discover ways to integrate various self-service options into a cohesive experience, providing a smooth user journey regardless of the chosen channel.

Mary Gonzalez

Director, HR Shared Services
Northrop Grumman Corporation

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Laura Rosa

Vice President of HR, People Services
PTC Therapeutics, Inc.

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Tom Nesteruk

Senior Vice President HR/Associate Chief People Officer
Advent Health

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Beth Cord

Vice President, HR Shared Services
L'Oreal

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Challenge: Major HR Shared Services transformations, like implementing self-service portals, transitioning from on-premises systems, or aligning policies across mergers and acquisitions, can create significant disruptions for employees. These changes often encounter resistance from employees and leadership accustomed to familiar policies, practices, and systems. 

Solution: Navigate Change with Strategic Employee Management and get equipped with the tools to effectively manage employee expectations during significant HR transformations. 

Key Takeaways:

·       Gain practical tools and strategies for managing employee expectations during HR transformation projects.

·      Develop a clear and effective communication plan for keeping employees informed and engaged.

·      Understand how to tailor engagement efforts to meet the needs of a diverse workforce.

·      Proactively address resistance from employees and leadership.

·      Build a feedback loop to monitor employee sentiment and ensure a successful transition.

·      Learn from the experiences of other organizations through real-world case studies.

Tonia McMillan

Vice President - HR Strategy and Shared Services
Amtrak

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Karen Keenan

HR Shared Services Director
Envision Healthcare

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Amy Wang

Head of Human Resources and HR & Payroll Shared Services, Americas
Mercedes-Benz North America Corporation

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