10th May 2019

2019 Employee Engagement Summit

Riverbank Park Plaza, London
Register Sponsor

Employee Engagement Summit

Europe's biggest employee engagement event

Progressing into its sixth year, the Employee Engagement Summit is firmly established as Europe’s premier event, examining all aspects of work under the overarching theme of how technology is changing the face of employee engagement.

There has never been a better time to attend the Summit, as a growing number of organisations are realising the business benefits that accrue when they forge a link between engagement of their employees and their customers.

The big news for 2019? Well, we’ve moved! After a 50% growth in the event, we are very excited to announce that our new home is the Riverbank Park Plaza, meaning an exciting additional third seminar hall and more content than ever before being soaked up by delegates on the day.

By joining us on the day, you’ll be part of a unique experience that includes 70+ industry experts sharing their exclusive case studies, interactive workshops, as well as networking opportunities with delegates working in similar roles to yourself. 

View the What's On Guide

View the Highlights from May 2018

2019 Topic Streams

Employee and Customer Engagement, Links to Performance and Profitability
Reward, Recognition and Wellbeing 

Internal Communications and Voice of the Employee
Future of Workplace/Digital Workplace
Learning and Development
Employee Engagement Strategy and Leadership
Evolution of Workforce 

Transformation and Change Management

2019 Speakers

Chris Burton

Microsoft

Stuart Eames

Waitrose

Chris Lincoln

Be At One

Stephen Robertson

The Big Issue Foundation

Pablo Camba

Zara

Paul Barber

Brighton & Hove Albion FC

Sanja Licina

Globant

Antonia Dietmann

HM Courts & Tribunals Service

Emily Stanley

Her Majesty's Courts & Tribunal Service

Martin Power

KP Snacks

Tim Kensey

Nomad Foods Europe

Martin Kersey

St Andrew's Healthcare

Teresa Chandler

Zoological Society of London

Nichola Stallwood

Zoological Society of London

James Hampton

Seasalt Cornwall

Georgie Mills

Seasalt Cornwall

Chris Newstead

Wellcome

Jo Carlin

Daniel Thwaites PLC

Melissa Harper

Bayer

Helen Martin

Kelly’s Storage

Debbie Whittingham

Xoserve

Tony Vickers-Byrne

Chartered Institute of Personnel and Development

Denise Sanderson-Estcourt

Royal College of Physicians

Paul Neville

Trinity Laban

Ramkumar Chandrasekaran

Tata Consultancy Services

Martha McKenzie-Minifie

ING

Katherine FitzGerald

Spektrix

Victoria Silverman

Refinitiv

Debbie Bennett-Jackson

Citi

Natasha Harris

Ofwat

Paul Bennun

DAZN

Vikki Matthews

Torbay & South Devon NHS Foundation Trust

Richard Saundry

Plymouth University

Dace Kalnina

European Commission

Olga Muravjova

European Commissions

Samantha Rope

Wilson James

Grainne Kelly

Securitas UK

Adrienne Glad

CDC Group

Gabrielle de Wardener

CDC Group

Nicholas Henley

The Difference

Megan Butler

Leeds University

Michelle Carvill

Carvill Creative

Michael Dean

Peakon

David Bowman

Content and Code

Adam Wilcock

Office Depot

Scott Hitchins

Interact

Paul Devoy

Investors in People

Amee Patel

Investors in People

Padmanaban S P

Zoho Cliq
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Chris Burton

EMEA Location Manager

A senior leader in IT, Chris has been at MS for the 6 years. She currently leads a team in Microsoft Customer Services and Support that focuses on employee experience and two key pillars; culture and environment. The team are at the forefront of transformation in support; leveraging employee engagement, work health balance and workplace design for customer success.

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Stuart Eames

Operational Improvement Manager

Stuart is a passionate and enthusiastic leader in Innovation, process improvement and lean methodology, working within Waitrose and Partners, a tier one British Grocer.

Having spent 16 years running supermarkets and understanding first hand how inefficiency and poor processes lead to employee frustration, Stuart is now leading Retail innovation for Waitrose having delivered £8m savings to date.

Stuart specialises in idea management, having launched the Waitrose Partner Ideas scheme, designed to give a voice to the employee and take ideas from grassroots through to delivery. Stuart knows first hand that harnessing the power of the workforce to solve business problems and using a tried and tested methodology delivers fantastic results.

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Chris Lincoln

Head of Learning and Development

Starting in hospitality 18 years ago, I have worked towards designing and implementing a variety of L&D functions for various businesses. From setting up an international training school in Ireland to creating welfare to work programmes in London for major events such as the Wimbledon Championships and the Olympics I have experience in all aspects of L&D. I have worked for major companies such as Compass Group and currently Be At One, building various training and development initiatives from front line to director level. I have a speciality in setting up L&D departments with both vocational and in house abilities, utilising digital and face to face learning throughout.

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Stephen Robertson

CEO

Stephen has been CEO at the Big Issue Foundation since July 2007. His previous role was Director of Commercial Operations at Shelter, where he had responsibility for a chain of 100 charity Stores, a mail-order business and a Training business primarily focusing on Housing professionals. Stephen was a member of the Senior Management Team with cross organisational responsibility for the strategic management of the Charity. Stephen was at Shelter for 13 years.

Stephen helped found and ultimately chaired the professional body that represents the majority of Charity Retailers in the UK, ‘The Association of Charity Shops’. Stephen is a Trustee of the homeless health care charity, London Pathway, a Trustee of TRAID, a charity committed to protecting the environment and reducing world poverty by recycling and campaigning at home and Chair of the Board of Trustees of Shoreditch Town Hall Trust.

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Pablo Camba

Regional HR Manager North of UK

Pablo Camba has been working as a HR Professional during the last 7 years. Within that time, he has had the opportunity to run different roles HR related within different countries of Europe, having always as main priority the employee’s wellbeing.

Currently, he holds the Head of Services position within in Inditex UK what means working along 6 different brands and over 100 stores and 4000 employees.  Pablo and his team of HRBP provide support to different lines of the business and create the strategy that drives the business to deliver exceptional HR service to their internal customer.

His personal and professional style could be very well defined quoting Gary Ryan Blair, motivational business speaker and author, who once said: “What is the distance between someone who achieves their goals consistently and those who spend their lives and careers merely following? The extra mile.”

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Paul Barber

Chief Executive and Deputy Chairman

Paul Barber joined the board of Brighton & Hove Albion FC as the club’s Chief Executive in June 2012 and was promoted to become the club’s Deputy Chairman in November 2018.

In Paul’s seven seasons with the club, Brighton & Hove Albion has reached three play-off semi-finals, finished 3rd in the EFL Championship in 2015/16, and secured automatic promotion to the Premier League in the 2016/17 season. The club finished 15th in its first ever Premier League season.

Paul joined Brighton & Hove Albion from Vancouver Whitecaps FC where he became the first British football executive to lead a club in to Major League Soccer in 2011.

Previously, Paul was Executive Director of Tottenham Hotspur FC, where he enjoyed EFL Cup Final success with Spurs at Wembley in 2008, against Chelsea, and suffered disappointment in the same competition just a year later when Spurs lost to Manchester United in the 2009 Cup Final.

Prior to this, Paul was The Football Association’s first ever Director of Marketing, with responsibility for The FA’s commercial division, marketing and communications. He was also general manager for the England team at the UEFA European Championships in 2000 and at the FIFA World Cup in 2002.

Paul currently serves as a member of The FA Council as one of the Premier League’s elected representatives, and also represents the Premier League as a member of the Professional Game Board which, with representatives from all the major footballing bodies, oversees professional football in England.

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Sanja Licina

Future of Organisations

Sanja Licina, Ph.D., is a leader of Globant’s Future of Organizations studio, where, by leveraging technology and AI, she crates platforms that help organizations transform their culture. She is a huge believer that technology can enhance humanity, and that we have a tremendous opportunity to build a better space inside of organizations to help employees become the best versions of themselves. Prior to joining Globant in 2017 she led several different business units at CareerBuilder. Sanja has managed international teams while living in Chicago, London, and currently from Buenos Aires. Sanja graduated with a doctorate in Industrial and Organizational Psychology from DePaul University and later obtained an executive MBA from Kellogg School of Management. She has spoken at numerous conferences and some of her research has been featured in publications such as TIME, The Wall Street Journal, Fast Company and Forbes.

 

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Antonia Dietmann

Organisation Capability HMCTS

Antonia Dietmann is a senior HR leader at HM Courts & Tribunals Service (part of the Ministry of Justice). She has previously been Deputy Director of Organisation Capability and Head of Employee Engagement supporting employees through the largest reform of the justice system in history. Early experiences researching workplace bullying amongst teachers and sexual harassment in the Armed Forces impressed upon her the negative impact of working relationships gone wrong. As such, she is passionate about the fundamental need for meaningful work relationships as a key driver of successful business outcomes. To enable this, Antonia brings psychological evidence and creativity together to deliver sustainable interventions at a large scale. These draw on nearly 15 years’ experience as an Occupational Psychologist with expertise in research/ evaluation, organisation & leadership development, inclusion and wellbeing. During this time Antonia has also been Chair of the UK’s Division of Occupational Psychology (part of the British Psychological Society). In recognition of her high-quality work on inclusion at the Department for Work & Pensions, Antonia was awarded the UK’s Occupational Psychology 2017 Practitioner of the Year. She has also won the Association of Business Psychology’s Excellence in Employee Engagement award for developing HMCTS’ people proposition. Antonia has worked in three of the ‘big five’ government Departments, all of which were undergoing major organisational transformation, after starting her career at the University of Sheffield and Rolls-Royce. She is currently pursuing a doctorate focusing on high-quality working relationships in organisations.

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Emily Stanley

Organisation Capability Consultant

Emily Stanley is an Employee Engagement Consultant at HM Courts & Tribunals Service (part of the Ministry of Justice). Emily is passionate about creating the sort of working environment in which we can all thrive, fulfil our potential and support each other. She draws on 13 years’ experience designing learning and development solutions and is a lean practitioner in her role.

Now, Emily is supporting employees through the largest reform of the justice system in history by designing and delivering engagement consultancy and interventions. As part of this role she leads a network of Lead Engagement Champions comprising senior leaders across the business. Emily’s motivation is to create an engagement confident organisation where leaders at all levels understand what true employee engagement is and how they can contribute to achieving it. She also strives to support them to make best use of their engagement insight gained through employee surveys and other sources.

Emily also leads on embedding organisational values in HMCTS and delivered a highly innovative communications campaign to raise awareness of our values and encourage colleagues to live them every day, particularly as we move through change. The scale of the campaign, creativity, and opportunities to show our organisation at its best in our ‘year of values’ campaign had not been tried before. Emily was shortlisted for a HM Courts & Tribunals Service award in recognition of this.

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Martin Power

Employee Health and Wellbeing Manager

I have had a wide variety of roles from an initial apprenticeship as a decorator to a charge nurse in one of the busiest accident and emergency departments in Europe. I specialised in Occupational Health and have worked in this area for almost 25 years. I have worked with a large number of businesses from manufacturing, car makers, food production, police and fire services, local government and a dog food manufacturer. Mental health and the impact on business, employees and wider families has grown exponentially. I have worked for KP Snacks for almost 3 years in which we have seen massive changes in our culture of how we support colleagues and the business. The strategy we have implemented feels like it reflects the business and our values and behaviours in which we place valuing our people at the top of our agenda to keep colleagues energised and engaged.

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Tim Kensey

HR Director, Corporate

Tim started his career with Price Waterhouse then moved into Human Resources starting with Reward and Policy roles before taking on more Generalist activities.

He is currently the HR Director, Corporate for Nomad Foods, whose brands include Birds Eye, Aunt Bessies, Goodfella’s, Findus and Iglo, covering markets from Portugal through to Finland. He has a passion for Employer Branding and Engagement and is currently developing the employee value proposition for Nomad Foods – a new Company with a great heritage. This builds on previous interventions at Nomad Foods, including a common set of values, “our way”, and one HR voice, “Iglo&Me”. These follow previous initiatives such as “My Benefits” at Shell and “MyCar” at BOC.

Broad HR expertise includes Strategy, M&A, Employer Branding & Engagement, Reward & Policy Development, Business Partnering, Change Management, Talent Management, Recruitment, HR Systems and HR Services.

He has worked in complex international, multi-business matrix-delivery environments including Nestlé, Shell, L’Oreal (The Body Shop) and Nomad Foods.

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Martin Kersey

Executive HR Director

A commercial UK and International Human Resources Director with a track record of delivering Sales, Project growth and employee engagement at Global, European and National level.

Powerful combination of successful strategic and operational leadership in both large and small organisations.

Martin has worked for Hertz, Burger King, Rentokil Initial, Private Equity backed Mayborn Group, Interpublic Group and St Andrew’s Healthcare a top 20 UK Charity.

At Burger King he was opening one new restaurant every working day across 37 countries in Europe. At Rentokil he was responsible for over 30,000 employees and at Mayborn opening new markets across Asia, Eastern Europe and North America.

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Teresa Chandler

Senior HR & Training Business Partner

I love people and I am passionate about employee engagement and development. I am a practical and commercial OD and HR professional with a track record of international strategic and operational roles.

Over the years I have gained experience across a broad spectrum of HR disciplines including learning and development, business partnering, talent management, employee engagement, employment relations, change management, HR setup and management, resourcing, remuneration, global mobility and business expansion/restructuring. I have advised corporate and management teams, managed cross cultural/remote teams and have a proven record of achievement and delivery of complex and regional HR projects. I have also been a coach to external clients in fee earning roles across various sectors.

Strengths include strategic business partnering, project delivery within tight timescales and consistently exceeding demanding service standards, resilience to work in a demanding environment with the ability to manage and drive forward change, exceptional interpersonal and communication skills both verbal and written.

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Nichola Stallwood

Head of Training & Organisation Development

Nichola has over 20 years experience in the OD arena.

Before joining ZSL, Nichola worked as a Management Consultant providing high level facilitation to complex programmes and as a senior manager in the Big Lottery Fund. More recently Nichola worked at the Natural History Museum and at Catalyst Housing Group leading culture change, employee engagement and development, achieving IiP accreditation and a coveted place on the Times Top 100 Best Companies. Nichola with her team at ZSL is responsible for the development of people, employee engagement, leadership development and performance management.  Nichola is a qualified coach with the University of Edinburgh Business School, a fellow of the Chartered Institute of Personnel and Development (CIPD) and has an MSc in organisational psychology.

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James Hampton

Head of Learning and Development

James’ varied and extensive experiences in the Military, Further Education and most recently private sector Retail at Seasalt have enabled him to take a unique view on people development and employee engagement.  Since joining Seasalt in 2017, James has redesigned the learning strategy from a traditional order taker to modern business aligned provision, focussing on Leadership capability and performance.

Seeing Leadership as the key enabler to employee engagement has seen James gain recognition from the Learning and Performance Institute for Seasalt’s Leading people programme that focusses Seasalt Leaders on Emotional Intelligence, Coaching and High performance teams.

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Georgie Mills

Head of HR – Retail

Starting her career working with charities, social enterprises, public sector and most recently joining Seasalt in 2017,  Georgie is deeply passionate about great people based HR practices that add value and most importantly make a positive impact.  Georgie has established business partnering at Seasalt, acting as a true partner driving the people agenda whilst maintaining a commercial focus.  Seasalt’s success is driven by our fantastic people, Georgie sees employee engagement as the key to unlocking potential for our people and the business.

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Chris Newstead

Head of Internal Communications

Chris Newstead MCIPR has been Head of Internal Communications at Wellcome for the past 8 years. For the 15 years before he was in marketing and PR working in telecoms & broadcast.

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Jo Carlin

Director of People & Development

Jo Carlin is the Director of People and Development at Daniel Thwaites PLC, a hospitality company established over 200 years ago that now owns circa 250 pubs, characterful inns and hotels.  Having joined in 2016 she is transforming the way the business approaches the management, development and engagement of its 1600 workforce, who are spread the length and breadth of the country.

Having previously worked for Pirelli as UK HR Director; Danone as Head of HR within their Medical Division; and John West as HR Director Europe, Jo has experience of both national and international companies.

She thrives on getting to the heart of the issue and delivering solutions that enable businesses to move forward in a positive way.  Regardless of the size of the business, she is passionate about developing people and creating environments which engage and inspire.

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Melissa Harper

Senior Vice President of Talent and Inclusion

In this leadership role, Melissa is responsible for developing, transforming and executing global talent strategies that drive a high-performance culture of innovation and inclusion at Bayer.

Melissa brings her nearly 10 years’ experience at Monsanto, acquired by Bayer, to lead enterprise wide talent transformation. Through best in class operational capabilities and analytics, Melissa developed a global function at Monsanto responsible for attracting talent, development, ensuring an inclusive environment, shaping a digital culture, and delivering talent needs that align to strategic business goals and preparedness for the future workforce.

She has been recognized as a Diverse Business Leader and as a Top Executive in Corporate Diversity. Melissa began her career at Spencer Stuart Executive Search and later served as Senior Vice President of Talent Acquisition at Whirlpool Corporation and Wachovia.

Melissa is from Chicago, IL, and received her BA in Psychology from Roosevelt University, and her MBA from the Keller Graduate School of Management. She is on the Boards of the St. Louis YMCA, Diversity Awareness Partnership, and St. Louis Mosaic Project

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Helen Martin

Culture Champion

Responsible for creating and implementing an employee engagement strategy around a values-based culture, in a third-generation family business that has expanded rapidly over the past six years, Helen brings a huge amount of passion, experience and energy to her subject.  The business ranked as 6th in The Sunday Times 6th Best Small Company to Work For 2016.

Helen has studied, visited and engaged with a range of companies, both local and international, in an effort to understand what defines and achieves success in the world of employee engagement.

A TEDx speaker who is passionate about people and purpose, Helen consults & gives talks on the subject of culture & engagement

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Debbie Whittingham

Head of People Engagement and Communications

Debbie has 20 years of experience in communication roles and is currently Head of People Engagement and Communications for Xoserve

Key strengths and abilities are:-

  • Translating organisational objectives into creative corporate communications and Employee Engagement strategies and programmes
  • Leading organisations in all areas of communications and exercising strong judgement in the development and delivery of engaging, consistent and accurate key messages to defined audiences
  • Leading a team of communications specialists to devise, develop and implement internal and external communications programmes
  • Proposing and managing ideas, themes and timescales for communications projects and campaigns

Debbie has a passion for Employee Communication and culture and making the workplace an engaging exciting place to be

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Tony Vickers-Byrne

Chief Adviser for HR Practice

Tony has over 25 years’ experience at HR director level, primarily in the NHS. This included roles at The Health Protection Agency, The Royal Brompton & Harefield NHS Trust and The Royal Surrey Hospitals NHS Trust, where he also led on facilities and communications. Tony was HR Director at Public Health England and its Chief Adviser for Diversity and Inclusion and Staff Wellbeing prior to taking up his latest role in October 2018.

Tony is working with CIPD colleagues on a range of national initiatives across diversity and inclusion, employee wellbeing and employee engagement.

Tony is also a member of Professor Sir Cary Cooper’s National Forum for Health and Wellbeing at Work, a Trustee at the Royal Society for Public Health and is a regular presenter at national employment events.

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Denise Sanderson-Estcourt

Learning and Organisational Development Business Partner

Denise has worked in a range of sectors and roles in her 20 year plus career which started in the hospitality industry. She has been in her current role for 4 years and had lead a number of corporate projects in that time. Denise has held a number of Organisational Development roles, in the NFP sector, since 2003. Denise is a HR professional with a strong Internal Communications focus, has trained as an OD Practitioner and a holds a certificate in Change Management. She has also been on a Board of Trustees for 9 years as the HR specialist. Outside of the field of HR, Denise is a trained image consultant and applies her skills in this area to work with both adults and in schools. She is described as positive, energetic, engaging, supportive and professional.

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Paul Neville

Organisational Design and Development Lead

Paul is passionate about sustainable performance improvement gained through transformational change – both within organisations and in sectors in which they operate.

He helped transform the Housing Ombudsman Service to be more strategic and outcomes-focused using a range of contemporary approaches, including strengths-based and appreciative inquiry.

Paul increased employee engagement to 80 per cent on a 94 per cent response rate.  He was also instrumental in developing and delivering a sector development strategy supporting mindset and behaviour change within the rented social housing sector, shifting the focus from complaint handling to effective dispute resolution.

Currently working with Trinity Laban Conservatoire of Music and Dance, he is advising on leadership development, modernising the HR operating model and piloting strengths and employee driven workplace innovation approaches.

Paul is a leadership development and OD professional with over 24 years’ experience.  He is a Chartered Fellow of the Chartered Institute of Personnel and Development (CIPD), a Fellow of the RSA and a member of the leadership team of the RSA fellow-led Reinventing Work Network.  He has recently been invited to contribute thoughts to the newly formed Engage for Success movement’s Meaning in Work Thought and Action Group.

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Ramkumar Chandrasekaran

HR Director
  • HR Director, Tata Consultancy Services (TCS) – UK& Ireland; TCS UK is one of the largest IT services Company in UK with more than 18,000 employees and £2 Billion+ in revenue
  • Global experience of 20 years spanning different countries (United Sates, India and UK)
  • Previous roles include Head of HR of Retail Business Unit in TCS, and Head  Staffing – TCS North America (based in New Jersey, Unite States) and several other leadership roles
  • Recognized in TCS for key initiatives in HR Transformation, Mergers and Acquisitions, Leadership Development, Employee Health and Safety and deployment of HR practices at scale across the organization
  • Certified Compensation Professional, Bachelor of Law (B.A, L.L.B), M.B.A (HR), Gold Medalist in Indian Constitutional Law.
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Martha McKenzie-Minifie

Head of Corporate Communications

Martha is Head of Communications and Brand Experience, Wholesale Banking EMEA for global bank ING. She is passionate about storytelling, strategy, diversity and social media and manages the team responsible for external and internal communications, and UK marketing such as marketing communications, events and sponsorships. Her experience in marketing and communications includes almost 10 years as a journalist on daily, weekly and Sunday newspapers and magazines before joining ING in 2009. Martha was previously a spokesperson on consumer economics and appeared on BBC News, Sky News and CNBC during that time. ING UK piloted Dynamic Signal in 2017 to increase employee advocacy and continues to use the platform. As chair of the Diversity and Inclusion Forum UK, she was part of the programme to increase adoption of flex working in 2018/19 – a topic she will speak on at the Engage Summit.

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Katherine FitzGerald

People Director

Katherine is the People Director at Spektrix, the UK’s leading ticketing platform for Arts businesses. She’s responsible for recruiting and retaining the Spektrix team in the UK and North America and is particularly focused on building a diverse talent pipeline and fostering a company culture that enables its people to thrive at work. Having started her career in project finance, Katherine has held a number of strategic and commercial roles in start-ups and established businesses in different countries and has a proven track record in delivering high quality organisational change projects.

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Victoria Silverman

Director of Innovation Enablement

Victoria Silverman is a global engagement specialist who gets results by creating the content and strategy to inspire collaborative behaviours and create the right culture for a business to succeed. Her background is in journalism, teaching and corporate storytelling. Victoria leads global employee engagement for Innovation at Thomson Reuters, now Refinitiv, delivering record breaking, award-winning campaigns.

Victoria has worked for Deloitte, ITV and the Government in editorial, corporate comms and change management roles. In her spare time, she is director of The Missing Manual Ltd, founder of the parenting online community BeTeenUs.com, and a communications lead for the charity Urban Synergy.

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Debbie Bennett-Jackson

Marketing Consultant

Debbie is a Chartered Marketer with 20 years’ experience in marketing, engagement and change communications.

Skilled in the design, development and delivery of award winning strategies to support sustainable growth and transformation within highly competitive markets.  Debbie’s passion lies in supporting organisations to embrace change and recruit, retain and develop their people.

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Natasha Harris

HR Director

Natasha currently works as the HR Director at Ofwat (Water Services Regulation Authority) – a non-ministerial Government Department. Natasha has worked as a HR professional for more than 16 years, starting her early HR career working in the Private sector for retailers such as Next and Marks & Spencer, before joining the Civil Service in 2007. During her time in the Civil Service Natasha has worked at the Highways Agency in various HR Business Partner role, at HMRC with her latter role being as the Senior HR Business Partner responsible for Talent and Capability for Enforcement and Compliance (a workforce of circa. 25,000). Alongside her work at Ofwat and family life, Natasha volunteers as a school governor to a local special school for children with autism.

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Paul Bennun

VP Internal Communications and Involvement

For any company to be successful, they need engaged, motivated employees. Paul specialises in using effective internal communications to drive culture change and improve business performance.

As DAZN has grown, Paul’s central team have played a key role in improving engagement and enablement across the business through a blend of global and local initiatives. One of Paul’s current key focuses is redefining DAZN’s employer brand and employee value proposition as they continue their exciting story of growth.

Paul has over 12 years of experience in communications and change management. He is a certified member of the Institute of Internal Communications, holds a PgDip in Internal Communications from Kingston University, and also an MA in Modern History from Reading University.

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Vikki Matthews

Non Executive Director

Vikki is an HR executive and practitioner with experience of leading HR functions in the public and private sectors, nationally and internationally. For many years she led HR teams in Nike Europe and globally, and more recently she was the Chief Talent Officer for Plymouth University before setting up Matthews & More, her consulting business in 2016. Vikki continues to work with Plymouth University as an Associate lecturer in HR supporting their MBA, CIPD and leadership programmes.

Vikki Chairs a Multi Academy Trust and is on the Board of Torbay and South Devon’s NHS Foundation Trust as the Non-Executive Director, responsible for culture and employee engagement.  She is also the Company Secretary for a small education charity which uses the self-managed learning approach to increase outcomes for young people who are not in mainstream education.

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Richard Saundry

Associate Professor (Reader) in Human Resource and Leadership Studies

Richard is Professor of HRM and Employment Relations at Plymouth University. He is one of the UKs leading experts in the management of workplace conflict. Richard started his working life at the National Union of Mineworkers where he was Head of Industrial Relations, and subsequently worked at the Universities of Leeds and Central Lancashire. He is an author of ‘Managing Employment Relations’ the core CIPD text for Employee Relations and a co-editor of a book ‘Reframing Resolution’ published in 2016 by Palgrave Macmillan. His work has been published in a wide range of leading international academic journals including the British Journal of Industrial Relations, Human Relations, Human Resource Management Journal and Work Employment and Society. He is currently working on a major project funded by the Economic and Social Research Council (ESRC) investigating the link between conflict competence, employee engagement and productivity.

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Dace Kalnina

Internal Communication Professional

A civil servant in the European Commission. With a solid background in learning and development and expertise in internal communication, I have been working with staff engagement and cultural change questions since 2013.

My role has been to connect the dots between the strategy and implementation, to create opportunities for real conversatioins to happen, to hear what has not been said and read what has not been written.

I’m always curious to learn what makes the people to go an extra (s)mile.

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Olga Muravjova

Organisational Development and Staff Engagement Consultant

As an in-house consultant at the European Commission over the last 7 years my work includes a variety of strategic consulting services such as supporting clients with consulting in different areas linked to organisational development; identification and analysis of customer and stakeholder needs, designing and hosting engagement processes in all Commission services and with managers and staff at all levels: senior leadership development seminars, large-scale strategic conversations, stakeholder consultations, expert meetings, policy-making workshops, long-term change projects; supporting the development of the participatory leadership community of practice. I am confident that the participatory leadership practice helps deepen individual and collective learning and creates shared responsibility for action.

After I left my home-city Vilnius 14 years ago, my road has been that one of a Lithuanian discovering how it feels to be European. I hold a graduate degree in Organisational Development and Management Consulting from the University of Lund.

I love spending time with my family and friends, being challenged, travelling the world and discovering the wonders of gastronomy (a bit of a foodie :)).

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Samantha Rope

Group HR Director

Sam is accountable for the group wide People Strategy which incorporates the Security, Construction Logistics and Aviation divisions within the Wilson James Group.

Prior to Wilson James, Sam held several HRD roles across the public and private sector.  Her experience has seen her lead significant people and technology transformations including deployment of cloud based people solutions, using technology to enable mobile and flexible working and supporting integrated learning for complex partnerships.

Prior to working in HR, Sam had a 15 year career in recruitment, working at board level in both the UK and Australia.  Here she delivered a range of solutions including RPO for large blue chip organisations where technology transformation enabled improved service delivery and organisational efficiency.

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Grainne Kelly

Human Resources and Securitas Operations Centre Director

Grainne Kelly, Human Resources Director and Security Operations Centre Director, started her career on the Safeway Graduate Management programme. Following four successful years Grainne joined the security industry as a contract manager.

With over 24 years’ successful experience in the sector, Grainne held several senior management and director level positions with both Reliance Security and Securitas UK.

In her current role Grainne combines both her commercial and operational excellence expertise, with her passion for people and employee engagement.

In a traditionally tough sector, Grainne has been at the forefront of driving the Securitas employee engagement strategy to redefine every touchpoint of the employee life cycle.

With a particular interest in promoting fair pay, gender diversity and health and wellbeing, Grainne has been instrumental in Securitas UK being certified as a Top Employer UK 2019 and recognised as a service provider working with the Living Wage foundation.

Grainne won the Woman in Security Award 2015 for her contribution to the Security Industry and is an alumnus of the prestigious University of Stirling.

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Adrienne Glad

Head of Internal Engagement/Head of Network

Adrienne is the Head of Internal Engagement/Head of Network at CDC Group where she has built a new internal communications function at the organisation over the last two and a half years, while defining and shaping its culture as it grows and expands globally. Prior to that, she spent 9 years at Pearson where she held global roles focused on strategic internal messaging, engagement and relationship-building. Adrienne has lived in the USA, Japan, China and UK each for several years and holds a Master’s of Education in Applied Linguistics, a Master’s of Research in Intercultural Communication and is currently doing her doctoral research on organisational culture, business management and anthropology approaches to corporate values and internal culture.

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Gabrielle de Wardener

Head of HR Business Partnering Team

Gabrielle has spent over twenty years in HR working within technology, marketing and media businesses and now leads CDC’s HR generalist team and its Learning & Development function. Prior to joining CDC in 2017 Gabrielle spent twelve years at Aimia, the global marketing and loyalty analytics company behind the UK’s Nectar card. Here she moved from a pure HR role to focus on building a strong corporate culture – embedding a social purpose into all aspects of the employee experience, building a more diverse workforce and introducing measures to increase the proportion of women in senior positions.

Gabrielle has a degree in English from the University of Oxford and an MA in South Asian Studies from SOAS, University of London. Her early career was spent in the arts – in publishing, documentary film making and cultural tourism. Along the way she has travelled extensively and lived for two years in the United States.

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Nicholas Henley

Head of Talent

I enable customer and employee engagement through behaviour change.

In my career, I have helped FTSE and global companies produce change, enhance employee and customer engagement, and grow tomorrow’s leaders. I do so by connecting financial and strategic factors to organisational and behavioural change.

Capabilities include leadership development, change, team development, L&D strategy, employee engagement and enhancement of organisational culture, and coaching of senior leaders. I have also helped companies navigate change and implement change programmes with buy-in at all levels.

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Megan Butler

PhD Candidate

Megan is a PhD candidate at Leeds University Business School (LUBS) and the in-house HR specialist at CogntionX, an AI specialist research house. Her work is looking at the AI market for HR. Her interests include the practical application of AI in HR and its impact on the future of work. Bringing together more than 10 years of professional work in business and HR with an extensive academic background, Megan’s goal is to bridge the theoretical/practical gap with her research. In addition, providing HR professionals and business leaders with insights and actionable advice around the use of AI.

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Michelle Carvill

Founder and Director

Michelle Carvill is a strategic marketer, digital agency founder and three times published author in the digital marketing and social media space. Her latest book, published by Kogan Page, May 2018 – ‘#GetSocial – Social Media Strategy and Tactics for Leaders’, helps leaders and game changers understand social media from a strategic perspective and gain confidence with the social technologies and digital transformation. Proud to be Shortlisted for The Business Book Awards 2019 – Leadership Category.

Social and digital technologies continue to pervade our lives and social media is fast becoming a leadership core competence. Ignoring social technologies is no longer an option.

Michelle’s mission is two-fold; 1) Educating leaders, leadership teams and game changers (whether technophobes or tech-savvy) about the digital and social landscape and the competitive advantage social media and digital transformation can bring and 2) Equipping leaders and game changers with enough strategic insight and practical tactics so that they can build effective digital footprints both personally and for their organisations and communicate confidently.

For over 10 years Michelle has championed social media, educating, implementing, managing, coaching and consulting literally thousands of people across a range of events and organisations, including the BBC, PWC, LinkedIn, ACC, Air Products, Norbord Europe, Tottenham Hotspur Foundation, Oxford Farming Conference, PR Week, ICAEW, CIM, IDM, to name but a few. Her insights, models, frameworks and know-how are based on years of applied experience, learning, testing, adapting, tuning in and understanding what really works.

Michelle is known as a genuine thought-leader, something that many CEOs, leaders and game-changers are striving for daily. She is a regular contributor to BBC Radio, the Institute of Directors, CIM and numerous magazines and trade journals as an expert in the field of social media and digital.

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Michael Dean

Director of Employee Experience

Michael is director of employee experience at Peakon, the employee engagement platform. As one of the organisation’s first employees he joined the fledgling business in 2015.

Prior to his current role, he was instrumental in formulating the methodology that unpins Peakon as the director of organisational development science. He also supported enterprises in their adoption of real-time employee feedback and agile HR processes, working closely with Capgemini, easyJet, and Reach plc.

Today, Michael ensures that the day-to-day experience of working at Peakon aligns with the organisation’s values and enables everyone to reach their full potential.

Originally from the UK, he has spend the last eight years living in Copenhagen. He now shares his time between Peakon’s offices in the Danish capital, London, New York, Berlin and Auckland.

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David Bowman

Intranet and Digital Workplace Consultant

David heads up Content and Code’s products team and leads clients strategies for implementation of intranets and digital workplaces on Office 365.  David has worked with Microsoft for over 15 years and delivered 100’s of intranet projects both in a technical and a leadership capacity.  David now splits his time between managing Fresh – Content and Code’s intranet platform – and helping clients get employees engaged with all that the Microsoft cloud platform has to offer.

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Adam Wilcock

Design & Multimedia Manager

Adam leads the European Communications department for Office Depot Europe regarding digital projects, user adoption and change communications where technology and design are the primary focus. Having a background in video production, design, project management and communication writing, Adam’s focus on people bridges the gap between technology implementation and effective communication.

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Scott Hitchins

SVP

Scott is SVP of global growth and partner at Interact. Working with customers like ASOS and the European Central Bank, Scott is responsible for driving growth across all sectors.

 

He has a passion for technology and gin. Occasionally the order is reversed.

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Paul Devoy

Chief Executive Officer

Paul is the Chief Executive of Investors in People (IIP). In 2016, Paul led the buyout of IIP from the UK Government and the organisation is now a Community Interest Company. IIP’s purpose is to enable organisations to succeed by realising the potential of their people. IIP works with over 10,000 IIP accredited organisations, providing digital diagnostic tools, advice, support and assessment against the internationally recognised IIP Standard. Our network of 350 skilled and experienced Practitioners work with organisations across 70 countries, but predominantly in the UK.

Prior to leading IIP, Paul was a Director at the UK Commission for Employment and Skills, an executive non-departmental body that offers guidance on skills and employment issues in the UK. He led the development and implementation of strategic programmes to create sustainable skills solutions with joint investment from industry and government.

He previously worked in the Scottish Prison Service for 4 years leading on change management programmes. His early career was in the Civil Service. Paul studied Human Resource Management, graduating in 1994. He is a Chartered Fellow of Chartered Institute of Personnel and Development and a Companion of the Chartered Management Institute.

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Amee Patel

Client Engagement Manager

Amee has been working for Investors in People for the last 2 years and has been the Client Engagement Manager for the past 5 months.

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Padmanaban S P

Lead - Marketing

Padmanaban believes that communication and collaboration are the keys to unleashing the full power of workplace talent. He is currently driving the marketing initiatives for Zoho Cliq – an internal communication tool and also a guest faculty member at the Triumphant Institute of Management Education.

Before joining Zoho, Padmanaban oversaw Uber’s Chennai campaign. He built strategic brand partnerships and identified factors that helped the brand gain traction and improved consideration.

In his spare time, Padmanaban enjoys hosting corporate shows for brands and in the past he had hosted promotional activities for brands including Shell, Honda, Volkswagen, Maruthi Suzuki, Scope International and more

2019 Platinum Sponsors

2019 Gold Sponsors

2019 Bronze Sponsors

Agenda

  • Plenary
  • Hall 1
  • Hall 2
  • Hall 3
09:00 - 09:05

Chair’s Opening Remarks

Scott McArthur, Co-Founder & Professional Speaker, Sculpture Consulting Ltd

Scott McArthur

Sculpture Consulting Ltd
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Scott McArthur

Co-Founder & Professional Speaker

Scott has enjoyed a varied, portfolio, career as a research scientist, data analyst, human resources professional, board member of an international science festival, business consultant, musical producer and business founder.  This unique blend of science, the arts and business lead Scott to form Sculpture Consulting in 2012.  Sculpture aims to inspire people to think differently about themselves and change.  Scott is an international keynote speaker, writer, coach and consultant who works with companies and individuals from all over the world and from across the business sectors. He is also a visiting lecturer at several of the UK’s leading business schools and universities.

09:05 - 09:25

How technology can help employees become the best versions of themselves

Dr Sanja Licina, PhD, Future of Organisations, Globant

Digital transformation appears as a key item on most organization’s strategic plans. But many are not feeling as urgent to harness the true power of digital when it comes to their people as they are for other areas, likely because they have not realized it’s true power yet.

Technology can make a tremendous impact on culture by helping create a social tissue, expand empathy and enable employees to feel part of something larger — empowering them to truly be the best versions of themselves.

To embrace this new reality, organizational leaders must build and promote an internal culture that is as agile as the technology being implemented. It is critical that they clearly demonstrate all the positive impact that the technology will have on their people and give them a voice in the transformation. To effectively do that, they must first understand the incredible value themselves, and leverage the data and insights that technology brings forth to continue to better understand and shape their culture.

In this presentation, attendees will learn

  • The role technology plays in humanizing organizations
  • The value to the employees of digitizing some aspects of culture
  • How to use data and insights gained from technology to create more meaningful connections between employees and grow and retain the best talent

Sanja Licina

Globant
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Sanja Licina

Future of Organisations

Sanja Licina, Ph.D., is a leader of Globant’s Future of Organizations studio, where, by leveraging technology and AI, she crates platforms that help organizations transform their culture. She is a huge believer that technology can enhance humanity, and that we have a tremendous opportunity to build a better space inside of organizations to help employees become the best versions of themselves. Prior to joining Globant in 2017 she led several different business units at CareerBuilder. Sanja has managed international teams while living in Chicago, London, and currently from Buenos Aires. Sanja graduated with a doctorate in Industrial and Organizational Psychology from DePaul University and later obtained an executive MBA from Kellogg School of Management. She has spoken at numerous conferences and some of her research has been featured in publications such as TIME, The Wall Street Journal, Fast Company and Forbes.

 

09:25 - 09:45

BRIGHTON AND HOVE ALBION FC Case Study: HOW STRONG VALUES CAN DRIVE EMPLOYEE PERFORMANCE AND A BETTER FAN EXPERIENCE

Paul Barber, Chief Executive and Chairman, Brighton and Hove Albion FC

How Brighton and Hove Albion Football Club uses its values and culture to drive high performance and success from its employees. Exploring the club’s journey from the Championship to the Premier League and how this was underpinned by the club’s Team Brighton Values.

Paul Barber

Brighton & Hove Albion FC
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Paul Barber

Chief Executive and Deputy Chairman

Paul Barber joined the board of Brighton & Hove Albion FC as the club’s Chief Executive in June 2012 and was promoted to become the club’s Deputy Chairman in November 2018.

In Paul’s seven seasons with the club, Brighton & Hove Albion has reached three play-off semi-finals, finished 3rd in the EFL Championship in 2015/16, and secured automatic promotion to the Premier League in the 2016/17 season. The club finished 15th in its first ever Premier League season.

Paul joined Brighton & Hove Albion from Vancouver Whitecaps FC where he became the first British football executive to lead a club in to Major League Soccer in 2011.

Previously, Paul was Executive Director of Tottenham Hotspur FC, where he enjoyed EFL Cup Final success with Spurs at Wembley in 2008, against Chelsea, and suffered disappointment in the same competition just a year later when Spurs lost to Manchester United in the 2009 Cup Final.

Prior to this, Paul was The Football Association’s first ever Director of Marketing, with responsibility for The FA’s commercial division, marketing and communications. He was also general manager for the England team at the UEFA European Championships in 2000 and at the FIFA World Cup in 2002.

Paul currently serves as a member of The FA Council as one of the Premier League’s elected representatives, and also represents the Premier League as a member of the Professional Game Board which, with representatives from all the major footballing bodies, oversees professional football in England.

09:45 - 10:05

Expert Speaker: Questback

Speaker: TBC

10:05 - 10:25

Zara Case Study: How to make people grow efficiently

Pablo Camba, Regional HR Manager North of UK, Zara

Future for those companies involved in Fashion Industry is becoming uncertain and engagement is a very powerful tool to tackle that uncertainty.

Most of the HR practitioners agree on the impact that motivation has in order to retain employees and in Inditex, we do believe that the best strategy to motivate employees is to show them in a very clear and understanding way that they can internally grow and promote just having the right skills, attitudes and knowledge.

If they bring the right attitude, our Managers Development Program will support them in order to develop the skills and gaining the knowledge that they will need in order to be part of our next generation of managers who will be helping the company to remain on the top.

Join me in order to discover how the biggest fashion retailer worldwide fosters the internal promotion.

Pablo Camba

Zara
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Pablo Camba

Regional HR Manager North of UK

Pablo Camba has been working as a HR Professional during the last 7 years. Within that time, he has had the opportunity to run different roles HR related within different countries of Europe, having always as main priority the employee’s wellbeing.

Currently, he holds the Head of Services position within in Inditex UK what means working along 6 different brands and over 100 stores and 4000 employees.  Pablo and his team of HRBP provide support to different lines of the business and create the strategy that drives the business to deliver exceptional HR service to their internal customer.

His personal and professional style could be very well defined quoting Gary Ryan Blair, motivational business speaker and author, who once said: “What is the distance between someone who achieves their goals consistently and those who spend their lives and careers merely following? The extra mile.”

10:25 - 10:55

Coffee and Networking

10:55 - 11:00

Chair’s Opening Remarks

Scott McArthur, Co-Founder & Professional Speaker, Sculpture Consulting Ltd

Scott McArthur

Sculpture Consulting Ltd
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Scott McArthur

Co-Founder & Professional Speaker

Scott has enjoyed a varied, portfolio, career as a research scientist, data analyst, human resources professional, board member of an international science festival, business consultant, musical producer and business founder.  This unique blend of science, the arts and business lead Scott to form Sculpture Consulting in 2012.  Sculpture aims to inspire people to think differently about themselves and change.  Scott is an international keynote speaker, writer, coach and consultant who works with companies and individuals from all over the world and from across the business sectors. He is also a visiting lecturer at several of the UK’s leading business schools and universities.

EMPLOYEE & CUSTOMER ENGAGEMENT, LINKS TO PERFORMANCE & PROFITABILITY – PART ONE

11:00 - 11:20

Bayer Case Study: Building a Digital Culture Through Talent Transformation

Melissa Harper, Senior Vice President of Talent and Inclusion, Bayer

As the workplace shifts in response to the onslaught of digital transformation, business leaders and employees globally are challenged to revolutionize their talent and skilling strategies to evolve with the Digital Age. In this session, Melissa Harper draws on her decade of experience executing enterprise-wide talent transformation to shape a digital culture and align to strategic business goals.

In this session, she’ll explore:

  • External drivers or trends driving the demands on the Future of Work
  • Impact of digital transformation and data analytics on the workplace
  • Strategies for HR and business leaders looking to maintain a competitive advantage
  • Modernization of inclusion, learning, employment branding and talent marketing

Melissa Harper

Bayer
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Melissa Harper

Senior Vice President of Talent and Inclusion

In this leadership role, Melissa is responsible for developing, transforming and executing global talent strategies that drive a high-performance culture of innovation and inclusion at Bayer.

Melissa brings her nearly 10 years’ experience at Monsanto, acquired by Bayer, to lead enterprise wide talent transformation. Through best in class operational capabilities and analytics, Melissa developed a global function at Monsanto responsible for attracting talent, development, ensuring an inclusive environment, shaping a digital culture, and delivering talent needs that align to strategic business goals and preparedness for the future workforce.

She has been recognized as a Diverse Business Leader and as a Top Executive in Corporate Diversity. Melissa began her career at Spencer Stuart Executive Search and later served as Senior Vice President of Talent Acquisition at Whirlpool Corporation and Wachovia.

Melissa is from Chicago, IL, and received her BA in Psychology from Roosevelt University, and her MBA from the Keller Graduate School of Management. She is on the Boards of the St. Louis YMCA, Diversity Awareness Partnership, and St. Louis Mosaic Project

11:20 - 11:40

Employee and Customer Engagement Links to Performance and Profitability

Padmanaban S P, Lead – Marketing, Zoho Cliq

Employee engagement is paramount in the financial performance of a company. Active engagement of employees could impact in improved productivity which in-turn contributes to the profitability of an organization. While it may not impact directly add to one’s profit but it certainly helps in several indirect ways. Let’s take a glance at those factors related to employee engagement that indirectly contribute to the profitability of an organization.

Padmanaban S P

Zoho Cliq
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Padmanaban S P

Lead - Marketing

Padmanaban believes that communication and collaboration are the keys to unleashing the full power of workplace talent. He is currently driving the marketing initiatives for Zoho Cliq – an internal communication tool and also a guest faculty member at the Triumphant Institute of Management Education.

Before joining Zoho, Padmanaban oversaw Uber’s Chennai campaign. He built strategic brand partnerships and identified factors that helped the brand gain traction and improved consideration.

In his spare time, Padmanaban enjoys hosting corporate shows for brands and in the past he had hosted promotional activities for brands including Shell, Honda, Volkswagen, Maruthi Suzuki, Scope International and more

11:40 - 12:00

Kelly Storage Case Study: Why your people drive your profits – creating & implementing a values based culture that boosted the bottom line

Helen Martin, Employee Engagement and Culture Lead, Kelly’s Storage

How do we define, create & maintain a culture?  Why does it matter in a business?  And how can a strategy centred around your people directly benefit the bottom line.?

In this talk Helen takes you through the steps required to create a core culture that drives results using practical examples & stories.  You will learn how to take the pulse of your organisation, make an immediate impact….without a budget, how to attract & retain talent no matter your location or industry and how to get better work delivered faster with fewer people.  You will have practical take-aways that you can implement immediately in your organisation to gather data and show immediate results and it won’t cost you a penny.

Create a culture, engage your employees & watch your business thrive.

Helen Martin

Kelly’s Storage
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Helen Martin

Culture Champion

Responsible for creating and implementing an employee engagement strategy around a values-based culture, in a third-generation family business that has expanded rapidly over the past six years, Helen brings a huge amount of passion, experience and energy to her subject.  The business ranked as 6th in The Sunday Times 6th Best Small Company to Work For 2016.

Helen has studied, visited and engaged with a range of companies, both local and international, in an effort to understand what defines and achieves success in the world of employee engagement.

A TEDx speaker who is passionate about people and purpose, Helen consults & gives talks on the subject of culture & engagement

Royal College of Physicians Case Study: Engaging staff to agree valuable values

Denise Sanderson-Estcourt, HR Learning and OD Business Partner, Royal College of Physicians

Ever wondered why staff can’t tell you their company values even when they’re on the wall? Ever wondered if it’s possible to get the essence of an organisation in a few words? Ever wondered if you could get everyone engaged in the process and agree the end result?

Despite having worked on values projects previously, I still asked these questions when planning to review the RCPs values given that the organisation does such a wide range of work.

This presentation takes you through the journey we took, how we engaged a range of stakeholders and how it all ended up.

Denise Sanderson-Estcourt

Royal College of Physicians
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Denise Sanderson-Estcourt

Learning and Organisational Development Business Partner

Denise has worked in a range of sectors and roles in her 20 year plus career which started in the hospitality industry. She has been in her current role for 4 years and had lead a number of corporate projects in that time. Denise has held a number of Organisational Development roles, in the NFP sector, since 2003. Denise is a HR professional with a strong Internal Communications focus, has trained as an OD Practitioner and a holds a certificate in Change Management. She has also been on a Board of Trustees for 9 years as the HR specialist. Outside of the field of HR, Denise is a trained image consultant and applies her skills in this area to work with both adults and in schools. She is described as positive, energetic, engaging, supportive and professional.

REWARD RECOGNITION AND WELLBEING PART ONE

12:00 - 12:20

The Big Issue Foundation Case Study: Personal Resilience, Reward and Recognition on the Street

Stephen Robertson, CEO, The Big Issue Foundation

The Big Issue has a 27 year plus history of helping homeless and disadvantaged people to help themselves by buying and selling their magazines with their own cash and keeping the profits. The magazine is an alternative to begging and crime that creates real personal and social change. Stephen Robertson will explore the evolution of the magazine and how it’s innovative approach to tackling social ills builds the personal resilience, recognition and rewards that are essential for personal change in one of the toughest face-to-face jobs in the United Kingdom.

Hear about the genesis & lessons learnt from a world famous ‘social brand’

Learn about the lasting value of real customer engagement

Learn how ‘Everyday Activism’ fits into the modern workplace

Stephen Robertson

The Big Issue Foundation
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Stephen Robertson

CEO

Stephen has been CEO at the Big Issue Foundation since July 2007. His previous role was Director of Commercial Operations at Shelter, where he had responsibility for a chain of 100 charity Stores, a mail-order business and a Training business primarily focusing on Housing professionals. Stephen was a member of the Senior Management Team with cross organisational responsibility for the strategic management of the Charity. Stephen was at Shelter for 13 years.

Stephen helped found and ultimately chaired the professional body that represents the majority of Charity Retailers in the UK, ‘The Association of Charity Shops’. Stephen is a Trustee of the homeless health care charity, London Pathway, a Trustee of TRAID, a charity committed to protecting the environment and reducing world poverty by recycling and campaigning at home and Chair of the Board of Trustees of Shoreditch Town Hall Trust.

12:20 - 12:40

eXPERT Speaker: TBC

Speaker: TBC

12:40 - 13:00

Ministry of Justice Case Study: Creating a Values-Based Organisation in HM Courts & Tribunals Service

ANTONIA DIETMANN, Organisation Capability HMCTS, HM COURTS & TRIBUNALS SERVICE
eMILY sTANLEY, Organisation Capability Consultant, HM COURTS & TRIBUNALS SERVICE

HMCTS is responsible for the administration of criminal, civil and family courts and tribunals in England and Wales – and non-devolved tribunals in Scotland and Northern Ireland. We handle about four million cases a year, operate from around 350 courthouses and tribunal centres, and employ approximately 15,000 people, most of whom are frontline, operational staff. We launched a once in a generation transformation programme of our services in 2016. To enable the culture change that underpins our transformation we wanted to re-connect our employees with our organisational values: Purpose, Humanity, Openness, and Together. These values link us to our parent department, the Ministry of Justice (MoJ), and all the other agencies of the MoJ. In January 2018 we started a year-long values communications and engagement campaign. It started and ended with a survey measuring awareness of the values. We developed innovative tools, workshops, and media to help people explore what our values means to them and find ways to live them every day at work. This session will share what we did and what we learned from our year of values.

Antonia Dietmann

HM Courts & Tribunals Service
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Antonia Dietmann

Organisation Capability HMCTS

Antonia Dietmann is a senior HR leader at HM Courts & Tribunals Service (part of the Ministry of Justice). She has previously been Deputy Director of Organisation Capability and Head of Employee Engagement supporting employees through the largest reform of the justice system in history. Early experiences researching workplace bullying amongst teachers and sexual harassment in the Armed Forces impressed upon her the negative impact of working relationships gone wrong. As such, she is passionate about the fundamental need for meaningful work relationships as a key driver of successful business outcomes. To enable this, Antonia brings psychological evidence and creativity together to deliver sustainable interventions at a large scale. These draw on nearly 15 years’ experience as an Occupational Psychologist with expertise in research/ evaluation, organisation & leadership development, inclusion and wellbeing. During this time Antonia has also been Chair of the UK’s Division of Occupational Psychology (part of the British Psychological Society). In recognition of her high-quality work on inclusion at the Department for Work & Pensions, Antonia was awarded the UK’s Occupational Psychology 2017 Practitioner of the Year. She has also won the Association of Business Psychology’s Excellence in Employee Engagement award for developing HMCTS’ people proposition. Antonia has worked in three of the ‘big five’ government Departments, all of which were undergoing major organisational transformation, after starting her career at the University of Sheffield and Rolls-Royce. She is currently pursuing a doctorate focusing on high-quality working relationships in organisations.

Emily Stanley

Her Majesty's Courts & Tribunal Service
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Emily Stanley

Organisation Capability Consultant

Emily Stanley is an Employee Engagement Consultant at HM Courts & Tribunals Service (part of the Ministry of Justice). Emily is passionate about creating the sort of working environment in which we can all thrive, fulfil our potential and support each other. She draws on 13 years’ experience designing learning and development solutions and is a lean practitioner in her role.

Now, Emily is supporting employees through the largest reform of the justice system in history by designing and delivering engagement consultancy and interventions. As part of this role she leads a network of Lead Engagement Champions comprising senior leaders across the business. Emily’s motivation is to create an engagement confident organisation where leaders at all levels understand what true employee engagement is and how they can contribute to achieving it. She also strives to support them to make best use of their engagement insight gained through employee surveys and other sources.

Emily also leads on embedding organisational values in HMCTS and delivered a highly innovative communications campaign to raise awareness of our values and encourage colleagues to live them every day, particularly as we move through change. The scale of the campaign, creativity, and opportunities to show our organisation at its best in our ‘year of values’ campaign had not been tried before. Emily was shortlisted for a HM Courts & Tribunals Service award in recognition of this.

13:00 - 14:00

Lunch and Networking

INTERNAL COMMUNICATIONS AND VOICE OF THE EMPLOYEE – PART ONE

14:00 -14:20

Build better work relationships and improve employee engagement with a social intranet

LumApps

Social intranets are the gateway to a wider digital workplace that drives a better team collaboration and productivity. Hear how leading companies promote their corporate culture and share targeted information based on users’ profile. LumApps helps people work smarter and faster thanks to a full integration with your collaborative suite. LumApps’ social features enable employees to communicate and share ideas even on the go. With concrete use cases, learn how to connect, inform and engage employees in an innovative digital workplace.

14:20 - 14:40

Employee Led Change Within an Organisation

Debbie Whittingham, Head of Communications, XO Serve

Having a wide variety of opportunities for employees to have a voice at work is essential when creating a culture where all employees are truly valued as stakeholders within the organisation – but taking action and being authentic with the responses is much more difficult than it sounds.

I want to share with you the journey we have started within my organisation to increase the quality of interactions with our employees, move from a “parent- child” relationship to an “adult – adult” relationship, increase job satisfaction and aim to delight all employees so that they go home more energised than when they arrived!

Debbie Whittingham

Xoserve
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Debbie Whittingham

Head of People Engagement and Communications

Debbie has 20 years of experience in communication roles and is currently Head of People Engagement and Communications for Xoserve

Key strengths and abilities are:-

  • Translating organisational objectives into creative corporate communications and Employee Engagement strategies and programmes
  • Leading organisations in all areas of communications and exercising strong judgement in the development and delivery of engaging, consistent and accurate key messages to defined audiences
  • Leading a team of communications specialists to devise, develop and implement internal and external communications programmes
  • Proposing and managing ideas, themes and timescales for communications projects and campaigns

Debbie has a passion for Employee Communication and culture and making the workplace an engaging exciting place to be

14:40 - 15:00

If Your Intranet Could Talk, What Would it say about Your Organisation?

Scott Hitchins, SVP, Interact

In a world of exponential data growth, shifting communication priorities, and changing workforce demographics, what can a modern intranet reveal about your organisation?

In this talk, Scott will run through how Interact uses modern Machine Learning techniques to analyse thousands of interactions and recognition moments across hundreds of organisations and how this has uncovered:

  • New insights about businesses
  • Hidden relationships and points of weakness
  • Predictions of negative workforce trends

Scott Hitchins

Interact
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Scott Hitchins

SVP

Scott is SVP of global growth and partner at Interact. Working with customers like ASOS and the European Central Bank, Scott is responsible for driving growth across all sectors.

 

He has a passion for technology and gin. Occasionally the order is reversed.

TRANSFORMATION & CHANGE MANAGEMENT

15:00 - 15:20

Nomad Foods Case Study: Our way, our voice, our appetite for growth

Tim Kensey, HR DIRECTOR, CORPORATE, Nomad Foods

Through Nomad Foods we have brought together very different businesses, BirdsEye Iglo and Findus – never an easy process. But with a highly centralised model in Birds Eye Iglo and a very decentralised model in Findus such an integration was an even greater challenge.

We wanted to create one company with one vision and one supporting set of values for 4,000 employees across 13 countries, 15 offices and 9 factories.

To achieve our ambition we had widespread restructuring and reorganisation, ongoing newsletters, quarterly CEO webcasts, a new culture survey, the launch of a new performance management framework, one approach to talent management and the launch of the Nomad Foods People Awards.

We achieved this in tight timeframes and are now experiencing ongoing great business results and ever-increasing levels of employee engagement.

Tim Kensey

Nomad Foods Europe
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Tim Kensey

HR Director, Corporate

Tim started his career with Price Waterhouse then moved into Human Resources starting with Reward and Policy roles before taking on more Generalist activities.

He is currently the HR Director, Corporate for Nomad Foods, whose brands include Birds Eye, Aunt Bessies, Goodfella’s, Findus and Iglo, covering markets from Portugal through to Finland. He has a passion for Employer Branding and Engagement and is currently developing the employee value proposition for Nomad Foods – a new Company with a great heritage. This builds on previous interventions at Nomad Foods, including a common set of values, “our way”, and one HR voice, “Iglo&Me”. These follow previous initiatives such as “My Benefits” at Shell and “MyCar” at BOC.

Broad HR expertise includes Strategy, M&A, Employer Branding & Engagement, Reward & Policy Development, Business Partnering, Change Management, Talent Management, Recruitment, HR Systems and HR Services.

He has worked in complex international, multi-business matrix-delivery environments including Nestlé, Shell, L’Oreal (The Body Shop) and Nomad Foods.

15:20 - 15:40

eXPERT Speaker: TBC

Speaker: TBC

15:40 - 16:00

Trinity Laban Case Study: Journey of engagement – transformational change with strengths-based approaches

Paul Neville, Organisational Design and Development Lead, Trinity Laban

Not many organisations can boast being fully strengths-based.  Often, it is a presenting talent management or talent acquisition issue that leads to a single strengths-based solution being designed and delivered.

In this presentation Paul will share how he led an organisation’s journey of transformation, culminating in the successful adoption of strengths-based approaches into people management philosophy and practices.  This contributing to both increased employee engagement and productivity.

He will also explore how piloting ‘playing to strengths’ is playing out at another organisation.

As Paul shares insights and learning, why not see if you can spot any of his standout strengths.

This presentation is ideal for anyone curious about how strengths-based approaches can unlock sustainable performance, whether at an individual or organisational level.

Paul Neville

Trinity Laban
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Paul Neville

Organisational Design and Development Lead

Paul is passionate about sustainable performance improvement gained through transformational change – both within organisations and in sectors in which they operate.

He helped transform the Housing Ombudsman Service to be more strategic and outcomes-focused using a range of contemporary approaches, including strengths-based and appreciative inquiry.

Paul increased employee engagement to 80 per cent on a 94 per cent response rate.  He was also instrumental in developing and delivering a sector development strategy supporting mindset and behaviour change within the rented social housing sector, shifting the focus from complaint handling to effective dispute resolution.

Currently working with Trinity Laban Conservatoire of Music and Dance, he is advising on leadership development, modernising the HR operating model and piloting strengths and employee driven workplace innovation approaches.

Paul is a leadership development and OD professional with over 24 years’ experience.  He is a Chartered Fellow of the Chartered Institute of Personnel and Development (CIPD), a Fellow of the RSA and a member of the leadership team of the RSA fellow-led Reinventing Work Network.  He has recently been invited to contribute thoughts to the newly formed Engage for Success movement’s Meaning in Work Thought and Action Group.

16:00 - 16:30

Coffee and Networking

REWARD RECOGNITION & WELLBEING PART TWO

16:30 - 16:50

KP Snacks Case Study: How KP Snacks created a proactive culture change around mental health to reflect our values and behaviours and engage colleagues in improved mental health at work

Martin Power, EMPLOYEE HEALTH AND WELLBEING MANAGER, KP Snacks

To help our colleagues ‘survive and thrive’ we have to value their physical and emotional wellbeing as this reflects our values and behaviours as a business and helps us to engage and retain our talent.

Martin Power

KP Snacks
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Martin Power

Employee Health and Wellbeing Manager

I have had a wide variety of roles from an initial apprenticeship as a decorator to a charge nurse in one of the busiest accident and emergency departments in Europe. I specialised in Occupational Health and have worked in this area for almost 25 years. I have worked with a large number of businesses from manufacturing, car makers, food production, police and fire services, local government and a dog food manufacturer. Mental health and the impact on business, employees and wider families has grown exponentially. I have worked for KP Snacks for almost 3 years in which we have seen massive changes in our culture of how we support colleagues and the business. The strategy we have implemented feels like it reflects the business and our values and behaviours in which we place valuing our people at the top of our agenda to keep colleagues energised and engaged.

16:50 - 17:10

CIPD Case Study: The future of HR is based on principles, not profit

Tony Vickers-Byrne, Chief Adviser for HR Practice, Chartered Institute of Personnel and Development

“Effective employee voice is underpinned by an organisation’s diversity and inclusion and employee wellbeing activity”

The session will cover how the CIPD is putting diversity and inclusion and employee wellbeing at the centre of its ‘good work’ agenda, helping to put the ‘human’ back into human resources and encouraging employers to gather and act upon the ideas and expertise of their employees.

Tony Vickers-Byrne

Chartered Institute of Personnel and Development
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Tony Vickers-Byrne

Chief Adviser for HR Practice

Tony has over 25 years’ experience at HR director level, primarily in the NHS. This included roles at The Health Protection Agency, The Royal Brompton & Harefield NHS Trust and The Royal Surrey Hospitals NHS Trust, where he also led on facilities and communications. Tony was HR Director at Public Health England and its Chief Adviser for Diversity and Inclusion and Staff Wellbeing prior to taking up his latest role in October 2018.

Tony is working with CIPD colleagues on a range of national initiatives across diversity and inclusion, employee wellbeing and employee engagement.

Tony is also a member of Professor Sir Cary Cooper’s National Forum for Health and Wellbeing at Work, a Trustee at the Royal Society for Public Health and is a regular presenter at national employment events.

17:10 - 17:30

The Manager Magnet – how Managers energise Employee Engagement

Nicholas Henley, HEAD OF TALENT, The Difference

Managers account for between 70-80% of the difference in employee engagement. Yet, in spite of the estimated $720bn p.a. being spent on this area in the US alone, very little is finding its way into the development of manager skills and, even when it does so, this often translates poorly into behaviour change and actual results.

This session takes participants through the steps they need to take to help managers change the behaviours that matter and engage their employees in doing so.

Nicholas Henley

The Difference
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Nicholas Henley

Head of Talent

I enable customer and employee engagement through behaviour change.

In my career, I have helped FTSE and global companies produce change, enhance employee and customer engagement, and grow tomorrow’s leaders. I do so by connecting financial and strategic factors to organisational and behavioural change.

Capabilities include leadership development, change, team development, L&D strategy, employee engagement and enhancement of organisational culture, and coaching of senior leaders. I have also helped companies navigate change and implement change programmes with buy-in at all levels.

17:30 - 18:30

Drinks and Networking

10:55 - 11:00

Chair’s Opening Remarks

Jo MoFfatt, Strategy Director and radio show co-Host, Engage for Success

Jo Moffatt

Engage for Success
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Jo Moffatt

Strategy Director and Radio Show Co-Host

Jo has been a volunteer with the Engage for Success movement since its launch.  As Strategy Director she sits on the Core Team and co-hosts the weekly Engage for Success radio show. EFS radio draws guests from across the engagement world with interesting stories to share. The Engage for Success agenda is absolutely aligned with Jo’s vision ‘to make workplaces better places to be’.

Jo’s ‘day job’ is MD and founder of Woodreed, a specialist ad agency who use the tools, techniques, creativity and insight of the advertising world to engage employees inside organisations.

Jo is passionate about brands and their power to move people.  She is equally passionate about employee engagement and its vital role in delivering a high performing organisation. Put the two together and she becomes almost evangelical about the power a well-positioned and consistently delivered brand has as a catalyst for employee engagement and business success.

FUTURE OF WORKPLACE/digital workplace PART ONE

11:00 - 11:20

Employee Engagement at TATA CONSULTANCY SERVICES

Ramkumar Chandrasekaran, HR Director, TATA CONSULTANCY SERVICES

How employee Engagement in TCS is helping the organization’s business transformation journey.

Ramkumar Chandrasekaran

Tata Consultancy Services
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Ramkumar Chandrasekaran

HR Director
  • HR Director, Tata Consultancy Services (TCS) – UK& Ireland; TCS UK is one of the largest IT services Company in UK with more than 18,000 employees and £2 Billion+ in revenue
  • Global experience of 20 years spanning different countries (United Sates, India and UK)
  • Previous roles include Head of HR of Retail Business Unit in TCS, and Head  Staffing – TCS North America (based in New Jersey, Unite States) and several other leadership roles
  • Recognized in TCS for key initiatives in HR Transformation, Mergers and Acquisitions, Leadership Development, Employee Health and Safety and deployment of HR practices at scale across the organization
  • Certified Compensation Professional, Bachelor of Law (B.A, L.L.B), M.B.A (HR), Gold Medalist in Indian Constitutional Law.
11:20 - 11:40

eXPERT Speaker: Poppulo

Speaker: TBC

11:40 - 12:00

Refinitiv Case Study: Storytelling – Silver Bullet or Silver Buzzword?

Victoria Silverman, DIRECTOR OF INNOVATION ENABLEMENT, Refinitiv

Storytelling, it’s the new word on the employee engagement street. But isn’t it what internal communication groups and HR do every day and have been doing for years?

Are we putting lipstick on a donkey or really changing the way we communicate? This presentation looks at the new trend, how it can be achieved and what the prize for engagement is if we get it right.

How can a storytelling framework be developed and benefit your organisation?

Victoria Silverman

Refinitiv
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Victoria Silverman

Director of Innovation Enablement

Victoria Silverman is a global engagement specialist who gets results by creating the content and strategy to inspire collaborative behaviours and create the right culture for a business to succeed. Her background is in journalism, teaching and corporate storytelling. Victoria leads global employee engagement for Innovation at Thomson Reuters, now Refinitiv, delivering record breaking, award-winning campaigns.

Victoria has worked for Deloitte, ITV and the Government in editorial, corporate comms and change management roles. In her spare time, she is director of The Missing Manual Ltd, founder of the parenting online community BeTeenUs.com, and a communications lead for the charity Urban Synergy.

FUTURE OF WORKPLACE/DIGITAL WORKPLACE PART TWO

12:00 - 12:20

Wellcome Case Study: In Pursuit of the 4-day Week

Chris Newstead, Head of Internal Communications, Wellcome

Wellcome is serious about understanding the benefits of a 4-day working week. Since October 2018 we have been exploring and researching the complexities involved in implementing a 4-day week within our organisation of 800 people. We’ve been working with consultants, LEK, across 2019 and a decision was made in April by our governing body about whether this was something we could successfully trial. Chris Newstead, Head of Internal Communications, will explore the rationale behind the proposition and the process that led to a decision, and what we can all learn from looking to work less to achieve more.

Chris Newstead

Wellcome
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Chris Newstead

Head of Internal Communications

Chris Newstead MCIPR has been Head of Internal Communications at Wellcome for the past 8 years. For the 15 years before he was in marketing and PR working in telecoms & broadcast.

12:20 - 12:40

Employee Engagement In the Age of Automation

mICHAEL Dean, Director of Employee Experience, Peakon

Michael Dean

Peakon
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Michael Dean

Director of Employee Experience

Michael is director of employee experience at Peakon, the employee engagement platform. As one of the organisation’s first employees he joined the fledgling business in 2015.

Prior to his current role, he was instrumental in formulating the methodology that unpins Peakon as the director of organisational development science. He also supported enterprises in their adoption of real-time employee feedback and agile HR processes, working closely with Capgemini, easyJet, and Reach plc.

Today, Michael ensures that the day-to-day experience of working at Peakon aligns with the organisation’s values and enables everyone to reach their full potential.

Originally from the UK, he has spend the last eight years living in Copenhagen. He now shares his time between Peakon’s offices in the Danish capital, London, New York, Berlin and Auckland.

12:40 - 13:00

LEEDS UNIVERSITY Case Study: Are the robots coming?

Megan Butler, PHD CANDIDATE, LEEDS UNIVERSITY

What every HR professional needs to know about AI in HR. 2019 is proving to be the year of AI, but what does this mean for HR professionals? This talk with cover the basics of AI in HR and how HR professionals should be considering emerging technologies in their business and HR service delivery. The talk will also cover case studies that look at the application of different AI technologies in different HR functions.

Megan Butler

Leeds University
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Megan Butler

PhD Candidate

Megan is a PhD candidate at Leeds University Business School (LUBS) and the in-house HR specialist at CogntionX, an AI specialist research house. Her work is looking at the AI market for HR. Her interests include the practical application of AI in HR and its impact on the future of work. Bringing together more than 10 years of professional work in business and HR with an extensive academic background, Megan’s goal is to bridge the theoretical/practical gap with her research. In addition, providing HR professionals and business leaders with insights and actionable advice around the use of AI.

13:00 - 14:00

Lunch and Networking

LEARNING & DEVELOPMENT PART ONE

14:00- 14:20

ST ANDREW’S HEALTHCARE Case Study: Engagement on the Edge

Martin Kersey, EXECUTIVE HR DIRECTOR, ST ANDREW’S HEALTHCARE

There are very few workplaces where one can score high engagement, make a real difference to patients and their carers by transforming the lives of some of the most vulnerable people in our society. However, how do you achieve high-levels of engagement in an environment where your people witness behaviours which can be traumatic, abusive or even result in harm?

This presentation will explore the approach we have taken at St Andrew’s from recruitment and throughout the employee life-cycle, some of the challenges we have faced and the successes we have achieved in the last 3 years.

Martin Kersey

St Andrew's Healthcare
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Martin Kersey

Executive HR Director

A commercial UK and International Human Resources Director with a track record of delivering Sales, Project growth and employee engagement at Global, European and National level.

Powerful combination of successful strategic and operational leadership in both large and small organisations.

Martin has worked for Hertz, Burger King, Rentokil Initial, Private Equity backed Mayborn Group, Interpublic Group and St Andrew’s Healthcare a top 20 UK Charity.

At Burger King he was opening one new restaurant every working day across 37 countries in Europe. At Rentokil he was responsible for over 30,000 employees and at Mayborn opening new markets across Asia, Eastern Europe and North America.

14:20 - 14:40

eXPERT Speaker: Clear Review

Speaker: TBC

14:40 - 15:00

Daniel Thwaites PLC Case Study: Growing your own Leaders (when you have no budget to spend)

Joanne Carlin, DIRECTOR OF PEOPLE & DEVELOPMENT, Daniel Thwaites PLC

Three years ago the business was embarking on an aggressive growth strategy.  The only downside of this was where we got all of the leaders we needed to support this.  Sounds simple, we could just buy them in or throw cash at developing people.  The catch here was we didn’t really have the budget for either of those things, so the only solution we had was to grow our own, and fast.  The solution was a talent programme designed to create the leaders we needed.  After that we built Academies to continue that trend, which today are thriving and developing leaders from the entry level through to Directors.

Jo Carlin

Daniel Thwaites PLC
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Jo Carlin

Director of People & Development

Jo Carlin is the Director of People and Development at Daniel Thwaites PLC, a hospitality company established over 200 years ago that now owns circa 250 pubs, characterful inns and hotels.  Having joined in 2016 she is transforming the way the business approaches the management, development and engagement of its 1600 workforce, who are spread the length and breadth of the country.

Having previously worked for Pirelli as UK HR Director; Danone as Head of HR within their Medical Division; and John West as HR Director Europe, Jo has experience of both national and international companies.

She thrives on getting to the heart of the issue and delivering solutions that enable businesses to move forward in a positive way.  Regardless of the size of the business, she is passionate about developing people and creating environments which engage and inspire.

EMPLOYEE & CUSTOMER ENGAGEMENT: LINKS TO PERFORMANCE & PROFITABILITY – PART TWO

15:00 - 15:20

Waitrose Case Study: Does Employee Engagement Really Deliver Better Change

Stuart Eames, Retail Innovation Lead, Waitrose

It’s simple right. Engaged employees deliver better change? Surely. This is what has always been quoted although I never like the word “surely”!.

For me the bigger question is how do you engage your employees. Do you involve them in the decisions upfront, allow them to influence during or just ask them for feedback at the end.The simple answer is always the best, maybe it would be great to do all 3.

Let me explain all this and more, through the Waitrose and Partners engagement lens, an experiment in how to embrace the power of your employees.

Stuart Eames

Waitrose
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Stuart Eames

Operational Improvement Manager

Stuart is a passionate and enthusiastic leader in Innovation, process improvement and lean methodology, working within Waitrose and Partners, a tier one British Grocer.

Having spent 16 years running supermarkets and understanding first hand how inefficiency and poor processes lead to employee frustration, Stuart is now leading Retail innovation for Waitrose having delivered £8m savings to date.

Stuart specialises in idea management, having launched the Waitrose Partner Ideas scheme, designed to give a voice to the employee and take ideas from grassroots through to delivery. Stuart knows first hand that harnessing the power of the workforce to solve business problems and using a tried and tested methodology delivers fantastic results.

15:20 - 15:40

eXPERT Speaker: Qlearsite

Speaker: TBC

15:40 - 16:00

Seasalt Cornwall Case Study: Why Leaders Really are the Key to Employee Engagement Success

James Hampton, Head of Development and Engagement, SeaSalt Cornwall
Georgie Mills, Head of HR – Retail , Seasalt Cornwall

Leadership is regularly highlighted as a primary factor in employee engagement, but are we really getting this part of the jigsaw right?

Seasalt Cornwall has experienced rapid growth in the retail sector over the last few years.  It also buck’s the recent trend on the high street and while others are closing Seasalt is opening.

This insightful session will introduce you to Seasalt Cornwall’s approach to leadership, how this and a number of other people interventions are driving their engagement in store, in its distribution centre and head office and how this is leading to high street success.

James Hampton

Seasalt Cornwall
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James Hampton

Head of Learning and Development

James’ varied and extensive experiences in the Military, Further Education and most recently private sector Retail at Seasalt have enabled him to take a unique view on people development and employee engagement.  Since joining Seasalt in 2017, James has redesigned the learning strategy from a traditional order taker to modern business aligned provision, focussing on Leadership capability and performance.

Seeing Leadership as the key enabler to employee engagement has seen James gain recognition from the Learning and Performance Institute for Seasalt’s Leading people programme that focusses Seasalt Leaders on Emotional Intelligence, Coaching and High performance teams.

Georgie Mills

Seasalt Cornwall
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Georgie Mills

Head of HR – Retail

Starting her career working with charities, social enterprises, public sector and most recently joining Seasalt in 2017,  Georgie is deeply passionate about great people based HR practices that add value and most importantly make a positive impact.  Georgie has established business partnering at Seasalt, acting as a true partner driving the people agenda whilst maintaining a commercial focus.  Seasalt’s success is driven by our fantastic people, Georgie sees employee engagement as the key to unlocking potential for our people and the business.

16:10 - 16:30

Coffee and Networking

LEARNING AND DEVELOPMENT PART TWO

16:30 - 16:50

ZOOLOGICAL SOCIETY OF LONDON Case Study: Culture Starter – Where to start in the confusion of organisational change

Teresa Chandler, SENIOR HR & TRAINING BUSINESS PARTNER, ZOOLOGICAL SOCIETY OF LONDON
Nichola Stallwood, Head of Training & Organisation Development, ZOOLOGICAL SOCIETY OF LONDON

  • Our culture fundamentals
  • Creating a different narrative
  • Empowering leaders and managers
  • Strengths and Diversity

Teresa Chandler

Zoological Society of London
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Teresa Chandler

Senior HR & Training Business Partner

I love people and I am passionate about employee engagement and development. I am a practical and commercial OD and HR professional with a track record of international strategic and operational roles.

Over the years I have gained experience across a broad spectrum of HR disciplines including learning and development, business partnering, talent management, employee engagement, employment relations, change management, HR setup and management, resourcing, remuneration, global mobility and business expansion/restructuring. I have advised corporate and management teams, managed cross cultural/remote teams and have a proven record of achievement and delivery of complex and regional HR projects. I have also been a coach to external clients in fee earning roles across various sectors.

Strengths include strategic business partnering, project delivery within tight timescales and consistently exceeding demanding service standards, resilience to work in a demanding environment with the ability to manage and drive forward change, exceptional interpersonal and communication skills both verbal and written.

Nichola Stallwood

Zoological Society of London
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Nichola Stallwood

Head of Training & Organisation Development

Nichola has over 20 years experience in the OD arena.

Before joining ZSL, Nichola worked as a Management Consultant providing high level facilitation to complex programmes and as a senior manager in the Big Lottery Fund. More recently Nichola worked at the Natural History Museum and at Catalyst Housing Group leading culture change, employee engagement and development, achieving IiP accreditation and a coveted place on the Times Top 100 Best Companies. Nichola with her team at ZSL is responsible for the development of people, employee engagement, leadership development and performance management.  Nichola is a qualified coach with the University of Edinburgh Business School, a fellow of the Chartered Institute of Personnel and Development (CIPD) and has an MSc in organisational psychology.

16:50 - 17:10

Be at One Case Study: Attract, Engage, Train & Retain

Chris Lincoln, Head of Learning and Development, Be at One

Faced with the uncertainty of Brexit and the impact it would have on recruitment along with a rapid expansion programme set to start from the beginning of 2019, we wanted to create an engagement and development programme that would attract and retain professional Bartenders. After the take over from Stonegate Pub Company in August 2018, Be At One was offered the opportunity to take on a vast number of new sites starting from January 2019. The goal is to open 14 bars in one year which would require almost doubling the current bartender levels which is 420 to 700. The challenge was to attract a vast number of new staff as well as reduce turnover of existing staff  to retain strong, high performing bartenders across the business. We were also tasked with positioning the company to be able to consistently train and induct a vast number of bartenders continuously throughout the year.

Chris Lincoln

Be At One
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Chris Lincoln

Head of Learning and Development

Starting in hospitality 18 years ago, I have worked towards designing and implementing a variety of L&D functions for various businesses. From setting up an international training school in Ireland to creating welfare to work programmes in London for major events such as the Wimbledon Championships and the Olympics I have experience in all aspects of L&D. I have worked for major companies such as Compass Group and currently Be At One, building various training and development initiatives from front line to director level. I have a speciality in setting up L&D departments with both vocational and in house abilities, utilising digital and face to face learning throughout.

17:10 - 17:30

Fuzzy Definitions – Why Most Digital Strategy Fails And How to Overcome It

Michelle Carvill, FOUNDER AND DIRECTOR, Carvill Creative 

Most digital strategy fails due to ‘Fuzzy Definitions’. 

Digital strategy is a key component of organisational strategy – driven from the top. This presentation explores how digital technologies can be utilised by leaders across the organisation to drive engagement and connection – and what steps to take to become a more ‘connected leader’. 

Michelle Carvill

Carvill Creative
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Michelle Carvill

Founder and Director

Michelle Carvill is a strategic marketer, digital agency founder and three times published author in the digital marketing and social media space. Her latest book, published by Kogan Page, May 2018 – ‘#GetSocial – Social Media Strategy and Tactics for Leaders’, helps leaders and game changers understand social media from a strategic perspective and gain confidence with the social technologies and digital transformation. Proud to be Shortlisted for The Business Book Awards 2019 – Leadership Category.

Social and digital technologies continue to pervade our lives and social media is fast becoming a leadership core competence. Ignoring social technologies is no longer an option.

Michelle’s mission is two-fold; 1) Educating leaders, leadership teams and game changers (whether technophobes or tech-savvy) about the digital and social landscape and the competitive advantage social media and digital transformation can bring and 2) Equipping leaders and game changers with enough strategic insight and practical tactics so that they can build effective digital footprints both personally and for their organisations and communicate confidently.

For over 10 years Michelle has championed social media, educating, implementing, managing, coaching and consulting literally thousands of people across a range of events and organisations, including the BBC, PWC, LinkedIn, ACC, Air Products, Norbord Europe, Tottenham Hotspur Foundation, Oxford Farming Conference, PR Week, ICAEW, CIM, IDM, to name but a few. Her insights, models, frameworks and know-how are based on years of applied experience, learning, testing, adapting, tuning in and understanding what really works.

Michelle is known as a genuine thought-leader, something that many CEOs, leaders and game-changers are striving for daily. She is a regular contributor to BBC Radio, the Institute of Directors, CIM and numerous magazines and trade journals as an expert in the field of social media and digital.

17:30 - 18:30

Drinks and Networking

10:55 - 11:00

Chair’s Opening Remarks

Gerry Brown, Chief Customer Rescue Officer, Customer Lifeguard

Gerry Br0wn

Customer Lifeguard
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Gerry Br0wn

Chief Customer Rescue Officer

Well seasoned, but not over cooked author, speaker, workshop facilitator and consultant with broad experience in customer service, customer experience, contact centre, & CRM, for a range of market segments in the UK, Canada, EMEA & the USA.

Over that that time I’ve learned what works and what doesn’t. I take a unique approach that eschews the newest shiny toys as a starting point and focuses on four fundamental principles that must underpin and drive a successful customer experience strategy, Culture, Commitment, Communication and Community.

As a vocal and demanding customer myself, I truly understand the frustration, anger and disappointment that characterize many customers’​ experiences with businesses. I’ve been involved in the customer service business in one form or another for over thirty years in strategic, operational and logistical roles. I’ve worked with some of the best customer experience “gurus” and some of the best and worst companies, all of whom have been vibrant, creative and life changing influences.

I help customer service directors, customer experiences leaders and MDs to develop actionable insights, drive value and improve profitable customer retention by focusing on Customer Inspired Thinking that will help them in:

• Evaluating what customers really think of them & why
• Quantifying how much bad service really costs them
• Identifying & addressing areas for improvement
• Engaging, involving and inspiring their employees to find their inner customer
• Introducing & integrating the right technology at the right time for the right reasons
• Measuring what matters – to customers

By doing this successfully, and consistently, I hope to avoid undignified impoverishment in my later years and grow old gracefully and gratefully.

EMPLOYEE ENGAGEMENT STRATEGY AND LEADERSHIP PART ONE

11:00 - 11:20

Microsoft Case Study: Customer Service and Support building Customer Obsession

Chris Burton, EMEA Location Manager, Microsoft

Customer Service and Support has over 200,000 customer interactions every day. Find out how Microsoft Culture has driven new strategies within Customer Services and Support to put the customer at the heart of everything we do. Our leadership principles helped drive new initiatives to engage engineers and advocates through an Ambassador Programme. How did we do it across 30 countries, 41 languages and 26,500 agents.

Chris Burton

Microsoft
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Chris Burton

EMEA Location Manager

A senior leader in IT, Chris has been at MS for the 6 years. She currently leads a team in Microsoft Customer Services and Support that focuses on employee experience and two key pillars; culture and environment. The team are at the forefront of transformation in support; leveraging employee engagement, work health balance and workplace design for customer success.

11:20 - 11:40

eXPERT Speaker: Culture Amp

Speaker: TBC

11:40 - 12:00

Dazn Case Study: Defining your employer brand

Paul Bennun, VP INTERNAL COMMUNICATIONS AND INVOLVEMENT, Dazn

Defining your employer brand and employer value proposition can be a daunting task – in this session, Paul Bennun shares his insight from DAZN’s current efforts to redefine both as they continue their global expansion.

Expect to hear about DAZN’s background and history, the approach to researching and involving employees in the process, testing and buy-in, and the final roll-out of the new brand and EVP.

Paul Bennun

DAZN
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Paul Bennun

VP Internal Communications and Involvement

For any company to be successful, they need engaged, motivated employees. Paul specialises in using effective internal communications to drive culture change and improve business performance.

As DAZN has grown, Paul’s central team have played a key role in improving engagement and enablement across the business through a blend of global and local initiatives. One of Paul’s current key focuses is redefining DAZN’s employer brand and employee value proposition as they continue their exciting story of growth.

Paul has over 12 years of experience in communications and change management. He is a certified member of the Institute of Internal Communications, holds a PgDip in Internal Communications from Kingston University, and also an MA in Modern History from Reading University.

EVOLUTION OF WORKFORCE PART ONE

12:00 - 12:20

ING Case Study: How do you flex?

Martha McKenzie-Minifie, HEAD OF CORPORATE COMMUNICATIONS, ING

At ING in the UK, an issue that was persistently a top dissatisfier in employee surveys was variability in managers’ attitudes to team members using informal flex work. In workplaces at large, informal flex work was increasingly common – and the trend is only likely to increase. Informal flex work has also been called the most cost effective perk you can give your employees – effectively zero cost and studies show that workers often give more and are more engaged if you trust them to work in a way that suits them and the business. It is one of the levers highlighted by the Gender Equalities Office to potentially help narrow the gender pay gap.

However, to move to a workplace in which informal flex work is increasingly accepted, it takes behaviour change from both managers and their teams.

ING in the UK put in place a series of initiatives to inform and engage staff, and break stereotypes of flex work. Supported by the UK Management Team and driven by Diversity and Inclusion and Employee Forums, the programme included:

  • Manager training by a business psychology consultancy aimed at challenging assumptions, breaking down fears and offering practical tips on how to manage flex
  • Refreshed resources for all staff clearly explaining the difference between formal flexible working and informal flex work, modernising the language in HR documents from “home working” to flex working
  • Running an internal campaign with real examples of colleagues across the bank using flex work to be more productive and balance their job with interests outside work. Campaign was launched at a quarterly meeting by our CEO with her own statement about flex work.

Martha McKenzie-Minifie

ING
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Martha McKenzie-Minifie

Head of Corporate Communications

Martha is Head of Communications and Brand Experience, Wholesale Banking EMEA for global bank ING. She is passionate about storytelling, strategy, diversity and social media and manages the team responsible for external and internal communications, and UK marketing such as marketing communications, events and sponsorships. Her experience in marketing and communications includes almost 10 years as a journalist on daily, weekly and Sunday newspapers and magazines before joining ING in 2009. Martha was previously a spokesperson on consumer economics and appeared on BBC News, Sky News and CNBC during that time. ING UK piloted Dynamic Signal in 2017 to increase employee advocacy and continues to use the platform. As chair of the Diversity and Inclusion Forum UK, she was part of the programme to increase adoption of flex working in 2018/19 – a topic she will speak on at the Engage Summit.

12:20 - 12:40

eXPERT Speaker: Investors in People

Paul Devoy, CEO, Investors in People
Amee Patel, Client Engagement Manager, Investors in People

Investors in People is a community interest company and an agent of change, calling for a movement that puts people first – for the benefit of every person in every workplace, for increased productivity across organisations, and for a stronger, healthier and happier society.

With retirement coming later and people staying in the workforce for far longer than before, Investors in People will be exploring the challenges and opportunities of engaging with five generations in the workplace.

Paul Devoy

Investors in People
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Paul Devoy

Chief Executive Officer

Paul is the Chief Executive of Investors in People (IIP). In 2016, Paul led the buyout of IIP from the UK Government and the organisation is now a Community Interest Company. IIP’s purpose is to enable organisations to succeed by realising the potential of their people. IIP works with over 10,000 IIP accredited organisations, providing digital diagnostic tools, advice, support and assessment against the internationally recognised IIP Standard. Our network of 350 skilled and experienced Practitioners work with organisations across 70 countries, but predominantly in the UK.

Prior to leading IIP, Paul was a Director at the UK Commission for Employment and Skills, an executive non-departmental body that offers guidance on skills and employment issues in the UK. He led the development and implementation of strategic programmes to create sustainable skills solutions with joint investment from industry and government.

He previously worked in the Scottish Prison Service for 4 years leading on change management programmes. His early career was in the Civil Service. Paul studied Human Resource Management, graduating in 1994. He is a Chartered Fellow of Chartered Institute of Personnel and Development and a Companion of the Chartered Management Institute.

Amee Patel

Investors in People
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Amee Patel

Client Engagement Manager

Amee has been working for Investors in People for the last 2 years and has been the Client Engagement Manager for the past 5 months.

12:40 - 13:00

Plymouth University Case Study: What’s Up With Engagement?

Vikki Matthews, Non Executive Director, Torbay & South Devon NHS Foundation Trust
Richard Saundry, Associate Professor in Human Resources and Leadership Studies, Plymouth UNIVERSITY

A decade ago, David Macleod and Nita Clarke in their seminal report ‘Engage for Success’ suggested that employee engagement was ‘a key to unlocking productivity’. However since then, and despite a plethora of engagement initiatives, fads and strategies, UK productivity has flat-lined and the average French worker can take Fridays off and still out-perform their British counterparts.

This session proposes that in our desire to find a solution to the productivity and engagement question, many of us have been lured by some of the more glamorous approaches of consultation and involvement at the expense of the basics and that it is only by increasing basic managerial competence that we will start to solve this issue.

Too often, we promote people for the wrong reasons into poorly designed jobs and fail to provide them with the skills they need to handle complex and difficult issues. We know that trust is a central pillar of engagement but this relies on the ability of managers to foster ‘good work’ by negotiating positive relationships and resolving conflict before it escalates. Moreover, the need for these key competences will only intensify in an era of automation and downsizing, and will be critical if the concept of self management is ever going to get the traction it deserves.

Vikki Matthews

Torbay & South Devon NHS Foundation Trust
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Vikki Matthews

Non Executive Director

Vikki is an HR executive and practitioner with experience of leading HR functions in the public and private sectors, nationally and internationally. For many years she led HR teams in Nike Europe and globally, and more recently she was the Chief Talent Officer for Plymouth University before setting up Matthews & More, her consulting business in 2016. Vikki continues to work with Plymouth University as an Associate lecturer in HR supporting their MBA, CIPD and leadership programmes.

Vikki Chairs a Multi Academy Trust and is on the Board of Torbay and South Devon’s NHS Foundation Trust as the Non-Executive Director, responsible for culture and employee engagement.  She is also the Company Secretary for a small education charity which uses the self-managed learning approach to increase outcomes for young people who are not in mainstream education.

Richard Saundry

Plymouth University
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Richard Saundry

Associate Professor (Reader) in Human Resource and Leadership Studies

Richard is Professor of HRM and Employment Relations at Plymouth University. He is one of the UKs leading experts in the management of workplace conflict. Richard started his working life at the National Union of Mineworkers where he was Head of Industrial Relations, and subsequently worked at the Universities of Leeds and Central Lancashire. He is an author of ‘Managing Employment Relations’ the core CIPD text for Employee Relations and a co-editor of a book ‘Reframing Resolution’ published in 2016 by Palgrave Macmillan. His work has been published in a wide range of leading international academic journals including the British Journal of Industrial Relations, Human Relations, Human Resource Management Journal and Work Employment and Society. He is currently working on a major project funded by the Economic and Social Research Council (ESRC) investigating the link between conflict competence, employee engagement and productivity.

13:00 - 14:00

Lunch and Networking

EMPLOYEE ENGAGEMENT STRATEGY AND LEADERSHIP PART TWO

14:00 - 14:20

Engaging European Commission staff through meaningful conversations

Dace Kalnina, INTERNAL COMMUNICATION PROFESSIONAL, European Commission
Olga Muravjova, Organisational development and staff engagement consultant, European Commission

The way we lead our business conversations defines the level of engagement of staff and stakeholders. Thinking and discussing together about strategies, action plans, and policies is key to organisational efficiency. The Art of Hosting conversations that matter (known in-house as ‘Participatory Leadership’) has allowed us at the European Commission to work with the collective intelligence present in a context, be it a team, a whole department, or groups of European stakeholders. It helps build trust, relationships and collaboration, carving out space for reflection, innovation and networking. The practice of Participatory Leadership has been used at the European Commission for more than 10 years. Olga Muravjova and Dace Kalniņa will walk you through the journey of how the participatory approach has grown over the years and helped create conditions for meaningful conversations, resulting in more efficient policy-making and more engaged and satisfied staff. The presenters will share some real life examples of where Participatory Leadership played an important role in achieving organisational objectives for the European Commission.

Dace Kalnina

European Commission
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Dace Kalnina

Internal Communication Professional

A civil servant in the European Commission. With a solid background in learning and development and expertise in internal communication, I have been working with staff engagement and cultural change questions since 2013.

My role has been to connect the dots between the strategy and implementation, to create opportunities for real conversatioins to happen, to hear what has not been said and read what has not been written.

I’m always curious to learn what makes the people to go an extra (s)mile.

Olga Muravjova

European Commissions
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Olga Muravjova

Organisational Development and Staff Engagement Consultant

As an in-house consultant at the European Commission over the last 7 years my work includes a variety of strategic consulting services such as supporting clients with consulting in different areas linked to organisational development; identification and analysis of customer and stakeholder needs, designing and hosting engagement processes in all Commission services and with managers and staff at all levels: senior leadership development seminars, large-scale strategic conversations, stakeholder consultations, expert meetings, policy-making workshops, long-term change projects; supporting the development of the participatory leadership community of practice. I am confident that the participatory leadership practice helps deepen individual and collective learning and creates shared responsibility for action.

After I left my home-city Vilnius 14 years ago, my road has been that one of a Lithuanian discovering how it feels to be European. I hold a graduate degree in Organisational Development and Management Consulting from the University of Lund.

I love spending time with my family and friends, being challenged, travelling the world and discovering the wonders of gastronomy (a bit of a foodie :)).

14:20 - 14:40

eXPERT Speaker: Any3

Speaker: TBC

14:40 - 15:00

Ofwat Case Study: Values as a driver for engagement

Natasha Harris, Director of People, Ofwat

Developing values that are unique to an organisation is a critical enabler to improving employee engagement. We then must strive to live the values in all that we do, being prepared to call out when our values are being compromised.

Support, Ambition, Integrity, Learning, Ownership and Respect are Ofwat’s embedded values. They are weaved throughout our organisational policies and approaches, informing the way in which we assess our individual and collective performance.

Employee engagement continues to be a journey of discovery. We’ll explore the journey that Ofwat have taken so far, the achievements and the lessons learnt.

Natasha Harris

Ofwat
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Natasha Harris

HR Director

Natasha currently works as the HR Director at Ofwat (Water Services Regulation Authority) – a non-ministerial Government Department. Natasha has worked as a HR professional for more than 16 years, starting her early HR career working in the Private sector for retailers such as Next and Marks & Spencer, before joining the Civil Service in 2007. During her time in the Civil Service Natasha has worked at the Highways Agency in various HR Business Partner role, at HMRC with her latter role being as the Senior HR Business Partner responsible for Talent and Capability for Enforcement and Compliance (a workforce of circa. 25,000). Alongside her work at Ofwat and family life, Natasha volunteers as a school governor to a local special school for children with autism.

EVOLUTION OF WORKFORCE PART TWO

15:00 - 15:20

Wilson James Case Study: Creating an Employee Digital Profile

Samantha Rope, Group HR Director, Wilson James

The Wilson James group provides safe, secure, customer-led solutions to more than 300 clients across the UK and Europe.   Wilson James have been raising standards for over 25 years across three core service lines; security, construction logistics and aviation services.

Enabling our customers to transform service provision through technology is fundamental to our business.  With accountability for the group wide People Strategy Sam will lead the internal digital transformation to support our workforce of over 5000 employees across 300 sites.

Having led several significant people and technology transformation programmes, Sam’s latest challenge requires a digital people strategy which connects and engages employees from a diverse workforce, who are often based off site and have limited corporate technology infrastructure.  Sam will share her challenges in identifying and designing an employee digital profile to inform the employee digital transformation plan.

Samantha Rope

Wilson James
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Samantha Rope

Group HR Director

Sam is accountable for the group wide People Strategy which incorporates the Security, Construction Logistics and Aviation divisions within the Wilson James Group.

Prior to Wilson James, Sam held several HRD roles across the public and private sector.  Her experience has seen her lead significant people and technology transformations including deployment of cloud based people solutions, using technology to enable mobile and flexible working and supporting integrated learning for complex partnerships.

Prior to working in HR, Sam had a 15 year career in recruitment, working at board level in both the UK and Australia.  Here she delivered a range of solutions including RPO for large blue chip organisations where technology transformation enabled improved service delivery and organisational efficiency.

15:20 - 15:40

The Role of Office 365 in the Modern Workplace

David Bowman, Intranet and Digital Workplace Consultant, Content and Code
Adam Wilcock, Design & Multimedia Manager, Office Depot

With 155 million monthly active business users Office 365 takes up a lot of space on most to-do lists, but is it making life better or worse for employees?

With requirements and technology becoming increasingly complex, getting back to basics is more important than ever to keep a focus on the most critical element of all – people.

Tier 1 Microsoft Partner Content and Code summarise the ingredient for success and showcase Office Depot who are embarking on a transformative project to change the way their employees work.

David Bowman

Content and Code
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David Bowman

Intranet and Digital Workplace Consultant

David heads up Content and Code’s products team and leads clients strategies for implementation of intranets and digital workplaces on Office 365.  David has worked with Microsoft for over 15 years and delivered 100’s of intranet projects both in a technical and a leadership capacity.  David now splits his time between managing Fresh – Content and Code’s intranet platform – and helping clients get employees engaged with all that the Microsoft cloud platform has to offer.

Adam Wilcock

Office Depot
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Adam Wilcock

Design & Multimedia Manager

Adam leads the European Communications department for Office Depot Europe regarding digital projects, user adoption and change communications where technology and design are the primary focus. Having a background in video production, design, project management and communication writing, Adam’s focus on people bridges the gap between technology implementation and effective communication.

15:40 - 16:00

Securitas Case Study: Enhanced Employee Engagement Through a Step By Step Employee Excellence Mode

Grainne Kelly, HR Director, Securitas

“Providing an industry leading employee experience” – a great objective but a big task!  Grainne Kelly, HRD, Securitas UK, explains the Securitas employee excellence model and how a step by step approach builds engagement at every stage of the employee journey. Highlighting the challenges and the achievements, Grainne outlines the next steps in increasing employee engagement across the diverse employee audiences at Securitas UK.

Grainne Kelly

Securitas UK
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Grainne Kelly

Human Resources and Securitas Operations Centre Director

Grainne Kelly, Human Resources Director and Security Operations Centre Director, started her career on the Safeway Graduate Management programme. Following four successful years Grainne joined the security industry as a contract manager.

With over 24 years’ successful experience in the sector, Grainne held several senior management and director level positions with both Reliance Security and Securitas UK.

In her current role Grainne combines both her commercial and operational excellence expertise, with her passion for people and employee engagement.

In a traditionally tough sector, Grainne has been at the forefront of driving the Securitas employee engagement strategy to redefine every touchpoint of the employee life cycle.

With a particular interest in promoting fair pay, gender diversity and health and wellbeing, Grainne has been instrumental in Securitas UK being certified as a Top Employer UK 2019 and recognised as a service provider working with the Living Wage foundation.

Grainne won the Woman in Security Award 2015 for her contribution to the Security Industry and is an alumnus of the prestigious University of Stirling.

16:10 - 16:30

Coffee and Networking

Internal Communications and Voice of the Employee – Part Two

16:30 - 16:50

Citi Bank Case Study: Rethinking engagement – Using behavioural insights to drive change

Debbie Bennett-Jackson, MARKETING CONSULTANT, Citi

Debbie will share some examples of how Citi’s Talent, Learning & Diversity Team has been using behavioural insights and ‘Nudge’ techniques to drive engagement and facilitate change across the organisation.

Debbie Bennett-Jackson

Citi
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Debbie Bennett-Jackson

Marketing Consultant

Debbie is a Chartered Marketer with 20 years’ experience in marketing, engagement and change communications.

Skilled in the design, development and delivery of award winning strategies to support sustainable growth and transformation within highly competitive markets.  Debbie’s passion lies in supporting organisations to embrace change and recruit, retain and develop their people.

16:50 - 17:10

Spektrix Case Study: The Power of Flexible Working

Katherine Fitzgerald, People Director, Spektrix

Traditional ways of working and systems struggled to support flexible working – it was all about presenteeism and showing commitment by being in the office. At Spektrix we’ve supported flexible working since we were founded 12 years ago and it is now a fundamental part of our culture which helps us to recruit, support and retain great people. We focus on delivery and results, not face time and build strong teams where there’s a sense of collective responsibility and clarity on objectives. This requires trust, training, role modelling and consistency. It results in us being able to access a broader talent pool, to build remote teams, to support those with particular health or family needs and to achieve consistently high employee engagement scores, particularly around work/life balance etc. It’s easier for some businesses to achieve than others, and is not without its challenges, but if leadership can demonstrate their commitment to flexible working and building a diverse workforce, the impact on performance and productivity can be significant particularly since demands from the new generation of workers for this approach will only grow.

Katherine FitzGerald

Spektrix
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Katherine FitzGerald

People Director

Katherine is the People Director at Spektrix, the UK’s leading ticketing platform for Arts businesses. She’s responsible for recruiting and retaining the Spektrix team in the UK and North America and is particularly focused on building a diverse talent pipeline and fostering a company culture that enables its people to thrive at work. Having started her career in project finance, Katherine has held a number of strategic and commercial roles in start-ups and established businesses in different countries and has a proven track record in delivering high quality organisational change projects.

17:10 - 17:30

CDC Group Case Study: Refreshing values and embedding culture change

Adrienne Glad, HEAD OF INTERNAL ENGAGEMENT/HEAD OF NETWORK, CDC Group
Gabrielle de Wardener, Head of HR Business Partnering Team, CDC Group

A UK organisation with a 70-year history, CDC has recently refreshed its company values to promote an internal culture better aligned with its new strategy. Alongside new leadership, a rapidly expanding population in its UK headquarters and offices in Africa and Asia, together with a nascent intranet, the company has been transforming itself swiftly over the last 18 months. Adrienne Glad, Head of Internal Engagement, and Gabrielle de Wardener, Head of HR Business Partnering, talk about their company’s journey over the past year to re-assess its internal culture, the collaboration between their respective teams, Communications and HR, to refresh the company’s values and how they plans to embed the culture change globally.

Adrienne Glad

CDC Group
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Adrienne Glad

Head of Internal Engagement/Head of Network

Adrienne is the Head of Internal Engagement/Head of Network at CDC Group where she has built a new internal communications function at the organisation over the last two and a half years, while defining and shaping its culture as it grows and expands globally. Prior to that, she spent 9 years at Pearson where she held global roles focused on strategic internal messaging, engagement and relationship-building. Adrienne has lived in the USA, Japan, China and UK each for several years and holds a Master’s of Education in Applied Linguistics, a Master’s of Research in Intercultural Communication and is currently doing her doctoral research on organisational culture, business management and anthropology approaches to corporate values and internal culture.

Gabrielle de Wardener

CDC Group
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Gabrielle de Wardener

Head of HR Business Partnering Team

Gabrielle has spent over twenty years in HR working within technology, marketing and media businesses and now leads CDC’s HR generalist team and its Learning & Development function. Prior to joining CDC in 2017 Gabrielle spent twelve years at Aimia, the global marketing and loyalty analytics company behind the UK’s Nectar card. Here she moved from a pure HR role to focus on building a strong corporate culture – embedding a social purpose into all aspects of the employee experience, building a more diverse workforce and introducing measures to increase the proportion of women in senior positions.

Gabrielle has a degree in English from the University of Oxford and an MA in South Asian Studies from SOAS, University of London. Her early career was spent in the arts – in publishing, documentary film making and cultural tourism. Along the way she has travelled extensively and lived for two years in the United States.

17:30 - 18:30

Drinks and Networking

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Location

Website-location

10 May 2019

Riverbank PARK PLAZA, LONDON

18 Albert Embankment
London
SE1 7TJ
United Kingdom

DIRECTIONS:

Park Plaza London Riverbank, a Central London hotel located on the south side of the River Thames. The hotel sits near many of London’s most legendary tourist attractions.

From King’s Cross & St. Pancras National Railway Station (approx 35 mins)*

  • Travel on the London Underground southbound on the Victoria line towards Brixton
  • Depart at Vauxhall via exit number 3
  • Walk east along Albert Embankment
  • Park Plaza London Riverbank will be on your right

From London Waterloo National Railway Station (approx 10 mins)*

  • Take bus 77 from Waterloo Station Towards Tooting Station
  • The bus will continue heading Southbound Towards St. Thomas Hospital, with the River Thames on it’s right hand side
  • From St. Thomas Hospital, the bus will contiue straight towards Vauxhall, taking you to Lambeth Bridge and at the Lambeth Palace roundabout, it will then take the second exit
  • After the roundabout, you will need to get off just after the bus passes the Fire Brigade station
  • The hotel is located to the left

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