VP Employee Experience, Analytics & Digital HR
In People Analytics functions, we are already working overtime to satisfy the ever-growing demand for more reports, dashboards, and insights to enable business growth and HR effectiveness.
But during the course of pandemic, the demand increased multifold as we are called upon to enable the business to forecast skills and talent for emerging operating models, enable hybrid working strategy through data, and create more human workplaces through continuous listening and response mechanisms.
Most of our teams are thinly spread across multiple customers, demands, solutions and skills. We work with leaders and sponsors, and find it hard to say no or to prioritise. In the process, we end up creating custom solutions for similar problems.
Before we realise it, our team members are on hamster wheel, and scalability and impact become a distant outcome. Sound familiar?
Then this session is for you.
Building a High-Performing and Scalable Analytics Strategy at AstraZeneca
While we in People Analytics help the organisation design, deliver and measure the people strategy and its effectiveness, it is important that we do the same for our own function.
It takes a strategic approach and holistic design to look at various pieces we need to orchestrate to create a high-impact analytics organisation.
Once we know what these are, we can be more mindful in choosing right problems to focus on, designing the right operating model, creating a governance mechanism, building the needed tech stack and data strategy, and lastly, creating the enterprise partnerships needed to succeed.
Having a strategic design will help you deliver more business impact through your teams. It will help you build teams that want to grow and evolve with you, giving you the edge over competition, since as we know, understanding the business context is critical for our success.
This session will explore:
How to design a high-performing People Analytics function for business impact and EX outcome
What are the various components of creating a high-impact People Analytics strategy and game plan
How to focus on enabling comprehensive data strategy, productisation and adoption, to make People Analytics scalable
What are the key bottlenecks and watch-outs.
10 key components of designing a scalable and high performing People Analytics strategy
Non –negotiables of a high-impact operating model
Priortisation, productisation, change management, and adoption as key enablers for impact
Right sequencing, from building the foundation to creating advanced products to solve business problems.
Share this session:
I am a Futurist, Digital Transformation and Analytics Leader with experience in Strategy & Business transformation & People Operations. Presently I serve the Digital HR, EX & People Analytics functions globally at AstraZeneca, bringing the power of Big data, AI, robotics, Blockchain, and digital together, to get our employees and businesses, Future-ready. My purpose is to be a an intentional force in designing the future that loves us all.
I have worked in Energy, Packaged Consumer Goods, Insurance, Telecom, and Manufacturing sectors in multiple global leadership roles. I have a track record of inventing the futuristic operating models, designing innovative products and solutions, and enabling strategic business transformation – positively impacting business growth and accentuating the desired organisational culture.
Business acumen, passion for meritocracy and fairness, and enthusiasm to create sustainable business models are my strengths. I have built diverse tribes across organisational silos, enabled collaborative disruption, nurtured unconventional talent pipelines, and built systemic interventions and high-performing global teams that have delivered successful transformations.