Stephan Grabmeier

Stephan Grabmeier is Chief Innovation Officer at the family-owned business Kienbaum Consultants International. With his focus on innovation development and digital transformation, he successfully fulfills the company’s vision of providing people and organizations with cutting-edge futures. His ambition to consistently strengthen innovative capabilities within the field of HR has led to his two-time title as one of “40 Leading Heads in HR” in Germany. The renowned author and blogger will be delving into the topic “New Work Innovation – Ambivalence Between Agility and Stability” at the World Talent Forum 2018.

Stephan Grabmeier

Stephan Grabmeier ist Chief Innovation Officer von Kienbaum Consultants International. In dieser Position verantwortet er Innovationsentwicklungen und begleitet Vorstände und Unternehmen bei deren digitalen Transformation. In 2017 wurde Stephan bereits zum zweiten Mal vom Personalmagazin unter die „40 führenden Köpfen im Personalwesen“ in Deutschland gewählt. 2013 rief er in Kooperation mit der DGFP die HR Start Up Initiative ins Leben und setzt damit ein Zeichen für die gezielte Förderung junger Start Ups. Der bekannter Blogger wird beim World Talent Forum 2018 einen spannenden Einblick in “New Work Innovation – Ambivalence Between Agility and Stability” geben.

Petra Hauser

Petra Hauser ist Gründerin des Exponential Business Hub, einem Kompetenz-Zentrum für digitale Transformation, das Unternehmen bei der Erhaltung ihrer Wettbewerbsfähigkeit und der Erschließung neuer Einnahmequellen in einem sich ständig verändernden Technologie- und Marktumfeld unterstützt. Die Change-Management-Expertin besitzt einen starken Marketing Hintergrund mit mehr als zehn Jahren erfolgreicher C-Level-Erfahrung bei namhaften Unternehmen in Österreich und Deutschland. Petra wird mit ihrer Keynote “Breaking Traditional Rules for Success” einen spannenden Einblick in den Themen exponentielles Denken, digitale Transformation und Leadership geben.

Petra Hauser

Petra Hauser is the CEO and Founder of Exponential Business Hub and is a corporate entrepreneur and marketing expert. Through her 10+ years of successful C-level experience at renowned European media companies, she developed extensive knowledge in Digital Transformation, Leadership, Strategy in a Digital Age, and Marketing Intelligence. Petra will be discussing the topic “Breaking Traditional Rules for Success” during her Keynote speech at the 2018 World Talent Forum.

Alumni Engagement Activities & Metrics

• Measuring Corporate Alumni Success
• Objectives, Benefits & Concepts for Alumni Programs
• Engagement Success Metrics & Benchmarks

Transforming into a Talent-Oriented Organization

• Value of Talent for Innovation & Growth
• Dimensions of Paradigm Shift: New Work & Digital HR
• Conclusions & Agenda

IntraWorlds Demo Session

• Introduction to IntraWorlds | Engage & IntraWorlds | Alumni solution for candidate relationship management, leadership development programs, and alumni management.
• Discussion and best practices for the implementation process

Leadership Development – How to Grow Bigger Minds and Keep Them

• After the change is before the change: There will be have no rest
• Today we do not have the staff we need tomorrow: Competences beat skills
• Increasing transparency and feedback will massively change our leadership cultur

Impact of Technology Trends Like Big Data and Analytics on Organizations

In this panel discussion, we will be focusing on current technology trends in the HR sector and its implementation. We will cover the whole spectrum from key market trends, examples, and best practices on making it work in the organization:

• In which ways is technology (big data, analytics) enhancing our understanding of business trends and improving our ability to manage our businesses?
• What is the role of “consumerization” in the world of enterprise applications, and how important is the availability of mobile access in this process?
• How do you enable your organization to benefit from these new opportunities? How do you manage the change process?

Unique Perspectives on Talent Management – Conducting an Orchestra of Individual Masterminds 

In this keynote discussion, Professor Justus Frantz will share insights from his own exciting career path as well as his work identifying and inspiring musical talent on a global scale. His perspectives and anecdotes will be invaluable to any talent manager in an organization that is looking to attract and engage outstanding talent.

Stephan Herrlich
Stephan Herrlich is co-founder and Head of IntraWorlds North America. He is responsible for group strategy and finance, as well as business development in North America. He is based in IntraWords‘ New York office. Prior to IntraWorlds, Stephan worked for Bain & Company, a strategy consulting firm. He holds a Masters equivalent in Business Administration from WHU – Otto Beisheim School of Management, having studied in Koblenz, Munich, Paris and Los Angeles.

Jens Bender

Jens Bender is Co-Founder and Managing Director of IntraWorlds. He is responsible for marketing, operations and client success at IntraWorlds. Prior to IntraWorlds, he worked for Oliver Wyman, a leading global management consulting firm. Having studied in Germany, Sweden and Canada, he holds a Masters equivalent in Business Administration from WHU – Otto Beisheim School of Management.

Tabea Nagel

Tabea Nagel, IT-Betriebswirtin und B.A. Kommunikationswissenschaften
Sie ist 2012 im Bereich Kandidatenpools bei der Deutschen Bahn eingestiegen und hat dort bald darauf die Projektleitung zur Einführung einer IT-Lösung für das Talent Relationship Management übernommen.
Dabei wirkte sie weiterhin bei der Kandidatenbindung mit und entwickelte gemeinsam mit den Team-Kolleginnen das Konzept der bestehenden Kandidatenpools weiter.
Nach erfolgreicher Einführung der Engage-Lösung von Intraworlds fokussiert sie sich heute ausschließlich auf IT Projekte im Bereich Recruiting der Deutschen Bahn.

Nils Stegemann

Nils Stegemann heads the corporate talent management and international assignments department of Deutsche Bahn AG (DB), a leading provider of mobility and logistics solutions worldwide which is in a massive change process. With talent management Deutsche Bahn identfies employees with high potential and supports them on their way to a more senior management position. The main challenge here is to identify the leaders of DB who will be succesful in tomorrow’s markets and businesses. The international assignment department advises on all cross-border deployments of DB staff and executives and thus facilitates internationalisation of DB. Nils’s function is both corporate governance role as well as a operational hr role that works with high potentials and assignees. Nils has a background as a occupational psychologists with focus on group dynamics and has worked in hr roles both in Germany and on an international level. He was hr business partner for regional rail businesses in Sweden and information and communication technology specialists in Germany. Nils was on a strategic level in charge for training planning processes, for talent management and performance and potential management processes.

Nicole Gilbert

Nicole Gilbert is Partner and Member of the board at Promerit AG – the leading consultancy, when it comes to HR and transformation consulting. Nicole Gilbert has extensive experience in HR Management – she knows both, the consultant’s point of view as well as the perspective of the HR line management. She has accompanied comprehensive international HR initiatives, from the development of the HR strategy to conception and implementation. As project partner, she is the first contact person for HR clients and managing directors.
At Promerit, Nicole Gilbert is responsible for the division “Talent & Leadership”. Nicole Gilbert has a lectureship for Talent Management at the ZfU in Switzerland.

Leadership Development – How to Grow Bigger Minds and Keep Them

• Nach der Veränderung ist vor der Veränderung. Wir werden keine Ruhe mehr haben.
• Die Mitarbeiter, die wir morgen brauchen haben wir heute nicht. Kompetenzen schlagen Skills.
• Transparenz und Feedback werden unsere Führungskulturen massiv verändern. Command & Control ist ein Auslaufmodell.

Angelika Inglsperger

Angelika Inglsperger is the Group Head of People Sourcing at Allianz Group developing and shaping the People Sourcing strategy, particularly with respect to expanding Allianz`s strategic recruitment capabilities (EVP, On-Boarding, Active Sourcing) as well as talent activities (talent reviews, mobility, pipeline and succession management) and leading the group-wide WorkWell initiative.
In her previous role as Head of Global Talent Development at Allianz Global Corporate and Specialty she was responsible for all global talent and career management topics, employee engagement, global learning and development, including the AGCS Academy. She also introduced career paths for all business functions. Before joining the industrial insurance company Angelika was responsible for global employer Branding & Recruiting at Allianz SE.
Prior to that she worked as a principal in a marketing consultancy  as well as in  leading top management consulting. She started her career as account manager in a CRM/advertising agency. Angelika has a blend of knowledge in consulting, HR and marketing, as well as combined strategic and operational experience.

Paul Maxin

Paul is a Talent and Talent Acquisition leader who focuses on talent management and acquisition strategy, employment brand, recruitment policy and the framework for operational delivery. He has globally lead recruitment transition as part of HR transformation. He set up his own consultancy this summer and will join Zalando as VP Talent Acquisition in October. He recently left the UK’s Financial Conduct Authority as Head of Talent and Resourcing where he established a talent and talent acquisition strategy for how the organisation. Previously he spent 7 years as Global Resourcing Director at Unilever where he was responsible for the design and delivery of a locally implemented global approach to resourcing policy, assessment and attraction. Paul was named as one of the 11 most influential talent acquisition leaders based in the UK and Ireland by ‘Recruiter’ in both 2013 and 2014 and chaired the inaugural LinkedIn 100 Class of global resourcing leaders in 2013. Paul has also spent 7 years as a Resourcing Leader at PwC.

Paul Bowles

As the current Global Resourcing Leader at Thales, the industry-leading name in security, Paul’s sixteen years’ experience in Talent Management and Leadership spans the globe.
Paul has lived in five different countries in three continents and has worked across many more. He is a recognised expert in talent strategy, culture change and learning and development. As part of organisational transformation programmes, he has set upcorporate universities on three continents, pioneered digital learning and has also designed the structure of Resourcing Centres of Excellence and Sourcing hubs around the world.

WHU Executive Education
 Executive Education at WHU – Otto Beisheim School of Management means high-quality programs for executives and managers. “Thinking In New Directions” will enable participants and companies to reach one goal through a variety of ways: participants will become more self-confident about new topics and improve their individual leadership skills. At the same time, companies will benefit from enhanced management knowledge and a new point of view on company issues. WHU Executive Education offers Customized Programs for companies and Open Enrollment Programs in the field of Management.

WHU Executive Education
Die WHU – Otto Beisheim School of Management versteht Executive Education als hochwertige Weiterbildungsprogramme für Führungskräfte im mittleren und gehobenen Management. „Thinking in New Directions“ ist hier als Leitfaden für die Programme zu verstehen: Neue Denkrichtungen ermöglichen es Firmen und Programmteilnehmern ein Ziel auf unterschiedlichen Wegen zu erreichen: Die Teilnehmer können ihre Führungsqualitäten verbessern. Gleichzeitig profitieren Unternehmen von gesteigerten Management-Kenntnissen ihrer Führungskräfte und einer neuen Sicht auf strategische Unternehmensfragen. WHU Executive Education bietet Maßgeschneiderte Programme für Unternehmen und Offene Programme für Einzelteilnehmer im Bereich Management an.

Chris Chesterman

Chris has over 11 years experience in enterprise SaaS software sales, specialising in Talent Acquisition across Europe. For 2016 Chris is leading Talent Acquisition sales for IBM across EMEA, focussing on sales execution, growth, & go-to-market strategy during the continued evolution of IBM’s approach to TA. An evolution centred around the consumer like expectations of today’s candidates, and the application of cognitive & e-commerce derived app’s for ATS, CRM and Analytics that will drive an organisations ability to compete & recruit top talent.

Talent Acquisition: Praxeology 2.0 and HR communication
What if finding the right talent is nothing about expensive employer branding campaigns and extensive active sourcing activities?
Attracting and matching people and companies is pretty simple when you understand that every single person has individual and different motivation in doing a career step.
Praxeology 2.0 and HR communication are the basics for individual sustainable (mass) talent acquisition with success.

Demonstrating Alumni Program Value to Internal Stakeholders

In this interactive workshop with Fred Zimowski, Alumni & Career Transitions Leader of PwC in the US, participants will discuss challenges and solutions for demonstrating alumni program value to internal stakeholders. Alumni programs have to provide value to both the alumni and the organizations that run them. Key points of discussion will be how to support targeted networking, drive internal awareness, leverage technology, and support alumni in their careers. This will be an interactive format, so be prepared to engage and discuss.

Ursula Soritsch-Renier

Ursula Soritsch-Renier has started her career at a software startup before joining Royal Philips Electronics in 1995. From 1995 until 2009, she held various assignments for Philips in Austria, Belgium, Netherlands and USA. From 2009 until 2013, she served as Global Head for IT Strategy, Sourcing, Project Management as well as Enterprise Architecture at Novartis in Cambridge, USA. Since 2013, she is CIO of Sulzer, a Swiss industrial company, located in Winterthur, Switzerland.

Ursula Soritsch-Renier holds a Master of Philosophy and Computer Science from the University of Vienna and a Bachelor of the WIFI College for Economics in Austria. She was awarded Swiss CIO of the year in 2014.

Roger Wilkes

Roger Wilkes is a Managing Director and Chief of Operations for US Marketing & Sales and the Chief Commercial Officer Organization at PwC. He has more than 15 years of experience in professional services, and his demonstrated expertise includes: strategy formulation and implementation; corporate financial management, planning, and budgeting; operations management, analysis, and business process improvement; shared services, outsourcing, and offshore operations; leadership of multi-location and cross-functional teams; accounting and corporate reporting transparency.

TMP Worldwide Client Case Study

In this session, you will see the journey TMP have taken with Thales to revolutionise their employer brand and recruitment marketing strategy in order to meet their hiring challenges. You’ll see some of the innovative ways we have attracted and engaged candidates for a variety of roles, including those considered particularly hard to fill.

Timothy Khoo-Jones

Tim Khoo-Jones is the Global Head of Recruiting for SoundCloud, one of the most disruptive technology companies on the planet. Prior to SoundCloud, he led the talent acquisition function at the AdTech start-up Phorm based in Singapore. His 17-year Talent Acquisition career spans in-house and agency recruiting experience and has taken him all over the world from San Francisco to Beijing. Tim has spent considerable time in Asia and has worked with companies considering how and when to enter markets in China, Japan, and SE Asia.

How digital is your HR?

Are we all on the same track when we, as HR, talk about digitalisation?

In this talk, we would like to provide a framework for the discussions that we currently lead within HR, and as a representative of HR with the business.

• Presentation of the ‚Digital HR‘ model – developed in cooperation with Lufthansa AG
• Discussion of the DAX-benchmarking results and the study ‚Digital HR‘
• Presentation of best practices for Digital HR Work

Wie digital ist Ihr HR?

Verstehen wir eigentlich alle dasselbe, wenn wir als HR von Digitalisierung sprechen?

Mit dem Vortrag möchten wir einen Rahmen für die Diskussionen geben, die wir derzeit innerhalb von HR und als Vertreter von HR mit dem Business führen.

• Vorstellung desDigital HR’ Modell – entstanden in Zusammenarbeit mit der Lufthansa AG
• Diskussion der Ergebnisse des DAX-Benchmarkings und der Studie ‚Digital HR’
• Vorstellung von Best Practices für Digitale HR-Arbeit

Auf dem Weg zur besseren Beziehung – Ein Erfahrungsbericht aus 4 Netzwerken // Das Candidate Relationship Management der DB

• Von der Idee bis zur Umsetzung
• Management von IT-Lösung, Datenschutzanforderung und Risikoanlayse
• Erfolgsfaktoren und mögliche Hemmniss

Angelo Ciaramella

Talent advocate – between business, external partners and prospective talents
Talent acquisition developer – from employer branding to active sourcing

Build, develop and sustain Tamedia’s talent attraction strategy & communication (active sourcing, talent pool, talent relationship management, candidate experience), focussing on digital portfolio (engineering, developer, IT-positions, middle and higher management)

Develop, lead and execute employer branding & talent acquisition strategy
Adapt recruiting mindset according to talent attraction strategy
Design, implement and manage HR communication and social media strategy
Responsibility for employee referral program
Storyteller

Consulting in personal branding, career program
Speaker, Tutor for digital identity, candidate relationship management, networking, storytelling etc.
Writer, Blogger,
Networker, Entrepreneur

Coreteam Swiss HR community (events-organisation, sponsoring, member relationship)

Hands-on and can-do attitude. Strategist, decision maker with pleasure in taking responsibility.

Petra Berecová

Petra Berecová, born in Slovakia, studied at the Faculty of Arts and Law, focussing on international law. She started working in the Automotive Industry as an HR Director in Yazaki, Slovakia.  She joined Deutsche Telekom Group in 2005 and firstly worked for T-Mobile Slovakia in the position of Head of Compensation and  Benefits in the Human Resources Division before taking over responsibility in leading  the Human Resources Division as a member of the Executive Management Board in 2007. After the merger of Slovak Telekom and T-Mobile Slovakia in 2010 she kept heading the Human Resources Division as a member of the Executive Management Board until February 2016 and supported the company in the post-merger transformation process. Since March 2016 she is working in Deutsche Telekom’s HQ as Senior Vice President Group Executive Management. Group Executive Management will be responsible for the HR Lifecycle processes for all  Executives Group-wide and will consolidate all respective processes with clear accountability. Through Group-wide transparency of executive talents and by fostering a holistic placement and development journey for executives, GEM will take a leading role in shaping Deutsche Telekom’s new leadership culture. Petra Berecova speaks fluent Slovak, English, German and Japanese.

Talent Attraction and Engagement Strategy at BP

• Discover how BP use IntraWorlds to drive early Talent engagement
• Hear how this fits with a broader Engagement and Experience strategy
• See how IntraWorlds fits within the Talent Acquisition and HRIS Landscape

Fred Zimowski

Fred Zimowski has led PwC’s US Alumni Network since 2007. Fred is a subject matter specialist in developing affinity networks and leveraging alumni communities as sources for talent. Fred has over 30 years of experience in human resources, talent sourcing, and marketing in the technology, financial services, and professional services sectors. He is based in Houston, Texas and if you are curious what life is really like in the Lone Star State….just ask him.

Kai Anderson

Kai Anderson ist Gründungspartner und Vorstand der auf HR und Transformation spezialisierten Unternehmensberatung Promerit. Als Partner für Geschäftsleitungsmitglieder und Personalverantwortliche begleitet er in internationalen Organisationen Veränderungsprojekte sowie die Neuausrichtung des HR-Managements.
Gemeinsam mit Kunden und den wissenschaftlichen Partnern entwickelt er neue und innovative Ansätze im HR-Management. Das Personalmagazin hat Ihn 2015 einen der „40 führenden Köpfen im Personalwesen“ benannt. Kai Anderson ist regelmäßig Redner in Fachveranstaltungen und Autor des Buchs „Das agile Unternehmen“.

Kai Anderson

Kai Anderson is a founding partner and member of the board at Promerit – the leading consultancy for HR and transformation consulting. As project partner and one of the most sought-after change experts he supports international organisations in the realignment of HR Management.
In 2015 Anderson has been honored as one of the 40 most influential thought leaders in Human Resource Management by the well-known German HR-journal „Personalmagazin“. Kai Anderson is a renowned speaker at numerous forums and congresses. He is author of the book “Das agile Unternehmen” (the agile company) and several articles on the topic of digital HR.

Recruitment Marketing – Current Practices & Evolution

• Lively panel on the state of recruitment marketing, as well as how it will be changing as the industry adapts to changes in technology and marketing practices
• Participants are leaders, with significant experience across recruitment as well as marketing and branding
• The audience can expect to walk away with actionable insights, as well as a fresh perspective on the importance of marketing in recruitment

Katrin Sünderhauf
Sünderhauf, Katrin, Diplom-Psychologin. Sie ist seit 2012 Leiterin Talent Acquisition – Region East and Principles School Leavers Recruitment der Deutschen Bahn. Arbeitsschwerpunkte sind die Gewinnung und Auswahl von Schülern und Fachkräften sowie das Entwickeln und Implementieren von Talentpipelines (Talentpools, Schulkooperationen, etc.); Umsetzen von Recruitingstrategien und die Gestaltung von Veränderungsprozessen. Studium der Psychologie, Ausbildung zur Prozessberaterin und im Changemanagement, Outdoortrainerin und Autorin von Fachpublikationen.

Alumni Engagement – a Case Study

A former Davis Polk lawyer herself, Angela Doolan of Davis Polk will share her journey of revamping the firm’s alumni program, reflecting on the past, present and future. Starting nearly 16 months ago when the journey began with an ambitious plan, Angela will share highlights of the communications campaign, engagement metrics, and lessons learned. She will also shed some light on current initiatives and her plans for the alumni program going forward.

Angela Doolan

Angela Doolan is the Alumni Relations Manager at Davis Polk & Wardwell LLP. Angela oversees the firm’s global alumni program. Prior to taking on this role in 2015, Angela was a corporate associate at the firm since 2006.
Angela holds an undergraduatedegree from the University of Western Ontario, Canada (Honors B.A., PoliticalScience), a Maîtrise (J.D. equivalent) from the University Paris I, Panthéon-Sorbonne, and an LL.M. from the University of Pennsylvania.

Angelo Ciaramella

Angelo Ciaramella ist passionierter HR Kommunikationsexperte und verantwortet für Tamedia den Bereich Talent Acquisition, Active Sourcing, und Employer Branding. Schwerpunkt dabei ist eine umfassende Gewinnungskette die auf Ansätzen von Individualität, Machertum und Professionalität beruht. Praxeologie 2.0 und Kommunikation wie Passion und Pragmatismus als Grundlage ergänzen sich dabei gegenseitig. Diese bilden das Fundament für erfolgreiche und nachhaltige Candidate Experience, das Talent Relationship Management wie Active Sourcing und letztlich dem Employer Branding. Angelo Ciaramella ist Core-Member von young@ZGP, Public Speaker, Schreiber und Dozent für Personalmarketing. Seine Firma ciaramella & partner unterstützt Firmen in der praxisnahen Anwendung von moderner Talent Acquisition.

Judit Nagypal

Human Resources Director, with strong business acumen and multicultural understanding coming from diverse international experiences gained at Coca-Cola, Danone, Kraft Foods and Microsoft. Over 18 years of successful track record in field and headquarters positions, both in specialist and generalist roles.

Francois Durand

Francois joined BP’s HR Function in 2011 and leads the strategy and implementation programmes for Core HR Systems at BP (Global SAP HR, HR Intranet and Resourcing Technologies). Francois has 20 years’ experience in HRIS and HRIT Leadership roles at Mars, Barclays and BP, driving global technology deployments in the context of HR service transformation programmes.

Martin Burns

Martin Burns is Strategic Consulting Leader for HireClix, a consumer advertising agency with a focus on recruitment. A career-long practitioner, he combines significant expertise in strategy, technology, and marketing. His career has included leading, as well as consulting with, recruitment for some of the world’s mostsignificantbrands. Prior to HireClix, he led talent acquisition technology transformation for PwC US. Prior to PwC, he led global recruitment for Mobiquity, a mobile services firm with offices on 4 continents, and spent a significant amount of time in the EU. He speaks at global conferences on recruitment, maintains an active presence in the global recruitment community, and is considered one of the most forward-looking thinkers in the US talent acquisition industry.

Justus Frantz

is a world renowned pianist and conductor. At the age of 10, Justus Frantz began playing the piano, his talent was discovered and promoted early by Prof. Eliza Hansen. His extraordinary musical career began in 1967, when Justus Frantz was awarded 2nd prize at the International Music Competition. At the age of 21 he was admitted to the German Academic Scholarship Foundation.

He succeeded his leap to the international top class of pianists in 1970 with the Berlin Philharmonic and five years later he celebrated his US debut. Throughout his career he also discovered and promoted many young artists, helping them to reach their musical goals. In 1995 Justus Frantz established the Philharmonia of Nations, which is one of the world’s leading orchestra today.  The Philharmonia of Nations is a place for musicians from around the world to unite and create music together.

In 1986 Justus initiated the „Schleswig-Holstein Music Festival“ and worked as the artistic director for nine years. He also worked with the TV music-program „Achtung! Klassik“ and was presented with several Television Awards for his efforts. Justus Frantz is Special Envoy of High Commissioner for Refugees and was awarded the Federal Cross of Merit.  Frantz’s many achievements and awards throughout the years have influenced his career, as he remains a chief conductor and artistic director today.

Justus Frantz

Ist ein weltbekannter Pianist und Dirigent. Im Alter von 10 Jahren begann Justus Frantz mit dem Klavier spielen, sein Talent wurde früh von Prof. Eliza Hansen entdeckt und gefördert. Seine außergewöhnliche Musikkarriere begann 1967, als Justus Frantz beim Internationalen Musikwettbewerb der ARD mit dem 2. Preis ausgezeichnet wurde. Mit 21 Jahren wurde er in die Studienstiftung des deutschen Volkes aufgenommen.

Der Schritt in die internationale Spitzenklasse der Pianisten gelang ihm 1970 mit den Berliner Philharmonikern. Fünf Jahre später feierte er in den USA sein Debüt als Pianist. Darüber hinaus entdeckte und förderte er viele junge Künstler. 1995 gründete er die Philharmonie der Nationen, ein Orchester das er inzwischen in die Reihe der Besten der Welt geführt hat. Die Philharmonie der Nationen bringt Musiker aus der ganzen Welt zum gemeinsamen Musizieren zusammen. Justus Frantz ist bis heute  Chefdirigent und künstlerischer Leiter.

Viele Auszeichnungen und Erfolge zeichnen seine Arbeit aus. 1986 initiierte er das Schleswig-Holstein Musik Festival, dessen Intendant er neun Jahre war und welches er zu einem der größten Musikfestivals der Welt gemacht hat. Zudem hat er viele Jahre die Musiksendung „Achtung! Klassik“ gedreht und wurde dafür mit mehreren renommierten Fernsehpreisen ausgezeichnet. Justus Frantz ist Sonderbotschafter des Hohen Flüchtlingskommissars und wurde mit dem Bundesverdienstkreuz geehrt.

A Changing World – Strategische Herausforderungen im Talent Management

In einem immer stärker umkämpften Arbeitnehmermarkt ist es für wissensintensive Unternehmen eines der wichtigsten strategischen Ziele, Top-Talente zu gewinnen, zu entwickeln und zu binden. Anhand von Beispielen aus der Praxis zeigt Dr. Elisabeth Denison, Chief Strategy & Talent Officer, wie Deloitte aktuelle Herausforderungen im Talent Management erfolgreich angeht.

Talent Acquisition through Recruiting Events

Worauf kommt es bei Recruiting-Events in der Praxis an, damit Ihre Arbeitgebermarke als attraktiv wahrgenommen wird? Was sind gängige Standards in der Präsentation, und wie können Sie sich von der Konkurrenz positiv abheben?

Als CEO eines der führenden Unternehmen für Live-Kommunikation zeigt Dr. Christian Coppeneur-Gülz, wie Sie Potenziale bei der Durchführung von Recruiting-Events ausschöpfen und Fehler vermeiden können. Vortragsbesucher gewinnen spannende Einblicke in innovative Lösungsstrategien führender Unternehmen und lernen, wie sich hohe Qualitätsstandards durch effiziente Prozesse etablieren lassen.

The Perfect Storm: digital transformation will affect every aspect of HR and the workforce

We are in the midst of a fundamental shift across work, the workplaces, and workers. We are experiencing a boom of innovation that allows Enterprise systems to be as clever and agile as consumer apps. At the same time easy-to-use cloud analytics capability is turning HR in to a function that powers business, rather than supporting it. IBM’s „Open HR“ approach let’s you harness this latest capability while protecting your existing investments and allowing for choice and flexibility; that’s why SAP and IBM are coming together to deliver better business results through HR.

Around the World in 90 Days: The Journey of a Talent Revolution at Regus!

During a period of hyper growth, Regus created a talent management solution for 100 countries in just three months. Hear how the organisation uses technology and workforce science to support 40% business growth – opening one newRegus centre every day for the past two years. Join Nicky Ivory-Chapman, Global Recruitment Director for Regus, who shares the key learnings and outcomes, and reveals how they are embarking on the next phase of their journey, utilising their data for talent analytics programs.

Talent in the New World of Work: 3 Imperatives for Getting the Right Talent in Right Place

Over the last several years, many organizations have had a tight focus on integrating talent processes, but some leaders are now asking — to what end? Bersin by Deloitte’s newest research on integrated talent management finds that the majority of organizations surveyed lack a clear, integrated and continuous talent strategy tied to business outcomes. In this session, David Mallon will share select results from Bersin by Deloitte’s largest and most comprehensive research effort on global integrated talent management and highlight 3 broad sets of actions all organizations should consider to help meet strategic talent needs.

Nicky Ivory-Chapman
Global Recruitment Director

Nicky is a Chartered Fellow of the CIPD and a Board Director for the Association of Graduate Recruiters (AGR)
Currently the Global Recruitment Director for Regus, Nicky’s responsibility lies in enabling the Regus teams, across 106 countries, to hire effectively and grow the Regus brand in new territories.
Joining Regus in 2014, during a period of high growth for the business, Nicky’s challenge is to create global consistency and implement programmes, systems and technology that is scalable.
Prior to joining Regus, she was the Resourcing and Employer Reputation Manager for McDonald’s UK, responsible for Recruitment, Employer Brand, Uniforms and Employee Engagement across 1225 UK restaurants.