HR & Future of Work Showcase 2024

• Cultivating visionary leadership to navigate and lead digital transformation initiatives effectively.
• Prioritizing continuous learning and upskilling to ensure employees are equipped with the necessary digital competencies.
• Fostering a culture of collaboration and transparency to maximize the potential of digital tools and platforms for teamwork and innovation.

• Exploring collaborative approaches between public sector agencies and industry partners to address emerging skill requirements and
foster innovation.
• Discussing new methods and tools for talent development, such as online platforms and cross-sector collaboration, to cultivate a culture
of continuous learning and adaptation.
• Evaluating the effectiveness of talent development programs, including diversity considerations, and identifying strategies to measure impact, scale successful initiatives, and navigate regulatory frameworks.

Atif Rashid, Financial Strategy Advisor, Environment and Climate Change Canada
Guy Morissette, Asst. Commissioner, Human Resource Management, Correctional Service of Canada
Brenda Dogbey, Chief Diversity Officer, Privy Council Office                                                                                                                                               

Adeline Rochat, Project Manager, LRDG

Moderated by: Kerry Vadneau, Senior Manager, HR of the Future, PwC

• Exploring the changing landscape of retirement.
• Delve into the importance of comprehensive benefits packages and pension plans in attracting and retaining top talent in the public sector.
• Explore strategies for streamlining payroll processes, optimizing pension and benefits administration, and enhancing transparency.

• Highlight the importance of bringing together diverse perspectives, skills, and backgrounds to foster innovation in public sector organizations.
• Discuss the role of leadership in nurturing a collaborative culture that encourages communication, knowledge sharing, and cross-functional teamwork.
• Explore strategies for measuring the impact of collaborative efforts, overcoming barriers to collaboration, and fostering continuous
improvement to drive innovation.

• Discuss the Ontario Public Service – People Plan and it’s purpose to attract, retain and develop the best talent to fulfil public service needs and expectations. Three key areas of the Plan will be explored:  
  • Learning and Development Action Plan – a comprehensive Plan to provide formal & informal training, mentorship and resources to employees and managers at all levels to help them reach their full potential.
  • Belonging and Inclusion  – outline the importance and commitment the OPS has to addressing systemic barriers that prevent, hinder or deter employees from all backgrounds by examining systems, processes and promoting greater accountability and equitable outcomes.
  • Mental Health Action Plan – acknowledging the importance of providing positive and supportive workspaces, the OPS is launching a new Mental Health Action Plan to ensure employees and their families receive the care they need to live, work and thrive.

The workforce of tomorrow requires modern approaches and tools around recruitment and talent management. New technologies like AI presents both opportunities and risks for practitioners in this industry. Learn how these new tools are reshaping government approaches to attracting and retaining top talent.

• Over the next ten years, automation is expected to affect half of Canadians’ jobs.
• The adoption of automation will transform the workplace, changing the skills required of workers. Some jobs could disappear, while
others could change, and new jobs could emerge that leverage and complement automation-related applications. These changes will
likely require workers to upgrade their existing skill sets or acquire new skills.
• Ontario’s Ministry of Labour, Immigration, Training and Skills Development serves a key role to create conditions that respond to current
and future provincial labour market needs through its employment training supports/levers

Gianluca Cairo, VP Public Sector, Enablement & Strategy, Dayforce and Marnie Larson, VP – HCM Practice, OnActuate

• Articulate the benefits of updating legacy HR systems in government, emphasizing the necessity for change to enhance efficiency and
workforce management.
• Outline a comprehensive change management strategy, including the evaluation of existing systems, selection of modern HR tools, and
measures to address resistance.
• Emphasize the importance of data security, and ongoing improvement as integral components of the transition, contributing to a future-ready HR ecosystem in government.

• Exploring collaborative approaches between public sector agencies and industry partners to address emerging skill requirements and
foster innovation.
• Discussing new methods and tools for talent development, such as online platforms and cross-sector collaboration, to cultivate a culture
of continuous learning and adaptation.
• Evaluating the effectiveness of talent development programs, including diversity considerations, and identifying strategies to measure impact, scale successful initiatives, and navigate regulatory frameworks.

Kim Ellis, EVP, Corporate Services, Infrastructure Ontario
Nenzi Cocca, Director, HR Systems and Operations, City of Hamilton

Moderated by: Carolyn Johns, Interim Director of the School of Public Policy and Democratic Innovation and Professor, Toronto Metropolitan University

• Navigating the workforce implications of emerging technologies such as automation and artificial intelligence, ensuring government
employees possess the digital skills essential for the evolving job landscape.
• Establish and refine policies for remote work, recognizing the growing importance of flexible work arrangements, while prioritizing
training and employee well-being in remote and hybrid work environments.
• Promote diversity and inclusion within the government workforce, addressing systemic biases and ensuring equal opportunities for all
employees to create a more representative and equitable work environment.

• Discussing the importance of instilling adaptability as a fundamental skill within the government workforce and integrating ongoing
training and development programs to enhance adaptability.
• Emphasizing strategies for building resilience among government employees, including initiatives such as mental health support
programs, stress management workshops, and collaborative problem-solving frameworks.
• Exploring the role of a culture of affirmation and providing strategies for implementing effective recognition programs, fostering a
positive atmosphere where achievements are acknowledged and celebrated.
• Highlighting the pivotal role of leadership in shaping organizational culture and discussing specific leadership development initiatives that
emphasize the values of adaptability, resilience, and positive affirmation.
• Addressing how a culture focused on adaptability and affirmation contributes to an enhanced employee experience. Discussing strategies for promoting a collaborative and inclusive work environment, ensuring continuous feedback loops, and implementing organizational development practices aligned with these cultural goals.

Jamie Bruno, VP People and Transformation, Ontario Tech University
Ramneet Aujla, Chief Human Resources Officer, Metrolinx
Carrie Fletcher, VP People, Culture & Diversity, St. Joseph’s Healthcare Hamilton & Executive Lead HR, St. Joseph’s Healthcare Hamilton
Moderator: Carolyn Johns, Interim Director of the School of Public Policy and Democratic Innovation and Professor, Toronto Metropolitan University