DAY ONE
7:45 am Conference Registration & Networking
8:45 am What it Takes to Make a LEAP a Reality
8:50 am Chair’s Welcome, Opening Remarks & Connection Before Content
Enhancing Employee Experience to Retain an Engaged Workforce
9:00 am Discover: Redefining Employee Engagement with Human Resources
Synopsis
- How can we automate employee services, reduce HR admin and enhance the employee experience?
- Create a portal that enables you to manage employee experience and resources in one place
- How Novartis have brought together their services onto an online portal that helps employees to self-serve
9:20 am Discover: Doubling Employee Engagement with Actionable Insights
Synopsis
- How can we increase employee engagement and enhance psychological safety?
- Create a cohesive strategy that has actionable insights
- How Labgenius have implemented a number of initiatives following the feedback from their engagement survey which has increased engagement from 40% to 90%
9:40 am Develop: What More Can We Learn from the HR Leaders Redefining Employee Experience & Engagement?
Synopsis
Question & Answer Session Facilitated by the Chair
In an industry where innovation, research, and development are paramount, having a highly engaged and satisfied workforce can make all the difference. Satisfied employees are more likely to be motivated, driven, and committed to their work. They feel valued and appreciated, which in turn leads to increased productivity and better overall performance.
10:00 am Action: What Are You Now Going to Do Differently to Create a Satisfied & Engaged Workforce?
Synopsis
- How can we map the journey of an employee within the organisation and actually understand the quality of interaction that you as an organisation have with the employee throughout the life cycle?
- How can we create a consistent onboarding experience for everyone across different locations and remote work?
- How can we make it easier to pre-board and re-board our employees?
- How can we move away from explaining our value to employees, to them actually experiencing the value we offer?
- How can we make platform services easier to access?
Output Focused Action Session Facilitated by the Chair
10:20 am Speed Networking Break
Tailoring Your Talent Management Strategy to Align With Your Company Values
11:00 am Discover: Making Performance Management Add Value: Replacing Old Fashioned Appraisals with a Continuous Performance Management Framework
Synopsis
- How can we empower managers to have conversations with their staff?
- Build a continuous performance management framework to facilitate timely feedback, focus on staff development and role clarity
- How RoslinCT have created a performance management framework that aligns with company values and empowers managers to develop their teams
11:20 am Discover: Building the Right Reward Strategy for a Biotech Start-Up
Synopsis
- Navigating a challenging environment
- Building something with longevity
- How Arctoris are Aligning incentives with innovation and long-term value creation
11:40 am Develop: What More Can We Learn from TA Leaders Re-thinking their Talent Management Strategy?
Synopsis
The ability to attract, train, and ultimately keep talent in scientific and technical fields helps life sciences companies to invent and experiment with ideas and products whilst always staying ahead of the competition
Question & Answer Session Facilitated by the Chair
12:00 pm Action: How Are You Going to Tailor your Talent Management Strategy?
Synopsis
- How can we implement productivity measurements in biotech’s where there is no push from outside clients?
- How can we benchmark our existing productivity data?
- How can we implement succession planning to create a stable leadership pipeline?
- How can we motivate our employees through periods of downturn and change?
Output Focused Action Session Facilitated by the Chair
12:20 pm Networking Lunch
Compensating Your Staff by Providing Them with Alternative Development Opportunities
1:20 pm Discover: Increasing Retention by Building a Culture of Trust & Transparency
Synopsis
- How can we keep our employees happy and help to retain them?
- Create a culture of transparency about their development, so that they are bought into the culture and the future of the company
- How Quibim have nailed their culture alongside their development plans that keeps employees engaged with the business and excited about their future
1:40 pm Discover: Creating a Global Exchange Program to Accelerate Globalisation & Break Down Siloes
Synopsis
- How can we improve employee experience while creating a more globally connected business?
- Develop a Global Exchange Program
- How Kyowa Kirin have created a competitive Global Exchange Program that allows employees to work on projects in global locations worldwide for up to 3 months, increasing connectivity and strength of global networks as well as developing global mindset
2:00 pm Develop: What More Can We Learn from the HR Leaders Creating Lateral Opportunities for Their Employees?
Synopsis
Question & Answer Session Facilitated by the Chair
It takes 105 days on average to fill a non-executive position in the U.S. Life Science sector, resulting in a loss of $500 a day. The growing skills gap threatens further progress, making smart talent development strategies essential to setting Life Sciences and pharma organizations on the path to innovation.
2:20 pm Action: How Are You Going to Reach a Wider, More Targeted Group of Potential Candidates?
Synopsis
- How can we change workforce culture to enhance personal & professional development
- How can we build training & development plans to refine key skill sets & boost professional development?
- How can we create high potential programmes to enhance opportunity & drive people development?
- How do we construct the case for learning & development and gain executive buy-In?
- How can we develop our leadership?
- How can we create lateral opportunities & balance the business need for the role and the individual?
- How can we increase exposure and development as an alternative to a promotion?
Output Focused Action Session Facilitated by the Chair
2:40 pm Refreshments Break
Optimising Your Organisation Structure for Efficiency
3:20 pm Discover: Building a Globally Leading AI-Based Biotech: Organisational Design & Cultural Evolution at Turbine.AI
Synopsis
- How can Life Science TA and HR leaders work closely with senior leadership to foster a shared cultural language for the workforce?
- Leveraging mission and culture as a tool to attract the top Life Science talent
- Uncover the story behind Turbine AI’s approach to building a globally leading platform to align workforce priorities on multiple sites, positioning it as employer of choice for top talent
3:40 pm Discover: Building the Skills & Mindset to Achieve the Organisations Strategic Capabilities
Synopsis
- How can we create digitalisation and innovation to pursue our organisational goals?
- Taking an enterprise approach, rather than each unit doing their own thing, ensures a strategic approach, builds collective skills & mindsets across the entire value chain, and supports building a shared language and evolvement of the culture
- How Novo Nordisk take an innovative approach to measuring impact and ensuring lasting behavioural change
4:00 pm Develop: What Else Can We Do to Optimise our Organisations Structure?
Synopsis
Question & Answer Session Facilitated by the Chair
How can we get executives buy-in for the new generation of HR? How can we shift to a growth mindset where HR is a valued department in the leadership team?
4:20 pm Action: How Are You Going to Energise, Re-Structure or Build Your Team in Your Life Science Organisation?
Synopsis
Output Focused Action Session Facilitated by the Chair
4:40 pm Panel Discussion: HRs Role in Business Transformation
Synopsis
Themes we expect to discuss:
- How do we know if we are meeting our leaderships expectations?
- How can we scale and grow certain departments e.g., Talent Acquisition/ DEI/ Talent Development to keep up with other industries?
- How can we change the perception of HR in the wider business (by both employees and leadership) as more than the department of ‘no’ and administration
- How do you build distributed leadership? How do you build more agile teams? How do you foster accountability and trust? How do you create decentralised decision making? How do you nurture leaders in such a way that they can keep developing the organisation in a similar manner?
- How can we execute servant leadership, adaptive leadership and situational leadership?
- What roles can affectively support business growth?