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Talent & Organization Effectiveness IG - HR 2.0 - "The Data Infusion"
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Talent & Organization Effectiveness IG - HR 2.0 -

*FREE* HR 2.0 - The Data Infusion – How do you leverage data in your organization to serve your clients better as a HR practitioner?

When: Friday, January 29, 2016
8:00 - 8:30 AM Registration & Networking; 8:30 -10:30 AM Program
Where: Lake Forest Graduate School of Management
1300 East Woodfield Road
Schaumburg 60173
Contact: Lyndy Nierman

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Talent & Organization Effectiveness Interest Group 

HR 2.0 - The Data Infusion – How do you leverage data in your organization to serve your clients better as a HR practitioner?  This workshop will explore the ways HR teams are increasing their influence at the table with talent information to help their business partners accomplish their goals.   Whether it’s a sweat equity effort or you have invested in a team and technology to add value, we will hear from HR professionals who have made a difference in decisions made by their business partners through the use of valuable information about their talent.


Brett Winchell, Director, Workforce Technology & Strategic Programs Human Resources, Allstate Insurance Company
Brett  has worked for Allstate Insurance Company for more than 25 years.  An experienced strategic HR business partner, he has supported several lines of business and members of Allstate’s senior leadership team.  He was most recently responsible for leading Allstate’s human capital research and analytics function, Workforce Insights, providing business and HR leaders with evidence-based talent insights that inform strategic and operational decision-making about Allstate's most critical resource – its people.

Today, as leader of the workforce technology and strategic programs teams, he is accountable for Allstate’s HR prioritization and project portfolio and workforce technology infrastructure, including development and execution of the strategic technology roadmap. Recent projects include global implementation of the SAP/SuccessFactors' talent management suite and integrated workforce analytics technology. Brett holds a Bachelor of Arts degree in business administration - legal environment of business from CSU, Fresno and an M.A. in industrial-organizational psychology from the Chicago School of Professional Psychology. 

Dan Lezotte, Ph.D., Principal, Chicago, Mercer Consulting
Dan has more than 30 years of experience in the fields of Talent Management and Industrial-Organizational (I-O) Psychology, having held positions in consulting, industry, and academia. As a Principal in Mercer’s Workforce Strategy & Analytics practice, he leads strategy and analytics projects related to selection (hiring), promotion and reward programs, including assessment and selection system validation/optimization and pay equity analysis; and leads projects related to business impact modeling of HR practices and strategic workforce planning. Dan’s consulting engagements have cut across multiple industries including healthcare, higher education, pharmaceuticals, finance, retail, technology, manufacturing, food service, utilities and government agencies.
Dan’s prior experience includes an executive management  position with a national talent management consulting firm and a tenure-track faculty position in the psychology department at the Illinois Institute of Technology.

Dan received his doctorate in I-O psychology from the Illinois Institute of Technology. His professional credits include publishing and presenting papers and workshops in the areas of compensation/reward systems, assessment and selection processes, legal defensibility of HR programs (selection, promotion, pay), HR analytic methodologies involving organizational climate, customer satisfaction/loyalty, and business outcomes, and the utility/ROI of HR programs. Dan recently co-authored a chapter on Web-based Assessments in the Oxford Handbook of Personnel Assessment and Selection (N. Schmitt, Ed., 2012). 

Joseph Kutter, Sr. Analyst, Talent Analytics, Sears Holdings Corporation
Joe is currently the Lead Talent Analytics Research Scientist at Sears Holdings Corporation. As an enterprise-wide business partner, he is tasked with deriving data-based insights to improve employee productivity, engagement, and retention. He also evaluates and guides HR initiatives to improve their impact on employees and value for employees. Finally, Mr. Kutter and his team creatively improve the talent analytics space with cutting-edge techniques, novel approaches to handling data, and synergistic external partnerships, for example, with Northwestern University.

Prior to working with Sears Holdings Corporation, Mr. Kutter earned a master’s in I/O psychology from Northern Illinois University (NIU). At the same time, he worked at NIU and Waubonsee Community College to improve student-related outcomes. He used advanced statistical techniques, such as predictive modelling, survival analysis, and multilevel modeling, to increase enrollment, retention, and the quality of student services.

Jason Averbook, CEO, Marcus Buckingham Company                                                                   Jason Averbook is recognized as one of the top thought leaders in the space of HR, workforce and enterprise technology.  He brings with him over 20 years of invaluable experience helping organizations resolve common business problems through the use of innovative solutions. As one CEO has said about Jason, “He just gets it and can put it into language that we get.”

He has been a contributor to Inc., Businessweek, Fortune, The Wall Street Journal, Forbes, CIO Magazine, HR Executive Online, Talent Management Magazine, NPR, SHRM, IHRIM and other well-known publications. He was named as one of the World’s 10 Most Powerful HR Technology Experts by HR Executive Magazine.

                               The Talent & Organization Effectiveness Interest Group is sponsored by




This program is approved for 1.5 credit hours toward PHR/SPHR/GPHR recertification through the HR Certification Institute (HRCI) as well as 1.5 professional development credits (PDC's) toward SHRM-CP and SHRM-SCP certification.