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Talent & Organization Effectiveness IG - Evolving Role of Human Resources
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Talent & Organization Effectiveness IG - Evolving Role of Human Resources

*FREE to HRMAC Members* How does HR co-create the organization’s strategic response to ever changing business conditions? SCHAUMBURG LOCATION

When: Friday, October 21, 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
United States
Contact: Lyndy Nierman

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The Evolving Role of Human Resources as the Organizational  Engineer 

What are the factors influencing these strategies? And what are the expected outcomes?

What are key lessons learned from organizations that have implemented these strategies? Did they achieve the expected outcomes?

How do the organizations maintain culture and employee engagement with these changes? 

How can HR enable leaders to lead in these changing business conditions? 

As the work world becomes more complex and global, the workforce and the way we work must continually adapt. How does HR co-create the organization’s strategic response to ever changing business conditions, whether that be virtual workforce, relocation to follow the talent, or flexible work arrangements?

Nick Allen,  Senior Manager, Performance Management, United Airlines 
Nick brings over 15 years of leadership experience and expertise specializing in implementing strategic talent and performance programs both specific to business units and across the enterprise. Many of these initiatives have become foundational programs for broader organizational change, most notably designing and implementing leadership development programs for high potential employees, designing and implementing a New Leader Acceleration Program, and leading the global rollout of a leadership fundamentals workshop to over 1,000 United leaders across 45+ countries.  In his current role, Nick is leading the effort of evolving United’s performance management program to be a more business-driven, strategic tool that elevates the performance of United.

Dianne Russo, Director of Talent Management, Allstate 
Dianne Ferrara Russo is an experienced leader, with over 25 years of experience in delivering results and developing people in Operations, Information Technology, Information Security, and Human Resources. Dianne has had senior manager and director roles with the Allstate Insurance Company since 1990, working for Allstate in New York, North Carolina, and Illinois.  She is currently the Director of Talent Management, leading a team to deliver the approach, models, and processes related to Allstate's people strategy. 
Dianne is also accountable for an enterprise culture shift effort, designed around the principles that define leadership at Allstate.  She sponsors the Learning and Development Marketing & Communications team and is a core member of a team which supports the strategy relative to the development of female senior leaders.  Dianne is also active with the Intrapreneurs @ Allstate, designed to encourage entrepreneurial thinking.  
Dianne has a Bachelor’s Degree in Merchandising/Purchasing from Bowling Green State University, has an Associate’s Degree from SUNY: Fashion Institute of Technology in Merchandising/Retail, is a graduate of the Kellogg Management Institute at Northwestern University, and has a Master’s in Business Administration, specializing in Organizational Behavior, from Lake Forest Graduate School of Management.  Dianne is certified in the Hogan Assessment and the Insights Discovery Assessment. 
As a member of the faculty at Lake Forest Graduate School, Dianne consults on projects and delivers training and development sessions, with a focus on leadership development topics such as coaching, organizational culture, and change agility.

Sabrina King, Chief of People Management, American Dental Association
Sabrina leads the Division of Human Resources and Organization Development for the American Dental Association (ADA). She and her team manage the full scope of HR services such as employee relations, and compensation and benefits as well as support the ADA’s strategic operating needs through long-range workforce planning and leading leadership and professional development. 
Prior to joining the ADA, Ms. King created and led a full-service Talent Development practice for TTX Company. TTX is a $1B privately held railcar asset owner/operator that has been recognized several times by the Chicago Tribune as one of the 100 Top Workplaces in Chicago. 
Creating initiatives that celebrate and capitalize on the ‘human’ side of human resources and contribute to higher business and community success is a personal passion for Ms. King. She has been a long-term active supporter of the i.c. stars organization, a community and leadership development organization for providing economically-disadvantaged young adults with access to careers in Information Technology. Currently serving as Chair of the Governance Committee to the Board of Directors. She has been a member of the Women’s Leadership Council for United Way of Metropolitan Chicago since 2013.
Ms. King received her bachelor’s degree in international government from Dartmouth College and her Masters degree in organizational behavior from J.L. Kellogg Business School at Northwestern University.

Jenny Finn, Senior Manager of Employee Experience, Solstice 
Jenny Finn is the Senior Manager of Employee Experience at Solstice, a digital solutions firm headquartered in Chicago. She graduated from Marquette University and has had careers in Education, Human Resources and Professional Development. Her priority is in bringing the employee’s career development to the center of the discussion. Her passion is in mentoring, training and employee satisfaction. Outside of Solstice, Jenny spends time with her husband and two sons in Chicago and enjoys cooking, reading and exploring new restaurants in the city with family and friends.


This program is pending approved for 2.0 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.