What is the HR Innovation Roundtable?

A powerful closed-door workshop bringing together 35 HR executives from leading global
brands for intimate discussions about specific challenges and transferable solutions.

Agenda: Day 1

June 26th, 2024

2-2:15 PM | Arrival Reception

L’Oréal’s new U.S. headquarters is a “House of Brands” in Manhattan’s new Hudson Yards development. The space reflects L’Oréal’s roots in innovation and improves collaboration among multiple divisions and more than 30 iconic beauty brands. To reinforce the connectivity of the new office, the design team devised a dramatic architectural statement by connecting the floors with two three-story staircases.

Other aspects of the design responded to the highly specialized tasks undertaken at a cosmetics company, such as Virtual Reality Room where merchandising and marketing departments can simulate a real store setting. The office includes a number of employee perks such as a nail salon, company store, meditation and wellness rooms, café and juice bar, and a terrace.

2:15-3:15 PM | Welcome & Introductions

PanelistS:

A warm welcome from our Event hosts who will share a brief history of L’Oréals 113 year history (est. 1909). Join us on a fascinating journey of how Eugène Schueller, a young chemist with an entrepreneurial spirit, founded the company that was to become the L’Oréal Group. Learn how he forged the first link in what is still the DNA of L'Oréal: research and innovation in the service of Beauty. And discover how the #1 beauty company in the world is focused on inventing the future of beauty and becoming a Beauty Tech powerhouse and the role HR is playing in reinventing the Future of the Work and the impact this has on the business.

3:15-4:15 PM | Accelerating Innovation: Harnessing Technology in Research and Innovation at L'Oréal

SPEAKER:

With the declared ambition of becoming the number one Beauty Tech company, L’Oréal’s transformation programme was ramped up considerably in 2020. The Group is equipping itself to provide consumers with unmatched experience in terms of augmented products and services while helping its employees embrace new ways of working and interacting.

In order to accelerate the pace of innovation and strengthen the partnership with business, The HR function of L’Oréal has collaborated with the Technology teams to develop a specific programme known as the Tech Accelerator to use data science, user-experience (UX) design, platform expertise and technological engineering to build solutions adapted in real-time that can be deployed at scale with greater agility. Discover these products and the pivotal role HR & Leadership plays.

4:15-5:15 PM | The Role of Coaching in Developing Innovative Cultures

PanelistS:

By implementing human-centred leadership coaching at scale, you’re nurturing emerging and seasoned leaders to build teams who trust each other, and who lean into curiosity during times of uncertainty and change to enhance collaboration, foster innovation, and drive performance.

5:15-7:30 PM | Networking, Drinks & Evening Dinner

Get to know your esteemed peers over some hors d'oeuvre and deliciously prepared cocktails. We will then head up a few floors to La Café at 6 PM, L'Oreal’s exquisite private restaurant for a three-course evening dinner. Enjoy the relaxed atmosphere with stunning views of the Hudson river. Dine in the presence of your peers to learn, share and ponder over the key topics of what has taken place and the upcoming day.

Agenda: Day 2

June 27th, 2024

8-8:40 AM | Registration & Breakfast followed by Welcome Reception

PanelistS:

Join us nice and early to grab a tasty bite to eat and your daily dose of caffeine to set you up for a full on day of learning, sharing and innovating. At 8:30 hear a few words from our event MC (Donald), event host (Stéphane) and event partner (Will) on what to expect over the course of the day.

8:40-9:10 AM | People Experience at L'Oréal: The Beauty of Focusing on Moments That Really Matter To Employees

PanelistS:

With the volatility of world markets a major concern, and the disruptions of the past few years still fresh in memory, employees across the globe are pressing pause to reconsider the importance and role of work in their lives. From work-life balance and pay and benefits, to job security and value alignment, employees are questioning the fundamentals of the organizations they work for.

And they’ve come to one simple conclusion: it’s time to restructure their relationship with work, and develop more human-centric practices that enable them to not only survive, but thrive, in today’s world of work. Discover how L’Oréal is getting the sweet science of Employee Experience right by understanding and identifying the "moments that matter" to make sure time and resources are put where the ROI is the highest. 

9:10-10:20 AM | How Employee Experience is Propelling Workplace Transformation in 2023

PanelistS:

With the volatility of world markets a major concern, and the disruptions of the past few years still fresh in memory, employees across the globe are pressing pause to reconsider the importance and role of work in their lives. From work-life balance and pay and benefits, to job security and value alignment, employees are questioning the fundamentals of the organizations they work for.

And they’ve come to one simple conclusion: it’s time to restructure their relationship with work and develop more human-centric practices that enable them to not only survive, but thrive, in today’s world of work.

10:35-11:05 AM | Developing Talent to Build the Future of Beauty

PanelistS:

At L’Oréal the role of Human Resources has always been to support the Group’s growth and transformations, with one guiding light: the firm belief that, now and in the future, it is the company’s employees who really make things happen. That is why L’Oréal’s human and social approach has always been focused on the employee, with highly individualized management for each person, and with the strength of our team spirit underpinned by a strong policy of inclusiveness.

On the one hand, L’Oreal preserves and reinvigorates their traditional strengths and appeal for talented individuals: international careers, fast-tracking, the possibility of changing career paths, a culture of boldness – the Group is always ready to take bets for the right person – and a special focus on internal promotion.

On the other hand, L’Oréal must keep reinventing themselves to keep pace with a world that is rapidly changing pace. Linear careers are no longer the sole aspiration of the younger generations. The digital “big bang” is reshaping the world, creating new possibilities and forms of employment, and accelerating the war with our new competitors, the tech giants and start-ups, for the best talent.

11:05 AM-12:15 PM | Human-Centered Leadership: How to Create the New Social Contract Between Employees and Employers

PanelistS:

COVID-19 created a new paradigm for the way we work—and organizations across the globe are stepping back to redefine what work means for their employees and culture. There has never been a more urgent call for human-centered leadership. Leaders of the post-pandemic age must balance the organization’s needs with the needs of its employees, customers and community. The result? The ability to attract and retain top talent, foster productive and engaged employees and achieve sustainable and thriving businesses.

Being a human-centered leader in the new paradigm challenges us to be constantly attentive to the changing needs of our employees as well as the organizational goals we must achieve. Here are five actions that can help you and the leaders in your organization achieve balance and “do the right thing.”

The fundamentals around where you show up and how you show up, or the mindset you adopt to drive work forward, have changed. In a world where leaders exist at all levels, you must become an orchestrator. This entails cocreating value with your workers and teams, rallying people around an idea, and building influence. Those who are successful will do this to the benefit of the organization, the workforce, and society at large.

12:15 - 12:45 PM | Latest Research from Dave Ulrich: Human Capability for Stakeholder Value

SPEAKER:

Today, research on human capability has flourished (called people, predictive, or business analytics; evidence-based management; or business intelligence) with an abundance of research reported daily and monthly on an array of human capability topics. While the quantity of analytics has increased, we hope quality keeps pace.

We suggest nine criteria for evaluating analytics so that it has impact by separating valid insights from popular opinion. These include 1) Passes the relevance test. 2) Cites and builds on previous work. 3)Offers prescriptions by identifying independent and dependent variables. 4) Collects data with confidence by avoiding question biases. 5)Adopts the appropriate data collection method. 6) Relies on the latest statistical procedures to discover themes in data. 7) Shares data in a way that is easy to understand, that is interpretable, and in language that people relate to. 8) Inspires action. 9) Recognizes limitations and future studies.

1:45-3:05 PM | How to Unlock the Full Potential of the Workforce Ecosystem through Reskilling & Upskilling

PanelistS:

Organizations increasingly rely on nontraditional workers for skills and activities that are high-value and strategically important. Yet, their workforce strategies and practices are still designed for traditional workers. To unlock the full benefits of the entire workforce—which include improved business agility and scalability, expanded access to talent, and improved worker productivity and performance—you need to think of your workforce as an all-inclusive, boundaryless ecosystem, where different types of workers have different needs and make valuable contributions in different ways.

This requires workforce strategies, processes, systems, and programs that maximize the unique contributions of different worker types while supporting them all in a more consistent way.

3:20-4:40 PM | How to Balance Flexibility and Effectiveness in the Hybrid & Remote Workplace?

PanelistS:

The shift towards remote and hybrid work has presented unique challenges for new employees in the workforce, who have limited in-person exposure to organizational norms and practices. This has put managers in a difficult position as they strive to effectively implement company strategy while also providing purpose, flexibility, and career growth for their employees. Furthermore, remote workers may struggle to maintain a healthy work-life balance, lacking the physical boundary of the daily commute that traditionally separates work from personal time.

To overcome these challenges and support their employees, forward-thinking companies will break away from rigid schedules and embrace a more flexible approach. This can be achieved by offering greater schedule control, paid leave, and stability in work arrangements where we will begin to see our frontline employees enjoy some the same flexible beenfits as our knoweldge workers.. By doing so, organizations can ensure their workforce is engaged, satisfied, and equipped to succeed in this new era of work.

4:40-6 PM | Closing Remarks & Evening Drinks & Networking

SPEAKER:

The perfect opportunity to follow up on the great discussions during the day in a completely informal environment with your peers.

Apply to Attend

Please fill out your details in the form below.

We reserve the right to reject any registrations if your role is to provide HR services, products, or consultancy offerings.
The HR Leaders Innovation Roundtable is strictly reserved for Executive level HR Practitioners (both generalists & specialists).

Why Should You Attend the Innovation Roundtable?

Members

Hosted at U.S. Headquarters of L’Oréal at Hudson Yards, NYC

Still Have Questions?

We've answered a few FAQs to get you started.

Looking for an answer more specific? Email us at 📧 hello@hrleaders.co

A Few Pics from Around the world