DAY TWO
8.00 am Registration & Check In
Developing Our Leaders
9:00 am Discover: Building a People-First Leadership Program at MannKind for the Future
Synopsis
- How can we cultivate leaders who prioritize a people-first mindset and foster a culture of trust and respect in the workplace?
- Offer an agile, adaptable, and personalized high-performance learning experience, including self-directed learning, personal coaching, and HR teamwork workshops?
- How MannKind are building capabilities on leading self, leading teams, and leading organization, aiming to enhance business growth and promote a culture of candor, inclusion, and accountability?
9:20 am Discover: Discover: Building a High-Performing Culture Through Collaborative Leadership Development
Synopsis
- How BioTissue is defining and embedding a shared vision of great leadership across the organization
- BioTissue’s newly-launched BioTissue Leadership Academy which is driving alignment, accountability, and a measurable impact on delivering a best-in-class leadership experience to all employees
- The development and embedding of BioTissue’s Leadership Commitments that are used to set a consistent standard across BioTissue for what great leadership looks like
9:40 am Develop: How Else Can We Create Reliable Leadership for the Future?
Synopsis
Question & Answer Session Facilitated by the Focus Day Chair
10.00 am Speed Networking Break
TRACK A – Dedicated Content for Organizations Who are Currently Scaling Their Operations or in Hypergrowth Mode
Perfecting Performance Management to Enhance Productivity
11:00 am Discover: Shifting Performance Management to Drive Growth & Development
Synopsis
- How can we shift from ratings to actual growth and invest in employee potential?
- Put the emphasis on both “what” and “how” in performance discussions, and the measures taken to track the impact through engagement surveys and ongoing feedback
- Discover how BeiGene transformed its traditional performance management system, focusing on employee development by aligning reviews with company values, global competencies, and personalized goals
11:20 am Discover: Integrating Culture & Performance: A New Approach to Employee Reviews
Synopsis
- How can incorporating a company culture performance score into reviews, compensation, stabilize, and reinforce the focus on a values-based workplace?
- Explore the use of guiding principles to holistically assess employee performance alongside job-specific goals
- Understand Twist Bioscience’s new performance review process, where qualitative employee feedback pairs with structured quantitative ratings, and see how it drives consistent developmental conversations and aligns compensation decisions with company values
11:40 am Develop: How Else Can We Improve Our Performance Management Processes?
Synopsis
With 82% of HR leaders in Life Science acknowledging that current performance management systems are not meeting primary objectives, coupled with ambiguous productivity benchmarks in the pre-commercial stages, HR leaders need to prioritize redefining their performance management strategy.
Q&A session designed to help you understand the ‘how’.
12:00 pm Action: How Are You Going to Refine Your Performance Management Strategy to Boost Productivity?
Synopsis
- How frequently are companies conducting performance reviews?
- How can we measure productivity for our staff, what is reasonable expectation regarding research and discovery, when we don’t have external pressures from clients?
- How can we cascade our goals to the whole company so that our employees appreciate our mission and are self-motivated?
- How can we increase the productivity of our manufacturing teams by reducing turnover, L&D time etc.?
Roundtable discussion to create an action plan for you to take back to your organization
TRACK B – Dedicated Content for Organizations Who are Currently Stabilizing, Right-Sizing or Have Finished Periods of Hypergrowth
Developing Our Staff to Fill Skills Gaps from Rapid Growth
11:00 am Discover: Holistic Career Development Planning Frameworks
Synopsis
- How can we ensure career conversations are productive and in line with company culture?
- Develop a holistic career development map for employees
- How Altos have created a ‘Life at Altos’ career program, which defines development criteria and career stages, sets expectations and sets the foundation for valuable career conversations
11:20 am Discover: Empowering Middle Managers: A Case Study in Leadership Development Abstract
Synopsis
- How can we empower our middle managers to truly help them be autonomous in their role?
- Explore the outcomes of the 18-month program, including promotions, insights into managerial support needs, and valuable data on attrition, belonging, and leadership effectiveness
- Discover how Invitae Corp’s middle management leadership program focuses on essential skills like giving and receiving feedback, paving the way for growth and advancement
11:40 am Develop: How Else Can We Fill Skills Gaps in our Organization?
Synopsis
During periods of rapid growth, organizations may develop various gaps in certain management areas. HR leaders looking to stabilize their organizations need to iron out these creases with a definitive learning and development plan in order to keep employees engaged and bought into their mission.
Q&A session designed to help you understand the ‘how’.
12:00 pm Action: How Are You Going to Continue to Develop Your Staff While Balancing the Business Need for Promotions?
Synopsis
- How can we close the middle management skills gap, when we have scaled so quickly?
- How can we make becoming a manager more than just an ‘add on’, how can we support these employees with their new responsibilities?
- How can we provide the capabilities and resources to support our managers independence? How are others making sure that their leaders have these resources available when needed?
- What is the taxonomy of this, how are organizations issued, and resources organized?
- How can we provide the structure and training to our first line managers? How do you build out L&D for these employees?
- How can we carve out the time and space to make sure that our leaders are fully engaging in these sessions? How can we weave this into the day to day of the business?
- What are people’s experiences with running this virtually, hybrid, or in person?
- Can we implement mentoring or sponsorship in smaller companies, how has this worked for others?
- How can we develop our own HR teams so that they are more effective and cover more territory?
Roundtable discussion to create an action plan for you to take back to your organization.
12.20 pm Lunch
1:20 pm Speed Learning:
Synopsis
In this quick-fire session, each table will be hosted by a HR leader who will share the secrets of their most high-impact LEAP; you will then get the opportunity to question the host before moving on to your next table.
Table 1: Executive Influence
Yvonne Gehring
SVP, HR & Operations Human Resources
Arcus Biosciences
Table 2: Employee Engagement
Nick Perez
Human Resources Business Partner
Slingshot Biosciences
Table 3: Building a Biotech Fit for Purpose
Betsy Vaughn
Vice President - Talent & Culture
Autobahn Therapeutics
Table 4: Constructing an Authentic & Transparent Culture
Loretta Hillberry
VP, HR
Triple Ring Technologies
Table 5: Creating a Soft Skill Development Program
August Wager
Human Resources Generalist
Vaxart
Table 6: Enhancing Employee Recognition Practises
Rebecca Busch
Executive Director, Employee Engagement, Culture & Learning
Revolution Medicines
Table 7: Enhancing Belonging in Life Sciences
Tory Martinez
Head of Human Resources
BioMarin Pharmaceutical