 Next Peer-to-Peer Roundtable: The Perfect Storm: The Impending Labour Shortage.
Industry Roundtable: Tuesday December 6th, 2007.
Discussion Theme: According to Canada’s Urban Futures Institute some 9.8 million baby boomers are approaching retirement. This retirement ‘tsunami’’ will affect organizations for the next decade or more. The impact on culture, consumerism, the work force and businesses will be profound. Experts say mandatory retirement laws & immigration will do little to stem the tide. What is the answer? How do we prepare?
Panelists:
- Honourable Sandra Pupatello, Minister of Trade Economic Development & Trade, Minister Responsible for Women’s Issues, Government of Ontario
Previously, under Ms. Pupatello’s leadership in education, high school students started to customize their education with new Specialist High Skills Majors. While U.S.-based manufacturers condemn the coming skills shortage in their country, Ontario has launched new government programs to boost access to higher education, invest in research facilities and expand apprenticeship programs – three supportive elements that are integral to manufacturers’ success that are being lauded south of the boarder.
- John Cardella, Executive V.P. & Chief People Officer, Ceridian Canada
Mr. Cardella’s responsibilities include managing all aspects of the company's HR function in Canada, the United Kingdom and International. He is responsible for creating and implementing leading-edge management techniques and HR practices that reinforce Ceridian's reputation as one of the best companies to work for in Canada. He also heads up Ceridian's Canadian HR Outsourcing business, including its Talent Acquisition Practice (C-TAP), and LifeWorks Employee Assistance Solutions.
- Robert Crow , VP, Industry, Government & University Relations, Research In Motion
Mr. Crow is responsible for RIM's global programs in market intelligence, public issue management, government programs, community relations and support of higher education. He also sits on a number of organizations advisory committees that have been created to addressing the issues of labour talent fulfillment in the country.
- Stephen Gould, Senior Vice-President of Human Resources, Purolator Courier
In this role, Mr. Gould has responsibility for all aspects of Human Resources including business strategy, organizational design, talent management and succession planning, performance management, compensation and benefits, pension, management development, operations training, and employee and labour relations. He is also responsible for Environment Health & Safety, Quality, Engineering and Facilities, and Corporate Communications, which includes employee communications, public affairs and corporate philanthropy.
- Chris Monahan, Director - Research & Planning Branch, Ministry of Training, Colleges & Universities
Mr. Monahan in his position has a lead role in research and planning in order to assist in the development of policy for labour market training and mobility. The ministry provides a network of community-based agencies funded to deliver skills training, employment preparation, literacy and basic skills services to youth and adults. It also represents Ontario in its negotiations with the federal government on training issues.
- Emma Pavlov, Vice President of Human Resources, University Health Network
Ms. Pavlov in her position manages the top hospital named in Maclean’s magazine’s ‘Top 100 Employers’ out of 60, 000 employers in Canada. This year was the fifth consecutive year for being named a Top 100 Employer. In a time of budgetary constraints and increased recruiting pressure from the U.S., UHN has continued to rank high with employees. UHN’s focus on developing leadership skills that enhance employee relationships and on recruitment and retention best practices have had a strong impact on its ranking success.
- Lynn Roger, VP, Talent Acquisition, Planning & Development, BMO Financial Group
Ms. Roger has developed an innovative employee relations call centre, and she has recently broken new ground in terms of leading change by introducing a collective approach and consistent methodology for the assessment of talent across the enterprise. In 2005, BMO won a Best Practice Award from Training magazine’s Top 100, for her team’s contribution to creating a stronger linkage between succession and leadership development. In her current role, she has the responsibility for establishing talent strategies, the bank’s talent programs including succession & leadership development, internal and external recruitment, workforce planning and board reporting.
Moderator: Stefan
Lialias, CEO, Direct Engagement Inc.
Who
should Attend?:
Healthcare professionals and private industry professionals
who wish to hear first hand and engage the leading decision makers in the
industry as to their views and interests to the desired direction and modeling
of the healthcare system in Ontario.
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