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Session Schedule
Wednesday, September 30, 2026
Time
Sessions & Speakers
9:00 – 9:05 a.m.
Welcome and Introduction
Tunji Oki, Netflix & Alexandra Dmytriw, ServiceNow (Co-Chairs)
9:05 – 9:30 a.m.
Opening Keynote
People Analytics, AI, and Performance Management
Herman Aguinis, The George Washington University
9:35 – 11:10 a.m.
Impact: Understanding Ways People Analytics Professionals Are Having Outsized Impact and Giving a Decisive Edge During a Critical Moment
Commitee Lead: Meisha-ann Martin, Workhuman
The Internal Product House: Why AI Transformation in HR Requires a New Organizational Model — Not a New Job Description
Victor Akosile, Cloudfare
Scaling Self-Service People Analytics with Embedded Learning and AI Assistance
Mike Spencer, NBCUniversal
From Signal to Strategy: Using Employee Listening to Drive Veteran Retention
Sean Cameron, USAA
The PROPEL™ Model: Predictive People Analytics for Organizational Productivity, Engagement & Learning
Mustaque Ali Channa, Pakistan Security Printing Corporation
11:15 a.m. – 12:00 p.m.
Poster & Coffee Break
12:05 – 12:50 p.m.
Interactive Sessions #1
Co-creating the Future of Work
Alexis Fink, Center for Effective Organizations
Investigating Causal Evidence in Observational Data
Keith McNulty, Citadel
Governing Agents in Flight: Control When Agents Act over Long horizons and Adapt as They Go
Jason Stanley, ServiceNow
Maintaining User Centricity while Pursuing Workforce Intelligence
Kristin Saboe, Google
12:50 – 2:05 p.m.
Lunch & Learn
Interactive sessions with sponsors
AI-Moderated Data Collection, In Practice: Savo & RHR on Scaling Deep Insight
Savo
Reimagining Employee Listening:
How AI Is Changing What We Can Ask, Analyze, and Understand
Remesh
2:10 – 2:55 p.m.
Interactive Sessions #2
AI for People Analytics: A Use-Case Tour with a Hands-On Deep Dive
Michael Bazigos, Columbia University & CultureShifts Consulting
Beyond Employee Data: Unlocking Talent Intelligence Through New Data Sources
Cole Napper, HRBench
Fork in the Road: Stress-Testing People Analytics Against Two AI Futures
Timothy Lisk, Meta
Metrics that Matter in the Age of AI
Colby Nesbitt, Netflix
2:55 – 3:10 p.m.
Poster & Coffee Break
3:10 – 4:50 p.m.
Influence: Big Influencing Wins and Tips and Strategies for Doing Fantastic Work That Influences Change
Committee Lead: Gloria Park, USU Center for Advanced Research for Military Optimization, Readiness, and Rehabilitation (ARMORR); Henry M. Jackson Foundation, Inc.
What Higher Ed Can Teach People Analytics About Stakeholder Complexity
Paul Tsagaroulis, University of Virginia and University of Houston
Lauren Dinnat, Louisiana Tech University
Joseph Frank, Washington University – St. Louis & University of Missouri, St. Louis
The Complexity Compass: A People Analytics Framework for Distinguishing Necessary Challenge from Unnecessary Friction
James Lamar Foster & Reese McGillie, Gates Foundation
From Evidence to Action: How people analytics are driving the future of Warfighter Performance Optimization in the United States Military
Theresa Jackson Santo, Warfighter Performance Optimization; Office of the Deputy Assistant Secretary of War for Safety and Occupational Health; Office of the Assistant Secretary of War for Readiness
Continuous Fitness Assessment
Andrea Aguirre, Senior Public Health Advisor, Holistic Health Approach and Total Force Fitness, Headquarters, United States Space Force
Christine Heit, HHA Team Lead, Holistic Health Approach and Total Force Fitness, Headquarters, United States Space Force
Adam Strang, Product Area Lead, 711th Human Performance Wing (711 HPW)/RHB, Air Force Research Laboratory
4:55– 5:00 p.m.
Closing Message
Tunji Oki, Netflix & Alexandra Dmytriw, ServiceNow (Co-Chairs)
5:00 – 6:00 p.m.
Reception
6:00 p.m. onward
Networking Event (Optional)
Thursday, October. 1, 2026
Time
Sessions & Speakers
7:00 - 8:00 a.m.
Breakfast
8:00 - 8:05 a.m.
Welcome Back
Tunji Oki, Netflix & Alexandra Dmytriw, ServiceNow (Co-Chairs)
8:05 – 9:35 a.m.
Integrity: Data Governance and Ethics in People Analytics
If You Can't Afford Mars: Navigating AI & Sustainability
Jelicia Ross, Pinterest
True Value: People Analytics, Valuations, and Corporate Governance
Ben Waber, Revelio Labs
Learning from Waze: Incentivizing Honest Participation and Data Sharing in People Analytics Systems
Kris Saling, IBR
Surveys and behavioral data: Supercharging people analytics insights and actions
Disha Rupayana, Bristol Myers Squibb
Nick Lobuglio, Bristol Myers Squibb
9:35 – 9:55 a.m.
Poster & Coffee Break
9:55 – 11:35 a.m.
Innovation: Novel Methods, Analyses, Tools, and Approaches to Solve Age Old Questions in People Analytics
Committee Lead: Kristin Saboe, Google
Data-Driven Method Insights Fueling Listening Product Development
Lamar Pierce, Washington University/Agency 150
AI Methodologies for Analyzing Social Platform Data
Kai Pak, Princeton University
Synthetic Data for Low-Resourced People Analytics Applications
Andrew Samo, RHR International
Building a Living Work Model: Integrating Skills, Tasks, Projects, and AI Agent Activity
Timothy Lisk, Meta
11:35 a.m. – 12:00 p.m.
Closing Keynote
Beyond the Dashboard: Connecting Analytics to Business through People
Angela Cheng-Cimini, Chief HR Officer, The Chronicle of Philanthropy
Post Consortium Workshops
Time
Workshops & Speakers
12:00 – 1:00 p.m.
Workshop Attendee Lunch
For Workshop Attendees Only
1:00 – 4:00 p.m.
Influencing with Data
Bill Yost, Netflix
Jennie Huang, Netflix
1:00 – 4:00 p.m.
Vibe Analytics
Rob Stilson, Lockheed Martin
- A laptop with admin rights (they'll be installing Python packages)
- Python 3.9 or newer
- VS Code with the Microsoft Python extension
- The workshop materials from github.com/RobStilson/analytics-skills (git clone or ZIP download), with the dependencies in requirements.txt installed
- An Anthropic API key (console.anthropic.com) with a small amount of credit loaded (about $5)
1:00 – 4:00 p.m.
From Risk to Ready: Embedding AI into People Analytics
Cari Miller, AI Procurement Lab
Rachel King, Vero AI
Poster Presenters
Poster Number
Poster Presenter
Affiliation
Poster Title
1
General Mills
Separating Signal from Noise: A Closed‑Form Framework for Interpreting HR Metric Change Amid Workforce Churn
This poster tackles a problem we face constantly but haven’t had a rigorous answer to: when we see a change in a “population-level” HR metric—like engagement, safety, or representation—how do we know whether it reflects a real shift in how the company is operating versus noise from normal churn and measurement error? We introduce a superpopulation framework that treats each workforce snapshot as one realization of an underlying data-generating process, and it derives a closed-form formula for the uncertainty around changes in the mean that explicitly incorporates churn and reliability of the metric.
2
University of Hartford
Operationalizing Intangible Workplace Experiences: Advancing DEI Measurements
Explore a practical framework that equips I/O psychologists to translate intangible workplace experiences into valid, actionable DEI survey measures that inform organizational change.
3
Meander Analytics
Operational Headcount Planning: Turning People Analytics into a Repeatable Decision System
Turning people analytics into a repeatable headcount decision system: Golden Roster measurement, flow-based capacity planning, and decision governance that survives reorgs, freezes, and Finance scrutiny.
4
APTMetrics
Recursive Affective Influence in Corporate Email Networks
This study uses the Enron email corpus to model how emotional tone spreads through workplace communication, estimating both direct sentiment response and downstream affective influence.
5
Southern New Hampshire University
Why Our People Data Ethics Policy Failed – and What it Taught Us About People Analytics Maturity
We set out to launch an employee data privacy and ethics program—and failed. This candid case study explores what that failure revealed about governance maturity, data literacy, and trust in People Analytics.
6
Vocentive, LLC
The AI Paradox: How Optimization May Undermine Meaningful Work in Helping Professions
We link critical incidents to longitudinal well-being and retention outcomes, testing whether AI task automation risks an iatrogenic effect — optimizing away the psychological rewards that sustain helping professions.
7
Colorado Judicial Branch
Before Advanced Analytics: Building the Infrastructure That Makes People Analytics Possible
Everyone wants advanced analytics. But what about the foundation? Explore lessons learned from using workforce reporting and engagement measurement as the building blocks of a sustainable people analytics capability.
8
Dropbox, Adobe, Adobe
People Analytics in the Age of AI: Measuring Workforce Transformation When Part of the Workforce isn’t Human
As AI increasingly contributes to organizational capacity, leaders face new questions about workforce planning, productivity, and performance. This poster highlights how People Analytics can help organizations measure and navigate workforce transformation in the age of AI.
9
USAA
No Slope to Stand On: What a Training Evaluation Taught Us About Measuring What Actually Matters.
Correlations, regressions, time-window refinements, propensity score matching, all flat. A leadership development evaluation produced its most valuable insights not from what the data showed, but from why it couldn't show anything at all.
10
USAA
No Slope to Stand On: What a Training Evaluation Taught Us About Measuring What Actually Matters.
Correlations, regressions, time-window refinements, propensity score matching, all flat. A leadership development evaluation produced its most valuable insights not from what the data showed, but from why it couldn't show anything at all.
12
Welliba
Building and Validating AI-Enabled Engagement Measurement from Passive Digital Signals
Can AI turn public digital signals into valid engagement measures — without surveys? This submission unpacks what worked, what failed, and what the validation data across 145 organizations revealed.
13
HumRRO
A Large-Scale Case Study on Using AI to Ceate Talent Profiles
This case study will highlight how the Global Hiring Science research team at Amazon cut development time of role profiles for assessment and talent management by 80% through a combination of AI/ML and human in the loop methods.
14
Psynet Group/Psybil
How Psychological Assessment Predicts Portfolio Manager Performance
15
Gates Foundation
Directionally Incorrect: People Analytics in an Age of Compounding Disruption
Many environmental disruptions are hitting organizations at once, not in sequence. Stop by for a research-grounded argument on what People Analytics teams must do differently.
16
Workhuman
Measuring Organizational Culture Through Alignment of Recognition Messages with Company Values: An LLM-Based Approach
This research details an LLM-based approach for evaluation of the degree of alignment between employee recognition messages and the pre-defined values selected for the recognition. Implications, and applications are discussed.
