Session Details



Wednesday, April 6

11:00 a.m.11:45 a.m.

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Jason Warner


RecruitingDash LLC

Jason Warner led global talent acquisition for the Online Sales and Operations group at Google, reporting to Sheryl Sandberg. Prior to Google he led recruiting for Starbuck's North American Operations during the highest growth periods at the company. He is a frequent keynote speaker in the recruiting industry, noted industry thought leader, and has been featured in the New York Times and the national bestselling book, Mavericks at Work.

Candidate behaviors have changed dramatically, and leading organizations are adapting talent strategies to engage applicants in innovative ways, regardless of which ATS is used. Leveraging the latest thought-provoking data on candidate behavior and experience, along with lessons learned from the heart of Silicon Valley's War for Talent, this practical and engaging session delivers actionable insight to take back to your company to dramatically improve recruiting results.
About the speaker: Jason Warner led global talent acquisition for Sheryl Sandberg at Google. Before that he led recruitment for Starbucks North America.  He is a frequent keynote speaker in the recruiting industry and has been featured in The New York Times and the national bestselling book, Mavericks at Work.

12:00 p.m.12:45 p.m.

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Tom Lamarre

VP of Taleo Implementation Services


Tom LaMarre is VP of Taleo implementation services at HRchitect. With more than 17 years of experience in HR and HCM, LaMarre's industry knowledge is vast. During his eight-year tenure at HRchitect, he has led the team as the project manager, and been a functional and technical consultant for many of HRchitect's more than 400 Oracle Taleo implementations. He has deployed Oracle solutions in both phased and big bang rollouts at organizations around the globe including Best Buy, Convergys, Kindred Healthcare, Mary Kay, and T-Mobile.

Mary Kay is one of the largest direct-selling companies in the world. In order to continue to recruit and develop its large base of representatives, Mary Kay implemented Oracle HCM Cloud. It initially went live on the Oracle solution in the US, and after that was successful, Mary Kay and HRchitect partnered to implement recruiting and onboarding solutions in China and Brazil, in a phased global approach. This session explores the decision drivers that resulted in using Oracle HCM Cloud as a global recruiting system, as well as strategies and lessons learned from using existing configurations and processes to roll out to different global regions and meet local recruiting and onboarding requirements including activation of additional languages.

2:00 p.m.2:45 p.m.

Tara Owens

Sr. Director Talent Acquisition

MoneyGram International

Tara has over 20 years of experience leading Talent Aquisition teams. She has led teams throughout the US and now globally to help organizations in multiple sectors achieve their goals. Her passion for assessing talent has led her to lead teams to approaching talent pools differntly utilizing traditional and forward-thinking methodology. Currently, she is the Sr. Director of Talent Acquisition for MoneyGram International. Leading a team of recruiters supporting 42 countries.

Allison O'Brien

Consultant, Human Capital Management


Allison O’Brien is an Oracle Taleo Recruiting Cloud Service Certified Implementation Specialist with proven ability to solve complex business problems. She thrives in exceeding clients' expectations by listening and understanding their needs and finding solutions to meet and exceed their goals by providing best practice recommendations. She specializes in global implementations with integrations with Passport Partners and the Fusion module.

As it approached integrating a new HCM system, MoneyGram recognized the importance of having a fully integrated portal with recruiting and onboarding as the launch pad for accuracy. The implementation would be particularly challenging because of the structure of the MoneyGram organization: a company of only 2,800 employees geographically dispersed across 42 countries. The plan was to improve talent acquisition processes, provide exemplary internal and external customer functionality, and integrate systems and processes that had never been streamlined. In this session, learn how the company navigated the landscape of a global implementation and the story of its success.

3:00 p.m.3:45 p.m.

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Matt Charney

Executive Editor

Recruiting Daily

Matt Charney is the executive editor of Recruiting Daily, where he oversees all editorial content and strategy. He also serves on the advisory boards of many HR technology startups such as Clinch, Universum, Textio, and LifeGuides. Charney began his career as a corporate recruiter and has served in marketing leadership roles at several global HR tech companies.

This session explores the marketing fundamentals that HR pros need to know in order to build a communications strategy and effective brand both inside and outside of the organization. Attendees get a behind-the-scenes look at corporate marketing to see what it is really all about, what matters most for brand marketing, and how to effectively partner with marketing to achieve HR results. Topics include lead generation/nurturing, message creation and targeting, social media tools and tactics, content marketing, and engagement best practices.

Learning objectives include how to apply marketing fundamentals and best practices to the HR function and how to leverage your HR brand inside and outside of an organization through content, engagement, and campaign management.

4:15 p.m.5:00 p.m.

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Felipe Arancibia

Chief Human Resources Officer

CCU (Chile)

Felipe Arancibia (40) is the Corporate Human Resources Director and assumed this position on January 2014.

He started at the Company since 2002, holding various positions in Finance and Business Development. His last position was Manager of Corporate Finance and Investor Relations. Before this position was Corporate Finance Manager for Heineken International in Amsterdam and Development Manager for Heineken Brasil in Sao Paulo. Before this position was Manager of Planning and Finance in Embotelladora CCU.

He earned his degree in Business Administration at the University of Los Andes in Chile and participated in the Executive Master of Finance and a graduate of the Kellogg School of Management, Northwestern University and a diploma in Human Resources Ross School of Business at the University of Michigan.

He teaches part-time professorship New Business Evaluation at the University of Los Andes in Chile and a member of HR People & Strategy Network, and the Human Resources community Pepsi and Heineken in Latam.

Everyone knows that human capital management is a strategic imperative for every business. Managing your human resources efficiently and accurately is how HR helps the company’s bottom line. In this session, CCU, a multinational bottling company of Chilean origin, shares best practices and experiences with Oracle HCM solutions.

Thursday, April 7

9:00 a.m.9:45 a.m.

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Nagaraj Nadendla

GVP & GM, Oracle Talent Acquisition Cloud


Nagaraj Nadendla has over 26 years of experience as Product Development & Business executive, and as an individual contributor. He has extensive background in Talent Management, Customer Relationship Management, Supply chain and Retail domains, and deep technical background in Cloud Computing, Web Application Development and Analytics.

Employer branding has quickly become a key focus for Talent Acquisition departments. Join this session to learn more about what employer branding is all about, why it has become so critical to sourcing and recruiting, how to put together a brand strategy, and how to execute it with organizational best practices across a variety of channels using the latest technology and tools in the market.

10:45 a.m.11:30 a.m.

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Lindsay Stanton

Chief Client Officer


Lindsay Stanton is chief client officer for Digi-Me, a video technology company for talent acquisition that helps organizations add new dimension to their job and employment brand messaging. In her time with the company, she has facilitated relationships with 19 partners, including the largest recruitment advertising agencies, global recruitment process outsourcers, and staffing firms. These partnerships magnify the organization’s reach into the global Fortune 1,000.

The way we communicate has changed in the digital world. If you want to stay relevant, your talent acquisition strategy must change as well. Today’s job seeker is always on the go, with a mobile device in hand and constantly tuned into social media. Employee referrals by your brand advocates reduce the cost of recruitment and the number of employee turnovers. Equally important is the role that recruitment technology plays in data and metrics, which is necessary with today’s government regulations to keep compliant. Come to this session to learn how Oracle Cloud for Midsize can help you with all these recruitment initiatives. This presentation also includes real-world case studies.

11:45 a.m.12:30 p.m.

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Pamela Stroko

Vice President HCM Transformation


Pamela Stroko is a thought leader and practitioner in the HCM space. She consults with customers to help them translate their strategic goals into actionable reality, creating end to end solutions for talent management and core HR. Pamela has deep expertise in the employee experience value chain, from pre-hire to retire. She is a recognized thought leader, author, and speaker, presenting at several of the large industry events, connecting with HR and business leaders in North America.

Every year surveys tell us that more and more organizations are upgrading their human capital technology. Yet CEB reported that less than 1 in 3 organizations consider themselves to have an effective talent strategy, and less than 1 in 10 have a mature, integrated talent strategy. We are in a market where the US Bureau of Labor Statistics tells us we are approaching full employment, and we see predictions of unprecedented movement of talent. Attend this session to discover how, when it comes to attracting and retaining talent, innovating human capital technology can help.