8:15 am Conference Registration & Networking

9:00 am Chair’s Welcome & Recap of Day One

9:10 am Panel Discussion: What Can We Do Differently to Develop High Functioning TA Teams & Truly Differentiate Our Biopharma Organization Within the Candidate-Led Talent Market in the US?

  • Gina Thomas Executive Director Talent Acquisition , Regeneron
  • Ryan Maglione SVP Global Commercial Talent Acquisition , Syneos Health
  • Elizabeth Arpino Director Talent Acquisition , Rubius Therapeutics

Synopsis

Questions will include:

• How can you build a talent intelligence function and what are the impacts of this on demand planning?
• How can we reduce reliance on external recruiters regardless of company size? How do you then have that
conversation with your organization’s decision makers?
• Which TA tech tools are worth smaller biotech organizations investing in where they might not have the
same budgets are large pharma?
• Are there any sustainable solutions to the compensation and job title inflation we are all battling?
• How can biopharma organizations truly differentiate themselves and compete in today’s tight talent
market? In particular how can you compete with technology organizations in the bay area?
• What are best practices for ensuring your TA processes, onboarding in particular, are scalable?
• How can we create diverse talent pools and support diverse candidates in growing their careers?
• How can having a well-established, built out early career pathways transform your impact in today’s
dynamic talent landscape?
Question & Answer Session Facilitated by the Chair

10:00 am Action: How Will You Now Invest in the Correct Tech Tools for Your Biopharma Organization to Optimize their Sourcing Capabilities?

Synopsis

Output Focused Action Session Facilitated by the Chair

10:30 am Networking Break

Building Strategic Pathways & Processes

Rethinking Demand & Succession Planning

11.00 Discover: Effectively Tackling Compensation Inflation & The Benefits Of Embedding Career Ladder Programs Very Early in Your Biotech Organization

• How can you embed detailed career ladders in early
stage biotechs to retain high quality candidates?
• Working with a non tradtiona head of HR to embed
company core values in all TA processes to better
engage candidates
• How Nkarta Therapeutics are carving their own path
and effectively dealing with compensation inflation by
utilizing their early career ladders to retain business
critical talent

Chris Castin, Head of Talent Acquisition & Total Rewards,
Nkarta Therapeutics

11.00 Discover: The Brand-New TA Thinking Being Utilized to Reimagine the ‘Buy Side’ of Succession Planning in Pharmaceutical Organizations

• Where retained searches take up lots of time, how can
we be more strategic about succession planning in life
sciences organizations?
• Identify external candidates that could be immediate
successors and cultivating relationships with them for up
to two or three years to reduce their time to hire and fill a
vacancy in the future
• How Takeda have developed an entirely new
development planning process that has resulted in being
able to immediately fill senior critical roles

Heather Sepulveda, Talent Acquisition Sourcing &
Branding Manager, Takeda

11.20 Discover: Redefining TA Team Structures & Processes to Increase Engagement Company Wide Whilst Undergoing Cultural Change as a Fast-Growing Biopharma Organization

• What can TA leaders do to build engagement when your
culture is going to shift as a fast-growing biopharma
organization?
• Best practices to effectively tackle high turnover rates
and get people productive quickly using data and
insights from candidates in pipeline to inform profiler of
candidates going forward
• How Arcadia Pharma are increase employee
engagement not just during onboarding but throughout
all TA processes and the whole company by combining
their TA and engagement teams

Ginny Deel, Head of Employee Experience and Talent
Acquisition, Acadia Pharmaceuticals

11.20 Discover: Formalizing the Biopharma TA Playbook on Demand Planning in 2022 & Beyond

• How can we better formalise the demand planning
process in pharma organizations in order to start
pipelining earlier and more effectively?
• Having a demand plan in place from the get-go to helps
the business early on by giving market insight enabling
pipelining to begin earlier
• How Bristol Myers Squibb have refined their demand
planning process, including taking into account turnover
and internal attrition, allowing the business better plan
for the next 3, 6 or even 12 months

Stephanie Steiff, Head of Talent, Bristol Myers Squibb

11.40 Develop: How are Leading TA Change Makers Redesigning Pathways & Processes to Compete in Today’s Tight Talent Market?

Question & Answer Session Facilitated by the Chair

Chris Castin, Head of Talent Acquisition & Total Rewards,
Nkarta Therapeutics
Ginny Deel, Head of Employee Experience and Talent
Acquisition, Acadia Pharmaceuticals

11.40 Develop: What More Can We Learn from Future-Focused TA Leaders on How to Future Proof Talent Pipelines?

Question & Answer Session Facilitated by the Chair

Heather Sepulveda, Talent Acquisition Sourcing &
Branding Manager, Takeda
Stephanie Steiff, Head of Talent, Bristol Myers Squibb

12.00 Action: What Will You Now do Differently to Reimagine your TA Capabilities to Better Compete in Today’s Tight Talent Market?

Output Focused Action Session Facilitated by the
Chair

12.00 Action: How Will You Take a More Effective, Future Focused Approach to Building Talent Pipelines?

Output Focused Action Session Facilitated by the
Chair

12.20 Lunch

Speed Learning

1:20 pm Speed Learning

Synopsis

In this quick-fire session, each table will be hosted by an HR leader who will share the secrets of their most
high-impact leap; you then get the opportunity to question the host before moving on to your next table.

Output Focused Action Session Facilitated by the Chair

What Are the Creative Solutions for Attracting Top Biopharma Talent When You Can’t Use Brand as a Differentiator?

Refining Your Executive Search Capabilities

How Can We Address the War for Talent in a Sustainable Manner to Quell Compensation Inflation? And What Tools Can We Use to Support Us in This Mission?

Effectively Differentiating Your Scaling Biopharma Organization & Attracting Top Talent Within Today’s Capital Market Considerations

2:20 pm Chair’s Closing Remarks & End of Conference Day Two