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Build an Annual IT Talent Strategy

A strategic approach to enable the IT workforce.

  • Demand for technology-enabled IT services is steadily increasing while finding and retaining talent remains difficult.
  • IT leaders need to maintain and sustain a workforce that enables and accelerates the realization of organizational strategies.
  • Unfortunately, IT doesn’t have a great reputation for designing a positive employee experience, which correlates with overall organizational performance.
  • IT leaders are looking for clear achievable steps to improve performance.

Our Advice

Critical Insight

Talent strategy is not a set-it-and-forget-it exercise. Annually enhance your talent strategy across four key pillars – culture, organizational structure & roles, learning & development, and recruitment & retention – to drive organizational excellence and add value.

Impact and Result

Use Info-Tech’s approach to deliver business value by making the IT employee experience a strategic priority.


Build an Annual IT Talent Strategy Research & Tools

1. Build an Annual IT Talent Strategy Deck – A step-by-step document on assessing and refining your people-related strategies to align with business objectives to achieve excellence and drive technology innovation.

Use this deck to assess the factors that impact IT's ability to successfully meet its objectives. Focus on four key pillars to refine IT's people-related strategies, optimize effectiveness, and add value.

2. IT Talent Optimization Report – A professional, comprehensive template to help you build a clear, concise, and compelling IT talent strategy document.

Use this template to confidently and effectively communicate your IT talent strategy and initiatives plan.

3. IT Talent Strategy Workbook – A structured tool to help you prioritize IT talent strategy activities and build a roadmap to ensure success.

Use this tool to analyze, build, and document your intended talent-related activities and priorities and track accountability.

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Workshop: Build an Annual IT Talent Strategy

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Pre-Workshop: Gather Informative Inputs

The Purpose

Conduct diagnostics and gather information to uncover the needs of the organization and IT employees.

Key Benefits Achieved

Gain data-driven insights to inform your IT talent strategy build process. Ensure you make decisions based on recent information and avoid assumptions.

Activities

Outputs

1.1

Conduct the Management and Governance Diagnostic.

1.2

Conduct the IT Staffing Assessment.

1.3

Collect documents and information (e.g. strategy, objectives).

  • Data and information to inform decisions related to the IT talent strategy

Module 2: Establish the IT Talent Strategy Map

The Purpose

Analyze and review the results of diagnostics to determine their people-related impacts and organizational needs.

Key Benefits Achieved

Identify and document the goals and measures of your IT talent strategy based on the organizational context to build clear alignment.

Activities

Outputs

2.1

Review IT's strategic objectives.

2.2

Review IT Staffing Assessment results.

2.3

Review Management and Governance Diagnostic results.

2.4

Assess IT's current performance state.

2.5

Identify talent risks that will impact organizational goals.

  • IT-people-related impacts of business context
2.6

Identify IT talent goal statements and measures.

  • IT talent strategy goals and measures

Module 3: Focus on Culture and Structure

The Purpose

Dive deep into the first two key pillars of the IT talent strategy to identify strengths and opportunities for improvement.

Key Benefits Achieved

Determine how the IT management team will build and sustain the desired culture and optimize the organizational structure.

Activities

Outputs

3.1

Asses your current IT culture.

3.2

Write your desired IT culture statement.

  • IT culture statement
3.3

Identify behaviors that exhibit the desired culture.

  • Desired IT behaviors
3.4

Identify sustainment tactics.

  • IT culture sustainment and reinforcement plan
3.5

Review the current structure against the strategy and diagnostic results.

3.6

Identify organizational structure optimization initiatives.

  • IT organizational structure and initiatives list

Module 4: Focus on Learning, Recruitment, and Retention

The Purpose

Dive deep into the final two key pillars of the IT talent strategy to identify strengths and opportunities for improvement.

Key Benefits Achieved

Ensure the IT organization has the learning and development methods to develop critical IT skills. Define IT’s role in recruitment and retention.

Activities

Outputs

4.1

Prioritize skills needed for the IT organization.

  • Critical IT skills
4.2

Identify learning requirements of IT for prioritized skills.

4.3

Document methods for obtaining prioritized skills.

  • Learning methods
4.4

Optimize IT's role in the recruitment process.

  • IT's role in recruitment
4.5

Identify retention initiatives.

  • IT's role in retention

Module 5: Finalize the Roadmap

The Purpose

Complete your IT talent strategy by building a highly visual and compelling presentation that is customizable and executive-facing.

Key Benefits Achieved

Design a simple, appealing, and data-supported communication of your IT talent strategy for key partners.

Activities

Outputs

5.1

Prioritize initiatives.

5.2

Assign accountability and timelines.

5.3

Plan check-in cadence and annual strategy review.

  • IT talent strategy roadmap
  • IT talent strategy annual refinement process
5.4

Build the communication plan.

  • IT talent strategy communication plan
5.5

Finalize the IT talent strategy report.

  • IT Talent Optimization Report

Module 6: Post-Workshop: Next Steps and Wrap-Up

The Purpose

Finalize the IT talent strategy and set up any ongoing review that is needed.

Key Benefits Achieved

Create a critical initiatives plan that outlines how IT plans to enable an environment of excellence.

Activities

Outputs

6.1

Complete in-progress deliverables from the previous four days.

6.2

Finalize the IT talent strategy report.

  • IT talent strategy
  • IT talent strategy roadmap
6.3

Set up review time for workshop deliverables and to discuss next steps.


INFO~TECH RESEARCH GROUP

Build an Annual IT Talent Strategy

A strategic approach to enable the IT workforce.

EXECUTIVE BRIEF

Analyst perspective

Give your talent strategy the same intention you give your IT strategy.

When was the last time you asked your employees if they were satisfied with their job and if they have the skills they need to thrive? Effective people management requires you to keep these questions top of mind and use the answers to inform decisions.

It’s easy to bump up against the current people trends and buzzwords. Avoid that dead end and focus on what your company and employee data is telling you. Focus on continuous improvement and moving forward by creating an environment that enables people to reach their potential, be successful, and fulfill the organization’s needs.

Organizations spend a lot of time, energy, and money building organizational strategies without making sure they are set up to successfully fulfill them from a people perspective. Just like other strategies, you need to continuously refer to your IT talent strategy and reevaluate it on an annual basis at a minimum.

Understand the people on your team, your organizational systems, and the route to organizational excellence and performance.

Photo of Heather Leier-Murray, Research Director, CIO, Info-Tech Research Group.

Heather Leier-Murray
Research Director, CIO
Info-Tech Research Group

Executive summary

Your Challenge

Demand for technology-enabled IT services is steadily increasing while finding and retaining talent remains difficult.

  • IT leaders need to maintain and sustain a workforce that enables and accelerates the realization of organizational strategies.
  • Unfortunately, IT doesn’t have a great reputation for designing a positive employee experience, which correlates with overall organizational performance.

IT leaders are looking for clear, achievable steps to improve performance.

Common Obstacles

The ability for IT to acquire, retain, and develop critical skills is a legitimate IT risk.

  • A growing number of IT leaders do not have the right IT structure for their organizational objectives.
  • Talent-related changes feel unapproachable because they aren’t fully understood and behavior change is hard. It’s difficult to know where to start.

Conventional approaches fail because they look at factors separately and don’t have a formal approach to continuously improve talent-related activities.

Info-Tech’s Approach

Adapt your IT talent strategies to meet the demands on IT:

  • Treat your IT talent activities as strategic initiatives that add value.
  • Build an annual IT talent strategy focused on optimizing four key pillars: culture, organizational structure and roles, learning and development, and recruitment and retention.

Deliver value to the business by making the IT employee experience a strategic priority.

Info-Tech Insight

Talent strategy is not a set-it-and-forget-it exercise. Annually enhance your talent strategy across four key pillars – culture, organizational structure and roles, learning and development, and recruitment and retention – to drive organizational excellence and add value.

Employee expectations of employers are changing

People practices in IT can no longer take a back seat. Balancing organizational and employee needs is a priority.

91% of responding IT departments believe they either outright own or closely collaborate with HR on IT employee experience. (Source: Info-Tech Research Group, “IT Talent Trends 2024”)

However, only…

12% indicated that their IT organization is highly effective at designing a positive employee experience. (Source: Info-Tech Research Group, “IT Talent Trends 2024”)

This demonstrates that either what employers are doing in IT to impact the employee experience isn’t working or that employee expectations are changing more often than employers are adjusting their approaches.

Your challenge

Most IT departments lack the time and expertise to integrate their IT strategy, management expectations, and people management practices to operate effectively in an Exponential IT world. This is due to:

  • A lack of knowledge and expertise on the parts of both IT and HR about each other’s disciplines.
  • People-related decisions made based on intuition, assumption, and perception instead of data.
  • A lack of planning mechanisms and tools to assess the organizational context, which would illuminate underlying assumptions about IT’s people and people operations.
  • A tendency to take a reactive approach to people issues instead of a future-looking, proactive one that enables workforce excellence.

Not only are opportunities to advance business strategies and transform the organization missed but the employee experience is negatively impacted, leading to demotivation, disengagement, waste, and turnover.

Common obstacles

A lack of reflection and continuous improvement is further complicated by a range of internal and external factors:

  • Too many assumptions

    The root causes of problems are left undiscovered and buried, compounding year over year, creating talent gaps, issues with spans and layers, difficulties with talent attraction and retention, and undesirable behaviors.
  • Need to lead differently

    Traditional workplace structures and processes struggle to accommodate the new reality of the workforce: It is not monolithic but compiled of distinct individuals. You need to adjust how you lead based on that compilation.
  • Leadership gap

    Leaders at every level find it difficult to adapt to the new workforce dynamic and don’t feel like they have the skills or support to effectively lead and support employees.
  • IT’s recruitment role

    While HR owns recruitment, IT leaders play a critical role in managing the candidate experience and promoting the employer brand. IT Leaders need to prioritize their role in attraction, recruitment, and retention.
  • Misaligned culture

    Despite what many organizations want, their behaviors, reward and recognition practices, and performance management processes fail to nurture their desired cultures.

Info-Tech’s approach

Evaluate these four key pillars annually so your talent-related efforts in IT will be more effective:

  • Culture: Align talent practices that reinforce behaviors with the desired culture of the IT organization.
  • Organizational Structure and Roles: Determine the structural changes necessary to support optimal interactions.
  • Learning and Development: Define the skills that support organizational objectives and methods for obtaining those skills.
  • Recruitment and Retention: Ensure IT leaders participate in recruitment and identify the most impactful components for retention.

The Info-Tech difference:

  1. Build behaviors that support the desired culture and align at all levels.
  2. Ensure teams and individuals understand how to interact, collaborate, and make decisions.
  3. Integrate workplace practices with learning and development so the organization is investing in the right skills.
  4. Manage retention intentionally and actively participate in the recruitment process to build candidate relations.

Infographic titled 'Build an Annual IT Talent Strategy - Talent strategy is not a set-it-and-forget-it exercise.' There is a list of reasons to optimize your talent strategy, and steps 1-4: '1. Organizational Context', '2. Establish Goals and Metrics', '3. IT Talent Strategy Map', and '4/ IT Talent Strategy Roadmap'. The IT Talent Strategy Map step has a table with columns 'Culture', 'Organizational Structure & Roles', 'Learning & Development', and 'Recruitment & Retention', and rows 'Goal Statement', 'Core Measures', and 'Key Initiatives'. The table is surrounded by a 'In-Year Refinement' cycle of 'Plan, Perform, Monitor, Improve'.

Info-Tech’s methodology

1. Establish the IT talent strategy map

2. Align and sustain IT culture

3. Optimize the organizational structure and roles

4. Optimize learning and development

5. Optimize IT’s role in recruitment and retention

6. Develop your IT talent strategy roadmap

Phase Steps

  1. Assess IT organizational effectiveness
  2. Determine impact on talent
  3. Build the IT talent strategy map
  1. Review the IT culture
  2. Determine the IT culture sustainment plan
  1. Identify IT structure gaps and requirement updates
  2. Identify organizational structure optimization initiatives
  1. Identify critical skills
  2. Establish methods for learning and development
  1. Refine the IT recruitment process
  2. Identify retention priorities
  1. Establish the IT talent roadmap
  2. Build communication plan

Phase Outcomes

  • Talent strategy map
  • Success measures
  • IT culture statement
  • Culture sustainment plan
  • Optimized organizational structure
  • Work-practice optimization plan
  • Identification of critical IT skills
  • IT learning catalog
  • Learning initiatives plan
  • Refined recruitment process for IT
  • Retention action plan
  • Annual IT talent strategy roadmap
  • Communication plan

Insight summary

Talent strategy is not a set-it-and-forget-it exercise.

Annually enhance your IT talent strategies across four pillars – culture, organizational structure and roles, learning and development, and recruitment and retention – to drive organizational excellence and add value.

Name your desired culture, then actively live it and sustain it.

Defining the desired culture without identifying the behaviors that support it and planning how to sustainably reinforce it leads to misalignment at all levels.

Don’t greenfield your organization structure.

A full redesign of the IT organization is often unnecessary but sounds appealing and is used when a less invasive approach could be taken.

Don’t invest in the wrong skills.

The integration of learning and development practices with other workplace practices tends to be overlooked, so organizations end up investing in the wrong skills using ineffective learning mechanisms.

Avoid shiny object syndrome.

CIOs need to recognize the power of their people and stop chasing the perfect players as a measure to resolve deep-set issues. Instead, focus on creating an environment that enables success.

Adaptability is critical yet missing.

Adaptability is one of the most important components of every IT workforce trying to keep up with the pace of change – yet most IT organizations do not have it.

Blueprint deliverables

Each step of this blueprint is accompanied by supporting deliverables to help you accomplish your goals:

Key deliverable:

IT Talent Optimization Report Template

Use this report template to confidently communicate the outputs of this blueprint to executive leadership or (with a slimmed down version) the IT department.

Sample of the IT Talent Optimization Report Template deliverable.

IT Talent Strategy Workbook

Use this tool to analyze, build, and document your intended plans and priorities and track accountability.

Sample of the IT Talent Strategy Workbook deliverable.

Blueprint benefits

IT Benefits

  • Having a clear talent strategy helps reduce turnover and decreases the amount of time it takes to successfully hire a new employee in IT.
  • Building an IT talent strategy versus hiring a consultant to do it can save mid-sized IT organizations between $250,000 and $500,000.

Business Benefits

  • Vacant roles can cost more than $1,500 per day depending on the role. Save time and money by minimizing the time it takes to hire in IT and, more importantly, avoid missing strategic objectives due to vacancies.
  • IT talent management and culture will be aligned with the direction of the organization and focused on proactively adding value.
  • Ensure the organization’s IT department is prepared for the future of work.

Measure the value of this blueprint

Using Info-Tech resources to support the annual talent optimization efforts of your IT organization, you will experience significant benefits:

  • Clear assessment of staffing

    • Save approximately 25 days using Info-Tech’s IT Staffing Assessment.
    • Don’t spend time building and executing the assessment yourself.
  • Talent strategy in four days

    • On average it can take four to six months to build a talent strategy without Info-Tech’s resources.
    • Avoid consulting costs, which would be upwards of $500,000, to execute a talent strategy.
  • Reduced turnover and time to fill roles

    • Minimize time to hire and number of vacancies.
    • Vacant leadership roles cost on average $1,500 per day.

Other measures of successful talent strategy include:

Case study

Logo for Wyndham Hotels & Resorts.

INDUSTRY: Hospitality | SOURCE: Michael Mahar, SVP, Head of Technology & Digital Products at Wyndham Hotels & Resorts

Small shifts can have a big impact.

Digital Development and Support at Wyndham Hotels & Resorts (WHR) was struggling to meet the business’s speed-to-market demands. This prompted a review of the digital development and business teams to identify a stronger, more efficient operating model.

The transition to being product driven.

WHR merged product teams under one leader in IT, launched a Digital Factory, and developed product lifecycle metrics. These operational tweaks began to change the culture. WHR continued to review and refine via monthly continuous improvement meetings and started to work through their action plan focusing on day-to-day improvements.

Results

WHR implemented a continuous improvement model, sought out candid feedback from team members, and maintained an open mind, willing to make small shifts on an ongoing basis.

The operating changes paired with role clarity have made a huge impact on the communication and collaboration of the team; built trust at all levels, within the team and externally; and created an environment where everyone provides valuable feedback. In addition, the team has doubled their delivery of releases from the previous year and experienced success with acquisitions not stalling other projects.

Bar chart titled 'Successful Release Deliveries Pre- and Post-Initiative' comparing years 2022 and 2023, with the 2023 bar being twice as high on the graph.

Info-Tech offers various levels of support to best suit your needs

DIY Toolkit

Guided Implementation

Workshop

Executive & Technical Counseling

Consulting

“Our team has already made this critical project a priority, and we have the time and capability, but some guidance along the way would be helpful.” “Our team knows that we need to fix a process, but we need assistance to determine where to focus. Some check-ins along the way would help keep us on track.” “We need to hit the ground running and get this project kicked off immediately. Our team has the ability to take this over once we get a framework and strategy in place.” “Our team and processes are maturing; however, to expedite the journey we'll need a seasoned practitioner to coach and validate approaches, deliverables, and opportunities.” “Our team does not have the time or the knowledge to take this project on. We need assistance through the entirety of this project.”

Diagnostics and consistent frameworks are used throughout all five options.

Guided Implementation

A Guided Implementation (GI) is a series of calls with an Info-Tech analyst to help implement our best practices in your organization.

A typical GI is 8 to 12 calls over the course of 4 to 6 months.

What does a typical GI on this topic look like?

Phase 1

Phase 2

Phase 3

Phase 4

Phase 5

Phase 6

Call #1: Scope requirements, objectives, and specific challenges.

Call #2: Discuss organizational context and IT SWOT analysis implications.

Call #3: Assess current culture.

Call #4: Review desired behaviors and culture statement.

Call #5: Discuss changes that require organizational structure changes.

Call #6: Discuss responsibility and accountability mapping.

Call #7: Discuss IT trends impacting your critical IT skill gap.

Call #8: Review IT skills and discuss learning requirements.

Call #9: Discuss IT’s role in recruitment and retention.

Call #10: Review the retention action plan.

Call #11: Identify and prioritize overall improvements.

Call #12: Discuss report, communication plan, and strategy review cadence.

Workshop overview

Contact your account representative for more information.
workshops@infotech.com 1-888-670-8889

Pre-Workshop

Session 1

Session 2

Session 3

Session 4

Post-Workshop

Gather Informative Inputs

Establish the IT Talent Strategy Map

Focus on Culture and Structure

Focus on Learning, Recruitment, and Retention

Finalize the Roadmap

Next Steps and Wrap-Up (Offsite)

Activities

0.1 Conduct the Management and Governance Diagnostic.

0.2 Conduct the IT Staffing Assessment.

0.3 Collect documents and information (e.g. strategy, objectives).

1.1 Review IT’s strategic objectives.

1.2 Review IT Staffing Assessment results.

1.3 Review Management and Governance Diagnostic results.

1.4 Assess IT’s current performance state.

1.5 Identify talent risks that will impact organizational goals.

1.6 Identify IT talent goal statements and measures.

2.1 Assess your current IT culture.

2.2 Write your desired IT culture statement.

2.3 Identify desired behaviors that exhibit the culture.

2.4 Identify sustainment tactics.

2.5 Review the current structure against the strategy and diagnostics results.

2.6 Identify organizational structure optimization initiatives.

3.1 Prioritize skills needed for the IT organization.

3.2 Identify learning requirements of IT for prioritized skills.

3.3 Document methods for obtaining prioritized skills.

3.4 Optimize IT’s role in the recruitment process.

3.5 Identify retention initiatives.

4.1 Prioritize initiatives.

4.2 Assign accountability and timelines.

4.3 Plan check-in cadence and annual strategy review.

4.4 Build the communication plan.

4.5 Finalize the IT talent strategy report.

5.1 Complete in-progress deliverables from previous four days.

5.2 Finalize the IT talent strategy report.

5.3 Set up review time for workshop deliverables and to discuss next steps.

Deliverables

  • Data and information to inform decisions related to the IT talent strategy
  • IT people-related impacts due to business context
  • IT talent strategy goals and measures
  • Desired IT behaviors
  • IT culture sustainment and reinforcement plan
  • IT organization structure and initiatives list
  • Critical IT skills
  • Learning methods
  • IT’s role in recruitment and retention
  • IT talent strategy roadmap
  • IT talent strategy communication plan
  • IT talent strategy annual refinement process
  • Completed IT talent optimization report
  • Completed IT talent strategy
  • IT talent strategy roadmap

Build an Annual IT Talent Strategy

Phase 1

Establish the IT talent strategy map

Phase 1

Phase 2

Phase 3

Phase 4

Phase 5

Phase 6

1.1 Assess IT organizational effectiveness

1.2 Determine impact on talent

1.3 Build the IT talent strategy

2.1 Review the IT culture

2.2 Determine the IT culture sustainment plan

3.1 Identify IT structure gaps and requirement updates

3.2 Identify organizational structure optimization initiatives

4.1 Identify critical skills

4.2 Establish methods for learning and development

5.1 Refine the IT recruitment process

5.2 Identify retention priorities

6.1 Establish the IT talent strategy roadmap

6.2 Build communication plan

This phase will walk you through the following activities:

  • Assess IT’s current performance state
  • Analyze IT talent management effectiveness
  • Identify talent risks that will impact organizational goals
  • Write IT talent goal statements
  • Identify success measures

This phase involves the following participants:

  • CIO
  • IT leaders
  • HR business partner

Key elements of the IT talent strategy

The IT talent management strategy flows from high-level key pillars to more concrete outcomes and specific initiatives needed to achieve the key pillars.

Key Pillars

Directional statements about the future of the workforce in IT. Four critical pillars are identified for IT to focus on to achieve the greatest value:

  • Culture
  • Structure & Roles
  • Learning & Development
  • Recruitment & Retention

Outcomes

Items IT will change within the strategy timeline.

Initiatives

Specific deliverables needed for IT to support organizational excellence, add value, and internally improve the IT employee experience.

Info-Tech Insight

Talent-related activities are often considered time-consuming and repetitive. This is because we wait too long to find the root causes of an issue and think a complete overhaul is necessary when a continuous improvement approach with information custom to IT would be superior.

webinar status icon

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Build an Annual IT Talent Strategy

Check back soon to watch this webinar on demand.

speaker 1

Carlene
McCubbin

Info-Tech Research Group

speaker 2

Heather
Leier-Murray

Info-Tech Research Group

A strategic approach to enable the IT workforce.

About Info-Tech

Info-Tech Research Group is the world’s fastest-growing information technology research and advisory company, proudly serving over 30,000 IT professionals.

We produce unbiased and highly relevant research to help CIOs and IT leaders make strategic, timely, and well-informed decisions. We partner closely with IT teams to provide everything they need, from actionable tools to analyst guidance, ensuring they deliver measurable results for their organizations.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your IT problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 6-phase advisory process. You'll receive 12 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Establish the IT Talent Strategy
  • Call 1: ​Scope requirements, objectives, and specific challenges.
  • Call 2: Discuss organizational context and IT SWOT analysis implications.

Guided Implementation 2: Align and Sustain IT Culture
  • Call 1: Assess current culture.
  • Call 2: Review desired behaviors and culture statement.

Guided Implementation 3: Optimize the Organizational Structure and Roles
  • Call 1: Discuss changes that require organizational structure changes.
  • Call 2: Discuss responsibility and accountability mapping.

Guided Implementation 4: Optimize Learning and Development
  • Call 1: Discuss IT trends impacting your critical IT skill gap.
  • Call 2: Review IT skills and discuss learning requirements.

Guided Implementation 5: Optimize IT's Role in Recruitment and Retention
  • Call 1: Discuss IT's role in recruitment and retention.
  • Call 2: Review the retention action plan.

Guided Implementation 6: Develop Your IT Talent Strategy Roadmap
  • Call 1: Identify and prioritize overall improvements.
  • Call 2: Discuss report, communication plan, and strategy review cadence.

Author

Heather Leier-Murray

Contributors

  • Karla Kochan, MBA, CPO/Director of People Services, City of Medicine Hat
  • Michael Mahar, SVP, Head of Technology & Digital Products, Wyndham Hotels & Resorts
  • Dr. Jennifer Nichols, SPHR, IT Resource Planning Project Manager, Office of the Chief Information Officer, Bureau of Worker’s Compensation, State of Ohio
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