Day 3- Tuesday, July 25th

7:30 AM - 8:10 AM Networking Breakfast | Book Signing by Tamar Elkeles & Pathgather

8:15 AM - 8:20 AM Chairperson's Opening Remarks

Morning Keynote

8:20 AM - 8:50 AM The Chief Talent Officer: The Evolving Role of the CLO

Tamar Elkeles, Former Chief Learning Officer, Qualcomm

The chief talent officer is a critical role in organizations today. The role of the chief learning officer has evolved beyond learning and development and become a broader talent role that is significantly affecting company success. Assessing, managing, and evaluating talent are essential skills for learning leaders and need to become part of any learning executive's portfolio. In this session, you will learn about the key strategies to becoming an effective chief talent officer, and how to evolve your L&D function into a talent function in your organization.

Key Takeaways:
  • Learn about the chief talent officer and how to add value to an organization in this new role
  • Develop strategies to elevate your learning role to a broader talent role in a company
  • Understand the C-level challenges and priorities for effective chief talent officers
  • Learn about the latest tools for managing talent in an organization


Tamar Elkeles

Former Chief Learning Officer

8:55 AM - 9:25 AM Business Meeting

9:25 AM - 9:55 AM Business Meeting

Plenary Session

10:00 AM - 10:30 AM CLO and the C-Suite: Changing Mind-sets to Promote a Global Learning Culture that Aligns with Business Goals

Fran Hansen, VP, Talent & Culture, Loblaw
CLO’s level of influence to create positive transformation in their organizations is dependent on the visible sponsorship their initiatives by the members of the c-suite; primarily the CEO. In fact, one of CLO’s most pressing drivers is ensuring that their learning initiatives drive business strategy and “make a difference where it matters most in the business.” The C-suite’s focus is on the success of the business strategy. Learning is viewed by the c-suite as the enabler of business objectives and transformation. Therefore, if alignment between learning and strategy is not immediate, then the work being done by LD leaders will not come under the C-suite’s radar.

At the same time, the CLO ideal is to embed a robust learning culture into an organization’s DNA; that will yield multiple benefits to the organization: a more agile and innovative workforce, enhanced productivity and performance, faster leadership development, amongst many others. However, fostering a learning culture is a long-term culture change project. Hence, the challenge remains; how to get the c-suite to lend their ears and support the CLO’s vision in the long run?

  • Speaking the language of the business: investing in market research and business analysis to present a talent development strategy to your fellow leaders
  • Getting to know the top goals that are most critical for the business
  • Implementing practical steps for using analytics to improve the evaluation of learning


Fran Hansen

VP, Talent & Culture

•Championing Women in Senior Leadership Roles: Gender Diversity Strategies
Moderated by: Dessalen Wood, VP Talent Development, Cineplex

•Up scaling High-Potential Leaders with Agility to Enhance Organizational Performance
Moderated by: Jeff Dionne, Director of Corporate Leaning & Organizational Development, St Joseph’s Hospital of Toronto

•Strengthening Coaching and Mentoring to Foster Purposeful Career Development
Moderated by: Robin Mahadeva, Head of Learning, Omers


Dessalen Wood

VP Talent Development

Robin Mahadeva

Head of Learning

Jeff Dione

Director, Corporate Learning & OD
St. Joseph’s Health Centre, Toronto

Snack and Learn- Closing Keynote

11:15 AM - 11:45 AM The Future of Work: Making it Easy for Employee to Grow in Their Careers

Gina Jeneroux, Head, BMO Learning Institute, BMO Financial Group
Organizations competing in today’s globalized, information-driven market face an increasingly high demand for agile talent development. Business plans and the need for talent to execute them change too often to rely on static, linear career paths. Couple these with changing employee expectations and a multi-generation workplace, and it adds up to a workforce more independently-minded than ever.

Forward thinking learning functions are altering their career path offerings to cater for a more diverse workforce planning, facilitating talent mobility, and empowering their employees to take the wheels of their career for rapid progress. This session will explore how CLOs can promote the integration of career pathing with business plans and at the same time enhance employee experience.

Topics include:
•Ensuring every talent management process is fed with the skills, knowledge and experiences needed by the business to execute on plans; defining and updating such key competencies on a regular basis
•Ensuring hiring managers have the skills to support and assist employees with career choices
•Implementing easy-to-use career management tools and resources


Gina Jeneroux

Head, BMO Learning Institute
BMO Financial Group
Strategic Partnerships and Aligning Learning with Business Objectives


Mona Malone

Chief Talent and Learning Officer
BMO Financial Group

Richard Rudderham

Chief Human Resources Officer
BMO Financial Group

Gina Jeneroux

Head, BMO Learning Institute
BMO Financial Group

12:25 PM - 12:40 PM Chairperson's Closing Remarks

12:45 PM - 12:45 PM Conclusion of the Exchange | Boxed Lunch Courtesy of BMO Financial Group