Chris Long

London Business School

Digital Transformation  -  People Operations  -  Workforce Intelligence  -  Advisor

Greater Sydney Area

CONSULTING -Through collaboration across all areas of the business, I help drive consistency in structure, capability and approach to strategic workforce planning.
Modern and systemic approach to mobility, addressing workforce challenges and developing capability uplift to leverage existing organisational capability and knowledge.
Combining strategy, data, business insights and technology, and knowledge and skills to develop services and practical frameworks and processes to help organisations improve people management decisions and control costs.
Helping design organisations to link their business strategy to advance analytical techniques to improve overall performance.

ADVISORY -Guiding cross-functional partners to understand their talent market research needs and translate them into scoped deliverables. Design business, product, and industry research to form data-driven talent strategies by developing insights, that influence action, drives decision making, by applying data/research findings to support the right outcomes for business leaders.
Advising on best practices and market trends, to bring understanding on how analysis of complex organisational and people data unlocks insights that directly address talent challenges and business objectives. Through effective engagement with business leaders in such a way that the data/insights result in improved decision-making and enhanced business outcomes.

RESEARCH -Through partnering with business leaders I help shape out how HR Technology fits into your overall business strategy and support people leaders in the outcomes.
Designing HR Technology roadmaps to deliver rapid business expansion and ensure efficient operating processes. Collaborating with cross-functional partner teams to shape how HR Technology supports their priorities through needs assessments, evaluation and selection, helping create clients HR Technology strategy that adapts to rapidly evolving business environments.

Elev8

Founder

Part of the team of TA/HR/Tech experts from around Asia as a Startup Mentor to the latest and greatest startups in the HR Tech & Future of Workspace.
We provide a structured programme for the region's highest potential HR Tech startups to gain hands-on advice, access to real clients and investment to drive their growth and the next wave of workplace productivity.

Workplace Accelerator

Advisor

The Resourcing Leaders is a leading peer network for senior in-house resourcing leaders. Committed to creating positive change in the world of resourcing, the RL100 Core & the extended Resourcing Leaders Community and the Accelerator Programme aims to elevate the standard of resourcing at all levels and raise the profile of resourcing as a profession.

The Recruitment Events Co.

RL100 APAC Chair

The SourceCon Technology Advisory Committee is a membership of 15 innovators and influencers in sourcing and recruitment that meet regularly to discuss, learn and share new technology in the HR and recruitment industry. The Technology Advisory Committee is a subcommittee of our SourceCon Advisory Committee. The general purpose of the Technology Advisory Committee is to serve as a liaison between SourceCon community members, sourcers, recruitment leaders and technology companies that help drive our daily tasks. I help technology companies, help individuals and organizations identify new and better technology, and to work with technology companies to improve their services and technology.

SourceCon

Technology Advisory APAC Chair

Through speaking at Global Events we know the pain points TA leaders are pondering on, and what the reality of their talent strategies looks like. Hence understanding which products will actually solve a problem, current and future pain points in strategies for Talent Attraction, Management & Operations.

We create events, workshops, training sessions that help take learning to the next level through interactive and fun ways that keep attendees returning time and again.

Talentria

In-demand speaker, who is highly sought after for the innovative and results-driven approach to Talent Operations and Technology. Available for Keynote, Speaker, EMCEE, Panelist, Fireside, Moderator, Webinar, Podcast or Workshop sessions.

Previous Engagements:

Speaker - Global TA Day - Virtual
Podcast - The Talent Intelligence Collective - Virtual
Podcast - TAPod - Virtual
Speaker - PAFOW Summit - Virtual
Panelist - Talent42 - Virtual
Speaker - TA Global Gathering - Virtual
Speaker - Global TA Day - Virtual
Speaker - RECFest OneWorld - Virtual
Speaker - Hiring Success - San Fransico
Speaker - TalenNet - Dallas
Speaker – HRTechFest – Sydney
Panelist – HRTechFest - Sydney
Speaker – UNLEASH – Paris x 2
Panelist – UNLEASH – Paris
Fireside - RecFest - Melbourne
Workshop – ATC - Sydney
Speaker – UNLEASH - Las Vegas
Panelist – UNLEASH – Las Vegas
Speaker – UNLEASH - London
Keynote – ONCORE - Sydney
Speaker - UNLEASH - Amsterdam
Keynote - SOURCECON	 - Budapest
Keynote – RHUB – Auckland x 2
Speaker – RHUB - Auckland
Keynote – SOSUAU – Sydney x 2
Speaker – SOSUAU - Sydney
Keynote – SOSUNZ – Auckland x 2
Keynote - Innovation Summit - Sydney
Speaker – SOSUASIA - Singapore
Keynote - Future Leaders Summit - Melbourne
Keynote -  TA Summit - Melbourne
Speaker – HRTechX - Sydney
Speaker – SSTC - Sydney

thisischrislong

Speaker

Develop a methodology for incubating external talent, driving an interview-ready pool of qualified diverse talent through proactive attraction and sourcing to define future talent trends

Scope, evaluate and drive Talent Intelligence processes and methods, including predictive analytics to measure impact and costs to address gaps. Building reports and dashboards for predictability and process improvements from requisition to hire

Secure Code Warrior

Program Lead, Talent Acquisition

Scope, evaluate and develop Talent Intelligence processes and methods, including predictive analytics to measure impact and costs to address gaps. Building reports and dashboards for predictability and process improvements from requisition to hire

Deliver a methodology for incubating external talent, driving an interview-ready pool of qualified diverse talent through proactive attraction and sourcing to define future talent trends

carsales.com.au

Design and implement large scale global recruiting transformation initiatives, not limited to Employer Branding, EVP, systems implementation, process redesign, interview frameworks, D&I initiatives, attraction strategy, and hiring data optimisation

Scope, evaluate and drive Talent Intelligence processes and methods, including predictive analytics to measure impact and costs to address gaps. Building reports and dashboards for predictability and process improvements from requisition to hire

Deliver a methodology for incubating external talent, driving an interview-ready pool of qualified diverse talent through proactive attraction and sourcing to define future talent trends

Typeform

Design and build large scale recruiting transformation initiatives, not limited to Employer Branding, EVP, systems implementation, process redesign, interview frameworks, D&I initiatives, attraction strategy, and hiring data optimisation

Develop a methodology for incubating external talent, driving an interview-ready pool of qualified diverse talent through proactive attraction and sourcing to define future talent trends

Scope, evaluate and drive Talent Intelligence processes and methods, including predictive analytics to measure impact and costs to address gaps. Building reports and dashboards for predictability and process improvements from requisition to hire

REA Group

Atlassian

Scope, evaluate and drive Talent Intelligence processes and methods, including predictive analytics to measure impact and costs to address gaps. Building reports and dashboards for predictability and process improvements from requisition to hire

Design and implement recruiting transformation initiatives, not limited to Employer Branding, EVP, systems implementation, process redesign, interview frameworks, D&I initiatives, attraction strategy, and hiring data optimisation

Deliver a methodology for incubating external talent, driving an interview-ready pool of qualified diverse talent through proactive attraction and sourcing to define future talent trends

THE ICONIC

SafetyCulture

Design and implement large scale global recruiting transformation initiatives, not limited to Employer Branding, EVP, systems implementation, process redesign, interview frameworks, D&I initiatives, attraction strategy, and hiring data optimisation

Deliver a methodology for incubating external talent, driving an interview-ready pool of qualified diverse talent through proactive attraction and sourcing to define future talent trends

Scope, evaluate and drive Talent Intelligence processes and methods, including predictive analytics to measure impact and costs to address gaps. Building reports and dashboards for predictability and process improvements from requisition to hire

Squiz

Deliver a methodology for incubating external talent, driving an interview-ready pool of qualified diverse talent through proactive attraction and sourcing to define future talent trends

Scope, evaluate and drive Talent Intelligence processes and methods, including predictive analytics to measure impact and costs to address gaps. Building reports and dashboards for predictability and process improvements from requisition to hire

Zip Co

Deliver a methodology ​for incubating external talent, driving an interview-ready pool of qualified diverse talent through proactive attraction and sourcing to define future talent trends

Design and Implement large scale global recruiting transformation initiatives, not limited to Employer Branding, EVP, systems implementation, process redesign, interview frameworks, D&I initiatives, attraction strategy, and hiring data optimisation.

Scope, evaluate and drive Talent Intelligence processes and methods, including predictive analytics to measure impact and costs to address gaps. Building reports and dashboards for predictability and process improvements from requisition to hire.

CLIENTS; Atlassian, REA, Typeform, SafetyCulture, THE ICONIC, Carsales, ZIP, SQUIZ, Secure Code Warrior

Preacta

Head of Global Talent Solutions

HR Open Source is a not-for-profit global community of HR and recruiting practitioners driving innovation through collaboration. Membership is free, and provides unlimited access to case studies, resources, and templates to help prepare practitioners and their companies for the future of work.

HR Open Source (#HROS)

Board

Sydney Metro
Designed, built, and implemented​ a Talent & Culture Program for People Strategy, Talent Management, and Talent Acquisition model.

Created and implemented​ innovative solutions on Organizational Design, Workforce & Succession Planning, resource allocation, skills assessment, and development.

Built scalable, variable resource models​ to flex with business demands, and achieve business objectives.

Designed and delivered​ WFM Solution implementation to enhance business functionality and increase overall performance.

Mapped business requirements​, streamlined processes, drove adoption of new Talent products, policies, enhancements, and features.

Transport for NSW

Senior Manager Workforce Strategy and Analytics

WestConnex
Developed and delivered​ effective Talent programs that drove business results by increasing Organisational Efficiency and Effectiveness.

Lead project teams on enterprise restructure efforts,​ providing business solutions focused on Organisational Effectiveness, Workforce Planning, and Talent Management programs.

Managed Strategic People Strategy,​ creating connectivity, transparency, and sequencing between group initiatives and divisional plans through an integrated program governance.

Designed and implemented current and future People and WFM Systems and programs to streamline processes and ensure Operational Efficiency and spearheaded effectiveness reviews to improve people and business operations.

Program Manager Workforce Planning

There's a lot of talk at the moment about contingent workers and the on-demand economy. At Adepto, we are doing something about it. We work with innovative business leaders to help them realise the potential of their dynamic workforce by making the most of their key talent pools (employees, strategic partners and contractors). We know that companies who choose to distinguish themselves in the market through the way they engage their people hold an enviable position on two fronts - happier customers and better financial performance.

Adepto

Talent Strategy Reform - Technology
- Build Talent Strategy, roadmap, and execution plan that ties to the business objectives and roadmap, determining organisational design for the talent function to meet business needs
- Develop, implement, influence and drive adoption of end-to-end hiring plans and staffing solutions aligned to the business needs
- Define an integrated Talent Strategy that ensures a focus on diversity and inclusion that enables the business to successfully attract, develop and retain talent now and in the future
- HR Technology selection and deployment/integration, Cognitive and AI strategy, roadmaps and solutions across the talent lifecycle
- Optimise people technology and drive effective processes through the utilisation of performance metrics and dashboard reporting to enable informed data driven decisions

Reserve Bank of Australia

Talent Operations Lead

44 Country - HRIS Implementation
- Design Talent Strategy and programs, Implement Development Centres and talent assessment per region to support the identification of talent.
- Define and implement strategies to identify, develop and retain high-performing employees including technology, framework, assessment, succession management and mobility
- Develop team capability to embrace advances in digitalization and understand the skills of the future to enable and implement a build or buy strategy for future capabilities
- Design and deliver TA Technology projects and strategies to enable the execution of our workforce strategy and aligned to the Group People Technology strategy
- Act as the SME for TA Tech by providing best practice advice, insights, recommendations and guidance, to Group Technology on trends that will realise opportunities and mitigate risks

Amcor

Senior Manager Global Talent Operations

53 Country - HCM Implementation
- Create, steer, and evolve a broad talent strategy that aligns with business priorities and that anticipates the needs of the business and grow in scale and efficiency
- Develop strategic workforce plans that have cross-functional, organisation wide impact and drive projects from root cause analysis through to deployment, effectively and on-time
- Data driven approach to drive initiatives, set appropriate metrics for the team, execute on broader organisation wide strategies to craft a narrative for management and stakeholders
- Implement HR Cloud Transformation and operating model, automation-enabled client solutions and refine HR Technology roadmaps and solutions across the talent lifecycle
- Learning strategy and digital learning content transformation including learning consumption and analytics and personalised learning platforms

Orica

Global Talent Operations Manager

APAC Talent Strategy Reform
- Develop a well-researched Talent Strategy that reflects an understanding of group wide talent strategy and external market trends across all role levels
- Create talent planning/reporting on talent metrics to measure team effectiveness, provide actionable insights that drive accountability for efficient, dynamic full-cycle TA processes
- Manage, develop and lead a team of TA & L&D professionals. Coaching and developing team capability to embrace advances in digitization and candidate / employee experience
- Plan and manage demand in line with the broader people technology strategies and investment priorities, with the goal of continuously advancing services to meet requirements
- Deliver a reliable, stable and operationally excellent TA Technology portfolio suite by monitoring operational performance and working to drive continuous improvement.

SAP Ariba

APAC Talent Operations Manager

SAP Delivery Program
- Deliver a People strategy in accordance with the business unit objectives, drive and execute implementation of divisional talent strategy, and related monitoring/reporting frameworks
- Modernise and simplify Talent Management practices by collaborating with Group Talent leaders on the delivery and implementation of Group-wide programs and initiatives
- Build understanding of talent methodologies, plans and enablement through connection to networks and the community
- Understand the changing TA Technology landscape internally and externally and the implications of this and provide recommendations on priorities and strategies to evolve

Recruitment Program Manager

EMEA Scale-up Program
- Apply sound project management methodology to guide the services strategy. Implement the recruitment strategy in order to meet the demands of the business.
- Execute the EMEA recruitment programs. Manage technology program launch efforts in the areas of communications, integration across functions, coordination and execution.
- Work with recruiters to identify trends, communicate needs and partner for solutions and summarize feedback about staffing deliverables.
- Create Project Plans and a Master Schedule that predicts delivery dates based on an objective analysis.
- Manage EMEA Vendor selection and solve complex issues where analysis of situations or data requires and in-depth evaluation of variable factors.

NetApp

EMEA Talent Operations Manager

Talent Services Reform Program
- Manage EMEA Talent Services team, supporting multiple sites while focusing on process optimization and delivering on the regional Talent Strategy
- Providing leadership and guidance to the EMEA Talent Services team through the Systems and Organisational Transformation
- Assess, develop, implement and evaluate ways of increasing efficiency across EMEA Talent processes and improve upon existing Talent processes and reporting
- Defined and improve structured Talent Services functions across all sites in EMEA, where needed
- Provide guidance in overall day-to-day operations, including ensuring a smooth employee and systems on-boarding process for new hires

Nestlé

EMEA Talent Acquisition Manager

TAS Transformation Project
- Working in close cooperation with other TAS Operations Leads, Engagement Partners and the Leadership Team to ensure effective delivery of TAS strategy & objectives.
- Managed teams of Recruiters, Schedulers, Sourcers, and other associated HR professionals in the Hub, ensuring end-to-end processes are clearly defined and executed.
- Using relevant recruitment metrics & data to analyze recruiting patterns & help predict future hiring needs, ensuring TAS has capacity to meet business requirements
- Supporting TAS compliance with relevant global & local legal frameworks, SOX requirements, data protection
- Managing relevant third party providers & vendor/agency relationships. Being involved in negotiation & monitoring of relevant KPIs, allocation of resources, & SLAs.

Novartis

Talent Acquisition Manager

EMEA Transform Program
- Drive attraction strategies in alignment with sourcing & strategy team to enable outcomes in line with business goals
- Work with the Lead Relationship Manager to drive recruitment strategy, utilising data and analytics gathered by the Research Analyst to drive business outcomes
- Lead key resourcing improvement projects which contribute to the on-going development of Talent Acquisition strategy and of the overall recruitment experience
- Consult with the business on their talent strategy - ensuring a partnership led approach to talent, recruitment & resourcing within each specific business segment
- Analysis leading to the selection and implementation of recruiting systems, processes and tools in order to enable the Recruiting team to work at optimal operational efficiency

Ciber Global

- Direct a team responsible for evaluating, creating, and implementing operational and process capabilities and improvements across all facets of Talent Acquisition
- Own and oversee our interview scheduling and support team, searching for ways to improve the candidate experience, simplify documentation on workflow, process and procedure
- Build out and optimize new centralized sourcing and research team capability, balancing goals, resources and tech investments to support the growing business needs
- Lead a team responsible for generating highly qualified and targeted candidate pipelines, improve the identification and sourcing systems responsible for producing candidates
- Oversee execution of staffing services, ensuring that quality and quantity standards are achieved, handle large sets of data, and drive hiring through the entire interview process.

On-site via Red Commerce, the first external agency to have presence on-site with SAP
- Shape the overall talent strategy, working with internal stakeholders and the RPO team to innovatively develop creative strategies to attract and retain top talent
- Take an active role in global L&D and TA communities of practice and ensure all regional implementation is aligned to global expectations
- Lead and embed a consistent and integrated approach to talent management, including defining capabilities, assessment, calibration, mobility and development
- Drive continuous improvement to optimize end-to-end talent acquisition processes and approaches, including technology utilization and hiring manager capability
- Lead internal talent management and succession planning activities to ensure a focus on identification, acceleration and retention of talent

Recruitment Lead

Master Service Provider via Huntress Global
- Provide strategic contingent workforce initiatives to deliver innovation and efficiencies across a growing workforce
- Supporting smooth implementation of the new VMS system and CRM platform to succeed with right sourcing strategies and talent pools and better vision of the current workforce
- Develop innovative continuous improvement initiatives in line with delivering on customer business needs with a focus on strategic proactive hiring and attraction
- Supplier engagement, management to drive best in class service and delivery whilst developing and growing cost saving initiatives and operational efficiencies
- Translating business and workforce requirements into appropriate solutions, producing options analysis, recommendations, statement of works

HCL SAP Practice

Resource Manager

Managed Accenture Account & RBS Account as one of only 4 Tier one Agencies
- Develop customized sourcing strategies against key business initiatives and pipelines, effectively manage multiple projects
- Attainment against annual hiring plans, diversity goals, and cost/time to hire, strategic planning across PSA clients to gain greater exposure of the company’s service offering
- Delivering best practices, reducing time to hire, increasing the quality of the candidate pool, increasing retention and reducing costs

RZ Group

Senior Account Manager

- Developing close business relationships with organizations to help build a steady stream of candidates, monitor and track activities in line with Statements of Work
- Full hiring cycle including resume screening, candidate testing, interviewing, reference checks, offer, advertising, selection and providing advice to candidates
- Communicate, advise, consult, update and interact with hiring managers and principals regarding open positions and strategies for sourcing