Sandeep Aujla | SpeakerHub

Personal Details

Bio

Are you looking for a speaker who walks the talk? Look no further. Sandeep walks the tight rope of practice and research in bringing the most innovative solutions to HR problems.

She’s served as the Chief Human Resource Officer for one of the largest municipalities in Canada and a pan-Canadian Charity, where she built high-performing, inclusive organizations using evidence-based HR. She brings insights from her work and education to guide HR practitioners in leading their organizations with courage and confidence using evidence-based HR solutions.

Sandeep is an engaging and energetic presenter who challenges the status quo and inspires her audiences to think differently. Her talks are packed with science-based hacks and insights to mobilize audiences to take action.

Sandeep is an international HR and Change Strategist and has worked with diverse organizations that want to create positive work cultures where people thrive while advancing organizational goals. She has taught undergraduate, graduate, and executive education courses in Business and Psychology at multiple universities across Ontario.

Current position (1)

CEO

Multilevel Leadership Consulting Inc.

Degrees (1)

MA, Industrial-Organizational Psychology

University of Guelph

2008 to 2010

Presentations

Presentations (5)

HR's Magic 8-Ball: Leveraging HR metrics & analytics to elevate HR's relevance & impact on business

HR usually has a plethora of data available to it. That data, when used effectively can serve as HR's magic 8-ball to help leaders examine their everyday challenges in running high-performing teams. By doing so, HR can rigorously and systematically support its leaders and serve its business. However, less than 20% of organizations identify as having strong HR analytics capabilities. HR functions vary on the maturity spectrum of using dashboards with HR metrics and analytics to drive effective data-driven decision-making for operational managers. In this interactive, high-paced talk, HR professionals will learn the basics of HR metrics and analytics to solve the commonly occurring challenges and opportunities related to hiring the best talent, engaging employees, managing retention, and creating high-performance work cultures.

Diversity, Equity, Inclusion (DEI) What's HR got to do with it?

An evidence-based approach is needed to create HR policies, programs, processes, and systems that treat all employees equitably rather than differentially to avoid different outcomes for different people. This talk will help participants learn how to identify the sources of adverse impact in your organization and create systems that are truly equitable and establish diversity, equity, and inclusion as the default for the organization. Whether you are responsible for DEI or you have a separate department dedicated to DEI, this session provides you with the HR essentials for supporting DEI work in your organization as a leader or a partner to DEI professionals.

Building a high-impact HR strategy that mobilizes talent to drive business

The transformational pace of business has increased the importance and influence of competitive strategies, the successful execution of which depends on an organization's ability to leverage its workforce to advance organizational goals. One of the greatest contributions that HR leaders make includes developing and deploying HR strategic plans that advance organizational goals and thus contribute to organizations' long-term growth and survival. This 2-hour workshop provides HR leaders with differentiating strategies to build a high-impact HR strategy that mobilizes talent to drive desired business results. And in doing so, get recognized as an influential and competent strategic leader. As a result, the participants will be able to: Understand forces that influence organizational and HR strategy Create a compelling value proposition for HR Learn three key alignment checks necessary to ensure that HR strategy advances and supports organizational strategy Understand the relationship between strategy and culture and how to avoid one from eating the other Learn how to create buy-in for your strategic plan across organizational levels

Bring it on! - Helping HR master transitions in business that's anything but usual

Unlike change, which is an external event, a transition is a psychological process that involves human emotions and happens within people's minds. HR needs to master transition management to understand employees' experiences of change. This program offers HR professionals practical strategies to let go of how things used to be and adapt to the way things will be going forward. Participants also learn how to make the transitions less stressful for everyone involved. In addition, the participants identify their personal sources of resilience and create action plans to buffer change fatigue and change apathy. Participants develop emotional intelligence skills that help them manage the disruption of status quo, become emotionally engaged with work and align oneself intellectually and emotionally with the changes at work. As a result, the participants will be able to: Understand the stages of transition through change and learn specific strategies to bridge through the transition stages Build emotional intelligence skills to manage change and contribute to adopting change Assess and build one's personal sources of resilience Create an action plan to build resilience to buffer change fatigue and change apathy

Reputation management for HR Executives in a world that loves to hate HR

The world loves to hate HR. Although a strong statement, we've all heard of similar feelings expressed across countries and organizations. We, too, may have at one time felt frustrated by the procedural administrivia that is frequently associated with HR. Even though the COVID-19 pandemic, unquestionably brought HR to the proverbial table, any local or public dissatisfaction with vaccine mandates or (temporary) layoffs were blamed on HR. An even higher level of sensitivity has emerged from the rising focus on social justice, where HR is seen as the ultimate party responsible for the inequities in any organization. Although HR is not above reproach and must be held to the highest standard of ethics and impact, the HR leaders need to mindfully and consciously work on managing their reputations and in turn, the reputations of their organizations, proactively. This session is a facilitated discussion to pool effective strategies and resources from the positively deviant experiences of the group. As a result of this session, the heads of HR will be able to: a. Learn the broader context of work and the risks associated with such a work environment b. Evaluate alignment with your values and career goals c. Identify steps to manage your reputation proactively d. Learn strategies to deploy if you find yourself the target of a smear campaign e. Distinguish between response strategies when you're at fault versus not f. Recognize how your reputation in your current role impacts your future career trajectory