Uli Heitzlhofer

Head of People Learning & Development

Uli started his career as an HR Generalist. In 2011, he joined Google as Performance Management Program Manager. Recognizing his passion for L&D, he joined Google’s Executive Development team in 2013. Over the next 1½ years, he learned the in’s and out’s of learning programs before shifting focus to a global scale by joining Google’s Manager Development team, targeting experienced managers. After 6½ years at Google, Uli joined Lyft as Head of People Learning & Development. Since then, Uli redesigned Lyft’s Performance Management system, overhauled the entire L&D portfolio and placed People Development on the company-wide agenda. Current top initiatives revolve around topics such as setting us up for success regarding our new flexible work policy, boosting internal mobility and building out a holistic talent management strategy.

Uli Heitzlhofer’s Session(s):

8:45 a.m.–9:30 a.m. Pacific — Wednesday, October 12, 2022

Keynote Panel: The Great Resignation: How Are Organizations Approaching Talent Retention in 2022/23?

According to the US Bureau of Labor Statistics, 4.5 million people quit their jobs in November 2021 - the highest level ever recorded since the data was first produced in December 2000. The competition for talent is different now. And to get in the game, companies must recognize that while workers are demanding higher compensation, many also want more flexibility, community, and an inclusive culture to accept a full-time job at a traditional employer.

During this panel, join HR leaders from various industries as they discuss how their organizations have adapted in response to the Great Resignation. Panelists will share insights on elements of the talent retention strategy that are imperative for creating a sought-after workplace and retaining talent in the future. 

Discussion topics include:

  • Continued flexible workplace strategy with in-person touchpoints for moments that matter (& capabilities that this requires of leaders)
  • Personalization of learning and rewards
  • Perception of "Team" and further team development in a remote-first world
  • Asynchronous work designs in a synchronous world
  • Creating a future-proof, work-from-anywhere culture

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