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Sara Johnson, is the Director of Workforce Planning and Analytics with Schwan’s Shared Services, LLC, a subsidiary of The Schwan Food Company. Sara has held a variety of roles within the organization over her 9 year tenure. In her current role, she is responsible for establishing the processes, partnerships, and organizational capability to integrate strategic workforce planning into the strategic planning process of the organization. In addition, she and her team are working to build the analytic capability of the HR function in order to transform into a fact-based decision making culture.

Sara Johnson

Sarah Johnson, vice president of enterprise surveys and analytics at Perceptyx has more than two decades of experience in her field. She specializes in employee engagement, organization development, and effectiveness and survey data analysis—advising senior leaders at Fortune 500 firms around the world. Sarah received a bachelor’s degree in psychology from Purdue University and holds a master of arts degree and PhD in industrial organizational psychology from The Ohio State University. Prior to joining Perceptyx, Sarah was a global practice leader at CEB. Prior to CEB, she led the global organizational survey program at IBM. She also held a number of HR positions at IBM that gave her experience in employee relations, compensation, and resource planning. She began her professional career at Procter & Gamble.

Sarah R. Johnson

Senior leaders live in a world of facts and data. HR organizations that have become true strategic partners with leaders have learned to speak this language, and use analytics to drive data-based recommendations and decisions about people. There are many sources of data about employees, from hiring statistics to benefits utilization, diversity representation, attrition, and job performance, to name a few. Many organizations have an untapped data resource that can provide insights about critical employee groups, organization initiatives, and potential barriers to success. Employee engagement surveys, when thoughtfully designed and implemented, can provide a wide range of valuable insights to HR and leaders. Join us to learn how to transform your engagement survey into the engine for an HR analytics strategy.

Strategic HR Starts With an Employee Engagement Survey

HR analytics are on the to-do list of every HR vice president and HR manager. Analytics help drive data-based decisions about people in your organization, appeal to the rational and logical tendencies of senior leaders, and can help the HR function truly become a strategic partner to the executive team. So what’s stopping HR functions from adopting analytics? Lack of experience, no analytics tools, limited access to critical data, and fear of numbers, to name a few. Join this session to learn more about the critical nature of HR analytics and how to implement them.

The Power of HR Analytics: Driving Data-Based People Decisions

Can a Fitbit Measure Employee Engagement? Probably Not.

With the rise of big data, HR began issuing employee engagement surveys—but these rarely lead to real change. Relaunch your survey and help drive organizational excellence.

Engaging the Workplace

The Power of HR Analytics Driving Data-Based People Decisions

Filling the Role that Doesn’t Exist—Yet

In today’s competitive business landscape, organizations are increasingly turning to analytics for the answers they need to make confident decisions. While reports provide data, analytics provide the insight companies need to make informed decisions. But how—or why—is this the case? Despite that the number of businesses taking advantage of analytics is steadily increasing, the average person’s understanding of analytics remains vague. This webinar will focus on the differentiators between reports and analytics, the unique outputs of each, and the technical differences that make it all possible.
During this event, you will learn:

What people analytics is and how it differs from HR reporting
How to get started with analytics
Best practices for solving critical workforce challenges with analytics


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