Michelle Lee

• How can growing life sciences organizations move from fragmented, tactical HR teams to a truly collaborative model across TA, HR Business Partners, Total Rewards, and HR Operations?
• Discover how Arcus Biosciences used simple but disciplined operating rhythms – including bi‑weekly HR leadership forums, shared goal‑setting, and cross‑functional project ownership – to shift behaviors, clarify accountability, and embed collaboration as “the way we work”
• Learn how this grassroots, three‑year transformation enabled a 15‑person HR team to operate as a single, cohesive function, improving decision‑making speed, reducing operational friction, and strengthening support for a 550‑employee organization during periods of growth and complexity

This interactive Q&A examines what it genuinely takes to move an HR function from fragmented parallel tracks to a truly integrated, collaborative model. Drawing on both the grassroots transformation approach and the cross-functional talent lifecycle framework explored in the Discover sessions, participants will examine the behavioral, structural, and data changes that most reliably break down silos, and keep them down.

• What operating rhythms and shared accountability mechanisms have the most impact on breaking down HR team silos?
• How do you build genuine collaboration across TA, L&D, HRBPs, and Total Rewards without creating a new layer of coordination overhead?
• What data infrastructure and shared language does a unified talent lifecycle actually require?
• How do you sustain integration over a multi-year transformation when priorities and pressures constantly shift?