Tim Ringo
Productivity has not recovered. Engagement scores have flatlined, HR technology budgets have grown, and yet the link between what people do and what the business produces has weakened. The question for the people function is no longer whether to invest in workforce experience, analytics or AI, but how to connect those investments to measurable performance.
Tim Ringo is an HR strategist, author and former IBM, SAP and Accenture executive who helps organisations turn employee engagement, workforce analytics and digital HR into measurable productivity gains.
Full Profile
Why organisations work with Tim Ringo
- A practitioner thesis on productivity, not a survey of the field. Solving the Productivity Puzzle won the HR & Management category at the Business Book Awards because it sets out a specific operating model for connecting engagement, performance and learning, rather than describing the problem.
- Three decades inside the firms that built the modern HR function: Accenture, IBM and SAP SuccessFactors, including global leadership of IBM’s 1,500-strong Human Capital Management consulting practice and EMEA leadership at SAP SuccessFactors.
- A rare combination of HR strategy and workforce analytics credentials, evidenced by Calculating Success, his Harvard Business Review Press book on workforce analytics co-authored with Carl Hoffmann and Eric Lesser.
- Recognised peer authority: named to HR Magazine’s Most Influential HR Thinkers list in 2022, alongside the people the audience is reading.
- A working point of view on AI in the workplace from someone who has run global HR technology programmes, not a commentator new to the topic.
Biography highlights
- Named to HR Magazine’s HR Most Influential Thinkers, 2022.
- Author, Solving the Productivity Puzzle (Kogan Page); Category Winner, HR & Management, Business Book Awards.
- Co-author, Calculating Success (Harvard Business Review Press), on workforce analytics.
- Former Vice President and Global Leader, IBM Human Capital Management consulting practice.
- Former Vice President for EMEA, SAP SuccessFactors.
- Chartered Fellow of the CIPD; BSc, Fisher College of Business, The Ohio State University.
Biography
Most large organisations now spend more on HR technology, engagement programmes and learning platforms than at any point in their history. Productivity has not followed. Tim Ringo’s work begins where that gap sits, and treats it as a design problem inside the people function rather than a cultural mood.
His 2020 book Solving the Productivity Puzzle, published by Kogan Page, won the HR & Management category at the Business Book Awards. The argument is operational: engagement, performance management and learning have to be wired together, and supported by analytics, before any productivity number moves. His earlier book with Carl Hoffmann and Eric Lesser, Calculating Success, was published by Harvard Business Review Press and helped to define what serious workforce analytics looks like inside an enterprise.
The credibility behind the work is built over three decades. Ringo led IBM’s global Human Capital Management consulting practice, with more than 1,500 consultants worldwide, ran SAP SuccessFactors HR advisory across Europe, the Middle East and Africa, and spent sixteen years as an executive partner in Accenture’s Human Performance service line. He is a Chartered Fellow of the CIPD and was named to HR Magazine’s Most Influential HR Thinkers list in 2022.
For senior HR audiences, that mix is unusual. Ringo can move from a board conversation about AI in the workforce to a working session on engagement metrics or HR technology investment, and bring the same operating language to both. His view on generative AI at work is a practitioner’s view, formed inside the systems that the rest of the function relies on.
Key speaking topics
- Workforce productivity and engagement
- Digital HR transformation
- Workforce analytics
- Generative AI in the workplace
- Employee experience and retention
- Workforce wellbeing strategy
- HR technology investment
Ideal for
- CHROs, CPOs and HR directors leading productivity, engagement or HR technology agendas
- Executive teams reviewing return on HR technology and workforce analytics investment
- HR leadership conferences, CHRO summits and people analytics events
- Boards considering the workforce implications of generative AI
Audience outcomes
- A clearer view of where productivity is actually lost inside the organisation, and which HR levers move it.
- A working model for connecting engagement, performance and learning to business outcomes.
- A practical sense of what good workforce analytics looks like, and what most organisations are still missing.
- An informed perspective on how to introduce generative AI to the workforce without losing trust or governance.
Talks
A walk through Ringo’s PEIP framework on people engagement, innovation and performance, drawn from his award-winning book.
Key takeaways:
- Why engagement scores stall when performance and learning are managed separately
- How to sequence productivity interventions so they reinforce, rather than cancel, each other
- The metrics that show whether the model is working
A practitioner’s view on what HR technology actually delivers, and where most digital HR programmes lose value.
Key takeaways:
- The recurring failure modes in HR technology implementations
- How to test a vendor business case against operating reality
- What “work smarter, not harder” looks like when it is more than a slogan
How to introduce generative AI into the workforce in a way that creates capability rather than anxiety.
Key takeaways:
- Where AI augments existing roles and where it forces redesign
- The skills, governance and communication required before deployment
- How HR leads, rather than follows, the AI agenda
The four pillars of employee experience design: culture, brand, technology and innovation, and how they translate into retention.
Key takeaways:
- The “moments that matter” across the employee lifecycle
- How experience design changes the talent attraction conversation
- What a credible employee value proposition looks like under cost pressure
A four-pillar wellbeing model covering physical, mental, financial and motivational dimensions, framed for boards and HR leaders who need wellbeing to deliver business results.
Key takeaways:
- Why generic wellbeing programmes underperform
- How to integrate wellbeing into performance management without conflict
- The leading indicators that signal wellbeing is working
Testimonials
Books
Fees
| EUR | GBP | USD | |
|---|---|---|---|
| Home Country | Under €12000 | Under £10,000 | Under $15000 |
| Asia Pacific | Under €12000 | Under £10,000 | Under $15000 |
| Europe | Under €12000 | Under £10,000 | Under $15000 |
| Middle East & Africa | Under €12000 | Under £10,000 | Under $15000 |
| South America | Under €12000 | Under £10,000 | Under $15000 |
| United Kingdom | Under €12000 | Under £10,000 | Under $15000 |
| US East Coast | Under €12000 | Under £10,000 | Under $15000 |
| US West Coast | Under €12000 | Under £10,000 | Under $15000 |
| Virtual | Under €12000 | Under £10,000 | Under $15000 |