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Unique, One-of-a-Kind Executive Exchanges
Through open discussions and debate among a select group of senior Human Resource executives, delegates obtain global perspectives, new strategies and solutions being used by peers.

  • Designed around your needs, via extensive industry research the conference is designed to allow you to  become a more effective executive and learn about cutting-edge trends
  • Conference sessions provide both strategic insights and practical solutions
  • Peer-facilitated discussion groups provide senior leaders a focused, high-level, think-tank
  • Professional 1-1 executive coaching sessions provide a rare opportunity to hone your leadership skills
  • An opportunity to share your successes and help shape the future
  • Earn HRCI Credits



Take part in the program

If you would like to participate in the program, or recommend any speakers or topics, please contact Chyai Mulberg at 212-651-8736.
Keynote Presentation
Keynote Presentation
  • Why We Love to Hate HR…and What HR Can Do About It

    Peter Cappelli, Professor of Management, The Wharton School

    In this keynote session, we will consider the factors that affect the influence and power of the human resource function inside organizations. That power has changed markedly over time. In some countries, HR is the most powerful function in business as indeed it was at one point in U.S. history.

    In recent years, however, the function has lost power. We will examine the reasons for that decline in influence and what can be done to regain it. Among the issues we explore are:

  • What are the reasons why managers in other areas dislike human resources now, and what could be done to change that?
  • How should we choose projects and tasks in order to maximize power and influence inside organizations?
  • What does it mean to “serve the business” now, and why has that become more difficult to do?


    Peter Cappelli is the George W. Taylor Professor of Management at The Wharton School and Director of Wharton’s Center for Human Resources. He is also a Research Associate at the National Bureau of Economic Research in Cambridge, MA, served as Senior Advisor to the Kingdom of Bahrain for Employment Policy from 2003-2005, and since 2007 is a Distinguished Scholar of the Ministry of Manpower for Singapore.

    Professor Cappelli’s recent research examines changes in employment relations in the U.S. and their implications. These publications The New Deal at Work: Managing the Market-Driven Workforce, which examines the decline in lifetime employment relationships, Talent Management: Managing Talent in an Age of Uncertainty, which outlines the strategies that employers should consider in developing and managing talent (named a “best business book” for 2008 by Booz-Allen), and The India Way: How India’s Top Business Leaders are Revolutionizing Management (with colleagues), which describes a mission-driven and employee-focused approach to strategy and competitiveness. Related work on managing retention, electronic recruiting, and changing career paths appears in the Harvard Business Review where the article Why We Love to Hate HR was the cover story of the August, 2015 issue.

    Professor Cappelli has served on three committees of the National Academy of Sciences and three panels of the National Goals for Education. He was recently named by HR Magazine as one of the top 5 most influential management thinkers, by NPR as one of the 50 influencers in the field of aging, and was elected a fellow of the National Academy of Human Resources. He has degrees in industrial relations from Cornell University, and in labor economics from Oxford where he was a Fulbright Scholar. He has been a Guest Scholar at the Brookings Institution, a German Marshall Fund Fellow, and a faculty member at MIT, the University of Illinois, and the University of California at Berkeley. He was a staff member on the U.S. Secretary of Labor’s Commission on Workforce Quality and Labor Market Efficiency from 1988-90, Co-Director of the U.S. Department of Education’s National Center on the Educational Quality of the Workforce, and a member of the Executive Committee of the U.S. Department of Education’s National Center on Post-Secondary Improvement at Stanford University.

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HR as Strategic Partner
HR as Strategic Partner
  • Developing Winning Outcomes with Top Talent

    Matthew Owenby, Senior Vice President, Chief Human Resources Officer, Aflac

    Learning Objectives:
    1. Learn the benefits of creating a high-impact, employee learning program allowing workers to take greater control of their career destiny and better understand how their capabilities and interests connect with their company’s business needs
    2. Acquir...
     

    The Change Continual: Leading Executives through Large-Scale Transformations

    Mac Ghurani, Corp. HR and Operational Excellence, Toyota Financial Services, and Kristopher Potrafka, Former Corporate VP of HR, Advanced Micro Devices

    Learning Objectives: 1. Obtain insights on enterprise-wide changes
    2. Hear the latest research on how to prepare executive teams to drive change
    3. Expand your thinking beyond traditional change management tools and methodologies

    Proactive and structured change ma...

     

  • Using Analytics to Improve HR: An Intuit Case Study

    Michael McCreary, Vice President HR Services and Insights, Intuit, Inc.

    Learning Objectives:
    1. Understand how analytics can be used to predict behaviors
    2. Learn how data can inform how you design HR and Talent initiatives
    3. Hear how and Intuit is capturing data around transactions, behaviors and experiences

    Understanding that ...

     

    Shared Services Case Study

    Peter Fragale, Vice President HR Shared Services, NYC Health and Hospitals Corporation
    Lisa Billett, Director, HR Shared Services, NYC Health and Hospitals Corporation


    Learning Objectives:
  • Gain a deeper understanding of the strategic value of HR shared services
  • Learn strategies for managing people and change
  • Hear a nascent best practice of shared services for benchmarking and consistency

    Join NYC Health & Hospitals' Peter Fragale a...

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  • Employee Branding and Engagement: A BASF Case Study

    Mollie O'Brien, Head of Total Rewards and Performance Management, BASF Corporation

    How much is your payroll + benefits spend? A lot, right? With that much investment, how are you measuring the effectiveness and perception of your total offer?

    Learning Objectives: Gain an understanding of the importance of branding HR rewards to employees Learn the advantages of...

     

Right People, Right Seat
Right People, Right Seat
  • The Science of Talent Attraction: Understanding What Makes People Click

    Aaron Schwartz, Strategist, Employer Insights, Indeed.com

    Learning Objectives:
    1. Understand the new reality in talent acquisition
    2. Uncover the sociological and psychological aspects of a job search
    3. Discover how to leverage and manage these changes

    The labor market is changing - and the way people are finding a...

     

    STEM : How to Prepare for the Coming Talent Short Fall

    Neddy Perez, Former VP and Chief Diversity Officer, Ingersoll-Rand Company

    Learning Objectives:
    1. What is the truth and what is not about the shortage of STEM Talent
    2. 7 questions you need to ask your CEO and Executive Leadership Team
    3. What are the 7 key components to building a strong STEM Strategy
    4. What are the top five comp...
     

  • Back to Basics: The New Basics for Recruiting Today

    Brad Cook, Global VP Talent Acquisition, Informatica

    Learning Objectives:
    1. Understand the new basics for recruiting today
    2. Learn why starting with a data first mindset is no longer an option
    3. Learn why the old basics just won’t scale

    The global recruiting landscape continues to change daily yet the budget...

     

Compensation & Rewards
Compensation & Rewards
  • Benefits to Encouraging Retention

    Peer-to-Peer Discussion: Facilitator TBD

    Learning Objectives:
    1. Discuss current research on employees’ attitudes towards benefits
    2. Explore your company’s current ability to connect benefits with retention
    3. Share your ideas and strategies on benefits with your peers

    Research by Towers Watson Willis* indicates that: “employees’ feelings about their health and retirement benefits are correlated with their employment choices, as well as their commitment and engagement.” Additionally, workers “worry about rising health care costs and retirement security, and most look to their employers for solutions.” They make the bold statement that “When benefit programs meet employees' needs, employers enjoy a significant competitive advantage in attracting and retaining employees.”

    This open discussion will explore what this importance really means. Is your company currently using benefits as a reason for employees to join and to stay? If perks and benefits can make or break your company's ability to attract the best and brightest in your industry, how can we best utilize, measure and monetize them? If we can reduce employees’ worries about finances and retirement, will that translate into innovation and growth?

    *Please note: Discussion Groups are not formal presentations given by a speaker, but small, facilitated, peer-to-peer “Think Tanks”. Please do not expect a formal presentation and come prepared to participate!

    *Source: Part Three of Towers Watson's 2013/2014 Global Benefit Attitudes Survey.

     

    The Compensation Philosophy

    Peer-to-Peer Discussion: Facilitator TBD

    Learning Objectives:
    1. Share current understanding of the benefits of a focused philosophy on compensation
    2. Brainstorm frequently over-looked key questions
    3. Discuss how to identify which corporate values are to be reflected in your compensation strategy

    ...

     

2016 Confirmed Speakers
2016 Confirmed Speakers
  • Confirmed Speakers

    Many thanks to our speakers
    2016 Speakers Confirmed to date:*:

    Peter Cappelli, Keynote Presenter, Professor of Management, The Wharton School Matthew Owenby,Senior Vice President, Chief Human Resources Officer,Aflac

    Michael McCreary,Vice President HR Services and Insights,<...

     

Advisory Board
Advisory Board
  • Advisory Council

    Comprised of leading industry experts, Richmond Events thanks its Advisory Council:


    Lee Achord, VP, Compensation & Benefits, G4S

    Betty Amend, VP, Human Resources, UPS

    Michael Arena, Chief Talent and Development Officer, General Motors Corp.

    Russell Goin, VP, International and Corporate HR, Rent-A-Center

    Kimo Kippen, CLO, Hilton Worldwide

    Angela McClure, SVP, Human Resources, Fresenius Medical Care

    Kristopher Potrafka, Corporate VP, HR, Advanced Micro Devices, Inc.

    Robert Rigby-Hall, EVP & Chief HR Officer, NXP Semiconductors

     

Past Speakers
Past Speakers
  • Highlights from our 2014 & 2015 Conference Programs

    Special thanks to all of our speakers!

    VP, Human Resources, UPS
    VP, Labor Relations, Frito-Lay
    CHRO, Ardent Mills
    CEO, Provant
    Director, Client Accounts, Glassdoor
    VP, Product Management, Runzheimer International
    Learning Technology Innovation Leader, Nielsen
    Senior Director, Organization Performance Effectiveness, Gap, Inc.
    Sr. Dir., OE Workforce Planning Analytics, McKesson Corp.
    Director of Talent Management, Bell Helicopter
    SVP, CHRO, SolarWinds


    President & CEO, WD-40 Company
    CEO, BELFOR

    VP, Compensation and Benefits, G4S
    VP, Human Resources, Intuit, Inc.
    VP, International & Corporate HR, Rent-A-Center, Inc.
    SVP, Human Capital, SunTrust Banks, Inc.

    Director of Product Marketing, Glassdoor
    Director Global Technology Talent Acquisition, VistaPrint
    CLO, Hilton Worldwide

    Vice President, Talent Acquisition, Unum Group
    Chief Talent Scout, Nike, Inc.
    GVP, Talent Acquisition and Movement, Time Warner Cable

    Global VP, Human Resources, Unilever
    VP, Organization Development and CTO, Hospira
    VP, Product Management, Runzheimer International


     


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