"Continues to be the only HR conference to attend. Focused meetings provide an excellent use of time. It's a great way to stay current with current trends and developments."
Director, Human Resources
JVC Americas Corporation
More testimonials
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Conference
Unique, One-of-a-Kind Executive Exchanges
Through open discussions and debate among this select group of HR executives, delegates will get a global perspective into strategies being used by their peers.
- Designed around your needs, through extensive industry research
- Become a more effective executive through new perspectives
- Interactive workshops and seminars focused on practical solutions
- Thought Leaders providing insights into forthcoming trends
- Share your successes, hone your skills and help shape the future
- Earn HRCI Credits
Confirmed Speakers Include:
• KEYNOTE: Polly LaBarre, Management Innovation eXchange (MIX)
• Jeff Beals, Author & Speaker, Keynote Publishing, LLC
• Tim Besse, Co-Founder and Vice President, Glassdoor.com
• Joan Burton, Special Advisor, World Health Organization
• Peter Church, VP, Human Resources, Hartford Financial Services
• Hank Head, Global Director, HR - Dow AgroSciences, Dow Chemical Company
• Pat Jannausch, VP, Culture & Training, Con-Way Inc.
• Jeff Lindeman, Chief HR Officer, San Diego County Regional Airport
• Darlene Porter, 2nd VP, Employee Relations & Talent Mgmt, AFLAC.html)
*As of February 7, 2012. Program Subject to change.
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Mavericks at Work: Why The Most Original Minds in Business Win
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| Opening Keynote |
| Polly LaBarre |
Polly LaBarre is a bestselling author, agenda-setting writer, speaker, and television correspondent, who has contributed to the business conversation in a range of forums for over a dozen years. She is the author of the New York Times and Wall Street Journal bestselling book, Mavericks at Work: Why the Most Original Minds in Business Win. The Economist named Mavericks a “Book of the Year” and called the book "a pivotal work in the tradition of In Search of Excellence and Good to Great."
Currently, Polly is a business and innovation correspondent for CNN. In her thrice-weekly “Idea Factory” segments on the network’s American Morning and Your Money programs, she introduces viewers to a remarkable collection of inspiring leaders, innovative organizations, and exciting new ideas from the world of business and beyond.
As a member of the original team of Fast Company magazine, Polly played a central role in the remarkable success of a magazine that changed the way leaders at all levels think about working and winning—and earned a passionate following around the world. Polly’s writing has appeared in a variety of publications, including Fast Company and the New York Times. She is a co-author of The Big Moo: Stop Trying to Be Perfect and Start Being Remarkable (Portfolio, 2005).
As the editorial director of Women 2.0, a web documentary project currently in development with the Meserve-Kunhardt Foundation, she helped to create an innovative platform for chronicling women’s movements around the globe and advancing the cause of gender equality. A graduate of Yale University, Polly lives in New York City. |
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Employment Transparency: Managing Your Brand In Today’s Socially Connected World
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| Seminar |
| Tim Besse, Co-Founder and Vice President, Glassdoor.com |
Your online reputation can often make or break the opinion others have of your company whether it’s job seekers, clients, partners, investors or shareholders. In today’s socially connected world, there’s more than one voice that can impact your brand. For example, employees – the individuals that make up a company, are opening up businesses in a whole new way. Have you evaluated your corporate brand lately? In this session, we will explore how technology is reshaping what others know about your company. In addition, you’ll learn about a variety of tools to help you effectively communicate to your target audiences including top talent, as well as gain insights on how to empower your employees to become your best brand advocates.
Learning Objectives:
• Understand how technology is shifting the conversation about your company.
• Learn how to evaluate your employment brand in today’s era of transparency.
• Learn new social methods to improve your branding and recruiting programs.
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What in the World is a Healthy Workplace?
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| Seminar |
| Joan Burton, Temporary Special Advisor, World Health Organization |
Different parts of the world have interpreted the phrase “healthy workplace” very differently. The World Health Organization (WHO) wanted a global model for healthy workplaces that could be applied in any country, in any type of organization. They came to Joan Burton for assistance in developing a global model that combines workplace wellness with health & safety and human resource management principles.
In this session, Joan will describe the new WHO Global Framework and Model for healthy workplaces, and touch briefly on the business case for implementing such a model in your company. If you work for a multinational company, this session is of critical importance for you. In fact, if you work for any company that wants to keep abreast of future trends in healthy workplaces, this is the session for you. |
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Talent Management as an Evergreen Process
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| Seminar |
| Peter Church, VP, Human Resources, Hartford Financial Services Group, Inc. |
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Succession Management
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| *Discussion Group |
| Hank Head, Global Director, HR - Dow AgroSciences, Dow Chemical Company, Moderator |
| Please come prepared to participate in this discussion. |
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Leveraging Generational Differences to Increase Engagement
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| Workshop |
| Jeff Lindeman, Chief HR Officer, San Diego County Regional Airport Authority |
For the first time in history four generations are in the workplace at the same time. This dynamic, coupled with looming demographic – some say tectonic - workplace shifts - combine to make effectively operating an organization a challenge. Rather than struggle with these changes, embrace them and allow each generation to utilize their personal brilliance to tackle this issue.
Sixty million U.S. traditionalists and baby boomers are either:
(a), retired – perhaps trapped - in place by the economy;
(b), strategizing their exit from the workplace; or
(c), actively engaged in performing their duties; or
(d), some combination of the above.
This case study will look at how one organization is leveraging the brilliance of generational differences to increase engagement in institutional knowledge capture and transfer among and between the traditionalists, boomers, Xers and Ys in their workforce. |
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Using Qualitative and Strategic Analysis to Implement HR throughout Your Organization
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| Seminar |
| Darlene Porter, 2nd VP, Employee Relations & Talent Management, AFLAC Incorporated |
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*Discussion Groups
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| Peer-Facilitated |
| Your participation is crucial to the success of the session! |
| Discussion Groups (also referred to as “think tanks” or “roundtables”) provide a place for client interactivity and problem-solving through facilitated discussions and a focused outline. Come prepared to share your thoughts and experiences with 10-12 other senior Human Resources executives. |
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Highlights from past Conference Programs
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Stand Up To Any Challenge
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| Opening Keynote |
| Scott Burrows |
Learning how to successfully navigate today's competitive business environment takes a clear vision, an unstoppable mind-set and true grit - three commitments to renew daily. Having the desire to discipline and persevere, day after day, is the key to thriving, reaching lofty goals and distancing yourself from the competition.
Scott Burrows brings a powerful message that inspires people to maximize their potential, turn setbacks into comebacks, and rise above the competition. In this dynamic and inspiring presentation, Burrows will share his blueprint for overcoming adversity. His motto: “Focus on the things you can control; not the things you can’t,” is one we can implement in both our personal and professional lives.
Scott's Bio: Scott Burrows has an incredible life story. A nationally ranked young athlete, he stepped into the passenger side of a friend’s car and awoke hours later in the emergency room, diagnosed a quadriplegic. But rather than a cautionary tale, his life is an inspirational story of perseverance and triumph. Scott’s unique strategy of Vision, Mindset and Grit, honed on the athletic fields, became his greatest asset as he set and achieved unprecedented goals in his recuperation. Scott went on to earn a degree in finance, tackle the life insurance industry and qualify for the prestigious Million Dollar Round Table in just five years. Now an international entrepreneur, Murder Ball athlete, and co-author of Conversations on Success, Scott is a respected speaker on peak performance who moves people into action. |
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Human Resources as a Brand Architect: When Your People are Your Product
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| Mid-day Keynote |
| Orlando Ashford, SVP, Human Resources, Marsh & McLennan |
By now, the phrase "our people are an extension of the brand," has become a well-worn cliché in the HR community. While many companies acknowledge the importance of aligning the "external brand" and the "internal brand", the fact is, marketing functions and HR functions often work toward different goals, serve different constituencies, and have very different definitions of "branding."
But for a professional services company whose stock-in-trade is intellectual capital, advice and solutions, colleagues aren't just an extension of the company brand--they ARE the company brand. When your talent is your product, Human Resources becomes the primary architect of your brand strategy. Marsh & McLennan Companies Chief HR and Communications Officer Orlando Ashford describes the novel approach taken by his organization to transform the notion of "branding," and the role of HR in raising external awareness of an organization.
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Managers in the Middle: Connecting Leadership, the Frontline, and Your Business Strategy
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| Pre-Event Workshop |
| Pam Johnson, VP, Talent Management, PETCO Animal Supplies |
Gary Magenta, SVP, Client Solutions, Root Learning, Inc.
Research and observation shows that well-trained managers create engaged employees, who then create loyal customers, who advance business results. But how do you do it? In this interactive session, Pam Johnson will explain how PETCO connects their managers to their retail strategy and provides them with the insights and skills to engage their teams in the story of the business. In this way, every customer-facing associate understands the big picture of PETCO’s business, what success looks like, and how they contribute to delighting customers and driving results. Based on working with hundreds of organizations, Gary Magenta will share Root Learning’s point of view on the critical role of managers and a process for propelling them toward more effective leadership.
Learning Objectives:
1) Learn how PETCO activated their retail strategy by developing strong people leaders/ managers
2) Explore why great people-manager skills alone are not enough to be a great manager
3) Experience a unique framework for driving business results through front-line managers
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Value Through People: The Future of Business and The HR Role
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| Workshop |
| Kenneth Finneran, Global VP of L&D/Chief People Officer- Americas, Hellmann Worldwide Logistics |
The business world as well as the HR profession have been forced to adapt to the "new normal". It is in this radically different environment that the future of companies and the current HR function will be shaped. In this session, the presenter will not only dissect the key business and HR trends challenging organizations and HR professionals in 2011, but also offer bold predictions in regards to how business, leadership and HR will need to develop by 2016 in order to meet the future challenges head-on.
While other presentations stop there and although the predictions will almost surely spark a great deal of debate, the presenter will also ensure that the participants will be armed for the future, receiving a plethora of data, tools, and a plan of action to deliver on their "Value Through People" promise.
Learning Objectives:
1) Understanding how the business landscape and HR are undergoing a period of unprecedented change
2) By looking at current Top 10 HR Challenges and future business needs, participants will discover the widening competency gap for top HR professionals
3) A step-by-step action plan/roadmap for success to meet the "Value Through People" promise
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Increasing Employee Engagement through Corporate Social Responsibility
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| Think Tank |
| Robert Rigby-Hall, Former Senior VP, Chief Human Resources Officer, LexisNexis Group |
This session will explore the positive benefits a strong Corporate Social Responsibility (CSR) program can have on engaging your workforce. Robert Rigby-Hall will present a case study detailing ways you can connect your business strategies, customers, and employees through the effective use of CSR programs.
Under Rigby-Hall’s direction, LexisNexis has become a corporate leader in the global movement to end modern day slavery. By leveraging the company’s legal and technical skills, and forging partnerships with governments, non-profits, and businesses, this initiative has had remarkable success. It has garnered wide-spread support and established effective programs to combat human trafficking and help survivors, additionally, it has increased LexisNexis employees’ engagement, developed a culture of caring and strengthened customer loyalty.
Learning Objectives:
1) Understand ways to align CSR and business strategies
2) Learn methods to link customers to CSR activities
3) Engage and excite Millennial/Generation Z/Global Generation through CSR
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Value-Based Leadership: Creating an Ethical Organization
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| Workshop |
| Lauren De Simon Johnson, SVP, Human Resources, NRT, Inc. |
Elisabeth W. Gehringer, SVP, Corporate Compliance & Ethics Officer, Realogy Coporation
Most compliance and human resources programs have, to a greater or lesser degree, the elements that underlie an ethical, value-based culture: Code of Ethics, policy and procedure development; employee education and training; hotline, conflicts and case management. Each of these components, often developed and/or managed independently of one another, produce data and learning that are meaningful and worthy on their own merits.
In this session, the panelists will discuss how to best integrate the plans, outcomes and metrics from different program elements, and how to achieve fairness and consistency in employment matters throughout the organization. They will identify ways that this integration can leverage insight into an organization’s strengths and weaknesses, and be the basis for short and long term plans to create and cultivate an ethical organization. We will step through how to successfully develop an ethical culture within a geographically spread, diversified business model as we take participants through our four-year journey--and we will touch on lessons learned along the way. Participants will learn that consistency in practice and embracing an integrated approach are critical especially in an environment constrained by limited resources.
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Employing Social Media to Increase Diversity and Engagement
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| Workshop |
| Harpaul Sambhi, CEO, Careerify Corp. |
Within the last three years, social media went from being an after-thought to becoming one of the main issues corporations are managing. While IT and management struggle to disable access to social media and marketing departments thrive with this new communication source, most HR functions are just beginning to harness the potential impact of social media. Social media impacts talent management, engagement, diversity, total rewards and policy.
Drawing on research he conducted with over 2,300 HR executives, Harpaul Sambhi will discuss best practices today’s leading organizations are employing. You’ll learn how to best utilizing social media to support your company’s diversity initiatives and increase employee engagement. During this interactive session, attendees will discuss and share their views and practices on social media and how it can be used to assist in recruitment and retention.
Learning Objectives:
1) Understand professional and social networks and technology as it relates to the HR function
2) Sharing of best practices on the use of social media to increase diversity
3) Learning methods to employ social media to increase employee engagement |
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Transforming HR: Radically Modernizing HR in the Public Sector
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| Workshop |
| Nikki Jackson, Vice Chancellor, HR, Maricopa Community Colleges |
This engaging workshop will detail the successful transformation of one HR Department into a strategic business partner. By creating a cross-functional team of internal consultants, promulgating a strong Mission, Vision and Values, aligning stakeholders around common strategic goals, and inviting media and public scrutiny, The State of Kentucky was able to innovate from an antiquated HR organization into one which has become Kentucky’s employer of choice for job seekers – and for current employees.
To reframe means to change your company’s conceptual and emotional viewpoint. This session – with a strong focus on the public sector – will detail the steps used to create this change and move forward in a holistic manner. Processes, timeline and outcomes will be detailed and we will brainstorm ways for you to “bring it all home.” Our Session speaker, Nikki Jackson, was previously Cabinet Secretary for Personnel for the State of Kentucky and is now Vice Chancellor of Human Resources for Mariocopa Community Colleges, the largest community college system in the country. Hear how her strategies worked in transforming HR in state government and what successes she has had thus far in her new role.
Learning Objectives:
1) Understand the steps necessary to develop a multi-functional team of internal consultants
2) Learn methodology for re-framing your HR department
3) Develop strategies to redefine the HR role and get buy-in from key players
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Solving the Generational Puzzle
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| Think Tank |
| Ventris Gibson, Former Assistant Administrator for Human Resources Management, FAA |
Today’s American workforce is unique and singular. Never before has there been a workforce so diverse. The mix of race, gender, ethnicity, and generation in today’s workforce is stunning. This workshop will examine the challenges, opportunities, and promises these generational differences present. Over the past five centuries, the American society has entered a new era – a new turning – every two decades or so. At the start of each turning, people change how they feel about themselves, the culture, the nation, and the future. Generational analysis is not new.
Join us in this fun filled and engaging workshop as we examine the impact of traditionalists, baby boomers, generation Xers, millennials, and the newest generation have on the work environment and on succession, talent acquisition and management strategies.
Learning Objectives:
1) Understand the unique characteristics of today’s multi-generational workforce
2) Determine the best method to communicate, hire, train and motivate all workers
3) Examine the impact these employees have on your company’s strategies |
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Trends in Executive Compensation
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| Think Tank |
| Virginia Aulin, VP, Communications & Corporate Affairs, Boise, Inc |
Are technical and governance-related issues impacting companies’ abilities to offer fair and attractive executive packages? Can you balance the use of complex programs with the need to make them easy to understand, administer and communicate? What is the right mix of long and short-term incentives to best motivate and retain executives, while linking their interests with shareholder value creation?
The recent recession and uncertain economic outlook, combined with increased regulatory and shareholder oversight (most notably the newly mandated say on pay legislation) make developing effective executive compensation programs a challenge. This discussion group will explore how companies are working with their compensation committees to ensure alignment of executive rewards with business performance and will discuss the tools and techniques available to select attainable goals and measure and reward achievement.
Learning Objectives:
1) Learn the benefits of aligning compensation with business performance
2) Select goals and measurement criteria
3) Understand how executive compensation links to shareholder value
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Storytelling: A Tool for Increased Retention
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| Seminar |
| Charles Euchner, Teacher & Author |
We humans are a storytelling species. When we tell compelling stories, with characters worth caring about, we connect with our colleagues, clients, and customers. But well-told stories do more than connect with the audience. They also help to transform the audience.
By following a handful of simple but powerful tools, this seminar will help you communicate on all levels—from emails and reports, in staff development and the everyday work of the organization. Using stories, managers can guide staff projects and careers. By making professionals the “heroes” of their own narratives, we can foster an organization-wide culture of growth and development.
This interactive seminar will show you how to find stories all around you—and how to build those stories to foster both creativity and efficiency throughout your organization. You’ll leave with both a better understanding of complex issues and ideas as well as specific skills to improve your professional development programs.
Learning objectives:
1) Engage staff at all levels with stories that involve them in the organization, departments and divisions, and projects and teams
2) Develop a fail-safe strategy to express even simple ideas in narrative form
3) Align organizational goals with the larger narrative of the organization
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Face-to-Face in a New Dimension: Virtual Reality Training
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| Seminar |
| Steve Fitzgerald, Vice President, Human Resources, Avaya |
Bonnie Davis, Executive Leadership Development, Avaya
In this interactive session, terms like “virtual world”, “avatars” and 3D learning will come to life in a fun and informative way. You’ll learn how to position your HR department at the leading edge of innovation.
This session will explore how the HR team at Avaya adapted Avaya’s technology to create and successfully implement Web.Alive -- a virtual immersive tool. Learn how Web. Alive has been used as a low-cost, high impact and easy way to engage a global workforce - from the CEO and his senior management team down through the individual contributor level. Web.Alive’s innovative delivery of HR programs will be explored, including those focused on executive leadership development, on-boarding, career development, corporate events, and an on-line university. The session will also cover how to overcome the change management obstacles that some organizations fear they will face when introducing a tool like this to their employees, particularly those at the more senior levels.
Learning Objectives:
1) Understand the value of using a virtual immersive environment for collaboration and learning at all levels of an organization.
2) Become familiar with the key functionality and ease of use of a specific virtual immersive environment.
3) Live the case study of how a large global company is effectively using a virtual immersive tool across multiple HR learning and collaboration programs for all levels of the organization.
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Building a Robust Leadership Pipeline
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| Think Tank |
| Debbie Pollock-Berry, Senior Vice President, Human Resources, XO Communications |
We have all heard horror stories around companies that were unable to replace a leader in a critical/key position in a timely matter. The impact can be devastating and it happens more frequently than we care to discuss to many companies. Savvy companies are starting to look beyond today and are assessing whether they have the right leaders and successors in place to stay ahead of the pack. Companies are struggling to construct pipelines strong enough to withstand the turbulence and pressures of a competitive business environment and ensure that the vision and direction of their businesses remain intact. In this discussion group, we’ll look at the strategies and approaches to ensure our organizations are leaders and not followers when it comes to having the right talent in place at every turn.
Learning Objectives:
1) Understand the necessity of developing a leadership pipeline
2) Learn the methods to source and retain the right people
3) Develop strategies to improve your organization’s pipeline
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Winning the Competition for Top Talent
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| Workshop |
| Greg Reilly, Ph.D., Assistant Professor of Management, University of Connecticut School of Business |
Anthony Nyberg, Ph.D., Assistant Professor of Management, Moore School of Business at the University of South Carolina
Companies must constantly deliver value to investors, customers and employees in order to grow and thrive. To accomplish these goals, firms develop strategies to differentiate themselves in attractive customer markets. One key driver of strategic success is the development of people which best fit the firm's strategy. To secure this tailored talent, a company must develop a competitive mindset aimed toward winning in a specific talent market - closely matched to its needs.
Business strategists know that companies trying to be "everything to everyone" when competing for customers are rarely successful. Similarly, human resources executives that learn to apply the principles of strategic management to talent markets will create a competitive advantage for their firms. Specifically, HR executives who identify an attractive segment of the talent market and establish tight alignment between the value creation capabilities of the firm and the needs of their targeted talent will attract the best talent under the most favorable terms. By understanding relevant macro trends, relative attractiveness of talent segments and how to take advantage of internal capabilities, you can better position your firm to succeed. This interactive workshop will provide you with the tools and knowledge necessary to develop strategies to win the competition in the talent market
Learning Objectives:
1) Learn tools for developing a strategy for competing more effectively in the market for talent.
2) Understand how strategic management thinking can aid in efforts to successfully recruit the best fitting employees.
3) Practice articulating your firm's distinct value creation offering in the market for talent.
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Executive Leadership Development
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| One-on-one personal coaching session |
| Patti Anesetti, Denise Kirwan & Irené Byrne, Quest Consulting |
| In this private one-on-one coaching session, you and your coach collaborate as a team, focusing on YOUR goals and vision. You bring the desire to achieve, a willingness to discover new approaches, an openness to include someone else in the process, and a readiness to take action. Your coach will contribute provocative questions, new perspectives, straight talk, and authentic encouragement. You take away actionable solutions, insights, and strategies that are custom-designed for creating success in your organization, your career, or your life. |
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CLO & VP, Human Resources
FedEx Express
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VP, Human Resources
Amerigroup
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Director, Talent Acquisition
Health Management Associates, Inc.
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VP, People Resources
Atlantic Southeast Airlines Inc.
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VP, Organizational Effectiveness
Prudential Financial, Inc.
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More Delegates
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