The Red Rock Resort, Las Vegas NV
March 5-7th, 2017

Educational Program

Our compelling educational program is led by a steering committee of experienced HR executives. The steering committee provides us with their first hand insights and we build a program that reflects these experiences, challenges and opportunities.

If you’re interested in joining the Connect HR Leadership Summit Steering Committee or speaking at the summit please email jennyholman@quartzb2b.com

SHRM Credit is available for this program, see link for more details.

Please note that the educational program will continue to be updated. 

 

Key Themes:

  1. HR Technology and Analytics
  2. Strategic HR and Operations
  3. The Art of Attracting and Retaining Talent

 

 

 

 

Keynote Presentations

Transforming HR in Data and Cognitive Era

SPEAKERS

Obed D. Louissaint
VP, People & Culture, Cognitive Solutions & Research, IBM

Details

Transforming HR in Data and Cognitive Era

New opportunities are emerging for Cognitive Systems to underpin our knowledge and support decision making related to our teams, workforces, and organizations.


Key Takeaways:  
  • Unstructured data can be seen, used, and understood by Cognitive Systems
  • Advanced analytics and potential hypotheses are achievable via programmed and probability based computing
  • Behavioral science is leveraged to understand preferences and infer sentiments
  • Cognitive Solutions support HUMAN decision making to drive innovations and insights across HR functions

 

Breakout Presentations

Panel Discussion: Retention of Top Talent

SPEAKERS

Colin Beynon
Vice President of Human Resources, DHL Express U.S.

Details

Dave DeFreitas
Group CFO, Corporate Services, Caterpillar Inc.

Details

Panel Discussion: Retention of Top Talent

Panel Discussion 

Selling the Insurance Industry - Attracting and Retaining Millennials

SPEAKERS

Ray Stevens
Asst. VP, Talent Management, The Hanover Insurance Group

Details

Selling the Insurance Industry - Attracting and Retaining Millennials

Insurance isn't sexy. It's tough to attract millennial talent looking for high tech, innovative roles with flexible work schedules. But brand, reputation and growth remain important in all companies. Looking to attract and retain millennials? This session outlines how Hanover Insurance is appealing to the next generation of workers.

Key Takeaways:

  • Market research and industry talent trends
  • Creative ways to address talent challenges
  • The importance of pipelining
  • Retention strategies that work

 

 
The

SPEAKERS

DeRetta Cole
Chief HR Officer, YMCA of Metro Atlanta

Details

The "Change" Mindset from Transactional to Transformational: A Case Study for HR Professionals

The focus of this presentation is to provide examples of how, as an HR Executive, you forge the change of the organization to a transformational shift. In many cases, HR Executives are forced with the day to day transactional occurrences and are not granted the opportunities to focus on strategy for transformation. During this presentation, the how, tools, stakeholders and structure will be discussed in how your move from transactional to transformational. Real life examples will be provided and discussed during the interactive session.

Key Takeaways:

  • The importance of understanding the culture of your organization and how, as an HR Executive, you influence a culture shift
  • The tools that you use to assist in the culture shift you are cultivating
  • As an HR Executive, the skills needed for you to activate the change in your culture.
  • The stakeholders to consider as you implement any change

 

I Love Your Idea - Let's Make it Happen

SPEAKERS

Courtney Abraham
SVP, Talent Management, The Adecco Group

Details

I Love Your Idea - Let's Make it Happen

Driving HR agendas and process improvements will never go away.  Building meaningful relationships with executives so they drive your agenda for you without ever knowing, might be the innovative way forward and certainly will make change a lot quicker. Hook onto their intellectual curiosity, use meaningful data that drives revenue or saves costs and let's get going.

Key Takeaways:

  • Emotional Intelligence will take you further
  • Learning, listening and providing value "in your words"
  • Don't be afraid to be coached

 

 
Gaining Mindshare:  How to Get Executive Leaders to Listen

SPEAKERS

Michael Walters
SVP, Human Resources, Genoa Healthcare

Details

Gaining Mindshare: How to Get Executive Leaders to Listen

You have the greatest ideas. You know exactly what should be done to help move the business forward. But you can't attract leadership's attention. This session will explore elements of Social Influence Strategies from the realm of psychology and apply their learnings to the high stakes world of corporate HR leadership. A model will be introduced to help gain mind share of top leaders in any organization.

Key Takeaways:

  • Review current state of HR in terms of perception by executive leadership.
  • Gain understanding of seven main influence strategies from the realm of social psychology.
  • Apply influence strategies to the world of HR.  Discuss how to gain mind share from the most difficult of executives.
  • Learn how information is the most important of all strategies and how best to apply metrics to enhance arguments.
  • Hear practical examples of the application of these techniques.
HR ANALYTICS FROM SCRATCH: 8 LESSONS LEARNED IN THE FIRST YEAR

SPEAKERS

David Harcourt
Manager of Employee Insights, Yum! Brands

Details

HR ANALYTICS FROM SCRATCH: 8 LESSONS LEARNED IN THE FIRST YEAR

Yum Brands is one of the world’s largest restaurant companies with three global, iconic brands: KFC, Pizza Hut and Taco Bell. As a business that is heavily influenced by consumer sentiment, we have a well-established consumer insights function. In 2014, the human resources leadership decided to create an employee insights function to bring a similar data-driven approach to people decisions. To that end, they hired David Harcourt, a former actuary and HR consultant, to answer the big questions they faced. Starting with a good idea, but little else, they had to think through the details strategically: What software to use? What data sources are available? How much should they rely on external consultants? Being new to the role, and without a predecessor’s notes to follow, Harcourt started reading every available analytics in HR white paper. However, many of those case studies weren’t addressing the challenges faced by the organization. Despite the lack of precedent, they were able to come up with some pretty interesting findings in the first year using a combination of descriptive, predictive and text-mining techniques. For example, they now have a better understanding of the behaviors that best differentiate the organization’s best VPs from their peers. In this presentation, Harcourt will share the tips, techniques and lessons learned during the first year of this endeavor. Basically, everything he wish he’d known when he started!

Generational Differences in the Workplace- How to Recruit &Retain

SPEAKERS

Jill Kreissl
Vice President, Human Resources, 21st Century Oncology

Details

Generational Differences in the Workplace- How to Recruit &Retain

How to recruit, motivate and retain a workforce that spans the generations.

Key Takeaways:
  • One size does not fit all
  • Leverage the skills and competencies of all people
  • Build a brand as a company that truly values diversity. That’s what makes a great place to work.
 
Millennials - Our Future Leaders and Their Expectations

SPEAKERS

Angela Batterson
Vice President, Global Human Resources, NewNet Communication Technologies

Details

Millennials - Our Future Leaders and Their Expectations

Millennials will be our future leaders around the globe. By 2020, Millennials will make up 50% of our workforce. Digital communication using the latest technology is second nature to them. As Millennials become our future leaders, companies that learn to embrace change; especially with communication, development and retention, will win the talent capitalization game. Companies will need to spend time creating initiatives to put in place and finding out what will work best for each individual company. Are you and your company ready for our future leaders?

Key Takeaways:

  • Find balance with generational difference
  • Adapt to our future leaders communication style - mobile communication, text blasts, twitter, etc.
  • Create the value proposition for the employee - Millennials have a need to understand the business and how they add value in making the company successful
  • Create a flexible work environment
  • Invest in training & development , regardless if Millennials job-hop every couple of years
Fast Track Recruiting

SPEAKERS

Karen King
VP of Talent Management, projekt202

Details

Fast Track Recruiting

In many industries, the revenue of the company is predicated on how quickly recruiting can fill roles. The speaker will share 10 easy-to-implement steps for fast-tracking your recruiting process and actual data on how this process is working for her team to help you recruit like a rock star.  

Key Takeaways:

  • a framework that recruiters can use to quickly fill roles 
  • an understanding for the importance of having strong relationships and good communication with hiring managers and leaders in the organization
  • an understanding for the importance of understanding the dynamics for hiring at their company
Yes, You Can Change Performance Management

SPEAKERS

Elizabeth Stahl
Vice President People, CRI®

Details

Yes, You Can Change Performance Management

Everyone hates performance management and wants to change it but it is hard to envision a different method when we have been drilled to have cascading goals, pay for performance, and forced ranking. Find out how one organization changed the model and how you can too.

Key Takeaways

  • How to evaluate your organizations willingness to change?
  • How do you question the existing process?
  • How do you go about creating a new process?
  • Case study on DRIVE

SPEAKERS

Terry Westfahl
Principal / Vice President of Human Resources, GRAEF

Details

"Why you gotta be so mean?" Address Bad Behavior by Bullies Before Your Best and Brightest go Bye-Bye.

Caustic coworkers are one of the top pain points for HR leaders, and consistent reason for key employee turnover. The focus is to shine a laser-focused beam of light on the, now irrefutable, epidemic of workplace bullying, its impact on retention, and the case against and the correction of the existence of this inhumane tactic by the least ethical among us. Intended to uplift!

Key Takeaways:

  • What the cost is of doing nothing,
  • Why, when dealing with bullies, doing something isn't always better than doing nothing,
  • How to respond to push back comments from senior management when you suggest taking action and they say "You're being too sensitive! That's just (insert bully's name here) being (insert bully's name here)," and
  • The map and methodology to mean-free meetings and other dealings in the workplace.
Benefits and Wellness - The Personal Touch

SPEAKERS

Douglas Potvin
Chief Financial Officer, Trinity Logistics

Details

Benefits and Wellness - The Personal Touch

CFO and HR constantly consider cost in development of benefits and wellness programs, and miss the personal touch.  The focus on benefits and wellness should be the value the company brings to the team members.  At Trinity Logistic we use innovative approaches to deliver across the four foundation of wellness: Health, Mental, Financial and Spiritual. 

Key Takeaways: 

  • Engaged members in changing behavior through engagement and incentives;
  • Provide plans, tools, and resources which are of value to team members;
  • Focus on the entire well being of the team members and dependents;
  • Through engagement in the well being of team members - cost will be reduced;
Tools and Techniques for the art of attracting and retaining talent

SPEAKERS

Jason Westenskow
VP of Human Resources, Zachry Corporation

Details

Tools and Techniques for the art of attracting and retaining talent

In the pursuit of talent, how can you keep up with the Kardashians and the Jones? Lead, or at least keep up with, the market to attract and retain the best talent for your business? What are the most effective ways to build and maintain your employment proposition? 

 
Key Takeaways:
  • Know what you're looking for - sell first and screen second
  • Create success profiles - internally and externally
  • Be specific - in what you can and can't do
  • Be flexible - don't let an outdated process spoil your talent search or retention efforts
Building a Movement at IDEA Public Schools

SPEAKERS

Phillip Garza
Chief College and Diversity Officer, IDEA Public Schools

Details

Building a Movement at IDEA Public Schools

IDEA aims to democratize higher education, building a network of high-performing public schools that achieves its mission, "College For All." In this pursuit, it is building movement across regions that provide each student an extraordinary college-preparatory education.  This session dives deep into IDEA’s talent cultivation, acquisition, engagement and retention strategies.

Key Takeaways:

  • Talent starts with mission, vision and values
  • Recruitment isn’t a phase, it is a constant
  • Scale demands exceptional management
  • Great people know great people
  • Tools help, but judgment transforms
Discrimination and Harassment Claims:  Managing the Risk and Best Practices

SPEAKERS

Yoora Pak
Partner- Attorney at Law, Wilson Elser Moskowitz Edelman & Dicker LLP

Details

Discrimination and Harassment Claims: Managing the Risk and Best Practices

This presentation will discuss new and emerging developments in employment law with respect to discrimination and harassment claims, and how to manage the risks to your organization when an employee complains.  We will cover emerging regulatory and enforcement issues, including new EEOC guidelines on national origin discrimination, transgender as a protected class, as well as potential changes with the new Republican administration.   We will also recommend "best practices" for your organization's complaint process and internal investigations.

 
Key Takeaways:
  • Keep current on new and emerging developments
  • Learn how to spot "key issues" when an employee complains about discrimination or harassment
  • How to conduct an internal investigation
  • Best practices to manage and reduce the risk of litigation
 
HR Leaders Role in the Insurance Acquisition Process: 2 Major Components

SPEAKERS

John White
Area Senior Vice President, Arthur J. Gallagher & Company

Details

HR Leaders Role in the Insurance Acquisition Process: 2 Major Components

The two aspects of insurance most related to the HR function and critical to the success of an organization are workers compensation and executive liability (the most relative to HR is Employment Practices Liability).What are the most important aspects of determine the right value of any workers compensation program which could take any number of forms: from guaranteed costs to self-insurance and everything in between?

What does a well put together executive liability program look like?   How does Employment Practices fit into this insurance policy?   What is included here and what is commonly excluded?   How can we best use the policy prior to a claim and how it functions when we do have a claim. 

Disruptive Velocity; A case for moving with the times, but bringing your people along with you…

SPEAKERS

Ruth Steel
Managing Director; RAMCO, GattiHR

Details

Disruptive Velocity; A case for moving with the times, but bringing your people along with you…

In an age of amplified data and dramatic and rapid technology change, what are our coping strategies and who deals with ‘information overload’ the best? Let’s examine what we need in our organizational tool belt to welcome innovation whilst supporting and developing our workforce to embrace change and keep focused on the goal.

Strategic Integration of Your Hiring Tools for Greater ROI

SPEAKERS

Bryan McShane
Director, Prospect Sales - Enterprise, iCIMS

Details

Strategic Integration of Your Hiring Tools for Greater ROI

As the talent acquisition landscape has evolved and become increasingly competitive, strategic automation is at the core of hiring success. Leaders know the importance of hiring top talent but many don’t know where to begin. To start on the path for implementing a winning strategy for modern talent acquisition, companies need a best in breed ATS that allows them to embrace CRM and onboarding automation while centralizing their hiring solutions under one platform.

After recognizing their outdated ATS delivered delayed background and drug screen results from their previous vendor, HD Supply sought out a cutting-edge applicant tracking system that best fit their needs. With 13,000+ employees across 500 locations in the U.S. and Canada, HD Supply knew that with such high volume, automation would lead to strong ROI. Through technology integration, HD Supply has seen significant improvements in turnaround time for background and drug screening results. As a result, the company has dramatically improved its talent acquisition operation while reducing time-to-fill metrics.

Key Takeaways:

  • The formula for modern talent acquisition and the importance of choosing the right applicant tracking system.
  • How HD Supply improved their time-to-fill and manager satisfaction metrics due to faster turnaround time of screening results
  •  A view into how HD Supply implemented the iCIMS Talent Platform and unified all hiring solutions under one platform.
  • The power of our Platform-as-a-Service approach and how it impacts the future of talent acquisition. 
The Science of HR Decision Making

SPEAKERS

Elizabeth (Liz) Woods
Director, HR Research & Advisory, McLean & Company

Details

The Science of HR Decision Making

HR is often faced with limited resources, changing priorities, multiple stakeholders and increased demands. Too often, HR leaders must make decisions with insufficient information and without knowing the true effect on the business. Leveraging HR analytics and stakeholder feedback removes the guesswork from what makes the business happy and predicts the impact of key decisions before they happen.

 
Key Takeaways:
  • Only 27% of Business Leaders are satisfied with the performance of HR.
  • Stop guessing about stakeholders' perceptions; make business satisfaction your key metric and actively measure it.
  • Invest in your Stakeholder Management Program: invite feedback to build strong relationships and identify where to focus improvements going forward.
  • Train your players: running HR is a team sport.
 
How to Evaluate the TCO (Total Cost of Ownership) - Software Selection and Upgrades

SPEAKERS

Michael Thaw
Senior Director Selection Services, Technology Evaluations Centers

Details

How to Evaluate the TCO (Total Cost of Ownership) - Software Selection and Upgrades

The Total Cost of Ownership (TCO) of enterprise software is more than just the cost of licenses, maintenance and implementation costs of the software. There are  hidden costs involved - especially when customizations or third-party support are required. Learn about all the factors that go into calculating the TCO of software in this informative TEC presentation.

 
Key Takeaways:
  • Specify exactly what you need.
  • Understand what you are buying and how it is delivered.
  • Buy only what you need.
  • Know how to verify the TCO.
  • Understand the contract(s) and how to negotiate.
 
 
Trump Card: The impact the new administration will have on HR professionals

SPEAKERS

Robert Nourse
Director, Business Development, Vantage Benefits Administrators

Details

Trump Card: The impact the new administration will have on HR professionals

The next several months—and likely the next few years—will be a roller coaster for human resources professionals. The differences between the Obama Administration and the Trump Administration are dramatic in many ways, but there are 4 key areas unfolding that seem to have our undivided attention and that directly impact HR, including:

  • Federal regulation
  • Health insurance and the ACA
  • Immigration reform
  • Taxes and trade agreements

Key takeaways

Regardless of the policies the new administration enacts, HR professionals will be on the front lines of implementation. It’s essential to have a partner who can provide information, guidance and support allowing you to create effective policies for your organization and a clear and strategic plan to communicate to your employees.

  • Understand the Trump administration’s health-care positions, policies and priorities—including what we’ve seen so far and what’s likely to come.
  • Examine potential legislative and administrative actions and their impact on the HR industry
  • Learn how benefit plan experts can help develop comprehensive, customized solutions that make a difference and a measurable impact