Renaissance Schaumburg, Chicago
OCTOBER 15-17TH, 2017

This event is co-located with

Renaissance Schaumburg, Chicago IL
October 15-17th, 2017

Strategic HR and Operations

Change is now a constant in today’s society and in the business world.  Change is everywhere, from HR regulation compliance demands, to Labor Costs, to issues regarding social equality.  HR leaders have the vital role in the organization keep up with the changes as well as the day to day HR operations. The Strategic HR and Operations track will discuss the importance of utilizing strategies in order to evolve and grow not only as an HR leader but as a leader that contributes to the development and accomplishment of the organization business plan and objectives as a whole.  

  • Managing the Rise in Labor Costs
  • Legal & Compliance
  • Sustainable Team & Individual Employee Gratification
  • Performance Management Strategies
  • Building Company Culture: Multi- Generational Workforce
  • Diversity & Inclusion in the workplace

Breakout Presentations

Celebrating Success & Strengthening Company Culture through Virtual High Fives

SPEAKERS

Natalie Stute
Chief HR Officer, Consilio, LLC

Details

Celebrating Success & Strengthening Company Culture through Virtual High Fives

A recognition rich culture is the #1 driver of employee engagement and low turnover. When employees feel appreciated and valued, they’re more likely to give that much more of their efforts and heightened contribution levels. In this presentation, Natalie Stute will share how Consilio has successfully implemented a recognition program that both recognizes and connects employees across their 20 offices and 10 countries globally in a meaningful and sustainable way. By implementing a recognition platform, called Bonusly, Consilio has been able to immediately engage employees (from India to California) in recognizing peers for the great work they do day in and day out on a real-time basis.

 
Key Takeaways:
  • Learn how to make employee recognition painless and easy
  • Increase employee engagement through peer recognition
  • Learn how to align and reinforce your company core values through recognition
  • Understand best practices and lessons learned in implementing this employee recognition program
Unlocking Potential & Performance

SPEAKERS

Daniel Dellacona
SVP, HR / People Development & Organizational Effectiveness, Publicis Health

Details

Unlocking Potential & Performance

Potential and Performance are not one in the same. Organizations today need to recognize the difference between the two and then develop talent strategies to unlock both within their organization.

 
Key Takeaways:
  • The difference between Performance and Potential
  • How to assess Potential
  • Talent strategies to unlock both performance and potential
  • Leveraging both for business growth
 

 

Mastering Talent Planning-- What CHRO's Should Know and Do

SPEAKERS

Tom Stewart
Executive Director, National Center for the Middle Market

Details

Mastering Talent Planning-- What CHRO's Should Know and Do

Nearly half of middle market executives say that a lack of key talent is actually restraining their growth--which is to say, Executives have a big stake in helping their companies attract, develop, and retain human capital. Talent planning is ad hoc at most mid-sized companies--or they have islands of excellence in a sea of adhocracy. Tom Stewart will take you through the NCMM/Vistage study of talent planning, showing how to develop and implement companywide talent planning activities, building the right amount--not too little and not too much--process into the organization

Key Takeaways:

  • What talent planning is
  • The clear correlation between superior talent planning and superior corporate performance
  • Talent today and talent tomorrow: connecting talent planning to strategy
  • The ABLE framework: a tool to help move talent planning forward

 

How Did Healthgrades Reduce Medical Benefit Cost by 15%?

SPEAKERS

Kate Hyatt
Chief People Officer, Healthgrades

Details

How Did Healthgrades Reduce Medical Benefit Cost by 15%?

In 2016, the Healthgrades HR team redesigned the company medical benefits program for 2017 resulting in a 15% YOY decrease while most companies experienced an increase of 5-6%. A creative strategy including competitive bids, new plan design, and additional voluntary benefit offerings achieved this goal. Multi-channel communication, an online exchange platform and individual decision-making sessions were key to success.

 

Key Takeaways: 

  • Increase options
  • Communicate, communicate, communicate
  • Reduce the risk for the employee
  • Treat this as a change management initiative
 

 

Supporting Our Transgender Employee, Our Company and Our Customers:  One Company's Story

SPEAKERS

Tracie Sponenberg
Senior Vice President, Human Resources, The Granite Group

Details

Supporting Our Transgender Employee, Our Company and Our Customers: One Company's Story

Large companies have diversity departments. Small and medium sized companies have HR practitioners - if they are lucky - who wear many hats. What do you do when presented with your first Transgender employee, coming out in a customer-facing position, in a very traditional, male-dominated environment? Hear one company's story of how their employee successfully transitioned through educating the team, and customers.

 
Key Takeaways:
  • One company's story from start to now, on transgender employees in the workplace
  • Recent legal developments supporting transgender rights -including speculation on what is likely to happen under the new President
  • A list of helpful resources across the country
  • Our company's policy changes, along with our step by step process for supporting, educating, training and more
Healthcare Cost Governance - New Frontier For Human Resource Leaders

SPEAKERS

Jim Arnold
Founder & CEO, finHealth, Inc.

Details

Healthcare Cost Governance - New Frontier For Human Resource Leaders

Jim Arnold, Founder & CEO of finHealth and David Hester, Sr. VP Business Development, will review the concept of Healthcare Cost Governance. This new frontier for Human Resources and Financial Leaders explores the five questions you should be asking about healthcare expenditures, and demonstrates how data analytics and real-time audits can reduce rapidly escalating healthcare costs and promote healthy outcomes for employees.

 
Key Takeaways:
  • Healthcare is the 2nd largest "people" cost behind salaries.
  • Per the Center for Medicare & Medicaid (CMS), healthcare costs expected to rise 6% per year over the next 10 years.
  • Also per CMS, healthcare claims have a very high error rate at over 12%.
  • Common billing errors include medical claims paid without coverage, duplicate payments, age/gender conflicts, excessive units billed and NCCI Coding edit errors (upcoding).
Shielding Plan Sponsors in Changing Times

SPEAKERS

Robert Nourse
Regional VP of Business Development, Vantage Benefits Administrators

Details

Shielding Plan Sponsors in Changing Times

As a plan sponsor, you face a world of disruptive change full of risks, administrative duties and shifting rules. Competitive retirement benefits are an imperative — and so is addressing the headaches that come with fiduciary compliance. The good news is that delegating fiduciary responsibilities can minimize your fiduciary functions and reduce your liability to the greatest extent possible.

Key Takeaways:

  • Roles & responsibilities within your retirement plan
  • Who is a plan fiduciary?
  • What’s at stake
  • What to watch for?
  • How to minimize your risk? 
“How did my job get like this?”  Driving unicycles on interstates, and Ferraris on cowpaths.  Re-thinking today’s HR tools for an ever changing world…

SPEAKERS

Tom Connolly
CEO, GattiHR

Details

“How did my job get like this?” Driving unicycles on interstates, and Ferraris on cowpaths. Re-thinking today’s HR tools for an ever changing world…

Traditional Structures like job descriptions, organizational charts, titles, salary bands, and traditional Processes for goal setting, succession planning, performance management, talent assessment, and pay are basically useless.  They’re built for environments that are 80% “stay-the-course” and 20% “re-invent”.   When it’s suddenly 80% “re-invent,” just about everything HR people ever learned about structure and process goes out the window.  Decision-making is too slow, processes feel ritualized and fake, information is out-of-date and all of it sucks up way too much time, energy and other resources. 

Key Takeaways:

  • How can I get the “clock-speed” up on the processes I need to run?
  • How do I make sure they’re actually useful and relevant?
  • Can I ever get the organization to actually like this stuff?
  • How do I get from where we are today to where we need to be?