Review the complete agenda for more details on the event schedule, sessions and speakers.
HRCI Approval
This program, has been approved for 10.50 (HR (General)) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute.
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.
Conference Day One | Thursday, October 8th, 2015
7:30am |
Registration |
8:15am |
Opening Remarks of the Conference Chair |
8:30am |
OPENING KEYNOTE PRESENTATION – The View from the C-Suite: What Do Senior Leaders, Boards and Ownership Groups Look for in a High Performing Compensation Environment
Mark Englizian, Senior Vice President and CHRO, Walgreen Co. This includes time for Q & A and discussion on the topic. |
9:30am |
KEYNOTE PRESENTATION: Using Analytics to Optimize your Rewards & Recognition Strategy: Why, What, How?HR analytics is a powerful tool that links disparate pieces of information – such as compensation, benefits, rewards, managerial competencies, training, development, local labor market data – to business outcomes. Cleverly done, it can generate actionable insights for reducing turnover, improving workforce diversity and inclusion, and driving sales. It also provides a powerful platform for communicating with your Board of Directors, and ultimately, Wall Street analysts. But most firms do not yet have the analytic maturity to create these benefits. This session will provide concrete guidance you can use immediately to leverage the power of analytics within your firm. Laurie Bassi, CEO, McBassi & Company, Author, HR Analytics Handbook This includes time for Q & A and discussion on the topic |
10:30am |
Morning Networking Break |
11:00am |
Case Study:Forging the shift to a more pay for performance culture from the top down: Shaking Up Total Rewards and Compensation at Denver WaterWhat happens when the senior business leadership of an organization begins to institute major changes to align performance, development, and compensation processes with significant innovation in strategy, values, and measurement practices? In this case study, Gail Cagle provides a window into how she went about leading the HR department of a hundred year old organization into the future. She will share the steps she took introducing new practices in Total Rewards and compensation that support a pay for performance culture as well as innovation and career development opportunities. Applying insights from Talent Management, Learning, OD, and Lean Startup Methodology, Gail will share her experience integrating Total Rewards and Talent Management, and navigating through business changes that impact compensation strategies. Gail Cagle, CHRO, Denver Water |
11:45am |
Panel: Measuring The Success of Your Total Rewards Spend. Can We Find The ROI?People costs are extremely significant when you factor in all the benefits companies provide…but is it really working? Are we spending too much or not enough? For example, maybe some companies are overspending in bonus dollars when those dollars could be better used to create employer of choice experiences. There is much choice in where we invest in total rewards.....this session is to hear best practices of those companies that measure and manage this well. Panelists include: Gregor Teusch, Senior Vice President, Global Compensation, Benefits & People Analytics, Chubb Corporation |
12:30pm |
Luncheon |
1:30pm |
DISCUSSION: Rethinking Performance Reviews: Contrasting Models for Evaluating Enterprise Performance for Compensation Decisions.Discussion looks at 1) Forced Ranking approaches 2) Embeded Pay for Performance Reward Structures 3) Career Development-Centered Approaches (where compensation is decoupled from traditional performance reviews).
AN IDEA SHOOTOUT: Should we or shouldn’t we? Senior Executives in Total Rewards cross perspectives on the importance of and desire for performance reviews as well as evaluating their impact on the organization. Does forced ranking and annual reviews impinge upon organizational effectiveness concerns such as engagement. Panelists include: Gail Cagle, CHRO, Denver Water Moderated by Amy Armitage, Director, Member Research Programs, Institute for Corporate Productivity, i4cp |
2:30pm |
Panel: How to Customize Executive Compensation Approaches for: CEO Succession, M & A,Integration, Key Employee Retirement Cliffs; Employee Retention; Maintaining Robust TalentParticipants Eric Hosken, Partner, Compensation Advisory Partners Barbara Vietor, Vice President, Global Total Rewards, Integra LifeSciences |
3:15pm |
Networking Refreshment Break |
3:45pm |
CASE STUDY: LIVING Your Values.....REWARDING Your Values: Reinforcing a performance culture through an integrated & innovative social rewards peer to peer recognition program at Bazaarvoice.Philip Ziman, Vice President, Total Rewards and Operations, Bazaarvoice |
4:30pm |
An Innovative Human Approach to Total Rewards: The Case for ChangeLori Block, Principal, Communication and Client Technology, Xerox |
5:15pm |
Day 1 Sessions Conclude |
Conference Day Two | October 9th 2015
8:00am |
Registration |
8:30am |
Review of Day One from Conference Chair |
9:15am |
KEYNOTE CASE STUDY: MARKETING the EMPLOYEE VALUE PROPOSITION internally and Broadening the Total Rewards Vision: Bringing a deeper experience and engagement to the Total Rewards Mindset at MasterCard.
Susan Kunreuther, Executive Vice President, Global Total Rewards, MasterCard |
10:00am |
Morning Networking Break |
10:30am |
Presentation and Conversation On: Applying Evidence Based Insight to Create an Integrated
|
11:15am |
CASE STUDY: Implementing a Global Total Rewards Strategy and a Global Communications
|
12:00pm |
Luncheon |
1:00pm |
PRESENTATION Why the Future of Work Means We Need a Director of Imaginative RewardThe Uber-ization of work is shaking the foundations of HR. For the Reward function there is a very specific need: take the lessons learned from freelancer talent platforms and bring them in-house. The job of doing so begins with imagining rewards differently. David Creelman, CEO, Creelman Research; Co-author, forthcoming book with John Boudreau, Ravin Jesuthasan, Lead the Work: Why the future of organizations lies beyond employment (to be released in October 2015), Advisory Board Member This includes time for Q & A and discussion on the topic |
2:00pm |
DISCUSSION on INNOVATION and PERSONALIZATION within TOTAL REWARDS: One Size Does Not Fit AllPanelists: |
2:45pm |
Afternoon Networking Break |
3:15pm |
Action Learning Facilitation Roundtables: Summing up by individually identifying what is most relevant upon my return.This includes individual query of group and receiving individual feedback. |
4:30pm |
Day 2 Sessions Conclude |