Registration

Opening Remarks of the Conference Chair

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

1. Getting a Return on the investment in Total Rewards
2. Getting Real about the Relationship of Rewards to the Talent Strategy
3. Getting Re-Acquainted with Behavioral Motivation
4. Getting the Organization to Re-Invent and Re-Purpose

Mark Englizian, Senior Vice President and CHRO, Walgreen Co.

This includes time for Q & A and discussion on the topic.

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
Kevin Jones, COO, McBassi & Co.; Formerly, Chief Learning Officer, PWC Global Advisory Practice

This includes time for Q & A and discussion on the topic

Morning Networking Break

Case Study:Forging the shift to a more pay for performance culture from the top down:  Shaking Up Total Rewards and Compensation at Denver Water

What 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

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:
Mark Englizian, Former SVP and CHRO, Walgreen Co.

Gregor Teusch, Senior Vice President, Global Compensation, Benefits & People Analytics, Chubb Corporation

Luncheon

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.
Hear from Total Rewards HR Leaders that have decoupled performance ranking from compensation, and others that have chosen to modernize their Pay for Performance models.

Panelists include:
Molly O’Brien, Head of Total Rewards and Performance Management, BASF

Gail Cagle, CHRO, Denver Water

Moderated by

Amy Armitage, Director, Member Research Programs, Institute for Corporate Productivity, i4cp

Panel: How to Customize Executive Compensation Approaches for: CEO Succession, M & A,Integration, Key Employee Retirement Cliffs; Employee Retention; Maintaining Robust Talent

Participants

Eric Hosken, Partner, Compensation Advisory Partners

Barbara Vietor, Vice President, Global Total Rewards, Integra LifeSciences

Networking Refreshment Break

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

An Innovative Human Approach to Total Rewards: The Case for Change

Lori Block, Principal, Communication and Client Technology, Xerox

Day 1 Sessions Conclude

Registration

Review of Day One from Conference Chair

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. 

• Creating a true total rewards mindset for our internal customers
• Aligning HR with marketing to bring our external brand experience inside
• Focus on the consumer experience for our employees!

Susan Kunreuther, Executive Vice President, Global Total Rewards, MasterCard

Morning Networking Break

Presentation and Conversation On: Applying Evidence Based Insight to Create an Integrated
Total Rewards Function Supporting the Total Employment Experience

Angie Keller, CEO, Sophic Partners; Former, Executive Director – Workforce Analytics & Rewards at
Cox Communications

CASE STUDY: Implementing a Global Total Rewards Strategy and a Global Communications
Strategy to Enable it: Telling the BASF Story

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

Luncheon

PRESENTATION Why the Future of Work Means We Need a Director of Imaginative Reward

The 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, co-author of Lead the Work: Navigating a world beyond employment will take us through the implications of “a world beyond employment” for Reward Leaders. David will then lead us through some practical exercises to diagnosis how the idea might play out in your own particular situation. We’ll think about where it makes sense to use competitions, reputation systems, idiosyncratic deals and micro-assignments as the active elements in your reward strategy.

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

DISCUSSION on INNOVATION and PERSONALIZATION within TOTAL REWARDS: One Size Does Not Fit All

Panelists:
Philip Ziman, Vice President, Total Rewards and Operations, Bazaarvoice
Kevin Jones, COO, McBassi & Co.; Formerly, Chief Learning Officer, PWC Global Advisory Practice

Afternoon Networking Break

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.

Day 2 Sessions Conclude