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Accelerating HR Transformation Developing Key Talent and Leadership, Reshaping Organizational Culture, and Integrating Digital Technology to Drive Innovation and Boost Enterprise Results within a Competitive Global Talent Economy NOVEMBER 13-15, 2016, TURNBERRY ISLE, MIAMI, FL @Exchange_HR #CHROxchange HR Exchange Network HR Exchange Network IQPCExchangeUSA www.chro-exchange.com I 813-658-2539 I [email protected] 2016 PROGRAM GUIDE

Accelerating HR Transformation - IQPC Corporate · Accelerating HR Transformation Developing Key Talent and Leadership, Reshaping Organizational Culture, and Integrating Digital Technology

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Page 1: Accelerating HR Transformation - IQPC Corporate · Accelerating HR Transformation Developing Key Talent and Leadership, Reshaping Organizational Culture, and Integrating Digital Technology

Accelerating HR TransformationDeveloping Key Talent and Leadership, Reshaping Organizational Culture, and Integrating Digital Technology to Drive Innovation and Boost Enterprise Results within a Competit ive Global Talent Economy

N OV E M B E R 1 3 - 1 5 , 2 0 1 6 , T URNBERRY ISL E , M IAM I, FL

@Exchange_HR #CHROxchange

HR Exchange Network

HR Exchange Network

IQPCExchangeUSA

w w w.c h r o - e x c h a n g e .c o m I 813-658-2539 I spexchange@iqpc .com

2016 PROGRAM GUIDE

Page 2: Accelerating HR Transformation - IQPC Corporate · Accelerating HR Transformation Developing Key Talent and Leadership, Reshaping Organizational Culture, and Integrating Digital Technology

www.chro-exchange.com I 813-658-2539 I spexchange@iqpc .com

NOVEMBER 13-15w w w. c h r o - e xc h a n g e . c o m

It is my great pleasure to welcome you to the 5th edition of the annual Chief Human Resources Officer Exchange

After 8 years of low unemployment rates, the competition for top talent is at an all time high. CHROs of today are targeting skilled workers in a highly transparent job market boosted by the rise of social digital platforms, and focusing on developing and promoting their external employment brand.

Increasing uncertainty, risk and competitiveness on a global scale is driving cost-reduction strategies with increased pressure to control costs and protect margins. As HR leaders continue to evaluate workforce costs, proving the value of human capital and optimizing workforce investments has become an essential move for HR leaders who want to move centre-stage as critical business partners. Today’s CEOs expect CHROs to be strategic partners and advisors, who can speak the business language from the perspective of talent strategy and data.

In light of these emerging challenges for CHROs, we have developed a content rich agenda, which will address topics such as:

• Elevating the Role of HR: Successful Business Transformation Ignited by Human Capital Efficiency• Talent Development and Workforce Planning: Ensuring Enterprise Talent Needs are Met in the Short

and Long Term • Employee Engagement and Retention: Redesigning Organizational Culture and Focusing on

Enhancing Employee Experience, Developing Employer Branding• Leadership Development, Executive Succession and Compensation• Cutting Edge People Analytics: Changing Demands for HR Leaders and HR’s Critical Data-Driven Role

in the Future• Digitalization of HR: New Technologies, Automated Services, HR and Social media, Social Recruiting • Culture and Change: Promoting a Shared Culture and Increasing HR Efficiency to Deliver Business

Results• New Frameworks for Performance Management Aligned with Compensation Models, Executive

Succession, Leadership Development• New Definitions of Employees and Employee Relations; Disruptive Technology and its

Impact on HR practices; Workforce Legislation; HR Driving Innovation and more.

This innovative event has been exclusively designed for you – the senior human resources executive. You will find this interactive three day, exclusive forum packed with relevant topics shaped from extensive research, market intelligence and expertise from industry leaders, influencers and senior executives like you. Come prepared to be engaged.

I look forward to meeting you at the 5th annual CHRO Exchange 2016.

Maisa RobertsProgram Director

TOP REASONS TO ATTEND:• Attendance is Exclusive - Participation is

strictly limited to senior executives from leading corporations to facilitate true peer-level networking for our delegation and speakers.

• Strategic Conference Sessions - The intellectual content of the Exchange agenda is specifically designed for the seniority and maturity of the participants, and has been developed following 9 months of in-depth research.

• Maximizing your time out of office by Customizing your own Itinerary - Select the conference sessions, BrainWeave® discussions, and business meetings that match your initiatives and current business needs ensuring you have full control of your time at the Exchange.

• Unsurpassed formal and informal Networking Opportunities - Sharing and exchanging ideas and concepts with your true peers. Our capped attendance ensures highly interactive sessions and additional networking opportunities in an intimate setting.

• One-on-One Business Meetings – The business meetings provide an exceptional opportunity for event participants to efficiently assess the solutions and services that are available to help them achieve their business objectives..

2015 CHRO EXCHANGE HIGHLIGHTS:

See what past attendees are saying about the CHRO Exchange >>>

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www.chro-exchange.com I 813-658-2539 I spexchange@iqpc .com

NOVEMBER 13-15w w w. c h r o - e xc h a n g e . c o m

Roger Casalengo SVP, Human Capital

Amtrak

Augie Schulke CHRO

Veolia North America

Regis Mulot EVP Human Resources

Staples

Paul Baldassari CHRO

Flextronics

Laura Freeman CHRO

Schnucks Markets

Dave Harmon Chief People Officer

Gannett

Diaa MohamedVice President, HR Global

ServicesHewlett Packard Enterprise

Levent Arabaci CHRO

Hitachi

Terri Hoskins CHRO

Hooters

Alan Kaye Former CHRO

Mattel

Mary TileyHead of HRW.L. Gore

Susan Hunsberger CHRO

Service Master

NEW TOPICS FOR 2016• Successful Case-Studies around Elevating the Role of HR: Successful Business

Transformation Ignited by Human Capital Efficiency

• Talent Development and Workforce Planning: strategies to ensure enterprise talent needs are met in the short and long term

• Employee Engagement and Retention: redesigning organizational culture and focusing on enhancing employee experience, developing employer branding

• Cutting Edge People Analytics: Changing Demands for HR Leaders and HR’s Critical Data-Driven Role in the Future

• Digitalization of HR: New Technologies, Automated Services, HR and Social media, Social Recruiting

• Change Management and HR Integration: Promoting a Shared Culture and Boosting HR efficiency to Maximize Business Results

• New Frameworks for Performance Management: with Aligned Compensation Models, Executive Succession, Leadership Development

• Interactive Discussions: the “Liquid Workforce” New Definitions of Employees and Employee Relations; Disruptive Technology and its Impact on HR practices; Workforce Legislation; HR Driving Innovation and more.

MEET THE SPEAKERS

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NOVEMBER 13-15w w w. c h r o - e xc h a n g e . c o m

More Value for your Time out of the Office The CHRO Exchange offers a variety of unique learning styles and sessions, which you can select from to build a customized itinerary that reflects your current initiatives, priorities, and future strategic objectives.

Conference Sessions:The highly crafted conference sessions reflect the strategic issues that senior HR executives have identified as priorities during our lengthy research process. You will choose from a selection of plenary and concurrent sessions covering a myriad of issues that will create the foundation of your agenda. Session formats include: Co-presented Case Studies, Panel Discussions, Case Reviews, Roundtable Discussions and Interactive Debates.

MasterClasses:A MasterClass is an in-depth discussion led by a solution provider. The delivery format is flexible in that the solution provider may use a case study or present with a client to “bring the content to life”. We discourage heavy PowerPoint presentations, as these take away from the level of interaction that is achieved with a case study or client.

One-on-One Business Meetings:An integral part of your agenda is the one-on-one business meetings with leading solution providers. When you register for the CHRO Exchange, you will be asked to identify the solutions and services you are currently considering so that we can invite leading experts to the Exchange who will fit your business needs.

Prior to the Exchange, you will be able to assess the solution providers who will be attending and select 6-8 who offer products and services that match your initiatives and priorities.

Your selections are then incorporated into your customized agenda. These private thirty minute one-on-one meetings give you the opportunity to hear from leading specialists, whose industry knowledge and experience enable them to make a valuable contribution to the requirements of your business. They offer objective, flexible, and relevant strategies for success. This unique aspect of the CHRO Exchange serves to simplify the process for sourcing new solutions and external counsel, enabling you to discover strategies that are working for others and offer you early previews of emerging technologies.

BrainWeave® Discussions:

Our signature BrainWeave® sessions encourage discussion, debate and learning in an unscripted and informal setting. You can choose to participate in these interactive roundtable-style sessions on topics which are top of mind issues. You will be able to select from four possible BrainWeave® topics which will be incorporated into your personal itinerary. These 45 minute discussions will be moderated to ensure that the discussions stay on-course and deliver maximum benefit to you. Ask questions, share experiences and ideas and find the right answers to your immediate concerns.

“I think a big element of the CHRO Exchange is about the different opportunities to network and get information…the atmosphere was very relaxed, very positive, very easy to share.”SVP & CHRO, Hitachi Data Systems | Past Delegate

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NOVEMBER 13-15w w w. c h r o - e xc h a n g e . c o m

One of the key issues we’re addressing in our five-year HR strategy is changing the culture.

As Peter Drucker said, ‘culture eats strategy for breakfast.’ You can strategize all you want, but if your culture isn’t right, you’re not going to get there. Gregg Tate, Global Senior Vice President Human Resources, Adidas

Past Attendees:COMPANY: TITLE:

Abt Associates CHRO

Acosta CHRO

Airgas VP HR

American Bar Association CHRO

Apex Tool Group VP HR

Applied Materials VP HR

Apria Healthcare Group Inc. SVP HR

ARAG Legal CHRO

Arby's Restaurant Group VP HR & LD

AvalonBay Communities SVP HR, CHRO

Avintiv SVP HR

Balfour Beatty Construction CHRO

BASF Corportation VP HR

BF&M CHRO

Boehringer,Ingelheim CHRO

Canam Steel Corporation VP Legal & HR

Carl Zeiss VP of HR

Cash America International VP HR

Centene Corporation VP HR

Coaster Co. VPHR

Copart Inc VP HR

Corvesta Companies (Delta Dental) SVP HR

Delaware North CHRO

DOD Civilian CHCO

Enersys VP HR

Equinix Inc. VPHR Operations

Exelon VP HR Comscope

EZCORP CHRO

Five Below SVP of HR

Fortna Logistics CHRO

Freedom Mortgage SVP HR

Fresenius Health SVP HR and OD

George Washington University Medical CHRO

Goodman Global Group SVP HR

Herbalife International of America VP HR

Honeywell VP HR & Communications

COMPANY: TITLE:

Hooters CHRO

International SOS Assistance Global SVP HR

ISGN INC CHRO

JM Huber Corporation CHRO

KSL Resorts CHRO

Kum & Go SVP of HR

Lam Research CHRO

Libbey Vp HR US & Cananda

LifeBridge Health CHRO

Luxottica SVP HR

Mattel EVP, CHRO (Retired)

Meijer CHRO

Mentor Graphics CHRO

NASA Shared Services Center CHRO

Nuance Communications VP, Global HR

Pepsi VP TM

Philips Lumileds CHRO

Platform Specialty Products SVP HR

Polypore International VP of HR

Red Lobster EVP, Chief People Officer

Samsung Electronics SVP HR

Schnitzer Steel Industries VP HR

Sears Hometown and Outlet Stores VPHR

Sony CHRO

SPARTANNASH VP HR

SuperValu CHRO

Teleperformance USA SVP HR

The Wills Group CHRO

The YMCA of Greater Rochester CHRO

Toll Brothers Inc SVP HR

United Natural Foods, UNFI VP HR

UnitedHealth Group SVP HR

University of Michigan Health System CHRO

VEOLIA CHRO

WellCare Health Plans CHRO

Yellowstone Landscape SVP HR

Who Will You Meet?To ensure the CHRO Exchange offers the highest degree of relevancy, only senior HR executives responsible for the strategy, vision, and long-term decisions for their organizations are invited to attend, including:

• Chief Human Resource Officers (CHROs) • Chief People Officers • SVPs of Human Resources

Who Qualifies to Attend?Chief Human Resource Officers will be attending from leading organizations. We qualify all attendees on job function, strategic responsibility, and budgeting authority to ensure you’re guaranteed to meet and engage with an elite group within the HR landscape. The following are essential requirements:criteria in order to gain an invitation:

• My company’s annual revenue is $1 Billion or above• I sit in the C-suite or report directly to the C-suite• I control or directly influence where the HR budget is spent• I manage corporate strategy at the regional, divisional, or

group level

If you have yet to receive an invitation and

feel that you qualify to be one of the leaders

at this prestigious event, email us at

[email protected] or call us at 813-658-2539.

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NOVEMBER 13-15w w w. c h r o - e xc h a n g e . c o m

Venue: Turnberry Isle, Miami, FL

@Exchange_HR #chroxchange

HR Exchange Network

HR Exchange Network

IQPCExchangeUSA

December 4-6, 2016 | San Diego, Californiawww.clo-exchange.comSeptember 25-27, 2016 | Scottsdale, Arizona

www.talentmanagementexchange.com

Keep Connected With Us!The CHRO Exchange doesn’t just provide you with a once-a-year opportunity to meet with your peers. Through a range of online channels we’re delighted to be able to facilitate all year round learning and networking for the global HR community. Stay connected through Twitter, YouTube, LinkedIn, Facebook, and our online resource library to get the latest news, event updates, exclusive videos, whitepapers and more.

19999 West Country Club Drive, AventuraMiami, Florida33180, United States Located centrally in the heart of Aventura, Florida, Turnberry Isle Miami is close to a number of exhilarating South Florida sights, including South Beach, Miami Beach, the Miami Seaquarium, the Aventura Marina, Everglades National Park, Oleta River State Park, and Gulfstream Park Racing & Casino.

Turnberry Isle Miami is a 300-acre tropical playground in Aventura, Florida - a short drive from Miami Beach and Fort Lauderdale. Since welcoming their very first guests nearly a half century ago, their majestic resort has become a cherished vacation destination and one of the best golf resorts in Florida, with a marvelous array of fun things to do for guests of all ages.

Your Registration Includes: • Access to the secure Exchange pre-event website to customize your schedule during the

Exchange• Selection of executive roundtables, keynote presentations and conference sessions• Selection of one-on-one business meetings with solution providers• Breakfast, lunch and refreshments• Welcome Dinner on Day 1 and Networking Dinner on Day 2• Personal copy of the event catalogue, including participant details and speaker

documentation• Exchange Operations Manager dedicated to pre-event, on-site and post-event assistance

If you like the format of the Exchange, take a look at what else the HR Exchange portfolio has to offer in 2016:

HR Exchange Network: Upcoming Events

August 14 - 16, 2016 | Chicago, ILwww.clo-exchangeus.com

We bring people from our Gen Y employee resource group to college job fairs so that the students get a chance to talk to employees in their same age group about what it’s like to work at Florida Blue.

Amy Ruth, Chief Human Resources Officer,Blue Cross Blue Shield Florida

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NOVEMBER 13-15w w w. c h r o - e xc h a n g e . c o m

10:30 AM Welcome Brunch & Registration

11:15 AM Orientation

11:30 AM Ice Breaker

11:50 AM Chairperson’s Opening Remarks

Scott Kiefer, Executive Vice President and Principal , Leadership Pipeline Institute

11:50 AM OPENING KEY NOTE ADDRESS Elevating the HR Role at Amtrak: A Story of Successful Business Transformation Our Opening Key Note Address will present the journey of organizational transformation ignited by HR with full support of the CEO of Amtrak, resulting in expressive business results throughout a multi-year strategic business plan. The plan led its organization to earn multiple industry awards for its business transformation that has reduced costs, restructured performance management and differentiated pay, strengthened career growth and development opportunities, implemented best-in-class recruitment and retention strategies, and created Total Rewards compensation and benefits structure, and more. Topics to be discussed include:• Aligning HR with the company’s national mission and strategic plan: ensuring internal buy-in and

establishing key milestones• Successfully implementing a HR technology system to drive down costs and improve

productivity: what can go wrong and how did we overcome our challenges?• Increased employee engagement by placing employees at the heart of the mission -

implementing strategies that support the commitment to diversity, career growth, performance management and more

Roger Casalengo SVP, Human Capital

Amtrak

12:20 PM PLENARY SESSION Integrating HR Systems and Building a Global Talent Pool to Boost Business Results: a Multi-Year Plan to Align HR Strategies and Leverage HR Efficiency Hitachi has a diverse 30,000+ employees globally with a consolidated workforce of over 300,000 distributed across 1000 subsidiaries. At the beginning of its HR Transformation journey, Hitachi’s diverse workforce was seen as both a challenge and strength; it had to be integrated from an HR perspective to be at its full efficiency and support business growth. HR partnered with its CEO to lead a complete transformation of its processes, systems and talent management to leverage their global workforce to the next level.Join this session to hear from Hitachi’s CHRO, Levent Arabaci, on its 4 year successful journey of transformation, which culminated in the building of a global talent pool, system integration, and much greater HR efficiency - and what will be their next focus: • Introducing performance management from 0 to 90,000 employees in 4 years• Boosting an integrated recruiting system to increase the number of job applications• Metrics and KPIs that proved how HR is supporting business growth• What’s next? Leading the shift in culture and leadership, and talent development

Levent Arabaci CHRO

Hitachi

Sunday, November 13, 2016 – Day One HR Transformation

12:25 PM PLENARY SESSION Change Management and Zone Transformation: Promoting a Shared Culture and Boosting HR Efficiency to Maximize Business Results at VeoliaIn 2014, the senior HR leadership team at Veolia was faced with the challenge of bringing together three separate independent divisions into one. Those divisions had long had their own independent organizational structure, senior leadership teams and unique PNLs. In order to integrate them successfully, HR had to lead change management, promote HR efficiency and and overcome barriers within the cultural, procedural and processes and employee life cycle systems. Join this session led by the CHRO with Veolia to learn the key aspects that ensured the success of Veolia’s HR and divisional integration:• Developing a strategy for HR automation and delivery of transactions that integrated HR

processes and systems• Shaping an integrated, shared organizational culture to influence performance and productivity• Designing efficient talent management strategies to ensure the sustainability of the business• Next steps: measuring employee engagement

Augie Schulke CHRO

Veolia North America

12:50 PM PLENARY SESSION Eliminating Engagement Barriers to Drive Better PerformanceWe have all heard how many “actively disengaged” employees there are in the workforce. Despite years of companies trying to drive engagement, the number of disengaged workers hasn’t changed much, if at all. Why is it that most employee engagement programs don’t show results? Employees want to be heard; they want to be valued and they want to make a difference. Employers want – in fact, need – productive, engaged workers. Perhaps there is a different way to think about employee engagement.In this session we will share a transformational approach to employee engagement that actually works. These simple and effective methods can yield engagement and performance improvements broadly across the organization. In this session, we will cover:• The key link between engagement, performance and success (both personal and business) • The single most important...and often overlooked...element in employee surveys • The most common mistakes companies make before, during and after an employee survey and

how to avoid them

Jack Morehouse, COO and EVP, Perceptyx

1:00 PM Business Meetings

2:35 PM Networking Break

3:05 PM IGNITE SESSION: PRESENTED BY SENN DELANEY

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NOVEMBER 13-15w w w. c h r o - e xc h a n g e . c o m

3:30 PM MASTER CLASS A (Case-study) Changing Demands for HR Leaders: HR’s Critical Data-Driven Role in the Future Presented by: John Schwarz, CEO and Founder, Visier

More than ever before the business world needs strong HR leaders. The workforce in the developed world and China is rapidly aging. New first-time workers are barely replacing workers who are retiring. And, despite increasing automation, in the next 20 years there will be a serious shortage of skilled workforce everywhere.It is commonly understood that companies with Workforce Intelligence capabilities outperform their peers in quality of hire, retention, and leadership capabilities. Yet recent research by Harvard Business Review and Harris Poll has found a large gap between what companies expect from HR -- data-driven insight and action -- and the capabilities that are necessary to deliver it.In this session, John Schwarz, CEO of Visier, the leading innovator in Workforce Intelligence, will discuss the results of these recent studies and the path HR leaders can take to transform their organizations into one that is recognized for consistently delivering data-driven strategic value to the business.

BRAINWEAVE ADifferentiating Executive Level Potential - One Size Does Not Fit All Presented by: Scott Kiefer, Executive Vice President and PrincipalDr. Deborah Watts, Director and Executive Consultant, Leadership Pipeline Institute

The Leadership Pipeline has been a foundational framework for developing leaders at all levels in organizations for over 40 years. One thing we know is not all leaders are equally capable of leading at the highest levels no matter what the development path looks like. What causes the Peter Principle? Come learn from the LPI’s executives and engage with your colleagues discussing three measurable differentiators of executive potential. Does your executive leadership team have what it takes to lead today and into the future? How about your high potential bench? One CHRO participant will walk away with a a complimentary leadership team assessment for up to 10 executives.

4:20 PM PLENARY SESSION:How Candidate Experience Impacts Recruiting, Employer Branding, and the Business at Large Presented by: Kevin W. Grossman, Talent Board Vice-President, Sterling Talent SolutionsIt’s well-documented in business today that poor customer service impacts customer retention, referrals and potential new business. Social media has given consumers an open forum to share both good and bad product and service experiences to all who will listen. The same has been true for job seekers, and for too long employers were resistant to treating the candidate as the primary customer of recruiting. Even in the final stages of offer and onboarding — even after the candidate has accepted the job — “customer service” can go awry, tainting the early days of a new hire.According to the Talent Board Candidate Experience (CandE) Awards and Benchmark Research over the past six years, that’s finally changing for the better — but there’s still a lot of work to do. Talent Board VP, Kevin Grossman, will share candidate experience research insights on the business benefits of improving the recruiting process and candidate experience including:• When the candidate experience goes bad, negative resentment can compel candidates to share

their experience with their inner circle and publicly online• How candidates will take their alliance, product purchases, and relationships elsewhere when

they have a poor experience — and how they’ll increase it when it’s great• What talent acquisition teams could do to improve candidate experience throughout the

recruiting cycle — especially during the offer and onboarding stage.

5:15 PM MASTER CLASS BOptimizing Employer-based Healthcare Costs Presented by: Fin Health

• Insufficient Cost Containment is the Reality• Declining Employee Affordability• Impact on Benefit and Workforce Strategies• Future Directions?

BRAINWEAVE BExecutive Succession and Compensation Models: a Complete Framework to Develop Top Leadership and Ensure the Continuity of the Business with Long Term Goals Presented by: Ed Chaffin, President, IMPACT Group and Augie Schulke, CHRO, Veolia North America

Culture is an integral part in assessing someone’s capabilities to lead an organization. To efficiently develop executive leadership, it is essential to truly understand the business context and where it needs to go, and develop the appropriate competencies, capabilities, behavior that are consistent with the operating culture, aligned with business objectives, and at the same time, taking that operating culture to a new level – valuing the past but also looking forward to a new and brighter future.Many organizations around the world are top down driven - command and control, others are more collisional and collaborative and others that are anywhere in between. Join this session to learn more on how to efficiently move the needle around executive succession:• 95% of development happens through

experience: creating meaningful experi-ences that challenge people and give them an opportunity to learn and grow into leadership roles.

• Assess where the culture needs to go, aligned with business objectives

• Strategic assessments such gap analysis to develop capabilities and desired behaviors

• Executive compensation models

6:05 Business Meetings

6:35 Networking Break

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NOVEMBER 13-15w w w. c h r o - e xc h a n g e . c o m

6:45 PM PANEL DISCUSSION Taking the Lead on Culture Management to Drive Employee Engagement and Boost Business Performance Moderated by: Senn DelaneyCulture is generally defined as the values, beliefs, and behaviors that shape how real work gets done within an organization. Multiple studies show how enterprise culture has a direct impact on people’s behaviour, performance and productivity, innovation and customer service. Leadership behavior shapes culture, employee engagement and retention, which impacts customer service. When managed well, culture can drive business execution and ensure consistency across global enterprises. HR is in a privileged position to take the lead as a champion and communicator of culture across the organization.This Panel Discussion will explore how organizations overcame challenges and failures when managing and re-shaping their culture, and moved to action, leveraging key cultural tenets and facilitating a “cultural evolution” that determined success during times of change such as mergers, acquisitions, new product launches and more:• Researching and measuring culture effectively to identify barriers and addressing best strategies• Revisiting implicit and explicit reward systems to create better employee experience and align

expectations• Re-envisioning performance management to produce high-level engagement and boost

productivity• Investing and building a culture of constant learning

Diaa Mohamed VP HR Global

Services

Hewlett Packard Enterprise

7:30 PM PLENARY SESSION: How Candidate Experience Impacts Recruiting, Employer Branding, and the Business at Large Presented by FlippenIt’s well-documented in business today that poor customer service impacts customer retention, referrals and potential new business. Social media has given consumers an open forum to share both good and bad product and service experiences to all who will listen. The same has been true for job seekers, and for too long employers were resistant to treating the candidate as the primary customer of recruiting. Even in the final stages of offer and onboarding — even after the candidate has accepted the job — “customer service” can go awry, tainting the early days of a new hire.According to the Talent Board Candidate Experience (CandE) Awards and Benchmark Research over the past six years, that’s finally changing for the better — but there’s still a lot of work to do. Talent Board VP, Kevin Grossman, will share candidate experience research insights on the business benefits of improving the recruiting process and candidate experience including:• When the candidate experience goes bad, negative resentment can compel candidates to share

their experience with their inner circle and publicly online• How candidates will take their alliance, product purchases, and relationships elsewhere when

they have a poor experience — and how they’ll increase it when it’s great• What talent acquisition teams could do to improve candidate experience throughout the

recruiting cycle — especially during the offer and onboarding stage.

Presented by: Kevin W. Grossman, Talent Board Vice-President, Sterling Talent Solutions

8:00 PM Networking Dinner - Sponsored by Degreed

Alan KayeFomer EVP

CHRO

Mattel

Mary Tiley Head of HR

W.L. Gore

6:30 AM Early-Bird Exercise - Sponsored by Leadership Pipeline Institute

7:45 AM Opening Chairperson Remarks Scott Kiefer, Executive Vice President and Principal - Leadership Pipeline Institute

7:50 AM PLENARY SESSIONExpanding Efficient Workforce Design to Support Growth, Align Culture, and Enhance Labor CostsChoosing the most effective models to address a competitive job market and lead the organization in attracting, recruiting, selecting and retaining talent is a complex and essential task, for leaders who need to align HR with the business. It is necessary to understand and anticipate the impact of social, technological, economic and demographic changes on the organization, to then identify and evaluate strategic and operational workforce requirements. With a workforce of over 200,000 employees between direct and indirect labor, the HR leadership at Flex had the challenge of redesigning its workforce plan to support business goals in the short and long term. Join this session to learn from a successful model of workforce redesign and its results:• Direct labor: Mitigating impact of labor shortages, balancing of resources, improving alignment

of man-machine • Indirect labor: Improved visibility across all levels, provide career opportunities, avoidance of

excessive hiring cost and hiring labor, improved alignment, baseline for improvements• What’s next: implementing real-time technology and predictive analytics

Paul Baldassari CHRO

Flex

Monday, November 14, 2016 – Day TwoWorkforce and Talent

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NOVEMBER 13-15w w w. c h r o - e xc h a n g e . c o m

8:25 AM TRACK SESSION 1 Digital HR: Reimagining HR in a Digital World to Enhance Service Delivery and Employee Experience with Cutting-Edge Technology Forward-thinking HR leaders understand that digital transformation must begin within HR itself, so that HR will play be able to play a key role to help develop the digital first mind-set within the organization. They are reimagining the way HR operates, rethinking how people work to integrate digital tools and enhance business processes in a digital-first world. Join this session to initiatives that are taking HR digital practices to the next level:• Streamlining interfaces for self-service

applications to increase agility and employee response

• The “appification”: developing mobile-first apps for onboarding, learning, performance management, time scheduling and more

• Integrating cloud analytics with mobile solutions to automate reporting and leverage interactive dashboards

• Applying human-centred design to enhance user experience

Susan Hunsberger Chief Human Resources Officer

ServiceMaster

TRACK SESSION 2Rebuilding Leadership Development from Scratch: Values and Culture at an Iconic American Brand Presented by: Terri Hoskins, CHRO with Hooters

After thirty years in business Hooters began an introspective re-evaluation of its culture and values both internally and externally eighteen months ago to rediscover who they were and what their values are, and how those intangibles were represented in the brand. This was important both for guests and fellow employees. This journey necessarily involved many moving parts that inevitably coalesced around leadership development from the management level up. After providing a brief foundational understanding of the current context at Hooters, Terri will lead a deep dive conversation around what you would do differently if you had the opportunity to rebuild your leadership development from the ground up after decades of being in business at your company. You will have a blank slate: What are the necessary ingredients?• What new business goals must be achieved

in the next 5-10 years which LD will enable?• What are best practices?• What mistakes have you learned from the

past?• What would prevent you from rebuilding LD

from the ground up today?

9:00 AM Business Meetings | Networking Break

10:15 AM BRAINWEAVE C(Workshop) Partnering for Success: Learn From Your Peers How They Leverage Outside Resources to Maximize Your Transformation Presented by John Fortino, Co-Founder and Partner, Velocity Resource Group

This Brainweave discussion will focus on how to identify great companies to partner with while navigating the potential pitfalls with working with external partners. As the landscape of potential solutions becomes more complex, the need to look for competent services to support lean HR organizations will continue to grow. This is an opportunity to learn from your peers about the selection process, effective management techniques to ensure successful engagements, and how HR organizations can leverage external resources to deliver world class service to your organization. This topic will explore: • How do you identify external resources

and what unique criteria was used in the selection process for successful engagements.

• What measurements or KPI’s have you used to ensure successful engagements?

• What went wrong? How can you foresee an engagement going off the rails with an underperforming outsourcing or 3rd party firm and what steps can be taken to get it back on track?

• What company is your “secret weapon”? Share your experiences with great partners that delivered for you!

• How are you communicating your successful engagements internally to your company?

MASTER CLASS CHappiness at Work Presented by Kelly Palmer, Chief Learning Officer, Degreed

Kelly Palmer, Chief Learning Officer at Degreed, talks about how learning can be your biggest competitive advantage in getting and keeping great talent an ever evolving workforce. People want to develop their skills for the future whether they are just graduating from college and are looking to land their first job, want to get better at the job they already have, or looking to gain new skills for their career of the future. Traditional classroom models are antiquated and outdated, but technology is making new things possible. Kelly will talk about how thinking about learning differently can empower employees to transform their careers and build lifelong learning into their lives. Kelly will also share strategies she and others have used in creating happiness at work.During this session, you will learn: • Ways in which traditional classroom

models are antiquated and outdated, but technology is making new things possible.

• A set of concrete examples of how to think differently about learning and engagement at work.

• Some methods for retaining top talent by inspiring rather than controlling them.

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11:05 PM Business Meetings

12:15 AM PLENARY SESSION Change Management and Zone Transformation: Promoting a Shared Culture and Boosting HR Efficiency to Maximize Business Results at Veolia Presented by: Augie Schulke, CHRO with Veolia North America

In 2014, the senior HR leadership team at Veolia was faced with the challenge of bringing together three separate independent divisions into one. Those divisions had long had their own independent organizational structure, senior leadership teams and unique PNLs. In order to integrate them successfully, HR had to lead change management, promote HR efficiency and and overcome barriers within the cultural, procedural and processes and employee life cycle systems. Join this session led by the CHRO with Veolia to learn the key aspects that ensured the success of Veolia’s HR and divisional integration:• Developing a strategy for HR automation and delivery of transactions that integrated HR processes

and systems• Shaping an integrated, shared organizational culture to influence performance and productivity• Designing efficient talent management strategies to ensure the sustainability of the business• Next steps: measuring employee engagement

12:45 PM Networking Lunch

1:35 PM ROUNDTABLE DISCUSSIONS -Small, targeted discussions enabling open exchange amongst industry peers. Please join one:

A. The Business Case for A High-Trust Culture – Building a Great Place to Work as a Strategic Imperative – Moderated by Holly Petroff, Executive Vice President, U.S. Consulting

B. Career GPS to Combat Talent Flight– Moderated by Lynn Schroeder, Vice President of Client Relations, CAEL

C. The Missing Generation: Closing the Gap in Succession Plans- Moderated by Dale Thompson, Founder and CEO, Leadership Worth Following

2:35 PM Business meetings

3:45 PM Networking Break

4:30 PM PLENARY SESSIONCreating a Career Agile Workforce Presented by Anne Fulton, CEO - Fuel50

Enabling your organization to be career agile is an essential as we approach a 2020 world where workforce agility is in demand and talent retention is on the agenda. Presenting global career engagement benchmarking research you will learn the top 6 best in class practices associated with better business performance.

4:00 PM PLENARY SESSIONMonitoring and Enhancing Always-On Employee Engagement to Harness Diversity and Boost Performance Presented by Fuel50

Engagement is generally defined by the way employees feel about how things are done within an organization. The accelerated pace of change ignited by digitalization, the war for talented Millennials who tend to be less loyal to their employers, and the transparency ignited by social media are all factors fuelling the focus on engagement. Proactively monitoring and improving engagement is something HR has to be doing - “always-on” - in order to maintain a healthy and productive work environment. Join this session to learn more:• Initiatives that make work more meaningful and rewarding• Providing agile development and a relevant career path for Millennials• Leveraging open leadership, reverse mentorship and coaching on the job• Implementing pulse survey tools and open feedback cycles to promote a listening environment

4:35 PM Business Meetings

5:45 PM PLENARY SESSIONMaximizing the Power of Strategic Internal Hiring to Boost Sourcing Agility and Fuel Employee Engagement Presented by: Regis Mulot, EVP HR – Staples

Internal hiring is increasingly becoming the most affordable and fastest way of hiring the right talent. With the right technology and cultural mind-set, proactively encouraging employees to switch jobs internally also allows the company to retain top talent instead of losing it to competitors. Results show that internal mobility allows organizations to staff higher-level jobs with workers who have better performance, in a more cost-effective way. Join this session to learn how Staples is successfully implementing innovative strategies to recruit its workforce and boost sourcing agility:• Identifying your target employee audience (all or select departments)• Predicting performance and cultural fit• Leveraging the power of social media networking: the average employee will have 150 contacts

on social media networks – 100 employees means around 15,000 contacts and possible candidates.

• Developing an agile employee referral program to improve conversion-to-hire

6:15 PM Networking Cocktail Reception – Sponsored by Tiny Pulse

6:45 PM Networking Dinner – Sponsored by Leadership Worth Following

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“I think a big element of the CHRO Exchange is about the different opportunities to network and get information…the atmosphere was very relaxed, very positive, very easy to share.”Chief People Officer, Hellmann Worldwide Logistics | Past Delegate

6:00 AM Early-Bird Yoga & Cycling

7:00 AM Networking Breakfast

7:30 AM Chairperson’s Opening Remarks Scott Kiefer, Executive Vice President and Principal - Leadership Pipeline Institute

7:35 AM BREAKFAST BRIEFING Walking the Wire: The CHRO and the Board Presented by: Alan Kaye, Former EVP, CHRO, Mattel

It would be an understatement to say that the role of the CHRO in today’s organizations has changed, and is changing drastically. One aspect of that change that does not get a lot of attention, and can be one of the most critically important success factors, is the role of the CHRO with the Board of Directors. To be that full business partner, performance in this arena is essential. For many of those in the role today it has become a “learn as you go” experience but for those who aspire to reach the CHRO spot or who have just begun the walk on the wire it is a “catch 22”…CEOs and Boards are looking for senior HR talent with the board experience but there are very few in the HR hierarchy who get that experience unless you are the CHRO!Alan Kaye has learned the hard way but feels others in the field should not. He has been the CHRO for three public companies over the last 25 years, worked under 8 different CEOs, and in each job worked directly with the board on a wide range of topics. He has been responsible for recruiting, orientating, and facilitating board education for dozens of directors. He has severed as Board Secretary, secretary of Compensation Committees, and Secretary of Governance Committees. In this session, Mr. Kaye will review the current landscape on why the CHRO is now a key Board asset, the hazards of walking the wire with practical tips on dos and don’ts, and pose questions for the audience for a live discussion of unique experiences he has encountered in his tenure.

8:25 AM Business Meetings

Tuesday, November 15, 2016 – Day Three Leadership and Culture

9:00 AM PLENARY SESSION Walking the Wire: The CHRO and the BoardIt would be an understatement to say that the role of the CHRO in today’s organizations has changed, and is changing drastically. One aspect of that change that does not get a lot of attention, and can be one of the most critically important success factors, is the role of the CHRO with the Board of Directors. To be that full business partner, performance in this arena is essential. For many of those in the role today it has become a “learn as you go” experience but for those who aspire to reach the CHRO spot or who have just begun the walk on the wire it is a “catch 22”…CEOs and Boards are looking for senior HR talent with the board experience but there are very few in the HR hierarchy who get that experience unless you are the CHRO!Alan Kaye has learned the hard way but feels others in the field should not. He has been the CHRO for three public companies over the last 25 years, worked under 8 different CEOs, and in each job worked directly with the board on a wide range of topics. He has been responsible for recruiting, orientating, and facilitating board education for dozens of directors. He has severed as Board Secretary, secretary of Compensation Committees, and Secretary of Governance Committees. In this session, Mr. Kaye will review the current landscape on why the CHRO is now a key Board asset, the hazards of walking the wire with practical tips on dos and don’ts, and pose questions for the audience for a live discussion of unique experiences he has encountered in his tenure.

Alan Kaye Former EVP, CHRO

Mattel

9:35 AM WORKSHOPManaging Employee’s Energy and Not Just Time, to Energize your Workforce and Increase Employee EngagementIn an extremely competitive work economy, organizations are demanding higher performance. In turn, employees are getting exhausted and disengaged. Forward-thinking HR organizations are shifting their emphasis from getting more out of people to investing more in them, so they can bring more of themselves to work every day. Smart organizations are now focusing on “personal energy”, by helping employees’ manage their energy, not just their time. This session will demonstrate to companies how they can boost their employees’ energy in four dimensions that will help rejuvenate employee energy and see benefits that go straight to the bottom line. This hands-on workshop will start with a personal assessment “Are You Headed for an Energy Crisis”, followed by successful examples and interactive discussion around implementing energy-management programs. • Personal energy is renewable and can be leveraged in a company to help employees achieve

company goals• Understand and apply the four kinds of energy. What each looks like and techniques to use to

boost employees energy in their company.• Take a personal “energy” assessment - where are the “watch-outs” and what can they do to

improve their own energy level.• Share best practices and understand possible obstacles getting started with an energy renewal

program

Laura Freeman PhD – CHRO

Schnucks Markets

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10:20 AM Business Meetings

10:55 AM PANEL DISCUSSION:Employee Insights: Combining Creativity and Data to Reach Performance Goals and Develop an Efficient Talent Plan for 5-10 yearsPanelist: Dave Harmon, Chief People Officer – GannettWith the radical transition of big data entering the field of HR, it will become increasingly important to prepare a team with a more diverse set of skills that can obtain insights from Asking the right questions is crucial when working with data, in order to know what to search for. It takes creativity to ask the right questions and to develop stories to tell of the results. A high-performing diverse HR team will be able to drive a data strategy and design results-driven programs. Analytics can be used to deliver positive compelling messages ultimately empowering your organization’s vision. Harness the power of peopleanalytics to understand what motivates your workforce and develop results-driven initiatives• The stair-step process of implementing analytics: from exploring and visualizing data, through

data mining, modelling trends and predictive analysis• Creating a high-performing HR team able to drive your data strategy and design results-driven

programs• Developing compelling story telling using data results to inspire, support and convince business

partners of the organization’s values and mission• Preparing your data story in a simple and visually appealing manner• Incorporating employee insights to performance management strategies• Preparing the workforce of the future with predictive data analytics

11:40 PM CHRO EXECUTIVE ROUNDTABLE DISCUSSIONS Getting Ahead of the Game: How to Approach Succession Planning in Times of Rapid Global Transformation?

Regis Mulot EVP HR

Staples

Killing Performance Reviews: Is It a Fad or a Trend, and New Working Models

Roger Casalengo SVR Human Capital

Amtrak

12:35 PM Chairperson’s Closing Remarks – Leadership Pipeline Institute

12:45 PM End of Event

1:30 PM Post Event Tour