PIHRA Marketing, Author at CAHR26 - Page 19 of 23

Apply for the 2018 California HR Conference Stipend

by | Jun 29, 2018 | Blog

PIHRA Foundation

In keeping with its commitment to the human resources community and in recognition of the current difficult economic times, the PIHRA Foundation has allocated funds to provide one HR professional with a stipend in the form of a full admission to the annual California HR Conference held in Long Beach, CA on August 26 – August 29, 2018.

To be eligible for the award, the recipient must:

  1. Be a current HR professional
  2. Be without employment at the time of the application
  3. Certify willingness to attend all three days of the conference and to defray all other costs necessary for such attendance
  4. Submit a fully and accurately completed application form no later than July 6, 2018

Applicants meeting the eligibility requirements will be entered into a random drawing from which one member will be selected for award of the stipend. The decisions of the PIHRA Foundation Board will be final in all aspects of this opportunity.

Members and immediate Family Members of the PIHRA Foundation are not eligible to apply for the Stipend.

We urge you to follow the instructions carefully. Applications must be submitted no later than July 6, 2018 to PIHRA.Foundation.Scholarships@gmail.com with “Conference Stipend” in the subject line.

Questions concerning the application process may be directed to the PIHRA Foundation at the above email. Again, apply now!

Download the .PDF Application
Download the .DOC Application

To learn more about the PIHRA Foundation, visit pihra.org/foundation.

Volunteer at the 2018 California HR Conference [Closed]

Volunteer at the 2018 California HR Conference [Closed]

by | Jun 29, 2018 | Blog

Thank you for your interest in volunteering at the 2018 California HR Conference. We are no longer accepting applications for volunteers for CAHR18. If you would like to be placed on the list for Alternates in case of cancellations, to send an email to info@cahrconference.org, indicating:

  • Which volunteer role you would like to be an alternate for
  • Which day you would prefer to volunteer (Monday, Tuesday or Wednesday) 
  • Which time frame (morning or afternoon)

Please note: Due to the heavy volume of requests to be an Attendee Bag Assembler, we are not accepting alternates for this role. Volunteering positions are for one day only.

—–  

VOLUNTEER GUIDELINES

PIHRA has fun and meaningful volunteer opportunities available for the 2018 California HR Conference on August 26 – 29, 2018. All duties are to be performed onsite at the Long Beach Convention Center.

Up to 125 volunteers are needed over the course of 3 1/2 days. Regardless of the position, volunteers will be able to network with members of the HR community, develop their own professional and leadership skills, and contribute to the success of the annual conference. If you have volunteered previously, please note that the guidelines have been revised. Though you can apply for more than one position, the volunteer opportunity is for one day only, and only one shift in that day. If a volunteer arrives onsite and does not fulfill their duties, they will be charged the onsite price for that day.

ALL VOLUNTEERS MUST AGREE TO:

  1. Review the guidelines and sign a volunteer commitment form.
  2. Attend ANY training that may be assigned for their role.
  3. Once selected, you must complete your volunteer assignment to avoid being charged the onsite rate of a one-day registration.

IN EXCHANGE FOR YOUR COMMITMENT, VOLUNTEERS WILL ENJOY:

  1. Invaluable professional and personal development as you network with peers.
  2. Connecting with PIHRA leadership and staff.
  3. Access to the volunteer lounge on the day you volunteer.
  4. A one-day conference registration with full access to all activities that day.
  5. Complimentary lunch and snack breaks on the day of your volunteer assignment.

After the conference, we will survey volunteers for feedback about your experiences and how the process can be improved. Thank you for your commitment to PIHRA.

Prior to reading the roles and making selections, please review the volunteer guidelines which can be found here.

2018 ROLES

All volunteers will be assigned to one shift, either the morning or afternoon shift, on Monday or Tuesday, with the 2nd half of the same day as their free time. If chosen to volunteer on Sunday or Wednesday (shortened days), you will be volunteering for the entire day, and you will receive one-day conference registration for a different day. Anyone with a volunteer badge will be assigned to a shift and when onsite, will be assumed to be working in their capacity as a volunteer. Prior to beginning, or upon completion of, your shift as a volunteer, access will not be provided to conference activities. We ask that you utilize your free time at conference to enjoy conference activities at your leisure. Volunteer roles are:

ATTENDEE BAG ASSEMBLERS – SUNDAY ONLY

Assemble conference bags with materials provided by our exhibitors and sponsors.

AMBASSADORS – MONDAY THRU WEDNESDAY 

Stationed at the entrance to the convention center, ambassadors act as greeters by providing directions, checking attendee badges and meal tickets, performing some functions in the Marketplace (Expo Hall), and assisting PIHRA staff as needed. Ambassadors need to be outgoing and friendly, as they will be interacting with all attendees and the general public that might wander by our event. The expectation is that Ambassadors will greet all individuals with a warm smile and ask if they can be of service to attendees and passersby. This is a position well-suited for new PIHRA members or those members who want to network more with HR professionals and other key stakeholders.

AMBASSADORS/ROOM MODERATOR – SUNDAY ONLY

Same duties as assigned above for the AMBASSADORS role when you first arrive to volunteer. At midpoint, some will handle the Room Moderator duties for the two pre-conference sessions being offered on Sunday, such as introducing speakers, monitoring session room and other related duties as assigned.

NIGHT EVENT AMBASSADORS – TUESDAY ONLY

You will assist with checking attendees that will be attending the Night Event scheduled for Tuesday night, coordinating drink tickets, and monitoring the night’s activities to ensure all attendees remain safe and sane, and other related duties as assigned.

EXHIBITOR CONCIERGE – MONDAY & TUESDAY ONLY

The Exhibitor Lounge is available to exhibitors to relax and grab a snack, but also a way to obtain assistance when needed.  In this role you will be available to answer questions and provide an efficient way for PIHRA staff to solve problems as they arise. As the liaison between exhibitors and PIHRA staff, you will be a much needed resource when things get hectic in the Marketplace.

FLOATERS – MONDAY THRU WEDNESDAY

Stationed on the second floor, floaters will act as ushers and program assistants. They will help attendees find educational sessions and assist room moderators with any general duties that may need to be handled (e.g., notifying the AV manager if issues arise). They may also need to step in to cover Moderator duties if necessary. Floaters will also be responsible for changing the session names on the room signs at 15 minutes before each break in sessions. This volunteer role requires an outgoing and articulate person, as it may require standing in front of a room full of people giving announcements and introducing speakers. This is not a role for timid individuals. This is a great opportunity for members to hone their program facilitation and public speaking skills. Due to the timing of events, Floaters may occasionally be called upon to take on the role of an Ambassador so please read and be comfortable with that role description as well.

HEADSHOT TRUCK ATTENDANT – MONDAY & TUESDAY ONLY

Volunteers in this shift will assist representatives from the Headshot Truck in the Marketplace, with setting up and assisting attendees to take photos.

INFORMATION BOOTH – MONDAY THRU WEDNESDAY 

Working together with the Ambassadors, you will need to be ready to handle any and all requests that come your way. From lost phones to attendees who have lost their way, you will need to be friendly, quick on your feet and resourceful. You will also need to be organized in order to keep track of requests that come your way, messages that need to be relayed to others and items that will find their way into your hands. While you may not be the ultimate person handling the request, you will need to know what resources are available and who the individual needs to speak to, whether they are an attendee, speaker, exhibitor, member of the press or member of the general public.

PIHRA BOOTH SET-UP – SUNDAY ONLY

Volunteers to assist PIHRA Staff in the setup and design of the PIHRA Booth.

PIHRA BOOTH – MONDAY AND TUESDAY ONLY

This role requires individuals to be very knowledgeable about PIHRA, including membership options, member benefits, and locations. It requires someone with a warm and positive personality. Volunteers will spend most of the day answering questions about PIHRA and possibly recruiting new members. This role is especially well suited for Membership Chairs, Location Chairs and longtime members.

ROOM MODERATORS – MONDAY THRU WEDNESDAY, 2 PER ROOM 

Room moderators are the volunteers responsible for keeping the speakers on time and adhering to the conference schedule. Moderators will check badges at the entrance to each session, give opening and closing remarks, introduce speakers, and square away the room at the close of each session. If an AV issue or other challenge arises, moderators will be responsible for notifying the correct party and ensuring the situation is resolved. This role is also responsible for making sure no one room is too crowded and closing the session when a room reaches capacity. This role requires verifiable experience as a moderator, preferably at a previous PIHRA conference. Moderators must be comfortable speaking in front of a large group, be articulate and well-spoken, have a commanding presence, and be able to correctly pronounce names that are often long and difficult. This role is well suited for Programs Chairs and Location Chairs.

SHRMSTORE SET-UP – SUNDAY AND WEDNESDAY ONLY 

Volunteers in this shift will assist representatives from SHRM with setting up their SHRMStore on Sunday, and taking down on Wednesday; including unpacking/packing books, stocking/unstocking the shelves, and bookstore layout and design. Ability to lift and carry up to 5-10 lbs needed.

SPEAKER LOUNGE – MONDAY AND TUESDAY ONLY

In order to provide a seamless and stress free experience for our presenters, they will check in at the Speaker Lounge. As the volunteer in this space you will check the speakers in, provide them with their badge, give them a schedule and conference guide, direct them to their session room, and act as security in the room for their bags they may bring with them. You will also need to check the schedule to alert the PIHRA Staff if a speaker has not checked in at least 30 minutes prior to their session.

SOLUTIONS STAGE – MONDAY AND TUESDAY ONLY

If you are tech savvy, outgoing and quick on your feet then the Solutions Stage is the place for you. Your role will be to introduce speakers that will be presenting, and provide tech support to the presenters by helping them load their presentations, trouble shoot if there are any glitches and rally an audience if there are empty seats at the Stage. You may also use a wireless mic to take questions from the audience and make announcements as necessary.

 

Applications are now closed for 2018. 

The last day to submit your form was Friday, July 13, 2018.

If you have any questions or concerns regarding volunteers for this event, please email us at info@cahrconference.org!

7 Signs Your HR Brand Needs an Update at CAHR18

7 Signs Your HR Brand Needs an Update at CAHR18

by | Jun 26, 2018 | Blog

Pamela J. Green, SPHR, PCC, ICC Professional success in HR is an ongoing process, not a destination. No one knows this better than Pamela J. Green, an industry-leading author, speaker and executive coach. She’s bringing over 30 years of business leadership experience to the 2018 California HR Conference to help you strengthen, align and update your HR brand and professional outlook. Below she offers seven signs your HR brand needs an update. If any of her points sound familiar, consider registering to attend CAHR18 where you can sit down with a professional career coach who can get you back on a strong career path.

7 signs your HR brand needs an update.

by Pamela J. Green, SPHR, PCC, ICC

If you’re in HR, your brand can take a real hit at times, leaving you feeling as if you have a kick me sign on your back. Your HR brand is the emotional promise of a professional experience people have as a result of interacting with you. It’s what makes your skillset desirable and directly linked to your brand’s marketability. Outdated brands often get trampled and overlooked which can lead to you feeling discounted in credibility, reputation, value and opportunity.

An outdated brand hurts your market value in the following ways:

  • Gives the impression that your knowledge and skills are no longer relevant.
  • Sends the message that you are stuck in your ways and unable or unwilling to learn new and innovative things.
  • Holds the company hostage to obsolete approaches and sets them behind the competition.
  • You offer diminishing returns often reflected in your performance reviews and your paycheck.
  • Makes you less competitive in the marketplace.

Some might believe that attending conferences and events is a way to maintain an updated brand, but in reality, if you do nothing with your conference experience you might as well have never attended in the first place. Let us help you boost your 2018 California HR Conference experience by working with a professional coach on site!

If you’re unsure if you’re walking around with a “kick me” sign or in other words, if your HR brand is outdated, see if any of these are applicable:

1. You’re seldom tapped for new projects or assignments even when they are related to your job.

This relates to more than what you know. It’s a reflection of how well you get along with others. The sand in the corporate sandbox is not for throwing; it’s for building and organizational teams need people willing to work together. If you have poor interpersonal skills and can’t get along with others, no one will care how much you know and leave your personal brand on the shelf to collect dust.

2. You’ve not attended a career enhancing development opportunity in more than a year.

Some jobs appear to need less talent development than others, but if you rely on your organization to dictate your development, you could easily wind up with an outdated brand. Your professional expiration date extends every time you take the initiative to learn something new and apply what you’ve learned. Be resourceful and look for opportunities to take responsibility for the development of your brand.

3. You have not obtained or maintained career related certifications.

HR certifications require you to obtain continuing education credits to keep that certification, which is why some organizations prefer their employees to be certified. If the organization holds its HR employees accountable for new learnings, a certified HR professional keeps the organization’s brand, needs and priorities relevant and updated.   

4. Co-workers and leaders rarely come to you for insight on job-related innovation.

Personal brands that are in-the-know are repeatedly tapped for what they know, especially when it come to cutting-edge industry developments. Get in the habit of identifying the technical knowledge needed to stay current in your job while also keeping up with the absolute latest in relevant technology. Sharing these new insights labels you as an in-the-know personal brand, and someone others can rely on to expand their own understanding of industry relevant innovations.

5. You don’t know if your brand is aligned with the organization’s brand, needs or priorities.

Alignment is pivotal for growth to occur as it helps you establish a brand that can successfully adapt to organizational changes. If you are unwilling to take initiative to learn everything you can about the organization and how your personal brand can make a signification contribution, you could find your brand taking a back seat to other personal brands in the organization. The aligned personal brand knows what is needed to keep up with changing organizational priorities and increases the likelihood the organization will ensure they obtain the training and development needed to remain relevant.

6. You’ve not had a career change (including promotion or lateral moves) in more than 5 years.

A progressive career is one where you’ve been able to demonstrate promotability and usability by an organization. Those looking for growth opportunities outside need to first start internally. This show’s prospective employers that if your current employer found your talent valuable and useful enough for promotion, you must be worth their investment which, by the way, can amount to more than a 20% increase in salary.

7. Your personal appearance belongs to an age gone by.

In reality most of the world is made up of visual learners, some 65% of us in fact. We take in a lot of information visually every day. In addition we are trained by media and social interactions to care about our appearance and it is often reflected in our own personal appearance. In short, what an outdated or unkempt personal appearance says is “I don’t care what you think of how I look.” If you don’t care how you look, the organization is going to limit your exposure and opportunity to represent them more broadly and especially in important settings.

If you’re like the thousands of HR brands I get to engage every year, I’ll bet one or more of these really hits home for you. If it does, embrace the opportunity to make a shift and see what it feels like to experience a rise in the market value of your brand.

If your organization can’t or won’t invest in an upgrade in your market value, what’s holding you back from investing in yourself?

Join me at the 2018 California HR Conference, this August 26 – 29 in beautiful Long Beach, CA, to take a look at your HR brand and discover what you can do to update your professional outlook. Register to attend here, then add the Professional Coaching Session option to your registration. Your future career will thank you!
Coaching Question Of The Day
What is the most meaningful action you could take today to move your brand towards your desired career goals?
CAHR18 Track Preview: Total Rewards

CAHR18 Track Preview: Total Rewards

by | Jun 21, 2018 | Blog

What’s the difference between A-list talent ignoring your job listings and accepting your job offer? Sometimes it all comes down to your benefits and compensation packages. At the 2018 California HR Conference, we have you covered with an entire track devoted to Total Rewards and how vital they are to your organization’s success.

As talent expectations and competitive offerings evolve, so too must your ability to create sustainable and effective rewards structures. Through this specialized track, you’ll learn how to leverage benefits and compensation offerings to achieve optimal organizational performance, retain the best employees and raise your employer brand to attract the best talent. This track’s expert speakers will also teach you how to remain competitive and keep your employees happy while avoiding common pitfalls that can lead you and your organization toward trouble. 

Our Total Rewards track is designed to help make your life easier, so take look at the speakers and sessions in the track preview below, then register to attend today! 

Total Rewards Track

 

Learn from our seasoned experts how to get the most return when crafting and investing in your employee reward program.

Return on Talent Investment – The Final Frontier in Human Capital Metrics
Monday, 8/27/2018 from 2:00pm –  3:00pm 
Presented by Keith Friede, Area Vice President, Talent & Organization Development, Gallagher 
Credit: HR (General) 

What organization would ever spend millions of dollars on a particular initiative and not do a return on investment calculation? The fact is that most organizations (perhaps yours!) do it every year with their largest single expenditure – human capital! In a recent study, 84% of executives said that it is important to present a robust financial case for talent investments; and organizations should do more to measure and evaluate financial return on talent investment. But only 35% of those executives feel it is possible to calculate ROI in talent with accuracy! Join us for a truly cutting-edge discussion on what it will take to close this gap, for your organization to manage human capital investments like other investments, and for you to influence and demonstrate leadership with executive decision-makers in your organization. We will address topics such as:

  • Managing human capital investments like other investments – as an investment portfolio
  • A return on investment primer
  • Taking talent metrics to a new level:
    • Traditional HR metrics
    • Top line measures to use in ROI analysis
    • “Macro” and “micro” metrics in human capital investment
    • Strategy mapping
    • How to make it work in actual practice!

Key Takeaways:

  • Begin managing human capital investments from an asset allocation/portfolio perspective
  • Utilize the principles of return on investment to use return on talent investment as a key metric
  • Make a stronger financial case for talent investments

Keith leads the Talent & Organization Development practice for Gallagher’s North Central Region. Keith builds talent development programs and organization development interventions for employers across the United States. With over 25 years of experience in organizational leadership, human resource development, and benefits and human resource compliance, his breadth of expertise and capabilities results in his work delivering significant strategic, behavioral and bottom-line impact to client organizations. Keith holds an M.A. in human resource development from the University of St. Thomas. His ground-breaking post-graduate research on leadership in virtual organizations led to an ongoing association as an advisor and contributor to the Centre for Applied Leadership. He is an acclaimed national speaker, including the National Public Employer Labor Relations Association (NPERLA) and HR West.

Rewarding Employee Performance: Re-thinking the Impact of Compensation
Monday, 8/27/2018 from 4:00pm – 5:15pm 
Presented by Shari Dunn, Managing Director, National Practice Leader, Arthur J. Gallagher Human Resources and Compensation Consulting Practice
Credit: HR (General)

Recognizing … and paying for … performance is a long-standing challenge for employers, and there is new thinking now about how to actually achieve this goal. A key focus of this session is defining the entire employee performance process in terms of two primary elements: (1) means of performance as competencies and behaviors, and (2) ends of performance as business results. The questions addressed will be: how can employers help their employees to develop skills, and … how can they use financial incentives as motivation to apply these skills to the achievement of their company and job-specific goals? Effectively acknowledging employees’ contributions to the success of a business requires quantitative measurement of individual and/or team performance outcomes as well as proportionate, significant financial rewards beyond competitive salaries. This session will offer new, innovative ways to manage both base and variable compensation that bridges the divide often seen between compensation and employee development.

Key Takeaways:

  • How to define and measure performance as a broad management tool, not just an HR process
  • How to create and implement self-funding cash incentive compensation policies and practices
  • Why you should eliminate traditional performance reviews and replace them with development plans

Shari Dunn established her former firm, CompAnalysis, in 1980 to help employers make successful compensation and performance management decisions. Prior to starting her own firm, she held management and professional positions with Marine Midland Bank, National Biscuit Company, Boise Cascade Corporation, McKinsey and Co., Deloitte, Fibreboard Corporation, Bank of America, and Castle & Cooke. Shari has a B.A. in Psychology from the University of California at Berkeley, is a member of the Bay Area Compensation Association and WorldatWork, and is past President of the Northern California Human Resources Association. CompAnalysis was acquired by Arthur J. Gallagher & Co. in 2010 and the practice is now part of the company’s international Human Resources & Compensation Consulting Practice, with S.F. Bay Area offices in San Francisco, Lafayette and San Rafael. She and her team work with diverse employers accross the Western U.S. to develop pay strategies and programs desined to support equitable, competitive, cost-effective, compliant and motivational base and variable pay decisions. In addition, her consulting activities include organizational design, performance management and expert witness engagements.

Be FMLAwesome: Strategies for a More Empathetic Leave of Absence Process
Monday, 8/27/2018 from 11:15am – 12:30pm
Presented by Helen Calvin MBA, Chief Revenue Officer, Jellyvision
Credit: HR (General)

Navigating the leave of absence process can be confusing, stressful, and time-consuming—for your employees, their managers, and your HR team. Fortunately, there’s plenty you can do to lift the FMLA burden for everyone involved, while still providing the personal touch your employees need more than ever during this tricky time in their lives. Join Helen Calvin, Chief Revenue Officer at Jellyvision, as she shares simple strategies for communicating effectively to your employees and their managers so they know exactly what to expect every step of the way—and so you don’t feel so overwhelmed by questions and red tape you start hiding under your desk.

Key Takeaways:

  • Learn how to design a communication plan that helps your employees and managers through the process
  • Learn subtle little things you can do to create a more empathetic leave of absence process
  • Learn communication strategies you can use today to reduce employee questions (and mistakes) 

Helen Calvin is the Chief Revenue Officer at Jellyvision. Since 2010, she’s been growing the company’s behavioral science expertise and leading the sales and account management team behind ALEX®, the most helpful employee decision support platform on the planet (www.meetalex.com). In 2016, she was named one of Crain’s Chicago Business Tech 50 in 2017. Jellyvision serves hundreds of mostly Fortune 1000 clients with interactive communication solutions for desktop, mobile, and emerging platforms. ALEX is used by more than 1,000 companies with more than 17 million employees in total – helping employees at these companies, whose health insurance premiums total more than $110 billion, make better decisions about their insurance plan options, 401(k) allocations, and financial wellness. Meanwhile, Jellyvision has been recognized as the Best Software Company and Best Culture by the Moxie Awards presented by BuiltInChicago, the 2015 Lighthouse winner by Illinois Technology Association, a Chicago Tribune’s Top Workplace, and the #1 best place for millennials to work in Chicago according to Crain’s. Helen has her MBA from the Northwestern Kellogg School of Business in Chicago, her husband from the great state of Texas, and her love of oysters from her roots on the Gulf Coast.

Benefits Innovation: The New Consumer-Centric Platforms & Coverage Models
Tuesday, 8/28/2018 from 11:15am – 12:30pm  
Presented by Dennis Weinberg, CEO, Hixme
Credit: HR (General)

The New Consumer-Centric Platforms & Coverage Models: This presentation will focus on the mega trend of Consumerization of Health Benefits. It will identify how benefit dollars get locked up in traditional systems due to underwriting dynamics that only exist because the current model is a zero sum game with all costs having to be absorbed within single employer risk pools. It will describe new consumer owned benefit models that allow full market choice for each worker and separately for each dependent, pointing out how this results in dramatically lower health care spending. Finally, it will demonstrate how benefit dollars under these models can be applied to non-traditional benefits such as Homeowners Insurance, Car Insurance, Child Care, and more.

Key Takeaways:

  • Single Employer Health Plans of The Past are obsolete / There are new Alternatives for Employers
  • Current Models Are Inherently Inflationary / You can Control Benefit Inflation
  • Better Benefits Consumerization is part a broader movement / 401K and Retiree Health Inform the Pathway

 Denny Weinberg is the CEO of Hixme, a digital health company transforming the health benefits model for large employers through a true consumer-centric platform and coverage model. Hixme’s WorkPlace Market™ frees employers from the burdens and risks associated with an increasingly obsolete and ineffective group benefit model. At the same time, this platform frees workers to establish the best coverage fit for each member of their family. Hixme’s clients experience year over year savings compared to double-digit increases in the old model. Hixme’s WorkPlace Market™ accesses thousands of direct-to-consumer coverage health “bundles” that manage risk and personal preferences better than stand-alone health plans. Hixme is financed by world-class investment firms including Kleiner Perkins, Propel Venture Partners, Rosemark Capital and Transamerica Ventures. Get a glimpse of freedom at www.hixme.com. Denny was a 35 year veteran executive in healthcare financing and operations including a 20 year tenure with the original founding executive team of Wellpoint (Anthem) and CEO of a number of its largest and more unique operating companies.

Total Rewards for the New Digital Economy
Tuesday, 8/28/2018 from 4:00pm – 5:15pm
Presented by Juliette Meunier, Partner, People Advisory Services Ernst & Young LLP
Credit: HR (General)

Organizations preparing Future of Work face a number of challenges that need new solutions. Adapting to the digital economy requires innovative talent strategies that drive rapid change. Drastic workforce changes include shifting demographics, developing talent, growing employee expectations, transformation of HR and globalizing workforces. A critical element to be addressed in this transition is Total Rewards, because just as workforces are changing dramatically, rewards programs are evolving as well. In this session, Juliette Meunier, Partner within EY’s People Advisory Services Practice, will describe the critical components needed for successful Rewards programs today, and present EYs 5 Phased Model for Total Rewards, and review the objectives and value derived from each phase.

Key Takeaways:

  • Understand the common workforce challenges emerging in organizations today. Describe leading practices in Rewards functions as practitioners prepare for the changing workforce.
  • Learn how to implement the Five Phase Mode l through review of a real case study.

Juliette has 20 years of experience in executive compensation and employee benefits, advising clients on regulatory and operational matters under the Internal Revenue Code and ERISA and assisting them with all stages of development — from growth companies to established, mature companies — as it relates to the financial, cost, tax and risk implications of their compensation and benefits programs. Juliette is the National Human Capital Leader for Affordable Care Act Services. She regularly advises clients with respect to cost savings opportunities within the HR Function. In addition to her efforts with HR cost management, Juliette regularly advises companies in all industries on the employer implications of the Affordable Care Act. Juliette often works with companies to manage hidden HR risks that are not traditionally addressed and regularly leads HR risk and internal control reviews, while serving as the key interface with client personnel and managing the EY professional team. She advises clients on the design and administration of qualified and non-qualified deferred compensation plans; executive compensation; equity-based incentives; golden parachutes; savings opportunities within the HR function; financial, actuarial and tax reviews and HR processes and benchmarking.

Invest in your yourself and your career!

Register

CAHR18 Track Preview: Talent Management

CAHR18 Track Preview: Talent Management

by | Jun 21, 2018 | Blog

Talent is both the life blood of a company and simultaneously the elusive organizational lynchpin that can be so hard to “get right.” At the 2018 California HR Conference, we understand what a challenge talent management is, and that making it work requires agile thinking and a keen awareness of what the future of recruiting, management, and retention will bring.

Our 2018 Talent Management track brings together forward-thinking experts ready to teach you how to attract, recruit, manage and inspire the most sought after employees who will have the greatest impact on your company. From the growing presence of artificial intelligence in HR to generational differences in the workplace, the content in the Talent Management sessions will prepare you with best practices and insight to handle the toughest talent situations with ease.

Take a look at the speakers and sessions in the Talent Management track below, then register to attend today!

Talent Management Track

From AI to inter-generational differences, learn from our seasoned experts & stay on trend in your talent management.

Future-Proofed: Reimagining HR Jobs in the Artificial Intelligence Economy
Monday, 8/27/2018 from 11:00am – 12:30pm
Presented by Dr. Terri Horton, MBA, PHR, Principal Consultant TLT Consulting
Credit: HR (General) 

As organizations increasingly use AI systems to transform business strategy, create greater efficiencies and gain market advantage, roles across the enterprise are being reimagined, to include roles in human resources. It is projected that by 2025 AI systems will replace 45% of tasks associated with most jobs, which means that many roles within organizations be reimagined. This is particularly the case for HR roles in talent acquisition and employee engagement. This means that human resource professionals will need to acquire new skills and interdisciplinary expertise to futureproof their brands, work along side AI systems, and continue to deliver strategic value to the organizations they serve.

Key Takeaways:

  • Learn how the AI and machine learning landscape is reshaping the HR space
  • Learn skills and compentencies required for reimagined HR roles
  • Learn strategies for HR professionals to future-proof their professional brands in the AI economy

Dr. Terri Horton is a workforce futurist, skills, learning and artificial intelligence strategist. She is a consultant, Forbes Contributor, corporate trainer, speaker and educator. Her expertise is in providing organizations and executives with strategies centered on leveling up with the right workforce knowledge, insights, strategies and skills to future-proof their brands in the artificial intelligence economy. Dr. Horton is also an instructor in the CSU and UC systems teaches in undergraduate, post-graduate, custom, corporate and international education programs. Dr. Horton holds a doctorate in Education from USC, a Master’s Degree in Organizational Management, MBA in Marketing and micro credentials from Cornell University and MIT in data analytics and artificial intelligence business strategy. Dr. Horton holds SHRM-CP, PHR, HCS and SWP industry credentials and is a member of PHIRA, SHRM, and the American Marketing Association. in/theultimatebrandstrategist/

Generational Similarities in the Workplace
Monday, 8/27/2018 from 2:00pm – 3:15pm
Presented by Lizz Pellet, Director of Great People, Modern Gourmet Foods
Credit: HR (General)

So often in the workplace and in our daily lives we look at the differences in others rather than the similarities we may share. With four generations currently in our workforce we may overlook how much we actually have in common with each other that can translate into employee engagement. This session is highly interactive with audience participation demonstrating that we may have skewed perceptions of different generations.

Key Takeaways:

  • Four generations defined
  • What we say about the different generations at work and how that is counter productive
  • Discover what the generations share about motivation and leadership

Lizz Pellet is a Fellow in Organizational Transformation from Johns Hopkins University. She is a change agent with over 15 years of experience developing and delivering solutions that positively impact business results through the most valuable organizational asset: people. Strong in team and leadership effectiveness using a strength based approach when collaborating across cultures and business units. Popular national speaker and educator known for outstanding knowledge transfer with a humorous approach.

Reaching Candidates: Make the Job Search like an Amazon Buying Experience
Monday, 8/27/2018 from 4:00pm – 5:15pm
Presented by Lawrel Aufmuth, Vice President of Talent Acquisition, Advantage Solutions
Credit: HR (General) 

Recruiting is the most strategic, complex and dynamic function within HR, but it hasn’t received the technology, attention, or investment it deserves. In a tightened labor market, today’s candidates are consumers who value the candidate experience more than ever, and executives are prioritizing the need for cost-efficient and effective recruitment strategies. Because recruitment is so critical to business success, there’s an enormous opportunity at hand for companies to embrace a new approach to attracting and hiring candidates. It begins with tossing the reactive hiring model and old technology, and instead treating the job seeking process as a consumer experience. Advantage Solutions generates $65+ billion and supports 40,000+ employees, staking claim as a leading sales and marketing agency. To keep pace and successfully scale the business, Advantage Solutions implemented machine learning, revamped its career site and executed an advanced social and mobile strategy. Its application process now operates very similar to a “shoe-buying experience,” to meet consumers’ needs and preferences, and reduce drop-off. This session will offer advice to convince key decision makers on the critical function of recruitment, adopt marketing techniques, and implement new strategies into your recruiting model to make the job-searching experience as streamlined as shopping on Amazon.

Key Takeaways:

  • Learn how rich candidate data can impact your recruitment marketing strategy.
  • Discover how to incorporate marketing strategies into recruiting to appeal to today’s consumers.
  • Influence business decision makers to rethink recruitment strategies and the candidate experience.

Lawrel Aufmuth draws from more than 20 years of experience in Operations and Human Resources with a strong focus on leveraging human capital as a key organizational strategy. Her expertise is in building innovative strategies with the critical outcome being business strategies that can be implemented in the real world with limited budgets and competing priorities. Lawrel has worked for both private and public organizations known for their excellence in operations and human capital management. Her corporate experience includes Gap Inc., Starbucks Coffee Company and The Home Depot where she held various regional and national positions in Talent Acquisition and Human Resources. Lawrel currently serves as the Vice President of Talent Acquisition for Advantage Solutions, the leading sales and marketing company with a workforce of more than 40,000 talented associated generating $65B in sales. At Advantage Solutions, Lawrel leads a team of several hundred recruiting professionals who support hiring throughout North America. In this role, she has overhauled the recruiting process, technology solutions and implemented a best in class talent acquisition team. 

Veteran Talent Management: From “We Will” to “At Will”
Tuesday, 8/28/2018 from 11:15am – 12:30pm
Presented by Justin Constantine, JD, CEO and Motivational Speaker, Constantine Group
Credit: HR (General)

250,000 veterans transition from military service every year joining the over 14-million veterans in the workforce. While many companies recognize the value that these veterans bring to the workforce they may struggle to implement a successful veteran employment program. Whether looking to hire one veteran or 1,000, organizations must know how to source, attract, and hire the right candidate- with the right skills. More importantly, implementing an onboarding process and instilling a culture that fosters engagement and retention helps your veteran employees succeed while simultaneously supporting your business goals.

Key Takeaways:

  • In this interactive session, you will learn how to implement the critical components of a successful Veteran Hiring
  • Program that’s both scalable and sustainable
  • Manage the Veteran hiring process- from pipeline to recruiting to resume, interview to offer
  • Onboarding your Veteran hire- tips and resources to create an effective onboarding
  • Cultivating a Military-friendly Culture and Work Environment that leads to retention & productivity

Justin retired from the Marine Corps at the rank of Lt. Col. He is now an inspirational speaker and veteran advocate. He speaks at numerous corporate, educational and military institutions about leadership, the upside of change, teamwork and overcoming adversity. Justin is also a Senior Advisor at the US Chamber of Commerce Foundation’s Hiring Our Heroes program focusing on veteran employment and all aspects of veteran hiring initiatives. Justin deployed to Iraq in 2006. While on combat patrol, Justin was shot by a sniper. Justin survived thanks to his fellow Marines and a courageous Navy Corpsman. For his service in Iraq, he earned the Purple Heart, and Combat Action Ribbon. In 2007, Justin worked at the U.S. Dept. of Justice and then as Counsel for the Senate Veterans’ Affairs Committee. In 2011 the Sec. of Defense appointed him to a 4 term on the Task Force for Recovering Warriors. He serves on the Board of several national nonprofits, and co-founded his own. His book, My Battlefield, Your Office, applies military leadership skills to the private sector. His writing on military and leadership issues has been featured in such outlets as CNN, Time, the Washington Post, The Atlantic, Forbes magazine, USA Today, and the Huffington Post. He is soon to be published by SHRM.

How Next-Gen NFL coaching Translates to Next-Gen Coaching in the Workplace
Tuesday, 8/28/2018 from 4:00pm – 5:15pm
Presented by Dan Negroni, JD, CEO, Launchbox
Credit: HR (General)

A Millennial NFL superstar and his Business Coach walk you through the steps that create success and high performance on the field and in the boardroom. Can these items be taught to individuals or are they innate, and, moreover how do they apply to your workforce? These two believe they are absolutely translatable and show you the workplace strategies on how to create HIPOs. Take a look at the common system that they followed separately before they met, and, have put together to help guide Millennials in their professional and personal lives. What are the basic self-awareness skills that you can teach to your employees to create individual superstars? And, how does that individual performance leverage great teams? These two describe a cross-generational approach on how to create Mindset, Skillset and the Toolset to change the way your culture manages and guides its Millennials. With humor and successful examples from corporate clients this unlikely match will reenergize your coaching and mentoring programs and give you relatable and valuable tips to implement training and culture advancement when you return to the office.

Key Takeaways:

  • Learn a 3 step process to reengage millennials through shifts in Mindset, Skillset, and Toolset
  • Understand the tools needed to create sustainability through relationship skills and self coaching
  • Understand how to create a system and generate buy in for it

Dan Negroni is one of Inc’s 2018 top 100 leadership speakers, a best selling author, consultant, attorney, CEO of launchbox, talent development expert, master coach, and keynote speaker for today’s critical cross-generational issues, bridging the gap between mangers and their millennial workforce to increase employee engagement, productivity and profits. He leverages his authentic, no-nonsense approach and a successful 20+ year career as a CEO, attorney, senior sales and marketing executive, to reinvigorate businesses and people. Dan is the author of Chasing Relevance. Today, there are more than 83 million millennials in the U.S., representing 36% of our workforce. By 2025, that percentage will reach 75%. Our ability to attract, train, manage, and retrain this next generation of leaders is critical to the future success of our businesses. Chasing Relevance empowers businesses and their leaders by bridging youth and experience to create powerful, connect workplaces.

 

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