CAHR18 Track Preview: Total Rewards
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
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
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
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
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
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!
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/
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.
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. 
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.
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.
