Day 2: Monday, April 23

7:15 AM - 8:00 AM Networking Breakfast

8:00 AM - 8:05 AM Chairperson's Opening Remarks

Radical disruption of the way we work and do business is imminent, and in order to stay relevant, organizations need to start acting now. We are undergoing a fundamental shift in the way we work. In the workplace, automation and thinking machines are replacing human tasks, and transforming the skills that people will need to thrive. These momentous changes are raising considerable challenges within the organizational, talent and HR realms.

As the heralds of the people and culture within the organization, CHROs have a critical role in rethinking their business strategies and preparing the workforce to face the forces that are shaping the future. This engaging discussion will provide CHROs with insights into some of the questions that deserve a deeper look; in what ways can CHROs prepare their business for disruption?

•How will AI and other technologies affect the business at every level, and what can HR do about it?
•Focusing on the human element: nurturing soft skills that can’t be replaced by machines
•Building a culture of agility, adaptability, and continuous learning

Melissa Cee

Melissa Cee

CHRO, Retail Financial Services
Fernando Sanchez-Arias

Fernando Sanchez-Arias

Chief People Officer, Global Custom Commerce
The Home Depot
Adam Arkells

Adam Arkells

VP Global HR
Shakti Jauhar

Shakti Jauhar

Vice President, Global HR Operations & Shared Services


8:45 AM - 9:15 AM Ignite Presentations: New Trends in HR Technology

Great Recruitment Marketing = Great Recruiting Results!
  • Understand the critical role employer brand plays in differentiating your organization in the market
  • Learn how to leverage your recruitment marketing strategy to meet and exceed your recruitment goals
  • Learn how to build the business case to gain the approval necessary to launch an employer brand / recruitment marketing program
Jay Kuhns, VP, Human Resources Strategy, Kinetix

Let's Get Real About Financial Wellness
Today we are inundated with data about financial wellness and the impact on productivity while missing the human side of this data. The hallmark of any successful wellness program is meeting people where they are and empowering them to make small changes that have a lasting impact. In this session, we will apply the lessons learned from retirement planning (auto-enrollment, auto-escalation, target retirement funds) to address the core issue facing most Americans – a lack of short term savings.
Purchasing Power

Sponsored by: Purchasing Power

Sponsored by: Kinetix


9:15 AM - 9:45 AM Harnessing Digital Innovation & Enablement in HR

Shakti Jauhar, Vice President, Global HR Operations & Shared Services, PepsiCo
This session will present a successful journey of transformation ignited by HR, which has resulted in a thriving organization that has attained financial growth year after year. Through principles of organizational development, upgrading talent, creating accountability throughout the organization, and culture change, this business transformation has reduced costs, provided laser focus on key business initiatives, and created a world class leadership team. As part of this process, HR had to think differently about the relationship with labor unions and create new partnerships, creating win-win situations for all parties, as well as to evolve into a thought-leader & strategic partner role with its business leaders.
· Aligning HR with the company’s global mission and strategic plan: ensuring internal buy-in and establishing key milestones
· Increasing employee engagement by placing employees at the heart of the mission
· Implementing strategies that support its commitment to diversity, career growth, winning in the marketplace, problem solving and more

Shakti Jauhar

Shakti Jauhar

Vice President, Global HR Operations & Shared Services

9:45 AM - 10:15 AM Business Meetings

10:15 AM - 10:45 AM Business Meetings

10:45 AM - 11:00 AM Networking Break

Plenary Session

11:00 AM - 11:30 AM Unlocking the Potential of Front-Line Leaders

Investing in front-line supervisors and managers pays off. This presentation provides the business case for investing in leaders who, when well prepared, can help you drive meaningful results, improve performance on key metrics, grow your brand, and aid in the retention of your people.
We know that skill development doesn’t happen by accident but we do know that targeted, competency-based leadership skill development pays off. Learn how to empower new leaders with knowledge, skills and experiences that add value and confidence to their day-to-day work. During this session you will learn how support for front line leaders is good for business.
· Take Advantage of a multi-pronged learning approach
· Build a learning solutions business case for front line leaders that will produce business results
Dr. Rhonda Capron, Dean of the School of Business, Capella University

MasterClass A

11:30 AM - 12:15 PM Building the Capability to Manage Complexity

Managing complexity is hard. And, as a rule, we are not very good at it. We often try to dismiss complexity, to simplify it, to make it fit into an old mental model. But the ability to effectively and efficiently manage complexity is a function of achieving clarity – not simplicity or avoidance or fitting a square peg into a round hole. It is both an individual and team sport. Individually, we must do the cognitive work to reconcile conflicting facts and forecasts.
As a team, we must encourage and respect diversity in perspectives and experiences. Demands on mid- to senior-level executives continue on a relentless upward path – significantly raising the value of managing complexity.
In this session, we will discuss the different types of complexity and novel approaches to building this capability in your organization.

Sponsored by: UNC Executive Development

BrainWeave A

11:30 AM - 12:15 PM Capturing Employee Voice: The Path to a High-Performing Organization

The success or failure of any organization hinges on one key factor: The ability of its leaders to listen to their people. This session will examine how to develop a Culture of Listening to strengthen the areas of accountability, inclusion, trust, engagement, transparency and agility.
Leaders who practice active listening across their organization tap into a wealth of actionable insight. Enabling and encouraging people to communicate inclusively and transparently provides the organization with authentic feedback that can drive or support meaningful change.

Sponsored by: Waggl

12:15 PM - 1:00 PM Networking Lunch

Roundtable Discussions

1:00 PM - 1:40 PM Please Select One Topic and Join the Relevant Discussion

From Customer Experience to Employee Experience – Designing for Moments That Matter | Moderated by: McLean
Employees’ expectations of their experiences at work are evolving. Similar to their customer experiences, they want an overall employee experience that fits more seamlessly into their lives. In the past, organizations have focused on their own priorities as an employer, but that pendulum has swung. Organizations should start with the employee lifecycle, and identify moments that matter; where the employee and employer needs are most aligned. A design thinking approach can be used to engage employees in the process of identifying and designing a best fit solution. In this Think Tank, we will lead participants through a discussion that explores:

•What employee experience (EX) is and how it relates to employee engagement
•Why organizations should care
•Approaches to assessing and improving the employee experience

•Promoting an Inclusive Culture Through Impactful Initiatives for Diversity

•Hybrid Approaches to Efficient Learning and Development

•When Talent Hoarding Hinders Advancement - Enabling Top Performers to Progress

MasterClass B

1:40 PM - 2:25 PM Empowering People with A.I.: Evolve Your People Strategy for Digital Transformation

As technology marches forward at a breakneck pace, we’re seeing digital transformations within many sectors in the business world. Since 2000 over 50 percent of Fortune 500 companies have been acquired, merged, or declared bankrupt – with no end in sight! To be truly digitally sustainable it is vital that people strategies evolve so organizations are empowered with the new critical competencies necessary to succeed. Join us and find out how CHROs can future-proof their business and workforce for disruption, and gain crucial understanding into the role that new technologies such as Artificial Intelligence play in providing valuable insights into ourselves.

CHROs will walk away from this session with deep understanding of:

•How A.I. can shape the future of HR practices and to leverage it to digitally transform your internal HR functions
•How A.I. removes human bias in people decisions, enhancing the human factor
•How can A.I. be applied to management development? What are important traits that we need for the future?
•Map out a blueprint of your organization for a critical evaluation, and (re)design your People Strategy in relation to corporate digital reinvention
•Empower employees to be the architects of their own careers for a highly driven digitally skilled workforce
•Objectively measure competencies on an individual and organizational level

Sponsored by: Seedlink

BrainWeave B

1:40 PM - 2:25 PM Consumer-Facing Recruitment: The Winning Formula for Engaging Top Talent

Modern job seekers are more powerful than ever before. Today, brand loyalty and consumer-facing recruitment have sparked a shift in power from employer to job seeker, causing a revolution in the way companies attract, recruit, and hire new talent. Be it with an outstanding corporate culture and benefits package, a user-friendly career portal, or mobile application experience, more companies are putting a positive candidate experience first, because without one, there’s too much at stake.
Recruiting practices are an extension of your corporate brand – and candidates are ultimately your customers. Join Bryan McShane, Strategic Sales Director at iCIMS, to learn:
· How consumer trends impact candidate engagement
· Where employers are losing the war for top talent
· The tools you need for better hiring insights to impact your business bottom line

2:25 PM - 2:55 PM Business Meetings

2:55 PM - 3:25 PM Business Meetings

3:25 PM - 3:40 PM Networking Break

Plenary Session

3:40 PM - 4:10 PM Leadership and Succession Management: Transform your Approach From Pipeline to Portfolio

Traditional approaches to leadership pipeline are not delivering optimal results, as they are only focused on continuity and fail the demands for a newer and more adaptable executive leadership. Filling the gaps through outdated talent pipelines is no longer enough and will continue to fail the demand for roles that may not even exist today.

Reports show that organizations with a strong and diverse leadership portfolio outperform those with stiff or outdated leadership benches.

This session will highlight how leading-edge organizations are transforming their approach to succession management to create a more diverse, flexible, and adaptable set of candidates by:
  • Enhancing hiring process to include cultural and network fit analysis
  • Leveraging data from senior leaders to define new desired behaviors and growth mind-sets
  • Fostering and enabling leaders to develop and practice an adaptive mind-set in an environment of constant change

Case-Study 1

4:15 PM - 4:55 PM Leveraging Data to Move Beyond Quotas: Cross-Functional Diversity & Inclusion

Nydia Gonzalez, Chief Diversity Officer, JPS Health Network
Siloed, incomplete and/or inaccurate data, as well as resistance to sharing data, can create challenges for leaders in championing diversity and inclusion efforts. However, Chief Diversity Officers can position themselves to drive systemic organizational change by:

•1) integrating both qualitative and quantitative data from the workforce, patients, community and supplier-base and,
•2) actively engaging internal and external partners to develop a comprehensive diversity and inclusion strategy to reduce healthcare disparities.

Ms. Gonzalez will share how JPS Health Network engaged Human Resources, Organizational Development, Patient Experience, and Supplier Diversity, among other functions to understand employee, patient, community and supplier barriers for diversity and inclusion at the large county hospital.

Specifically, she will discuss how data was used to develop a 5-year Diversity and Inclusion Strategy (“Diversity JPS 2020” ).

Nydia Gonzalez

Chief Diversity Officer
JPS Health Network

Case-Study 2

4:15 PM - 4:55 PM Revamping Your Employer Branding to Attract and Retain Top Talent

Linda Aldred, CHRO, Texas Children's Hospital
The strength and success of an organization depends on its ability to hire and retain the right talent. So what makes a candidate choose one employer over another and stay with an organization when other job opportunities are available? It’s the employer brand – the organization’s reputation as an employer with a positive and distinctive employment experience. Building and implementing a strategic mode for an employer brand strategy, with the Employee Value Proposition front and center, is a must for all organizations, and particularly those which want to differentiate themselves in the market. Organizations must weigh the strength and reputation of their employer brand, adjust their thinking about why it is necessary, and build a roadmap for bringing this critical strategy to life.
High-Impact HR Leaders are taking the lead on positioning employer branding as a core business strategy, and they are doing it across many social and digital channels to target top candidates, retain critical talent, drive engagement and performance, and ensure that they are a compelling place to work.
Best practices to be discussed include:
· Aligning the employer brand with business objectives
· Infusing the brand core values into all social channels to target top candidates
· Following conversations closely to understand how they are influencing and shaping the brand’s perception
· Thinking outside the careers site box: Integrating social networks, SEO, Mobile, and driving traffic by making it easy for the candidate to connect and share information

Linda Aldred

Texas Children's Hospital

5:00 PM - 5:30 PM Business Meetings

5:30 PM - 6:00 PM Business Meetings

6:05 PM - 6:35 PM Employee Wellbeing - The Financial Planning Pillar

Maureen Balent , SVP, Director of Benefits , Fifth Third Bancorp
Join a fireside chat with Fifth Third Bank Senior Vice President Maureen Balent and Ayco Senior Vice President Eric Gordon as they discuss Fifth Third as a case study in adding a financial planning pillar to their employee benefits offerings. Learn about the advantages for both employees and shareholders and come away with actionable advice on getting senior management buy-in, funding, incentives, how to approach integration with other programs, what data can tell you about the true financial wellness of your population, and how to use engagement strategies for the most ROI.

Maureen Balent

Maureen Balent

SVP, Director of Benefits
Fifth Third Bancorp

Sponsored by: Ayco

Panel Discussion

6:35 PM - 7:10 PM The Critical Role of Cross-Functional Change Management: Leading Business and Cultural Transformation as a Journey to Stay Competitive

Ron Peppe, Vice President Legal & Human Resources, Canam Steel Corporation Paul Baldassari, CHRO, Flextronics Deborah Borg, CHRO , Bunge
Enterprise organizations often go through change management processes for a variety of reasons: mergers, acquisitions, divestitures, joint ventures, new leadership, technology implementations, organizational restructuring, and regulatory compliance. A proactive approach to change is essential to ensure its success and alignment with business objectives. This interactive Panel will explore different perspectives of HR leaders leading change, along with lessons learned and successful outcomes in culture, communications and the change process itself.

How can effective change management help an enterprise to become more innovative and competitive? This engaging panel will discuss their experience with:
•Identifying risks ahead of time and addressing them before implementation
•Appointing stakeholders and influencers to champion change
•Aligning culture change with business strategy
•Promoting desired behaviors and building capability: L&D partnering with HR as architects of new organizational design
•Fostering an innovative and entrepreneurial mentality

Ron Peppe

Ron Peppe

Vice President Legal & Human Resources
Canam Steel Corporation
Paul Baldassari

Paul Baldassari


Deborah Borg


7:10 PM - 7:15 PM Chairperson's Closing Remarks

7:15 PM - 7:45 PM Networking Cocktail Reception

7:45 PM - 9:00 PM Themed Networking Dinner