Day 2- Thursday May 18th

6:00 AM - 6:45 AM Wellness Walk

Networking Breakfast

7:15 AM - 8:00 AM Networking Breakfast

Opening Remarks

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

Mark Gonzales, VP of Client Enablement, Perceptyx


Mark Gonzales

VP of Client Enablement

Opening Keynote

Conducting a Comprehensive Human Capital Assessment

8:05 AM - 8:40 AM Conducting a Comprehensive Human Capital Assessment: The Courage to Confront the Brutal Realities

Angelia Pelham, Executive Vice President, Chief Human Resources Officer, Cinemark
Often times in business, HR professionals are conflicted between citing the elephant(s) in the room or maintaining status quo in hopes of maintaining the notion of “organizational harmony”. While it may personally feel much more harmonious to sidestep the truth in our organizations especially ones in which there exist a stark resistance to change; the truth is that we are doing ourselves and the organization a disservice by not surfacing these real challenges. In Jim Collin’s book, “Good to Great”; one of most vital steps in the journey to greatness is to “confront the brutal facts”. In line with this thinking, the very first question an HR executive must ask and answer when building a Human Capital strategic plan is “Am I willing to tell this organization the ‘Real Truth’ as I see it?” And if your answer is “yes”; then you are well on your way in pursuit of “truth” not necessarily in pursuit of “comfort”. If you are willing to stand behind your commitment to truth, you are now ready to move to the first step of building a comprehensive Human Capital Strategic plan, the assessment phase.

In this session, we will learn the components of a Human Capital Assessment:
• Utilizing an HR Audit
• Gathering Data & Feedback
• Prioritization of gaps
• Developing an HR SWOT Analysis
• Finalizing 2-3 Year Plan


Angelia Pelham

Executive Vice President, Chief Human Resources Officer

The ignite Sessions: Addressing 3 HR Challenges

Challenge 1

8:40 AM - 9:25 AM Acquiring the Right Talent Effectively and Keeping Them

Presented by: Larry Kihlstadius, KinetixHR

According to Josh Bersin of Deloitte, 65% of global leaders cite “talent and leadership shortages” as their number one business challenge.

This year marked a tipping point, as Enterprise organizations are now starting to expand their social media reach to acquire the right talent, right now. Forward thinking organizations are learning to build and leverage their Employer Value Proposition and position the EVP and content curated to be distributed to the world of talent. This is the present and the future of building talent communities to solve this important business challenge.

This Ignite session will:
•Explain how to build an Employee Value proposition and why the CHRO not the CMO must own it.
•Give the roadmap to leveraging the EVP in all aspects of recruitment marketing.
•Discuss how to reimagine your career site.
•Share the secrets to social media recruiting.
•Give the Top Ten List in building a talent community.
•Share how to keep the Talent once you have them!

Challenge 2

8:40 AM - 9:25 AM Protect Your Employees, Their Families…and Your Bottom Line

Presented by: Michael Greene, CEO, ID Watchdog

2016 set an all-time record for the most IDs stolen—over 15 million consumers were affected at the cost of $16 billion.
Identity theft costs you in lost productivity and higher insurance costs, and it costs your employees their peace of mind and more. Further, Millennials now make up the largest percentage of the American workforce, but how can you retain this group of workers with a reputation for changing jobs? Customized benefits packages, including ID theft protection, will help your company hold onto its top talent.
In this session, you will learn the devastating personal and professional impact of identity theft. Plus, we’ll discuss the importance of providing benefits options to recruit and retain employees as well as how the right benefits can help keep your workforce engaged and productive.

Challenge 3

8:40 AM - 9:25 AM Engaging the Talent Market with Technology

Presented by: Michael Pratt, Director Strategic Partnership Development & Dean Gendron, Director Strategic Partnerships
Orange Tree Employment Screening

Did you know: 43% of Americans check their phone within 5 minutes of waking up or the average adult checks their phone 47 times per day and that 35% of adults say they check their texts first?

Enhancing your technology approach to the talent market is a growing priority for organizations today. Being responsive to how the talent market responds is essential to maintain brand recognition, candidate engagement and employee retention. Implementing technology that is informative, engaging, and responsive to applicants will provide sustainability and increased interest in your organization and allows you to be a leader in acquiring top talent.

Business Meeting

9:30 AM - 10:00 AM Business Meeting

Business Meeting

10:05 AM - 10:35 AM Business Meeting

Networking Break

10:35 AM - 10:45 AM Networking Break

Case Study Session

Building a Robust Succession Pipeline through Targeted Development Programs

10:45 AM - 11:15 AM Veolia and IMPACT Group’s Success Story

Augie Schulke, CHRO, Veolia North America Marcia Mueller, VP, Global Leadership Development, IMPACT Group Ed Chaffin, President, IMPACT Group
In 2010, Veolia identified two key areas in need of focused development to strengthen their leadership pipeline: 1) high potentials and 2) women. In partnership with IMPACT Group, Veolia launched successful development programs to maximize the abilities of rising leaders within the organization. As the programs enter their fifth year, Veolia has realized significant ROI through a participant promotion rate of 37%, a participant retention rate of over 90%, and innovative capstone projects that lead to cost savings and revenue enhancements.
In this session, Augie Schulke – CHRO of Veolia North America and Marcie Mueller – Vice President, Talent & Leadership Practice at IMPACT Group will present the compelling case for driving a succession pipeline of future leaders from all walks of life.
Join this session to discover how to:
• Attract, retain, and promote diverse talent
• Leverage leadership development to gain a competitive edge and drive organizational success
• Maximize development programs, even during economic, organizational, and leadership changes
•Provide affordable coaching for talent at all levels


Augie Schulke

Veolia North America

Marcia Mueller

VP, Global Leadership Development

Ed Chaffin


Master Class B

11:20 AM - 12:20 PM Designing Organizational Excellence: Successfully Managing Employee Perceptions, Experience & Performance

Rob Danna, SVP of Sales & Marketing, ITA Group
Organizational Excellence, a blend of high performance and successful change management, results from an executive’s ability to acknowledge, address and realign the assumptions that underlie an organization’s core beliefs and the behaviors they produce. It is the culture – or collective and individual feelings regarding identity, purpose, and belonging – that defines how people in organizations behave which ultimately affects an organization’s ability to succeed.
Likewise, the demand for executives to deliver greater business impact and innovation has led to a reimagining of traditional approaches. In response to an increase in organizational and system complexity, companies are now looking to simplify practices and enhance workplace experiences to better meet today’s challenges.

Join us in this session to:
• Explore innovative culture alignment strategies and their impact on organizational excellence
• Discover practical steps to assessing organizational culture gaps to design a Powerhouse Culture
• Gain insight into best practices for driving intrinsic and extrinsic motivation in your people
• Learn how communications & technology can work together to help your organization measure performance more effectively and create more opportunities for growth


Rob Danna

SVP of Sales & Marketing
ITA Group

BrainWeave B

11:20 AM - 12:20 PM How Cognitive Solutions are Transforming the HR Profession

Tim Shriver, Talent & Engagement Consultant, IBM
With their capacity to think like the human brain and absorb vast amounts of structured and unstructured data, cognitive solutions are creating new possibilities across every profession, including HR. Whether it is providing instant answers to common employee questions or guiding staff on their next best career move or development opportunity, cognitive will transform recruitment, learning, performance management, career development and operational support.

Tim Shriver

Talent & Engagement Consultant

12:20 PM - 1:05 PM Networking Lunch

Panel Discussion

Growing Through Acquisition - A Panel Discussion

1:10 PM - 1:55 PM Growing Through Acquisition: Overcoming The Challenges and Opening Opportunities to Grow Talent Globally To Meet the Demands of Growth

Two Roads Hospitality, SVP HR, Two Roads Hospitality Christal Morris, Ed.D, Vice President, Human Resources International and Corporate, University of Pittsburgh Medical Center Scott Alomes, CHRO, EZCORP
Mergers and Acquisitions are fuelling organizational growth as the global economy grows. There are many significant effects to an organization and its people based on how successful the merger takes place. Restructuring is inevitable. To ensure a smooth process, HR leaders need to partner internally to create transparent and open communication to the entire organization. As change agents, ensuring trust in leadership will help reinforce the message of a positive experience. Overall, culture will be the catalyst that will bring unity among the employees of multiple organizations together to share the common vision and principles created by the companies coming together. The organizational culture will positively impact performance and increase productivity.
Join this interactive panel as we:
· Hear best practices in M&A communication practices
· Learn what to address during the restructuring of the organization
· Discover what leadership can do to ensure a smooth transition


Two Roads Hospitality

Two Roads Hospitality

Christal Morris, Ed.D

Vice President, Human Resources International and Corporate
University of Pittsburgh Medical Center

Scott Alomes


Business Meetings

2:00 PM - 2:30 PM Business Meeting

Business Meetings

2:35 PM - 3:05 PM Business Meeting

High-Trust Workplaces

3:10 PM - 3:40 PM High-Trust Workplaces: The Culture that Drives Performance

Holly Petroff, EVP Global Consulting, Great Place to Work
Learn why leaders of today’s most successful companies prioritize building a high-trust workplace culture that fuels business performance. Holly Petroff, EVP, Global Consulting at global research and consulting firm Great Place to Work®, will share an in-depth look at how the nation’s best workplaces--including the Fortune 100 Best Companies to Work For-- consistently outperform their peers when it comes to:

• Financial performance
• Lower turnover
• Increased innovation
• Better customer service, and more


Holly Petroff

EVP Global Consulting
Great Place to Work

Master Class C

3:45 PM - 4:30 PM Getting To An Enterprise-Wide View Of An Organization's Analytics

Ken Lazarus, CEO and Co-Founder, Scout Denise Lubaway , Director of Enterprise Sales , Scout
Organizations might believe they have implemented enterprise analytics, but that often translates to individual groups doing their own thing or manually combining data from different sources. The reality is that few organizations have achieved the goal of connecting siloed data for an enterprisewide view that’s used to compete and drive strategy.
The gap is wide. On one end, instinct rules decision-making. On the other end, analytics is baked into corporate culture. Where an organization falls depends in good part on the people involved. We asked experts for their take on what can make or break a successful enterprise analytics strategy.

Join us to learn:

• Understand the skills required to support a healthy analytics strategy
• Cultural and technological barriers
• Appropriate infrastructure and architecture to ensure data quality


Ken Lazarus

CEO and Co-Founder

Denise Lubaway

Director of Enterprise Sales

BrainWeave C

3:45 PM - 4:30 PM Building the Talent Enterprise

John Roberts, President, Philomathia Group
How do talent leaders prepare their companies for a world in which by 2020 advanced economies may have a shortfall of 95 million employees skilled enough for the tasks and objectives their companies wish to pursue?
How should talent leaders be thinking about redesigning their enterprises to grow during volatile, uncertain, complex, and ambiguous operating conditions?
The answer to both questions lies in leading a transformation of our companies toward talent era enterprises, and embracing four elemental shifts that CHROs at some of the best companies in the world are making:

1) Building a learning enterprise
2) Driving interdependent workflows effectively
3) Optimizing business processes to drive diversity and inclusion
4) Transforming the enterprise mindset


John Roberts

Philomathia Group

4:35 PM - 5:05 PM Business Meeting

5:10 PM - 5:40 PM Business Meeting

5:40 PM - 5:55 PM Networking Break

An HCA Case Study

5:55 PM - 6:30 PM Transforming the HR Function

Randy Dorsten, AVP of HR Strategy and Planning , Hospital Corporation of America (HCA)
In 2011, Hospital Corporation of America (HCA) identified a need for its human resource function to be scalable and more flexible to meet the needs of its changing workforce and the healthcare industry. The organization took on a comprehensive transformation effort to migrate the function consisting of 1400 HR professionals in 200+ fairly independent HR functions to one cohesive operating group, to better support the business and workforce needs. The HR organization redefined all process and policies, retooled its workforce, and established a shared operations center and centers of expertise. HCA has utilized this change to be better positioned to attract and retain HR talent across its network of hospitals surgery centers, physician practices and related ancillary centers and at the same time using newfound scalability to support high visibility company efforts around the experience of its patients and intense talent acquisition needs.. Further, it is beginning to see the ROI predicted within its business case which called for $10m in savings per year.
In this session, attendees will get to walk through the transformation story, the business case for the change, driving a cultural and business transformation through a diverse, Fortune 70 healthcare provider.

Join this session to learn more about:

• Maximizing organizational speed and scale
• How this type change can help improve HR performance and retention
• Change management in a large, 225,000 employee company
• Moving HR from a customer service to business partner


Randy Dorsten

AVP of HR Strategy and Planning
Hospital Corporation of America (HCA)

6:30 PM - 6:30 PM Cocktails/Themed Dinner