New this year...

Four session categories to address wherever you are in your HR career and whatever knowledge gaps you need to fill.

LEARN

Explore the fundamentals and get a handle on tech advances, like AI and automation, quickly becoming standard operating procedure.

SOLVE

Dive into common (comp and total rewards) challenges and hear from the pros about solutions that work.

DISRUPT

Listen to those bucking the status quo and learn how they're deploying innovative concepts and exploring approaches that are just on the horizon.

ENVISION

Open your mind with thought-provoking conversations. Sessions will focus on those areas that are sometimes ill-defined and confounding.

Conference Sessions

Sunday, May 05, 2019


  1:00PM-4:30PM

Golf Tournament


Enjoy an afternoon of fun before the start of the 2019 TR conference.

Monday, May 06, 2019


  8:30AM-9:00AM

Breakfast-plated


Doors open at 8:15 a.m. A plated breakfast will be served promptly at 8:30 a.m. Service will end at 9:00 a.m. so the Opening General Session can begin promptly.

  9:00AM-10:00AM

Opening General Session with Chris "Bash" Bashinelli


Raw. Open. Authentic. Moving. Chris "Bash" Bashinelli, host of Bridge the Gap on PBS and the National Geographic Channel, will kick-off Total Rewards 2019.

  10:00AM-10:30AM

Networking Break


This will be your first chance to network with your colleagues.

  10:30AM-11:30AM

3 Things Compensation Leaders Should Know


Often, leaders who are focused on facts and numbers forget that human beings have feelings, and those feelings get hurt. In turn, morale lowers and productivity suffers, thus affecting the bottom line. Moreover, high-IQ leaders may not be self-aware enough to realize that common sense isn't a sense at all -- it's a set of skills passed on by leaders who stop and teach skills rather than ridicule employees. Wendy Sellers, AKA The HR Lady and author of "Suck It Up, Buttercup," shares key phrases to use to speak with leaders to grab their attention long enough for them to want to change.




Accidental Analytics: Insights on Compensation Practices from Pay Equity Analysis


Under increasing pressure from various stakeholders, employers are working diligently to assess pay equity. In doing so, many rely on statistical models that account for factors that might legitimately explain pay differences. While a means to an end, these models should be further scrutinized, as they can reveal insights into the organization's drivers of pay and potential misalignments with compensation strategy. Brian Levine and Casey North share models that show how organizations value performance, the extent to which they pay to the labor market (or insulate themselves from it), and how general labor market experience is rewarded.




Designing LTIs in Private Companies


Private companies face interesting challenges in designing long-term incentive (LTI) plans for executives and employees. Whether family owned, private-equity owned, a sole proprietorship, partnership, employee owned, venture-capital owned ... all offer LTIs to executives and employees. Design considerations include company valuation, liquidity and cash-flow constraints, wealth building attributes, eligibility for participation and compensation valuation. Linda McNally reviews design considerations in light of varying ownership types and provides several case studies of solutions that different companies have implemented in developing their own LTI programs. She also explores company valuation methods to challenge you to consider what may be the best method for your company.




Giving Employees a Choice in LTI Awards


A diverse and multigenerational workforce adds significant challenges to designing an effective long-term incentive (LTI) program. About 10% of S&P 500 firms use LTI choice programs, which give employees the ability to choose whether they receive their rewards as options, restricted stock or a mix. Kelly Crean, Steve Eliseo and Drew Steinhoff deliver two perspectives on LTI choice programs -- one from a company that recently adopted it, and another from a company that has offered LTI choice programs for more than a decade. Learn actionable strategies to help make the decision about whether to give employees choice.




How Financial and Tech Firms Are Reshaping Total Rewards


Frederick Guanzon and Rohan Connors share three compelling case studies on reshaping total rewards by conducting a total reward investment optimization (TRiO) study. One company, a Fortune 100 global technologies and industrial products company, identified an 8% reduction in total rewards spend without a reduction in perceived value; another organization, a major Asia-Pacific financial services firm, identified an annual savings of 8% of salary without a reduction in perceived value of its total rewards; and the third company, a global banking firm, integrated the TRiO findings into its broader rewards projects and future strategic planning.




Managing Global Sales Comp Plans: How Culture and Work Councils Affect Plan Design


As more companies look outside of North America to grow revenue, the difficult task of managing global sales organizations and the compensation plans that support those organizations is becoming more apparent. In this globalized economy, employers must learn to manage sales compensation by considering various cultural differences and then working through country work councils to ensure consistent and effective behavior. Joe DiMisa explains the nuances of global compensation planning. Learn the history of work councils and the levels of authority different geographic regions have over your plan design. Also hear how different cultural dimensions affect plan components.




Maternity, Paternity, Caregiver … Oh My! General Mills' Approach to Modernizing Time-Off and Disability Programs


The rollout of General Mills' U.S. time-off and disability programs was neat and tidy, introducing 18 to 20 weeks' paid maternity leave, 12 weeks' paid parental leave and two weeks' caregiver leave. Now, go behind the scenes into the sausage making -- which wasn't so neat and tidy! Learn how the technical program design and financial funding were surprisingly small pieces of the work; rather, the emotional connection to time off was strong, the integration into work systems planning was crucial, and the re-engineering of the employee experience was needed icing on the cake.




Purpose, Certainty and Total Rewards in an Era of Disruption


Purpose and certainty: How do they relate in an era of disruption, when speed, agility, tolerance for ambiguity, digital adaptation, organization transformation and dynamic change are paramount? What role do companies have? It turns out the relationship is quite straightforward. John Bremen and Amy DeVylder Levanat highlight purpose-driven total rewards practices that CHROs from evolved organizations are adopting to create sustainable competitive advantage in today's rapidly changing world. Walk away with a greater understanding of a new employment deal that's shaped by healthy company practices, well-being and psychological safety. Learn about today's talent experience, which is personalized and choice drive.




When the Market Is Hot and Salary Budgets Are Not


Pay compression can squash an organization's attempts at maintaining equitable pay and undermine market-based pay programs. There may not be a silver bullet that eradicates pay compression once and for all, but Amanda Garcia and Tony Magaro have an approach that can alleviate it and arrive at fair pay as it relates to what's important to your organization. See a practical Excel solution to assist in evaluating pay for market competitiveness and equity. Get one answer to the persistent and perplexing question, "How do we achieve and maintain fair and competitive pay in a hot labor market?"


  11:30AM-1:30PM

Lunch in the Exhibit Hall


  1:30PM-2:30PM

Corporate Social Responsibility and Sustainability: The New Challenge for Rewards Leaders


Many companies consider corporate social responsibility and sustainability (CSR/S) a good public relations position and a way to enhance recruitment and retention efforts, especially among Millennials. Numerous publications define CSR/S and how companies can demonstrate their commitment to it, but how can rewards professionals contribute? Dow Scott, Noreen Cleary, Thomas Paleka and Scott Witz discuss the impact of CSR/S on a corporation's ability to attract and retain talent. Learn about the use of rewards to encourage CSR/S behaviors and outcomes and find out the best CSR/S practices within the context of rewards strategies, policies and programs.




Cyber, AI and Robotics: Standing Out in an Employee's Market


Cybersecurity, artificial intelligence and robotics professionals are highly sought and will continue to be for the foreseeable future. How are HR departments and companies differentiating themselves to beat the competition when hiring these talented individuals? Rebecca Toman, Wyatt Allread, Patrick Beall and Elizabeth Loftus share their experiences with this emerging and unique field of employees. They cover the similarities and differences in rewarding each of these hot jobs. They also share new survey results that provide a better understanding of both the marketplace for these emerging roles and the associated compensation issues. Hear about nonmonetary approaches to rewarding talent.




How St. Jude Transformed Performance Management to Drive Long-Term Success


Dr. James Downing, president and CEO of St. Jude Children's Research Hospital, said performance management is the most important thing to accomplish the organization's strategic plan. Dana Bottenfield and Lori Holsinger share how St. Jude equipped its workforce to embrace performance management changes that support the strategic plan. These changes included evolving goal setting, building leadership capability and St. Jude's approach to pay for performance. Gain insight from Mercer's "2019 Global Performance Management Survey," which includes data from more than 1,000 companies on the drivers of effective performance management approaches, prevalent practices and implications for recent market trends.




'Not Myself Today': How Ocean Spray Addresses Mental Health in the Workplace


Depression is the leading cause of mental illness and disability worldwide, affecting 18.8 million American adults annually, according to the U.S. Centers for Disease Control and Prevention. Furthermore, the average U.S. workweek includes 800,000 doctor visits, 5 million antidepressant prescriptions, 4 million lost workdays and 850 suicides. Susan French and Keri Gannon share Ocean Spray's approach to mental and emotional health. Learn how different benefits programs, onsite services and perks can change your organization's culture as it relates to mental well-being and hear communication strategies and tips for implementing programs that make your workplace more emotionally fit.




Our Journey to Pay Transparency


Integrated renewable products company Amyris was experiencing a 27% voluntary turnover rate, low employee engagement and Glassdoor.com scores. After measuring employee engagement and understanding that employees didn't think they were paid fairly and weren't proud to work for the company, the move was made to rollout a new compensation structure that included full transparency. Andrea Morales, Jelica Stulic and Camilla Fonseca share the company's story, discussing Amyris' approach to transparency and employee and manager training. In six months' time, there was a 14% increase in employee engagement, an improved Glassdoor.com score and metrics showing higher levels of engagement




Retaining Critical Talent in a Tight Labor Market


A common dilemma facing corporate HR and executive leaders is considering which special accommodations should be made to incent and retain the top tier of talent across job categories and levels. Many Fortune 500 companies treat high-potential employees differently, and this is significant in a tight labor market. Aiya Abad and Justin Sun provide insights from Coca-Cola and Expedia on retention strategies and how they may vary by rewards strategy, employee population and geographic location. Sheila Sever and Jeremy Feinstein share data and client experiences from Deloitte and Empsight that provide insights and perspectives on strategies for retaining critical talent.




Sales Compensation Success: The Secret Is Preparation


When it comes to your sales compensation plans, everyone has an opinion, story or, at least, a strong hunch. How do you leverage that, plus a solid fact base and the best principles of change management to ensure your plan designers nail it this time? The key word is, "prepare." Donya Rose walks you through the preparation process, starting with recognizing what sales comp plans do well, developing a clear picture of what "better" looks like, collecting relevant facts to discover patterns, documenting selling roles and assembling the right team to assess current plans and recommend the right changes for next year.




Trends and Issues in Executive Compensation


One thing is certain: The world of executive compensation is never boring. Changes are coming from all directions, from the tax implications of revisions to 162(m) to outstanding requirements from Dodd-Frank; from investor and public interest in environmental, social and governance (ESG) factors and broader human-capital management issues to proxy adviser and litigation considerations related to nonexecutive director pay. Blair Jones, Steve Harris and Michael Halloran explore the different forces at work and the key issues compensation committees and practitioners face. The trio offer advice on best and emerging practices as well as deliver speculation on the issues that lie ahead.




Your Rewards: Riding Along with Harley-Davidson


In 2017, Harley-Davidson tried something different to increase awareness and educate employees about its total rewards by introducing an online education course. Then, in January 2018, the company took that awareness and education to the next level with "Your Rewards," a personalized total rewards portal for all U.S. salaried and hourly employees. Amy Ostop and Jill Havely share Harley-Davidson's journey to demonstrate total rewards value. From planning through implementation, gain tips and hear lessons learned. Also, leave with insights on the ROI of your total rewards programs and employee engagement with the latest results of Willis Towers Watson's "Modernizing Total Rewards Survey."


  2:30PM-3:15PM

Networking Break


  3:45PM-6:00PM

Reception in the Exhibit Hall


Join more than 100 solutions providers and 1,000 of your colleagues for a reception in the Exhibit Hall. Enjoy cocktails and appetizers, and take a shot at winning a prize!



  7:00PM-9:00PM

Member Appreciation Event


Member Appreciation Event

  10:30AM-11:30AM

Maternity, Paternity, Caregiver … Oh My! General Mills' Approach to Modernizing Time-Off and Disability Programs


The rollout of General Mills' U.S. time-off and disability programs was neat and tidy, introducing 18 to 20 weeks' paid maternity leave, 12 weeks' paid parental leave and two weeks' caregiver leave. Now, go behind the scenes into the sausage making -- which wasn't so neat and tidy! Learn how the technical program design and financial funding were surprisingly small pieces of the work; rather, the emotional connection to time off was strong, the integration into work systems planning was crucial, and the re-engineering of the employee experience was needed icing on the cake.


  1:30PM-2:30PM

'Not Myself Today': How Ocean Spray Addresses Mental Health in the Workplace


Depression is the leading cause of mental illness and disability worldwide, affecting 18.8 million American adults annually, according to the U.S. Centers for Disease Control and Prevention. Furthermore, the average U.S. workweek includes 800,000 doctor visits, 5 million antidepressant prescriptions, 4 million lost workdays and 850 suicides. Susan French and Keri Gannon share Ocean Spray's approach to mental and emotional health. Learn how different benefits programs, onsite services and perks can change your organization's culture as it relates to mental well-being and hear communication strategies and tips for implementing programs that make your workplace more emotionally fit.


  10:30AM-11:30AM

Accidental Analytics: Insights on Compensation Practices from Pay Equity Analysis


Under increasing pressure from various stakeholders, employers are working diligently to assess pay equity. In doing so, many rely on statistical models that account for factors that might legitimately explain pay differences. While a means to an end, these models should be further scrutinized, as they can reveal insights into the organization's drivers of pay and potential misalignments with compensation strategy. Brian Levine and Casey North share models that show how organizations value performance, the extent to which they pay to the labor market (or insulate themselves from it), and how general labor market experience is rewarded.




When the Market Is Hot and Salary Budgets Are Not


Pay compression can squash an organization's attempts at maintaining equitable pay and undermine market-based pay programs. There may not be a silver bullet that eradicates pay compression once and for all, but Amanda Garcia and Tony Magaro have an approach that can alleviate it and arrive at fair pay as it relates to what's important to your organization. See a practical Excel solution to assist in evaluating pay for market competitiveness and equity. Get one answer to the persistent and perplexing question, "How do we achieve and maintain fair and competitive pay in a hot labor market?"


  1:30PM-2:30PM

How St. Jude Transformed Performance Management to Drive Long-Term Success


Dr. James Downing, president and CEO of St. Jude Children's Research Hospital, said performance management is the most important thing to accomplish the organization's strategic plan. Dana Bottenfield and Lori Holsinger share how St. Jude equipped its workforce to embrace performance management changes that support the strategic plan. These changes included evolving goal setting, building leadership capability and St. Jude's approach to pay for performance. Gain insight from Mercer's "2019 Global Performance Management Survey," which includes data from more than 1,000 companies on the drivers of effective performance management approaches, prevalent practices and implications for recent market trends.




Our Journey to Pay Transparency


Integrated renewable products company Amyris was experiencing a 27% voluntary turnover rate, low employee engagement and Glassdoor.com scores. After measuring employee engagement and understanding that employees didn't think they were paid fairly and weren't proud to work for the company, the move was made to rollout a new compensation structure that included full transparency. Andrea Morales, Jelica Stulic and Camilla Fonseca share the company's story, discussing Amyris' approach to transparency and employee and manager training. In six months' time, there was a 14% increase in employee engagement, an improved Glassdoor.com score and metrics showing higher levels of engagement




Retaining Critical Talent in a Tight Labor Market


A common dilemma facing corporate HR and executive leaders is considering which special accommodations should be made to incent and retain the top tier of talent across job categories and levels. Many Fortune 500 companies treat high-potential employees differently, and this is significant in a tight labor market. Aiya Abad and Justin Sun provide insights from Coca-Cola and Expedia on retention strategies and how they may vary by rewards strategy, employee population and geographic location. Sheila Sever and Jeremy Feinstein share data and client experiences from Deloitte and Empsight that provide insights and perspectives on strategies for retaining critical talent.


  10:30AM-11:30AM

Designing LTIs in Private Companies


Private companies face interesting challenges in designing long-term incentive (LTI) plans for executives and employees. Whether family owned, private-equity owned, a sole proprietorship, partnership, employee owned, venture-capital owned ... all offer LTIs to executives and employees. Design considerations include company valuation, liquidity and cash-flow constraints, wealth building attributes, eligibility for participation and compensation valuation. Linda McNally reviews design considerations in light of varying ownership types and provides several case studies of solutions that different companies have implemented in developing their own LTI programs. She also explores company valuation methods to challenge you to consider what may be the best method for your company.




Giving Employees a Choice in LTI Awards


A diverse and multigenerational workforce adds significant challenges to designing an effective long-term incentive (LTI) program. About 10% of S&P 500 firms use LTI choice programs, which give employees the ability to choose whether they receive their rewards as options, restricted stock or a mix. Kelly Crean, Steve Eliseo and Drew Steinhoff deliver two perspectives on LTI choice programs -- one from a company that recently adopted it, and another from a company that has offered LTI choice programs for more than a decade. Learn actionable strategies to help make the decision about whether to give employees choice.


  1:30PM-2:30PM

Trends and Issues in Executive Compensation


One thing is certain: The world of executive compensation is never boring. Changes are coming from all directions, from the tax implications of revisions to 162(m) to outstanding requirements from Dodd-Frank; from investor and public interest in environmental, social and governance (ESG) factors and broader human-capital management issues to proxy adviser and litigation considerations related to nonexecutive director pay. Blair Jones, Steve Harris and Michael Halloran explore the different forces at work and the key issues compensation committees and practitioners face. The trio offer advice on best and emerging practices as well as deliver speculation on the issues that lie ahead.


  10:30AM-11:30AM

Managing Global Sales Comp Plans: How Culture and Work Councils Affect Plan Design


As more companies look outside of North America to grow revenue, the difficult task of managing global sales organizations and the compensation plans that support those organizations is becoming more apparent. In this globalized economy, employers must learn to manage sales compensation by considering various cultural differences and then working through country work councils to ensure consistent and effective behavior. Joe DiMisa explains the nuances of global compensation planning. Learn the history of work councils and the levels of authority different geographic regions have over your plan design. Also hear how different cultural dimensions affect plan components.


  1:30PM-2:30PM

Sales Compensation Success: The Secret Is Preparation


When it comes to your sales compensation plans, everyone has an opinion, story or, at least, a strong hunch. How do you leverage that, plus a solid fact base and the best principles of change management to ensure your plan designers nail it this time? The key word is, "prepare." Donya Rose walks you through the preparation process, starting with recognizing what sales comp plans do well, developing a clear picture of what "better" looks like, collecting relevant facts to discover patterns, documenting selling roles and assembling the right team to assess current plans and recommend the right changes for next year.


  10:30AM-11:30AM

3 Things Compensation Leaders Should Know


Often, leaders who are focused on facts and numbers forget that human beings have feelings, and those feelings get hurt. In turn, morale lowers and productivity suffers, thus affecting the bottom line. Moreover, high-IQ leaders may not be self-aware enough to realize that common sense isn't a sense at all -- it's a set of skills passed on by leaders who stop and teach skills rather than ridicule employees. Wendy Sellers, AKA The HR Lady and author of "Suck It Up, Buttercup," shares key phrases to use to speak with leaders to grab their attention long enough for them to want to change.




How Financial and Tech Firms Are Reshaping Total Rewards


Frederick Guanzon and Rohan Connors share three compelling case studies on reshaping total rewards by conducting a total reward investment optimization (TRiO) study. One company, a Fortune 100 global technologies and industrial products company, identified an 8% reduction in total rewards spend without a reduction in perceived value; another organization, a major Asia-Pacific financial services firm, identified an annual savings of 8% of salary without a reduction in perceived value of its total rewards; and the third company, a global banking firm, integrated the TRiO findings into its broader rewards projects and future strategic planning.


  1:30PM-2:30PM

Cyber, AI and Robotics: Standing Out in an Employee's Market


Cybersecurity, artificial intelligence and robotics professionals are highly sought and will continue to be for the foreseeable future. How are HR departments and companies differentiating themselves to beat the competition when hiring these talented individuals? Rebecca Toman, Wyatt Allread, Patrick Beall and Elizabeth Loftus share their experiences with this emerging and unique field of employees. They cover the similarities and differences in rewarding each of these hot jobs. They also share new survey results that provide a better understanding of both the marketplace for these emerging roles and the associated compensation issues. Hear about nonmonetary approaches to rewarding talent.




Your Rewards: Riding Along with Harley-Davidson


In 2017, Harley-Davidson tried something different to increase awareness and educate employees about its total rewards by introducing an online education course. Then, in January 2018, the company took that awareness and education to the next level with "Your Rewards," a personalized total rewards portal for all U.S. salaried and hourly employees. Amy Ostop and Jill Havely share Harley-Davidson's journey to demonstrate total rewards value. From planning through implementation, gain tips and hear lessons learned. Also, leave with insights on the ROI of your total rewards programs and employee engagement with the latest results of Willis Towers Watson's "Modernizing Total Rewards Survey."


  10:30AM-11:30AM

Purpose, Certainty and Total Rewards in an Era of Disruption


Purpose and certainty: How do they relate in an era of disruption, when speed, agility, tolerance for ambiguity, digital adaptation, organization transformation and dynamic change are paramount? What role do companies have? It turns out the relationship is quite straightforward. John Bremen and Amy DeVylder Levanat highlight purpose-driven total rewards practices that CHROs from evolved organizations are adopting to create sustainable competitive advantage in today's rapidly changing world. Walk away with a greater understanding of a new employment deal that's shaped by healthy company practices, well-being and psychological safety. Learn about today's talent experience, which is personalized and choice drive.


  1:30PM-2:30PM

Corporate Social Responsibility and Sustainability: The New Challenge for Rewards Leaders


Many companies consider corporate social responsibility and sustainability (CSR/S) a good public relations position and a way to enhance recruitment and retention efforts, especially among Millennials. Numerous publications define CSR/S and how companies can demonstrate their commitment to it, but how can rewards professionals contribute? Dow Scott, Noreen Cleary, Thomas Paleka and Scott Witz discuss the impact of CSR/S on a corporation's ability to attract and retain talent. Learn about the use of rewards to encourage CSR/S behaviors and outcomes and find out the best CSR/S practices within the context of rewards strategies, policies and programs.

Tuesday, May 07, 2019


  8:30AM-9:30AM

Networking Breakfast


  9:30AM-9:45AM

Networking Break


  9:45AM-10:45AM

Blowing Up Your Total Rewards Bonus Budget: Identifying What Really Drives Employee Performance and ROI


Annual bonuses and base salary increases are no longer enough to keep employees inspired. Employees aren't motivated strictly by money; they want to work for organizations where there is purpose and meaningful work, and where they're recognized for their contributions. In this panel discussion, practitioners discuss how, when an organization truly wants to develop a high-performance culture that delivers higher ROI, it must have a rewards strategy that looks beyond traditional compensation and benefits. Learn the importance of developing a deeper long-term social connection with employees while aligning with the organization's goals and objectives.




Building a Culture of Inclusion at Albemarle Corp.


Albemarle Corp. is a global specialty chemicals company. Employing 5,400 people and serving customers in 100 countries, Albemarle is on the path for significant growth in its lithium business, with critical expansions in Chile, China and Australia, which means as significant impact to the organization's talent and rewards practices. Marie Holmstrom and Susan Shepherd share Albemarle's approach to its new inclusion and diversity (I&D) strategy and roadmap. Learn best practices and hear the latest research on I&D and how organizations are tackling the topic. Walk away with techniques to build an I&D strategy to take your organization from "leading" to "transforming."




Coffee and Conversation with Women in Executive Compensation


It's a great time to be a woman in executive compensation. Blair Jones and Tracy Kofski discuss how to use your strengths as a woman to be an effective leader. Which influence styles work? Which behaviors might work against you? How do you balance competing interests? In this fun and interactive session, these experienced executive compensation leaders share the successes and challenges they've encountered in their careers. Be part of the conversation of women helping women become better in their roles. Walk away with strategies to approach different leadership challenges and resources, and get an introduction to WorldatWork's Women in Executive Compensation network.




Excel Power Query: Your New Best Friend


Many Excel users have heard the terms "Power Query," "Power Pivot" and "Power BI," but don't understand what these functions are, how they differ and how to use them in their rewards work. Dianne Auld explains each of these functions, then focuses on Power Query's value. Standard in Excel 2016/2019 and can be installed as a free add-in to Excel 2010 and 2013, Power Query has astonishing capabilities for extracting, transforming and loading data. Learn how to use Power Query to automate the transformation of routine payroll/HRIS data, fix problem source data for use in analyses and calculate medians per gender/job title.




Four Stages of Gender Pay Gap Denial and the Road to Enlightenment: Lessons from the United Kingdom


Closing the gender pay gap will be a defining rewards issue in the next decade. And the gender pay gap is becoming a reputational issue on the CEO's agenda -- it can make or break efforts to become an employer of choice. The United Kingdom recently introduced a law requiring employers with more than 250 employees to calculate and publicly report their gender pay gap. Malinda Riley and Ben Frost share their learnings from the UK experience (including the good, bad and ugly practices), while emphasizing how organizations can get ahead as requirements spread.




Pay Transparency: What Daring to Be Transparent Really Means


You've seen the headlines. And then there are the forces of social media and the breakdown of social norms with respect to sharing pay information. Now add the range of pay transparency legislation and companies' objectives for transparency, inclusion, diversity and corporate social responsibility. The case in favor of pay transparency is compelling, but its execution can seem daunting. Jenelle Ross and Sandra McLellan discuss Sherritt International's journey toward transparency, which started with an operational excellence perspective that leaders are accountable for delivering total rewards messages. Hear about programmatic changes and understand some of the choices made regarding what to communicate.




The Comp You Keep: Finding the Right Rewards for Your Organization's Specialized Roles


While incenting your sales team isn't always picture perfect, rewarding someone who spends his or her time selling can be a paint-by-numbers affair: Sell more, earn more. But the picture becomes harder to paint for other employees. Where is the balance when rewarding sales' supporting functions? How do you align an executive's rewards with his or her function and long-term horizon? Dan Stewart and a guest practitioner explore the depths of compensation equity across your organization. Learn to steer employees of every level and function toward organizational success through varied sales goals and organizational initiatives.




The Lens of the Future: Transforming Total Rewards into a First-Class Service


Technology knows you intimately: Alexa knows you're low on milk; Apple Watch knows you've been sitting too long. And each makes suggestions accordingly based on data they collect and analyze. So, why do compensation and benefits managers enroll everyone in the same plans and review everyone's salaries at the same time every year? Antonis Christidis and Steven Seltz discuss what's possible in total rewards, compensation and benefits by leveraging new technology and a new mindset. Gain insight into the evolution of the TR function as the role shifts from benchmarking compensation and benefits to delivering a first-class service.




Top 5 Ways AECOM Captures Employee Attention in the Era of the Millennial Mindset


How do you drive benefits awareness and engagement in a Millennial population that expects to get more when there's no more to give? That was Bernie Knobbe's challenge at AECOM, one of the world's largest companies with 87,000 employees in 150 countries. Knobbe, Vlad Gyster and Pam Little share how a variety of communications tools can capture employee attention and increase awareness and participation in benefits programs, all in a large, complex environment. Learn how to build an actionable dashboard that links benefits goals with metrics, drives continuous improvement and gathers success metrics.


  10:45AM-11:00AM

Networking Break


  11:00AM-12:00PM

A Practical Guide to the Impact of the 2018 Tax Cuts and Jobs Act on Executive Compensation


The most immediate response to the Tax Cuts and Jobs Act (TCJA) occurred outside the executive suite: Companies awarded spot bonuses, increased minimum wage and so on. Since its passage, management, compensation committees and outside advisers have been evaluating the effect that the TCJA's changes to Section 162(m) will have on executive pay. The panel of speakers offers its expertise on the implications of changes to 162(m). Learn what you can do to ensure the appropriate behaviors and results are rewarded, performance targets reflect long-term strategy, and incentive design supports current business needs.




Closing the Gap: The Road to Pay Equity for Your Organization


Gender pay is the subject of dinner-table and watercooler discussions, political debate and legislative efforts, and it has significant legal and talent-management implications at all levels within organizations. Hear a panel of employment law and compensation experts present case studies of their recent work with companies. They have taken different approaches to understanding their position relative to gender-pay equity and the larger gender pay gap. Learn important terms and definitions, how companies have mitigated problems, what's next on the legislative horizon, and the broad legal issues presented when companies dig deeper into their standing on gender-based pay.




Comp Nerds Play with Data: Meaningful (and Fun!) Analysis for the Rewards Professional


We all have data, and we all love to use it. Paul Reiman and Bryan Briscoe highlight a series of example analyses and charts they've used to diagnose problems, suggest solutions or convince leaders of change. Derived from their actual experience, these practitioners explain how visualization tells a meaningful story that can lead to better rewards solutions. Hear the thought process behind the analysis, understand the design choices made in visualizing the data, and walk away with a few tips and tricks for replicating the analysis in your own organization.




Everything You Need to Know About Exec Comp: Top 10 Most Critical Concepts


Entering the world of executive compensation can be daunting. Design challenges, tax and regulatory impacts, stakeholder issues, risk assessment and communication with senior management and compensation committees can be overwhelming and difficult to master. If you're just stepping into the field, you need both a broad understanding of how executive compensation fits with the strategic goals of the organization and a nuanced understanding of the details of the practice. Gregg Passin and Bernardo Buraglia share the top 10 most critical concepts around U.S. executive compensation and governance practices.




Experience Design Guides Humana's Career Framework Journey


At the heart of Humana's evolution from a traditional insurer to a wellness company is its focus on member health outcomes and the consumer experience. Humana believes the consumer experience cannot exceed that of the associate experience. Brian Fisher, Michelle Phlipot and Mark Stone share how, in the past 18 months, Humana has made significant associate investments, including increasing minimum pay for U.S. workers, launching an associate-wide incentive plan, implementing Workday and creating a new job structure anchored by a career framework that provides associates more clarity regarding their current jobs and future career opportunities.




Rewards for a Digital Workforce


Members of the workforce are becoming heterogeneous and more distributed while also needing a disparate range of skills and competencies to survive and contribute. Rewards must move from driving traditional behaviors to encouraging more innovation and design thinking. Shamita Chatterjee shares how rewards are changing for the digital world -- a world in which traditional companies and information technology companies alike are adopting digitized solutions for their customers and consumers. She focuses on describing this new world, the new competencies and the recommended rewards strategy for success. Learn about competencies for the digital world, behaviors that drive these competencies and strategies that drive desired behaviors.




Sand Castles in Quicksand: Managing Sales Compensation Changes for a Dynamic Economy


The United Kingdom's departure from the European Union, commercial flights to the moon, trillion-dollar companies: Undoubtedly, times are changing. Change is the one consistent trend that no industry can avoid. Increased variability and volatility are manifesting in reactive company practices that, ultimately, can result in increased turnover and general lack of employee satisfaction. Paul DeCoster and Rannel Liwanag offer viewpoints on how to combat this trend in one of the ficklest functions (sales) around one of the most sensitive topics (compensation). Gain practical strategies to manage variability and volatility in sales operations and sales compensation plan design.




The Behavioral Health Approach that Actually Works for Employers


Behavioral health is the most fragmented and least understood area of the health-care landscape, yet it affects almost every patient provider interaction. Jaclyn Wainwright shares how AiR Healthcare delivered data-driven behavioral health care to two large-employer populations (more than 50,000 lives), resulting in a reduction in both health-risk scores and health-care spend. Using analytics and algorithms, the program finds people who will benefit from clinical intervention, engages identified members and provides clinical support and care coordination. Learn how leveraging cloud and predictive analytics can deliver highly personalized care for those with behavioral health issues, including those with substance-use disorders.


  12:00PM-2:00PM

Lunch in the Exhibit Hall


  2:00PM-3:00PM

Global Pay Equity: Mind the Gap!


Legislation in Australia and Europe has brought pay equity to the forefront of the talent agenda in recent years. While many U.S. organizations have looked to narrow the focus of addressing this issue to only those countries driven by legislative mandates, now is the time to take a global perspective. This panel of speakers explains pay equity as a global issue, provides a root-cause analysis around what causes pay inequity and shares practices companies should consider. Gain a truly global understanding of pay equity and how U.S. companies may be affected by the experiences of other countries.




Inside the Compensation Committee: What Really Happens?


Attend this session to watch -- and participate -- in a mock compensation committee meeting. Experienced executive compensation consultants and practitioners act the parts of the committee members, management and outside consultants. Learn the cadence and procedures of a committee meeting and experience the expected (and often unexpected!) questions and discussions from comp committee members. Whether you are an experienced meeting attendee or have never been to one, walk away with the compensation committee meeting demystified. Understand compensation committee procedures and processes and how to respond to directors and difficult compensation committee scenarios.




Recognition, Revenue, Retention and ROI


For as long as there have been employee recognition programs, HR professionals have struggled to prove ROI. Formulas exist, but they tend to be complicated and require measurement and data analysis capabilities not always available in swamped HR departments. But this is no longer the case. Jesse Wolfersberger offers a case study example of a financial services client that was able to delineate the relationships between employee behavior and hard-number business value through in-depth (yet not overly complex) data analysis. Learn to determine the relationships between employee behaviors and business results and discover how each dollar spent on recognition increases revenue and decreases turnover.




Sales Compensation: 5 Awful Mistakes, 5 Awesome Solutions


We know sales compensation is a powerful sales management tool. We also know that sales compensation challenges plague these pay systems. David Cichelli shares the five most common sales compensation mistakes: what they are, how they find their way into your pay program, and how to fix them. He'll also share the several important traits that well-run sales compensation programs share. Test your pay program against these five best-in-class practices to ensure your sales compensation plan is operating effectively. You'll walk away understanding how to avoid sales compensation problems and embrace sales compensation best-practice solutions.




Scary, Ugly, Nasty Compensation Questions You Fear Being Asked


We've all been there: You get the compensation question from an executive or employee that you just aren't comfortable answering. These often are questions that you hope your company would have a ready-made answer for but doesn't. Tom McMullen, Dow Scott and Robert Cabanelas share some of the toughest questions they've faced from leaders, managers and employees -- and tell you how they dealt with them. They also address questions around compensation strategy and design, market pricing and job evaluation, variable pay and performance management and more. Bring questions and leverage the collective thinking of these speakers and the audience.




Student Debt: The Toughest Homework of All


In 2018, outstanding student debt in the United States exceeded $1.5 trillion, and it's affecting those who carry it. Debtholders are putting their lives on hold, not only waiting to get married and start families, but also taking longer to plan for retirement and purchase homes. And employees are more vocal about the support they want from employers: Debt-holding employees are willing to stay at a job 36% longer when employers help with student loans. In this session, Pete DeBellis discusses employee, employer and public policy perspectives on the topic of student debt and shares three ways employers can support debt-saddled employees.




Succeeding in the Future of Work: McGraw-Hill Education's Journey to Building a Thriving Workforce


The world of work is experiencing seismic shifts in the composition of the workforce, the skills that drive business performance and the talent pools likely to fuel future growth. In this interactive case-study session, Daniel Rubin and Terri Runyon-Walker share how McGraw-Hill Education viewed its talent needs through the lens of the future and re-examined the nature of work to develop an executive leadership philosophy that enhances its leadership capability, builds bench strength, increases retention and is strongly aligned to the company's goal of building a diverse, inclusive and innovative culture.




The Next Era of Compensation Planning and the Fate of the Merit Matrix and Pay for Performance


Why do organizations misspend billions of dollars every year and fail to innovate or deliver meaningful business results? Because they believe a small merit pool is ineffective at delivering compelling increases that drive innovation and business results. Stephen Bruce discusses the next era of compensation and why there needs to be a shift from existing merit matrix and pay-for-performance programs to deliver better business outcomes. Learn how to build a structured compensation process that ensures an effective and automated way to improve the control of award distributions, incentive programs, prorations and other calculations.


  3:00PM-3:30PM

Networking Break


  3:30PM-4:30PM

Balancing Acts: Understanding U.S. Workplace Leave Laws


The Family and Medical Leave Act (FMLA) often is hailed as one of the U.S.'s most successful workplace welfare-policy elections. Today, there is renewed focus on family well-being, with leave advocates encouraging an expansion of rights and more state and local jurisdictions implementing their own family and sick-leave laws. This has created a unique quagmire of regulation, forcing employers to constantly evaluate local, state and federal laws and regulations. Jason Sheffield and Daniel Margolis offer a brief history of U.S. workplace leave laws, including an exploration of developments in local leave-ordinance making and forecasting the future of leave laws.




Delivering LTI Operational Excellence at Allergan


A global long-term incentive (LTI) program affects multiple functions in an organization and often is a key component of a company's overall rewards strategy. As such, it's imperative that it operates correctly and efficiently to achieve stakeholder value while maintaining corporate governance. Peter Simeonidis, Paul Gladman and Merav Brown share how Allergan approached and executed a holistic review of each process, data point and stakeholder that interacts with the company's global stock administration function; from identifying mobile employees to trade execution, through local country payroll reporting and withholding to mitigate risk and strengthen controls. Hear how Allergan introduced additional controls to strengthen cross-border compliance.




Designing Rewards for the Future of Work


Massive workforce shifts and subsequent talent needs are prompting organizations to think more proactively about how work should be organized, which jobs will be needed, the composition of the workforce, and how to design rewards to meet the needs of talent and the balance sheet. This panel discusses total rewards based on worker preferences vs. a purely external-market focus; job architecture used as strategy rather than a method for organizing jobs for data simplicity, clarified career paths and driving rewards fairness; and the relevancy of market pricing -- all explored through the lenses of disruptors many of us are beginning to experience.




Is Your Compensation Function Ready for 2020?


With new jobs emerging every day, technology rapidly shifting and so many changes to the way we work, planning for 2020 can be daunting. To prepare for the future of compensation work -- and to supercharge comp's impact on the future business -- you need to cut through the buzzwords, noise and disruptions to identify the critical tools, skills and technology you and your team will need to be successful. Alison Avalos and Sarah Reynolds discuss the results of the "Compensation Function of 2020" survey and reveal how your peers expect their roles, responsibilities and departments to change to meet future business needs.




It's 2019. Where's My Jetpack and My Electronic Medical Record?


Arguably, technology has disrupted the health-care system less than any other industry and, despite the explosion of health-care benefits solutions, medical care isn't much more efficient than it was a decade ago. With employers being the primary health-care payers, this inefficiency has serious implications, including employee frustration, decreased productivity and painful budgetary pressures. Barry Hall, Lori Block and Scot Marcotte share their insights around the latest technologies (e.g., AI, digital reality, natural language processing) as well as standardized and emerging technologies (e.g., APIs, blockchain, IoT). They will examine the relevance of these technologies to employer-sponsored health plans and well-being programs.




Laws of Attraction: Ways Private and Public Companies Use Compensation to Compete for Talent


Privately-held and family-owned businesses compete against publicly-traded companies for the same employees. What are the shared or different approaches these companies use to attract and retain top talent? This panel of private-company practitioners and consultants share how they design compelling executive pay packages in a tight labor market, interweaving the results of proprietary surveys on private- and public-company pay practices. Participate in an interactive discussion on pay practices and gain an understanding of how the selection and design of pay vehicles can support an organization's business model and goals.




Leading Through Disruption: How Innovative Tech Companies Are Disrupting Talent and Rewards


New technology is disrupting talent models in every industry. Regardless of whether your business has felt the effect of digital change, sooner or later you'll be competing heavily to attract talent with a scarce set of skills. What changes do you need to implement in your rewards design to win? This panel discusses how to adopt a disruption-ready mindset so you can bring innovation to your rewards and talent programs. Hear how they've brought innovation to their total rewards programs to create a compelling employee experience and attract talent in a highly competitive and fast-paced market.




Leveraging D&I for Increased Innovation and Better Business Outcomes


Korn Ferry partners with Fortune magazine annually to identify the World's Most Admired Companies and learn about the practices that make these companies highly regarded and successful. Mel Stark and Mark Royal review this year's research, which looks at steps these Most Admired Companies are taking around diversity and inclusion (D&I) -- a space that is proving to be a foundational imperative for maximizing performance. Hear case studies about what other companies have done well in the D&I space and the benefits they reaped. Walk away with ideas for what you can implement in your own organization.




Raising the Pay Experience: Redefining the Annual Increase Process


U.S. employers continue holding the line on merit salary-increase budgets despite pressures to remain competitive in a tight labor market, address pay equity and alleviate employee frustrations with pay. Typically, the annual merit-increase process is meant to tackle pay equity, market competitiveness and pay for performance. But slicing a small budget across these objectives means companies fall short on all. These panelists discuss why it's time to stop following the pack when it comes to salary-increase budgets. Walk away with actionable strategies and best practices for fixing the merit-increase process and rethinking pay for performance to differentiate your organization.


  4:30PM-6:30PM

Reception in the Exhibit Hall


  9:45AM-10:45AM

Top 5 Ways AECOM Captures Employee Attention in the Era of the Millennial Mindset


How do you drive benefits awareness and engagement in a Millennial population that expects to get more when there's no more to give? That was Bernie Knobbe's challenge at AECOM, one of the world's largest companies with 87,000 employees in 150 countries. Knobbe, Vlad Gyster and Pam Little share how a variety of communications tools can capture employee attention and increase awareness and participation in benefits programs, all in a large, complex environment. Learn how to build an actionable dashboard that links benefits goals with metrics, drives continuous improvement and gathers success metrics.


  11:00AM-12:00PM

The Behavioral Health Approach that Actually Works for Employers


Behavioral health is the most fragmented and least understood area of the health-care landscape, yet it affects almost every patient provider interaction. Jaclyn Wainwright shares how AiR Healthcare delivered data-driven behavioral health care to two large-employer populations (more than 50,000 lives), resulting in a reduction in both health-risk scores and health-care spend. Using analytics and algorithms, the program finds people who will benefit from clinical intervention, engages identified members and provides clinical support and care coordination. Learn how leveraging cloud and predictive analytics can deliver highly personalized care for those with behavioral health issues, including those with substance-use disorders.


  2:00PM-3:00PM

Student Debt: The Toughest Homework of All


In 2018, outstanding student debt in the United States exceeded $1.5 trillion, and it's affecting those who carry it. Debtholders are putting their lives on hold, not only waiting to get married and start families, but also taking longer to plan for retirement and purchase homes. And employees are more vocal about the support they want from employers: Debt-holding employees are willing to stay at a job 36% longer when employers help with student loans. In this session, Pete DeBellis discusses employee, employer and public policy perspectives on the topic of student debt and shares three ways employers can support debt-saddled employees.


  3:30PM-4:30PM

Balancing Acts: Understanding U.S. Workplace Leave Laws


The Family and Medical Leave Act (FMLA) often is hailed as one of the U.S.'s most successful workplace welfare-policy elections. Today, there is renewed focus on family well-being, with leave advocates encouraging an expansion of rights and more state and local jurisdictions implementing their own family and sick-leave laws. This has created a unique quagmire of regulation, forcing employers to constantly evaluate local, state and federal laws and regulations. Jason Sheffield and Daniel Margolis offer a brief history of U.S. workplace leave laws, including an exploration of developments in local leave-ordinance making and forecasting the future of leave laws.




It's 2019. Where's My Jetpack and My Electronic Medical Record?


Arguably, technology has disrupted the health-care system less than any other industry and, despite the explosion of health-care benefits solutions, medical care isn't much more efficient than it was a decade ago. With employers being the primary health-care payers, this inefficiency has serious implications, including employee frustration, decreased productivity and painful budgetary pressures. Barry Hall, Lori Block and Scot Marcotte share their insights around the latest technologies (e.g., AI, digital reality, natural language processing) as well as standardized and emerging technologies (e.g., APIs, blockchain, IoT). They will examine the relevance of these technologies to employer-sponsored health plans and well-being programs.


  9:45AM-10:45AM

Blowing Up Your Total Rewards Bonus Budget: Identifying What Really Drives Employee Performance and ROI


Annual bonuses and base salary increases are no longer enough to keep employees inspired. Employees aren't motivated strictly by money; they want to work for organizations where there is purpose and meaningful work, and where they're recognized for their contributions. In this panel discussion, practitioners discuss how, when an organization truly wants to develop a high-performance culture that delivers higher ROI, it must have a rewards strategy that looks beyond traditional compensation and benefits. Learn the importance of developing a deeper long-term social connection with employees while aligning with the organization's goals and objectives.




Four Stages of Gender Pay Gap Denial and the Road to Enlightenment: Lessons from the United Kingdom


Closing the gender pay gap will be a defining rewards issue in the next decade. And the gender pay gap is becoming a reputational issue on the CEO's agenda -- it can make or break efforts to become an employer of choice. The United Kingdom recently introduced a law requiring employers with more than 250 employees to calculate and publicly report their gender pay gap. Malinda Riley and Ben Frost share their learnings from the UK experience (including the good, bad and ugly practices), while emphasizing how organizations can get ahead as requirements spread.




Pay Transparency: What Daring to Be Transparent Really Means


You've seen the headlines. And then there are the forces of social media and the breakdown of social norms with respect to sharing pay information. Now add the range of pay transparency legislation and companies' objectives for transparency, inclusion, diversity and corporate social responsibility. The case in favor of pay transparency is compelling, but its execution can seem daunting. Jenelle Ross and Sandra McLellan discuss Sherritt International's journey toward transparency, which started with an operational excellence perspective that leaders are accountable for delivering total rewards messages. Hear about programmatic changes and understand some of the choices made regarding what to communicate.


  11:00AM-12:00PM

Closing the Gap: The Road to Pay Equity for Your Organization


Gender pay is the subject of dinner-table and watercooler discussions, political debate and legislative efforts, and it has significant legal and talent-management implications at all levels within organizations. Hear a panel of employment law and compensation experts present case studies of their recent work with companies. They have taken different approaches to understanding their position relative to gender-pay equity and the larger gender pay gap. Learn important terms and definitions, how companies have mitigated problems, what's next on the legislative horizon, and the broad legal issues presented when companies dig deeper into their standing on gender-based pay.




Comp Nerds Play with Data: Meaningful (and Fun!) Analysis for the Rewards Professional


We all have data, and we all love to use it. Paul Reiman and Bryan Briscoe highlight a series of example analyses and charts they've used to diagnose problems, suggest solutions or convince leaders of change. Derived from their actual experience, these practitioners explain how visualization tells a meaningful story that can lead to better rewards solutions. Hear the thought process behind the analysis, understand the design choices made in visualizing the data, and walk away with a few tips and tricks for replicating the analysis in your own organization.


  2:00PM-3:00PM

Global Pay Equity: Mind the Gap!


Legislation in Australia and Europe has brought pay equity to the forefront of the talent agenda in recent years. While many U.S. organizations have looked to narrow the focus of addressing this issue to only those countries driven by legislative mandates, now is the time to take a global perspective. This panel of speakers explains pay equity as a global issue, provides a root-cause analysis around what causes pay inequity and shares practices companies should consider. Gain a truly global understanding of pay equity and how U.S. companies may be affected by the experiences of other countries.




Scary, Ugly, Nasty Compensation Questions You Fear Being Asked


We've all been there: You get the compensation question from an executive or employee that you just aren't comfortable answering. These often are questions that you hope your company would have a ready-made answer for but doesn't. Tom McMullen, Dow Scott and Robert Cabanelas share some of the toughest questions they've faced from leaders, managers and employees -- and tell you how they dealt with them. They also address questions around compensation strategy and design, market pricing and job evaluation, variable pay and performance management and more. Bring questions and leverage the collective thinking of these speakers and the audience.




The Next Era of Compensation Planning and the Fate of the Merit Matrix and Pay for Performance


Why do organizations misspend billions of dollars every year and fail to innovate or deliver meaningful business results? Because they believe a small merit pool is ineffective at delivering compelling increases that drive innovation and business results. Stephen Bruce discusses the next era of compensation and why there needs to be a shift from existing merit matrix and pay-for-performance programs to deliver better business outcomes. Learn how to build a structured compensation process that ensures an effective and automated way to improve the control of award distributions, incentive programs, prorations and other calculations.


  3:30PM-4:30PM

Is Your Compensation Function Ready for 2020?


With new jobs emerging every day, technology rapidly shifting and so many changes to the way we work, planning for 2020 can be daunting. To prepare for the future of compensation work -- and to supercharge comp's impact on the future business -- you need to cut through the buzzwords, noise and disruptions to identify the critical tools, skills and technology you and your team will need to be successful. Alison Avalos and Sarah Reynolds discuss the results of the "Compensation Function of 2020" survey and reveal how your peers expect their roles, responsibilities and departments to change to meet future business needs.




Raising the Pay Experience: Redefining the Annual Increase Process


U.S. employers continue holding the line on merit salary-increase budgets despite pressures to remain competitive in a tight labor market, address pay equity and alleviate employee frustrations with pay. Typically, the annual merit-increase process is meant to tackle pay equity, market competitiveness and pay for performance. But slicing a small budget across these objectives means companies fall short on all. These panelists discuss why it's time to stop following the pack when it comes to salary-increase budgets. Walk away with actionable strategies and best practices for fixing the merit-increase process and rethinking pay for performance to differentiate your organization.


  9:45AM-10:45AM

Coffee and Conversation with Women in Executive Compensation


It's a great time to be a woman in executive compensation. Blair Jones and Tracy Kofski discuss how to use your strengths as a woman to be an effective leader. Which influence styles work? Which behaviors might work against you? How do you balance competing interests? In this fun and interactive session, these experienced executive compensation leaders share the successes and challenges they've encountered in their careers. Be part of the conversation of women helping women become better in their roles. Walk away with strategies to approach different leadership challenges and resources, and get an introduction to WorldatWork's Women in Executive Compensation network.


  11:00AM-12:00PM

A Practical Guide to the Impact of the 2018 Tax Cuts and Jobs Act on Executive Compensation


The most immediate response to the Tax Cuts and Jobs Act (TCJA) occurred outside the executive suite: Companies awarded spot bonuses, increased minimum wage and so on. Since its passage, management, compensation committees and outside advisers have been evaluating the effect that the TCJA's changes to Section 162(m) will have on executive pay. The panel of speakers offers its expertise on the implications of changes to 162(m). Learn what you can do to ensure the appropriate behaviors and results are rewarded, performance targets reflect long-term strategy, and incentive design supports current business needs.




Everything You Need to Know About Exec Comp: Top 10 Most Critical Concepts


Entering the world of executive compensation can be daunting. Design challenges, tax and regulatory impacts, stakeholder issues, risk assessment and communication with senior management and compensation committees can be overwhelming and difficult to master. If you're just stepping into the field, you need both a broad understanding of how executive compensation fits with the strategic goals of the organization and a nuanced understanding of the details of the practice. Gregg Passin and Bernardo Buraglia share the top 10 most critical concepts around U.S. executive compensation and governance practices.


  2:00PM-3:00PM

Inside the Compensation Committee: What Really Happens?


Attend this session to watch -- and participate -- in a mock compensation committee meeting. Experienced executive compensation consultants and practitioners act the parts of the committee members, management and outside consultants. Learn the cadence and procedures of a committee meeting and experience the expected (and often unexpected!) questions and discussions from comp committee members. Whether you are an experienced meeting attendee or have never been to one, walk away with the compensation committee meeting demystified. Understand compensation committee procedures and processes and how to respond to directors and difficult compensation committee scenarios.


  3:30PM-4:30PM

Delivering LTI Operational Excellence at Allergan


A global long-term incentive (LTI) program affects multiple functions in an organization and often is a key component of a company's overall rewards strategy. As such, it's imperative that it operates correctly and efficiently to achieve stakeholder value while maintaining corporate governance. Peter Simeonidis, Paul Gladman and Merav Brown share how Allergan approached and executed a holistic review of each process, data point and stakeholder that interacts with the company's global stock administration function; from identifying mobile employees to trade execution, through local country payroll reporting and withholding to mitigate risk and strengthen controls. Hear how Allergan introduced additional controls to strengthen cross-border compliance.




Laws of Attraction: Ways Private and Public Companies Use Compensation to Compete for Talent


Privately-held and family-owned businesses compete against publicly-traded companies for the same employees. What are the shared or different approaches these companies use to attract and retain top talent? This panel of private-company practitioners and consultants share how they design compelling executive pay packages in a tight labor market, interweaving the results of proprietary surveys on private- and public-company pay practices. Participate in an interactive discussion on pay practices and gain an understanding of how the selection and design of pay vehicles can support an organization's business model and goals.


  9:45AM-10:45AM

The Comp You Keep: Finding the Right Rewards for Your Organization's Specialized Roles


While incenting your sales team isn't always picture perfect, rewarding someone who spends his or her time selling can be a paint-by-numbers affair: Sell more, earn more. But the picture becomes harder to paint for other employees. Where is the balance when rewarding sales' supporting functions? How do you align an executive's rewards with his or her function and long-term horizon? Dan Stewart and a guest practitioner explore the depths of compensation equity across your organization. Learn to steer employees of every level and function toward organizational success through varied sales goals and organizational initiatives.


  11:00AM-12:00PM

Sand Castles in Quicksand: Managing Sales Compensation Changes for a Dynamic Economy


The United Kingdom's departure from the European Union, commercial flights to the moon, trillion-dollar companies: Undoubtedly, times are changing. Change is the one consistent trend that no industry can avoid. Increased variability and volatility are manifesting in reactive company practices that, ultimately, can result in increased turnover and general lack of employee satisfaction. Paul DeCoster and Rannel Liwanag offer viewpoints on how to combat this trend in one of the ficklest functions (sales) around one of the most sensitive topics (compensation). Gain practical strategies to manage variability and volatility in sales operations and sales compensation plan design.


  2:00PM-3:00PM

Sales Compensation: 5 Awful Mistakes, 5 Awesome Solutions


We know sales compensation is a powerful sales management tool. We also know that sales compensation challenges plague these pay systems. David Cichelli shares the five most common sales compensation mistakes: what they are, how they find their way into your pay program, and how to fix them. He'll also share the several important traits that well-run sales compensation programs share. Test your pay program against these five best-in-class practices to ensure your sales compensation plan is operating effectively. You'll walk away understanding how to avoid sales compensation problems and embrace sales compensation best-practice solutions.


  9:45AM-10:45AM

Excel Power Query: Your New Best Friend


Many Excel users have heard the terms "Power Query," "Power Pivot" and "Power BI," but don't understand what these functions are, how they differ and how to use them in their rewards work. Dianne Auld explains each of these functions, then focuses on Power Query's value. Standard in Excel 2016/2019 and can be installed as a free add-in to Excel 2010 and 2013, Power Query has astonishing capabilities for extracting, transforming and loading data. Learn how to use Power Query to automate the transformation of routine payroll/HRIS data, fix problem source data for use in analyses and calculate medians per gender/job title.




The Lens of the Future: Transforming Total Rewards into a First-Class Service


Technology knows you intimately: Alexa knows you're low on milk; Apple Watch knows you've been sitting too long. And each makes suggestions accordingly based on data they collect and analyze. So, why do compensation and benefits managers enroll everyone in the same plans and review everyone's salaries at the same time every year? Antonis Christidis and Steven Seltz discuss what's possible in total rewards, compensation and benefits by leveraging new technology and a new mindset. Gain insight into the evolution of the TR function as the role shifts from benchmarking compensation and benefits to delivering a first-class service.


  11:00AM-12:00PM

Rewards for a Digital Workforce


Members of the workforce are becoming heterogeneous and more distributed while also needing a disparate range of skills and competencies to survive and contribute. Rewards must move from driving traditional behaviors to encouraging more innovation and design thinking. Shamita Chatterjee shares how rewards are changing for the digital world -- a world in which traditional companies and information technology companies alike are adopting digitized solutions for their customers and consumers. She focuses on describing this new world, the new competencies and the recommended rewards strategy for success. Learn about competencies for the digital world, behaviors that drive these competencies and strategies that drive desired behaviors.


  3:30PM-4:30PM

Designing Rewards for the Future of Work


Massive workforce shifts and subsequent talent needs are prompting organizations to think more proactively about how work should be organized, which jobs will be needed, the composition of the workforce, and how to design rewards to meet the needs of talent and the balance sheet. This panel discusses total rewards based on worker preferences vs. a purely external-market focus; job architecture used as strategy rather than a method for organizing jobs for data simplicity, clarified career paths and driving rewards fairness; and the relevancy of market pricing -- all explored through the lenses of disruptors many of us are beginning to experience.




Leading Through Disruption: How Innovative Tech Companies Are Disrupting Talent and Rewards


New technology is disrupting talent models in every industry. Regardless of whether your business has felt the effect of digital change, sooner or later you'll be competing heavily to attract talent with a scarce set of skills. What changes do you need to implement in your rewards design to win? This panel discusses how to adopt a disruption-ready mindset so you can bring innovation to your rewards and talent programs. Hear how they've brought innovation to their total rewards programs to create a compelling employee experience and attract talent in a highly competitive and fast-paced market.


  9:45AM-10:45AM

Building a Culture of Inclusion at Albemarle Corp.


Albemarle Corp. is a global specialty chemicals company. Employing 5,400 people and serving customers in 100 countries, Albemarle is on the path for significant growth in its lithium business, with critical expansions in Chile, China and Australia, which means as significant impact to the organization's talent and rewards practices. Marie Holmstrom and Susan Shepherd share Albemarle's approach to its new inclusion and diversity (I&D) strategy and roadmap. Learn best practices and hear the latest research on I&D and how organizations are tackling the topic. Walk away with techniques to build an I&D strategy to take your organization from "leading" to "transforming."


  11:00AM-12:00PM

Experience Design Guides Humana's Career Framework Journey


At the heart of Humana's evolution from a traditional insurer to a wellness company is its focus on member health outcomes and the consumer experience. Humana believes the consumer experience cannot exceed that of the associate experience. Brian Fisher, Michelle Phlipot and Mark Stone share how, in the past 18 months, Humana has made significant associate investments, including increasing minimum pay for U.S. workers, launching an associate-wide incentive plan, implementing Workday and creating a new job structure anchored by a career framework that provides associates more clarity regarding their current jobs and future career opportunities.


  2:00PM-3:00PM

Recognition, Revenue, Retention and ROI


For as long as there have been employee recognition programs, HR professionals have struggled to prove ROI. Formulas exist, but they tend to be complicated and require measurement and data analysis capabilities not always available in swamped HR departments. But this is no longer the case. Jesse Wolfersberger offers a case study example of a financial services client that was able to delineate the relationships between employee behavior and hard-number business value through in-depth (yet not overly complex) data analysis. Learn to determine the relationships between employee behaviors and business results and discover how each dollar spent on recognition increases revenue and decreases turnover.




Succeeding in the Future of Work: McGraw-Hill Education's Journey to Building a Thriving Workforce


The world of work is experiencing seismic shifts in the composition of the workforce, the skills that drive business performance and the talent pools likely to fuel future growth. In this interactive case-study session, Daniel Rubin and Terri Runyon-Walker share how McGraw-Hill Education viewed its talent needs through the lens of the future and re-examined the nature of work to develop an executive leadership philosophy that enhances its leadership capability, builds bench strength, increases retention and is strongly aligned to the company's goal of building a diverse, inclusive and innovative culture.


  3:30PM-4:30PM

Leveraging D&I for Increased Innovation and Better Business Outcomes


Korn Ferry partners with Fortune magazine annually to identify the World's Most Admired Companies and learn about the practices that make these companies highly regarded and successful. Mel Stark and Mark Royal review this year's research, which looks at steps these Most Admired Companies are taking around diversity and inclusion (D&I) -- a space that is proving to be a foundational imperative for maximizing performance. Hear case studies about what other companies have done well in the D&I space and the benefits they reaped. Walk away with ideas for what you can implement in your own organization.

Wednesday, May 08, 2019


  7:45AM-8:30AM

Continental Breakfast


  8:30AM-9:30AM

Change Management in the University System of Georgia: Overcoming Resistance to Benefits Changes


Imagine introducing a systemwide umbrella of voluntary benefits programs across 32 independent units of varying sizes. This was the challenge that the University System of Georgia undertook to streamline a variety of voluntary plans, brokers and agents on mandated plans. The plans had to meet or exceed what larger campuses offered, be cost effective and handle vendor changes. Karin Elliot and Brandon Conkle share how the system approached the effort, which resulted in larger campuses preserving their benefits, smaller campuses offering new benefits, and the system saving money across the board.




Long-Term Incentive Compensation: It's Not Just for Executive Officers


Long-term incentive (LTI) compensation design is overwhelmingly focused on the CEO and direct reports. However, for most companies the bulk of equity compensation expense is incurred below the executive level. As such, it's critical to understand how effectively equity compensation is being used at these levels. Eric Hosken, Jennifer Mackin, Takis Makridis and Tracy Kofski review current equity compensation practices based on proprietary data. Hear how conventional wisdom on the appropriate vehicles for different employees in different industries has changed over time and learn creative approaches to LTI design below the executive level.




Mitigating Culture Risk in M&A


Mercer's recent global M&A survey reveals a clear pattern: Culture, left to chance, has significant potential to derail operations post-close and, in turn, destroy value. While many consider culture a nonfinancial risk, 30% of transactions fail to ever meet financial targets due to cultural issues. Jeff Cox and Brent Heslop demystify culture in M&A, taking it from an academic discussion to a pragmatic approach focused on realizing deal value. Hear key findings from the latest installment of Mercer's M&A Readiness Research series and gain a better understanding of how to prioritize and document culture risk. Learn practical strategies and solutions for hedging culture-related integration risk.




One in a Million: Citi's Journey to Personalizing the Total Rewards Experience


Citi is on a mission to serve as a trusted partner responsibly providing financial services that enable growth and economic progress. And that's not only for clients, but also for employees. With more than 210,000 colleagues in nearly 100 companies, each employee works to deliver on Citi''s mission. The HR team sought to provide the same level of support to employees when it comes to their financial futures. Amy Noelle and Monica Jerusi share Citi's total rewards strategy, discuss Citi's global implementation process and explain about the lessons they learned along the way.




Using Digital Tools to Support Job-Family Architecture Design


A sound job-family architecture is a foundational component to effectively support compensation, talent management and other HR processes. The ROI of a well-designed and efficiently-managed process is significant, but the time and effort required to undertake the endeavor using legacy processes is daunting -- often deterring organizations from moving forward. Paul Shafer and Vyshali Mokadam explore the digital tools and applications that accelerate and streamline many of the most manual-intensive processes, shifting the balance from "disruptive" to "manageable." Learn about the digital tools and applications associated with data management, job slotting and employee mapping, and see them modeled in comparison to traditional approaches.




You've Identified "Pay Gaps" in Your Organization. Now What?


Celebrities, lawmakers, the government and plaintiffs' attorneys are focused on closing the pay gap, but that's easier said than done. As companies face unprecedented pressure to ensure employees are paid fairly, many are turning to proactive pay analyses to find and address pay gaps. The results, though, can be paralyzing. How do we move from analysis to action? More importantly, how do we ensure we're not creating new discrimination? Quenton Wright and Scott Pechaitis, experts from different sides of the equal-pay field, provide their observations, insights and best practices for interpreting and acting on the results of the pay analysis.


  9:30AM-9:45AM

Networking Break


  9:45AM-10:45AM

Attracting, Motivating & Retaining Top Talent: Incentive Compensation in an Era of Excessive Risk Taking


The war for talent rages on, especially for financial institutions that must balance competitive incentive plans to attract top talent with design elements that mitigate excessive risk taking. Eric Gonzaga, Eric Myszka and Peggy Ohlhaver discuss market-competitive annual and long-term incentive plan design elements that attract top talent as well as the processes that assist in risk mitigation. Learn four key principles for designing incentive plans that balance risk and reward and find out which processes and procedures your organization should implement to prevent excessive risk taking.




Building for an Unknown Future: Drivers for Implementing a Job Architecture and Career Framework


The World Economic Forum estimates that the digital revolution will create 133 million new jobs in place of the 75 million that will be displaced by 2022. The prospect of this has big implications for the future of jobs, roles and career planning. A career framework that enables organizations to maximize talent resources, manage costs and gain insights into future needs is foundational. Hear from this panel of business leaders who have implemented job architecture and career frameworks -- all driven by different business needs -- in preparation for attracting and retaining the workforce of the future.




HR at the Forefront of Sales Comp Technology


When GCP Applied Technologies was spun out of a large, old conglomerate, the new HR compensation team discovered that the administration of the sales compensation plan was inconsistent across products and geographies and was not owned by any central stakeholder. Steven Lee and Christopher Holmes examine how manual administration issues informed their business case to measure buy-in from key company leaders. They review the criteria used to select their sales compensation platform, how they selected their implementation consultant, how they identified relevant stakeholders, and how they formed the initial project team. Also, hear about the unexpected discoveries made during project implementation.




Master Class: How to Pay Tech Professionals in a Digital World


Disruptive technologies aimed at enabling new business models and processes (e.g., blockchain, IoT, AI/machine learning, advanced data analytics) are exploding. How well is your company coping with disruptive technologies, constant tech skills deficits, and growing difficulties in defining and market pricing fast-moving new jobs? High, market-driven volatility in pay for tech-infused jobs requires a degree of agility and flexibility in compensation systems and practices. David Foote delivers a master class in how to pay tech professionals in this new world. Learn about innovative compensation and total rewards practices that are demonstrating astonishing effectiveness.




Money Talks: What to Say About Pay


Talking about pay is becoming more frequent -- and more complex. With widespread concerns about equality, the rising influence of Millennials, online (and often dubious) sources of market pay, and a strong labor market, how companies communicate about rewards is more important than ever. Vicki Williams, Sara Wells, Todd Lippincott and Sharon Podstupka review compensation communication fundamentals and explain why a deliberate approach to communicating compensation should be a top strategic focus. Hear which strategies and tactics they're trying, what's worked and what hasn't, and learn the important risks to consider when developing an implementation plan for your organization.




New Economy Meets New Rewards: Fulfilling the Social Contract at a 102-Year-Old New Business


After a quarter-century of being owned by four different parent companies, 102-year-old HR consulting, administration and technology firm Buck is, again, an independently-operated organization. This change came with myriad tasks -- from building operational infrastructure to implementing new HR programs and policies -- all while continuing to serve a global client base. Michael Davidson and Lori Block illustrate how they applied the principles of human-centered design throughout the process. This design-thinking process provides a roadmap for other organizations seeking to adopt changes that are more responsive to the individual and remain aligned with key business objectives.




Talking to Your Comp Committee About Pay Equity and Diversity


Pay equity wasn't on compensation committees' radars a few years ago. Today, it's got their attention and is a constant topic of conversation. Takis Makridis, Martha Steinman and Kelly Malafis describe how several developments have led committees to scrutinize pay equity, looking at race, gender and other categories. Learn about statistical and analytical tools for identifying whether gender or race is a driver of pay disparities in your company, as well as compensation management tools that proactively limit the likelihood of gender- or race-based pay disparities over time. Hear real-life examples of approaches companies use to limit pay disparity.




The Seven Deadly Sins of Performance Measurement


When considering how to reward executives, our instinct is to follow the crowd. Instead, there's an opportunity to differentiate your organization and create greater value with unique, data-driven performance-measure selection and goal setting. The challenge for variable pay and equity program designers is making the business case for a differentiated approach. Will Ferguson, Silvana Nuzzo and Paul Slavin discuss the advantages of analytics in measure selection, how exceptional "exceptional performance" is, and the next evolution for rewards practices. Learn to identify signs that your organization's performance-measurement setting is missing the mark as well as innovative strategies for building the workforce of the future.




The Sweet Life: Engaging Hershey Employees in Benefits with Print, Digital and AI


High tech, low tech, new tech. The Hershey Company uses it all to engage employees in benefits. David Keys and Nicole Melton discuss how Hershey, one of the largest chocolate manufacturers in the world, broke through the infinite demands on employee attention by developing and deploying an employee experience approach to its 2019 open enrollment. By using print, digital and artificial intelligence resources, the company ensured employee attention was where it should be: on the benefits that directly affect people's lives and are too important to leave to chance or a default option.


  10:45AM-11:00AM

Networking Break


This will be your last chance to network with your colleagues.

  11:00AM-12:00PM

Closing General Session with Neil Pasricha


Neil Pasricha, 1000 Awesome Things blog creator, and The New York Times bestselling author of The Book of Awesome and The Happiness Equation, will share his insights into positivity and leadership. Known as the "guru of small joys," you'll want to stick around for Neil.

  8:30AM-9:30AM

Change Management in the University System of Georgia: Overcoming Resistance to Benefits Changes


Imagine introducing a systemwide umbrella of voluntary benefits programs across 32 independent units of varying sizes. This was the challenge that the University System of Georgia undertook to streamline a variety of voluntary plans, brokers and agents on mandated plans. The plans had to meet or exceed what larger campuses offered, be cost effective and handle vendor changes. Karin Elliot and Brandon Conkle share how the system approached the effort, which resulted in larger campuses preserving their benefits, smaller campuses offering new benefits, and the system saving money across the board.


  9:45AM-10:45AM

The Sweet Life: Engaging Hershey Employees in Benefits with Print, Digital and AI


High tech, low tech, new tech. The Hershey Company uses it all to engage employees in benefits. David Keys and Nicole Melton discuss how Hershey, one of the largest chocolate manufacturers in the world, broke through the infinite demands on employee attention by developing and deploying an employee experience approach to its 2019 open enrollment. By using print, digital and artificial intelligence resources, the company ensured employee attention was where it should be: on the benefits that directly affect people's lives and are too important to leave to chance or a default option.


  8:30AM-9:30AM

Using Digital Tools to Support Job-Family Architecture Design


A sound job-family architecture is a foundational component to effectively support compensation, talent management and other HR processes. The ROI of a well-designed and efficiently-managed process is significant, but the time and effort required to undertake the endeavor using legacy processes is daunting -- often deterring organizations from moving forward. Paul Shafer and Vyshali Mokadam explore the digital tools and applications that accelerate and streamline many of the most manual-intensive processes, shifting the balance from "disruptive" to "manageable." Learn about the digital tools and applications associated with data management, job slotting and employee mapping, and see them modeled in comparison to traditional approaches.




You've Identified "Pay Gaps" in Your Organization. Now What?


Celebrities, lawmakers, the government and plaintiffs' attorneys are focused on closing the pay gap, but that's easier said than done. As companies face unprecedented pressure to ensure employees are paid fairly, many are turning to proactive pay analyses to find and address pay gaps. The results, though, can be paralyzing. How do we move from analysis to action? More importantly, how do we ensure we're not creating new discrimination? Quenton Wright and Scott Pechaitis, experts from different sides of the equal-pay field, provide their observations, insights and best practices for interpreting and acting on the results of the pay analysis.


  9:45AM-10:45AM

Master Class: How to Pay Tech Professionals in a Digital World


Disruptive technologies aimed at enabling new business models and processes (e.g., blockchain, IoT, AI/machine learning, advanced data analytics) are exploding. How well is your company coping with disruptive technologies, constant tech skills deficits, and growing difficulties in defining and market pricing fast-moving new jobs? High, market-driven volatility in pay for tech-infused jobs requires a degree of agility and flexibility in compensation systems and practices. David Foote delivers a master class in how to pay tech professionals in this new world. Learn about innovative compensation and total rewards practices that are demonstrating astonishing effectiveness.




Money Talks: What to Say About Pay


Talking about pay is becoming more frequent -- and more complex. With widespread concerns about equality, the rising influence of Millennials, online (and often dubious) sources of market pay, and a strong labor market, how companies communicate about rewards is more important than ever. Vicki Williams, Sara Wells, Todd Lippincott and Sharon Podstupka review compensation communication fundamentals and explain why a deliberate approach to communicating compensation should be a top strategic focus. Hear which strategies and tactics they're trying, what's worked and what hasn't, and learn the important risks to consider when developing an implementation plan for your organization.




Talking to Your Comp Committee About Pay Equity and Diversity


Pay equity wasn't on compensation committees' radars a few years ago. Today, it's got their attention and is a constant topic of conversation. Takis Makridis, Martha Steinman and Kelly Malafis describe how several developments have led committees to scrutinize pay equity, looking at race, gender and other categories. Learn about statistical and analytical tools for identifying whether gender or race is a driver of pay disparities in your company, as well as compensation management tools that proactively limit the likelihood of gender- or race-based pay disparities over time. Hear real-life examples of approaches companies use to limit pay disparity.


  8:30AM-9:30AM

Long-Term Incentive Compensation: It's Not Just for Executive Officers


Long-term incentive (LTI) compensation design is overwhelmingly focused on the CEO and direct reports. However, for most companies the bulk of equity compensation expense is incurred below the executive level. As such, it's critical to understand how effectively equity compensation is being used at these levels. Eric Hosken, Jennifer Mackin, Takis Makridis and Tracy Kofski review current equity compensation practices based on proprietary data. Hear how conventional wisdom on the appropriate vehicles for different employees in different industries has changed over time and learn creative approaches to LTI design below the executive level.


  9:45AM-10:45AM

Attracting, Motivating & Retaining Top Talent: Incentive Compensation in an Era of Excessive Risk Taking


The war for talent rages on, especially for financial institutions that must balance competitive incentive plans to attract top talent with design elements that mitigate excessive risk taking. Eric Gonzaga, Eric Myszka and Peggy Ohlhaver discuss market-competitive annual and long-term incentive plan design elements that attract top talent as well as the processes that assist in risk mitigation. Learn four key principles for designing incentive plans that balance risk and reward and find out which processes and procedures your organization should implement to prevent excessive risk taking.




The Seven Deadly Sins of Performance Measurement


When considering how to reward executives, our instinct is to follow the crowd. Instead, there's an opportunity to differentiate your organization and create greater value with unique, data-driven performance-measure selection and goal setting. The challenge for variable pay and equity program designers is making the business case for a differentiated approach. Will Ferguson, Silvana Nuzzo and Paul Slavin discuss the advantages of analytics in measure selection, how exceptional "exceptional performance" is, and the next evolution for rewards practices. Learn to identify signs that your organization's performance-measurement setting is missing the mark as well as innovative strategies for building the workforce of the future.


  9:45AM-10:45AM

HR at the Forefront of Sales Comp Technology


When GCP Applied Technologies was spun out of a large, old conglomerate, the new HR compensation team discovered that the administration of the sales compensation plan was inconsistent across products and geographies and was not owned by any central stakeholder. Steven Lee and Christopher Holmes examine how manual administration issues informed their business case to measure buy-in from key company leaders. They review the criteria used to select their sales compensation platform, how they selected their implementation consultant, how they identified relevant stakeholders, and how they formed the initial project team. Also, hear about the unexpected discoveries made during project implementation.


  9:45AM-10:45AM

New Economy Meets New Rewards: Fulfilling the Social Contract at a 102-Year-Old New Business


After a quarter-century of being owned by four different parent companies, 102-year-old HR consulting, administration and technology firm Buck is, again, an independently-operated organization. This change came with myriad tasks -- from building operational infrastructure to implementing new HR programs and policies -- all while continuing to serve a global client base. Michael Davidson and Lori Block illustrate how they applied the principles of human-centered design throughout the process. This design-thinking process provides a roadmap for other organizations seeking to adopt changes that are more responsive to the individual and remain aligned with key business objectives.


  8:30AM-9:30AM

Mitigating Culture Risk in M&A


Mercer's recent global M&A survey reveals a clear pattern: Culture, left to chance, has significant potential to derail operations post-close and, in turn, destroy value. While many consider culture a nonfinancial risk, 30% of transactions fail to ever meet financial targets due to cultural issues. Jeff Cox and Brent Heslop demystify culture in M&A, taking it from an academic discussion to a pragmatic approach focused on realizing deal value. Hear key findings from the latest installment of Mercer's M&A Readiness Research series and gain a better understanding of how to prioritize and document culture risk. Learn practical strategies and solutions for hedging culture-related integration risk.




One in a Million: Citi's Journey to Personalizing the Total Rewards Experience


Citi is on a mission to serve as a trusted partner responsibly providing financial services that enable growth and economic progress. And that's not only for clients, but also for employees. With more than 210,000 colleagues in nearly 100 companies, each employee works to deliver on Citi''s mission. The HR team sought to provide the same level of support to employees when it comes to their financial futures. Amy Noelle and Monica Jerusi share Citi's total rewards strategy, discuss Citi's global implementation process and explain about the lessons they learned along the way.


  9:45AM-10:45AM

Building for an Unknown Future: Drivers for Implementing a Job Architecture and Career Framework


The World Economic Forum estimates that the digital revolution will create 133 million new jobs in place of the 75 million that will be displaced by 2022. The prospect of this has big implications for the future of jobs, roles and career planning. A career framework that enables organizations to maximize talent resources, manage costs and gain insights into future needs is foundational. Hear from this panel of business leaders who have implemented job architecture and career frameworks -- all driven by different business needs -- in preparation for attracting and retaining the workforce of the future.

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