Conference Sessions

Sunday, Jun 07, 2020


  1:00PM-5:00PM

Registration


  4:00PM-6:00PM

Reception


Welcome to Minneapolis! Grab some food and drink, jump start your networking and meet WorldatWork staff. We look forward to seeing you.

Monday, Jun 08, 2020


  7:00AM-8:00AM

Fun Fitness


Kick-start your day with a fun fitness activity that will boost your energy and put a smile on your face.

  7:30AM-9:00AM

Breakfast in Exhibit Hall


A delicious continental breakfast will be served in the Exhibit Hall, where you'll have an opportunity to network with attendees and our sponsors and exhibitors.

  9:30AM-10:45AM

Opening General Session: A Conversation with Danica Patrick


Danica Patrick
Retired Racecar Driver, Entrepreneur & Author

Danica Patrick knows a thing or two about smashing stereotypes and pushing through professional barriers. As a racecar driver, she set records in the male-dominated world of professional motorsports. In this fireside chat, Scott Cawood, president and CEO of WorldatWork, will speak with Danica about the strategies she deployed to overcome challenges to become a household name and role model. They'll also speak about how she is using the same strategies in her current vocation as a successful entrepreneur -- author, vineyard owner, and host/founder of the inspirational podcast Pretty Intense -- as well as her ongoing efforts to pave the path, and serve as inspiration, for the next generation.

  10:45AM-11:00AM

Networking Break


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

  11:00AM-12:00PM

Direct Contracting - Is This the Silver Bullet to Control Medical Plan Costs?


As employers continue to see medical plan costs escalate, they are seeking ways to control costs and make their plans more effective for their employees. Direct contracting with medical providers for all or a specific portion of a medical plan expenses has attracted more interest as other strategies have failed to address the increasing costs of care. Attendees will learn what people really mean by "direct contracting," what the various models are, how they have worked and the various pros and cons of each, along with the compliance guidelines that apply. In that way, they can determine what options might work for their companies and their various workforce




Drilling into the Changing Landscape of Minimum Wage Data


With federal, state and local minimum wage laws changing, it is more important than ever to be prepared on a granular level to ensure your company is in compliance and won't be financially hurt. It is essential to be able to accurately forecast year-over-year minimum wage impacts when preparing employee pay increases, factoring in such variables as company size. A representative of one national retailer will discuss how they have changed their planning, budgeting and national preparedness to address the evolving minimum-wage landscape.




Get Your HR Strategy Out of a Silo and Tie It to the CEO's Agenda


Despite the high level of overall investment in HR technology ($4 billion in 2018), funding support remains a challenge for many HR leaders. In this session, Rhonda Marcucci will share techniques to overcome the "buy-in barrier" by developing a comprehensive HR tech strategy that closely aligns proposed investments with the organization's strategic goals (aka - the CEO agenda). Learn how systems that are designed for the workforce - not HR - will move the needle on organizational wellbeing and employee productivity. Key to strategic success is partnering with the CFO to identify meaningful hard and soft metrics that support a solid business case for funding and will underpin support for future investment.




It's a Small World -- What Going Global Means for HR and Payroll


Great news! Your company is expanding its global presence! Whether for the first time or the continuation of a longer-term initiative, global expansion means change for your team and organization. Catherine Honey from Safeguard Global will lead an engaging session that explores the most challenging issues related to global expansion - from identifying and hiring talent to navigating the myriad of compliance and privacy issues. We will learn about real-life global delivery success-scenarios and best practices to align rewards operations in a way that complements corporate strategy. The goal: help prepare you and your organization to successfully navigate the complexities and to succeed in delivering HR and payroll services in a global environment.




Job- or Market-Based Structures: What's Best For You?


What is best for your organization when it comes to compensation structure approach? Is it traditional market-based compensation structures that are efficient in handling large employee populations and offer cost-control mechanisms? Or is it job-based structures that address more "hot jobs", get managers more involved and improve communication and pay transparency? Join Doug Trapp as he explores both approaches. You'll learn the history of the market-based structures as well as evolutions that are taking place and why some organizations stick with market-based (Walmart) while others move to job-based (Midmark).  Ask questions and get involved in this discussion to make the best decision for your organization.




Leveraging the Power of Analytics & Technology to Create a Sustainable Culture of Fair Pay


When it comes to a successful pay equity roadmap, "one and done" is not enough. As your business evolves, so should your pay equity analysis. If you treat it as a box checking exercise one year and then run a repeat analysis next year, you will likely find pay gaps. Join leaders from Willis Towers Watson and Syndio as they walk through how to effectively establish a roadmap for pay equity analysis and monitor pay gaps, and share how organizations are using the employee lifecycle as a framework to uncover the root causes of their pay gaps.




Repositioning Executive Scorecards for Strategic Objectives and ESG Priorities


As organizations such as the Business Roundtable and Institutional Shareholder Services champion a broader set of priorities for companies, strategic business objectives (SBOs) and environmental, social and governance (ESG) metrics will play a more explicit part in evaluating CEO performance. This presentation will include 1) a summary of recent developments and positions of key constituencies on stakeholder-related matters; 2) sample frameworks for CEO scorecards that incorporate strategic and/or ESG metrics; 3) methods companies and boards use to evaluate success on these metrics; and 4) specific metrics for specific operating scenarios.




Risk Assessment in Sales Compensation: Interactive Discussion


Hear how one company reduces risk and increases plan clarity through specific activities such as legal plan review, confirmation of plan receipt by participants, establishing claw back provisions and others. Based on a recently completed risk assessment of its global sales compensation plans, the presenters will review the results and the impact the results have on risk assessment practices and outcomes. The presenters and attendees will engage in an interactive discussion to highlight relevant market trends and brainstorm best practices for risk assessment in sales compensation.




The Second Shift: Nurture Inclusive Cultures to Improve Engagement


Brought to you by Grokker

"Second shift" and workplace bias can create issues which negatively impact workers' health and performance. From recognizing employees' domestic responsibilities to removing bias to offer the same opportunities to qualified employees, this panel discussion focuses on the issues organizations should consider while nurturing inclusive cultures. Consider how to put more equity into caring by building a culture that normalizes work/life balance. Learn how identity shapes experience at work and the importance of removing bias for inclusion and representation of women to equalize gender parity. Learn strategies and solutions that help support employee health and wellbeing and improve engagement and productivity.




Total Rewards Lab: Separating Fact from Feeling--Employee Financial Wellbeing


Is there anything more fraught than conversations about financial wellbeing? As with all money-related issues, there are facts… and then there are feelings. Roselyn Feinsod and Tim Glowa will share EY data that illuminates 1) how employees perceive their overall financial wellbeing from both fact and feeling perspectives, 2) how these facts and feelings vary for different demographic segments, 3) what are the key fact-based actions employees take in terms of use of debt, retirement planning and other savings, and planning for their estate, and 4) what drives feelings of confidence in terms of being satisfied with personal finances. You'll learn how companies translate these different perspectives to improve financial wellbeing initiatives at their companies




Unilever's Playbook on Pay Flexibility and Other Rewards Personalization Best Practices


This session questions the status quo on rewarding talent and provides strategic ideas for optimizing the perceived value of every individual for the different elements of rewards. Join Steve Brink and Peter Newhouse as they discuss how Unilever, which spends $7B on pay annually, allows individuals to select their preference amongst fixed pay, variable pay or a share scheme. The session will also focus on how the changing shape of work is impacting how companies need to think about organizational structure, salary structures, performance management and rewards. Attendees will experiment with a simple example of how individuals perceive various types of rewards in different ways and values and learn how to construct a structure to support a personalization of rewards.


  11:30AM-12:00PM

Lessons Learned from the Total Rewards Battlefront


"I'm going to conquer the world!" "By age 25, I'm going to be a vice president and make $250,000!" Sound familiar? We all have visions of how our careers will unfold, but it usually doesn't go according to plan. How you deal with career re-routing is key. While Angel Alamo's career trajectory looks fairly linear from the outside, he's had plenty of reality checks and shifts along the way. From Plaza Acuatica to climbing the ladder at Walmart and now Head of Compensation and Benefits at Houzz, Angel's story is entertaining and inspiring to anyone who's had to navigate career ups and downs along the way (and who hasn't?!?).


  12:00PM-1:45PM

Lunch


Lunch will be served in the Exhibit Hall, where you'll have an opportunity to network with attendees and our sponsors and exhibitors.

  12:30PM-1:30PM

TechDemo: The Future is Equal--Technological Tools to Promote Pay Equity


Brought to you by beqom
With increasing attention and regulations around the gender pay gap, it's no surprise that employees know and care--a lot--about pay equity. In fact, a recent beqom survey of 1,600 enterprise workers found that a remarkable 73% of respondents believe there should be a national law mandating companies to disclose gender pay gap figures. While nearly all large organizations now say they are working to close the gender pay gap, these steps are not seen as effective by their employees and, in many cases, are not seen at all. In this session, beqom's Dani Donovan will demonstrate how technology can help you identify potential compensation disparities, address disconnects, and effectively close inequities.

  1:30PM-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.


  2:00PM-3:00PM

An Economic Slowdown Is Around the Corner - Is Your Total Reward Package Ready


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.




Complex Care and Centers of Excellences: Helping Employers Cap Costs and Improve Care


One of the costliest areas of health-care spending is the evaluation and treatment of patients with serious medical illnesses or complex medical problems. Learn how to design a high quality health care program for the wellbeing of your employees and their loved ones. Learn how to 1) analyze your data to identify high areas of spend within your benefit design; 2) create a benefit design to guide employees to the right care at the right time; 3) understand solutions that are available through centers of excellence; 4) make positive changes to your culture and your bottom line; and 5) evaluate high-quality hospitals and providers.




How to Empower Your Employees for Fiscal Success Today, Tomorrow and into Retirement


Brought to you by Alliant Credit Union

In this interactive session we'll explore four core topics to help your employees achieve fiscal success today, tomorrow and into retirement. First, we'll share insights on the current state of financial wellness -- what are employees receiving and what do they want? Next, we'll explore the five building blocks of fiscal health. These interconnected categories include daily money management, financial education, emergency savings, insurance, and retirement planning. The third element of our session will focus on how to help employees manage debt. Finally, we'll conclude with the psychology behind spending and how employers can encourage healthy fiscal habits.




Implementing a New Global Job Architecture at Citigroup: 200,000+ Employees Across 98 Countries


Three years ago, Citigroup standardized its job profiles globally, including job functions, families, titles and job descriptions. The new standard job architecture, which is centrally managed by one team, has enabled more strategic business decisions and operational work to be more effective and efficient. For employees, it provides a road map to understand their role and opportunities for internal movement. For business leaders, the job architecture enables smarter decision making in compensation, promotions, reorganizations and identifying top talent. Citigroup HR leadership will discuss the groundwork required to design and execute a global job architecture, including necessary resources, best practices, benefits to the organization and lessons learned.




Inspiring 90,000 Employees to Think -- Commit -- Act


In 2018, Medtronic's CEO issued a challenge for the entire organization to work towards one strategic initiative -- improving cash flow conversion. But how do you educate, inspire and prompt action from 90,000 global employees? Many thought it was an impossible task. Together, Medtronic and BI WORLDWIDE created a program to help employees personally understand, contribute to and be recognized for improving free cash flow. In just one year, the program reached Medtronic's two-year goal. This session will discuss the program's framework that can be used by any company looking to engage their employee base around a key executive goal.




Move Over Millennials--Generation Parent is Here


We are sick of the millennial rhetoric. Anyone else? We all know millennials are the largest population in the U.S. labor force today, but it's time to shift the conversation to a new group: Generation Parent. Understanding this group means first understanding their world - what are the realities and difficulties of becoming a working parent today? What types of support are available to them and how will providing this support help grow your business and change your culture? Come meet our panel of parental support specialists and gen parents alike to discuss the opportunity to support perhaps your biggest employee group - your parents!




Sales Technology: Where to Invest and What to Expect


An ever-evolving landscape of solutions for automating incentive compensation and driving sales productivity makes it challenging to know where to invest. Join us for an in-depth review of current Sales Performance Management (SPM) products in the market and how they help transform sales organizations. Leveraging industry benchmarks and research, we will review how companies are investing in SPM and the challenges they face. We will also look at where solutions are headed, focusing on advanced product capabilities such as predictive analytics, machine learning, and AI. Attendees will gain insights into vendor solutions, potential ROI, and how to effectively evaluate SPM applications.




Secrets to a More Positive Work-Life Negotiation


The term work-life balance is overused and for the most part a fallacy. Employees and leaders alike are trying to attain something that is unattainable. Many people struggle with the push and pull of their work and life domains. It is important for everyone to shift their mindset from work-life balance to work-life negotiation and learn some tools that will positively impact their work life. Dr. Chris Mullen will use his research to discuss this topic and help participants create an actionable plan to increase their work-life satisfaction.




The Core of Pay Equity -- Using Technology to Improve Transparency


In the past, employees were discouraged from discussing their compensation. Today, that discretion is harder to maintain as a new generation of tools and employees are providing increased transparency. And more organizations have company missions that include fairness in pay and diversity and inclusion, with the goal of supporting a culture of fairness, consistency and transparency that goes beyond legal requirements. What should organizations do to address these changes and move toward more transparency and a more consistent employee experience? Stefan Gaertner from Aon and a panel of experts will illuminate the broader change management implications surrounding Pay Transparency and Pay Equity. They'll provide a set of solutions from several perspectives: analytical, compensation, employee experience and legal. Leveraging insights from 100+ recent pay equity analyses and first-hand experience dealing with these issues in house, panelists will present trends and practices from organizations "getting it right."




To Rate or Not to Rate, That is the Question


Megan Nail and Rebecca Ellis will debate one of the most contested topics in performance management today -- should we use ratings to measure performance?  With 81% of leaders making changes to performance management in favor of a more ongoing and fluid approach (and companies such as Accenture, Amazon, Deloitte and Google eliminating ratings), it is a growing trend. But the risks?... Studies show that employee performance drops when ratings disappear because managers struggle to make and communicate performance and pay decisions without ratings, and without ratings-based tools, compensation decisions may become more challenging and less transparent. You'll hear about the research behind the debate and leave equipped with resources and tools to evaluate the best approach for your organization.




Total Rewards Lab: The NEW Social Contract Between Organizations and Employees


People paid attention when 181 CEOs committed to leading their companies "for the benefit of all stakeholders -- customers, employees, suppliers, communities and shareholders." How this statement will shape the future of work -- as the gig economy continues to gain momentum while the next generation entering the workforce is reported to want a stable "9 to 5" job -- remains to be seen. One thing is certain: Total Rewards will continue, as it has for the last 100+ years, to evolve. Lori Block will explore the myriad forces that unfolded over the last century, making a lasting impact on today's world of work -- and how those forces can inform the future. Through this Total Rewards "history lesson," attendees looking for new strategies will gain insight into today's most significant forces impacting the workplace and the implications on the design and delivery of Total Rewards programs to full-time, part-time and gig workers.


  3:00PM-3:15PM

Networking Break


  3:15PM-3:45PM

We Got Rid of the Points... and Did Something Different


Recognition scores were low on employee engagement surveys so the speakers put together a focus group and set out to transform their recognition program. The resulting change? An expensive and unrewarding points-based program to an in-house designed and executed recognition program. The presenters will share what went right and what they would do differently next time. You'll learn how to analyze feedback and apply findings from a focus group.


  3:15PM-4:15PM

Are Your Employees Paying Attention? New Tools and Insights to Keep Them Tuned In


Effectively communicating your rewards and sales compensation plans is critical to employees and to your organization's success. If people are not paying attention, they will not understand your reward programs or incentive plans. If they do not understand those plans, they will not "buy-in" into them and the programs will not be as successful as they could be. Two new, highly engaging communication tools that address this problem are white board videos and internal organizational podcasts. Join Dr. Kurt Nelson and his colleagues to learn about the science behind attention, and how to use narratives and emotional cues, and details on how these two new communication methods can be used to enhance attention and learning. Hear case studies that highlight how these solutions are applied in real-world situations.




Avoiding Acquisition Acrimony


Most of the time when an acquisition doesn't work out, you hear the same refrain: "It wasn't a good culture fit." Yet "culture fit" is rarely explored at the outset of M&A transactions; it's almost always about the business fit. History--and now brand-new research--has shown that company culture should be one of the first items taken into consideration when acquiring an organization.




Become the Manager Employees Value


Brought to you by Engage2Excel

Being an effective business leader, executive or manager is more important than ever in today's world. While there are many theories of managerial effectiveness, none of them are based on the employee voice and what they want most from their immediate manager…until now! Join Dr. Jack Wiley, chief scientific officer at Engage2Excel, and the recipient of the SIOP's prestigious Professional Practice Award, as he presents the results and actionable takeaways from his decade-long investigation involving more than 100,000 survey participants from 26 countries. He will reveal the eight attributes that managers at any level can adopt to improve their effectiveness, create greater career experiences for employees and deliver better organizational results. You will learn how you can become an effective manager, or teach the managers you support, and gain a deeper understanding of just how vital the role of "manager" is to successfully engage, motivate and lead teams in today's challenging environment.




Dynamic Arrays -- Excel Turbo-Charged!


Have you started to apply dynamic arrays to simplify and transform your analysis work? In this session, Dianne will showcase the new dynamic array functionality introduced to Office 365 Microsoft Excel users in early 2020. To say that dynamic arrays have changed the way that Excel operates is an understatement. The Excel team completely re-wrote the calculation engine in Excel to introduce this functionality, and beta tested them for a year and a half before release. No more Control + Shift + Enter and no more implicit intersection (you'll learn what this means!). Arrays are now dynamic, they spill into adjacent cells, and they can be used with multiple formulas. Excel introduced six new formulas to work with dynamic arrays. Of these, FILTER, SORT, SORTBY and UNIQUE will transform your dashboard creation experience with the ability to create flexible and self-updating data validation lists and data. Come to learn several astonishing rewards applications of these new formulas, as well as how to update existing models you may use in your daily work. Attendees will also see the new/clever XLOOKUP formula and will be provided with the Excel spreadsheets / instructions for replication of the functions demonstrated.




Got an Executive Compensation Challenge? Phone an Expert


Do you have a burning question you'd love to ask about how to approach an executive compensation design challenge? We're ready to help! Join other executive compensation leaders for an interactive discussion about the real executive compensation design challenges you're facing. Participants will submit real life scenarios for discussion among a panel of executive compensation experts, followed by time to discuss common issues coming out of compensation committees.




How to Conduct and Interpret Custom Compensation Surveys


 A common dilemma facing Corporate HR and Rewards Professionals is how to gather data about compensation and HR policies & practices that is not available in ongoing surveys or might be limited to a custom set of jobs/organizations. Andra Taylor, from L'Oreal, and her colleagues will provide perspectives from practitioners, consultants, and survey providers on how to design and conduct surveys and interpret results to best position your organization against industry peers and market leaders.




HR Capabilities for a Changing World


In today's world, change has become a constant. Human Resources is in a unique position to help the business navigate this change while enabling business growth. A new set of capabilities will be required to successfully execute in this capacity. Specifically, successful HR professionals must wear multiple hats: talent accelerator, digital enabler, connector, storyteller, and culture shaper. This presentation will be focused on helping leaders understand what it means to accelerate outcomes for the business, the specific capabilities this requires of HR, and provide examples of how this manifests itself within the organization on a day-to-day basis.




Rethinking Rewards for Career Nomads


The nomadic workforce has arrived! The past few years of economic prosperity and tight labor markets have influenced a growing population of workers who are not tied down by a long-term employment mindset and who want to seize new and meaningful career opportunities when presented. During this interactive panel discussion, experts from Korn Ferry will discuss the hidden advantages of hiring this population, and creative ways help align career nomads with the needs of the organization. Learn which financial and non-financial rewards are most meaningful to best leverage this critical group of employees. Together, we will rethink rewards and benefits for a workforce which is not incentivized by money alone, for the benefit of both the worker and the organization.




Roche's Reimagined Mental Health Benefits


This presentation tells the story of biotech titan Roche's total revamping of its mental health care benefits. Roche benefits leader Deborah Olson and Lyra's Susan Wyatt, MPH, will shine a light on the role of comprehensive, high-quality mental health care in improving employee engagement and well-being, and bolstering an already competitive benefits package. Learn the steps Roche took to go from unmet mental health needs and low EAP utilization to an ever-growing share of employees using their mental health benefit, feeling measurably better, and launching a company-wide conversation about mental health. Come away with actionable resources and best practices you can use to address mental health in your own organization.




Sales Compensation Alarm: HR First Responders


Most sales compensation plans "pay for results." However, what about paying for pipeline sales progression? Only about 50% of all sales people reach goal. Most companies now employ powerful CRM systems that tract sales pipeline progression: new leads, key milestones, deal velocity, and close rates. Could rewarding pipeline sales progression improve sales outcomes? Explore this topic and its implications for sales compensation program effectiveness. When does rewarding sales progression make sense, when not? Should sales management measure and reward both: pipeline progression and results?




Successfully Implementing a Financial Wellness Strategy


Nearly half (48%) of U.S. employees are stressed about finances and 34% are living paycheck to paycheck. This financial stress takes a toll on their lives at home and at work. Employees with money worries are 4X more likely to feel depressed and 3.4X more likely to suffer from panic attacks. The resulting lost productivity and staff turnover equates to 11%-14% of total salary cost for the employer. This session will explore how a leading U.S. employer was able to implement a successful financial wellness strategy. You'll hear how they were able to identify the problem, address employees with the greatest need first and build a broader program.


  4:00PM-5:30PM

Exhibit Hall Open with Reception


Enjoy food and drinks in the Exhibit Hall, where you'll have an opportunity to network with attendees and our sponsors and exhibitors.

  4:30PM-5:30PM

Executive Compensation Networking Reception


Whether you're in executive compensation or looking to enter the field, please join us for this networking reception hosted by WorldatWork and the WorldatWork Executive Rewards Advisory Council. This is a great opportunity to connect with your peers and learn more about the profession. Drinks and appetizers will be served.



TechDemo: Choice, Control, Care -- Introducing an Innovative Approach to Employee Relocation


Brought to you by Plus Relocation
When moving for work, today's employees have different expectations compared to past generations -- and they need relocation benefits tailored to their unique needs. Point C is the first-of-its-kind SaaS platform that provides employees greater levels of choice, control and care throughout their relocation experience. Through a points-based system, employees build their own relocation package from a mix of benefits that are most relevant to them. For the corporate mobility team, Point C eliminates the need to create cost estimates and approve costly exceptions. Discover how Point C can transform the relocation experience for your employees, corporate mobility team and recruiters.

  5:30PM-7:00PM

Welcome Reception: What Do You Do for a Big Birthday? You Party!


It's time to celebrate WorldatWork's 65th anniversary! Please join us for a "Down through the Decades: From the 50s to the 2000s" extravaganza. Fun for everyone with food, drinks, live music and a gift for all attendees. Come celebrate 65 years with us!

  11:00AM-12:00PM

Drilling into the Changing Landscape of Minimum Wage Data


With federal, state and local minimum wage laws changing, it is more important than ever to be prepared on a granular level to ensure your company is in compliance and won't be financially hurt. It is essential to be able to accurately forecast year-over-year minimum wage impacts when preparing employee pay increases, factoring in such variables as company size. A representative of one national retailer will discuss how they have changed their planning, budgeting and national preparedness to address the evolving minimum-wage landscape.




Job- or Market-Based Structures: What's Best For You?


What is best for your organization when it comes to compensation structure approach? Is it traditional market-based compensation structures that are efficient in handling large employee populations and offer cost-control mechanisms? Or is it job-based structures that address more "hot jobs", get managers more involved and improve communication and pay transparency? Join Doug Trapp as he explores both approaches. You'll learn the history of the market-based structures as well as evolutions that are taking place and why some organizations stick with market-based (Walmart) while others move to job-based (Midmark).  Ask questions and get involved in this discussion to make the best decision for your organization.


  2:00PM-3:00PM

Implementing a New Global Job Architecture at Citigroup: 200,000+ Employees Across 98 Countries


Three years ago, Citigroup standardized its job profiles globally, including job functions, families, titles and job descriptions. The new standard job architecture, which is centrally managed by one team, has enabled more strategic business decisions and operational work to be more effective and efficient. For employees, it provides a road map to understand their role and opportunities for internal movement. For business leaders, the job architecture enables smarter decision making in compensation, promotions, reorganizations and identifying top talent. Citigroup HR leadership will discuss the groundwork required to design and execute a global job architecture, including necessary resources, best practices, benefits to the organization and lessons learned.




To Rate or Not to Rate, That is the Question


Megan Nail and Rebecca Ellis will debate one of the most contested topics in performance management today -- should we use ratings to measure performance?  With 81% of leaders making changes to performance management in favor of a more ongoing and fluid approach (and companies such as Accenture, Amazon, Deloitte and Google eliminating ratings), it is a growing trend. But the risks?... Studies show that employee performance drops when ratings disappear because managers struggle to make and communicate performance and pay decisions without ratings, and without ratings-based tools, compensation decisions may become more challenging and less transparent. You'll hear about the research behind the debate and leave equipped with resources and tools to evaluate the best approach for your organization.


  3:15PM-4:15PM

Dynamic Arrays -- Excel Turbo-Charged!


Have you started to apply dynamic arrays to simplify and transform your analysis work? In this session, Dianne will showcase the new dynamic array functionality introduced to Office 365 Microsoft Excel users in early 2020. To say that dynamic arrays have changed the way that Excel operates is an understatement. The Excel team completely re-wrote the calculation engine in Excel to introduce this functionality, and beta tested them for a year and a half before release. No more Control + Shift + Enter and no more implicit intersection (you'll learn what this means!). Arrays are now dynamic, they spill into adjacent cells, and they can be used with multiple formulas. Excel introduced six new formulas to work with dynamic arrays. Of these, FILTER, SORT, SORTBY and UNIQUE will transform your dashboard creation experience with the ability to create flexible and self-updating data validation lists and data. Come to learn several astonishing rewards applications of these new formulas, as well as how to update existing models you may use in your daily work. Attendees will also see the new/clever XLOOKUP formula and will be provided with the Excel spreadsheets / instructions for replication of the functions demonstrated.




How to Conduct and Interpret Custom Compensation Surveys


 A common dilemma facing Corporate HR and Rewards Professionals is how to gather data about compensation and HR policies & practices that is not available in ongoing surveys or might be limited to a custom set of jobs/organizations. Andra Taylor, from L'Oreal, and her colleagues will provide perspectives from practitioners, consultants, and survey providers on how to design and conduct surveys and interpret results to best position your organization against industry peers and market leaders.


  11:00AM-12:00PM

Repositioning Executive Scorecards for Strategic Objectives and ESG Priorities


As organizations such as the Business Roundtable and Institutional Shareholder Services champion a broader set of priorities for companies, strategic business objectives (SBOs) and environmental, social and governance (ESG) metrics will play a more explicit part in evaluating CEO performance. This presentation will include 1) a summary of recent developments and positions of key constituencies on stakeholder-related matters; 2) sample frameworks for CEO scorecards that incorporate strategic and/or ESG metrics; 3) methods companies and boards use to evaluate success on these metrics; and 4) specific metrics for specific operating scenarios.


  1:30PM-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.


  3:15PM-4:15PM

Got an Executive Compensation Challenge? Phone an Expert


Do you have a burning question you'd love to ask about how to approach an executive compensation design challenge? We're ready to help! Join other executive compensation leaders for an interactive discussion about the real executive compensation design challenges you're facing. Participants will submit real life scenarios for discussion among a panel of executive compensation experts, followed by time to discuss common issues coming out of compensation committees.


  11:00AM-12:00PM

It's a Small World -- What Going Global Means for HR and Payroll


Great news! Your company is expanding its global presence! Whether for the first time or the continuation of a longer-term initiative, global expansion means change for your team and organization. Catherine Honey from Safeguard Global will lead an engaging session that explores the most challenging issues related to global expansion - from identifying and hiring talent to navigating the myriad of compliance and privacy issues. We will learn about real-life global delivery success-scenarios and best practices to align rewards operations in a way that complements corporate strategy. The goal: help prepare you and your organization to successfully navigate the complexities and to succeed in delivering HR and payroll services in a global environment.


  2:00PM-3:00PM

Inspiring 90,000 Employees to Think -- Commit -- Act


In 2018, Medtronic's CEO issued a challenge for the entire organization to work towards one strategic initiative -- improving cash flow conversion. But how do you educate, inspire and prompt action from 90,000 global employees? Many thought it was an impossible task. Together, Medtronic and BI WORLDWIDE created a program to help employees personally understand, contribute to and be recognized for improving free cash flow. In just one year, the program reached Medtronic's two-year goal. This session will discuss the program's framework that can be used by any company looking to engage their employee base around a key executive goal.


  3:15PM-3:45PM

We Got Rid of the Points... and Did Something Different


Recognition scores were low on employee engagement surveys so the speakers put together a focus group and set out to transform their recognition program. The resulting change? An expensive and unrewarding points-based program to an in-house designed and executed recognition program. The presenters will share what went right and what they would do differently next time. You'll learn how to analyze feedback and apply findings from a focus group.


  3:15PM-4:15PM

Avoiding Acquisition Acrimony


Most of the time when an acquisition doesn't work out, you hear the same refrain: "It wasn't a good culture fit." Yet "culture fit" is rarely explored at the outset of M&A transactions; it's almost always about the business fit. History--and now brand-new research--has shown that company culture should be one of the first items taken into consideration when acquiring an organization.


  11:00AM-12:00PM

Leveraging the Power of Analytics & Technology to Create a Sustainable Culture of Fair Pay


When it comes to a successful pay equity roadmap, "one and done" is not enough. As your business evolves, so should your pay equity analysis. If you treat it as a box checking exercise one year and then run a repeat analysis next year, you will likely find pay gaps. Join leaders from Willis Towers Watson and Syndio as they walk through how to effectively establish a roadmap for pay equity analysis and monitor pay gaps, and share how organizations are using the employee lifecycle as a framework to uncover the root causes of their pay gaps.


  2:00PM-3:00PM

The Core of Pay Equity -- Using Technology to Improve Transparency


In the past, employees were discouraged from discussing their compensation. Today, that discretion is harder to maintain as a new generation of tools and employees are providing increased transparency. And more organizations have company missions that include fairness in pay and diversity and inclusion, with the goal of supporting a culture of fairness, consistency and transparency that goes beyond legal requirements. What should organizations do to address these changes and move toward more transparency and a more consistent employee experience? Stefan Gaertner from Aon and a panel of experts will illuminate the broader change management implications surrounding Pay Transparency and Pay Equity. They'll provide a set of solutions from several perspectives: analytical, compensation, employee experience and legal. Leveraging insights from 100+ recent pay equity analyses and first-hand experience dealing with these issues in house, panelists will present trends and practices from organizations "getting it right."


  11:00AM-12:00PM

Risk Assessment in Sales Compensation: Interactive Discussion


Hear how one company reduces risk and increases plan clarity through specific activities such as legal plan review, confirmation of plan receipt by participants, establishing claw back provisions and others. Based on a recently completed risk assessment of its global sales compensation plans, the presenters will review the results and the impact the results have on risk assessment practices and outcomes. The presenters and attendees will engage in an interactive discussion to highlight relevant market trends and brainstorm best practices for risk assessment in sales compensation.


  2:00PM-3:00PM

Sales Technology: Where to Invest and What to Expect


An ever-evolving landscape of solutions for automating incentive compensation and driving sales productivity makes it challenging to know where to invest. Join us for an in-depth review of current Sales Performance Management (SPM) products in the market and how they help transform sales organizations. Leveraging industry benchmarks and research, we will review how companies are investing in SPM and the challenges they face. We will also look at where solutions are headed, focusing on advanced product capabilities such as predictive analytics, machine learning, and AI. Attendees will gain insights into vendor solutions, potential ROI, and how to effectively evaluate SPM applications.


  3:15PM-4:15PM

Sales Compensation Alarm: HR First Responders


Most sales compensation plans "pay for results." However, what about paying for pipeline sales progression? Only about 50% of all sales people reach goal. Most companies now employ powerful CRM systems that tract sales pipeline progression: new leads, key milestones, deal velocity, and close rates. Could rewarding pipeline sales progression improve sales outcomes? Explore this topic and its implications for sales compensation program effectiveness. When does rewarding sales progression make sense, when not? Should sales management measure and reward both: pipeline progression and results?


  11:00AM-12:00PM

Unilever's Playbook on Pay Flexibility and Other Rewards Personalization Best Practices


This session questions the status quo on rewarding talent and provides strategic ideas for optimizing the perceived value of every individual for the different elements of rewards. Join Steve Brink and Peter Newhouse as they discuss how Unilever, which spends $7B on pay annually, allows individuals to select their preference amongst fixed pay, variable pay or a share scheme. The session will also focus on how the changing shape of work is impacting how companies need to think about organizational structure, salary structures, performance management and rewards. Attendees will experiment with a simple example of how individuals perceive various types of rewards in different ways and values and learn how to construct a structure to support a personalization of rewards.


  2:00PM-3:00PM

An Economic Slowdown Is Around the Corner - Is Your Total Reward Package Ready


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.




Total Rewards Lab: The NEW Social Contract Between Organizations and Employees


People paid attention when 181 CEOs committed to leading their companies "for the benefit of all stakeholders -- customers, employees, suppliers, communities and shareholders." How this statement will shape the future of work -- as the gig economy continues to gain momentum while the next generation entering the workforce is reported to want a stable "9 to 5" job -- remains to be seen. One thing is certain: Total Rewards will continue, as it has for the last 100+ years, to evolve. Lori Block will explore the myriad forces that unfolded over the last century, making a lasting impact on today's world of work -- and how those forces can inform the future. Through this Total Rewards "history lesson," attendees looking for new strategies will gain insight into today's most significant forces impacting the workplace and the implications on the design and delivery of Total Rewards programs to full-time, part-time and gig workers.


  3:15PM-4:15PM

Are Your Employees Paying Attention? New Tools and Insights to Keep Them Tuned In


Effectively communicating your rewards and sales compensation plans is critical to employees and to your organization's success. If people are not paying attention, they will not understand your reward programs or incentive plans. If they do not understand those plans, they will not "buy-in" into them and the programs will not be as successful as they could be. Two new, highly engaging communication tools that address this problem are white board videos and internal organizational podcasts. Join Dr. Kurt Nelson and his colleagues to learn about the science behind attention, and how to use narratives and emotional cues, and details on how these two new communication methods can be used to enhance attention and learning. Hear case studies that highlight how these solutions are applied in real-world situations.




Rethinking Rewards for Career Nomads


The nomadic workforce has arrived! The past few years of economic prosperity and tight labor markets have influenced a growing population of workers who are not tied down by a long-term employment mindset and who want to seize new and meaningful career opportunities when presented. During this interactive panel discussion, experts from Korn Ferry will discuss the hidden advantages of hiring this population, and creative ways help align career nomads with the needs of the organization. Learn which financial and non-financial rewards are most meaningful to best leverage this critical group of employees. Together, we will rethink rewards and benefits for a workforce which is not incentivized by money alone, for the benefit of both the worker and the organization.


  11:00AM-12:00PM

Direct Contracting - Is This the Silver Bullet to Control Medical Plan Costs?


As employers continue to see medical plan costs escalate, they are seeking ways to control costs and make their plans more effective for their employees. Direct contracting with medical providers for all or a specific portion of a medical plan expenses has attracted more interest as other strategies have failed to address the increasing costs of care. Attendees will learn what people really mean by "direct contracting," what the various models are, how they have worked and the various pros and cons of each, along with the compliance guidelines that apply. In that way, they can determine what options might work for their companies and their various workforce




The Second Shift: Nurture Inclusive Cultures to Improve Engagement


Brought to you by Grokker

"Second shift" and workplace bias can create issues which negatively impact workers' health and performance. From recognizing employees' domestic responsibilities to removing bias to offer the same opportunities to qualified employees, this panel discussion focuses on the issues organizations should consider while nurturing inclusive cultures. Consider how to put more equity into caring by building a culture that normalizes work/life balance. Learn how identity shapes experience at work and the importance of removing bias for inclusion and representation of women to equalize gender parity. Learn strategies and solutions that help support employee health and wellbeing and improve engagement and productivity.




Total Rewards Lab: Separating Fact from Feeling--Employee Financial Wellbeing


Is there anything more fraught than conversations about financial wellbeing? As with all money-related issues, there are facts… and then there are feelings. Roselyn Feinsod and Tim Glowa will share EY data that illuminates 1) how employees perceive their overall financial wellbeing from both fact and feeling perspectives, 2) how these facts and feelings vary for different demographic segments, 3) what are the key fact-based actions employees take in terms of use of debt, retirement planning and other savings, and planning for their estate, and 4) what drives feelings of confidence in terms of being satisfied with personal finances. You'll learn how companies translate these different perspectives to improve financial wellbeing initiatives at their companies


  2:00PM-3:00PM

Complex Care and Centers of Excellences: Helping Employers Cap Costs and Improve Care


One of the costliest areas of health-care spending is the evaluation and treatment of patients with serious medical illnesses or complex medical problems. Learn how to design a high quality health care program for the wellbeing of your employees and their loved ones. Learn how to 1) analyze your data to identify high areas of spend within your benefit design; 2) create a benefit design to guide employees to the right care at the right time; 3) understand solutions that are available through centers of excellence; 4) make positive changes to your culture and your bottom line; and 5) evaluate high-quality hospitals and providers.




How to Empower Your Employees for Fiscal Success Today, Tomorrow and into Retirement


Brought to you by Alliant Credit Union

In this interactive session we'll explore four core topics to help your employees achieve fiscal success today, tomorrow and into retirement. First, we'll share insights on the current state of financial wellness -- what are employees receiving and what do they want? Next, we'll explore the five building blocks of fiscal health. These interconnected categories include daily money management, financial education, emergency savings, insurance, and retirement planning. The third element of our session will focus on how to help employees manage debt. Finally, we'll conclude with the psychology behind spending and how employers can encourage healthy fiscal habits.




Move Over Millennials--Generation Parent is Here


We are sick of the millennial rhetoric. Anyone else? We all know millennials are the largest population in the U.S. labor force today, but it's time to shift the conversation to a new group: Generation Parent. Understanding this group means first understanding their world - what are the realities and difficulties of becoming a working parent today? What types of support are available to them and how will providing this support help grow your business and change your culture? Come meet our panel of parental support specialists and gen parents alike to discuss the opportunity to support perhaps your biggest employee group - your parents!


  3:15PM-4:15PM

Roche's Reimagined Mental Health Benefits


This presentation tells the story of biotech titan Roche's total revamping of its mental health care benefits. Roche benefits leader Deborah Olson and Lyra's Susan Wyatt, MPH, will shine a light on the role of comprehensive, high-quality mental health care in improving employee engagement and well-being, and bolstering an already competitive benefits package. Learn the steps Roche took to go from unmet mental health needs and low EAP utilization to an ever-growing share of employees using their mental health benefit, feeling measurably better, and launching a company-wide conversation about mental health. Come away with actionable resources and best practices you can use to address mental health in your own organization.




Successfully Implementing a Financial Wellness Strategy


Nearly half (48%) of U.S. employees are stressed about finances and 34% are living paycheck to paycheck. This financial stress takes a toll on their lives at home and at work. Employees with money worries are 4X more likely to feel depressed and 3.4X more likely to suffer from panic attacks. The resulting lost productivity and staff turnover equates to 11%-14% of total salary cost for the employer. This session will explore how a leading U.S. employer was able to implement a successful financial wellness strategy. You'll hear how they were able to identify the problem, address employees with the greatest need first and build a broader program.


  11:00AM-12:00PM

Get Your HR Strategy Out of a Silo and Tie It to the CEO's Agenda


Despite the high level of overall investment in HR technology ($4 billion in 2018), funding support remains a challenge for many HR leaders. In this session, Rhonda Marcucci will share techniques to overcome the "buy-in barrier" by developing a comprehensive HR tech strategy that closely aligns proposed investments with the organization's strategic goals (aka - the CEO agenda). Learn how systems that are designed for the workforce - not HR - will move the needle on organizational wellbeing and employee productivity. Key to strategic success is partnering with the CFO to identify meaningful hard and soft metrics that support a solid business case for funding and will underpin support for future investment.


  11:30AM-12:00PM

Lessons Learned from the Total Rewards Battlefront


"I'm going to conquer the world!" "By age 25, I'm going to be a vice president and make $250,000!" Sound familiar? We all have visions of how our careers will unfold, but it usually doesn't go according to plan. How you deal with career re-routing is key. While Angel Alamo's career trajectory looks fairly linear from the outside, he's had plenty of reality checks and shifts along the way. From Plaza Acuatica to climbing the ladder at Walmart and now Head of Compensation and Benefits at Houzz, Angel's story is entertaining and inspiring to anyone who's had to navigate career ups and downs along the way (and who hasn't?!?).


  2:00PM-3:00PM

Secrets to a More Positive Work-Life Negotiation


The term work-life balance is overused and for the most part a fallacy. Employees and leaders alike are trying to attain something that is unattainable. Many people struggle with the push and pull of their work and life domains. It is important for everyone to shift their mindset from work-life balance to work-life negotiation and learn some tools that will positively impact their work life. Dr. Chris Mullen will use his research to discuss this topic and help participants create an actionable plan to increase their work-life satisfaction.


  3:15PM-4:15PM

Become the Manager Employees Value


Brought to you by Engage2Excel

Being an effective business leader, executive or manager is more important than ever in today's world. While there are many theories of managerial effectiveness, none of them are based on the employee voice and what they want most from their immediate manager…until now! Join Dr. Jack Wiley, chief scientific officer at Engage2Excel, and the recipient of the SIOP's prestigious Professional Practice Award, as he presents the results and actionable takeaways from his decade-long investigation involving more than 100,000 survey participants from 26 countries. He will reveal the eight attributes that managers at any level can adopt to improve their effectiveness, create greater career experiences for employees and deliver better organizational results. You will learn how you can become an effective manager, or teach the managers you support, and gain a deeper understanding of just how vital the role of "manager" is to successfully engage, motivate and lead teams in today's challenging environment.




HR Capabilities for a Changing World


In today's world, change has become a constant. Human Resources is in a unique position to help the business navigate this change while enabling business growth. A new set of capabilities will be required to successfully execute in this capacity. Specifically, successful HR professionals must wear multiple hats: talent accelerator, digital enabler, connector, storyteller, and culture shaper. This presentation will be focused on helping leaders understand what it means to accelerate outcomes for the business, the specific capabilities this requires of HR, and provide examples of how this manifests itself within the organization on a day-to-day basis.

Tuesday, Jun 09, 2020


  7:00AM-8:00AM

Fun Fitness


Kick-start your day with a fun fitness activity that will boost your energy and put a smile on your face.

  7:30AM-9:00AM

Breakfast


A delicious continental breakfast will be served in the Exhibit Hall, where you'll have an opportunity to network with attendees and our sponsors and exhibitors.

  9:30AM-10:45AM

General Session: Evolving your EVP -- Becoming a Values-Driven Organization


Eric Hutcherson
Executive Vice President, Chief Human Resources Officer, NBA

Our perceptions are powerful -- what we see, hear or feel becomes the view we hold about a company. Your employee value proposition (EVP) is now, more than ever, a key factor in whether employees join or leave any organization. This interactive and engaging discussion will explore ways to ensure that your corporate values and purpose shine through to attract and retain the best talent for your culture and objectives.

  10:45AM-11:00AM

Networking Break


  11:00AM-12:00PM

A Compensation Plan Design Story, Creating a Growth Mindset in Retail


Struggling with how to create a growth mindset in your organization? Let me tell you a story. There once was a retail company that has dealt with rising minimum wage rates, increased competition for talent, and a shift to online sales. These circumstances required a rapid and innovative approach to motivate and retain in-store sellers. This story begins when the need for change was first identified, tells the tale of the steps that addressed that need, and impact of the work. Like all stories, there were hardships encountered, lessons learned, and heroes along the way. You will leave with five tangible tips that will benefit any organization venturing down a similar path.




An All-Female Pay Panel: "Women-splaining" Pay Equity


An all-female, multidisciplinary expert panel will share their perspectives on pay equity, the pay gap, and the glass ceiling. The panel will discuss the relationship between pay equity, pay parity, and the glass ceiling; the pay adjustment process in light of identified pay disparities; and policy changes that may be required. The panel will focus on the implications of undergoing such studies, including important considerations before beginning the project and an understanding of what may be required in response to the findings.The discussion will emphasize what is practical to implement for organizations in influencing impactful change.




Attracting Tech Talent Across Industry Lines


In the digital age, industry lines are blurring rapidly, forcing companies in every sector to compete for a finite group of critical technical, creative and business talent. Smart companies understand that attracting and retaining technology talent means offering compelling work and career paths that resonate with employees. They also realize new types of talent may have expectations for Total Rewards that are different than the types of rewards they currently provide. In this session, attendees will hear from leading experts who have worked with a variety of companies in helping transform their talent and rewards strategies to compete in the digital age. The session will present case studies and findings from new surveys and research by Aon. You'll leave with actionable insights to create and implement a strategy for addressing the unique cultural needs of technology talent that attendees can take back to their organizations.




Equity Plan Design in the Face of Market Uncertainty


As we enter into the traditional plan design season for long-term incentives, does the prospect of a market correction or recession weigh on your mind? Certain vehicles such as stock options are less than ideal when facing this uncertainty. Market uncertainty can greatly affect these types of awards, and companies that fail to account for market uncertainty may find themselves facing a failure of alignment between their stock's performance and the long-term incentive awards ultimately earned. Fortunately, there are best practices in plan design that companies can incorporate when faced with market uncertainty. The presenters will discuss these practices and how they can make your plan design robust in the face of turbulent stock markets.




Impediments to Being an Effective Executive Comp Practitioner


It can be lonely to be an executive compensation practitioner. The stakes are high and the landmines are prevalent, both technically and interpersonally. Join facilitated table conversations to share experiences about the human side of executive compensation -- building teams, developing cross-functional partners, managing lifestyles and influencing outcomes. This session will allow participants to discuss with peers some of the impediments they face and strategies to overcome them.



Rethinking Open Enrollment: Why Disrupting Your Benefits Strategy Could Boost Your Bottom Line


For benefits professionals and employees alike, nothing conjures up feelings of anxiety quite like open enrollment. According to VSP Vision, 33% of employees cited "annoyance" or "dread" as the primary emotions they associate with open enrollment. What's more, 31% of employees give their employer grades of "C" or lower for their open enrollment experiences. The message is clear: We need to rethink the open enrollment model. In this presentation, Aura's CPO, Jeanne Gray, will discuss the challenges that traditional open enrollment models pose - and the need for disruption. She'll use real-life examples to illustrate how a phased approach that bundles benefits according to life events, supporting improved education and increased employee adoption.




Special Compensation During a Transition: Does It Seal the Deal?


Anyone in HR who has worked on an M&A project knows that acquisitions and mergers are often packed with special compensation deals. Whether it's one-off contract terms, enhanced severance, accelerated payments or pay-to-stay retention bonuses, the reasonableness and effectiveness of these arrangements can be difficult to measure. Plus, employees who work behind the scenes on the deal while also keeping their day jobs frequently see all these special deals and ask, "What's in it for me?" To help address these challenges, Willis Towers Watson produced three surveys of clients to determine what types of special M&A compensation are most common and what designs are most effective to retain and motivate key staff at both the acquired company and the acquirer. There will be an in-depth discussion of how Nielsen has approached the issue of special compensation arrangements, both for recent acquisitions and its planned 2020 split into two independently traded public companies.




The Future of the 'Future of Work'


You've identified which business trends and technologies will have significant impact on your workforce. You know which "jobs" you'll need fewer people doing, and which jobs you'll need more people doing. Now what? Learn how a combination of technology-driven insights and people-centered solutions are driving changes in the world of work. The presenters will share how the insights from Faethm translate into solutions for organizations by sharing cases of work with a range of industries. Hear how a domestic bank and a global fintech organization mapped insights to their job architecture to facilitate impact assessment and develop reskilling initiatives.




The Well-Being Program Heard 'Round the World


AECOM introduced a wellness program for U.S. employees nearly 10 years ago. At AECOM, health care costs for those who complete wellness activities tend to be about 20 percent less compared to those who do not. In 2018, employees who participated had a better understanding of their health status and saved up to $1,440 on their medical coverage costs. The program is now global, reaching a workforce of 87,000. Attendees to the session will learn about messaging used, how social media played a role and get a chance to spin the AECOM "wellness wheel." Bernie Knobbe will also engage attendees with ideas to ponder, and the chance to experience many components introduced to AECOM employees around the world. You'll leave with insights into overcoming several common challenges including tight timeframes, logistics, translating concepts globally and busy employees to yield extraordinary learning and engagement.




Total Rewards Lab: Structuring Intern Compensation Strategies that Pay Off


As Generation Z breaks into the workforce, employers are implementing high quality intern programs to attract and retain the market's newest and eager talent. This can create a competitive advantage for companies seeking to develop their next generation of leaders. Our panel will touch on key areas where human resources can leverage compensation and perquisites to attract interns, convert them to employees upon graduation, and get ahead in the increasingly competitive labor market. Attendees will hear first-hand program details from industry-leading companies Google and Merck and will see results from a newly released survey that provides up-to-date market data showing how their peers are capturing and retaining the next generation workforce.




Why Engaging an Offline Population Leads to Organizational Wins


Brought to you by Achievers

Putting employee engagement at the center is crucial to your business's growth strategy. Learn how to leverage employee recognition to engage employees, motivate them to uphold company values, boost overall performance, and deliver first-rate customer service, plus: 1) How employee engagement drives bottom-line growth; 2) Simple ways to reach offline employees and track their engagement in real time; 3) Three best practices to architect and maintain an effective engagement program; and 4) How Coborns used employee recognition to drive engagement, impact turnover, and elevate its employer brand


  12:00PM-1:45PM

Lunch


Lunch will be served in the Exhibit Hall, where you'll have an opportunity to network with attendees and our sponsors and exhibitors.

  12:30PM-1:30PM

TechDemo: Breaking Down the Silo's in HR Technology


Brought to you by Korn Ferry
Losing control of your jobs? Learn about a new approach for job architecture that uses AI to dramatically speed the design and levelling of work, simultaneously identifying the capabilities, traits and drivers people need to be successful in those roles. The KF Digital platform introduces a game changing technology that unites the HR function through a unifying 'language of talent' -- connecting jobs to pay and across the full talent life cycle. In this session we will demonstrate how to drive better efficiency and alignment in your people strategy through a fully integrated KF Digital platform.



TechDemo: Connecting People to Your Company Through Recognition


Brought to you by Inspirus
Inspirus strives to bring joy to work, one experience at a time, through our people, our solutions and services. Our goal is to help people feel like they belong, fostering connections between the individual and the rest of the organization. This session highlights the benefits of recognition in the workforce and how it builds a strong sense of belonging among employees. The Inspirus Connects software fosters a sense of belonging and purpose by encouraging employees to connect with one another, and recognize achievements, contributions, and life events. Join us to learn about the Inspirus Connects global employee engagement software.

  2:00PM-2:30PM

Simple Shifts for Radical Results: Leveraging the Power of Habit


Forty percent of human behavior is habitual. We do much without conscious thought. How you roll out of bed, get to work, interact with others, and retire for the day, for example, are routines you likely engage in without thinking. And while some of your routines, or habits, may serve you well, many do not. You can learn to harness the power of habit to generate exponential results in life and work. Emily Gregory will share how building good habits is about skill, not will. Learn how to hack your habits, for increased adaptability and agility and learn how to make new behaviors easy and motivating.


  2:00PM-3:00PM

Beyond Pay: The Expanding Oversight Responsibilities for the Compensation Committee


Boards and business leaders have a new market imperative to connect human capital management (HCM) and sustainable financial performance created by the aligned interests of investors, consumers and talent. Part of this landmark shift is a greater focus on Environmental, Social and Governance (ESG), particularly HCM, a key piece of the Social ("S"). These new drivers are expanding the board's oversight of HCM with key questions on how the board can best fulfil oversight responsibilities. This interactive panel discussion will provide executive compensation professionals with real examples of these emerging topics in practice. You'll leave knowing what it means for compensation committees and the implications for Total Rewards professionals as they interact with their compensation committees.




Do Your People "Get It"?


You spend a tremendous amount of time and energy designing your comp programs, but do your people know it? How can you get employees, managers, and leaders aligned and talking about pay in a strategic, consistent way? This interactive session will cover: 1)How to help your pay philosophy come to life; 2) Tying pay to your EVP; and 3) What works when communicating total rewards.




Guess Who's Coming to Work Now? Supporting Employees During Rapid Change


Most employers now recognize that the experiences employees bring with them each day affect their performance at work. However, employees' needs and perceptions are changing at a rapid pace -- rendering yesterday's talent strategies obsolete.This session will explore five transformative shifts in how employees view themselves, their employers, and their jobs, and unpack the implications for HR. Attendees will gain insight into: 1) leveraging benefits data and employee feedback to uncover changing expectations; 2) best practices for employee-centric communications, personalized by life and career stage; and 3) skills required of modern HR teams to anticipate and respond to evolving workforce needs.




How Johnson & Johnson Created a Sales Comp Center of Excellence


Unlock the full potential of your sales compensation expertise with a Center of Excellence (CoE). Disseminate best practices to elevate your sales compensation practice, influence the business, and drive bottom-line results. We'll discuss why, when, and how to design and implement a Sales Compensation CoE. We'll share our experience designing, launching, and scaling at Johnson & Johnson, including the primary forces driving CoE creation and the specific benefits companies reap from their effective use. Attendees will walk away knowing the first steps to design a Sales Compensation CoE and the three key pitfalls to avoid.




How to Disrupt and Not Get Fired


Ricky Turner spent the majority of his career as a force for cultural change in organizations. Although he has several successes to show for his efforts, it hasn't always been easy. He will share his inside knowledge on how to lay the groundwork for change: pick your battles and follow through on your plan to spark lasting change in your organization. Along the way, he will tell stories of his battles for change won and lost and how he kept his sanity through it all. Learn what it takes to be disruptive, how to pick your battles, how to cultivate the right moment for change and how to follow through on your disruption.




Innovation and Continuous Improvement in Compensation Design


Brought to you by PeopleFluent

Organizations risk misspending billions of dollars every year without materially affecting business results in a meaningful way. As companies move away from ratings-based performance reviews, compensation departments are looking at how to implement design strategies that are a departure from the merit matrix and other traditional pay-for-performance programs. The move to a "Best Fit Over Best Practice" perspective is encouraging the compensation function to innovate on program designs. Stephen Bruce discusses building a structured compensation process leveraging multi-variant analyses, comparison groups and advanced calculations to foster innovation, reduce adverse impact and drive positive business results. You'll hear about measurement strategies to gauge the impact of modifying specific compensation program design elements and gain the knowledge to develop a business case for change and positioning with key internal stakeholders.




Optimizing Job Architecture Using Deloitte's 2020 Global Job Architecture Practices Survey


Do You Ever Wonder ... What are the benefits of revamping job architecture? Do high technology companies have flatter job structures? Is a VP higher than a "Head of"? How is the marketplace addressing dual career paths? How many management levels do companies typically use? What are the most frequently used job evaluation factors? These are a few of the questions addressed in Deloitte Consulting's 2020 Global Job Architecture Practices Survey. Attendees will learn how their current job architecture compares to market practices and hear "stories from the field" shared by global rewards executives from Fresenius Medical Care and Mondelez International.




Reward and Talent Management Differentiators that Drive Organization Transformation


How do organizations reinvent themselves in order to stay relevant, competitive, and high-performing in the face of rapid change? This session will identify the talent management and reward differentiators that support organizations growing in their transformational journeys. What is the role of financial and non-financial rewards? A recent survey of 245 public organizations identified factors that are related to recent organizational transformation and financial performance. This session will provide participants an empirical look into the journey of transformational companies and suggestions about how human resource management can contribute towards making transformations financially successful.




Solving for the Pay Gap: A Best-in-Class Approach


We hear the term pay equity often -- in the media, among friends and family, within organizations -- but are we all talking about the same thing? The answer is a resounding 'no.' How, then, can organizations be expected to identify and resolve pay inequities? This session defines the pay gap -- and separates that gap into its "explained" and "unexplained" components. Referencing Mercer research and real-world cases, Alex Grecu and his colleagues will explain how to address these equally important, but different, aspects of the pay gap. To address the explained pay gap, presenters will do a deep dive into analyses an organization can undertake to increase the representation of women and minorities in higher-paying roles. To address the unexplained pay gap, presenters will share a best in class approach for estimating an organization's unexplained pay gap and developing a remediation strategy that aligns with an organization's pay equity objectives and budget constraints.




Source Health Care Internationally


This session will focus on the challenges of obtaining quality health care at reasonable fees outside of the United States. The speakers will focus on disparate medical systems, cultural differences in the practice of medicine, sourcing medical providers, obtaining medications internationally, billing and reimbursement issues, along with ways to avoid fraud, waste and abuse. Solutions to such obstacles confronting local nationals, expatriates and business travelers will be proposed, along with new technologies designed to make the health-care experience "like home."




Total Rewards Lab: Liquid Organizations -- Transforming Rewards


If you have ever heated an ice cube, you will know that the particles of ice begin to vibrate faster and faster until they break free and the cube melts. You witnessed a change of state. Today, the business environment is heating up and companies need to move faster to respond to technological disruptions, demographics challenges and other changes. Some organizations have adapted by transforming from a "solid" state to a more "liquid" one. This session answers key questions: 1) What is a liquid organization? 2) How can your rewards strategy help you to manage these changes more effectively? 3) How can the rewards team become a strategic partner to the business in a liquid organization? You will learn the keys to making liquid organizations work, by discussing real client cases we have worked on, the successes and lessons learned, as well as current trends.


  3:00PM-3:15PM

Networking Break


  3:15PM-3:45PM

Build Trust. Encourage Curiosity. And Everyone Wins.


The power and importance of emotional intelligence (EI)  in business has long been understated and misunderstood. For decades, businesses have been throwing money at the issue, aiming to strengthen EI as a strategy to drive loyalty, performance and profitability. It has not worked in the past, but that is changing. In this session, Matt Frost, a UK-based employee communications strategist, will share real-life examples of how emotion and employee-centric thinking have transformed cultures and successfully attained loyalty, performance and profitability. He'll demonstrate why more emotion in business is needed, because of the ROI it brings, and show how to build trust and encourage employee curiosity through leadership, management behaviors and internal communication.


  3:15PM-4:15PM

Delivering World-Class Total Rewards Training to an International Workforce


Novo Nordisk leads the fight against diabetes. Naturally, our dedicated pharma professionals deserve consistent, high-quality Total Rewards support across the world. How did we create a dispersed, high-quality team? Learn how we leveraged WorldatWork's intellectual capital to create a bespoke Total Rewards Academy, requiring just three intensive weeks of multi-channel learning and team bonding to create an international cadre of 50 super-professionals. Our program's success means that Total Rewards Academy 2 is already underway -- now a consortium of global companies enabling their Total Rewards professionals to learn and network together.




Employer Reactions to the Aging of the Workforce: What Should You Be Thinking About?


NC State University researchers will share their research in this highly interactive session about the actions that employers are taking to respond to an aging workforce. The session will assist practitioners to prepare for this dynamic and to potentially maximize the opportunity to manage the risks. The workshop will use polling technology to solicit audience input and then share that data with you in real time during the session for an exciting benchmarking experience. The session will stimulate your thinking for both the design of new Total Reward programs and the benchmarking of your current programs.




EVA - What It Is and How It Can Be Used to Measure Company Performance


ISS Corporate Solutions has announced that it will be utilizing EVA, or Economic Value Add, as one of the methods with which it will assess corporate performance when considering Say on Pay recommendations. Linda McNally, along with ISS's Roy Saliba, will discuss what EVA is, how it differs from more traditional performance metrics, how it adds to the performance discussion, how to best leverage it in executive compensation decisions, and how ISS will be using EVA in its Say on Pay recommendations.




Sales Comp Dropped on Your Plate? Now What?


Perhaps you are a CHRO and your Compensation Committee Chair is asking you questions about sales compensation. Or are you the Global Head of Total Rewards who suddenly has inherited accountability for hundreds of sales compensation plans? This scenario keeps playing out as sales compensation governance matures, and HR becomes embedded in sales compensation. Part briefing and part facilitated discussion, Darren Tse and a panel of experts will help you 1) understand how sales compensation is different from executive or broad-based compensation; 2) get familiar with key concepts and trends; 3) learn how HR can ensure a seat at the sales compensation table; and 4) identify sales compensation issues




Sleep -- The New Superpower


Restful sleep is vital to our health, but poor sleep remains a BIG issue in America. Poor sleep affects approximately 70% of the population and has been proven to be a major contributing factor to poor health, increased accident rates and a reduced quality of life. Recent studies in neuroscience have concluded that the single most important factor in maintaining a healthy brain and body as we age is getting enough restful sleep. Insufficient sleep can also lead to excessive daytime sleepiness, which negatively affects concentration, work performance, occupational safety, and social interactions. Attendees will discover strategies for screening all employees regularly to detect sleep issues and latent sleep disorders, including sleep apnea. Also, learn strategies for engaging, educating, and motivating employees to pay attention to their sleep health and the symptoms of fatigue.




The NSA's Inroads into Salary Metrics


In support of its increasing reliance on a differentiated workforce investment model, when faced with improving the precision of predicting labor market movement, the National Security Agency determined that no survey provider offered data at the level of specificity or reliability necessary. The Agency undertook the challenge of developing a methodology to better reflect the market movement of salaries by discipline, domain or function - and successfully persuaded a survey firm to incorporate this metric into its survey data portfolio. Hear a recap of current salary survey products and the improvements possible when end-users and survey providers join forces to develop more predictive survey data.




Total Rewards Lab: This or That -- Offering a Choice in Long-Term Investments


Who doesn't love a choice? Would you go to a restaurant with only one menu item? Shop at a store with only one pair of pants? Why should the equity compensation component of Total Rewards be different? Empowering employees to select the makeup of their long-term incentive plans can be a great idea, but only for the well informed! When done right, employee equity choice plans can provide a new twist on an old favorite. Join this panel to explore the growing trend of offering choice, meeting the need for increased education and modeling tools and mitigating the accompanying risks.




Unlocking the Value of Skills: What Skills Can Do For You


Everybody is talking about skills. You can't open an HR journal or business magazine without seeing skills of the future, critical skills or power skills referenced. But what does it mean and does every company get the same value from a focus on skills? This session will share how a focus on skills can help companies in significantly different ways. During this interactive session, the presenters will poll the audience to learn how they define skills and the use-cases for skills within their organization. The presenters will highlight use-cases for skills frameworks to meet attendees' unique set of priorities.




Worker Well-Being


Amidst the fierce war for top talent in today's economy, there is a shift in thinking to what Deloitte calls the "social enterprise." A social enterprise is an organization whose mission combines revenue growth and profit-making with the need to respect and support its environment and stakeholder network. Organizations are investing in well-being as both a social responsibility and talent strategy. In addition to the goal of having a high-performing, productive workforce, organizations are recognizing that there are social imperatives to having a forward-thinking well-being program. Investing in well-being addresses what workers value across dimensions of the workforce experience and their own personal needs. In this session, you will learn keys to creating a well-being approach that meets the evolving and diverse needs of your workforce.


  4:00PM-5:30PM

Reception


Join this fun networking event where you can choose to plant and design your very own exotic succulent terrarium or paint a work of art while enjoying food and drinks with fellow attendees.



Tech Demo Sessions


Experience the latest technology solutions brought to you by solutions providers on the cutting-edge of Total Rewards technology.

  11:00AM-12:00PM

Special Compensation During a Transition: Does It Seal the Deal?


Anyone in HR who has worked on an M&A project knows that acquisitions and mergers are often packed with special compensation deals. Whether it's one-off contract terms, enhanced severance, accelerated payments or pay-to-stay retention bonuses, the reasonableness and effectiveness of these arrangements can be difficult to measure. Plus, employees who work behind the scenes on the deal while also keeping their day jobs frequently see all these special deals and ask, "What's in it for me?" To help address these challenges, Willis Towers Watson produced three surveys of clients to determine what types of special M&A compensation are most common and what designs are most effective to retain and motivate key staff at both the acquired company and the acquirer. There will be an in-depth discussion of how Nielsen has approached the issue of special compensation arrangements, both for recent acquisitions and its planned 2020 split into two independently traded public companies.




Total Rewards Lab: Structuring Intern Compensation Strategies that Pay Off


As Generation Z breaks into the workforce, employers are implementing high quality intern programs to attract and retain the market's newest and eager talent. This can create a competitive advantage for companies seeking to develop their next generation of leaders. Our panel will touch on key areas where human resources can leverage compensation and perquisites to attract interns, convert them to employees upon graduation, and get ahead in the increasingly competitive labor market. Attendees will hear first-hand program details from industry-leading companies Google and Merck and will see results from a newly released survey that provides up-to-date market data showing how their peers are capturing and retaining the next generation workforce.


  2:00PM-3:00PM

Do Your People "Get It"?


You spend a tremendous amount of time and energy designing your comp programs, but do your people know it? How can you get employees, managers, and leaders aligned and talking about pay in a strategic, consistent way? This interactive session will cover: 1)How to help your pay philosophy come to life; 2) Tying pay to your EVP; and 3) What works when communicating total rewards.




Innovation and Continuous Improvement in Compensation Design


Brought to you by PeopleFluent

Organizations risk misspending billions of dollars every year without materially affecting business results in a meaningful way. As companies move away from ratings-based performance reviews, compensation departments are looking at how to implement design strategies that are a departure from the merit matrix and other traditional pay-for-performance programs. The move to a "Best Fit Over Best Practice" perspective is encouraging the compensation function to innovate on program designs. Stephen Bruce discusses building a structured compensation process leveraging multi-variant analyses, comparison groups and advanced calculations to foster innovation, reduce adverse impact and drive positive business results. You'll hear about measurement strategies to gauge the impact of modifying specific compensation program design elements and gain the knowledge to develop a business case for change and positioning with key internal stakeholders.




Optimizing Job Architecture Using Deloitte's 2020 Global Job Architecture Practices Survey


Do You Ever Wonder ... What are the benefits of revamping job architecture? Do high technology companies have flatter job structures? Is a VP higher than a "Head of"? How is the marketplace addressing dual career paths? How many management levels do companies typically use? What are the most frequently used job evaluation factors? These are a few of the questions addressed in Deloitte Consulting's 2020 Global Job Architecture Practices Survey. Attendees will learn how their current job architecture compares to market practices and hear "stories from the field" shared by global rewards executives from Fresenius Medical Care and Mondelez International.


  3:15PM-4:15PM

The NSA's Inroads into Salary Metrics


In support of its increasing reliance on a differentiated workforce investment model, when faced with improving the precision of predicting labor market movement, the National Security Agency determined that no survey provider offered data at the level of specificity or reliability necessary. The Agency undertook the challenge of developing a methodology to better reflect the market movement of salaries by discipline, domain or function - and successfully persuaded a survey firm to incorporate this metric into its survey data portfolio. Hear a recap of current salary survey products and the improvements possible when end-users and survey providers join forces to develop more predictive survey data.




Total Rewards Lab: This or That -- Offering a Choice in Long-Term Investments


Who doesn't love a choice? Would you go to a restaurant with only one menu item? Shop at a store with only one pair of pants? Why should the equity compensation component of Total Rewards be different? Empowering employees to select the makeup of their long-term incentive plans can be a great idea, but only for the well informed! When done right, employee equity choice plans can provide a new twist on an old favorite. Join this panel to explore the growing trend of offering choice, meeting the need for increased education and modeling tools and mitigating the accompanying risks.


  11:00AM-12:00PM

Equity Plan Design in the Face of Market Uncertainty


As we enter into the traditional plan design season for long-term incentives, does the prospect of a market correction or recession weigh on your mind? Certain vehicles such as stock options are less than ideal when facing this uncertainty. Market uncertainty can greatly affect these types of awards, and companies that fail to account for market uncertainty may find themselves facing a failure of alignment between their stock's performance and the long-term incentive awards ultimately earned. Fortunately, there are best practices in plan design that companies can incorporate when faced with market uncertainty. The presenters will discuss these practices and how they can make your plan design robust in the face of turbulent stock markets.


  2:00PM-3:00PM

Beyond Pay: The Expanding Oversight Responsibilities for the Compensation Committee


Boards and business leaders have a new market imperative to connect human capital management (HCM) and sustainable financial performance created by the aligned interests of investors, consumers and talent. Part of this landmark shift is a greater focus on Environmental, Social and Governance (ESG), particularly HCM, a key piece of the Social ("S"). These new drivers are expanding the board's oversight of HCM with key questions on how the board can best fulfil oversight responsibilities. This interactive panel discussion will provide executive compensation professionals with real examples of these emerging topics in practice. You'll leave knowing what it means for compensation committees and the implications for Total Rewards professionals as they interact with their compensation committees.


  3:15PM-4:15PM

EVA - What It Is and How It Can Be Used to Measure Company Performance


ISS Corporate Solutions has announced that it will be utilizing EVA, or Economic Value Add, as one of the methods with which it will assess corporate performance when considering Say on Pay recommendations. Linda McNally, along with ISS's Roy Saliba, will discuss what EVA is, how it differs from more traditional performance metrics, how it adds to the performance discussion, how to best leverage it in executive compensation decisions, and how ISS will be using EVA in its Say on Pay recommendations.


  11:00AM-12:00PM

The Future of the 'Future of Work'


You've identified which business trends and technologies will have significant impact on your workforce. You know which "jobs" you'll need fewer people doing, and which jobs you'll need more people doing. Now what? Learn how a combination of technology-driven insights and people-centered solutions are driving changes in the world of work. The presenters will share how the insights from Faethm translate into solutions for organizations by sharing cases of work with a range of industries. Hear how a domestic bank and a global fintech organization mapped insights to their job architecture to facilitate impact assessment and develop reskilling initiatives.




Why Engaging an Offline Population Leads to Organizational Wins


Brought to you by Achievers

Putting employee engagement at the center is crucial to your business's growth strategy. Learn how to leverage employee recognition to engage employees, motivate them to uphold company values, boost overall performance, and deliver first-rate customer service, plus: 1) How employee engagement drives bottom-line growth; 2) Simple ways to reach offline employees and track their engagement in real time; 3) Three best practices to architect and maintain an effective engagement program; and 4) How Coborns used employee recognition to drive engagement, impact turnover, and elevate its employer brand


  2:00PM-3:00PM

How to Disrupt and Not Get Fired


Ricky Turner spent the majority of his career as a force for cultural change in organizations. Although he has several successes to show for his efforts, it hasn't always been easy. He will share his inside knowledge on how to lay the groundwork for change: pick your battles and follow through on your plan to spark lasting change in your organization. Along the way, he will tell stories of his battles for change won and lost and how he kept his sanity through it all. Learn what it takes to be disruptive, how to pick your battles, how to cultivate the right moment for change and how to follow through on your disruption.




Total Rewards Lab: Liquid Organizations -- Transforming Rewards


If you have ever heated an ice cube, you will know that the particles of ice begin to vibrate faster and faster until they break free and the cube melts. You witnessed a change of state. Today, the business environment is heating up and companies need to move faster to respond to technological disruptions, demographics challenges and other changes. Some organizations have adapted by transforming from a "solid" state to a more "liquid" one. This session answers key questions: 1) What is a liquid organization? 2) How can your rewards strategy help you to manage these changes more effectively? 3) How can the rewards team become a strategic partner to the business in a liquid organization? You will learn the keys to making liquid organizations work, by discussing real client cases we have worked on, the successes and lessons learned, as well as current trends.


  3:15PM-3:45PM

Build Trust. Encourage Curiosity. And Everyone Wins.


The power and importance of emotional intelligence (EI)  in business has long been understated and misunderstood. For decades, businesses have been throwing money at the issue, aiming to strengthen EI as a strategy to drive loyalty, performance and profitability. It has not worked in the past, but that is changing. In this session, Matt Frost, a UK-based employee communications strategist, will share real-life examples of how emotion and employee-centric thinking have transformed cultures and successfully attained loyalty, performance and profitability. He'll demonstrate why more emotion in business is needed, because of the ROI it brings, and show how to build trust and encourage employee curiosity through leadership, management behaviors and internal communication.


  3:15PM-4:15PM

Unlocking the Value of Skills: What Skills Can Do For You


Everybody is talking about skills. You can't open an HR journal or business magazine without seeing skills of the future, critical skills or power skills referenced. But what does it mean and does every company get the same value from a focus on skills? This session will share how a focus on skills can help companies in significantly different ways. During this interactive session, the presenters will poll the audience to learn how they define skills and the use-cases for skills within their organization. The presenters will highlight use-cases for skills frameworks to meet attendees' unique set of priorities.


  11:00AM-12:00PM

An All-Female Pay Panel: "Women-splaining" Pay Equity


An all-female, multidisciplinary expert panel will share their perspectives on pay equity, the pay gap, and the glass ceiling. The panel will discuss the relationship between pay equity, pay parity, and the glass ceiling; the pay adjustment process in light of identified pay disparities; and policy changes that may be required. The panel will focus on the implications of undergoing such studies, including important considerations before beginning the project and an understanding of what may be required in response to the findings.The discussion will emphasize what is practical to implement for organizations in influencing impactful change.


  2:00PM-3:00PM

Solving for the Pay Gap: A Best-in-Class Approach


We hear the term pay equity often -- in the media, among friends and family, within organizations -- but are we all talking about the same thing? The answer is a resounding 'no.' How, then, can organizations be expected to identify and resolve pay inequities? This session defines the pay gap -- and separates that gap into its "explained" and "unexplained" components. Referencing Mercer research and real-world cases, Alex Grecu and his colleagues will explain how to address these equally important, but different, aspects of the pay gap. To address the explained pay gap, presenters will do a deep dive into analyses an organization can undertake to increase the representation of women and minorities in higher-paying roles. To address the unexplained pay gap, presenters will share a best in class approach for estimating an organization's unexplained pay gap and developing a remediation strategy that aligns with an organization's pay equity objectives and budget constraints.


  11:00AM-12:00PM

A Compensation Plan Design Story, Creating a Growth Mindset in Retail


Struggling with how to create a growth mindset in your organization? Let me tell you a story. There once was a retail company that has dealt with rising minimum wage rates, increased competition for talent, and a shift to online sales. These circumstances required a rapid and innovative approach to motivate and retain in-store sellers. This story begins when the need for change was first identified, tells the tale of the steps that addressed that need, and impact of the work. Like all stories, there were hardships encountered, lessons learned, and heroes along the way. You will leave with five tangible tips that will benefit any organization venturing down a similar path.


  2:00PM-3:00PM

How Johnson & Johnson Created a Sales Comp Center of Excellence


Unlock the full potential of your sales compensation expertise with a Center of Excellence (CoE). Disseminate best practices to elevate your sales compensation practice, influence the business, and drive bottom-line results. We'll discuss why, when, and how to design and implement a Sales Compensation CoE. We'll share our experience designing, launching, and scaling at Johnson & Johnson, including the primary forces driving CoE creation and the specific benefits companies reap from their effective use. Attendees will walk away knowing the first steps to design a Sales Compensation CoE and the three key pitfalls to avoid.


  3:15PM-4:15PM

Sales Comp Dropped on Your Plate? Now What?


Perhaps you are a CHRO and your Compensation Committee Chair is asking you questions about sales compensation. Or are you the Global Head of Total Rewards who suddenly has inherited accountability for hundreds of sales compensation plans? This scenario keeps playing out as sales compensation governance matures, and HR becomes embedded in sales compensation. Part briefing and part facilitated discussion, Darren Tse and a panel of experts will help you 1) understand how sales compensation is different from executive or broad-based compensation; 2) get familiar with key concepts and trends; 3) learn how HR can ensure a seat at the sales compensation table; and 4) identify sales compensation issues


  11:00AM-12:00PM

Attracting Tech Talent Across Industry Lines


In the digital age, industry lines are blurring rapidly, forcing companies in every sector to compete for a finite group of critical technical, creative and business talent. Smart companies understand that attracting and retaining technology talent means offering compelling work and career paths that resonate with employees. They also realize new types of talent may have expectations for Total Rewards that are different than the types of rewards they currently provide. In this session, attendees will hear from leading experts who have worked with a variety of companies in helping transform their talent and rewards strategies to compete in the digital age. The session will present case studies and findings from new surveys and research by Aon. You'll leave with actionable insights to create and implement a strategy for addressing the unique cultural needs of technology talent that attendees can take back to their organizations.


  2:00PM-3:00PM

Reward and Talent Management Differentiators that Drive Organization Transformation


How do organizations reinvent themselves in order to stay relevant, competitive, and high-performing in the face of rapid change? This session will identify the talent management and reward differentiators that support organizations growing in their transformational journeys. What is the role of financial and non-financial rewards? A recent survey of 245 public organizations identified factors that are related to recent organizational transformation and financial performance. This session will provide participants an empirical look into the journey of transformational companies and suggestions about how human resource management can contribute towards making transformations financially successful.


  3:15PM-4:15PM

Employer Reactions to the Aging of the Workforce: What Should You Be Thinking About?


NC State University researchers will share their research in this highly interactive session about the actions that employers are taking to respond to an aging workforce. The session will assist practitioners to prepare for this dynamic and to potentially maximize the opportunity to manage the risks. The workshop will use polling technology to solicit audience input and then share that data with you in real time during the session for an exciting benchmarking experience. The session will stimulate your thinking for both the design of new Total Reward programs and the benchmarking of your current programs.


  11:00AM-12:00PM

Rethinking Open Enrollment: Why Disrupting Your Benefits Strategy Could Boost Your Bottom Line


For benefits professionals and employees alike, nothing conjures up feelings of anxiety quite like open enrollment. According to VSP Vision, 33% of employees cited "annoyance" or "dread" as the primary emotions they associate with open enrollment. What's more, 31% of employees give their employer grades of "C" or lower for their open enrollment experiences. The message is clear: We need to rethink the open enrollment model. In this presentation, Aura's CPO, Jeanne Gray, will discuss the challenges that traditional open enrollment models pose - and the need for disruption. She'll use real-life examples to illustrate how a phased approach that bundles benefits according to life events, supporting improved education and increased employee adoption.




The Well-Being Program Heard 'Round the World


AECOM introduced a wellness program for U.S. employees nearly 10 years ago. At AECOM, health care costs for those who complete wellness activities tend to be about 20 percent less compared to those who do not. In 2018, employees who participated had a better understanding of their health status and saved up to $1,440 on their medical coverage costs. The program is now global, reaching a workforce of 87,000. Attendees to the session will learn about messaging used, how social media played a role and get a chance to spin the AECOM "wellness wheel." Bernie Knobbe will also engage attendees with ideas to ponder, and the chance to experience many components introduced to AECOM employees around the world. You'll leave with insights into overcoming several common challenges including tight timeframes, logistics, translating concepts globally and busy employees to yield extraordinary learning and engagement.


  2:00PM-3:00PM

Guess Who's Coming to Work Now? Supporting Employees During Rapid Change


Most employers now recognize that the experiences employees bring with them each day affect their performance at work. However, employees' needs and perceptions are changing at a rapid pace -- rendering yesterday's talent strategies obsolete.This session will explore five transformative shifts in how employees view themselves, their employers, and their jobs, and unpack the implications for HR. Attendees will gain insight into: 1) leveraging benefits data and employee feedback to uncover changing expectations; 2) best practices for employee-centric communications, personalized by life and career stage; and 3) skills required of modern HR teams to anticipate and respond to evolving workforce needs.




Source Health Care Internationally


This session will focus on the challenges of obtaining quality health care at reasonable fees outside of the United States. The speakers will focus on disparate medical systems, cultural differences in the practice of medicine, sourcing medical providers, obtaining medications internationally, billing and reimbursement issues, along with ways to avoid fraud, waste and abuse. Solutions to such obstacles confronting local nationals, expatriates and business travelers will be proposed, along with new technologies designed to make the health-care experience "like home."


  3:15PM-4:15PM

Sleep -- The New Superpower


Restful sleep is vital to our health, but poor sleep remains a BIG issue in America. Poor sleep affects approximately 70% of the population and has been proven to be a major contributing factor to poor health, increased accident rates and a reduced quality of life. Recent studies in neuroscience have concluded that the single most important factor in maintaining a healthy brain and body as we age is getting enough restful sleep. Insufficient sleep can also lead to excessive daytime sleepiness, which negatively affects concentration, work performance, occupational safety, and social interactions. Attendees will discover strategies for screening all employees regularly to detect sleep issues and latent sleep disorders, including sleep apnea. Also, learn strategies for engaging, educating, and motivating employees to pay attention to their sleep health and the symptoms of fatigue.




Worker Well-Being


Amidst the fierce war for top talent in today's economy, there is a shift in thinking to what Deloitte calls the "social enterprise." A social enterprise is an organization whose mission combines revenue growth and profit-making with the need to respect and support its environment and stakeholder network. Organizations are investing in well-being as both a social responsibility and talent strategy. In addition to the goal of having a high-performing, productive workforce, organizations are recognizing that there are social imperatives to having a forward-thinking well-being program. Investing in well-being addresses what workers value across dimensions of the workforce experience and their own personal needs. In this session, you will learn keys to creating a well-being approach that meets the evolving and diverse needs of your workforce.


  11:00AM-12:00PM

Impediments to Being an Effective Executive Comp Practitioner


It can be lonely to be an executive compensation practitioner. The stakes are high and the landmines are prevalent, both technically and interpersonally. Join facilitated table conversations to share experiences about the human side of executive compensation -- building teams, developing cross-functional partners, managing lifestyles and influencing outcomes. This session will allow participants to discuss with peers some of the impediments they face and strategies to overcome them.

  2:00PM-2:30PM

Simple Shifts for Radical Results: Leveraging the Power of Habit


Forty percent of human behavior is habitual. We do much without conscious thought. How you roll out of bed, get to work, interact with others, and retire for the day, for example, are routines you likely engage in without thinking. And while some of your routines, or habits, may serve you well, many do not. You can learn to harness the power of habit to generate exponential results in life and work. Emily Gregory will share how building good habits is about skill, not will. Learn how to hack your habits, for increased adaptability and agility and learn how to make new behaviors easy and motivating.


  3:15PM-4:15PM

Delivering World-Class Total Rewards Training to an International Workforce


Novo Nordisk leads the fight against diabetes. Naturally, our dedicated pharma professionals deserve consistent, high-quality Total Rewards support across the world. How did we create a dispersed, high-quality team? Learn how we leveraged WorldatWork's intellectual capital to create a bespoke Total Rewards Academy, requiring just three intensive weeks of multi-channel learning and team bonding to create an international cadre of 50 super-professionals. Our program's success means that Total Rewards Academy 2 is already underway -- now a consortium of global companies enabling their Total Rewards professionals to learn and network together.

Wednesday, Jun 10, 2020


  7:00AM-8:00AM

Fun Fitness


Kick-start your day with a fun fitness activity that will boost your energy and put a smile on your face.

  7:30AM-9:00AM

Breakfast


Fuel up before giving back with a delicious continental breakfast.

  9:15AM-10:30AM

WorldatWork Gives: Feed My Starving Children


Take a break at conference, connect with colleagues, while doing good! This year, WorldatWork is teaming up with Feed My Starving Children and together we'll pack nutritious MannaPack™ meals designed to assist in reversing and preventing undernutrition -- for children in need all around the world. There's a team-building element (yes, a little competition is involved), with high-energy music for motivation, to make us especially productive -- and to have a little fun.

  10:30AM-10:45AM

Networking Break


  10:45AM-11:15AM

Fishes and Ponds - My Experiences at Pepsi, Apple and Allbirds


Evan Salisbury will share how leading initiatives on pay equity, benefits captives, ESPP design, and stock plan design at companies like Pepsi and Apple compare to his experience around program design and priorities at a series C startup, Allbirds, where Evan is launching a Total Rewards function.


  10:45AM-11:45AM

All In: Allina Health's Total Rewards Journey


Amid a drastically changing industry landscape, Allina Health is reshaping its employee experience. After applying an internal lens to its strong external brand, Allina Health is redefining the value of its Total Rewards programs to better align with its business strategy of Whole Person Care. Attendees will learn what is required to 1) calculate the ROI of current and hypothetical Total Rewards portfolios; 2) shape a Total Rewards Strategy and guiding principles; 3) build a multi-year roadmap; 4) revamp health and well-being benefits; and 5) design and implement a Total Rewards brand and strategically aligned messaging




BlueCross BlueShield of Western NY's Total Rewards Transformation


Buffalo is reinventing itself and developing new opportunities for industry in the region. This has created a hot market for talent in a city where employees once felt lucky just to have a job. Employers must now compete for talent with a new approach. BlueCross BlueShield of Western New York has reimagined our traditional rewards programs to attract and retain the talent vital to our strategy. We have re-defined our compensation philosophy, introduced new thinking to our leaders around pay strategy, pay differentiation, and decision making; overcome technology and legacy hurdles; and are now communicating rewards to successfully engage talent. Come learn about our journey from a legacy model to a modern compensation philosophy.




Differentiating and Paying for Performance at Novo Nordisk


Going to ratingless reviews in 2019 presented many challenges for Novo Nordisk, which uses bonuses as a key pillar of compensation. It became imperative that managers are well-equipped for the transformation to help ensure rewards are distributed based on meritocracy. Managers have a significant role to play in differentiation but face a natural challenge between their pay decisions and how the outcome is perceived by employees. Leaders with the multinational pharmaceutical company will share  practical challenges they faced making differentiation work where no performance ratings exist.




Honk for Sales Compensation! Role-Playing Training for Sales Comp Beginners


Participants will get to test-drive sales compensation concepts and their practical use. After attending this session, attendees should have a general exposure to common challenges and questions that come up with sales compensation, gain a feel/flavor for having those discussions and be able to confidently approach managers to engage with them on their sales challenges.




Motivate the Forgotten Middle: Engaging Your Middle Performers


In focusing on ways to elevate low performers and retain top performers, companies often forget about their average performing employees, or the "middle," which can constitute 60-70% of the workforce. Though these employees are delivering good work, they rarely get the same attention as their better (or worse) performing counterparts and, as a result, are at risk of disengaging from and/or leaving their jobs. While skills training can equip employees to improve productivity and quality of work, a lack of commitment to an organization and its growth can lead to low motivation and high attrition. By encouraging frequent, peer-driven recognition and maintaining an open channel of communication, companies can help employees in the "middle" feel valued and included and lead them to develop a vested interest in the mission and vision of the organization. This panel will address the importance of keeping the "middle" employees engaged and discuss how peer-to-peer recognition is the key. The panelists, who have all seen measurable benefits of a social recognition program at their own companies, will illustrate how they were able to leverage recognition to engage their middle performers and record measurable results.




Pay Equity: What's Behind a Statistically Significant Finding?


Pay equity will continue to be a top priority for companies in this new decade.  Fierce competition for top talent and the ever-expanding complexity and reach of pay equity laws make regular pay equity audits a critical HR tool. In this session, we will discuss the major steps in a pay equity audit: data collection and preparation, statistical analysis, interpreting and understanding the statistical results, and the formulation of action plans from the statistical results. We will also discuss how to leverage your pay equity audits to evaluate your pay practices under federal, state, and international regulations.




Tackling Thorny Exec Comp Onboarding/Exiting Challenges


Managing compensation for senior executives is never easy. It is particularly tricky to set pay levels for executive talent joining from outside the organization or to make pay arrangements for executives as they leave the company. New levels of complexity have been added to onboarding and exiting executive talent due to changes in 162m rules, limitations on asking for salary information from candidates and the increased focus on pay equity. Our panel will provide you with perspective on the evolving best practices for onboarding and exiting executives and share our experiences of potential pitfalls in these sensitive situations.




The ABCs of Designing and Delivering Strategic Benefit Programs


Companies spend a significant portion of their budgets on benefits, but is this money being spent in the most strategic and effective way? Are we truly getting the return on investment that our people and our company deserve? Do our benefits reflect our company's unique mission and culture? In this workshop, Debra Corey will introduce you to the ABC model, a process -- based on strategy, objectives and organization culture -- to help you conduct a strategic review of your benefit programs and take them to the next level. You'll leave the workshop understanding how to design and deliver strategic benefit programs and, as a result, drive company performance and employee engagement. You'll hear real-life stories of what companies are doing to design strategic and innovative benefit programs with effective communication plans to inspire you to do the same at your company.




Total Rewards Lab: The Future of Wellness -- It's Not What You Think


Wellness is not just physical activity and clinical health. Wellness today is the intersection of engagement, recruitment, retention and health. In this session, you will take a journey on how wellness must be reimagined through National Wellness Institute's wellness competency model. Discover from the CEO of the National Wellness Institute about the integration of wellness, health, corporate social responsibility and engagement into your Total Rewards strategy and how to successfully manage all together. You will learn how to measure, manage and drive your initiatives to ensure the highest impact and efficiency possible.


  11:30AM-12:00PM

Grab N Go Lunch


Get your "grab-and-go" lunch and get ready to be inspired by closing keynote speaker, Brooke Shields.

  12:00PM-1:00PM

Closing General Session: A Conversation with Brooke Shields


Brooke Shields
Actress, Model, Author and Advocate

Get to know Brooke Shields -- the actress, model, author and advocate -- who is making a significant impact on workplace well-being. In this fireside chat, Scott Cawood, president and CEO of WorldatWork, will talk with Brooke about her successes in removing the stigmas associated with mental health issues and how her efforts have helped companies prioritize great mental health initiatives at work. Her message is centered on the empowerment of women in the workplace, including the power to be a positive and influential role model for the next generation of leaders.

  10:45AM-11:45AM

BlueCross BlueShield of Western NY's Total Rewards Transformation


Buffalo is reinventing itself and developing new opportunities for industry in the region. This has created a hot market for talent in a city where employees once felt lucky just to have a job. Employers must now compete for talent with a new approach. BlueCross BlueShield of Western New York has reimagined our traditional rewards programs to attract and retain the talent vital to our strategy. We have re-defined our compensation philosophy, introduced new thinking to our leaders around pay strategy, pay differentiation, and decision making; overcome technology and legacy hurdles; and are now communicating rewards to successfully engage talent. Come learn about our journey from a legacy model to a modern compensation philosophy.




Differentiating and Paying for Performance at Novo Nordisk


Going to ratingless reviews in 2019 presented many challenges for Novo Nordisk, which uses bonuses as a key pillar of compensation. It became imperative that managers are well-equipped for the transformation to help ensure rewards are distributed based on meritocracy. Managers have a significant role to play in differentiation but face a natural challenge between their pay decisions and how the outcome is perceived by employees. Leaders with the multinational pharmaceutical company will share  practical challenges they faced making differentiation work where no performance ratings exist.


  10:45AM-11:45AM

Tackling Thorny Exec Comp Onboarding/Exiting Challenges


Managing compensation for senior executives is never easy. It is particularly tricky to set pay levels for executive talent joining from outside the organization or to make pay arrangements for executives as they leave the company. New levels of complexity have been added to onboarding and exiting executive talent due to changes in 162m rules, limitations on asking for salary information from candidates and the increased focus on pay equity. Our panel will provide you with perspective on the evolving best practices for onboarding and exiting executives and share our experiences of potential pitfalls in these sensitive situations.


  10:45AM-11:45AM

Motivate the Forgotten Middle: Engaging Your Middle Performers


In focusing on ways to elevate low performers and retain top performers, companies often forget about their average performing employees, or the "middle," which can constitute 60-70% of the workforce. Though these employees are delivering good work, they rarely get the same attention as their better (or worse) performing counterparts and, as a result, are at risk of disengaging from and/or leaving their jobs. While skills training can equip employees to improve productivity and quality of work, a lack of commitment to an organization and its growth can lead to low motivation and high attrition. By encouraging frequent, peer-driven recognition and maintaining an open channel of communication, companies can help employees in the "middle" feel valued and included and lead them to develop a vested interest in the mission and vision of the organization. This panel will address the importance of keeping the "middle" employees engaged and discuss how peer-to-peer recognition is the key. The panelists, who have all seen measurable benefits of a social recognition program at their own companies, will illustrate how they were able to leverage recognition to engage their middle performers and record measurable results.


  10:45AM-11:45AM

Pay Equity: What's Behind a Statistically Significant Finding?


Pay equity will continue to be a top priority for companies in this new decade.  Fierce competition for top talent and the ever-expanding complexity and reach of pay equity laws make regular pay equity audits a critical HR tool. In this session, we will discuss the major steps in a pay equity audit: data collection and preparation, statistical analysis, interpreting and understanding the statistical results, and the formulation of action plans from the statistical results. We will also discuss how to leverage your pay equity audits to evaluate your pay practices under federal, state, and international regulations.


  10:45AM-11:45AM

Honk for Sales Compensation! Role-Playing Training for Sales Comp Beginners


Participants will get to test-drive sales compensation concepts and their practical use. After attending this session, attendees should have a general exposure to common challenges and questions that come up with sales compensation, gain a feel/flavor for having those discussions and be able to confidently approach managers to engage with them on their sales challenges.


  10:45AM-11:45AM

All In: Allina Health's Total Rewards Journey


Amid a drastically changing industry landscape, Allina Health is reshaping its employee experience. After applying an internal lens to its strong external brand, Allina Health is redefining the value of its Total Rewards programs to better align with its business strategy of Whole Person Care. Attendees will learn what is required to 1) calculate the ROI of current and hypothetical Total Rewards portfolios; 2) shape a Total Rewards Strategy and guiding principles; 3) build a multi-year roadmap; 4) revamp health and well-being benefits; and 5) design and implement a Total Rewards brand and strategically aligned messaging


  10:45AM-11:45AM

The ABCs of Designing and Delivering Strategic Benefit Programs


Companies spend a significant portion of their budgets on benefits, but is this money being spent in the most strategic and effective way? Are we truly getting the return on investment that our people and our company deserve? Do our benefits reflect our company's unique mission and culture? In this workshop, Debra Corey will introduce you to the ABC model, a process -- based on strategy, objectives and organization culture -- to help you conduct a strategic review of your benefit programs and take them to the next level. You'll leave the workshop understanding how to design and deliver strategic benefit programs and, as a result, drive company performance and employee engagement. You'll hear real-life stories of what companies are doing to design strategic and innovative benefit programs with effective communication plans to inspire you to do the same at your company.




Total Rewards Lab: The Future of Wellness -- It's Not What You Think


Wellness is not just physical activity and clinical health. Wellness today is the intersection of engagement, recruitment, retention and health. In this session, you will take a journey on how wellness must be reimagined through National Wellness Institute's wellness competency model. Discover from the CEO of the National Wellness Institute about the integration of wellness, health, corporate social responsibility and engagement into your Total Rewards strategy and how to successfully manage all together. You will learn how to measure, manage and drive your initiatives to ensure the highest impact and efficiency possible.


  10:45AM-11:15AM

Fishes and Ponds - My Experiences at Pepsi, Apple and Allbirds


Evan Salisbury will share how leading initiatives on pay equity, benefits captives, ESPP design, and stock plan design at companies like Pepsi and Apple compare to his experience around program design and priorities at a series C startup, Allbirds, where Evan is launching a Total Rewards function.

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