2018 Tri-State SHRM Conference

Agenda

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  • CHRO
  •  

    Monday, April 30, 2018

    8:45 AM  -  10:30 AM
    Increasing HR’ s Value: The CEO Perspective  (C - CHRO Track)
    Brothertown/Passamaquoddy

    This panel presentation features a provocative and active group discussion by CEOs across organizations of varying sizes and industries who previously led HR. With rarely found, keen HR insight by CEOs, the panelists will share their perspective on how human resources leaders and their efforts can meaningfully elevate value in their organization and among leadership team members. Panelists will focus on their organizational strategy, criticality of culture and HR process within their organizations, and what they see as critical, valuable, and fatal flaws in supporting the CEO and leadership team.

    Participants will gain insights and best in class perspectives to:

    • Advance their credibility with C-Suite executives
    • Enhance their abilities to grasp, prioritize, and balance organizational demands and conflicting priorities faced by their CEO
    • Develop higher impact HR strategies and approaches to elevate HR’s effectiveness.
     Optional 
    10:45 AM  -  12:15 PM
    Artful Negotiation  (C - CHRO Track)
    Brothertown/Passamaquoddy

    The role of Chief Human Resource Officer occupies a unique place in the efficacy of organizational life. As one of the business leaders in an organization, CHROs have the critical role of managing Human Capital. To do this effectively, the CHRO needs to be able to influence a broad range of stakeholders - from Board to CEO to business line leaders. This session is designed to help CHROs develop an enhanced perspective of the skills needed to have a maximum impact on their organizations through artful negotiation.This session will provide CHROs with:

    • Tools to build the necessary credibility and influence that impacts organizational outcomes  
    • Best practices in processes that gain buy-in from key stakeholders and decision makers  
    • Ways to use straight talk to address challenging situations and messages
    Speaker:
     Optional 
    2:00 PM  -  4:30 PM
    Advanced HR and Organization Effectiveness Metrics Part I  (C - CHRO Track)
    Brothertown/Passamaquoddy

    Human resources are a key success driver in almost every organization in the world and yet, HR as a field is still working to justify HR costs, to show its return on investment (ROI), and have a seat at the strategy table. HR has come a long way but, there’s plenty more to be done. Laura’s 2016 SHRM TriState session was heralded by CHROs as their most highly valued session. In 2018, she ’s sharing more advanced expertise in a two-part session. In the first session, participants will learn key elements of HR data and collection and how to design their top HR success measures. A brief homework assignment for the next day’s second session will enable CHROs to apply learnings to their organizational key performance measures. This session will include dynamic lecture, active CHRO engagement, and applied work in small groups.

    Participants will:

    • Determine key HR data to collect and what not to collect
    • Design their top HR success measures
    • Make sense of their data for other constituents to help with decision making
    • Learn how to calculate return on HR investments –“ROHRI”
     Optional 
     

    Tuesday, May 1, 2018

    8:15 AM  -  10:45 AM
    The Chairman's Challenge  (C - CHRO Track)
    Brothertown/Passamaquoddy
    Learn about a CHRO’s HR career and how he was recruited, selected, and entered the role of CEO in 2013 with a surprise welcome... Stu Rosenberg’s amazing organizational transformation journey will be shared, highlighting how his HR background prepared him for success.

    Then, be prepared to work in teams and summon up your strategic headsets as you're challenged to map a successful pathway through significant business obstacles as CEO and supporting CHRO.

    With this successful CEO and his Board Chair, participants will:

    • Grasp the HR competencies which contribute to high CEO success
    • Engage in dynamic business challenges to develop new insights and perspective
    • Create a plan to create greater synergy with their CEO and Board, enhancing personal credibility and value 
    • Have a rare, exceptional, and highly interactive opportunity to test their business savvy as well as strategic and communications acumen in a stimulating and safe environment

     Optional 
    1:45 PM  -  3:15 PM
    Raising the Bar on HR Talent  (C - CHRO Track)
    Brothertown/Passamaquoddy

    Expectations of the HR function continue to evolve, accelerate, and increase significantly. All the while, HR leaders are expected to play a greater strategic role while ensuring that foundational human capital activities and infrastructure are continually improved in efficiency and effectiveness. There’s no question - the bar is being raised on the scope of HR involvement, as well as the impact HR needs to drive with increasing data-driven plans, outcome evaluation, and impact to top and bottom lines.

    In this session, CHROs will:

    • Gain increased clarity on how leaders' expectations of HR will continue to escalate and what’s driving this change
    • Assess their team’s own progress in the context of their peers in the session, identify common hurdles to be overcome, and practical strategies for gaining greater traction
    • Explore best practices to rapidly build HR capacity
    • Develop action plans and steps to meet higher expectations while earning greater credibility and contributing to greater organizational value creation



    Speaker:
     Optional 
    3:30 PM  -  5:00 PM
    Advanced HR and Organization Effectiveness Metrics Part II  (C - CHRO Track)
    Brothertown/Passamaquoddy

    Human resources are a key success driver in almost every organization in the world and yet, HR as a field is still working to justify HR costs, to show its return on investment (ROI), and have a seat at the strategy table.  HR has come a long way but, there’s plenty more to be done.

    Laura’s 2016 SHRM TriState session was heralded by CHROs as their most highly valued session.  In 2018, she’s sharing more advanced expertise in a two-part session.  In the first session, participants will learn key elements of HR data and collection and how to design their top HR success measures.  A brief homework assignment for the next day’s second session will enable CHROs to apply learnings to their organizational key performance measures.  This session will include dynamic lecture, active CHRO engagement, and applied work in small groups.  Participants will:

    • Determine key HR data to collect, and what not to collect
    • Design their top HR success measures
    • Make sense of their data for other constituents to help with decision making
    • Learn how to calculate Return on HR Investment (ROHRI)

     

     Optional 

  • Culture
  •  

    Monday, April 30, 2018

    8:45 AM  -  10:30 AM
    How Culture Impacts Operations  (D - Culture Track)
    Paugussett/Pequot/Nehantic

    “You have to talk about the culture before you can talk about the business.”–Peter Lai

    Every organization has a culture, either by design or by default. The cultural values of an organization have a profound impact on behaviors and expectations at every level of a company.

    Benefits of this session: By critically examining the link between organizational culture and daily operations, companies can better prepare employees to understand and meet the standards of behavior required for success.

    In this session, participants will:

    • Learn the definition of “culture”within the context of business organizations
    • Explore the key characteristics of the four major organizational culture types and see where your organization may be placed in the competitive values framework
    • Discover how and where organizational culture impact your daily operations in areas of daily interaction, including communication, customer service and problem-solving
    • Discuss HR’s role as keeper of an organization's culture
     Optional 
    10:45 AM  -  12:15 PM
    3 Keys for Making Intergenerational Partnerships Work  (D - Culture Track)
    Paugussett/Pequot/Nehantic

    Representing the largest generation in the US labor market, Millennials are joining organizations with the expectation of flexible workdays, meaningful work, shortened tenure and ample leadership opportunities. This wave of work is an often stark difference to older generations’ values and ways of work.

    During this interactive session, participants will explore the 3 Keys to navigating generational differences that, when leveraged, can accelerate individual, team and organizational results.

    Learning outcomes include:

    • Partnership strengthening strategies that consider the intersectionality of generational differences with other differences that make a difference in today’s workplace (race, skin color, religion, disability, nationality, etc.)
    • Tools and strategies that will inspire Millennial leaders.
    • Sponsorship strategies that develop organizational stakeholders of all ages by leveraging the later generations’ wisdom and knowledge while cultivating millennials’ innovation and creativity.
    • Strategies to give and receive solution-focused feedback across generations. 
    Speaker:
     Optional 
    2:00 PM  -  4:30 PM
    Aligning External and Internal Brands: Connecting the Public Face to Inside Organizational Systems  (D - Culture Track)
    Paugussett/Pequot/Nehantic

    Traditionally, organizations have separated the systems and strategies that drive their internal brand and external brand. Talent and leadership development, people processes, organization design and culture have driven internal brands, usually in support of organizational goals and objectives. Conversely, marketing, brand promise and client relationship have spoken to the external audience, including customers and shareholders, in support of profitability. This historical bifurcation has worked reasonably well for years albeit often resulting in an external and internal brand that evolve in separate directions. Today, however, new driving forces are creating the need for better internal and external brand alignment. Social media sites such as Glassdoor and Linked In have brought new levels of transparency to internal brand.

    Further, new generations of consumers are looking for more than just profitability in an external brand, they are also concerned about Purpose and Corporate Social Responsibility. Strategically, an organization's brand should provide a vision that links both to the people systems that drive internal brand and the messaging that drives external brand.

    In this session, participants will explore how organizations can leverage incredible gains by taking a fresh look at connecting internal and external brand.

    Participants will:

    • Learn what drives internal and external brand
    • Explore organizational differences in public perception and internal systems
    • Discuss how the intersection of Corporate & Social Responsibility & People Strategies may be effectively applied within their organization
    • Explore a process and messaging used to engage executives, managers, HR, and staff in connecting the organization's internal and external brand




     Optional 
     

    Tuesday, May 1, 2018

    8:15 AM  -  10:45 AM
    Promises, Commitments & the Dance of Accountability  (D - Culture Track)
    Paugussett/Pequot/Nehantic

    Almost all organizations talk about accountability and its importance, but making it happen proves to be difficult. They spend massive amounts of time and energy defining roles, goals and job descriptions--thinking this will give them a clear picture on who is accountable for what. But daily life in an organization is not black and white...it is changing, dynamic, self-organizing and always evolving. For this reason, most people experience accountability as stepping into the fog.

    But it does not have to be that way.

    In this session, individuals will participate in a fast-paced, fully engaging simulation where survival depends on a team’s ability to organize resources, adapt quickly to change, and contend with competing priorities. This session will simulate the experience of working under the pressure of tight deadlines, where good decisions and appropriate allocation of resources, yield maximum productivity and a culture of accountability. In so doing, participants will explore their underlying assumptions and behaviors regarding accountability through a structured simulation debrief. 

    As takeaways from this session, participants will:

    • Learn how to lead more effectively while balancing the needs of others to achieve organizational results
    • Learn how to think strategically, make quality decisions, and promote collaboration & communication
    • Have fun while learning how to leverage resources and maximize productivity; explore their fears about accountability, including the fear of failure
    • How to manage their own and others’ fears in the workplace; identify specific actions they can take toward raising accountability in complex, changing, and matrixed environments.

    Speaker:
     Optional 
    1:45 PM  -  3:15 PM
    Creating a Culture of Collaborative Conflict  (D - Culture Track)
    Paugussett/Pequot/Nehantic

    Many organizations talk about the competitive advantage of “leveraging differences,” but have not prepared their people to reconcile competing points of view when they arise.  In other organizations, an emphasis on harmony creates an oppressive “niceness” that prevents people from addressing important disagreements.  Collaborative conflict seeks to de-stigmatize differences and disagreements, and position them as necessary, positive conduits for problem solving, innovation, process improvement, and goal achievement in a professional environment.

     HR leaders and other participants will learn:

    • How to break the “nice vise”

    • How to leverage different conflict styles to respond appropriately to different situations

    • What skills and norms can organizations adopt to create a culture of “collaborative conflict”?

    Speaker:
     Optional 
    3:30 PM  -  5:00 PM
    How to Cultivate Empowered Decision Makers in your Organization  (D - Culture Track)
    Paugussett/Pequot/Nehantic

    The best decisions no longer come from the top down. Today’s employees bring an intrapreneurial mindset to the workplace, and many are ready to work collaboratively to bring a new sense of innovation and creativity to the company. When nurtured, these savvy thinkers can make positive, impactful decisions that are in the best interest of the team, department, and ultimately the success of the organization.

    Is your company capitalizing on these forward-thinking game changers?

    Are your leaders still struggling to release a hierarchical approach to decision-making based on past experiences or lack of trust?

    This workshop will also explore how to nurture decision makers when the company culture and structure present barriers that frustrate the process. Working in small accountability groups, participants will develop a 30-day action plan and explore the topic further with case studies. This workshop will offer strategies on how to:

    • Develop a decision-making framework
    • Manage expectations when organizational factors often impact your decision-making ability
    • Acknowledge effort and small victories
    • Trust your employees' ability to make strong decisions in critical times
    • Eliminate barriers to successful decision-making

    Speaker:
     Optional 

  • Diversity and Inclusion Summit
  •  

    Wednesday, May 2, 2018

    8:00 AM  -  9:30 AM
    Engaging a Multicultural Workforce  (J - Diversity & Inclusion Smt)
    Shinnecock/Nipmuc

    The workforce of today has changed drastically from 20 years ago. People in organizations have a wider range of backgrounds and differences than ever before. Multiple generations, a plethora of ethnicities, different races, and gender and sexual orientation differences, are just some of the ways that distinguish employees culturally.

    How do organizations engage team members to channel this multicultural dynamism in a way that leverages everyone’s talents and skills while optimizing teamwork and bottom-line performance?

    In this session, participants will:

    • Identify and discuss cultural identity groups and the value differences add to the workforce, as well as the challenges presented with a multicultural workforce
    • Share unique perspectives and misconceptions of identity groups represented in the audience and uncover individual biases that could hinder collaborative engagement across differences
    • Learn and practice powerful tips to engage more inclusively across multicultural differences and help others in the workplace optimize teamwork in today’s organization
     Optional 
    9:45 AM  -  11:45 AM
    Workplace Challenges in LGBTQ Communities  (J - Diversity & Inclusion Smt)
    Shinnecock/Nipmuc

    After years of economic and political uncertainty as well as change fatigue, many organizations are choosing to re-invest in D&I initiatives to re-invigorate strategic success and employee engagement. Developing a success-driven D&I strategy is once again becoming of paramount importance. Grace Figueredo has spent more than 15 years leading D&I for large, complex organizations where she has effectively advanced employee engagement and inclusion through significant resistance.

    This session will focus on the complexity and emotionality of LGBTQ needs, issues, and successes, where Grace will share her methodology and experiences to provide participants with best practices to:

    • Develop powerful, compelling business cases for D&I
    • Engage business leaders and carefully select D&I champions
    • Leverage ERGs to extend tough conversations; and Operate differently to gain greater organizational traction and inclusion.
    Speaker:
     Optional 
    2:00 PM  -  4:00 PM
    Win-Win-Win in Talent Solutions: Leveraging Individuals with Disabilities  (J - Diversity & Inclusion Smt)
    Shinnecock/Nipmuc

    With a solid uptick in employment, focus on innovative and highly effective talent strategies is becoming increasingly crucial. Organizations which have focused efforts on employing individuals with disabilities have been able to realize higher levels of performance and retention, employee and community engagement, and cost effective staffing solutions. Experience and learn that people with disabilities (PWD) are the largest untapped workforce in the world along with the most underutilized spending and voting power.

    This session is designed to provide HR professionals with:

    • Benefits of creating disability inclusion in the workplace
    • New insights from experiential learning as an individual with a disability
    • Knowledge of, and experience with, state-of-the-art adaptive equipment
    • Strategies, outcomes, and lessons learned from leading practice employers of people with disabilities
     Optional 

  • Experiential Team Building
  •  

    Sunday, April 29, 2018

    11:30 AM  -  3:30 PM
    Tri-State SHRM Golf Tournament  (A - Experiential Team Building)
    Mohegan Sun Golf Club, Baltic, CT
    Mohegan Sun Golf Club. Catch the roundtrip bus at the back of the Hotel Lobby at 11:30 am or meet us at the Club on your way to the Conference where lunch will be served at noon. Then, at 1pm we’ll have an 18 hole, shotgun start with golf carts, course maps, and scorecards awaiting you! Check out the course at www.mohegansungolfclub.com to learn about the hill, sand, water, and course design challenges you’ll face. Attire: appropriate golf attire and shoes required. And, don’t forget your golf clubs!
    Fee  Optional 
    12:30 PM  -  3:30 PM
    High-Ropes Course  (A - Experiential Team Building)
    Fields of Fire - Mystic, CT
    Fields of Fire, Mystic. After lunch in the Convention Center’s Ballroom A, catch the roundtrip bus at the back of the Hotel Lobby at 12:30 or 1:00 pm. After you’ve completed their required safety course, explore over 50 acres up in the trees as you soar across ziplines to over 70 different platforms while participating in fun team competition at Beginner, Intermediate, or Expert levels. Have they got some special fun teambuilding plans for you! Attire: closed toe shoes are required, pants or shorts recommended. Transportation will be provided to and from Mohegan Sun Convention Center.
    Fee  Optional 
    1:00 PM  -  3:00 PM
    Competitive Cooking Class  (A - Experiential Team Building)
    TBD
    Enjoy a special teambuilding treat (no pun intended) . . . Carlo's Bakery, featured on Cake Boss, is known for its delicious cakes, was awarded TripAdvisor’s Certificate of Excellence for its baking classes, and has been featured in numerous publications including Modern Bride, and The Knot. Learn the art, tips, and tricks of cake decorating of their Master Baker and have fun within a small team to create your own masterpiece and let the judging begin!
    Fee  Optional 
    1:00 PM  -  3:00 PM
    Mohegan Tribal Scavenger Hunt  (A - Experiential Team Building)
    Ballroom A
    After lunch in Ballroom A, immerse yourself in the Mohegan culture as you complete puzzles, learn about their symbology, and explore the facility to solve the challenges your team will face. Attire: comfortable clothing and walking shoes, digital camera [may include cell phone] needed.
    Fee  Optional 

  • General Session
  •  

    Tuesday, May 1, 2018

    11:00 AM  -  12:15 PM
    Coalition Building: The Secret to Powering Complex and Fast Change  (A - General Session)
    Ballroom A

    As much as we may all want change to stop, it is a fact of life in business – across the profit, not-for-profit, and governmental sectors.  And no doubt, the pace of change will accelerate as global competitiveness, organizational consolidations, focus on efficiency and effectiveness, technology enhancements, rapid communications, and generational transitions continue to occur.  Increasingly, the ability to strategize, lead, and manage complex and fast change has become a game-changing competency for HR leaders and practitioners at all levels.  To enable faster change that is anchored in desired corporate culture, Maura Dunn, VP, HR & Administration for the Electric Boat Division of General Dynamics (EB) discusses how HR professionals must become skilled coalition builders… to develop collaborative, broad-based, internal and externally-linked networks and alliances.  
     
    To prepare EB for unprecedented growth and change, Maura is actively working with her team to create an environment demanded by their strategy and a changing workforce.  With more than 15,000 people in 3 primary locations with planned expansion to 18,000 by 2030 (including an estimated 14,000 hires to fill positions open due to growth, retirees, and turnover) with a significant generational shift, the complexity and velocity of needed change demands the fueled power of effective coalitions across the EB enterprise to achieve its strategy. As VP, HR and Administration, Maura is leveraging her experience in business development and operations to bridge gaps between HR and operations.  Learn why and how she’s learned that well-tooled coalitions are key to accelerating change and making it stick, increasing HR’s contribution to organizational value.

     


    Speaker:
     Optional 
     

    Wednesday, May 2, 2018

    1:15 PM  -  2:00 PM
    Chaos Challenge: How to Definitively Increase HR's Value  (K - Summit General Session)
    Ballroom A
    While continuing to evolve to demonstrate higher organizational value, HR is now juggling even faster at a time of unprecedented change. With this heightened level of change, opportunity, complexity, excitement, and yes – chaos, have all arrived. In addition to his current role as Immediate Past Chair of the Society for Human Resource Management, Brian is the CHRO and SVP Administration for Fresenius Medical Care, a $15B organization with 72,000 employees in 2,500 locations. During his career he has led significant and complex organizational change through mergers, acquisitions, divestitures, and the development of high growth business opportunities while partnering with members of his team and business leaders. Brian's professional mantra of "your career can be spectacular, without being perfect" will be examined as he shares poignant stories and lessons learned, both painful and rewarding, during his HR career to guide you to forge clear and compelling paths through chaos while meaningfully increasing HR’s value.
    Speaker:
     Optional 

  • HRBP
  •  

    Monday, April 30, 2018

    8:45 AM  -  10:30 AM
    Proving the Value of HR: HR Metrics that Really Matter  (F - HRBP Track)
    Oneida/Penobscot

    You might as well face it...you’re addicted to numbers! Targets, Scorecards, Dashboards, KPIs. We all know the metric buzzwords. In fact, many of us spend hours calculating and presenting what we think are key HR performance indicators.

    But have you asked yourself the most important question of all? If I stop measuring it, would anyone notice?

    It’s possible you and your team are not only wasting time, but also hurting your credibility by sharing useless information! The work you do matters. Your Human Resources department must be able to illustrate and articulate its value like every function of the business. If you’re tired of measuring outcomes that no one cares about, join us to meet your organization’s need for numbers and identify the right ones to keep you and your HR team on target.

    After this session, participants will:

    • Know metric development myths & realities
    • Recognize what's important to measure for THEIR organization (one size doesn’t fit all)
    • Understand the distinction between metrics and analytics
    • Be able to develop an appropriate metric by following a step-by-step process
    • Learn about several tools that may be used to capture their departments’ metrics
    Speaker:
     Optional 
    10:45 AM  -  12:15 PM
    How to Gain Support of Key Influencers to Maximize Your Value  (F - HRBP Track)
    Oneida/Penobscot

    Do you ever feel "Out of the Loop" in your organization’s strategic planning process? Are you inside the boardroom or outside waiting for instructions? Are you opening doors or putting up barricades without even realizing it? We all know that gaining the trust and support of key influencers in your organization is imperative to pull the right HR levers in support of business objectives and desired outcomes.

    In this interactive workshop, Laura will explore different strategic approaches and provide you with the tools needed to bring you "Inside the Loop" to maximize your value within your organization.

    In this session, participants will learn:

    • The benefits of using a stakeholder-based approach to gain support
    • How to identify the key people who must be on your side to ensure that the project/process succeeds
    • To demonstrate effective internal consulting services
    • How to speak their language utilizing business acumen to view issues as a business leader first, then a functional leader, second
    • To use strategy as a driver of tactical HR processes, a proactive versus reactive approach
    • Activity does not equal value – HR processes and solutions will add value if they are tied to the business outcomes
    • A holistic approach to a real seat at the table (earn trust)

    Speaker:
     Optional 
    2:00 PM  -  4:30 PM
    Developing Courage: Pushback and New Challenges  (F - HRBP Track)
    Oneida/Penobscot

    HR Business partners face unique challenges when dealing with their business leaders. When should they push back? How to balance the business needs with that of Human Resources? How do HR business partners gain credibility in the eyes of business leaders to be ͞partners͟ versus being seen as a ͞necessary evil͟ in the organization? By developing a strong foundation with your business leader, HR business partners can learn to overcome challenges with courage and confidence and to be seen as a business critical partner to help achieve strong business results.

    Participants will:

    • Be able to establish a foundation for effective dialog between the HR business partner and business leader
    • Learn the 6 essential guidelines for developing appropriate and business centered ͞pushback
    • Reduce anxiety regarding challenging conversations with their business leader through alignment with, and communication of, critical business objectives
    • Increase their knowledge base through real world examples and dialog with other participants
    • Develop courage and resiliency to drive business outcomes
     Optional 
     

    Tuesday, May 1, 2018

    8:15 AM  -  10:45 AM
    Consulting Skills: Getting to the Right Questions  (F - HRBP Track)
    Oneida/Penobscot

    Numerous studies of the past two decades cite that C-Suite leaders consistently report that HR has not been delivering the needed level of value to their organization while HR perspectives vastly differ. At the same time, a recent study by Boston Consulting Group shows that the right talent processes can lead to more than triple the revenue and double the average profit margin.Why is the HR profession so poor at aligning with business priorities even though the opportunity to make a difference is so significant? Part of the answer lies in the way we go about understanding what is happening in our organizations and how this drives the HR focus and approach. Getting insights through both art and science –relationships and data – in a structured way makes the difference. Adept consultants have developed skills and methodologies to quickly gain insights to be able to act on them to earn leaders’ trust and confidence. These consultants have mastered the way questions are phrased and the forums in which they are raised to attain high impact.

    HR Business Partners can quickly elev ate their credibility when learning these practices. Utilizing an interesting case study approach, in this session participants will:

    • Learn methodologies used by consultants to identify needs and solutions
    • Develop skills to tailor their style, approach, and wording with each specific client
    • Gain insights that are actionable and relevant, and which create the environment for their initiatives to take root
    • Grasp how to present insights to create meaningful context and understanding for the client
    • Assess their own talent priorities and develop a method to explore these in a targeted and detailed manner
    Speaker:
     Optional 
    1:45 PM  -  3:15 PM
    Service Level Agreements: Elevating Business Leaders’ Appreciation of HR  (F - HRBP Track)
    Oneida/Penobscot

    As HR continues to find ways to build trusted and valued relationships with business leaders, a proven tool – Service Level Agreements – may be key in your organization to HR’s increased success. With global clients as well as diverse cultures and laws within a highly regulated industry, Mohegan Sun’s HR leaders have extensive experience forging and utilizing SLAs and will lead participants in this session to:

    • Define SLAs, their components, and the business case for their implementation
    • Discuss SLA metrics, how to ensure service levels are met, and SLA periodic review
    • Hear about how SLAs contribute to business leaders’ enhanced perception of HR’s value at Mohegan Sun
    • Explore when, how, and watch outs for engaging in SLA development and implementation.
     Optional 
    3:30 PM  -  5:00 PM
    HR: From Transactional to Strategic to Leading  (F - HRBP Track)
    Oneida/Penobscot

    HR practitioners are challenged with driving meaningful change in order to help their organizations prosper. Often they are burdened with the past history of HR being viewed as a transaction based function as opposed to being a strategic partner at the table.

    Have you ever thought about creating your own table?

    Through presentation/interactive exercise and lively discussion, session participants will become aware of:

    • How to assess where the current HR function is with regard to transactional / strategic
    • Getting to the right mix
    • How to adjust HR behavior through interventions to create better/different outcomes
    • Speaking the right language, challenging conventional wisdom and getting ahead of the curve
    • Tips to deal with the good, bad and the ugly
    • Understanding the skills and behaviors needed to become a trusted advisor/leader. Leveraging relationships 
    • Identifying the organization’s leadership readiness. Coaching/pushing the leader. Understanding the value of predicting the future
    • Using Performance Management Systems to drive desired behavior/results and expose negative behavior/results
    • Involving HR in the business (creating the table)


    Speaker:
     Optional 

  • HRSC
  •  

    Monday, April 30, 2018

    8:45 AM  -  10:30 PM
    High Value HR Service Center Design & Implementation  (G - HR Service Center Track)
    Schaghticoke

    With high praise from 2016 SHRM TriState attendees, Nick Scobbo returns to challenge your thinking on HR operations and administration. This is a fabulous opportunity in a dynamic and highly interactive session to learn, discuss, and debate the design, value opportunity, and even the relevancy of HR Service Centers (and HR Operations generally) for your organization from the perspective of your firm's leadership.

    Participants will:

    • Examine how to scope an effective HR Service center for their organization
    • Gain diverse perspective on how a Service Center’s value will be perceived as a functional HR leader, strategic business leader, and operational external consultant/expert
    • Strategize how to best position their HR service center for success with important internal constituencies
    • Assess when and how to best leverage external support to implement a highly valued HR Service Center
    Speaker:
     Optional 
    10:45 AM  -  12:15 PM
    Achieving High Value: Successful HR Technology Implementations  (G - HR Service Center Track)
    Schaghticoke

    This session will delve into the complex and numerous environmental forces and demands for efficiency and effectiveness facing the HR function and technology’s capability and challenges.  With many organizations citing poor/extremely problematic HR technology implementations, HR professionals need to learn and apply the secrets of highly effective HR technology implementation.  Our experts will provide insights from their deep experience and high success in selecting, shaping, and rolling out enterprise HRIS solutions.    

     Participants will:

    • Dispel common misconceptions about efficiencies and capabilities technology can enable
    • Identify opportunities to leverage technology supporting talent management, learning management, employee data management and security, and payroll and tax reporting
    • Discover lesser known, ‘front end’ critical success strategies and factors
    • Learn to identify, avoid, and overcome key barriers to successful implementation.
    Speaker:
     Optional 
    2:00 PM  -  4:30 PM
    Designing & Implementing Well-Being Programs that Get True Results  (G - HR Service Center Track)
    Schaghticoke

    Employers face a huge challenge today .. .managing healthcare costs, recruiting & retaining top talent and successfully engaging their employees. This session will cover how to create a culture of healthy, happy, productive and engaged employees by harnessing the power of the culture, extrinsic and intrinsic incentive design and social networking/gamification. Best practices and strategies needed to develop a blueprint for a comprehensive and effective wellness program will be discussed and debated. Lastly, three case studies of a small, medium and large employer will demonstrate how to deploy best practices but make them culturally relevant to ensure high engagement and stellar results.

    Key Learning Objectives

    • Identify the Well-Being Best Practices and how to make them culturally relevant to your population
    • Utilize three Key Elements of Building an Informed Healthcare Consumer Population
    • Deliver comprehensive measurement & evaluation that yields meaningful results
    Speaker:
     Optional 
     

    Tuesday, May 1, 2018

    8:15 AM  -  10:45 AM
    Trends in Compensation and Benefits: Design and Delivery  (G - HR Service Center Track)
    Schaghticoke

    This session will identify both current and future compensation and benefits challenges facing the Human Resources or Total Rewards practitioner and their organizations. This panel’s proven experts also will address the economic, social, and regulatory issues that impact pay and benefits decision-making at a time of rapid and volatile change as well as share innovative and practical solutions among the vast and complex array of options. Participants will:

    • Understand the types and magnitude of Total Rewards changes which a re impacting profit and/or non-profit organizations
    • Learn how to best adapt their compensation and benefit plans to continue to attract and retain a talented workforce
    • Gain innovative insight on both business and Total Rewards trends and best practice solutions through client “stories” and case studies
    • Obtain tools and tips to aid in the forging of solutions to current and future benefit plan design challenges

     Optional 
    1:45 PM  -  3:15 PM
    Build the Workforce You Want Through Meaningful Communication  (G - HR Service Center Track)
    Schaghticoke

    As a human resource professional, you are the connective tissue between strategy, operations, and culture. With all that is changing in the business world, maintaining meaningful relationships with your team is more important than ever. However, the sheer volume of things to communicate, combined with up to five different generations in the workforce to accommodate, there is much that can put those relationships at risk. In this session, we will investigate the cornerstone of any good relationship; communication. Brent Robertson of Fathom will introduce powerful frameworks and facilitate a real-time interchange with the audience that will explore how to communicate in a way that not only gets response, but also invites creative engagement. Come prepared to discuss your challenges, gain insights, and learn from your peers.

    Session attendees will:

    • Understand what's behind changing workforce dynamics that requires new ways of communicating
    • Learn how to build stronger relationships with your immediate team and all of your workforce
    • Get access to a powerful framework to design communications that engage
    • Hear what challenges your colleagues face and learn how to apply key concepts in real-world scenarios

    Speaker:
     Optional 
    3:30 PM  -  5:00 PM
    Effective Employee Relations: What's Hot! What's Happening! What You Need to Know!  (G - HR Service Center Track)
    Schaghticoke

    This session will focus on the latest trends in employment law and what you need to know to navigate through complex workplace issues.

    The session will cover

    • Developments in Non-Discrimination and Anti-Harassment Protected Characteristics under State and Federal Law
    • What’s Trending: Disabilities, Religion and the Accommodation/Interactive Process Coworkers, Guests, Employees Going Viral
    • Performance Monitoring and Evaluations
    • Do You Have an Effective Employee Management System?
    • Common Mistakes to Avoid When Evaluating Perception of Favoritism 
    • And Much, Much More!


    Speaker:
     Optional 

  • Legislative
  •  

    Wednesday, May 2, 2018

    8:00 AM  -  9:30 AM
    Workplace Legislative, Judicial and Regulatory Issues...2018 and Onward  (I - Legislative Update)
    Paugussett/Pequot/Nehantic

    In the last two years we've witnessed a dizzying array of proposed and enacted changes to laws and regulatory mandates at all levels of government affecting HR and business operations. Our TriState experts panel will review the most significant developments across the region, an d how the shifting federal and neighboring state's legislative and regulatory climate affects your own.

    All too often, HR and company management play catch up rather than developing proactive compliance strategies. With a better understanding of trends and likely outcomes, HR can be a more effective and valued contributor in resource allocations and business strategy development and implementation.

    Besides answering your questions, our presenters will address:

    • Critical compliance steps you may have missed, will need to take ASAP, or should develop for the near future
    • Strategies to take advantage of the shifting legislative climate
    • HR's role in advising management to minimize legal exposure

     Optional 
    9:45 AM  -  11:45 AM
    Finding HR's Voice in the Advocacy Arena  (I - Legislative Update)
    Paugussett/Pequot/Nehantic

    HR professionals are not only leading people, they are also leading organizations. It is important that elected officials recognize HR professionals’ knowledge and expertise on such matters, and the value it can add to legislative deliberations. Confidence and competency in communicating and developing lasting relationships with elected and other public officials will advance our profession, help grow our companies and improve the quality of our communities as a place to live and work.

     

    To be effective in this arena, it is important that HR professionals have a basic understanding of how government works, how laws are enacted, procedurally and politically, and how HR professionals can influence public policy. Only then will we have a voice in this process.

     

    This HR Legislative Advocacy Training session will focus on hands-on skill building to establish a comfort level engaging legislators in meaningful discussion on today's most pressing issues affecting our profession and workplace. Our agenda will include:

    • How and why a bill becomes a law
    • When HR can and should become involved
    • Who is our constituency
    • Who is our audience
    • Developing/delivering the message
    • Effective follow up

     

    We'll conclude with a "Live Theater" exercise, using a hypothetical legislative proposal. Divided into the "pros" or the "cons", we'll work in teams to develop position statements and deliver the "message" in a simulated public hearing or face-to-face legislator meeting, as close to real life advocacy as you can get.

     Optional 
    2:00 PM  -  4:00 PM
    Workplace Investigations & Ethics: Taking the Road Less Traveled  (I - Legislative Update)
    Paugussett/Pequot/Nehantic

    On any given day, HR is likely to find itself handling a workplace investigation that can involve virtually any conflict known. Usually concerning employment law/employee relations issues, it's not just a matter of determining right from wrong (that would be easy) but rather it involves a much harder decision, deciding among different shades of right. Investigative practices: asking questions, gathering information, avoiding discrimination, retaliation, and invasion of privacy are the mechanics. But getting to the "right" conclusion, that requires application of a higher level strategy, an ethical approach that builds a solid foundation for defensible outcomes in the court of employee relations.

    But enough about the high road. This session will stretch your thinking, looking at ethics from an unethical perspective, "how would you get away with something?" We know the rules, it's likely we wrote them. By looking at ethics from an unethical standpoint we may uncover additional aspects of the cases we are investigating will provide us with a more comprehensive perspective and thus a better report, and outcome.

    So let’s take a little time and practice being bad for a minute. We will review hypothetical situations based on real life examples and talk about the ways we would get away with the actions we are investigating. Our goals will be to answer the following questions:

    • Where do my ethics land in relation to my peers?  
    • How does my ethical standpoint affect my investigation approach?
    • Do the ethics of those I am investigating matter?
    • If so, how much? If not, why not?
    • Are my ethics subject to change?

    This will be a lively session with interactive break-out time for each table to work through scenarios. Participants will:

    • Leave with a better understanding of their own place on the ethical spectrum
    • Understand how their ethics may cloud or enhance their judgment
    • Increase their ability to identify potential issues in their investigation by improving their ability to look at the scenario from a different perspective
    • Improve their approach to investigations and report writing
    Speaker:
     Optional 

  • Networking Events
  •  

    Sunday, April 29, 2018

    6:00 PM  -  9:00 PM
    Mohegan Tribal Welcome Reception  (B - Networking Events)
    Ballroom A
    Join us for a special Conference event in the Convention Center Ballroom Concourse featuring insights on the renowned Mohegan Sun’s organizational success from its tribal leaders and special welcome from its HR leaders, Mohegan tribe entertainment, Exhibitor Hall Opening, cash bars, and heavy hors d’oeuvres including Mohegan tribal and American foods.
    Fee  Optional 
     

    Monday, April 30, 2018

    4:30 PM  -  6:00 PM
    Knowledge Bazaar  (B - Networking Events)
    Ballroom BCD/Exhibit Hall
    In this rapid information exchange event in the Exhibit Hall, gain, share, and brainstorm insights and experiences with colleagues and subject matter experts on a wide array of topics. 1.5 CEUs, cash bar, and light hors d’oeuvres provided.
     Optional 
    6:30 PM  -  9:30 PM
    Vista Lounge Gala  (B - Networking Events)
    Vista Lounge
    Enjoy the Mohegan Sun’s special glass mountain club under its constellation sky with great food, cash bars, music, dancing, and spectacular networking with your colleagues from across the states.
    Fee  Optional 
     

    Tuesday, May 1, 2018

    5:00 PM  -  6:30 PM
    Relaxation Spa and Casino 101 Reception  (B - Networking Events)
    Ballroom BCD/Exhibit Hall
    Our signature Relaxation Spa Reception in the Exhibitor Hall with opportunities to meet with our sponsors and exhibitors while indulging in spa treatments is taken up a notch with the addition of Casino 101 – an opportunity to learn how to play some of the games you’ll find at casinos. Cash bars and hors d’oeuvres provided.
    Fee  Optional 
    6:30 PM  -  8:30 PM
    State Council Receptions  (B - Networking Events)
    In thanks for your SHRM membership and attendance at the Conference, each State Council will host a reception for the members of its state to get to know State and Chapter leaders and network. Beverages and light hors d’oeuvres provided. Each State will host in their individual hospitality suites.
     Optional 
    8:00 PM  -  10:00 PM
    Wolf Den Concert  (B - Networking Events)
    Wolf Den
    The first registrants will be provided the option of a free ticket to the Wolf Den Concert. Stay tuned for the featured band that evening. Only 100 tickets available!
     Optional 

  • Talent Management
  •  

    Monday, April 30, 2018

    8:45 AM  -  10:30 AM
    Retaining Talent in High Growth/Change  (E - Talent Management Track)
    Shinnecock/Nipmuc

    While growth and change can generate profit and success, it can also be extremely disruptive from an employee retention perspective. Organizational growth, paired with changing demographics, generational and cultural differences in the workplace and challenging political climates require superior and coordinated talent strategies, and especially learning and development tactics.

    Our panelists will relate their experience in extremely high-growth and change organizations. We will explore the critical integration of all aspects of talent strategy beginning with strategic recruitment and onboarding to long-term retention.

    Participants will:

    • Learn the importance of integration of talent tactics beginning with a solid recruitment and on-boarding plan to diversity and inclusion, cultural competence and integrated career development and learning strategies
    • Understand their role as facilitator in the cultural and demographic shift in their workplace
    • Explore deficits in many organizations that negatively influence retention
    • Hear some "best in class”examples of consummate retention strategies
     Optional 
    10:45 AM  -  12:15 PM
    Talent Branding War: Innovation to Attract Talent  (E - Talent Management Track)
    Shinnecock/Nipmuc

    Thanks to an increasingly sophisticated job seeker, the management of your organization’s reputation is now crucial as many individuals say an organization’s employer brand plays a role in whether they even want to apply for an opportunity. A 2015 study by CareerArc found that 75% of respondents said they consider an employer’s brand before applying for a job. Given this talent landscape, the value that an employer brand offers to companies is no longer up for debate.

    In this session we’ll provide tips and tricks to create a strategic plan to ensure an effective rollout of your Employer brand — both internally and externally. Activate your brand internally; amplify your brand externally! Your employer brand is a long-term investment, one that will yield dividends across a range of outcomes and dimensions of success including higher quality candidates, increased offer acceptance rates, improved retention and reduced recruiting costs; we will discuss how to develop metrics to measure this critical investment.

    As an outcome of this session attendees will:

    • Gain ideas for partnering with other departments on the employer brand project
    • Learn tips and tricks for activating your employer brand
    • Know how to measure the success of their employer brand project

     Optional 
    2:00 PM  -  4:30 PM
    Shifting Managerial Mindsets & Skills: Building Organizational Glue  (E - Talent Management Track)
    Shinnecock/Nipmuc

    Generational and cultural shifts in the talent pool, as well as the broad expansion of technology and global business, have caused a sea change in the way we do business; suddenly managers who learned to lead in a more prescribed, predictable management format need to learn new skills and a new mindset that requires the ability to consider the needs and desires of millennials in concert with those of other generations, to think and manage on a more global basis, and to become more culturally competent and inclusive.

    This engaging and informative workshop will help participants to:

    • Understand the importance of educating and coaching managers about the demographic and cultural shifts in the workforce
    • Consider new policies and procedures that will help to attract and retain millennials and diverse employees
    • Contemplate the relationship between technology and social media with respect to productivity and retention
    Speaker:
     Optional 
     

    Tuesday, May 1, 2018

    8:15 AM  -  10:45 AM
    New Manager Selection & Development  (E - Talent Management Track)
    Shinnecock/Nipmuc

    Research shows that manager selection and development is crucial to the organization’s success. Managers are the leaders of tomorrow. Managers who are carefully selected and well trained will improve the organization’s morale, retention and employee engagement, which has a direct impact on productivity.

    This workshop will help participants to:

    • Understand the importance of developing a process for New Manager Selection and Development
    • Understand the Peter Principle and how to overcome it
    • Create rubrics that are relevant to the interview process and selection process
    • Develop systems that will assess and identify training needs of managers' current managers
    Speaker:
     Optional 
    1:45 PM  -  3:15 PM
    Internal Career Pathing and Counseling  (E - Talent Management Track)
    Shinnecock/Nipmuc

    Multiple surveys have revealed that employees want to know where and how they fit in the organization – not just in today's organization but also in the organization as it moves forward. The exploration of multiple ways to grow and develop will broaden the landscape of possibilities for employees who may feel trapped, plateaued or dissatisfied by what they view today as limited options.

    This session will offer multiple ways and experiences that will assist HR practitioners and managers in coaching those employees (and developing themselves) when they are ready, willing and able to dive into development in meaningful, intentional ways. Managers and aspiring managers who are ready and able to focus on talent development will emerge as guardians of the current and emerging talent pool and creators of the organization's future talent engine. The impact at the organization level emerges from the combination of those at the individual and manager levels. Organizations that embrace and support the need for employees to understand, build skill in and demonstrate career agility and mobility and for managers to be conversant in the multiple options for growth will be the partnerships that thrive in the competitive talent markets of the future.

    Participants will explore the following:

    • Reset the thinking around career mobility and growth in the current business landscape
    • Recognize six options for career mobility potential
    • Conduct conversations that explore each of the six mobility experiences
    • Identify the next career opportunity based on an individual’s unique career patterns
    • Assess the market, the opportunity and the individual to find the ideal career fit
    Speaker:
     Optional 
    3:30 PM  -  5:00 PM
    Alignment of Talent Management Processes in Support of Organizational Strategy  (E - Talent Management Track)
    Shinnecock/Nipmuc

    Human Resources teams are busier than ever – focusing on hiring, paying people correctly, handling ER issues.But is the work we are doing the “right” work?

    In this session, we will discuss:

    • The importance of understanding the business strategy, so that you can effectively align your HR practices in support of that plan
    • Driving a Talent Development approach focused on the skills and competencies critical to success in your world
    • Identifying key areas of discussion to build hiring profiles, turnover analysis, employee engagement, performance management, and customer feedback mechanisms
    Speaker:
     Optional 

  • Total Rewards Forum
  •  

    Wednesday, May 2, 2018

    8:00 AM  -  9:30 AM
    Total Rewards Strategy: Demands for Greater Organizational Value  (H - Total Rewards Forum)
    Schaghticoke

    This session will provide a progressive model for development and implementation of Total Rewards strategy and change including the causal relationship between environmental context (financials, operational, and cultural factors) to develop and implement shifts in Total Rewards programs.

    Participants will expand their Total Rewards perspectives and strategic decision-making with:

    • Innovative and best practices for shaping Total Rewards strategies and systems
    • Best practices which have proven successful in attracting, engaging, and retaining an effective workforce
    • Tangible and intangible factors impacting Total Rewards design and decision-making
    Speaker:
     Optional 
    9:45 AM  -  11:45 AM
    Total Rewards Transformation: Organizational Journeys  (H - Total Rewards Forum)
    Schaghticoke

    This session will present detailed journeys taken to arrive at and implement Total Rewards solutions, given the context of strategy and culture.

    Participants will gain:

    • Insights as to how different types of change environments drove organization thinking and execution on Total Rewards over time
    • Differentiated thinking and strategies in response to recent legislated and organizational changes
    • Best practices for effectively shifting Total Rewards’ mindsets and solutions
    • Experts’ perspectives and solutions on participants' current realities in their organizations

    Speaker:
     Optional 
    2:00 PM  -  4:00 PM
    Performance Management Debate: Key Determinant on Pay Decisions or Not?  (H - Total Rewards Forum)
    Schaghticoke

    For most organizations in recent decades, performance management has been a critical component of pay decision-making and a marker for how an organization engages its workforce. With some large-scale, leading edge performance management disruptors in the news since 2016, this session will address the state of performance management and what is next.

    Should performance management be disconnected from pay decisions?

    Is there a viable replacement for performance management as organizations continue to face productivity and performance challenges in the midst of global competition?

    This session will feature an active “debate” regarding performance ratings and their effect on pay increases and pay levels.

    Participants will:

    • Grasp in-depth pros, cons, rationale and outcomes for both positions as insight for their organization’s realities and strategy
    • Assess the role culture plays in structuring performance management and how to connect it to the pay system
    • Participate in a shared learning exercise about their perspectives and experiences with performance management and pay both from positive and negative impact perspective
    • Learn critical success factors for each strategy
     Optional 
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