HRBPU HRBusiness. Business, HR & Human Capital Metrics. HRBP Development. Strategic Workforce Planning HR Strategy. Strategic Talent Management

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1 HRBPU HRBusiness Partner University The Only HR Business Partner Event to Combine Professional Education and Practitioner Expertise HRBP Development Business, HR & Human Capital Metrics Strategic Workforce Planning HR Strategy Strategic Talent Management Total Rewards & Strategic Compensation Oct 27-29, 2015 Phoenix, Arizona

2 HRCI Approval This program, has been approved for 6.5 Business and 19.5 HR re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR re-certification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute s criteria to be pre-approved for recertification credit. HRBPU HRBusiness Partner University The Only HR Business Partner Event to Combine Professional Education and Practitioner Expertise HR Business Partners (HRBPs) are responsible for aligning people to strategy, creating the right culture and developing future organizational capabilities that are critical for success. They are responsible for being a consultant to management on human resources-related issues to being savvy about the business unit s financial position and everything in between. No matter what your professional HR experience is, nothing can be more important than professional education created specifically to make you more successful, effective, and valuable to your company. That is why the 2015 HR Business Partner University (HRBPU) event will showcase six topics that are top-of-mind to HR Professionals. Each topic will have its own educational course (including actionable handouts and exercises assisted by table moderators) led by TMA s Lead Education Strategist and/or seasoned HR Leaders, followed by a practitioner-led case-study. No matter your experience in the HR field, you will leave the HRBPU event with an arsenal of actionable strategies to deliver back to your organization, as well as the personal development benefits that three days of extreme learning provides. Our topics are: HR Business Partner Development HR Strategy Total Rewards & Strategic Compensation Business, HR, & Human Capital Metrics Strategic Workforce Planning Development & Succession Planning Employee Engagement & Retention

3 EVENT SPEAKERS AND INSTRUCTORS Michael DeMarco, Lead Developer, Human Capital Education, Talent Management Alliance Telaireus Herrin, Senior Director, Human Resources & HR Business Partner, Medtronic Brian Jenkins, Senior Human Resources Manager, Texas Instruments Candace Osunsade, Vice President of Human Resources, The National Aquarium Carey Walden, Human Resources Business Partner, The National Aquarium Mark Berry, Vice President, Human Resources, CGB Enterprises Colleen J. McManus, Chief Human Resources Officer, State of Arizona Mark Lotz, Principal & Talent Acquisition Practice Leader, Camden Delta Consulting, LLC. Lori Grubs, Partner, Camden Delta Consulting, LLC. Donna Neumann, Partner & Strategic Workforce Planning Practice Leader, Camden Delta Consulting, LLC David Schutt, Workforce Planning & Analytics Practice Leader, HR Strategy & OE, Pacific Gas & Electric (PG&E) Jeff Schmidt, Director, Global Communications & Engagement, ebay Katee Van Horn, Vice President of Human Resources, GoDaddy NETWORKING OPPORTUNITIES Network with Speaker Faculty and Event Participants including: C-Suite Executives, CHRO, VP HR, SVP HR, COO, CFO, Director, Deputy Directors, Managers and Team Leaders with responsibilities in: THE TMA DIFFERENCE Human Resources, TMA strictly Change enforces Management, an attendance Talent Acquisition policy to guarantee & the Recruitment, Engagement & Retention, Leadership Development, best possible experience for our speakers and attendees. Corporate Culture, Human Capital Strategy, Organizational Development, TMA Learning maintains & Development a 70/30 split between practitioners from end user companies and vendors that provide talent management and recruitment solutions.

4 OCTOBER 27, 2015 DAY ONE 7:00-8:00 Registration and Breakfast 8:00-8:15 Chairman s Welcome and Opening 8:15-9:30 HR Business Partner Development PART A Interactive Session The competencies of a great HR Business Partner. Actionable development plans. Become a trusted advisor with effective management and communication. 9:30-10:00 BREAK Michael DeMarco, Lead Developer, Human Capital Education, Talent Management Alliance 10:00-11:15 HR Business Partner Development PART B Interactive Session Understanding the approach to strategic - as opposed to a transactional relationships. The ability to sell internal clients on approaches to strategic talent management that may be new and uncomfortable. Michael DeMarco, Lead Developer, Human Capital Education, Talent Management Alliance Creating a Robust Training Program for HRBPs of all Skill Levels 11:15-12:00 After acknowledging the competencies of a great HR Business Partner, the development of those skills is critical and something that must be continually cared for. However, in any organization there are people with different skill and experience levels, which demand different training programs and assignments. One size training doesn t fit all. 70:20:10 provides a framework for improving and extending traditional training and learning into the workplace. This session will share the practical application of the competencies for HR Business Partners and how to accomplish this using three methods: Applied training programs, targeted internal development experiences and external learning for continuous improvement. Telaireus Herrin, Senior Director, Human Resources & HR Business Partner, Medtronic

5 12:00-1:00 LUNCH HR Strategy PART A Interactive Session 1:00-2:15 Using a framework for creating a comprehensive strategy for the HR function. Evaluating and improving your position in the market for talent. 2:15-2:45 BREAK Donna Neumann, Partner & Strategic Workforce Planning Practice Leader, Camden Delta Consulting, LLC Lori Grubs, Partner, Camden Delta Consulting, LLC. HR Business Partner PART B Interactive Session 2:45-4:00 Using proven tools to ensure business alignment. Designing the HR organization structure. Donna Neumann, Partner & Strategic Workforce Planning Practice Leader, Camden Delta Consulting, LLC Lori Grubs, Partner, Camden Delta Consulting, LLC. GoDaddy s Culture Transformation: From Many to One 4:00-4:45 When GoDaddy s new CEO joined the company two and a half years ago, he brought into the company multiple senior executives from large corporations and small start-ups. This combined with the multiple acquisitions resulted in a huge mosh pit of different cultures. In an effort to have these cultures combine and mix effectively and not clash, the People Operations team has worked to pull in the great pieces of each different culture and mesh them into one cohesive powerhouse. In this session Katee Van Horn will walk us through the culture change story and share some lessons learned, and how they have grown engagement scores year after year. Katee Van Horn, Vice President of Human Resources, GoDaddy 4:45-5:00 Chairman s Wrap-up 5:00-6:00 Cocktail Reception

6 OCTOBER 28, 2015 DAY TWO 7:00-8:00 Registration and Breakfast 8:00-8:15 Chairman s Welcome and Opening 8:15-9:30 Total Rewards & Strategic Compensation PART A Interactive Session Rethinking Base Salaries Getting the Most from Annual Incentives Creative Solutions for Unique Compensation Challenges 9:30-10:00 BREAK Colleen J. McManus, Chief Human Resources Officer, State of Arizona 10:00-11:15 Total Rewards & Strategic Compensation PART B Interactive Session Build a portfolio of varied reward concepts. Packages based on segments of the workforce. Create benefit and reward packages to aid in hiring and retention. Colleen J. McManus, Chief Human Resources Officer, State of Arizona 11:15-12:00 Aligning Compensation with Talent Strategy A look at how most traditional companies manage salary progression for employees contrasted with their talent management strategies. This presentation will provide an overview of the disconnect that exists in many company s compensation and talent strategies, as well as a look at some industry best practices in this space. This HR Business Partner approach to the issue will look at impacts on business outcomes, versus the often times traditional academic view of corporate compensation theory. 12:00-1:00 LUNCH Brian Jenkins, Senior Human Resources Manager, Texas Instruments Business, HR & Human Capital Metrics PART A SPONSORSHIP OPPORTUNITIES Interactive Session 1:00-2:15 Improve analytic capability and drive business outcomes. Translate data into actionable insights. Every solution provider has different goals. With TMA, sponsors can have a package that best fits their budget and aligns with their goals. To discuss custom packages, please contact TMA at Mark Berry, Vice President, Human Resources, x588 or CGB Enterprises info@the-tma.org. There is also the alternative to choose from a pre-packaged sponsorship menu. * 2015 HR Trendsetter (SHRM) * Named as one of nine HR Trendsetters in the January 2015 issue of HR Magazine for his work in workforce analytics & planning.

7 2:15-2:45 BREAK Business, HR & Human Capital Metrics PART B Interactive Session 2:45-4:00 Create an analytics dashboard for informed decision-making. Which metrics to focus on including critical HCA that can help avert disaster and enable strategic success. Mark Berry, Vice President, Human Resources, CGB Enterprises * 2015 HR Trendsetter (SHRM) * Named as one of nine HR Trendsetters in the January 2015 issue of HR Magazine for his work in workforce analytics & planning. 4:00-4:45 Collect & Communicate Workforce Data to Create Actionable Strategies Using data is the best way to make informed decisions but which data should you focus on? How do you collect it and then interpret the data in a meaningful way, and then use it to influence positive change? What if you don t have access to a large amount of data but need to make quick decisions? This session will focus on how to use data to provide workforce insights concerning talent acquisition, employee engagement and workforce planning, and communicate them in meaningful ways. Brian Jenkins, Senior Human Resources Manager, Texas Instruments David Schutt, Workforce Planning & Analytics Practice Leader, HR Strategy & OE, Pacific Gas & Electric (PG&E) Mark Berry, Vice President, Human Resources, CGB Enterprises * 2015 HR Trendsetter (SHRM) * Named as one of nine HR Trendsetters in the January 2015 issue of HR Magazine for his work in workforce analytics & planning. 4:45-5:00 Chairman s Wrap-up EVENT ORGANIZER Whether you are looking to build your own event or trying to decide which industry event will give you the best ROI, Your Event Strategy (YES), LLC can help you with your event strategy. YES is a network of senior event professionals with international experience in event contract negotiation, logistics, program management and sales & marketing. We have developed events in North America, South America, Asia, Africa and Europe. No matter what industry or topic, we have specialists that can handle the project.

8 OCTOBER 29, 2015 DAY THREE 7:00-8:00 Registration and Breakfast 8:00-8:15 Chairman s Welcome and Opening Strategic Workforce Planning PART A 8:15-9:30 Interactive Session Build business leader buy-in for strategic workforce planning. Define the capabilities most critical to execute the business strategy. Identify talent risks such as internal talent gaps, retention risks and external talent supply. Donna Neumann, Partner & Strategic Workforce Planning Practice Leader, Camden Delta Consulting, LLC. Mark Lotz, Principal & Talent Acquisition Practice Leader, Camden Delta Consulting, LLC. 9:30-10:00 BREAK Strategic Workforce Planning PART B 10:00-11:15 Interactive Session Install a leadership-backed, segmented plan for building or buying the talent needed to execute the Strategy including tactics for heading off challenges and barriers to success. Execute the plan, measuring successes and failures, troubleshooting, and communicating progress to stakeholders. Michael DeMarco, Lead Developer, Human Capital Education, Talent Management Alliance HRBPs as the Guardians of Workforce Planning 11:15-12:00 At PG&E, the Workforce Planning Program evolved as the result of HRBP input, ideas and collaboration with the Workforce Planning & Analytics Team. The underlying framework of the program is comprised of a model, process and homegrown tool based on a step-by-step interactive approach. The program s successful execution throughout the calendar year depends heavily on HRBP involvement with the planners and leaders inside their business units, hence the designation Guardian. This session will explore how the program has not only enhanced the breadth and depth by which HRBP s are able to strategically engage and support their business clients, but how it has also provided actionable insights to the overall organization. 12:00-1:00 LUNCH David Schutt, Workforce Planning & Analytics Practice Leader, HR Strategy & OE, Pacific Gas & Electric (PG&E) Employee Engagement & Retention: Changing the Talent Management Dynamic through Inspiring Purpose Part A Interactive Session 1:00-2:15 Strategic framework for HR business programs and practices. Identifying opportunities to gain leadership buy-in Creating the business case to inspire your leaders to action Candace Osunsade, Vice President of Human Resources, The National Aquarium * 2015 CHRO of the Year for Non-Profits (HRO Today Forum) Carey Walden, Human Resources Business Partner, The National Aquarium

9 2:15-2:45 BREAK Development & Succession Planning: Changing the Talent Management Dynamic through Inspiring Purpose Part B Interactive Session 2:45-4:00 Employee engagement strategy and programs to increase productivity, improve culture, and retain talent Identify and engage high-potential talent Implement an effective succession planning model for critical roles Align programs and practices to your strategic framework Candace Osunsade, Vice President of Human Resources, The National Aquarium * 2015 CHRO of the Year for Non-Profits (HRO Today Forum) Carey Walden, Human Resources Business Partner, The National Aquarium Keeping Employees Engaged during Large-Scale Change at ebay Any change can create engagement challenges, especially when they are large in scale, and companies like ebay experience them at full speed. In this session, Jeff will describe ebay s current set of engagement challenges due to a year of big shifts in the company, including a high-profile activist investor, a significant workforce reduction, a disruptive cyberattack and the separation of the PayPal division into a stand-alone company; and how a strong coalition of leaders, HR and Communications worked together to chart a path through those challenges. 4:00-4:45 Jeff will share: How HRBPs can collaborate with other areas of the business for engagement strategies Tips for re-establishing a focus on the business so employees connect their work to the company s priorities Techniques for re-setting the culture when changes require new behavior Using HR programs and processes to reinforce a global narrative that drives engagement Jeff Schmidt, Director, Global Communications & Engagement, ebay 4:45-5:00 Chairman s Wrap-up FOLLOW US Follow us on Twitter The latest about the event & your Join us on Facebook Join an event, share an Join us on

10 CONFERENCE DETAILS PRICING INFORMATION OPTIONS STANDARD PRICING 3 Day Conference $2, REGISTRATION INFORMATION Fax form to , Call or info@the-tma.org Attendee Name Title Company Address City State/Province Zip/Postal Phone PAYMENT INFORMATION Account No. Expiration Date Security Code Type Visa Mastercard AMEX Discover Billing Address City State/Province Zip/Postal MAKE CHECKS PAYABLE IN US DOLLARS TO: Talent Management Alliance re: HRBPU Summit 1504 Bay Road Suite #1418 Miami Beach, FL REFERENCE: Please fill out & include registration form with payment. PAYMENT POLICY: Payment is due in full at the time of registration and includes lunches and refreshments. Your registration will not be confirmed until payment is received and may be subject to cancellation. Please go online to: to view our cancellation policy. VENUE INFORMATION REGISTER ONLINE! SHERATON PHOENIX DOWNTOWN HOTEL. 340 North 3rd Street Phoenix, Arizona, United States Sheraton Phoenix Downtown Hotel is at the epicenter of everything that is Phoenix. Located adjacent to the Phoenix Convention Center, and just steps away from over 40 restaurants, Chase Field, U.S. Airways Center, the Herberger, Comerica and Orpheum Theaters.