7:30 - 8:00 am - Registration & Breakfast
8:00 - 1:00 am - Program Session
1:00 - 1:45 pm - Lunch
1:45 - 5:00 pm - Program Sessions
Click HERE to RSVP!
- Employer Branding for Competitive Advantage
- Making Sense of Social Media: A Tool for HR Professionals
- Strategic First Cousins: Delivering Diversity & Inclusion Straight Out of the Family Reunion with HR
- The HR Professional Competency Model: A Road Map For Success
- Applying Lean Principles to the HR Function
Employer Branding for Competitive Advantage - Nancie Ruder
Paradoxically, even as the economy has softened, more jobs have shipped overseas, and job applicants fight for fewer positions, it seems harder and more costly than ever to attract the best, most talented employees to an organization. What is happening? One answer, which affects corporate strategy at its most elemental level, is employer branding. HR professionals are uniquely positioned to take a lead role in this enterprise-critical effort.
Whether it’s positive, negative, or non-descript; whether it is strategically managed or accidental and ignored, your company has a brand. You live it every day you work there. What’s more, the talent you want to retain or attract to your company is choosing -or not choosing- your company based on their perceptions of your employer brand. Particularly as the strongest talent increasingly applies to corporations directly, and uses social media and other accessible media to hone their perceptions for corporations as brands, the connection between a corporation’s employer brand and attraction and retention of talent has become critical.
Companies must manage their internal, employer brands just as strategically and carefully as they manage their external, product branding. This can be accomplished by applying the same principles to employer branding as are used in the consumer brand market. In this session, you will learn the strategic principles of consumer branding and how they can be applied to build powerful employer brands. You will gain insights from companies who are managing their employer brands well, and those who are not. You will be challenged to think about the strategic advantages of creating a strong employer brand, to consider the health of your company’s brand and what it is telling current and prospective employees about your company, and how to apply best practices in consumer branding to build or strengthen your employer brand. You will be encouraged to lead and influence those below, beside and above you in the brand-building initiative, and to forge strategic partnerships with other brand-building stakeholders to actualize the power of strategically consistent external and internal brands.
Making Sense of Social Media: A Tool for HR Professionals - Curtis Midkiff
What is social media? How do I use it to become a more effective HR professional? To tweet or not to tweet? This informative workshop addresses these and other key questions on the minds of HR professionals. The workshop will provide an introduction to social media and an overview of the various tools being widely used, while providing advice on how HR professionals can take the lead in the strategic use of social media at their organizations.
Strategic First Cousins: Delivering Diversity & Inclusion Straight Out of the Family Reunion with HR - Charles Spearman & Nancy Burnett
This session will demonstrate how to advance strategic plans for HR and D and I into efficient, shared value streams. We will discuss how to take advantage of the HR strategic plan to mine Diversity and Inclusion planning that coincides and compliments both plans. We will also illustrate techniques for utilizing a single set of data into metrics and reports that benefit both streams of objectives and business unit measures of success. Finally, the facilitators will make the case for key ways of recognizing the backgrounds and skills of the professionals who populate and lead HR programs and D and I programs and the crucial "respect currency" that it yields. The session will highlight how critical this mutual respect among business units is to collaborating in ways that succeed rather than competitively defeat either business unit. This session will bring stories of lessons learned, diplomacy that worked and hindsights that have created insights for all to benefit in your relationships with colleague leaders in all business units. You will leave this session with new ideas for creating mutually beneficial outcomes among your HR and D and I programs that include, for example, staffing, recruitment, succession planning, mentoring, awards programs, assignment processes and professional and knowledge development.
The HR Professional Competency Model: A Road Map For Success - Alexander Alonso, PhD, SPHR
If you or your organization want to understand the critical technical and behavioral competencies needed for individual success and growth at all levels of an HR career, come to this session. You will learn about the HR Professional Competency Model, which SHRM recently developed to allow HR professionals to systematically analyze their competency needs and to help organizations develop performance appraisal tools and other HR systems. In addition, you will learn how several SHRM competency self-development tools can accelerate your professional growth and increase your ability to contribute to the success of your organization.
Applying Lean Principles to the HR Function - Stephen Fuller, Dan Houston & Dimitris Papageorgiou
Continuous improvement is a concept that many organizations talk about but few actually live it. During this session we will discuss how to bring continuous improvement to life in the HR function by applying lean principles. In addition, we will discuss how lean HR concepts can impact the broader business, deliver value and customer satisfaction. We will address strategic, operational, financial and compliance considerations and impacts and also provide HR professionals with recommendations for how to tailor to their specific needs.
For any questions regarding this event, feel free to contact us at: Nova.firstname.lastname@example.org
HRCI CREDIT: This program is pending approval for 7.5 strategic recertification credit hours through the HR Certification Institute (HRCI). Attendees who are PHR certified will be able to apply for general recertification credit hours.
Nancie Ruder has over 20 years experience in marketing strategy, marketing training, branding and consumer research. She spent ten years with Leo Burnett Company in Chicago, Illinois, where she served clients including Procter & Gamble, Eli Lilly, The Gap, Lexmark Computers and Hoerchst Marion Rousseau. In addition, Nancie developed and launched, in over 90 markets, Leo Burnett’s global online portal, which shares intellectual property and assets across the agency’s global network. For three years Nancie spearheaded Leo Burnett’s global new business efforts, which resulted in 14 cross-market new business wins.
In 2002, Nancie launched Noetic Consulting, a consultancy specializing inmarketing, brand strategy, research & training. Nancie and Noetic have provided strategic guidance to clients large and small, including: AT&T, Discovery Channel, Georgetown University, Nike, Vail Resorts, Wisechoice, Samsung Electronics, AKQA, and SmithFarm Healing Center.
Nancie Ruder is a graduate of Georgetown University in Washington, DC, and received her Masters in Business Administration at the University of Chicago. She is a Board member and strategic advisor for National Children’s Medical Center in Washington, an advisor to the International Horse Show hosted annually in Washington, DC and an active member of the Chamber of Commerce. Nancie serves as an adjunct professor at Georgetown University teaching Marketing Strategy.
In his role as the Director of Social Engagement for the Society of Human Resource Management (SHRM), Curtis Midkiff provides strategic leadership and direction to various departments at SHRM in their efforts to maximize the potential of social media to achieve their departmental and organizational goals.
He also works closely with SHRM chapters and state councils across the country, providing them assistance and social media training. In addition, he is a recognized thought leader on the subject of social media strategy as it relates to employee engagement initiatives.
Curtis has over 15 years of experience in communications, marketing and new media strategies. Before joining SHRM in April, 2010, as its "social media guy," he served for five years as the Chief Marketing Officer for JCM Enterprises.
Curtis has a BA in English from Morehouse College and an MA in Political Management from George Washington University.
Charles Spearman, is the Managing Director of Shared Learning and Development at Guggenheim Partners, a global financial services firm headquartered in New York and Chicago. Charles is former principal of Tucker Spearman and Associates, Inc., an EEO and Inclusion management company. Charles is an adjunct professor at Georgetown University in its graduate program on Strategic Human Capital. Charles specializes in organizational and executive leadership in compliance and inclusion management. He designs and delivers training on investigations, harassment and compliance and conducts internal investigations. A frequent speaker before industry leaders on compliance trends, Charles has been quoted by Time magazine and is a presenter at EEOC TAPS programs for public and private sector officials in designing EEO compliance programs. His Tucker Spearman clients included Fortune 500 companies, universities, and medium sized enterprises in the securities and finance industry. Charles is a founding and current board member of the Alliance of Securities and Financial Educators (ASAFE), an alliance of volunteers that facilitates and provides design and delivery of securities and finance curriculum to diverse student and faculty audiences. Charles served as a senior advisor to a Commissioner at the EEOC and to leaders at the Texas Department of Commerce and the US Department of Commerce. Charles previously taught at Cornell University's Industrial and Labor Relations.
Nancy is an attorney advisor in the SEC's Office of Human Resources, handling projects in Strategic Human Capital, Labor Relations, Employee Relations, Diversity and Inclusion and Technology Innovations to improve and support HR and business processes. She advises those in HR and in other business units responsible for quality, risk analysis and program architecture related to new compliance rules for Diversity and EEO for federal agencies, financial regulators and among those regulated under Dodd-Frank.
Nancy began her career after law school representing women coal miners in tort and employment litigation and appeared on 60 Minutes related to this work. Nancy served in several capacities at the U.S. Equal Employment Opportunity Commission, including: overseeing the D C region’s State and Local Human Rights Agencies contractual programs with EEOC; training investigators at EEOC and at the State and Local agencies; and working for a Commissioner.
Nancy teaches graduate students at Georgetown University including courses in Employee Relations, EEO Compliance and Diversity and Human Capital Management. She formerly taught at Cornell's School of Industrial Labor Relations (ILR) at the Manhattan location. Nancy is President and a founding trustee of the Alliance of Securities and Financial Educators (ASAFE), an alliance that designs and facilitates delivery of securities and finance curriculum to diverse student audiences.
She is a member of the Steering Committee of the Defense Research Institute’s Diversity Committee, a national defense bar association. Nancy serves on the Board of Advisors of the DC Social Innovation Project, a nonprofit corporation that provides financial support and business design strategies for business entrepreneurs tackling social challenges in the District of Columbia.
Nancy served for 15 years as Director and Senior Strategist with Tucker Spearman & Associates, Inc., a business consulting company with offerings in strategic business development.
Alexander Alonso, PhD, SPHR
As Director for HR Thought Leadership for Competencies, Dr. Alonso is responsible for the development of SHRM’s Competency Self-Assessment and HR Professionals Competency Model. The new competency model he developed was launched at the June, 2012, SHRM Annual Conference in Atlanta.
Prior to joining SHRM in 2011, Dr. Alonso worked with numerous subject matter experts worldwide with the aim of identifying performance standards, developing competency models, designing organizational assessments, and conducting job analyses. Among other assignments, he led a project for SHRM to study the state of HR education and supported the development of assessments for university accreditation.
Dr. Alonso was part of the team recognized by the Society for Industrial Organizational Psychology with the 2007 M. Scott Myers Award for Applied Research in the Workplace for the development of the federal standard for medical team training, TeamSTEPPS. He was also honored by the American Psychological Association with the 2009 Presidential Citation for Innovative Practice for supporting the development of a competency model for team triage in emergency medicine.
He has published works in peer-reviewed journals such as Journal of Applied Psychology, Personality and Individual Differences, Quality and Safety in Health Care, and Human Resources Management Review. He has also served as the Chairperson for the SIOP International Affairs Committee and as the Vice President for Programs of the Personnel Testing Council of Metropolitan Washington.
Dr. Alonso received his doctorate in Industrial-Organizational Psychology from Florida International University in 2003.
Stephen is a member of Ernst & Young’s Performance and Reward Practice where he specializes in process improvement, operational risk, and accounting topics which include HR Areas such as employee benefits, wage and hour, pension and other retirement plans, equity compensation, employee compensation, general HR administration and payroll processes. Stephen is also a key contact for the Ernst and Young’s Performance and Reward Practice for internal audit topics and serves on several internal audit teams. His professional experience includes risk, program and process evaluation, functional and process transformation and leading practice advice for clients of all sizes. His experience is also drawn from a variety of projects which have focused on HR broadly as well as within specific HR and Payroll sub-areas. In conjunction with these activities, Stephen has helped his clients to operate more efficiently and effectively, mitigate risk, implement leading practices and identify opportunities for cost savings.
Recently, Stephen led an EY Team on a large spin-off to create benefits accounting and trust management departments within the spun-off organization. During this process he advised the client about how to develop the organizational structure, create efficient and effective processes and tools for each new department, worked with the trustees and benefits vendors to implement and improve processes, created SOX and general process controls and helped the client transition tasks to its employees.
Stephen holds a BBA with a dual concentration in HR and Accounting from The George Washington University and a MS in Accounting from the University of Virginia. He is also a Certified Public Accountant (CPA) in Maryland and Virginia, a Senior Professional in Human Resources (SPHR) and a Group Benefits Associate (GBA).
Dan is a member of Ernst & Young LLP’s Performance & Reward practice in McLean, VA. He advises clients on issues focused on human resources risk, process, and operations. Previously, Dan worked as an HR Professional for a technology company, Laird Technologies (formerly Summit Data Communications).
Dan has experience in various areas within Human Resources including: vendor management, business strategy and HR service delivery. His client experiences at EY have been focused on providing transaction support to divestiture entities, setting up new HR functions and employee Health & Welfare. In addition, Dan has worked in technical areas of HR compliance, vendor selection and continuous improvement.
Dan graduated magna cum laude from University of Akron with a degree in Human Resource Management and a certificate in Latin American studies. He also holds a Professional in Human Resources (PHR) certificate from SHRM and is a Lean-Six Sigma Black Belt Professional (LBBP).
Dimitris is a Human Resources professional with lengthy background in managerial positions within large organizations (20,000+ employees) in US and abroad. Offering expertise in HR Transformation, Shared Services Strategy and systems implementation. Subject matter professional in the areas of payroll and associated taxation, expatriate administration, account reconciliations and HRIS.