Navigating workplace diversity, inclusion, and belonging requires constant vigilance, education, and re-education. We’re all human, and conscious and unconscious bias are part of the human condition. Incorporating healthy gender and racial diversity in your recruitment process is a good start, but initiatives like accessibility, company inclusiveness, social recognition, cognitive diversity, cultural diversity, and gender sensitivities across the employee lifecycle are equally important. In this track, you will gain actionable strategies to implement and validate the ROI of your D&I programs, backed by world-renowned researchers and case studies worth emulating.
chief diversity officer; diversity and inclusion program manager; VP of HR; director of talent acquisition; senior business partner (generalist); chief legal officer; VP general counsel; manager/director/VP/EVP of HR; chief people officer
Stack ranking and performance appraisals may seem like vestiges of the performance management dark ages. And yet, if you’re being honest, how far has your organization taken the human revolution of performance management? How equipped are people managers for having difficult, yet necessary, feedback conversations? Are your people managers having regular check-ins with their team members and truly acting as coaches? Traditional performance management to continuous performance management is a journey – a complete shift in growth mindset. Learn the latest research in the fields of learning and development and performance management – which includes the full spectrum of feedback – and where other likeminded companies are in their journey.
director/VP of learning and development; manager/director/VP/EVP of HR; chief learning officer; leader of talent and/or performance; director/VP of rewards and recognition; director/VP of HRIS (PM systems); performance consultant; employee journey; performance coaching; talent development leader; director of talent strategy; director of employee engagement; engagement leader; HR business partner; HR generalist, employee/labor relations; CHRO; chief people officer; CEO; COO
When people understand how their work plays into company goals, connection and purpose soar. It takes a special kind of leader, one who can bond humans together through storytelling – communicating shared values, purpose, and mission. How are leaders translating your culture story? For most people, a job is a more than a paycheck. And meaningful work doesn’t happen in a silo – it’s reaffirmed in daily team actions and interactions that match company vision and values. This track will explore how HR leaders and corporate communications can work together to create a sense of shared purpose and authenticity across the organization.
internal and external communications; corporate communications; internal communications manager; industrial-organizational psychologist; business partner; organizational development; employee communications; employer brand; marketing; health & wellness; HR generalist; head of culture; HR business partner; CHRO; VP of HR; EVP of HR; chief people officer; chief happiness officer; chief culture officer
Human workplaces understand the power of acknowledgement in the workplace. But the most enlightened organizations are taking recognition and rewards a step further. By operationalizing gratitude at work, they are seeing measurable improvements in engagement, retention, safety, and productivity. That’s because gratitude, when given frequently and crowdsourced, changes not only the receiver, but also the giver. In this track, see how some of the most admired global companies in the world achieved eye-popping ROI through case studies supported by unique data science. Learn how to achieve the ideal total rewards and recognition structure with the right level of investment to positively impact culture and performance.
HR director, manager/director/VP of compensation and benefits, manager of total rewards, R&R program managers, procurement, culture officer, HR operations/HRIS, HR generalist, finance analyst, health & wellness, HR business partner, director of finance, director of talent acquisition, chief happiness officer CHRO, VP of HR, EVP of HR, chief people officer, CFO, CEO
A human workplace is a just workplace – where the ideals of fairness, equality, and transparency are put into practice at every level of the organization. Are your compensation/bonus structures helping or hindering pay equity? How are your talent management programs supporting all people – across all backgrounds and ages – toward leadership positions? Have you put into place flexible workplace practices? Does your organization have the right protocols in place for sexual harassment and other forms of workplace safety? This track will delve into these topics and more as we explore what it means to strive toward workplace equality.
manager/director of compensation and benefits, manager of total rewards, R&R program managers, procurement, HR operations/HRIS, risk management, HR generalist, finance analyst, health & wellness, HR compliance, HR business partner, director of finance, director of talent acquisition, chief diversity officer, CHRO, VP of HR, EVP of HR, chief people officer, CFO, CEO, chief legal officer; VP general counsel.
Culture is destiny. It’s the culmination of the many thousands of interactions we have with our colleagues and leaders every day. How do the most enviable cultures establish a baseline of trust in those interactions? What are the non-negotiables when it comes to living values of respect and civility at work? For collaboration to flourish and grow, you first need to empower individuals to do their best work in an environment with psychological safety. In this track, explore how authenticity and autonomy play into cultures with high emotional connection and how to build award-winning teams to propel the next phase of your company’s innovation and growth.
manager/director/VP/EVP of HR; leader of corporate communications; corporate social responsibility; director of employee engagement; engagement leader; HR business partner; HR generalist, engagement specialist; employee/labor relations; health & wellness; organizational development; employee communications; employer brand; marketing; head of culture; CHRO; CEO, chief people officer; chief happiness officer; chief culture officer
New generations of employees crave more autonomy and the freedom to get their work done in the way that’s best for them. When this happens, humans shine their brightest (and turn in their best work). And that’s what working human is about: getting people to reach their full potential by letting them live their best lives out in the open. How can HR departments turn this new notion of work-life harmony into benefits? What steps can employees take to maintain blend if they work in a more traditional workplace? This track focuses on building trust between managers and employees, and championing programs that enrich work/life balance, making employees feel valued, respected, appreciated, resilient, and most importantly, human.
director of employee engagement; engagement leader; HR business partner; HR generalist, engagement specialist; employee/labor relations; health & wellness; CHRO; VP of HR; EVP of HR; chief people officer; CEO
A.I., like big data, is a trendy concept. But what really does it mean? And how can you operationalize it in your company? How can you leverage its benefits while minimizing privacy and security risks? This track breaks down the data science to demonstrate the power of workplace connections, giving insight into top performers, hidden talent, and team effectiveness. This technology has helped global brands forge unshakable bonds between colleagues, cut turnover in half, improve safety records, accelerate performance, and drive innovation. It addresses important issues like unconscious bias and pay parity. Learn through research, unique analytics, and case studies from global companies with award-winning cultures who’ve successfully put this technology into practice.
CFO; CTO; CIO; director/VP of HRIS; VP of HR; HR director
We’re talking up to 17 SHRM, 17 HRCI, 17 HRPA, 17 ATD, and 2.5 WorldatWork PDCs!*
That’s nearly one-third of the PDCs you need for recertification.
*Based on total sessions attended
Content and credits? That’s a win-win.