Renaissance Schaumburg, Chicago

What You Get

Our ‘invitation-only’ approach allows us to provide exceptional service for our audience.


Conference Pass

Full access to the event including keynotes and educational sessions.


Overnight Hotel

We cover the first night and offer a discounted rate. Spouses welcomed.


5 Star Catering

Let us treat you to delectable breakfast, lunch, refreshments, and more.


Ace Networking

Rub shoulders with the best. Entry to all networking activities including industry dinner.

Who You'll Meet

A unique engagement opportunity with Fortune 500 companies and emerging mid-size enterprises.


Influential Peers

Benchmark and network with the movers and shakers of HR and Talent Management.


Thought Leaders

Learn from the best in the field and walk away with actionable insights.


Leading Partners

Meet only the solution providers most relevant for your projects and initiatives.



Unparalleled networking opportunities with high profile industry leaders.

What You'll Do

Your registration creates a truly customized agenda based on your specific areas of responsibility, challenges and interests.


Free Time

Spend most of your time participating in educational sessions and networking activities.


Research Meetings

Face-to-face 25-minute meetings to discover leading solutions guided by knowledgable executives.


Educational Sessions

Keynotes, plenary sessions, industry panel discussions, case studies and more.


Networking Activities

The perfect place to connect with peers who can truly make a difference to your business.

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This year, the 100% peer-driven educational program will be centered around key themes addressing the most pressing challenges. Earn SHRM Credits. Check out our featured speakers and key themes:


Key Themes

close Leadership & Learning Development
  • Leadership Competencies & Succession Management

  • Coaching for Greater Impact: Linking Learning and Development to Business Results

  • Micro Learning: The Future of Learning and Development?

  • How to Lead during Changing Times and New Administration

  • Blended Learning Strategies for a Distributed Workforce

  • Understanding the Power of LinkedIn’s Analytics

  • Social Platforms for Global Employee Connectivity and Feedback

  • Utilizing Employee Demographic Data and Activities: Engagement & Retention Purposes

  • New way to display data

  • Usefulness of AI and Bots

  • Intuitive Technology with Minimal Administrative Burden

  • Today’s Business Role for the CHRO

  • Retention is an Outcome Not a Strategy; Unlocking Potential

  • What the New Working Environment Should Look Like for Employees

  • Performance Management Strategies

  • Going Digital; Shared Services Feasibility for HR

  • Building Company Culture: Multi- Generational Workforce

  • Attracting the Top Talent

  • Social Media Platforms for Talent Acquisition

  • Solving for Unconscious Bias

  • Fair Employment Value Proposition through Recruitment Branding

  • Interviewing for Fit and Culture

  • How to Continually Engage Employees for Retention


Get insights from 20+ specialized HR leaders making way in the ever-changing world of human capital management:

Connect HR Leadership Fall Summit View More

Debbie Pollock-Berry

Vice President & Chief Human Resources Officer

Save The Children

Connect HR Leadership Fall Summit View More

Phil Pirkle

Executive VP, Talent Management, Training & Development

United Supermarkets

Connect HR Leadership Fall Summit View More

Craig Simmons

Senior Vice President and Chief Human Resources Officer

Oakwood Worldwide

Connect HR Leadership Fall Summit View More

Keith Webb

Pre-Sales Director of SaaS Technology and Innovation

Ultimate Software

Connect HR Leadership Fall Summit View More

Tracy Beckmann

Executive Vice President, Human Resources


Connect HR Leadership Fall Summit View More

Darlene Slaughter

Vice President, Chief Diversity Officer

United Way Worldwide

Connect HR Leadership Fall Summit View More

Beth Galofaro

Assistant Vice President, Human Resources

One Nevada Credit Union

Connect HR Leadership Fall Summit View More

Gary McLaughlin

Vice President, Training & Development

Univest Corporation of PA

Connect HR Leadership Fall Summit View More

Corecia Davis

Assistant Vice President of Human Resources

Century 21

Connect HR Leadership Fall Summit View More

Marybeth Gray

Senior Vice President Health & Welfare Consulting

Trion Group, a Marsh & McLennan Agency, LLC

Connect HR Leadership Fall Summit View More

Michael Kearns

VP of Enterprise


Connect HR Leadership Fall Summit View More

Christina Cassis

Senior Strategic Advisor

[email protected] by

Connect HR Leadership Fall Summit View More

Ronna Detrick

Fierce Master Facilitator


Connect HR Leadership Fall Summit View More

Jeralyn Woodall

Assistant Vice President for Information Technology

University of Oklahoma

Connect HR Leadership Fall Summit View More

Jim McCoy

Chief Revenue Officer & General Manager

Scout Exchange

Connect HR Leadership Fall Summit View More

Laura Lee Gentry

Vice President, Talent & Learning

Ultimate Software Group

Connect HR Leadership Fall Summit View More

Dr. Chris White

Chief Science Officer


Connect HR Leadership Fall Summit View More

Blake Sheldon

Solutions Architect


Connect HR Leadership Fall Summit View More

Sarah Harden

Systems Engineer


Connect HR Leadership Fall Summit View More

Robin Talmadge

Chief, Talent Management USDA, Rural Development


Connect HR Leadership Fall Summit View More

Arthur Schwartz

Senior Vice President and Chief Human Resources Officer

Travis Credit Union

Connect HR Leadership Fall Summit View More

L. Sean Raney

Senior Vice President, Global Compensation & Payroll Services



Make every session valuable by selecting up to three key themes to mix and match the most relevant topics to you.

Reset Filter
Leadership Development

Welcome Cocktail Reception & Registration


Breakfast Buffet

Monday, October 22Keynote Presentation

close EX Meets CX: The Rising Partnership Between HR and Marketing

SurveyMonkey - CMO

Customer centricity has long been a mantra for support teams, marketers, salespeople, and even product teams devoted to improving customer experience. But it turns out the benefits of a customer-focused culture extend beyond keeping your buyers happy: new research from SurveyMonkey has found that companies that prioritize customer centricity are likely to have significantly better employee engagement.

Many businesses overlook how marketing teams can partner with HR to help establish and shape an incredible company culture. As a dyed-in-the-wool marketer who built her career working for HR companies, Leela Srinivasan has spent years thinking about how the two fields overlap. In this session, Leela will cover:

Key Take-Aways

  • A look at the numbers: how customer centricity moves the needle on employee engagement and reduces attrition, according to our new report
  • How to work with marketing teams to create a truly compelling employer brand
  • The set of golden rules that apply to marketing and HR alike


Leela Srinivasan
Monday, October 22Breakout Presentation

close 3 Fierce Leadership Conversations: How to Transform a Culture of “Nice” Into a Culture of Results

Leadership & Learning DevelopmentFierce - Fierce Master Facilitator

Too many of our business conversations are a waste of time, money, and energy because we avoid saying what needs to be said – we have fallen into a trap of being too nice. While many of us were raised to be kind to others, the desire not to ruffle feathers or rock the boat is affecting your company’s bottom line. A culture of nice dilutes reality, and isolates leaders from knowing about problems in a timely manner. It contains creative opportunities in an echo chamber, slows innovation and leads to issues such as stalled execution, missed deadlines and failed initiatives. We need to create cultures in which individuals feel safe to contribute new ideas, tackle tough challenges, and share what needs to be said. We need to transform cultures of nice by learning how to have conversations that get results.

Key Takeaways:

  • Realize the true costs of being too nice.
  • Understand how honesty and kindness are not mutually exclusive.
  • Learn 3 Fierce tactics to transform a culture of nice into one of results.


Ronna Detrick
Fierce Master FacilitatorFierce
Monday, October 22Breakout Presentation

close The Art & Science of a World Class Leadership Development Program

Leadership & Learning DevelopmentUltimate Software Group - Vice President, Talent & Learning

Four years ago, Ultimate Software set out to design, build and implement a best-in-class Leadership Development program that would ensure that our People First culture would continue to thrive in the face of tremendous growth in the business. We need our leaders to be the best people leaders on the planet but, in the face of a rapidly scaling business and large volumes of outside hiring, we needed a more systematic approach to growing leaders and ensuring that they put our core values in action everyday. LEAD US, our three-pronged program which spans high potentials, leaders of people, and leaders of leaders, has proven to be very successful in driving not just our culture but our business. This session is designed to be very practical, providing a road map for any company who wants to embark on a similar endeavor. Recent past presentations have also been very interactive, providing a great platform for discussion among participants at all stages of experience.

Key Takeaways:

  • Key elements to consider in designing a Leadership Development program
  • Alternative approaches to content, buy/build, how to prioritize and ensure relevance for your people / company
  • What to measure and why
  • How to ensure that your program fits the unique needs of your company and business


Laura Lee Gentry
Vice President, Talent & LearningUltimate Software Group
Monday, October 22Breakout Presentation

close How to Solve the 5 Pervasive Team Challenges and Transform Your Business

Leadership & Learning DevelopmentTeamalytics - Chief Science Officer

People represent the greatest investment opportunity in any company. They’re also the greatest challenge. And the challenges multiply when people work together on teams. Despite the dysfunction of the majority of business teams, teamwork has never been more important for fast-growth companies. In this session, you’ll learn how to accelerate the effectiveness of new teams and new leaders, how to deal effectively with contentious teams and teammates, how to optimize high-functioning teams and navigate change initiatives, and how to develop and retain your high potentials.

Key Takeaways:

  • What is your strategy for the teams of today?
  • Teams are increasingly vital but often underperform
  • Team behavior is what undermines performance
  • The 5 pervasive team challenges we help leaders solve:
    • Optimize High-Functioning Teams
    • Accelerate High-Potential Team Members
    • Navigate Change Initiatives
    • Fast-Forward Newly Formed Teams
    • Manage Contentious Teams
*CPE Credit-Participants will be able to identify the 5 most significant team challenges and share ways to engage these issues and solve them to create dynamic teams and extraordinary outcomes.. Field of Study: Personnel/HR


Dr. Chris White
Chief Science OfficerTeamalytics
Monday, October 22Breakout Co-Presentation

close People Analytics: Orchestrating the Employee Experience

HR Technology and AnalyticsSAS - Solutions Architect
SAS - Systems Engineer

How do you get tangible actions, maintain employee anonymity, and maximize employee lifetime value? How do you focus investments on precisely what matters and turn managers into HR-program advocates? Through people analytics.  Gone are the days of high/low favorability reporting on over-standardized engagement surveys — now are the days of precision data science through people analytics. See how SAS helped one customer leverage existing engagement data to answer all of the above questions within months, shifting their people program investments and overhauling processes to maximize the employee experience specifically for their department.

Key Takeaways:

  • Understand macro-trends influencing the transformation in HR
  • Realize the shift in workforce orientation: from employer to employee
  • See how people analytics facilitates maximizing employee lifetime value through creating a positive employee experience – yes, you can measure experiences to guide strategy!
  • Dive into a customer example where the managers volunteered to do the heavy lifting on employee experience reform
  • Participate in the prediction of your engagement level as if you were in this customer’s organization


Blake Sheldon
Solutions ArchitectSAS
Sarah Harden
Systems EngineerSAS
Monday, October 22Breakout Presentation

close Examining the Intersection of Diversity and Mental Health

Talent Acquisition & RetentionUnited Way Worldwide - Vice President, Chief Diversity Officer

1 in 5 adults in the U.S. experience some form of mental illness. This conversation will highlight the impact mental illness has on diverse populations.  The presentation will be a basic overview of the disparities certain communities face. It will also offer appropriate tools to address this populations needs in and out of the workplace.

Key Takeaways:

  • Understanding of data to create awareness
  • Using an equitable approach to work with people
  • The role of HR professionals


Darlene Slaughter
Vice President, Chief Diversity OfficerUnited Way Worldwide
Monday, October 22Breakout Presentation

close The Age of Million Dollar Drugs! What is Your Company Doing About It?

Talent Acquisition & RetentionTrion Group, a Marsh & McLennan Agency, LLC - Senior Vice President Health & Welfare Consulting

To retain and attract talented employees; we endeavor to offer competitive benefit programs. Delivering robust medical and pharmacy benefits at an affordable price has been a challenge with soaring costs. The largest chunk of the increase is due to due to soaring pharmaceutical costs. Today, RX is 26% of total benefits spend… by 2020 – it is predicted to grow to 50% of our total benefits costs! Learn what is happening in this area, what’s around the corner and how top-performing companies are managing these costs while still maintaining competitive benefit packages at affordable prices.

 Key Takeaways:

  • State of the Market Overview – What are the top drivers of cost in Pharmacy today
  • What should companies be focused on for the near future to get in front of the next group of high costing drugs
  • The top 5 strategies to control spend both long term and short term and help our members be healthier users


Marybeth Gray
Senior Vice President Health & Welfare ConsultingTrion Group, a Marsh & McLennan Agency, LLC

Networking Lunch

Monday, October 22Breakout Presentation

close It Cost HOW Much? - Measuring ROI on Globally Mobile Employees Costs

Strategic HR and OperationsSIRVA - Senior Vice President, Global Compensation & Payroll Services

We all know that Company sponsored relocations have a cost – but what is the Company getting in “return”? Definition of ROI Why is it the “Holy Grail” of Global Mobility? Defining and Measures Costs Hard Costs Reporting Requirements Soft Costs How/ What to Measure Defining and Measuring “Returns”

Key Takeaways:

  • Definition of ROI
  • Defining and Measures Costs
  • Defining and Measuring “Returns”


L. Sean Raney
Senior Vice President, Global Compensation & Payroll ServicesSIRVA
Monday, October 22Breakout Presentation

close Fight or Flight: Millennials Continued Impact on the Workplace

Talent Acquisition & Retention[email protected] by - Senior Strategic Advisor

For most of their careers, they’ve been the subject of snarky talks, business books and internet thought leadership. But now, after more than a decade in the workforce, millennials are entering their second act. No longer entry-level associates, they’re moms and dads – directors and managers. Their influence, as the largest workforce demographic, is undeniable. And yet, attracting and retaining millennials remains a top-of-mind challenge for many firms. As more millennials enter parenthood and business leadership positions, they’re struggling to balance work and family responsibilities and looking for solutions. In some cases that means fighting for and winning more robust supports within their organizations. In others, it means looking for new opportunities at a firm with better benefits.

Key Themes:

  • Identify new ways to evaluate work-family needs across your workforce
  • Understand how leave programs, including on- and off-ramping strategies, improve retention of millennial caregivers
  • Learn how to review compensation plans through the lens of 21st century family care needs


Christina Cassis
Senior Strategic Advisor[email protected] by
Monday, October 22Breakout Presentation

close Unconscious Bias: Open Your Eyes - Get Woke!

Talent Acquisition & RetentionOakwood Worldwide - Senior Vice President and Chief Human Resources Officer

HR needs to rise up and lead transformational efforts to diversify and include at all levels of an organization, despite the perceptions/bias and covert (and sometime overt) prejudice of some company leaders. Take a constructive stand to identify and call-out inequities of hiring practices and selection processes – supporting candidates of talent and integrity – regardless of race, sex, sexual orientation, national origin, gender, age, status and all categories of potential bias.

Key Takeaways:

  • Why is unconscious bias so prevalent in corporate America?
  • How can HR take a leadership role in identifying and changing covert bias in the candidate selection process?
  • What steps are needed to engage leadership in a constructive dialogue about bias?
  • Understanding how Oakwood Worldwide changed the complete diversity profile of senior leadership in one year


Craig Simmons
Senior Vice President and Chief Human Resources OfficerOakwood Worldwide
Monday, October 22Breakout Presentation

close How to Build a Winning Team: A Recruiting Playbook

Talent Acquisition & RetentionUniversity of Oklahoma - Assistant Vice President for Information Technology

Building diverse and inclusive teams that reflect organization culture is one of the most difficult job functions of a leader. A key ingredient is a solid recruiting strategy that reflects not only the current workforce profile but one that will transform the teams for future business demands. This session will help participants develop a recruitment playbook that incorporates diversity, inclusion, and culture into their workforce. They will learn how to utilize branding, social media, and other techniques during the recruiting process. Session activities will showcase different interview styles and situations as well as types of questions needed to deliver desired outcomes.

Key Takeaways:

  • Develop a recruiting playbook outline to take home
  • Learn how to align recruiting strategy to culture, diversity goals, and business strategy
  • Learn how to structure an inclusive interview process
  • Learn how to ask relevant and effective interview questions that align with desired outcomes


Jeralyn Woodall
Assistant Vice President for Information TechnologyUniversity of Oklahoma
Monday, October 22Breakout Presentation

close How a 100 Year Old Company Sustained, Integrated, and Transformed Its People-Oriented Relationship-Based Culture

Leadership & Learning DevelopmentUnited Supermarkets - Executive VP, Talent Management, Training & Development

In this session, you will gain an understanding of the challenges related to integrating corporate cultures and gain strategies for overcoming them.  Additionally, you will learn various processes for sustaining, scaling, integrating, and transforming your organization’s corporate culture.

Key Takeaways:

  • Gain an understanding of sustaining, scaling, integrating, and transforming your corporate culture
  • How to map different corporate cultures
  • How to integrate varying corporate cultures


Phil Pirkle
Executive VP, Talent Management, Training & DevelopmentUnited Supermarkets
Monday, October 22Breakout Session

close Why The Largest American Companies Are Using Early Access to Pay as a Retention Tool

DailyPay - CEO
21c Hotels - HR Director

Payroll hasn’t changed in the last 90 years; but since the emergence of daily pay benefits, the largest employers in America like McDonalds and Walmart are now using more frequent access to pay as a perk to retain and recruit their staff. Approximately 25% of the US workforce have access to earned but unpaid wages and employees are starting to demand it as a necessity when selecting and staying at a job. If you’re a strategic player at your company, you’ll want to understand how to evaluate the ROI and implications of offering a daily pay benefit for investing in the future of your workplace.


Key Take Aways:

  • Market forces changing the payroll industry forever
  • What daily pay benefits are
  • How to evaluate the ROI of a daily pay benefit – looking at company cost savings, operational efficiencies and your employee’s savings gains
  • Different program structuring decisions and compliance considerations



Jason Lee
Andrew Lotter
HR Director21c Hotels
Monday, October 22Breakout Presentation

close Dare to Develop! How Courageous Leaders Transform the Culture and Bolster the Bottom Line!

Leadership & Learning DevelopmentUSDA - Chief, Talent Management USDA, Rural Development

You don’t have to be a Chief Learning Officer to develop your organization, but you must be courageous. Chief Learning Officers understand that leadership wants transformational development activities that boost morale and the bottom line with as little impact on the budget as possible. What do Chief Learning Officers want? They want courageous leaders that integrate the culture of learning into the fabric of the organization. Find out what you can do to be a better leader, boost productivity and gain a bigger return on your human capital investments.  In this session, we’ll explore what happens when you dare to develop.

  • Ingenuity is the key to utilizing your resources
  • Why it’s not what you expect, but what you inspect
  • Measuring what matters: The truth about analytics, development plans, performance plans and your bottom line
  • How to stay competent and thrive


Robin Talmadge
Chief, Talent Management USDA, Rural DevelopmentUSDA
Tuesday, October 23Breakout Presentation

close Rise of the Human Cloud - How Agile Talent Pools Will Transform Talent Management

Talent Acquisition & RetentionToptal - Agile Talent Consultant

Organizations are under more pressure than ever to innovate, deliver quickly, and respond instantly to changes in the competitive landscape. At the core of this shift is the talent strategy within an organization. Traditional hiring cycles, which are rigid, slow, and cumbersome, will not be sufficient to meet this demand, nor will traditional modes of engaging outside talent and expertise. The Human Cloud is driving organizations towards a new paradigm in talent management – building teams of highly capable individuals, on demand, that are designed to drive specific outcomes. For organizations to thrive in this new future, they will need to develop the ability to rapidly assemble, lead, and manage teams blended from a wide range of sources as a core competency.

Key Takeaways:

  • Understand the different types of talent in the human cloud, and why there is no “one size fits all” answer.
  • Develop ideas to enhance the talent management strategy of their organization.
  • Understand and implement the core competencies required to maximize the value delivered by the Human Cloud and a blended workforce.
  • Build a workplace that is attractive to a wide range of talent, including freelance and globally distributed talent.


Neil Pickard
Agile Talent ConsultantToptal

Industry Dinner

Tuesday, October 23Keynote Presentation

close Three Trends Poised to Transform the Future of Work

Leadership & Learning DevelopmentUltimate Software - Pre-Sales Director of SaaS Technology and Innovation

Companies are struggling to respond to the rapid pace of change and the associated effects on their employees. More than ever, people want a more personal, human work experience. Three pivotal forces are converging that will transform the near-term future of work. First, advances in artificial intelligence reach beyond the automation of tasks, to help leaders understand their people in new and deeply human ways—augmenting and amplifying their natural capabilities. In addition, today’s employees crave connection and purpose with an environment that fosters their progress and nurtures their growth—rejecting one-size-fits-all management in favor of hyper-personalized leadership. Finally, breakthrough Diversity and Inclusion creates a workforce culture in which all people can feel they belong and be themselves—where unique perspectives foster greater innovation, sustainability, and cultural competence. Doing so ensures work works for everyone. 

Key Takeaways:

  • Be familiar with the widening perception gap between employees and managers at work and steps HR leaders can take to coach managers to personalize their leadership approach
  • Know how to use smart technologies such as AI, machine learning, and natural language processing, to help managers know and understand their people on a deeply human level, empowering them to achieve more.
  • Discover proven new ways to ensure diversity and inclusion programs actually drive positive changes for the organization.
  • Understand what it takes to create a culture in which leaders help their people achieve meaningful, purposeful, and productive work and careers, such that all employees feel included, respected, and empowered.
  • Help HR Leaders identify and prioritize HR practices which foster these objectives.


Keith Webb
Pre-Sales Director of SaaS Technology and InnovationUltimate Software
Tuesday, October 23Breakout Presentation

close There IS Such a Thing as Being "Irreplaceable"

Strategic HR and OperationsOne Nevada Credit Union - Assistant Vice President, Human Resources

There is only one YOU and each of us is unique.  How you contribute strategically to the HR function depends on how well you are able to take your unique talents and apply them to the strategic priorities of the organization. We can be some things to some people but not all things to all people – so what can you bring strategically to an organization that will make you “irreplaceable” in a world where loyalty to a company/organization seems to no longer exist?

Key Takeaways:

  • Detailed and action-plan oriented – Becoming strategically “irreplaceable” to your organization from an HR perspective
  • Honing in on your uniqueness and identifying your qualities
  • Identifying and aligning your strengths with the strategic priorities of your organization


Beth Galofaro
Assistant Vice President, Human ResourcesOne Nevada Credit Union
Tuesday, October 23Breakout Presentation

close Rethink Your Gender Equity Strategy

Strategic HR and OperationsScout Exchange - Chief Revenue Officer & General Manager

It can be tempting to think you get it; gender equity matters, so pay attention to it. But attention to what and whom? Achieving gender equity requires more than the best of intentions. It requires data-backed information, process and behavioral changes, and comprehensive strategies. This presentation will give you new insights, ideas and current data you can take back to effect change in your organization.

Key Takeaways:

  • What the data in Scout’s recruitment marketplace reveals about changes in gender equity in hiring in the last year
  • How to create and conduct a gender neutral hiring process
  • How to effectively use search firm recruiters to increase your pool of qualified female candidates
  • Strategies that work to retain sought-after female executives after they’re hired


Jim McCoy
Chief Revenue Officer & General ManagerScout Exchange
Tuesday, October 23Breakout Presentation

close Benefits of Mentoring in the Workplace

Talent Acquisition & RetentionCentury 21 - Assistant Vice President of Human Resources

We will examine the key benefits of mentoring in the workplace including stress reduction, retention, and as a recruitment tool.  In an interactive, engaging format we’ll explore what others have tried and whether it has or has not worked.  The goal is to provide attendees with methods to create a productive mentoring program and how to measure success.

Key Takeaways:

  • How to create a mentoring program
  • Why the mentoring programs work
  • Specific benefits to mentoring programs


Corecia Davis
Assistant Vice President of Human ResourcesCentury 21
Tuesday, October 23Breakout Presentation

close Manage a Successful Transition Up the Leadership Chain

Leadership & Learning DevelopmentTravis Credit Union - Senior Vice President and Chief Human Resources Officer

If you promote someone from a manager to an AVP, or from an AVP to a VP, what’s the difference?  In many companies, it’s a matter of tenure.  However, if there are not distinct differences in performance expectations from one level to the next that can be effectively articulated, measured and enforced, you will be setting yourself up for ER issues, leadership gaps, succession gaps and poor knowledge management.

Key Takeaways

  • Overview of leadership categories based on performance standards
  • Setting clear performance distinctions between levels
  • Identification of who does/doesn’t fit within these levels
  • Key leadership imperatives to help identify leadership at various levels


Arthur Schwartz
Senior Vice President and Chief Human Resources OfficerTravis Credit Union
Tuesday, October 23Breakout Presentation

close Wellness Matters: Employee Benefits and the Future of Work

Gympass - Chief Commercial Officer

The corporate benefits landscape is changing. Benefits previously viewed as perks are quickly becoming must-haves, and many companies need to expand their current offerings to retain and attract top talent. But how do you know whether your wellness programs are creating impact at the employee and organizational level? How can you build a solution that incentivizes everyone and allows you to track progress?


Key Takeaways:

  • Why corporate wellness is integral to the future of work
  • Why senior HR professionals are in a unique position to drive these critical initiatives
  • How to measure the ROI of the wellness programs offered by your organization
  • How to tackle the operational burden associated with wellness programs
  • What success looks like


Sasha Willimann
Chief Commercial OfficerGympass
Tuesday, October 23Breakout Session

close Cracking Healthcare Costs

Shield Screening & Edison Healthcare - Founder of Edison Healthcare

Learn how to cut your healthcare costs and provide smarter care to your employees.

Key Take-Aways

  • How Misdiagnosis Rates are Affecting Your Healthcare Spend
  • Appropriateness of Care
  • Smart Care for Solutions for Self-Insured Companies at Any Size
  • Happy Employees & Healthy Savings – Let’s talk ROI


Tom Emerick
Founder of Edison HealthcareShield Screening & Edison Healthcare
Tuesday, October 23Breakout Presentation

close So You Want to Create a Leadership Development Program...

Leadership & Learning DevelopmentUnivest Corporation of PA - Vice President, Training & Development

Many companies have the need and desire to create a Leadership Development Program, but lack the resources or know-how to make it happen.  This session will focus on identifying needs, utilizing internal and external resources as facilitators, structuring the program, selecting participants and creating a schedule of workshops to maximize participation.

Key Takeaways: 

  • Understanding the components necessary to develop a Leadership Development Program
  • A step-by-step process to create the program
  • Identifying appropriate facilitators to conduct workshops
  • Focusing on the logistics that will guarantee success of the program


Gary McLaughlin
Vice President, Training & DevelopmentUnivest Corporation of PA


Experienced CHROs help us design a relevant and 100% peer-led educational program. Check out a sample of last year's members:

Steering Committee Members

Laurie Colasanti Vice President, Human Resources
DHL Express Americas
Doug Harris SVP, Human Resources
Clean Harbors
Maureen Doran-Houlihan Vice President, Global Talent Development Learning & Development Solutions
Debbie Nix Vice President, Human Resources & Risk Management
Covenant Care
Amy Esser SVP, Regional Director of Human Resources
Karen Beach Chief Human Resources Officer
Greg Harper Vice President – Human Resources, Safety, Health and Environmental Affairs
Northstar Aerospace, Inc
DeRetta Cole YMCA Metro Atlanta
Kathy O’Driscoll Path


We help CHROs and HR senior-level executives connect with peers in different industries to discuss their top-of-mind directives. Last year's attendees include:

Attendee Testimonials

"It’s always interesting to hear how other organizations approach the challenges we face. CONNECT is an opportunity to increase your knowledge and see what tools are out there – new ideas leading to new solutions. Other senior level Executives trying to keep up with digitalization should consider attending – a great platform to see what’s out there!"

"Great participants, panelists and vendors! "

"Company size does not matter, there is so much relevant content…and you can easily customize your schedule. Best part is being able to see the latest and greatest technology in the space. "

Attendee List


Connect HR is quickly establishing a reputation as the boiling pot of information, ideas and solutions. Check out last year's solutions:


North America's fastest-growing HR event plays host to over 250 attendees each year.


Here is a quick FAQ to help you get started. For more information contacts us, we're happy to talk to you.

Our Team

Oliver Thomas

Conference Director
(424) 334-5156
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Marin Silvers

Sponsor Relations
(424) 334-5141
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Danielle Tal

Conference Producer
(424) 389-3452
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Marissa Marsh

Attendee Relations Executive
(424) 313-1172
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Chad Hamilton

Sales Director
(424) 334-5157
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Shaun Thankachen

Sales Executive
(424) 313-7511
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Tim Parfitt

Sales Executive
(424) 363-9965
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Your full access conference pass includes overnight accommodations, meals and cocktail receptions.

The Hotel

Renaissance Schaumburg

Experience refined style at the Renaissance Hotel in Schaumburg where stunning design blends seamlessly with impeccable service.

Our Schaumburg hotel accommodations boast stylish design and luxurious comfort. Located in an accessible hub with a sophisticated collection of retail and culinary options such as Sam & Harry’s and Woodfield Mall, this Schaumburg, Illinois hotel serves as an indigenous ambassador for entire Chicagoland area…and a gateway for the entire Midwest.
  • Accommodations must be booked through the conference organizers and not through the venue directly. We cover the first night and offer a discounted rate. Spouses welcomed. For reservations please contact:
The nearest airport is Chicago O'Hare International Airport (ORD), which is less than 15 miles away. Alternatively, you may fly into Chicago Midway International Airport (MDW). This hotel does not provide shuttle service. Taxis are readily available at the airport.
The Renaissance Schaumburg  | 1551 N. Thoreau Drive Schaumburg, IL 60173