Renaissance Schaumburg, Chicago

Invitation-only means an exceptional experience, on us

Coordinated by your personal concierge, a schedule is tailored to your professional goals and company priorities.


Complimentary Pass

Inventive learning, renown speakers, executive networking. All free to you.


Travel Reimbursement

$200 of your travel is covered if you’re trekking over 100 miles to attend.



Your first night’s stay is on us and a discounted rate is available thereafter.


5 Star Catering

All of your meals and libations are complimentary throughout the event.

Join HR’s Distinguished Upper Tier

A curated audience reserved for the senior level of the Fortune 500 and mid-market puts you in exceptional company.


Affluent Peers

Meet the people just as invested in strengthening the workforce as you are.


Influential Leaders

Learn valuable strategy components from today’s very best.


Proven Solutions

Meet industry leading solution providers, hand picked for your priorities.



Take this unprecedented opportunity to connect with high profile execs.

A curated experience to cultivate achievement

Based on your specific areas of responsibility, challenges and interests we’ll craft a personal agenda that paves your path to success.


Days of Insight

Jump in the discussion through focused educational sessions and networking opportunities.


Innovative Sessions

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


Networking Opportunities

Tie into contemporaries and mentors interested in the same avenues of opportunity as you.


Research Meetings

Meet one-on-one with executives delivering on the solutions that are shaping the industry.

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Peer-Led Education

The CONNECT Steering Committee consists entirely of your contemporaries, meaning we tackle the themes that have profound significance to your performance and your company.


Key Themes

close HR Strategy and Leadership Development

Without effective strategy and leadership, a business will not thrive; this track is designed to help you understand the direction you are going in and establish and maintain strong and effective teams.

In a hot job market, there is nothing more pertinent to HR practitioners than acquiring, retaining and managing talent. Learn unique strategies and ways to overcome obstacles that may arise in the current climate.
It’s all about your employees. This track will focus on how to provide your team with the best experience possible at every touch point, from engagement, to culture and more.
HR Professionals are looking into the future, and the new age of HR is full of AI, analytics and a wide array of HR tech. This track will explore modern HR technology; how to implement it and transform with it in your business.

High Profile Speakers

Hear strategic endeavors and skillful insights from 20+ HR leaders as they make way in today’s changing landscape.

Connect HR Leadership Summit View More

Jignasha Grooms

Chief Human Resources Officer

Epicor Software

Connect HR Leadership Summit View More

Victor Settergren

Director Global Talent Development - RMS


Connect HR Leadership Summit View More

Yutaka Takagi

HCM Technology Leader

Ultimate Software

Connect HR Leadership Summit View More

Debbie Plager

VP Talent & Organizational Development

HUB International

Connect HR Leadership Summit View More

Roberto Villalvazo

Global Head of HR Tranformation


Connect HR Leadership Summit View More

Charlotte Miller

Former Chief Human Resources Officer

U.S. Ski & Snowboard

Connect HR Leadership Summit View More

Stephen DerManuelian

SVP & Chief HR Officer

Fleet Farm

Connect HR Leadership Summit View More

Benny Ramos

Solutions Principle, Business Skills and Leadership Development


Connect HR Leadership Summit View More

Randy Yu

Chief HR Officer

Misumi USA

Connect HR Leadership Summit View More

Aida Sabo

VP Diversity and Inclusion


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J. Marty Nowlin

VP of HR

KAR Auction Services

Connect HR Leadership Summit View More

Terilyn Juarez Monroe

Chief People Officer and SVP People and Places


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Melissa King

Vice President of Marketing


Connect HR Leadership Summit View More

Stacey Calvert

Vice President, Human Resources

GKN Aerospace

Connect HR Leadership Summit View More

Laura Lee Gentry

Vice President, Talent & Learning

Ultimate Software Group

Connect HR Leadership Summit View More

Bonnie Curtis


Castellini Group of Companies

Connect HR Leadership Summit View More

Don Everett


Workforce Interactive

Connect HR Leadership Summit View More

Patrick McNiel

Principal Business Consultant / Industrial Organizational Psychologist


Connect HR Leadership Summit View More

Pam Brown

HR Director Mid-Atlantic & Northeast Regions and National Risk Control


Connect HR Leadership Summit View More

Matt Poleski

Northeast Region & Mid-Atlantic Region CFO


Connect HR Leadership Summit View More

Mark Walinske



Connect HR Leadership Summit View More

Jeanniey Mullen



Connect HR Leadership Summit View More

Larry Hall

Director Analytics and HR Analytics Practice Lead

Pegasus Knowledge Solutions

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Christy DeFrain

Vice President, Sales

Purchasing Power

Connect HR Leadership Summit View More

Rosaura Bailey

Director of Learning & Development

March of Dimes

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Darlene Slaughter

Chief People Officer

March of Dimes

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Stephanie Griffin

Director, HR Business Partners/Consulting & Policy

Northwestern University

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Marco Crespo



Connect HR Leadership Summit View More

David Volat

Director of Sales

Vibe HCM

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Michael Teske

Talent Acquisition Manager

Arbor Lodging Management

2020 Full Agenda

Your personal concierge will craft a custom schedule based on your interests and priorities. View the complete agenda below.

Reset Filter
Leadership Development
Talent Hiring, Retention and Management
AI & Future of Work
Employee Experience
HR Strategy and Leadership Development

Welcome Cocktail Reception & Registration


Breakfast Buffet

MondayKeynote Presentation

close The Art and Science of Listening – and Hearing – the TRUE Voice of the Employee

HR Strategy and Leadership DevelopmentUltimate Software - HCM Technology Leader

How a company treats its employees is one of the best indicators of its trustworthiness, which is key to customer loyalty and sustained growth today. Yet a serious “trust gap” exists within companies that don’t ask for input from employees or support open communication with management. Creating trust requires an understanding of what matters most to employees and enabling managers to be supportive. Traditional employee engagement surveys often fall short in capturing the true voice of the employee—not only what your people are saying, but also what they are feeling. Organizations can now get a more timely and deeper understanding of their people and support managers in constructive performance conversations through advances in technologies like natural language processing and machine learning. These are quickly becoming fundamental enablers in creating a great employee experience and culture of trust.


Yutaka Takagi
HCM Technology LeaderUltimate Software
MondayBreakout Presentation

close Design Learning to Meet All Employees’ Needs

HR Strategy and Leadership DevelopmentSkillsoft - Solutions Principle, Business Skills and Leadership Development

How work gets done is undergoing massive change, managers and employees need leadership and business skills and training to help their organizations operate in those new ways. To survive, organizations must master the art and science of ongoing learning for their workforce. How can you boost learners’ engagement? Join us as we discuss why it is important to know what learners’ expectations are, what research says about learners and their environment, and what type of content is compelling for the modern learner. To stay competitive organizations must provide their workforces with opportunities for ongoing growth and development. At the end of this session, you will understand:
Key Takeaways:
  • The modern learning formula for leadership and business skills
  • What the most popular modalities to consider for eLearning are
  • How Skillsoft serves the modern learner and what content is in most demand as organizations deal with digital transformation and evolution. Additionally what are the implications for leaders in this context and how is Skillsoft suited to prepare future leaders with modern competencies and digital mindsets


Benny Ramos
Solutions Principle, Business Skills and Leadership DevelopmentSkillsoft
MondayBreakout Session

close In times of Transformational Change, What Got us Here isn’t Going to get us There!

HR Strategy and Leadership DevelopmentVarian - Chief People Officer and SVP People and Places

With these changing times, even dominant market leaders need to evolve. Join Terilyn Juarez Monroe, Varian’s Chief People Officer, to learn how in two years one 70 year old company shifted its strategy, culture and workforce makeup in its quest to create a world without fear of cancer.

Key Takeaways:

  • Strategy & culture are interdependent and always keep in mind the need to balance key stakeholders (employees, customers & shareholders)
  • It starts with leadership. Leader-teachers are one of the best ways to drive systemic change
  • Employee voice is key
  • To be an innovative growth company, you need to act and feel like an innovative growth company from the inside out.


Terilyn Juarez Monroe
Chief People Officer and SVP People and PlacesVarian
MondayBreakout Presentation

close Doing More With Data: Getting Real About HR's Role in the Workplace

HR Strategy and Leadership DevelopmentAchievers - Chief People and Culture Officer

Only one third of HR leaders are using data to guide decisions. Shalini Duggal, Chief People and Culture Officer of Achievers, and Suzanne Kinner, CHRO of BHN, come together to discuss why we need to get real about HR’s role and how you can use data you already have to manage costs, support the workforce, and achieve business objectives.

Key Takeaways:

  • An understanding of where HR’s role currently stands
  • What internal and external factors impact HR’s role
  • How HR departments can use data to balance workforce needs awhile delivering on high-level business goals


Shalini Duggal
Chief People and Culture OfficerAchievers
MondayBreakout Session

close How to build it [A Talent Function & Roadmap] so they come... and stay!

HR Strategy and Leadership DevelopmentHUB International - VP Talent & Organizational Development

We’re a year and a half into our journey of building a Talent function at HUB International. We’re a rapid growth, very decentralized company. We’ve had some great wins, and some knocks along the way. Join Debbie as she’ll share headlines from their journey, change management insights, how HUB built their talent roadmap, and why the group started with meaty issues like evolving performance management and rebooting leadership development.

Key Take-Aways

  • Building a strategic and pragmatic talent roadmap
  • Weaving stakeholder management into everything the Talent team does
  • Creating talent ownership across a decentralized organization
  • Performance management evolution


Debbie Plager
VP Talent & Organizational DevelopmentHUB International
MondayBreakout Presentation

close Driving the Future of Work with Data: Aligning your Remote Talent Strategy with the Business

HR Strategy and Leadership DevelopmentToptal - Regional Director

Talent strategy is critical to an organization’s ability to innovate and quickly pivot to fuel growth and stay ahead of competition. Sachin Bhagwata will share his unique insights on the industry-wide shift in talent management and how companies are increasing ROI from the “human cloud” and blended workforce operating model – the future of work.


Sachin Bhagwata
Regional DirectorToptal
MondayBreakout Presentation

close Offering a Daily Pay Benefit in 2020 - Why It Matters & What You Need to Know

HR Strategy and Leadership DevelopmentDailyPay - CMO
Arbor Lodging Management - Talent Acquisition Manager

Today’s chaotic labor market presents deep challenges for HR executives. Traditional employee benefits may not provide quantifiable results for large organizations or offer employees what they really want. Offering an on-demand pay benefit is a cutting-edge way for HR to give employees what they really need, which in turn creates a more engaged workforce. This has been proven to decrease turnover and its associated costs, ultimately increasing your company’s profitability.

Key Takeaway:

  • Discuss the changing workforce, their expectations and what you need to do to attract and retain them
  • Evaluate a daily pay benefit to expand your voluntary benefits portfolio and contribute to reducing turnover
  • improved their employee experience with a no-cost benefit


Jeanniey Mullen
Michael Teske
Talent Acquisition ManagerArbor Lodging Management
MondayBreakout Presentation

close How You and Your Team Can Leverage Behavioral Analytics To Have Fun, Hit Goals, and Earn More

HR Strategy and Leadership DevelopmentTeamalytics - Sr. VP Consulting

Your people are smart and talented, but frustrating to work with and lead sometimes. Your problem is not your team members themselves, but rather a stubborn and elusive enemy: counterproductive behavior. Learn how teams around the world are leveraging the power of behavioral analytics to eliminate counterproductive behaviors so they can hit their goals, have fun, and earn more.

Key Takeaways:

  • How many of the world’s most respected Fortune 500 companies and PE firms optimize their teams to deliver stunning business results
  • The #1 mistake team leaders make when it comes to building an engaged and productive team
  • The 8 most common counterproductive behaviors on teams and the behavioral metrics used to measure them
  • The 3 things that Rockstar team leaders do that the Strugglers don’t when it comes to building and optimizing teams


Lyle Wells
Sr. VP ConsultingTeamalytics
MondayBreakout Session

close Focusing on the 99%: An Employee First Approach

Employee ExperienceEpicor Software - Chief Human Resources Officer

Amplifying the employee experience through listening, authentic communication and agile decision making allows employees to bring their authentic self to work. This employee first approach drove a culture transformation at Epicor resulting in a 10% in Glassdoor scores and steady business growth over the past 24 months.

Key Take-Aways

  • The focus on employee experience should be led by C-Suite and functional leadership and not just HR
  • Leveraging positive employees and listening to adverse employees can help deliver impactful changes to the organization
  • Authentic communication is key. Give managers and employees a “why” about the actions you’re taking and tie it back to what’s in it for them
  • Be transparent about your business but thoughtful of the audience


Jignasha Grooms
Chief Human Resources OfficerEpicor Software
MondayBreakout Presentation

close Accelerating Development to Attract, Retain, and Develop Competitive Talent

HR Strategy and Leadership DevelopmentRaytheon - Director Global Talent Development - RMS

Competitive technical and leadership talent is critical to the future of any technology-based enterprise. My presentation will discuss an “Integrated Talent Strategy” that uses highly interactive on-boarding, leadership simulations, professional apprenticeships, and other techniques to assure that we attract and retain employees by providing for hands-on experiential development and acceleration by providing opportunities to demonstrate capability to promotion decision makers.

Key Takeaways:

  • Critical talent needs rapid experiences and ways to demonstrate capability
  • Experiences, not moving role to role, accelerate development
  • Culture of existing leadership must recognize that new generations research differently, solve problems differently, and network differently


Victor Settergren
Director Global Talent Development - RMSRaytheon
MondayBreakout Presentation

close Separating Fact from Fiction: The Truth About Student Loan Benefits

Talent Hiring, Retention and ManagementGradifi - Vice President of Marketing

According to Forbes, student loan repayment is the “Hottest Benefit of the Year,” but many employers still have questions about how the benefits work, whether they are right for their workforce, and what type of impact they will have on employees. In this session Gradifi, the leading provider of student loan and college savings benefits will discuss the trends and successes it has seen helping companies implement this new class of benefits and will debunk some of the myths around costs, parity, and the impact that have been holding some employers back. We will hear directly from companies who have launched student loan benefits and the lessons that they’ve learned along the way.

Key Takeaways:

  • How to build a student loan benefit program that meets your unique workforce goals.
  • How the legislative environment may open the door to different types of programs.
  • How companies are measuring the impact of the benefits and calculating ROI.


Melissa King
Vice President of MarketingGradifi
MondayBreakout Session

close M&A Integration with my Family

Leading Financial StrategyGallagher - Northeast Region & Mid-Atlantic Region CFO
Gallagher - HR Director Mid-Atlantic & Northeast Regions and National Risk Control

Due Diligence for Mergers and Acquisitions is all about the numbers and the people – assessing growth rates, margins, integration costs and synergies to be realized. Once an acquisition is closed, what happens now? Matt Poleski, Gallagher Northeast & Mid-Atlantic Region CFO and Pam Brown, Gallagher HR Northeast & Mid-Atlantic Region HR Director examine the top questions you face once an acquisition is closed.

Key Takeaways:

  • Should we integrate all at faster all at once – or should we go slower making sure every project is implemented precisely?
  • How should the acquiree prioritize integration projects versus running the day to day operations?
  • What things can I take credit for as early wins?
  • What key success factors should I measure?


Matt Poleski
Northeast Region & Mid-Atlantic Region CFOGallagher
Pam Brown
HR Director Mid-Atlantic & Northeast Regions and National Risk ControlGallagher
MondayBreakout Session

close Sales & Marketing - One More Hat For HR Professionals

Talent Hiring, Retention and ManagementMisumi USA - Chief HR Officer

Talent Acquisition and Talent Retention have risen to the stratosphere of HR priorities. In the war for talent, HR professionals must be prepared to sell and market their companies in their efforts to convince people to join or stay with their companies.

Key Take-Aways

  • If you don’t think you’re a sales and marketing professional – think again!
  • Regardless of what they have to offer, companies that pitch themselves will steal your talent.
  • It’s all about influence!


Randy Yu
Chief HR OfficerMisumi USA
MondayBreakout Presentation

close C Level Executives' Declaration of Operating Performance

Leadership, Teams and TransformationWorkforce Interactive - Founder

We hold these truths to be self-evident, that employees who value personal accountability reduce operating expenses by way of better safety records and subsequently fewer workers’ comp claims, more desirable attendance records, lower association with shrinkage, theft, fraud, misconduct, etc.

Conversely, high-risk employees love profit sharing programs, whether you offer one or not. In other words, we all know that values matter and those employees with riskier values can negatively impact operating performance.  The question has always been “what can you do about it?” In this session that question will be answered. Join us to see how values are directly linked to operating performance.  Find out how a science with Nobel Prize nomination credentials can measure values like a thermostat measures temperature, and, as a result, help the “C Suite” reduce and/or avoid expenses, and increase revenue.

Key Takeaways:

  • Discover how to correlate workforce values to operating data like:
    • Workers’ comp claims
    • Shrinkage/theft/fraud
    • Internal litigation cases
    • Attendance
    • Sales metrics


Don Everett
FounderWorkforce Interactive


MondayBreakout Session

close Culture and Compliance -- taking respect in the workplace from regulatory to cultural

Employee ExperienceU.S. Ski & Snowboard - Former Chief Human Resources Officer

The core of my presentation is based on the understanding that years of sexual harassment training has not resulted in a more respectful workplace. When we talk about sexual harassment, we talk about from a legal perspective and whether the actions or words were pervasive, unwanted, repetitive, etc. The question is asked, “Is one sexually offensive joke a year sexual harassment?” Probably not from a legal analysis, but what harm is done to the workplace? The laws and regulations are a foundation, but to have a great workplace we must build on that foundation to provide a respectful and positive workplace where hard work can be fun and fulfilling. Being both a lawyer and an HR professional, my presentation focuses on how HR professionals have the opportunity to go beyond the law.

Key Take-Aways

  • Regulations have value beyond compliance
  • Checking the compliance box does not provide a great culture
  • A cultural approach to respect in the workplace provides more productivity and a more positive workplace for all
  • Use people language, not legal language to create a culture of respect


Charlotte Miller
Former Chief Human Resources OfficerU.S. Ski & Snowboard
MondayBreakout Presentation

close Driving Change at Northwestern University: HR's Change Journey

HR Strategy and Leadership DevelopmentNorthwestern University - Director, HR Business Partners/Consulting & Policy

Northwestern HR has been on a transformation journey touching and impacting every employee in HR as well as the community served.  The department has redefined and repositioned itself as a valued partner across the University by tapping into and leveraging the talents, knowledge and experiences of each HR staff member to increase HR’s credibility throughout the organization.  During the presentation, you will learn how HR leadership designed and implemented large-scale change initiatives to revitalize HR, expand capacity and increase efficiency/effectiveness while driving engagement and high performance.


Key Takeaways:

  • It is possible to radically transform an organization while driving engagement
  • Having “dress rehearsals” ensure success with clients served
  • Working hard and having fun are not mutually exclusive even during times of strategic change and decision-making


Stephanie Griffin
Director, HR Business Partners/Consulting & PolicyNorthwestern University
MondayBreakout Session

close The Future of Work

Culture & Employee EngagementUltimate Software Group - Vice President, Talent & Learning

With huge advances in technology and some of the biggest demographic changes ever seen, the future of work will dramatically adapt over the coming several decades. What does this mean for organizations, leaders, teams and employees? How can we ensure that our organizations are prepared and can thrive in this new environment? There are some key things that can be done now and in the near term to ensure that you and your people translate these challenging, shifting forces into opportunity and success.

Key Takeaways:

  • What are the forces of change companies should expect to face in the coming decade?
  • Best practices for organizations to prepare for the future
  • Critical preparation needed on the part of your employees
  • Clarity on how technology, AI, robotics, etc are likely to impact our people’s jobs and how work gets done


Laura Lee Gentry
Vice President, Talent & LearningUltimate Software Group
MondayBreakout Presentation

close Wellness Matters - how driving employee engagement enables business success

Employee ExperienceGympass - CEO - US

Considering the flexibility people have grown accustomed to, it’s easy to see how traditional work benefits suddenly seem restrictive, too “one-size-fits-all”. To keep up, benefit plans need to diversify and give employees more ability to personalize their benefits. This can add a level of elasticity to workplace culture and make for a more positive employee.

Select a healthy mix of benefits to include something for everyone, considering multiple dimensions of wellness is a common strategy that more firms are leaning toward. These dimensions include occupational, intellectual, physical, financial, and social and can help create a diverse benefits program that will be valuable to an equally diverse employee population.

Key Takeaways:

  • Flexibility is key – 89% of HR professionals reported an increase in employee retention after launching flexible work arrangements
  • Sitting is the new smoking – Obesity & chronic disease account for $147 billion per year
  • Corporate wellness is increasingly being viewed as a key to success – 94% of US CEOs believe a health and wellness program is essential to attracting top talent


Marco Crespo
CEO - USGympass
MondayBreakout Presentation

close HR Chatbots and How to Supercharge Them to Drive Invaluable Insights into Your Employee Base

AI & Future of WorkPegasus Knowledge Solutions - Director Analytics and HR Analytics Practice Lead

HR professionals spend a high percentage of their time responding to routine, repetitive FAQs from your employees. By automating response to these questions AI Assistants can help improve HR staff productivity up to 40%. Additionally, these assistants are available to your employees 24X7X365 and are proven to increase employee engagement.

But can these assistants do more for your company than just answer employee questions? Absolutely, chat-bots answer thousands of questions from your employees and in the process, an invaluable treasure trove of data is gathered – what’s on your employee’s minds, what is important to them, where they have concerns or are uncertain about company policies or procedures. All these questions and concerns can have a significant impact on an employee’s decision to stay or leave your company, but you can’t do anything about them if you don’t know. Seeing these “hidden insights” lets you take actions that can positively impact employee turnover, engagement, and satisfaction. Integrating your HR self-service platform to HR analytics gives you visibility to the employees you never had before.

In our presentation, in addition to describing the latest generation of HR chatbots and their use of AI to make the automation more intelligent and welcomed by your employees, we will discuss how data gathered can be integrated into your HR analytics, gaining for you valuable insights on your employees you can use to drive even more value from your investment in HR support automation.


Key Takeaway:

  • HR Chatbots
  • AI in the HR Industry
  • Reduce Employee Turnover, Increase Employee Engagement & satisfaction
  • Workforce Analytics


Larry Hall
Director Analytics and HR Analytics Practice LeadPegasus Knowledge Solutions
MondayBreakout Presentation

close Deep Dish Growth: How to Generate Capital from Innovation with Tax Incentives

Forward-Thinking Financial LeadershipCorporate Tax Incentives - Managing Director of Research & Development
Corporate Tax Incentives - Director of Credits & Incentives

Today’s CFOs must evenly spread their traditional CFO role and that of strategist across their business. More than ever, finance leaders serve as strategic advisers who work to advance business outcomes. When considering toppings for deep-dish growth – whether cybersecurity, risk management, sustainability, productivity, etc. – tax incentives offer CFOs the right ingredients to bake up a thick pie of working capital. In this session, we will discuss tools, tactics, and approaches to rolling out the working capital dough with innovation through tax incentives.

Key Takeaways:

  • Understand how everyday business activities could qualify for valuable tax savings
  • Grasp key indicators that signal the potential for big savings
  • Learn how CFOs can put themselves in the best situation to document and capture these tax incentives


Mitch Feldman
Managing Director of Research & DevelopmentCorporate Tax Incentives
Stephanie Banuelos
Director of Credits & IncentivesCorporate Tax Incentives
MondayBreakout Session

close No more 9-boxes for Succession Planning

HR Strategy and Leadership DevelopmentNemak - Global Head of HR Tranformation

Share a sustainable Succession Planning approach that we applied worldwide in 17 countries using Human Capability, Curves of Growth and Org. Level Contributions. The CEB considered this approach as a best practice 2 yrs ago.

Key Takeaways:

  • Worldwide solution
  • Use of Human Capability instead of 9-boxes
  • Sustainable model


Roberto Villalvazo
Global Head of HR TranformationNemak
MondayBreakout Presentation

close Who Needs Financial Flexibility?

Employee ExperiencePurchasing Power - Vice President, Sales

Did you know that nearly 80% of American workers say that they are living paycheck-to-paycheck? And it’s not merely those earning low wages who are struggling – almost 10% of Americans with salaries $100K or more agree. Today’s employees need and want their money to do more so they aren’t living in this perpetual paycheck-to-paycheck cycle. But with stagnant wage growth, the rising cost of living and the lack of savings – their money just doesn’t do as much as it used to. As a result, they need Financial Flexibility. And it is important for HR professionals to understand who needs it and how you can help with the right mix of voluntary benefits.


Key Takeaways:

  • Define financial flexibility
  • Review day in the life scenarios and financing options available for employees.
  • Dive into the effect employees’ financial issues have on their job
  • Discuss ways employers can help employees achieve more financial flexibility


Christy DeFrain
Vice President, SalesPurchasing Power
MondayBreakout Session

close Cultural Craze or Crash?

Employee ExperienceKAR Auction Services - VP of HR

A long-standing Large Publically Held Company decides to build a start-up technology company to disrupt itself. To some extent, this disruption in an internal competitor. How do you acknowledge cultural differences while building an Employee Experience? It’s not easy, and failing fast may be a key component.

Key Takeaways:

  • Understand all Touchpoints with Employees
  • Leverage Technology
  • Encourage Honest Conversations
  • Enable People Managers


J. Marty Nowlin
VP of HRKAR Auction Services
MondayBreakout Presentation

close Five Habits of Organizations with Corporate Cultures that Inspire

AI & Future of WorkVibe HCM - Solutions Consultant in the Human Capital and Talent Management
Vibe HCM - Director of Sales

The world of work is constantly and rapidly changing. Organizations are hiring more tech-savvy employees. Technological advances are changing the way we communicate and collaborate. The result is employee expectations about work and corporate culture have changed for good. Learn how successful organizations are using technology to drive inspirational cultures.


Key Takeaways:

  • Interactive discussion about changing workforce dynamics and the impact on culture and the employee experience
  • Real-life examples of organizations using technology to drive unique corporate cultures
  • Self-assessment opportunities to gauge progress against employee engagement best practices
  • Actionable ideas and next steps to improve your employee engagement strategies


Craig Adrien
Solutions Consultant in the Human Capital and Talent ManagementVibe HCM
David Volat
Director of SalesVibe HCM

Industry Dinner


Breakfast Buffet

TuesdayKeynote Presentation

close Engaging the Remote Worker

Culture & Employee EngagementGKN Aerospace - Vice President, Human Resources

According to a recent Gallup survey, more than 43% of workers now work remotely at least part of the time. Flexible schedules and remote work are associated with increased job satisfaction and decreased stress. But how do we avoid the negative aspects: burnout, loneliness, and disconnection from the team and the mission?

Key Takeaways:

  • Identify both the positive and negative attributes of remote work
  • Learn how an initial sense of gratitude for remote work can lead to burnout
  • Identify management competencies to help leaders deal with managing remote workers
  • Learn strategies to help increase engagement of remote workers


Stacey Calvert
Vice President, Human ResourcesGKN Aerospace
TuesdayBreakout Presentation

close Wellbeing Applied; Human Capacity Improvement

HR Strategy and Leadership DevelopmentBenovate - CEO

A growing number of organizations are increasingly judged on the basis of having “whole persons” in order to succeed, hence requiring the transformation from a business into a social enterprise. Correspondingly, innovative companies are abandoning conventional wellness ideas and embracing applied-wellbeing strategies to enable human capacity. Join us to learn more.

Key Takeaway:

  • Learn what the enablement of human capacity is
  • Learn the economics of deploying human capacity improvement programs
  • Know your leadership role of improving human capacity
  • Learn where to start


Mark Walinske

close Simple, effective and persuasive: An HR strategy and Journey Map on One Page

HR Strategy and Leadership DevelopmentCastellini Group of Companies - CHRO

It starts with a great business strategy, and if you do not have one HR can, and should, help business leadership create one.  Once you have a business strategy, HR has an opportunity to bring it to life with culture and people.  Creation of a 5-year journey map outlining metrics, systems, and behaviors will help assure that the strategy stays on track.  This session will cover toplines for strategy development and will share a sample of a 5-year journey map.


Bonnie Curtis
CHROCastellini Group of Companies
TuesdayBreakout Session

close Women Leaders By Design

HR Strategy and Leadership DevelopmentParexel - VP Diversity and Inclusion

Unique global leadership development program that leverages external and internal mentors. The higher level program graduates ( Dir/VP) then partner with senior men to mentor internal women at the Manager- Associate Director Level. Creating a global community of insightful and empowered leaders. Programs were designed internally. Women selected for the higher level program come through the session plan and some are also highly sponsored by the top leadership of the company.

Key Takeaways:

  • Being deliberate about creating the future leadership by design not by default
  • Employees empowered to be Bold and Authentic
  • Men and women creating Gender Partnership to build the leaders of the future
  • Seniors male development by mentoring partnerships with women


Aida Sabo
VP Diversity and InclusionParexel
TuesdayBreakout Presentation

close Recruiting a Diverse Workforce: How you Hire and Why it Matters

Talent Hiring, Retention and ManagementAffirmity - Principal Business Consultant / Industrial Organizational Psychologist

The advantages of workforce diversity are well-known—employee engagement, innovation, customer satisfaction, brand and reputation, and more. Conversely, a lack of diversity can draw regulatory scrutiny from the EEOC and OFCCP. This presentation demonstrates how the most foundational and powerful lever for increasing diversity in an organization is its hiring process.

Key Takeaways:

  • Learn what it means to have a diverse workforce
  • Understand how employment laws and regulations define diversity
  • Discover 4 simple methods to improve diversity in your workplace AND boost the potential for finding and retaining top performers


Patrick McNiel
Principal Business Consultant / Industrial Organizational PsychologistAffirmity
TuesdayBreakout Session

close A 60 Year Old Start Up Company

HR Strategy and Leadership DevelopmentFleet Farm - SVP & Chief HR Officer

In 2017 Fleet Farm, a 60-year-old retailer based in Appleton, WI was purchased by PE firm KKR from the Mills Family. The thesis was that this old family company could be re-energized and grown from 36 stores to 400 stores without losing the secret sauce that made the organization unique and a consumer favorite across MN and WI.

Key Takeaways:

  • The correct strategy makes all the difference
  • Only Player Coaches are allowed
  • Ego and Politics are not allowed
  • Transparency, Transparency, Transparency


Stephen DerManuelian
SVP & Chief HR OfficerFleet Farm
TuesdayBreakout Presentation

close Creating a Movement for Maternal and Child Health

Employee ExperienceMarch of Dimes - Chief People Officer
March of Dimes - Director of Learning & Development

For 80 years, March of Dimes has helped millions of babies survive and thrive. Now we’re building on that legacy to level the playing field for all moms and babies, no matter their age, socio-economic background or demographics. We support moms throughout their pregnancy, even when everything doesn’t go according to plan. We advocate for policies that prioritize their health. We support radical improvements to the care they receive. And we pioneer research to find solutions to the biggest health threats to moms and babies.

March of Dimes is committed to helping you to understand the implications of premature birth, maternal mortality and maternal and child health equity have on business and society.

Key Takeaways:

  • Introduce March of Dimes mission
  • Review bottom line costs associated with maternal and child health care
  • Discuss key actions March of Dimes is taking to deliver impact and how employers can join the fight


Darlene Slaughter
Chief People OfficerMarch of Dimes
Rosaura Bailey
Director of Learning & DevelopmentMarch of Dimes

Executive Steering Committee

Experienced HR leaders work with us to focus our program on trends that will move the needle at your company.

Steering Committee Members

Diana Yarbrough DVP Human Resource, Compliance Solutions
Amy Evans VP Executive Recruitment
Change Healthcare
Angela Briggs-PaigeChief People Officerevelopment Solutions
PopHealthCare, LLC
Becky ShafferAssistant VP, Total Rewardsent
Motorists Insurance
Bill DialAssociate Vice Chancellor, Human Resources & Chief Human Resources Officer
Metropolitan Community College
Charlene SutherlinVP-Human Resources
Weiser Security Services
David Potts Chief Talent Officer
DRT Strategies
Dawn De SantisVice President of HR & Guest Operations
Clearwater Marine Aquarium
Deanna CaballeroAssistant Vice President Human Resources and Payroll Services
Pitzer College
Denise Reed LamoreauxGlobal Chief Diversity Officer
Dolores CalicchioExecutive VP & Chief Human Resources Officer
Oasis Outsourcing, Inc.
Ellen Manning Vice President of Human Resources
Cradles to Crayons
Francis PelosoSenior VP & Chief Human Resources Officer
Greg TinnellSenior Vice President, Human Resources
Schaeffler Group USA
Gregg PetersonVice President of Human Resources
Horton, Inc.
James MillerVP Administration, Special Projects & Legal Affairs
Eastern Gateway Community College
Janice RogersCorporate Vice President, Human Resources
Diversified Communications
Jean OlsonVice President of Human Resources
Investcorp International, Inc.
Jean WatsonSVP of Human Resources
GC Services
Jeffery McKownVice President, Human Resources
Advisor Group
Karen ThorntonChief Administrative Officer
Kent DubbeVP of HR & Organization Development
Ariel Corporation
Kerry ScottChief People Officer
Liberty Latin America
Kevin BohanVice President People & Culture
UGN Automotive
Kimberly HowellChief People Officer
Enhanced Resource Centers
Kristin AmentRecruiting Manager
Valid USA
Lisa Bradley-MitchellVP, People & Culture
The Mars Agency
Lisa Sterling Chief People & Culture Officer
Madhuri KumarAVP Talent Development
JDRF International
Maria RandallVP Human Resources
Club Assist

An Esteemed Audience

Over 80% of the Fortune 100 joins us each year for what has been voted the “most effective trade show” for over a decade. Use our tools to demonstrate ROI to your C-Suite.

Attendee Testimonials

Attendee List


CONNECT HR has quickly become established as the “deal generating show”.

Exhibitor Testimonials

Exhibitor List


CONNECT HR is an invitation-only trade show for HR executives that bridges you to the most compelling solutions and information for your crowning priorities.

Have Questions?

We’ve answered a few FAQs to get you started. For any other questions, please don’t hesitate to contact us!

Our Team

Oliver Thomas

Conference Director
(424) 334-5156
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Marin Silvers

Vice President of Operations
(424) 334-5141
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Britt Erler

Content Director
(424) 389-3287
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Laura Dion

Attendee Relations Director
(424) 363-9967
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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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Hotel and Travel

Your conference pass includes overnight accommodations, travel reimbursement, 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