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.

play_circle_outline Watch Video

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 Fall Summit View More

David Jones

VP and Chief Human Resources Officer

Stanford Healthcare

Connect HR Leadership Fall Summit View More

Jignasha Grooms

Chief Human Resources Officer

Epicor Software

Connect HR Leadership Fall Summit View More

Charlotte Miller

Chief Human Resources Officer

U.S. Ski & Snowboard

Connect HR Leadership Fall Summit View More

Debbie Plager

VP Talent & Organizational Development

HUB International

Connect HR Leadership Fall Summit View More

Stephen DerManuelian

SVP & Chief HR Officer

Fleet Farm

Connect HR Leadership Fall Summit View More

Aida Sabo

VP Diversity and Inclusion


Connect HR Leadership Fall Summit View More

J. Marty Nowlin

VP of HR

KAR Auction Services

Connect HR Leadership Fall Summit View More

Roland Silverio

Former CHRO


Connect HR Leadership Fall Summit View More

Stacey Calvert

Vice President, Human Resources

GKN Aerospace

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

Roberto Villalvazo

Global Head of HR Tranformation


Connect HR Leadership Fall Summit View More

Laura Lee Gentry

Vice President, Talent & Learning

Ultimate Software Group

Connect HR Leadership Fall Summit View More

Terilyn Juarez Monroe

Chief People Officer and SVP People and Places


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

Welcome Cocktail Reception & Registration - Sponsored by Ultimate Software


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
MondayKeynote 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
MondayBreakout Presentation

close Learn How Top Performing Employers are using Healthcare Benefits as a Strategic Tool to Recruit in an Almost Zero Unemployment World

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

Receive insight on plan design changes that employers are implementing and their views on the rapidly changing healthcare environment in the current climate of almost zero unemployment. Value based plan designs are driving the future of healthcare strategy—replacing the Consumer Directed Health Plan (CDHP) strategy of 2016-2018! The landscape is changing—stay on top of industry trends in this session.

Key Takeaways:

  • What does the new workforce look like & what do survey data sets show on what they are looking for in benefits
  • What do “Best Places to Work” employer benefits contain?
  • Cost of Talent acquisition with the benefits programs.
  • Check-List of benefits to consider adding in 2019 & 2020.


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

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
MondayBreakout Co-Presentation

close People Analytics: Orchestrating the Employee Experience

HR Technology and AnalyticsSAS / Pegasus Knowledge Solutions - Industry Consultant
SAS / Pegasus Knowledge Solutions - Senior 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
Industry ConsultantSAS / Pegasus Knowledge Solutions
Sarah Harden
Senior Systems EngineerSAS / Pegasus Knowledge Solutions
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 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 Session

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

Employee ExperienceU.S. Ski & Snowboard - 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
Chief Human Resources OfficerU.S. Ski & Snowboard
MondayBreakout Session

close Rethinking Employee Engagement

Stanford Healthcare - VP and Chief Human Resources Officer

See how Stanford Health has implemented a new engagement survey tool, technology platform, and strengths assessment to radically improve engagement results, and drive the implementation of a new leadership culture.

Key Take-Aways

  • New technology and evidence-based approach is accelerating engagement improvement efforts
  • Leadership attention is a key driver of improving engagement results as demonstrated by SHC experience
  • Employee check-ins galvanize engagement and commitment, and lead to significant improvement in engagement scores
  • Traditional engagement/opinion survey approaches are giving way to new evidence-based, technology-enabled solutions


David Jones
VP and Chief Human Resources OfficerStanford Healthcare
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 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 Rise of the Human Cloud - How Agile Talent Pools Will Transform Talent Management

Talent Acquisition and RetentionToptal - VP of Enterprise

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.


Michael Kearns
VP of EnterpriseToptal
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

Industry Dinner


Breakfast Buffet

TuesdayBreakout 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
TuesdayBreakout Session

close Creating The Operating Culture You Desire

Culture & Employee EngagementJabil - Former CHRO

This is an interactive session that discusses the building of an Operating Culture. We will explore the reasons that make this so important as well as how to create and/or modify an Operating Culture.

Key Takeaways:

  • The reasons an operating culture is important
  • how to describe an operating culture
  • how to build an operating culture


Roland Silverio
Former CHROJabil
TuesdayBreakout 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
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 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

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-Paige Chief People Officerevelopment Solutions
PopHealthCare, LLC
Becky Shaffer Assistant VP, Total Rewardsent
Motorists Insurance
Bill Dial Associate Vice Chancellor, Human Resources & Chief Human Resources Officer
Metropolitan Community College
Charlene Sutherlin VP-Human Resources
Weiser Security Services
David Potts Chief Talent Officer
DRT Strategies
Dawn De Santis Vice President of HR & Guest Operations
Clearwater Marine Aquarium
Deanna Caballero Assistant Vice President Human Resources and Payroll Services
Pitzer College
Denise Reed Lamoreaux Global Chief Diversity Officer
Dolores Calicchio Executive VP & Chief Human Resources Officer
Oasis Outsourcing, Inc.
Ellen Manning Vice President of Human Resources
Cradles to Crayons
Francis Peloso Senior VP & Chief Human Resources Officer
Greg Tinnell Senior Vice President, Human Resources
Schaeffler Group USA
Gregg Peterson Vice President of Human Resources
Horton, Inc.
James Miller VP Administration, Special Projects & Legal Affairs
Eastern Gateway Community College
Janice Rogers Corporate Vice President, Human Resources
Diversified Communications
Jean Olson Vice President of Human Resources
Investcorp International, Inc.
Jean Watson SVP of Human Resources
GC Services
Jeffery McKown Vice President, Human Resources
Advisor Group
Karen Thornton Chief Administrative Officer
Kent Dubbe VP of HR & Organization Development
Ariel Corporation
Kerry Scott Chief People Officer
Liberty Latin America
Kevin Bohan Vice President People & Culture
UGN Automotive
Kimberly Howell Chief People Officer
Enhanced Resource Centers
Kristin Ament Recruiting Manager
Valid USA
Lisa Bradley-Mitchell VP, People & Culture
The Mars Agency
Lisa Sterling Chief People & Culture Officer
Madhuri Kumar AVP Talent Development
JDRF International
Maria Randall VP 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
Send Message

Marin Silvers

Sponsor Relations
(424) 334-5141
Send Message

Danielle Tal

Conference Producer
(424) 389-3452
Send Message

Marissa Marsh

Attendee Relations Executive
(424) 313-1172
Send Message

Chad Hamilton

Sales Director
(424) 334-5157
Send Message

Shaun Thankachen

Sales Executive
(424) 313-7511
Send Message

Tim Parfitt

Sales Executive
(424) 363-9965
Send Message

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