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 Talent Hiring, Retention and Management

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.

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.
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.
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.

High Profile Speakers

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

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Lydia Wu

Head of Talent Analytics

Panasonic USA

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Paul Hevesy

Vice President of Human Resources

Stanley Black & Decker

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Tom Verbeke

VP HR, Talent & Org Development


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Maung Lin

Director | Human Resources

Keurig Dr Pepper

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Tushar Pandit

Chief People Officer

Affinitiv, Inc.

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Becky Shaffer

VP, HR Operations

Encova Insurance

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Charlotte Miller

Former Chief Human Resources Officer

U.S. Ski & Snowboard

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Stephen DerManuelian

SVP & Chief HR Officer

Fleet Farm

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Amanda Felkey

Economics Professor

Lake Forest College

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Randy Yu

Chief HR Officer

Misumi USA

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Debbie Plager

VP Talent & Organizational Development

HUB International

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Stacey Calvert

Vice President, Human Resources

GKN Aerospace

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Katherin Nukk-Freeman

CEO & President

SHIFT HR Compliance Training

Connect HR Leadership Summit | Renaissance Schaumburg, Chicago View More

Bonnie Curtis


Castellini Group of Companies

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Don Everett


Workforce Interactive

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Steven Zwerin

Director, HR Investigations

City of Seattle

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Merrick Rosenberg


Take Flight Learning

Connect HR Leadership Summit | Renaissance Schaumburg, Chicago View More

Patrick McNiel

Principal Business Consultant / Industrial Organizational Psychologist


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Larry Hall

Director Analytics and HR Analytics Practice Lead

Pegasus Knowledge Solutions

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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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Marco Crespo



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David Volat

Director of Sales

Vibe HCM

2020 Full Agenda

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

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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 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 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 When Two Became One: Harmonizing Culture and Values Between Keurig and Dr Pepper

HR Strategy and Leadership DevelopmentKeurig Dr Pepper - Director | Human Resources

The topic of the presentation highlights how a human-centered approach has enabled harmonization of culture and values as a single entity, and how this approach currently drives transformative change after Keurig Green Mountain acquired Dr Pepper Snapple Group.

Key Takeaways:

  • How Keurig Dr Pepper managed the merger to ensure they harmonized culture and values as one company
  • How they used different methods to come up with an engagement definition and strategy for the organization
  • How companies can use design thinking to drive transformative change throughout their organizations


Maung Lin
Director | Human ResourcesKeurig Dr Pepper
MondayBreakout Presentation

close Accelerating How Employees Adapt to Change

Employee ExperienceStanley Black & Decker - Vice President of Human Resources

A changing world requires equipping employees with the tools to adapt quickly to changes happening all around them. Providing practical tools leaders can use to help lead employees through change to ensure accelerated change adoption leading to improved retention and higher productivity.

Key Takeaways:

  • Communicating the Change is one step (not THE step) when helping employees embrace Change
  • Accepting vs Embracing change can make all the difference
  • There are ways to be intentional about helping employees embrace (not just accept) change
  • Do as I say and as I do…Leaders who role model the change they want to see win more


Paul Hevesy
Vice President of Human ResourcesStanley Black & Decker
MondayBreakout Presentation

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 Takeaways:

  • 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 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 Presentation

close Transforming a World-Class Telecommunications Company: Forging a Unified Culture in the Face of Serial Acquisitions

HR Strategy and Leadership DevelopmentCommScope - VP HR, Talent & Org Development

The presentation will cover a reflection of the journey CommScope has been on to clarify and define it’s Purpose, Vision, Values and Ways of working, and balance theoretical frameworks in talking about culture with lessons learned through this transformative journey in an $11BN size company worldwide.

Key Takeaways:

  • Words on posters alone don’t change the Culture in a company
  • It’s all about behaviors and making it real for employees globally
  • Culture doesn’t eat strategy for breakfast, they complement each other


Tom Verbeke
VP HR, Talent & Org DevelopmentCommScope
MondayBreakout Presentation

close What If Everything You Know About Personality Styles Training Is Wrong?

Employee ExperienceTake Flight Learning - CEO

Even though the DISC profile is one the most commonly used assessment tools in companies around the world, it regularly fails to produce a lasting impact. And while people are endlessly fascinated by their results, awareness does not often translate into sustained behavioral change.
In this engaging session, attendees will discover how DISC training can be reinvented to make it more engaging and sticky. By reframing the styles to shift from meaningless letters to visual symbols, you will learn how to place the styles into long-term memory rather than having them be just a fleeting fascination. Merrick will demonstrate that DISC is not about graphs and reports, but rather about application. You will learn how to use DISC to adapt to the people around you to build stronger relationships and get results.

Key Takeaways:

  • Discover why most DISC training is designed for short-term memory, not long-term retention and application
  • Repackage the styles to shift from empty letters to easily remembered visual symbols
  • Refocus DISC training from awareness to results
  • Bridge the gap between personality assessment and culture change


Merrick Rosenberg
CEOTake Flight Learning
MondayBreakout Presentation

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

HR Strategy and Leadership DevelopmentWorkforce 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 Presentation

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 Takeaways:

  • 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 EX = CX - Creating an Employee Experience That Boosts Culture, Productivity & Engagement!

Employee ExperienceAffinitiv, Inc. - Chief People Officer

As companies continue to align their culture with the future of the business, employee fulfillment continues to be a top priority.

Knowing that Employee experience encapsulates what people encounter, observe or feel over the course of their employee journey at an organization, HR Executives are being faced with the challenge of engaging their workforces in new and innovative ways to retain their top talent, while keeping productivity at an all time high.

Key Takeaways:

  • Developing a strategic framework for employee experience
  • Designing solutions that deliver value and results
  • Leveraging mobile platforms for better insights and pro-actively enhancing the experience
  • Leaders being more nimble and readily adaptable to API-based platforms


Tushar Pandit
Chief People OfficerAffinitiv, Inc.
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 Managing Your Multigenerational Workforce to Great Success

HR Strategy and Leadership DevelopmentSHIFT HR Compliance Training - CEO & President

Today’s multigenerational workforce poses a unique challenge for managers and companies. For the first time ever, five generations coexist in the workplace, creating an increased focus on managing multigenerational workforces.

Between generational stereotypes, different values and communication preferences, effectively managing this variety of viewpoints isn’t easy. A multigenerational workforce creates an immense need for collaboration and communication, while also providing an unprecedented opportunity for innovation, by taking advantage of the extensive amount of perspectives everyone has to offer.

Key Takeaways:

  • Key generational differences
  • Common stereotypes and unconscious bias
  • Benefits of multigenerational inclusion
  • Strategies to achieve a harmonious multigenerational environment


Katherin Nukk-Freeman
CEO & PresidentSHIFT HR Compliance Training
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 Presentation

close Current Compensation Trends

Employee ExperienceEncova Insurance - VP, HR Operations

This webinar focuses on what is next for pay equity studies and pay transparency. The process for pay equity will be briefly reviewed along with helpful hints on the analysis. The fairly new ban on requesting salary history from applicants will be covered. Lastly, as pay transparency becomes more a hot topic, what are organizations doing to respond.

Key Takeaways:

  • Overview of what elements should be considered for a pay equity study
  • Discussion on history bans for applicants
  • Pay transparency types and how to respond to this increasingly important topic


Becky Shaffer
VP, HR OperationsEncova Insurance
MondayBreakout Presentation

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

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
TuesdayBreakout Presentation

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 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 Presentation

close Why Are We Investigating Discrimination Like It's Still 1964? Here's a Better Method

HR Strategy and Leadership DevelopmentCity of Seattle - Director, HR Investigations

Employees usually lose discrimination complaints, and are expected to return to work like nothing happened. This damages your company due to employees’ lowered morale and production, and higher turnover. This presentation demonstrates an innovative investigations program that resolves root causes of issues and improves the employee (and management!) experience.

Key Takeaways:

  • Investigations haven’t changed since the 1964 Civil Rights Act
  • Most investigations do not involve issues of harassment and discrimination, but rather other underlying conflicts
  • We need to address ALL conflict, not just allegations of harassment and discrimination
  • Using Alternative Dispute Resolution and trauma-informed care significantly improves conflict resolution


Steven Zwerin
Director, HR InvestigationsCity of Seattle
TuesdayBreakout Presentation

close The Inclusion Habit

HR Strategy and Leadership DevelopmentLake Forest College - Economics Professor

This evidence-based solution transfers inclusion work to the individual and is designed to make behavior more inclusive through six habit-building phases—embracing inclusion matters, understanding biases and their sources, dispersing with the negativity associated with unconscious biases, practicing thinking more deliberately, reprogramming incorrect intuitions about others and becoming more empathetic.

Key Takeaways:

  • Effects of programming and policy employed without behavior change are limited
  • Because of overconfidence bias, programming and policy can create inclusion pitfalls
  • Seeding inclusive behaviors and creating inclusive habits is the next frontier in DEI
  • The Inclusion Habit includes six habit building layers


Amanda Felkey
Economics ProfessorLake Forest College
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?

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Our Team

Oliver Thomas

Conference Director
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Vice President of Operations
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Content Director
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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