The Red Rock Casino Resort & Spa, Las Vegas

What You Get

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


Conference Pass

Full access to the event including keynotes and educational sessions.


Overnight Hotel

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


5 Star Catering

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


Ace Networking

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

Who You'll Meet

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


Influential Peers

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


Thought Leaders

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


Leading Partners

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



Unparalleled networking opportunities with high profile industry leaders.

What You'll Do

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


Free Time

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


Research Meetings

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


Educational Sessions

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


Networking Activities

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

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This year, the 100% peer-driven educational program will be centered around key themes addressing the most pressing challenges.



Get insights from 20+ specialized HR leaders making way in the ever-changing world of finance.

Connect HR Leadership Spring Summit View More

Lawrel Aufmuth

VP Talent Strategy and Innovation


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Gaurav Valani

VP - People and Talent Strategy

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Dr. Lonie Haynes

Vice President Diversity and Inclusion

Highmark Health

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Denise Reed Lamoreaux

Global Chief Diversity Officer


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DK Bartley

Senior Vice President, Head of Diversity & Inclusion

Dentsu Aegis Network

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Missy Hallead

Vice President, Corporate and Global Human Resources


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Steven Hardy

Vice President, Human Resources


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Bonnie Curtis


Castellini Group of Companies

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Becky Shaffer

Assistant VP, Total Rewards

Motorists Insurance

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Barbie Winterbottom


BIC Graphic

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Tushar Pandit

VP, People

Bedrock Detroit, LLC.

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Margrette Michael

Director of Organizational Development and Change Management

Kern Medical

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Jim McCoy

Chief Revenue Officer & General Manager

Scout Exchange

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Louis Cimini

Vice President, Human Resources


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Elizabeth Higgins

Assistant Vice President, Human Resources Business Partner

M&T Bank


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

Reset Filter
HR Technology and Analytics
Talent Acquisition, Management & Retention
Culture & Employee Engagement
Technology & Analytics

Welcome Cocktail Reception & Registration


Breakfast Buffet

Monday, April 15Breakout Session

close Samsonite's Journey Using Engagement To Drive Business Success

Culture & Employee EngagementSamsonite - Vice President, Human Resources

Facing significant business challenges Samsonite embarked on a journey utilizing new management methods to match the changing business conditions. Ultimately a boot camp training program for both management and professionals to expedite the change in culture. Coaching is now the method that gets the most things accomplished.

Key Take-Aways

  • The understanding of the nature of engagement has changed over the last 40 years
  • You must individualize your engagement efforts to what is special about your company
  • Understanding your company, its place in the market and its employment brand is the critical step
  • What you see as an investment in the culture of engagement your employees will see as an investment in their professional growth


Louis Cimini
Vice President, Human ResourcesSamsonite
Monday, October 22Breakout Presentation

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

Leadership & Learning DevelopmentTeamalytics - Chief Science Officer

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

Key Takeaways:

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


Dr. Chris White
Chief Science OfficerTeamalytics
Monday, April 15Breakout Session

close Diversity & Inclusion: The ROI to D&I; tie metrics and outcomes to your D&I strategy

Culture & Employee EngagementHighmark Health - Vice President Diversity and Inclusion

There is the myth that D&I is either tied solely to compliance, altruism or both, but rarely to a business strategy. At Highmark Health we demonstrate the ROI to D&I—a methodology tracking both qualitative and quantitative outcomes and how they can positively impact our organization’s financial bottom line. And without an ROI most D&I programs will not garner respect and will not have sustainability,

Key Takeaways:

  • If your brand or organization does not have a multicultural strategy, then it does not have a growth strategy!
  • In a country that is becoming increasingly diverse and a global marketplace that is grown exponentially; organizations and brands must reflect and understand the consumers that represent both those areas.
  • The D&I strategy is not the sole work of the D&I strategist or HR but of the organization as a whole–including white males who are the most important allies!
  • Of the critical 4 C’s of business: Capital, Concept, Capability, and Culture–Culture is the linchpin, most often overlooked, it is critical to all the other components. Without a cohesive, inclusive and engage culture; innovation, engagement, and partnership will have minimal success and thus the efforts and outcomes of the organization.


Dr. Lonie Haynes
Vice President Diversity and InclusionHighmark Health
Monday, April 15Breakout Session

close Recruiting Like an Amazon Buying Experience

Talent Acquisition, Management & RetentionAdvantage - VP Talent Strategy and Innovation

Technology has disrupted many facets of our lives such as how we purchase (PayPal, Venmo), how we shop (Amazon) and how we interact (social media). It is now time to disrupt HR by leveraging the same tools.

Key Take-Aways

  • Looking for a job is like shopping for a pair of shows
  • Transparency is critical- what is the job really about and what is the company
  • Communication needs to be omnichannel- no ghosting
  • Application process should be like a one-click buying process


Lawrel Aufmuth
VP Talent Strategy and InnovationAdvantage
Monday, April 15Breakout Session

close Removing Gender Bias From The Performance Feedback Process

Culture & Employee EngagementAtos - Global Chief Diversity Officer

Gender bias in performance feedback does exist. Women are less likely to receive specific feedback tied to outcomes, both when they receive praise and when the feedback is developmental. Men are offered a clear picture of what they are doing well, and specific guidance about what is needed to get to the next level. To ensure that feedback is clear and objective, focus on the impact of actions taken, providing relevant, actionable suggestions. Removing gender bias from performance feedback is a leadership imperative.

Key Takeaways:

  • Why leaders must be cognizant of unconscious bias when providing performance feedback
  • How to equalize references to technical accomplishments and capability
  • Providing feedback on specific actions are tied to business goals for all genders
  • How to offer a clear picture of what employees are doing well, and specific guidance about what is needed to get to the next level


Denise Reed Lamoreaux
Global Chief Diversity OfficerAtos

Networking Lunch

Monday, April 15Breakout Session

close How Recruiting and HR can Work Together to Attract and Retain at a Hyper-Growth Rate

Talent Acquisition, Management & - VP - People and Talent Strategy

In this session you will learn the innovative HR and Talent Acquisition strategies tZER0 (subsidiary of implemented to triple the size of their internal workforce in the midst of raising $134M via a Security Token Offering, which is the largest STO in history; while simultaneously maintaining an top-rated onboarding process and building and maintaining a inclusive and collaborative company culture. Gaurav Valani will walk you through:

Key Take-Aways

  • How tZERO balanced rapid hiring for top skillsets while also screening for the right cultural and technical fit
  • The strategies they used to ensure that 98% of their hires came through internal Recruiting efforts
  • Discover the insights gained from (successfully) attempting to build and implement a positive, inclusive, and progressive company culture

The SECRET INGREDIENT: The art of incorporating a candidates career aspirations into your company’s story-telling process.


Gaurav Valani
VP - People and Talent
Monday, April 15Breakout Session

close Rethink Your Gender Equity Strategy

Talent Acquisition, Management & RetentionScout 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 Take-Aways

  • 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
Monday, April 15Breakout Session

close Do You Need a Culture Intervention?

Culture & Employee EngagementBIC Graphic - CHRO

Company cultures are no different than relationships, they require nurturing, attention, purpose and long-term commitment. Is your organization on the right culture path?

Key Takeaways:

  • Creative culture solutions don’t always cost money
  • Don’t let technology overshadow your people
  • Creating an inclusive vs exclusive culture
  • Understanding how your people experience influences your customer experience


Barbie Winterbottom
Monday, April 15Breakout Session

close CEO + CHRO Partnership: Driving Talent at the Board Level

Leadership DevelopmentBedrock Detroit, LLC. - VP, People

Moving beyond the compensation committee charter requirement, today’s CHRO has the opportunity on advising the CEO & BOard, as a talent strategist, an analytical innovator and an adapter for organizational capacity.

Key Takeaways:

  • How can the mandate of HR strategies, board compensation strategies, governance implications tie into succession planning?
  • Anticipating and solving for talent-related risks – increasing management and Board accountability for talent
  • What leadership styles, thinking styles, and emotional competencies are required for a successful C-Suite composition?
  • How does the CHRO assist the CEO to build a culture that fosters strategic growth, institutionalize operational excellence and discipline and how can we leverage collaboration as a competitive advantage?


Tushar Pandit
VP, PeopleBedrock Detroit, LLC.
Monday, April 15Breakout Session

close Retention Isn't Rocket Science---Three Key Elements

Talent Acquisition, Management & RetentionCastellini Group of Companies - CHRO

There are three key elements for retention: Bosses, career, and engagement.

Key Takeaways:

  • Employees join a company and leave a boss
  • People need to know they have a career….everyone!
  • Connection is the glue that holds it together


Bonnie Curtis
CHROCastellini Group of Companies
Monday, April 15Breakout Session

close Defining Culture to Drive Results

Culture & Employee EngagementM&T Bank - Assistant Vice President, Human Resources Business Partner

Explore and learn the importance of defining the Dominant Characteristics of your organization, which in turn will reveal a set of values that influences the culture. Participants will learn how to strategically partner with the business to facilitate the “discovery” process, how to identify trends and then translate them into one descriptive word. With these Dominant Characteristics recognized and articulated, we will then discuss how to use them to maximize your recruiting efforts, lower turnover, increase engagement, retention, and diversity, ultimately having a positive impact on the bottom line.

Key Take-Aways

  • How to initiate and conduct conversations and interpret observations to identify and articulate Dominant Characteristics.
  • How to apply Dominant Characteristics to methodology for recruitment, onboarding, performance review, employee retention, and engagement.
  • How integrating Dominant Characteristics into your selection strategies will lessen unconscious bias in recruitment and promotion selections, and therefore lead to greater diversity in the workplace.


Elizabeth Higgins
Assistant Vice President, Human Resources Business PartnerM&T Bank

Industry Dinner


Breakfast Buffet

Tuesday, April 16Keynote Session

close Aligning Talent with your Business Strategy = Competitive Advantage

Leadership DevelopmentMGM - Vice President, Corporate and Global Human Resources

By aligning your talent to business outcomes, your company gets the right people with the right skills focused on the right initiatives to drive the strategy and provide a competitive advantage.

Key Take-Aways

  • How to align business strategy, execution, and accountability utilizing the right talent
  • Importance of leadership courage to ensure talent is in the right roles to accelerate business outcomes
  • Crucial conversations are non-negotiable as leaders
  • Talent is the differentiator to whether your company “wins” or not


Missy Hallead
Vice President, Corporate and Global Human ResourcesMGM
Tuesday, April 16Breakout Session

close Compensation- Why It's About More Than Money

Talent Acquisition, Management & RetentionMotorists Insurance - Assistant VP, Total Rewards

The topic would discuss best practices with compensation but also address the motivational/emotional aspects of compensation. Also, how compensation needs to consider various generations in the workforce- their expectations are quite different.

Key Take-Aways

  • Compensation is emotional–it is about more than merit planning
  • There is not a spectrum of compensation satisfaction
  • Generational differences need to be considered during compensation planning
  • Incentives need to be personal to make sure motivation is achieved through the monetary program


Becky Shaffer
Assistant VP, Total RewardsMotorists Insurance
Tuesday, April 16Breakout Session

close How to Develop Exceptional Leaders

Leadership DevelopmentKern Medical - Director of Organizational Development and Change Management

Developing Exceptional Leaders is a training program created to be the first formal Leadership Development program at Kern Medical. 146 leaders were successfully trained using a self-awareness tool, evidence based leadership principals and situational leadership methodologies. This presentation will be designed for HR Leaders to develop practical/everyday Leadership Development program using this model where the success can be measured through the use of tools that can be put to use immediately.

Key Take-Aways

  • Develop Leadership Competencies based on Strategic Priorities
  • Leadership Self Awareness is an Important Component
  • Diagnose, Match and Determine Best Leadership Style to Use
  • Utilize multiple Feedback strategies to ensure the Success of a Leader


Margrette Michael
Director of Organizational Development and Change ManagementKern Medical


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

Steering Committee Members

Mary Kelly SVP, Talent & Organization Effectiveness
Khaled Bagul VP of Risk Mangement, Human Resources. Leadership Developement & Culture
Sizzler USA
Jennifer James VP, Human Resources
Sonic Healthcare
Melinda Lebofsky VP of Human Resources
Mercy Health
Greg Harper Vice President - Human Resources, Safety, Health and Environmental Affairs
Northstar Aerospace, Inc
Georgiann Fisher Vice President of Human Resources
Peaceful Living
Nicole Amling Vice President Human Resources
Navvis Healthcare
Dondi Dix VP- HR Talent and Organization Development
Dairy Farmers of America
Tushar Pandit VP, People
Bedrock Detroit, LLC
Steinar Hjelle VP Talent Management
Micron Technology
Gregory Lewis Vice President of Human Reources
Valence Surface Technologies
Corecia Davis Vice President, Human Resources
Century 21
Jennifer McPherson Vice President, Human Resources
Cascade Windows
Margrette Michael Director of Organizational Development and Change Management
Kern Medical
Stephanie Davidson CHRO
Bar Louie Restaurant Group
Norman Hill Vice President - Human Resources
Sheltering Arms
Ajit Singh Vice President HR
Encore Capital Group
Megan Millevoy VP, Human Resources
Kim McCauley Chief Human Resources Officer
Narragansett Bay Insurance Company
Deborah Glenn Vice President, Administration and CHRO
The American College of Financial Services
Peter Adebi Operational Vice President, Engagement & Development
Nemours Children's Health System
Julie Storm Chief People Officer
Kesha Carter Chief Diversity Officer
Renee Pecor VP, Human Resources
Brian Sherman VP, People
Delta Dental
Colleen Wood Chief People Officer
Level Access
Cathleen Hitchens SVP of Human Resources
Flagship Credit Acceptance
Brad Lamone VP Workforce Development
Engineered Profiles LLC
Steven Hardy Vice President, Human Resources
Ken Moses Executive VP, Human Resources
Cascade Drilling
Patty Ryan-Vincent Vice President, Human Resources
JD Norman Industries
Rob Reynolds Vice President, Human Resources
Westbury Bank
Stefany Chadbon-Hooke VP, Human Resources
SafeAmerica Credit Union
Susan Mitnick Chief People Office
Kristine DiFiore CHRO
Care Dimensions


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

Attendee Testimonials

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

"Great participants, panelists and vendors! "

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

Attendee List


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


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


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

Our Team

Oliver Thomas

Vice President
(424) 334-5156
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Marin Silvers

VP of Operations
(424) 334-5141
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Danielle Tal

Conference Producer
(424) 389-3452
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Marissa Marsh

Attendee Relations Executive
(424) 313-1172
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Chad Hamilton

Sales Director
(424) 334-5157
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Shaun Thankachen

Sales Executive
(424) 313-7511
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Tim Parfitt

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

The Hotel

Red Rock Casino Resort & Spa

Featuring luxurious hotel rooms and suites, three-acre pool backyard, sensuous spa treatments, delectable dining and exciting casino gaming–all overlooking the stunning Red Rock Canyon National Conservation Area.

Inspired by the natural beauty of the neighboring mountains,  Red Rock Casino Resort & Spa, Las Vegas pays homage to the elegant mid-century modern resorts that made Las Vegas famous. Spacious accommodations are designed with modern contemporary décor and a wealth of amenities like no other hotel rooms in Las Vegas, and include a 42-inch HD TV, VOIP internet phones, an automated, fully-stocked private bar and in-room safe.
Accommodations must be booked through the conference organizers and not through the venue directly. To book your stay please contact:
The closest airport to the hotel is McCarran International Airport (LAS). Red Rock does operate a complimentary shuttle between McCarran Airport and the hotel. You can see the shuttle schedule here. Taxis are also available at the airport and cost approximately $50 each way.
Red Rock Resort, Casino & Spa | 11011 W. Charleston Blvd. Las Vegas, NV 89135