Bellagio Hotel, Las Vegas

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 30+ HR leaders as they make way in today’s changing landscape.

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Dr. Jarik Conrad

Sr. Director of Human Capital Management Innovation

Ultimate Software

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Antonia Hock

Global Head

The Ritz-Carlton Leadership Center

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Paul Hevesy

Vice President of Human Resources

Stanley Black & Decker

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Juana "JC" Ayers

VP, Human Resources

Seminole Hard Rock Hotel & Casino

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Cathy Henesey

Executive Director of Talent Acquisition


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Missy Hallead

Vice President, Corporate and Global Human Resources


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Dan Cieslak

Executive VP Human Resources

Dunham's Sports

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Bonnie Curtis


Castellini Group of Companies

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Jason Leonard

VP, Human Resources

Dal-Tile Corporation

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Katherin Nukk-Freeman

CEO & President

SHIFT HR Compliance Training

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Becky Shaffer

Assistant VP, Total Rewards

Motorists Insurance

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Elizabeth Simon

Director, Ethics & Compliance

Cox Communications, Inc

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Barbie Winterbottom


BIC Graphic

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Tushar Pandit

Chief People Officer

Affinitiv, Inc.

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Kerry Scott

Chief People Officer and Senior Vice President

Liberty Latin America

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Louis Cimini

Vice President, Human Resources


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Maigen Rowe

Director, Global Employee Experience


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Steven Zwerin

Director, HR Investigations

City of Seattle

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Tom Verbeke

VP HR, Talent & Org Development


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Marybeth Gray

Senior Vice President Health & Welfare Consulting

Trion Group, a Marsh & McLennan Agency, LLC

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Meera Oliva

Chief Marketing Officer


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Jason Lee



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Michael Kearns

VP of Enterprise


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Ronna Detrick

SVP of Learning


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Charlene Alexander

Vice President & Chief Diversity Officer

Oregon State University

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 When Nature Becomes Nurture: Harnessing Humanity’s Survival Instinct to Foster Inclusion in the Workplace

Talent Hiring, Retention and ManagementUltimate Software - Sr. Director of Human Capital Management Innovation

Forming tribes is instinctual, but modern needs call for bringing us together rather than keeping us separate. HR leaders are uniquely positioned to help employers. By strategically fostering tribal inclusion in the workplace, employers are rewarded with stronger, more meaningful and innovative organizations—to say nothing of changing the world.

Key Takeaways:

  • Understand the key factors needed to create diverse, equitable and inclusive workplaces where everyone can achieve their full potential
  • Know how to clearly define organizational values and ensure they are consistently reinforced
  • Be prepared to stand up for what is right, even if it means losing employees, customers, or investors
  • Understand how best to influence public policy to give voice to the voiceless and promote sustainability


Dr. Jarik Conrad
Sr. Director of Human Capital Management InnovationUltimate Software
MondayBreakout Presentation

close Samsonite's Journey Using Engagement To Drive Business Success

Employee ExperienceSamsonite - 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
MondayBreakout Presentation

close Your Culture Is Your Brand: How to Build & Sustain a Culture Where Employees Thrive & Customers Rave

Employee ExperienceThe Ritz-Carlton Leadership Center - Global Head

The Ritz-Carlton has been delivering incredible employee experiences and customer experiences for over 30 years. Known for the highest guest satisfactions scores in JD Powers history and winner of two Malcolm Baldridge awards, The Ritz-Carlton has proven that great culture is great business. This session will explore the ways that The Ritz-Carlton has grown and sustained this award winning employee culture and how that translates into customer experience– both ultimately impacting the top and bottom line of any organization.

Key Takeaways:

  • Great EX is driven by a handful of core principles like empowerment, wow moments, and surprise and delight
  • You must hire for culture first and teach the vocational skill
  • Great culture is top down and bottom up and must include practical implementations of this methodology
  • Systems and Processes are essential to operationalizing culture


Antonia Hock
Global HeadThe Ritz-Carlton Leadership Center
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 How You and Your Team Can Leverage Behavioral Analytics To Have Fun, Hit Goals, and Earn More

HR Strategy and Leadership DevelopmentTeamalytics - Founder and Chairman

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


Flip Flippen
Founder and ChairmanTeamalytics
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 Closing the Leadership Skill Gap - Medieval Style! A Case for True Coaching

HR Strategy and Leadership DevelopmentSeminole Hard Rock Hotel & Casino - VP, Human Resources

HR professionals and leaders are focused on agility and automation like AI to keep up with the ever-changing business landscape. Meanwhile, trust, engagement and productivity stagnate. Solution: We must teach leadership competency as the Medieval Labor Guilds taught skill mastery. Master teaches Apprentice hands on, over time to ensure proficiency.

Key Takeaways:

  • A leadership skill gap crisis exists globally
  • To improve trust, engagement, productivity and retention, as well as, build leadership bench-strength, we must close the leadership skill gap
  • This becomes even more crucial as Millennials and Gen Z’s move into leadership roles
  • Soft skills can be taught and will improve . . . “over time”


Juana "JC" Ayers
VP, Human ResourcesSeminole Hard Rock Hotel & Casino
MondayBreakout Presentation

close Removing Gender Bias From The Performance Feedback Process

Employee ExperienceAtos - 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


MondayBreakout Presentation

close Optimizing HR's ROI

HR Strategy and Leadership DevelopmentDal-Tile Corporation - VP, Human Resources

Rethinking the way HR operates and adds value to the enterprise, by shifting to be a strategic business ally rather than an administrative necessity.

Key Takeaways:

  • Create value for the business through people strategies
  • Shift from being the policy police to being a business accelerator
  • Maximize the ROI of the HR function to the enterprise


Jason Leonard
VP, Human ResourcesDal-Tile Corporation
MondayBreakout Presentation

close The Tech Advantage – How Organizations are Leveraging Technology to Boost Employee Engagement

AI & Future of WorkAllegion - Director, Global Employee Experience

According to Deloitte, digital transformation ranked as the highest risk to culture in the next two to three years. While it presents challenges for any organization, companies around the world are embracing technology in myriad forms to drive engagement and bring employees closer together.

Key Takeaways:

  • Hear how companies are using technology to build engagement
  • Learn 3 fundamental principles to boost engagement through technology
  • Learn 3 common barriers to using technology to enhance engagement and ways to remove them


Maigen Rowe
Director, Global Employee ExperienceAllegion
MondayBreakout 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
MondayBreakout Presentation

close Do You Need a Culture Intervention?

Employee ExperienceBIC 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
MondayBreakout Presentation

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

Talent Hiring, Retention and ManagementCastellini 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
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 The “Jerry Maguire” Management Style of Recruiting

Talent Hiring, Retention and ManagementAdventHealth - Executive Director of Talent Acquisition

Today, in this unprecedented unemployment market, great hospitals no longer depend only on innovation, creativity to attract a new candidates, retain existing employees, and serve our patients— They need to satisfy the emotional desires, cultural-orientation and needs of all the players. To understand their emotional desires, needs, we need to establish personal relations with these players—the “Quan”. The “Quan” is about bringing love, respect, and community to the workplace. Come listen to AdventHealth’s story in building a top award winning Talent Acquisition team in a centralized HR Shared Service model.

In the movie, “Jerry Maguire”, Jerry, an average sports agent, wanted to change the industry and his client (Rod, the football player) wanted to transform the relationship of “Coins to Quan”. It is not about the money. It is more than that and people want to connect with personal values with their work. The Executive Director of Talent Acquisition will share the perspective of balancing top-quartile performance demands while developing deep relationships with key stakeholders. Learn how to be the Ambassador of your “Quan”.”

Key Takeaways:

  • Learn the key metrics that it takes to measure the success of an award winning Talent Acquisition department
  • Develop a unique relationship style that brings a sense of community, love and respect to the selection process
  • Take home 20 “Little Things” to connect with someone in less than 1 minute to create a long lasting relationship


Cathy Henesey
Executive Director of Talent Acquisition AdventHealth
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 Trust the Hotline

Employee ExperienceCox Communications, Inc - Director, Ethics & Compliance

Just because there is an anonymous reporting mechanism in place doesn’t mean that employees or third parties will feel comfortable enough to use it. Individuals might feel uncomfortable speaking up if they fear retaliation, they think their allegations won’t be taken seriously, or they suspect the company won’t take action. A demonstrated ethical culture helps employees and third parties Do the Right Thing and Speak Up when misconduct is observed. In this session, we will explore the relationship between an ethical, “Speak Up” culture and hotline reporting volume, and identify steps you can put in place to help people trust your hotline.

Key Takeaways:

  • Social conformity plays a key role in misconduct in the workplace
  • Fear of retaliation is the most common reason employees don’t feel comfortable speaking up when they observe misconduct
  • Studies show that the more active your hotline is, the higher the company’s return on assets.
  • Recommendations for ensuring a Speak Up culture where employees can Trust the Hotline


Elizabeth Simon
Director, Ethics & ComplianceCox Communications, Inc
MondayBreakout Presentation

close Five Habits of Organizations with Corporate Cultures that Inspire

Employee ExperienceVibe HCM - Chief Sales Officer

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 Take-Aways  

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


John Whisner
Chief Sales OfficerVibe HCM

Industry Dinner


Breakfast Buffet

TuesdayKeynote Presentation

close Aligning Talent with your Business Strategy = Competitive Advantage

HR Strategy and 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
TuesdayBreakout 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
TuesdayBreakout Presentation

close Enhancing Tools for Diversity Recruitment: Why Posting Without Action Fails

Talent Hiring, Retention and ManagementOregon State University - Vice President & Chief Diversity Officer

Harvard’s Implicit Association Test (IAT) reveals that 70% of individuals who complete the IAT have either a strong, moderate or slight automatic preference for White people. How these preferences show up during the search process is important to note. This presentation will outline one Higher Education Institution’s efforts to raise awareness and develop unit level toolkits for diversity recruitment.

Key Takeaways:

  • Participant’s will have an understanding of Harvard’s Implicit Association Test (IAT) and how results of the test can be used to raise awareness
  • Understand the Diversity Bonus (Scott Page)
  • What are the key elements of diversity
  • How to prepare an individualized Toolkit for Recruiting Diverse Employees


Charlene Alexander
Vice President & Chief Diversity OfficerOregon State University
TuesdayBreakout Presentation

close Me Too Management: Supervision From an Employee's Point of View!

HR Strategy and Leadership DevelopmentDunham's Sports - Executive VP Human Resources

Audience will gain insight on how to best lead and supervise today’s workforce. Topics covered will be, Appreciation, Care, Personnel, Courtesy, Nonverbal messages, Extra efforts, Two Statements, Two Rights, Cut above the rest, Ballistic, Enthusiasm, Confidence, Bodies, Respect and Think.

Key Takeaways:

  • Treat people with dignity and respect and payback will be there
  • Your words and actions will determine the results you will get
  • Understand what people want most from a leader/supervisor


Dan Cieslak
Executive VP Human ResourcesDunham's Sports
TuesdayBreakout Presentation

close Compensation- Why It's About More Than Money

Talent Hiring, Retention and ManagementMotorists Insurance - Assistant VP, Total Rewards

The presentation will discuss best practices with compensation but also address the motivational and emotional aspects of compensation. It will also address how compensation needs to consider various generations in the workforce, as 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
TuesdayBreakout Presentation

close Putting People at the Heart of Performance Management

Talent Hiring, Retention and ManagementLiberty Latin America - Chief People Officer and Senior Vice President

No one looks forward to their annual performance review. As a business leader, performance management is arguably one of the trickiest parts of the job, but it’s critically important given people are what drive a business. Performance Management has been the ‘catch-all’ term. But the ‘world of work’, is changing.

Key Takeaways:

  • When thinking about people, talent and performance management, companies need to move beyond a ‘numbers game’ and start to put employees at the heart of their own development
  • True performance management shouldn’t solely be a once-a-year discussion that takes a historical look back on what has been achieved, but rather an ongoing dialogue that reflects on the past to inform and influence the future
  • What we shouldn’t lose sight of is the ‘management’ in Performance Management. Instead of handing out grades, let’s build a more agile system


Kerry Scott
Chief People Officer and Senior Vice PresidentLiberty Latin America
TuesdayBreakout 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.

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

Abe MonzonHead of Global Talent Acquisition
Godiva Chocolatier
Courtney OliverSr. Director, Human Resources
Erin DangerfieldVP, Human Resources
Golden State Warriors
Fay BalkVP, Organization Effectiveness & Development
Hallmark Cards
Patrice MatejkaDirector of HR
Blue Cross Blue Shield
Pam BrownHR Director

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

Vice President
(424) 334-5156
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Marin Silvers

VP of Operations
(424) 334-5141
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Content Director
(424) 389-3287
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Attendee Relations Executive
(424) 313-5935
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Sales Director
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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

Bellagio Hotel

Inspired by the villages of Europe, AAA Five Diamond Bellagio overlooks a Mediterranean-blue lake with fountains performing a magnificent ballet. Escape into an otherworldly plane of dance, music and acrobatics with “O” by Cirque du Soleil — aquatic theater in our Parisian-style opera house.

The hotel rooms and suites at the Bellagio offer the perfect blend of beauty and elegance. Our rooms will elevate your stay, whether you're traveling for business, celebrating a honeymoon, or just looking for a remarkable getaway. With views of the Las Vegas valley or the iconic Bellagio fountains right from your suite, your stay will be nothing short of unforgettable.
We’ll book your accommodations, cover your first night’s stay and offer a discounted rate thereafter. To make your reservations please contact:
The nearest airport is McCarran Airport located about 2 miles away. This hotel does not operate a shuttle, taxi or ride share is recommended.
Bellagio Hotel 3600 S Las Vegas Blvd Las Vegas, NV 89109