All Sessions

Check in early at the Hilton New Orleans Riverside satellite registration to get your conference badge.

*Additional registration and fee required.

Heading an HR Department of One (HR DOO) is a daunting task. Time is short; resources are limited; and constantly shifting priorities can be a major issue. In this 10-hour, hands-on learning program, you will join other HR DOOs to learn to analyze and enhance the HR practices in your organization. You will discover a three-step framework (Assess, Build, Map) to help you measure your current practices, build a set of realistic best practices, and map those practices to what is achievable in your organization. You will learn from an expert instructor during a series of topic-based conversations and activities focused on themes particularly relevant to HR DOOs.

Program Objectives

How You Will Benefit:

• Use the framework of assess, build, map to create a realistic plan for analyzing and elevating HR in your organization
• Define talent acquisition strategies that attract more quality candidates
• Identify employee development and engagement strategies that impact employee retention
• Assess your organizational culture and determine the role HR plays in maintaining and shaping culture
• Determine the balance between strategy and operations in your approach to HR
• Describe communication strategies for building effective relationships with business leaders

*Additional registration and fee required.

*Additional registration and fee required.

Numerous research studies confirm that diverse workforces lead in innovation, productivity and profitability. The key to unlocking these organizational benefits is to create supportive environments where authenticity and psychological safety thrive. In this enlightening, scenario-based course, you will discover the characteristics and impact of a comprehensive diversity, equity and inclusion approach, including how to increase diversity and support equity within the structure of your organization. 

Through meaningful discussions that highlight what an inclusive culture is, why it matters and how to develop one, you will acquire tools and techniques to foster a meaningful culture of belonging for your staff. You will learn how to make mindful decisions; support sustainable change; and build strong initiatives to engage, develop and motivate your employees. 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

• Explore techniques to create, maintain, and measure an inclusive workplace through communication, mentorship, hiring practices, executive level support, facilitation, listening, data reporting, and training

• Apply strategies that foster inclusion to common workplace situations by addressing implicit bias, making mindful decisions, and reinforcing positive change

• Write a plan that identifies next steps for creating an inclusive workplace culture at your organization

Day 1 of 2

*Additional registration and fee required.

Workplace Investigations provide the basis for organizational policies, procedures and work rules. This unique, intensive learning program, taught by industry experts, allows you to explore SHRM’s best-practice framework for leading independent workplace investigations. Using a real-world case study and in-depth legal scenarios, this learning experience provides you with the opportunity to test your investigative skills in a safe and supportive learning environment of your peers from a wide network of professions. You will leave with proven, practical tools and techniques as you prepare to conduct your own workplace investigations.

Program Objectives

How You Will Benefit:

• Describe and apply the 7-step framework for conducting effective workplace investigations both in person and remotely
• Identify the competencies associated with an investigator
• Define the role of an investigator
• List the pros and cons of formal investigations
• Name the goals of the workplace investigation process

*Additional registration and fee required.

*Additional registration and fee required.

In today’s organizations, talent is the most significant investment, yet most people-related decisions are made in the absence of hard data. In this interactive course, you will learn how to use a people-analytics plan to propel the analytics program in your organization. You will explore the analytics maturity model and discover the importance of leveraging strategic partnerships to build your organization's analytics potential. Also, you will become equipped to take a greater leadership role as you begin using analytics to influence your organization's goals and provide decision-makers with greater insight into workforce related issues.

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

• Identify organizational problems that can be addressed through people analytics
• Explore quantitative and qualitative tools and methods
• Analyze a sample data set using the people analytics project framework
• Use storytelling to elevate organizational insights

Day 1 of 2

*Additional registration and fee required.

This comprehensive program, led by a SHRM-certified HR practitioner, will help prepare you to earn your SHRM-CP or SHRM-SCP certification. You will experience a detailed review of the current SHRM Body of Applied Skills & Knowledge™ (SHRM BASK™). During your learning experience, your expert facilitator will build upon the foundation you've already established through your studies, guiding you through interactive discussions, sample test questions and periodic progress checks. You will be able to identify your areas of strength and build on them, and pinpoint areas where you need further concentrated study in preparation for either exam. Your dynamic classroom experience, along with your in-depth study of the SHRM Learning System, will help ensure that you're well-prepared and confident on exam day. 

NEW! Bonus feature: Test Taking Tips Session

All SHRM Certification Preparation course participants receive access to an exclusive session on test taking tips, covering topics including:

• Overcoming test anxiety
• Studying in a way that leverages your strengths 
• Dispelling popular myths about the exam

Day 1 of 2

*Additional registration and fee required.

Are you ready to help your organization win the talent war? Get prepared for the fight by learning proven talent acquisition strategies in this engaging course designed to equip you for real-world application. You will explore innovative recruiting and sourcing strategies for developing a diverse and inclusive talent pipeline. You will also learn a step-by-step approach for improving your candidates’ experience and your employment branding.

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

• Build your talent acquisition strategy to attract top talent
• Market an employment brand that positions your organization as an employer of choice
• Incorporate workforce planning as part of the process for developing a robust talent pipeline
• Expand strategies for recruiting and sourcing
• Create a positive candidate experience
• Evaluate and select candidates that are a right fit for your organization
• Measure the impact of your talent acquisition strategy using metrics

Day 1 of 2

The info desk is open to answer any questions and help you navigate your SHRM22 experience.

Visit our attendee services at the New Orleans Convention Center to check-in and pick up your conference badge.

Discover what's new at the SHRMStore! Shop for the latest HR resources and swag.  

*Additional registration and fee required.

If you think negotiating skills are only for salespeople, think again! Every single relationship in your work life entails some negotiation. True, it's often linked to sales (or business), but that limited perspective ignores the fact that negotiation pervades all aspects of the senior HR professional's life. Trying to increase your company's productivity levels? Considering expanding product lines (and therefore people)? Buying a competitor? Going global? Leading a team to increase your employee's engagement level? Attempting to get the best deal from your new benefits provider? Asking for your own well-deserved promotion? In all of these situations, you'll have to negotiate to succeed.

Learning Objectives:

• Overcome the zoom divide to get to the heart of the other side's concerns during negotiations.
• Discover the 5 Negotiation Styles (Avoid, Compete, Accommodate, Collaborate, Compromise) and when to employ (and avoid) each.
• Use objective vs. subjective negotiation criteria.
• Reframe negative internal conversations that can sabotage your negotiation prowess.
• Keep emotions in check even when things get heated.

*Additional registration and fee required.

Your business only works as well as your culture does, but you may not even know what your culture is, how it was formed, who's influencing it, and whether it's driving your business forward or holding you back. After 18 years of studying thousands of organizations across the country and consulting for the leaders who run them, we have discovered specific characteristics and flaws of these organizations. This session introduces executives, directors and managers to the reasons behind these problems and sheds light on solutions that get to the source, not the symptoms. Every organization is unique; there is no one-size-fits-all solution. That's why this session is designed by YOU, the participant, and led by expert facilitators to help coach and guide you to your own solutions by exploring your own wisdom and hearing from other, like-minded professionals in the field.

This is a true consulting session where you work with CEO Jack Gottlieb as he facilitates this workshop to drive the results that are Really Most Important™ now and for the long term in your culture, strategy and capability. We'll focus on your targeted outcomes to help you build and implement end-to-end solutions to achieve a culture-driven transformation, ensuring that your people can take ownership of and replicate this impact going forward.

Learning Objectives:

• Learn about a comprehensive model and five-step evaluation process that focuses on organizational development and culture transformation and takes into account the top needs of the group during this co-created experience.
• Engage in a high-level conversation with executives, directors and managers to get the most out of their wisdom, group sharing and the conference as a whole.
• Complete a mini assessment at the start of the session and then co-create a strategic action plan for your organizational culture and L&D function.

*Additional registration and fee required.

This training session is dedicated to companies headquartered outside of California with facilities and employees in California, for firms just entering the California HR arena, or for anyone that wants a deep dive into CA HR compliance. This session will cover some of California's complex and often confusing employment laws and regulations including the "danger zones" where you need to be savvy. We will exercise your brain and tone your HR muscles so that you are able to recognize the issues that can present risk to your organization in California. With this high intensity and interactive training, you will obtain tools to navigate the complex employment landscape of California and will learn practical skills for reducing liability.

Learning Objectives:

• Discover key Elements of California Wage and Hour and Employee Benefits
• Discuss Exempt and Non-Exempt Employment Classification in California.
• Review Harassment and Discrimination.
• Understand Leave Administration
• Discuss Accommodation
• Review Workers Compensation Insurance

*Additional registration and fee required.

Conflict is everywhere, and unavoidable, no matter how hard we try. Unfortunately, confrontation is a necessary byproduct and it's what you do with it that's key. If you have ever avoided saying what needed to be said because you hate conflict or regretted saying something in the heat of the moment, then this is the session for you. In this dynamic, high energy, and highly interactive training you will learn the best conflict management skills, what conflict is, and what it means to confront someone. Attendees will learn how to effectively manage conflict and confrontation in the real world.

Learning Objectives:

• Learn what conflict really is and why we avoid it so you can confidently address any future issue
• Understand the difference between conflict and confrontation and why that is critical to your success
• Learn specific steps and language to use when addressing any confrontation

*Additional registration and fee required.

Well, it’s almost the scariest time of the year. Especially if you’re the HR professional. Or the manager. Or the team member. Let’s face it. When it comes to ‘performance management’ everyone involved dreads the idea of sitting down and discussing what has and what has not been accomplished. And all of those scary emotions can get in the way of the main goals of the performance management process: Energize the team member to transform them into ‘A-Game’ performers; Achieve those organizational goals in an effective, systematic and repeatable way; Foster commitment to the mission and vision; and Generate a climate of increased productivity!

Learning Objectives:

• Define and overview performance management as a system.
• Discuss why leaders are … So afraid.
• Tackle some of the challenges of performance management.

The info desk is open to answer any questions and help you navigate your SHRM22 experience.

Visit our attendee services to check-in and pick up your badge. 

Check in early at the Hilton New Orleans Riverside satellite registration to get your conference badge.

Be the first to grab the latest HR resources and swag in the SHRMStore. 

*Additional registration and fee required.

How many times has it happened? We promote high-performing employees into management positions because they are good at their jobs, and then we send them off in the hopes that they have the ability to lead. MISTAKE! We cannot assume that our managers, new or experienced, have the tools necessary to lead and manage those who report to them. These skills are not inherent in everyone, and managers frequently must be taught how to manage. This fast-paced, business-focused, interactive workshop will take you through the education managers need most. Even more, we will give you the actual material and presentations so that you, as an HR professional, can bring this knowledge back to your organization. We will focus on the hiring and interview processes, performance management (including documenting discipline and performance appraisals), how to deal with employees who aren’t meeting business needs, the importance of empathy in keeping employees engaged and motivated, reporting responsibilities when complaints are brought or medical conditions are disclosed, and more.

Learning Objectives:

• Learn how to identify the subject matter on which managers must be educated.
• Learn training techniques so you can provide your managers the tools they need to lead effectively.
• Evaluate how managers can keep their employees motivated and engaged through “soft skills” and effective performance management.
• Learn how to analyze the skills managers need with respect to hiring and interviewing, as well as reporting complaints that are brought to their attention.

*Additional registration and fee required.

Managing projects can be challenging, especially if they span multiple divisions, time zones, countries, oh and everyone is working remotely. Done wrong, it can destroy careers (and companies!). Done right, it can garner you a "seat at the table." From global outsourcing to workplace analytics to leading company-wide change management initiatives, the HR executive has unique insights into what motivates and engages employees thus giving them the edge at spearheading projects that directly impact the company's bottom line. To do so though requires your Project Management skills and leadership chops to be in peak performance and constantly at the ready. This highly interactive session will prepare you to lead by providing in-depth, step-by-step instructions and tools.

Learning Objectives:

• Receive  In-depth analysis of pre-project planning.
• Define deliverables in financial terms your senior leaders care about.
• Conduct comprehensive risk probability vs. impact analysis to determine the likeliest causes for your project to become derailed and how to plan for and overcome those.
• Discover easy-to-implement Project Management tools to help you plan for and manage your project including Gap and SWOT analyses, Fishbone (Cause & Effect) diagrams, Goal Breakdown Structure diagram, RACI matrix and several types of Gantt charts.
• Discuss potential software tools that can help you get organized and track your project.

*Additional registration and fee required.

Effectiveness in the HR role hinges upon leading through change and crisis. By learning to lead change (not just manage change or cope with change), which includes developing change leadership capacity in their organizations, HR professionals are poised to make a strategic, bottom-line impact. Participants will walk-away with both actionable tactics to influence change more effectively themselves as well as real-world strategies to develop this capability in the leaders, teams, and organizations they serve.

Learning Objectives:

• Learn to lead through change and crisis by effectively collaborating with stakeholders up, down, and across your workplace to increase your impact for your organization, team, and career.
• Diagnose one’s own change leader style (including strengths, blind spots, and developmental tactics), discover how to coach others to develop theirs, and identify how to assess and enhance one’s organization’s approach to building change leadership capability.
• Reframe resistance to change from enemy to ally and explore how to leverage resistance as a powerful source of information to adapt one’s influence style to build relationships that get results.
• Explore actionable insights from neuroscience and psychology, relevant implications derived from a global database of 20,000 change leaders-at-all-levels, and real-world experience leading change in a wide variety of industries about how to engage the heart, enlighten the head, and equip the hands to get people moving in positive, new directions so change sticks.
• Emerge as a more competent and confident – and less stressed and frustrated – leader of change, to help oneself and one’s organization lead through this time of massive global crisis as well as to build an enabling foundation to succeed through all the inevitable changes to come.

*Additional registration and fee required.

Workplaces that go beyond nondiscrimination policies to cultivate climates of true inclusion are a win-win for both employers and employees. In fact, increasing research shows that capitalizing on effective LGBTQ-inclusion practices can lead to higher productivity, better rates of talent attraction and retention, increased innovation, higher employee satisfaction, and overall bottom-line benefits for employers of any size. This highly interactive session provides an in-depth look at the unique needs and experiences of LGBTQ+ workers; reviews current legal requirements; examines real-life case studies; gives examples of effective inclusion policies; and offers best practices for addressing common human resources scenarios involving LGBTQ+ employees. You will walk away with plenty of easy-to-implement ideas for the everyday workplace as well as resources and support for developing your organization’s DEI (diversity, equity & inclusion) efforts.

Learning Objectives:

• Become more familiar with current LGBTQ+ inclusive terminology, pronoun usage and relevant data that impacts LGBTQ+ employees.
• Understand the differences among terms including sex assigned at birth, sexual orientation, gender identity and gender expression.
• Learn best approaches for policies and practices for transgender and transitioning employees.
• Explore specific human resources scenarios that involve LGBTQ+ workers.
• Discuss and develop strategies to create more welcoming and inclusive workplaces for LGBTQ+ employees.

*Additional registration and fee required.

The rules regarding employee benefit plans are complex and seemingly unrelated.  This session will provide the overall framework for understanding and applying the various laws and regulations that employers need to be aware of as they design and administer their employee benefit programs.   We will cover ERISA, the IRC, COBRA, HIPAA, the ACA, the new transparency and surprise billing requirements as well as any leftover (we hope they are left over next year) COVID-related mandates.  Time constraints will not permit deep dives into all the specifics, but the overview is designed to provide a structure for understanding the overall structure of the rules identifying potential issues to address before they become actual issues.

Learning Objectives:

• Understand the basics of employer sponsored welfare benefits.
• Understand how the various compliance areas - ERISA, tax, COBRA, HIPAA, ACA, etc. are applied to employee benefits.
• Understand how the various compliance obligations work in conjunction with each other.
• Understand when employers can make decisions about their plans from a practical perspective and when they need to get legal advice.
• Understand the basics of employee benefit compliance sufficiently to design welfare plans to meet the needs of the employer's workforce while staying compliant with the rules and regulations that govern employee benefits.

*Additional registration and fee required.

ERGs encourage team members to think about their growth and career development- inside and outside of the organization. Yes, it’s ultimately up to the employer to actively monitor employee morale and provide opportunities for advancement, but ERGs are an (often) untapped resource.

Learning Objectives:

• Learn how the ERGs can interpret information to make business decisions and recommendations for HR.
• Learn one proprietary metric ERGs can share back with HR teams to improve their business acumen.
• Hear from other ERG and HR leaders on how they provide guidance to organizational stakeholders.

*Additional registration and fee required.

Our evolving workplace has us experiencing evolutionary change at revolutionary speed. Challenges posed by COVID have forced us to reinvent the workplace like never before. How you navigate the moral and ethical implications of massive change is critical to establishing employee trust and commitment. Ethical behavior is doing the right thing when no one else is watching, and ethics is a contact sport that requires practice and focus to build moral muscle memory. Consistency, fairness, and transparency are the keys to employee engagement and productivity, and sustaining a moral workplace is your core foundation. Look to the power of ethical leadership to strengthen your culture and explore the practical nuances of ethical decision-making that affect your business and people operations every day.

Learning Objectives:

• Appreciate the Sarbanes-Oxley Act (SOX) and its surprisingly significant “teeth”.
• Move from a compliance mindset to making ethics personal and the core component of your Human capital strategy.
• Master common ethical challenges your frontline leaders face every day, including ethical blind spots that may otherwise miss awareness.
• Establish a new way forward in creating a model workplace and enhancing your corporate culture.

*Additional registration and fee required.

Presentations, both virtual and face-to-face, are enjoyable and effective when the speaker is sharing their passion and energy with the audience. Whether you are staring at your computer screen doing a Zoom presentation or you are actually lucky enough to be standing in front of a live audience with a projector and some slides, how exactly is that accomplished? Speakers have power! In this workshop you will discover the characteristics of a great presentation – a strong opening, positive body language, proper usage of slides and charts, good time management, handling questions and many more. Discover how to survive and thrive with virtual presentations. The focus of this workshop is on the basics of designing, developing and delivering all types of presentations and public speaking opportunities, both virtually or face-to-face.

Whether you are presenting to your own department, speaking with the public or spontaneously answering questions, this workshop will help you gain confidence and grow your public speaking skills. Explore the power you have as a speaker with this entertaining, instructional and interactive workshop.

Learning Objectives:

• Capture the audience’s attention and keep it, whether presenting in-person or virtually.
• Present yourself with energy though voice, movement and proper use of tech and visual aids.
• Manage content development and presentation length.
• Handle spontaneous speaking and Q&A with confidence.
• Utilize your power as a presenter.

*Additional registration and fee required.

Numerous research studies confirm that diverse workforces lead in innovation, productivity and profitability. The key to unlocking these organizational benefits is to create supportive environments where authenticity and psychological safety thrive. In this enlightening, scenario-based course, you will discover the characteristics and impact of a comprehensive diversity, equity and inclusion approach, including how to increase diversity and support equity within the structure of your organization. 

Through meaningful discussions that highlight what an inclusive culture is, why it matters and how to develop one, you will acquire tools and techniques to foster a meaningful culture of belonging for your staff. You will learn how to make mindful decisions; support sustainable change; and build strong initiatives to engage, develop and motivate your employees. 

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

• Explore techniques to create, maintain, and measure an inclusive workplace through communication, mentorship, hiring practices, executive level support, facilitation, listening, data reporting, and training

• Apply strategies that foster inclusion to common workplace situations by addressing implicit bias, making mindful decisions, and reinforcing positive change

• Write a plan that identifies next steps for creating an inclusive workplace culture at your organization

Day 2 of 2

*Additional registration and fee required.

In today’s organizations, talent is the most significant investment, yet most people-related decisions are made in the absence of hard data. In this interactive course, you will learn how to use a people-analytics plan to propel the analytics program in your organization. You will explore the analytics maturity model and discover the importance of leveraging strategic partnerships to build your organization's analytics potential. Also, you will become equipped to take a greater leadership role as you begin using analytics to influence your organization's goals and provide decision-makers with greater insight into workforce related issues.

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

• Identify organizational problems that can be addressed through people analytics
• Explore quantitative and qualitative tools and methods
• Analyze a sample data set using the people analytics project framework
• Use storytelling to elevate organizational insights

Day 2 of 2

*Additional registration and fee required.

This comprehensive program, led by a SHRM-certified HR practitioner, will help prepare you to earn your SHRM-CP or SHRM-SCP certification. You will experience a detailed review of the current SHRM Body of Applied Skills & Knowledge™ (SHRM BASK™). During your learning experience, your expert facilitator will build upon the foundation you've already established through your studies, guiding you through interactive discussions, sample test questions and periodic progress checks. You will be able to identify your areas of strength and build on them, and pinpoint areas where you need further concentrated study in preparation for either exam. Your dynamic classroom experience, along with your in-depth study of the SHRM Learning System, will help ensure that you're well-prepared and confident on exam day. 

NEW! Bonus feature: Test Taking Tips Session

All SHRM Certification Preparation course participants receive access to an exclusive session on test taking tips, covering topics including:

• Overcoming test anxiety
• Studying in a way that leverages your strengths 
• Dispelling popular myths about the exam

Day 2 of 2

*Additional registration and fee required.

Are you ready to help your organization win the talent war? Get prepared for the fight by learning proven talent acquisition strategies in this engaging course designed to equip you for real-world application. You will explore innovative recruiting and sourcing strategies for developing a diverse and inclusive talent pipeline. You will also learn a step-by-step approach for improving your candidates’ experience and your employment branding.

Program Objectives

This program is designed to provide you with the knowledge and skills necessary to:

• Build your talent acquisition strategy to attract top talent
• Market an employment brand that positions your organization as an employer of choice
• Incorporate workforce planning as part of the process for developing a robust talent pipeline
• Expand strategies for recruiting and sourcing
• Create a positive candidate experience
• Evaluate and select candidates that are a right fit for your organization
• Measure the impact of your talent acquisition strategy using metrics

Day 2 of 2

Join us for this orientation session to uncover how to make get the most of your conference experience.  This is the perfect opportunity to meet other attendees and get a clearer picture of what to expect.

In this live video session for Early to Mid-Career Professionals & Students, make connections with other attendees before the conference begins and get all your questions answered about how to maximize your virtual experience. Join SHRM staffer, Ume Farwa, and Freeman expert, Yebin Choi, to guide you through your virtual journey in this entertaining and interactive event.

This session is first-come, first-serve as capacity is limited to the first 1,000 attendees for Early to Mid-Career Professionals & Students.

In this live video session for Senior to Executive Level Professionals, make connections with other attendees before the conference begins and get all your questions answered about how to maximize your virtual experience. Join SHRM staffer, Kennedy Barba, and Freeman expert, Yebin Choi, to guide you through your virtual journey in this entertaining and interactive event.

This session is first-come, first-serve as capacity is limited to the first 1,000 attendees for Senior to Executive Level Professionals.

Calling all SHRM-CP and SHRM-SCP certified HR professionals!  Exclusive to you--Relax, have coffee and food, network with peers, take in some SHRM Competency Corner programming, and engage with the SHRM Certification team.

Launch into #SHRM22 with an important virtual welcome message and pre-show countdown.

With over 11 million job openings across the country, HR professionals and employers of every size and industry understand the challenge to recruit, retain, and develop a talented workforce. Strengthening and expanding the nation’s education-to-employment pipeline is essential to better prepare students, workers, and jobseekers to meet the needs of the modern workplace. 

During this panel discussion, policymakers and industry leaders will offer their insight and perspective about the latest trends and ongoing efforts to ensure the talent pipeline remains open for HR professionals and their organizations. 

Learning Objectives:

• Hear the latest industry and workforce development trends about how HR professionals can reskill and upskill their workforce.
• Understand how strengthening the education-to-employment talent pipeline can help address your organization’s talent acquisition and retention needs.
• Learn how organizations and HR professionals are engaging with education and skills-based training providers to ensure that they are providing a curriculum that meets the hiring and retention needs of today’s modern workforce.

In-person session offerings are on a first-come, first-served basis.

Networking sounds easy, but many people may be too nervous to risk putting themselves out there or lack the skills required to navigate impromptu conversations. With nearly 85% of jobs being filled via networking and professional relationships, this inaction causes qualified, capable individuals to miss out on countless opportunities. This session will help attendees harness the power of networking and hone their skills to create meaningful, mutually beneficial connections that support career growth. 

Learning Objectives: 

• Discuss strategies for how to expand and diversify your professional network and break the ice with new connections.  

• Gain a better understanding of how to make a positive, lasting impression. 

• Explore techniques that will help participants maintain relationships, follow-up as needed, and stay connected. 

If you're a leader who has used the phrase 'during these unprecedented times' in the past 2 years, this session was built for you. Employees are juggling the pressures of personal and professional expectations all while STILL navigating their first global pandemic. For managers, driving productivity and supporting well-being can often feel like competing priorities. How can HR shatter the false dichotomy between empathy and accountability once and for all? This simulation-style course provides you with a recipe for your managers to support their direct reports while still meeting KPIs.

Learning Objectives:

• Create an easy-to-implement coaching plan for people managers.
• Consider personal and professional factors that may affect each employee.
• Communicate employee expectations and exceptions.

No one wants to dread coming into work. No one wants to work with Negative Nellie or Complaining Carl. Changing your attitude - and the attitude of your coworkers - isn't hard once you know the secrets. Learn how to identify and resolve burnout in yourself and your coworkers.  Learn to love what you do, where you work, and even who you work with.

In the eyes of some of your colleagues, you see the fire of passion and engagement. You know that they're going to make a change in the world, and you want that fire, too. You can have it. Harness that fire so you are driven to greatness - without becoming burnt up in the process.

In this session, you'll learn how to reignite and control your fire, so that you can get things done without burning out.

Learning Objectives:

1.           Understand the factors that lead to burnout

2.           Identify activities and perspectives that reduce the incidence of burnout

3.           Synthesize interventions that will discourage burnout in your organization

After the last two years of COVID-19 and the many challenges in the workplace it's fair to say that Human Resources professionals could use a little love. This session, a loose parody of the popular British and US television “reality” show “LOVE ISLAND”, provides a virtual retreat and respite for HR professionals. (To be clear, we know it’s been a rough year or so but this presentation doesn’t involve couples, coupling, an exotic villa or constant video surveillance. Sorry, you all still have day jobs as HR professionals and harassment policies to enforce.)

This presentation is the creation of management-side employment lawyer and frequent SHRM presenter, Attorney Jim Reidy, who always brings practical guidance, from his 32+ years of experience in this field,  in an entertaining and engaging fashion.

This presentation and its interactive exchange departs significantly from the popular TV show. This presentation focuses, in a safe environment, on the many legal challenges you have dealt with over the last few years as well as some of the issues on the horizon. This presentation has one thing in common with that salacious game show, you will not be alone. You will be surrounded by your HR colleagues.  Don’t worry, no one will judge you here! In fact, you are all valued, celebrated and appreciated, regardless of your age, gender, sexual orientation, marital status, bathing suit size, certification status etc. Unlike the workplace no one will put you on the spot, raise an eye-brow, or challenge you. You have enough stress in your life.  This program promises to be reassuring, supportive, challenging and fun in a safe space.

Sessions attended in-person are first come, first served for seating.

There are three kinds of people: Those that make things happen, those that watch things happen, and those that say, "What happened?" Everyone secretly wants to be a mover and shaker, but fear of failure holds many prisoner. This highly interactive and humorous session will show participants how to leap from procrastination's and crash through comfort zones. Individuals will learn how to make fears disappear, visualize goals, move forward and have fun doing it!

You will discover how attitude creates success, shapes your mood, and is contagious. Are you an optimist or a pessimist? This is one of the most important questions we must consider, for it has tremendous impact on our personal and professional effectiveness and performance. Learn the secrets only optimists know.

Learning Objectives:

• Learn to manage your mood even under difficult circumstances.
• Explore how the power of attitude is contagious and can change office morale and organizational culture.
• Discover the three secrets only optimists know.
• Increase confidence by breaking through behavioral barriers.
• Re-arrange neural pathways toward positive and optimistic thinking patterns.

Session offerings are on a first-come, first-served basis.

How do you make new managers want to learn to be good managers? Harness the power of storytelling, and make learning both fun and relevant! Knowing that 60% of the people who leave jobs voluntarily are actually leaving their managers, making better managers is essential to retaining the talent that is critical for an organization’s success. In this entertaining session, you’ll learn about SHRM’s unique approach to developing new managers and getting them started early on the path to successful leadership.

Session offerings are on a first-come, first-served basis.

Change is happening all around us. To attract and retain the best talent and remain competitive, organizations have to change with the times. HR professionals must have an influential seat at the table, playing an important role in affecting meaningful change across your organization, both at an individual and organizational culture level.

Success as an HR business partner requires influencing stakeholders' perspectives, buy-in, and behaviors to make the changes required to operate in a persistent COVID environment. Yet, especially when not in the position of power, many HR professionals don't view themselves as influential. You often feel a lack of trust and respect in your HR role, and, therefore, lack the confidence that you can be the conduit to change. However, the influence that can be generated without positional power has the greatest potential for impact.

Influence is one of the most important, yet most under-developed, soft skills in the workplace. It is a Relationship Management subcompetency within SHRM's Professional Competency Model and increasingly critical to both career and company success.

Whether early career or a seasoned professional, the practices introduced in this session will give HR professionals the tools necessary to gain more trust and respect, and to elevate your influence and impact at 360º scale - 'from' and 'to' any level in your organization.

Learning Objectives:

• Examine the ethics of influence.
• Recognize the three mistakes sabotaging your influence, what to watch out for, and how to avoid stepping into these traps.
• Discover five practices you can apply today for becoming more respected, more influential, and for having greater impact on the change taking place in your organization.
• Gain a framework of five Influence with SCALE principles you can take back for retooling how influence works in your organization.

Session offerings are on a first-come, first-served basis.

You ARE a consultant - regardless of your title. We will focus on techniques to enhance your business acumen, earn trust, coach, facilitate, lead change and support leaders.

Learning Objectives:

• Enhance your business acumen by understanding the business, not just HR.
• Earn trust with the leaders and team members you support.
• Support and implement change via communication and influence.
• Coaching and facilitating teams.

Session offerings are on a first-come, first-served basis.

Take a break from the program and get ready for the General Session Pre-show.

Tune in live from New Orleans during the pre-show countdown before our Opening General Session.

Live on the SHRM22 Main Stage, Humana’s President and Chief Executive Officer (CEO), Bruce Broussard, and Chief Administrative Officer (CAO), Tim Huval, will discuss navigating the intersection of work, workers and the workplace as COVID-19 continues. With unique perspective as leaders in the health insurance industry, this candid C-level conversation will shed light on ways HR can continue to adapt and provide the best guidance possible. You will experience firsthand the crucial partnership between a CEO and the CAO, gleaning insights you can apply to your own strategy and approach for leadership, company culture and employee engagement.

Join us in the SHRM Expo for the opening reception where you can make new connections with members of the SHRM22 community, reconnect with familiar faces, and learn more from the many solutions providers - drinks and appetizers will be served! 

We’ll use 2 members from the audience to represent a candidate’s view and the view of the hiring business, to demonstrate in real-time the speed of hiring and processing an employment screening request. You’ll see in real time how “fast” this two-way exchange will take place. How fast is fast? Come see for yourself.

Brought to you by: Global HR Research

With business rocked by the pandemic, economic changes and the “great resignation”, recruiting top talent and retaining a healthy workforce is more important than ever. But the lever that many employers have turned to, health benefits, has a big dissatisfier associated with it - affording and paying for health expenses. To be successful, employers will need to take a new tact - addressing the strategy of paying for health care by turning it from an expense management problem to a financial wellness solution.

Brought to you by: Fidelity Investments

97% of HR leaders report changes in their company’s benefits strategy this year, and 52% indicate that those changes are likely to be permanent. In its second year, the annual Future of Benefits Report released by Care.com steps into the minds of 501 industry leaders to reveal how they are using benefits, not just to attract and retain a diverse and productive workforce, but to nurture employees’ investment in their jobs. In this webinar, we’ll dive deep into the findings of the report and discuss what it tells us about the benefits landscape going forward. Hint: Business leaders are increasingly recognizing employees not just as revenue generators, but as whole people with significant needs off the job as well as on it.

Learning Objectives

• The direct connection between care benefits and increasing productivity, retaining top talent and supporting the needs of a diverse workforce
• Year over year trends in benefit priorities as COVID benefit investments become a permanent fixture in the workforce
• How to tailor your benefit program to meet your employees where they are, not where you expect them to be.

Brought to you by: Care.com for Business

Experience this live only, once-in-a-lifetime virtual event with spectacular “Cyber Sorcery” featuring celebrity magician, mentalist, and hypnotist, Johnny Wu. You have a front row seat to to an unrivaled magic, mentalism, mind reading, and hypnosis show, through any device, from anywhere in the world!

As a leader in digital entertainment, Johnny understands the world of “Zoom Fatigue.” Eliminating the monotony of the typical “sit back and watch” virtual show, this event offers more than the same old card trick. Get ready to participate in this interactive magic experience where the magic happens by YOU, on YOUR devices, right before your very eyes.

Join the fun and bring two forks (any material, stainless steel is best) and two toothpicks if you want to learn an illusion trick at the end!

This session is first come, first serve as capacity is limited to the first 1,000 attendees. 

Acquiring talent and keeping employees engaged has become more challenging than ever. Remote work has made communicating effectively with new and existing human resources at the same time more crucial and more difficult. Emails, text messages, Slack, virtual coffee hours: the panel will discuss what HR teams have found to work best in communicating and why.

Brought to you by: BEE

Join Experian Employer Services to learn about our latest technology solutions that greatly reduces the burden of your verifications and unemployment claims workload. Our technology utilizes the latest security measures to protect your employee data while giving you access to state-of-the-art portals for complete control. Manage verifications for U.S. and Canadian employees with custom reports for all essential data points to meet your unique specifications. Protect against verification phishing attacks and expedite the implementation process with easier data exchange. Verify and process unemployment claims faster and utilize knowledge from our industry experts to fight unjustified claims that incorrectly cost your business money.

Brought to you by: Experian Employer Services

CareerBuilder’s Kristin Kelley will share results from their latest survey to reveal what job seekers and employees want in their careers including sentiments towards pay, flexibility, job fulfillment and remote work. 

Brought to you by: CareerBuilder

Happy hour meet and greet for any attendees from South Carolina! If not SHRM members we will fill them in at The Social House.

If you are interested in attending, please contact Teresa Vaughn, SHRM-SCP, state director tv@jjins.com

Join us for food, drinks and fun and great company, and connections with friends from the North Central Region! Your ticket provides heavy appetizers, beer, wine, and non-alcoholic drinks (cocktails will be available for purchase). It will be a great time to meet others and make connections for the entire conference. Please forward this invite to others (members and nonmembers) and you are welcome to register guests as well. We look forward to seeing you there!

https://hrindiana.formstack.com/forms/2022_hr_indiana_attendee_registration_copy

DC SHRM is excited to invite DC, Maryland, and Virginia SHRM conference attendees (and one +1) to join us for a FREE happy hour on the eve of SHRM's 2022 National Conference in New Orleans.

This event will be Sunday, June 12th from 6-7:30 PM at the Ugly Dog Saloon (401 Andrew Higgins Blvd, New Orleans, LA 70130). Drinks and appetizers will be provided.

If you would like to attend this event, we ask that you please RSVP below. Any questions about this event can be directed to Spencer Whalen at swhalen@onedigital.com. We look forward to seeing you in NOLA!

https://forms.office.com/r/MMqRmXgF4r

Calling all SHRM-CP and SHRM-SCP certified HR professionals!  Exclusive to you--Relax, have coffee and food, network with peers, take in some SHRM Competency Corner programming, and engage with the SHRM Certification team.

The info desk is open to answer any questions and help you navigate your SHRM22 experience.

Visit attendee services to check-in for the conference and pick up your registration materials.

Explore the SHRMStore for fun HR swag and helpful products. 

Get ready for Day Two with a special virtual welcome message and pre-show before we start the day.

Your customers, data, and key relationships are the difference makers that give your company an advantage over competitors.  Prudent employers will protect their business interests by requiring employees to sign employment agreements containing post-employment restrictions, which come in various forms - e.g., non-compete clauses, non-solicitation clauses, non-recruitment clauses, and non-disclosure clauses. Federal and State laws reinforce an employer's ability to stifle ex-employees' competitive schemes ... you can do better than simply sending hollow cease & desist letters. Learn how to protect your company's goodwill with confidence, in a legally-enforceable way!

Learning Objectives:

• Risk Management - How to share information with key employees ... but minimizing the downside risks when they leave.
• The Employee Exit Process - learning how to spot issues, evaluate exposures, and protect the company against former employees, including strategic use of severance agreements.
• Protecting Company Goodwill - preventing theft of intellectual capital and preventing espionage.
• Litigation Strategies - how to stop ex-employees from hurting your company.

In-person session offerings are on a first-come, first-served basis.

Employees frequently complain about a "hostile working environment." The term has specific legal meaning that is much more narrow than is typically thought. It does not ordinarily cover demanding or unpleasant bosses, rude or gossipy co-workers, or hot-tempered customers. To the contrary, it requires conduct that meets certain legal standards and is tied to a protected classification such as sex or race. HR professionals must know how to distinguish between complaints of a hostile working environment that potentially involve unlawful conduct and require a thorough investigation, and those that merely describe the ordinary stresses of the work day. This presentation will highlight the difference.

Learning Objectives:

• Learn the legal meaning of the term "hostile working environment."
• Learn how to distinguish between complaints of a hostile environment that require a full investigation and those that do not.
• Learn how to address complaints that do not involve unlawful conduct or violations of company policy.

In-person session offerings are on a first-come, first-served basis.

It seems like we receive an FMLA request almost every day anymore. Continuous leaves are, generally, simple to deal with and very straight forward - it's hard to "fake" an appendicitis! Intermittent FMLA, on the other hand, is an automatic, cringe worthy event. This session is designed to help the HR Practitioner avoid the "cringe" by reviewing the tools we have at our disposal to remain compliant AND minimize potential abuse of the system.

Learning Objectives:

• Compliant and effective management of intermittent FMLA.
• Ease practitioner's anxiety over intermittent requests.
• Checklist for intermittent leave management.

In-person session offerings are on a first-come, first-served basis.

Anyone can formulate great ideas, but the most successful professionals know how that it's the HOW and not that WHAT that wins with the C-suite. Whether you run a huge department, or are an HR Department of one, it is always a struggle to build trust and influence outcomes with executives and senior leaders. Rejection has little to do with the idea and much more to do with the method in which the solution is presented (and how it affects the bottom line). In this session, you'll learn six key principles that can be used to develop comradery, influence decisions, and drive results.

Learning Objectives:

• Impact decisions by using the six principles of influence.
• Adjust your message to the interest of the audience.
• Captivate and communicate effectively with senior leaders.
• Drive deals with the most difficult decision-makers.

In-person session offerings are on a first-come, first-served basis.

There is a direct and measurable relationship between employee engagement and an organization's success. Employees who know that they are working towards goals that drive business outcomes, as well as their own goals for professional growth and learning, develop ownership in the organization's success that boosts employee engagement.

Join Joe Rotella to connect the dots from organization goals to job descriptions to individual goals, learn the different goals types and measures, and see how ongoing coaching and feedback leads to a more effective performance review process.

Learning Objectives:

• Understand the importance of setting organizational goals.
• See the impact of employee engagement on the bottom line (i.e., revenue) of an organization.
• Help managers improve how they coach so employees can achieve their goals.
• How performance reviews are changing to be ongoing performance management and coaching.

In-person session offerings are on a first-come, first-served basis.

REPEATED on Tuesday, 3:30pm – 4:30pm

The global pandemic has made it very clear that frontline employees are critical for an enterprise's success, brand perception, and employee retention. Across almost every industry and sector, frontline workers are more often than other employees to engage with customers. As more organizations and HR professionals continue to invest heavily in inclusion strategies, frontline workers continue to be left out of these strategic efforts. It is critical during this pivotal workforce movement of attracting, engaging, and retaining talent that frontline employees be part of every organization's strategy.

So how do we create a balance that integrates and embraces the frontline worker in this new era of work? Join Erika Sandoval as she discusses the unique challenges, perspectives, and strategies of bringing frontline employees to the forefront of work across the entire organization.

Learning Objectives:

• Explore challenges and future implications of frontline workers.
• Learn strategies that help attract, support, and enhance frontline employee engagement.
• Uncover key inclusive practices that connect and include the frontline experience.

In-person session offerings are on a first-come, first-served basis.

Empathy is a critical HR leadership skill. It helps to build and sustain positive workplace relationships, foster diversity and inclusion, encourage cooperation and collaboration, and facilitate conflict management. Empathy generates an interest in and appreciation for others, paving the way to more productive working relationships.

As managers hone their empathic leadership skills, they improve leadership effectiveness and increase their organizational culture. Research shows that 90% of all employees believe that empathy is an important workplace value, and eight in ten are willing to leave an employer who isn't empathic (Business State of Workplace Empathy Study). Empathic leaders have genuine curiosity about the lives of those who work for them. Leading with empathy is invaluable in good times and essential in challenging times. Creating a culture of empathy will allow you to have a pulse on your team and provides insight on how to meet the needs of your employees.

Learning Objectives:

• Define empathy and the various types of empathy.
• Explore the importance of empathy in the workplace.
• Discuss how to strengthen empathy skills.
• Understand how to remove roadblocks that inhibit our empathy.
• Develop a plan of action for creating a more empathic culture.

In-person session offerings are on a first-come, first-served basis.

As conversations surrounding mental health in the workplace are becoming increasingly commonplace, a leader's role takes on an even greater meaning in an effort to foster a culture of psychological safety.  In this session, leaders will discover a defined process to ensure trust, psychological safety, and emotional agility are at the forefront of their teams and organizations to allow for new ideas to succeed, diversity / equity / inclusion initiatives to prosper, and important, vulnerable conversations to occur.  In this session, participants will explore five common THINKING TRAPS that can be roadblocks for ourselves and for our direct reports, and discover the ESCAPE ROUTE strategies to empower others to successfully identify and avoid these thinking traps, and allow a culture of psychological safety to thrive.

Learning Objectives:

• Explore the five common "thinking traps" where people get stuck most frequently, and practice five communication and trust-based "escape route" strategies to help yourself and others break free.
• Define the concepts of EMOTIONAL AGILITY and PSYCHOLOGICAL SAFETY, and explore the building blocks that allow this to prosper on an individual level and within a team environment. 
• Empower team members to speak their minds, and encourage emotional openness from others.
• Design a team environment where trust can thrive, and open dialogue is encouraged.
• Establish a stronger community of like-minded individuals and rising thought-leaders.

In-person session offerings are on a first-come, first-served basis.

Moving talent to the United States has never been more complicated. New immigration laws and policies, a volatile economy, and the impact of COVID -19 have raised the stakes for employers who wish to ensure their U.S. workforces are supplemented and supported by the best and brightest professionals from around the world. This includes unprecedented delays for visa appointments at understaffed U.S. consulates; aggressive tactics by federal agencies in enforcing the H-1B and PERM/U.S. Residency programs; new and unique compliance challenges for sponsoring employers whose foreign-born staff are working remotely; and the prospect of new rules heralded by the Biden Administration that would tighten the educational requirements for U.S. work permits, raise the wage floors for the H-1B and other visa programs, and limit the types of activities foreign nationals may perform in the United States as business visitors. The immigration programs of only the most informed and best prepared U.S. businesses will fare well in this new environment. This session will help attendees focus on these important issues and develop strategies for optimizing their immigration and sponsorship programs.

Learning Objectives:

• Attendees will develop an understanding of the visa appointment backlogs at U.S. consulates and how in-person interviews can be waived or expedited.
• Attendees will learn how to assess and reduce risks in their H-1B and PERM programs given the enforcement trends by the U.S. Departments of Labor and Justice.
• Attendees will receive an update on the Biden immigration agenda, including proposed changes that are likely to occur over the remainder of the president's first term.

In-person session offerings are on a first-come, first-served basis.

Without objectivity, data used to identify high potential employees is challenging. And when your high potential employees go unrecognized, your business loses credibility on many levels. To ensure your HiPo identification process is meaningful for your organization, you need first to have the criteria defining a HiPo person coupled with the discipline of managers ensuring they follow a rigorous and fact-based process.

The importance of hiring from within is amplified by research that demonstrates when promoting from within the success rate is four times greater than when a person comes from external resources.

Succession planning is most successful when organizations approach the identification of high potential future leaders in a more fact-based and objective manner. To accomplish this, companies, need to integrate their development and succession planning systems. Too often organizations have built their talent management and organizational development in independent silos.

A second critical ingredient to successful succession planning is creating leaders who are talent champions. For a person to be a talent champion, they must own the responsibility of developing future leaders. Having this understanding shifts the responsibility away from the Learning and Development team and onto the manager of the employee.

Learning Objectives:

• Knowing that a high performer is not high potential and why.
• Understanding why the managers feeling the person is of high potential is not enough.
• Know what the issues are associated with predicting employee potential.
• The importance of linking employee fit and company culture.
• The importance of breaking down silos within HR.
• Knowing why one can be capable but not competent.
• What questions managers/leaders need to ask employees before they consider who a HiPo is.

In-person session offerings are on a first-come, first-served basis.

REPEATED on Tuesday at 2:00pm.

There is no shortage of talented, young workers. There is, however, a shortage of talented, young workers who are willing to work at ho-hum jobs that don't offer high levels of stimulation, opportunities for growth or ways to maintain their wellbeing.

Young employees are leaving their jobs at an alarming rate and are reluctant to join organizations that don't align with their values or put an emphasis on their mental health. So how can you attract, empower and keep skilled young leaders?

During this session, we will explore the four most important things you need to know about recruiting, retaining and reigniting a young workforce that values your organization.

Learning Objectives:

• The 4 most important things you need to know about recruiting and retaining a young workforce.
• How to lead your team effectively and provide sustainable support.
• How to create an environment where young professionals love what they do, who they work for and know it's an opportunity of a lifetime!

In-person session offerings are on a first-come, first-served basis.

There are numerous benefits associated with successful mentoring relationships, including higher salaries, greater organizational commitment, more rapid career advancement, and greater job satisfaction. In addition to learning about the SHRM and SHRM Foundation mentorship experiences, this interactive workshop will equip participants with the knowledge, skills, and tools to support mentorship programming via SHRM chapters, workplaces, and college campuses. 

Learning Objectives: 

• Discuss the purpose and benefits of successful mentoring relationships 

• Provide a greater understanding of the mentorship opportunities available for students and emerging professionals from SHRM and SHRM Foundation. 

• Discuss the techniques, tools, and resources required to create a mentorship experience at work or school that expands and diversifies professional relationships. 

In-person session offerings are on a first-come, first-served basis.

The statistics about the number of employees who have quit their jobs and careers are staggering. It's been a long two years. People are tired and stressed. The problem is, no one likes to admit to their boss that they are burnt out and want something different. Sometimes it's easier to leave a job or organization than admit that we need a change. Learn to identify and prevent employee (and our own) burnout. Get the words to speak to employees about what they really need so you can keep your employees and help them do their best work. Take regular actions to prevent burnout and keep energy and engagement high.

Learning Objectives:

• Identify the signs of employee (and your own) burnout.
• Get the words to talk about burnout so employees are comfortable sharing their needs.
• Prevent burnout with simple actions employees and teams can take daily.
• Keep employee (and your own) energy and engagement high.

In-person session offerings are on a first-come, first-served basis.

We have those internal voices that hold us back from seizing opportunities to open doors for personal and professional success.  What is holding you back from turning the doorknob, opening the door, and walking through?  Let's be honest, we scroll through social media and see post after post of others' success; very rarely do we ever see people's failures.  Our coworkers and colleagues are sharing successes at meetings and social events.  We begrudgingly offer congratulations, but those internal voices are playing recordings such as: 'why don't you have successes to share?' 'Look, success is easy for everyone else, what is wrong with you?'

 Let's make a change; it is your turn for success!  In this session, we will explore four-letter words that will give you the courage to seize the opportunities to turn the doorknob, walk through the door, and celebrate the success that waits for you on the other side! Success looks different for everyone.  You may be looking for professional success such as obtaining a certification, degree, or other designation.  Perhaps you desire to step up in your position, move to the next level, or the confidence to approach leadership with a business case for new initiatives.  Maybe your success is something personal such as getting out of debt, purchasing a home, going on an extended vacation, or retiring. 

 Whether your goal is professional or personal, this session will offer you the framework to put together a plan to seize opportunities to confront the door, turn the doorknob, and successfully get to the other side!

 Learning Objectives:

• Identify the obstacles that prevent them from moving forward toward their goals.    They will specifically identify and write down those obstacles.
• Address obstacles that stand in their way to success and move forward.  They will identify action steps to overcome those obstacles.
• Recognize and celebrate success along the way.
• Leave the session with an action plan for success.

In-person session offerings are on a first-come, first-served basis.

SHHH!  Don't tell anyone.  In the digital age where everything is driven by technology, social media, and our devices, employees still feel distant from their organization and their peers.  It begs the question, why do companies and managers operate in secrecy?  As businesses continue to require more information and leveraging things like artificial intelligence and predictive analytics, it's time we question our ethics and what transparency really means in the world of work.  In this presentation, join Chas Fields as he guides you through the dangers of secrecy in the workplace, what ethical transparency means, and how we improve the bottom-line.

Learning Objectives:

• Differentiate personal ethics. vs. business ethics.
• Set the standard for transparency at work.
• Inspire, lead, and create a positive work environment.
• Hold yourself accountable and meet employee expectations.

In-person session offerings are on a first-come, first-served basis.

C-Suite leaders are being held to a higher strategic priority but are they ready? As both candidate and employee needs and expectations shift, leaders must also shift how they show up, lead and influence their people and stakeholders. This means that, in order to realize mission success, today’s social impact leaders must have the ability to influence all areas of their organization and it begins with a visionary, values-led CEO.

Learning Objectives:

• Why C-suite leaders, internal and external, are ambassadors of the organization and must lean in on values-centered behavior as a way of attracting and retaining top talent.
• Why mentoring and coaching individuals across the organization on the importance of owning the employee experience from onboarding to offboarding, is essential for driving mission impact.
• How being the chief people and culture officer in a people-centered, values-led organization can directly impact your talent management practices for the good.

In-person session offerings are on a first-come, first-served basis.

At work, we use phrases like "we want you to buy in" or "we just need you to own it." What exactly that means looks different to everyone. This message brings objectivity to those subjective ideas.

With enthusiastic wit and wisdom, Greg uses his two decades of real estate investing as the setting to reveal the FIVE ATTRIBUTES OF AN OWNER. Every workplace has Owners, Renters, and Vandals. Owners make big commitments, continually increase value, reach for responsibility, include others, and see the big picture.

Shaping an environment, whether in-person or remote, where everyone wants to invest their best daily transforms culture! This message equips you with language, understanding, and tactical next steps.

Learning Objectives:

• Learn the two enduring metrics of commitment.
• Discover how to persistently add value, regardless of your position.
• Understand how to strategically foster inclusion throughout an organization.
• Grasp why Vandals are enabled to remain in an organization.

In-person session offerings are on a first-come, first-served basis.

Business leaders and HR professionals continue to struggle with employees leaving companies in droves, talent can't be found to fill critical open positions, and employee engagement levels are plummeting. Talent issues, in large part, have been fueled by the global COVID-19 pandemic that has forced organizations to transform their businesses, refocus their strategic imperatives, reinvent how and where work gets done, and reimagine how products and services are delivered to the end user. As headlines of COVID-19 and the potential fallout transpired into reality, leaders had to react and make decisions with little to no data or support for what they should do and how. What we do know now is that organizations whose leaders have been proactive, rather than reactive, instilled confidence in the future of the company, and those who communicated clearly and transparently are not just surviving but also thriving as a result.

Along with other major employee engagement firms, WSA observed engagement levels significantly increasing between 2019 and 2021. Up until the last few months, these trends suggest that many organizations placed extreme focus on employees. However, even though many organizations had leaders that were proactive, sustainability of heightened engagement levels has been diminishing. To understand what has been driving the surge and decline in employee engagement levels throughout the pandemic, the key drivers that are having the greatest impact on employee perceptions must be explored.

In the session, the presenter will provide an overview of up-to-date employee engagement and work attitude trends based upon three years of data from 402 engagement census survey projects across 284 organization, from pre-pandemic times through the end of 2021 to identify variations in employee perceptions. In addition to providing an update on engagement trends, key drivers, and their respective ranking in relation to various topics/dimensions, will be analyzed and discussed, as well as other factors which may be impacting employees and organizations.

Though many of the traditional drivers of engagement and work perceptions are likely just as impactful, business processes and policies for how talent is developed, recognized, and rewarded may need to be adjusted to changes in where and how employees get work done.

Learning Objectives:

• Current research regarding employee engagement trends, both pre-pandemic and over the last two years.
• Key drivers that are having the greatest impact on employee sentiment and motivations and practical implications for leaders and HR practitioners.
• Factors impacting employees' commitment and intent to stay.
• Best practices to stabilize/increase positive employee attitudes and improve their experience.

In-person session offerings are on a first-come, first-served basis.

Take a break from the program and get ready for the General Session Pre-show.

This is a great time to meet with fellow attendees from the same industry peer group by finding their peer networking button, check out the photo ops, lounges and yard games all in Hall F!

Join your fellow SHRM22 attendees as we broadcast live from New Orleans, LA during the pre-show to the day's General Session.

Get your book signed in Hall F by the SHRMStore!

In the wake of a persistent pandemic and its subsequent economic upheaval, opportunities to advance business capacity and build resilience remain viable. This drastically altered economic setting is marred by an unprecedented labor shortage, global supply chain issues, widespread inflation and geopolitical strife. However, flourishing in this tumultuous environment is still possible with innovative thought and evolved strategies. To do so, we can no longer simply react to these trends; we must endeavor to transform how we operate and reshape the economic landscape.

Join us for an enlightening, provocative and inspiring message from President and CEO of SHRM, Johnny C. Taylor, Jr. Now is the time for HR professionals to be empowered by understanding how they can transcend crisis and positively impact the workplace. At this pivotal time for HR, Business and indeed the world, Mr. Taylor will shine a light on the challenges and opportunities facing today’s HR and how HR can Cause the Effect in the world of work.

Looking for more content by organizations for organizations? Look no further! As part of your enterprise partnership, you receive this exclusive invitation to a specially curated session just for you to hear from: 

• Guru Sethupathy, Executive & Entrepreneur in Residence, Capital One
  • How people analytics drive strategic HR and talent decisions 
• Chris Brunson, VP of Total Rewards, General Mills  
  • How General Mills is closing the mental health gap
• Cecile Maino, VP Human Resources, MGM 
  • How HR drove culture transformation amid a business transformation 

Not only do problem employees perform poorly, they make it tough for everyone else to do their jobs, too. The infection can spread quickly and those who discharge the poisonous toxin are masquerading as managers, supervisors and co-workers. The venom they eject produces by-products of bad attitudes, including resistance to change and personality conflicts. They cost plenty in terms of productivity and morale and make life tough for everyone. They delight in getting your goat! You'll learn why people have bad attitudes and explore ways to head off conflict and confront people about their bad attitudes. Armed with information you gain from this session, you'll be on your way to finding win-win solutions that will have you and your colleagues working effectively-together. This session is guaranteed to make you laugh a lot, learn a lot, and leave outfitted with the means necessary to Hide Your Goat™.

Learning Objectives:

• How to resist the urge to reciprocate and participate.
• How to address the negativity directly.
• How to provide positive reinforcement.
• How to educate not criticize.
• How to create an open-door policy.

In-person session offerings are on a first-come, first-served basis.

This is it: Your opportunity to reshape the future of work and rebuild America’s economy. But to get there, you need research, resources and training. All the things that are needed now more than ever by HR professionals and all the things that are available when you engage with SHRM and local Chapter. 

In-person session offerings are on a first-come, first-served basis.

Learn how to leverage emotional intelligence to lead teams in the modern workplace.

Emotional intelligence is a critical skill for leaders to build trust and create inclusive cultures.  No matter how hard we try to ignore emotions at work, every workplace is filled with emotional highs and lows. Understanding how to leverage the dimensions of emotional intelligence to build effective relationships and lead teams through emotional challenges is critical for every leader in the modern workplace.

Learning Objectives:

• Understand the dimensions of emotional intelligence.
• Leverage emotional intelligence to build trust within teams.
• Discuss how emotional intelligence can help leaders navigate modern workplace challenges.

In-person session offerings are on a first-come, first-served basis.

Remote work arrangements were accommodations before the COVID-19 pandemic but since March 2020 remote work has become a reality for most employers. Requiring or allowing employees to work remotely has its advantages ( e.g. recruitment, retention, cost containment etc.) but there are potential disadvantages too ( e.g. demands for unlimited accommodations and disparate treatment claims from others, IP theft, lack of integration, harassment, wage and hour issues etc.) . This session will review both benefits and potential legal and cultural pitfalls with remote work. This session will also assist with highlighting best practices, developing strategies for evaluating remote work and navigating legal issues to reduce the risk of claims.

Learning Objectives:

• Review the legal issues associated with remote work.
• Discuss the accommodation process involved with these decisions.
• Remind attendees of the importance of documentation with these arrangements.
• Review the benefits of remote work arrangements.
• Discuss the potential pitfalls of remote work.
• Propose strategies for addressing each such arrangement.
• Suggest ways to monitor remote work and avoid workplace claims.

In-person session offerings are on a first-come, first-served basis.

It’s no secret that the past few years have changed the game when attempting to recruit and retain talent. The COVID-induced “Great Resignation” and labor shortage is posing an on-going challenge to virtually every business sector. So how can you up your recruitment game to attract talent that stays? Join us as we explore the changing workforce and discuss action-oriented strategies for aiding your recruitment and retention efforts.

Learning Objectives:

• Guidance on making it easier for candidates to apply to open positions.
• Strategies on the importance of company branding and telling your story effectively.
• Tips on recharging employee referral programs based on proven best practices.
• Understanding the differences and importance of HR hiring analytics vs. metrics.
• Research-driven options on the best ways to retain valued employees.

In-person session offerings are on a first-come, first-served basis.

There is a global phenomenon that is changing the way we work. In the past, everyone worked in the same location every day and it did not take them hours and hours to get there. Today, we have team members spread all over the country and in some cases all over the globe. For those who live and work in the same location, a two to three-hour commute has become the norm. These situations have made telework and virtual team membership the norm in most organizations.

How do you lead people who are not physically there? Over a billion people work remotely and a huge number of organizations are capitalizing on the tremendous cost savings and talent pool available when using the new, increasingly less costly technology -- Talent that may not be available within driving distance of the company. These organizations have broken the code on how to lead with miles between the leader and the follower. This presentation will help you do the same.

In this presentation, you will learn:

• How to generate a sense of connection without the benefit of physical connection.
• How to communicate and collaborate long distance.
• The barriers to success in a virtual environment. 
• New innovations in virtual team gadgets.
• The best leadership techniques to use in a virtual environment.
• How to focus on outcomes rather than facetime.

Learning Objectives:

• Benefits of establishing a virtual work environment.
• Effectively lead in that environment.
• Maintain engagement.

In-person session offerings are on a first-come, first-served basis.

The "Great Resignation", stagnation, ... who just needs a vacation? Everyone felt the impact of the pandemic, and working parents and those with caregiving responsibilities more than most. Schools shuttered or implemented distance learning, childcare options evaporated, and over 3.5 million women left the workforce. To help working parents and caregivers, HR teams implemented new support systems and programs. But which programs will last? During this session, experts from leading HR teams and family-focused benefits will discuss the next generation of family-friendly. Topics of discussion include new research on what matters most to working parents, mental health needs, and innovative benefits strategies that can help your organization improve health, retention and DEI.

Learning Objectives:

• Insights from new research where nearly 3,000 Ovia parents shared what employer benefits and programs mattered most to them.
• Innovative benefits strategies that can help your organization improve mental and physical health for working parents, retention and DEI.
• Strategies for engaging and supporting todays, and the next generation of working parents.
• Examples from fellow HR leaders on how to apply these benefits and support strategies successfully at your organization.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Ovia Health

Innovation is often the big differentiator between organizations that succeed and those that stall or even fail, and in the time of COVID, this is more true now than ever. According to one global study, 84% of executives consider their future success to be dependent on innovation. Another study found that high performing organizations are 5X more likely to build a culture of innovation across business functions. But despite how important innovation is, most organizations struggle with creating the right environment to support and encourage innovation.

Join Dr. Britt Andreatta, author of several books on the brain science of success, as she shares her research on the neuroscience of innovation and creativity. You'll discover how they are different and why both are critical to your organization's success. You'll learn what sets up the human brain to achieve the highest states of both, and you'll leave with some key strategies you can use today to create a culture that promotes true innovation and creativity.

Learning Objectives:

• Discover the critical differences between creativity and innovation.
• Learn the brain science that sets up high levels of creativity and innovation.
• Discover new strategies you can use to create a culture of innovation and creativity.
• Leverage innovation to help your organization achieve its strategic goals.

In-person session offerings are on a first-come, first-served basis.

The decision to implement a PTO plan vs. traditional vacation and sick leave is often not an easy one. Not only does your choice have an impact on your employees, but there are other operational, accounting, and compliance ramifications as well. In this session, we'll discuss the pros and cons of both , as well as  the practical implications on daily HR practices including FMLA, disability leaves, payroll systems, and accounting issues. And in the aftermath of COVID and the numerous supplemental paid time off laws that have been passed, HR is taking an even harder and new look at this distinction.

We'll also visit the complications that can arise in states whose wage and hour laws have an impact on how plan accruals and payouts work. In this interactive and informative session, we'll help show you what makes a good PTO plan and where are the potential downfalls.

Come away better equipped to decide which method is best for your company given the complex and ever changing employment law landscape.

Learning Objectives:

• A description of the essential elements in good PTO, vacation, and sick plans.
• A discussion of the pros and cons of PTO vs. traditional vacation and sick.
• What makes for a well-designed plan.
• What are the common errors that companies make in designing and administering their time-off plans.
• Which states have laws that will impact the plan design and administration.
• How time-off plans impact and influence FMLA and other disability leaves and policies.
• How best to administer and track time-off plans in payroll and accounting.
• A discussion of the new trend in offering unlimited PTO.
• How this analysis has changed since the advent of COVID supplemental sick leave laws.

In-person session offerings are on a first-come, first-served basis.

The small business HR professional has a unique work environment. With only one or two people in the department, they are usually expected to be generalists able to answer all HR-related questions. But they are also expected to be specialists in some areas. With so many issues and limited resources, how do these professionals know what to focus on? Based on a 2022 survey of small business HR practitioners, this session is a collection of your voices bringing to light the issues you face. Using evidence-based research from the Society of Human Resource Management's Body of Competency and Knowledge, we will explore today's hot issues and your real-world challenges.

The session will focus not only on how you can help your business grow, but will also provide helpful hints and tools you can use for your own personal career development. The presentation includes information about how you can increase your business acumen and build trust and influence with your leaders.

Learning Objectives:

• Top 5 Priorities (in order) facing HR in small businesses
• Why they are priorities; including changes in laws, business environment, and economic drivers
• Practical and inexpensive (even free!) solutions to the Top 5 Priorities that small businesses can use right away

In-person session offerings are on a first-come, first-served basis.

Take a break from the program and connect with your SHRM22 peers in the Expo. 

Find the right business solutions with our diverse line-up of sponsors and continue to connect with your peers all in the Expo. Visit the Relax and Recharge Center while you're there!

Connect with the global HR community in the global lounge!

Visit the Virtual Expo during open show hours to chat or have a video meeting with a live booth rep. Throughout the conference, click on the different booths for resources to download and watch as well as earn points towards the Leaderboard Game for prizes.

Get your book signed in Hall F by the SHRMStore!

Take a break from sitting at your desk with this quick, no sweat absanity workout. 

Brought To You By: Walter Lewis Fitness

Despite the recent flurry of activity regarding Diversity, Equity, Inclusion, and Belonging (DEI&B), women, people of color, and other underrepresented groups continue to experience significant inequities at various levels of the employee experience in Corporate America. These disparities won't be overcome without acknowledging and boldly addressing 13 inconvenient but foundational challenges resulting from past and present systems, structures, and behaviors.

Learning Objectives:

• Review the current state of DEI&B.
• Learn the 13 Brutal Realities.
• Explore strategies to overcome the 13 Brutal Realities.

In-person session offerings are on a first-come, first-served basis.

There is no doubt the world has gone through a lot of trauma in the past 2 years, but there is no other business function that has been impacted more than HR! As a profession, we have been looked to for answers, guidance, and assurance.  We have had to put our own fears and worries aside to make others feel safe and secure, all while we are going through the same fear and uncertainty ourselves.  No one has had to step up more than HR and the challenge isn’t over!

In this session learn how to turn the challenges we continue to face into opportunities for innovation, creativity, and growth. Sel will share with you her inspiring journey of adversity and how it has shaped her career and life decisions to lead one of the most successful HR Consulting firms in Australia, and to use her many learnings to now shape the influence of the HR Industry.

You will walk away from this session with a new superpower that will change the way you lead your workplace and your life.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Carta

With 65% of employees saying they don't feel recognized, and 87% saying their recognition program is "stale, outdated, or used as disguised compensation," clearly something isn't working. In this session, we'll uncover the obstacles and traditional practices holding us back, introduce the "recognition pyramid" model, and share case studies from leading companies to help you move forward and build (or rebuild) recognition programs to add an exclamation point to appreciation that's fit for your people and the future.

Learning Objectives:

• Understand why it's important that your people feel appreciated, and the role that recognition strategies and programs have in helping to achieve this.
• Learn tips to help you build or rebuild a recognition program based on the recognition pyramid model to suit your people and business needs to bring recognition to the forefront of your culture, with specific tactics to address continually evolving working modes.
• Hear real-life examples of how companies such as Zappos, LinkedIn, Zoom, Southern New Hampshire University, Deloitte and Atlassian are recognizing their people in their own unique and effective ways as written about in Debra's best-selling book "Appreciate it! A playbook for employee recognition."

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Reward Gateway

Whether virtually or in-person, global research data indicate that many organizations are doing an ineffective job when communicating with employees. These studies show that employees feel disconnected from their organizations: they do not understand how their reward programs work, the relationship between performance and pay, and what they need to do to get the rewards and recognition they feel they deserve. In many cases, total reward design is not the issue, but rather ineffective and outdated global communication strategies that do not, among other things, personalize the message and align appropriately with the myriad of cultural nuances.

In his informative, interactive, and entertaining presentation, John Rubino will address these concerns and provide you with new and innovative techniques and solutions to help make your virtual and in-person global communication efforts achieve success. Moreover, John will discuss a real-life global organization case study illustrating these creative and pragmatic communication solutions in action.

Learning Objectives:

• Hear why many global organizations are still doing an ineffective job when communicating with their employees, both virtually and in-person.
• Discover communication methodologies that have proven to be effective, as well as new and innovative techniques and solutions that, among other things, personalize the message and align appropriately with the myriad of cultural nuances.
• Discuss through the illustration of a real-life global organization case study, creative and pragmatic solutions to challenging employee communication scenarios.

In-person session offerings are on a first-come, first-served basis.

Many leaders think they need to choose between being a good person or tough leader. But this is a false dichotomy. Leaders who balance business wisdom with human compassion enjoy outsized benefits compared to leaders who don't, including 66% lower stress, 85% higher employee satisfaction, and 61% higher employee commitment. Discover new, eye-opening research about the benefits of combining wisdom with compassion. Assess your own capabilities, learn a memorable framework, and gain practical tips for being able to do the hard tasks of leadership in a human way. 

Learning Objectives:

• Discover new research about the immense benefits of combining human compassion with business wisdom in leadership.
• Assess your own capabilities to do hard things in human ways.
• Learn the four skillsets for doing hard things in human ways: caring presence, caring courage, caring candor, and caring transparency.
• Gain practical tips to do hard things in human ways as a leader to enhance resilience, employee engagement, and job satisfaction.

In-person session offerings are on a first-come, first-served basis.

REPEATED on Tuesday at 10:30am

Have you ever felt socially anxious? Like you struggled to connect with a colleague? Like you didn't know how to approach networking?

Communication can help you feel like you belong, it can increase your sense of perspective and it can open the doors to opportunities you never could've imagined!

In this session, you'll learn from Rob Lawless, a man on a mission to spend 1 hour, 1:1, with 10,000 different people. You'll hear how he's run into his new friends in places far away from where he's met them, what he's learned from meeting the victim of a mass shooting and how he ended up lobster diving with internet personality, Zach King.

Furthermore, you'll practice connecting with each other using the FORD framework (family, occupation, recreation, dreams) in 1:1 breakouts! You'll learn the importance of goal setting in intentional connection, and afterwards will feel confident in unlocking the true potential of connection!

Learning Objectives:

• Identify the 3 levels of value of human connection (sense of belonging, perspective, future opportunities).
• Utilize the FORD framework in getting to know new people.
•  Incorporate goal setting to achieve intentional human connection.

In-person session offerings are on a first-come, first-served basis.

We’ve all said it: “I would write a book, but who would believe these stories are true?” Unfortunately, many of the tales are far too real! Whether the situation involves the increasingly complicated issues arising out of increased attention (finally) being paid to mental health awareness, the mitigation of implicit bias in employment systems and others that continue to arise in this confusing and often-complicated HR world, the workplace has become far more complicated to manage. This fast-paced session focuses on uncommon HR issues and examines practical, business-focused solutions that you can use immediately to address those problems. 

Learning Objectives:

• Evaluate the impact implicit bias can have on our employment systems.
• Recognize the importance of mental health awareness in an increasingly complicated HR environment.
• Discuss and examine the importance or staying abreast of ever-changing issues in our virtual and in-person workplaces.
• Analyze how relevant employment laws are implicated in these often-tenuous employee relations and legal concerns.

In-person session offerings are on a first-come, first-served basis.

Are you motivated and ready to take your career to the next level? Show employers that you have the HR expertise and competencies needed to drive organizational success by earning your SHRM-CP or SHRM-SCP credential—the only HR certification anchored in behavioral competencies and backed by SHRM’s over 70 years of expertise in the industry. This session benefits anyone with an interest in learning what motivates HR professionals to pursue a SHRM credential, planning to apply for a SHRM credential, or already scheduled to sit for the SHRM-CP or SHRM-SCP exam. This session covers the practical basics of the SHRM certification exams and provides an opportunity to test-drive your readiness by answering sample questions.

Learning Objectives:

• Determine which exam is right for you.
• Gain best practices for studying.
• Get tips and tools to put you on the path to success.

In-person session offerings are on a first-come, first-served basis.

How well connected are your employee roles to their performance assessments and ultimately growth and rewards practices? Are your supervisors adequately prepared to explain and guide employees to success, and are these processes applied consistently across your organization? Well-executed performance management tied to effective compensation programs communicates value and can foster higher employee engagement and retention. Attend this session and hear both success stories and pitfalls your nonprofit can avoid.

Learning Objectives:

• Evaluate and determine the best performance management approach for your organization.
• Define your organization’s compensation philosophy and align your pay practices with that philosophy.
• Write and communicate roles and responsibilities for performance success.
• Reinforce the necessity of recognizing and rewarding your people equitably and competitively.

In-person session offerings are on a first-come, first-served basis.

In a hilarious, yet at times controversial presentation, renowned business humorist and award-winning Chicago Tribune humor columnist Greg Schwem challenges his audience to realize that eliminating, or curtailing humor in the workplace environment also stifles creativity and teamwork. For those who say, "we aren't a funny company" or "this isn't a good time for us to be laughing," Greg disagrees. Using real world examples, Greg explores how companies have increased sales and overcome negative publicity through humor. What one generation finds "offensive" or "inappropriate" might be deemed perfectly acceptable to another generation.  To further his point, he will ask SHRM attendees to submit brief videos stating who is their favorite comedian/comedienne and why?  Then Greg will show clips of those comedians in an effort to gauge the audience's reaction.  He will also recount true stories of clients who requested humor presentations and yet requested so many stipulations on what NOT to say that it became almost impossible to deliver a presentation at all, much less one containing comedy

 Greg offers suggestions for how to navigate this slippery slope while laughing the entire time. He also shows how humor helped lift this country's emotions during the COVID-19 crisis while helping businesses cope with the worst possible scenarios. Don't believe that's possible? Then you haven't heard of the suburban Chicago restaurant that offered a free roll of toilet paper with every takeout order!

Learning Objectives:

• There is no correct answer to the question, "What is offensive?"
• In a work environment, there shouldn't be any person or group tasked with answering that question
• The positive benefits of including humor in the workplace far outweigh the negative ramifications
• A joke, meme, video that one employee posts and another finds offensive should not necessarily result in punishment of the "poster" by HR.

In-person session offerings are on a first-come, first-served basis.

Culture has always been a defining factor in how successful companies attract and retain top talent. Organizations must foster a culture and work policy that shares their employees’ values. However, now even once this is accomplished, companies are facing a new challenge due to the transition to remote work: creating, maintaining, and communicating this employee-centric virtual culture.

Before the remote era, new hires were inducted into the company’s culture by meeting and interacting in person with their coworkers. Now, new hires may never meet their coworkers in person, and must learn how to create professional relationships through videoconferences and chat rooms. To overcome these obstacles, companies must use a combination of the experience from their in-person office and the digital tools available to create an inclusive and engaging virtual work culture.

In this session, Allie Kovalik, Senior Community & Culture Manager at Globalization Partners, will share her expertise and proven strategies for building a vibrant all-virtual culture, including how to:

• Promote a company’s culture with virtual tools.
• Welcome and induct new hires into your company’s remote culture.
• Maintain a positive culture while navigating remote work challenges.

Brought to you by: Globalization Partners

Get your book signed in Hall F by the SHRMStore!

Get your brain moving in this fun and exclusive virtual Brain Bite Break for a chance to win a prize. Do you know the hottest HR tends? You can see what you know about these trends and their impact by completing this trivia game with SHRM's HR Knowledge Center. The winner will receive a $25 Amazon gift card!

Brought To You By: SHRM's HR Knowledge Center

Grab lunch with peers and explore the SHRM22 Expo, where you'll find innovative solutions from our event partners. 

The last two years have proven that business is nothing without people. With research compiled from over 80 enterprise organizations, we have identified actionable steps you can take using people analytics to solve your biggest business challenges. Whether you are just beginning your people analytics journey or have an advanced practice, join us to hear specific use cases from top organizations on how they used data to tackle The Great Resignation and more.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Visier

From college reserve to NBA starter, to Hall-of-Fame motivational speaker, Walter Bond has made a career of learning and mastering the formula for greatness. In this energy-filled session, Mr. Bond will provide attendees with tools and resources to accelerate their careers by learning the traits of high performing employees and how to build work environments where these stars thrive. Attendees will depart feeling invigorated, strengthened, and ready to take on whatever challenges come their way. 

Learning Objectives: 

• Identify traits of successful teams and characteristics of high performing individuals.
• Discuss best practices in recruiting and developing impact players who work together in harmony as a team.
• Provide resources and tips for overcoming adversity and approaching situations with a winning attitude. 

In-person session offerings are on a first-come, first-served basis.

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Arts & Entertainment

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Business & Finance

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Education & Nonprofit

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Government

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Health Care

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Manufacturing & Construction

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Other Specialized Industries

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Professional Services

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Retail & Hospitality

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Technology

SHRM elevates the voice of HR through policy, not politics. We believe in our ability to find consensus when we bring all sides to the table for critical discussions on issues impacting work, workers, and the workplace. Pour a cup of coffee and drop by to network, share your advocacy story, and learn about best practices. This peer group focuses on advocacy and how the SHRM A-Team advances policies that lead to better workplaces and a better world.

Brought To You By: SHRM's Advocacy Team

A simulation allows for an analysis of real events through interactive and experiential learning practices. Simulated learning can help leaders identify and understand the gap between their intentions and their actions, especially under pressure. Incorporating simulations into your leadership development toolkit will allow users to see a real shift in behavior and enhanced self-awareness in leadership.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: MHS

The EQ-i model of Emotional Intelligence offers 16 components that make up the behavioral face we each show the world—what we look and sound like and how we show up to the word around us. Four of these sixteen elements specifically gather data and help us to grow and change—Emotional Self-Awareness, Empathy, Reality Testing, and Flexibility. In this fast-paced, informative session, learn about these four critical EQ elements and the actions and activities that can help you take on and practice these four critical behaviors at the root of all growth and change.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: MHS

It is now possible for an HR platform to streamline communication, strengthen collaboration, AND foster a culture of engagement not possible through traditional email, antiquated intranets, or other broad communication channels. Paylocity Customer Advocacy Program Manager Matt Doyle will dive into what employees want, then provide a snapshot of the most employee-centric user experience on the market. You will draw insight from client stories of how innovative HR professionals used this system to create “moments” on Paylocity’s Community that led to unexpected levels of employee excitement and participation -- and business results.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Paylocity

There has been a major shift in the relationship between employers and employees. We must now view employees as our consumers, and in turn, must support and enable them so they can effectively engage.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Daily Pay

Let's face it, we can't unsee what we've been shown about the future of work.  Attend this session to learn about ways to keep a pulse on ever-shifting employee expectations. With eyes wide open, we will discuss how HR's renaissance can help shape the return to work, and explore the tips and tools that can help HR teams better understand how to improve-and maintain-a positive employee experience.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: UKG

Get your book signed in Hall F by the SHRMStore!

Take care of your physical health and improve your mental sharpness during this Brain Bite Break. In this short chair yoga desk stretching class led by yoga & corrective exercise teacher Adrienne Johnson, you’ll move through an entirely seated flow that will help release tightness from your neck, shoulders, wrists, and back and get your lower body moving to improve circulation. Easy-to-do stretches and movements that you can do right from the seat of your chair to reduce tension and improve mobility.

Brought To You By: Onyx Offsites & Trainings

Pay equity is having more than a moment - consider it a movement. Beyond legal ramifications, organizations that don't address it risk losing the war for talent. These times call for an expanded view of pay equity: equal pay for comparable work that is internally equitable, externally competitive and transparently communicated. This session will discuss recent survey findings that reveal employee views on pay equity and where organizations feel they are falling short and introduce a framework to achieving pay equity. More than a third of employees told us they want to know that their organization supports both internally and externally equitable pay. They also shared experiencing a major communication void around pay: of the just 50 percent of employees that have asked a manager how their pay is determined, more than half said they couldn't get a satisfactory explanation from their manager. Worse, 17% couldn't get an answer at all. When addressing the complexities of pay equity, it's best to have a methodology for approaching the issue. This session will offer an overview of the Plunkett Pay Equity Method, a framework that prescribes a continuous pay equity analysis (CPE) method for compensation management, with a six-step benchmarking and employee communication process. These times of economic, business, and societal disruption have revealed an urgent need to address pay equity and make the process standard operating procedure. This presentation will show an achievable and sustainable path to pay equity.

Learning Objectives:

• A look into pay equity perceptions and challenges from recent employee and employer survey data.
• A new perspective on pay equity, informed by employee and employer feedback: equal pay for comparable work that is internally equitable, externally competitive and transparently communicated.
• A framework that prescribes a continuous pay equity analysis (CPE) method for compensation management, with a six-step benchmarking and employee communication process.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Salary.com

Do all the ins and outs of operating in California make your pulse quicken? Our panel will share: Where to get the latest updates on CA workplace practices, how to engage with local HR communities, how you can track state legislation and compliance changes, and how to obtain the tools and information you need straight from your CA-focused SHRM team. Relax, it’s all going to be OK - SHRM has you covered! 

In-person session offerings are on a first-come, first-served basis.

Do you know what information you're really receiving when you run a background check? Do you depend on a screening firm who tells you 'you're getting it all' (whatever 'all' is)? Most employers are somewhat familiar with 'running packages' but haven't been told exactly what records and data sources those 'packages' or reports are searching, let alone how often the record sources are updated. Unfortunately for employer, this information is critical to receiving a "comprehensive" and compliant background check. In this, Deb's newest installment in her background screening educational series, she covers criminal record data, where it comes from, how accurate it really is, how often it's updated, automation in county and national reports, state reports (when & where to run them), Federal reports (yes, they're required for the banking industry!) and much more! A must attend session for HR Professionals of all levels.

Learning Objectives:

• Learn how data is received, compiled and reported and the difference in sources ('fluff' data vs. usable data.)
• Learn which background screening reports you really need and the risks associated with running each. This includes what creates a 'comprehensive' report and how that can vary by state.
• Learn about 'automated data' and its associated risks.
• Learn the data secrets background screening firms don't really want you to know.
• Learn how to run a comprehensive, COMPLIANT background check.

In-person session offerings are on a first-come, first-served basis.

This session will give the audience actual life tools, and strategies to practice better self-care and emotional intelligence in the workplace, in relationships and in our day to day living. Self-care is more than a vacation, a day off, or a day at the spa. Deep meaningful self-care is how you take your power back and sustain healthy emotional, professional and relational connections.

Learning Objectives:

• 10 life lessons and EIQ tools that will help people navigate the emotional blindspots in their lives that often cause challenges in achieving success, maintaining success, and building greater success, personal happiness, and reciprocal relationships.

In-person session offerings are on a first-come, first-served basis.

As the landscape around DEI continues to take center stage, organizations are evaluating how to best approach DEI. In this panel style discussion, Deloitte’s Kendall Waller, and  Trusaic’s Chief Legal Officer and EVP of Regulatory Affairs, Joanna Kim-Brunetti will go over the recommended DEI metrics to track in support of CSR/ESG reporting and specifically outline the steps involved in ascending the DEI maturity model.

In addition, they will discuss what leading organizations are doing to be DEI successful, including what metrics are essential and what are discretionary, how often they should be reported, variations by industry and why, and the importance of transparency over omission in today’s social and legal climate.

Get your book signed in Hall F by the SHRMStore!

Achieving the transformation and breakthrough results we want for our organization, will require more than just hiring/training great people based on their job expectations and holding them accountable during their year-end review. This transformation, at the core, begins with what capability we as an organization really need to own the intersection between driving impact both externally and internally. That needs to be built on ownership not engagement. In this session we will immerse you into the three critical factors to build organizational capability.

Learning Objectives:

• Value Creation: Transform your business model and infrastructure to be built on what is really most in the cornerstones of: 1. Your Marketplace, 2. Your Customers, 3. Your Organization, 4. Your People.
• Solution Delivery: Design experiences that ensure we are implementing solutions to our stakeholders that foster inclusion, belonging, and shared purpose.
• Results Generation: Uncover how to achieve immediate impact to the organization while building long-term enterprise value no matter the scale of your initiatives.

In-person session offerings are on a first-come, first-served basis.

This presentation is half entertainment and half information. Dylan's plight of trying to maintain employment in many different lines of work will provide many insights to help employers with the tsunami of individuals with autism entering the workforce. It begins with a recounting of his experience at his first job, a Pizzeria. Dylan explains how an oft-repeated adage that we are all familiar with, actually misguided him into behavior that ended up getting him fired.

We will then go deeper, as he recounts another high school job at a restaurant where Dylan tried for the first time being upfront about his disability. He'll tell audiences about how he fell victim to a very common corporate policy that is not designed for autistic people in mind, and explain the importance of this policy being changed for people with disabilities.

Next, Dylan will tell a truly unbelievable story of being hired as a camp counselor, at a camp for people with disabilities. This camp hired him after seeing a presentation in which he talks about the many jobs terminated from, so he had every reason to believe this experience would be different, and finally a job he could keep. Ironically, he ended up getting fired for his disability and will explain how contrary to what most might think, it is entirely possible to be fired for one's disability, particularly when it is invisible.

Also detailed will be the advantages and pitfalls of disclosing one's disability not only to employers, but also to co-workers. 

Lastly, Dylan will give practical solutions for HR professionals and employers on how to help employees with autism succeed and avoid the many failures he endured.

Learning Objectives:

• Help people with autism survive and thrive in the workplace.
• Prevent bullying of people with autism, avoiding unnecessary lawsuits and improving retention. Step inside the mind of someone with autism, creating a much deeper ability to be empathetic.
• Find the courage to advocate for necessary changes in policy.  

In-person session offerings are on a first-come, first-served basis.

Change and innovation and reacting to pandemic with a new work environmental creates conflict - and must be dealt with in a healthy way. This is even more difficult in a "distributed workforce" environment.  In this interactive session, participants will learn a systematic approach on how to deal with a range of personality types, and how to use training as a lever to rebuild organizational culture.  

By using a systematic approach to identifying and disarming challenging fellow employees, participants will be able to eliminate the roadblocks and build a high performing culture. This course is presented through examples, group discussion, and interactive exercises.

Learning Objectives:

• The impact of workplace conflict and the causes of personal conflict.
• How conflict can damage a high performing culture.
• Using virtual learning tools to repair a fragmented culture.
• How to assess the style of the individuals that you are communicating with.
• Core communication competencies that all professionals should have.
• When nothing works - how to deal with the challenge.

In-person session offerings are on a first-come, first-served basis.

Many managers find it difficult to effectively correct underperformance, and two chronic under-performers are particularly difficult to address. Whether we worry about hurting the feelings of a really nice/popular team member, or simply want to avoid the emotion of an angry, defiant one; poor performance is often ignored under the guise of "preserving peace."

Ignoring underperformance can cause several negative implications.  High performers will often abandon organizations where average/poor performance is excused.  This is very costly, not only in lost productivity, but also in the cost to recruit, hire, and train replacements.  Second, those who stay with your organization may adopt a "mediocrity mindset" and become progressively less productive.  They see no reason to continue to work hard since there are others who don't work hard, and aren't held accountable, yet quite often are making roughly the same if not more money depending on position and longevity.  Finally, if low productivity or unacceptable actions by team members aren't corrected, a toxic environment can begin to take root and actually become the prevailing climate.  This causes stress, poor performance in the marketplace, high customer/client turnover, and will ultimately can cause your organization to have a reputation as a place top performers won't want to go.

This session will teach you how to facilitate a constructive initial conversation, create a coaching strategy that directly ties performance to key objectives, and hold the person accountable with quantifiable metrics. If you or some of your supervisors/managers are avoiding having courageous conversations, these strategies will help you to more effectively improve results and ensure progress. This approach minimizes the emotional or subjective aspect of coaching/correction and allows both parties to focus on the objective facts and the logical steps to improvement.

By creating measurable benchmarks, subsequent coaching and/or disciplinary conversations can be conducted rationally and eliminate claims of unfairness or favoritism. While no one can guarantee that a person who feels threatened won't react in a negative fashion, these strategies do ensure a clearer path to a resolution.

Learning Objectives:

• Hear possible external considerations to evaluate that may be contributing to underperformance.
• Review questions for investigating and understanding what is causing the underperformance.
• Discover a simple strategy for conducting an accountability conversation that gets to the heart of the matter without the emotion that often results.
• Discuss the necessary components of an effective action plan to help them recover and begin performing at an acceptable level.

In-person session offerings are on a first-come, first-served basis.

Mario Pecoraro will discuss FCRA/EEOC lawsuits including how to avoid costly litigation. FCRA issues covered include the importance of providing clear and conspicuous disclosures, how background checks with inaccurate results can be costly, what can happen to companies that fail to address consumer disputes and understanding the legal basis for an FCRA violation claim. EEOC cases reviewed will address the challenges employers and management face related to labor and employment law including discrimination, sexual harassment, and retaliation. Case studies will demonstrate what to do to NOT make these avoidable mistakes.

Learning Objectives:

• Have a better of understanding of the Fair Credit Reporting Act (FCRA) related to the pre-employment background investigation process and how to avoid lawsuits related to disclosures, misidentification in criminal record reports and addressing consumer disputes.
• Learn how to avoid Equal Employment Opportunity Commission (EEOC) post-employment litigation related to employment discrimination, sexual harassment, and retaliation.
• Hear case studies, court decisions and judgments to find out how much money employers have paid in lawsuits for failing to follow FCRA and EEOC regulations.

In-person session offerings are on a first-come, first-served basis.

Businesses are facing great challenges, many of which are beyond their control – market uncertainty, geopolitical challenges and the continued, evolving complexities of the COVID-19 pandemic. However, business leaders know that a relentless focus on innovation is what drives strong business momentum and competitive advantage, even during difficult times. In this session, Bob Cahill, CEO of Globalization Partners will discuss the importance of innovation in today’s complex business environment and how companies can uncover and unleash talent that will power the diversity of thought and experience needed for progress. Bob will overview the power of adopting a truly global mindset when it comes to talent -  from recruiting and retaining, to making use of emerging technology to building an inclusive workplace – he will talk through the foundational building blocks of an innovative workforce.

Brought To You By: Globalization Partners and Nelsonhall

The time for HR to work in the background has passed. It's time for HR to be strategic at an organizational, professional and personal level. This session will equip attendees with an approach to be intentionally strategic in their HR role regardless of their level. It will also show them how to integrate departments to move the entire organization forward through performance.

Learning Objectives:

• Understand how to be a valued, and sought after, resource instead of only providing support when needed.
• Learn how to effectively develop people individually from the Executive level down through the organization.
• Work from a people-first and strengths-based position in their HR role and also teach people managers to do the same.
• Effectively assess and place people in roles where they can perform and excel personally and for the organization.

In-person session offerings are on a first-come, first-served basis.

Although efforts have been made in recent years to advance equality for Lesbian, Gay, Bisexual, Transgender, Questioning, Queer, and other gender and sexual marginalized identities, there are still many instances where LGBTQ+ people find themselves excluded, unwelcome, and uncomfortable in the workplace. According to the Human Rights Campaign, close to 50% of LGBTQ+ employees still report hiding their sexual orientation at work due to hostility, bias, discrimination, and mistreatment in the workplace. During this interactive session attendees will:

• become more familiar with current LGBTQ+ inclusive terminology;
• develop a greater understanding of the lived experiences of LGBTQ+ employees;
• understand the differences in terms such as sex assigned at birth, sexual orientation, gender identity and gender expression; and
• explore and develop specific HR strategies to create more welcoming and inclusive workplaces for LGBTQ+ employees.

Learning Objectives:

• Become more familiar with LGBTQ+ inclusive terms, appropriate pronoun usage, and other inclusive language tips.
• Learn the differences in the dimensions of biological sex, sexual orientation, gender identity, and gender expression.
• Discuss best practices tips and strategies to integrate LGBTQ+ inclusion into organizational goals and policies.
• Walk away with ready-to-implement ideas for bringing a DEI (diversity, equity, and inclusion) lens to your HR services.

In-person session offerings are on a first-come, first-served basis.

REPEATED on Tuesday at 2:00pm.

The Department of Labor is aggressively taking steps to alter who's exempt vs. non-exempt, who's an employee vs. an independent contractor, what's compensable vs. non-compensable time, and how overtime is to be calculated. These developments and related policy and enforcement initiatives will be addressed, as well a various COVID vaccine/testing wage and hour issues. In addition, significant FLSA developments from the courts and Congress will be covered. FLSA compliance is the goal, and compliance equates to surviving DOL audits and the wrath of the plaintiffs' bar.  Along these lines,  costly overtime compliance mistakes that employers often make but can avoid will be identified, along with ways to sigficantly reduce if not eliminate unpaid overtime liability and litigation costs.

Learning Objectives:

• Learn what employers need to know about recent changes to the FLSA's rules, changes arising from new regulations, new DOL opinions or other guidance, and significant court rulings.
• Learn what the DOL and Congress is considering towards broadening the scope of who is entitled to overtime pay and changing how overtime pay is be calculated.
• Learn about significant judicial developments under the FLSA and how these developments may impact their operations.
• See how you can modify your payroll, time and attendance policies to better conform to the FLSA and thereby greatly lessen your employer's financial exposure -- in terms of unpaid overtime, liquidated damages, and attorneys' fees --  to mistakes that otherwise could have been anticipated and avoided.

In-person session offerings are on a first-come, first-served basis.

SkyHive is helping leaders in the Human Resources space prepare their workforces for the future of work, today. Learn about how your peers are accessing real-time labor market insight to enable workforce upskilling and talent mobility within their organizations and across their industries. Discover the power of skill-based proximity analysis at scale, future skill identification, automated skills assessments, and targeted learning recommendations to gain a competitive edge in today's rapidly changing environment. Also uncover the ability of AI to help remove bias in the hiring processes, and what this means for the future of HR. 

Learning Objectives:

• Hear how HR leaders are enabling workforce upskilling and talent mobility for their organizations.
• Learn about skill-based proximity analysis at scale, and how this is shaping the future of workforce planning.
• Learn how employers are eliminating bias in their hiring process by evaluating candidates solely based on relevant skills using advanced technology.
• Empower your employees to understand the skills they have and need to fill emerging roles, including roles previously considered incompatible or out of scope.
• Discover a clearer path to filling high-demand roles, democratizing labor opportunities and keeping local people employed. 

In-person session offerings are on a first-come, first-served basis.

What got your nonprofit organization where it is today may not be what’s needed to realize your vision in a post-pandemic economy. Now, more than ever, social impact organizations are challenged with identifying, prioritizing and implementing people practices that embrace feedback and proactively respond to demands for work-life integration, fairness, equitable wages and greater transparency in decision-making. But what are the factors for future success and what is needed for the journey? Your people, a healthy, cohesive culture and stronger, mission-aligned business outcomes. Achieving it all is possible, but not without strategy.

Learning Objectives:

• Why it is necessary to re-imagine your organization’s people management priorities and be prepared for more frequent culture shifts.
• How celebrating behaviors that demonstrate organizational values-driven leadership can propel your people to not only survive, but thrive.
• What can be learned from how small and large organizations pivoted to embrace a remote, and now hybrid, workforce.
• The value of embracing a feedback culture in a dynamic environment.
• How to mitigate future disruption to your recruitment program and talent strategy.

In-person session offerings are on a first-come, first-served basis.

Todd will provide a synopsis of his book Too Good To Lose, teaching attendees the proprietary method he developed to create superior work environments.

Learning Objectives:

• Understanding the anatomy of the workforce.
• Understanding the mistakes most companies make and the horrible things they do to correct them.
• Understanding how combining Bloom & Maslow unlock the key to the seven level development model.
• Understanding Bloom’s hidden competencies and how they are the basis for job descriptions, hiring, performance reviews and development.
• Understanding how the dual career path model works and how to begin…before hiring the first employee!

In-person session offerings are on a first-come, first-served basis.

In recent years, customers, consumers, and employees alike have made it clear that ethical leadership is a nonnegotiable factor in their decision to engage in business and employment. However, how might HR professional go about imbedding principles of ethical leadership into business and hiring?

Join us today to hear how leaders from the boardroom, C-suite and academia are addressing society’s demand for ethical leadership. Learn how companies are identifying leaders who have demonstrated a values-based approach to leadership; boards are safeguarding against fraud and scandal, and business schools are preparing their students to become the next generation of ethical leaders.

In-person session offerings are on a first-come, first-served basis.

2022 is well underway and many HR leaders and the employees they support are in a state of uncertainty, navigating return-to-work plans, the ongoing war for talent, the recent economic downturn, and more.

Learning Objectives:

• Deep dive into the key trends that will impact your people strategy in 2022.
• How to act on these trends to improve the employee experience. 
• Case studies from leading organizations on the forefront of employee experience. 

In-person session offerings are on a first-come, first-served basis.

Brought to you by: QualtricsXM

With each ruling, the Supreme Court of the United States is permanently shaping federal employment law principles. Recent and looming Supreme Court rulings on issues ranging from arbitration and vaccine mandates to employment discrimination based on military service and affirmative action stand to bring significant changes to the workplace. This presentation will examine these and other key employment law decisions from the last few terms with more than just a summary of the holding. The facts of each case, the Court's rationale, the long-run implications and, most important, how the decision will affect the employer community will be analyzed in an interesting and entertaining fashion. This presentation will also discuss Justice Stephen Breyer's decision to retire and how his retirement will likely affect the balance of the Court.

Learning Objectives:

• Understanding of the most important labor and employment-related decisions from the highest court in the land and what they need to do to protect themselves from legal liability.
• Analyze how the different justices tend to "line up" on key issues and what that tells us about the future.
• Assist HR professionals with the practical applications they need to implement in their workplace policies and procedures.

In-person session offerings are on a first-come, first-served basis.

The numbers tell the story. The organizational charts support the story - the lack of diverse female talent in positions of leadership and authority in the workplace. A challenge faced by many companies today that are still relying on past practices and utilizing antiquated institutional systems and routines to identify, develop and promote diverse female talent into leadership and executive positions. Their "career offerings," the processes and systems that are being utilized today are not delivering the needed diverse female talent, ultimately impacting  a company's business results. This is an even bigger challenge with the continuing evolution of today's workplace and workforce in which women and especially women of color are become more disenfranchised with the career strategies and actions their organizations are using or claiming to use for their development and career advancement. The end result- many diverse women ultimately exiting their organizations.

Hear insights, lessons learned and recommended practices and approaches from Francine Parham, women's career advancement and leadership advancement expert, a former global corporate executive herself and  now a Sr. Fellow and Program Director at The Conference Board, a global think tank about how organizations should think about and implement actions to tackle this issue of development and retention. What should organizations offer to their diverse female talent to compete in today's new version of the "war for talent" framework? What should they truly be "trading on" and how should it be accomplished?  

Francine also an author of her forth-coming book, "Please Sit Over There: How to Manage Power, Overcome Exclusion and Succeed as a Black Woman at Work"(Berrett-Koehler Publishers, Penguin Random House Distributors). She is also the Founder and CEO of FrancineParham & Co., a professional development company focused on helping organizations prepare their women and women of color talent to advance in the workplace.

Francine will specifically discuss what organizations should think about to truly tackle this issue. She will leverage her own career experiences as a Black professional woman navigating; as an executive and practitioner who had the responsibility herself to promote diverse talent and; share what current diverse women are saying along with the research that supports a call for action that is more focused and intentional - action that is needed more than ever before. Most importantly, how organizations can truly create and operationalize career advancement strategies and approaches for their diverse female talent resulting in the creation of a robust leadership pipeline.

Learning Objectives:

• An operating framework to consider for pipeline development for professional women of color in the workplace;      
• How to take into consideration the factors needed to advance women of color talent within this framework;
• Practices as well as actions that exist in this evolutionary workplace for women of color to advance that the attendees need to investigate and/or consider for their organizations;
• What factors should be considered to engage leaders and executive within organizations to support and take action in the creation of a robust leadership pipeline of diverse women of color.   

In-person session offerings are on a first-come, first-served basis.

Have you ever wondered how you perform on stage? Whether you realize it or not, you are on stage every minute of every day in the workplace. The spotlight is on, and your co-worker fans are either raving or disengaging, and you may not know it! 

​This session is geared for those who are interested in exploring what might be getting in the way of their effectiveness. Nanci Appleman-Vassil has extensive experience in designing and delivering workshops that focus on personal and professional growth. 

​Come learn about a variety of tools, tips, and techniques to enhance your effectiveness within your organization. You will identify how you are currently performing for your colleagues and leave with a choreographed song and dance routine (action plan) to implement and achieve immediate results upon returning to your workplace.

Learning Objectives:

• Recognize what you are currently doing that is helping or hindering your organizations' engagement.
• Identify new ways that you can show up as a stronger leader for your organization.
• Speak to and apply inspiring leadership practices in session.
• Discover memorable tools to apply every day in the workplace.

In-person session offerings are on a first-come, first-served basis.

Working remotely grants more flexibility, so one would think that having a say in where and when we work would be enough to achieve a healthy work-life balance. However, it is not as easy as it may seem. Simply allowing employees to work from home isn’t enough to create a positive work environment, so how can companies help them?

When people are happy, they are more productive. Working from home requires a new approach to employee wellness — as companies transform to sustain the needs of the remote era, they need to identify ways to help employees thrive. Burnout, isolation, and anxiety are issues companies must address to improve productivity in the remote workplace. Companies that understand these wellness needs and develop strategies to support their workforce will extend their lead over the competition.

Join Margaret Dondero, Senior Manager of Global Benefits at Globalization Partners, to learn about:

• Common emotional struggles remote workforces battle.  
• Strategies to support remote employees’ wellness.
• Actions companies can take to promote a healthy work environment.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Globalization Partners

Reset. Refresh. Re-energize. Use this intermission in programming to network, meet with partners, and enjoy some down time before the next session. 

A fun, virtual networking experience like no other. Enjoy a break from the day and impress your colleagues with your knowledge of all things related to the great city of New Orleans in a live multiplayer Trivia game hosted by entertainer, Mark Gindick. The 1st, 2nd, and 3rd place winners on the leaderboard will be awarded Amazon gift cards. However you play, you’ll be sure to have a great time. All you’ll need is a computer, tablet, or phone and to use an internet browser to participate in this session. Chrome is the recommended browser but Edge, Firefox, Safari, and Opera are supported. Internet Explorer is not supported.

This session is first-come, first-serve as capacity is limited to the first 300 attendees.

Brought To You By: The Game Agency

Get your book signed in Hall F by the SHRMStore!

In this session, you will learn Five ways to analyze employee survey comments; Applications for machine learning with employee qualitative data; and How to use machine learning based comments analysis to tell the full story beyond the numbers.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Explorance

Managing leaves of absence (LOA) under the various federal and state statutes is one of the most daunting challenges HR professionals face.

Yet, 60% of businesses are still using manual/excel processes. Is your company one of them?

It’s time to make it easier for yourself—and for your employees. In this session you will learn how  Pulpstream, a powerful process automation platform, can help you navigate the complexities of LOA and put it on auto-pilot:

• Guidance engine to determine eligibility
• Streamline intake via email, text, and portals
• Electronically send relevant forms and documents
• Facilitate self-service for certification uploads
• Manage Benefit Payments
• Automatically stay compliant
• Run analytics and reports

Pulpstream is more than a platform. After processing 4.3M requests and saving our customers over 200K hours, we’ve become experts on LOA. This means you can sit back and relax. Lean on our white-glove service to design and deploy your LOA processes in record time and avoid detours. Want to hear more, Join us in this exciting session in the technology theatre.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Pulpstream

In today’s candidate-driven context, recruiting teams need to think fast and be flexible enough to succeed under changing circumstances while also providing their organizations with the talent they need to scale their business. No small feat! But there are some who have risen to the challenge time after time over the years. 

As a global manufacturing leader with operations around the world, Laitram has relied on system flexibility and a deep understanding of local contexts to reach its hiring goals. With innovation as one of its guiding principles, Laitram knew it would need to hire the cutting-edge workforce of the future. They also knew they would need to be able to continue to microinnovate and iterate to keep hiring top talent as their organization continued to grow.

Join Megan DeVille, Avature System Owner at Laitram, for a session in which you’ll get insights into how the organization has steadily managed to evolve and provide a human experience for candidates, recruiters and hiring managers, even in a hybrid, decentralized work model. Megan has been with Laitram for over six years and knows the system like the back of her hand after taking it through implementation and years of continuous innovation. She will share lessons that you can apply to your own recruiting and other HR processes as a result of having seen flexibility and scalability accompany her organization every step of the way. 

Learning Objectives:

• Inspire you to broaden your perception of what is possible for your organization to achieve in the talent acquisition field with the right strategy and a robust, flexible platform.
• Understand how a partnership with the right vendor can help you create processes that are unique to your organizational needs and give you the technology to bring them to life.
• Gain insight into some best practices for reducing bias, focusing on capabilities, and gathering feedback and data for honest and strategic decision-making.
• Discover the power of automation and AI when it comes to delivering personalized and high-touch experiences for your candidates. See how the same technology can be used to aid sourcers and recruiters in their day-to-day tasks.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Avature

Identity. Whether it's defined by one's race, ethnicity, gender, orientation, experiential background or a combination of all of the possible factors, an individual's identity is how they see themselves and hope to be seen by others. Inclusive workplaces ensure that individual identities are accepted, embraced, and each person may bring their whole self to work every day.  Join the SHRM IE&D Council for a very intimate discussion of intersectionality and multiple identities in the workplace.  
 
Key learning points: 
1.    How do we foster inclusion so that individual identifies are accepted and embraced, along with the shared organizational identity?
2.    How self-awareness creates a more empathetic workplace where everyone may bring their whole self to work?
3.    Learn how SHRM is striving to build a more empathetic culture by promoting and encouraging open convos on self-identification.
4.    How each person identifies themself is never as simple as many may believe; each person has multiple identities.
5.    Who we are is representative of how we identify and this may continuously change. 
 

In-person session offerings are on a first-come, first-served basis.

Companies are losing their Fortune 500 status at an alarming rate and senior leaders are to blame. Sound harsh? Maybe it's time to put our egos and hurt feelings aside and take a long hard look at the legacy today's leaders are leaving behind. We'll examine studies that demonstrate the critical nature of employee engagement, the link to turnover and increased costs as well as put a spotlight on what happens to creativity in homogenous workplaces. We'll make the connection between employee engagement and diversity, equity and inclusion so that leaders can underscore their role in creating workplaces that work for all.

Learning Objectives:

• An understanding of organizational change.
• How work has evolved and the role that leaders play in organization failure.
• Why leaders are failing to meet expectations and what the disconnect is between senior leaders, teams and the organization as a whole.

In-person session offerings are on a first-come, first-served basis.

COVID 19 brought numerous challenges to employers and their employees.  In addition to the virus itself, numerous mandates (for COVID testing and treatment) were passed requiring employer medical plans to adjust to meet those challenges.  In addition, there was legislative and regulatory  relief (such as for telemedicine) that made it easier for employer plans to meet the COVID challenges.  This session will discuss those mandates and options and how employer plans need to adjust for 2022 and beyond.

Learning Objectives:

• Review of employer medical plan options and mandates for meeting the COVID-19 challenges including  extended deadlines for COBRA and HIPAA special enrollments, COBRA subsidies (now expired), testing and treatment mandates, reporting obligations, cafeteria plan changes, and more.  What was required and what was optional? 
• Learn what compliance issues carry over into 2022 as well as new requirements and how group medical plans should address them.
• Best practices for 2022 with respect to ongoing and new COVID-19 issues or concerns - for example, using wellness plan options for various employer issues - what can and cannot be done in the context of an employer sponsored medical plan.
• Review some of the more compelling (or that have the broadest application) state and local mandates that employers need to consider with respect to their medical plans.
• How to structure employer medical plans to assist with new challenges that employers and their employees may face as we move to new stages in the pandemic.

In-person session offerings are on a first-come, first-served basis.

It might be time to retire the word retirement! After decades of promoting retirement benefits programs, we are learning that employees think in different terms. In the 2022 "Voice of the American Worker" research study conducted by The Harris Poll, on behalf of Franklin Templeton and the Retirement Innovation Initiative (RII), employees tell us that living comfortably and independently are more important than reaching retirement, in the traditional sense of the word. In addition to the talent retention challenge in a tight labor market, the lack of financial health in a workforce has a direct impact on the bottom lines of companies around the country. A focus on well-being continues to include urgency in improving financial health with key opportunities for employer support.

Understanding your employees' needs is step one. Next, we need concrete, actionable ideas for employers to reframe their corporate retirement benefits in a way that meets their employees' goal of financial independence. Attend this session to do just that!

Learning Objectives:

• How American workers are re-evaluating their view of work and what they expect from their employers.
• Use your employer sponsored savings plan (formerly known as retirement plan) to promote financial health and progress.
• Evaluate existing vendor relationships in your benefits offering to reframe employee communication holistically to help individuals attain financial freedom or independence.
• Help working Americans reduce their amount of stress when it comes to their personal finances.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Raymond James

In today's business environment we are being asked to do more than ever before. You have clients, deadlines, bosses, employees, marketing, projects, and of course family-and they are all demanding your time and attention and pulling on you from every direction! And now we are doing all remotely!

​However, if you have ever felt that you spend your day putting out fires? Fires that were started by other people!? You take on more than you reasonably have time for because you don't want to say no or let anyone down? Have you ever written a daily to do list, worked like a dog all day only to realize you didn't get to complete even one thing on your list? Have you ever felt like you spend your day in deadline driven, crisis mode? And justify it by saying you work better under pressure?

​If you can relate to any of these then don't miss this event! Time management is a crucial business skill successful people must master. Julie will share a few specific high power, easy to implement tips that are guaranteed to work and help you become more effective, efficient, and productive. Don't miss this chance to go from super stressed to superhero!

Learning Objectives:

• Understand the 4 destructive time management styles--
• And make sure you aren't one of them!
• Learn to handle crisis like a pro- And that is BOTH kinds of crisis!
• Learn to overcome the Mental Roadblocks to productivity-
• like Procrastination and the get it all done syndrome once and for all!
• Learn what it means to be clear in your priorities-- and Follow through!
• Learn 10 specific Tips you can implement immediately that will you give you back your time and sanity!

In-person session offerings are on a first-come, first-served basis.

Our ability to respond to and triumph over the effects of today's unique challenges depends on our capacity to change behavior-to adopt new processes, accept new ways of working, innovate outdated products, and more safely serve customers, to name just a few.

But changing the behavior of groups and individuals isn't easy. Ultimately, organizations innovate rapidly and execute efficiently to the degree their people hold one another accountable to new processes, standards, and behaviors. How's it going for you?

Join New York Times bestselling author Joseph Grenny as he shares examples from a fascinating case study where ex-convicts have created an accountability culture where relationships and results flourish and learn how you can implement the principles and lessons learned.

Learning Objectives:

• Why accountability is vital in organizational performance.
• How to cut lag time between identifying and addressing problems among employees.
• A step-by-step strategy for building total accountability in the workplace.

In-person session offerings are on a first-come, first-served basis.

Are you regularly working 12+ hours a day? Is part (or all!) of your weekend dedicated to "catching up" on email or other work-related tasks?  Are you stressed out, burned out or just done?  Then this session is for you.

Time optimization is one of the most powerful methodologies available to take back control of your day. While you can't add more hours in a day, you can implement best practices that allow you to make the most of your time in the office (even if you're working from home).

Learning Objectives:

• Strategic time management techniques to achieve maximum productivity.
• Identifying and eliminating "time thieves" that are draining your day (and energy). 
• Distinguishing between being busy and being productive.
• Planning your work and then working your plan to fit in the big stuff around day-to-day tasks.
• When interruptions happen....getting back on track.

In-person session offerings are on a first-come, first-served basis.

HR professionals need to be able to spot deception when conducting investigations and interviewing and hiring applicants.  While research shows that the average person is lied to twice a day, most people are extremely poor at spotting deception because they rely on inaccurate stereotypes about how people behave when they lie.  In this engaging and highly interactive session from a former U.S. Department of Justice attorney, you will watch videos and examine case studies to learn how to spot signs of deception and truthfulness.  You will learn scientifically-validated methods for spotting deception that you can apply in your everyday work life.

Learning Objectives:

• Which signs of deception are valid and which are based on myth (such as the mistaken beliefs that liars don't look you in the eye and are fidgety).
• How to spot scientifically-validated signs of deception, including verbal and non-verbal cues.
• How to spot deception when interviewing and hiring applicants.
• How to spot signs of deception and truthfulness when conducting investigative interviews.

In-person session offerings are on a first-come, first-served basis.

The Covid-19 pandemic has disrupted our lives and changed the way we work.  Hybrid work has changed the workplace culture.  Now, more than ever, organizations have a complex mix of remote workers and in-person workers.  Some feel isolated.  Some feel detached.  Others do not feel like they belong.   The hybrid phenomenon affects psychological safety and productivity.  Are you intentional about shaping the new culture at work or is it taking shape on its own with an unknown outcome?  What is the role of HR professionals in creating an inclusive hybrid workplace culture where everyone can thrive?  This dynamic session is a 'must-attend' for HR professionals who are navigating today's complex hybrid workplace!  You will learn the do's and don'ts of creating an inclusive hybrid workplace culture that contributes to personal and organizational excellence!

Learning Objectives:

• Gain valuable insights about the architecture of an Inclusive workplace culture.
• Acquire tips and tools to help you succeed as an HR professional dealing with remote workers.
• Heighten personal effectiveness in a complex hybrid workplace.

In-person session offerings are on a first-come, first-served basis.

What are the factors which lead to success in life? Not just financially, but in all the areas of our life; in our relationships, in our health, and in our career. This is a question for which we would all like to receive some answers. In this fast paced and humorous seminar, you will explore a new dimension for success and discover the three pillars of emotional intelligence which are highly linked to personal and professional accomplishment. You will find out how well you manage yourself, motivate yourself, and manage other people.

Why do some people just seem to rise to the top in their field? Why is it that some people seem to have all the luck? In this session, you will learn how your E.Q. is more important than your I.Q. and how your attitude is more important than your latitude.

Learning Objectives:

• Learn how to manage your mood under times of stress, transition, and change.
• Discover the essential ingredient for motivational success.
• Apply strategies for managing others during a meltdown.
• Implement practical tools for overcoming obstacles.
• Explore the key techniques for customer service, team effectiveness, as well as personal and professional relationships.

In-person session offerings are on a first-come, first-served basis.

In an entertaining style, Miguel shares power principles from 7 CHROs. This session will serve as a manifesto to breaking barriers, overcoming crisis, and achieving growth.  As challenges and constant change within our communities continue to take root and become even more prevalent, HR leaders continue to operate in dynamic and demanding situations that constantly require the mindset of resilient, agile, and inspiring change makers. COVID-19, race relations unrest, financial crisis, the great realignment - In times of uncertainty the power of community is the new currency. This session shares the stories of 7 CHROs from the African American, Latinx, American Indian, Muslim, Asian American/Pacific Islander, and the LGBTQIA+ communities on how to operate in environments with no clear answers and succeed. 

Learning Objectives:

• Learn how to adopt a game changing mindset during difficult times.
• Gain principles to lead transformative change with purpose, passion and intention in highly complex situations.
• Understand how to embrace DEI principles to achieve business growth.
• How to find opportunities and possibilities that can transform your organizations and achieve progress on what matters the most.

In-person session offerings are on a first-come, first-served basis.

Have you ever wondered why: Some people seem to always “have it together” and others are always “freaking out”?  Why do some of us say whatever pops into our brains, then instantly regret it? Why some of us are better at thinking about the future than others? This session explores the concept of “hot brain / cold brain” to understand why some of us are quick to respond when we should take time before reacting. This session will help attendees understand their individual levels of dealing with self-control to ensure they are making decisions that support their personal development and their organizations. 

Learning Objectives: 

• Gain a better understanding of personal levels of self-control and the impact on individuals and the organization. 

• Explore “centering” or balancing techniques that participants can use to make better workplace decisions. 

• Facilitate decision making, so leaders know how to cognitively process difficult situations. 

In-person session offerings are on a first-come, first-served basis.

According to IBM’s 2020 study on the future of HR, more than two thirds of executives surveyed said that HR is ripe for disruption.  Modernizing HR and workplace technology should be a major focus for organizations planning for their future success.  

During this session, you will hear how organizations at-large are leveraging emerging technologies to elevate their people and talent experience. Additionally, we will hear a case study of how BMW leverages emerging technology to ready their future of work. Join us to be inspired and challenged by the possibilities for you and your organizations.

Learning Objectives:

• Identify trending workplace challenges.
• Recall how BMW is leveraging technology to meet the demands of their future of work.
• Apply trends in emerging workplace technology to needs within their workplace. 

In-person session offerings are on a first-come, first-served basis.

Peloton Interactive employs nearly 1,000 Member Support Associates across the Globe. Due to the pandemic, their hourly workforce was growing rapidly while COVID conditions kept team members working from home. As with many companies, the remote environment resulted in loss of the ability to drop a branded promo item or a gift card at someone’s desk or have leaders “drive-by” to provide kudos to rock star Associates.

As a company whose core values include Putting Members First, Peloton immediately sought to increase connection with their workforce to maintain engagement and customer service during this time of change. Peloton started by surveying Member Support Center Associates at all levels to determine what incentives would resonate and drive continued commitment even in an ever-changing landscape.

Hear from Peloton how they developed and launched their new reward and recognition program that gives employees what they want, and how it has exceeded expectations for engagement rates among both hourly Associates and salaried leaders.

Learning Objectives:

• How to develop a recognition program that aligns to your company’s culture and values. 
• How to engage hourly and other remote workers who are notoriously difficult to engage and retain.
• The importance of offering rewards employees ACTUALLY want and meeting them in the channels where they are already talking.
• Examples of how your organization can create a culture of consistent recognition and appreciation.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Reward Gateway

Ever since the Wall Street Journal article, inquiries about Mega Roth features have ballooned. But what is the Mega Roth (a.k.a., the Super Roth, or the Backdoor Roth) and how does it work?  Are there any pitfalls that a company need to consider, such as discrimination testing, annual limits and safe harbor design considerations.  In this session, we'll answer all your questions and show you some techniques you can use to help implement a Mega Roth program, or give you alternatives to consider if it can't fit your organization.

Learning Objectives:

• What is the Mega Roth and how does it work?
• What are "after-tax" contributions v. Roth contributions?
• Can this affect ADP/ACP discrimination testing? (NOTE: you need to have an understanding of ADP/ACP testing as a prerequisite)
• If our plan is safe harbored, is there anything we need to consider?
• What alternatives do we have if Mega Roth won't work for our organization?

In-person session offerings are on a first-come, first-served basis.

Mark Smith, PhD, SHRM’s director of HR thought leadership, will lead an informative session about relevant research findings from the past few years.  These findings will inform the discussion about the future of the workplace and remote working, specifically.  He will also leave plenty of time for questions and answers, and this section will help to drive future research from SHRM on the most important questions for the future of the workplace.

Learning Objectives:

• Understand the current state of research on remote working.
• Find out about key open research questions that will inform work in the future.
• Understand the key takeaway messages based on updated research findings.

In-person session offerings are on a first-come, first-served basis.

According to a recently Gallup poll, managers are the greatest drivers of engagement for their direct reports. People join companies, but leave managers. With the Great Resignation raging on, modern management is all about empowering your team and retaining top performers. In this session, you'll learn how to build a high-performing and engaged team that can tackle any business challenge, any day. You will get insight that can help catapult managers into being true leaders and disconnected employees to highly engaged teams.

Learning Objectives:

• Recognize the 12 keys to employee engagement.
• Engage employees with a WIIFM (What's In It For Me) mentality.
• Identify the distinct differences between praise, recognition, and appreciation.
• Adjust your retention technique to the individual.

In-person session offerings are on a first-come, first-served basis.

Why are our employees talking about that? All HR professionals have had situations occur that require immediate action and attention because a workplace conversation on a taboo topic just took place. Politics, religion, social injustice, aging, sexual orientation: individuals sometimes move from polite conversation on these topics (and more) to entrenchment in their viewpoint. And sometimes, words become weapons and bad behavior occurs that needs fixing as a next step. This session discusses a useful framework with four touchpoints to manage words, interactions and behaviors differently so respectful and acceptable engagement is the outcome. Leave the session ready to address and manage these types of issues if they arise in your workplace.

Learning Objectives:

• The science behind polarizing viewpoints, entrenchment in them, and the regrettable use of words as weapons in the workplace.
• How to use the Me + We + Wo +RK framework to navigate through tricky and complex discussion toward positive resolution for all.
• Understand how empathy and culture are affected by opinions and what to do about it.
• Hear about case studies in workplaces around the globe where polarizing, entrenched or weaponized viewpoints were managed (some well, some not so well).

In-person session offerings are on a first-come, first-served basis.

Renowned family engagement author, educator, and business leader Pam Allyn will share practical and motivational ways we can support working parents in the workplace, leveraging their strengths and creating an integration model for their work life. Beyond providing yoga apps and ping pong tables, today’s employees want something more, something deeper: they want to be seen as a whole person, not split between home and work, but leveraging one with the other to create great outcomes everywhere. Yet in the workplace, we tend to see the push/pull of our employees’ lives as a detriment, a distraction. Let’s turn this idea on its head: the adage says that busy people get the most work done, and this is true of our working caregivers: but in order for this to happen, we must create the conditions that will work for them and for us. Pam Allyn will share a signature “WHOLE” approach to managing and igniting the drive of caregivers, a user-friendly protocol to help leaders navigate the terrain of the working caregiver and to make your company a place everyone wants to be.

Learning Objectives:

• User-friendly, powerful roadmap and framework for a whole-employee approach to management.
• Tangible best practices for creating a work environment that fosters community, productivity, belonging, and equity.
• Strategies for creating home-work synergy in diverse work environments.
• Recommendations for creating inclusive, culturally responsive content that reaches all employees and their families.

In-person session offerings are on a first-come, first-served basis.

Do you avoid conversations about race? Ever imagine that conversation going bad? Or question whether you're prepared for the conversation? Well, the truth is you're not alone, as a matter of fact most people avoid talking about race in the US and all around the world. A 2020 Society for Human Resource Management survey of U.S. workers and human resource professionals found that 37% of both white and Black workers felt uncomfortable having discussions about racial issues at work. The survey also showed that 45% of Black workers and 30% of white workers said their organizations discourage discussions on racism and social justice. Those days are over!

 In the Winning Conversations talk participants will discover how to communicate successfully, confidently, and courageously about race in the workplace.

Learning Objectives:

• Effectively create a safe space for necessary conversations.
• Assess your current communication skills.
• Say goodbye to avoiding uncomfortable conversations.
• Utilize the art of curiosity.
• Implement the R.E.M method to Winning Conversations.

In-person session offerings are on a first-come, first-served basis.

REPEATED on Tuesday at 10:30am

Despite your best efforts, managers still fail to deliver clear feedback to employees for one of three reasons: (1) fear of upsetting employees, (2) fear of pushback, and (3) the lack of confidence to know how to deliver the message. As a result, individual and business performance suffers as employees continue to move along, not knowing that what they are doing is missing the mark. The problem? People can't fix what they don't know...and if managers don't deliver the lifesaving feedback to improve performance, employees may go their entire career without meeting their full potential. Feedback is the lifeblood to help individuals succeed and your business achieve its mission and goals. Managers are the focal point to delivering the authentic message that drives improvement and success.

Learning Objectives:

• Engage in a fun, collaborative, and energy-filled session as you gain tools you can immediately implement. 
• Recognize the need for feedback as a core competency for managers and leaders.
• Learn how to build feedback into a culture of accountability as participants adopt a model of setting clear expectations, delivering feedback, and implementing a cycle of improvement.
• Master a time-proven model to deliver feedback as we teach and practice the approach during the session (attendees will come out knowing how to do it!!).
• Gain the confidence to transfer skills to managers and change the culture.
• Adopt tools to immediately implement that support managers at all levels to improve their ability to deliver feedback, increase accountability, and optimize performance.

In-person session offerings are on a first-come, first-served basis.

74% of employees are disengaged at work. Learn how to develop your team’s people skills in this interactive and engaging session.

In-person session offerings are on a first-come, first-served basis.

Get your book signed in Hall F by the SHRMStore!

We are partnering with both Colorado SHRM (COSHRM) and New Mexico SHRM to host a fun, informal networking event for SHRM conference attendees from our states while at the event. It’s a nice, smaller opportunity for people to network and get to know each other.

We will be holding this Monday, June 13 an evening reception, likely from 4:30-5:00 pm to 6:30-7:00 pm at a centrally located venue between the Convention Center and the majority of the conference hotels.

Get your book signed in Hall F by the SHRMStore!

Connect with your SHRM community through a fun and unique virtual board game just by answering "getting to know you" questions about yourself.

Cozy Juicy Real is an authentic way to bring people together. You’ll laugh, share and get to know the real humans behind the screen. Guided by fun and insightful questions, you’ll develop a stronger bond in under an hour to gain points and possibly win a prize! The player with the most points will win a free team-building event hosted by Cozy Juicy Real for up to 25 people (valued at $1,250)!

This session is first-come, first-serve as capacity is limited to the first 500 attendees. Please join no later than 5:00 PM CT or you may be unable to join the game.

Cozy Juicy Real has been played by thousands of people in 71 countries to create memorable moments and stronger teams at Nike, Adobe, TEDx and more.

• Fun and easy to play - you’ll love the thrill of playing a board game without having to learn complex rules.
• Respects each player's personality - share as much as you want and pass on questions you don’t feel like answering.
• Build stronger relationships - create meaningful connections to bring you closer on a professional and personal level.

“Cozy Juicy Real is the best way to foster connection online. On a scale of 1 to 10, I give it a 15.”

- Marcia Goddard, Chief Corporate Officer, The Contentment Foundation

About your Hosts

Jed and Sophia are facilitators, coaches and the creators behind Cozy Juicy Real. More importantly, they’re two people who believe in the power of great conversations to bring us all a little closer. Favorite coffee treat? Frappuccinos with silky soy milk and a pump of something sweet.

This is a Kentucky-Connect! Please join your Kentucky SHRM State Council for a meet at greet while at SHRM22! We are excited to be back in-person this year and looking forward to connecting with our fellow Kentucky HR leaders at Barcadia New Orleans!

Calling all SHRM-CP and SHRM-SCP certified HR professionals!  Exclusive to you--Relax, have coffee and food, network with peers, take in some SHRM Competency Corner programming, and engage with the SHRM Certification team.

The info desk is open to answer any questions and help you navigate your SHRM22 experience.

Go to attendee services to check-in for the conference and pick up your registration materials. 

If you’re ready to move your career forward, then the Seeking SHRM Certification Session at SHRM22 can help you achieve your goal. Earning your SHRM-CP or SHRM-SCP credential can help you enhance your HR expertise, increase your earning potential, and demonstrate your commitment to the HR profession.  This session will have very limited seating as it will be held in the exclusive SHRM Certification Lounge.  Once inside you’ll learn more about how to determine which credential is right for you, as well as have your questions from exploring ways to personalize your plan to prepare to gaining insight and tips on what to expect on test day.  Learn from the best as this session will help you achieve your SHRM Certification Goal. 

Limited seating for 50 attendees.

Visit the SHRMStore to shop for the hottest HR items. 

Welcome to Day Three with a specific message for virtual attendees along with a pre-show before our concurrent sessions.

Research published in Harvard Business Review found that 95% of employees are unaware of or do not understand their company's strategy. Our own research has found that the vast majority of employees, 90%, don't understand important business metrics. The results are workforces that are unaligned and disengaged. Here's the good news, as an HR leader, you're in a unique position to step up and solve this problem. In this session, you'll be introduced to a simple framework that will help you understand how your company makes money and how to make better HR decisions that support your business.

Learning Objectives:

• Know what your CEO and CFO wish you'd talk more about.
• Identify the 5 Business Drivers that shape every company's strategic plan.
• Commit to three steps to link your people and profit strategies.

In-person session offerings are on a first-come, first-served basis.

Addressing diversity, equity, and inclusion within your organization is a business imperative.  But too often, DEI efforts designed to produce results create resistance instead. Join Stephen Paskoff, CEO of ELI, where he will share practical and effective ways to launch and implement diversity, equity, and inclusion training initiatives that bring people together, not drive them apart.  Attend this session to learn real-world steps to make diversity, equity and inclusion efforts more effective in terms of organizational and operational results.

Learning Objectives:

• Avoid a diversity backlash which can undermine DEI objectives when implementing DEI training efforts.
• Link DEI efforts to the overall company mission, vision, values, and organizational and operational results and why it's critical to do so.
• Hear the importance of behavioral standards, not just aspirational expressions, for effective DEI in the workplace.
• Navigate the expanding role of DEI issues in other business areas.
• Discuss how DEI intersects with EEO and Affirmative Action initiatives.
• Gain valuable insights into this crucial workplace issue.

In-person session offerings are on a first-come, first-served basis.

HR Leadership professionals are constantly pulled in many directions. This is especially true of HR Departments of One.  While Employee Management is the focus, you want to be involved in strategy and have the authority to make critical decisions for the business.  Your day is filled with moments of employee conversations, problem solving administration, planning the next open enrollment and more! How do you get noticed in a way you can have the impact you want outside of recruiting, payroll and benefits?  You want to be in leadership meetings - but what does that really mean.  If you're invited - are you contributing?  If you're not invited - how do you show up?  Engaging at that level isn't always about your job title. Our role in leadership is often an informal place in the business where others know to come to you and things will get done - and you have the ability to do it!  They can count on you for guidance and coaching.  Most importantly, if you commit to a task or project, it will be completed on time and accurately!

In this program, we will look at how influence, credibility and reach will drive your visibility and authority in the organization.  Making key connections and learning from each other will be key to walking away with action items that make a difference.   You'll be the leader you want to know before anyone even realized you took the reins!

Learning Objectives:

• Identify skills that your leadership team is looking for in their HR professional
• Create connections throughout your organization far beyond HR
• Determine the qualifications to be seen as an expert in the field of HR
• Consider various communication styles that will work with multiple audiences

In-person session offerings are on a first-come, first-served basis.

Retirement Plan? Check. Health insurance? Check. PTO? Check. Let’s face it. Your benefits are boring and just like everybody else’s. In this labor market we need to think of fun and creative ways to really differentiate your benefits package! I’ll share new and cutting-edge programs that employees actually want. Plus tips and tricks for improving your current packages. With a little creativity we can make your benefits package truly unique to you!

Learning Objectives:

• Introduce new and unique benefits programs that you may not have heard of.
• Provide little tweaks that can be made to make your current benefits more desirable.
• Provide fun and unique ways to educate and motivate your employees of their total rewards package.

In-person session offerings are on a first-come, first-served basis.

To thrive in the business environment of the future, the competencies and capabilities of leaders must continually evolve.

The workforce, and the workplace, is changing at a pace faster than ever before, and to deliver maximum impact on results and effectively align teams and talent with the organization's strategic plans, leaders must deeply understand the business, focus strategically, understand how to influence change, and play a key role in solving business problems.

In this program, Jennifer will challenge conventional leadership thinking, and explore progressive ways to evolve and disrupt traditional business practices, while building the relationships and influence necessary to gain approval and executive support. This interactive program delivers information, actionable insights and new ideas that leaders can leverage immediately to drive business results, and competitive advantage for their organizations.

Learning Objectives:

• Understand the skills, competencies, and mindset that will define effective leaders in the future of work.
• Examine evolving workforce trends and talent strategies.
• Discover how to embrace and lead change while developing high-trust, high-value relationships with business partners.
• Learn from real-life examples and lessons learned from leaders who have taken risks, and disrupted their organizations.
• Practical and actionable tips and techniques that can immediately impact business today.

In-person session offerings are on a first-come, first-served basis.

This session will share strategies that will help your organization and executives position themselves as leading employers with a positive sentiment online through employment branding and thought leadership.

Learning Objectives:

• The importance of creating a recognizable employment brand.
• How to attract the top talent in the market.
• The importance of positioning the face of a company as a thought leader in the industry.
• Best practices on content creation and storytelling.

In-person session offerings are on a first-come, first-served basis.

In these evolving times of high labor demands, many organizations are wrestling with how to develop a motivational Total Cash Compensation Program to attract, retain and motivate the best and brightest employees. This involves integrating a competitive base salary structure with a results-oriented variable pay program. Doing this successfully requires the application of a proven process which addresses all of the critical elements and components of total cash compensation development.

In this pragmatic presentation, John Rubino will walk you through his step-by-step approach which includes identifying benchmark jobs, salary survey market pricing and job evaluation techniques, creating a simplified base salary structure, and developing a variable pay program to reward employee goal achievements. Moreover, John will discuss the optimal ways for you to define, apply, and administer the integrated base salary and variable pay components. You will leave John's presentation with a workable step-by-step template that will assist you in obtaining the maximum employee motivation value from your new Total Cash Compensation Program!

Learning Objectives:

• Receive a proven step-by-step methodology for creating a Total Cash Compensation Program from  scratch.
• Discuss the process for identifying benchmark jobs, as well as salary survey market pricing and job evaluation techniques.
• Create a simplified base salary structure and a results-oriented variable pay program.
• Define, apply, and administer the integrated base salary structure and the variable pay program to obtain the maximum motivational value from their new Total Cash Compensation Program!

In-person session offerings are on a first-come, first-served basis.

41% of workers in the U.S. report feeling burned out - and we imagine many more overlooked the question in this survey due to overwhelm.  If there were any boundaries between work and life remaining, those were shattered as our work entered our homes on a more full-time (or over-time!) basis. And weren't we saying we were too busy before all of this? HR professionals are being stretched to the limit, and burnout is just around the corner if we can't find and maintain balance in our lives. What are those tangible tips for reclaiming your days, your time...and your sanity? Balance - what does it even mean when you're tasked with RTO plans? This session is a fresh breath of air for you to set boundaries, preserve your energy, and banish burnout once and for all.

Learning Objectives:

• Set limits and create space to connect, disconnect, energize, and decompress.
• Recognize the adverse effects of overcommitting, overscheduling, and overworking.
• Identify where tasks fall in the locus of control.
• Implement strategies for practicing self-awareness and reducing stress.
• Boost engagement and energy even during difficult and stressful times.

In-person session offerings are on a first-come, first-served basis.

We are at a key inflection point for talent and work. U.S. unemployment is at a 50-year low while quits are at a 20-year high, and the economy keeps adding more jobs. Workers have more options than they’ve ever had, and companies must recognize this fact. More than that, they must catch up with the technologies that enable winning staffing strategies. With more than two decades of executive experience leading global HR teams, Upwork’s VP of HR Client Strategy Tony Buffum shows us why and how HR leaders can break through archaic work models with new and innovative strategies. Tony opens the door to revolutionary thinking, where talent is accessed rather than acquired.

Learning Objectives:

• Insight into the labor trends and macroeconomic dynamics that demonstrate the critical need for talent strategy changes.
• Clarity about Talent Access and how it compares to traditional Talent Acquisition strategies.
• Real-world examples of how companies have leveraged Talent Access to solve talent needs.
• Ideas for how HR leaders can revolutionize their immediate and long term talent strategies.

In-person session offerings are on a first-come, first-served basis.

A strong employer brand can be one of a social impact organization’s most valuable assets, but only when it is authentic and accurately reflects employee perceptions and experiences. In this session, we will explore why employer branding remains a top talent attraction priority for organizations, what it means to incorporate inclusive practices through all aspects of the talent management lifecycle, and ways to showcase success and impact to both future and existing employees. Where do you start? Attend this session and hear how Human Resources and Marketing can partner to tackle this commonly missed opportunity in nonprofits for powerhouse results!

Learning Objectives:

• Tying inclusive employer branding to the talent management lifecycle to attract and retain valued-aligned high performers.
• Understanding why employer branding must fit into an organization’s overall brand, including an association case study.
• Initiating conversations between Marketing and Human Resources to collaborate, build and maintain a successful employer brand, adding this to your teams’ playbook.
• Leveraging employer branding during times of change and uncertainty, like the COVID-19 pandemic, to ensure your organization attracts, engages, and retains high-performing talent to effectively deliver on your mission.

In-person session offerings are on a first-come, first-served basis.

Wrongful termination lawsuits put every recommendation and decision made by HR under a microscope.  While HR professionals and in-house attorneys are responsible for advising their business partners on complicated personnel matters, they must also take steps to ensure that their involvement is not only ethical, but they do not unwittingly waive the attorney-client privilege.  During this session author and employment litigator Adam Rosenthal, will discuss the legal, ethical, and practical considerations HR professional and in-house attorneys should take into account when investigating serious workplace incidents and advising their organizations on difficult personnel matters.        

Learning Objectives:

• Spot ethical concerns when HR professionals and in-house attorneys are asked to consult on personnel matters, including while conducting workplace investigations.
• Learn what types of employment issues trigger a comprehensive HR investigation, and best practices for HR when tasked with leading internal investigations.
• How to safeguard the attorney-client privilege during HR investigations, while working with in-house and outside counsel.
• Best practices for litigation avoidance when disciplining, terminating, and laying off employees.

In-person session offerings are on a first-come, first-served basis.

Ben will share his story as an openly transgender man who came out at 15-one of the first to do so in his entire town. Despite being a rapidly-growing group of over 3 million individuals, trans, nonbinary, and gender-nonconforming people are very often left out of DEI efforts and conversations. After reviewing what it means to be transgender and all of the language that comes up in these conversations, we'll discuss issues facing the transgender community in the workforce and the world at large, why it matters to be proactive about your company, and what your organization can do to create a safe, supportive environment for all people. Ben will close out the session with a 100% judgment-free Q&A where attendees can ask any burning questions, talk through new strategies, and address any lingering misconceptions they may have had about the transgender community.

Learning Objectives:

• Leave with a strong understanding of what it means to be transgender.
• Understand the importance of active allyship in all scenarios.
• Feel equipped to be active allies to transgender and LGBTQ+ people in all areas of life.

In-person session offerings are on a first-come, first-served basis.

Every HR professional during their professional career will ask the questions, “Am I truly fulfilled by my career?” and “Am I growing in a way to one day reach my full potential?”

While these are big, personal questions, they’re common and natural for anyone to have at various stages of their careers. Depending on the answer, the next question is how or when to initiate a change, what would that change look like, and what’s the roadmap you will take?

Finally, the question becomes whether or not you have developed the right behaviors that will help lead to making the right choices for your career. Trusting the process, being agile, and having the right mindset all come into play, too. The biggest issue is a matter of choice, though, which is always a personal decision.

This dynamic session will focus on a new career framework recently published by SHRM in a new book titled “Clocking Out,” which highlights four career success principles - agility, mindset, trust, and choice - you can use every day that will directly impact your HR career and any other career path you decide to take. You will also learn how to develop key behaviors that drive your career decisions in a positive direction. 

Learning Objectives:

• Overcome adversity, both personal and professional and how to address change head on.
• Utilize a framework for making solid career decisions that foster learning and growing from those decisions.
• Develop a 'growth mindset' to learn and grow through experience, risk-taking, and application.
• Be agile and how to recognize when to pivot and change course if something in your life and career is not working out.
• Trust the process and recognize you may not know the outcomes of your critical choices and career decisions.
• Identify mentoring relationships that support your career development and growth.

In-person session offerings are on a first-come, first-served basis.

Take a break from the program and get ready for the General Session Pre-show.

Check out what's happening live from New Orleans, LA before our General Session of the day.

Get your book signed in Hall F by the SHRMStore!

Mental health awareness is on the rise, particularly as COVID-19 continues to drive an epidemic of stress and burnout. That’s why it’s more important than ever for companies to prioritize employee well-being and mental health. This presents unique challenges and opportunities for HR, going beyond just providing mental health options to creating a workplace in which all employees truly feel supported by employers. During this enlightening session, Arianna Huffington, Founder & CEO of Thrive, the founder of The Huffington Post, and the author of 15 books, will focus on how we can shift awareness into action when it comes to mental health in the workplace. Named on Time Magazine’s list of the world’s most influential people as well as on the Forbes Most Powerful Women list, Huffington will share her expert take on the state of employee mental health and how you can support your workforce through the current challenges and beyond. You will learn how Microsteps, which are science-backed steps that are too-small-to-fail, lead to lasting change and how recharging requires unplugging, among many other actionable insights.

Take a break from the program and connect with your SHRM22 peers in the Expo. 

Coaching is a powerful development tool that can act as a catalyst for success. Organizations can stretch this impact by making coaching everyone’s business. This starts with individuals viewing all interactions as coaching opportunities. Each conversation has the potential to increase another person’s performance and accelerate their development. In return, this culture shift allows organizations to become more productive, innovative, and agile. During this session, you will gain clarity around developing and nurturing a coaching culture and leave with immediately usable skills and commitments to make it happen.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Bluepoint

Explore the Expo - today is your last chance to engage with event partners. Don't miss this unique partner opportunity to find the services and tools to help you succeed this year and beyond! Visit the Relax and Recharge Center while you're there!

Money should always be in the right place at the right time, and DailyPay is hosting a live Demo about everything on-demand pay. This is a great opportunity for you to hear about the importance of on-demand pay and how DailyPay is building a financial system that starts working the minute work starts!
See how DailyPay is creating a better financial system by rewriting the invisible rules of money.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: DailyPay

Connect with the global HR community in the global lounge!

HR’s mountain of admin work just keeps growing. Monitoring state and federal regulations, more remote employees, and increased employee expectations, just makes that mountain steeper. What’s more, not following regulatory guidance in some of these areas can result in fines. And poor employee experiences can impact retention. Leveraging unique industry benchmarks and insights, we will count down some of the biggest onboarding and employee forms management myths to help you stay on top of your onboarding and enhance your employee experience along the way.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Equifax

This is your last chance to visit the Virtual Expo during open show hours to chat or have a video meeting with a live booth rep. Throughout the conference, click on the different booths for resources to download and watch as well as earn points towards the Leaderboard Game for prizes.

Get your book signed in Hall F by the SHRMStore!

Enjoy this quick breathwork practice, led by Adrienne Johnson, yoga & corrective exercise teacher, that will soothe your nervous system to help you feel more centered and relaxed. Throughout this Brain Bite Break, we explore diaphragmatic breathing, or “belly breathing,” which can increase oxygen and blood supply, improve lung capacity, strengthen deep core muscles, and more!

Brought To You By: Onyx Offsites & Trainings

REPEATED on Wednesday at 8:45am

During this session, participants will receive tools, resources and practical examples of how to be a strategic leader. Strategy isn’t something that is relegated to the board and the C-suite. Every leader must be strategic—and not just within their department. The focus of this session is less about leading strategy for the HR department and more about how HR can drive strategic thinking and add value throughout the business. The idea is that functional leaders don’t need you to wear your HR hat when you are serving them—they need you to wear your operations, sales, marketing and executive hats. Only when HR leaders begin to think strategically, act strategically and execute strategically will they really bring the most value possible to their organizations.

Learning Objectives:

• Determine what your real value is to your organization.
• Find out what you might be doing that makes it difficult to do business with you and what you can do to fix that.
• Be prepared to lead strategic planning and thinking sessions for the departments or groups that you serve.
• Evaluate the readiness of your constituents to make real and lasting changes.
• Apply an organizational health model to your efforts to determine areas of ailing and good health.

In-person session offerings are on a first-come, first-served basis.

REPEATED from Monday at 10:30am.

Have you ever felt socially anxious? Like you struggled to connect with a colleague? Like you didn't know how to approach networking?

Communication can help you feel like you belong, it can increase your sense of perspective and it can open the doors to opportunities you never could've imagined!

In this session, you'll learn from Rob Lawless, a man on a mission to spend 1 hour, 1:1, with 10,000 different people. You'll hear how he's run into his new friends in places far away from where he's met them, what he's learned from meeting the victim of a mass shooting and how he ended up lobster diving with internet personality, Zach King.

Furthermore, you'll practice connecting with each other using the FORD framework (family, occupation, recreation, dreams) in 1:1 breakouts! You'll learn the importance of goal setting in intentional connection, and afterwards will feel confident in unlocking the true potential of connection!

Learning Objectives:

• Identify the 3 levels of value of human connection (sense of belonging, perspective, future opportunities).
• Utilize the FORD framework in getting to know new people.
•  Incorporate goal setting to achieve intentional human connection.

In-person session offerings are on a first-come, first-served basis.

The Center for Diversity & Inclusion, a research institute of Leading NOW, has re-engineered Cultural Dynamics for the Workplace. This groundbreaking research has identified the 5 key factors necessary to deliver successful Diversity, Equity & Inclusion initiatives that produce measurable Business Outcomes.

The research delves into the mindsets of leaders, opportunities for talent & policies that create or impede inclusion AND transforming leaders' inclusive behaviors and decisions PLUS developing the leadership competencies of underrepresented talent. \

This session on Cultural Dynamics is a highly  interactive session. Kelly Lockwood Primus, CEO of Leading NOW, will present this research, delve into each of the five key factors, and provide best practices of why & how to incorporate Cultural Dynamics into your organization.

Learning Objectives:

• What is Cultural Dynamics in the Workplace and why it is critical to DEI success.
• The 5 key factors you need to deliver successful DEI initiatives that produce measurable outcomes.
• How to successfully implement Cultural Dynamics in your organization.

In-person session offerings are on a first-come, first-served basis.

Our new model of hybrid work, where some employees work remotely from home while others are co-located in the office, is challenging us to evolve our organizational cultures to embrace greater collaboration, communication, flexibility and adaptability. HR leaders are championing this change and must steward in a new way of building and maintaining a strong corporate culture when there are fewer opportunities to host in-person events and new hires must learn how to integrate into new teams without traditional activities that inculcate corporate values.

To combat the Great Resignation or Great Migration, a strong workplace culture is critical to attracting the right talent and retaining top performers. This session will focus on the competencies required for a successful hybrid work environment. We will also explore how your organizational culture needs to evolve to embrace this new way of working in order to increase employee engagement, retention and performance. We focus on the characteristics of high performing teams and how to demonstrate those qualities while working in a hybrid environment, including ways to increase trust and collaboration. We provide a model for enhanced diversity and inclusion and you will learn how to focus on equitable outcomes to minimize an "us versus them" culture and instead build a collaborative hybrid work environment. 

Learning Objectives:

• Define the elements of a successful hybrid work environment.
• Discuss best practices in building trust, demonstrating engagement and communicating when working in a hybrid environment.
• Describe how organization cultures need to evolve to adapt to a hybrid environment.
• List the elements of an inclusive hybrid workplace culture.
• Apply tips to increase attraction, retention and engagement within a hybrid work environment.
• Create an individual action plan.

In-person session offerings are on a first-come, first-served basis.

It's not resignations in general, or the challenges in hiring that are causing problems.  Rather it is the departure of high performers that really hurts.  Therefore, this session will offer ideas to slow resignations by taking some counter-intuitive steps, then some fresh hiring ideas. There are a few simple reasons why your employees quit and actions that you can take to reduce the chances of having to re-staff.  Beyond that, there are some new recruiting and screening ideas that can be applied.

Keys to retention - It starts with the boss.  It's often not the money. The main reason employees leave is because they don't feel valued. Disengagement breeds resignation. Next is mental health - the tough topic that isn't discussed enough.  When an employee is stressed - either at work or at home, mental health can suffer and it's hard to focus on anything else. Finally, Listening Skills.  A boss's lack of listening create an environment of mistrust and resentment, but it can make people feel like they're not being taken seriously. What to do first?  The top of the list is simple - listening and mental health.

Sourcing and hiring are next - rewrite your job descriptions, raise your standards and use systems to align applicant values with your organization's mission.  Use new tools to hire near your locations, and sell your culture in new communication channels. To quote Nike, "Just do it". 

Learning Objectives:

• Fresh data on what is driving the "Great Resignation".
• How to balance Hiring and Retention efforts.
• Starting with the Employee/Employer relationship.  The most powerful skill - active listening.
• Putting mental health in the game - more than just lip service.
• Sourcing and selecting the new talent.
• Preboarding and building a culture.
• Maintaining a fair and consistent culture across a Distributed Workforce.
• Measuring success with new metrics.

In-person session offerings are on a first-come, first-served basis.

Everyone knows SHRM for our work supporting and empowering HR members, but did you know we also support the companies and organizations our members work for?

Topics include:  

- Addressing specific business needs (HR, Transformation, Talent Acquisition, Talent Development, Employee Experience, Diversity, Equity, and Inclusion, Global Talent, Employment Law) via SHRM Enterprise Solutions.

- Obtaining cutting-edge decision support data by subscribing to the SHRM Research Institute.

- Acting on your organization's values by aligning with and supporting one of the SHRM Foundation pillars (Building Inclusive Workplaces, Workplace Mental Health & Wellness, Next Generation HR Professionals, Skill Building: Preparing People for Today's and Tomorrow's Workplaces).

- Advocating for Workplace Reforms with SHRM Public Policy. Initiatives include ( Workforce Development, Workplace Equity, Workplace Flexibility & Leave, Workplace Immigration, Workplace Health Care, Workplace Governance).

Learning Objectives:

• Awareness of all offerings provided by the SHRM Ecosystem.
• How to efficiently engage with SHRM for all offerings.
• Cost-effective benefits of SHRM offerings.

In-person session offerings are on a first-come, first-served basis.

During the era of rising workplace equality, employers now more than ever are assessing how they can better serve their employees and in turn provide better service to the communities they serve. A critical component of this moment deals with pay equity. As Josh Bersin says, “if you want to win the war for talent, fair pay may be one of your biggest techniques.”

Trusaic’s Executive Vice President, Matt Gotchy, and Morgan HR’s Managing Partner, Laura Morgan will be diving into how organizations can ascend the pay equity maturity model. Together they will discuss specifically what steps they need to take and in what order along the way to be able to claim that they are a fair pay workplace.

While the sudden shift to a remote-first global workforce has brought new opportunities for both employers and their employees, it's not without its challenges.

Companies have been forced to evolve their operations to include everything from remote work technology and collaboration tools to online-only meetings, and out of the office policies, leaving them scrambling to remain productive in today´s marketplace.

Now more than ever, companies need expert guidance throughout the transition to a remote-first workforce and rely on business leaders who can offer real-world examples that really work in these extraordinary times: Allie Kovalik, Senior Community & Culture Manager at Globalization Partners will share some key tips on how to build and manage a successful remote-first team in 2022 and beyond.

In this session, you’ll learn: 

• How to empower your team with new ways of working.
• The benefits of asynchronous communication. 
• The importance of a company-wide remote-first policy.

Seed Questions:

1. How has your company adapted to remote work, including the introduction to new tech, HR policies, health guidelines?
2. Does your company understand the difference between hybrid and remote-first work models?
3. Does your company encourage asynchronous communications?

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Globalization Partners

In recent years, Office of Federal Contract Compliance Programs (OFCCP) compliance reviews have turned into deep-dive reviews of a federal contractor’s hiring, compensation and other EEO practices. In this session, Beth Ronnenburg, President of Berkshire Associates and longtime compliance expert, will discuss the top lessons for contractors from real-life OFCCP compliance reviews – based on her experiences helping clients navigate audits in 2021 and 2022. This session will explore OFCCP’s views on contemporary affirmative action compliance issues and will provide attendees with practical tips on how to successfully navigate an ever-changing regulatory environment. Attendees will learn how to strategically plan for a successful audit of their EEO practices using examples from recent compliance reviews in a wide range of OFCCP regions.

Learning Objectives:

• A better understanding of how OFCCP is currently reviewing federal contractors during a compliance review.
• Practical strategies for addressing unique compliance issues affecting federal contractors.
• Strategic ways that federal contractors can mitigate risk in an OFCCP compliance review using real-life audit experiences.

In-person session offerings are on a first-come, first-served basis.

Making a Difference™ is an eye-opening and heartfelt presentation about conscious choices that do, and will, impact the lives of people we encounter. You will hear a wealth of new ideas, workable tactics, and useful tools that, when put into practice, will make a considerable impact in your professional and personal life. As HR Professionals, you have the potential to transform the culture of an organization through your strategies, actions, and attitude. While we don't always know what challenges face the people we meet every day, we do have the power to bring them hope. That hope can multiply a thousand times over and spread throughout the organization. Never doubt the power of one person to make a difference.

Learning Objectives:

• How to reconnect with your why (Purpose)
• How to never lose your desire (Passion)
• How to redefine your focus (Pride)

In-person session offerings are on a first-come, first-served basis.

Rapidly evolving technologies for digital, verifiable learning, employment, and competencies records are unlocking new opportunities for understanding and evaluating what people know and can do. Interoperable learning and employment records (LERs) in digital wallets enable people to collect credentials from numerous diverse sources to document their full range of abilities, from degrees and certifications to specific competencies and responsibilities. Open standards such as the Credential Transparency Description Language (CTDL) and W3C Verifiable Credentials provide shared data structures for reliable human- and machine-readable credentials. Learn from leading developers of LERs and wallets how these technologies are streamlining HR processes through instant verifications, empowering skills-based, equitable hiring, and revealing hidden talent.

Learning Objectives:

• Learn how to use HR information systems and business technology to solve problems related to skills-based hiring and talent development.
• Learn how to apply data-driven knowledge and best practices to hiring decisions.
• Learn how to use technology to support effective and efficient approaches to sourcing and recruiting employees.

In-person session offerings are on a first-come, first-served basis.

REPEATED on Wednesday at 7:30am.

According to one recent study, 40% of adults in the U.S. have reported symptoms of anxiety or depressive disorder during the pandemic, up from only 10% pre-pandemic.  At the same time, reports of alcoholism and substance abuse are also increasing.  With more individuals admitting to being under the influence of alcohol or drugs while working remotely, human resources professionals are on the front lines of managing this crisis.   Learn to identify the red flags and develop strategies to guide your businesses through these complex issues through the application of real-world examples.

Learning Objectives:

• Understand the drivers of mental health and substance abuse issues in the workplace.
• Learn how to approach and respond to employees who need assistance.
• Understand obligations and responsibilities when it comes to accommodating employee requests due to mental health, alcoholism or substance abuse.
• Learn and apply top legal strategies for managing this latest crisis while ensuring legal compliance.

In-person session offerings are on a first-come, first-served basis.

Motivated and prepared teams with the right tools can not only survive a crisis, but they can also thrive in a crisis.

Unfortunately, the best teams can quickly fall apart in turbulent times without a crisis leadership strategy. 

Global pandemics, racial and social unrest, economic calamity, and other catastrophic events are just a few potential crises that can devastate an organization. An online poll of more than 2,000 executives and organizations found that a large percentage of respondents did not know what their biggest gap in crisis preparedness would be. Further, half of the respondents were unsure whether their teams would even be prepared to respond to a crisis.

Not having the tools to respond can cost an organization everything. Loss of revenues, market share, brand positioning, plus a loss of talent and employee trust are the first things that can impact your organization in times of crisis.

Anton Gunn has experienced the massive impact of a crisis. More than 20 years ago, the crisis of terrorism that devastated the American economy after 9/11 almost cost him and his family everything. But since that time, he has led a remarkable turnaround to become one of the most influential minority executives in healthcare and a former senior advisor to President Barack Obama.

With more than two decades of successful leadership development experience, helping some of America's top healthcare organizations, Anton has learned that any high-performing team can thrive through tough times by embracing a few key principles modeled by some of the greatest leaders.

Learning Objectives: 

• Identify and understand disruptive environments.
• Develop the right mindset during a crisis.
• Build resilient teams that are prepared for adversity.
• Respond to the impact of the crisis; do not react to the circumstances.
• Become better prepared for the next challenge.

In-person session offerings are on a first-come, first-served basis.

Many companies have made commitments to increase the diversity of their employee populations and build pipelines of diverse talent . How this message is communicated to various audiences and channels, however, can either boost engagement or diminish support. Learn proven communication tips and tools that resonate across stakeholder groups and support inclusive cultures.

Learning Objectives:

• Speak to various stakeholder groups in language that resonates with them.
• Counter employee resistance to your diversity efforts.
• Incorporate culture-building principles when developing DEI strategy.
• Effectively engage executives as DEI ambassadors.
• Build empathy across audiences for underrepresented employee groups.
• Use technology to amplify your DEI message.

In-person session offerings are on a first-come, first-served basis.

Learning Objectives:

• Provide HR practitioners with the legal background of how The Religious Freedom Restoration Act and state laws intersect with newly enacted workplace protections for LGBTQ rights.
• Provide practitioners with guidance on how to deal with employees who object to working with LGBTQ employees or who refuse to participate in anti-discrimination training.
• Provide suggested policy language and enforcement.

In-person session offerings are on a first-come, first-served basis.

Imagine standing, placing your right hand over your heart, looking toward the US flag, and saying "I pledge allyship to the flag." Sounds wrong, because it is.  In certain situations, allyship falls short of what is needed and allegiance is required. In this session, participants will explore what the next level of commitment to DEI looks like.

Learning Objectives:

• Identify why allyship falls short.
• Learn the difference between Allyship and Allegiance.
• Tools to speak up and respond when inequality occurs.
• Techniques to speak up and respond when inequality occurs.
• Understand the individual and collective role of associates in making DEI a part of the DNA.

In-person session offerings are on a first-come, first-served basis.

Are you sick of it yet?  We always hear how managers, leaders, and human resources professionals must be more agile in the workplace.  You see, agility in making decisions can define an organization's success or downfall. But what does it mean to be "agile" anyway? And how do we get there in business and in HR? We all want to take our organization, our people, and our company culture and employee experience to the next level. Let's explore ways to get there, together! In this interactive and research driven session, hear Chas and Julie discuss the 4 key pillars human resources, managers, and employees can build to ensure a foundation of success. You'll leave with an action plan that defines your people strategy.

Learning Objectives:

• Learn the right questions to ask to help your people thrive in the workplace.
• Explore ways to create deeper, meaningful relationships that drive positive organizational culture.
• Leverage the art of quick decision making - and simplify business insights to make faster decisions for your people.

In-person session offerings are on a first-come, first-served basis.

The past two years have upended the world of work. From flexible schedules to enhanced work-life balance, employees are emerging from the pandemic with new demands. In this session, we’ll share new Indeed research that highlights what job seekers are searching for and how they define “better work.” (Spoiler alert: It’s not just about remote work and perks!) 

Hear directly from TA leaders about how they adapted to new workforce expectations and come away with practical tips on how to authentically communicate your culture and attract today’s candidates in search of better, happier work.

Learning Objectives:

• Attendees will walk away with a deep understanding of the importance of workplace happiness.
• Attendees will walk away with real-world examples of how to foster a happier company culture across several industries.
• Attendees will walk away with actionable steps to elevate their company brand and ultimately attract a larger pool of jobseekers.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Indeed

The workforce is global!  Are you ready?  Whether you're working with multicultural employees in your local area or serving employees across the globe, a global mindset is necessary for success!  Today's HR professionals must develop a global mindset to engage effectively with a global workforce.  This fun and thought-provoking session is led by a 25+ year veteran in cross-cultural strategies who will help you unleash a global mindset!  You will receive valuable insights that demystify cultural differences and meet the demands of today's global workforce!

Learning Objectives:

• Gain valuable insights to manage a global workforce.
• Acquire tips & tools to increase effectiveness as an HR professional in a global environment.
• Demystify cross-cultural interactions and succeed in a global organization.

In-person session offerings are on a first-come, first-served basis.

Mistakes, failures, errors, blunders, and mishaps. Are you feeling uncomfortable yet?

No one is perfect, but we all hope for a perfect performance at work. Guess what? It's not going to happen! In this refreshing keynote, Chris Dyer shows how constantly trying to avoid mistakes can be even more detrimental than the occasional slip-up.

 With today's changing business landscape, innovation is everything. But to drive innovation, employees can't be paralyzed by self-doubt or the fear of failure. Chris will show how accepting (and expecting) to fail from wrong decisions or poor outcomes is actually a hallmark of good culture. Audience members will learn how to make more room for creativity and healthy risk taking when it matters most.

 Making mistakes doesn't have to be painful. From minor errors to epic failures, come learn how your face-palm moments can lead to colossal business success.

Learning Objectives:

• Understanding the difference between mistakes and errors, and communicating what's acceptable.
• Managing mistakes with empathy, transparency, and fairness.
• Following mistakes toward improvements.
• Differentiating mistakes from errors.

In-person session offerings are on a first-come, first-served basis.

REPEATED from Monday at 3:30pm

Despite your best efforts, managers still fail to deliver clear feedback to employees for one of three reasons: (1) fear of upsetting employees, (2) fear of pushback, and (3) the lack of confidence to know how to deliver the message. As a result, individual and business performance suffers as employees continue to move along, not knowing that what they are doing is missing the mark. The problem? People can't fix what they don't know...and if managers don't deliver the lifesaving feedback to improve performance, employees may go their entire career without meeting their full potential. Feedback is the lifeblood to help individuals succeed and your business achieve its mission and goals. Managers are the focal point to delivering the authentic message that drives improvement and success.

Learning Objectives:

• Engage in a fun, collaborative, and energy-filled session as you gain tools you can immediately implement. 
• Recognize the need for feedback as a core competency for managers and leaders.
• Learn how to build feedback into a culture of accountability as participants adopt a model of setting clear expectations, delivering feedback, and implementing a cycle of improvement.
• Master a time-proven model to deliver feedback as we teach and practice the approach during the session (attendees will come out knowing how to do it!!).
• Gain the confidence to transfer skills to managers and change the culture.
• Adopt tools to immediately implement that support managers at all levels to improve their ability to deliver feedback, increase accountability, and optimize performance.

In-person session offerings are on a first-come, first-served basis.

Get your book signed in Hall F by the SHRMStore!

This is it: Your opportunity to reshape the future of work and rebuild America’s economy. But to get there, you need research, resources and training. All the things that are needed now more than ever by HR professionals and all the things that are available when you engage with SHRM and local Chapter. 

In-person session offerings are on a first-come, first-served basis.

Are you looking to improve employee experience? Learn how the next generation of ADP Workforce Now, the all-in-one HR Suite, helps you work smarter, adapt to change and make everyday work easier with features that employees love to use.

Employees got a taste of working wherever they want during the pandemic, and many want to keep it that way. However, this flexbility has been challenging for HR teams, especially when it comes to compliance-related tasks.

Ensuring proper employer compliance in today’s business environment requires continual monitoring of where your employees are working, understanding and implementing state-level requirements for new states in which you have employees working, while also applying the right technology tools and automation to enable employees to properly complete all necessary tasks. Not an easy task, even for the best HR organizations.

In this session, Gordon Middleton will explain employer compliance changes with today’s hybrid workforce, in addition to offering best practices for HR and Payroll teams to not only maintain their compliance requirements but also deliver a consistent employee experience for their hybrid workforce. 

Attendees of this session will learn:

• Compliance Considerations for your Hybrid Workforce.  As the geographic footprint of your organization expands to new states, what are the implications for your HR team? From managing tax considerations to observing state-level compliance requirements, we will highlight the priorities for your HR teams.
• Steps to keep you on the right compliance path.  What you can do today to improve the compliance efforts at your organization and avoid costly audits and penalties.
• How to deliver a consistent employee experience.  With employees working remotely, it’s important that they have the proper tools and workflows to guide them to complete all necessary HR and compliance tasks.

Get your book signed in Hall F by the SHRMStore!

Get your book signed in Hall F by the SHRMStore!

American employers are struggling to recruit qualified workers despite high levels of unemployment. When companies need to fill a position, their goal is to hire the best trained and highest qualified candidate. A significant amount of that talent comes from foreign nationals.

The definition of global talent mobility is widening substantially. Now, it is all about putting the person at the center. Sending employees abroad entails more than just moving them from point A to point B. Employees desire a personal and authentic experience, as well as meaning in their life, work, and tasks. The Exchange Visitor (J-1 Visa) program – often overlooked by corporate mobility professionals – provides the tools and structure that help both the visiting professional and the hosting employee achieve their professional and cultural goals. Please join this session brought to you by the SHRM J-1 visa team to hear from a person who’s “been there, done that.” Marion Anderson, an HR executive from the UK and a J-1 visa program alumna, will share with you some takeaways and impressions from her participation in the program.

Brought To You By: SHRM’s J-1 Visa Sponsorship Program

Enjoy lunch with peers, get your steps in for the day and stop by the Expo to discover innovative solutions. 

Exclusive to SHRM-CP and SHRM-SCP certified visiting the Certification Lounge, attend this preview session to become a 21st Century HR Professional with a blend of Strategy and Technology capabilities. SHRM In partnership with Caltech Executive and Professional Education, will deliver the Future Skills Academy for HR in the form of two levels of Specialty Credentials. These future-centric specializations will focus on big data, AI, cybersecurity, design thinking, innovation frameworks and more!  Attend this session in the Certification Lounge Competency Corner to get an exclusive preview of the programs that debut later this year through SHRM Education.

In this session, facilitator Daniel Horgan will take participants on a behind-the-scenes tour of life in the C-Suite and the path to HR leadership roles. Attendees interested in pursuing leadership or managerial roles will gain helpful insights from our panel of CEOs and CHROs on how they can start preparing now for their future executive careers. Topics of discussion will include the various HR pathways, what a typical day looks like for a CEO or CHRO, hot topics in HR, and much more. 

Learning Objectives: 

• Gain a better understanding of the various HR career pathways  
• Determine skills that are necessary for career advancement and reaching the C-Suite 
• Discuss the current priorities and the future state of Human Resources 
• Explore the impact HR has on the business. 

In-person session offerings are on a first-come, first-served basis.

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Arts & Entertainment

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Business & Finance

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Education & Nonprofit

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Government

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Health Care

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Manufacturing & Construction

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Other Specialized Industries

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Professional Services

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Retail & Hospitality

Participate in a discussion based on your industry. In this informal gathering, virtual attendees get to know one another, share their "aha" moments from the conference so far, troubleshoot real-life situations, connect on LinkedIn to further the discussion and more. 

This group's topic will focus on: Technology

As the COVID-19 pandemic wanes, stress and burnout have become increasingly prevalent for employees and leaders alike, and their well-being has become a central focus for companies worldwide. Leading in good times can present challenges but leading effectively through a crisis is where we can differentiate good leaders from great leaders. The insights we've gathered from leaders and contributors during the pandemic will help you build better leaders for the future.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: MHS

Culture is high on every organization's radar right now. In this session, culture management expert and Olympic Gold Medalist Ryan Millar will uncover 3 things every organization can do to unleash the power of its culture. From the importance of creating clarity and alignment to understanding why people do the things they do, Ryan uncovers the secrets every CEO and HR Leader should know about their people. Either you manage your culture or your culture will manage you.

In-person session offerings are on a first-come, first-served basis.

Brought to you by: Culture Partners

Exclusive to SHRM-CP and SHRM-SCP certified visiting the Certification Lounge, attend this preview session to become a 21st Century HR Professional with a blend of Strategy and Technology capabilities. SHRM In partnership with Caltech Executive and Professional Education, will deliver the Future Skills Academy for HR in the form of two levels of Specialty Credentials. These future-centric specializations will focus on big data, AI, cybersecurity, design thinking, innovation frameworks and more!  Attend this session in the Certification Lounge Competency Corner to get an exclusive preview of the programs that debut later this year through SHRM Education.