All Sessions

Visit attendee services to pick up your conference badge or register on-site for SHRM23. Accessibility and housing assistance are also located here. 

The SHRMStore is your premier destination for All Things Work. Shop for HR certifications, credentials, learning, events, business resources, merchandise and more!

*Additional registration fee required.  Day 1 of 2.

Program Overview

Be ready for a highly interactive, activity-based program. Come prepared to apply your California HR knowledge, experience and expertise through challenging case studies, scenarios and a simulation. Expand your thinking to explore how and why you need to apply certain laws and how to navigate the complex environment strategically. You’ll also receive an employment law update on the current year’s new laws in the ever-changing landscape in CA – 2023 has 41 updates!

Pre-Program: Foundations of CA Employment Law 

Explore the fundamental CA employment law information across the five key knowledge areas to be prepared for the in-program case studies, scenarios and simulation.

New to CA HR law?

Be sure to focus on the complimentary Foundation of CA Employment Law course prior to your program. This self-paced online course will position you to thoughtfully participate in the program activities.

Program Objectives:

• Identify the current year CA employment law and legislative updates
• Discuss strategic ways to navigate the complex employment laws of CA
• Apply CA HR concepts to realistic case studies, scenarios and a simulation, pulling in knowledge from the following areas:
  • Wage and hour
  • Privacy, security and safety
  • Mandated benefits and workers’ compensation
  • Protected leaves of absence
  • Employee and employer relations

*Additional registration fee required.  Day 1 of 2.

Program Overview
Managing change is becoming a major focal point for HR professionals as organizations continue to adapt to an ever-changing workplace. In this enlightening seminar, you will use a variety of resources to simulate a change initiative in a realistic work environment. You will interact with other professionals through group discussions, and you will problem-solve using a real-world case study—all while receiving coaching from an experienced change management practitioner in a safe learning atmosphere. You will also receive a change management toolkit to reinforce and support your learning well after your classroom experience ends.

Program Objectives

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

• Use SHRM's six-step change framework to guide your change management efforts
• Draw from a range of models that focus on the people side of change
• Develop change initiatives through a case study and simulation
• Identify tools and techniques for assessing change

*Additional registration fee required.  

Program Overview
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, and 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 employee 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 fee required.  Day 1 of 2.

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

*Additional registration fee required. Day 1 of 2.

Program Overview

Creating a workplace with resilient teams is critical to the success of any organization. Given the unexpected challenges and obstacles that most organizations face, the workforce needs to be resilient by quickly being able to withstand, stabilize, and recover from difficult situations, while balancing the tension between stability and ability. This program can help your teams do just that by providing them with the methods and their practical application through discussions, activities, networking, and a personalized capstone project with expert coaching.

Program Objectives

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

• Define ways to establish a stable foundation that provides a sense of purpose, optimism and focus
• Explore methods to strategically connect your people to encourage information sharing and foster trust to create a high performing team
• Discuss how to inspire action through the environment, experimentation and empowerment
• Analyze your current team for opportunities to increase resiliency across stability, connection and agility

*Additional registration fee required.  

Program Overview 

Workplace Investigations provide the basis for organizational policies, procedures and work rules. This unique, intensive learning program, taught by an industry expert, 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 fee required.  Day 1 of 2.

Program Overview

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

*Additional registration fee required.  

Program Overview

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. 

Features & Benefits

• Led by highly experienced and engaging SHRM-certified instructors
• Classroom environment provides networking opportunities
• Outside-the-classroom assignments help reinforce seminar sessions
• Sample test questions and periodic process checks keep you confident in your breadth of knowledge
• The virtual seminar delivery option allows real-time Q&As and chats between virtual seminar participants, providing a dynamic virtual classroom experience
• All virtual classes are recorded in their entirety for viewing at your convenience. 
• One virtual group coaching session led by a SHRM-certified instructor to help guide exam preparations 

*Additional registration fee required.  Day 1 of 2.

Program Overview

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

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 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.  This session will review the eight critical success factors to succeed in a negotiation: 1) Goals, 2) Trade-offs, 3) Alternatives, 4) Relationships, 5) Expected Outcomes, 6) the Consequences, 7) Balance of Power and 8) Determining Win-Win Solutions either live OR via zoom.

Learning Objectives:

• Overcome the zoom divide to get to the heart of the other side's concerns during negotiations.
• Discuss 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.
• Properly prepare to prevent a lousy outcome for you!

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 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 risks 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:

• Learn the key elements of California Wage and Hour.
• Distinguish between exempt and non‐exempt Employment Classification.
• Become familiar with current and new CA protected categories regarding harassment and discrimination for 2023 and 2024.
• Become familiar with California’s unique Leave Administration and how they interact with FMLA.
• Learn the differences and similarities between Federal ADA and California's disability protections.
• Review Workers Compensation Insurance, Unemployment Insurance and State Disability/Paid Family Leave.
• Discuss employee benefits and regulations related to Vacation, Paid Time Off (PTO), Kin Care and new mandated Paid Sick Days.
• Discuss current recruiting challenges including Ban the Box and Pay Transparency Laws.

Your executive team wants the entire business to be profitable, not just a single unit. They want all employees to understand and better contribute to how the entire company makes money, and employees want to feel that the work they do for their company is worthwhile and makes a difference. The problem is that most people 'in' business, don't 'get' business and they lack strategy, finance, and business acumen.   While we understand our jobs, the big picture seems too complex to grasp, and complexity is an underlying challenge in any business, regardless of size, industry, or stage of development. How do we simplify the complex? When you break down an organization into its most fundamental elements, you'll find the same five drivers that power your business, or any business.   If you want to be seen as a major contributor, someone who understands your overall business, not just HR, this a great session for you.

Learning Objectives:

• Use the 5 Business Drivers® to improve your strategic, financial, and business acumen.
• Understand how your entire company makes money, not just your department or team.
• Learn five principles that CEOs expect their employees to understand.
• Speak the language of your CEO and CFO.
• Learn the keys to improving employee engagement.

We are becoming an increasingly diverse society that needs a high level of performance from all members if we are to manifest our intended level of greatness. Studies have long indicated just the opposite is true. Diverse workforces are more creative and innovative than homogeneous workforces.  This training helps attendees assess their behavior toward those who are different and ensure everyone has the opportunity to contribute to the success of the team. Attendees discover what they actually know about those they consider different.  This 'Manifesting Hidden Greatness' presentation, based on the movie 'Hidden Figures' delivers an experience that allows participants to rethink their ideas concerning diversity and inclusion to create an environment for profitable growth.

Learning Objectives:

• Discover the ways biases keep us from seeing the inherent value in those who are different.
• Learn how we use stereotypes to make ourselves comfortable around those who are different from ourselves.
• Discover the difference between diversity and inclusion.
• Recognize and utilize Unique Performance Position (UPP).
• Discuss current trends and demographics that will make our society even more diverse in the future.
• Understand the effects of prejudice, ridicule, teasing and bullying.
• Learn how to create a 'Ridicule Free Zone' – Recommit to and make any necessary adjustments to create a 'Ridicule Free Zone' for all team members.

The strongest teams are not the ones without conflict; the strongest teams are those that know how to have conflict and thrive because of it. When teams are psychologically safe and adaptive, team members can be their whole authentic selves, they can ask questions, take risks, be able to fail, and disagree. There is a commitment to constant exploring, experimenting, and evolving on an individual level and as a team. Great teams do not happen by chance - they are built by choice.   But what if people aren't able or don't know how to engage in honest conversations that are candid, compassionate, and curious? Then the room fills with avoidance and elephants start to take up space. Now our teams are not only avoiding conflict, but connection as well. To overcome our avoidance of the problem, we need to understand how and why we are feeding the elephant. By taking a Curiosity First Approach, we increase ownership, have kind and candid conversations, and build more powerful partnerships.

Learning Objectives:

• Identify common avoidant behaviors and human factors that drive them.
• Examine when avoidance may be appropriate and necessary.
• Discover different "elephants" that can emerge.
• Explore and apply the Curiosity First Model of Coaching.

Visit attendee services to pick up your conference badge or register on-site for SHRM23. Accessibility and housing assistance are also located here. 

The SHRMStore is your premier destination for All Things Work. Shop for HR certifications, credentials, learning, events, business resources, merchandise and more!

Managing projects can be challenging, especially if they span multiple divisions, time zones and countries. 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 can directly impact the company's bottom line. To do so though requires your Project Management skills and leadership chops to be at peak performance level and constantly at the ready.   This highly interactive session will prepare you to lead by providing in-depth, step-by-step instructions and tools to 1) Plan for Success, 2) Lead and Execute Projects big or small, 3) Deliver Results all while 4) meeting Budget and Schedule Deadlines (oh, and get it all done via ZOOM!).

Learning Objectives:

• Examine the essentials of Project Management.
• Define deliverables in financial terms important to senior leaders.
•  Conduct comprehensive risk probability vs. impact analysis to determine causes for derailment and how to plan for and overcome those challenges.
• Explore 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.
• Identify potential software tools to assist with organizing and tracking projects including Microsoft Project and/or Excel, Mind-Mapping software, SharePoint, Smartsheet.

63 million is the number of Hispanics in the US. The Latinx workforce makes up close to 20% of American workers, and 8 years from now Hispanics will no longer be a minority. Still untapped, still underrepresented, still a source of remarkable opportunity. This energetic presentation will focus on highlighting the unique characteristics of the Hispanic culture and the meaning they have in the workplace. We will explore the fundamental differences of this culture and provide some tips on how to make Hispanic employees feel engaged and valued. The speaker will involve the audience in dynamic exercises such as the Myth or Truth trivia game, where we will debunk myths about the Hispanic culture. We will also answer questions like: What does it mean to be a Hispanic in the United States? What are the biggest challenges they face? And what can you do to make them a key component of your HR strategy? This session will portray the latest facts, metrics, and proven strategies.

Learning Objectives:

• Learn the A, B and C to successfully recruit, develop and retain Hispanics to include Generation Z.
• Discover the latest demographic research on this growing market.
• Understand the unique characteristics of Hispanics and how they differ from other cultures.
• Debunk myths and acquire facts about the Hispanic community.
• Understand what works and what doesn't with Hispanics-Awareness, engagement and connection.

2023 ushers in volumes of sweeping changes, from continuing to manage through the Covid crisis to large-scale employee turnover, silent quitting, and returning employees to the office. How HR leads its operational management teams through extended periods of upheaval directly ties to organizational effectiveness, culture change, and the bottom line. Join former CHRO of Nickelodeon, Paul Falcone, as he helps to identify new ways of mastering the ongoing aftershocks to our teams and organizations.

Learning Objectives:

• Explore Individual Crises, including addressing "silent quitting" syndrome, termination and layoff communications, and dealing effectively with employee burnout.
• Examine Departmental & Team Crises, including mediating employee disputes, putting a final end to bullying and passive-aggressive behaviors, and making it safe for your teams to share their concerns in a "psychologically safe" way.
• Review Company Crises, including demands for hybrid work and returning reluctant employees to the office, threats to unionize, and being prepared for further global crises and natural disasters

By no means a "gloom and doom" approach to the many changes before us, Paul places a healthy and constructive spin on reinventing your role in light of your organization's and team's changing needs and provides timely tools and guidance to help you every step of the way.

No one likes talking about mental health. It's stigmatized, it's scary, and it's anything but comfortable! It's also very often misunderstood. And, it's here to stay.   As we navigate life post Covid, effectively addressing mental health is more important than ever. This session will explore the concepts of Brave Conversations, Brave Boundaries, and how to advocate for yourself and others. You will leave with actionable strategies to create safer, more supportive workplaces for everyone to thrive.

Learning Objectives:

• Understand the dangers of perfectionism, people pleasing, and approval seeking.
• Learn the signs of everyday stress versus panic and anxiety, and how to prevent burnout.
• Explore how other mental health diagnosis' present themselves, so as to recognize signs in co-workers.
• Gain strategies and confidence to engage in brave conversations, and advocate for what you need.
• Leave a little more comfortable, being uncomfortable addressing mental health.

Attendees will get a contextual overview and summary of core HR, leave and benefits requirements that all HR professionals should know.  The presenters will give the attendees a structure to bring some order and understanding to the seemingly arbitrary rules associated with HR and Benefits Compliance.   Just knowing the internal structure and logic of individual rules and regulations help to broaden and clarify the rules when applying them to specific instances.

Learning Objectives:

• Learn the overall structure, organization and methodology (versus just a recitation of specific rules) of ERISA, IRC and other laws and regulations that govern employee benefits.
• Learn the overall structure, organization and methodology of the core HR rules and requirements.
• Learn the basics of the various paid leave requirements in the various states and other jurisdictions and how they interact with the federal rules.
• Learn how the various rules and regulations interact in various situations to understand the overall structure and be able to apply the rules in specific situations.

With COVID-19's upheaval of the workplace and our lives, many employees have reexamined their work/live balance, priorities, expectations and career path. Some have taken advantage of the hot job market and moved on to better positions. Others have decided to stay put but their approach to work may have changed. Some have chosen to downshift and with that only perform the basic duties of their jobs. This phenomenon, first announced on Tik Tok, is referred to as 'Quiet Quitting' and it takes on many forms but the most common is an employee no longer going above and beyond in the job. This level of performance is acceptable to some employers. But other employers have responded with efforts to improve employee engagement. Still other employers have responded with demotion, discipline and termination. This session will review the legal issues presented with a variety of employer responses.

Learning Objectives:

• Learn how to detect quiet quitting.
• Hear about various ways in which employers have responded.
• Discuss the legal issues raised with these responses.
• Review best practices.

Given the tumultuousness of the environment that executives operate within - including escalating change, pressure, uncertainty, and complexity - and statistics that indicate our struggle to develop effective executives, transformational improvement in how we develop executives is needed now more than ever. In this session, Ryan Gottfredson and Amy P. Kelly, SHRM-SCP, will discuss how human resource leaders can change or improve their practices to help their executives operate at a higher level. Specifically, Ryan and Amy will: 1. Explain how executives are commonly operating at a leadership deficit. Stated differently, we will illuminate the challenges executives are facing and how they are commonly operating at a level below the magnitude of these challenges. 2. Identify the common consequences of operating at a leadership deficit.  3. Introduce vertical development as the approach human resource leaders must take to develop executives, so they can operate at a higher level.

Learning Objectives:

• Analyze the degree to which your organization's executives are operating at a leadership deficit and identify the consequences.
• Employ a transformational form of executive development, called vertical development, to elevate your executives' ability to navigate change, pressure, uncertainty, and complexity.
• Elevate your organization by elevating the effectiveness of your organization's executives.
• Expand your executive team's capacity to drive the organization through vertical development.

Succession planning in organizations is being disrupted by advanced technologies. The psychology toolkit is rapidly changing with advances in executive assessment and platforms for organizing, managing, and determining the health of succession plans. Explore the future of tech-enabled succession planning and general best practices for today and the future with interactive exercises, including a discussion about the primary factors (e.g., assessments, technology, CEO and board buy-in) differentiating a good from great succession planning process.

Learning Objectives:

• Discuss trends in succession planning over the last couple of years.
• Learn how technology is disrupting the succession space, and what that means for the future.
• Review the future of executive assessment and talent segmentation.
• Learn best practices and case studies from other HR professionals.

*Additional registration fee required.  Day 2 of 2.

Program Overview

Be ready for a highly interactive, activity-based program. Come prepared to apply your California HR knowledge, experience and expertise through challenging case studies, scenarios and a simulation. Expand your thinking to explore how and why you need to apply certain laws and how to navigate the complex environment strategically. You’ll also receive an employment law update on the current year’s new laws in the ever-changing landscape in CA – 2023 has 41 updates!

Pre-Program: Foundations of CA Employment Law 

Explore the fundamental CA employment law information across the five key knowledge areas to be prepared for the in-program case studies, scenarios and simulation.

New to CA HR law?

Be sure to focus on the complimentary Foundation of CA Employment Law course prior to your program. This self-paced online course will position you to thoughtfully participate in the program activities.

Program Objectives:

• Identify the current year CA employment law and legislative updates
• Discuss strategic ways to navigate the complex employment laws of CA
• Apply CA HR concepts to realistic case studies, scenarios and a simulation, pulling in knowledge from the following areas:
  • Wage and hour
  • Privacy, security and safety
  • Mandated benefits and workers’ compensation
  • Protected leaves of absence
  • Employee and employer relations

*Additional registration fee required.  Day 2 of 2.

Program Overview
Managing change is becoming a major focal point for HR professionals as organizations continue to adapt to an ever-changing workplace. In this enlightening seminar, you will use a variety of resources to simulate a change initiative in a realistic work environment. You will interact with other professionals through group discussions, and you will problem-solve using a real-world case study—all while receiving coaching from an experienced change management practitioner in a safe learning atmosphere. You will also receive a change management toolkit to reinforce and support your learning well after your classroom experience ends.

Program Objectives

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

• Use SHRM's six-step change framework to guide your change management efforts
• Draw from a range of models that focus on the people side of change
• Develop change initiatives through a case study and simulation
• Identify tools and techniques for assessing change

*Additional registration fee required.  Day 2 of 2.

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

*Additional registration fee required. Day 2 of 2.

Program Overview

Creating a workplace with resilient teams is critical to the success of any organization. Given the unexpected challenges and obstacles that most organizations face, the workforce needs to be resilient by quickly being able to withstand, stabilize, and recover from difficult situations, while balancing the tension between stability and ability. This program can help your teams do just that by providing them with the methods and their practical application through discussions, activities, networking, and a personalized capstone project with expert coaching.

Program Objectives

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

• Define ways to establish a stable foundation that provides a sense of purpose, optimism and focus
• Explore methods to strategically connect your people to encourage information sharing and foster trust to create a high performing team
• Discuss how to inspire action through the environment, experimentation and empowerment
• Analyze your current team for opportunities to increase resiliency across stability, connection and agility

*Additional registration fee required.  Day 2 of 2.

Program Overview

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

*Additional registration fee required.  

Program Overview

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. 

Features & Benefits

• Led by highly experienced and engaging SHRM-certified instructors
• Classroom environment provides networking opportunities
• Outside-the-classroom assignments help reinforce seminar sessions
• Sample test questions and periodic process checks keep you confident in your breadth of knowledge
• The virtual seminar delivery option allows real-time Q&As and chats between virtual seminar participants, providing a dynamic virtual classroom experience
• All virtual classes are recorded in their entirety for viewing at your convenience. 
• One virtual group coaching session led by a SHRM-certified instructor to help guide exam preparations 

*Additional registration fee required.  Day 2 of 2.

Program Overview

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

First-time conference attendees and conference veterans are all welcome during this opportunity to hear how to maximize the SHRM23 experience in Las Vegas.  

In this live video session, make connections with other executives before the conference begins and get all your questions answered about how to maximize your virtual experience. Join SHRM staff to guide you through your virtual journey in this entertaining and interactive event.

This session is LIVE VIRTUAL ONLY and unavailable on demand.

In this live video session, make connections with other mid-level career professionals before the conference begins and get all your questions answered about how to maximize your virtual experience. Join SHRM staff to guide you through your virtual journey in this entertaining and interactive event.

This session is LIVE VIRTUAL ONLY and unavailable on demand.

In this live video session, make connections with other students to emerging professionals before the conference begins and get all your questions answered about how to maximize your virtual experience. Join SHRM staff to guide you through your virtual journey in this entertaining and interactive event.

This session is LIVE VIRTUAL ONLY and unavailable on demand.

Time to network and head to your next session.  

Take a break in the program with your SHRM23 peers for an interactive networking experience.

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 organization. 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. They NEED you to be STRATEGIC. 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.

Do employees bring passion, commitment, and skills to work every day? Do your leaders inspire teams to collaborate better and perform higher? Alarmingly, only 12 percent of executives believe their organizations are driving the right culture, which leads to decreased productivity, creativity, profitability, value and growth. Discover how to create a cutting-edge culture-where people feel empowered to do their best work, trust and respect their leaders, and willingly collaborate and perform in highly effective ways. Attract the best talent and select the right individuals to inspire and lead productive teams. Alter workplace behaviors and performance-where negative conflict is controlled, accountability grows, and results are achieved. Make culture the differentiating reason your organization successfully captures both market share and mind share so skillfully.

Learning Objectives:

• Attract the best talent using attributes they target, select the right individuals to inspire and lead teams, and invest in growth experiences that enhance ability in unparalleled ways.
• Foster engagement and productivity by preventing and controlling negative conflict while cultivating accountability by removing excuses, committing to aligned goals, and achieving results.
• Appreciate and celebrate behaviors you desire and positively influence attitudes and collaboration-transforming your culture into one with higher morale, decreased stress, lower turnover, enhanced communication, deeper commitment and a stronger bottom line.

Multiple studies tell us employees are quitting during "the great resignation" for both historic and pandemic-driven reasons, yet most companies' knee-jerk reaction has been to raise pay. And many managers say companies should raise pay even more, putting HR pros in a daily defensive bind. Solutions will be presented that have consistently cut turnover across all industries by 20% and more that focus on leaders building one-on-one stay plans with each individual employee.

Learning Objectives:

• Learn the primary reasons employees are quitting jobs and pay is not near the top.
• Train your managers to develop one-on-one stay plans for each employee by using Stay Interviews.
• Influence executives to support Stay Interviews by converting turnover to dollars and establishing retention goals.

Every HR manager knows that each new situation or conflict brings with it the difficult task of determining the truth or what really happened. Most professionals have developed experience and a feel for how to get closer to the truth, but there are techniques that you can use to reach the truth faster and with fewer hurt feelings. Drawing from anthropology and the study of foreign cultures, we'll provide you with questions you can use that will encourage a deeper understanding of the people and the situation. Pulling from the psychology of motivation, we'll identify approaches and tools that you can use to encourage people to change behaviors – even stubborn behaviors. You'll learn how to see the structure of the conversation as it's evolving as well as the context of the conversation so you can see logical incongruencies and when the inquiry is going in circles. Move from okay to awesome at managing the difficult task of inquiries in your organization.

Learning Objectives:

• Apply proven questions to get accurate and complete answers.
• Identify barriers to communication.
• Develop trust, safety, and rapport to create the conditions for honest answers.

This conversation will take participants on a journey from wherever they may be starting to champions of inclusion. We'll start with updated key language and vocabulary that are used in conversations with and about transgender and nonbinary people, and I'll share my personal story of coming out at 15.   We will ground our discussion in current research around transgender people in the workplace, such as the statistic that 20% of Gen-Z are LGBTQ+, to help participants understand the urgency of this discussion in all workplace settings.   We'll then move to talk through specifics around building safe and supportive environments past the level of just sharing pronouns. Building inclusive workplaces means combining structural change and cultural change, and we will talk through many practical examples of this, as well as how best to respond to backlash around these practices.   To close, Ben will open up to a 100% judgment-free Q&A for any lingering questions.

Learning Objectives:

• Leave the session with a strong knowledge of inclusive language and terminology for conversations about the transgender and gender non-conforming community.
• Understand the reasons for urgency in these conversations, and the reality that just because you can't see any transgender people at your organization does not mean they are not there, just that they are not comfortable enough to come out.
• Leave with clear ideas for inclusive best practices to implement in their workplaces and will be equipped with the tools to respond to questions and backlash around these policies.

Head to the SHRM23 Main Stage to grab your seat and enjoy the General Session Preshow. Doors will open around 2:30 p.m. 

Qualtrics leadership will walk attendees through why tomorrow’s leaders must understand and commit to the essential values of their people. Building a destination workplace starts with knowing what drives the decision-making processes for candidates and employees. Around the world, employees are restructuring their relationships with work — from scrutinizing pay and benefits and reclaiming work-life boundaries to seeking out organizations actively demonstrating their values. 

For a long time, leaders have focused on a range of factors to optimize engagement and intent to stay, building on a solid foundation of organizational practices established in the past. But in the wake of the disruption of the past few years, some of these changes have become expectations and new norms, resulting in a drastic shift in how many perceive and carry out their work. In this session, attendees will learn how to lead forward, from managing people to managing opportunity.

Learn why workplaces prioritizing the employee experience by listening and acting on experience data yield nearly two and half times greater retention. However, data alone is not enough. With talent and career opportunities more mobile than ever, Role Fit, Flexibility, and Workload are the most important factors driving attraction AND retention for high-performing employees.

Celebrate the opening of the Expo during this reception with drinks and light appetizers. Connect – or reconnect! - with fellow SHRM23 attendees and Expo partners. 

Brought To You By: Felix and Fingers Dualing Pianos

Felix and Fingers Dueling Pianos is a high energy, all request sing along show for all ages.  This interactive act brings together music and comedy for a night you'll be laughing about for weeks!  From John Lennon to Janet Jackson, Beach Boys to Beastie Boys, Felix and Fingers will play anything.  Come ready with the entire family or office (including furry friends!) with your favorite requests and prepare to laugh, sing, and dance with this one of a kind dueling pianos show.  

This session is live virtual only and unavailable on demand. 

Visit attendee services to pick up your conference badge or register on-site for SHRM23. Accessibility and housing assistance are also located here. 

The SHRMStore is your premier destination for All Things Work. Shop for HR certifications, credentials, learning, events, business resources, merchandise and more!

For centuries marginalized people have been crying out for justice, freedom, and an opportunity to be heard. Those who do not feel heard have turned up the volume most recently experienced after the murder of George Floyd.

My report honors marginalized people, including people of color, the LGBTQ community, non-native-born Americans, women, the elderly, and everyone who wants to be seen and accepted for who they are.

Discrimination and dysfunction in the workplace stem from a lack of diversity, inclusion, and equity (DEI). Unconscious Bias is one of the biggest influences on this set of problems. Improving the choices we make will improve DEI and business outcomes.

I want to share with the public what people see as the impact of unconscious bias in their workplace and what they are doing to mitigate it to make our work world a better place.

Questions Addressed:

• How aware are professionals that bias exists?
• What are areas of work most impacted by biases?
• What are their plans to mitigate it?
• What are their success stories in reducing the impact bias has in their workplace?

Being more aware and removing obstacles to awareness are critical levers in mitigating bias in the workplace. There is an attainable response that can generate the desired solution.

Creating a cohesive Global Total Reward Strategy for your organization is a tough challenge! You need a unified approach worldwide, but your programs must also be adjusted at the regional and local levels. You know the old adage: Think Globally and Act Locally. Of course, there are a number of similarities in total rewards across country boundaries. However, there are also marked differences in various regions of the world, primarily due to nuances in cultural orientation, management style, and the interplay between the government and the private sector. In his informative presentation, John Rubino outlines the 'hottest' global total reward trends and actual practices. Participants will come away with a real-world 'global schematic' of total reward program perspectives, methodologies and approaches that are practiced in top-notch organizations in various regions around the world. This is all for the purpose of attracting, motivating and engaging the best and brightest global employees!

Learning Objectives:

• Learn specific total reward strategies practiced in various regions of the world, through the use of real-life examples and pragmatic case studies.
• Hear the latest research data regarding global total reward trends, segmented by world regions.
• Discuss a 'global schematic' of total reward perspectives, methodologies and approaches that are, and should be, practiced in the majority of premier organizations around the world.
• Adapt and implement these strategies and techniques within your own organization.

Long COVID is the condition that describes the long term health effects of a COVID-19 infection. By now many employees have been infected with the COVID-19 virus, perhaps more than on variant, and while they may have recovered and returned to work some still suffer from lasting health challenges as a result of that infection. Those conditions may qualify as disabilities under the Americans with Disabilities Act, as amended, as well as various state laws. Employers may therefore need to engage those employees in an interactive process focused on their ability to perform the essential functions of their jobs with or without reasonable accommodations. This session will review the potential health issues from Long COVID and the accommodation process that may need to be activated.

Learning Objectives:

• Better understand how COVID-19 infections impact employees.
• Review current reports on Long COVID cases and the impact on the workplace.
• Review the accommodation process and pitfalls to avoid.
• Discuss possible accommodations.
• Receive guidance on how to handle health inquiries and document accommodation process.

The Great Reshuffling has provided the next generation of workers more career opportunities than ever before. Increased options for the workforce creates challenges for organizations in recruiting and retaining top talent. This session will review insights from more than 24,000 young workers in 62 countries on why they do (or do not) pursue leadership positions. These insights give rise to 3 concrete strategies for recruiting, supporting, and retaining the next generation of leaders.

Learning Objectives:

• Understand Millennial and Gen Z's current engagement and empowerment as leader.
• Hear insights into the most noteworthy supports and barriers to young people deciding to pursue leadership roles,
• Explore global trends and regional differences in leadership experiences.
• Articulate three key levers for supporting young employees' engagement in formal and informal leadership.
• Reflect on how these insights inform your recruitment and retainment practices.

While leave policy seems to be changing daily, the best practices for how to support and implement leave are not. This workshop teaches HR professionals how to drive change and ensure the parental leave transition is a developmental experience for managers and employees – while retaining talent and building an inclusive environment for all working parents. Learn a proven 10-step method that embeds infinite individual flexibility through a standardized and easy-to-follow leave training process.

Learning Objectives:

• Articulate why parental leave is a crucial opportunity to create an inclusive workplace culture while developing employee and manager talent.
• Leverage tools, practices, and resources that can help guide management and HR's support for career development, service navigation, and physical and mental wellbeing during this complex critical timeframe.
• Understand why being skilled and knowledgeable in supporting the full parental leave transition is becoming a required skill set for HR professionals, managers, and leadership.
• Understand the critical touchpoints and the manager/new parent aligned behaviors required at each phase of leave: 1. Preparing for Leave; 2. During Leave; 3. Returning from Leave.
• Understand how HR training and support can be the backbone of creating a thriving family-supportive work environment.

Get ready for an inspirational, funny, and highly practical session to help you transform your leadership. Managers around the world are feeling the pressure of having too many plates to spin. Nine Minutes on Monday is a simple, easy-to-follow framework guaranteed to increase engagement and motivation among your staff. Thousands of managers are seeing the results of using this simple blueprint. By following the Nine Minutes on Monday process, you will see an increase in employee engagement, a greater loyalty in your staff, and higher morale among your team.

Learning Objectives:

• Learn a simple framework to keep leadership priorities in front of you.
• Hear the nine employee needs which lead to higher employee engagement and productivity.
• Create more purposeful workplaces.
• Review the three essential ingredients employees need to make their jobs more motivational.
• Increase motivation when some workers are remote.

The U.S. Office of Personnel Management (OPM) provides human capital guidance, policy and support to the largest workforce in the world. OPM recognizes that it must continue to lead, innovate, and anticipate the future for this workforce. This session details OPM's strategy to support mission delivery to the American people and how the agency will work to mitigate future challenges and leverage opportunities to ensure OPM remains on the cutting edge of Future of Work policy and guidance.

Learning Objectives:

• Identify key lessons learnt from Government Agencies during the COVID-19 pandemic.
• Articulate strategies and approaches to mitigate business risks posed by critical environmental events.
• Understand how workforce data can support organizational learning in the areas of workforce resilience and adaptability in the future.

Cyber crime is costly and its effects can permeate throughout an organization for years following an attempted or successful cyber attack. Employee benefits plans are particularly at risk for certain types of cyber crime activities, due to their large transactional volumes and the relative value of their portfolio of assets, both in the retirement and health and welfare contexts. While almost no defensive strategy will create a perfectly impermeable employer, there are proactive steps that can be taken by an employer to mitigate the opportunity for, and the effects of, cyber crime. The Health Insurance Portability & Accountability Act ('HIPAA'), along with other privacy-related laws and regulations, offer a roadmap to building an employer's cyber defensive strategy. In this program, participants will learn methodologies used to analyze and respond to an attempted or successful cyber attack according to HIPAA best practices.

Learning Objectives:

• Understand the four primary rules espoused under the law of HIPAA that coalesce to create an employer's cyber crime defensive strategies;
• Understand the prevalence and opportunity for cyber crime directed at private organizations, particularly respecting human resources operations and employee benefit plan administration activities;
• Understand and apply the principles of HIPAA respecting risk evaluation and risk mitigation opportunities, both as responsive and proactive tactics to mitigate cyber crime activities;
• Understand and prepare required participant, federal secretary, media, and workforce notices of breach arising upon instances of breaches of protected health information compromised as the consequence of a successful cyber crime attack or campaign of attack; and,
• Develop and implement an organizational contingency plans to respond to, and to proactively mitigate, the effects of cyber crime activities.

The workplace has evolved from a place with rigid codes of conduct and button-down policies to what sometimes seems like a boxing ring free-for-all. And disciplining employees who then claim protected political speech can quickly get ugly. Learn which states have laws that protect political affiliation and other categories that may clash with an employer's workplace respectfulness policies and expected conduct, and what an employer can do regarding disciplinary action.

Learning Objectives:

• Gain an understanding of which states protect political affiliation or certain categories of speech.
• Understand when discipline is appropriate and the right of an employer to maintain a respectful workplace.
• Get practical tips on how to enforce codes of conduct or handbook policies regarding disruption of the workplace.

Recent research findings on the U.S. workplace from the SHRM Research Institute will be presented, and a special focus will be placed on findings that relate to hiring in the post-COVID world. These findings come from multiple large-scale surveys of HR professionals and other workers in the U.S. In particular, relevant findings will be highlighted that have implications for effective HR performance, along with specific recommendations for HR professionals.

Learning Objectives:

• Understand new research findings about effective HR departments.
• Help HR professionals understand future employment patterns in the US.
• Find new recommendations for hiring in the post-COVID world.

This session encourages diversity and leadership skills, builds confidence, self esteem and integrity.Teamwork makes the dream work when working together.Do you have unresponsive or difficult team members? Simply changing your approach will affect your success with other team members. Your leadership and coaching style has the power to enhance relationships. Motivate ,encourage , build trust and include open lines of communication when you want to improve credibility with others. Discover ways to connect with others and learn tips for capitalizing on the talents of a diverse work team.  Recognize and respect those whose skills are strong enough to take you where you want to go.  Even to the top, you will gain insight and a clear perspective on your team's effectiveness.

Learning Objectives:

• Diversity is very important  for 'Organizational Effectiveness'.
• Discuss and demonstrate shared leadership, task completion and project management.
• Interact and promote a positive workplace, employee recognition, rewards and positive reinforcement for 'Work Relations'.

In this session we will cover the analogy of the Hiring Tree & discuss how the roots, trunk and branches of your hiring process will provide more applicants in any job market. The biggest challenge employers face is lower flow in the last 2 years, in part because they are doing what they have always done. They use job descriptions as their job ads, without realizing that this not only hurts them on the search-ability factor on job boards, but also scares away applicants during the process, which even leads to more ghosting issues than ever before. When you understand the core principles that govern job boards today & how to effectively write a job ad AND put it in the right order, you can increase applicant flow without throwing more money at the problem. The application process also plays a role in attracting or scaring applicants away (the trunk) and you will understand what is working and what NOT to do! If you are involved in any part of the hiring process, this session if for you!

Learning Objectives:

• Understand Key Differences between Job Boards, Search Engines, Aggregators, and Social Media plus how algorithm changes and AI technology have impacted hiring strategies. You will be armed with ideas on how to strategically approach these channels when marketing roles for your organization in a more effective way.
• Develop, implement and manage an effective employee referral program in a strategic way and understand how social media plays a part in this process. Understand how this strategy targets passive applicants, including new data that shows what is working and why.
• Build out a sound understanding of the core elements of a job ad to gain more visibility and attract more qualified job seekers to your roles for active job seekers. We will be discussing strategic elements of a job ad that need to exist to give applicants a higher chance of finding your jobs.
• Is ghosting a problem for your organization?  Also learn how to mitigate the ghosting issue by maintaining the right momentum in your hiring process.

Today's employees are hungering for purpose and meaningful work at numbers never seen before.  Neuroscience shows us that people are biologically wired for purpose and a sense of purpose at work brings a range of powerful benefits to the person and the organization. Gain new strategies for weaving purpose into a wide range of talent programs. You'll build more engaged/fulfilled employees, more effective leaders, and a positive culture that attracts and retains top talent.

Learning Objectives:

• Explore the growing trend of employees wanting more purpose and meaningful work.
• Learn the brain science of purpose and why it fuels human motivation around the world.
• Discover the amazing physical, psychological, and organizational benefits of purpose-driven employees.
• Learn how purpose enhances employee engagement, productivity, leadership, innovation, and retention.
• Grain new strategies to intentionally leverage the power of purpose to increase your organization's success.

Organizations of all sizes are in a period of turmoil and transition, making effective change management more important than ever. With all the conflicting advice and change models out there, it can sometimes be hard to determine what's important and what isn't. This session makes the complicated simple by giving you the six keys you need to open the doors to change. The Six Keys to Confident Change Management draws from decades of experience across numerous disciplines, from psychology and neurology to systems thinking and beyond. Whether you're doing a process improvement or reimagining your entire organization through digital transformation, you'll learn the keys you need to be confident and successful with any change you're trying to accomplish.

Learning Objectives:

• Identify the six key factors that lead to change success.
• Recognize threats to change success.
• Assess change readiness.

What's the #1 factor for team success in the workplace? You'll find out the answer to that question and much more in this engaging session! Attendees will dive in to the top 10 best practices for advancing workplace equity and inclusion - everything from how to be a better ally to inclusive language tips and simple ways to shift away from micro-aggressive workplace behaviors to micro acts of inclusion in your organization. These best practices will help any organization build a proactive and positive workplace culture and maximize employee belonging.  We will discuss specific workplace examples from all sectors of industry and everyone will walk away with a copy of the ADR Vantage Inclusion Assessment Scale© and a Top 10 Best Practices infographic to help bring the learning back to your own workplace. This session is always an audience favorite that has attendees raving about how they left with ideas and specific how-tos that they were able to implement right away!

Learning Objectives:

• Learn new and proven best practices for advancing equity, inclusion, and belonging in the workplace that anyone can implement.
• Discuss specific examples of ways to decrease negative comments and behaviors of bias and exclusion and increase behaviors that promote a positive and inclusive workplace.
• Learn to use a unique Inclusion Risk Assessment tool to evaluate what will work in your particular organization and how to promote individual and organizational diversity, equity, and inclusion (DEI) growth.
• Learn how to use and encourage others to use simple and highly effective techniques that increase employee belonging and greater organizational effectiveness.

Dima Ghawi's story of personal transformation encourages audiences to confront and conquer their self-imposed limitations.  As Dima recounts her own struggles and triumphs, her vulnerability and insight ignites the attendees' own journeys of hope and self-discovery.  Dima dares individuals to examine their internal limitations, such as the pursuit of perfection, the fear of failure, or the worry of being judged. She then equips audience members with the tools and courage it takes to shatter those limitations and emerge as empowered individuals and leaders.

Learning Objectives:

• Discover the importance of selfawareness and how effective personal leadership starts from within.
• Hear how conscious professionals lead to better teamwork, enhanced communication, and an improvement in the overall organizational culture.
• Learn how internal limitations inhibit individuals from performing at their best and prevent them from advancing professionally.

Over the past year, the DOL has been grappling with changes to who may be treated as independent contractors, who may be exempt from being paid overtime, how tipped employees may take the tip credit, and other initiatives that are critical for employers to understand and respond to. This program will not only address these issues, but also identify some of the errors all too commonly made with respect to overtime compliance, despite the best of intentions. Knowing more on both of these fronts and understanding what needs to be audited will allow employers to better conform to the complex rules regarding overtime, and thereby avoid avoidable and substantial liability resulting from noncompliance.

Learning Objectives:

• Understanding the new FLSA regulations and the latest with respect to DOL enforcement initiatives under the FLSA.
• Understanding common mistakes employers too often make with respect to FLSA compliance.
• Learning steps employers can take to avoid, or at least minimize their exposure to, common overtime pay violations, through changes in practices and audits.

Many leaders have realized that inclusion, diversity, equity and accessibility (IDEA) must be strategic priorities to ensure their organization's success, but they don't have a clear understanding of how to measure IDEA. The key to sustaining an IDEA journey is the ability to measure to understand if your efforts are addressing the challenges your organization is facing and if the work is adding value to your top and bottom line.  This session is an entertaining and informative look at the 'what' and 'how' of IDEA measurement. Michael Bach shares key concepts on how to measure diversity, how to measure inclusion, and how to understand the ROI of your IDEA efforts.

Learning Objectives:

• How to measure demographics in a way that is effective and produces high participation levels.
• How to measure inclusion in a way that helps to identify where there are problems that need attention.
• How to successfully measure the ROI of diversity and inclusion to understand the impact of dollars invested in D&I.

What has happened to the women who where employed in February 2020 but are not employed now? With 10 million job openings and unemployment at historic lows, critical questions become: Why would women specifically exit the workforce? What are they doing instead? And most importantly, how can we attract and retain them? This presentation shares the results of 18 focus groups conducted in March of 2022, including audio clips of their responses for increased understanding.

Learning Objectives:

• Learn five specific reasons why women are making the choices they are making.
• Learn three things women said they need from their employers---and it's not more pay.
• Learn one thing every manager can do to increase job retention by 20% or more.

Connect with your peers and head to the main stage for the General Session Preshow. Doors will open around 8:00 a.m. 

Happening on the SHRM23 main stage, general sessions feature renowned speakers covering hot topics to help us drive change in the world of work. 

Enjoy coffee and connect with your SHRM23 peers in the Expo. 

Find the right business solutions with our diverse line-up of exhibitors and sponsors and continue to connect with your peers all in the Expo. 

Take a break in the program with your SHRM23 peers in this interactive activity.

California has turned up the heat on employers for 2023-2024 with challenging new developments and laws. This session will review the new litigation and agency trends which employers should be updating their policies for and developing actions items. The program will provide practical solutions for the new laws and cases impacting employers in California. The program will also review the compliance areas which most commonly lead to class actions and/or PAGA liability for California employers.

Learning Objectives:

• Learn practical solutions for responding to the new litigation and agency trends which employers should be updating their policies for in California.
• Provide an action plan for how an organization can deal with the new laws and cases impacting employers.
• Learn how to audit your organization for key compliance areas which most commonly lead to class actions and/or PAGA liability.

Organizations today focus their competitive advantage by building strategic business plans centred on innovation, customer care, artificial intelligence, and technology implementation.  Too often, these strategic initiatives are considered a culture change.  But is this a culture change?   This session will address whether a culture change is possible.  Using two case studies, you will understand the importance of the role of values in defining your culture, the essential place of vision or purpure, and look at the interconnections of culture or stagey.   Most executives understand, in theory, the power of culture―but theory and reality do not often align.  Cultural change efforts often fail and cause more stress for employees.  Why?  Because values are the foundation for culture, values evolve; they generally don't change overnight.  Culture renovation.  It's all about keeping what works, changing what needs to be changed, and celebrating the cultures that made you great.

Learning Objectives:

• Discover the power of a company that focuses on living its values and having a passion for purpose.
• Learn effective methods for enabling your leaders to Own the Message with their teams on organizational expectations and changes.
• Explore common pitfalls and practical approaches for employee communications.
• Understand the power of the differences between leaders who act and live their values versus those who espouse the values but excuse their actions saying the values are aspirational.
• Understanding the culture and values journey is not an HR responsibility.

We've all said it:  'I would write a book, but who would believe these stories are true?'  Unfortunately, many of the human resources tales from are far too real! While it is unclear exactly as to what Helga will confront during this program, be certain they will be those confounding all of us on a day-to-day-basis. This fast-paced, practical and entertaining session will focus on uncommon HR issues and examine practical, business-focused solutions that you can use immediately to solve those problems.

Learning Objectives:

• Examine complicated human resources concerns through a practical and entertaining program.
• Analyze relevant employment laws while, at all times, keeping in mind the business realities of any complex HR scenario.
• Focus on human resources leadership and effective ways to communicate solutions to organizational leadership.

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 75 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.
• Explore the various in which you personalize your preparation plan.
• Gain best practices for studying.
• Get tips and tools to put you on the path to success.

We study the concept of situational leadership.  Does the same apply to workplace ethics? Are they situational such that the answer can ever be, 'It depends'? What is the difference between ethics and morals? What are some common scenarios that implicate antitrust violations and what role do HR professionals play? And what protections do HR pros and others have if they blow the proverbial whistle? Join this interactive session as we review the latest federal agency guidance, court cases, proactive practices, and pitfalls to avoid.

Learning Objectives:

• Distinguish between ethics and morals as it applies to the workplace;
• Name and describe at least two common employment-related antitrust violations; and,
• Provide in-house leadership with options for updating related HR policies and practices to reduce risk.

REPEATED ON TUESDAY AT 10:30am

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.  Know YOUR rights so you can effectively manage FMLA leaves with the least amount of 'cringe' for you and your managers!

Learning Objectives:

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

Now more than ever, today’s leaders need to lead with compassion and understanding in support of the whole person, not just the worker. Empathy has become a critical leadership trait and is core to driving employee engagement and company success. In this session, Catherine Wragg, CPO of TriNet, will explore the concept of empathetic leadership and ways leaders can pivot their skills and style to create a culture of trust, transparency, and respect.

In the next five years, 84% of organizations expect to have a shortfall of leaders—and this trend has worsened as women and other underrepresented groups continue to opt down or out of the workforce all together.
It is more important than ever to create the next generation of ready-now, diverse leaders.

But how? Join Kristen Howe, Chief Product Officer at Linkage, a SHRM company, to learn how you can turn your executive leaders into inclusion champions who serve as formal Executive Sponsors of key talent.

This session will empower you to begin a critical conversation about Executive Sponsorship at your organization and will help you identify four common pitfalls Human Resources professionals should avoid as they create and implement an Executive Sponsorship strategy at their organization.

Learning Objectives:

• Explore how Executive Sponsorship differs from informal mentorship and understand how it can drive meaningful impact in your DEI metrics.
• Discover four common pitfalls to avoid as you develop and implement an Executive Sponsorship strategy and program for your talent.
• Learn best practices for adding Executive Sponsorship to your DEI toolkit and gain next steps you can immediately take to begin a critical conversation at your organization.

Employers are seeking any advantage in the war for talent.  Flexible work and leave options are increasingly popular and the new generation of workers is vocal in seeking ongoing mentorship, career development and 'sustainable performance expectations.'  Nevertheless, attractive compensation and benefits are still the main components of a total rewards package employees are seeking.  Employers are looking to make their comp and benefit packages more relevant to the new generation of employees while still meeting the needs of all of the generations in the workplace.  From telemedicine to concierge medicine, onsite clinics, expanded mental health and fertility benefits as well as home office reimbursement, paid leave, student loan repayment options, and lifestyle accounts are being considered as employers seek to make their programs more attractive to their employees.  This session will discuss those options and best practices for their implementation and  ongoing administration.

Learning Objectives:

• Learn new compensation and benefits options being sought by employees and potential employees.
• Discover new compensation and plan designs and new twists on traditional plan designs including telemedicine, concierge medicine, onsite clinics, and other plan options,
• Hear how ERISA, ACA, IRC, HIPAA, COBRA and other laws that apply to employer plans apply to these options.
• Review what compliance issues apply to such plans.
• Hear best practices to structure compensation and plan options to avoid those compliance concerns.

The world at large is ever changing, and our organizations and employees are doing all we can to keep up.  The days of going off to a strategic planning retreat, planning a 5-year vision and executing it are gone. We now operate in a world that is volatile, uncertain, complex, and ambiguous (VUCA).  What do you as the leader have to do to adapt to this new and ever changing world and competing business priorities? We will identify what causes a VUCA environment and how you can identify where your organization is on the continuum.  Then we'll give tips to address your situation - whether Volatile, Uncertain, Complex, Ambiguous or all four.  Looking through the lens of HR, we review the common needs of your workplace today and give tips and suggestions to align HR with the changes in the organization, ensure that you gain the resources you need, and establish yourself as the visionary team member that is helping to drive your organization forward.

Learning Objectives:

• What is the VUCA world-and why it's important for you as an HR leader to understand how it operates.
• How to evaluate the areas of HR to be impacted by changes.
• Establishing and advocating for needs of HR and your employees.
• Aligning processes with the new initiatives in your organization.

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. The main goals are to:

• 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.
• Generate a climate of increased productivity!
  
  Through the Performance Management for Greatness presentation, you will learn:
• What performance management is - and isn't.
• Why so many managers and leaders go so far to avoid evaluating performance.
• Why so many performance management approaches will never work.

You already know that all job seekers need resumes. And you’ve probably received tons of advice from your parents, your university’s career services center, and online resources. How can anyone make sense of all that competing input?

Your resume’s primary function is to get you the interview. It is essentially a marketing asset that clearly communicates your ability to solve problems for prospective employers. In this session, we’ll break it all down, step by step, looking at all the ingredients needed to make an effective resume. You’ll learn:

• The importance of clearly communicating your target job, profession, and industry
• How to write a compelling professional summary that articulates your “secret sauce”
• What are keywords and why do they matter
• How to write your accomplishments so employers see what you’re capable of
• Formatting guidelines to make your resume easy to read and visually appealing
• What non-work details to include
• Resume red flags and things to avoid
• How your resume is different from your LinkedIn profile

You’ll come away with actionable items and downloadable resources and templates to equip you for writing an effective resume that gets you noticed and positions you for job search success.

According to a recently Gallup poll, managers are the greatest drivers of engagement for their direct reports. The old adage is truer than ever: People join companies, but leave managers. With the quiet quitting becoming louder, modern management is all about reengaging your team and retaining top performers. In this session, you'll learn how to sustain a high-performing and engaged team that can tackle any business challenge, any day. You will get insight that can help catapult managers into true leaders and disconnected employees to highly engaged teams.

Learning Objectives:

• Engage employees with a WIIFM (What's In It For Me) mentality.
• Identify the distinct differences between praise, recognition, and appreciation.
• Exude managerial courage in unpredictable or unsupported initiatives.
• Empower others by creating a culture where it's safe to fail.

As an HR professional, you are expected to be knowledgeable on a wide breadth of topics.    Join this session to gain a basic understanding of the rules and requirements of offering a retirement plan.  Whether you are new to this role or looking for a refresher, this is a great way to ensure your plan is compliant while also looking for ways to improve your offering to employees.  We will explore regulatory requirements, vendor management, non-discrimination testing, plan design options, fiduciary governance and investment management decisions. And of course can answer questions that may be top of mind to you.  The 401k/403b industry has experienced tremendous change in the last few years; now is the time to update your education!

Learning Objectives:

• Learn the basic requirements for a retirement plan to be qualified for tax benefits.
• Understand the core responsibilities of the plan sponsor (i.e. employer) when offering a plan to employees.
• Outline the primary decisions that an employer must make when establishing a plan.
• Consider best practices for strong fiduciary governance, investment management, plan administration & employee experience.

Business intelligence tools offer countless ways to slice and dice data. Enamored by yet another way to collect data, many organizations today have built the proverbial 'hidden factories' of generating what are merely 'Passive Reports'. Emailed to countless individuals, posted on antiquated bulletin boards, and taking valuable time to build and distribute, these passive reports are simply not 'Driving the business forward.'   Whether it is too much data, too complex data, or most often, the lack of acute business acumen to process the data, most companies today are drowning in useless reports. Learn how to stop visualizing data and start utilizing data as a process, not a report.  Your organization can eventually eliminate many non-value added reporting functions, thus streamlining and simplifying the data that truly allows your workforce to understand 'winning and losing.'

Learning Objectives:

• Build performance metrics that drive business focus, urgency and accountability.
• Create an accountable and engaged culture that is measurable and demonstrative.
• Learn the four non-negotiable processes for a robust management system.
• Create a communication cadence that informs at all levels and tiers.

For far too long, white men have been centered, advantaged, and treated as the 'standard' or 'norm' in workplace structures and cultures. This is not surprising, considering that the same forces are at play in the wider systems in which we all work, live, and play. The systemic inequities both perpetuate and are reinforced by assumptions and biases about white men. As DEI work aims to move societies and workplaces forward into a new paradigm where all people are valued and where equity is finally established, how can we engage white men to be allies and even co-conspirators in the effort? This presentation will explore strategies for calling white men in to this work and getting them invested in dismantling the structures and cultures that have produced the inequity. This will also be a productive session for white men themselves, who have especially in the past three years, been wanting to practice allyship but lacking in the tools and the feelings of efficacy to do so.

Learning Objectives:

• Gain a deep understanding of the ways that structures, cultures, and interactions include some groups and exclude others, sometimes in the most subtle of ways.
• Explore our own biases and habits regarding identity, privilege, and biases that we may bring to DEI work.
• Learn strategies for engaging white men (and others) in workplace DEI initiatives.
• Add concrete tools to your toolkit of interactive inclusively with everyone and supporting truly inclusive and equitable workplaces.

REPEATED TUESDAY AT 10:30am

The session will chronologically trace the employment cycle from pre-hire through each stage of the life of an employee, weaving Todd's ten rules throughout.

Learning Objectives:

• Understand the anatomy of an organization.
• Hire for cultural fit.
• Avoid the most common organizational mistakes.
• Hear how Bloom & Maslow provide the building blocks of Competencies & Leveling.
• Discover the Four Competencies of all organizations.
• Learn the Seven Natural Levels of all organizations.
• Discuss the Two Career Tracks and how to map jobs.
• Discover the importance of the indispensable Job Description.
• Hear the Truth About Engagement & Retention.
• Discuss Simplicity through Fewer, Smarter People.
• Discuss the Selection, Care & Feeding of People Managers.
• Receive the Two Components of Leadership.
• Learn a new way to view Compensation & Legal.
• Simplify Succession Planning.
• Discuss the Golden Rule of Company Culture.

REPEATED TUESDAY AT 10:30am

To say that the regulatory environment is changing rapidly would be an understatement. As we approach the midway point of 2023, federal contractors are struggling to adjust to major regulatory changes, while simultaneously bracing for what's next.    In this presentation, Rachel Rubino, a managing consultant at Berkshire with over 10 years of experience, will address these pressing concerns.   As a compliance consultant who has walked hand-in-hand with federal contractors through this changing landscape, Rachel will outline what she's experienced in the last year, offer analysis on the 2023 fiscal year to-date, and forecast what's to come.

Learning Objectives:

• Hear how certification requirements for affirmative action plans could evolve in 2023 and beyond.
• Discover what OFCCP's emphasis on compensation practices could mean for federal contractors.
• See how best to position yourself, as a federal contractor, to remain compliant in 2023 and beyond.

REPEATED TUESDAY AT 10:30am

Employees of historically excluded racial backgrounds want more than workplaces have offered in the past. Find out the top four reasons these employees walk away. The reason may differ from what you think.   Learn how to strategically combat this before it happens and make changes that set your organization apart from other workplaces.

Learning Objectives:

• Find out the top four reasons Employees of Color walk away and how you can strategically combat this before it happens.
• Discover the possibly unknown barriers your organization has in place that push team members out.
• Challenge your workplace systems and processes that are inequitable and how to communicate the need for change to decision-makers.

John Ferguson, Chief HR Officer at NASCAR oversees the HR function and provides strategic leadership around talent acquisition, employee engagement, and culture development to support and engage employees
across more than 20 office and racetrack locations in the U.S.

Learning Objectives:

• What makes a company a great place to work and a great place to be from.
• Understanding multiple generations in the workforce and meeting them where they are.
• The value of boomerang employees to increase your competitive advantage.
• Evolving your ideas of retention.

We all think we make rational decisions based on sound evidence. If this is true, why aren't we all batting 1000?  In this session, we will explore what it means to truly be an evidence-based manager.  We will examine several research studies on decision making in sports and apply them to HR and organizational processes.  Learn how you can advocate for the use of techniques to counter common biases in group decision-making and help develop the game plan that will make your organization a champion.

Learning Objectives:

• Explain and justify the importance of HR being an evidence-based profession.
• Understand what constitutes sound evidence for organizational decision making.
• Learn practical measures to prevent biases in group decision making.

Lunch is provided in the Expo! Join fellow attendees to network and explore the Expo, where you'll find innovative solutions from event partners. 

HR leaders are faced with new realities as the world of work and employee priorities continue to evolve. We are continuing to witness new adaptive ways of working, collaborating, communicating, and planning as the world is fundamentally changing. These new realities have elevated the importance of the human experience in the workplace and the role HR plays in preparing the organization and their people for the future. Technology also plays a critical role in these connections and provides insights that support organizations in their human experience journey. Join Teresa Smith as she explores 5 dimensions of human capital management to help you prepare your organization today and in the future. She will discuss why understanding what your people are thinking and feeling is imperative for driving transformational changes that significantly impact workplace culture, talent, job performance, and productivity. She will explore strategies on how HR professionals can take a 360 view into their most valuable asset, their people. She will discuss how to improve various parts of the employee’s lifecycle, and how to create a people first culture for a more engaged workforce.

An all-female, multi-disciplinary expert panel will converge to discuss their perspective on pay equity, the Pay Gap, and the Glass Ceiling.  The panel will discuss how pay equity and The Glass Ceiling are inter-connected and will review what a pay adjustment process looks like, as well as what salary changes and policy changes may be imperative.  The panel will also focus on important implications such as the allocation of resources at the start of a project related to salary adjustments or remedies to barriers that are identified. The discussion will also emphasis what is practical to implement for organizations in influencing impactful change.

Learning Objectives:

• Developing knowledge on the interconnection between pay equity and glass ceiling analytics to provide organizational recommendations;
• Avoiding pitfalls when implementing salary remediation strategies; and
• Developing practical strategies for establishing a successful pay equity or glass ceiling project- with a focus on the end result and impact it will create.

Trinity Health set the bold goal of filling 50% of open roles with employee referrals. Matt Rimer, Director of Talent Acquisition at Trinity Health, will share with you how they gained executive support, built their ROI, and increased employee engagement. Using ERIN as their employee referral platform, Trinity Health has produced immediate results, driving more referrals than ever before and nearly eliminating administrative overhead. Matt will discuss their efforts to engage 120,000 employees to become active participants in talent acquisition and the hurdles that Trinity Health ran into along the way.

o Achieve buy-in for your referral initiative o Employee benefits: ideas for rewarding employees o ROI: making a case for referrals in your organization o Increasing employee engagement and retention through referrals o Automating referral tracking in order to foster an efficient process o How to measure the success of your program

Take a break in the program with your SHRM23 peers for an interactive networking experience.

As the January 1, 2023, employees have new rights under the California Consumer Privacy Act (CCPA), including rights to request to access, delete, and correct the personal information an employer has collected from the employee. An employer's new obligations to respond to these requests create logistical challenges and pitfalls that businesses complying with CCPA requests from customers or visitors seldom face. Employers responding to employee requests must deal with large amounts of employee information, address legal obligations to maintain information for minimum amounts of time, best practices to maintain information in case of future litigation, and requirements to maintain accurate information about employees. In this presentation, attorneys from Fisher Phillips' Consumer Privacy Team will discuss the requirements related to receiving and responding to employee CCPA requests to access, delete, and correct, and best practices for responding to these difficult requests.

Learning Objectives:

• Overview of the requirements for receiving, responding to, and complying with employee requests to access, delete, and correct.
•  Strategies for responding to challenging employee requests to access and delete personal information.
• Strategies for responding to employee requests to correct personal information in personnel records.

Emotionally-Inclusive Practice is a framework used to integrate emotions into every part of the workplace experience. Emotions lay the foundation for behavior that grounds us in how we see the world and respond in our everyday interactions. Developing the emotional intelligence of adults across our implicit bias and cultural consciousness and understanding our trauma gives us the awareness and skills to create restorative workplace environments that prioritize all relationships and increase overall productivity.

Learning Objectives:

• Learn the importance of emotional intelligence in the workplace.
• Learn strategies to grow your own emotional intelligence.
• Learn the importance of belonging, cultural consciousness, and restorative practices in the workplace and strategies to implement emotionally-inclusive practices.

Under the federal Americans with Disabilities Act and various state laws, employers must reasonably accommodate individuals who need changes in their work responsibilities due to certain medical conditions. Although most HR professionals understand this obligation, disability discrimination claims generate hundreds of millions of dollars annually for savvy plaintiffs' attorneys who pursue disability-related litigation. To prevent and defend against these lawsuits, employers must understand the interactive process and the appropriate steps to take when evaluating an accommodation request. In this session, Jennifer Shaw, a nationally recognized expert in this area, will debunk common myths and provide practical guidance to help keep your organization out of court. Buckle your seat belts for an engaging and informative 'E-ticket' ride!

Learning Objectives:

• Understand interactive process best practices.
• Learn how to best document reasonable accommodation requests and your responses.
• Understand when to challenge medical documentation, and the most effective way to do so.
• Learn how to evaluate if an accommodation is medically necessary, effective, and will not impose an undue hardship on the organization.

Leaders are searching for the formula to create inclusive workplace cultures. There are so many possible solutions, how can they know which combination is correct for their organization? HR's role is to provide the roadmap. Using L&D principles, they will identify a formula that will demonstrate their own commitment to DEI as well as prompt senior leaders to use their authority to take action to embed DEI into their company goals.

Learning Objectives:

• Understand the value of leader commitment to DEI.
• Determine how learning needs to be re-engineered.
• Review HR's role in creating DEI systems that work.

It's time to move from a traditional performance approach to an agile continuous performance management approach to help your organization achieve its vision. 

The traditional annual performance review is somewhat static, with objectives established early in a fixed cycle, followed by a couple of "ritualistic" meetings to review performance and document the results.

Learning Objectives:

• Discover 8 Reasons why you should rethink a traditional annual review process.
• Learn the core components of a continuous performance management approach.
• Measure goal results: Metrics and Milestones.
• Connect goals to competencies and values.

This Mega Session is unlike any other! Through sidesplitting humor and reality-tested techniques, you will learn how to face conflicting demands in an unforgiving business environment that keeps getting more challenging. As the lead agent in your organization responsible for developing, implementing, recruiting, hiring, retaining, and driving talent. To achieve real success and fulfillment as a human resource professional, you must develop a culture necessary to promote performance, commitment, and loyalty. This session will teach you how to Enjoy The Ride™ and create happy individuals in the workplace.

REPEATED ON TUESDAY AT 2:00pm

Employees have been under significant stress and anxiety since 2020, with mental health conditions more prevalent than ever and a heightened need for HR to properly handle more and unique accommodation requests under the ADA for things like mental health days, hybrid work, support animals, and more. This engaging and interactive session will analyze these and related issues, review legal and practical considerations involved, analyze specific accommodation scenarios, and provide fresh best practices for compliance.

Learning Objectives:

• Recognize the unique reasonable accommodation issues employers are presently facing with respect to employee anxiety, mental health, and psychological conditions.
• Understand both legal and practical considerations involved with these novel accommodation issues and scenarios.
• Identify and apply going forward fresh best compliance practices for handling these particular scenarios and related challenges under the ADA pertaining to mental health.

If you've ever heard 'you're just not quite ready' but never given steps to up your leadership game, this session is for you.   Many senior level HR professionals make the critical mistake of keeping their head down and assuming that their great work will get them elevated to the C-Suite. Unfortunately for many, that day never comes.   This session will take the mystery out of what it takes to lead at the highest levels within an organization and give you a step-by-step formula for elevating your skills from the tactical day-to-day to long-term strategic thinking that resonates with the existing CEO, CFO and other C-suiters.  You'll be out of the weeds and focused on the Big Picture the moment you leave the room!

Learning Objectives:

• The difference between tactical and strategic thinking and how to incorporate the latter thinking into your day-to-day.
• Highlighting the strategic value you bring to the organization without alienating your co-workers.
• How to identify the future strategic needs of the organization (even when your CEO doesn't see them).
• Getting your staff ready for more so you can focus on 'bigger picture' thinking.

This session will examine the top barriers to healthy communications, provide strategies for addressing each, and identify the most common communication mistakes employers make. The session will also explore de-escalation techniques and provide tips for individuals to become better communicators.

Learning Objectives:

• Explore the various types of workplace issues that may create difficult communications, including performance problems, employee terminations, workplace conflicts, and harassment issues.
• Cover stereotypes and bias as well as other common barriers to healthy communications.
• Provide techniques and tips to help attendees become better communicators.

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.

This session will explore concepts from psychodynamic theory and contextualize them into the everyday worklife, bringing psychology and neuroscience into the workplace. We will explore how our minds work under stress, how our emotions influence our thoughts, and how our early relationships build a blueprint for future human connections. We will then apply these insights into the HR function and employee engagement, total rewards, conflict management, resilient teams, and inclusive workplace culture.

Learning Objectives:

• Explore key concepts from clinical psychology, psychodynamic psychotherapy, and neuroscience, their impact at work and relevance to HR.
• Recognize how workplace dynamics affect the human psyche and influence how people think and behave at work.
• Apply these insights to HR strategy development and HR program design.

The college degree is, in many respects, an imperfect tool for signaling a person's capabilities, let alone their long-term potential in the professional world. Employers are often left to do guesswork on a candidate's fitness for a role based on simplistic measures like standardized test scores, concentrations or majors, and transcripts. To fix this, higher education must rise to the challenge of defining and demonstrating the value of the college experience and quantifying the skills and abilities their graduates possess. Understanding why these connections - and disconnects - exist is crucial, so that colleges and employers can start to close such knowledge gaps. They also must share this information with employers so companies can better comprehend and utilize the talents of new college graduates. Today's world of work is an ever-evolving place that requires both institutions and employers to rethink the college to career pipeline.

Learning Objectives:

• Explain how technology can help you more easily connect data to what students are learning and to connect companies directly with potential employees - is also emerging.
• Discuss how advances in machine learning can help institutions and employers accurately forecast the labor market value of the educational experiences they provide.
• Equip students, advisors and employers with important information on how those experiences can translate to quantifiable and marketable skills.
• Most industries hire for specific technical abilities rather than harder-to-measure soft skills and knowledge, like communication and problem-solving. Yet, many of the most successful executives in the technology industry have humanities backgrounds- yet we know next to nothing about how their college experiences led to these leadership roles.

A roth employer match? Emergency savings inside your 401k? 401k matches on qualified student loan payments? These are just a few of the sweeping legislative changes made to retirement plans with the passing of SECURE 2.0. We’ve dug through the minutia to pull out the top changes you need to know now, and how to prepare. Have no fear… this isn’t a boring legal presentation! These improvements are fun, exciting and a great opportunity to re-energize your retirement plan. This session is specifically geared towards organizations that already have a retirement plan.

Learning Objectives:

• A breakdown of the the 'need to know' changes included in SECURE 2.0.
• How these will be administered in existing retirement plans.
• What benefits the changes will provide employees.
• How to communicate this to your team.

Change is constant, but it's not always easy. Even when the change is needed, the transition can be difficult, frustrating and even immobilizing if it isn't handled properly.  As an HR practitioner, how do you encourage the C-suite to focus on the human experience of change, rather than just the financial implications?  How do you lead your organization - and your people - forward confidently and assertively all while keeping morale high along the way?  Learn tactical coaching tips and insights on how to navigate the four stages of change to shape a culture of openness and acceptance.

Learning Objectives:

• Recognize the stages of change and manage the situation purposefully.
• Influence executives to be transparent and keep culture at the forefront of any change.
• Understand how to best lead during the different waves of change.
• Identify tools to overcome resistance and manage difficult situations effectively and directly.
• Instill hope and confidence and champion a 'we're in this together' attitude throughout the organization.

REPEATED TUESDAY AT 10:30am

When organizations successfully connect the employee experience to business outcomes it's a game changer. Recent research from WSAdata shows a direct correlation between engagement and core financial metrics such as net profit margin, earnings per share, and EBITDA. The top 25% of organizations in engagement on average have a 54% gross profit margin whereas the bottom 25% have a 32% gross profit margin. WSA has proven 13.6% of the variance is attributed to engagement.  This data reaffirms the premise that engagement and performance drive business success−an essential connection to make as we encounter the unknowns and uncertainties of 2023. Understanding the levers that motivate and engage employees, and how sentiments and drivers change over time, is critical to aligning strategic imperatives with what matters most to employees.  This empowers organizations to accelerate performance and business at the same time-two elements that when driven in parallel have an enormous impact.

Learning Objectives:

• Learn the global top drivers that have the greatest impact on employee motivation and engagement.
• Understand the major trends of 2023 surrounding the employee experience based on the latest WSA-validated data and research.
• Learn best practices and methods for linking employee engagement to employee performance.
• Understand how to correlate gross profit margin and other specific financial metrics to engagement levels to transform engagement into a true driver of business outcomes.
• How to build a reliable ROI measurement and impact of HR departments, practitioners, and leaders on business success.

Everyone agrees that trust is an essential component of effective partnerships. But for some team members, trust building feels abstract, soft, or even 'squishy'. Often, we see teams attempt to build trust in ways that do not address the root causes of low or conditional trust, which can backfire and cause unintentional harm.  Combining the neuroscience of trust with her work with dozens of teams on building and rebuilding relationships, Sarah Noll Wilson and Dr. Teresa Peterson will share framework for understanding and analyzing trust, lead participants through a trust audit, and share strategies to create forward movement.

Learning Objectives:

• Examine a framework for understanding the core elements of trust.
• Conduct a personal trust audit that can be used with individuals or teams.
• Explore three key strategies to build, sustain, or rebuild trust.

Leaders in Human Resources have always recognized the value of people, even when the C-Suite has focused on more tangible assets in the balance sheet. Today, CHROs have greater opportunities to showcase the value of people and quantify the return on investments in human capital. In this session, participants will hear how leading organizations are using people analytics in their strategic planning, what types of data and analytics support these new requirements for human capital reporting, and how investments in human capital, in areas such as health, mental health and resilience, can differentiate high-performing organizations. Attendees will leave with tangible strategies and practical next steps.

Learning Objectives:

• How leading organizations are using people analytics in their strategic planning.
• What types of data and analytics support these new requirements for human capital reporting.
• How investments in human capital, in areas such as health, mental health and resilience, can differentiate high-performing organizations.

Companies are looking at ways to meet or exceed the now more than 30 different paid sick leave laws. The idea of unlimited paid time off (PTO) is still splashing through HR professionals' minds as an alternative way to beat the many paid sick leave laws and as a way to attract and retain talent. Need to go to Hawaii for five weeks? Yes, go -- it's paid time off! Need the afternoon off to watch your child in a school play? Sure, it's paid time off! Need a 'mental health' day or two (or five)? Why not -- it's paid time off! No questions asked. But before implementing such a program, there are some things to consider. Is it too much of a good thing? Will it improve morale and work-life balance? Is it a true total rewards element that attracts and retains top talent? What about employees who need an extended medical leave of absence? What about your remote workforce? 'Unlimited' may not really mean without limits.

Learning Objectives:

• Why rethink paid time off?
• What should you consider before implementing an unlimited paid time off program?
• Does it really work for every organization?

REPEATED ON TUESDAY AT 2:00pm

Join leadership & empowerment expert Ashley T Brundage and Class Bias & DEI Expert CJ Gross for a one of a kind team presentation connecting our research called The Zip Code of Empowerment. This session will help your organization expand DEI to address more than just race but deeper understanding of class bias structure for all of your HR service functions. Together both award winning authors will loop the deep dive on how to drive empowerment faster through differences like socioeconomic class while teasing other effective ways to transform your organization.

Learning Objectives:

• Cultivate an inclusive workplace culture for all zip code stories.
• The business case for all kinds of difference of people with zip code stories.
• Strategies for hiring the first zip code story.
• Process of empowerment for address class bias.
• Strategic leadership actions to drive empowerment faster for socioeconomic class differences.

Are you an HR leader who knows that you need more from managers and your approach to developing them? 15Five’s Jeff Smith, PhD, will explore the latest research and strategies for measuring and increasing manager effectiveness without spending a fortune. Through engaging storytelling and real-world examples, you’ll discover the secret to developing highly effective manager effectiveness programs. Whether you’re a seasoned People Ops leader or just starting out, this talk will provide the tech, tools, and insights you need to drive outstanding results in your organization, including a roadmap for success.

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

Take a break in the program with your SHRM23 peers in this interactive activity.

Results from SHRM's Annual Employee Benefits Survey will be covered, including which employee benefits are offered by employers, their prevalence, societal factors that may be influencing employers to increase or decrease their offerings, and how members can utilize the interactive Employee Benefits Benchmarking Tool to view benefits benchmarking data applicable to their organization's size, location, and industry.

Learning Objectives:

• Identify which employee benefits are offered most prominently from SHRM member organizations.
• Interpret increases or decreases in employee benefits offerings based on current societal and workplace factors.
• Understand how to use SHRM's interactive Employee Benefits Benchmarking Tool.

In this latest addition to her National Education Background Screening & Compliance Series, national expert Deb Keller exposes the biggest 'untruths' in background screening and how to protect your organization from the resulting litigation they can cause. Are you aware of the key areas where you're vulnerable to litigation and how your screening firm may not prepare or protect you? Do you know what 'indemnification' really means? Have you ever wondered why your ATS provider 'really' only recommends their 'built in' screening partners? How about inflated claims about how many criminal records your screening firm is searching? Or maybe you receive FCRA 'sample' applicant forms that you can use at your own risk (and may not be up to date or compliant but they're just 'samples.') If you think you already know it all or have 'heard it all,' take a real look behind the scenes with Deb, test your knowledge and protect your company from unnecessary litigation.

Learning Objectives:

• Learn the key areas where you're vulnerable to litigation and your screening firm may not prepare or protect you, and how to do so.
• Learn what indemnification means in regard to your background screening firm and how to protect yourself.
• Learn about FCRA requirements for applicant forms and the Federal Adverse Action process, how they've changed and how your screening firm may not be protecting you.
• Learn where criminal record data really comes from, how many records should be searched and how screening firms really obtain court records and how their negligence can get you sued.

17 million people have a felony in the United States.  119M have an immediate family member that has been incarcerated in prison or jail.  Yet, up to 75% of formerly incarcerated individuals remain unemployed one year after their release. According to Wendy Safstrom, SMRM Foundation's Executive director, 'The value of untapped talent must be recognized as more than a matter of social good or community goodwill; workers from these groups provide high return on investment and unique skills that employers should be realizing, and we want HR professionals to be more reflective of these diverse populations.'  This panel will provide a strategic overview of a program that operates inside the DC DOC and how employers can create similar approaches to finding and hiring emerging talent that is justice-impacted.

Learning Objectives:

• Understand the value of unique training programs for justice-impacted individuals.
• Identify a strategic blueprint for implementing similar programs for your industry.
• Learn ongoing strategies for supporting justice-impacted populations at your company.

Specialty care “deserts” are a key factor driving the growing challenge of health inequity. By virtue of geography, people around the country lack access to the expertise needed to support them in their health journeys – today, more than one-third of Americans live in a county that does not offer adequate access to primary care providers, hospitals, pharmacies, or trauma centers. Access to a specialist who can meet the healthcare needs of a patient varies dramatically across states, and the situation is likely to become worse, as 100,000 physicians are projected to leave the medical profession by 2025.

Care providers recognize that care equity benefits everyone. Access to proactive and preventive care results in fewer acute episodes and hospital stays, making practices and health systems more efficient and cost-effective. Still, lack of access makes it challenging to schedule an appointment with the right specialist for a single opinion related to an employee’s (or their loved one’s) condition, let alone a second opinion to confirm the accuracy of a diagnosis or the suitability of a treatment plan.

Even when specialty expertise is available locally, an appointment with a specialist can take weeks or even months to confirm, and gathering the necessary medical records can be complicated and time-consuming. As employees balance other obligations, such as work and/or caring for their family, finding the time to consult with an expert physician can be difficult.

Many people are uncertain where to find an appropriate specialist for their case or are faced with long travel distances to obtain an in-person consultation. In these cases, virtual opportunities can make a significant difference. Virtual care facilitates connections to the right specialist at the right time by removing geographical constraints to specialty physician visits.

With digital advancements in care delivery, individuals can receive consultation for their health needs, no matter how long they’ve been dealing with them or where they live. Technological advancements are opening the door to high quality medical expertise on complex conditions—anywhere in the country or the world. Virtual programs offer the advantage of not having to leave home and can also relieve employees of the complex and time-consuming efforts required to gather medical records from multiple sources.

Learning Objectives:

• The impact of specialty care deserts on health equity for employees across diverse geographic locations.
• The role of virtual health in complementing and enhancing traditional healthcare services.
• The tangible benefits of leveraging technology to expand access to medical expertise, including reduced healthcare costs and improved health outcomes.
• New strategies to tackle rising health spend, innovate to meet the needs and expectations of today’s employees, and more effectively manage workforce health.

Employees want to work for a Company with a culture that ROCKS !! HR has the opportunity to create and own a culture where people can thrive and perform.     This session offers a strategic approach on how to intentionally define, mold and champion all aspects of Culture.  They will receive proven tools that impact retention, attract talent and develop leadership.   It will be unconventional, non-traditional and of course . . . it will ROCK !!

Learning Objectives:

• Defining Culture as Key. This session shows that 'culture' is the number one reason employees either stay or leave a company.
• Tie together various components that employees can identify in their own organizations to define their unique culture.
• Show the need to address the issues of having staff who add value to your culture and the need to embrace all generations.
• Show attendees the necessity of being a businessperson who practices HR because this is the only way to truly be an integrated and strategic force in a company.
• Receive actual examples of how to implement procedures and approaches to anchor them in how to lead, nurture and shepherd their company culture.

REPEATED ON TUESDAY at 2:00pm.

Reaching in demand talent from all available sources is critical to meeting talent acquistion and DEI goals. Today's labor market is flush with competition, putting the onus of seeking out and attracting the right candidates and talent on the shoulders of talent acquisition. It's been shown time and again that diversity builds team cohesion and profitability. Learning tips and tools of the best diversity sourcing technology, combined with DEI consulting expertise will make the diffrence in this competitive market.

Learning Objectives:

• Build your Corporate EVP to attract underrepresented talent.
• Receive tips to source candidates from untapped talent pools with a diversity Sourcing engine.
• Awardwinning career website and programmatic advertising to attract underrepresented talent.

The 'work', how work gets done, and how we define the workplace have forever changed. As we look forward to 2030, how will the Future of Work evolve? Organizations that fail to proactively adapt and accelerate radical reinvention won't survive. 

Vivian will review key trends impacting the Future of Work and your business. She'll reveal priorities that must be at the top of HR and business leaders' agenda to succeed in the now 'never normal'.

Learning Objectives:

• Recognize the top trends you need to be paying attention to.
• Identify five non-negotiable priorities for HR and business leaders' agenda.
• Apply strategies to put you in the driver's seat to reinvent your path forward rather than merely responding to what comes.

Change management is old school. Harnessing the POWER of change is the path to success! Change is happening at breakneck speed: the competition is tougher, the customer is more sophisticated, margins are shrinking, entire industries are disappearing, and everybody is downsizing and trying to do more with less. Or we see companies that are growing by leaps and bounds, forcing the people to not just keep up, but stay ahead of the game to stay successful. New processes, new leadership, now products and services. Even new threats. And as we all know, that can add stress to teams and individuals alike. Creating a negative perception of change itself.   The audience will learn the key to not just surviving change, but becoming a change agent and learning to thrive in a changing environment. We know that change is a constant, so we MUST embrace it to succeed.

Learning Objectives:

• Identify and master the three key areas of change.
• Hear why change is a constant in today's business environment and how to embrace it.
• Master the three areas where you have the power in the change process.

Competitive traits and collaborative efforts have been sought after qualities within organizations since the dawn of time. But what if human potential and optimal performance is best served at the intersection of where competitiveness and collaboration meet? With a focus on promoting curiosity, growth, and accountability, the environment that is 'Competitive Collaboration' presents reasoning to personnel across all levels that they will only get out of themselves and their work what they are willing to put in.

Learning Objectives:

• Provide a space for talent to not only grow but to have optimal impact on others.
• Boost retention through an authentic and inclusive workplace that is fueling purpose.
• Promote employee engagement with one another and towards management.
• Implement a self-sustaining accountability structure for both individuals and their teams.

REPEATED TUESDAY AT 2:00pm

Employees clock in for work with fingerprint scans. Companies use artificial intelligence to evaluate video interviews. HR departments are responsible for maintaining sensitive personal information about employees. As technology advances, employees value their privacy more than ever and expect their employers to protect it. In this session, HR professionals will learn how to consider the legal issues associated with privacy in the workplace, understand their obligations to employees, and evaluate opportunities for implementing new cutting-edge tools and complying with changing legal requirements.

Learning Objectives:

• Learn best practices for protecting employee privacy and complying with legal obligations.
• Recognize issues related to employee privacy related to new workplace technology.
• Learn how state and federal governments regulate employee privacy and plan for future regulatory advances.

Is your organization negatively impacted by the increasing polarization in our society? Join us to discover how YOU as an HR Professional can identify emerging polarization in your organization and explore real-world facilitation and coaching skills to open dialogue and repair rifts, as well as build confidence and competence to act as a true business partner to coach the leaders you serve to foster such courageous and mission-critical conversations.

Learning Objectives:

• Identify current and emerging polarization patterns and their caustic implications for your people, culture, and results.
• Explore real-life case studies of polarization issues to demonstrate how to apply coaching skills to these challenging situations.
• Discover and practice three simple but powerful coaching skills to prevent and overcome polarization in the workplace - creating awareness, understanding intention, and focusing on habits and behaviors.
• Walk-away with actionable insights about how to prevent the process of polarization by keeping the doors of dialogue open for a warm collegial atmosphere in the workplace, including HR Professionals' critical role in leading empathetic interactions to foster cultures that promote diversity, inclusion, and belonging.

REPEATED TUESDAY AT 2:00pm

Learn the predominant conflict styles of Millennials, Generation Xers, and Baby Boomers as found through analysis of 11,000 test takers of the Thomas-Kilmann Conflict Mode Instrument, revealing how generational cohorts differ in approaches to conflict. As uncovered in numerous interviews, learn what Millennials want and value in the workplace and practical methods to successfully recruit, retain, and manage this large and valuable cohort. Lastly, understand how gender impacts conflict styles and differences in younger cohorts.

Learning Objectives:

• Define the predominant conflict styles of Millennials, Generation Xers, and Baby Boomers and how to effectively manage conflict at work.
• Describe the impact of gender on conflict styles and how this differs for younger generations.
• Describe how to successfully engage Millennials at work by learning what Millennials want and value in the workplace.
• List key strategies for successfully recruiting, retaining, and managing Millennials.
• Understand generational workplace demographics and how they impact the future of your organization.

When you look in the mirror, what do you see? Are you honestly living your true potential? Or is the voice in the mirror parroting what your ego wants to hear? As an internal practitioner, can you say you model with your HR team the same behavior you ask of the leadership team? Are you growing as a thought leader in your industry? As a consultant and business owner, are you making the impact you dreamed for your clients, expanding your business presence, and lighting the world of HR on fire with your contributions?

This dynamic self-reflective session will have encouraged to tap into your true potential as a leader and you will walk away with step-by-step instructions to create a bold roadmap to bring your authentic style and presence to how you show up in your organization, industry, associations, or business. You will also develop key skills that increase your social capital both internally and externally and position you as a thought leader and contributor.

Learning Objectives:

• Learn how to conduct a personal self-assessment of your capabilities as a HR Leader and what to do with the information you uncover.
• Understand what it truly takes to operate with a growth mindset to make bold changes in your professional growth.
• Consider your current resources and networks to propel you forward in your mission i.e., strategies to elevate your local SHRM leadership to becoming a thriving chapter.
• Discover how thought leadership skill development can catapult your career to the C-Suite. 
• Learn how to boost your presence and build your brand by working with mentors and experts, attending, and speaking at HR events, and getting published as often as possible.

Every day, we are faced with news about the state of the workers in the United States, and there is more attention than ever on mental health and creating psychosocially safe working environments. The U.S. Surgeon General even released a report and framework on workplace mental health and well-being. But what exactly can you do? This session will share steps that C-suite as well as front-line supervisors can take to protect the mental health and well-being of workers. Human resource (HR) professionals are particularly positioned to play a role through benefits design, healthy work design, and healthy culture. By engaging workers to identify pain points and develop solutions, HR professionals can help businesses to minimize work-related stress, promote a sustainable work and non-work interface, reduce work organization-related chronic health conditions, and enhance worker satisfaction. Go home with simple steps to get started on ensuring a thriving workplace and organizational culture.

Learning Objectives:

• Identify three challenges to mental health in the workplace.
• Discuss five promising practices for creating psychosocial safety in organizations.
• Provide three reasons to make the case for designing healthy jobs.

REPEATED TUESDAY AT 7:30am

The path of least resistance is avoidance, and many managers shy away from potentially confrontational discussions with or disciplinary actions for their employees. Further, they tend to engage in grade inflation during annual performance reviews and avoid formal corrective action for fear of angering or demotivating their staffers--or possibly to be the 'good guy' who turns a blind eye to both performance and conduct challenges.  But it doesn't have to be that way.

Learning Objectives:

• Constructive conversations that demand greater accountability and employee awareness, both in terms of performance and conduct.
• Formal progressive disciplinary documentation techniques to reset expectations and accord due process.
• Structuring terminations and/or layoffs based on the written record at hand. 

HR Professionals are often thrust to the frontline of ethical situations with team members and even with upper management.  At times, they are required to make decisions that will affect, not only the individuals that are directly involved, but may impact an entire organization.  In this presentation, you'll learn the difference between societal, organizational/institutional, and individual or personal ethics and how those differences impact our perspective when we are making decisions.  Incorporating this framework for maintaining high ethics will allow you to become a catalyst for making the RIGHT decision(s) for yourself and leading others in your organization down the same path.

Learning Objectives: 

• Be reminded of the crucial importance of maintaining a personal ethical standard that is above reproach if you're going to hold others accountable for that.
• Be better able to identify external factors and influences that affect people's decisions in ethical considerations.
• Understand the dos and don'ts of creating a culture of uncompromised ethics including two key filters to have in place when making a decision with ethical implications.
• Leave equipped with a simple six step strategy for making ethical decisions.

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.

Explore the Expo and find the right business solutions with our diverse line-up of exhibitors and sponsors and continue to connect with your peers all in the Expo. 

Change has become a near certainty within the last several years, yet responding to change is still challenging. From moving businesses and employees to a virtual environment to shifting societal demands and expectations, change remains a constant in our lives. This presentation will focus on how to lead and thrive through the inevitable twists and turns that exist in today’s organizations.

Attendees will walk away with: - A deeper appreciation for the change process and their role in making the process a positive experience for themselves and their team members. - An understanding of how they can help others navigate through and accelerate the change process. - Immediately usable skills that they can employ to help their team members respond to and thrive in periods of substantial organizational change.

Enjoy entertainment your fellow virtual SHRM23 attendees in this fun and casual interactive networking experience. Bring the entire family or office colleagues (including furry friends)!

Visit attendee services to pick up your conference badge or register on-site for SHRM23. Accessibility and housing assistance are also located here. 

The SHRMStore is your premier destination for All Things Work. Shop for HR certifications, credentials, learning, events, business resources, merchandise and more!

Form I-9 and E-Verify compliance is an ever-moving target and mistakes can be costly. From Form I-9 updates, remote verifications, E-Verify state requirements, and more, HR can lose a lot of sleep trying to keep up. In this session, John Fay takes a deep dive into several, often surprising, I-9 and E-Verify risks and 3 best practice strategies to help you take the stress out of paperwork and trade admin for action.

Learning Objectives:

• Uncover risk. The risk is real. Form I-9 and E-Verify mistakes can be costly. According to an industry expert at Jackson Lewis P.C. an estimated 60-80% of paper Form I-9s have errors. Attendees will learn about the often surprising  pitfalls and investigate real life examples with case studies
• Get prepared. Employers typically only have 72 hours to gather I-9s in the event of an audit. We will take a deep dive into three actionable strategies employers can use to help be set up for greater success when it comes to an audit.
• Plan ahead. What's next? John Fay takes a peek at what the future might hold for Form I-9 and E-Verify and how you can be more ready for future changes.

Everyone in your organization is responsible for exemplifying and reinforcing positive, civil behavior. This means entry level employees, all the way up to C-Suite Executives, play a role in creating an inclusive work environment and culture. In order to do so, they must become aware of their own personal communication style and how it affects those around them, as well as have actionable tools for addressing non-inclusive behavior when they witness it. Leaders who attend this session will be able to go back to their organization with tangible tools for creating an inclusive workplace, where every employee is involved in sustaining a positive culture.

Learning Objectives:

• Define the origins of bias and four different types of bias.
• Define risk factors that increase our likelihood to engage in bias.
• Combat microaggressions using tried and true intervention methods including asking questions, relying on basic human values, and organizational core values etc. 
• Facilitate and participate in inclusive meetings by creating a code of conduct, starting every meeting with it, and ensuring all measures are taken to ensure inclusivity (accommodating disabilities, diverse speakers, etc.). 
• Identify resources for educating yourself on inclusive behaviors.

As HR leaders, we are confident and skilled at advocating for other people, supporting their needs, wants, growth and dreams. But many of us don't tap into that same courage when it comes to elevating and celebrating ourselves. It's one of the reasons HR leaders tend to be so burned out, checked out and even resentful. Too many of us self-silence and hold ourselves back. We let doubts and insecurities dictate what we do. As a result, we don't have as much influence as we could at work or peace as we could at home. It's time to change that. If we've learned anything over the past few years, it's that the role of HR is more essential than ever, so let's act like that's true. It's time to step into our strengths, activate the power of confident humility, catalyze curiosity, and speak up about what we think, want and need, so that we are as fulfilled and successful as the people we lead.

Learning Objectives:

• Discover specific strategies and prompts to help you illuminate your strengths and contributions and those of the people you lead, so you can be a more empowered, confident leader who has greater impact.
• Identify how you're holding yourself back or doubting yourself at work and clarify specific ways to advocate for yourself instead.
• Learn conversation prompts that you can use in conversations with other leaders on your team to.
• Activate the power of self-compassion and wisdom to make decisions at work and at home that lead to greater alignment, peace and harmony in your life and career.
• Shift from living a life of regret to a life of intentional boldness marked by greater fulfillment and courage both personally and professionally.

ChatGPT emerged in November 2022 as a tool with the potential to provide great opportunities or complete disruption.  It is an AI technology that has the potential to drive business performance as well as HR enablement and automation.   As HR seeks to be leaders of thought, come join this session to grow your understanding of how this technology could impact your workplace, industry and the practice of HR.

Learning Objectives:

• Review technological disruptors through history
• Identify comparative points between these disruptors and ChatGPT
• Explain how ChatGPT operates
• Give a brief demonstration of ChatGPT
• Broaden focus to map its capabilities into the business world as we know it
• Identify how HR practitioners can best prepare for, and be ahead of, the ChatGPT tsunami

We all know that it is unlawful-and bad business-to consider an applicant's or employee's gender, race, color, religion, etc. in making a hiring or promotion decision. But sometimes we do so implicitly-that is, without conscious awareness. This may raise legal issues and it most certainly raises business/HR issues. This session focuses on types of implicit bias that may infect hiring and promotional processes. Tests to uncover implicit bias also are explored, as well as the sometimes unconsidered risks of those tests. The training includes a discussion of options to help bring unconscious bias to conscious awareness without creating discoverable data that can be used against the organization. Because promotions are often tied to evaluations, particular attention will be paid to implicit bias in appraisals.

Learning Objectives:

• Understand where implicit bias comes from and those sources which inform such biases.
• Appreciate the different kinds of implicit biases which impact and infect our decision-making.
• Move beyond awareness and develop strategies to combat implicit bias and to mitigate against such bias in business processes.

Companies have spent billions of dollars on DEI education and still, no one is really talking about DEI. Sure, we know the dimensions of diversity, and what unconscious bias is. We know all of the right words but we don't know how to say them. In our efforts to educate on DEI, we missed something. We missed the importance of conversational competence in the formula for change around DEI. People need a formula to have these tough, uncomfortable conversations. Formulas increase the likelihood of success and this session will provide the needed formula for productive DEI conversations.

Learning Objectives:

• Learn the formula for conversational competence that can be used in many scenarios.
• Hear what you should be talking about related to DEI.
• Discover how to guide others through difficult conversations.

In a world of ever-increasing complexity and ambiguity, innovation is a top priority across organizations. An innovative organizational culture is not only  key to unleashing employees' innate potential but a driving factor for business success and talent retention. How can organizations intentionally create a culture of innovation and recognize the conditions that enable or disable this? This session will explore  how HR leaders can transform culture to increase employee engagement and propel business performance.

Learning Objectives:

• Understand the six conditions that enable and disable creativity to inform internal initiatives that can support continuous culture reinforcement.
• Pinpoint the current state of your innovation culture through a diagnostic tool.
• Determine how C-suite, HR, and operations can successfully work together to activate solutions that create an environment in support of a synergized culture.

How confident are you in your current HR practices and leadership team to adapt to these tumultuous times? If the answer isn't a resounding yes, then your HR systems may be broken.  This session is a BS Meter for your HR & Leadership teams. It's an opportunity to reflect on if you have the right system in place and if so, how are you getting leaders prepared to manage in this surreal future of work.

Learning Objectives:

• Identify where on the spectrum your current HR systems currently reside.
• Explore what aspects of core values are being neglected in your HR Systems and what you can do to address this.
• Determine an action plan to tackle the weakest parts of your HR systems immediately.
• Learn how to measure the EQ progress of your HR Systems throughout the next year.

REPEATED WEDNESDAY at 10:30am.

One overlooked leadership trait-perpetually overlooked and understated-is the key to handling the most pressing challenges in your teams. The ability to motivate people and inspire their best work while they battle decision fatigue, burnout, and mental health challenges, how to attract and retain the best amid an ongoing war for talent, and how to drive stellar business results while taking care of your people. When you embrace the opportunity to be a kick-ass boss and a good human, you are practicing Radical Humility-and it can be a game-changer for your career and those around you. During 35 years of leadership experience spanning four continents, Urs has grown leaders in academia, competitive sports, business, and complex military peacekeeping operations. He helps leaders and organizations apply his comprehensive, proven 4-Step Radical Humility Framework to energize, engage, and empower their teams, and in the process deliver exceptional results.

Learning Objectives:

• Learn the 4-Step Radical Humility Framework to overcome disengagement, distrust and burnout and drive productivity, engagement, and build trust.
• Master the ultimate Yin Yang of leadership: Tough on Results, Tender on People.
• Learn how to apply compassion and empathy as well as the highest standards and relentless striving for results.
• Get inspired by powerful storytelling of exceptional leaders applying Radical Humility resulting in extraordinary success for their organizations and how you can do the same.
• Learn how to be the champion of a culture of psychological safety by displaying vulnerability.
• Walk away inspired and energized.
• Leave with concrete, no-nonsense takeaways you can implement immediately with your teams.

The U.S. is currently in a workforce engagement crisis - according to Gallup, for the first year in more than a decade, the percentage of engaged workers in the U.S. declined down to 34%.  To solve today's most pressing people issues and strategies, HR professionals must address this dilemma.  This session will demonstrate just how critical communication is in engaging and retaining an organization's workforce, running effective meetings, delivering compelling presentations, and ensuring productive collaborations.  A 2019 Harvard Study also showed that, '90% admitted to daydreaming in meetings.'  This session holds the key to engagement and will demonstrate the secret communication techniques leaders and professional performers have used for centuries to influence emotion to motivate action.

Learning Objectives:

• How to drive engagement and motivate action by influencing emotion.
• How to clearly communicate your message to influence engagement by aligning your voice and body language.
• How to improve how you provide feedback, lead efficient meetings, and / or deliver critical information using a universal three-step process for influential communication.

REPEATED FROM MONDAY AT 3:00pm

The path of least resistance is avoidance, and many managers shy away from potentially confrontational discussions with or disciplinary actions for their employees. Further, they tend to engage in grade inflation during annual performance reviews and avoid formal corrective action for fear of angering or demotivating their staffers--or possibly to be the 'good guy' who turns a blind eye to both performance and conduct challenges.  But it doesn't have to be that way.

Learning Objectives:

• Constructive conversations that demand greater accountability and employee awareness, both in terms of performance and conduct.
• Formal progressive disciplinary documentation techniques to reset expectations and accord due process.
• Structuring terminations and/or layoffs based on the written record at hand. 

Unacknowledged or mishandled grief in the workplace not only hurts employee morale and culture but also undermines employee engagement, retention, and harms the financial well-being of your organization. The prevalence and impact of grief on corporate America is profound: One in four employees is grieving at any given time. Over half of employees will consider leaving their job when their employer does not provide support after a loved one's death. Over $113 billion is spent by employers due to reduced productivity and on the job errors from grief. An average of 4 million employees in the American workforce experience the death of a loved one each year. 

Learning Objectives:

• The problem and prevalence of grief in the workplace.
• Insights into an employee's grieving brain.
• The downstream effects of grief on productivity, ROI, absenteeism, and presenteeism.
• The importance of incorporating both head and heart-based empathetic solutions for responding and interacting with a grieving team member.
• Proven solutions for executives, CHROs, HR leaders, managers, and care teams on how to support a grieving employee.

When ranking HR professional's worst nightmares, workplace violence is among the worst. In addition to employee injury, the economic damage, decreased productivity, labor/management issues, workers compensation costs, lawsuits, exodus of employees, and damage to company reputation can have a profoundly negative impact on your organization.  Jeff Owens, a former police hostage negotiator and current Certified Threat Manager will provide you with actionable strategies to reduce the risk of workplace violence occurring.

Learning Objectives:

• Planning principles and considerations for internal protocols.
• Leadership obligations and liabilities awareness.
• Prevention strategies including risk factors, policy elements, training considerations, reporting and response systems.
• Understand the basics of Behavioral Threat Assessment and Management (BTAM).
• The why, what, and how of a Threat Assessment and Management Team.

Rapidly-evolving technologies, social media influences, the speed of social progress, disruptive business models, the pandemic, remote work, and the great resignation. The world as we knew it is gone. The time in between generations is shrinking. 'Google it' is outdated. In a matter of two decades, we went from Google to YouTube to TikTok. (Some of you were Today Years Old when you found that out.) Our organizational culture and strategy must keep up with the pace of these shifts and we need to check in with our people at every level as we go forward.  An average YouTube video is 11.7 minutes; TikTok is 27.5 seconds. That's how quickly people are learning new information, being marketed to, and forming opinions. That's also how quickly people in your organizations are sharing information, marketing, and changing opinions when it comes to your company. And all of their perspectives are correct, so let's start listening!

Learning Objectives:

• Discuss what Executive Teams, Leaders, Managers, and Employees are saying are their top problems at your company.
• Review the symptoms and work together to get to the root of the problems.
• Develop a plan of action to solve the problems, starting with the most universal issue impacting the departments, teams, and individuals.

This informative session will explore the top ten 'lessons learned' from the pandemic and discuss how COVID-19 has permanently changed employee relations. Some of the real-world experiences to be discussed will include how to deal with issues such as remote work, mental health, substance abuse, and workplace violence.

Learning Objectives:

• Discuss the top ten 'lessons learned' from the pandemic.
• Cover recent and emerging issues from remote work/flexibility to employee health and welfare to employee leverage and 'The Great Resignation.' 
• Address what hasn't change such as wage and hour concerns and the increased focus on diversity, equity, and inclusion.

REPEATED WEDNESDAY AT 10:30am

Imagine the image of an Olympic rowing team.  You see perfection.  The vessel glides effortlessly toward the goal, under the guidance of a team leader facing a crew of members rowing in perfect alignment.  This is strategy.  Now imagine your leadership team. The recent storms you've weathered.  The seating chart changes.  The choppy waters challenging your forward movement.  Leaders today have a unique opportunity to navigate those internal and external 'stormy seas' impacting their organizations with a mixture of modern, strategic techniques and some creative 'strategery'.  Join DCSI's CEO Suzi Lemen in this engaging presentation to address leadership in 2023!

Learning Objectives:

• Select the Right Boat - Evaluate your current organizational structure and consider 'redesign' options that empower your leaders to act in an agile manner appropriate for today's workplace.
• Identify the Direction.
• Explore techniques to effectively convey expectations, allowing leaders to align their team's direction with organizational objectives.
• Let Them Row - Remove the barriers that prevent collaborative thinking, ensuring employee engagement and inclusion at all levels of the organization.
• Celebrate the team as they row right past the finish line!

Connect with your peers and head to the main stage for the General Session Preshow. Doors will open around 8:00 a.m.

Mitch Albom, an internationally renowned seven-time New York Times best-selling author, journalist, screenwriter, playwright, radio & television broadcaster, and musician, Albom will share everything he knows about life, death, empathy, and the human connection between us all in this inspirational general session. SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, speaks highly about Albom; "As a bestselling author, his work speaks to and resonates with so many people around the globe on a number of life's key issues. He flawlessly weaves empathy and perspective together in a universally understandable way. In today's changing world of work, if we as HR professionals are to be successful, we can follow the same approach to drive change in the workplace effectively." You want to attend this motivating session, where you will enhance your skills to effectively drive change in the workplace.

Enjoy coffee and connect with your SHRM23 peers in the Expo. 

Last chance to explore the Expo! Don't miss this unique opportunity to find the services and tools to help you succeed this year and beyond! 

Take a break in the program with your SHRM23 peers in this interactive activity.

REPEATED ON WEDNESDAY AT 7:30am

Toxic acts have no place at work, yet too often, people experience harm. Violations at any level foster isolation and exhaustion and erode senses of belonging. Your people's unfiltered opinions and creative ideas are your greatest assets. How can you be sure they feel safe enough to speak up?   Embrace an empathy-driven framework to label rooted issues, identify tools encouraging team member buy-in, and reinforce organizational efforts that build more welcoming cultures for all. Participants will confidently advocate for their voices in a way that ensures that everyone feels empowered to speak up, no matter their role, tenure, or social capital.

Learning Objectives:

• Diagnose why the type or severity of toxic behaviors are less critical than their neurological impact and how any level of harm can create isolation, derail creativity, and erode trust.
• Implement a tailored framework to reflect on obstacles and trust gaps before outlining organizational practices, investments, and policies that prevent harm.
• Transform how you authentically seek out, hear, and act upon your people's perspectives to determine solutions rooted in team member buy-in.
• Adopt advocacy skills and cultivate a people-centered mindset to ensure you feel confident speaking up for your safety needs and the needs of others.

VP-47 was down on their luck.  Two Commanding Officers were fired for personal misconduct.  The disgraced Skippers represented the tip of the iceberg; a squadron mired in management misconduct and failed leadership.  One year later the Sailors at VP-47 took command of their destiny, and their efforts ranked the squadron #1 in morale, leadership, and communications.  Cultivating culture through trust, teamwork, purpose, and ownership was essential in VP-47's rise to the top.

Learning Objectives:

• Understand that organizational culture's impact on employee performance is profound and is completely within the control of the leader.
• Establishing trust is ultimately the leader's responsibility and will require the leader to get uncomfortable during intentional efforts to show care.
• Encourage teamwork by creating opportunities for your employees to come together, policies to keep them together, and incentives to encourage them to work together.
• Link your employees' purpose to our unknown desire to serve others.
• Leverage the power of ownership by communicating what success looks like and letting your employees chart the course.

Did you know data shows imposter syndrome disproportionately affects underrepresented groups? Many discussions about imposter syndrome focus on how an individual can recover from it, but few focus on the examination of work cultures and how they may be perpetuating imposter syndrome. Michelle is a Hispanic woman in Tech and Miguel served as the first civilian Chief of D&I in the history of the Coast Guard. Together they bring an explosive combination of experiences and strategies to equip HR leaders with the right tools to implement sustainable, systemic solutions to ensure work is a place where everyone can thrive. This session will identify specific actions you can take to create a sense of belonging. You will learn specific steps that can help you facilitate the right workplace interventions and take a 'both/and' approach to meeting your employees' unique needs while also making the organizational shifts required to address imposter syndrome at its true source.

Learning Objectives:

• Analyzing/studying the statistics on the negative impacts of imposter syndrome in workplace belongingness.
• Applying the four strategies within the T.A.M.E framework to end imposter syndrome at work.
• Understand the toxic workplace behaviors and customs that lead to feelings of fraud in your employees.

Announcement coming soon!

Gen Z has been characterized as a generation of diverse, job-hopping digital natives who prize work-life balance above all else. New research following the class of 2023 shows there's more to the story. Not unlike the Baby Boomers who came before them, Gen Zers prioritize job stability, salary, retirement, and family time. Learn what the class of 2023 wants from a career, and how innovative talent leaders are balancing these priorities to attract next-gen leaders.

Learning Objectives:

• What does Gen Z really value? Learn from the results of a comprehensive research study that follows the class of 2023 through its senior year, gathering quantitative and qualitative data on sentiment, priorities, and values.
• What are leading companies doing to stand out with Gen Z? Learn from influential thought leaders and senior talent leaders at industry-leading companies who will share concrete insights on what has worked well at their companies and where they are continuing to invest and improve.
• How can you leverage what you're already doing to attract diverse, skilled Gen Z talent? Learn what aspects of your current culture, salary, benefits, and professional growth opportunities will resonate with tomorrow's leaders and how to leverage them in your talent acquisition strategy.
• How can your company evolve to better align with Gen Z's priorities and needs, both new and conventional? Learn new strategies for evolving policies, offerings, and benefits to better align with Gen Z, and how to showcase those as part of your talent acquisition strategy.
• How can you measure and prove the results of your Gen Z talent strategy? Learn from our panelists about the best ways to measure success and demonstrate the value of investing in early talent to obtain buy-in across your company.

You have several areas of suckage in your life that will remain permanently. We all wish the weaknesses in our lives would just go away, but they do not. Unfortunately, that's the place insecurity latches onto, creating inaccurate perceptions and debilitating internal dialogue. We never acknowledge it with our colleagues but it's contributed to significantly more bad communication than any other factor.

Insecurity's mantra is "You're Not Enough."

Confidence isn't just the opposite of insecurity, it's the tool we utilize to extract it from our life. The three Ingredients of Confidence - Trust, Humility & Belief - work together to remove the lies of insecurity. Once siphoned from our soul, confidence remains behind in its' place. Thus giving us confidence even where we are weak!

Learning Objectives:

• Create an understanding of how mean and dastardly insecurity is.
• Learn how a karaoke bar factors in to your freedom.
• Recognize the consequences of unaddressed insecurities in work life.
• Learn to be confident in every situation!

As reported in the DOL's first MHPAEA enforcement report to Congress in 2022, the DOL's Employee Benefits Security Administration offered details respecting hundreds of private employer MHPAEA compliance audits conducted by the agency in 2020. Disturbingly, not one employer audited was able to demonstrate substantive compliance with the law's requirements. This program is designed to provide intermediate and advanced HR practitioners with a practical and actionable survey of MHPAEA's requirements. Participants will survey compliant plan design schematics respecting both Quantitative Treatment Limitations ('QTL's') and Non-quantitative Treatment Limitations ('NQTL's'). Participants will also review requirements related to the employer's NQTL comparative analysis obligations. Finally, program participants will review the plan-level participant and beneficiary directed responsive communication requirements for employers responding MHPAEA related claims and coverage issues.

Learning Objectives:

• Understand and apply the concepts underlying MHPAEA, including, without limitation, mental health parity, substance use disorder parity, classification of plan-level benefits, identification of prohibited QTL's and NQTL's within a specific benefit plan; and, specific benefit testing rules;
• Learn to identify and interpret regulatory compliance obligations respecting the plan-level administration of QTL's and NQTL's, both as written and as in actual operation of the underlying benefit plan;
• Survey and apply the components of the DOL's required comparative analysis of NQTL's across the six (6) permitted classifications of plan-level benefits;
• Review and understand MHPAEA's required participant and beneficiary communication requirements related to plan-level covered services and benefit claims arising in the mental health and substance use disorder context; and,
• Review and understand the enforcement protocols and various interdiction levers available to the DOL, HHS and state-level insurance and regulatory bodies, respecting MHPAEA compliance obligations for the employer benefit plan sponsor.

Diversity, equity, and inclusion (DEI) leaders frequently use the phrase, 'Moving the needle.' But what exactly is this scale? How does data drive DEI efforts? In business what gets measured gets done, yet navigating complex DEI data can feel more confusing than helpful. Dr. Victoria Mattingly & Sertrice Grice--organizational psychologists; co-authors of the book, Inclusalytics; and co-owners of the DEI consulting firm, Mattingly Solutions--demystify how to turn DEI metrics into data-driven ACTION.

Learning Objectives:

Diversity, equity, and inclusion (DEI) leaders frequently use the phrase, 'Moving the needle.' But what exactly is this scale? How does data drive DEI efforts? In business what gets measured gets done, yet navigating complex DEI data can feel more confusing than helpful. 

REPEATED FROM MONDAY AT 10:30am

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.  Know YOUR rights so you can effectively manage FMLA leaves with the least amount of 'cringe' for you and your managers!

Learning Objectives:

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

Unconscious bias shows up in job descriptions, which has informed our hiring decisions and diversity makeup. Lorne facilitates a workshop where participants learn how to analyze and write job descriptions to mitigate as much bias as possible. You will learn to highlight invisible diversity dimensions crucial to job success. They include learning & conflict styles, life experiences, attention to detail, ability to grow into the position, and professional skills. Data shows that the greater the diversity dimensions represented, the more productive and robust an organization is. You will practice a critical job description review to develop questions for the hiring manager and coworkers to help you bring salient clarity to the job description to hire the most diverse people available now. Organizations seek to become more diverse to expand their hiring pools and gain diversity advantages. Job descriptions are the leading edge of the hiring process, facilitating people to join your teams.

Learning Objectives:

• Review and highlight bias in job descriptions.
• Create critical questions to uncover the goals the position seeks to attain.
• Learn what words, phrases, and themes contain biases to embrace and avoid.
• Develop a palate of questions to take back to your office and discuss them with your hiring managers.
• Compile uncovering questions to elicit critical stakeholder data into the job description.
• Focus company job descriptions to be seen and read by more people.
• Make distinctions between company values and culture to mitigate bias.
• Bring the hiring manager and coworkers into the job description writing process.

Required automatic enrollment and escalation? Major tax credits for new plans? The Starter(k)? These are just a few of the sweeping legislative changes employers implementing a new plan will face. We’ve dug through the minutia to pull out the top requirements you need to know now, and how to prepare. Have no fear… this isn’t a boring legal presentation. These improvements are fun, exciting and a huge motivation to start a retirement plan. This session is specifically geared towards organizations that do not have a retirement plan or are considering leaving a PEO.

Learning Objectives:

• A breakdown of the the 'need to know' changes included in SECURE 2.0.
• How these will be administered in retirement plans.
• What benefits the changes will provide employees.
• How to communicate this to your team.

Over the past four years, OPM has employed Strategic Foresight to think differently about future challenges and opportunities. OPM's efforts in this area have yielded positive results across government and helped inform strategic plans in retaining talent, attracting new talent, and more. This session will provide a broad overview of current efforts and provide participants tools they can use to apply Strategic Foresight in their organization.

Learning Objectives:

• Understand what it means to create a preferred 'plausible future'.
• Identify key strategies and actions that can help organizations achieve their 'visionary future'.
• Understand and create an implications analysis (futures wheel) for actions necessary to achieve the 'plausible future'.

It’s time to bring communication and value back to the workplace. Building community and connection across hybrid, remote, and in-person teams is vital to ensure success. This program is about developing and delivering value in everything you do. Organizations with great cultures add value to their people, products, and services. Culture matters because it boosts productivity, agility, employee engagement, and retention. A robust and positive workplace culture precedes business results. This presentation is about recognizing the many things that add value and are worth more than what you perceive has merit.

The new generation of talent has become more vocal about the kind of leaders they want to work for. And it's not the technical and other "hard" skills that matter to them most, it's what has long been called "soft skills." The reality is that soft skills are the hardest to demonstrate and the most difficult to recruit for, yet they have the greatest impact on the employee's experience. This session will examine the recent research regarding the most important and commonly identified soft skills that every leader should possess if they want to achieve high performance and high engagement from the new generation of talent.

Learning Objectives:

• Explore the key drivers of how leadership skills and competencies have shifted over the past three years.
• Identify the expressed needs, expectations, and values of the new generation of talent.
• Learn the five most important and commonly identified soft skills that every leader should possess if they want to achieve high performance and high engagement from the new generation of talent.

REPEATED FROM MONDAY at 1:30pm

When organizations successfully connect the employee experience to business outcomes it's a game changer. Recent research from WSAdata shows a direct correlation between engagement and core financial metrics such as net profit margin, earnings per share, and EBITDA. The top 25% of organizations in engagement on average have a 54% gross profit margin whereas the bottom 25% have a 32% gross profit margin. WSA has proven 13.6% of the variance is attributed to engagement.  This data reaffirms the premise that engagement and performance drive business success−an essential connection to make as we encounter the unknowns and uncertainties of 2023. Understanding the levers that motivate and engage employees, and how sentiments and drivers change over time, is critical to aligning strategic imperatives with what matters most to employees.  This empowers organizations to accelerate performance and business at the same time-two elements that when driven in parallel have an enormous impact.

Learning Objectives:

• Learn the global top drivers that have the greatest impact on employee motivation and engagement.
• Understand the major trends of 2023 surrounding the employee experience based on the latest WSA-validated data and research.
• Learn best practices and methods for linking employee engagement to employee performance.
• Understand how to correlate gross profit margin and other specific financial metrics to engagement levels to transform engagement into a true driver of business outcomes.
• How to build a reliable ROI measurement and impact of HR departments, practitioners, and leaders on business success.

REPEATED FROM MONDAY AT 10:30am

The session will chronologically trace the employment cycle from pre-hire through each stage of the life of an employee, weaving Todd's ten rules throughout.

Learning Objectives:

• Understand the anatomy of an organization.
• Hire for cultural fit.
• Avoid the most common organizational mistakes.
• Hear how Bloom & Maslow provide the building blocks of Competencies & Leveling.
• Discover the Four Competencies of all organizations.
• Learn the Seven Natural Levels of all organizations.
• Discuss the Two Career Tracks and how to map jobs.
• Discover the importance of the indispensable Job Description.
• Hear the Truth About Engagement & Retention.
• Discuss Simplicity through Fewer, Smarter People.
• Discuss the Selection, Care & Feeding of People Managers.
• Receive the Two Components of Leadership.
• Learn a new way to view Compensation & Legal.
• Simplify Succession Planning.
• Discuss the Golden Rule of Company Culture.

REPEATED FROM MONDAY AT 10:30am

To say that the regulatory environment is changing rapidly would be an understatement. As we approach the midway point of 2023, federal contractors are struggling to adjust to major regulatory changes, while simultaneously bracing for what's next.    In this presentation, Rachel Rubino, a managing consultant at Berkshire with over 10 years of experience, will address these pressing concerns.   As a compliance consultant who has walked hand-in-hand with federal contractors through this changing landscape, Rachel will outline what she's experienced in the last year, offer analysis on the 2023 fiscal year to-date, and forecast what's to come.

Learning Objectives:

• Hear how certification requirements for affirmative action plans could evolve in 2023 and beyond.
• Discover what OFCCP's emphasis on compensation practices could mean for federal contractors.
• See how best to position yourself, as a federal contractor, to remain compliant in 2023 and beyond.

REPEATED FROM MONDAY AT 10:30am

Employees of historically excluded racial backgrounds want more than workplaces have offered in the past. Find out the top four reasons these employees walk away. The reason may differ from what you think.   Learn how to strategically combat this before it happens and make changes that set your organization apart from other workplaces.

Learning Objectives:

• Find out the top four reasons Employees of Color walk away and how you can strategically combat this before it happens.
• Discover the possibly unknown barriers your organization has in place that push team members out.
• Challenge your workplace systems and processes that are inequitable and how to communicate the need for change to decision-makers.

COVID, political upheaval, DEI changed how people define careers. The impact is greater for women. The labor force participation rate of women dropped during early COVID and hasn't returned. Women may struggle more with balancing work and family. One solution for HR pros is consulting. This session will use audience participation and the speaker's 19 years of experience to explore competencies needed as well as the steps you should take to build a consulting practice.

Learning Objectives:

• Hear how consulting has grown due to changing definitions of work for women and agility needs of organizations.
• Discover the advantages and challenges inherent in a consulting career for women in particular.
• Learn the nature of consulting and the personal traits and competencies needed to be successful.
• Discuss the business plans and steps you should take to build your HR consulting practice.

When former employees file lawsuits, HR professionals are often expected to partner with in-house counsel and/or their employer's outside attorney, to assist in managing the litigation.  In this engaging one-hour session, participants will acquire practical strategies, best practices, and insights from Adam Rosenthal, a frequent SHRM speaker and experienced employment litigator, on the lifecycle of an employment lawsuit and HR's role in helping their employer prepare a strong defense.

Learning Objectives:

• Obtain a solid understanding of litigation 101 and the 'lifecycle' of employment lawsuit, from pre-lawsuit investigations, to initial pleadings, written discovery, depositions, motions, and finally trials and arbitrations.
• Receive concrete and practical advice on how they can effectively partner with both in-house counsel as well as their company's outside attorney, including how to maintain the attorney-client privilege, interact with witnesses, and manage communications regarding the claims in the lawsuit.
• Learn how to perform many of their day-to-day duties with an eye toward preventing lawsuits from every being filed, while at the same time creating a proper, compliant, and legal evidentiary record should a disgruntled employee file a lawsuit.

Relax, grab lunch. and catch up with your peers in the Expo and meet partners throughout the Expo to discover innovative solutions. 

Participate in a networking peer group by industry discussion and network with other virtual attendees. In this informal gathering, virtual attendees participate in a facilitated discussion based on common workplace scenarios and walk away with strategic, actionable takeaways. We encourage you to share your LinkedIn profile to expand your network and further the discussion.

This group's industry is: Arts & Entertainment

This session is LIVE VIRTUAL ONLY and unavailable on demand.

Participate in a networking peer group by industry discussion and network with other virtual attendees. In this informal gathering, virtual attendees participate in a facilitated discussion based on common workplace scenarios and walk away with strategic, actionable takeaways. We encourage you to share your LinkedIn profile to expand your network and further the discussion.

This group's industry is: Business & Finance

This session is LIVE VIRTUAL ONLY and unavailable on demand.

Participate in a networking peer group by industry discussion and network with other virtual attendees. In this informal gathering, virtual attendees participate in a facilitated discussion based on common workplace scenarios and walk away with strategic, actionable takeaways. We encourage you to share your LinkedIn profile to expand your network and further the discussion.

This group's industry is: Education & Nonprofit

This session is LIVE VIRTUAL ONLY and unavailable on demand.

Participate in a networking peer group by industry discussion and network with other virtual attendees. In this informal gathering, virtual attendees participate in a facilitated discussion based on common workplace scenarios and walk away with strategic, actionable takeaways. We encourage you to share your LinkedIn profile to expand your network and further the discussion.

This group's industry is: Government

This session is LIVE VIRTUAL ONLY and unavailable on demand.

Participate in a networking peer group by industry discussion and network with other virtual attendees. In this informal gathering, virtual attendees participate in a facilitated discussion based on common workplace scenarios and walk away with strategic, actionable takeaways. We encourage you to share your LinkedIn profile to expand your network and further the discussion.

This group's industry is: Health Care

This session is LIVE VIRTUAL ONLY and unavailable on demand.

Participate in a networking peer group by industry discussion and network with other virtual attendees. In this informal gathering, virtual attendees participate in a facilitated discussion based on common workplace scenarios and walk away with strategic, actionable takeaways. We encourage you to share your LinkedIn profile to expand your network and further the discussion.

This group's industry is: Manufacturing & Construction

This session is LIVE VIRTUAL ONLY and unavailable on demand.

Participate in a networking peer group by industry discussion and network with other virtual attendees. In this informal gathering, virtual attendees participate in a facilitated discussion based on common workplace scenarios and walk away with strategic, actionable takeaways. We encourage you to share your LinkedIn profile to expand your network and further the discussion.

This group's industry is: Other Specialized Industries

This session is LIVE VIRTUAL ONLY and unavailable on demand.

Participate in a networking peer group by industry discussion and network with other virtual attendees. In this informal gathering, virtual attendees participate in a facilitated discussion based on common workplace scenarios and walk away with strategic, actionable takeaways. We encourage you to share your LinkedIn profile to expand your network and further the discussion.

This group's industry is: Professional Services

This session is LIVE VIRTUAL ONLY and unavailable on demand.

Participate in a networking peer group by industry discussion and network with other virtual attendees. In this informal gathering, virtual attendees participate in a facilitated discussion based on common workplace scenarios and walk away with strategic, actionable takeaways. We encourage you to share your LinkedIn profile to expand your network and further the discussion.

This group's industry is: Retail & Hospitality

This session is LIVE VIRTUAL ONLY and unavailable on demand.

Participate in a networking peer group by industry discussion and network with other virtual attendees. In this informal gathering, virtual attendees participate in a facilitated discussion based on common workplace scenarios and walk away with strategic, actionable takeaways. We encourage you to share your LinkedIn profile to expand your network and further the discussion.

This group's industry is: Technology

This session is LIVE VIRTUAL ONLY and unavailable on demand.

Brought To You By: Confetti

Our favorite part about conferences is meeting all the incredible and impressive people who attend. How does that work at a virtual conference? Join Confetti’s Water Cooler and see! You’ll be able to meet and connect with your fellow peers in an icebreaking session led by an engaging Confetti facilitator for relationships that’ll last you beyond today. Enjoy!

This session is LIVE VIRTUAL ONLY and unavailable on demand.

Find out the winners in this year’s Grand Prize Drawing. Winners will be announced promptly at 1:30 pm and must be present to win. 

REPEATED ON WEDNESDAY AT 7:30AM

After passage of the ACA and updates to ERISA, there are even more requirements that employers sponsoring health and other welfare plans need to ensure they are performing correctly. During this fast-moving session, one of SHRM's most highly rated speakers, Gary Kushner, SPHR, CBP will walk through 11 items you'll want to review to make sure you have all of the processes and documentation you'll need if your employer is ever the subject of a DOL audit of your health and welfare plans.

Learning Objectives:

• Learn what the DOL looks for when they do an audit (and what you can do to be totally prepared).
• Identify the pitfalls that many employers miss when sponsoring plans that can show up on audit.
• Understand the rules around electronic SPD and notice disclosures.

When you get a seat, can you handle the heat? It's not enough to get a seat at the C-suite table but you need to know how to handle the opportunity. Knowing the language of C-Suite involves the ability to speak in 3D--data, dollars and decisions.   Beyond having the ear of executive level leaders, you need to have a game plan. Your struggle in connecting with C-suite is over. Gain practical steps in this session to help you leverage your value proposition in making a successful pitch to your leadership. COVID-19 has created situations requiring leaders to make decisions driven to dollar-based and people-based impact. Money talks and so does big data when it comes to decisions.  There are 4Cs that are critical to your communication success at this high leader level: Credibility, Confidence, Clarity, and Connection. This session covers the 4Cs model and walks you through its application. It's time for you to nail your next C-suite conversation.

Learning Objectives:

• Recognize the importance of data, dollars and decisions at the C-suite level.
• Identify the do's and don'ts in talking data, dollars and decisions with high-level leaders.
• Discover ways to incorporate data without overwhelming your audience.
• Apply a 4C's model to strategic C-suite conversations.

REPEATED FROM MONDAY at 3:00pm.

Reaching in demand talent from all available sources is critical to meeting talent acquistion and DEI goals. Today's labor market is flush with competition, putting the onus of seeking out and attracting the right candidates and talent on the shoulders of talent acquisition. It's been shown time and again that diversity builds team cohesion and profitability. Learning tips and tools of the best diversity sourcing technology, combined with DEI consulting expertise will make the diffrence in this competitive market.

Learning Objectives:

• Build your Corporate EVP to attract underrepresented talent.
• Receive tips to source candidates from untapped talent pools with a diversity Sourcing engine.
• Awardwinning career website and programmatic advertising to attract underrepresented talent.

JoDee and Kim's book, the JoyPowered® Leader, shows emerging leaders - those launching or re-launching their careers -  how to authentically lead by gaining trust and respect.

Learning Objectives:

• Understand who is s following you and why.
• Resiliency
• Authenticity
• Expectations and accountability
• Practice makes perfect, let's get started.

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 and create a sustainable people-first culture that values employees as true talent!!

Learning Objectives:

• Understand how to be a valued and sought-after resource as an HR leader instead of only providing support when needed.
• Learn how to effectively develop people individually from the Executive level down through the organization to the front-line team member.
• Create and work from a people-first and strengths-based position in their HR role and 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.

REPEATED FROM MONDAY AT 1:30pm

Employees have been under significant stress and anxiety since 2020, with mental health conditions more prevalent than ever and a heightened need for HR to properly handle more and unique accommodation requests under the ADA for things like mental health days, hybrid work, support animals, and more. This engaging and interactive session will analyze these and related issues, review legal and practical considerations involved, analyze specific accommodation scenarios, and provide fresh best practices for compliance.

Learning Objectives:

• Recognize the unique reasonable accommodation issues employers are presently facing with respect to employee anxiety, mental health, and psychological conditions.
• Understand both legal and practical considerations involved with these novel accommodation issues and scenarios.
• Identify and apply going forward fresh best compliance practices for handling these particular scenarios and related challenges under the ADA pertaining to mental health.

At an increasingly alarming high rate, organizations are struggling to retain their employees, even those who have been with them for years and who are in senior leadership positions. In this session, you will learn about one of the most critical reasons that these leaders are quitting. Thankfully, there are ways to re-engage their commitment and realign them with the rest of the team. During this highly interactive and engaging session, Kim Ades, President of Frame of Mind Coaching™, will walk you through a session featuring Carey Lucki, CEO of a leading healthcare organization. As CEO, her frustration had been mounting as the executive team was not aligned with each other and their roles and expectations were blurred. On any given day, someone was thinking about leaving the organization, including the CEO. This session will highlight the strategies that enabled her to turn the team around, accomplish their goals and create stellar outcomes in the midst of the pandemic.

Learning Objectives:

• An overlooked and critical factor for retaining leaders.
• Three strategies for exceptional leadership performance.
• How to align senior leaders with goals, roles and expectations.
• How to increase motivation and performance and build an A+ team.

REPEATED FROM MONDAY AT 3:00pm

Employees clock in for work with fingerprint scans. Companies use artificial intelligence to evaluate video interviews. HR departments are responsible for maintaining sensitive personal information about employees. As technology advances, employees value their privacy more than ever and expect their employers to protect it. In this session, HR professionals will learn how to consider the legal issues associated with privacy in the workplace, understand their obligations to employees, and evaluate opportunities for implementing new cutting-edge tools and complying with changing legal requirements.

Learning Objectives:

• Learn best practices for protecting employee privacy and complying with legal obligations.
• Recognize issues related to employee privacy related to new workplace technology.
• Learn how state and federal governments regulate employee privacy and plan for future regulatory advances.

REPEATED  FROM MONDAY AT 3:00pm

Learn the predominant conflict styles of Millennials, Generation Xers, and Baby Boomers as found through analysis of 11,000 test takers of the Thomas-Kilmann Conflict Mode Instrument, revealing how generational cohorts differ in approaches to conflict. As uncovered in numerous interviews, learn what Millennials want and value in the workplace and practical methods to successfully recruit, retain, and manage this large and valuable cohort. Lastly, understand how gender impacts conflict styles and differences in younger cohorts.

Learning Objectives:

• Define the predominant conflict styles of Millennials, Generation Xers, and Baby Boomers and how to effectively manage conflict at work.
• Describe the impact of gender on conflict styles and how this differs for younger generations.
• Describe how to successfully engage Millennials at work by learning what Millennials want and value in the workplace.
• List key strategies for successfully recruiting, retaining, and managing Millennials.
• Understand generational workplace demographics and how they impact the future of your organization.

REPEATED ON WEDNESDAY AT 10:30am

The world of work is changing, but even with labor market shifts, companies remain focused on retaining top talent. To do this, many companies promote benefit packages, salaries and wellness programs-but savvy HR leaders know the secret weapon to retaining top talent starts with offboarding those that leave. This research-driven session shares best practices and tangible offboarding process changes (beyond the exit interview) that can help positively impact employer brand and employee experience.

Learning Objectives:

• Design a modern offboarding processes that extends beyond the traditional 'exit interview' and supports the exiting employee and broader business goals.
• Build more equitable and fair hiring and employment experiences through understanding the true experience of those leaving.
• Impact employee engagement and retention of employees that weren't let go through a thoughtful offboarding process.
• Leverage technology to help meet regulatory requirements and reduce the HR administrative burden and costs.
• Build a business case based on proprietary research & best practice ROI.

Pay equity will continue to be a primary focus for organizations in 2023. As the landscape evolves to include ESG reporting, state requirements, and continued pay transparency, it can be difficult for organizations to keep up with and manage priorities. Environmental, social, and governance data, known as ESG, is encouraging transparency in organizations. The social aspect include areas relevant to HR, DEIA, and company leaders. The session is designed to prepare participants to conduct pay equity analyses, racial equity audits, diversity metrics, and consider public disclosures. While federal regulation still applies, employers may now be required to perform additional analytics across their respective workforces in different states. We will discuss upcoming regulations, priorities for employers, and tips for keeping organized amidst ever-changing laws. Presenters will also discuss different types of pay equity studies and tips for successfully navigating them.

Learning Objectives:

• Understand the demand for ESG reporting and analyses they should consider when supporting ESG efforts.
• Receive resources for tracking state pay requirements.
• Develop a broad understanding of the different state requirements currently in place as well as anticipated additions.
• Compare different pay equity analysis options and learn about tools to evaluate which analysis might be best for their organization.

Do you want to feel more powerful at work? Do you want to master your power and use it for good? Do you want BOTH?  You're in the right place. Power is a mesmerizing topic that has been the center of countless news stories this past year. We use power. Need it. Crave it. Can be seduced by it. But do we really understand it?  Here's your chance to talk about it.  Join us for a deep dive in the recognition, ownership, and management of power. You will sharpen your ability to identify the types of power and name them, learn three simple steps to owning your power, and explore critical ways to manage power in your relationships - professional and personal.   As a talent leader, you will be better able to role model a healthy relationship with power, diffuse power-centric situations at work, and coach others through their own exploration of power dynamics, resulting in a more empowered workforce.

Learning Objectives:

• Sharpen your ability to identify the types of power and name them.
• Learn three simple steps to owning your power.
• Explore critical ways to manage power in your relationships -  professional and personal.

Platforms that leverage artificial intelligence (AI) may carry risks of bias and discrimination against underrepresented groups - but they also hold the potential to make talent acquisition more inclusive. Recent research with disability-led startups and other diverse stakeholders across industry and advocacy circles has identified key innovations and inclusive practices to avoid bias and discrimination and improve enterprise-wide Diversity, Equity, Inclusion and Accessibility (DEIA) hiring and retention goals.   This session will discuss best practices for assessing AI platforms and working with vendors to ensure compliance with legal obligations, while also leveraging new innovations to recruit and retain talented individuals from underrepresented groups. Organizations that embrace these best practices can create an organizational culture of inclusion where everyone can advance and thrive, regardless of race, ethnicity, gender identity, sexual orientation, religion, or disability.

Learning Objectives:

• Learn about the legal obligations surrounding nondiscrimination and areas where recruiting processes introduce bias.
• Learn how innovators with disabilities are using AI to attract skilled workers from underrepresented groups.
• Hear how job seekers with disabilities actually experience the recruiting process.
• Discover the elements of procuring and tailoring AI systems to reduce bias and promote inclusion: ask before you buy, always include humans, be transparent with stakeholders, focus on accessibility, address systemic barriers.

DEI initiatives should help drive talent acquisition, retention and operational results. Too often, they  fade out with little lasting impact.  Sometimes, they divide workplaces or even cause legal and reputational risk.  In this interactive session, participants will learn how to apply an action based model to activate their organization's mission and values in daily workplace interactions helping to realize DEI objectives and drive organizational excellence.

Learning Objectives:

• Be introduced to an action based model to move from words to lasting daily DEI related behaviors;
• Learn an approach to communicate how their organization's DEI related values help improve operational results;
• Test core models via interactive exercises to practice and apply key session principles for use in their own  organizations.

The Wizard of Oz is an iconic story where Dorothy, the Tin Man, Scarecrow, and Lion searched for the Wizard to solve their problems.  Once they discovered his lack of power, they had to find their own answers.

In much the same way, employees look for their Senior Leaders to solve complex DEI challenges. Recent insights we've gained during executive coaching and training have led to an innovative leadership engagement philosophy we refer to as "The DEI OZ Principle". This principle focuses on improving the Inclusion skills and practices of the highest-ranking leaders in the organization. It provides them with successful first-hand experience, which can establish a foundation to achieve meaningful cultural transformation.  This principle also prepares all employees to utilize their talent, skill, ability, and influence to bring about the DEIB progress they desire.

Learning Objectives:

• Highlight the parallels between today's challenging workforce trends in general, and those specifically linked to DEIB.
• Explore key characteristics of reactionary approaches to Inclusion and the indicators that DEIB has become less of an organizational priority. 
• Present the innovative "DEI OZ Principle" and how it can aid in re-igniting Senior Leadership's investment in creating "People-Centered/Inclusive" workplaces.
• Provide a 3-phased DEIB model of proven strategies, tools, and techniques that are transforming leading organizations.

Who comes to mind when you think of a manager? What about a leader? Managing is about getting things done as consistently and efficiently as possible, whereas leading is about deciding what things should get done, charting the course, and empowering people to believe that they are part of something larger than themselves. In times of uncertainty, it is the leaders who rise to the occasion and create inspiration for employees to thrive in their roles.  In this dynamic session, HR practitioners learn what it means to take visionary leadership to the next level as they strive to become influential leaders. You will discover how to identify, create, and communicate a strong vision and how to get buy-in from both the C-Suite and employees alike by creating purpose, securing commitment, and driving accountability.

Learning Objectives:

• Create and communicate a vision that inspires teams and motivates action.
• Establish clarity, commitment, standards, responsibility, flexibility, and rewards.
• Maintain healthy balance between the needs of the organization and needs of individuals.
• Champion creative thinking and work through difficult challenges with courage.

Turnover continues to plague employers, often driven by managers who don't communicate, give poor feedback. and don't engage.  When employees are in the dark, they assume the worst. To improve the employee experience, we can give managers tools to improve communication, engagement, and feedback using this 4-part model.

Learning Objectives:

• Learn the 4-part model that improves outcomes as managers work with employees to improve performance, engagement, and success.
• Increase results, team alignment, organizational outcomes, and profitability through improved performance and desired outcomes.
• Reduce employee turnover through increased inclusion, commitment, and loyalty to the job and career as they increase two-way communication.
• Improve professional development, individual and team goal setting, and achievement of objectives through accountability.
• Enhance employee morale, improve culture, and increase productivity through improved communications, feedback, and follow-through.

In this session, we will talk about strategies for addressing sex harassment. We will explore themes of an imbalance of power, toxic workplaces, why there is a persistent reluctance to report, and so on. We will talk about how sex harassment has evolved and changed, including newer forms from a remote or hybrid workplace.  We will offer some recommendations on creating more effective training and reporting solutions.   And no discussion of harassment would be complete without a discussion of retaliation and effective means of redress.  We hope to stimulate some dynamic thinking and sharing from participants.

Learning Objectives:

• Understanding of the dynamics of workplace harassment -- motives/personality of harasser and reasons for non-reporting.
• Ideas for changing training and reporting/complaint procedures for greater success.
• Preventative strategies.

REPEATED FROM MONDAY AT 1:30pm

Join leadership & empowerment expert Ashley T Brundage and Class Bias & DEI Expert CJ Gross for a one of a kind team presentation connecting our research called The Zip Code of Empowerment. This session will help your organization expand DEI to address more than just race but deeper understanding of class bias structure for all of your HR service functions. Together both award winning authors will loop the deep dive on how to drive empowerment faster through differences like socioeconomic class while teasing other effective ways to transform your organization.

Learning Objectives:

• Cultivate an inclusive workplace culture for all zip code stories.
• The business case for all kinds of difference of people with zip code stories.
• Strategies for hiring the first zip code story.
• Process of empowerment for address class bias.
• Strategic leadership actions to drive empowerment faster for socioeconomic class differences.

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

In this experiential session, students will examine ways to hold effective, yet genuine uncomfortable conversations in various areas of life and work. Based on real life situations, conversations will range from insensitive to taboo, from direct to passive, and from agree to disagree. Students will be able to participate in role playing situations, ask “taboo” questions in a safe space, and look at different perspectives in a non-judgmental and compassionate environment. This high energy session will change the uncomfortable to comfortable, helping the audience to find ways to reach a desired outcome with mutual understanding, empathy, and respect.

Take a break in the program with your SHRM23 peers in this interactive activity.

In today's businesses, leaders must be willing to face hard truths about culture, behavior, and negative impacts that exist within their organizations.  What used to be isolated, one-off events of negative manager experiences are now recorded, posted, mocked, prosecuted, examined and medicated.  To ensure organizations protect the integrity of their culture there is a need to be aware of key behaviors that were once excused, and now create great liability, mental, physical and emotional illness for leaders and employees at all levels.

Learning Objectives:

• Identify three key adult bullying behaviors.
• Learn strategies to teach leaders and employees how to address bullying.
• Enhance corporate culture by implementing organization wide models of addressing issues.

As the world of work continues to evolve, HR professionals have found one critical aspect of their job is trying to find the right person for the right job. As countless strategies have been implemented to reduce turnover, most have produced modest results. HR departments are now using analytics to improve decisions on their workforce talent acquisition, diversity, and employee retention. This session will explain key concepts behind data analytics, identify the potential legal issues and discuss ways to mitigate the risk.

Learning Objectives:

• How to implement analytics to enhance the employee life cycle.
• Learn how analytics may impact organizations and potential legal issues.
• Implementation of strategies to effectively screen out those most likely to turnover.

Hiring is one of the most important and expensive parts of running a business. Recruiting teams are the brand ambassadors and the first interactions a candidate has with a company. Despite record low unemployment, companies are beginning to slow down hiring due to ongoing economic uncertainty. Smart business leaders will continue searching for top talent and in order to do so, will need top-tier talent recruiters who are trained on best practices.

Learning Objectives:

• How to continue recruiting top talent despite having smaller recruitment teams and budgets.
• How to train your team to work more effectively in conjunction with the hiring manager, or how to source inclusively.
• How to drive results with less resources.

What does dessert and Elvis Presley have to do with stress management? Everything! Everyone faces stress.  It's a fact of life.  What you do with it makes the difference between enjoying your life or resenting it, between being challenged or being overwhelmed. The demands and the pace of our busy lives pressure us all.  Some master it and some do not. The trick is to take back control!

In this dynamic, unconventional, and entertaining session, we will address the subject of stress from a refreshing common-sense point of view. Helping you learn how to function with stress, as well as how to reduce it. You'll learn how to feel better about yourself and become less vulnerable to stressful situations. At the same time, you will learn to lighten up and see the humor that is all around us!

Learning Objectives:

• Identify the "good" stress and "bad" stress.
• Understand your optimal stress.
• The answer to two key questions to manage any stressful situation.
• Have a guaranteed, surefire way to turn your love of dessert and the King of Rock and Roll into a practical, real-world way to control your stress!
• No deep breathing and yoga suggestions here-- I promise you have never approached stress this way before! 

The EEOC has made it clear that it considers built-in discrimination in hiring and other-use software to be a top priority. The Agency has released several rounds of guidance regarding employers' use of AI to search resumes, make interviewing or promotion decisions and automate routine HR-related tasks. Learn how the EEOC's guidance affects your organization, and how to ensure that the computer-enhanced decisions you make comply with discrimination law.

Learning Objectives:

• Gain an understanding of the EEOC's guidance on AI-assisted HR tasks and the Agency's chief concern with new technology.
• Learn how to apply the EEOC guidance to your particular organization and understand whether changes need to be made or issues addressed.
• Get practical tips on how to ensure your employment processes remain discrimination-free.

An increasing number of employees and customers want to bring their animals with them to work, shop or dine. 'Service animals' must be allowed under most circumstances but which types of animals qualify?  When and where must 'support animals' be allowed?  This presentation will address the various federal and key state laws governing service and support animals.

Learning Objectives:

• Learn the difference between 'service' and 'support' animals.
• Learn when you must allow employees to bring service or support animals to work as a 'reasonable accommodation.'
• Learn when you must allow customers to bring service or support animals into your business or organization.

With hiring decisions becoming more critical in challenging economic times, verifying past employment, credentials, and education and obtaining references have become critical. Unfortunately, falsifying or inflating employment and educational accomplishments has become a significant problem for employers. Legal limitations also create barriers for human resources professionals when obtaining and giving past employment information. This workshop reviews legal and effective techniques for the reference checking process and how to verify education and spot phony credentials and worthless degree mills. New technologies and approaches will also be reviewed, as well as special issues involving international credentials and the role of social media sites and Web 2.0 in the process.

Learning Objectives:

• Learn effective and legal strategies to verify an applicant's past employment and education accomplishments.
• Explore why employment references create legal issues for employers and strategies for obtaining information and dealing with requests from other employers.
• Learn why phony education credentials are problematic and how to spot degree mills.
• Review new technologies and approaches to credentials verifications including blockchain, Artificial Intelligence, and career passports.
• Understand special issues when it comes to social media and sites and international employment and education verification.

Document, document, document. Sounds familiar? This standard mantra from your employment counsel is meant to encourage managers to memorialize performance/disciplinary conversations that shows efforts to help the employee be successful and supports employment decisions. And, importantly, documentation can provide a solid defense if prepared correctly.  But, in reality, managers (and HR) are typically not taught how to effectively transcribe verbal coaching, counseling or disciplinary conversations into clear, unambiguous, defensible documentation. Learn the seven steps to creating 'bulletproof' documentation along with ways to tighten your documentation, words and phrases to avoid, and potential red flags for discrimination.  Walk away with a usable framework and tips for perfecting your documentation.

Learning Objectives:

• Learn to document expectations, policy violations, performance issues and consequences.
• Properly document employee's explanation and action plan.
• Understand which words and phrases to avoid when documenting.
• Learn about documentation disasters that create liability.

Workplaces are becoming more diverse each year and there is a growing need to support a gender inclusive culture. Someone joining or already within your organization most likely identifies as non-binary, gender fluid, or transgender. This session will cover the importance of having strong HR policies and plans in place to give support and guidance to the entire population. You will learn how to develop an HR communication plan to support a cohesive and understanding culture, the importance of using the correct pronouns, and how to build an HR policy framework to support employees as they present their authentic selves at work.

Learning Objectives:

• Gain a broader understanding of gender identity.
• Learn basic terminology around gender inclusivity.
• Create a policy framework to support gender inclusivity..

The Great Resignation turned into The Big Regret! Over 50% of the people who left their jobs during the great resignation say they made a big mistake, but almost none of them went back to their former employer. Why? Tim Sackett, HR expert and author of The Talent Fix, will break down the 'why' and show us how we can build cultures that attract and keep great talent. The work environment of the future is forcing us to create multi-channel work cultures that speak to a variety of workers, and the best organizations are quickly figuring out how to use this to their benefit. A great culture attracts and retains great talent. The workforce of today and into the future is demanding a multi-faceted work culture that most of us are just beginning to understand. This session will help us understand where we need to be and how we can build the workplace culture of the future.

Learning Objectives:

• Learn why millions of employees left jobs that they actually liked for jobs they actually hated.
• Create a plan and strategy to build your workplace culture of the future.
• Understand what the future workforce is looking for in dynamic workplace cultures.

Prior to 2020, remote work was considered a job perk. The option to occasionally work from home was one way for employers to attract new talent and foster job satisfaction among existing employees. For those looking to work remotely, full-time options were typically limited to freelance or consultancy work. Since the COVID outbreak, many companies had no choice but to embrace remote work in order to survive.  Data suggests that approximately 65% of the employed U.S. workforce would prefer to work remotely every day; but what would this mean for employee mental health and overall feelings of loneliness? And to what extent do unplanned, spontaneous interactions with co-workers play a part in employee engagement, satisfaction, and belonging, as well as career progression and work performance?  Join SHRM Research as they share new data on some of the pros and cons of remote work and what your organization can do to prevent feelings of loneliness among your remote workforce.

Learning Objectives:

• Identify potential downfalls of full-time remote work as they relate to employee mental health, productivity, promotional considerations and other variables.

Success is NOT usually found at the end of an easy, well-paved road. Many people, teams, and organizations look for shortcuts, abandon ethics, and sacrifice success for a quick unrewarding finish. There is something that successful people and companies have in common – they understand the value of core Principles.

The audience will learn about THE SIGNIFICANT SEVEN:

• Loyalty (Strong allegiances)
• Passion (Excitement, Love, and Commitment to your people and work)
• Patience (Understanding people, situations, and expectations)
• Communication (Clarity is key)
• Humility (Team is more important than personal ego)
• Going the Extra Mile. (Doing more than expected)
• Integrity (Honesty, Ethics, Credibility)

These principles will not be forgotten and the audience will leave this speech entertained, inspired, challenged, and equipped to find success in their personal and professional lives.

Commitment, Culture and Continuity all drive your organization based in part on the path set forth by case law.  Have you kept up on what courts have crafted for you this year regarding employment issues?  Challenged by what your employees are concerned about and how the courts have considered their issues?  Looking for a different lens to support your workforce? Well then join us for an engaging discussion on what the last year of decisions have brought to us and how they can all assist in supporting our efforts to develop, redefine and thrive in changing times.  Together we will explore not only these decisions and their lessons, but the ways in which altered efforts may chart an even more successful course for your organization as well as your employees going forward.

Learning Objectives:

• Learn the latest impactful court decisions in employment law.
• Gain an understanding of how the respective decisions provide a path to change the manner in which HR conducts itself.
• Evaluate case law to review existing policies and procedures for potential areas of necessary alteration moving forward.

Join BAL's Government strategies team to hear the latest developments in USCIS's plans to introduce I-9 reforms, including a greatly simplified form and updates on the much-anticipated regulation allowing employers to examine employment eligibility document virtually. Additionally, employers can expect major changes to E-Verify both in the short-term and long-term and hear what is on the horizon and practical takeaways for your HR team.

Learning Objectives:

• Learn about the latest developments in USCIS's plans to introduce I-9 reforms, including a greatly simplified form and updates on the much-anticipated regulation allowing employers to examine employment eligibility document virtually.
• Learn about what to expect in upcoming major changes to E-Verify both in the short-term and long-term.
• Hear what is on the horizon and practical takeaways for HR teams.

Doors open for the SHRM23 Concert at 7:00 p.m. If you would like to purchase additional tickets, please visit the registration kiosk outside the doors for the concert.  

Enjoy your final evening in Las Vegas with a special concert featuring Janet Jackson! 

If you haven’t already, visit attendee services to pick up your conference badge or register on-site for SHRM23. Accessibility and housing assistance are also located here. 

The SHRMStore is your premier destination for All Things Work. Shop for HR certifications, credentials, learning, events, business resources, merchandise and more!

This is your last chance to shop at the SHRMStore and save on shipping fees. 

Employees frequently complain about a 'hostile working environment.' The term has specific legal meaning that is much narrower 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 age, 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.

REPEATED FROM TUESDAY 2:00PM - 3:00PM

After passage of the ACA and updates to ERISA, there are even more requirements that employers sponsoring health and other welfare plans need to ensure they are performing correctly. During this fast-moving session, one of SHRM's most highly rated speakers, Gary Kushner, SPHR, CBP will walk through 11 items you'll want to review to make sure you have all of the processes and documentation you'll need if your employer is ever the subject of a DOL audit of your health and welfare plans.

Learning Objectives:

• Learn what the DOL looks for when they do an audit (and what you can do to be totally prepared).
• Identify the pitfalls that many employers miss when sponsoring plans that can show up on audit.
• Understand the rules around electronic SPD and notice disclosures.

Designing technology for inclusivity and intersectionality - which includes all parts of an individual's identity - poses a big opportunity for today's organizations, and it begins from the moment a candidate engages with an organization. To ensure true tech inclusivity, organizations should always ask a critical question: are we accounting for the full spectrum of people our workforce represents? This session examines the key variables to develop and implement tech tools that empower all workers and enable a truly inclusive workplace.

Learning Objectives:

• How to design tech tools for intersectionality.
• Understanding the opportunities and challenges with workplace technology.
• Key requirements for designing tools for inclusivity.
• Knowing the benefits and importance of inclusive tech.

REPEATED FROM TUESDAY AT 10:30am

Toxic acts have no place at work, yet too often, people experience harm. Violations at any level foster isolation and exhaustion and erode senses of belonging. Your people's unfiltered opinions and creative ideas are your greatest assets. How can you be sure they feel safe enough to speak up?   Embrace an empathy-driven framework to label rooted issues, identify tools encouraging team member buy-in, and reinforce organizational efforts that build more welcoming cultures for all. Participants will confidently advocate for their voices in a way that ensures that everyone feels empowered to speak up, no matter their role, tenure, or social capital.

Learning Objectives:

• Diagnose why the type or severity of toxic behaviors are less critical than their neurological impact and how any level of harm can create isolation, derail creativity, and erode trust.
• Implement a tailored framework to reflect on obstacles and trust gaps before outlining organizational practices, investments, and policies that prevent harm.
• Transform how you authentically seek out, hear, and act upon your people's perspectives to determine solutions rooted in team member buy-in.
• Adopt advocacy skills and cultivate a people-centered mindset to ensure you feel confident speaking up for your safety needs and the needs of others.

Difficult people are everywhere! They can be customers, co-workers, bosses, neighbors, even spouses. This program humorously reveals the six basic difficult personality styles that are out to drain you and your organization of vital energy. You will learn what they do, why they do it, and what you can do about it! Participants will learn how to stay empowered in the face of negative, reactive, and draining people – and laugh while they do it.  Unfortunately, every business has its share of difficult people to deal with. Some may be customers, some may be co-workers -- but either case, dealing with them in a way that leads to success is a critical skill. 'Bambi vs. Godzilla' helps participants understand negative behavior, and to increase their skill level in dealing with difficult personality types.

Learning Objectives:

• Uncover six basic difficult personalities while discovering what they do, why they do it, and what you can do about it.
• Learn how to not react to reactive people.
• Develop strategies for empowering your communication style and moving negative behavior toward positive results.
• Understand how to increase your behavioral repertoire when confronted with a difficult person.
• Explore how to create an energized culture and climate in your office and organization.

Today, few companies offer benefits focused on mental health for employees or dependents. Today's HR professionals are faced with employee mental health burdens like never before and don't have tools or answers, resulting in fear and stigma by all parties.   Dan Pontius will address the stigma associated around mental health, what businesses can do to address the youth mental health crisis and why it is costing your company money by not acting now.

Learning Objectives:

• Gain a better understanding of the youth mental health crisis in the U.S. and how it is negatively impacting the performance of working parents.
• Learn tools and options for how Human Resource professionals can have meaningful mental health conversations with staff.
• Understand what mental health and wellness benefits should be added to employee benefits packages and identify actionable steps to implement support for mental wellness into corporate cultures.
• Hear why supporting the mental health of employees and their dependents makes sense for the long-term success of a business.

Executive presence is a term that is often desired in leaders and yet is it not clearly defined. Since many of the decisions about your career will be made when you are not in the room, understanding what executive presence is, is critical, but it doesn't need to be mysterious. Executive presence is a skill, not a trait - that means it's something you can cultivate and build. In its simplest terms, executive presence is about your ability to inspire confidence - inspiring confidence in your team that you're the leader they want to follow, inspiring confidence among peers that you're capable and reliable, and, most importantly, inspiring confidence among senior leaders that you have the potential for great achievements. Executive presence is a perception that you build. In our session, we will explore the systemic, cultural, and self-sabotaging behaviors that are unique to women in leadership.  Men also play a critical role in advocating and sponsoring female talent.

Learning Objectives:

• Explore what social barriers are in place preventing women from ascending to higher-level leadership positions.
• Hear about behaviors that are within our control and create awareness on how those are impacting the individual, their team, and their organization.
• Talk about male allyship and how to create awareness and specific actions that men can take to support their female colleagues.

The concept of personal branding may seem like a catchphrase being thrown around by authors and self help gurus; however, the concept isn't new. You already have a personal brand - whether you know it or not.

Your personal brand is more than your reputation. It's a value proposition that helps companies evaluate whether or not to recruit, hire, develop and retain you - and also whether or not people want to work with you, or at your company.

Your personal brand is an important aspect of your career, and impacts everything from future career aspirations to your existing compensation opportunities. Once you understand what drives you, as well as the qualities and skill-sets that are unique to you, you can effectively manage your brand and communicate your best attributes to the constituencies that matter.

Learning Objectives:

• Understand what is included in your personal brand, what isn't, and why it matters.
• Discover how personal branding relates to managing and growing your career.
• Create your own personal brand statement, and understand how to use it.
• Incorporate your "whole self" into your personal brand to create personal and professional opportunities.
• Develop an Action Plan for effectively communicating and promoting your personal brand.

This session will highlight compelling effective ways to empower mid-level leaders through the 'C' suite on how to enhance their culture! It is designed to help leaders identify and eliminate toxic behaviors that keep organizations from moving toward an inclusive work space .It is presented in a fun filled highly engaging way that showcases the value of leveraging gamification to build a culture and philosophy of inclusion that positively impacts the bottom line.

Learning Objectives:

• Compassion without action is just observation but Compassion with action is the equation for observable change that creates an environment for top talent to thrive!
• Gamification makes tough Diversity,Equity,Inclusion & Belonging conversations fun.The Race Card game is an effective tool for adult learning.
• How to identify toxic behaviors and incorporate skills that will enhance psychological safety along with supporting your organizations corporate social responsibility.

In today's world of work, empathy is a critical component to organizational culture.  It not only impacts employee attitudes and behaviors, but also impacts an organization's bottom-line results.  Research showing empathy's impact on organizations will be shared, pointing to the need for organizations to both measure empathy and make it an area of focus for HR practitioners.  SHRM's new Empathy Index Tool will be shared as a measurement solution for organizations to use in determining where they are on the empathy scale, how they compare to organizational empathy benchmarks, and where they may be able to focus potential efforts for improvement.

Learning Objectives:

• Define empathy and its components.
• Identify how organizational empathy impacts employee attitudes and behaviors.
• Identify how organizational empathy impacts a business's bottom-line results.
• Understand how to use SHRM's new Empathy Index Tool.

Learn what stress is, what it isn't, why it prevents you from achieving your goals, and how the right coping methods matter. In this no-nonsense presentation, attendees will be armed with what they need to move from frustration and dread to clarity and momentum.  Professionals look for stress relief by addressing external problems (hire/fire staff, take CE courses, throw money at marketing, etc.), which only serves as a Band-Aid. External solutions are not going to resolve this internal, biological reaction. Learn where stress is present in your business, why it prevents you from achieving your goals, and how to move from functional to OPTIMAL.  In her pragmatic approach, Jen Butler (master executive and board certified coach) debunks the myths behind stress in business and shares how to navigate stressors successfully. Attendees will build an action plan to incorporate practical, effective coping methods with the end result being less stress and higher profits.

Learning Objectives:

• KNOW YOUR STRESS- Understand the different kinds and types of stress and the effect on the business.
• ASSESS YOUR STRESS- Evaluate personal stress levels and how to recognize the team's stress levels.
• REDUCE YOUR STRESS- Recognize stress triggers and how to change them.
• ACQUIRE LONG-TERM- strategies to improve coping skills and reduce stress.

Being the only HR employee in a company is both daunting and exciting. It's an experience that can accelerate your growth as an HR professional. You will need to be resourceful, agile, accessible, strategic, and tactical. If you are inheriting a previously-established structure, the experience may be less challenging.  However, if you are expected to build the HR department from the ground up, you will need to withdraw from your bank of HR competencies and organizational and interpersonal skills to be successful.   

Learning Objectives:

• Learn ways HR can contribute to the bottom line.
• Discuss the complete HR strategy.
• Implement your strategic plan.

There has been significant research showing diversity and inclusion help companies succeed.  McKinsey's research shows that gender-diverse companies are 15% more likely to outperform their peers and ethnically-diverse companies are 35% more likely to do the same. Catalyst research shows that companies with more women on the Board statistically outperform their peers over a long period of time. Deloitte research shows that inclusive teams outperform their peers by 80% in team-based assessments.  Learn the DE&I framework to use covering 8 areas of the business and the metrics to match the DE&I efforts.

Learning Objectives:

• Hear how DEI is critical in the business function.
• Learn the framework on how to educate executives and managers on how DEI touches every function in the business.
• Review how the framework and metrics impact the business.
• Learn how DEI metrics are critical for executives and managers.

Whether you interviewed for the job or not - you are the CEO of your career progression. As you've gone through your career, what's changed and what's stayed the same? Are there pieces that feel good? Are there pieces that just need to be scrapped? The fact is, you have a secret sauce that no one else can emulate or recreate. In this session, you will identify how your unique blend of career experiences, life lessons, styles of interaction, and workplace strengths can be used to get you from the level you're at to the level you want to be. Nanci will talk about the power of being the author of your own story, the importance of a thoughtful exit strategy, and what it takes to build a roadmap to your next career destination.   Join us for this engaging and interactive session to learn how to turn your workplace blindspots into a vision for your career!

Learning Objectives:

• Learn critical ingredients for developing your career roadmap.
• Build a strong understanding of the foundational steps to unleash your professional passion and purpose.
• Gain actionable items to drive your career success. 
• Apply  'take-home' career management strategies to implement your plan for your career vision.

Connect with your peers and head to the main stage for the General Session Preshow. Doors will open around 8:00 a.m.

Happening on the SHRM23 main stage, general sessions feature renowned speakers covering hot topics to help us drive change in the world of work. 

Reset. Refresh. Re-energize. Use this intermission in programming to network and enjoy some downtime before the next session. 

Take a break in the program with your SHRM23 peers in this interactive activity.

Ageism is the last of many discriminatory experiences to be addressed by the Human Resource community. Organizations continue to look for 'energetic' and youthful hires often described as 'digital natives' but bypass fully capable older individuals. Changing perspectives and bringing an understanding of the full potential of baby boomers to the workplace is critical as organizations face worker shortages in a post pandemic work environment. This presentation will focus on changing the paradigm and bringing a fresh approach to embracing older candidates to fulfill organizational workforce needs.

Learning Objectives:

• How to audit Employment Branding and Recruitment materials to eliminate hiring biases.
• Reeducating leadership with data on the value of older workers.
• Sensitizing line management to their own biases toward older workers in the selection and promotion process.
• Eliminating buzz words from daily vocabulary that unconsciously perpetuates ageism in the workplace.

As AI becomes more commonplace in HR recruitment, it's raised concerns about oversight and discrimination. So what do employers need to know as they navigate this new technology in recruiting?  In this presentation, Dr. Thomas Carnahan, an industrial/organizational psychologist, and Victoria Lipnic, former EEOC Acting Chair, will discuss emerging trends as they relate to AI in recruiting, current and future regulations, and the automation of certain human-centric processes. As part of this discussion, the presenters will explore how AI might impact accommodations for Individuals with Disabilities, how employers should evaluate whether AI tools are considering job-related factors, and how to monitor the use of such tools for adverse impact and general fairness.

Learning Objectives:

• What is AI and how is it being applied by employers currently.
• What is the law addressing currently (EEOC, OFCCP, and states).
• What employers need to consider when applying AI.
• How to conduct an audit of AI tools.

As America's fastest growing racial or ethnic group, Asian Americans are moving up the corporate agenda, yet this population is full of paradoxes. They're America's best-educated group, yet their rate of promotion into leadership roles is less than that of whites, African Americans or Latinos. Asian Americans are recruited in large numbers, yet they feel less belonging than any other group. Among Asian Americans, it's the youngest ones – who tend to be American-born with native English skills – who suffer the LEAST belonging.

Learning Objectives:

•  The unique challenges facing your Asian American employees, and the brain science behind them.
•  How well-intentioned HR policy results in further exclusion and inequity for Asians
•  Evidence-backed strategies to activate inclusion and equity for your Asian American employees.

This session discusses the vital role a strong personal brand plays in maximizing the HR executives' influence, transforming them into a thought leader in their industry. The discussion will tackle the reason it is critical for organizations to be perceived as influential leaders in their respective industries. We will dive deep into the methods and tools that will help you build and strengthen your personal brand, including content creation and storytelling. The demonstration will include strategies and examples of best practices that will inspire you to build your own thought leadership and content strategy.

Learning Objectives:

• Thought leadership will help you stay at the forefront of your industry.
• Become an ideal reference to millions of followers who seek guidance, inspiration, and expert insights.
• Learn how to create a thought leadership strategy that builds your personal brand from the ground up.

A debate has raged since the Civil Rights Movement introduced DEI into the workplace: support the business case for workforce diversity or the moral case?  While they may seem diametrically opposed, they are inextricably linked.   Organizations must learn to connect dots and bridge gaps between a diverse workforce and true inclusion.  Learn innovations and best practices for building and maintaining a diverse workforce that thrives by understanding what blocks DEI and what boosts it.

Learning Objectives:

• Differentiate between belonging and inclusion and their business effectiveness.
• Understand the science behind DEI's root causes, from bias, power, and stereotyping to allyship, inclusion, and speaking up.
• Advance the aspirational moral case for DEI by leveraging the actionable business case.
• Recognize the impact of unfairness and injustice on individuals.
• Apply strategies to be an active ally in everyday situations.
• Recognize that allyship requires consistent action and growth over time.
• Develop behaviors to drive sustainable change.