Filtered 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 info desk is open to answer any questions and help you navigate your SHRM23 experience.

The info desk is open to answer any questions and help you navigate your SHRM23 experience.

The info desk is open to answer any questions and help you navigate your SHRM23 experience.

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

The info desk is open to answer any questions and help you navigate your SHRM23 experience.

The info desk is open to answer any questions and help you navigate your SHRM23 experience.

The info desk is open to answer any questions and help you navigate your SHRM23 experience.

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

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

The info desk is open to answer any questions and help you navigate your SHRM23 experience.

The info desk is open to answer any questions and help you navigate your SHRM23 experience.

The info desk is open to answer any questions and help you navigate your SHRM23 experience.

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

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

The info desk is open to answer any questions and help you navigate your SHRM23 experience.

The info desk is open to answer any questions and help you navigate your SHRM23 experience.

The info desk is open to answer any questions and help you navigate your SHRM23 experience.

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

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 info desk is open to answer any questions and help you navigate your SHRM23 experience.

The info desk is open to answer any questions and help you navigate your SHRM23 experience.

The info desk is open to answer any questions and help you navigate your SHRM23 experience.

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. 

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Get your books signed in W1 by the SHRMStore.

Brought To You By: 28Muses

Take a break in the program during this extraordinary sound bath and workshop on mindful listening led by an opera singer that will ground you in the present moment. Sound is an extraordinary medium for understanding our inner and outer worlds. Walk away with a stronger understanding of the science of sound, sound vs. noise, and how to focus on listening.

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

Brought To You By: SHRM J1-Visa Sponsorship Program

SHRM's J-1 Exchange Visitor Program Team explains how the J-1 exchange visitor program can be used as a business solution for talent needs. They provide information on what the program is, what it cannot be used for, and share insights from current host companies and exchange visitors sponsored by SHRM. 

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

Brought To You By: Krafty Lab

Join us for a quick and easy yoga session that will leave you feeling refreshed and rejuvenated during this conference brain break. Be guided through a series of yoga poses and stretches that you can do at your desk to help alleviate tension and stress. These exercises are perfect for anyone who spends a lot of time sitting at a desk or working from home. By taking just a few minutes to stretch and move your body, you can improve your posture, increase circulation, and boost your energy levels.

To view all event accessibility & accommodations details visit here.

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

Brought To You By: Krafty Lab

Take charge of their destiny through our unique Bucket List Coach experience! Let's put aside our daily to-do's and focus on our goals and how to pursue a more fulfilling life.

Our expert Bucket List Coach will guide you through an awesome team-building session and teach the 12-Step Bucket List process. Leave feeling inspired and learn how to begin implementing the Bucket List approach in your personal and professional life. This session is an awesome corporate coaching opportunity and will help boost employee engagement, team morale, and company culture!

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

Brought To You By: SHRM Knowledge Center

Take a break in the program with your SHRM23 peers for an interactive networking experience with the SHRM Knowledge Center for a chance to win a $25 Amazon gift card. In HR Acronym Blitz: How Many Can You Guess?, you will be testing your knowledge of HR terminology.

How to Play

You’ll be given five related words that are commonly used in the HR industry, and you’ll have to guess the corresponding HR acronym within a set time limit.

The game is fast-paced and engaging, making it a fun way to challenge your HR Knowledge and learn new industry terms in the process. Join us and see if you will become the ultimate HR acronym champion! 

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

Brought To You By: Krafty Lab

Take a break in the program with your SHRM23 peers in this interactive activity. Whether you're a beginner or novice, learn painting techniques in this masterclass as a way to express your creative side.

To follow along, here are supplies to get ready:

• acrylic paint (different colors like white, black, yellow, red, blue)
• white palette
• small paint brush
• cup of water

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

Brought To You By: 28Muses

Liberate the notions of limited motion with this movement exercise led by a professional NYC dancer who is also a certified practitioner of positive psychology.

This is an active and physically expressive workshop with freestyle movement - you can choose to be on your feet or sitting in a chair based on your preference. Starting with hand movements and light stretching, we will explore fun and playful ways to move that can introduce pockets of wellness between a busy schedule.

To view all event accessibility & accommodations details visit here.

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

Brought To You By: 28Muses

Led by a globally recognized composer, Visual Music explores how our sense of hearing and seeing can work in concert to more fully experience our world. Utilizing both sides of the brain, we will transform visual shapes into sounds, and sounds into graphic abstraction in a virtual session led by composer and artist Nathan Hall. This fun visual-sonic collage is filled with laughter and reveals how each person thinks and perceives in a unique way.

This session is LIVE VIRTUAL ONLY and unavailable on demand.

To view all event accessibility & accommodations details visit here.

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it.

Oscar Munoz takes you behind the scenes of United Airlines' extraordinary turnaround journey.  This story offers powerful lessons for uniting diverse, global teams around a shared vision and values, as well as the importance of effective communication and empathetic leadership. 

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

Former IBM CEO Ginni Rometty weaves personal stories with tactical leadership advice as she discusses her journey overcoming childhood struggles, rising from entry-level engineer to IBM’s first woman Chairman and CEO, transforming the iconic company’s foundation, advising global leaders, and advancing today’s SkillsFirst movement. In this inspiring discussion, Rometty offers a blueprint for how each of us can drive meaningful change in positive ways—Good Power—in our lives, our organizations, and society.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

Have you ever served in the Armed Forces? Do you have questions about veterans or military families that would prepare or strengthen you in your current role? Do you have any wonders about military culture, especially as it relates to diversity and/or inclusion? If you answered yes to any of these questions, presenter Omari Faulkner, who has answered yes to all these questions at one point or another in his life, will clear the air. Through shared personal experiences, data, and hands-on practice, Omari will provide attendees with transparent knowledge that challenges any notion or business strategic plan which doesn't include veterans and military families and provide direction on elevating your organizational culture to encompass this key community. Together, let's hire more veterans!

   Learning Objectives:

• Discover steps you and your organization can take to shape and enhance a robust, inclusive culture for veterans and military families.
• Understand why many fail to attract, hire, and retain veterans due to stereotypes, unconscious bias, lack of understanding,or limited resources.
• Learn how diverse the military family is and why inclusion is woven into its fabric and culture.
• Review the value proposition of military families (spouses, partners, children, adult dependents, caregivers, etc.) and why their roles are so paramount to our military's mission and the operational success of companies both large and small.
• Understand the practices related to both integrating reservists and national guard into your workforce and transitioning military members as their service period ends, and why it matters to companies.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

Artificial Intelligence (AI) will play an important role in the future of work. HR professionals are looking to AI technology and automated employment decision tools to meet the needs of their organization including talent acquisition, retention, performance management, and much more.
Today, 1 in 4 organizations report using AI to support HR-related activities; and 43% of CHROs say that they plan to invest more in AI/automation for HR activities.

HR professionals are at the intersection of AI and an increasingly complex environment as policymakers begin to regulate and address the use of AI in the workplace. SHRM and our nearly 325,000 members are well-positioned to lead the conversation on this evolving issue to best address the current, and future needs of work, workers, and the workplace.

Learning Objectives:

• Learn how organizations and HR professionals can leverage automated employment decision tools to their advantage. 

• Recognize the importance of ensuring that AI systems are utilized in a manner that avoids bias in the hiring process, performance management or other areas of HR.  
• Understand how HR professionals can work effectively with lawmakers to create policies that promote more inclusive and dynamic workplaces.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

Much more than ever is being asked of employers in terms of the workplace benefits they offer—including health benefits. Fidelity Health’s latest research uncovers ways employers can help employees stay healthy and productive while controlling costs. Based on new research that combines sentiment from benefit leaders, employees, and the doctors that care for them, this session will discuss the strategies that can move the needle on employee health.

Learning goals:

• Better understand the diversity of mental health needs and learn what mental health professionals think about employer health benefits.

• Recognize the value of benefit combinations that foster whole person well-being and diversity equity and inclusion.

• Develop a new tool for recruitment by providing planning guidance for employees to make a soft landing into retirement.

Sponsored by Fidelity

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

HR Professionals must know and care about finding ways to enhance people’s level of engagement, commitment and support, especially in the difficult periods all organizations experience at one time or another. Engaged employees work with passion and feel connected and loyal to their organization. This yields higher productivity, sales, and results. Non-engagement in the workplace results in poor performance, limited productivity, and an erosion of the bottom line. HR Professionals are aware and must find ways to show others that people need consistent affirmation of their value and contribution to the organization in order to know that their efforts are appreciated. This can be accomplished through the practice of Grateful Leadership.

Grateful leaders can tap into the power of personal commitment and dedication by acknowledging people in an authentic, heartfelt manner. Those leaders who model true acknowledgment behavior will inspire others to do the same and to want to dramatically increase their levels of contribution to the organization, making the power of acknowledgment transformational.

Learning Objectives:

• Understand the need for Grateful leadership to create a culture of appreciation in the workplace.
• Overcome the barriers to using acknowledgment.
• Demonstrate the language and subtleties of authentic and heartfelt acknowledgement behavior.
• Describe Two of the Seven Principles of Acknowledgment in the context of participants' personal leadership styles.
• Coach teams, managers, and other corporate stakeholders in using GratefulLeadership to produce breakthrough results.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

REPEATED ON TUESDAY AT 10:30am

Companies today are operating under renewed economic pressure, moving leadership teams to take a closer look at their bottom line, particularly how to improve it. Workers also feel empowered to leave organizations that aren't meeting their professional needs or expectations. Leveraging 'people data' can unlock a world of insights, helping HR leaders to better understand their current workforce and as a result, reduce turnover.

Learning Objectives:

• Gaining a better understanding of data-driven people analytics.
• How to use data to anticipate turnover.
• Knowing the relationship between turnover and the bottom line.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

REPEATED ON TUESDAY AT 10:30am.

Your ability to be influential within conflict resolution is critical to your success as a human resource professional.  Scott Tillema is a FBI trained hostage negotiator and senior associate with The Negotiations Collective.  This session will introduce the principle-based framework used in crisis negotiations and share how professionals in HR can use this same framework to navigate tense situations, helping them find safe and successful resolutions in even the most challenging moments.

Learning Objectives:

• Have an understanding of how emotions impact how people make decisions.
• Learn the four principles required to successfully influence others: Understanding, Timing, Delivery and Respect.
• Know how Fairness, Empathy, Autonomy and Recognition need to be attended to to ensure anti-escalation.
• Appreciate the impact of cognitive biases on our thinking.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

A high percentage of our time as HR Professionals is spent managing our managers.   This session will help you spend less time managing and more time on the strategic outlook of your organization.  Hear from an HR Professional that has over 2 decades of boots on the ground experience in optimizing the HR profession.

Learning Objectives:

• Learn how to move from transactional to strategic, by leveraging your consultation competency.
• Help leadership understand, believe in and support the HR role in your organization.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

Some of the most successful people in the world all have a secret power: their partnerships.   

Our individualistic society has created a cult of self-interest. The result: fear, division, and domination, which has crushed our ability to relate meaningfully to each other and diminished our ability to innovate and collaborate.

Jean Oelwang, founding CEO and Trustee of Virgin Unite, has interviewed over 60 business and life partnerships - including Desmond and Leah Tutu, and Ben and Jerry - revealing how to nurture relationships with depth and purpose. These kinds of deep connections have a profound ripple effect on everything we do, supporting us to achieve more, withstand anything and amplify impact. Enduring partnerships are the foundation of a meaningful life as well as the backbone of any successful organization. In this book she unpicks the values that connect great partners, offering practical tools for staying in sync, disagreeing respectfully and a blueprint for expanding small partnerships into large-scale collaborations. 

 Packed with wisdom to nourish the relationships that give us strength and meaning, Partnering is a call-to-action for individuals resisting individualism to lead with purpose and impact. 

https://pluswonder.org/explore/

Learning Objectives:

• Identify the core components of strong partnerships and relationships.
• Identify how to bring the core components of partnering into organizations to greater depth and harmony.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

Gen Z and Millennial workers are quitting in droves.  What can you do to retain young professionals? During this session, you'll learn how to offer work that fits like a glove, so they don't need to quit to be in their dream role.  We'll talk about how to give your team true ownership and flexibility in their work.  Let's make your workplace too great to quit.

Learning Objectives:

• The three keys to create an incredible workplace for young professionals.
• How to tailor roles to the individual to create their dream job.
• How to give a team autonomy and flexibility, even within limitations like retail.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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 self-awareness 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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

We are experiencing a demographic shift: birth rates are down and people are living longer. It is increasingly common to have multiple generations in the workplace. Companies who fail to adjust will be at a competitive disadvantage.   Yet, even as we face talent shortages, the pool of older workers is underutilized because of misperceptions and bias. Multigenerational workplaces should be part of your strategy to build a more productive and stable workforce.

Learning Objectives:

• Understand ageism and its negative impact on the workplace.
• Clear up misperceptions about older workers Recognize that age is part of DE&I strategy.
• Know the benefits of multigenerational teams.
• Identify steps that you can take to be age-friendly.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

REPEATED TUESDAY AT 7:30am

The world of work has changed dramatically in the last three years and so have job candidates' and employees' expectations. In a uniquely structured conjoint study of over 8,000 employees across the U.S., Australia, and the U.K., Qualtrics compared the importance of 7 work characteristics including compensation, flexibility, career trajectory and more. This session will showcase the key findings from this research and explore the implications for organizations operating in and preparing for the future of work.

Learning Objectives:

Join this innovative analytics-based session to learn more about how current and potential employees choose from the myriad of different characteristics of different roles.  We will delve into different factors of choice to understand what workplace characteristics are most important and attractive to current and potential employees right now, understand how and why the relative importance of these characteristics has changed over time, explore the underlying psychological principles driving these changes and learn about tactical steps organizations can take to make their workplaces more attractive to current and future employees.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

Remote work and flexible work arrangements are here to stay. These new working arrangements create additional considerations for compliance with immigration rules. This presentation will help immigration and mobility professionals remain vigilant of the compliance hurdles, including government enforcement actions, presented by key visa programs, which are often designed around 'local' labor market wages and U.S. worker availability. Discussion topics will include the following: H-1B wage obligations resulting from remote and/or flexible work-from-home arrangements; PERM compliance where work location may change over course of U.S. Residency sponsorship; I-9 obligations for employers with workers hired during temporary pandemic rules; and Status and impact of new regulation providing flexibility for I-9 onboarding processes.

Learning Objectives:

• Evaluate immigration sponsorship compliance obligations and opportunities, including ways in which HR can help create a culture of compliance within the organization.
• Assess the consequences of work location changes, including remote work options, on employees sponsored for U.S. Residency and in particular how such changes may impact the validity of the labor market test that is required to support such applications.
• Understand DOL wage obligations for sponsored employees who are permitted to work remotely some or all of the time, including what Wage and Hour investigators review when they conduct H-1B and related audits.
• Identify strategies for timely completion of Forms I-9 given the increasing prevalence of remote hires and diffuse workforces, interim policies in effect for remote workers, and new DHS regulations proposing continued flexibility for employers engaging in remote hiring.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

Your organization does incredibly impactful work, but are you accurately measuring and communicating the success of your talent management strategy? With a solid understanding of HR metrics and financial intelligence, HR leaders can gather real-time data plus a snapshot of the past, making it easier to forecast the future to better achieve talent management goals. If you’re ready to strengthen your decision making, this is the session will help you demystify core financial terms and metrics regarding your organization’s talent management function and optimize your HR team’s overall performance and results.

Learning Objectives:

• Why centering HR metrics and financial reporting is essential to strategic leadership.
• How to analyze and leverage appropriate talent metrics.
• How knowing your numbers can give your HR function a stronger voice in decision making.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

Sponsored by Trinet

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

The world where we do business has changed rapidly.  Globalization is reality.  Now, more than ever, companies have a global workforce and global workplace that must succeed in a global marketplace.  HR professionals cannot afford to leave things to chance.  In this dynamic and engaging session led by a 25+ year veteran Global Diversity & Inclusion Strategist, you will acquire three critical insights and three action steps to help you succeed!  You will walk away with a deeper understanding of what it really takes to engage effectively in a global environment!

Learning Objectives:

• Acquire critical insights on what it really takes to succeed in a global environment.
• Obtain action steps that will help you apply insights and become more effective.
• Gain confidence as a professional in a global community.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

Session details coming soon.

REPEATED ON TUESDAY AT 10:30am

Recession brings increased gas prices, higher costs at the grocery, and our employee's pay checks not going as far as they used to. It also means that many businesses are faced with lower than predicted revenues leading to cutbacks or layoffs. In the midst of this, retaining your key performers is critical to providing business continuity. This session will be useful for practitioners in professional industries looking to enhance their employee retention with low or no cost strategies.

Learning Objectives:

• Designing a career advancement path when the business is at a stand-still.
• Strategies to enhance the traditional 'total rewards' package including supplementary insurance and paid time off.
• Opportunities to connect your leaders and employees to the shared mission.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

REPEATED ON TUESDAY AT 3:30pm

The workplace is a setting for personal relationships to blossom-or sour. What happens when these relationships impact co-workers and work productivity? Marijuana use is now legal in several states, but its use, and testing for it, can affect an employer's ability to hire and fire.  Surveillance cameras at work can maintain security but what about protecting privacy?  This session discusses these subjects and how employers should address each in 2023 and beyond.

Learning Objectives:

Attendees will learn the legal issues involving these three workplace issues.  Workplace Relationships  --Supervisors v. non-supervisors --When things get ugly with exes --Effect of social media on relationships and the workplace  Use of Legal Drugs and Testing in the Workplace --Mechanics of testing (relationship with a lab); when you can test in work comp and other situations  --Mandatory, random, reasonable suspicions, pre-employment testing --Substance abuse time off- when allowed/required  Security Cameras --Placement of cameras --Notice requirements to employees and others --Saving the evidence.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

The panel will present on strategies and resources to target military connected talent which include veterans, military spouses and caregivers. We will go beyond the research that demonstrates the business case of why to hire to how workplaces should leverage this untapped talent pool. Panelists will present their experiences, best practices and lessons learned.

We will also share new resources and initiatives from SHRM Foundation to support your own professional development and hiring efforts so you leave the session with the strategies and support you need.

Learning Objectives:

• Learn the benefits of starting your own military hiring program and how you can get there along with successful tips, tricks and management skills.
• Discover the abundance of programs SHRM Foundation has available to the successful recruiting, hiring, and retaining of members of the military community and learn why/how SHRM Foundation can help you get there.
• Increase the number of informed HR managers, business leaders and employees with programs/certificates that can help your organization flourish!

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

What does it actually mean to be a strategic HR leader? Although the HR function has evolved significantly from administrative to strategic, too many leaders across the c-suite still don’t get it.

 If you’re looking for ways to prove the business impact of the important, meaningful work your teams are focused on, join us for this session led by 15Five’s Head of Product, Jeff Smith, PhD. He’ll explain how to ensure buy-in from execs and support for your initiatives, especially when budgets are shrinking and spend is under scrutiny.

 Whether you’re a seasoned People Ops leader or just starting out in your career, you’ll learn how to make progress on your strategic initiatives by:

• Aligning your team’s priorities to the priorities of the business
• Identifying which HR outcomes matter most in today’s competitive business environment
• Gathering and organizing the right data to build a compelling narrative that ties people outcomes to business outcomes
• Building credibility as a business leader across your leadership team

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

The US is facing an unprecedented worker shortage, and US immigration laws do not provide clear solutions.  There are nevertheless viable options for most employers to address the shortage with immigrant workers.  This session will delve into those options as well as what may be on the horizon.

Learning Objectives:

• Learn the current challenges to hiring foreign workers.
• Discover potential options to address worker shortages and how to navigate those options.
• Hear about what challenges and options may present themselves in the near future.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

Crisis can be a powerful catalyst for change. It can force organizations to rethink their strategies, processes, and even their cultures. How do we find new ways to create change without waiting for a crisis?

Breakthrough organizations don’t wait for a crisis to hit. They are constantly evolving and innovating, creating the future while they are still successful. This session will show you how they do it. We will discuss the mindset, leadership, and environment necessary to be successful.

This is a session for HR leaders to continue their development as strategic advisors to their organizations.

Learning Objectives:

1. Understand the mindset, leadership, and environment essential to affect breakthrough change
2. Gain an understanding of the factors that make a breakthrough environment possible, allowing for change and innovation
3. Develop a new way to lead change and innovation in your organization

Sponsored by Gap International

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

REPEATED TUESDAY AT 3:30pm

What is Cognitive Diversity?  How can I utilize this skill to be more effective?  Join us for this informative session where we'll introduce Herrmann's Whole Brain Model and four unique thinking styles.  You will have the opportunity to identify which is most dominant for you and learn how to pick up on clues that others give off.  This session offers you the ability to improve your own self-awareness and begin working more effectively and efficiently with others when you implement these new skills.

Learning Objectives:

• Learn why Cognitive Diversity is the key to successful communication and relationships.
• Introduction to four different thinking styles and discover which is your most dominant.
• Understand how to identify 'thinking style' clues in the people you work with every day.
• Identify an action plan to improve your communication.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

REPEATED TUESDAY AT 2:00pm

Have you ever felt lonely? Like you struggled to connect with colleagues? Like you didn't know how to approach networking?  Human connection can help you feel like you belong, it can increase your sense of perspective and it can open the doors to opportunities you never would have imagined!  In this session, you'll learn from Rob Lawless, a man on a mission to spend 1 hour, 1:1, with 10,000 different people. You'll hear how he's run into his new friends in places far away from where he's met them, what he's learned from meeting the victim of a mass shooting and how he ended up flying in a plane that the pilot had built himself.  Furthermore, you'll practice connecting with each other using the FORD framework (family, occupation, recreation, dreams) in 1:1 breakouts! You'll learn the importance of goal setting in intentional connection, and afterwards will feel confident in unlocking the true potential of conversation!

Learning Objectives:

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

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

Every employer will need to conduct a workplace investigation at some point, and an effective investigation can make the difference between a litigation-free resolution and a painstakingly long and costly lawsuit. This difference is amplified when the investigations have to take place in a foreign country due to vastly varying legal restrictions and cultural norms. This session explains the different approaches employers need to take when conducting workplace investigations outside of the United States. Topics will cover sexual harassment, discrimination, mental health issues, addiction, and workplace violence investigations and how these various type of investigations fit into the legal and cultural frameworks of foreign jurisdictions.

Learning Objectives:

• Understanding the legal obligations and potential liabilities of conducting workplace investigations in foreign countries.
• Analyzing jurisdiction-specific issues arising out of global investigations.
• Recognizing different cultural expectations and formulating the most sensible approaches.
• Maintaining integrity of investigations

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

The past few years have served as a wake-up call for employers as the workforce realized their satisfaction within a company goes far beyond a paycheck. This culture shift is pressuring organizations everywhere to figure out how to continue to get the job done when it’s clear that there is no “return to normal.”

Maybe that’s not a bad thing.

The wake-up has made us more empathetic to our people, and hopefully more connected to what makes them happy. As some organizations experience mass layoffs and broad-stroke budget cuts in preparation for a looming recession, HR leaders are faced with the mammoth task of guiding our organizations in a world where the bar is set higher.

At Indeed, we have risen to these higher expectations by relentlessly focusing on innovation that drives true performance across the board for our HR and Recruitment client partners. The days of wondering if employees are happy or fulfilled in their work are behind us. With our Work Wellbeing score you can glimpse into the minds of your most valuable asset, your people.

Key Takeaways:

Innovative companies are embracing work wellbeing as a new standard and scorecard to help them evaluate employee happiness, sense of purpose, stress, and satisfaction.

Increasing the number of people who are happy at work starts with reimagining the job seeker experience with your organization and how they perceive your company brand and reputation.

Sponsored by Indeed

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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

Learning Objectives:

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

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

REPEATED TUESDAY AT 2:00pm

What is the first thing you think of when you hear (or read) 'team building'? Why does team building, whether you spell it as one word or two, have such a negative connotation to so many? For those who are naturally active and/or outgoing, team building is often welcomed with open arms; however, for those who are introverted, and/or less athletically inclined, it's often a cause of hesitation, fear, and anxiety. By conducting a series of short surveys, Matt garnered the common opinions, and misconceptions, of what team building is, and he's sharing his findings, and solutions, with the world through his speaking engagements and his book, TAKE THE FEAR OUT OF TEAM BUILDING. Team building is more than zip lining, trust falls, and slide show presentations. Are you still feeling skeptical? It's time you participated in this interactive (yes, attendees will partake in some simple, communal activities), informative, and engaging presentation.

Learning Objectives:

• Hear why 'team building' is not a 'bad word'.
• Discover what positive team building experiences entail.
• Remove fear and anxiety around both the words, and acts, of team building.
• Learn when and how to host a productive team building experience beneficial to everyone on a team.
• Discuss how team building may provide a 'mix up' of roles, responsibilities, & leadership opportunities.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

REPEATED TUESDAY AT 2:00pm

In this session, participants will learn about how to advise business leaders and others on human resource matters. We will examine recent HR trends and discuss their impact on organizations. Additionally, James will share the top 10 most common HR mistakes that he has seen companies make throughout his tenure. Through storytelling, James will provide strategies to avoid making these common mistakes. By the end of the session, participants will be able to analyze and assess organizational practices that impact operations and people management to decide on the best available risk management strategy.

Learning Objectives:

• Review current employment trends.
• Discuss the top ten lessons learned from James' time advising companies.
• Explore various employment case laws.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

HR in small businesses is often pulled in so many different directions that it's easy to lose sight of the new priorities facing our profession. Based on a survey of actual small business HR professionals, this session is a collection of your voices bringing to light the issues you face. This collection of research from practitioners will include practical and inexpensive (even free!) solutions.

Learning Objectives:

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

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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?

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

REPEATED TUESDAY AT 3:30pm

Achieving a diverse, equitable and inclusion organization is not an add-on to other business functions - It is fundamental to all business functions. There are many models and frameworks for diversity, equity and inclusion but there is one that is most likely already aligned with your existing business functions. This session will guide you on how to envision, align, create, monitor, measure, and communicate diversity, equity and inclusion using the pillars of organizational justice.

Learning Objectives:

• Explain organizational justice.
• Understand the relationship between DEI and organizational justice.
• Strategize applying organizational justice in their organizations.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

REPEATED ON TUESDAY AT 7:30am

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

Learning Objectives:

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

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

REPEATED TUESDAY AT 3:30pm.

There are many myths surrounding the inclusion of people with disabilities in the workplace. People with disabilities are currently working in all industries. If your company has more than 10 employees, the chances of one of them having a disability or becoming disabled is very high. You need to know how to support them in a way that benefits the employee and the company.  The purpose of this presentation is to take the fear and mystery out of dealing with employees with disabilities.

Learning Objectives:

• Identify five myths around disabilities and the workplace.
• List examples of reasonable accommodations.
• List the benefits of hiring and supporting employees with autism or neurodiversity.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

REPEATED TUESDAY AT 3:30pm

Employer focus on employee well-being continues to grow in popularity. Employers may feel overwhelmed as they navigate through the sea of well being vendors and available initiatives. But do you know what your employees really want? Have you researched suggested areas of focus based on industry type?   In this presentation I'll share MedVet's strategy to Employee Well-being focusing on Physical, Mental and Financial well-being.

Learning Objectives:

• Strategy on identifying 'the need'.
• How to build an all inclusive support model.
• Communication- don't fumble at the 5 yard line.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

REPEATED ON TUESDAY AT 3:30pm

Making Tough Decisions in a Fast Paced World.  Getting ethics right is a big deal, and ethics often requires courage.  Human Resources practitioners are often standing alone in confronting tough situations.  This facilitated discussion goes beyond a lecture on ethical principles - it is a series of case studies that offer participants 'real time' practice in resolving dilemmas, with participants sharpening their critical thinking skills.    Ethics is a truly human function - based on you caring that the outcome for others is best for them, and that the net result is the best for you.  After all, ethics is not blind impartiality, doling out right and wrong according to some canon of ancient law. It's a warm and supremely human activity that cares enough for others to want right to prevail.  This session will reduce the fear level in HR practitioners and enable better decisions.

Learning Objectives:

• The new world of Critical Thinking and Ethics under COVID pressure.
• Resolving Ethical Dilemmas under pressure.
• Kidder's nine steps for decision-making, a logical pattern that applies to our current situation.
• How to make sense of the most relevant data in a situation.
• How to use advanced adult learning methods to transfer wisdom and change behaviors.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

REPEATED ON TUESDAY AT 7:30am

This session will educate HR professionals about the expansion of legalized gambling in the US, video gaming, and how they are showing up in the workday. We will discuss how gaming and gambling can impact productivity at work, because it's not about 'if' but 'how much' your employees are gaming and gambling on the job! The ADA does not protect for process addictions - are you prepared for this?

Learning Objectives:

• Articulate the expansion of Gambling and Gaming in the US.
• Learn the continuum of at-risk, problematic and disordered  gambling and gaming.
• Articulate how gambling and gaming can impact work productivity.
• Review the HR policies that impact EAP and other resources for those employees that need it.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

Now more than ever, employers are prioritizing diversity, equity and inclusion (DEI) as a path to attracting and retaining top talent. Today's data-driven DEI tactics are fueling progress, empowering teams and enabling more inclusive environments. But how can people leaders maintain momentum in an increasingly noisy world of work? This session examines new ways to sustain and nurture DEI initiatives without losing steam.

Learning Objectives:

How a robust DEI program leads to attracting and retaining top talent: ADP research found that 76% of workers would look for a new job if they discovered their company lacked a DEI program. Employees care that their organizations are prioritizing DEI, and diverting attention away from DEI initiatives can cause higher turnover. Remembering that DEI leads to retention and finding the best people will help organizations keep up DEI initiatives.   Setting and tracking metrics that help goals feel more achievable: It's no surprise that tracking DEI metrics are important when it comes to measuring progress, but making goals can also make the overall goal of a more diverse and inclusive workforce feel less daunting. Instead of only setting an ambitious 20-year goal, having smaller more incremental goals that can be measured along the way will not only help keep organizations on track, but allow them to see the incremental progress along the way.   Effective ways to hold leaders accountable for achieving DEI goals: When leaders give periodic business updates, ensure that DEI is part of that conversation. Having leaders give consistent updates on how a company is tracking against DEI goals helps to hold the company accountable and keep employees informed. It can also be a moment to celebrate any wins on the DEI front and mobilize employees to help with DEI initiatives and recruiting efforts.   How to create open dialogue and more productive DEI trainings: Recruiting and hiring more diverse talent is imperative but continuing to have open conversations and trainings on DEI is also crucial. Ongoing conversations not only keeps the topic top of mind for employees and leaders, but it also helps to normalize the topic in everyday work and keeps up the momentum of prioritizing DEI.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

The complex language used to describe employee benefits has kept U.S. workers from fully understanding, selecting and using those benefits when they need them most. Many employers say educating workers about benefits is a challenge. Join us to learn about how one HR leader approaches benefits education in a diverse work environment and hear firsthand from award-winning author and podcast host Nora McInerny about her personal story of loss and what she wished she knew about benefits.

Attendees will: 

1. Identify strategies to help employees understand the value of their benefits and what they cover

2. Recognize which employee benefits cause the most confusion among consumers

3. Learn how simplified language can help transform the way workers see and understand their benefits

Sponsored by The Hartford

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

In the spirit of the Workplace Challenge ahead, Suzy Welch shares her thoughts on what it takes right now for HR to engage with - and win over - Gen Z employees, the newest hires to come on board. Drawing on her experience as a Professor at NYU Stern Business School, and as a CEO advisor for the Brunswick Group, she blends her intimate familiarity with both groups to identify five management tips you can put to work immediately.

Note: immediately after this session, Suzy will participate as a judge in the Better Workplaces Challenge Cup Finals. 

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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. 

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

REPEATED ON TUESDAY AT 7:30am

As organizations and individuals, we have more opportunities at our fingertips than ever before due to a rapidly and radically changing world. At the same time, we have more problems that are demanding radical innovation than at any time in history. This presentation provides the attitude, mindset, and strategic process for creating disruptive innovation in any organization or situation. This presentation also offers specific tactics where human resources can play the catalyst for innovation.

Learning Objectives:

• Assess the opportunities and obstacles to pivoting from what you think is impossible to do what is possible.
• Create a culture of innovation.
• Explore the S.A.G.E. model of pivotal thinking, including several methods of innovation.
• Construct and execute your strategic plan for innovation.
• Explore how human resources can take the lead in innovation.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

Join us as we explore the changing workforce and discuss action-oriented strategies for aiding your recruitment and retention efforts.

Learning Objectives:

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

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

The SHRM Better Workplaces Challenge Cup (BWCC) is a global competition designed to recognize and reward creative HR practitioners and HR tech startups that are driving positive change in the workplace. Join us for the program’s 3rd annual and in-person finale to find out which innovative solutions are best positioned to mitigate current issues HR professionals face or expand capabilities to take the workplace into new levels of growth and business development. 

Which startup has what it takes to be crowned the champion of the 2023 BWCC? 

Finalists are: 

• Maxwell,  a US-based employee benefits solution for small to medium size employers to offer their teams personalized benefits and rewards.  

• Inuka Coaching, a European-based B Corp social enterprise that offers effective top-quality coaching for affordable rates. 

The 2022 BWCC start-up track winner, Vinco, has gone on to a second-place win in the ASU-GSV Cup (now known as the Elite 200), which is the largest edtech pitch competition in the world and recently featured on CNN.  

The 2021 BWCC start-up track winner, Amy Spurling, co-founder and CEO of  Compt, said, "We grew by nearly 500 percent the year we won. We are now supporting companies with employees in over 60 countries while still maintaining 91 percent employee engagement across the platform. Because of this, we were able to secure our Series A funding in March. Additionally, our team has grown three times in size while remaining diverse to meet the unique needs of our customers." 

The 2023 BWCC esteemed panel of judges includes Suzy Welch, NYU Stern Professor of Management Practice, Bestselling Author, & Senior Advisor to The Brunswick Group, who will be hosting a session called “The 5 Hard Beautiful Things You Need To Know To Win Over Gen Z” immediately before the final judging commences.

Please join us for a reception immediately after the winner is announced where you can mingle and discuss the future of the workplace with the judges, finalists, startups and other HR innovators from across the globe. 

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

Join us for an engaging fireside chat between George Rivera, SHRM’s SVP of Enterprise Solutions, and Caitlin Iseler, CEO/Co-founder of Happyly, that delves into the crucial topics of corporate wellness and fostering a sense of togetherness in a distributed work environment. In an era of remote work and global connectivity, maintaining the well-being of employees and nurturing a strong organizational culture are paramount.

Our esteemed speakers will explore the challenges and opportunities presented by this evolving landscape. Through a lively conversation, they will share insights, strategies, and practical solutions to address the unique demands of corporate wellness and community-building in a distributed setting.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

'It takes a village to raise a child.'   Statistics have shown that throughout the pandemic, working mothers have lost their job at three times the rate of fathers. This statistic is even greater for single mothers - losing 2.2 million jobs in a six-month period.  It's imperative now in the aftermath of COVID-19 and the gender-regressive effects to the workforce, that organizations prioritize some of its most vulnerable employees: working mothers.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

REPEATED FROM MONDAY AT 10:30am.

The world of work has changed dramatically in the last three years and so have job candidates' and employees' expectations. In a uniquely structured conjoint study of over 8,000 employees across the U.S., Australia, and the U.K., Qualtrics compared the importance of 7 work characteristics including compensation, flexibility, career trajectory and more. This session will showcase the key findings from this research and explore the implications for organizations operating in and preparing for the future of work.

Learning Objectives:

Join this innovative analytics-based session to learn more about how current and potential employees choose from the myriad of different characteristics of different roles.  We will delve into different factors of choice to understand what workplace characteristics are most important and attractive to current and potential employees right now, understand how and why the relative importance of these characteristics has changed over time, explore the underlying psychological principles driving these changes and learn about tactical steps organizations can take to make their workplaces more attractive to current and future employees.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

Jhpiego is an international health non-profit affiliated with Johns Hopkins University. As a globally matrixed and donor-funded organization with 4,200 employees in 40 countries, we've had to continually adjust to market forces, increased competition, and localization. Learn about 5 things we've done in learning and organizational development, innovation, performance management, and staff wellbeing that have kept us competitive.

Learning Objectives:

• Understand how a bundle of HR and operational programs phased in over time cumulatively contribute to staff performance, engagement, and retention;
• Appreciate how the usage of discretionary funds complements donor-funded project support;
• Empathize with how one organization's acknowledgement of internal inequity around staff wellbeing led to a stronger and more solid commitment to all employees.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

REPEATED FROM MONDAY AT 3:00pm

This session will educate HR professionals about the expansion of legalized gambling in the US, video gaming, and how they are showing up in the workday. We will discuss how gaming and gambling can impact productivity at work, because it's not about 'if' but 'how much' your employees are gaming and gambling on the job! The ADA does not protect for process addictions - are you prepared for this?

Learning Objectives:

• Articulate the expansion of Gambling and Gaming in the US.
• Learn the continuum of at-risk, problematic and disordered  gambling and gaming.
• Articulate how gambling and gaming can impact work productivity.
• Review the HR policies that impact EAP and other resources for those employees that need it.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

The costs of underfunded DB pension plans weigh on corporate financials and keep both the C-Suite and HR distracted from other mission-critical functions, both on a financial and strategic level. Imagine if you could fully fund your plan and terminate it? You would eliminate the uncertainty and volatility from its changing financial liabilities and PBGC premiums. You could also eliminate the administrative burden associated with tasks such as monthly benefit elections, required notices and disclosures, benefit payments, document maintenance, government filings, audits, address updates, and uncashed checks. This session will show you a simple idea that no one ever told you about. Once you see it, you'll be amazed at its simplicity and it just might make you the hero of the C-suite!

Learning Objectives:

• What are the pension liabilities in simple terms?
• Why are they volatile?
• How can you fully fund them quickly and get your plan to termination?

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

While marijuana remains federally illegal under the Control Substances Act, 38 states have legalized medical marijuana and 18 states have legalized recreational marijuana. This piecemeal state legalization along with the removal of hemp from the Control Substances Act (CSA) due to the passage of the Agriculture Improvement Act more commonly known as the 2018 Farm Bill, has led to the propagation of CBD and other hemp derivatives such as Delta 8 and Delta 10. This has caused a legal conundrum for the workplace and confusion for the human resource professional.  The testing and labeling of CBD and hemp derivative products are confusing and impacting employees in the workplace. Testing for these products may create a false positive or negative lab result and employees who believed that they were using legal products are testing positive for illegal Delta 9 THC.  A 'CBD Oracle Lab Study shows some Delta-8 products Are 7700% over the legal Delta-9 THC limit which still remains illegal.

Learning Objectives:

• Understand the differences between marijuana, CBD and hemp derivatives.
• Identify developing appellate case and statutory laws regarding the use of medical marijuana, CBD and hemp derivatives across the country.
• Identify the legal status for the use of medical marijuana in the workplace across the country.
• Analyze how CBD and hemp derivations are causing confusion in laboratories and testing.
• Analyze how CBD and hemp derivative products are falsely labeled.
• Identify potential workplace policy considerations for the use of medical marijuana, CBD and hemp derivatives in the workplace.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

In today's competitive job market, attracting and retaining top talent requires fresh thinking and adjusted practices. New hires are now more likely to leave jobs quickly if they don't feel connected, empowered and engaged in their roles.  Amy will discuss the key things every HR practitioner should assess in their organization right now to ensure they are best positioned to not only attract talent but make new hires feel valued and supported once onboard.

Learning Objectives:

• Developing a better understanding of what creates a supportive culture.
• How to harness the value of greater management and leadership support.
• The role of company values in empowering employees.
• Ensuring your compensation practices benefit both existing and new employees.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

Every organization is exploring how to better enable and empower people managers. With strong people managers, a business will see enhanced culture and productivity. In this session, you will hear from an industry expert on people manager practices and leadership. To be a good manager, people need to possess core competencies in people management. To be a great manager, they need to exude leadership principles.  

 LEARNING OBJECTIVES 

• Identify what knowledge, skills, and abilities are required to be a strong people manager. 

• Identify how a people manager can leverage research-backed leadership principles. 

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

For most organizations, regardless of sector or industry, identifying the root causes of disparities and exclusionary behavior associated with gender is difficult to identify and challenging to eliminate. Based on a survey and personal interviews conducted by the Center for Creative Leadership, the National University System discovered it had a 'gender blind spot' at the senior and executive leadership levels. NUS used this information to identify the root source of the problem and committed to creating more significant equity and inclusion for women in the organization. The presentation will highlight the intentional steps NUS took with the support of CCL to address the opportunities and challenges associated with overcoming gender bias. The presentation will highlight our best practices for managing the gender-blind spot. Regardless of sector or industry, senior and executive leaders will find this presentation very enlightening.

Learning Objectives:

• Strategies for identifying gender bias or blind spots at the leadership level;
• The opportunities and challenges associated with addressing gender bias;
• What it takes to lay a sustainable DEI foundation at the leadership levels;
• How to measure or assess short and long-term success; and
• Other insights and recommendations to help establish an inclusive and equitable work environment for women.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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. 

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

REPEATED FROM MONDAY AT 3:00pm.

As organizations and individuals, we have more opportunities at our fingertips than ever before due to a rapidly and radically changing world. At the same time, we have more problems that are demanding radical innovation than at any time in history. This presentation provides the attitude, mindset, and strategic process for creating disruptive innovation in any organization or situation. This presentation also offers specific tactics where human resources can play the catalyst for innovation.

Learning Objectives:

• Assess the opportunities and obstacles to pivoting from what you think is impossible to do what is possible.
• Create a culture of innovation.
• Explore the S.A.G.E. model of pivotal thinking, including several methods of innovation.
• Construct and execute your strategic plan for innovation.
• Explore how human resources can take the lead in innovation.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

HR Executives are searching for ways to measure well-being factors beyond simple engagement surveys. This session focuses on the need to find measurable solutions that are data-driven. Throughout 2022, Cardinus researched the impact of hybrid working models on well-being and productivity. Using Healthy Working Analytics, a high-power statistical survey and analysis, we can show data that will help you to identify groups within your workforce with high levels of presenteeism, absenteeism, and attrition.

Learning Objectives:

• To understand the key drivers of well-being and their effect on presenteeism and productivity.
• To understand the differences in well-being and presenteeism between groups such as age, work location, department, employment type, time with the organization, and gender.
• To understand the costs of presenteeism in relation to absenteeism.
• To understand where to invest your organization's time and resources.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

In today’s turbulent economy and post-pandemic hybrid world, retaining and engaging talent is more complex than ever before. When you layer in generational shifts and changing workplace values, it’s easy to get lost in a sea of change! According to studies from McKinsey, Deloitte, SHRM, Rising Team, and many more, leadership often misunderstands what factors are most important to their employees. In this session, we will empower you with a fun, engaging exercise outlining your own unique motivators and satisfaction levels. Then we’ll aggregate data across the group so you can understand patterns and see how you compare to others in the group. Finally, we’ll discuss how you can apply these tools to motivate and inspire your teams. Stay to the end and you’ll receive a special bonus only available to session participants!

Attendees will:

• Create a personal Motivators Map outlining the things that matter most to you and your satisfaction level for each item.
• Learn how your motivators and satisfaction levels compare to your SHRM conference peers.
• Identify actionable insights and tactical next steps from patterns in employee motivators from employees across hundreds of companies.
• Foster connection with session-mates by sharing personal experiences and brainstorming ideas.
• Gain concrete ideas for how to inspire and motivate your employees (and make them feel valued).
• Unlock a special free bonus that you can use with your teams.

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.

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!

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

Learn the dos and don'ts of employee screening and onboarding as they relate to national original and citizenship status.

Learning Objectives:

• Learn the laws and regulations that govern national original and citizenship status.
• Discuss the types of screening questions that are permitted in the hiring process.
• Understand how some policies and practices can be unintentionally discriminatory.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

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.

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

To view all event accessibility & accommodations details visit here.

If a speaker has provided session materials, please visit https://presentations.shrm.org

All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. Most virtual sessions are recorded and will be available to view on demand until Monday, August 14 at 8:00 AM PT.