Filtered Sessions

Think negotiating skills are just for salespeople? Think again! In HR, every relationship and decision involves negotiation at some level. Whether you're driving company productivity, expanding product lines, acquiring competitors, improving benefits contracts, or even advocating for your own promotion, success hinges on your ability to negotiate strategically and effectively.

This highly interactive session equips you with the tools and strategies to negotiate confidently, even in high-stakes scenarios. Learn how to:

• Influence tough CEOs, vendors, or employees with strategic persuasion.
• Achieve win-win outcomes while advancing your goals.
• Build lasting relationships that strengthen your professional influence.

Master the art and strategy of negotiation to elevate your impact and results in every aspect of your career.

The popular television show "The Gentle Art of Swedish Death Cleaning", based on the 2017 book of the same title, helps people get their living spaces in order. This session is similar but different -- the program will help HR professionals get their records, policies, practices and handbooks in proper order. While the show features an organizer, a psychologist, and a designer, this presentation will be much more relevant for HR professionals as it will be lead by an employment lawyer, an occupational psychologist, and a workplace communication expert. The three will combine to present a helpful and very entertaining multi-disciplinary presentation that will provide attendees with many suggestions on how they can clean up and improve their HR practices.

Learning Outcome 1: This presentation will help HR professionals identify policies, procedures and practices at their organization that may be in need of attention.

Learning Outcome 2: This program will help HR professionals cleanse their policies and practices to increase efficiency and functionality.

Learning Outcome 3: This program will decrease potential legal exposure for their organization by correcting policies or practices that create risk.

The list of reasons employers get sued by employees is as long as it is wide, which is probably not surprising given the array of responsibilities that managing workers involves. Whether it's pay calculations, performance or leave management, investigations, accommodation decisions, or something else, HR professionals need to be able to identify the most dangerous lawsuit threats in the day-to-day decisions they make with their workforce. Come for an engaging session by a seasoned employment lawyer with almost 30 years in the trenches reviewing his top 10 reasons why employers get sued by employees, and stay for preventative tips on how to avoid each and every one of them!

Learning Outcome 1: Attendees will be able to identify 10 of the most significant day-to-day employment decisions they make which create compliance danger if done incorrectly.

Learning Outcome 3: Attendees will learn and take back to their workplace practical and preventative solutions to each issue so as to avoid being sued (or at least minimize the likelihood of it).

Learning Outcome 2: Attendees will understand the specific legal risk of being sued which is inherent in each of those choices.

The days of top/down hierarchy organizational structures and HR as a gatekeeper are over. This session provides people with methods of how to deconstruct how HR is practiced to a more forward-thinking, fluid approach. HR can reconfigure how roles are defined and build a company and function where people work together in a collaborative and integrated way. Attendees will leave knowing how to be strategic, relevant, and impactful from their HR chair.

Learning Outcome 1: Implement a Facilitated Leadership Model - Learn how to lead meetings, training, and collaborative sessions with full participation from all levels of the company.

Learning Outcome 3: Design Roles and Responsibilities that bring about alignment, purpose and impactful results using cross functional teams built from people's strengths.

Learning Outcome 2: Become a Conductor that organizes, leads, drives and moves the organization forward strategically through its people using development as the mechanism to elevate and equip people to perform.

ADA, reasonable accommodation, and interactive process questions are among the most common, but also the most difficult day-to-day challenges for HR professionals to manage. Worse, the landscape in these areas has changed in recent years, with greater enforcement emphasis by the EEOC and more charges/suits brought than ever before, exacerbating the legal risks for employers increasingly confronted with new and continuing disability issues, like mental health conditions and remote work accommodations. This session will identify the top 10 ADA/Reasonable Accommodation Mistakes which employers tend to make, and provide practical guidance on how to avoid each and every one of them, upping the organization's compliance IQ and lowering the risk of legal exposure.

Learning Outcome 1: Recognize the 10 most common mistakes HR tends to make when dealing with employee disability issues and reasonable accommodation requests under the ADA.

Learning Outcome 3: Understand the latest legal developments related to these issues under the ADA and disability discrimination law.

Learning Outcome 2: Learn practical tips, using scenarios and examples, on how to avoid or minimize these mistakes, thereby reducing the risk of legal exposure.

Recent disruptions have forced HR to the front of many organization-wide decisions. But rather than just reacting to these disruptions, HR must reorient the function to set the stage for leading the organization into the future. In this session, we’ll share the latest SHRM research on the strategies HR needs to deploy to drive ROI across the organization.

Learning Outcome 1: Understand the key dimensions of a new HR maturity model.

Learning Outcome 3: Learn practical advice from high-performing organizations that have driven ROI effectively across the organization.

Learning Outcome 2: Discover which HR activities have the greatest impact on organization-wide outcomes.

HR can shape, define, and implement people practices to drive a business's success. HR must transform from a "support" function to a leadership function by being fully integrated throughout an organization. This session breaks down the current state of HR's traditional approach and provides an exciting, relevant alternative. Learn how to awaken the leadership attributes that already exist in you personally and professionally.

Learning Outcome 1: Learn how to equip those People Managers to be effective, consistent and supportive of their people. - We need to encourage and teach People Managers how to be people-first in their approach.

Learning Outcome 3: Leading through all you do intentionally regardless of the level of your HR role. - Leadership is not title driven. It can occur from all levels of HR practitioner including HR Departments of One.

Learning Outcome 2: Eliminate (or reduce) the time and practice of "Report and Control." - This archaic approach has never been effective or successful. See how to move away from this in a sustainable way.

In today’s workforce, where shorter tenures, shifting skill demands, and rapid market changes define the landscape, HR leaders face a critical question: how can they turn talent into a sustained competitive advantage? This fireside chat will evolutionize the talent lifecycle from a series of disconnected stages to a cohesive strategy for organizational growth. LHH’s President offers actionable steps to view the talent landscape through a 360-lens, exploring how every stage – from onboarding to career pivots – can act as a strategic lever to unlock potential, by redeploying existing skills to meet emerging needs, crafting meaningful pathways for career progression, and equipping employees with the tools to successfully adapt at every stage of their journey. This session challenges HR leaders to turn workforce challenges into opportunities for innovation, retention, and long-term success – making talent the driving force behind a resilient organization.

Learning Outcome 1: Design a cohesive talent lifecycle strategy that drives organizational goals and supports employee growth from onboarding through career transitions.

Learning Outcome 2: Implement practical approaches to identify and redeploy employees’ existing skills to address shifting business needs and emerging workforce challenges.

Learning Outcome 3: Build plans for meaningful career progression pathways and equip employees to navigate career pivots, ensuring long-term retention and adaptability.

The future of work is here, and it demands a new kind of HR leadership. In this era of constant change, HR professionals are uniquely positioned to become Chief Disruption Officers, guiding organizations through uncertainty and shaping workplaces that thrive on innovation. This program challenges HR leaders to adopt a transformative mindset, rethink traditional notions of HR’s role, and embrace a bold vision to drive innovation and strategic growth as catalysts for change. Participants will learn how to adopt a strategic mindset to align HR with business goals, challenge outdated practices to foster innovation, embrace digital transformation to optimize processes and prepare for the future, and anticipate trends to proactively address emerging challenges and opportunities. Whether you’re a seasoned HR executive or an emerging leader, you’ll leave with actionable strategies to elevate HR’s impact and drive meaningful organizational transformation.

Learning Outcome 1: Adopt a strategic mindset to align HR initiatives with business objectives and articulate compelling value propositions to executive leadership.

Learning Outcome 3: Embrace digital transformation by leveraging AI and technology to optimize HR processes and prepare your workforce for the future.

Learning Outcome 2: Disrupt traditional HR practices by implementing innovative approaches that challenge the status quo and accelerate organizational success.