Concept & Design: Schultz Squared

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Welcome to the 2018Greater Valley Forge Annual Summit.The Talent Show!

We are so excited that you could join us foranother year of networking with the cast of localHR professionals to perfect your HR talents.

GVFHRA is thrilled to debut today’s star-studdedday of performances that will entertain whilebroadening your knowledge. The show will end byscrolling 6.5 business credits!

A career in Human Resources can be thought of asone big show from the start of recruiting “a cast,”“opening act” onboarding, “thickening the plot”engagement, “cues” to remain compliant,succession planning full of “encores”, to the endwith a positive “curtain call” retirement experience.

Today, the curtain opens with a panel of HRSuperstars with various backgrounds currentlyworking for organizations on the GreaterPhiladelphia stage. They will share their best inshow experiences that contributed to hits fortheir respective organizations. The show will befilled with suspense, drama and comedy as thestars share how they got the part, perfected theirrole and created sensations for their organizations.

Following the panel, will be four master classesthroughout the remainder of the day, each led byacting coaches who will provide lessons on howto use your HR knowledge and solid relationshipswith functional areas to solve/address/avoid“HR Bloopers.”

The show must go on, so you will leave thetheater with cue cards for:

• Working with fickle actors including finance,operations, sales, marketing, and informationtechnology to develop award-winning businesses

• Solving larger-scale organizational needs byidentifying resources, growing your human capitalanalytics, developing the corporate culture, usingyour brand to attract talent, strategies foremployee engagement

• Becoming a trusted advisor by staying aheadof employment legal issues

Our Summit agents have worked hard to providea fun-themed day as well as thought-provoking,relevant, business-minded programming. We hopethat you will be inspired by some of the conceptsthat you will learn not only from the actors in today’sshow but also from the audience of your HR peers.

Thank you for making the Talent Show a Blockbusterevent! We applaud you for your commitment toHR and to your personal development!

Sincerely,

Karen Carr & Carolyn Collins

Carolyn Collins

Karen CarrPHR, SHRM-CP

W E L C OM E

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WE NEVER STOP IMPROVING FOR YOU

RISK MANAGEMENT SOLUTIONSOutsourced Risk ManagementProperty and Casualty InsuranceClaims AdvocacyRisk Control ServicesRisk Management Consulting

HUMAN CAPITAL SOLUTIONSHuman Resources AdvisoryBenefi ts AdvisoryLearning and DevelopmentHuman Resources Compliance

KMRD Partners is a boutique risk management and human capital solutions fi rm. Our award-winning team, disciplined approach and proven processes, combined with our risk management portal, make KMRD the leading choice for existing clients and future partners. We can help your company improve protection, reduce the overall cost of risk and successfully integrate human capital best practices in a manner that fosters individual and business performance e� ectiveness.

Contact us at 866-957-KMRD (5673) or send an email to contactus@kmrdpartners.com with questions regarding our services, practice areas, press or media inquiries.

Risk Management & Human Capital Solutions

kmrdpartners.com

www.wglaw.comPENNSYLVANIA | NEW JERSEY | DELAWARE | NEW YORK

Julie Kinkopf will bepresenting “The HiringMinefield: What Can YouAsk These Days?”. Thisengaging presentationwill discuss recentdevelopments in local,

state, and federal employment lawsthat have changed how employers canapproach candidates and the hiringprocess. Julie will address the effects ofthe new medical marijuana law, the legalityand pros/cons of salary history, and thelimitations the ADA places on medical inquiries. Knowing what you can andcannot ask applicants is a minefield, andher presentation will help attendeesnavigate it successfully.

Julie Kinkopf has been counselingbusinesses on employment and labor lawmatters for over 20 years, and regularlycounsels clients on compliance with federaland state employment laws, including theFair Labor Standards Act.

Julie Kinkopf

Your Employment andWorkers’ Compensation

Legal Professionals10 Geographically Convenient Locationsin Pennsylvania, New Jersey, Delaware

and a newly opened NYC Office

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Co-ChairsKaren CarrPHR, SHRM-CP

Carolyn Collins

Programming Co-ChairsHeather DromgooleSPHR, SHRM-SCP

Melissa LandsmannSPHR, SHRM-SCP

Nina NicolosoSPHR, SHRM-CP

Marketing Co-ChairsCaitlin CocchiPHR, SHRM-CP

Stephanie SolominePHR, SHRM-CP

Sponsorship Co-ChairsSuzanne GleasonJohn Casey

Association ManagementLori Stokes-Powers

Welcome ........................................1Sponsors ...................................4-15Agenda.........................................16About Us ......................................17HR Perspectives Panel ...................18Session 1 .....................................22Session 2 .....................................24Session 3 .....................................26Session 4 .....................................28Upcoming Events ...........................32

TABLE OF CONTENTS

The Society for Human Resource Management (SHRM)

has approved this conference for 6.5 professional

development credits (PDCs) towards SHRM-CP and

SHRM-SCP certifications.

This activity has been approved for 6.5 Business

recertification credit hours toward aPHR™, PHR®,

PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™

recertification through HR Certification Institute®

(HRCI®).

Once you return your completed evaluation form to the

Main Lobby at the end of the day, you will receive the

list of program ID numbers to submit for recertification.

2018 SUMMIT TEAM

B R E A K F A S T S P O N S O R

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Philly.com Jobs (www.philly.com/jobs) is your number onesource for recruitment in the Philadelphia area. Our partnershipwith Monster means you have access to the best in classrecruitment products and technology, along with the localreach of The Philadelphia Inquirer and Daily News.

With over 4,500 new/updated resumes every week in thePhiladelphia region, Philly.com and Monster can help you findand target the best candidates for all your recruitment needs.You will have access to premier technology and easy to usesolutions from text recruiting, Super Search, Premium JobAds, social recruitment tools to cloud solutions.

Philly.com and Monster host four career fairs every year in thePhiladelphia market driving thousands of qualified candidates tomeet employers in person.

No matter how big or small your recruitment needs, Philly.comand Monster can provide you with all the print and digitalsolutions you need to keep your business running.

Additional partnerships with The Job Network and Recruitologygive you access to over a thousand job boards, social sites,industry specific sites and more.

We are your one stop solution experts for recruitment!

Contact us at 856.779.3808or bbarlow@philly.com for more information.

SPONSORS

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S P O N S O R S

At ADP, we are a comprehensive global providerof cloud-based Human Capital Management (HCM)solutions that unite HR, payroll, talent, time, taxand benefits administration, and a leader in businessoutsourcing services, analytics and complianceexpertise. Our unmatched experience, deep insights,and cutting-edge technology have transformed humanresources from a back-office administrative functionto a strategic business advantage.

From our first account in Paterson, NJ, to the morethan 700,000 clients we serve in 113 countries,ADP helps organizations of all types and sizes unlocktheir business potential. For 68 years, we’ve led theway in defining the future of business outsourcingsolutions. And we remain one of the world’s mostinnovative, diverse and admired companies to workfor today.

“Our mission is to provide insightful solutionsthat drive value and success for our clients.“

Carlos Rodriguez, President and CEO

For more information please contact:DJ Henderson, ADP District Manager215.767.4258 • dj.henderson@adp.com

AblePay Health is a new way to think about deductiblesand coinsurance. We provide discounts and flexiblepayment terms, coupled with the convenience of allbills electronically stored in the member’s portal.The largest benefit is the support we provide ourmembers, assisting them in navigating the difficulttask of understanding medical billing.

AblePay has agreements with Main Line Health System,St. Luke’s University Health Network, and Lehigh ValleyHealth Network. By helping theses providers reduceexpenses and enhance receivable time, this allows usto offer AblePay as a no-cost, voluntary benefit thatoffers savings and flexible payment terms for ourmembers in the provider’s service area.

Whether our members receive health insurancebenefits through their employer, their spouse, or goon the exchange to obtain coverage, the AblePaybenefit is available to all. We can potentially saveour members hundreds, even thousands of dollarson their medical bills.

For more information please call 484.292.4000or support@ablepayhealth.comwww.ablepayhealth.com

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CAPTRUST is an employee-owned, independentinvestment research and fee-based advisory firmheadquartered in Raleigh, North Carolina. Our firmhas offices nationwide, and we specialize in providinginvestment advisory services to retirement planfiduciaries, foundations, and endowments, andcomprehensive wealth planning services toexecutives and high-net-worth individuals.

CAPTRUST was built on the premise that investorsare best served by advisors who are motivated tofocus exclusively on the best interests of their clients.This unwavering commitment to independence andtransparency has enabled CAPTRUST to grow fromthe vision of its entrepreneurial founders to one of thelargest independent advisory firms in the country.

At CAPTRUST, we believe investment advisory firmsare only as strong as the people who create theadvice. Moreover, as the demands of a global economyand a vastly underfunded retirement system convergeon institutions, corporations, and individual investorsalike, we believe advice focused solely on investmentperformance will fall woefully short in helping clientsnavigate the road ahead with confidence.

For more information please contact:Chris Kulick, Senior Vice President, Financial Advisorat christopher.kulick@captrustadvisors.comor 215.348.8811.

Since 1999, CSS (Comprehensive Screening Solutions)has been delivering customized HR screening servicesto organizations worldwide. Their suite of services,including the industry-leading 360 Advantage, unifiesbackground screening, drug testing, administrativesolutions, and monitoring services to offer a streamlinedand comprehensive process. Their solutions mitigaterisk and improve the workforce, while also saving timeand money. CSS alleviates tedious tasks within theirscreening program to make your job easier.

CSS is accredited by the NAPBS, is a multi-yearrecipient of the HRO Today Baker’s Dozen and has achievedcertification for the newly formatted EU-US Privacy Shield.They offer a multitude of criminal, credentialing andverification searches that cover hundreds of thousandsof data points to provide organizations with the protectionthey demand. Through a combination of speed, complianceand customer excellence, CSS helps clients achieve theirgoals by ensuring the security and accuracy of the hiringprocess and the workforce.

For more information contact:Mike Mamulammamula@csscheck360.com856.344.7000

S P O N S O R S

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Global Employment Solutions is a leading provider ofprofessional staffing services. We serve a diversecross-section of companies and employees who demandthe personal attention of a local business, while valuingaccess to a wide range of global resources from a singlecompany.

Global Employment Solutions staffs our business partners’needs with the utmost quality, ensuring time savings anda budget-appropriate response. As a preferred staffingpartner to government agencies, system integrators andsmall to large multinational companies, we have decadesof professional staffing experience. Our streamlinedrecruiting process is efficient and quickly deliversqualified candidates who are thoroughly screened,trained and prepared for your assignment.

Global Employment Solutions has unmatched recruitingresources specializing in:

• Administrative • Call Center• Clerical • Creative• Engineering • Finance and Accounting• Human Resources • Information Technology• Legal • Life Sciences

Suzanne Gleason, Division Director610.822.1202sgleason@gesnetwork.comOne Presidential Boulevard North, Suite 310Bala Cynwyd, PA 19004

A LEADER IN TALENT ACQUISITION

Since 1994, Contemporary Staffing Solutions (CSS)has been a leading provider of contract, temporary,temporary-hire & direct hire solutions. We began as astaffing agency and evolved to a national provider ofworkforce management solutions with a niche recruitmentfocus in Accounting & Finance, Call Center & Office,Human Resources, Sales & Marketing, InformationTechnology, Salesforce and Graduates & Students. As an independent company, CSSvSource has been offeringManaged Service Programs as a preferred supplierand/or vendor neutral (MSP) with an option as a VendorManagement System (VMS). We deliver best-in-class riskmitigation, requisition management & data visibilitycovering all contingent and SOW workers.

For more information contact:Evan Violette, National Sales Manager610.724.6492eviolette@contemporarystaffing.com

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MEA helps businesses grow. We focus on your employeesbecause they’re your greatest assets, and we know how tomake them even greater. Because, the better your peopleare, the better your business gets. And as a membershiporganization, we stay invested in your long-term success.

As you grow and your needs change, we adapt oursystems to take you even further. Today, we help morethan 500 companies with employment law and compliance,training and development, HR services, hiring andretention strategies and more. Are you facing any ofthese challenges?

Learn more at www.meainfo.orgor call 800.662.6238.

S P O N S O R S

Monarch Staffing is a local boutique staffing agency witha 17 year track record of proven success in the region!

Offices located in the Philadelphia and Tri-County Region,help us keep a pulse on local recruiting trends & talent inthe area for placement. We Help Employers Find GoodTalent! Only a 480 Hour Temp to Hire Conversion, No FEE!

Direct Hire, Temp to Hire & Temporary Staffing Services,RPO & Recruitment Consulting.

We offer a customized approach, a strong network of localresources & and a dedicated staff of certified recruitersto work for you. Staffing Services Include Administrativeand Office Support, Customer Service, Sales & Marketing,Human Resources,

Accounting & Finance, Purchasing & Supply Chain,Supervisors & Managers, & other Niche Positions!

Retaining your employees is just as important as attractinggood talent, that’s why Monarch Staffing has teamed upwith some of the regions most talented trainers to helpemployers continue to educate their workforce and buildleadership!

Visit us at www.MonarchStaffing.comor call us at 610.605.4233.

*Mention you saw us at GVFHRA 2018 & wina 10% Direct Hire Placement Fee or $200 offyour 1st Temp order with us.

Innovative Benefit Planning is an Employee Benefit,Retirement Plan, Workplace Wellness and Human Resourceconsulting firm that assists employers in gaining the mostfrom their Human Capital investment and focuses on“Putting people first.” Innovative has combined innovationwith integrity for mid-market employers since 1989.Our experienced staff and sound financial advisory serviceshave helped thousands of organizations and their employeesachieve their employee benefit planning goals and more.

Ryan KastnerRKastner@ibpllc.comPhone: 856.242.3332 • Cell: 609.313.8138

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PAYLOCITY: TAKING YOU FROMTHE BACKROOM TO THE BOARDROOM

Reduce manual effort, simplify core processes, and deliver keyinsights to your organization with intuitive software solutions.

PAYROLLImprove efficiency by streamlining core processes andproviding enhanced access to employee information.

HUMAN RESOURCESAutomate daily tasks, leverage key HR data to identify trends,and improve engagement with integrated onboarding.

BENEFITS ADMINAutomate and simplify benefits enrollment with a user-friendly,intuitive tool.

TIME & LABORControl how and when employees have access to time andlabor functionality, without sacrificing modern features.

TALENT MANAGEMENTExecute effectively with applicant tracking, built-in 360 reviews,goal management, and peer-to-peer recognition.

MOBILESimplify tasks and engage employees with secure, 24/7 accessto payroll and HR information where and when you need it.

REAL TIME ANALYTICS & DATA INSIGHTS

Aggregate Trend Data Access year-over-year trend data tosee how headcount and term count change over time.

Turnover: View critical turnover insights by department, manager,and location with bubble charts that highlight top turnover areas.

Retention Risk: Determine if wages are competitive and createretention strategies based on when employees typically leaveyour organization.

ACA: Track employee eligibility, affordability, and large employerstatus for your organization on an ongoing basis.

For more information please contact:Bryant P. McKenna, HCM Account Executivebmckenna@paylocity.com • Mobile: 267.398.5154

At NFP, our solutions and expertise are matched onlyby our personal commitment to each client's goals.With over 100 local benefit professionals, NFP is thelargest privately held employee benefit firm in thePhiladelphia area. We’re a leading insurance broker andconsultant that provides employee benefits, property &casualty, retirement and individual private client solutions.

NFP has more than 4,300 employees and globalcapabilities. Our expansive reach gives us access tohighly rated insurers, vendors and financial institutions inthe industry, while our locally based employees tailor eachsolution to meet our clients' needs. We’ve become one ofthe largest insurance brokerage, consulting and wealthmanagement firms by building enduring relationships withour clients and helping them realize their goals.

For more information please contact:John Casey, Business Development Executive2600 Kelly Road • Suite 300 • Warrington, PA 18976Office: 267.482.8375Cell: 215.840.6372 • Fax: 267.482.8475john.casey@nfp.com • https: www.nfp.com

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Penn State Great Valley School of Graduate ProfessionalStudies extends the resources and reputation of one ofthe nation’s leading research universities to the greaterPhiladelphia area. We offer master’s degrees and graduatecertificates in accounting, business, big data, engineering,finance, healthcare, leadership, human resources, andtechnology. A variety of non-credit professional developmentprograms such as integrated digital marketing, Lean SixSigma, project management, leadership development,and agile business analysis are also available. Our eveningand hybrid courses are offered in a flexible, step-instep-out format to meet the demands of work, family,and life in general.

Our outstanding faculty members teach valuablepractical skills, share cutting-edge knowledge, and workwith corporate, government, and educational neighborsto address real-world problems and enhance employeeperformance.

Penn State Great Valley School of Graduate ProfessionalStudies is accredited by the Middle States Commissionon Higher Education, and our management division isaccredited by AACSB International.

Programs offered at the Philadelphia Navy Yard and inMalvern, convenient to most working professionals insoutheastern Pennsylvania because of its proximity toRoute 202, Route 30, I-76, I-476, and the PennsylvaniaTurnpike.

Penn State Great Valley also offers exceptionalconference planning services, enhanced by faculty supportand state-of-the-art technology and facilities. We helpbusinesses and organizations create and plan meetings,events, and customized training sessions.

For more information:greatvalley@psu.edu • navyyard.psu.edu • 610.648.3200Conference Services:conferences@psu.edu • 610.648.3209

S P O N S O R S

In an environment of consistently rising healthcare costsand changing legislation, the key to a successful andsustainable employer-sponsored benefit plan is beingproactive.

Pentra utilizes a unique strategic planning process to helpour clients create the road map to achieve their vision of ahigh performing benefit program and platform. We build amulti-year action plan to guide benefit decisions that helpsorganizations achieve a greater return on investment forevery dollar spent.

Pentra is one of 24 founding members of Alera Group,a leading independent national employee benefits, propertyand casualty, risk management and wealth managementfirm. As an Alera Group company, we have the resources,technical expertise and best practices of a large nationalfirm while maintaining the personal local service our clientshave come to expect.

For more information please contact:Samantha Browersbrower@pentra.com • 610.520.4931

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Headquartered in King of Prussia, Pennsylvania, TrionGroup, a Marsh & McLennan Agency, LLC (Trion) is aleader in the employee benefits marketplace, developinginnovative solutions that simplify benefits and riskmanagement for local, regional, Fortune 500 and Fortune1000 companies. Our core services focus on employeehealth and welfare benefits including voluntary benefitsplans, large-employer disability and life programs,benefits administration and private exchange services,and strategic employee benefits communications services.Through each of these areas, we combine advancedconsultation, brokerage, administration, and riskmanagement services to help clients reach a favorablebalance between their insurance and benefits programsand to provide long-term value to their business. Trion isa part of the Marsh & McLennan Agency, a subsidiary ofMarsh, the world’s leading global insurance broker andrisk management adviser.

Trion’s consultants, brokers and expert administratorshelp clients to navigate the ever-changing environment ofemployee benefits and insurance laws and regulations.We continue to ensure that our clients have easy accessto the tools and information they need to simplify theiremployee benefits plan design, allow us to ease theburden of administration services with leading-edgetechnology, and the depth of our expertise, whileeffectively managing their costs.

For more information contact:Anthony CarlozoTrion Group, a Marsh & McLennan Agency LLC1000 Atrium Way • Suite 505 • Mt Laurel, NJ 08054856.291.3018Mobile: 856.220.8458 • Fax: 212.701.2444anthony.carlozo@trion-mma.com • www.trion.com

WorkPartners is an innovative health, wellness, andproductivity company that assists clients in transformingthe well-being of their workforce. Our customizable,integrated workforce planning solutions and advancedanalytics enable organizations to maximize employeeengagement, lower healthcare costs, and improve overallemployee health. With an outcome-focused, consultativeapproach and four strategic lines of business – thatincludes absence management services, Life Solutionshealth management, wellness and employee assistanceprograms, worker’s compensation, and on-site healthservices – WorkPartners provides comprehensiveworkplace strategies built on more than 20 years ofexperience and proven results. WorkPartners isheadquartered in Pittsburgh and is part of the UPMCInsurance Services Division. Learn more atwww.workpartners.com.

For more information contact:Deborah Winter, Sales ExecutiveOffice 412.454.5976 • Cell 724.683.0584winterda@upmc.edu

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Villanova University is committed to our HR educationmission of creating global thought-leaders in humanresources who drive high-performing, inclusiveorganizations and create meaningful work experiences.Villanova offers both on campus and online programsincluding: SHRM certification prep courses, combinedBA/M.S. in HRD programs, a Master’s of Science inHRD and, new this year, four graduate certificates inHR Leadership, Organization Development, HRBusiness Partner and HR Analytics. Whether you arean experienced HR professional or are thinking aboutentering the field, Villanova has an HR educationprogram to fit your experience level and schedule.

For more information contact:Bethany J. Adams, MA, SHRM-SCPbethany.j.adams@villanova.edu610.519.4582

S P O N S O R S

West Chester University's Master of Science in HumanResource Management (MSHRM) is accredited by theAssociation to Advance Collegiate Schools of Business(AACSB) and aligned with the curriculum standardsdeveloped by the Society for Human Resource Manage-ment (SHRM). Our MSHRM program prepares studentsto advance within the human resource profession at thehighest levels. Our students are trained in all facets ofhuman resource management across industries andorganizational types. The curriculum focuses on thedevelopment of core competencies in the areas of:compensation and benefits; employee and labor relations;ethics; global human resources; human resource metrics;leadership and change management; and workforceplanning. The MSHRM is a 30-credit program and is 100%online. The MSHRM program is offered asynchronously in8-week semesters to make sure that our degree meetsyour scheduling needs. The MSHRM program is designedwith working professionals in mind, and students generallyfinish the degree within two years. The degree may becompleted in as little as one year through continuous study.

For more information contact:Alana Luttermoseraluttermoser@wcupa.edu • 610.425.5000 x4445

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S N A C K S P O N S O R S

For nearly 50 years, Kistler Tiffany Benefits has beena trusted leader in the market of employee benefitsconsulting for companies in PA, DE, and NJ. We prideourselves in offering exceptional service and industryexpertise through health care reform and complianceguidance, benefits administration technology, on-sitecall center, employee advocacy services, wellnessprogram design, and more.

Enhance your current internal HR efforts and effectivelynavigate the complexities of employee-related challenges.

Kistler Tiffany Benefits understands that the right mixof HR services and support is crucial to administeringand nurturing a productive and engaged workforce.We provide our clients valuable tools and resources tostay informed, protected, and proactive when it comesto employee relations, administration, HR regulations,and compliance, including:

• Unlimited phone and email access to a team of certifiedHR experts who can provide expert guidance on a varietyof HR issues.

• Timely alerts and newsletters that cover relevant HRtopics, as well as free access to seminars and webinarsled by our HR and Compliance teams as well as otheraccredited experts.

• Additional opportunities to engage our experts forin-depth project services – whether it’s a one-time project,like designing an employee handbook, or on-going support.

For more information, visit www.ktbenefits.com.

AVE Flexible-Stay Accommodations

Our 1-, 2-, and 3-bedroom fully furnished suitesare the perfect temporary-housing solution forextended-stay business travel and corporatehousing relocations. AVE offers flexible leaseterms for short- and long-term stays.

We’ll take care of your employees. AVE suitesare spacious and boast everything they’ll need tofeel at home from dedicated living spaces, to afully equipped kitchen with appliances, cookware,dishes, silverware, and glassware, to a washerand dryer in suite.

We have dedicated service teams on site,seven days a week to provide a seamless stay.Our complimentary business amenities — WiFi,meeting spaces, business centers, weekdayclub breakfast featuring Starbucks coffee andTazo tea, 24-hour fitness centers, and packageacceptance with mobile alerts — are offered foryour employees’ convenience.

AVE currently has communities in King of Prussia,Malvern, Downingtown, Lansdale, NewtownSquare, Blue Bell and Center City Philadelphia!

For more information contact:Tamara Holt at 610.517.1989or email us at tholt@aveliving.com

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The Littler Difference

HR professionals do not just manage employees; theyare expected to be business partners and contribute tothe organization’s overall success. This means you needyour lawyer to be your strategic partner, who understandsyour industry and your business. Our lawyers need to helpyour organization make money, save money and presentyou with ideas to help you reduce cost, manage risk andsucceed in your professional role. That’s why we run ourbusiness the way you run your business, making importantinvestments in our firm, client relationships and the futureof the legal profession.

Here are just a few examples of how we can help youmeet your business goals:

• Whether you are based in a single location or haveglobal operations, we have the depth and breadth oflawyers you need through our more than 75 U.S.and global offices

• We value diversity and inclusion and our lawyersreflect that value

• We care what you think by conducting comprehensiveclient satisfaction interviews throughout the year

• We invest in R&D to create products and servicesthat offer new ways of delivering legal services such asonline 50 state surveys of relevant topics and productsthat update you every time you need to revise youremployment policies due to a change in the law.

For more information please contact:Alexa Laborda-Nelson at ALabordaNelson@littler.com267.402.3051

Tammy Ford is the founding President and CEO of CareersExpress, Inc., which was established in 1994 as a femaleminority independently owned and operated staffing andrecruiting firm located in the heart of King of Prussia, PA.Careers Express has been providing quality temporaryoffice support and professional placement services forall industries spanning from large to small organizationsthroughout the Philadelphia metropolitan and suburbanareas. Careers Express has been certified as MWBE.We are interested in building supplier partnershipsthrough corporate opportunities. Careers Express iscommitted to building long-term relationships with suchCorporations interested in fostering more diverse andinclusive workforces locally and regionally.

We Provide Staffing and Professional Placements for:Administrative Support, CEO Executive Assistants,Customer Service, Call Centers, Accounting & Finance,Human Resources, Sales & Marketing, Production &Supply Chain, Government, Behavioral Healthcare,Bilingual Services, Healthcare Professionals, HomeHealth Services, Facilities, Security Guards, Medicaland Pharmaceutical, Middle Management, Non-Profits/(501c3) Faith-based Missions/ Charities, and specialprojects.

GVFHRA Summit Savings! Great Value!Valid thru 12/30/18

• 10% Direct Hire Fee For Your First 3 HiresDiscounted from 20%. Valid for 1-3 Direct Hires

• 8 Hours Free On Your First 3 TempOrders Of 30+ HoursValid for 3 Temporary placements

• 400 Hours for Your First 3 Temp-To-Hire ConversionsDiscounted from 480. No conversion fee after 400 Hours.

For more information please contact:Tammy Ford, CEO234 Mall Blvd. • King of Prussia, PA 19406610.768.1788

R O O M S P O N S O R S

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• Mosteller & Associates is a regional full service humanresource organization

• The firm was founded in 1994 by Chester Q. Mosteller

• The thrust and mission of the firm is to partner withorganizations to improve performance through theirmost important resource – their employees

• It is difficult for any organization to fully supply thehuman resource expertise required – particularly giventoday’s regulatory environment and rapidly changingworld – without external assistance. Mosteller &Associates provides that assistance in a wide scopeof capacities including full outsourcing ranging to smallprojects or simply supplying the answers to humanresource questions.

• The organization currently has 25 employees, each witha minimum of 15 years of human resource and relatedexperience. The associates have human resourcegeneralist, as well as in-depth human resourceexperience and skills. These skills include:

- Extensive compensation expertise

- Extensive recruiting and selection experience

- Customized supervisory/management training anddevelopment offered in our training facility or your location

- Solid human resource operations experience includingpayroll, personnel data and record retention

- Extensive human resource consultative strategicpartnering expertise

For more information please contact:Chet Mosteller, 610.779.3870chet@mostellerhr.com

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8:00 AM - 8:05 AM Opening Remarks .......................................................................Main Lobby

8:05 AM - 9:35 AM HR Perspective Panel ......................................................Musser Auditorium

9:35 AM - 9:45 AM Break........................................................................................Main Lobby

9:45 AM - 11:00 AM Session 1Inclusion Fumbles, Tackles, and Sacks:A Playbook of Why Invitation Matters ...............................Musser AuditoriumKrista Deguffroy

Calling All Cast Members:Selecting Talent without Stepping on Legal Landmines ............Room 205/206Susan R. Fiorentino, Esq.

Using Emotional Intelligence and Conflict Managementto Create the Right Drama & Results ...................................Room 208/209Susan Redding, MBA, SPHR, CPLP

11:00 AM - 11:15 AM Break........................................................................................Main Lobby

11:15 AM - 12:30 PM Session 2It’s All About Culture........................................................Musser AuditoriumKimberly A. Nash, MBA, SHRM-SCP, SPHR, CMS

Executive Branding That Attracts Talent ................................Room 205/206Karen Huller

Not a Beauty Pageant! A True Search for Talent:Juggling the Explosion of New Innovative Tools in Benefits........Room 208/209Elizabeth Patterson & Mark Rieder

12:30 PM - 1:30 PM Lunch........................................................................................Main Lobby

1:30 PM - 2:45 PM Session 3Extreme Hula-Hooping Our Wayto Higher Employee Engagement.......................................Musser AuditoriumClaire Holvey & Gus Prestera

The Hiring Minefield: What Can You Ask These Days? .............Room 205/206Julie Kinkopf, Esq.

Growing Your Human Capital Analytics Capabilities .................Room 208/209Dr. Fiona Jamison

2:45 PM - 3:00 PM Break........................................................................................Main Lobby

3:00 PM - 4:15 PM Session 4Workplace Jeopardy 2018...............................................Musser AuditoriumLouis R. Lessig, Esq., SPHR, SHRM-SCP

HR’s Strategic Role and the “Hidden Strategic Plan” ...............Room 205/206Janet McNally, D.Ed. SPHR

M&A, A Five Act Play ..........................................................Room 208/209Michael Furman, SPHR, SHRM-SCP

A G E N D A

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Greater Valley ForgeHuman Resource Association

GVFHRA has been proud to serve our membersfor thirty five years, as the premier regional forumfor leadership, education, and advancement in thefield of Human Resources.

We are an organization comprised of professionalsin the areas of employment and placement,compensation, benefits, employee labor relations,and training and organizational development.As an affiliate of the Society for Human ResourceManagement (SHRM), an international organizationof more than 300,000 human resource professionals,GVFHRA provides information and education ontopical issues and current trends for our membersto develop professionally. Our meetings and seminarsalso provide peer networking opportunities.

With as many as 300+ members, GVFHRA isan award-winning chapter and a leading voice ofhuman resource professionals and studentsrepresenting companies located in Bucks, Chester,Delaware, Philadelphia and Montgomery Countiesin PA as well as from New Jersey and Delaware.GVFHRA is distinguished by strong professionaldevelopment programs and a welcomingatmoshere.

If you are not a member of GVFHRA, why notjoin today? Our monthly breakfast and dinnermeetings are a wonderful way to support andadvance your career through networkingopportunites. Most importantly, we say thankyou to our members for your continued supportin helping make us a SHRM Excel Award Chapter.

Visit us at www.GVFHRA.org

A B O U T U S

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PANEL & SPEAKERS

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Dean M. Becker

Managing Director & Founder

Adaptiv Learning Systems

Dean Becker is an accomplished executive andconsultant, and is a recognized expert in the fieldof individual and organizational resilience, havingco-founded Adaptiv Learning Systems, a leader inthe development and delivery of research-basedresilience assessments, coaching and trainingprograms. Dean delivers resilience training andexecutive coaching services to organizations andindividuals worldwide.

Prior to creating Adaptiv Learning Systems,Dean founded and ran Preferred Medical Services,a physician billing and practice management firmthat provided diversified business services tophysician groups and health systems throughoutNorth America.

Dean began his career as a marketing representativewith IBM, and later shifted his focus to executivesearch and recruitment for the informationtechnology industry, as Area Director for theSource EDP division of Source Services Corporation.

Dean holds an MBA in Medical Group Managementfrom University of St. Thomas, and a BA inPsychology from Franklin & Marshall College.

In addition to being a member of Greater ValleyForge Human Resources Association (GVFHRA),the Association for Talent Development (ATD) andBeacon (formerly, Greater Philadelphia SeniorExecutives Group), Dean sits on the Board ofPhiladelphia Society of People & Strategy (PSPS),and is a Supervisor in Perkiomen Township, PA.

P A N E L M O D E R A T O R

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H R P E R S P E C T I V E P A N E L8 : 0 5 A M - 9 : 3 5 A M

Approved for 1.5 Business (HRCI) Credits & SHRM PDCs

Nancy Adams

Chief People Officer

Turn5

Nancy joined Turn5 in June 2018 as the first strategic humanresource leader of a fast-growing entrepreneurial company.Her focus is three-fold: hire and retain great talent; developmanagers into amazing leaders that drive accountability,feedback, fairness and clarity; and create total rewardsprograms that enhance learning, growth and performancethroughout all areas of the business.

Prior to joining Turn5, Nancy served as Vice President ofHuman Resources at Nutrisystem. The direct-to-consumercompany was heavily investing in advertising to jumpstarta growth trajectory that would name them one of Forbesfastest growing companies over the next few years.A strategic partner to the CEO, Nancy is a drivingchampion of organization performance, a culture architect,and a master of attracting and retaining top talent.

During her tenure, Nancy has served as a key business partnerseeing the Company through rapid success, sustaining tryingeconomic markets, supporting a subsequent turnaround, andpositioning the team for successful growth. Nancy thrives indynamic, fast-paced work environments and is a passionateproblem solver who builds trust and partnership with individualsat all levels of the organization to drive a highly engaged andperformance-based culture.

Prior to joining Nutrisystem, Nancy created positive changeacross multiple industries including transportation, non-profit,and professional staffing services and executive searchsolutions. Her early career focused on the founding ofMotherNature.com, an ecommerce start-up that soldnatural products, supplements and vitamins.

Nancy earned a Masters Degree in Organizational Managementand holds a Bachelor of Arts in Mass Communications. She isa winner of the Human Resource Person of the Year Award inthe Delaware Valley, an active member of the Society forHuman Resource Management, and holds a certification asProfessional in Human Resources (PHR), Society for HumanResource Management Certified Professional (SHRM-CP),and is a Certified Professional Coach (CPC). She is an activemember of Philly SHRM (PSHRM), Philadelphia Society ofPeople and Strategy (PSPS) and judge for HR Departmentand HR Person of the Year.

Colleen Stratton

Workforce Development

SEI

Colleen Stratton is global head of the WorkforceDevelopment Team at SEI. She has been at SEI for elevenyears. She is responsible for all functional areas of HR.Prior to joining SEI, Colleen was the Vice President of theConsulting Practice for CBI Group, which involved HumanResource Projects and outsourcing for high growth,start-up and mature organizations.

Prior to joining CBI Group, Colleen held positions at theexecutive level in companies varying in size, from start-upto Fortune 1000. Past experience includes work with theDepartment of Defense, Shared Medical Systems, GladwyneSoftware Surety, Innovative Consulting, XRT and ICONSolutions.

Colleen has her MBA from Case Western Reserve University,her BA from Catholic University and has also successfullycompleted her PHR certification.

Colleen and her husband, Michael, live in East Norriton, PAa Montgomery county suburb of Philadelphia. Colleen hastwo daughters, Ryan 17 and Erin 14, and is very active attheir school as a peer leader/fund raiser. Colleen is theVice President of the Act II playhouse board. She was alsorecently on the board of her high school as the chair ofservice committee as part of the fundraising for the 150thanniversary. Colleen has also served as an Officer of theSEI Women’s Network.

21

Kristine Pappal

Vice President of HR

Philadelphia Eagles

Kristie Pappal is in her 12th Season with the PhiladelphiaEagles and currently serves as the Vice President ofHuman Resources. This role provides comprehensivehuman resources leadership which includes: ensuring apositive and productive work environment for all employees,providing strategic direction, policy development, talentacquisition, employee relations, benefits and wellness,compensation and organizational development. Kristie isalso involved in the team’s environmental initiatives throughits Go Green! Program.

Kristie came to the Eagles from Town Sports International(TSI), parent company of New York, Philadelphia, Boston,and Washington Sports Clubs where she was the Directorof Human Resources. Prior to working with TSI, Kristiewas the Human Resources Representative for IronMountain.

She holds a Bachelor of Science in Labor & IndustrialRelations, Certificate in Human Resources and a minor inPsychology from Penn State University and is SPHR andSHRM-SCP certified. Kristie is a Co-Chair of The Penn StateUniversity, School of Labor and Employment RelationsAffiliated Alumni Program Group and a Chair for thePhiladelphia CHRO Leadership Summit. In addition,Kristie is a member of the Senior HR Advisory Group forthe Fox School of Business at Temple University as well asa member of POWER, The Power of Professional Women.She received The Penn State University College of LiberalArts Outstanding Young Alumni Award.

Bill Anstee

ChiefHuman Resource Officer

Recovery Centersof America

Bill Anstee has been the Chief Human Resource Officerat Recovery Centers of America for the past 18 months.As the CHRO, Bill has assisted the organization in almosttripling the workforce and opening additional centers in theMid-Atlantic area. He runs the centralized HR departmentthat covers inpatient drug and alcohol recovery sites inPA, NJ, MD and MA and outpatient sites in PA, DE,NJ, MD, and MA. The company’s mission of saving1,000,000 lives and helping people get into meaningfulrecovery is one he holds in high esteem.

Prior to joining Recovery Centers of America, Bill was theVice President of Human Resources for Sodexo Healthcareand its affiliates for 29 years. Bill’s career had spanned allof the company's divisions including operations, humanresources, recruiting, and diversity work. As Vice Presidentof HR, he was responsible for the human capital needs of the

market and the strategic leadership of the human resourcesteam. He was the business partner for operations aroundgrowth and development of Sodexo’s Healthcare business as itrelates to human resources. In his former role, MVP of Diversityand Inclusion, he was responsible for creating and implementingvarious diversity related strategies and ensuring the Healthcare& Government diversity strategy coincides with the overallcorporate program.

Bill was instrumental in supporting many Human Resourcesand Diversity initiatives including launching the company's firstDiversity Council as well as co-chairing the company's DisabilityTask Force. He has served as a member of The PennsylvaniaState University's College of Human Development DiversityBoard. Bill also was an inaugural board member of the AsianHealth Care Leaders Association. Bill has also served on TheTressler Lutheran Services Board, Widner University AdvisoryBoard, Delaware State University Hospitality Board, and hasbeen active with the HBCU Consortium and The United Way’sLoaned Executive program.

Bill holds a BS degree from The Pennsylvania State Universityin Hotel, Restaurant, and Institutional Management and aminor in Individual Family Studies and Counseling. Bill residesin Delaware with his wife where he participates in communityactivities supporting hunger relief efforts and CommunityKitchens programs throughout the US.

H R P E R S P E C T I V E P A N E L

Susan R. Fiorentino, Esq.,

Associate Professorof Human ResourceManagementWest Chester University

Law Firmof Susan Fiorentino, LLC

Approved for 1.25General HRCI Credits & SHRM PDCs

Calling All Cast Members: Selecting Talentwithout Stepping on Legal LandminesRoom 205/206

HR professionals are accustomed to dealing with rapid changes inthe law, and that is certainly the case in employee hiring practices.In recent years, the EEOC and state legislatures have made the topicof pre-employment background screening a murky one, leaving manyHR professionals wondering about whether, and to what extent,screening applicants can cause legal liability.

This presentation examines the current law of criminal backgroundchecks in the aftermath of several years of EEOC guidance andaddresses the question of what employers should (and shouldn't)find out about prospective employees. In addition, the legality ofother pre-employment screening mechanisms is examined, suchas credit reports and social media searches.

This presentation will identify the legal pitfalls of common types ofemployee screening: 1) criminal background checks; 2) social mediascreening; and 3) credit screening. Following this presentation,participants will: 1) understand the current legal status ofconducting these types of employee background checks;2) spot legal pitfalls in their own screening practices; and3) implement sound screening practices that avoid legal liabilityin their organizations. Learning objectives will be achieved througha series of interactive hypotheticals as well as some role-playingdesigned to give HR professionals insight into avoiding liability.

Krista Deguffroy

Director of Inclusionand Compliance

SEI Investments

Approved for 1.25Business HRCI Credits & SHRM PDCs

Inclusion Fumbles, Tackles, and Sacks:A Playbook of Why Invitation MattersMusser Auditorium

This session will review the challenges and the sometime humorousincidents when we focus on diversity without inclusion. Krista willdiscuss the journey to inclusion we often see in corporations and howour Human Resources teams can harness the tools to lead thesechanges. Through audience activities and dialogue, this session willprepare you for what steps to take to go beyond diversity as a standalone program, and transition to an inclusion based mindset.

22

S E S S I O N O N E9 : 4 5 A M - 1 1 : 0 0 A M

23

Susan ReddingMBA, SPHR, CPLP

Training & OrganizationalDevelopment Specialist

MEAMidatlantic EmployersAssociation

Approved for 1.25Business HRCI Credits & SHRM PDCs

Using Emotional Intelligence andConflict Management To CreateThe Right Drama and ResultsRoom 208/209

Within any organization, partnering with other departmentsto produce strategic business results requires that you utilizeyour conflict management and Emotional Intelligence skills.Developing these skills allows you to partner across theorganization to achieve strategic planning results, whileleveraging influencing and negotiating expertise and leadershipstrengths. Identify which of the five methods for handling conflictis your go-to strategy and apply the most effective method. Learnto awaken your own emotional awareness to improve your conflicthandling, problem solving, and time management skills, as well asyour overall health and well-being. Participants will engage invarious interactive exercises to discover how emotion and purposecan often determine how they approach and handle a situation.Tying in with our Talent Show theme, by awakening our awareness,we can develop as leaders and strategically leverage the power ofemotions to “produce the best production possible.”

• Discover the five different methods for handling conflict.

• Understand your emotional intelligence to produce the best resultswhen dealing with conflict across all levels of the organization.

• Organize your day and get the most done.

• Develop an understanding of how using emotional intelligence andproper conflict strategies can have a significant impact on theorganization’s mission, vision, values and overall organizational culture.

S E S S I O N O N E

24

Kimberly A. NashMBA, SHRM-SCP,SPHR, CMS

Owner

Thriv

Approved for 1.25Business HRCI Credits & SHRM PDCs

It’s All About CultureMusser Auditorium

Culture is important because it is the shared values that shapesthe behavior in our organizations. Culture defines everything in anorganization beginning with those who are hired, how we conductbusiness, make decisions, and treat others. Culture is integratedinto the business strategy. What is your organization's culture, anddoes everyone within your organization have the same perception?If not, how do you get there?

The presentation will focus on the following topics:

• Defining Culture – we will explore various organizations’ cultures

• Culture Myths – we will discuss various myths about culturesand how to break those myths

• Culture Truths – we will focus on truths about culture that wecan incorporate into our organizations

• Identifying Culture – we will look at how culture is defined inour organizations, what is our EVP?

• Advancing Culture – we will identify how we can move ourorganizations to a well-defined and well communicated culturewhich includes creating a cultural vocabulary and avoidingcultural drift.

• Culture Lens – we will practice making a variety of businessdecisions looking through the cultural lens of integrity.

S E S S I O N T W O1 1 : 1 5 A M - 1 2 : 3 0 P M

25

Karen Huller

CEO

Epic Careering

Approved for 1.25Business HRCI Credits & SHRM PDCs

Executive Branding That Attracts TalentRoom 205/206

In response to many of the systemic issues brought to light by various toxic cultural conditions permitted far too long and resultinghigh profile scandals, “Ivory Tower” management is being replacedby “open door” executive leadership. It’s not just particular industriesor companies that have a job to do in terms of re-branding; it’sleadership in general. Today and tomorrow’s top talent want leaderswho are proactive, transparent, approachable, and accessible.It’s time for companies to push their leaders further into thespotlight and among the people.

Following this interactive presentation, participants will knowand be able to apply:

• How the standards of leadership are evolving and how leaderscan get ahead of the curve.

• 5 goals leaders should have among their long-term careerinitiatives in order to model leadership for tomorrow’s leaders.

• 5 major tools every company can use to magnetize theirleadership to attract top talent.

• 5 mini-practices that take very little time to do, but makehuge impacts on morale, collaboration, and productivity.

• Hiring best practices that lead to significant shifts inemployee-leadership relations.

Elizabeth Patterson

Managing Consultant

NFP Corporate Benefits

Mark Rieder

Head of Innovation

NFP Corporate Benefits

Approved for 1.25General HRCI Credits & SHRM PDCs

Not a Beauty Pageant!A True Search for Talent: Juggling the Explosionof New Innovative Tools in BenefitsRoom 208/209

The rate at which new and innovative products, services andtechnology are being introduced has been expanding exponentially.As a result, the technology being developed for the deliveryof benefits and risk management strategies are currentlydemonstrating unprecedented growth. It may seem like a realjuggling act to decipher which options just look good from theworthy award winners. The goal of this session will be to helpyou get a better understanding of the new tools currently availableand identify the options with real survivability and ROI potential.

NFP’s Head Of Innovation, Mark Rieder, along with ManagingConsultant, Elizabeth Patterson, will highlight innovativeentrepreneurial proposals that are new and unique in themarketplace. We will provide valuable insight to help youdetermine if these options may be a potential solution foryour current challenges. But this list is constantly evolving!We will discuss how our consultants, along with NFP’s InnovationLab, are juggling all of the exciting options as they continue topop up in the marketplace.

S E S S I O N T W O

26

Claire Holvey

Human ResourcesDirector

Endo

Gus PresteraPhD, MBA

President

Prestera FX

Approved for 1.25Business HRCI Credits & SHRM PDCs

Extreme Hula-Hooping Our Wayto Higher Employee EngagementMusser Auditorium

In the war for talent, employee engagement can mean the differencebetween retaining top talent and achieving aggressive business goalsin the face of adversity or failure. In this case study presentation,we will discuss HR’s behind-the-scenes efforts to improve employeeengagement at Endo Pharmaceuticals over the past two years.As with extreme hula-hooping, where performers need to spinmultiple hula-hoops at once, driving employee engagement requiresthat organizations do a number of things well, in concert: there isno one magic bullet. We will discuss Endo’s business context andchallenges, early efforts to mitigate morale issues, engagementsurvey results, leadership action taken, challenges, and reflectionson lessons learned.

Julie Kinkopf, Esq.

Partner

Weber, Gallagher,Simpson, Stapleton,Fires & Newby, LLP

Approved for 1.25General HRCI Credits & SHRM PDCs

The Hiring Minefield:What Can You Ask These Days? Room 205/206

Recent developments in local, state, and federal employmentlaw has changed how employers can approach candidates andthe hiring process. HR professionals and hiring managers mustbe educated on what they can and cannot ask of an applicant.We will address (1) the effects the new medical marijuana lawcould have on pre-employment drug testing; (2) the legality andpros/cons of salary history questions; and (3) the limitations theADA places on medical inquiries. Knowing what you can andcannot ask applicants is a minefield and this presentation willhelp attendees navigate it successfully. We will provide concreteexamples of the questions that may be asked of candidates andwalk attendees through the new hiring process.

Following this presentation, participants will understand how tocomply with recent developments in laws affecting recruitment.Participants will also know how they can protect their organizationwhile ensuring they have the information needed to develop theirtalent pool.

The presentation includes real-world business case examples ofhow to avoid certain recruiting issues and how to prepare managersat all levels for effective interviewing of candidates. Specificexamples of how to ensure the hiring process is fair and allowsthe best candidates to move forward will be presented.

S E S S I O N T H R E E1 : 3 0 P M - 2 : 4 5 P M

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Dr. Fiona Jamison

CEO

Spring International

Approved for 1.25Business HRCI Credits & SHRM PDCs

Growing Your Human Capital Analytics CapabilitiesRoom 208/209

Human Capital Analytics (HCA) is a rapidly growing field and onethat can be daunting for many HR professionals. The sophisticationand capability of organizations today varies considerably. Someorganizations are just starting to get a handle on their data andimprove the quality of their data, while others are at the cuttingedge of predictive analytics.

The analytics journey can start anywhere from assessing yourcurrent data streams and reanalyzing data, to enhancing HRinformation systems, identifying key drivers of engagement orintent to leave, and tying employee engagement data tooperational and financial metrics.

Through the presentation of an analytics maturity model andvarious case studies, you will learn a strategic approach toadvanced analytics and how you can apply these to your ownorganization. Frequently, Spring International’s advanced analysesare used by clients to approach strategic decision making,program development, scenario planning, and communicationsefforts in new ways to maximize the return on investment.

Not only will you learn about the potential application of analytics,but through the presentation of best practices, you will learn howto build a human capital analytics team that is able to drive yourbusiness forward—from stakeholder alignment to data evaluationand from capability building to integration, Spring will share keyinsights to help you along your analytics journey.

S E S S I O N T H R E E

28

Louis R. Lessig, Esq.SPHR, SHRM-SCP

President

Brown & Connery, LLP

Approved for 1.25General HRCI Credits & SHRM PDCs

Workplace Jeopardy 2018Musser Auditorium

Every pay cycle lends itself to the same fear –Are you doingeverything in accordance with the Fair Labor Standards Act (FLSA)?Is your organization up on the latest wage issues? When was thelast time you considered harassment concerns in your operation?Do you conduct regular training on these issues? Are you worriedthat mistakes are being made? How about those leave issues youare dealing with – all good there? Do not be afraid, get engaged!Whether you are looking out your door wondering what wage andhour or leave issue will come up next or growing more apprehensiveabout what your managers may be saying to employees who feelharassed, fear not. In our highly engaging and competitiveenvironment this session will harness your existing focus anddesire. Share knowledge through competition and presentsituations that are sure to provide you with new insights toassist you in being better prepared for the next pay day, thenext harassment investigation and beyond.

This program is incredibly interactive and has been presentedacross the country for clients, at SHRM chapters, state councilconferences and several SHRM Annual conferences, includingmost recently a MEGA session in Chicago at #SHRM18.

S E S S I O N F O U R3 : 0 0 P M - 4 : 1 5 P M

29

Michael FurmanSPHR, SHRM-SCP

Consultant

HR Resolve

Approved for 1.25Business HRCI Credits & SHRM PDCs

M&A, A Five Act PlayRoom 208/209

Mergers and acquisitions (M&A) have become a commonplacebusiness strategy. As HR professionals, we can be certain thatwe will continue to play a role in these events, and the need foreffective integration and personal resiliency will be in high demandthroughout our careers. Join us as we review the five stages of adeal, development of an approach that looks more like improv thana standard play, and key strategies and principles that will help youbecome a key player regardless of which side of the deal you’re on.In addition to covering the effective strategies and tactics you shouldconsider as you work through your next M&A event, we will discussthose things you want to avoid, so that you and your organizationcome out on top. Through the usage of some sound practical ideaspresented here you will make a difference in a time of uncertaintyas well as build credibility with employees and leadership.

Janet McNally, D.EdSPHR

Senior Project Consultant

Team Development Services

Approved for 1.25Business HRCI Credits & SHRM PDCs

HR’s Strategic Role and the “Hidden Strategic Plan” Room 205/206

Human Resources professionals are encouraged to be strategicby the organizations in which they work and also by their ownprofessional accrediting bodies. This brings up some questions:What is strategy anyway? What does it mean to “be strategic?”How can HR professionals fulfill their strategic role if they workfor organizations that don’t plan? What about situations where theplan loses momentum and the organization’s culture takes over?

This interactive presentation frames the strategic role of HRprofessionals within the business strategy of the organizationsthey serve, working to discover these concepts:

• HR professionals’ task to know (and live) the organization’sstrategy as well as anyone else.

• Thinking with the management team on issues and challengesto the business proactively and identifying relevant HRconnections

• Understanding the elements of business strategy, as they pertainto your organization’s business environment, core competencies,customers, business activity and speed and sequence of plannedevents that impact HR.

• How HR professionals can translate the above information(where to’s) into the action (how to’s).

• The value of a HR strategic plan – with suggestions on whatto include in your own plan, how to conduct research and howto construct a plan for the next 12-18 months.

S E S S I O N F O U R

30

N O T E S

31

With a tightening labor market, many organizations are struggling toattract & retain talent. However, best places to work are using bothreactive & predictive solutions to improve their value proposition,the employee experience & ultimately drive business performance.Spring offers solutions across the employee experience that willhelp you predict & manage your risks & make your organization anemployer of choice.

Engagement Surveys Focus Groups

Online Bulletin Boards Vulnerability Assessments

Perform

Predict

Engage

Exit

Stay Interviews Performance Analytics

Leadership 360s Leadership Training

Key Group Analytics Workforce Segmentation

Data Linkage Predictive Analytics

Exit Interviews Exit Surveys

Turnover Analytics ROI Analytics

www.springitl.com      |      info@springitl.com      |      610.834.7600

Improving theEmployee Experience

Sol���o�s fo� En�a�c��� Bus����s Per���m���e

The�Rosen�Group�provides�direct�hire�and�contract� placement� of� Human� Resource�professionals� at� all� experience� levels,�specializing� in� recruiting,� compensation,�benefits,� HRIS,� payroll,� labor� relations,�training� &� development� and� employee�relations.� Our� focus� is� on� understanding�youryour� culture� and� needs� and� then� finding�high� quality� candidates� quickly.� Our�network�of�talent�consists�of�thousands�of�highly-qualified,�prescreened�talent�ready�

to�hit�the�ground�running.

WWW.ROSENGROUP.COM856-470-13��

SCOTT�ROSEN,�PRESIDENTsco�.rosen@rosengroup.com

32

U P C O M I N GG V F H R A E V E N T SYOU WON’T WANT TO MISSThursday, November 1stBreakfast Meeting

Tuesday, November 13thDinner Meeting

Tuesday, December 11thHoliday Networking& Silent Auction

Check the events tab atwww.gvfhra.org

for more info!

GRADUATE PROGRAMS IN THE PHILADELPHIA REGION

Malvern and The Navy Yard I greatvalley.psu.edu

HELPING BUSY

PROFESSIONALS REBUILD THEIR

CAREERS.

GRADUATE PROGRAMS

PROFESSIONAL DEVELOPMENT

CORPORATE TRAINING

Concept & Design: Schultz Squared