THURSDAY Concurrent Sessions at the 2017 Gulf Coast Symposium, May …€¦ · THURSDAY Concurrent Sessions at the 2017 Gulf Coast Symposium, May 11 To BUILD YOUR AGENDA online featuring

THURSDAY Concurrent Sessions at the 2017 Gulf Coast Symposium, May 11

To BUILD YOUR AGENDA online featuring multiple search options for Concurrent Sessions plus full speaker bio’s, visit HR

Houston at www.hrhouston.org, click on the Conference tab and then on Sessions. Updated 3/27/2017 Page 1 of 13

Thu, May 11, 7:30-8:30a ROOM 600 Building a Business Plan for Employee Engagement Engagement and retention are business strategies, not just "HR Initiatives."• This session promotes a business approach to increasing employee engagement and retention by identifying the cost and ROI of a strategic plan and tying it to business metrics of profitability, safety, sales, customer satisfaction, and other key metrics. Learn the steps to building a business case for engagement and how to effectively present it to your management team. - Christopher Mulligan, Chief Executive Officer, TalentKeepers, Winter Park, FL REPEAT OF Wed, 3:45p Track: Business Management & Strategy. SHRM Competency: Business Acumen. HRCI: Business AUTHOR: Talent Keepers (Mulligan) Thu, May 11, 7:30-8:30a ROOM 601 High Impact Performance Improvement Tools As a facilitator of an 18+ month training program for global clients, Amy Hart noticed certain tools that "rose to the top" in helping managers and individual contributors stand out in building communication skills, higher performance, and resiliency. Amy will demonstrate the two models with the most impact, and work with participants to apply real life examples to these two practical, easily transferrable tools. - Amy Hart, Speaker/Trainer/Consultant, Hart Training Connection, Pearland, TX REPEATS Fri, 1:45p Track: Talent Management. SHRM Competency: Communication. HRCI: HR (General) Thu, May 11, 7:30-8:30a ROOM 602 Social Media in the Workplace: Employers Beware This session is designed to provide human resource professionals with the knowledge, understanding, and professional competence regarding the applicable laws and potential legal implications of social media in the workplace. This course will discuss the use of social media in the hiring process, common trends regarding company's governance of social media, and avoiding potential claims when terminating employees based on social media policies. - Laura Alaniz, Esq, Thompson, Coe, Cousins & Irons, LLP, Houston, TX REPEATS Thu, 8:45p Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 7:30-8:30a ROOM 603 Managing Up: Bossing the Boss! This session will enhance HR’s skills in interacting and establishing relationships with upper management. They will determine the strengths and weaknesses of the organization’s C-suite and the HR department so that they are able to partner together more effectively; assess, and examine and clarify work styles, expectations and personal assets to enhance the boss/subordinate relationship. - Margaret Johnson, PE, President, Ideal Training Inc, Friendswood, TX REPEATS Thu, 2:30p Track: Business Management & Strategy. SHRM Competency: Communication, Relationship Management. HRCI: Business AUTHOR: From SOS to WOW! Your Personal Coaching Adventure (Johnson) Thu, May 11, 7:30-8:30a ROOM 604 Rethinking Strategy: Why People are the Key to Success Everyone has a strategy map of some sort, but most miss critical considerations that sabotage success. In this session, OD and Strategy Consultants cover four common blind spots: Vision, Capacity, Organizational Design & Learning and help you spot gaps in your Strategic Planning Methodology. Help your leaders weave the Vision into everything they do by replacing the many uncoordinated planning activities with one cohesive plan. - Lisa Rueth, Sr Partner & CEO, Cultivate Leadership, Austin REPEAT OF Wed, 3:45p Track: Business Management & Strategy. SHRM Competency: Leadership & Navigation. HRCI: Business Thu, May 11, 7:30-8:30a ROOM 605 Top Ten Issues Keeping HR Up at Night This seminar will cover the top ten legal headaches, blindspots, and risks commonly experienced by HR professionals. Learn tips on everything from "hot"• wage and hour claims to handling harassment investigations or employees with medical issues under the FMLA. This session will not just cover the law, but provide practical strategies and suggested policies that will minimize and reduce the risks of employee litigation. - David Barron, Cozen O'Connor PC, Houston, TX Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General)

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Thu, May 11, 7:30-8:30a ROOM 606 Leveraging Your Marketing Efforts: Attracting Top Talent Without great leads, there are no applicants and without great applicants, there are solely no new hires. In a competitive market, recruiting is no longer a function of human resources. Marketing now plays a vital role in attracting and retaining top talent. In this session, Christine M. Hollinden, CPSM, will discuss proven strategies to leverage marketing efforts to generate, attract, retain, and nurture qualified candidates. - Christine Hollinden, CPSM, Principal, Hollinden | marketers + strategists, Houston, TX Track: Talent Management. SHRM Competency: Communication, Relationship Management. HRCI: HR (General) Thu, May 11, 7:30-8:30a ROOM 607 Implementing Change - It's Not the Change, It's the Transition! This session will explain the difference between change and transition and why organizations and people struggle with it. You will learn how to prepare an organization for change and close the gap between reacting to change and experiencing a smooth transition. By understanding the mental and emotional processes taking place in each new situation, you will soon encourage others to embrace change and remove their fear. - Rick Tiemann, President, The Executive Group, Valparasio, IN REPEAT OF Wed, 2:15p Track: Business Management & Strategy. SHRM Competency: Leadership & Navigation. HRCI: Business AUTHOR: Developing World Class Leaders - The Ultimate Guide to Leadership Development (Tiemann) Thu, May 11, 7:30-8:30a ROOM 608 Global Immigration 101: Come If You are New to Mobility! "Can you get me a visa?" "What is a work permit?" "I need to work in X country tomorrow!" If, as an HR professional, you are inundated with these questions and more, this session is for you. We will review global immigration terminology and concepts, as well as some specifics on requirements and timelines for key countries where you operate. - Jenny Midyat, SPHR, GPHR, CCP, Director Total Rewards & Global Mobility, Parker Drilling Company, Houston, TX Track: International. SHRM Competency: Global & Cultural Effectiveness. HRCI: Global Thu, May 11, 7:30-8:30a ROOM Unique Zone The Retirement Transition and How it Affects Your Bottom Line UNIQUE SESSION: We recognize that employees of all ages make important contributions to any organization. Understanding how to manage the transition from employees' contributing phase to their retirement phase can greatly impact the bottom line for both the employer and the employee. While the benefits for the employees are fairly easily understood, the benefits to the employer may be less obvious. The goal of today’s Unique Session is twofold: First, to help employees have the financial security to allow them to make the choice to retire when the time is right for them and to enjoy their retirement years, and the second being to explore the impacts on the employer if we fail to plan properly for this transition. - Geoff Nelson, CFP, MBA, Vice President, Financial Wellness, Fidelity Investments, Houston, TX Track: Total Rewards. SHRM Competency: Consultation. HRCI: HR (General) Thu, May 11, 8:45-9:45a ROOM 600 Will They Ever Return? Analyzing Employees' Leaves of Absence This session will provide a framework for HR professionals with responsibilities for dealing with absent employees to to promptly analyze absent employee situations; to identify when leaves of absence are required by law; and to determine when, and if, an employee may or must be returned to work. - Lon Williams, Esq, Shareholder, Ponsinelli, PC, Dallas, TX REPEATS Thu, 2:30p Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 8:45-9:45a ROOM 601 HR Mission Accomplished: 10 Tips for Getting HR Projects Approved It can be tough for even experienced, inspired HR professionals to convince the C-Suite. Execs get the importance of Marketing or Operations instantly, but tend to minimize people priorities. Don't let them. In this 100% interactive session, you'll learn a few simple rules to switch the mindset, increase perceived impact and urgency, lead dynamic meetings and overcome objections like an expert. - Jeff Hiller, Director of Learning & Development, JB Training Solutions, Chicago IL REPEATS, Thu, 10:00a Track: Business Management & Strategy. SHRM Competency: Business Acumen. HRCI: Business





Thu, May 11, 8:45-9:45a ROOM 602 Social Media in the Workplace: Employers Beware This session is designed to provide human resource professionals with the knowledge, understanding, and professional competence regarding the applicable laws and potential legal implications of social media in the workplace. This course will discuss the use of social media in the hiring process, common trends regarding company's governance of social media, and avoiding potential claims when terminating employees based on social media policies. - Laura Alaniz, Esq, Thompson, Coe, Cousins & Irons, LLP, Houston, TX REPEAT OF Thu, 7:30a Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 8:45-9:45a ROOM 603 Why Motivation-Based Interviewing Works Better Than Behavior-Based Interviewing! The interview process has always evolved. In the beginning we used our gut. Then came open-ended questions followed by hypothetical ones. Next we got behavior-based interviewing but research found 68% of employers surveyed still had a problem with bad hires. Learn how the interview process has evolved again...for the better! This session introduces and shares the key components of motivation-based interviewing, a global-used interviewing method that is MORE effective for hiring top performers. - Carol Quinn, CEO, Hire Authority, Delray Beach, FL REPEATS Thu, 3:45p Track: Talent Management. SHRM Competency: Communication. HRCI: HR (General) AUTHOR: Don't Hire Anyone Without Me! (Quinn) Thu, May 11, 8:45-9:45a ROOM 604 The Top 10 Compensation Issues Facing You The HR function has been changing over the years. More businesses are realigning the role of HR so they can best manage and grow their company cost effectively with a sound ROI from the HR function. Some companies have decided that it's best to outsource some functions to third parties so that internal resources can focus more time on strategic issues. It's safe to say that companies today are constantly examining their HR function with a goal of figuring out best practices and best allocation of time. At L&A., we believe the HR function is too critical to be outsourced--at least the strategic-leadership side. HR deals with many issues, but probably the biggest challenges facing HR Departments today are Staying On Top of What's Hot, Leadership Development and Corporate Culture. As HR works to continually position itself even more strategically, being on top of and addressing what's hot/ critical, will become even more important if one is to differentiate. This presentation will examine 10 of those Hot Topics that we believe can position HR into a sound thought-leadership position. - Brent Longnecker, CBP, CCC, CCP, GRP, CECP, Chairman & CEO AND Chris Crawford, CCC, CCP, CECP, President, Longnecker & Associates, Houston, TX REPEATS Thu, 10:00a Track: Total Rewards. SHRM Competency: Critical Evaluation. HRCI: HR (General) Thu, May 11, 8:45-9:45a ROOM 605 Turning the Ship: My Experience During a Business Transformation Deployed from corporate, Cheryl Blake was involved in the transformation of subsidiary with a broken structure, inadequate policies and procedures, and skyrocketing costs. During the course of the transformation, Cheryl helped to set a new vision and mission, identify the business' key strategic drivers, implement a new HR structure, and develop appropriate compensation practices and procedures. Please join Cheryl and Stacie and learn more about this experience. - Cheryl Blake, SHRM-CP, PHR, Senior Manager of HR, Sumitomo Corporation of Americas AND Stacie Lyons, CCP, GRP, Contract Compensation Specialist, Comp Matters, Crosby, TX REPEATS Fri, 12:30p Track: Business Management & Strategy. SHRM Competency: Business Acumen, Leadership & Navigation. HRCI: Business Thu, May 11, 8:45-9:45a ROOM 606 An Innovative Approach to Cultivating Trust Trust has many facets, and is experienced differently by each member within a given team. Understanding the different perspectives of trust is critical for optimal team performance. By assessing the various facets of trust through different and specific perspectives, we can precisely influence and cultivate trust within a team. Come expand your understanding of one of the most essential elements for team success--TRUST. - Michael Brainard, MA, MS, PhD, Chief Executive Officer, Brainard Strategy, Carlsbad, CA Track: Leadership & Professional Development. SHRM Competency: Relationship Management. HRCI: HR (General)





Thu, May 11, 8:45-9:45a ROOM 607 Using Neuroscience Principles to Facilitate Strategic Planning Do you participate in strategic planning? Facilitate strategic planning sessions? Congratulations, you're a strategic business partner! But how effective is your contribution? How do you assure stakeholder alignment? Avoid groupthink? Promote groundbreaking innovation? Encourage courageous contributions? How do you create an environment of threat-free urgency? This session explains research and principles of brain science that address the challenges of strategic planning in a team environment. - Kim Ruyle, PhD, President, Inventive Talent Consulting, Melbourne, FL REPEAT OF Wed, 3:45p Track: Business Management & Strategy. SHRM Competency: Leadership & Navigation. HRCI: Business AUTHOR: Lessons From a CEO's Journal: Leading Talent and Innovation (Ruyle) Thu, May 11, 8:45-9:45a ROOM 608 Health Plan Compliance: Agency Enforcement Initiatives and Audit Activity With so much focus on avoiding penalties under the employer mandate and otherwise ensuring compliance of group health plans under the Affordable Care Act, employers must be wary not to take compliance with other agency rules and regulations for granted. This session will address recently-issued rules and regulations governing group health plans and highlight agency enforcement initiatives and audit activity. - William Ferguson, JD, LLM, Area Asst Vice President, Compliance Counsel (So-Central Region), Arthur J. Gallagher & Co, Kansas City, MO REPEATS Thu, 10:00a Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 8:45-9:45a ROOM 609 Inbound Marketing: A New Era for Recruitment Marketing and ROI This presentation will focus on what Inbound Marketing is and why it is an absolutely essential tool for reaching, communicating with and sourcing the right candidates in today's market. In addition, it will cover how the integration of your careers website, social media properties, professional networking, targeted content generation and the evaluation of quality metrics can lead to highly successful candidate recruitment. - Michael Walsh, President/CEO, Harger Howe Advertising, Houston, TX Track: Talent Management. SHRM Competency: Communication. HRCI: HR (General) Thu, May 11, 8:45-9:45a ROOM 610 Balancing Employee Privacy with the Employer's Right to Know This presentation will address current laws and how employers can strike a balance between employee rights and the needs of the company in a rapidly-changing, technologically evolving workplace. The discussion will suggest policies and tools that companies should consider in managing these critical new issues. - Kevin Troutman, Esq, Partner AND Joseph Gagnon, Partner, Fisher Phillips, Houston, TX Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 8:45-9:45a ROOM 611 What HR Needs to Know About Medicare for those Working Past Age 65 Many people are choosing to work well past age 65. It is important that organizations understand Medicare, the differences between Medicare and most employer Group Health Plans, and who pays first when an employee is enrolled in Medicare. Participants in this session will examine how their Group Health Plans work with Medicare, and will be able to demonstrate how to best support and guide employees who are Medicare eligible. - Mallory Freitag, MPH, Lead Benefits Counseling Coordinator AND Alex Rischan, Benefits Counselor, Houston-Galveston Area Agency on Aging, Houston, TX Track: Total Rewards. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 8:45-9:45a ROOM 501 Exporting Diversity and Inclusion Programs Globally: Issues in Culture and Implementation As U.S. diversity and inclusion initiatives are being exported internationally, companies are finding that local cultural norms can often be diametrically opposed. Countries around the world often have cultural values and norms that challenge traditional U.S. inspired diversity and inclusion programs. The role of women in many countries, for example, has yet to evolve as it has in the West. Religion, race, and age can also have different implications and responses in different cultures. In some countries, non-traditional sexual orientation is illegal and in others it can create not only high levels of discomfort, but also workplace performance challenges. This presentation looks at cultural values as they complement or challenge diversity and inclusion practices and how companies and practitioners can address these challenges and/or opportunities in a way that can more successfully create the respectful environment desired. We will also explore how international employees working in the U.S. can struggle when coming into inclusive workplaces with little or no preparation. - Mercedes D'Angelo, Director, Global Business Solutions, Cultural Awareness International, Dallas, TX Track: International & Business Management & Strategy. SHRM Competency: Global & Cultural Effectiveness. HRCI: Business & Global





Thu, May 11, 8:45-9:45a ROOM 502 Best Practices in the Unemployment Claims and Hearings Process(es) This presentation will educate participants on developing "Best Practice"• standards as it relates to their unemployment claim and hearings process. This session breaks down the various separation categories and illustrates effective methods which produce the most favorable outcomes when dealing with the unemployment claim process. It will cover: 1) Why fight unemployment claims; 2) How to identify quality claims to protest; 3) Developing a best practice approach; and 4) Contesting hearing appeal process and your participation. - Matt Kaufer, Vice President, Barnett Associates an Equifax Company, Garden City, NY Track: Employee & Labor Relations. SHRM Competency: Critical Evaluation. HRCI: HR (General) Thu, May 11, 8:45-9:45a ROOM 503 Inside the Mind of a Recruiting Sourcer Sourcing for top talent is an evolving skill that every recruiting function needs to continually master. This session can show you how to implement some quick and easy sourcing tools to add some horsepower to your recruitment search. - Arron Daniels, Senior Recruiting Sourcer, HEB, Spring, TX Track: Talent Management. SHRM Competency: Communication. HRCI: HR (General)

Thu, May 11, 8:45-9:45a ROOM 504 Promoting Financial Wellness: A Guide For Employers Companies that evolve and expand their benefits offerings beyond retirement education to holistic financial guidance are in a key position to attract and retain the best talent and enhance productivity. These leading companies now offer broad financial wellness packages and new resources for their employees. In this presentation, we will present a guide to help implement a successful financial wellness strategy. - Danny Allizadeh, ChFC, Vice President Wealth Management AND Heidi DeLoit, Financial Advisor, Merrill Lynch, The Woodlands, TX Track: Total Rewards. SHRM Competency: Communication. HRCI: HR (General) Thu, May 11, 8:45-9:45a ROOM Unique Zone 10 Ways to Build Morale UNIQUE SESSION You've likely read plenty of research about the productivity levels of vibrant teams. Do you know concrete ways to build a better culture? Are you taking steps that will aid in recruitment and make a significant impact on retention? Join us for this fast-paced, upbeat program where you'll experience researched and proven methods for developing morale. - Brian Brandt, MAGL, Chief Executive Officer, Core Insights, Tyler, TX AND Ashley Kutach, SHRM-SCP, Talent & Human Resources Director, Mentoring Minds, Tyler, TX REPEAT OF Wed, 3:45p Track: Talent Management. SHRM Competency: Relationship Management. HRCI: HR (General) Thu, May 11, 10:00-11:00a ROOM 600 Hello Stay Interviews, Goodbye Talent Loss If you're not yet holding Stay Interviews you're guessing at what your people really want, and you could be guessing wrong. Stay Interviews are among the most powerful strategies in a successful manager's playbook. They are the foundation for engaging, recognizing, and retaining talent. Learn how to help your managers build the connections they need for "intentional" engagement into their everyday interactions with their employees. - Beverly Crowell, Executive Vice President, Career Systems International, Merritt Isand, FL REPEATS Thu, 3:45p Track: Leadership & Prof Development. SHRM Competency: Communication, Relationship Management. HRCI: HR (General)

Thu, May 11, 10:00-11:00a ROOM 601 HR Mission Accomplished: 10 Tips for Getting HR Projects Approved It can be tough for even experienced, inspired HR professionals to convince the C-Suite. Execs get the importance of Marketing or Operations instantly, but tend to minimize people priorities. Don't let them. In this 100% interactive session, you'll learn a few simple rules to switch the mindset, increase perceived impact and urgency, lead dynamic meetings and overcome objections like an expert. - Jeff Hiller, Director of Learning & Development, JB Training Solutions, Chicago IL REPEAT OF Thu, 8:45a Track: Business Management & Strategy. SHRM Competency: Business Acumen. HRCI: Business

Thu, May 11, 10:00-11:00a ROOM 602 Top 10 Most Expensive HR Mistakes in Litigation The role of the HR Professional is critical to defending workplace lawsuits. From rejecting an applicant to terminating a seasoned employee, HR's oversight and management of the process determines whether an employer can offer a legitimate and justifiable reason for its adverse employment action. Attend this seminar and learn from the mistakes of others to ensure that your actions minimize, if not eliminate legal risk. - Ruthie White, Esq, Managing Principal, Jackson Lewis PC, Houston REPEAT OF Wed, 3:45p Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General)





Thu, May 11, 10:00-11:00a ROOM 603 Five HR Leadership Competencies that Count: Get That Seat at the Table and Keep It! Many HR professionals struggle to create business impact. That coveted "seat at the table'• is simply out of reach. Leveraging current SHRM research results, participants will explore five key leadership competencies that drive business results and secure that seat! Guaranteed to be interactive and engaging, participants will be challenged to develop: business acumen, a strategic mindset, effective communications, critical/analytical thinking skills, and courage! - Phillip Weiss, HRM, Principal, Phillip Weiss Executive Solutions, Denver, Co Track: Business Management & Strategy. SHRM Competency: Business Acumen. HRCI: Business Thu, May 11, 10:00-11:00a ROOM 604 The Top 10 Compensation Issues Facing You The HR function has been changing over the years. More businesses are realigning the role of HR so they can best manage and grow their company cost effectively with a sound ROI from the HR function. Some companies have decided that it's best to outsource some functions to third parties so that internal resources can focus more time on strategic issues. It's safe to say that companies today are constantly examining their HR function with a goal of figuring out best practices and best allocation of time. At L&A., we believe the HR function is too critical to be outsourced--at least the strategic-leadership side. HR deals with many issues, but probably the biggest challenges facing HR Departments today are Staying On Top of What's Hot, Leadership Development and Corporate Culture. As HR works to continually position itself even more strategically, being on top of and addressing what's hot/ critical, will become even more important if one is to differentiate. This presentation will examine 10 of those Hot Topics that we believe can position HR into a sound thought-leadership position. - Brent Longnecker, CBP, CCC, CCP, GRP, CECP, Chairman & CEO AND Chris Crawford, CCC, CCP, CECP, President, Longnecker & Associates, Houston, TX REPEAT OF Thu, 8:45a Track: Total Rewards. SHRM Competency: Critical Evaluation. HRCI: HR (General)

Thu, May 11, 10:00-11:00a ROOM 605 Living With the Complaining Employee The investigation is done, and you've decided how to fairly address the employee's complaint. Don't step in it now. How HR conveys the investigation result and manages the aftermath can hand the employee ammo for a retaliation claim. The EEOC has weighed in with some "guidance"• on preventing retaliation. Government enforcers (and juries) may judge HR's actions against the EEOC's best practices. Get ready. - Alan Bush, Esq AND Lee Winkelman, Esq, Bush Law Firm, The Woodlands, TX REPEATS Thu, 3:45pm Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General)

Thu, May 11, 10:00-11:00a ROOM 606 Where Strategy Falls Short: Capacity, Design and Development Even the most robust Strategic Planning methods fall short when the implementers don't have the skills to put them into action. This session takes a deep look at the underlying reasons that strategic initiatives take the back-seat to keeping the business running and organizations are haunted each year with neglected ambitions: Capacity Planning, Organizational Design and Leadership Development. - Lisa Rueth, Sr Partner & CEO, Cultivate Leadership, Austin, TX Track: Business Management & Strategy. SHRM Competency: Leadership & Navigation. HRCI: Business Thu, May 11, 10:00-11:00a ROOM 607 The Next Steps: Sustaining Your Recognition Program for Continued Success You've implemented a recognition program that your leaders and teams are excited about. It's new, purposeful, and fun. But after a new recognition program has been built, launched, and implemented, what are proven best practices to keep participation and excitement high? Many leaders find it difficult to sustain the momentum a new program brings. At the same time, you know that building a culture of recognition depends on creating habits of appreciation far after the program launch. Learn the latest in sustainment strategies, research, and how to bridge the knowledge gap on the steps you can take today to make your recognition program timeless. - Gary Beckstrand, Vice President, O.C. Tanner Institute, Salt Lake City Track: Leadership & Prof Development. SHRM Competency: Communication, Leadership & Navigation. HRCI: HR (General) Thu, May 11, 10:00-11:00a ROOM 608 Health Plan Compliance: Agency Enforcement Initiatives and Audit Activity With so much focus on avoiding penalties under the employer mandate and otherwise ensuring compliance of group health plans under the Affordable Care Act, employers must be wary not to take compliance with other agency rules and regulations for granted. This session will address recently-issued rules and regulations governing group health plans and highlight agency enforcement initiatives and audit activity. - William Ferguson, JD, LLM, Area Asst Vice President, Compliance Counsel (So-Central Region), Arthur J. Gallagher & Co, Kansas City, MO REPEAT OF Thu 8:45a Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General)





Thu, May 11, 10:00-11:00a ROOM 609 Military Recruiting for HR and Recruiting Professionals Military recruiting is something that many companies desire to master but don't have the institutional knowledge or connections to start a campaign. NextOp Veterans is a military recruiting firm based in Houston, Texas that has developed a strong talent pipeline from regional military installations and want to share their experience with HR and Recruiting Professionals in order to help more veterans enter Houston's industries. - John Boerstler, MPA, Executive Director, NextOp Veterans, Houston, TX REPEATS Fri, 7:30a Track: Talent Management. SHRM Competency: Consultation, Relationship Management. HRCI: HR (General) Thu, May 11, 10:00-11:00a ROOM 610 Designing for the Workforce of Tomorrow Generational differences are a challenge for even the most experienced managers. And, considering many organizations currently employ at least three different age groups, it's not getting any easier. So what can employers do to improve recruiting, retention, communication, and more? Join Keith Webb, Ultimate Software's Pre-Sales Manager of SaaS Technology, as he reveals the results of a new National Workforce Study conducted in collaboration with The Center for Generational Kinetics and Kelton Global and shares proven technology strategies to maintain a competitive edge. - Keith Webb, Pre Sales Manager Saas Technology, Ultimate Software, Weston, FL Track: Talent Management. SHRM Competency: Communication, Relationship Management. HRCI: HR (General) Thu, May 11, 10:00-11:00a ROOM 611 International Migrants in Today's Restrictive Policies International migrants are defined as people living for at least one year outside their country of origin. They now comprise nearly 200 million people or three percent of the worldâ€™s population. The phenomenon has alarmed several nations concerned about losing jobs and income to foreign nationals and affect citizen's job opportunities and revenues. This concern has in part prompted countries (like China and Malaysia) to change their immigration policies making them restrictive, the UK to vote for Brexit, Australia to require work visas for offshore workers and the United States to elect policies that include efficient control of illegal aliens and job allocation. HR Managers face a particular challenge when managing an international workforce and dealing with the new world trend. - Diego Archer, Manager AND Kelly Cobb, Partner, Fragomen Worldwide, Houston, TX Track: International. SHRM Competency: Global & Cultural Effectiveness. HRCI: Global Thu, May 11, 10:00-11:00a ROOM 501 Close the Revolving Door: 5 Innovative Benefits That Retain Talent Replacing an entry-level employee costs, on average, $16,000 according to recent data. Today, smart companies are focused on closing the revolving door. This presentation will feature five case studies on how this is getting done for millennials and other important employee demographics. - Jovan Hackley, Director of Marketing & Public Relations, Student Loan Genius, Austin Track: Talent Management. SHRM Competency: Relationship Management. HRCI: HR (General) Thu, May 11, 10:00-11:00a ROOM 502 Texas Mother-Friendly Worksite Policy Development & Designation Worksite lactation support is a simple and affordable solution for the unmet need of working mothers who breastfeed. This presentation by the Texas Mother-Friendly Worksite Technical Assistance and Support Program provides the business case and administrative guidance for developing an employerâ€™s own comprehensive lactation policy and program to become designated as a Texas Mother-Friendly Worksite. - Alma Carver, MS, Project Director, Texas Mother-Friendly Worksite Technical Assistance & Support Program AND Julie Stagg, MSN, RN, IBCLC, RLC, Texas Department of State Health Services, Austin, TX Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 10:00-11:00a ROOM 503 Funding HR Programs while Making a Impact On Your Company's Bottom Line Through Tax Credit Programs HR departments are challenged to add value and reduce risk in the talent acquisition, talent management and off-boarding workflows. A key enabler of value generation is the identification and capture of hiring tax credits, including the Work Opportunity Tax Credit (WOTC). WOTC is a federal program that provides a tax credit of up to $9,600 per employee hired that qualify, as defined by the Department of Labor, to face barriers to hire. While the financial benefit to the employer is clear, there are longstanding misconceptions about the performance and reliability of hired individuals. - Ezzie Yellin, Product Manager - HRC AND Brian Cameron, HIREtech, Houston, TX Track: Talent Management. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General)





Thu, May 11, 10:00-11:00a ROOM 504 DOL's New Fiduciary Rule April 10, 2017 marks the effective date of The Department of Labor's new "Fiduciary Rule". The rule regulates the way investment recommendations and advice are provided to plan sponsors on their retirement investments and will serve as a way to mitigate the potential for conflicts of interest by an investment advisor. Under the new rule, the definition of "investment advice" will be significantly expanded making it essential for employers to grasp how this sweeping change will impact their 401(k) plans and associated IRA rollovers. Plan sponsors should fully understand their responsibilities and the potential implications the rule will have for them. - Don Atherton, CLU, CFP, Vice President, Wealth Management, UBS Financial Services Inc, The Woodlands, TX Track: Total Rewards. SHRM Competency: Critical Evaluation. HRCI: HR (General) Thu, May 11, 10:00-11:00a ROOM Unique Zone You've Got Style: Listening Styles at Work UNIQUE SESSION When communication challenges at work arise many employees focus their attention on speaking styles, or meeting management issues, or presentation and public speaking techniques. While some of the issues are about delivering messages, many workplace communication challenges are about the listener’s willingness and ability to receive messages. During this fun, interactive session participants will review six listening styles (e.g., active, assertive, autobiographical, avoidant, aggressive, and autocratic). Through a game and group dialogues participants will learn and discern habits that help and hinder communication transactions among employees, and how to intervene when styles get out of control. - Robert Schout, President, PowerSkills Training & Development Inc., Santa Fe, NM Track: Leadership & Professional Development. SHRM Competency: Communication. HRCI: HR (General) Thu, May 11, 12.00-1:00p HALL D KEYNOTE SESSION If You Can’t Stand Up, Stand Out with Mike Schlappi, Hall of Fame Gold Medalist & Best Selling Author Mike’s presentation begins with the story of his tragic accident. He was shot at point blank in the chest and paralyzed at the age of 15. Through rigorous physical trials and training, Mike went on to be a two-time Gold Medalist and, two-time Bronze Medalist in Wheelchair Basketball. Although Mike’s physical training was necessary for him to reach his athletic goals, his most important “therapy” was self-motivated and he calls that “Attitude Therapy.” Through entertaining and inspiring stories, Mike challenges his audiences to look within. To find what’s paralyzing them and their teams; perhaps not stemming from their spine but in their heart and mind. He asks them what position they are taking relative to their problems and conflicts in the workplace and to take personal responsibility. Track: Leadership & Professional Development. SHRM Competency: Leadership & Navigation. HRCI: HR (General) AUTHOR: Shot Happens Thu, May 11, 2:30-3:30p ROOM 600 Exempt or Non-exempt--That is the Question...But What is the Answer? The FLSA wage and hour regulations are complex, confusing, and seem to be constantly changing. Employers are faced with many challenges in ensuring employees are properly classified and compensated. This session will provide practical guidance for understanding and complying with FLSA overtime regulations in order to avoid costly litigation. - Pamela Williams, Esq, Partner AND Teresa Valderrama, Esq, Partner, Fisher Phillips, Houston, TX REPEATS Thu, 3:45p Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 2:30-3:30p ROOM 601 Managing Up: Bossing the Boss! This session will enhance HR’s skills in interacting and establishing relationships with upper management. They will determine the strengths and weaknesses of the organization’s C-suite and the HR department so that they are able to partner together more effectively; assess, and examine and clarify work styles, expectations and personal assets to enhance the boss/subordinate relationship. - Margaret Johnson, PE, President, Ideal Training Inc, Friendswood, TX REPEAT OF Wed, 2:15p Track: Business Management & Strategy. SHRM Competency: Communication, Relationship Management. HRCI: Business AUTHOR: From SOS to WOW! Your Personal Coaching Adventure (Johnson) Thu, May 11, 2:30-3:30p ROOM 602 EEOC Update: A New Administration Means Changes, Here's What You Need to Know The Manager of the Houston District office of the EEOC will offer the latest and most important updates that the HR professional needs to know about. Cover your name tag and bring your questions, concerns and criticisms and leave with answers, resources and feel better! - Joe Bontke, MEd, Manager, EEOC, Houston, TX REPEATS, Fri, 7:30a Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General)





Thu, May 11, 2:30-3:30p ROOM 603 Why Motivation-Based Interviewing Works Better Than Behavior-Based Interviewing! The interview process has always evolved. In the beginning we used our gut. Then came open-ended questions followed by hypothetical ones. Next we got behavior-based interviewing but research found 68% of employers surveyed still had a problem with bad hires. Learn how the interview process has evolved again...for the better! This session introduces and shares the key components of motivation-based interviewing, a global-used interviewing method that is MORE effective for hiring top performers. - Carol Quinn, CEO, Hire Authority, Delray Beach, FL REPEAT OF Thu, 8:45a Track: Talent Management. SHRM Competency: Communication. HRCI: HR (General) AUTHOR: Don't Hire Anyone Without Me! (Quinn)

Thu, May 11, 2:30-3:30p ROOM 604 Organizational Change the Wonderfultastic Way Examine the affects of perception, imposed goals and false expectations on organizational change. Includes some humorous visuals and physical feats on stage to demonstrate the principles of preconceived perceptions and false expectations. Add in how contagious leadership expedites change, then round out the session with overcoming obstacles to change all while having fun, laughing and learning! - James Scholes, SPHR, SHRM-SCP, MA, Chief Engagement Officer, Wonderfultastic.com AND KayCee Cruz, Owner, KC Motivates, Bacliff, TX Track: Business Management & Strategy. SHRM Competency: Leadership & Navigation. HRCI: Business

Thu, May 11, 2:30-3:30p ROOM 605 Will They Ever Return? Analyzing Employees' Leaves of Absence This session will provide a framework for HR professionals with responsibilities for dealing with absent employees to to promptly analyze absent employee situations; to identify when leaves of absence are required by law; and to determine when, and if, an employee may or must be returned to work. - Lon Williams, Esq, Shareholder, Ponsinelli, PC, Dallas, TX REPEAT OF Thu, 8:45a Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General)

Thu, May 11, 2:30-3:30p ROOM 606 Five HR Leadership Competencies that Count: Get That Seat at The Table and Keep It! Many HR professionals struggle to create business impact. That coveted "seat at the table'• is simply out of reach. Leveraging current SHRM research results, participants will explore five key leadership competencies that drive business results and secure that seat! Guaranteed to be interactive and engaging, participants will be challenged to develop: business acumen, a strategic mindset, effective communications, critical/analytical thinking skills, and courage! - Phillip Weiss, HRM, Principal, Phillip Weiss Executive Solutions, Denver, Co REPEAT OF Thu, 10:00a Track: Business Management & Strategy. SHRM Competency: Business Acumen. HRCI: Business

Thu, May 11, 2:30-3:30p ROOM 607 The Dollars and Sense of Negligent Hiring This session will cover the importance of background screening and the high cost of litigation in regards to negligent hiring. The cost of a bad hire and negligent hiring will be covered and several examples of lawsuits will be addressed. - Julie Henderson, FCRA, Director of Sales, Background Screening AND Lisa May, Senior Vice President of Sales & Marketing, Data Facts, Cordova, TN Track: Talent Management. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General)

Thu, May 11, 2:30-3:30p ROOM 608 Integrating Talent Management: Leveraging Benefits and the Employee Experience Successful talent management efforts are fully integrated with HR and leverage opportunities within the organization. Onboarding processes, benefits, and facilitation of "career aspirations"• help create an employee experience. Linking culture to the employee experience; a case study on how a Loan Repayment Program addresses the recruitment and retention of top talent; and HR offerings that promote individual professional development will be explored. - Andrea Wicks Bowles, Sr Consultant, Horizons Workforce Consulting, Montclair, NJ Track: Talent Management. SHRM Competency: Relationship Management. HRCI: HR (General)

Thu, May 11, 2:30-3:30p ROOM 609 CEO Pay Ratio: Let's Calculate and Tell our Story! Public companies will be required to disclose their CEO's compensation as compared to the compensation of the "median employee"• in 2017. From a company perspective, let's study the calculation requirements, specifically focusing on how to analyze compensation of international employees. Our next challenge will be to craft the communication on what the CEO pay ratio actually tells the public and our shareholders. - Jenny Midyat, SPHR, GPHR, CCP, Director Total Rewards & Global Mobility, Parker Drilling Company, Houston, TX REPEATS Fri, 12:30p Track: Total Rewards. SHRM Competency: Critical Evaluation. HRCI: HR (General)





Thu, May 11, 2:30-3:30p ROOM 610 Succession Planning - Critical Continuity A planned approach to ensure leadership continuity is essential to organizational longevity. Succession planning acknowledges that key leaders will not be in their position indefinitely, so it's important to develop a plan and process for identifying and fostering the next generation of leaders through mentoring, training, and experience while addressing potential future changes. - Brian Brandt, MAGL, Chief Executive Officer, Core Insights, Tyler, TX Track: Leadership & Professional Development. SHRM Competency: Leadership & Navigation. HRCI: HR (General) Thu, May 11, 2:30-3:30p ROOM 611 The NLRB is Alive and Kicking . . . (Non-Union Employers, Too) Hard! The NLRB and its General Counsel have become very aggressive in the last several years, reinterpreting the law and expanding the NLRA into the 21st century. Learn what traps the NLRB has been laying for both unionized and non-union employers and best practices to avoid the unsuspecting sting of the Board's boot. - Joseph G. "Chip" Galagaza, JD, Principal, Houston, TX Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 2:30-3:30p ROOM 501 Communications Guide for Managing a U.S. and Global Immigration Program Managing multiple U.S. and global immigration matters for a large workforce can be challenging, especially when it comes to juggling the communications with immigration counsel, the employee, the employee's manager, and possibly additional stakeholders. This presentation is designed to map communications between and among the various parties and stakeholders to ensure effective management of immigration matters at the program level, project level, and case level. - Delisa JF Bressler, Esq, Partner AND Todd Fowler, Esq, Senior Attorney, Foster LLP, Austin, TX Track: International. SHRM Competency: Global & Cultural Effectiveness. HRCI: Global Thu, May 11, 2:30-3:30p ROOM 502 Organizational Wellbeing--The Path to Engagement Over 40% of employers offer wellness programs today and many are changing their approach to this benefit. The focus has visibly shifted from traditional wellness programs to a holistic wellbeing strategy that empowers individual employees to more actively control their total health. When it comes to effectively containing long-term costs and developing meaningful employee engagement, aligning wellbeing strategy and culture is paramount. Knowing that every organization is different, and employees want and value different things throughout their lives and careers, determining the right path forward can be tricky. There are many facets to consider. This presentation will review wellbeing trends and connect the dots for organizations looking to make wellbeing a part of their total rewards package. - Mariela Smith, MHA, CHES, Health Management Consultant, Arthur J Gallagher & Co, Houston, TX AND Ali Payne, Regional Vice President, Arthur J Gallagher & Co, Chicago, IL Track: Total Rewards. SHRM Competency: Consultation. HRCI: HR (General) Thu, May 11, 2:30-3:30p ROOM 503 The 10 Most Annoying Things External Recruiters Do (And How to Make Them Stop) External recruiters can either be a valuable resource for your company and your own career - or a waste of valuable time and resources. In this session Mr. Wolf covers some of the ways recruiters and HR professionals can work together to maximize the value of the relationship. To illustrate, Mr. Wolf will address some of the worst offenses recruiters make â€“ and how to turn those same recruiters into your secret career weapon. - Keith Wolf, MBA, Managing Director, Murray Resources, Houston, TX Track: Talent Management. SHRM Competency: Communication, Relationship Management. HRCI: HR (General) Thu, May 11, 2:30-3:30p ROOM 504 Wait! How Did I Get on the Pension Committee? A practical guide to understanding DB plans For HR professionals and senior executive staff, being placed on a pension plan committee can be a daunting task for the uninitiated. Discussions ranging from interest rate assumptions, liability-driven investing, PBGC premiums, actuarial valuations, and pension buy-ins and buy-outs can sound like a foreign language (because it is). In this session, we'll take a practical approach to explaining some of the key components of the pension plan and the goals you may be trying to achieve. This hour won't make you an expert in pension plans, but it will enable you to get a clearer picture of what is being discussed in your committee meetings, and help you understand many of the actions that are being taken, or may need to be taken in order to meet government regulatory requirements, or even manage the plan to termination. - Robert Massa, ChFC, CBES, AIF, CBC, Director, Retirement, AND Clay Ma, Senior Assoc, EPIC Insurance Brokers & Consultants, Houston, TX Track: Total Rewards. SHRM Competency: Critical Evaluation. HRCI: HR (General)





Thu, May 11, 2:30-3:30p ROOM Unique Zone Beyond Conflict Management: Facilitating Forgiveness at Work UNIQUE SESSION HR professionals often have to run interference between disputing parties of all kinds at work. Very often HR professionals who are trained in conflict management and mediation are quite successful at facilitating resolutions that work for most parties. Every so often professionals will be faced with what seem like intractable hurt and distrustful feelings between parties. During this program participants will learn about the Forgiveness A-List; specific facilitative action steps that can lead to actual, holistic, complete forgiveness; so that employees can actually get over the hurt, rebuild trust and get back on purpose. - Robert Schout, President, PowerSkills Training & Development Inc., Santa Fe, NM Track: Leadership & Prof Development. SHRM Competency: Communication, Relationship Management. HRCI: HR (General) Thu, May 11, 3:45-4:45p ROOM 600 Exempt or Non-exempt--That is the Question...But What is the Answer? The FLSA wage and hour regulations are complex, confusing, and seem to be constantly changing. Employers are faced with many challenges in ensuring employees are properly classified and compensated. This session will provide practical guidance for understanding and complying with FLSA overtime regulations in order to avoid costly litigation. - Pamela Williams, Esq, Partner AND Teresa Valderrama, Esq, Partner, Fisher Phillips, Houston, TX REPEAT OF Thu, 2:30p Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 3:45-4:45p ROOM 601 Achieving Leadership Development Breakthroughs Now more than ever, organizations are investing in their next generation of leaders. Organizations are expecting a return on that investment through those leaders having greater influence on business outcomes within their own team or cross-functionally. Mike Goodfriend will share methods to utilize vulnerability, personal motivators and peer-to-peer business competitions to drive leadership development breakthroughs. - Michael Goodfriend, President, Goodfriend & Associates Inc, Houston, TX REPEATS Fri, 7:30a Track: Business Management & Strategy. SHRM Competency: Leadership & Navigation. HRCI: Business AUTHOR: Breakthrough Time (Goodfriend) Thu, May 11, 3:45-4:45p ROOM 602 Hello Stay Interviews, Goodbye Talent Loss If you're not yet holding Stay Interviews you're guessing at what your people really want, and you could be guessing wrong. Stay Interviews are among the most powerful strategies in a successful manager's playbook. They are the foundation for engaging, recognizing, and retaining talent. Learn how to help your managers build the connections they need for "intentional" engagement into their everyday interactions with their employees. - Beverly Crowell, Executive Vice President, Career Systems International, Merritt Isand, FL REPEAT OF Thu, 10:00a Track: Leadership & Prof Development. SHRM Competency: Communication, Relationship Management. HRCI: HR (General) Thu, May 11, 3:45-4:45p ROOM 603 What's Up, Buttercup? A Year in Review Using music and humor, this session will address recent legal developments at the state and federal levels, from the courts, and post-election, and provide best practices for dealing with developments and anticipated changes. - Laurence Stuart, Esq, Managing Principal, Stuart, PC, Houston, TX REPEATS Fri, 3:00pm Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 3:45-4:45p ROOM 604 Return on Character: Creating Competitive Advantage Through Character-Based Leadership JThe success of your organization will be determined by the behavior of your people. Not just their skill, but their attitudes, commitments and willingness to do what is right. Based on a recent, ground-breaking research study, this session will explain the impact of leadership character on employee satisfaction, engagement, and motivation. In addition, proven principles to implement character development into your organization will be discussed. - Jason Jones, PhD, Vice President of Leadership Development, Strata Leadership, Allen, TX Track: Leadership & Professional Development. SHRM Competency: Leadership & Navigation. HRCI: HR (General) AUTHOR: 28 Days to a Motivated Team (Jones)





Thu, May 11, 3:45-4:45p ROOM 605 Living With the Complaining Employee The investigation is done, and you've decided how to fairly address the employee's complaint. Don't step in it now. How HR conveys the investigation result and manages the aftermath can hand the employee ammo for a retaliation claim. The EEOC has weighed in with some "guidance"• on preventing retaliation. Government enforcers (and juries) may judge HR's actions against the EEOC's best practices. Get ready. - Alan Bush, Esq AND Lee Winkelman, Esq, Bush Law Firm, The Woodlands REPEAT OF Thu, 10:00a Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 3:45-4:45p ROOM 606 Helping Your Rising Stars Shine

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Join this session to gain a clear and measurable process for helping new, first-time managers make successful transitions from doer to leader. Any business executive who struggles with appointing new managers can use this information to define a program for helping these new superstars shine. Most companies may have a high potential program, but they fail to address common challenges faced by all new managers. - Doug Thorpe, MBA, CEO/Managing Partner, HeadwayExec LLC, Richmond, TX REPEATS Fri, 1:45p Track: Leadership & Professional Development. SHRM Competency: Leadership & Navigation. HRCI: HR (General) AUTHOR: The Uncommon Commodity: The Common Sense Gudie for New Managers (Thorp)

Thu, May 11, 3:45-4:45p ROOM 607 Building a WOW! Recognition Culture Join us for a fast-paced, fun, and informative session that equips HR professionals and business leaders with an understanding of how to engage employees through effective recognition. Learn how to keep employees engaged and motivated. Developing a culture of recognition, in which employees are genuinely acknowledged for their contributions is more important than ever - not only to bolster flagging spirits, but as a means to maintain productivity, profitability, and retention of key employees. This presentation demonstrates key findings on how recognition strategies impact business goals, and provides real-world examples and practical solutions for implementing or enhancing a recognition initiative. Attendees will take away ideas that they can put into practice starting today. - Mike Byam, MBA, Managing Partner, Terryberry, Grand Rapids, MI REPEATS Fri, 7:30a Track: Total Rewards. SHRM Competency: Communication. HRCI: HR (General) AUTHOR: The WOW! Workplace (Byam)

Thu, May 11, 3:45-4:45p ROOM 608 Avoiding the Courthouse: Lawful Strategies to Reduce Your Company's Risk Through simple yet powerful proactive practices, policies and procedures you can build a litigation avoidance program. Chris Antone will take you through a step-by-step approach to stitching a safety net designed to avoid expensive employment lawsuits. Investing one hour in this session can save you hundreds of hours defending a lawsuit. You will learn best practices for shielding your Company from common pitfalls in: hiring; performance reviews; discipline and discharge; harassment; and leave management. - Christopher Antone, Esq, Attorney, Jackson Lewis PC, Dallas, TX Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 3:45-4:45p ROOM 609 Immigration Issues for EVERY Employer Many employers assume that because they only hire United States citizens and lawful permanent residents (i.e., green card holders), or don't sponsor "visas" for foreign nationals, that immigration laws could not possibly impact them. Yet, these laws crop up time and again -- especially with hundreds of thousands of new deferred action (or "DACA") recipients joining the workforce. Learn how to issue spot and address immigration-related red flags in your organization's recruitment, advertising, employment applications, interview process, employee onboarding, I-9 employment verification, re-verification and E-Verify processes. - Leigh Ganchan, Esq, Shareholder, Ogletree Deakins, Houston, TX Track: Employee & Labor Relations. SHRM Competency: Consultation, Critical Evaluation. HRCI: HR (General) Thu, May 11, 3:45-4:45p ROOM 610 Fostering a Culture of Commitment and Execution Business value is added every time we effectively make and deliver on a commitment to our customer. In this session, weâ€™ll introduce you to Commitment-based Management techniques to spot pitfalls of poor coordination and become a stronger HR Business Partner. Commitment-based Management is a 30-year old discipline used around the world to increase productivity, improve trust, and deliver stellar customer satisfaction. - Ricardo Monardez, Mnging Partner, Advisory AND Sarah Cove, Sr Consultant, Alder Koten, The Woodlands, TX Track: Business Management & Strategy. SHRM Competency: Relationship Management. HRCI: Business





Thu, May 11, 3:45-4:45p ROOM 611 Digital Recruiting in the Information Age The intersection of today's job seeker behavior, growth-hacking for recruiters and creating cultures that attract the brightest talent. - Jon Nordby, Vice President of Talent and Innovation, Greater Houston Partnership, Houston, TX Track: Talent Management. SHRM Competency: Communication. HRCI: HR (General) Thu, May 11, 3:45-4:45p ROOM 501 Financial Wellness and the Impact on the Workforce Financial stress often impacts employeesâ€™ productivity, health and even engagement in workplace benefits. Financial troubles can decrease productivity by as much as 20 hours per month. 70% of Americans live paycheck to paycheck. 64% of Americans can't cover a $1,000 emergency without borrowing money. How to leverage existing programs and vendor relationships to help your associatesâ€™ confidence in their financial wellness, which will build a happier, more productive and loyal workforce. - Geoff Nelson, CFP, MBA, Vice President, Financial Wellness, Fidelity Investments, Houston, TX Track: Total Rewards. SHRM Competency: Consultation. HRCI: HR (General) Thu, May 11, 3:45-4:45p ROOM 502 Mergers, Acquisitions Or Divestitures (MAD) as they Impact on Foreign Nationals In this session we aim to walk through a comprehensive plan to approaching a MAD from both sides of the transaction. - Ben Willis, Esq, Attorney, Fragomen, Houston, TX AND Silke Dundon, Immigration Manager, Dell Technologies, Plano, TX Track: International. SHRM Competency: Business Acumen. HRCI: Global and Business Thu, May 11, 3:45-4:45p ROOM 503 Three Ways to Maximize 401k and 403b Participant Engagement Plan success is dependent upon participant engagement, e.g. if they don't use it properly, it'll never work properly. Maximizing participant engagement has become a key objective of many plan sponsors. This session discusses the three proven most effective ways to increase participant engagement. - Danford Meischen, CFP, CRPC, CIMA, Senior Retirement Plan Consultant, UBS Financials Services Inc, The Woodlands, TX Track: Total Rewards. SHRM Competency: Communication. HRCI: HR (General) Thu, May 11, 3:45-4:45p ROOM 504 Invisible Casualties: Overcoming Adversity After an Unforeseen Tragedy Almost daily the news is reporting on a tragic event that has impacted numerous people. More and more frequently, these events are occurring in the workplace and may have a life-changing effect not only on the people directly involved, but the entire employee population. Tragic workplace accidents, regardless of whether they make headlines, require unique attention to the needs of the impacted employees. Learn how you can support your employees as they return to work and limit liability for your organization. - Alicia Cuello, MHR, SPHR, SHRM-SCP, Owner, Underlying Communications, Denver, CO Track: Leadership & Professional Development. SHRM Competency: Relationship Management. HRCI: HR (General) AUTHOR: Invisible Casualties: Overcoming Adversity After a Tragedy in the Workplace (A Quick Reference Guide); Body Language for Success! (Cuello) Thu, May 11, 3:45-4:45p ROOM Unique Zone Managing Through Change: Creating Confidence in Fast Moving Environments UNIQUE SESSION "Would you rather work for change or just complain?" 81% reply, "Do I have to pick?" Change is inevitable, so are reactions. It's why many major initiatives fail. True leaders can help people ride the rollercoaster of denial, resistance, exploration and commitment. When do you accommodate? What do you do when facing frustration? How do you build on early positives to ensure long term success? - Jeff Hiller, Director of Learning & Development, JB Training Solutions, Chicago IL Track: Business Management & Strategy. SHRM Competency: Leadership & Navigation. HRCI: Business Thu, May 11, 6:00-7:15p HALL D THURSDAY NIGHT LIVE The O’Shea Report: Change 180 – Dealing with Change through Humor


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THURSDAY Concurrent Sessions at the 2017 Gulf Coast Symposium, May …€¦ · THURSDAY Concurrent Sessions at the 2017 Gulf Coast Symposium, May 11 To BUILD YOUR AGENDA online featuring