Day 2

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Having the right healthcare benefits strategy will enable CHRO’s to attract talent, retain talent, improve employee productivity and reduce healthcare costs. The healthcare system is highly fragmented, confusing and is only becoming more complex as a whole new generation of innovative technologies, care delivery models and self-service tools flooding the health benefits market. Why aren’t current programs living up to their full potential? What can CHROs do to help employees make sense of their options — and make better care decisions? How can you achieve both higher program utilization and higher ROI on employee health and well-being investments without relying on incentives? Session attendees will learn how innovative companies are implementing a totally new approach that improves employees’ health, saves millions in healthcare costs each year and delights employees & their families in the process.

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People are the most valuable asset to any corporation and this is no less true at the Department of Defense (DoD). The DoD employs 900,000 civilians in more than 600 occupations, in over 3,000 locations, to include nearly 100 foreign countries and territories, around the world. The past few years have been challenging for the Department, and there will always be new challenges, so how do we look forward and focus on the opportunities that the future will bring when we have such a large and diverse workforce?

The DoD continues to focus on what we must do to change and adapt to maintain superiority well into the 21st century. In the coming years, the Department has many opportunities to build upon the strengths of our civilian workforce by:

• Focusing on the future through Strategic Workforce Planning
• Implementing and evaluating a new performance management system
• Continuing to attract, recruit and retain the “best and brightest”

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It’s not often that you have the opportunity to sit with other CHRO’s and ask them the one question that’s burning in the back or your mind. The CHRO Power Hour will be just that time. Bring that one question that you would like to discuss to this open-ended CHRO conversation.

Certainly two topics that have had a great deal of press over the past year are corporate culture as discussed in the August 2015 New York Times article on Amazon, and other press around companies re-evaluating performance reviews and extending parental leave for top talent, but these are just two.

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Companies have been battling to differentiate their products from competitors in order to increase sales while seeking ways to distinguish their cultures in order to attract top talent.

Distinguishing your company’s culture and making it a “talent magnet” is the CHRO’s opportunity to move their role from transactional support to strategic center-stage. Distinction is the mechanism to do so.

Distinction breaks the silos of strategy and leadership and integrates these previously separated disciplines. It gives CHROs and their CEO colleagues a common language. Distinction becomes the aligning force to drive revenue growth, spur innovation, and attract/retain great talent. It's the integrative, binding force that synergizes their combined efforts.

Participants will be challenged to develop a trans-functional perspective using four key strategic questions every CHRO should ask, with an action plan to answer them. Moreover, participants will gain insight on how to break the artificial silos between strategy execution and leadership development.

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Many organizations today struggle with building a sustainable pipeline of diverse talent to achieve long-term representation goals. This session will highlight the importance of weaving diversity recruitment best practices, and tactics to uncover top talent. We will highlight a financial services case study example of a client who tasked us to increase diverse slates. Join our session to hear about the enhancements we implemented that connected their diversity recruitment strategy to notable results within a 12-month period.

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While many employers do not think of themselves as subject to most rules issued by the National Labor Relations Board, the NLRB has aggressively reached into many new areas and issued requirements that affect many more companies, including companies with no unionized workforce. This session will examine the risks posed by some of these new requirements, and what employers needs to know to avoid inadvertent trouble. Topics will include recent NLRB pronouncements relating to:

• Employee handbook and policies notice posting requirements
• Mandatory arbitration provisions
• Social media policies
• Salary discussions and disclosures
• The Browning Ferris decision, joint employer issues and independent contractors
• Employee access to communications systems

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