The Employee Benefits Executive Sector Meeting ... - … Ben/Connex Benefits... · SVP, Director of Benefits ... EVP Compensation & Benefits PLAINSCAPITAL CORP ... • Partner with

Sector Participants

Executive Director, Compensation, Benefits & HRISFROEDTERT HEALTH

SVP, Director of BenefitsCOMERICA

Senior Director of BenefitsCENTRICA DIRECT ENERGY

VP Compensation & BenefitsTESORO CORPORATION

Director, Compensation & BenefitsTE CONNECTIVITY

@ConnexHRBen | #ConnexHRBen | www.connexpartners.com

AVP BenefitsNATIONSTAR MORTGAGE

Director, Benefit Services SELECT MEDICAL

Senior Director, CompensationAMERICAN NATIONAL INSURANCE

VP Total RewardsLPL FINANCIAL

VP Human Resources Global CompensationUNUM

VP Compensation & BenefitsFLOWERS FOODS, INC

Senior Director, Total Rewards & HRISCEC ENTERTAINMENT

Director Total Rewards & HR OperationsMULTICARE HEALTH SYSTEM

Director, Global Benefits & RelocationADVANTAGE SOLUTIONS

Director, BenefitsSOUTHERN WINE & SPIRITS

AVP BenefitsGM FINANCIAL

Director, Total RewardsAFLAC

VP Compensation & BenefitsTASC INC

VP Total RewardsSAIC

EVP Compensation & BenefitsPLAINSCAPITAL CORP

The Employee BenefitsExecutive

Sector Meeting

Stay uniquely relevant and ahead of the curve, while keeping your workforce healthy and engaged.

September 24-26, 2017Royal Sonesta Houston

Houston, TX


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Maximize Your TimeThe Employee Benefits Executive Meetings are designed specifically for senior executives for whom time is a limited and important resource.

The unique format allows each participant to create their own customized itinerary, focused only on relevant issues and topics. This guarantees that participants are able to take away the information they need to meet their current goals and concerns.

By beginning the event on Sunday afternoon and ending at lunchtime on Tuesday, we limit time out of the office to a maximum of two days, including travel.

Find Solutions and Get Proven ResultsThe focus over these two days is on identifying and deeply exploring strategies and tactics that have proven to be effective. The Employee Benefits Executive Meeting puts you in close contact with executives from similar organizations to your own, many of whom have implemented - or chosen not to implement - strategies that you’re currently evaluating.

This allows you to leverage the wisdom of your direct peers, getting candid insights on best practices and common pitfalls - the sort of information that is seldom available publicly.

Reliable and Actionable Information Developed by Senior ExecutivesWe provide unbiased content developed by other senior benefits executives. We do not accept sponsorship dollars to allow vendors to speak on our platform in any capacity. Furthermore, they are not permitted to attend any of the closed-door discussion sessions.

Intimate and High-Level Networking to Create Strategic and Long-Term RelationshipsAll executives selected to attend the Meeting must meet specific qualifying criteria. To optimize networking opportunities and your ability to build meaningful new relationships, we intentionally cap attendance at 60. Peer-to-peer interactions consist of small group sessions, think tanks, and one-on-one meetings.

Credit Approval Pending

The Employee Benefits Executive Sector MeetingStay uniquely relevant and ahead of the curve, while keeping your workforce healthy and engaged.

Why Attend?

Amy Wilder

Tel: (646) 502-8874 Email: [email protected]

For speaking and participation opportunities, please contact:

“The topics are all excellent...to be here and have colleagues and peers to meet with and exchange ideas has been tremendous.”Olga Reupert VP Compensation & Benefits HUB International

“Great event as always. I was immediately able to use many of the insights and strategies learned in my meetings the following Wednesday. You can’t get more relevant than that.”Brenda Mills CorporateDirector, Compensation & Benefits

“Really appreciate being part of the Sector Meeting. I enjoyed the opportunity to network with peers and really thought the Think Tanks were valuable.” Andy Rosa Director, Benefits & Workforce Health AmeriGas


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Tammy Waybourn AVP, Benefits Nationstar Mortgage

Ron PeppeVP Legal & HRCanam Steel Corp

David Roberts SVP Total Rewards Amtrak

Marcela Zapata Senior Director Human CapitalNTT Data Americas

2017 Advisors & Contributors

Carlos Mallen SVP HRSourceHOV

Jennifer Wyant Corporate VP, Compensation & BenefitsRepublic National Distributing Co.

Paul Slavin VP, Compensation & Benefits, Corporate HR Tenet Healthcare

Brooke Birdsong Director of Total Rewards Associa

Paul Henry VP Total Rewards & HR Operations The Brink’s Company

Joseph Zuniga Director, Total Rewards Parkland Health & Hospital System

Louis Amis Director of Benefits City of Atlanta

Tammy Duncan- SwopeVP HR Lamar Advertising

Chris Moses VP Total Rewards & Performance Systems Solera Holdings

Timothy Brown Senior Director, Compensation & Benefits Jacobs Engineering

Christopher DeClerk Director of Total Rewards University of North Texas System

Ray Stitle Chief People Officer Monogram Foods

Aaron Sobel CHRO Diamond Offshore

Karen Thornton VP HR FTS International


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Think Tank Sessions|Off the record, intimate peer conversations

What is a Think Tank?It’s you and 15 of your industry peers in a room who are each dealing with challenges similar to your own – so what’s the first question that comes to mind? Many participants find Think Tanks amongst the most honest and practical peer-to-peer conversations they have had, in terms of finding innovative and insightful new ideas, ways of thinking and operating. In a Connex Think Tank, each participant can elicit, discuss and analyze their most effective strategies and ideas as directly and honestly as possible; going well beyond the obvious in terms of what is really working, what hasn’t and crucially - why.

What is the Role of Engagement in an Effective Organization?

Sustaining high employee engagement depends on employees’ alignment with organizational culture, mission and vision. Un-derstanding how engagement is influenced by your culture and perhaps more importantly what metrics will confirm employee engagement is driving business outcomes.

This peer group discusses:• Surveying best practices: What cultural aspects of your orga-

nization today drive high employee engagement?• How do you use engagement surveys to drive strategy? • What leadership initiatives lead to high employee engage-

ment?• What organizational metrics will confirm employee engage-

ment is driving business outcomes?

Designing a Competitive Compensation Plan

Attracting and retaining employees through building an exem-plary employee brand is crucial, however, a competitive com-pensation plan is the backbone of talent management.

This guided session discusses: • Performing market analysis: how do you determine

where you stand in the market? • How do you analyze the trends in the market? • Determining where you want to fall in the marketplace:

Where do you want to lead the market? Where does it make sense to stay in the middle of the pack?


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Performance Management: Thinking Beyond the Annual Review

Is creating a culture of continuous improvement on your dock-et? Does the annual performance review need to be destroyed, as some in the industry have suggested? This facilitated discussion delves into the trend of providing performance feedback to em-ployees in real time.

Exchange ideas on: • The ‘why’ behind the move away from performance reviews• Brainstorming a better ‘performance development’ toolkit

Leveraging Social Media to Drive Corporate Wellness Initiatives and Increase Employee Engagement

Social Media can be a powerful tool to increase employee buy-in to wellness programs, however, it must be used correctly in order to make an impact.

• Identify your audience: can you engage all employees or should you target specific job functions, titles or age groups?

• Provide value- go beyond deadline reminders in order to give employees a reason to check their ‘feed,’ wellness tips and facts are a fun way to keep employees engaged

• Praise employees who engage with you on social media through likes or comments- keep them engaged!

The Business Case for Wellness and Fostering Fiscal Education Among Employees

More than 70% of Americans self-report that if they need-ed $500 for an unexpected emergency they would not have it. Conflicts over personal finances are the leading cause of divorce. Social Security is on a path to insolvency. Pension funds are underfunded. The statistics and warning signs are everywhere yet we avoid them, often out of ignorance or fear. Is there a direct line from all of this to our employees, their ‘wellness’ and their productivity on the job? Do we have a role? Do we have an obligation? Is the CHRO the one to bring this to the forefront as the driver of both a strategy and specific initiatives?

This session explores: • Does employee engagement in 2017 include financial

fitness and wellness? • Your place of leadership in the “C-Suite”: A joint effort of

the CHRO, the CFO and the CEO?• Exploring financial wellness: what steps can you take to

aid employees with their fiscal health?


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Exploring the Pros & Cons of Pay for Performance Models of Compensation

Pay for Performance models of compensation go in and out of style. However, when used properly they can be a powerful tool in driving engagement and retention.

This group discusses:• Millennials – how can you keep them motivated/drive behavior

with PFP? • High Performers: What are their expectations on PFP? • Ratings – to rate or not to rate?

Taking the Reins: How HR/Benefits Leaders Can Build and Grow Successful Cross-Functional Partnerships

Employee benefits truly touch every part of an organization. Therefore, benefit leaders cannot operate in a silo operating separately from the rest of the company. The benefits team needs to proactively reach across all departments in order to improve employee satisfaction, engagement and the company’s bottom line. Such efforts, may include:

• Partner with Talent Management and local HR leaders to determine the best mix of benefit programs needed to attract and retain employees

• Engage IT and HARIS leader to ensure the best employee experience is realized with respect employee benefits

• Align with C-Level and financial leadership so that all parties have a clear understanding of the cost and risk of employee benefit programs


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Employee Population Health: Promoting a Culture of Wellness

Gathering information on employee health can be intrusive. Some employees are also sensitive about health and wellness programs. However, when it comes to both designing an ef-fective healthcare package and promoting wellness, you need information and you need effective initiatives.

This session discusses: • Best practices for pushing potentially sensitive wellness

initiatives• Keeping it fun! Creative wellness initiatives that will

encourage teamwork• Leveraging corporate culture to increase buy-in: how

to let employees know you have their best interests at heart

Building a Best in Class Compliance Program

The case for effective compliance is an easy one to make; but the steps to carrying this out are harder. The United States’ Federal Sentencing Guidelines for Organizations state that “to have an effective compliance and ethics program, an organization shall exercise due diligence to prevent and detect criminal conduct; and otherwise promote an organizational culture that encourages ethi-cal conduct and a commitment to compliance with the law.”

This guided session discusses: • A case study on the building of a best-in-class program • Approaching new cultures: in order to remain compliant and

deal with corruption, you must dig into cultures/groups that won’t necessarily work with outsiders; learn how to get them on your side.

• ADA, Family Leave, EEOC and training strategy


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Doing More with Less: Curbing HR Spend Through Effective Budget Management

In today’s economy, HR professionals are being asked to do more with less even as companies grow and expand.

This group discusses: • Best practices for budget monitoring and regulation• Finding flexibility - what can you sacrifice and what remains

essential?• Communicating the ways that HR helps the bottom line

through turnover reduction, performance improvements, shorter time to hire, more efficient hiring process, less labor hours required in HR tasks

• Insourcing vs. Outsourcing: how do you decide which com-petencies to focus on in-house and which would be better served by a third party?

Increasing the Healthcare IQ of your Employees

Teaching employees to think critically about healthcare, com-bined with high deductible plans, can drastically increase healthcare cost savings. Driving consumerism of your health plans, i.e. treating it as a commodity and consuming health-care as they do other goods and services, will drive cost sav-ings from the benefits department.

This session delves into: • Communicating the value of the plan to employees• Strategically pricing the plan in order to drive savings• Troubleshooting together: how to help employees when

they have questions in order to drive employee behavior


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General SessionsWhat is a General Session?Take a deep-dive into the topics below through the eyes of one of your peers as they explain ‘what’, ‘how’, ‘where’ and ‘how much’. This is your ‘talking head’ session – lucky for you, that ‘talking head’ is an industry guru!

Total Rewards Strategy

Bring your Benefits and HRIS use into the 21st century for a comprehensive Total Rewards Strategy. New technologies have opened up a ‘brave new world’ of HRIS platforms- all geared towards making your life easier. Don’t be left behind because of lack of knowledge or fear of the unknown.

This session discusses:• How to tie together your HRIS technology and Benefits• Lessons learned- how did productivity change?• How can you measure success?

The Future of Benefits: How to Get Creative in a Competitive Landscape

This session discusses:• The competitive nature of employee benefits• The immense internal pressure to keep costs down, while

keeping employees happy, engaged and reducing turnover • The role of the Benefits department as we head into the

future

Best Practices for Building your Employer Brand

TrueBlue has a diverse and interesting employee population that provides multiple benefit challenges across the board. This top-ic explores how to use your benefits to building your ‘employer brand,’. Many professionals see it as the key to increasing retention and improving recruitment. However, few have the tools to actual-ly build a differentiated brand and become an employer of choice.

This session discusses: • How do you manage and ensure employee engagement while

meeting regulatory obligations?• How do you communicate your brand strategy and build the

emotional connection? • How do you align your brand with the needs of the talent you

are trying to attract? How do you ascertain what the industry actually looks for?

• Your culture is your brand, discuss strategies to ensure that your employees live and breathe it

• Following through on initiatives and communicating them properly, failure to follow through has a negative impact on your brand


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Panel DiscussionWhat is a Panel Discussion?You know how this works! A few really smart people on-stage providing you with perspective that you have either - never heard of, never thought of, or wish you came up with!

Communicating the Value Proposition of your Total Rewards Program

Your Total Rewards program can be best-in-class, but if employees don’t understand the offerings or don’t engage in the program, then it’s money wasted. Educating employees about their benefits can be a tough job. Employees are used to thinking of their pay and ben-efits in a conventional way, in terms of straight dollars. However, the modern total rewards program encompasses many components designed to make employee’s work experience more positive.

This panel of thought leaders will cover: • How to communicate your total rewards program to employees• How to best encourage engagement and how to break down barriers to engagement• Demonstrate to employees that your package is competitive in the marketplace

Employee Benefits Meeting Contributors

Documents

The Employee Benefits Executive Sector Meeting ... - … Ben/Connex Benefits... · SVP, Director of Benefits ... EVP Compensation & Benefits PLAINSCAPITAL CORP ... • Partner with