2021 Program

September 31, 2021

5:00-6:30pm

October 1, 2021

Compensation Benefits Total Rewards
8:00-9:00am
9:00-9:15am
9:15-10:00am
10:00-10:30am
10:30-11:45am Non-traditional performance management environments are the rage, yet many companies embark on the journey lacking the foresight to consider the business opinion on the topic and engage their compensation partners on the front end to lead the effort. Here is one organization's success story on the profound impact of compensation partnership with the business toward business-driven reinvention of their performance management and merit mechanism.
Matt Johnson, CCP | Compensation Consultant, The Standard
Kathryn Loescher | Sr. Director, Compensation, The Standard
Join us for a panel discussion with your fellow HR & Benefits professionals as we discuss how to plan and prepare for an HR & Benefit Technology implementation. We will be discussing topics ranging from secure funding, sourcing vendors, connecting carriers, and lessons learned. Throughout the discussion data from Gallagher's Human Resources & Benefits Technology 2020 Pulse Survey will be presented.
Blake Mosher | Western Region Leader - HR & Benefits Technology Practice, Gallagher Benefit Services
Companies invest $18B on engagement tools today that aren't working - are you one of them? Attend this session to learn about the Psychological Benefit Framework, a landmark approach to understanding employee engagement and retention through the lens of social psychology. We will provide deeper insight in to how psychology impacts employee engagement and how to personalize your organization's total rewards strategy based on your talent's unique psychological needs. This research-backed approach to enhancing total rewards strategy will bring focus to your efforts and end the cycle of relying on trendy, unproven perks or lackluster legacy programs that lost their impact long ago.
Christina Zurek | Insights & Strategy Leader, ITA Group
11:45am-12:45pm
12:45-2:00pm We know sales compensation is a powerful sales management tool. We also know that sales compensation challenges plague these pay programs. Learn the seven most common sales compensation mistakes; what they are, how they arrived in your pay program and how to fix them. Well-run sales compensation programs share several important traits. Test your pay program against these best-in-class practices to ensure your sales compensation plan is operating effectively.
David Cichelli | Revenue Growth Advisor, Alexander Group
With new family leave laws arriving in the NW, employers are challenged to adapt their policies. When PAE, a Portland engineering firm, saw their employees struggling through unpaid parental leaves in 2016, they partnered with the Center for Parental Leave Leadership (CPLL) to develop a paid family leave policy - becoming the first engineering firm in the country to offer paid leave. PAE, reports that turnover at the company has dropped by about 12% per year since instituting 12 weeks of paid leave in 2017. Company culture has shifted to better support working parents, teams, managers, and HR. This session will review the work that PAE and the CPLL collaborated on, highlighting key lessons-learned in the areas of employee experience, manager experience, cost, and administration. EAPs also provide support to employers when implementing family leave policies and culture support. Wellspring EAP works collaboratively with CPLL and their clients, such as Microsoft, to provide training and resources to managers and employees to support the family leave process. These complementary supports can help employers to move their family leave policy from words on paper into effective practice. By including viewpoints from consultative experts, an employer, a working parent, and an EAP, this panel provides a well-rounded perspective of supporting employees and employers through family leave policies. As the NW adapts to new leave mandates, this session will prepare you with the critical knowledge you need to create a policy that will turn a state parental leave law into your biggest leadership development opportunity.
Trisha Aldrich | Director of Enterprise Services, Wellspring EAP
Amy Beacom, Ed.D | Founder and CEO, Center for Parental Leave Leadership
Jessica Trued | HR Manager, PAE Consulting Engineers
Your compensation programs are only as effective as how well they're communicated and understood by employees, and your annual salary planning process is no exception. In this session, learn how the Expedia Group People Team launched its Annual Review process in Workday and key challenges and learnings when communicating this program in a new HR system for its 22,000+ employees in 56+ countries. In this session, you'll learn how Expedia Group fostered collaboration across its centers of excellence-from corporate communications and HRBPs to talent management and technology teams-to execute a complex salary planning program and take away tips on how to implement, launch, and communicate a new comp planning system.
Justin Sun | Senior Compensation Manager, Expedia Group
2:00-2:30pm
2:30-3:45pm Perhaps it's time for you to revise your annual or long-term incentive plan. Or your organization doesn't have an annual or long-term incentive plan and you've been asked to develop a plan. Where do you begin and what do you need to consider? This session will answer those questions and many more! Join in for an overview of incentive plans and a step-by-step guide of the design process. You'll learn about: the differences between bonuses and incentives; choosing the right type of incentive plan; information you'll need before you start the design process; a step-by-step design process for various types of incentive plans; key considerations for modeling the plan design; critical components of a plan document; and best practices for a successful implementation.
Aimee Des Champs | Sr. Consultant, Compensation Works
With evolving demographics, technological advances and an uncertain economic future, organizations are reevaluating the ways they access and deliver rewards, including both financial and non-financial benefits. Research shows that a strong employee experience is directly tied to organizational performance. In this presentation, we will explore how leading organizations are building a sustainable Total Rewards value proposition to attract and retain talent. We will also share best practices and trends related to employee engagement and other total rewards programs as well as cover high-level methods to navigate the current economic uncertainty and support agility in Total Rewards management.
Ruben Alexander Sandoval | Senior Associate, Talent & Rewards, Willis Towers Watson
The COVID-19 pandemic has challenged HR and rewards professionals like no other crisis in recent memory. The crisis has changed the way we work, and these changes are permeating far beyond the peak of the contagion. As we navigate these uncharted waters, we find ourselves dealing simultaneously with a health, digital and economic crisis. Companies are alternating between the phases of responding to the crisis, returning from the crisis and finally reinvention following the crisis. How they are managing is depending on the course of the pandemic, government responses, and the resilience of their industry and business. Join us in this workshop to learn about Mercer's research into the continuing impact of the pandemic. How have companies responded with their rewards and other programs? How have they been able to focus on cost management strategies while still maintaining an engaged workforce and a vibrant employee experience? What is next for total rewards and global talent as we look ahead?
Tracy Bean | Partner, Mercer
3:45-4:00pm
4:00-4:45pm Scott Cawood | President & CEO, WorldatWork
4:45pm
5:00pm-6:00pm

Schedule subject to change.

View last year's virtual conference here.