2019 Past Presentations List
Wednesday, December 4, 2019 – 11:30 a.m. – 1:00 p.m.
The Impact of Data and Technology on Compensation
Kentucky Center for Statistics
Visual Analytics and Strategy Director
Scott Secamiglio, Visual Analytics and Strategy Director, will be talking with us about a multitude of topics, including assessing knowledge, skills, and abilities to match with careers in KY, workforce skills in our area, and employment outcomes based on educational factors.
Mr. Secamiglio has been with KYSTATS since 2014, and his primary expertise includes postsecondary and workforce evaluation, high school feedback, and the creation of advanced data visualizations. Mr. Secamiglio completed the highly competitive Strategic Data Project Fellowship through Harvard University, aimed at developing data strategists for education. Prior to his role at KYSTATS he served as a college instructor at Centre College in Danville, KY, and as a survey statistician and researcher for the United States Census Bureau and the Applied Statistics Lab at the University of Kentucky.
Designing a Framework – Empowering Employees to Create Their Own Path
Wednesday, August 21st, 2019 – 11:30 a.m. – 1:00 p.m.
Director, Compensation – Indiana University
Redesigning compensation frameworks are not an everyday occurrence in organizations because of the disruption and anxiety it creates for employees. Indiana University is redesigning their approach to job classification, titles, levels and more, creating a “best practice” approach which will more accurately reflect and meet the needs for our workforce of the future. Indiana University is one of the largest universities in the United States and stands as the largest employer in the state of Indiana. Our design will feature an easy and transparent way for employees to navigate in a framework to discover “what’s next for them”. In this session, Betsy will share the approach focused on continuous development of our employees skills and competencies for either their current or future role. She will share the unique challenges of change management, communication, and education for a decentralized and complex organization. Attendees will see the tools used to build the framework, the key elements that make the design unique, and communication tools to facilitate change and understanding.
Key Learning points – Participants will learn: 1. How to design an effective job framework that is forward-thinking, flexible, and adaptable for the future 2. How to build more consistency and transparency for allowing employees to more clearly see development and career opportunities focused on a new competency model and relevant job skills 3. How to gain buy in from key stakeholders and gain approval for change in a complex, decentralized, and union environment
Session Speaker – Betsy Larson, Director, Compensation – Indiana University
Betsy Larson has more than 20 years of experience working for Fortune 100 and Fortune 500 companies in the human resources profession. She has been responsible for leading and managing various human resources areas including executive and broad-based compensation, benefits, and HR information systems for both public and private companies. Most recently Larson was Vice President where she was responsible for broad based, sales and executive compensation working with the Board of Directors for MassMutual Financial Group, a privately-held Fortune 100 company. She currently sits on the Society for Human Resources Management (SHRM) Foundation Board as is the past 2017-2018 board chair. Larson is the founder of two local WorldatWork Total Rewards groups, a past member of WorldatWork’s Compensation Advisory Council and Group Partnership Boards, and SHRM’s Total Rewards Expertise panel. She is a frequent presenter on compensation-related topics for WorldatWork, SHRM, CUPA and at other events. In addition, she has authored and appeared in various HR and compensation publications. Larson earned her undergraduate degree from the Kelley School of Business and her master’s degree in labor relations from Indiana University. She is currently the Head of Compensation at Indiana University and will be teaching a class in Compensation as part of the HR major at IU in the Fall.
A Rewarding Future!
Wednesday, June 26th, 2019 – 11:30 a.m. – 1:00 p.m.
Today, every organization is being challenged to rethink its strategy, including how it competes for and engages with workers in an ever-changing, on-demand world. It is no longer enough to rely on superior products and services to compete. Now, holding a place of prominence as a work place has risen to the top of the priority list as workers decide whether to engage with your organization. Given the criticality of engaging the right talent, it’s time to find new ways to create fun and rewarding workplaces. Now is the time for rewards professionals to step in and reshape the workplace experience to engage and align people in more meaningful ways.
Businesses will continue to become increasingly challenged to effectively respond to a diverse, global, and fast-moving world. All organizations, and visionary leaders – as they obliterate things, only to be obliterated by the next thing…which sprang up overnight and is now the new “in thing”, will struggle to keep up with technical change. Despite these challenges, rewards professionals are uniquely suited to help an organization and its workers perform. A well designed and meaningful total rewards program is the necessary conduit between what an organization needs to do and the people who will do it. While this is a huge responsibility, it also speaks to the impact total rewards can have on any organization. Delivering on the critical components for organizational success requires rewards professionals who are prepared to adapt, respond and actively work to align people with where their organizations — and the world — are going.
Join WorldatWork President & CEO, Scott Cawood, as he discusses the unique role today’s professionals play in helping organizations make the connection between highly effective organizations and deeply meaningful rewards that ultimately place your organization ahead of your competitors.
Session Speaker – Dr. Scott Cawood, President & CEO of WorldatWork
Dr. Scott Cawood, Ed.D., CCP, GRP, is President and CEO of WorldatWork, the premier global compensation and Total Rewards Association.
Prior to joining WorldatWork, Scott was the Leader of Organizational Effectiveness at W.L. Gore & Associates Inc., the maker of Gore-Tex. Scott has served as the President of Synygy, a global compensation and sales software company where he began as its chief human resources officer. Scott has also held executive positions as VP of Global Talent at Revlon and the Great Place to Work Institute, which selects Fortune magazine’s 100 Best Places to Work.
As an avid learner, Scott holds five degrees, including his doctorate in work-based learning from the Wharton School of Business and the Graduate School of Education at the University of Pennsylvania. He also studied labor and industrial relations, at Michigan State. He has been a part of the business school faculty at Georgetown University for 15 years and supports building equitable and rewarding workplaces anywhere he goes. Scott holds a first-degree Black belt in Kenpo Karate, has only been knocked out twice when competing, and while not a big fan of sweets, will never turn down carrot cake. Scott lived much of his life in NYC but was born in Michigan and now calls the sunny state of Arizona, home.
APRIL PROFESSIONAL DEVELOPMENT
Wednesday, April 24th, 2019 – 8:00 am – 1:00 pm
Executive Compensation: An Overview of the $12M Paycheck & Future Trends That Will Lead to Even More
While many executive pay practices continue to gain scrutiny from the public, executive compensation packages continues to soar, often at rates over 1,000x the median pay of their employees. Wall Street Journal recently reported a 6% raise in CEO compensation, which brings the median pay of CEOs within this comparator group to $12.4 million per year!
Whether you’re a publicly-traded, private for-profit, or not-for-profit institution, executive compensation will likely fall within the realm of your responsibilities as an HR professional at some point within your career. Guided by examples, this session will provide an overview of executive pay strategies, including base, short-term incentive, long-term incentive, and executive perqs. We’ll also provide tips to partnering with your executive compensation committee, consultant, or board of directors to set executive compensation strategy, meet current market demands, and ensure your organization is prepared to address future executive compensation legislation.
Session Speaker – Candra Bryant, MBA, PHR, SHRM-CP
Candra is currently in the role of Chief Operating Officer at Hanna Resource Group. She has a strong background leading and supporting HR engagements in organizations within both the public and private sectors. Having served 10 years as an HR consultant and a compensation practitioner for the corporate headquarters of Total Quality Logistics, Candra is experienced in leading the development of market-based compensation plans, incentive compensation plans, executive compensation, sales compensation, wage and hour regulations, and performance management systems. In addition to her work in compensation, Candra is responsible for leading our client’s HR audits, handbook reviews, development of job descriptions and HR procedures, employee engagement initiatives, training and development programs, and strategic planning initiatives.
Candra holds a Master’s in Business Administration from Northern Kentucky University and the European Summer School of Advanced Management, as well as a Bachelor’s degree from Georgetown College. Candra also maintains her certification as a Professional in Human Resources (PHR) through the Human Resources Certification Institute and is a Society of Human Resource Certified Professional (SHRM-CP).
Enabling Managers to Use Pay to Manage Employee Engagement and Performance
The way an organization pays its employees contains the most sincere truth about how that organization values employees. HR is the lynchpin in driving managers – those with direct control of employee work and careers – to deliver pay correctly and in the context of engagement desired by the organization. Into the theory of pay program design, this seminar will instruct participants on how to help managers use their pay program as an effective tool to build short‐ and longer‐term employee engagement.
After participating in this workshop, participants will be able to:
1. Help managers listen actively to employees to best understand their career and recognition drivers – to understand what their thoughts really are with respect to pay now and in the future.
2. Explain why their organization’s pay program is designed the way it is and how each element has a purpose integrated with other people systems and programs to build career engagement among successful employees.
3. Build an effective business case to managers that while fully utilizing the pay program to motivate and engage employees can be difficult (and intimidating), the lasting positive effects on employees and their collective performance make the effort well worth it.
Session Speaker – Scott Schreiber
Scott Schreiber is a Managing Director of RSC Advisory Group. In this capacity, he applies a multidisciplinary background to assist clients in maximizing the return on their compensation investment. Scott has consulted with a wide range of organizations from mature divisions of Fortune 50 companies to small, emerging high technology firms. Scott has provided compensation consulting services in the areas of Employee Pay, Sales Incentive, Variable Rewards and Executive Compensation.
Prior to RSC, Scott founded the Compensation Service Group, served as the Midwest Compensation Practice Leader for Watson Wyatt, and was a Principal and Practice Leader for Mercer’s Reward and Talent Management practice. Prior experience also includes Vice President Human Resources of a large insurance company, and several other corporate and consulting roles. Scott’s education consists of a Masters of Business Administration from Xavier University and a Bachelor of Arts from the University of Cincinnati.
Is a Growth Plan right for you?
In this session, we will explore why a growth plan is an essential part of your career journey, discuss focus areas of growth, and match strengths and challenges to your focus areas. Through this process, you will be able to zone in on your growth by creating attainable milestones for your journey.
In this session, we will discuss:
Why is a growth plan important?
What is your area of focus for growth?
How does the focus area benefit your growth?
What strengths compliment your growth area?
What areas of skill development do you have in your growth area?
Session Speaker – Brandee Johnson
Brandee Johnson, serves as a Learning Manager for Carhartt, Inc. Carhartt is a US based clothing manufacturer with a 130 year history of being the industry leader for workwear. In this role, Brandee leads a team of Learning Specialists in Carhartt’s Supply Chain locations in the United States and Mexico. In Brandee’s 8 years of service to Carhartt, she has been awarded the coveted “Sharpen the Saw” award for crafting innovative development programs in Supply Chain, and the Associate nominated “Inspire” award. Brandee has also earned the ATD’s Master Trainer designation, ASQ’s Certified Quality Improvement Associate, and Everything DiSC certification from Wiley publishing.
Brandee values servant leader concepts, and always looks for opportunities to connect and support others in their growth journey. Brandee holds a Master of Arts degree from Eastern Kentucky University, and a Bachelors of Music from Carson-Newman College. You can learn more about Brandee on LinkedIN
The HR Internal Audit Process and Its Connection to an Aligned Strategic Plan
Consulting Services Manager, Integrity HR, Inc.
Wednesday, February 27th, 2019 – 11:30 a.m. – 1:00 p.m.
An HR Compliance Audit is an in-depth review of your human resource practices, procedures and policies. It will uncover areas where departments are strong or areas for enhancement. This is not only important in regards to risk avoidance, but also in determining what is needed to align HR strategy to business strategy and the corporate goals of the organization. Through the audit, you will identify roadblocks, determine what critical items, systems, and competencies you need to plan for, and recognize how your current human resources function and/or team (competencies) are positively or negatively impacting your company. Why important? When HR is aligned with organizational goals, it results in predictable performance and a very productive business. It also helps HR to be valued as a strategic partner verses a tactical administrator.
Join us as we review basic steps in the internal audit process and creating a strategic HR plan tied to organizational objectives.
Session Facilitator – Angela Dunaway
As of October 2018, Angela is a Consulting Services Manager for Integrity HR, Inc. Her experience includes HR services for a broad range of issues to clients in industries such as aerospace & defense, healthcare, technology, retail sales, automotive, manufacturing, home building, engineering and more. With a penchant for excellence, strong listening skills and a heartfelt desire to put the client first, Angela has partnered with client companies to tackle HR issues in areas like comprehensive compensation, employment law compliance and risk avoidance, leadership training, benefits, end-to-end talent management, and policy development. She has over 12 years of experience in leadership-level corporate human resources positions.
Angela holds a Bachelor of Arts degree in Organizational Management (4.0 GPA). She has maintained the Professional in Human Resources (PHR) designation from the Human Resource Certification Institute since 2003 and the Certified Professional (SHRM-CP) designation from the Society for Human Resource Management since 2015. She’s served as Board President for the Society for Human Resources Management chapters in both Owensboro, KY and Huntsville, AL, as well as, boards for the Boulware Homeless Mission and the i3 Cares Foundation.