Retain and Engage Talent While Driving Business Performance

Post-Recession Compensation
& Rewards Strategies:

The Web's Largest Online HR Event

Meet the Speakers
Click on a photo to view their bio

Dear Fellow HR Professional:

Are your employees frustrated? Burnt out? Uninterested?

If so, could you blame them? Over the past year or so, we have watched our economy sink to levels not seen since The Great Depression. We have reduced our workforce significantly, frozen pay and bonuses and dumped a ton of work on our current employees. However, business must go on; therefore, companies are forced to do all they can to remain competitive in the turbulent marketplace.

But there is a silver lining...

The economy is shifting and the weight of financial stress is beginning to lift. More options are available for employees... including employment opportunities at perhaps one of your competitors! The key to success at every organization is your people. Having the right talent is pivotal to your organization's sustainability, growth and competitive advantage.

So what can you do for your employees that will help retain them and boost your organization's performance?

For starters, you want to hang onto your top performers. Retaining, motivating and engaging your employees will help leverage your organization's bottom line. A happy employee boosts productivity, which will produce an immediate return on investment.

Employees want to feel important; to believe what they do has a direct effect on the organization's goals. Rewarding them for their performance and their efforts can be your ticket to a healthier, higher-performing organization. And by rethinking your compensation, rewards and recognition strategies, you will be on the road to continual success.

It's no secret that the economy hit us hard, and some companies just don't have the budget to establish new compensation, rewards and recognition programs. That's where this online event comes in!

Human Resources IQ is proud to present Compensation & Rewards Summit 2011, an online event designed to help you create and implement compensation, rewards and recognition strategies in a shifting economy.

Twenty-nine of the world's most respected compensation and rewards experts have come together to share their strategies (see the fantastic lineup in the box to the right). They'll expose all the tools and techniques you can take back to your office and implement immediately.

We look forward to seeing you online!

Act Now. Register Yourself - And a Team of Key People Today!

Katherine Mehr
Director, Online Education
Human Resources IQ

P.S.: Did you know that studies show companies using recognition incentive programs are often rewarded with improved revenue and higher profits? This event can help you surpass your competitors by implementing a solid compensation and rewards strategy proven to increase your organizational performance.

P.P.S.: Let's face it...your competitors will hop on the wagon to find the best strategies to retain their top talent...it's not too late for your organization to gain a competitive advantage!

P.P.P.S.: Join other HR professionals, who will share their ideas, best practices and solutions throughout this event. If you want to gain the best strategies from the best of the best...keep on reading...

Event Highlights
Back to Top

Join the largest online event for HR professionals seeking to retain and motivate key talent using compensation and rewards strategies.

Discover how recovering from the recession really isn't as hard has it looks (you'll gain compensation/reward secrets that will help you keep your top talent while gaining a competitive advantage!)
Align compensation, rewards & recognition strategies with corporate goals by including all levels of management to create a sense of ownership and investment
Maximize employee engagement with cutting edge reward strategies designed to attract and retain top performers
Link rewards systems to strategically relevant performance outcomes (you'll learn exciting and innovative alternatives to pay raises and compensation that won't cost you an arm and a leg!)
Develop a competitive advantage and reduce turnover (you'll be able to reinvent engagement strategies that keep you ahead of the curve)
Utilize new social media platforms to brand and market your compensation and rewards initiatives (you'll be able to leverage your communication efforts that will attract and retain employees and give your company that extra boost of appeal in today's competitive market)
Eavesdrop on the closely guarded secrets of the industry's top experts (interact live with compensation/rewards superstars from leading companies such as Google, Eddie Bauer, The SCOOTER Store, ACS, a Xerox Company, Cox Communications, Loews Corporation, Unisys Corporation, Intel Corporation, Big Y Foods, Inc., Houghton Mifflin Harcourt and many others!)
Learn at your own pace and save money (no hassle traveling or finding hotels, no commitment to attending during limited times - this online event is available)
Earn 16+ HRCI credits from the very comforts of your home or office
Become part of an exclusive community of HR professionals that are in the same boat as you
And much more!

WHO: This event is ideal for vice presidents, directors and managers focused on the following areas: human resources, compensation, benefits, total rewards, rewards and recognition, employee programs, employee engagement, work-life, professional development, employee engagement, performance management and talent management.

WHAT: This complete online summit will help you motivate and retain key talent with compensation & rewards strategies that are delivered through extensive case studies, how to's and panel sessions from thought leaders and experts in the field of compensation, rewards and recognition. Presentation topics include: developing a compensation and rewards strategy in a recovering economy; aligning compensation & rewards strategies with business priorities; alternatives to pay raises; retaining, motivating and engaging employees on a limited budget; measuring the ROI of your compensation & rewards investments; exploring compensation & rewards on a global scale. HRCI credits are available for every session. Earn 16+ HRCI credits without leaving your home or office!

WHERE: In the comforts of your home or office! No traveling expenses or timing conflicts. This online event takes place by using your computer or laptop.

WHEN: This online event is on-demand to accomodate your schedule. Scroll down for the full agenda. You'll have access to all 16 sessions to view at your convenience.

WHY: You'll be able to implement effective compensation, rewards & recognition strategies that will help retain, motivate and engage your top talent while driving productivity and performance of your organization. It's a win-win situation. Your employees are happy and your company thrives! HRCI credits are available for every session. Earn 16+ HRCI Credits without leaving your home or office!

HOW: Simply register by clicking on any of the links throughout this page.

Over the course of the past few years, the economy has shifted leaving organizations with very little choice but to make cuts to workforce and budgets.

As a result, employees felt over worked and under appreciated, mainly because employers didn't have alternative strategies in place to recognize their talent's accomplishments that so greatly determine the overall performance of the organization.

Let's Look at the Facts
Back to Top

Fact: The downturn of the economy has impacted your compensation and rewards strategies.

Solution: Find alternative ways to show your employees that you appreciate them.

Fact: Employees, who feel their work and contribution is helping the company and is considered meaningful, will increase their performance, therefore, contributing to the bottom line.

Solution: Here's where this event comes in. Compensation & Rewards Summit 2011 will show you strategies to implement that don't cost an arm and a leg, and that will help retain and engage talent while driving business performance!

Check out these interesting Factoids:

Companies with the most engaged employees report revenue growth at a rate 2 ½ times greater than competitors with the lowest levels of engagement.
(source: an Employee Engagement Survey conducted by Hay Group)
A recent study reported in Incentive showed a direct correlation between the perceived use of recognition and profitability in organizations. Over a six-year period, the financial return of companies in Fortune's Best Places to Work list has been shown to be 233 percent higher compared to the market average, and companies with higher employee satisfaction scores have been shown to have a 700 percent higher shareholder return.
Studies show that individual employee incentives can improve performance by as much as 27 percent and that team incentives can lead to as much as 45 percent improvement in performance.
(source: Incentive Federation)
Studies show that employee engagement scores account for up to 50 percent of the variance in customer service scores and that disengaged employees are over 85 percent more likely to leave.
(source: "Eight Ways to Engage Employees and Power-Up Performance During a Recession", Roxanne Emmerich)

So the big question is: What are successful companies doing to reward top talent while remaining a competitor in today's marketplace?

If you knew that... and if you knew step-by-step how the pros successfully retain and engage talent while driving business performance, you might be able to duplicate their efforts and see similar results.

That's what Compensation & Rewards Summit 2011 is all about! We've brought together the world's most successful compensation and rewards practitioners and asked them to reveal their success secrets to you.

The best part is...it's on-demand and you can participate from the comforts of your home or office!

Agenda
Back to Top

	Keynote: What Your Business Needs to Know About Compensation, Rewards and Recognition in a Recovering Economy
	Compensation and rewards are key to attracting, retaining, developing and motivating talent—human resources—to perform well and to thereby enhance overall business performance. In this session, three “drivers” of compensation and rewards, namely, labor markets, business strategy and employee motivation will be discussed and then applied to particular examples and decision situations. Certain trends in compensation and rewards will be identified, pay for performance and pay for other factors will be analyzed and future pay and reward developments will be identified. In this session, Prof. Lewin will address: Three main factors to keep in mind when designing or redesigning compensation/rewards strategies: Labor Market, Business Strategy and Motivational considerations Labor Market trends, challenges and future outlook How the labor market can influence your compensation/rewards strategies Compensation based on performance, compensation based on other factors, and tournament type compensation Reward strategies to retain key talent, including non-monetary rewards and pitfalls to avoid Looking ahead: What’s in store for compensation and rewards? Speaker: Professor David Lewin, Neil Jacoby Professor of Management, Human Resources and Organizational Behavior, UCLA Anderson School of Management HRCI Credits: This session has been approved for 1 HRCI credit.
	Recovering from the Recession: Implementing Compensation & Rewards Programs that Fit Your Organization
	Recovering from the recession: how to reincorporate incentive/compensation programs into your organizational strategy after a massive freeze or cut Identifying different incentive programs such as: pay for performance, merit pay, recognition programs, equity programs, tuition reimbursement, etc. and determining the right one(s) for your employees Exploring pay raise alternatives that resonate well with your employees Panelists: Tom Miller, President, Recognition Council Brit Wittman, Director of Executive Compensation and Corporate Compensation Design, Intel Corporation Shane Cobb, Vice President of Human Resources, Confluence Watersports HRCI Credits: This session has been approved for 1 HRCI credit.
	Developing a Compensation Strategy That Works!
	The worst economic situation since The Great Depression has caused a significant amount of hardship on organizations. The consequences, including massive layoffs, pay freezes, and heavier workloads, have increased dissatisfaction and disengagement with employees. As the recession begins to recede, organizations need to strategically approach compensation so that employees are rewarded for their contribution and organizational goals are met. This session will discuss: Determining why your company needs a compensation strategy How to collect information needed to develop your compensation strategy How to communicate the importance of the compensation strategy to key stakeholders How to tie your compensation strategy to overall business objective to maximize ROI Speaker: Kirk Ulrich, Director of Compensation, ACS, a Xerox Company HRCI Credits: This session has been approved for 1 HRCI credit.
	Key Steps to Developing a Strategic Reward Program
	The competitive marketplace continues regardless of the economic situation. Even as the economy comes up for a breath, organizations must have talent that is engaged in the success of the company even during an uncertain economy. Creating a climate of appreciation, encouragement and recognition can go a long way in improving the overall outlook of the company and potentially increase competitive advantage. In this session, you’ll learn how to create an effective recognition and rewards program that will celebrate your employees and drive performance of your organization. Step-by-step approach to creating and implementing a recognition/rewards strategy Outlining key motivational/retention drivers Understanding the role of rewards/recognition in the overall organizational strategy Overcoming common challenges and avoiding pitfalls Critical elements of gaining commitment of your workforce How to measure if your program is successful Speaker: Connie Price, Vice President of Compensation, Fox Networks Group Naomi Brezi, Vice President of Sales, RAZR Marketing HRCI Credits: This session has been approved for 1 HRCI credit.
	Aligning Your Compensation and Talent Management Strategy with Business Priorities
	Constantly changing competitive market conditions often require companies to adjust their business priorities and strategies to ensure sustainable success. These adjustments typically trigger a need to adapt the existing workforce to new business requirements. One of the most important talent management processes companies can use to facilitate the adaptation of their workforce is selection and implementation of a compensation system that is appropriate to their new talent management and business needs. This presentation describes how a company can align its compensation systems with its talent management strategies to drive business success. The following will be covered: How to recognize when business priorities and strategies trigger changes in an organization’s approach to talent management and compensation How the right talent management strategy can drive business excellence The types of compensation strategy that drive successful talent management systems How, and why compensation models and systems must be aligned with different types of business and talent management strategies to drive business excellence Speaker: Lance Berger, Author, *The Compensation Handbook & The Talent Management Handbook* HRCI Credits: This session has been approved for 1 HRCI credit.
	Linking Compensation & Rewards to Your Talent Strategy
	In today's business environment, many organizations continue to struggle with tying compensation with talent management. Organizations are charged with achieving business results and targeted growth while given limited budgets. Sustaining key talent becomes more challenging as companies need to spend on salaries and incentives but are limited with flexibility. By linking compensation with talent management, organizations can execute a total rewards program that highlights both monetary and non-monetary benefits, giving employees that motivation needed to leverage organizational performance. In this panel, we will discuss: Compensation Benefits Work-Life Performance and Recognition Development and Career Opportunities Panelists: Angie Keller, Executive Director - Worklife Analyst & Rewards, Cox Communications Mandi Susman, Sr. Compensation & Employment Analyst, The Metropolitan Museum of Art Jeff Gill, Director of Talent Management, Valerus Corey Heller, Corporate Vice President and Chief Human Resources Officer, Baptist Health South Florida HRCI Credits: This session has been approved for 1 HRCI credit.
	Alternatives to Pay Raises: Innovative Initiatives for Rewards & Compensation
	As employers, especially today, we are lucky to be able to maintain our current staff levels and/or work with the employees that are left. Even before the economic recession, we were working late, executing a pretty heavy workload—working our employees’ tails off. Today, half of your employees have been laid off, let go, fired, right-sized or whatever the new economic recession has deemed them. Work loads are doubling, hours are getting longer and less work is getting done because morale is at an all time low. In addition to this, employees are pushing for raises—ones that they indeed may deserve, but organizations cannot accommodate. In this session, you will learn: Alternative strategies of giving employees well-deserved raises Implementing work-life balance as part of the organizational culture Involving employees in the compensation/reward strategy so they are part of the process Panelists: Janet Duliga, Vice President of Human Resources, Sunglass Hut Tom Miller, President, Recognition Council Shane Cobb, Vice President of Human Resources, Confluence Watersports HRCI Credits: This session has been approved for 1 HRCI credit.
	Linking Performance Management and Total Rewards Successfully in a Shifting Economy
	The key to any organization’s success is its people. In order to concentrate incentives and rewards where they are most deserved, organizations need to utilize performance management plans to standardize the methods by which they measure and scale performance and payouts across the organization. In this session, you’ll: Identify the characteristics of top performers Learn how to recruit and retain top talent through alternative methods of rewards & recognition Set employee goals based on established standards Measure those goals over time Communicate results to the employee population Discover ways to deal with non-performers to ensure a culture of high performance Speaker: Todd Averett, VP of Corporate HR, Collective Brands (parent company to Payless Shoe Source, Performance & Lifestyle and Collective Licensing) HRCI Credits: This session has been approved for 1 HRCI credit.
	Winning and Embracing Top Talent on a Limited Budget
	Learn best practices for benchmarking your compensation levels and proactively establishing a competitive advantage in the market The economic downturn has created hardships and impacted salaries across all industries. As we look to the future, we are beginning to see an improvement in the economy but are still uncertain of how things will change and at what rate. This session will review how to: Balance your pay structure in order to be competitive in the market Attract talent through competitive but not overpriced salaries Analyze current base salary increases/bonuses Adjust salaries where necessary to highlight top performers and alleviate potential dissatisfaction to retain top talent Speaker: Rick Olivieri, President, Bay Area Compensation Association HRCI Credits: This session has been approved for 1 HRCI credit.
	Employee Engagement through Rewards and Recognition
	The turbulent landscape of the current economy has left business leaders unsure about what employee recognition programs are needed to sustain top talent. Many organizations are so focused on their downsized workforce, salary/benefit freezes and an array of uncertainty that they do not realize the low-cost, high-impact recognition and rewards programs have. Rewards & recognition programs are becoming even more critical components to stabilizing the workforce and providing encouragement and motivation for employees. In this session, you’ll learn how to: Coordinate engagement strategies with the overall business vision Increasing employee satisfaction by implementing low-cost, innovative employee engagement programs Creating a total employee engagement culture within the organization Panelists: Alan Momeyer, Vice President of Human Resources, Loews Corporation Jenilee Deal, Vice President of Human Resources, Bailard, Inc. Karl Weiss, Manager, Recognition and Culture, Eddie Bauer HRCI Credits: This session has been approved for 1 HRCI credit.
	Pay for Performance: Is it Right for Your Organization?
	As the economy begins to recover, the global talent shortage continues to loom. While employers ask more from their employees, they run the risk of putting employee stress, health and turnover at higher risk. Organizations should be looking after the well-being of their key talent and can improve their productivity and motivation by aligning individual performance to corporate goals. By giving employees a “piece of the pie”, via profit sharing, performance-based incentives and the like; it creates a greater connection between employee and employer—thus resulting in increased productivity. This panel discussion will review: Determining if pay for performance is right for your company How to determine what the target goals will be that should be rewarded Deciding what compensation levers to use to reward performance Identifying the challenges to implementing more pay for performance Panelists: Ann Bares, Founder & Editor, Compensation Café, Author, Compensation Force Frank Wagner, Director, Compensation & Benefits, Google Nick Scobbo, Vice President of HR Shared Services, Houghton Mifflin Harcourt HRCI Credits: This session has been approved for 1 HRCI credit.
	The Employee Value Proposition and Total Rewards: A Practical Approach to Workforce Engagement
	To truly invest in an employee population, an organization needs to be connected with and engage their workforce in order to promote not only a healthy work environment but a corporate culture that is desirable and well-received by its people. Studies show that an engaged workforce that feels more connected to its organization is more likely to be loyal and remain with a company through tough times. In this session, you will learn how to: Explore the aftermath of a down economy and how to manage and build your total rewards strategies Develop a comprehensive approach to engagement within your organization through total rewards programs Restore your organization’s employment brand Communicate your total rewards program proactively Speaker: Charity Spinks, Former Director of Culture & Communications, The SCOOTER Store HRCI Credits: This session has been approved for 1 HRCI credit.
	Communicating Your Total Rewards Strategies With Employees
	The downturn in the economy has highlighted the significance of total rewards for employees, while at the same time downshifting expectations. There is now a shift in thinking from how much you are making in terms of pay or benefits to more of a "value" factor, how is your total rewards package adding value to your own life. Total Rewards, for the most part now, focus on a personal impact – how to optimize employee motivation, recognition and satisfaction, while rewarding and recognizing the merit of your talent’s contribution to the organization. In this session, participants will learn how to: Interact with your employees to better understand their needs Communicate effectively so that the message to employees reflects their needs and does not appear to be self serving to the organization Effectively raise awareness of total rewards strategies with employees so they buy-into the organizational initiatives Recognize the accomplishments of the employment relationship and acknowledge features of the relationship that add value to the organizational productivity Develop a brand around your total rewards message such as what the reward is, how to utilize it, so the message is repetitive and becomes familiar Adapt to company culture and the compensation philosophy of the organization while understanding employees’ country culture Speaker: Ashwini Mokashi, Senior Compensation & Benefits Analyst, PharmaNet Development Group, Inc. HRCI Credits: This session has been approved for 1 HRCI credit.
	Assessing the Impact and ROI of Your Reward Strategy
	In today’s challenging competitive economy, companies must achieve maximum return on investment. By identifying clear and measurable goals and setting rewards accordingly, organizations can boost performance and increase their competitive advantage. This session will discuss: Identifying what metrics currently are in place and if they are effective Using technology to assess your rewards and recognition programs Determining if the program presents a viable value proposition for your employees and organization Establishing a process for performance tracking via reporting tools and employee feedback, surveys Discovering what data will be needed to report to measure success against organizational objectives Linking the reward program success with business goals to determine ROI Speaker: Dow Scott, Ph.D., Professor of Human Resources and Industrial Relations, School of Business Administration, Loyola University Chicago HRCI Credits: This session has been approved for 1 HRCI credit.
	Implementing Global Reward Strategy: A Practical Framework
	Harmonizing compensation and rewards within the global workplace To maximize the impact of global compensation and rewards programs within an organization, it is critical for companies to access and evaluate current programs. When reviewing program design, global and local practices must be considered in streamlining organizational offerings for success. This webinar will review case studies of compensation and reward programs reviews with consideration for a global framework. How to evaluate current compensation and rewards initiatives for globalization Designing a plan-of-action to streamline initiatives Case study of how to globalize/localize programs Speaker: Sharon Sizgorich Stauts, HR Consultant of Global Rewards, Unisys Corporation HRCI Credits: This session has been approved for 1 HRCI credit.
	Compensation Analytics—Numbers, Statistics and Messaging
	Responsible for one of the primary expenses in an organization, it is important that compensation professionals are able to provide guidance to their managers regarding the judicious use of limited salary budgets by maximizing the value associated with these expenses. Comparative Ratios, internal salary equity studies, performance-based incentives, market pricing and other key compensation activities provide critical management data for decision making; this session will review the use of these statistics so that the interpretation has meaning and provides an action plan. In this session, Hurst will address: Determining what to measure and why Implementing tools, such as surveys, to help acquire information for the analysis Interpreting the data to gauge the performance of your program Identifying if the expected outcomes come to fruition or not Understanding how metrics help measure the ROI of your organization''s performance Determining if the opportunities to measure performance are missed Speaker: Carol L. Hurst, Director, Compensation & Analytics, Office of Human Resources, Arizona State University HRCI Credits: This session has been approved for 1 HRCI credit.

Act Early... Register Now!

Claim Your Free Bonuses and Earn HRCI Credits!
Back to Top

To further sweeten this offer, you'll be provided valuable bonuses that you can apply toward your HRCI accreditation. These business-building materials are yours for FREE, just by signing up for Compensation & Rewards Summit 2011.

Bonus
Material #1

Webinar: Managing the Risks Around Total Rewards

In this complimentary webinar, Charles Cotton will discuss how reward and HR professionals can go about identifying the risks that exist in their reward system, how they can evaluate the impact that these risks could have if the risk occurred, and how they can mitigate or manage these risks. Additionally, Cotton will discuss a research project CIPD conducted that outlined the widespread concerns about the role of rewards, especially bonuses, in encouraging the wrong type of behaviors and performances and so contributing to the financial crisis.

Speaker:
Charles Cotton, Performance and Reward Advisor
The Chartered Institute of Personnel and Development (CIPD)

HRCI Credits:
This session has been approved for 1 HRCI credit.

FAQ's
Back to Top

Will the PowerPoints be available?
All registrants will receive a PDF copy of the PowerPoints prior to each session.
When can we get the bonus materials?
Bonus materials are distributed upon registration. You will receive a confirmation letter containing this content.
Where is the event?
The event is located from the comforts of your home or office. No hassle of travel or accommodation expenses.
How long is each session?
Each session is 1 hour in length.
How do you ask questions during the sessions?
For on-demand sessions, questions are not available for submission however you may visit our interactive LinkedIn Group for this event and catch up on anything you might have missed and ask questions of the speakers and your fellow peers.
Can I just buy certain sessions without purchasing the whole event?
Individual session sales are not available. The all-access pass gives you admittance to all 16 sessions plus all additional bonus materials.
What if I have technical questions or any other type of questions, who do I contact?
Should you have any technical difficulties or any questions about the event, you may send an email to customer support at customerservice@humanresourcesiq.com or call us at 877-711-2986 and we will respond immediately to your inquiry.

How to Register
Back to Top

Now, without the hassle of travel, hotel and the many other costs you accrue when attending a conference, you can sit back, relax in the comforts of your home or office, log on and attend a world-class event without digging into your pockets.

This 100% online event is stacked with stellar compensation and rewards experts that will share step-by-step approaches and in depth discussions on how to retain and engage your top talent while driving business performance.

The on-demand registration fee for this event is $99 for all 16 on-demand sessions, plus all additional bonus materials!

But wait!

Isn't it time you step up your compensation & rewards strategies?
Back to Top

Yes! And you can achieve success by learning from the best of the best.

Learn what the most successful compensation, rewards and HR pros do and follow in their footsteps.

Don't miss this unique opportunity to really show your employees you care, while making your organization a success in today's competitive marketplace!

Act now—and register yourself—and a team of key people today!

Katherine Mehr
Director, Online Education, Human Resources IQ

P.S. This event can help you surpass your competitors by implementing a solid compensation and rewards strategy proven to increase your organizational performance. Don't miss this great opportunity.

Register for this Webinar Series

Pricing	Early Bird Savings Register by December 24, 2010	Standard Price Register After December 24, 2010	Post Event On-Demand Price
All Access: Includes 16 Webinar Sessions	(save $200) $300	$500	$99

All fields are required.

First Name		Last Name
Address		2nd Address
City		State
Zip		Country
Email		Phone
Job Title		Company

Payment Policy: Payment is due in full at the time of registration. Your registration will not be confirmed until payment is received and may be subject to cancellation. Discounts cannot be combined and do not apply to registrations that have already been processed.

For IQPC’s Cancellation, Postponement and Substitution Policy, please visit
www.iqpc.com/cancellation

©2012 IQPC. All Rights Reserved. Use of this site constitutes acceptance of our Privacy Policy. The format, design, content and arrangement of this site constitute a trademark of IQPC. Unauthorized reproduction will be actionable under the Lanham Act and common law principles. By registering for this event you will become a member of Human Resources IQ.

About the Organizer:

Human Resources IQ is a vertical market social media website designed for sharing solutions between and among practicing professionals in the fields of HR and training. We are a subsidiary of IQPC, one of the world's largest, fastest-growing conference/trade show companies.

By virtue of this close connection—this day-in, day-out working contact with IQPC conference producers, researchers and literally thousands of HR/Training professionals—Human Resources IQ is an amazingly well informed source for enabling you to increase individual and organizational productivity.

Sponsors:

Event Highlights
Let's Look at the Facts
Agenda
Meet Your Speakers
HRCI Credits
Bonus Section
FAQ’s
How to Register
Isn't it time?
Pricing
Register Today

FRANK WAGNER

Google

Frank Wagner is the head of Compensation for Google and has managed the function since he joined the company in 2007. Prior to Google, Frank was a principal and compensation consultant at Hewitt Associates for over 20 years, where he specialized in both executive and broad-based employee compensation.

Frank has a BS in Business Administration with Highest Honors, and a MBA in Finance from the University of California, Berkeley.

Speaking on: Pay for Performance: Is it Right for Your Organization?

CHARITY SPINKS

The SCOOTER Store

As former Director of Culture and Communications for The SCOOTER Store, Charity Spinks has a decade of experience working with executives to create a highly engaged workforce using fun and exciting techniques to communicate corporate strategies and goals.

During her time at The SCOOTER Store the company was twice named as one of America's best places to work by Fortune Magazine and named by Inc. Magazine as one of America's Fastest Growing Private companies for five consecutive years. In 2010, Charity received an Award of Excellence in employee-ownership communication from the ESOP Association.

Speaking on: The Employee Value Proposition and Total Rewards: A Practical Approach to Workforce Engagement

COREY HELLER

Baptist Health South Florida

Corey Heller is Corporate Vice President and Chief Human Resources Officer for Baptist Health South Florida. Corey is responsible for overseeing all human resource functions, including talent management, recruitment, retention, benefits, compensation, HR operations and organizational effectiveness. Prior to joining Baptist Health, Corey held executive HR positions at Computer Sciences Raytheon, The Hartford Financial Services, LexisNexis, Cisco Systems and various divisions of PepsiCo. At the Australian-based Brambles Industries Limited, Cory was responsible for strategic HR initiatives in Europe, Asia, Africa and the Americas. He holds certification as a Senior Professional Human Resources executive and is a Certified Compensation Professional.

Speaking on: Linking Compensation & Rewards to Your Talent Strategy

CONNIE PRICE

Fox Networks Group

Connie Price is the Vice President, Compensation for Fox Networks Group. She has over 20 years of human resources experience in various roles but primarily in the Benefits and Compensation specialty. In her current role with Fox Networks, she is responsible for the development and administration of base and variable pay programs that support talent acquisition and retention goals. Prior to this role, Connie worked for US Sales Corporation in Compensation and Benefits where a number of successful reward programs were launched. Connie’s background includes sales compensation, employee communications, broad-based employee rewards, performance management, merger and acquisitions due diligence and executive compensation.

She has earned the Certified Compensation Professional (CCP) designation, is a member of the Cable and Telecommunications Human Resources Association (CTHRA) and WorldatWork. She holds an MBA in HR Management from National University.

Speaking on: Key Steps to Developing a Strategic Reward Program

KIRK ULRICH

ACS, a Xerox Company

Kirk Ulrich is the head of Compensation for ACS, a Xerox Company, and has managed the function since 2007. He has 11 years experience in various compensation roles, including positions with EDS and Northrop Grumman. Kirk's areas of expertise include performance management, fixed and variable pay, market intelligence, and global job structures/career paths. He has a Master’s degree in Human Resource Management from Texas A&M University.

Speaking on: Developing a Compensation Strategy That Works!

ANGIE KELLER

Cox Communications

Angie Keller is the Executive Director, Worklife Analyst & Rewards for Cox Communications. She has over 20 years of human resources experience gained through a variety of corporate leadership and consulting roles in companies such as Cox Communications, Georgia-Pacific, Equifax, Unisource Worldwide and Hay Management Consultants. She holds an M.B.A. from Kennesaw University and a B.S. from Auburn University. She has also earned the Certified Compensation Professional (CCP) designation. Angie is a member of WorldatWork, Atlanta Area Compensation Association (AACA), Georgia 100 and the Cable and Telecommunications Human Resources Association (CTHRA).

Angie's background includes workforce strategy, performance management, sales compensation, executive compensation, broad-based employee rewards, work-life, HR communication, HR information systems and merger and acquisition change management.

Speaking on: Linking Compensation & Rewards to Your Talent Strategy

SHARON SIZGORICH STAUTS

Unisys Corporation

Sharon (Sizgorich) Stauts, SPHR, is an HR Consultant at Unisys Corporation and serves on the board for the Southeastern PA Society for Human Resources Management. At Unisys, she is developing her global HR experience through the roles in the recruiting department and the newly formed HR consulting practice where she supports compensation, benefits and global rewards.

Sharon is a graduate of St. Francis College (PA) with a BS in Psychology and a MA in Human Resource Management/Industrial Relations. While completing her masters, Sharon gained experience in benefits, benchmarking, safety, employment & payroll.

Speaking on: Implementing Global Reward Strategy: A Practical Framework

ALAN MOMEYER

Loews Corporation

Alan Momeyer is Vice President of Human Resources for Loews Corporation. He is responsible for overall strategy and management of the human resource function for the New York-based diversified corporation consisting of Loews Hotels, CNA Insurance, Diamond Offshore Corporation, Boardwalk Pipelines and HighMount Exploration and Production. Alan has been with Loews since 1980. He is the author of numerous articles on personnel management.

Speaking on: Employee Engagement through Rewards and Recognition

JANET DULIGA

Sunglass Hut

Janet Duliga has served as the Vice President of Human Resources for Sunglass Hut and the Luxury Retail Group at Luxottica Retail North America since early 2010.

Prior to Luxottica Retail, Janet served as Senior Director of Human Resources for Pacific Sunwear of California, Inc. since 2007. In addition to her previous work as an employment attorney, she has held leadership positions in employee relations and as legal counsel with The Wet Seal, Inc. and Nordstrom, Inc., both in Southern California.

Speaking on: Alternatives to Pay Raises: Innovative Initiatives for Rewards & Compensation

NICK SCOBBO

Houghton Mifflin Harcourt

Nick Scobbo is the Vice President of HR Shared Services for Houghton Mifflin Harcourt (HMH). Prior to joining HMH, Nick most recently worked as a senior associate at Mercer in the HR Effectiveness practice. Preceding his time at Mercer, Nick spent over five years working as a compensation and HRIS analyst at The MITRE Corporation, a perennial on the Fortune list of the 100 Best Companies to Work for.

Nick has been published as a chapter author in "On Staffing: Advice and Perspectives from HR Leaders" (Wiley) and has also co-lead the HR-XML Consortium's Resume 2.0 project.

Speaking on: Pay for Performance: Is it Right for Your Organization?

BRIT WITTMAN

Intel Corporation

Brit Wittman leads a global team responsible for the design, implementation and administration of all variable, equity and executive compensation programs for the 80,000+ employees of Intel. Additionally, Brit is responsible for the relationship with the Compensation Committee of the Board of Directors.

Prior to joining Intel in 2008, Brit was the Director of Executive Compensation for Dell, Inc. During his tenure at Dell, Brit was integral in shaping the HR strategies required to ameliorate the impact to the 80,000+ employees that resulted when the company failed to remain current in its regulatory filings with the SEC. Prior to Dell, Brit held similar positions at Cisco Systems, Lucent Technologies and AT&T Corp.

Brit is a member of the faculty for WorldatWork. He has served as the Chairman of the WorldatWork Executive Rewards Advisory Board and is a former Board member of the National Center for Employee Ownership.

Speaking on: Recovering from the Recession: Implementing Compensation & Rewards Programs that Fit Your Organization

KARL WEISS

Eddie Bauer

As the Manager of Recognition and Culture, Karl Weiss is responsible for developing programs that support the Eddie Bauer culture and engage the workforce. These programs run the gamut from outdoor events and activities to content rich websites to support the employment brand. In addition, he focuses his efforts on Eddie Bauer's recognition programs: the Clipped In Program and Best of Bauer. Other projects and initiatives that he develops and supports help create an active, outdoor oriented culture.

One of his focuses recently has been on making sure that the programs and services that Eddie Bauer offers serve the diverse population of Eddie Bauer associates across the U.S. and Canada. Karl has been with Eddie Bauer for over 21 years.

Speaking on: Employee Engagement through Rewards and Recognition

SHANE COBB

Confluence Watersports

Shane Cobb is VP, Human Resources for Confluence Watersports, the world's largest kayak manufacturer. Confluence kayaks and canoes are marketed under the Wilderness Systems, Mad River, WaveSport, Dagger, Perception brands. Shane leads the HR and IT organizations and is responsible for developing compensation, benefit and worklife strategies that support employee engagement and retention. Prior to joining Confluence, he held senior HR positions at Baker & Taylor, Dixon Ticonderoga and Wyndham Hotels. He has a Master’s degree in OD from Texas Tech University. He is known for his ability to help companies change – through their people.

Speaking on: Recovering from the Recession: Implementing Compensation & Rewards Programs that Fit Your Organization

Alternatives to Pay Raises: Innovative Initiatives for Rewards & Compensation

TODD AVERETT

Collective Brands

Todd Averett is the VP for Corporate Human Resources at Collective Brands, Inc, the parent company to Payless Shoe Source, Performance & Lifestyle and Collective Licensing. Todd leads the HR team that provides HR support to the Corporate Office, Distribution Centers, New York Design Center, and the Asia Sourcing organizations. Prior to this role, Todd has held leadership positions within Collective Brands in stores human resources department, learning and development, executive development, distribution centers, organization development, and compensation and benefits. He has a Master's degree in organizational behavior from Brigham Young University. His passion is helping leaders and teams develop and execute strategies to attract, develop and retain top talent.

Speaking on: Linking Performance Management and Total Rewards Successfully in a Shifting Economy

JEFF GILL

Valerus

Over the past 25 years, Jeff has focused on a singular goal: to help organizations maximize shareholder value by building the most engaged, committed and fully developed workforce aligned to achieve business strategy. He has acquired this capability while serving in key learning and development roles at Valerus, Coca-Cola, Frito-Lay and Clorox. In November 2009 the learning and development organization for Waste Management was recognized by the International Productivity and Quality Center for "Corporate University, Best in Class – New Start Up University."

Speaking on: Linking Compensation & Rewards to Your Talent Strategy

MANDI SUSMAN

The Metropolitan Museum of Art

Mandi Susman, CCP, is the Senior Compensation and Employment Analyst for The Metropolitan Museum of Art. She is responsible for compensation analysis, long-term planning for the HR department, recruiting and preparing all the materials for Compensation Committee meetings. Prior to joining the Museum, Mandi spent almost four years in corporate compensation at IBM. During her tenure at IBM, Mandi was project manager for the cross-functional team charged with interpreting and implementing the new SEC proxy statement rules, then supporting the Global Business Services unit. Prior to joining IBM, Mandi spent seven years as a compensation consultant for PricewaterhouseCoopers, specializing in designing compensation programs for a variety of clients including not-for-profit, high tech and financial services.

Speaking on: Linking Compensation & Rewards to Your Talent Strategy

JENILEE DEAL

Bailard, Inc.

Jenilee B. Deal is the Vice President of Human Resources at Bailard, Inc., where she is responsible for the Human Resources function. She is responsible for recruiting, orientation and onboarding, performance management, training and development, employee relations and communications, compliance, safety, benefits administration, payroll, and company insurance. In addition, Jenilee is the Secretary of the Board of Directors and corporate stock transfer agent.

Bailard is a national "Top Small Workplace" (awarded in 2009 by The Wall Street Journal and Winning Workplaces), and a "Bay Area Top Workplace" (awarded in 2010 by BayAreaNewsGroup).

Speaking on: Employee Engagement through Rewards and Recognition

ASHWINI MOKASHI

PharmaNet Development Group, Inc.

Ashwini Mokashi is the Senior Compensation & Benefits Analyst for PharmaNet Development Group, Inc. Her previous experience has been with Johnson and Johnson, Cendant, Travelport and American Express. She has worked in various areas of compensation over the last ten years.

Ashwini has a Master’s degree in HR from Rutgers University and a Ph.D. in Philosophy from Pune University in India.

Speaking on: Communicating Your Total Rewards Strategies With Employees

DAVID LEWIN

UCLA Anderson School of Management

David Lewin, Ph.D., is the Neil H. Jacoby Professor of Management, Human Resources and Organizational Behavior at the UCLA Anderson School of Management. A specialist in human resource management and industrial relations, Professor Lewin has published 20 books and more than 150 articles. Among his recent books are International Perspectives and Challenges in Human Resource Management, Human Resource Management: An Economic Approach, The Human Resource Management Handbook, Contemporary Issues in Employment Relations, Advances in Industrial and Labor Relations, Volume 17, and The Oxford Handbook of Participation in Organizations. Prior to joining UCLA in 1990, he was Professor, Director of the Ph.D. Program, Director of the Human Resources Research Center, and Director of the Senior Executive Program at the Columbia University Graduate School of Business.

Speaking on: Keynote: What Your Business Needs to Know About Compensation, Rewards and Recognition in a Recovering Economy

CAROL HURST

Arizona State University

Carol Hurst is the Director, Compensation for Arizona State University. In this role, she is responsible for directing the development and administration of the University's Compensation and Classification Program for over 10,000 staff. Prior to joining ASU, Hurst held various senior leadership positions with responsibility for total compensation and reward programs involving base, incentive, deferred and sales components and has been the Project Manager of several successful HRIS/ERP implementations. Additionally, as vice president for a compensation consulting firm located in the local metropolitan Phoenix area, she has completed numerous classification and compensation studies of other institutions of higher education, state, city, tribal and county entities nationwide as well as developed and implemented custom job evaluation systems. Her professional experience spans 25 years across multiple industries in both not-for-profit and for profit organizations.

Hurst currently is an Officer of the Arizona Total Rewards Association and serves as Treasurer.

Speaking on: Compensation Analytics—Numbers, Statistics and Messaging

DOW SCOTT

Loyola University Chicago

Dr. Dow Scott is a Professor of Human Resources in the Graduate School of Business and the Institute of Human Resources and Employment Relations at Loyola University Chicago. Dr. Scott specializes in compensation, incentive pay and high performance organizations. He has over 100 publications which include his book Incentive Pay: Creating a Competitive Advantage and articles on pay communications, rewards and engagement, alignment of reward programs with business strategy, variable pay and evaluating reward programs. His current research is focused on global reward programs; specifically pay fairness from a multi-country and culture perspective.

Speaking on: Assessing the Impact and ROI of Your Reward Strategy

TOM MILLER

Recognition Council

Tom Miller is a founding member of the Recognition Council strategic industry group within the Incentive Marketing Association (IMA), where he currently is a member and a trustee of the Forum for People Performance Management and Measurement. He is a member of the Recognition Professionals International and has served as a board member since 2005. He is the immediate past president and is a member of the executive committee as well.

Tom founded The Miller Company in 1992. While leading The Miller Company's rapid growth, Tom has maintained a passion for staying on the front edge of industry trends such as internal branding, the creation of recognition systems, the development of peer-to-peer recognition programs and the use of recognition and rewards systems to drive employee engagement.

Speaking on: Recovering from the Recession: Implementing Compensation & Rewards Programs that Fit Your Organization

Alternatives to Pay Raises: Innovative Initiatives for Rewards & Compensation

RICK OLIVIERI

Bay Area Compensation Association

Rick Olivieri has 25 years experience in the compensation field, working on performance management, salary, incentive, stock, sales, international, and executive compensation programs. Rick has been quoted in the New York Times, CFO Magazine and HR Executive Magazine, and currently operates a membership website for compensation and human resources professionals called Compensation Connection. He has been President of the Bay Area Compensation Association (BACA) for over 15 years. Rick teaches compensation at UC Berkeley Extension and has a Masters degree in Industrial and Labor Relations.

Speaking on: Winning and Embracing Top Talent on a Limited Budget

ANN BARES

Compensation Café

Ann is the author of Compensation Force, the highest rated compensation blog on the web, and also Founder and Editor of the Compensation Café, a multi-contributor blog that covers a range of topics related to employee rewards.

She is the Managing Partner of Altura Consulting Group and has more than 20 years of experience consulting with organizations in the areas of compensation and performance management.

Speaking on: Pay for Performance: Is it Right for Your Organization?

LANCE BERGER

Lance A. Berger & Associates, Ltd.

Lance Berger the author of eight books including his most recent: The Compensation Handbook, The Talent Management Handbook, The Change Management Handbook, Reengineering the Corporation: Leading Growth from Within, and Management Wisdom from the New York Yankees' Dynasty: What Every Manager Can Learn from a Legendary Team's 80 Year Winning Streak.

Additionally, Lance is the Managing Partner of Lance A. Berger & Associates, Ltd., a management consulting firm he founded in 1991. His firm specializes in the areas of talent management, compensation, and change management.

Speaking on: Aligning Your Compensation and Talent Management Strategy with Business Priorities

CHARLES COTTON

The Chartered Institute of Personnel and Development

Charles Cotton is a Performance and Reward Advisor for The Chartered Institute of Personnel and Development (CIPD)

Charles recently led: research into the underlying links between reward and recognition and delivering excellent customer service (with the Institute of Customer Service); the creation of a good practice guide on communicating pensions; the production of briefings on employee share plans (with Hewitt), reward and diversity and flexible benefits (with Mercer); a study on how employers can help improve their employees’ understanding of their personal finances; research into how front line managers make and communicate reward decisions to their employees; and an investigation of how employers manage the risks around reward.

He is currently examining the business case for pensions in the private sector (with BlackRock) and the links between reward and the employer branding (with Mercer) and executive pay.

Free Bonus Webinar with Registration: Managing the Risks Around Total Rewards

NAOMI BREZI

RAZR Marketing

Naomi Brezi brings more than 15 years of experience in the incentive, performance marketing and employee recognition industry to her role as a VP of sales at RAZR Marketing. In this role, Naomi helps clients find solutions to their marketing challenges and create lasting relationships with companies and organizations. Naomi came to RAZR from an incentive and recognition company where she ranked as the highest grossing sales person. Throughout her career, Naomi successfully formed partnerships with companies across the globe—including MGM Studios, Coca Cola, AT&T, Kraft, Sony and Mercedes-Benz.

Speaking on: Key Steps to Developing a Strategic Reward Program

This program has
been approved
for 17 recertification
credit hours through
the Human Resource
Certification Institute (HRCI). For more
information about certification or
recertification, please visit the HRCI
homepage at www.hrci.org