Culture is top-of-mind for HR leaders across the Dallas-Ft. Worth region. So, when you’re tasked with strengthening culture, where do you begin? At Yum! Restaurants International, the answer didn’t come from a think tank or focus group — it came straight from the workforce itself. In this candid session, Chief People Officer Misty Reich shares an inspirational story of transforming the corporate culture at Yum! into something even more real by using internal touch points. She will detail how her team heard straight from employees what it’s like to work in the culture in one division and how that then became the model for a bona fide global cultural renovation. Because when the strategy to active culture is focused on credibility, it resonates throughout the organization with an unmatched authenticity.

Every HR leader has heard it before — it’s imperative to prove the value of the HR function, and you can use metrics and analytics to do it. But who’s taking that knowledge a step further and actually doing it well? Enter the HR data team at Devon Energy Corporation. They use a quantitative approach in understanding how to best support the organization from a human capital perspective. Now they’re showing how HR strategy can tie to the company strategy, using HR initiatives to bring valuable metrics to the table. What’s more, they’re also using analytics for a forward-thinking approach to help the business predict its own future. Join David Eberhardt and Jason George in this session for a closer look at their methods and what you can glean from their data approach to
impact your own business.

Each year, members of Generation Y comprise a higher percentage of our workforce, obtain greater purchasing power and continue to influence social movements. Numbering more than 80 million in the U.S., their distinct attitudes and behaviors reflect the social forces that shape their lives and
shift how they aspire to achieve — and ultimately define — success. Companies and institutions that seek to manage this generation as employees and engage them as customers must work toward a better understanding of their aspirations. Jamie Gutfreund will provide context around this generation’s most critical developments with examples that provide new ways of aligning your organization’s thinking with these emerging trends and social developments.

Succession planning is vital to the future success of every organization, yet most CHROs are still working to refine it to maximize the impact on their business. Whether you are working to take your succession plan to the next level or are looking for best practice tips to create a more robust plan, this executive boardroom discussion is for you. The discussion will include focusing on reducing the cycle time of succession planning, developing a strong bench, and creating talent pools to fi ll voids in critical roles and complex organization. Come ready to share your succession planning experiences and gain an in-depth understanding of what works well for others. By collectively addressing these challenges, CHROs in attendance can add an unmatched agility to the overall talent management strategy in their organizations.

As the role of the CHRO evolves into that of a more strategic business partner, the time is now to boost your influence by understanding what’s possible with today’s cloud, mobile and social technologies. That requires lock-step alignment between your business strategy, HR strategy, and enabling technology to ensure your HR function is agile enough to support the ever-changing world of business. Join us for a candid conversation on the many forces reshaping HR technology today, and into the future.

Discovery topics:
• Delivering talent management intelligence
• Creating a modern service delivery model
• Understanding an evolving workforce with new expectations

When it comes to business, change is the only thing that’s constant, so HR leaders must be prepared to innovate in a number of ways. Culture is certainly one of those ever-evolving focus areas — even a strong, legacy culture needs to be nurtured. Chris Willis and his team at Interstate Batteries are working on a plan to further strengthen the brand and meaning behind this 60-year-old company, taking the culture on a journey of transformation. They’ll describe how they built the culture to where it is now, why it must evolve, and the plan moving forward to reach the end goal. It takes courage to approach a cultural evolution like this; but fear not, change is inevitable, and it will only further cement the value of those HR leaders brave enough to take on the challenge.

Technology touches every part of our daily lives, and the risks to information resources, security and privacy escalate with each technological advancement. But the fundamental issues we face continue to be human: the interface between the chair and the keyboard. Consumers continue to devalue privacy for the sake of convenience, as IT workers and information security professionals scramble to support their organization’s technology and security needs. So how does human resources factor into this complex equation? This session with the CISO for the State of Texas explores not only how to provide awareness, understanding and knowledge to the consumers of technology within an organization, but also how to approach those human capital issues facing the IT industry as you work to provide a competent, capable IT workforce of the future.

Expectations from a new generation of employees are fundamentally changing the nature of work. Organizations have an opportunity to fully engage this new demographic and separate themselves from their competition to attract and retain the best talent. This presentation will address the presence of new and emerging technology in the workforce to drive engagement and deliver business-relevant analytics for collaborative, real time decisions. The emergence of social collaborative software also allows for new innovative results between customers and employees. Join your peers to learn how to take social collaboration from an idea to a business strategy.

The right preparation can make or break a leadership transition. Leaders who move into higher leadership roles often realize their existing approaches and skills are not enough. To be successful, they need to raise their game. Research shows there are quantifiable differences by leadership level. It is imperative organizations address motivators, experiences, competencies, and styles at each stage of a leader’s transition. Here the focus will be on experience gained in working with global companies to develop leaders at all levels to meet business demands, including:
• Factors that influence differences between leadership levels
• Four types of leadership attributes that vary by level
• Indicators of derailers for transitioning leaders

A number of challenges are piling up on the CHRO’s plate when it comes to healthcare — increasing costs, changes thanks to government reform, and an increasingly complex system of benefits. As a result, organizations across the country are readying for change and preparing to strategically communicate that change to employees. Now is the time to come together as an HR community to discuss strategies and best practices, ensuring the path your organization is on to improved healthcare strategies is the right one. Join this executive boardroom discussion for a high-level talk about what you’re doing, your peers’ approach to healthcare, and what you can learn from the experts at ADP when it comes to managing the most successful strategy for your organization.

The economy is on the mend. Business may soon be booming. Now is the time for CHROs to be ready for change and well-equipped to support their organizations in times of growth. This requires a focus on talent — fi nding it, developing it and retaining it. When it comes to a creative talent management approach, Mike Williams, VP of human resources at Trinity Industries, Inc., is partnering with SuccessFactors, getting the job done one welder at a time. In this session, hear about the impact HR can have on business from an expert leader. The focus here — sourcing and recruiting, orientation, diversity, training and development, and social media — all rolled into one giant plan to transform the workplace and breathe new life into an existing culture.

Great leaders rarely happen. Most leaders are developed, and it takes a multi-pronged, scalable approach to get the job done right. Add coaching into the mix, and you’ve got the glue to hold a leadership development program together, an innovative approach, in this case, for the healthcare industry. Join Bill Behrendt, and Suzanne Farmer, for an in-depth executive discussion about their leadership development strategy and the data they’re using to back up its effectiveness. From providing forums for practical leadership application and visibility to how coaching runs through all phases of their program, walk away with ideas to take your own leadership development approach to the next level.

The link between talent and business performance has never been stronger and many companies are changing their talent management strategies to gain a competitive advantage. While improving the efficiency of individual processes is a good first step, true success comes from executing strategies that are based on holistic views of talent across all your processes. Join Mike Bollinger to explore the latest human capital management trends and how successful HR leaders are leveraging talent management.

Session discovery topics:
• How to connect talent management data to your business performance
• Design and execute more effective strategies for hiring, developing, and rewarding
• Leverage performance management, feedback, development and career planning to attract and retain great talent

Human capital management objectives set goals for the acquisition, onboarding, development and engagement of talent in any organization. These business goals are set to help plan for future talent needs and integrate workforce and talent initiatives, but do these goals incorporate your company’s values? The future of talent management will be driven by the need for talent; however, today the labor pool is smaller, untrained and inexperienced, and the workforce is constantly changing. Join this session for a conversation about what drives and derails the processes established to accomplish human capital objectives. Uncover the challenges in making these processes more effective through the use of technology, as well as the challenges in making better business using big data to drive success.

Culture: it’s what brings the right talent in and keeps people in place. But what happens when M&A becomes part of the equation? It’s up to the executive leadership team to pull through and protect the heart and soul of the organization on the other side of such massive change. Jean Lee, SVP of HR at Safety-Kleen, and her former president and CEO, Bob Craycraft, are experiencing such a change firsthand, and in this session they will highlight their strategy to keep a vibrant culture intact. Walk away with tips to better partner with your CEO to create a strong culture, as well as sustain the culture through significant organizational change.