Friday, October 11

7:30 am - 8:30 am — Networking Breakfast

8:30 am - 9:30 am — Concurrent Workshops

F01) Healthy Leaders, Healthy Employees: Your C-Suite’s Wellness Program Starts Today! (Presentation)

Total Rewards of the Future - Approved for 1.0 General Credit

Join nationally-published author and wellness strategist M. Nicole Nazzaro for a talk on creating a compelling case for the value of a wellness culture in your business. We’ll examine the steps your C-suite leaders can take today to start or further support that healthy culture. Whether your company is small or large, centrally located or with a far-flung employee base, you'll come away with tools for creating wellness initiatives that fit your company culture and create measurable value. You'll hear success stories, receive an eBook with additional resources for creating a corporate wellness culture, and you might just win a prize! Nicole's presentation combines valuable information with inspiration, good humor and a healthy dose of fun that will help bring your company's wellness culture - and your own as well - to the next level.

M. Nicole Nazzaro, Principal, The Wellness Playbook, Bellevue, Washington

F02) Quiet Cultivation: Identifying Introverted Leaders (Presentation)

Talent Acquisition & Development of the Future - Approved for 1.0 General Credit

As HR Professionals, you are charged with finding the next generation of leaders for your organization. This includes identifying potential leaders that represent a variety of personalities and styles. Sometimes, that’s not as easy as it would appear; the people best at self-promotion – extroverts – vastly outnumber their quieter yet highly capable introvert counterparts when it comes to being in prominent leadership roles. In fact, a recent Harvard study found that 96% of major corporations were led by extroverts! Knowing how to identify potential leaders and cultivate their abilities is a critical skill for HR success. This class will teach you and your employees how to determine who the potential leaders are within the organization, whether they are ready to assume the mantle of leadership, and ways to develop leadership opportunities that are appealing to introverts.

Andrea Ballard, SPHR, HR Consultant and Career Coach, Expecting Change LLC, Olympia, Washington

Beth Buelow, ACC, CPC, Owner, Introvert Entrepreneur, Tacoma, Washington

F03) Changing People Who Don't Want to Change (Presentation)

Strategic Business Management & Organizational Effectiveness of the Future - Approved for 1.0 Strategic Business Management Credit

The success of strategic initiatives depends on the ability of HR business leaders to get people to make needed changes. This new, groundbreaking system is based on the latest neuroscience research on how to rewire the brain to achieve lasting results. Research shows that brain plasticity and behavior can be modified, and we have designed a practical process to help the brain rewire to adapt and accept change. You will learn why the reliance on old change models stands in the way of effectively managing change. The Key Change Institute research based system identifies what an individual, team, or organization needs in order to optimize productivity and potential. These behavioral habits can be modified to improve the way individuals and teams respond and adjust. We will show how to maximize people's ability to embrace the transformational change required by today's organizational complexities.

Case studies will be reviewed to illustrate to participants how a brain based approach can be applied to a variety of HR Challenges, such as employee performance issues, dysfunctional team dynamics, culture issues and organization wide strategic initiatives requiring significant change (IT implementations, Six Sigma, Mergers & Acquisitions). We help businesses overcome resistance to change and optimize productivity and profitability to achieve impactful, lasting results.

Reut Schwartz-Hebron, CEO/Founder, Key Change Institute, San Diego, California

F04) The Pope is on Twitter and Other Trends that Impact Recruiting Strategy

Talent Acquisition & Development of the Future - Approved for 1.0 General Credit

Turn the way-back machine to 1990; the year many of your college recruits were born and the year Microsoft introduced Windows 3.0. The latest generation of talent has never been without handheld super-computing power and many have only rarely read a newspaper. This session will take a look at the demographic and social trends that will shape the workforce of the future. What percentage of the workforce will graduate from college, and what will they study? How will ethnographic phenomena affect your talent strategy? What is important to the new workforce? How will they evaluate career opportunities? What do you need to know to make your workplace and employer brand attractive to the most talented workers?

Carmen Hudson, Principal Consultant, Recruiting Toolbox, Seattle, Washington

F05) Data Analytics: Managing Your Health Care Risk (Presentation)

Workforce Planning and Analytics of the Future - Approved for 1.0 General Credit

It's not who you know, it's what you know. With healthcare costs continuing to climb, it's time to take a stand. We all know health care reform doesn't address costs. Self-insurance eliminates some of the costly overhead, from taxes to carrier risk charges. But it presents a new potential time bomb, the ticking employee who doesn't even know he's about to explode from a heart attack . . . or cancer or . . . an aneurism.

Managing your employee population’s risk is a multi-level commitment. Who knew an eye exam could tell us so much? Without the right incentives, will your employees care? Without effective reporting, how do you measure ROI? Health care costs – there are things an organization can control. There are things it cannot. Learning which is which can help HR educate its C-suite. So every benefits conversation can be about more than just cost increases year over year.

Paul Bogumil, Principal, Mountain West Benefits, Helena, Montana

Jon Michael Montgomery, Principal, Albers & Company, Tacoma, Washington

F06) They Blinded Me With Compliance! (Presentation)

Workplace Relations, Employment Law and Risk Management of the Future - Approved for 1.0 General Credit

Hiring the best talent is a top priority, and pre-hire assessments are a valuable tool. When these assessments are implemented properly, they can help predict future job performance, turnover, and cultural fit. However, if not legally compliant, an “off-the-shelf” assessment can lead to costly and time-consuming audits and potential lawsuits, which can negatively impact an organization in many ways. The cost of non-compliance is quite high. For cases relating to external hiring, the average fee to settle out-of-court is $590,266 per EEOC case and $668,785 per OFCCP case. In situations where cases actually go to trial and are ruled in favor of the plaintiff, the average cost to the organization is over $13 million!

In this presentation we will: learn what to avoid when vetting pre-hire assessments and vendors, explore what makes an assessment TRULY statistically valid, examine the pre-hire process and discuss how seemingly harmless steps can present significant risk, identify key areas MOST at risk for scrutiny and audits, look at research and data findings from a simplistic and accessible point of view, and develop a checklist of actions that you can immediately apply to your pre-hire process to lower compliance risk.

Cynthia Hendricks, Chief Analytics Officer, SkillSurvey, Inc., Wayne, Pennsylvania

F07) IT and HR, Partnering for Change: a Successful Case Study (Presentation)

Strategic Business Management & Organizational Effectiveness of the Future - Approved for 1.0 Strategic Business Management Credit

In late 2011, Cambia’s IT organization underwent major changes including new senior leadership and a major division reorganization. To support the changes and a new focus on internal employee development, a new position, IT Talent Development Program Manager was created. This presentation will cover how that role partnered with Human Resources on multiple fronts to improve employee to contractor and manager to employee ratios, create a college recruitment program and participate in 3 internship programs. The presentation will discuss communities and programs that were created to support these activities including onboarding, best practice exchanges, and leadership development. The session will cover lessons learned and pragmatic ways to work effectively with your business partners to achieve both Business and HR objectives.

Cathi Row, Info Tech Talent Development Program Manager, Cambia Health Solutions, Portland, Oregon

9:30 am - 9:45 am — Break

9:45 am - 11:15 am — Concurrent Workshops

F08) Health Insurance Reform - What You Need to Know to Survive and Succeed

Total Rewards of the Future - Approved for 1.5 General Credits

So you think you are ready for 2014 and full implementation of the Patient Protection and Affordable Care Act? This presentation will dive into specific PPACA issues that will be very important to both employers and employees, including:

• Pay or Play - how are penalties calculated and key information that will help you decide whether or not your firm should offer benefits or pay the penalty.

• How to make sure your plan meets the minimum actuarial values and is complaint.

• Insurance Exchanges - How both the individual and small group insurance exchanges (SHOP) work

• SHOP Exchanges - why you may or may not want to use these exchanges.

• Individual Exchanges - who will qualify for subsidies, what are the subsidies.

How it all fits together:

• Can offering a group plan actually hurt your employees?

• Rules around employers helping employees access subsidies through the exchange.

• Association Health Plans - which plans will qualify and which ones won't.

Dave Maddock, Benefits Consultant, Maddock & Associates, Fife, Washington

F09) Drugs In The Workplace: What Every Employer Needs To Know (Presentation)

Workplace Relations, Employment Law and Risk Management of the Future - Approved for 1.5 General Credits

With recreational marijuana newly legal in Washington state, and medical marijuana legal in Oregon, Washington and Alaska (as well as a number of other states), employers will continue to see an increase in drug-related workplace issues. In this program, Paula will cover the challenges employers face including employee health, workforce development, workplace safety, impact on the business climate, and financial costs. She will provide an overview of the key legal issues – on both a state and federal level – surrounding workplace drug use. Finally, Paula will explore what makes a good substance abuse policy, and how to enforce it.

Paula Barran, Partner, Barran Liebman LLP, Portland, Oregon

F10) The Business Case for Hiring Veterans (Presentation)

Talent Acquisition & Development of the Future - Approved for 1.5 General Credits

With an expected 1.1 million Service members transitioning back into our communities and workplace now and over the next 3 - 5 years, companies have the opportunity to acquire some of this nation's most loyal, dedicated, and highly trained talent to join the workforce. Yet, historically, Post 9-11 veterans have a higher unemployment rate compared to their civilian counterparts. Some of that is attributed to employers who are fearful of hiring veterans because of PTSD related issues. According to a 2011 survey of 831 hiring managers by the Apollo Research Institute, 39 percent of managers were “less favorable” toward hiring military personnel when considering war-related psychological disorders. If you are one of these hiring managers, you are missing out. If you want dedication, loyalty, attention to detail, and quick thinking on your team, consider hiring a veteran.

This presentation will provide insight into: 1. Who is today's veteran? 2. The myths, benefits & liabilities of hiring veterans 3. ROI on hiring veterans and how this will improve your bottom line 4. Our famous ''Top 10''. You will walk out of this presentation understanding the cultural and financial value today's veteran can bring to your company.

Audience engagement and interaction = audience ownership. Mr. Schindler is known throughout the military speaking circuit for engaging his audiences at every stage of his talks. He encourages the audience to delve into their personal beliefs about “myths and benefits” of hiring a veteran. Prior to the conclusion several will be selected from the audience to share their business case for hiring veterans.

Mike Schindler, CEO, Operation Military Family, Edmonds, Washington

F11) I Can't See You! Leading Global & Remote Teams…Legally (Presentation)

Strategic Business Management & Organizational Effectiveness of the Future - Approved for 1.5 General Credit

In our increasingly complex work environments, we are being asked to support leaders who have geographically dispersed teams, including teams that are on different continents! How can we effectively coach our internal stakeholders on being more effective in this changing, globalizing world? What legal issues might arise when managing teams in different countries? This session will provide practical tips and techniques on leading and managing global teams, including avoiding the biggest legal issues, working more effectively with outsourced team members, managing through time zones and using technology to improve working relationships.

Kristina M. Moris, President, The Washington Firm, Ltd., New York, New York

F12) Engagement - It's Strategic. It's Measurable. It's Profitable. (Presentation)

Strategic Business Management & Organizational Effectiveness of the Future - Approved for 1.5 Strategic Business Management Credits

An organization that gives forward to its people can in turn expect them to show a greater commitment to those they serve. Then and only then does everyone win! 89% of CEOs surveyed thought employees who voluntarily leave do so for better pay or benefits; in reality, of the 20,000 employees asked, only 11% thought the same. Instead, the number one reason employees leave is a lack of engagement and fulfillment. There is a distinct relationship between culture and effectiveness. Organizational culture consists of shared beliefs and values established by the Leaders and then communicated and reinforced. A leadership team that understands the relationship between compensation and personal convictions that foster an inspired culture will blow away the competition.

Jeff Albers, CLU, CFP, ChFC, CFO, Albers & Company, Tacoma, Washington

Dan Cunningham, President and CEO, The Business Ferret, Seattle, Washington

F13) Rebooting the Training Department — Staying Relevant In the Age of Twitter (Presentation)

Strategic Business Management & Organizational Effectiveness of the Future - Approved for 1.5 General Credits

Tablets and smart phones have changed how employees access information, training content and related information. What are some ways organizations can take advantage of this trend?

Participants will learn tips about utilizing many free online learning resources along with internal IT systems to offset the time and expense associated with developing and delivering an organization’s learning. Ideas will be shared for developing learning measurement and continual feedback loops to monitor the desired skill and behavior changes. Participants will be invited to use their smart phones to participate in certain aspects of the session using “Soapbox” or a similar free, cloud-based instructional feedback program.

Susan Edwards, Principal/Owner, The Training Department LLC, Vancouver, Washington

F14) Accelerating Peak Performance (Presentation)

Workforce Planning and Analytics of the Future - Approved for 1.5 General Credits

HR measurement can yield positive outcomes if you create buy-in. Without it, all measurement and analysis is powerless. Employees need to be effectively motivated, empowered, and given proper direction in order to reach their potential. How can you do it? Grounded in fresh data and research, this presentation will show what roles organizations, leaders and employees themselves play in the creation of employee engagement and how a smarter measurement strategy can lead to peak performance.

Participants will learn how to measure and manage employee performance and when to attempt to re-engage an underperforming employee or when it’s best to move them out of the organization.

Don MacPherson, President, Modern Survey, Minneapolis, Minnesota

11:30 am - 1:30 pm — Closing General Session with Lunch Featuring Keynote Speaker, Julie-Ellen Acosta — "What's Next?"

Approved for 1.5 General Credits

Julie will speak at the conference about her experiences in transitioning to/from the business to HR; her key take away from the experience on the critical role a Leader plays in the Development, Talent Management and Culture of the Team. She’ll share her perspective on being an HR Specialist and a Generalist and will provide candid insight on the HR strategic business partner model for the business and the incredible future of HR.

This General Session is proudly sponsored by SkillSurvey, Inc.

Julie-Ellen Acosta is the Phantom Works vice president of Prototyping and Supply & Operations Chain. Leading an integrated team that has roots in Phantom Works, Boeing Defense, Space & Security and Boeing Research & Technology; Acosta is responsible for Development Program Excellence and Prototyping for customers around the globe. Part of her responsibility includes leading the business’s Environmental Health & Safety efforts as well as leveraging the Phantom Works team to expand BDS capabilities, presence and customer base in response to the defense unit’s Global 2020 vision.

The majority of Acosta’s career has been spent in engineering, operations and development assignments; beginning as a flight controls specialist for Gates Learjet prior to joining Boeing. Since joining the company she has taken on positions of increasing responsibility and leadership.

Spending 14 years in Boeing Commercial Aircraft organization and held leadership positions in 737 and 757 Structures, Acosta also held several senior operations and engineering positions. She was the Wichita site director of Quality Process and Improvement; director of 757 Fuselage Structures; senior operations manager for 737 Next-Generation Design for Manufacturing; and senior design manager of 737 Next-Generation Fuselage Structures.

After working in Wichita, Acosta joined Boeing Research & Technology leading teams supporting activities across both the defense and commercial aircraft businesses including structural design and analysis, advanced materials and processes, manufacturing technology and product support technology development.

Due to her leadership and experience working in engineering and operational environments, Acosta was handpicked to serve as vice president of Leadership Talent Management and Organization Effectiveness for Boeing. In that role, she integrated and led three central-functional Human Resources teams, with a primary mission of working with HR professionals and business leaders focusing on building the next generation of leaders across the enterprise.

In her last position prior to joining Phantom Works, Acosta served as the vice president of Boeing Commercial Airplanes Human Resources. During her tenure the BCA human resources team partnered with the Boeing commercial business leaders by hiring, training and developing more than 20,000 employees and 1,800 new managers. Boeing also successfully completed two major contract negotiations, with the Engineers and the Machinists, along with establishing a joint senior leadership council comprised of senior Boeing and International Aerospace Machinist officials.

She earned both a bachelor's and master's degree in electrical engineering from Wichita State University, where she also completed post graduate studies in structural design and analysis, as well as systems engineering.

Acosta sits on several senior advisory boards for Wichita State University and also is the Boeing executive focal for that school. She completed an executive education program at Harvard Business School and is a senior member of both the Society of Women Engineers and the American Institute of Aeronautics and Astronautics.