October 8th – 9th, 2015 | 3 West Club, New York City

Total RewardsStrategy Summit

Total RewardsStrategy Summit

• Aligning Performance & Compensation? Decouple or Not?• Measuring the ROI of your Total Rewards programs!• Using Analytics to Optimize Your Rewards and Recognition Strategy• Personalization and One Size Does Not Fit All!• Rethinking Performance Reviews: AN IDEA SHOOTOUT• Shaking up Total Rewards to Forge a More Pay for Performance Culture• Compensation for Early Stage Careers and Millenials• Applying a platform for Innovative Social Rewards Peer to Peer Recognition• Where To Get Started in Applying Analytics to Rewards• Broadening the Total Rewards Vision and Marketing the Employee Value Proposition internally • The Future of Work and Re-imagining Total Rewards• Change At the Speed of Business: Aligning Compensation to Business Transformation• Not Letting Money Spoil the Mission by Emphasizing Rewards Strategies that derive from Purpose and Culture

Topics include:

Welcome Total Rewards Executives

This conference is to comfortably allow a sharing of practices and insights discussion on what’s working, what’s not, and what’s new in Total Rewards with your executive peers.

It will be a small gathering of under a hundred colleagues, almost all practitioners similar to the speakers and their organizations.

I expect you have been attracted to certain topics, particular experts who will be speaking, or maybe several of the Case Studies.

People tell me what has been hard to find for Total Rewards Executives is the opportunity for strategic level conversations. We will have this here.

The conference content relates Total Rewards and Compensation to Innovation and business change. You recognize how business strategies and the way work is being done are changing, and that, as executives in Total Rewards, you are being asked to participate and bring the Rewards perspective to this

Here are my three themes for the conference.

1. What’s new and innovative in Total Rewards

2. Integrating Total Rewards with changing business and HR strategies

3. Encouraging a higher performance workforce through sharing ‘best’ and ‘next’ practices in Total Rewards that complement the talent planning to achieve this.

Warm RegardsMark Goldberg, Conference Producer, Research AnalystYou can contact me below

Network with Speaker Faculty and Event Participants including: C-Suite Executives, CHRO, VP HR, SVP HR, COO, CFO, Director, Deputy Directors, Managers and Team Leaders with responsibilities in:

Human Resources, Change Management, Talent Acquisition & Recruitment, Engagement & Retention, Leadership Development, Corporate Culture, Human Capital Strategy, Organizational Development, Learning & Development

NETWORKING OPPORTUNITIES

Advisory Board and Speakers

• Mark Englizian, Senior Vice President and CHRO, Walgreens Co.

• Susan Kunreuther, Executive Vice President, Global Total Rewards, MasterCard

• Gail Cagle, Chief Human Capital Officer, Denver Water

• Mollie O’Brien, Head of Total Rewards and Performance Management, BASF

• Barbara Vietor, Vice President, Global Total Rewards, Integra LifeSciences

• Laurie Bassi, CEO, McBassi & Company, Author, HR Analytics Handbook

• Karen F. Kanjian, Vice President Executive Compensation & Compliance Director, Leidos

• Gregor Teusch, Senior Vice President, Global Compensation, Benefits & People Analytics, Chubb Corporation

• Philip Ziman, Vice President, Total Rewards and Operations, Bazaarvoice

• Angie Keller, CEO, Sophic Partners; Former, Vice President, Rewards & Analytics, Cox Communications, Advisory Board Member

• David Creelman, CEO, Creelman Research; Co-author, forthcoming book with John Boudreau, Ravin Jesuthasan, Lead the Work: Why the future of organizations lies beyond employment (to be released in October 2015), Advisory Board Member

• Lori Block, Principal, Communication and Client Technology, Xerox

• Kevin Jones, COO, McBassi & Co.; Formerly, Chief Learning Officer, PWC Global Advisory Practice

• Amy Armitage, Director, Member Research Programs, Institute for Corporate Productivity i4cp

HRCI ApprovalThis program, has been approved for 10.50(HR (General)) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute.

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

TMA strictly enforces an attendance policy to guarantee the best possible experience for our speakers and attendees. TMA maintains a 70/30 split between practitioners from end user companies and vendors that provide talent management and recruitment solutions. www.the-tma.org

THE TMA DIFFERENCE

Strategy Summit

DAY ONE

7:30am Registration

8:15am Opening Remarks of the Conference Chair

8:30am OPENING KEYNOTE PRESENTATION – The View from the C-Suite: What Do Senior Leaders, Boards and Ownership Groups Look for in a High Performing Compensation Environment

1. Getting a Return on the investment in Total Rewards2. Getting Real about the Relationship of Rewards to the Talent Strategy3. Getting Re-Acquainted with Behavioral Motivation4. Getting the Organization to Re-Invent and Re-Purpose

Mark Englizian, Senior Vice President and CHRO, Walgreens Co. This includes time for Q & A and discussion on the topic.

9:30am KEYNOTE PRESENTATION: Using Analytics to Optimize your Rewards & Recognition Strategy: Why, What, How?

HR analytics is a powerful tool that links disparate pieces of information – such as compensation, benefits, rewards, managerial competencies, training, development, local labor market data – to business out-comes. Cleverly done, it can generate actionable insights for reducing turnover, improving workforce diversity and inclusion, and driving sales. It also provides a powerful platform for communicating with your Board of Directors, and ultimately, Wall Street analysts. But most firms do not yet have the analytic maturity to create these benefits. This session will provide concrete guidance you can use immediately to leverage the power of analytics within your firm.

Laurie Bassi, CEO, McBassi & Company, Author, HR Analytics HandbookKevin Jones, COO, McBassi & Co.; Formerly, Chief Learning Officer, PWC Global Advisory Practice

This includes time for Q & A and discussion on the topic

10:30am Morning Networking Break

11:00am Case Study: Forging the shift to a more pay for performance culture from the top down: Shaking Up Total Rewards and Compensation at Denver Water

What happens when the senior business leadership of an organization begins to institute major changes to align performance, development, and compensation processes with significant innovation in strategy, values, and measurement practices?

In this case study, Gail Cagle provides a window into how she went about leading the HR department of a hundred year old organization into the future. She will share the steps she took introducing new practic-es in Total Rewards and compensation that support a pay for performance culture as well as innovation and career development opportunities. Applying insights from Talent Management, Learning, OD, and Lean Startup Methodology, Gail will share her experience integrating Total Rewards and Talent Manage-ment, and navigating through business changes that impact compensation strategies.

Gail Cagle, CHRO, Denver Water

11:45am Panel: Measuring The Success of Your Total Rewards Spend. Can We Find The ROI? People costs are extremely significant when you factor in all the benefits companies provide…but is it really working? Are we spending too much or not enough? For example, maybe some companies are overspending in bonus dollars when those dollars could be better used to create employer of choice experiences. There is much choice in where we invest in total rewards…..this session is to hear best practices of those companies that measure and manage this well. Panelists include:Mark Englizian, Former SVP and CHRO, Walgreen Co.Gregor Teusch, Senior Vice President, Global Compensation, Benefits & People Analytics, Chubb Corporation

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OCTOBER 8TH 2015

12:30pm Luncheon

1:30pm DISCUSSION: Rethinking Performance Reviews: Contrasting Models for Evaluating Enterprise Performance for Compensation Decisions.

Discussion looks at 1) Forced Ranking approaches 2) Embeded Pay for PerformanceReward Structures 3) Career Development-Centered Approaches (where compensation is decoupled from traditional performance reviews).

AN IDEA SHOOTOUT: Should we or shouldn’t we? Senior Executives in Total Rewards cross perspec-tives on the importance of and desire for performance reviews as well as evaluating their impact on the organization. Does forced ranking and annual reviews impinge upon organizational effectiveness concerns such as engagement.Hear from Total Rewards HR Leaders that have decoupled performance ranking from compensation, and others that have chosen to modernize their Pay for Performance models.

Panelists include: Molly O’Brien, Head of Total Rewards and Performance Management, BASFGail Cagle, CHRO, Denver Water Moderated by Amy Armitage, Director, Member Research Programs, Institute for Corporate Productivity, i4cp

1:30pm CASE STUDY: LIVING Your Values…..REWARDING Your Values: Reinforcing a performance cul-ture through an integrated & innovative social rewards peer to peer recognition program at Bazaar-voice. Philip will discuss in detail the cloud-based social rewards platform that has been introduced in the last year at Bazaarvoice where employees earn rewards and social recognition for exhibiting the cultural behaviors that are valued by the organization.

Integrating wellness rewards with culture rewards, behaviors as diverse as completing Health Risk Assessments and volunteering in the community are tracked and supported. Utilization and cost metrics for adoption and business ROI are followed. The presentation will discuss the approach, implementation, and result as shown below.

• Problem definition• Resources and organizational readiness• Solution design• Configuration• Go live and company communications• Initial organizational reaction• Measuring success and lessons learned

Philip Ziman, Vice President, Total Rewards and Operations, Bazaarvoice

2:30pm CASE STUDY: Not Letting Money Spoil the Mission at Pandora Radio: Compensation Strategies That Emphasize the Rewards that derive from Commitment to the Mission and Purpose Articulated in the Culture

Steven will give an in-depth look into the unique approach within this organization where people give their best work for ‘more’ than the money. Although Pandora has a very special history, lessons about the relation of mission, culture, and compensation can be culled from his talk and applied to every business that is broadening its view on motivating employees through compensation. Steven Aguilar, Senior Director, Compensation, Pandora Radio

DAY ONEOCTOBER 8TH 2015

DAY ONEOCTOBER 8TH 2015

3:15pm Networking Refreshment Break

3:45pm CASE STUDY: LIVING Your Values…..REWARDING Your Values: Reinforcing a performance culture through an integrated & innovative social rewards peer to peer recognition program at Bazaarvoice.

Philip Ziman, Vice President, Total Rewards and Operations, Bazaarvoice

4:30pm An Innovative Human Approach to Total Rewards: The Case for Change

Lori Block, Principal, Communication and Client Technology, Xerox

5:15pm Day 1 Sessions Conclude

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SPONSORSHIP OPPORTUNITIES

Every solution provider has different goals. With TMA, sponsors can have a package that best fits their budget and aligns with their goals. To discuss custom packages, please contact TMA at 888-339-9599 x588 or email info@the-tma.org. There is also the alternative to choose from a pre-packaged sponsorship menu.

DAY TWO

8:00am Registration

8:30am Review of Day One from Conference Chair

9:15am KEYNOTE CASE STUDY: MARKETING the EMPLOYEE VALUE PROPOSITION internally and Broadening the Total Rewards Vision: Bringing a deeper experience and engagement to the Total Rewards Mindset at MasterCard.

• Creating a true total rewards mindset for our internal customers• Aligning HR with marketing to bring our external brand experience inside• Focus on the consumer experience for our employees!

Susan Kunreuther, Executive Vice President, Global Total Rewards, MasterCard

10:00am Morning Networking Break

10:30am Presentation and Conversation On: Applying Evidence Based Insight to Create an IntegratedTotal Rewards Function Supporting the Total Employment Experience

This session, led by Angie Keller, shares the stories and the examples of how and where total rewards executives have begun to get traction with applying analytics to their function.In a unique fire side chat format, Angie will first herself be interviewed by Kent Romanoff on how she went about building the workforce analytics and rewards functions at Cox Communications, and bringing the two together. She will cover:

• What she did as Executive Director – Workforce Analytics & Rewards at Cox Com munications (what she learned, how she did it)

• Showing the skill set synergies within the compensation and workforce analytics functions• Broadening the definition and integration of total rewards with talent strategy and data

through C-suite level tools such as an HR Metrics Dashboard, HR Scorecard, and Talent Management Index, as well as, specific operational analyses to support efficient resource utilization

Angie will in turn chat with several of our first day speakers on how they approach practically incorporating evidence based insight and analytics expertise into their work. Angie Keller, CEO, Sophic Partners; Former, Executive Director – Workforce Analytics & Rewards at Cox Communications

11:15am CASE STUDY: Implementing a Global Total Rewards Strategy and a Global CommunicationsStrategy to Enable it: Telling the BASF Story

Mollie O’Brien, Head of Total Rewards and Performance Management, BASF

OCTOBER 9TH 2015

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EVENT ORGANIZER

12:00pm Luncheon

1:00pm PRESENTATION Why the Future of Work Means We Need a Director of Imaginative Reward The Uber-ization of work is shaking the foundations of HR. For the Reward function there is a very specific need: take the lessons learned from freelancer talent platforms and bring them in-house. The job of doing so begins with imagining rewards differently.David Creelman, co-author of Lead the Work: Navigating a world beyond employment will take us through the implications of “a world beyond employment” for Reward Leaders. David will then lead us through some practical exercises to diagnosis how the idea might play out in your own particular situation. We’ll think about where it makes sense to use competitions, reputation systems, idiosyncratic deals and micro-assignments as the active elements in your reward strategy.

David Creelman, CEO, Creelman Research; Co-author, forthcoming book with John Bou-dreau, Ravin Jesuthasan, Lead the Work: Why the future of organizations lies beyond employ-ment (to be released in October 2015)

2:00pm DISCUSSION on INNOVATION and PERSONALIZATION within TOTAL REWARDS: One Size Does Not Fit All: Generic Plans for Groups versus Customized Plans for Individu-als?How can you bring innovation to your rewards, benefits, and incentives to meet your employees per-sonally, where it is most relevant for their needs, and provide flexibility and choice?Attendees will breakout into tables to discuss INNOVATION and PERSONALIZATION within their own organizations, and share ideas how to gain powerful traction to shift in this direction.

Panelists:Philip Ziman, Vice President, Total Rewards and Operations, Bazaarvoice

2:45pm Afternoon Networking Break

3:15pm Action Learning Facilitation Roundtables: Summing up by individually identifying what is most relevant upon my return. This includes individual query of group and receiving individual feedback.

4:30pm Day 2 Sessions Conclude

DAY TWOOCTOBER 9TH 2015

TMA strictly enforces an attendance policy to guarantee the best possible experience for our speakers and attendees. TMA maintains a 70/30 split between practitioners from end user companies and vendors that provide talent management and recruitment solutions. www.the-tma.org

THE TMA DIFFERENCE

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• THE 3 WEST CLUB.•

The 3 West Club is an historical building, providing the classic feel of “Old New York”. Complete with crystal chandeliers, high ceilings, and art deco touches, the

Club is centrally located off of 5th Avenue, just across from Rockefeller Center and Radio City Music Hall.

A fabulous and convenient location in midtown Manhattan.

3 West 51st New York, NY 10019

www.3westclub.com Tel: (212) 582-5454 Fax: (212) 586-7566

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