Program

HR leaders in every industry are facing talent challenges like never before. Changes to the labor market, worker expectations, and how we work together will all challenge executives to rethink their approach to workforce management. Join a discussion with an elite panel of local business leaders who are thriving amid the changes and challenges of the modern workplace. Discover their perspective on the future of work, their tips for adapting in the face of evolving business conditions, and their outlook on how pressing economic and social trends will transform work in the region.

This presentation will explore the transformative potential of a workplace where inclusion, innovation, and impact are at the forefront. We delve into key strategies like skills-first hiring to foster an inclusive pipeline of talent, empowering a diverse workforce with the latest technological skills through alternative routes, and cultivating a culture where purpose and meaning are valued alongside profit. The session will highlight how these elements are not just ideals but essential drivers for the future of work.

Key Takeaways

1. Practical strategies for implementing skills-first hiring and its benefits.
2. A roadmap for technology-based upskilling tailored to diverse workforce needs.
3. Insights into fostering a workplace culture that values purpose and meaning.

Sponsored By:

Participants will learn the top 5 Myths that Executives, Directors, and HR Practitioners (all Leaders) believe to be true when it comes to leading a successful company. They will also learn how to immediately apply tips to counter these behaviors and lead a very successful and purpose driven organization.

Key Takeaways

1. How to do more with less of their own time sacrificed.
2. How to identify the RIGHT person to delegate work to.
3. Communicating a VISION to the team.
4. When to dive into details and when to zoom out. When to take calculated risks and action to move things forward.

Sponsored By:

Approved for 1.00 SHRM Professional Development Credit. Philly SHRM is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. For more information about certification or re-certification, visit wwwshrmcertification.org.

Approved for 1.00 HRCI (General) HR Credit hour toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or re-certification, visit the HR Certification Institute website at www.hrci.com.  The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Problem Statement: Many HR departments struggle with defining Key Performance Indicators (KPIs) that align with broader organizational objectives, leading to ineffective measurement and underutilization of HR’s strategic potential.

What Will Be Covered: This session will guide attendees through a structured process for developing impactful HR KPIs, focusing on alignment with organizational goals, ensuring relevancy, and enhancing strategic decision-making. We will also cover methods to ensure these KPIs are actionable, measurable, and effectively communicate HR’s value to the organization.

Key Takeaways

1. Comprehensive Understanding of KPI Development Process: Attendees will gain a thorough understanding of how to develop meaningful and strategic Key Performance Indicators (KPIs) in HR. This includes learning how to align KPIs with both HR objectives and broader organizational goals, ensuring that these metrics are relevant and contribute to the overall success of the company.
2. Toolkit for Creating and Implementing HR KPIs: The session will provide a complete toolkit for creating effective HR KPIs. This toolkit will include templates for KPI development, a step-by-step guide to ensure KPIs are measurable and actionable, and a checklist to validate their alignment with business objectives. This practical resource will enable attendees to directly apply what they’ve learned to their work.
3. Skills to Evaluate and Refine KPIs Over Time: Participants will learn not just how to create KPIs, but also how to continuously evaluate and refine them to adapt to changing business needs and workforce dynamics. This takeaway is crucial for ensuring that HR metrics remain relevant and effective in driving performance and strategic decision-making in the long term.

Sponsored By:

If there’s one belief that is holding you back from getting the most out of your team, it’s this one: some people are creative, and some people aren’t.

That belief is based on outdated ideas about what creativity means, where it comes from, and who gets to harness it.

The truth is, creativity is a skill like any other: it can be learned.

In the same way that we teach employees how to track expenses, process invoices, and jiggle the lock just right to get into the supply closet, we can teach them how to be more creative, how to have better ideas, and how to build a culture where innovation is a natural by-product.

Objectives:

In this talk, Kyle will:

Inspire audience members to harness their own capacity for creativity and innovation.
Give practical tips for how to get more (and better!) ideas out of yourself and your team)
Share the 5 things that every idea needs
Help you avoid common idea-killers in your organization

What does it mean to be authentic? It’s been said authenticity involves showing yourself to the world as you truly are. But here’s the thing, how many of us show ourselves to the world exactly as we are in this moment? (Crickets) Not many of us. That’s because we’ve been told authenticity leads to vulnerability, and vulnerability is a weakness. This couldn’t be further from the truth! When we are authentic and vulnerable, it helps us to lead effectively! Why? Because we’re able to connect on a deeper level with those around us by “taking off the mask” we’ve been wearing. In this keynote, attendees will acquire specific real-world strategies to assist them in promoting a culture of employee-centered mental health in their own places of work. Attendees will not only learn how to become authentic mental health leaders in the corporate setting, but also unlock the power of true authenticity and vulnerability in regards to their everyday lives.

Key Takeaways

1. Develop strategies to foster an environment where leading with authenticity and vulnerability are valued in the workplace.
2. Acquire the skills and techniques to develop resilient core beliefs about themselves and rediscover their “resiliency muscle” in response to adversity faced in the workplace.
3. Identify what workplace anxiety and depression looks like, and how to apply the proper coping skills to manage symptoms effectively.

Over the past few years many organizations started employee resource groups in an effort to increase inclusion and belonging, but what happens now? A few years in, many ERG leaders are burnt out and many organizations are not seeing impactful changes to their diversity metrics or the turnover rates of marginalized employees. Let’s talk about the reasons for this dynamic and how to flip the script.

Key Takeaways

1. Understand what makes an ERG effective
2. Learn tips to support your ERGs as organizational leaders
3. Understand how to ensure your ERGs are sustainable long term

The fight for high-caliber talent has never been greater, and the competition for their services has never been higher. Increasingly, the success of our organizations has become dependent on retaining our stars and continually recruiting new people who will help our organizations reach the next level. Notwithstanding this reality, too many employers still believe that status quo — or worse, reversion to past days — will drive results. Bottom line? This is not the case. We will discuss specific measures you can take to render your organization the place to be. We will examine subjects including, pay equity audits, mitigating against bias and microaggressions, dress for your day and more. Come join this fast-paces and highly practical look at critical (and achievable) ways your organization can become not just an employer of choice but a true destination for the finest industry talent.

Key Takeaways

1. Recognize gaps in your organization’s approach to human capital and evaluate ways to improve.
2. Identify specific actions your organization can take to enhance retention and recruitment efforts.
3. Create a workplace that meaningfully enhances employee experience in an effort to become the place to be.

Sponsored By:

Just when you thought you had Millennials figured out, along comes Gen Z. According to research, these young folks— born between the mid-1990s to around 2010—care deeply about others, strive for a diverse community, are highly collaborative and social, and value flexibility, relevance, authenticity and non-hierarchical leadership. Gen Z is notable for being the first generation to be totally immersed in the world of the internet since birth. They are said to be more passionate than generations of the past, likely to turn hobbies into careers and very likely to harbor the desire to give back. In addition, they’ve been bombarded with the notion that you are responsible for your own success—a far cry from the beliefs of older generations. They’re competitive, informed, and opinionated. And they’re coming to your workplace (or maybe they’re already there). Are you and your HR team ready? In this engaging, high-energy presentation, you’ll learn what Gen Z values, desires, and demands from their employers, what that means to your organization, and how HR can contribute to creating Gen Z-friendly workplaces. For example: • What are the implications of Gen Z’s self-reliance and keen sense of social equity and responsibility—born of an early familiarity with the Internet and other digital tools—for your organization? • How might popular Gen Z myths—that they’re lazy and coddled, for example— impact your organization’s success? • How might Gen Z’s preference for flexibility, pragmatism, and social connection play out in the workplace of 2023 and beyond? • What role do respect, trust and appreciation play in creating a healthy multigenerational team? • How can we remain open to future-oriented ideas from Gen Z while avoiding biases that can get in the way?

Key Takeaways

1. Understand common personality traits and behaviors typically shared by Gen Z
2. Learn how to meet Gen Z’s expectations in a way that works for everybody
3. Formulate an action plan for remaining flexible and open to doing things differently

From remote work to endless meetings, to cross-functional team communication, to uncertain economic times, our modern workplace is filled with emotional landmines. The “check your emotions at the door” mentality is no longer accepted. To navigate and lead organizations today, every one of us needs to be equipped with emotional intelligence skills to build effective relationships and work through challenges. In this session you will learn about three key emotional intelligence skills – emotional literacy, emotional agility, and emotional courage – and walk away with actionable insights to develop these skills in yourself and the teams you support!

Key Takeaways

1. Identify and articulate emotions, leading to better emotional data for enhanced communication and more effective interpersonal relationships.
2. Develop strategies to improve emotional agility leading to resiliency in uncertain times and responding to challenges in the workplace both for yourself and the teams you support.
3. Understand the importance of emotional courage and develop techniques to navigate conflicts constructively, engage in honest communication, and foster a culture of openness and trust within teams.

Parenting doesn’t end when parents go back to work after leave. So why does all the support? ¼ of parents plan to leave their jobs across all groups and 57% of working mothers plan to leave in <2 years due to lack of support and work-life balance. Additionally, parents in the US scored lowest in a study of happiness across countries due to having the least support in the workplace. The focus has been primarily on supporting leave, but that only scratches the surface and often makes it even harder for continued engagement and retaining of employees when all benefits drop off a cliff. Learn why continued support for working parents is so essential to your workplace and ways in which you can implement simple solutions for a large impact.

Learning Objectives:

Participants will:

• Learn about the unique challenges of working parents
• Learn what we can do to combat those challenges
• Learn what happens when we don’t get enough support
• See how this effects companies culture, bottom line, and hiring practices

Take aways:

• Phases of caregiving require different type of support
• How to build an adaptive support system that tracks parents.
• Why working parents are particularly vulnerable demographic
• What are important time frames In parenting journey that need more support from the workplace

This keynote explores the delicate art of saying “No” in the professional environment. As guardians of workplace harmony and champions of effective communication, Human Resources professionals are the backbone of every organization. Participants will understand the nuances of assertiveness, empathy, and tact. They will also learn to unravel the secrets of gracefully declining requests while preserving relationships, creating healthy boundaries and fostering mutual respect.

Key Takeaways

Mastering Assertiveness & Cultivating Empathy:

• Understand the power of assertiveness in professional communication.
• Develop empathy-driven communication to acknowledge others’ perspectives.

The Art of Saying “No” Without Guilt:

• Embrace the art of saying “No” firmly yet graciously.
• Explore techniques to handle guilt and navigate emotional responses.

Setting Boundaries and Prioritizing Self-Care:

• Recognize the importance of setting boundaries to prevent burnout.
• Prioritize self-care and mental well-being to enhance professional resilience.

Strategies for Difficult Conversations:

• Acquire tools to navigate challenging conversations with confidence.
• Learn effective techniques to handle pushback and resistance professionally.

Building a Supportive Workplace Culture & Leadership/Mentorship:

• Foster a culture of mutual respect and understanding within your organization.
• Cultivate leadership skills and embrace mentoring for a better workplace.

Sponsored By:

Approved for 1.00 SHRM Professional Development Credit. Philly SHRM is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. For more information about certification or re-certification, visit wwwshrmcertification.org.

Approved for 1.00 HRCI (General) HR Credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or re-certification, visit the HR Certification Institute website at www.hrci.com.  The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.