HR Retail (past event)
March 27 - 29, 2017
1.888.482.6012
HR Strategy that Connects Your Business and Employees
Registration & Breakfast
07:45 - 08:45 Registration & BreakfastInvitation only
07:45 - 08:45 Think Tank BreakfastExclusive, by-invite-only, small group discussion in a private room on pressing topics. For our most senior-level attendees.
Contact program director Zainab Hayat(zainab.hayat@wbresearch.com) with inquiries regarding invitations.
08:45 - 08:50 Welcome Remarks
08:50 - 09:05 Chairperson’s Opening Address
09:05 - 09:30 Opening Keynote: Are Your Employees Ready to Deliver a Seamless Omni-Channel Customer Experience?
At Bonobos, "the largest clothing brand built on the web", Sara Patterson has been working on driving business through employees and how different channels touch customers. She will share how the etailer has grown through its "guideshops" and how it has:
• Maintained consistency in customer service and store experience
• Ensured employees understand continuity in messaging and brand unification
• How headquarters "funky" culture has translated to its guideshops
• Maintained consistency in customer service and store experience
• Ensured employees understand continuity in messaging and brand unification
• How headquarters "funky" culture has translated to its guideshops
09:30 - 09:55 Keynote: Finding the Magic Bullet(s) for Compelling Rewards Strategy
Changing workforce and retail demographics means brands are creating more comprehensive rewards strategies that go beyond just compensation. Patricia Goodwin-Peters at Kate Spade is thinking through how to make work more rewarding for employees by focusing on leadership development and nurturing as well with as more personalized rewards and recognition that works for you and your employees.
09:55 - 10:45 Panel Interactive: Earning a Seat at the Big Kids Table: Ensuring HR Is a Visible Business Partner
"Retail is changing" is a phrase you and your management has heard enough times in the past five years to make your years ring. Along with the changing retail landscape, however, arise new people and talent strategy challenges. These challenges coupled with the current tight labour market drives the urgent need for HR management to be closely tied in business strategy.
• Ensuring operations and people strategy are tied and support each other
• Making your partners understand that business expansion needs people systems in place
• Aligning company culture with business goals to ensure coherent employee communication
• Ensuring operations and people strategy are tied and support each other
• Making your partners understand that business expansion needs people systems in place
• Aligning company culture with business goals to ensure coherent employee communication
10:45 - 11:25 Morning Refreshment Break in the HR Hub
11:25 - 11:50 Keynote: New Deskmates: Making Sense of Your HR Reorganization
Both the retail and the workforce landscapes have changed dramatically in just the past few years. Many companies are catching up by reworking their HR departments to focus on new business needs. Our panel of organizational restructure veterans will address:
• Ensuring clarity of roles and responsibilities
• Communicating the objectives and highlighting the positives of reorganization
• Prioritizing HR to be a credible business partner
• Ensuring clarity of roles and responsibilities
• Communicating the objectives and highlighting the positives of reorganization
• Prioritizing HR to be a credible business partner
11:50 - 12:30 Case Study Interactive: The New Era of Performance Management
Companies arerevamping performance management to reflect changing culture and leadershipstyles. HR managers are learning that true employee engagement requires:
· Creating aculture of self-motivated employees
· Moving beyondnumerical ratings
· Focusing onmentorship and individual coaching
· Aligning succession planning & destination planning
Don Frisbie
Director of PeopleCharlotte Russe, Inc.
12:30 - 13:30 Luncheon
General Session
13:30 - 13:55 Keynote: Growing Pains: Aligning Company Culture with Expanding Business Strategy
Expansions are an exciting time in your business, but how do you ensure it's done without losing the brand integrity that is key to your success?
• Developing strong leadership succession plan to ensure culture carries on five years from now
• Ensuring your employees can deliver an integrated in-store & ecommerce experience
• Strategizing your recruitment branding to align with your new, expanding brand culture
• Training leadership to use a unified brand vocabulary
• Developing strong leadership succession plan to ensure culture carries on five years from now
• Ensuring your employees can deliver an integrated in-store & ecommerce experience
• Strategizing your recruitment branding to align with your new, expanding brand culture
• Training leadership to use a unified brand vocabulary
Creative Boardrooms
13:30 - 13:55 1. How to Unleash Your Organization’s G-Force: Gender Parity for Strategic Business Growth
Organizations shouldn't pursue gender parity just out of a sense of fairness, duty or compliance, but also because it has strategic value. Why? Because men and women have complimentary strengths which, when leveraged together, bring economic benefits through improved decision making, decreased turnover, increased engagement, improved innovation and increased market responsiveness. This is what we mean by unleashing the G-Force. In this boardroom session we outline and discuss a 5-step roadmap to move from an organization which sees gender parity as a problem to one which leverages its G-Force as an opportunity for growth.
• Not just another "the right thing to do": Help leadership see and embrace the differences between men and women as an opportunity to develop a competitive advantage
• How to convince your organization's male majority that gender parity is not a zero-sum game and actually beneficial for all at an individual, functional and organizational level
• Evaluate to what extent your organization's processes, policies, systems and culture are male-modeled
• This is not just about enabling women! : How to create an understanding for the complimentary strengths of both men and women
• What it takes to achieving gender parity and reap the full benefits in a growing business
• Not just another "the right thing to do": Help leadership see and embrace the differences between men and women as an opportunity to develop a competitive advantage
• How to convince your organization's male majority that gender parity is not a zero-sum game and actually beneficial for all at an individual, functional and organizational level
• Evaluate to what extent your organization's processes, policies, systems and culture are male-modeled
• This is not just about enabling women! : How to create an understanding for the complimentary strengths of both men and women
• What it takes to achieving gender parity and reap the full benefits in a growing business
General Session
13:55 - 14:30 Panel Interactive: Compliance Coherence from Coast to CoastExpansion and growth brings with it a multitude of new labor law and compliance issues. With the ever-changing employment law landscape varying by state and city how do you ensure your stores across the state or country are remaining compliant?
•Consolidating a policy that makes the most sense across the board
•Strengthening internal auditing measures
•Prioritizing compliance in retail HR strategy
Jamie Steingold
Senior HR Managerrag & bone
Creative Boardrooms
13:55 - 14:30 1. How to Unleash Your Organization’s G-Force: Gender Parity for Strategic Business GrowthOrganizations shouldn't pursue gender parity just out of a sense of fairness, duty or compliance, but also because it has strategic value. Why? Because men and women have complimentary strengths which, when leveraged together, bring economic benefits through improved decision making, decreased turnover, increased engagement, improved innovation and increased market responsiveness. This is what we mean by unleashing the G-Force. In this boardroom session we outline and discuss a 5-step roadmap to move from an organization which sees gender parity as a problem to one which leverages its G-Force as an opportunity for growth.
•Not just another "the right thing to do": Help leadership see and embrace the differences between men and women as an opportunity to develop a competitive advantage
•How to convince your organization's male majority that gender parity is not a zero-sum game and actually beneficial for all at an individual, functional and organizational level
•Evaluate to what extent your organization's processes, policies, systems and culture are male-modeled
•This is not just about enabling women! : How to create an understanding for the complimentary strengths of both men and women
•What it takes to achieving gender parity and reap the full benefits in a growing business
General Session
14:30 - 14:45 Panel Interactive: Compliance Coherence from Coast to CoastExpansion and growth brings with it a multitude of new labor law and compliance issues. With the ever-changing employment law landscape varying by state and city how do you ensure your stores across the state or country are remaining compliant?
•Consolidating a policy that makes the most sense across the board
•Strengthening internal auditing measures
•Prioritizing compliance in retail HR strategy
Jamie Steingold
Senior HR Managerrag & bone
Creative Boardrooms
14:30 - 14:45 2. Self-Care: Let’s Talk About How to Develop Yourself!
We spend a lot of time focusing on the personal and professional development of our colleagues, but what are you doing to ensure:
• You have the resources to support your workforce initiatives
• Your career is moving in the direction you would like it to
• You have the resources to support your workforce initiatives
• Your career is moving in the direction you would like it to
General Session
14:45 - 15:25 Workshop: How to Transform Individual Development into Succession Plans
Like you, leadership development is top of mind for Brandon Raasch at West Marine - especially one that works for both the retail store experience and corporate. Brandon will walk through:
• Launching a program to make personal development a strategic initiative
• Building individual development plans that support personal and professional growth
• Building credible succession pools without promising jobs
Walk out of this workshop with a development plan of your own!
• Launching a program to make personal development a strategic initiative
• Building individual development plans that support personal and professional growth
• Building credible succession pools without promising jobs
Walk out of this workshop with a development plan of your own!
Creative Boardrooms
14:45 - 15:25 2. Self-Care: Let’s Talk About How to Develop Yourself!
We spend a lot of time focusing on the personal and professional development of our colleagues, but what are you doing to ensure:
• You have the resources to support your workforce initiatives
• Your career is moving in the direction you would like it to
• You have the resources to support your workforce initiatives
• Your career is moving in the direction you would like it to
15:25 - 16:05 Afternoon Refreshment Break
Creative Boardrooms
15:25 - 16:05 2. Self-Care: Let’s Talk About How to Develop Yourself!We spend a lot of time focusing on the personal and professional development of our colleagues, but what are you doing to ensure:
•You have the resources to support your workforce initiatives
•Your career is moving in the direction you would like it to
16:05 - 17:05 Task Forces
As HR and training managers know, the best way to learn is working through challenges yourself. The Task Forces at HR Retail are hour long, goal oriented, facilitated working groups with an output of five actionable items to take back to the office. Limited Seating of 15: be sure to sign-up onsite.
1.Paving Smooth Candidate Journeys
Johnny Sanchez at Hot Topic will walk you through:
-
Understanding the candidates touchpoints with your brand
-
Using data to drive strategy around connecting to your inbound audience
-
Taking control of the candidate experience
-
Measuring results
Johnny Sanchez, Recruiting Lead, Hot Topic
2.Creating and Maintaining Healthy Employee Relationships
When your employees are engaged in their work for your organization, they don’t feel the need to bring in an external third party to represent their interests. To avoid your employees seeking an attorney, a federal or state agency, or a union to communicate with the organization, management must genuinely show its employees that it listens, takes actions when concerns are raised, and treats all employees fairly. How does an organization do this? Consider:
-
What is important to your employees?
-
What encourages employee buy-in to change?
-
What should the organization do to ensure it is treating its employees fairly and in a respectful manner?
Stephanie Miller, Director, Employee Relations, Walgreen Co.
17:05 - 18:05 Sunset Soiree
Join us on the Aragon Lawn to soak up the California sunshine and enjoy cocktails. Relax and unwind with your peers after a busy day of sessions, panels and task force discussions. Share ideas off-line with peers, network with others who share your same challenges and discuss key takeaways to implement.