Human Resources Council Spring 2018 Meeting
Ponte Vedra Inn & Club
Ponte Vedra Beach, FL
$850 Full Meeting Experience (all events)
- One and a half jam-packed days of experts and peer discussions
- Includes breakfasts, lunch, and May 3rd reception and dinner
- Pre-event May 2nd reception and dinner to network with speakers, other manufacturing leaders, etc.
$725 Partial Meeting Experience (day 1-2 events only)
- One and a half jam-packed days of experts and peer discussions
- Includes breakfasts, lunch, and May 2nd reception and dinner
Click here for our registration and cancellation policies.
Attendees must reserve their own hotel rooms. A special hotel rate of $279.00 (plus tax) has been secured by MAPI for meeting attendees at the Ponte Vedra Inn & Club. Please click here to make your hotel reservaton.
The MAPI Human Resources Council provides a vendor-free forum for senior human resources leaders to share best practices on issues such as employer health care strategies, performance management, employee development programs, and executive compensation. Our semiannual meetings focus on interactive dialogue amongst peers from leading manufacturers, and an indepth roundtable discussion addressing the front-burner issues of interest to human resources executives.
Who should attend?
Attendees are typically members of the MAPI Human Resources Council. If you are a member and can't attend, please contact us about having a senior member of your team attend in your place. If you are not a member but are interested in attending, please let us know. All attendees must work for a manufacturing company or industrial distributor.
Continuing Education Credits
In order to best meet our members’ needs for continuing education, MAPI is registered with the National Association of State Boards of Accountancy (NASBA), as a sponsor of continuing professional education on the National Registry of CPE Sponsors. For this event:
- Participants will earn approximately 10 CPE credits; Presenters will earn 2 additional CPE credits
- Fields of Study: Business Management & Organization
- The delivery method is: Group Live
What makes MAPI council meetings different?
- Roundtable discussions: Rich dialogue on the issues you care about, moderated to keep discussions focused on the “so what”.
- Peer to peer sharing: There are no talking heads. Almost all of the content is delivered by your peers at global manufacturers, sharing experiences candidly.
- No death by PowerPoint: While our presenters deliver outstanding content, we schedule ample time for interaction and Q&A, so that you can dig deep on the topics that matter.
- No pitches: Our council meetings aren’t sponsored, and there are no sales pitches. None.
- Balance of strategy and utility: Our council meetings deliver great content around strategy and peer-tested frameworks for putting those strategies into action.
Questions & Contact
Jill Davison, Director of HR Process, Rich Products Corporation
Whether we are 100% comfortable (or ready), digital has become a way of life. In this session, Jill Davison from Rich will share how they are diving in to develop and implement digital to enable the company’s overall strategy. By honing in on three primary areas for their global initiative, they aim to begin solving for tomorrow’s issues now and continue to build the company’s long-term viability. She will discuss the catalyst for their journey, the key partners involved and the challenges they face along the way.
Rebekah Kowalski, Vice Presdient, Client Force Solutions, ManpowerGroup
Nearly every news publication has featured a headline about how “robots will steal your job” and that AI will increase unemployment in the last year. These dire warnings drive clicks, but fly in the face of evidence that unemployment remains low across the globe. The real danger to employment is the opposite problem – the challenge of finding qualified workers who can work in an increasingly digitalized environment. Companies are pressed to find and grow digital talent.
In this presentation, Rebekah Kowalski with ManpowerGroup, will discuss the workforce needs manufacturers require for future success. She will explore the talent needs and roles related to workers required as manufacturers embrace and embark on digital journeys. She will also share the implications of these changes from the organizational perspective and in particular how leadership fits into the puzzle.
Katy Theroux, Vice President, Chief Human Resources Officer, NCI Building Systems, Inc.
There are points in the business cycle where you have to confront and address certain truths about your organization. After experiencing continued growth, NCI undertook a process that resulted in a re-branding and greater articulation of their core value. In this session, they will share their experience in aligning their employees with the company’s re-branding and company strategy.
They will discuss how they communicated the re-branding around their core values and used this to drive changes and best practices within HR and through the company. They will discuss their false starts, the momentum they have gained and the key players to have onboard.
Eli Murphy, Senior Vice President, Oratium
HR professionals deal with a broad range of communications both internally and externally that drive or pave the way for sometimes significant change in their organizations. The wrong tone or approach can cause the message to fall flat or sow confusion among the recipients.
Join Eli Murphy from Oratium to learn a process and set of tools designed to get past our human firewalls and help you craft communications that help you lead engagement and change in your organization.
Chris Giangrasso, Senior Vice President, Human Resources, Communications, and Site Services, Arkema Inc.
Growing talent is a business imperative and a responsibility that must be shared across the organization. Over the last decade, Arkema has refined its talent review process to not only understand who’s ready now, later and who’s on the bubble, but also to increase leaders’ ownership of the process. Taking the appropriate actions after the review requires a clear plan of action and shared commitment. In this session, they will discuss past state, current state and future state of their talent review process and how they’re trying to make the process one that is continually improving.
Kristin Malbasa, Vice President of Human Resources, MacLean-Fogg Company
Many companies struggle with changing the way HR is viewed in the organization. Rather than being seen as a transactional entity, HR leaders want to show how their actions drive business forward. Part of the challenge lies in communicating how business units can leverage HR as a business partner.
In this session, MacLean Fogg will share how they used the continuous improvement tools used by operations and applied it to HR. They will share how they were able to quantify the business activities and how they have been able to drive the business forward. They will share how they developed and used this strategy and the lean tools so they are seen as a business partner on issues of importance to the businesses.