Conference Sessions

2019 Leadership Conference & Business Partner Expo
Friday, October 18, 2019
Ameristar Casino Resort Spa St. Charles

MORNING KEYNOTE
Johnny C. Taylor, Jr., SHRM-SCP, President & CEO, SHRM
Johnny C. Taylor, Jr., SHRM-SCP, is President and Chief Executive Officer of SHRM, the Society for Human Resource Management. SHRM drives social and economic change in the workplace and fosters mutually beneficial work environments that serve both businesses and employees. Under Mr. Taylor’s leadership, the Society has grown to a record 300,000+ members in over 165 countries who impact the lives of more than 110 million workers every day.
 
As a global leader on all matters affecting work, workers and the workplace, Mr. Taylor is a sought-after voice by C-suite executives as well as state and federal elected policy makers. He frequently is invited to testify before Congress on critical workforce issues – from sexual harassment to paid leave – and authors a weekly column, “Ask HR,” in USA Today, the country’s largest newspaper.
 
Mr. Taylor is the Chair of the President’s Advisory Board on Historically Black Colleges and Universities and serves on the U.S. Department of Commerce American Workforce Policy Advisory Board, which advises the National Council for the American Worker on how to ensure that America’s students and workers have access to the affordable, relevant and innovative resources needed for success in the global economy.
 
His 20+ year career as a lawyer, human resources executive and CEO in both the not-for-profit and for-profit space shape Mr. Taylor’s knowledge and perspectives. His decades of industry leadership include senior and chief executive roles at IAC/Interactive Corp, Viacom’s Paramount Pictures and Blockbuster Entertainment Group, McGuireWoods LLC and Compass Group USA. Most recently, Mr. Taylor served as President and Chief Executive Officer of the Thurgood Marshall College Fund, which advocates and represents publicly-supported Historically Black Colleges and Universities (HBCUs).
 
He is an active volunteer for education, employment and other social causes, serving on the boards of the University of Miami, Jobs for America’s Graduates and the American Red Cross and as an adviser to Safe Streets & Second Chances, an initiative to reduce the high rate of recidivism among the formerly incarcerated. He has served on the corporate board of Gallup, the world’s leading public opinion and consulting firm.
 
Mr. Taylor holds both a Doctor of Jurisprudence and a Master of Arts with honors from Drake University. He obtained a Bachelor of Science with honors from the University of Miami. He is licensed to practice law in Florida, Illinois and Washington, D.C.
 
 
HR, Employment & Labor Trends in 2019 and Beyond
John J. Marino, Jr., Partner, McMahon Berger
This presentation will address the various (sometimes competing) trends seen at a local, state and federal level in all facets of labor and employment law. We will also discuss a variety of innovations in the HR field related to policy developments, employee retention efforts and other aspects of the industry that impacts today’s professional.
 
John J. Marino, Jr. represents the interest of management in all facets of Labor & Employment Law. Mr. Marino received his juris doctorate from Saint Louis University School of Law where he earned a Certificate in Labor and Employment Law. He received his undergraduate degrees in finance and economics from the University of Missouri-Columbia. As a lifelong St. Louis resident, Mr. Marino is a proud graduate of St. Louis University High School.
 
Mr. Marino represents clients throughout the country in all areas of employment law, including employment discrimination claims under Title VII, the Missouri Commission on Human Rights, the Americans with Disabilities Act, and the Family and Medical Leave Act. He also represents management before the National Labor Relations Board in charges of unfair labor practices, challenges to elections and post-election conduct. Mr. Marino also serves as lead negotiator for a number of organizations in their collective bargaining obligations. In addition, he advises clients on employment-related matters such as employment contracts, restrictive covenants and the myriad of issues human resource professionals see on a daily basis.
 
Mr. Marino is very in the human resource community. He served on the Board of the St. Louis Chapter of SHRM, including the role of President, for seven years and currently serves on the Missouri SHRM State Council as a Director. In 2016, Mr. Marino, in conjunction with the Society of Multicultural Human Resources Professional St. Louis, SHRM and the United Way, founded Missouri’s Human Resources Professional Day of Service, which coordinates human resource professionals throughout Missouri with various nonprofit agencies for volunteer opportunities.
 
 
How to Manage Generational Differences in the Workplace
Steph Barron, SPHR, Head of HR & Organization Development, Stonebridge Senior Living
How to Manage Generational Differences in the Workplace is designed to help leaders and employees think about how to handle a wide variety of work issues in more productive ways. Steph likes to talk about real issues and offer real solutions. In short, her approach to speeches is “less stuffy, more fun – less formal, more useful.”
 
Steph Barron has over two decades of experience in all aspects of Human Resources Management. She received her undergraduate degree from the University of Missouri and has participated in a variety of leadership courses over the years. She currently heads up the Human Resources team for 18 long-term care/senior living homes throughout Missouri and Arkansas. Steph’s ability to strengthen the link between people and strategy, as well as motivate and retain talent is invaluable to the necessary long-term success in today’s professional world. She is an experienced business leader and coach who has successfully led planning and improvement initiatives in a wide variety of teams, organizations and cultures. She has created and facilitated leadership workshops including but not limited to: “Coaching and Counseling in Today’s Workforce”, “Recruiting for Success”, “HR Legal Updates” and more.
 
 
Putting Financial Wellness Solutions into Action: Your New Advantage for Attracting & Retaining Employees
Tammy L. McAllister, Director of Workplace Solutions, Synergy Wealth Solutions
As HR Professionals, you already know that the financial well-being of your employees is important. As a matter of fact, when employees lack financial well-being, it can adversely affect their work performance which impacts company performance. In this session, we will discuss forward-thinking, holistic solutions to assist your organization in developing and/or enhancing your company’s financial wellness strategy. Join us in a collaborative discussion focused on meeting the diverse financial needs of all employees while improving the company’s bottom line.
 
Tammy McAllister is the Director of Workplace Solutions at Synergy Wealth Solutions, a Mass Mutual Firm. During her 20+ year career, Tammy has become an industry-leading expert in all aspects of health and welfare benefits to include core benefits, executive benefits and voluntary benefits. Tammy’s consultative approach allows her to specialize in helping mid-size and large employers develop short-term and long-term strategic plans that reduce cost, add value by improving employee satisfaction, and minimize risk to enhance the financial outcomes of the organization and their employees. Tammy prides herself on her ability to build strong relationships, has a reputation for being a trusted advisor and is passionate in delivering results for her clients.
 
Tammy is an active Committee Member for SHRM of Greater St. Louis and NHRA.
 

Violent Intruder Training (Tier One 4E)
Officer Devan Falzone & Officer Jeffrey Kuykendall

This session will include the latest best practices for a myriad of topics to include Workplace Violence, Active Shooter Response, Cyber Security, Personal Safety and an interactive presentation on surviving any incident. The class is designed to enhance personal safety awareness and give the attendee the tools necessary to identify potential threats and respond to immediate threats with potentially lifesaving actions. Attendees will not be performing self-defense techniques but will be given information on personal safety techniques that will give them a fighting chance to survive a personal attack. Case studies of actual incidences will be examined, and constructive lessons learned will be identified and utilized. The ultimate goal for the course is to enhance each attendee’s ability to use resources to ensure their safety and the safety of their loved ones.
 

Putting Financial Wellness Planning into Action: Your New Advantage to Attract & Retain Employees
Tammy L. McAllister, Director of Workplace Solutions, Synergy Wealth Solutions
 

Difficult Conversations: How to Handle Workplace Conversations About Everything From Poor Performance to Personal Hygiene
Susan Bassford Wilson, Partner – e-Law Practice Group Chair, Constangy, Brooks, Smith & Prophete, LLP
Difficult conversations are tough but inevitable for those in management and human resources. Whether the topic is body odor, poor performance, or interoffice feuds, how do you prepare for a tough talk? When is the subject a morale issue and when are there legal implications? When do you need to have a hard conversation and when should you not? Join me for a practical workshop on how to handle difficult conversations in the workplace.
 
Susan Bassford Wilson focuses on management-side employment law, particularly on counseling and litigation prevention for technology, transportation, healthcare and retail companies. She handles a wide range of employment matters in federal and state courts across Missouri and Illinois, as well as successfully representing employers in mediation and administrative matters before the EEOC, NLRB, MCHR and IDHR.
 
Susan enjoys assisting employers in proactively addressing employee issues through policy development, audits and training. She frequently publishes, presents and provides training to human resources, trade and employer groups on a variety of employment law issues, such as digital workplace challenges, social media policies and wage and hour audits. Susan earned her law degree from the University of Michigan, and her undergraduate degrees in journalism and psychology from the University of Missouri. Susan serves as chair of Constangy’s e-Law Practice Group, and is also a member of the firm’s Diversity Council.
 
 
Behavioral Health Awareness in the Workplace
Lisa Paschke, LCSW, CEAP, Manager, Account Services, Personal Assistance Services (PAS) EAP
An employee’s behavior has an impact on teams, employees, internal and external customers, managers and an entire organization. This interactive seminar incorporates scenarios that lead participants to think through appropriate responses to common behavioral health concerns that are encountered in the workplace. Guidelines are provided on how to most effectively support employees including helping someone who may be suicidal, distressed, or behaving erratically.
 
Lisa Paschke has been providing management, clinical and organizational services, and critical incident response for over 15 years at Personal Assistance Services (PAS) EAP. She has worked closely with HR Manager, Benefit Managers, Organization Leaders and various other levels of management across numerous industries assisting with troubled and problematic employees and presenting trainings. Lisa holds a Bachelor of Arts degree in Psychology from Illinois College in Jacksonville, IL, a Mater of Social Work degree from Saint Louis University, and is a Certified Employee Assistance Professional (CEAP). Lisa’s favorite thing to do is spending time with family and old friends and making new friends, so feel free to say hi and introduce yourself!
 
 
Creating Connections Through Brand & Experience
Becki Feldmann, Senior Employee Experience Designer, Commerce Bank
In the current state of hiring where there are more jobs than candidates to fill, just pushing jobs out won’t get you what you need. The game has changed and while record low unemployment rates are part of the reason, the other factor at play here is the change to the way in which we can consume information. The changes in consumer behaviors and expectations will continue to impact recruiting regardless of unemployment rates.
 
“Recruiting has changed from the days when big companies believed that ‘people need a job and we are the ones to provide it’ and didn’t worry about getting back to candidates. That world has completely shifted. In the world we live in today, that candidate is more like a shopper, asking if they really want to work for the company, if they’ll be able to grow there as an individual, make a unique contribution to the world and make a living.” Mahe Bayireddi, CEO and co-founder of talent relationship management platform Phenom People.
 
Organizations that do a good job of sharing who they are, setting expectations of the hiring process, communicating with applicants and treating them fairly will be the ones to win the war for talent in this growing competitive market. Candidate experience isn’t just a buzz word, it’s the differentiator that will make candidates choose you as an employer and likely impact their decision to refer others to you or purchase your products and services, too.
 
In this session, attendees will learn:
  • What candidates are looking for, what has changes, and why candidate experience matters!
  • The importance of transparency, authenticity, communication, feedback and relationship building
  • How to deliver on these promises and make meaningful connections
Becki Feldmann recently took the role of Senior Employee Experience Designer at Commerce Bank. She formerly led SSM Health in Employee and Candidate Experience after 16 years with the organization. Becki started as a psych tech in one of the hospitals but after being drawn into retention and development initiatives she moved into the organizational development space which led to many opportunities in HR and then IT. In 2014, Becki landed in Talent Management where she feels most at home optimizing technology and connecting people to improve the candidate and employee experience. Becki brings a unique blend of HR, OD and IT to meet the ever-changing needs of the business to achieve exceptional results. Becki is recognized as a thought leader in the area of candidate and employee experience. Becki’s passion for developing herself and others is evident through active service with the Missouri State Council for SHRM Board as the Director of Social Media, SHRM of Greater St. Louis as VP of Communications and also Co-Programs Chair for Lewis and Clark SHRM. Becki also recently launched her own company b-e-connected, LLC focused on helping companies to build brand awareness, better relationships and improved connectivity with their audiences!
 
 
Six Practical Steps to Make Leave Administration Manageable
Tyler Kostich, People - Special Projects, Anheuser-Busch
This presentation will highlight topics such as training of managers/supervisors, outlining clear and consistent policies and practices, centralization of leave administration, evaluating build or buy decision for a leave management tracking system, creating actional measurements for tracking and reporting, and discussing continuous improvement efforts.
 
 
ADA Accommodations & Job Performance: How to Manage Both
James M. Paul, SHRM-SCP, Shareholder, Ogletree, Deakins, Nash, Smoak & Stewart, P.C. & Andrew L. Metcalf, Associate, Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
It this interactive session, we will walk through a “real life” scenario where an employee presents with both a need for an accommodation under the ADA, but also has performance issues that call for correction. When is it appropriate to implement an accommodation? When is it acceptable to issue discipline or corrective measures? Are there circumstances where an accommodation is “unreasonable” or an “undue burden”? How should managers and HR document everything along the way? Attendees will leave this session with a fresh perspective on how to balance and promote the rights of people with disabilities in the workplace, how to manage performance issues, and how to train managers on ADA best practices.
 
Jim Paul has extensive trial and appellate experience with handling labor and employment law litigation in federal and state courts, and before the Equal Employment Opportunity Commission, Department of Labor, Department of Justice, Missouri Commission on Human Rights, Illinois Department of Human Rights, and several other federal and state agencies. He has also earned the national Society for Human Resources Management’s “SHRM-SCP” certification and regularly advises employers on all labor and human resource management issues in an effort to prevent or resolve employee issues before they escalate into legal disputes. As Co-Chair of the firm’s Disability Access practice group, Jim advises clients regarding legal requirements for accommodating disabled individuals and defends Americans with Disabilities and Rehabilitation Act lawsuits nationally.
 
Prior to his private practice of law, Jim served as judicial law clerk to the Honorable Ray Price, Jr. of the Missouri Supreme Court and then as a Missouri Assistant Attorney General. As Assistant Attorney General, he represented the Missouri Department of Labor and Industrial Relations, the Missouri Division of Labor Standards, and the Missouri Commission on Human Rights by enforcing state discrimination and wage and hour laws. He also worked in Washington, D.C. on legislative issues for the late Missouri Governor Carnahan and has taught Trial Advocacy at Saint Louis University as an Adjunct Professor.
 
Andrew Metcalf represents businesses and public organizations in all aspects of employment law, including both litigation and human resources counseling. He assists clients facing lawsuits and administrative charges alleging employment discrimination, harassment, retaliation, and violations of other workplace laws and regulations, including the FMLA and FLSA. He has guided clients through investigations by the EEOC, Missouri Commission on Human Rights, the Department of Labor, and OSHA. Having extensive experience with complex employment litigation, Andrew offers strategies to ensure clients are efficiently and thoroughly protected in workplace legal matters. As a chapter editor for a treatise on the FMLA, Andrew has extensive knowledge about employee leave of absence laws.
 
Andrew also helps businesses and human resources professionals minimize risk by offering practical strategies and legal counseling on workplace policies, including the preparation and review of employee handbooks and employment contracts. He regularly speaks to business groups about best practices and litigation avoidance, and he is a frequent author about developments under Missouri law.
 
Andrew is a Committee Chair for the SHRM of Greater St. Louis, and has led several initiatives to help HR professionals network and launch their careers.
 
 
The Corporate Culture of Your Dreams: If You Build It, They Will Come
Elizabeth Haberberger, President & Partner, Dale Carnegie St. Louis
 The number one challenge for leaders in business is attracting and retaining good people. While some companies try perks like gym memberships and ping pong tables, creating a strong corporate culture wins every time. Culture doesn’t have to be sunshine and unicorns, it just has to fit your organization. But how do you create a strong culture? The answer might surprise you! Join us to learn how HR impacts culture and gain strategies to get other leaders to focus on culture as a strategic initiative.
 
Elizabeth Haberberger’s enthusiasm and passion aren’t easily matched. Her number one rule in life is to have fun. If it’s not fun, she’s not doing it. Elizabeth is the President and Partner at Dale Carnegie St. Louis. She has worked with clients in a variety of industries and sizes ranging from Fortune 500 companies to smaller family-owned businesses. Whether she is working with clients to solve business needs or in front of a room delivering training, you can find a big smile on her face and will know she is bringing 100% to the table.
 
 
Where Women Thrive
Kate Kerr, SHRM-SCP, Director of Professional Development & Inclusion, Armstrong Teasdale LLP & Lisa Weingarth, Executive Director, Women’s Foundation of Greater St. Louis
A workplace where women can thrive is a workplace where business succeeds. Come learn about the STL Employment Scorecard by the Women’s Foundation of Greater St. Louis. The scorecard looks at local companies’ best practices, policies and out comes in creating a diverse workplace where women and women of color succeed. We’ll share the best practices we’ve learned for you to take back to your company. We’ll also incorporate an interactive exercise to demonstrate the need for some of these practices in the workplace.
 
Kate Kerr is a career development professional. As a former Big Law attorney, Big 4 strategy consulting analyst, Fulbright scholar, nonprofit leader and HR professional, Kate has experience in workplace development and career transitions. In her current role as the Director of Professional Development and Inclusion at Armstrong Teasdale LLP, Kate focuses on building culture and careers. She has been instrumental in the creation and development of the AT Leadership Institute, diverse learning systems and career development. She holds a JD from Georgetown University Law Center, a BA from Grinnell College and the SHRM-SCP certification. She serves as a board member for the Women’s Foundation of Greater St. Louis and sits on the Advisory Board for Rise Society.
 
Lisa Weingarth is the Executive Director of the Women’s Foundation of Greater St. Louis, a regional, grassroots nonprofit that is eliminating the barriers to economic independence for women. During her career, Lisa has worked to protect and empower victims of domestic and sexual violence and to help students become the first in their family to graduate with a post-secondary degree. Since starting with the WFSTL in April 2018, Lisa has helped to double the reach and impact of the organization’s Women in the Workplace: Employment Scorecard initiative. Lisa is a graduate of the Missouri School of Journalism and has been recognized as an “Emerging Leader” through the national Bank of America “Neighborhood Builders” program.
 
 
Using Total Rewards to Attract & Retain in a Low Unemployment Market
Mary Mosqueda, Practice Leader, Compensation Global Consulting, Lockton
This session will review a process for determining if your organization has the “right” rewards for your desired population. Lockton will discuss the importance of an external market study, by uncovering how your rewards compare to the market and then correlate that with what your current employee population values. Lockton will describe the use of a conjoint analysis and total rewards surveys to determine what “trade-off’s” employees are willing to make to create the best total rewards package. Finally, we will discuss the importance of understanding your culture and brand so that you can communicate a final strategy effectively to current employees and to potential new hires.
 
Mary Mosqueda is the Practice Leader for Lockton Companies Compensation Global Consulting practice located in St. Louis, Missouri. With over two decades of experience in compensation, human resources, and work/life programs, she has been a key contributor in the strategic development and design of public and private sector executive compensation and total rewards programs. Mary has extensive expertise in managing and designing competitive broad-based total rewards programs that attract and retain top talent. She assists clients with strategy, design, funding, administration, and communication of total rewards programs, incentive compensation plans, including annual and sales programs, executive and board compensation negotiation, total renumeration for international and expatriate compensation, pay-for-performance systems, and work/life systems.
 
 
Technology in Recruiting & Hiring: Hidden Legal Risks
Charles (Chad) Reid, IV, Shareholder, Littler Mendelson, P.C. & Lillian T. Manning, Associate, Littler Mendelson, P.C.
With the use of technology in recruiting and hiring, employers must be cognizant of legal risks that are not readily apparent. Digital hiring platforms and on demand digital interviews create potential claims of discrimination, not to mention the potential of disparate treatment and impact when facially neutral algorithms are used to screen candidates. Crowdsourcing raises wage and hour concerns under the FLSA. Automated background checks and use of social media raise privacy and FCRA concerns. Online interviews and applications invoke ADA accessibility issues. The globalization of the applicant pool may require an employer to address immigration problems. While using these technologies allows an employer to determine the best applicants, it is imperative that the employer understands and avoids the legal perils associated with these platforms.
 
Charles (Chad) Reis, IV is an experienced trial lawyer who successfully represents employers in employment matters in all forums, whether in court before jury or judge, arbitration, or administrative agency. Chad also advises his clients on how to avoid litigation. Chad represents businesses in discrimination, retaliation, whistleblowing, and wage and hour matters. Chad is a shareholder with Littler Mendelson, P.C., the largest labor and employment firm in the world. Chad has published in authoritative treatises and employment newsletters, and has spoken locally and nationally on employment matters. Chad graduated magna cum laude from Boston College, and obtained his law degree from Saint Louis University School of Law.
 
Lillian T. Manning is an associate with Littler Mendelson, P.C., the largest labor and employment firm in the world. Lillian advises and represents employers in a broad range of employment matters. Lillian has litigated and argued in state and federal courts. Lillian has also represented clients in administrative agency and alternative dispute resolution forums. Lillian received a B.S.B.A. in Human Resources Management from Creighton University before obtaining a JD from Washington University in St. Louis.
 
 
How to Develop Diversity Initiatives that Just MIGHT Work!
Donna Moody, Manager of Training & Organizational Development, AAIM Employers’ Association
Leveraging the diversity in your organization is crucial for succeeding in a global marketplace or with a highly diverse customer base. Having a variety of different employees with different skills and backgrounds gives you an advantage when it comes to innovation, creativity and a wide variety of other important business skills. This workshop will provide recommendations as how to think about aligning your diversity and inclusion strategy with your key organizational objectives.
 
Donna Moody is AAIM Employers’ Association’s Manager of Training and Organizational Development. She humbly describes herself as well-versed on communication and diversity. Donna is considered by many as a very inspirational and humorous motivator who empowers people of all backgrounds to improve. She has been a college administrator and consultant for over 20 years in higher education and civic communities. In addition to her position with AAIM, she is an adjunct professor at Saint Louis University providing instruction in the areas of Human Resources, Team Dynamics, Interpersonal Communication, Cross Cultural Competency, Diversity, Public Speaker and Leadership.
 
 
HR’s Secret Weapon: Using Improv to Boost Teamwork & Performance
Steve Hughes, CSP, President, Hit Your Stride, LLC
What if your department group could be more collaborative? What if you were really good at thinking on your feet? How would you like to be more innovative on a regular basis? You might be surprised to learn that the techniques improv comedians use on stage can help you attain all of this and more. Much more. All it takes is a simple shift in mindset and replacing two words in your vocabulary. Come to this cutting-edge program to see how to unlock your super-computer rain to think more fluidly, build stronger teams, and find more fulfillment at work.
 
Steve Hughes is an award-winning speaker who helps people look and sound smart when they talk. He’s the author of Captivate and has been featured on NPR, BBC Radio and in The Wall Street Journal. He’s a former owner of a 50-person ad agency and today he works with Fortune 500 companies, top law firms, national associations, and leading universities. Steve holds a BA in French Literature and European History from the University of Kansas and an MBA in Marketing from Washington University where he was awarded the prestigious Olin Cup. He lives just beyond 270 with his wife and their two well-behaved daughters.
 
 
Somehow, I Manage: It’s Funny on “The Office,” But Not in YOUR Office
Anne Brackett, Chief Engagement Officer, Strengths University & Alicia Wojcuich, Chief Education Officer, Strengths University
Good supervisors can create strong, productive teams that are engaged in your organization and its success. Bad supervisors wreak havoc on teams, customers, and organizations often leading to disengaged employees. Despite so much riding on a manager’s impact, most supervisors receive little or no training on how to supervise, how to develop leadership skills, or in understanding employee engagement. You will learn how coaching and training supervisors using a strengths-based approach can improve both your supervisor’s ability to lead and increase employee engagement. We will share tangible tools to take back to your organization.
 
Anne Brackett and Alicia Wojciuch founded Strengths University in 2017. Both Anne and Alicia are Gallup Certified Strengths Coaches who use authenticity and humor to help organizations – especially those in education – educate, engage, and empower their managers and their teams. We believe that supervisors and teams benefit when individuals understand, appreciate, and develop their own unique set of talents. When people know who they are and what they do best, they are happier, more productive, more engaged, more successful, and treat others with respect and compassion.