Concept & Design: Schultz Squared
GVFHR_Cover_2015.qxp_GVFHR_Cover_2015 10/1/15 10:48 PM Page 1
Chris Kenny
SPHR, SHRM-SCP
W E L C O M E
Melissa Landsmann
SPHR, SHRM-SCP
Welcome to the Greater Valley Forge
Annual Summit.
Thank you for joining us today for a day of
education, development and networking.
We are excited to offer this annual opportunity
for HR professionals to share best practices
and gain insights on emerging business trends.
GVFHRA is committed to providing opportunities
to expand the knowledge and skill base of our
members so they are better able to ensure the
ALIGNment of HR’s strategic and tactical
functions with the overall strategy of the business.
We are proud to continue to provide
a day of thought leadership and learning.
And this means that the role of HR
must continue to evolve through:
Our theme – ALIGN – Action-based Leaders
Inspiring Growth and Navigating change
sets the groundwork for an intellectually stimulating
Summit. The day kicks off with the sharing of
successes and best practices from a panel of
highly respected HR leaders from the Greater
Philadelphia area’s locally recognized best places
to work. Following the panel discussion, the four
break-out sessions throughout the rest of the day
offer practical information presented by industry
experts that can be immediately put into practice
to lead growth and drive change within your
own organization. HR plays a pivotal role in
delivering business success. Today’s rapidlyevolving business, workforce and economic
environments dictate a comprehensive and
effective HR strategy that is flexible while
remaining focused on critical business results.
Excelling in business acumen while focusing on
people management and development is
critical to the survival of our organizations.
• Creating an action plan that aligns
HR with business objectives
• Effectively assessing, developing and
retaining talent, including the next
generation of business leaders
• Creating and fostering the right culture
for the organization
• Providing HR metrics that are relevant
and meaningful to your business
• Driving necessary changes through
innovative thinking and planning
We are privileged to have you here with us —
we are confident today will deliver an
opportunity to re-connect with old friends,
establish new professional resources and
expand your capability to ALIGN!
Sincerly,
Chris Kenny & Melissa Landsmann
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TABLE OF CONTENTS
Welcome ...................................................................1
Sponsors ...............................................................4-13
Agenda....................................................................14
About Us...................................................................15
HR Perspectives Panel ............................................16
Session 1 ..................................................................20
Session 2 ..................................................................22
Session 3 ..................................................................24
Session 4 ..................................................................26
Upcoming Events....................................................28
2015 SUMMIT TEAM
Co-Chairs
Chris Kenny
SPHR, SHRM-SCP
Marketing Co-Chairs
Caitlin Cocchi
PHR, SHRM-CP
Melissa Landsmann
SPHR, SHRM-SCP
Stefanie Solimine
PHR, SHRM-CP
Programming Co-Chairs
Karen Carr, PHR, SHRM-CP
Sponsorship Co-Chairs
Suzanne Gleason
Heather Dromgoole
SPHR, SHRM-SCP
Sherri Tate, PHR, SHRM-CP
Kiel Parker
PHR, SHRM-CP
Association Management
Lori Stokes-Powers
The Society for Human Resource
Management (SHRM) has approved
this conference for 6.5 professional
development credits (PDCs) towards
SHRM-CP and SHRM-SCP certifications.
The HR Certification Institute (HRCI)
has approved this conference for 6.5
Business recertification hours towards
PHR, SPHR, and GPHR certifications.
Once you return your completed
evaluation form to the Main Lobby
at the end of the day, you will receive
the list of program ID numbers to
submit for recertification.
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B R E A K F A S T
S P O N S O R
CAPTRUST’s primary business is providing a broad
range of independent and objective advisory
services to over 1,200 institutional relationships
representing in excess of $170 billion in plan assets.
CAPTRUST is ranked as one of the top five largest
independent retirement plan advisory firms
nationally by PLANSPONSOR Magazine. We
believe that institutional fiduciaries experience
better service and value from a firm whose
specialization is providing objective consulting
rather than one whose core business is focused
elsewhere. CAPTRUST is 100% employee-owned
and operates as an independent advisory and
financial services firm. One-hundred percent of
our revenue is fee-based and derived from our
Investment Advisory/Retirement Plan Consulting
services - none of which is commission based.
Philly.com Jobs (www.philly.com/jobs) is your
number one source for recruitment in the
Philadelphia area. Our partnership with Monster
means you have access to the best in class
recruitment products and technology, along
with the local reach of The Philadelphia Inquirer
and Daily News.
With over 23,000 new resumes and 3.3 million
job views monthly, Philly.com and Monster can
help you find and target the best candidates
for all your recruitment needs. You’ll have access
to premier technology and easy to use solutions
from job ads, to social recruitment tools to
cloud solutions.
No matter how big or small your recruitment
needs, Philly.com and Monster can provide you
with all the print and digital solutions you need
to keep your business running.
We successfully advise defined contribution
plans and defined benefit plans, governmental
programs, endowments/foundations, and other
institutional asset pools by focusing on superior,
proprietary analytics and consistent delivery.
We believe that helping our clients implement
and maintain a comprehensive, disciplined,
and well documented due diligence process is
crucial, both to the success of the plan and to
the ability to meet the requirements of plan
fiduciaries.
Contact us at 215-854-5719
for more information.
Please visit our website
www.captrustadvisors.com
or contact Chris Kulick
Chris.Kulick@captrustadvisors.com
215.348.8811 for more information.
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CSS Inc. is a globally recognized Consumer
Reporting Agency (CRA), specializing in
Background Checks, Drug Testing, and
Administrative Management Services.
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CSS is a national staffing & recruitment provider
specializing in niche recruitment in various
industries since 1994. We have successfully built
relationships to be identified as a leader in talent
acquisition partnerships.
It is our mission to help customers achieve
their goals by providing the most “up to date”
information to aid in protecting your company’s
greatest asset, HUMAN CAPITAL. Whether it's
increasing profitability, changing workplace
culture or improving your social influence; CSS is
committed to your company's vision. CSS has
extensive experience to offer diverse solutions
regardless of industry. We understand every
customer has unique hiring needs, and our
exceptional customer support team is always
available to provide flexible solutions to meet
your company's objectives.
To our candidates we offer the highest level of
customer service and teamwork, and the chance
to become fully vetted so we can present you
to our clients for possible temporary, contract or
direct hire employment. Once hired, we strive to
make sure you are on boarded and off boarded
with the greatest level of efficiency and strive for
the highest level of operational excellence by
encouraging that you utilize our online timecards
system and enroll for direct deposit or the global
cash card.
To our clients we offer customized recruitment
strategies & skills assessments, requisition
management, project recruitment, Manager
Service Programs (MSP) and Vendor Management
Supplier (VMS) in the following niches:
CSS is recognized by our industry trade
association (NAPBS) as an accredited company,
which puts CSS in an elite class of CRA’s across
the nation. Being NAPBS accredited validates
our commitment to provide customers fast,
accurate and reliable information you can trust.
• Accounting & Finance
• Sales & Marketing
• Technical
Your Vision, Our Goal.
• Human Resources
• Call Center & Office
Please stay in touch with us by liking us on
facebook, following us on pintrest, connecting
with us on linked in, and visiting our job boards on:
For more information, please contact:
Nicholas Orio
Business Development Associate
Norio@csscheck360.com
856.344.7000 ext. 122
Evan Violette
Client Relationship Manager
eviolette@contemporarystaffing.com
610-832-2500
www.ContemporaryStaffing.com
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In business since 1971, CompuData is an
award-winning business technology solution
provider that has helped thousands of
businesses improve their processes and
bottom lines by providing user-friendly
software, cloud, and technology infrastructure
solutions.
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Global Employment Solutions is a Professional
Staffing Service with Local Intelligence and a
Global Advantage. Our clients get the insight
and personal attention of a local business with
the global resources of a national firm.
With Global Employment Solutions you get
unlimited global reach with an extensive business
network of resources, industry specialization
and personalized service from a local business
team. Your Global Employment Solutions team
lives and works within your community, they know
the market dynamics and stay connected to the
top talent. Our recruiters live in the community,
understand the business climate and have an
extensive network with the local market’s top
talent. As a Preferred staffing partner to
multinational companies, system integrators and
government agencies, our streamlined recruiting
process is efficient and quickly delivers qualified
candidates who are thoroughly screened and
prepared. The three services we provide our
clients are:
CompuData’s innovative HR solutions drive
improved efficiency, automate manual
HR tasks, maximizes employee investments,
improves decision-making and helps HR retain
talent. HR technology solution features
include:
• Talent Management
• Employee Benefits
• HR Management
• Time and Attendance Management
• Risk Mitigation and Compliance
• Recruiting and Onboarding
• Payroll Management and Processing
Other technology solutions from CompuData
geared towards increasing your business
productivity and profitability include:
Temporary Staffing solutions to help you meet
the challenges of seasonality, peak workloads,
special projects, high turnover or low productivity.
• Managed IT Services
• Cloud Solutions
• ERP/Accounting Solutions
• CRM Solutions
Permanent Staffing identifies and delivers the right
candidates for your direct placement needs on a
contingent-fee or retained basis.
Visit CompuData’s Booth to learn more!
IT Staffing and Consulting a division of Global,
Fahrenheit IT delivers customized staffing solutions
designed to improve productivity and deliver
results.
Suzanne Gleason, Division Director
Global Employment Solutions
sgleason@gesnetwork.com
c: 610.952.0529 • o: 610.822.1202
www.gesnetwork.com
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The HR Certification Institute (HRCI),
established in 1976, is an internationally
recognized, independent certifying
organization for the HR profession. The HR
Certification Institute is the global leader in
developing rigorous exams to demonstrate
mastery and real-world application of
forward-thinking HR practices, policies
and principles.
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Jane is the HR manager's secret hiring assistant.
With Jane, you get a dedicated hiring specialist
who can take care of all of your hiring needs,
and who sets you up in our software, which
keeps you up-to-date and in control of the
whole process.
For more information please contact:
Everett Reiss
ev@janehires.com
Direct: 267.564.1557
844.HEY.JANE 439.5263
Today, more than 145,000 HR professionals
in 100 countries proudly maintain the HR
Certification Institute’s credentials as a
mark of high professional distinction.
Please contact:
Brad Wilson
208.969.0122
brad.wilson@hrci.org
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Kelly & Associates is a full service brokerage firm
that specializes in Employee Benefits. Our firm
provides fully insured and self-funded plan
management. Our primary focus is helping
companies with their major medical and
ancillary lines of insurance coverages.
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Your trusted adviser, when it comes to the
overall health and wellness of your employees
and the success of your business. Providing
exceptional support to companies in PA, DE,
& NJ for nearly 50 years.
From fully insured to self-funding, level
premium, consortiums, captives, and PEO’s,
Kistler Tiffany Benefits will work with you to
determine which medical plan option best
meets your company needs and budget.
Our organization has over twenty years of
experience. Kelly & Associates provides the
critical link between the Health Insurance Carrier
and the Client. We are dedicated in helping
an organization provide the most competitive
Employee Benefit Offerings to their employees.
Our core services include:
• Group dental, vision, and medical
supplements
Kelly & Associates is a leader in providing the
most accurate and feasible group health, group
dental, group life, group disability, and voluntary
benefits in the industry. Our brokers are forward
thinking, they consult and advise the client on
the best solutions in the market.
• Group life, short term, and long
term disability
• HSA’s, FSA’s, & HRA’s
• COBRA Administration
• Medicare for Groups and Individuals
Kelly & Associates now provides level funding
plans to the middle market, companies can
now control their healthcare costs, and
negotiate renewals. The level funded options
provide accurate claim data and visual
utilization of benefits.
We also offer exceptional resources—
for you and your employees.
1. Health Care Reform Guidance
2. HR Consulting
3. Newsletters and Seminars
4. Health and Wellness Program Consulting
For more information please contact:
Tim Kelly at tkelly@officialkellybenefits.com
5. Online Benefits Administration
and Consolidated Billing
6. In-House Call Center
7. Employee Advocacy Services
1-800-396-4309 or ktbenefits.com
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Headquartered in King of Prussia, PA, Trion is a
leader in the employee benefits marketplace,
developing innovative solutions that simplify
benefits and risk management for local, regional,
and Fortune 1000 companies. With more than
400 associates and ten offices nationally, our
core services focus on health and welfare
benefits plans, large-employer disability and
life programs, benefits administration,
communications, and voluntary benefits services.
Through each of these areas, we combine
advanced consultation, brokerage,
administration, and risk management services to
help clients reach a favorable balance between
their insurance and benefits programs and to
provide long-term value to their business.
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MEA helps over 400 successful, growing
organizations in PA, NJ, and DE manage their
workforce needs, stay current and compliant,
and attract, develop and retain their talent.
As the region’s only Membership-based
employers’ association, MEA provides HR support
to mid-sized businesses. We keep Members
informed and up-to-date on topics critical to
HR management.
MEA also offers a variety of HR services such
as recruiting, engagement and compensation
services, HR compliance support, leadership and
HR training, an employers’ hotline for tough-tohandle employee relations issues, and special
events and opportunities to network and learn
from other area HR professionals.
Contact:
Pat Kain
2300 Renaissance Blvd.
King of Prussia, PA 19406
610-684-3275
Benefits of MEA Membership
• Members Receive 12 HRCI Credits Per Year
of Membership – NEW!
• Unlimited MEA Expert Hotline Calls
• MEA Alerts, Newsletters, and Webinars
• CCH AnswersNow – an online database of
federal & state laws and news, compliancerelated posters, and expert analysis ($950 value)
• Downloadable HR Toolkit, Templates,
and Documents
• Regional and National Compensation Surveys
with Custom Report Tool
• 1 free Training Workshop
• 1 free State and 1 free Federal Labor Law Poster
• Annual HR Planning Meeting with our Member
Experience Team
• Quarterly Peer Roundtables
Visit www.meainfo.org
or call 800-662-623
for more information.
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Monarch Staffing is dedicated to matching the
Delaware Valley's best employers with the area’s
best employees, specializing in placing Temporary, Temporary-to-Hire and Direct Hire. We listen,
understand and care about finding the perfect
fit for both our clients and our candidates and
we meet the needs of a changing workforce.
Temporary-to-Hire 480 Hour No Fee Conversion.
Recognized for Best of Staffing 2013-2014.
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For over a decade, Saint Joseph's University
has been among the few universities in the
region to offer an advanced education in
human capital with a strategic, business context.
As a result, this program has evolved to address
the demand for aspiring and current business
leaders to leverage human capital at both the
individual and organizational level. This focus
prepares 21st century professionals to drive
organizational performance at all functional
areas, from human resources to operations,
from sales and marketing to finance, and from
production to customer service.
Our business is sourcing, recruiting and staffing.
Let us get you the right employees when and
where you need it so you can concentrate on
your core business. We are able to give you
the right resource to get the job done without
interruption, whether it’s needed in your office
or remotely. Leave The Staffing To Us.
This program is available online and GMAT
waivers are now being offered. Additionally,
new students will receive a scholarship during
their first semester.
Administrative & Office Support, Customer
Service, Sales & Marketing, Human Resources,
Accounting & Finance, Entry Level IT, Purchasing
& Supply Chain, Supervisory & Management.
To learn more about the Master of Science
in Managing Human Capital Program
at Saint Joseph's University, please contact
Dr. Patricia Rafferty at 610.660.1318
or patricia.rafferty@sju.edu.
• Certified Staffing Professionals (CSP)
• Experienced and Dedicated Team
• Interview Assessment: Tangibles vs. Intangibles
• Savings of Recruitment Cost and Time
Involved In Screening & Sourcing
• State-of-the-Art Searches and Contact
Management
• Strong Network of Local Recruiting Resources
and Social Networking
3 convenient locations; Delaware County
610.604.0202; Chester County 610.640.4111;
Montgomery County: 610.629.0088
or email us at info@monarchstaffing.com.
Visit our website for more information:
www.monarchstaffing.com
or from any mobile device.
Let Us Take You Under Our Wings
and Experience the Difference.
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VidCruiter’s Applicant Hiring System is the most
advanced automated recruiting solution on
the market. We offer a full suite of recruitment
products including, an applicant tracking
system, live and pre-recorded video interviews
and automated reference checking. Each
product can be used independently or
combined for a completely optimized
recruitment experience.
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Villanova University offers several opportunities
for HR Professionals to further their education
and pursue their career goals.
Villanova offers a graduate program in Human
Resource Development that balances theory
and practicum. A Masters of Science degree in
HRD fosters development of knowledge and skills
that can be applied to the rapidly changing
field, from law and regulation to human behavior
and business. The faculty in the program are
active in the industry and leading research in
the field. This flexible program offers evening
courses for both full and part-time students in
a traditional campus classroom or an entirely
online format.
With VidCruiter, you can increase your hiring
efficiency by speeding up the recruitment
process and finding better quality employees.
Your time to hire will be significantly reduced
by eliminating outdated and time-consuming
recruitment practices, such as phone
interviews and manual reference checks.
Our digital structured interview system will
make it even easier for your team to make
improved hiring decisions.
Through the College of Professional Studies,
Villanova also offers a 13-week course for HR
Professionals seeking certification or to further
their career. Utilizing the NEW SHRM® Learning
System, this course is offered in partnership with
the Society for Human Resource Management
(SHRM) and provides a comprehensive and
accelerated option for professional development
with an instructor-led and online environment.
Villanova University is a national leader in
providing the SHRM Learning System®
Certification Preparation Course.
VidCruiter’s advanced workflow system
allows companies to map out their entire
recruitment process and automate it to their
level of comfort. The entire platform can be
customized for any recruitment scenario and
will meet the unique needs of any company
from any industry around the world.
Not only will your organization be assigned
a Dedicated Account Manager, but we are
also partnered with TH Consulting here in
Philadelphia who is ready to assist you.
For more information on either of
these programs, visit www.villanova.edu.
Stop by our booth to learn more about the
ways VidCruiter can assist your organization.
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ROOM
SPONSOR
Penn State’s School of Graduate Professional
Studies at Great Valley offers outstanding
graduate programs, professional development,
and conference services.
NFP Charon Planning began helping employers
find cost-effective benefit solutions in 1993.
By 2000 we joined NFP and quickly evolved
into a growing, full-service benefit consulting
organization. By joining NFP, we gained access
to best in class resources and improved our ability
to serve clients across the country due to NFP’s
national presence NFP possesses both local
and national market knowledge and leverage.
With over four million insured employee lives and
a multi-billion dollar premium book of business,
NFP is one of the largest insurance brokers in
the country.
Located in the Great Valley Corporate Center,
the campus enrolls more than 1,000 professionals
annually in master’s degree and graduate
certificate programs in:
• Engineering and Information Science
• Leadership Development
• Finance
• MBA
Some students choose to advance their careers
through professional development in business,
management, and technology programs.
NFP operates in two business units:
Classes are offered in evenings and on Saturdays
on a face-to-face basis. Many are offered in a
convenient hybrid format. A resident graduate
faculty, supplemented by part-time faculty
drawn from business and industry, teach valuable
practical skills, share cutting-edge knowledge,
and work with corporate, government, and
educational neighbors to address real-world
problems and enhance employee performance.
Penn State Great Valley also offers conference
planning services, enhanced by state-of-the-art
technology and facilities. We help organizations
plan meetings, events, and customized training.
• Insurance Brokerage and Consulting:
Advises on corporate and executive benefits,
retirement plans and property and casualty
insurance. Also provides retail and wholesale
life insurance brokerage and wealth
management services.
• Advisor Services: Services independent
financial advisors by offering broker-dealer
and asset management products and services.
Penn State Great Valley is accredited by the
Middle States Commission on Higher Education.
Graduate Business programs are also accredited
by AACSB International, The Association to
Advance Collegiate Schools of Business.
NFP Charon Planning proudly offers the resources
and leverage of a large national broker, while
continuing to operate like a boutique consulting
firm for our clients. We are still managed by our
two original owners, and it is through their close
guidance that we maintain very close client
relationships and the entrepreneurial spirit that
made us successful.
For more information please contact:
Programs: gvinfo@psu.edu • 610.648.3200
Conference Services:
conferences@psu.edu • 610.648.3209
For more information please contact:
Rich Krekstein
rkrekstein@charon.nfp.com
215-828-4037
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SPONSOR
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SPONSOR
Duane Morris Institute (DMi) believes in the now,
keeping you ahead of problems before they arise.
We inform and engage your leadership with
high quality education performed by our top legal
professionals. .
Right Recruiting in Blue Bell, PA is the only firm to
be ranked by the Philadelphia Business Journal in
both the Retained (#11) and Contingency (#24)
categories for 2014. We are well-positioned to be
your vendor of choice for recruitment services.
We focus on positions with growing companies
and are often asked to help define newly
created positions on our clients’ executive
and professional staffs. Recent projects have
included searches for:
Empowering Now
DMi offers CLE, HRCI and SHRM accredited
programs in Philadelphia, at client work sites, and
online. Each semester, DMi offers current, relevant
topics ensuring your business is up-to-date and
knowledgeable in the Employment, Labor,
enefits and Immigration (ELBI) areas of law.
• VP Human Resources and Director of IT for
Horizon Services in Delaware
• Director of Interior Design for Spiezle Group
in Trenton
Practical Focus
DMi’s instruction maintains a keen focus on the
practical application of knowledge to empower
leaders in the workplace. For human resources
professionals, in-house counsel, benefits administrators and other senior management, DMi courses
are timely, relevant, and immensely valuable.
• Continuous Process Manager for Woodstream
in Lancaster
• Senior HR Business Partner for Crane in Malvern
All projects are headed by either Jeff Zinser
(Principal) or Cathy Bird (VP). With support from
Christina Forsyth and her staff in our administrative
office in South Africa, Jeff and Cathy in Blue Bell,
PA are directly accountable to all of our clients.
Our services include: written candidate profiles
along with resumes, weekly update meetings,
scheduling and reference support. We provide
world-class executive search services geared to
aggressive, growing firms who want the best
talent, committed service and affordable fees
World-Class Faculty
Attorneys from Duane Morris LLP's “ELBI”
practice provide instruction on issues that have
a real-time impact on employers' workplaces.
Faculty members are highly involved members
of the practice and are considered extremely
knowledgeable in their respective fields. Duane
Morris' ELBI attorneys provide clients with a wide
spectrum of global services. With dozens of
attorneys focusing on these integrated areas,
the firm provides comprehensive analyses of
workplace issues affecting our clients domestically
and internationally.
For details please contact:
Cathy Bird
215-641-9300
Contact us
Jonathan A. Segal
Duane Morris Institute
Managing Principal
jsegal@duanemorris.com
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7:15AM - 8:00AM
Registration and Continental Breakfast .......................................Main Lobby
8:00AM - 9:30AM
HR Perspective Panel Align..............................................Musser Auditorium
9:30AM - 9:45AM
Break ..................................................................................................Main Lobby
9:45AM - 11:00AM
Session 1
Devaluing Diversity: Avoiding Mistakes During the Interview Process
Michael Cohen, Esq.............................................................Musser Auditorium
Partnering on the Journey from Start-Up to Global Leading Enterprise
Lynda Risser, GPHR & Stephanie Rita, GPHR.....................................Room 205
Private Exchange Readiness:
Aligning Your Benefits Program with Your Business Goals
Elizabeth Patterson & Amy Coyle......................................................Room 208
11:00AM - 11:15AM
Break ..................................................................................................Main Lobby
11:15AM - 12:30PM
Session 2
Leadership that Ignites Passion and Creates a Customer Focused Culture
Dana Riker Jackson.............................................................Musser Auditorium
HR as a Leader of Change: Fun, Frustration & Fulfillment!
Bob Stearns...........................................................................................Room 205
Strategic ROI: Overcoming Barriers to Best-In-Class Talent Assessment
Chad Thompson, PhD.........................................................................Room 208
12:30PM - 1:30PM
Lunch .................................................................................................Main Lobby
1:30PM - 2:45PM
Session 3
The So What of Storytelling: HR Metrics that Matter
Alison DiFlorio, PHR ...............................................................Musser Auditorium
Navigating Changing Overtime Rules: What You Need to Know
Julie Kinkopf, Esq..................................................................................Room 205
Energizing High Potential Technical Employees Towards Leadership
Jamie Gairo, MA & Dionne Wright....................................................Room 208
2:45PM - 3:00PM
Break ..................................................................................................Main Lobby
3:00PM - 4:15PM
Session 4
Powering Up to Trusted Advisor Creating the Business HR Alignment Action Plan
Valerie Smith Pease..............................................................Musser Auditorium
Developing Leaders: A Case Study from the Legal Profession
Gus Prestera, PhD, MBA & Bonnie Bell, PHR ......................................Room 205
HR Confidential: The Expanding Role of the HR Professional
in Protecting Confidential Information
Susan R. Fiorentino, Esq.......................................................................Room 208
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Greater Valley Forge
Human Resource Association
GVFHRA is proud to serve our members as
the premier regional forum for leadership,
education, and advancement in the field
of Human Resources.
We are an organization comprised of
professionals in the areas of employment
and placement, compensation, benefits,
employee labor relations, and training
and organizational development. As an
affiliate of the Society for Human Resource
Management (SHRM), an international
organization of more than 250,000 human
resource professionals, GVFHRA provides
information and education on topical
issues and current trends for our members
to develop professionally. Our meetings
and seminars also provide peer
networking opportunities.
With as many as 500+ members,
GVFHRA is an award-winning chapter
and a leading voice of human resource
professionals and students representing
companies located in Bucks, Chester,
Delaware, Philadelphia and Montgomery
Counties in PA as well as from New Jersey
and Delaware. GVFHRA is distinguished
by strong professional development
programs and a welcoming atmoshere.
If you are not a member of GVFHRA,
why not join today? Our monthly
dinner meetings are a wonderful way
to support and advance your career
through networking opportunites.
Most importantly, we say thank you
to our members for your continued
support in helping make us a
SHRM Excel Award Chapter.
Visit us at www.GVFHRA.org
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PANEL&
SPEAKERS
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PA N E L M O D E R AT O R
Dean M. Becker
Vice President
Corporate
Business Development
Kelleher Associates, LLC
Dean Becker is an accomplished
executive and consultant with more
than 25 years of experience delivering
executive search, training and executive
coaching services to organizations and
individuals worldwide. Dean is responsible
for representing Kelleher’s services to
corporations across the Delaware Valley.
Dean is also a recognized expert in the
field of individual and organizational
resilience, having co-founded Adaptiv
Learning Systems, and having directed the
development and delivery of Adaptiv’s
research-based resilience assessments,
coaching and training programs.
Prior to creating Adaptiv Learning Systems,
Dean founded and ran Preferred Medical
Services, a physician billing and practice
management firm that provided diversified
business services to physician groups and
health systems throughout North America.
Dean holds an MBA in Medical Group
Management from University of St. Thomas,
and a BA in Psychology from Franklin &
Marshall College.
In addition to his active participation with
SHRM and PSPS, Dean sits on the Board of
Directors, and Executive Committee, and
chairs the Marketing Committee, of the
Philadelphia Freedom Valley YMCA.
Dean is also Chairman of the Board of
Supervisors in Perkiomen Township, PA.
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Approved for 1.5 HRCI Business Credits
Lynn Franklin
Jewell Parkinson
SPHR
Human Resources
Manager
Head of
Human Resources
Wegmans
Food Markets, Inc.
SAP North America
Lynn Franklin is a Human Resources Manager
for Wegmans Food Markets, Inc. She is responsible
for close to 7,000 employees in 14 stores and a
15th store which is scheduled to open this fall in
Concordville, PA.
As the head of Human Resources for
SAP North America, Jewell Parkinson provides
HR leadership across the region for all board areas,
and leads the HR Business Partner organization.
In this trusted-advisor role, she provides consultation
and delivery of solutions that ensure SAP’s people
strategy and programs meet the needs of the
region’s more than 19,000 employees.
Lynn has been with Wegmans for 27 years,
working her way up within this family-owned
business. She started with the company as a
high-school student, working as a cashier.
She joined Wegmans Management Intern
program while she was a college student.
She has experiences that include working in
a variety of departments throughout the store,
including Front End, Prepared Foods, Deli and
overall Store Management.
Jewell joined SAP in 1997, and has spent the
majority of her tenure as an HR Business Partner
supporting sales, sales support, and corporate
functions within the North America region. Most
recently, she supported global business units within
Global Customer Operations, including Business
Networks, the office of the COO, and Corporate
Strategy in the office of the CEO. Jewell has
provided leadership on various global strategic
projects in the areas of global workforce
productivity, organization design, and change
management. She has a thorough understanding
of the SAP business and the intricacies across
multiple functional areas.
Lynn has 7 years of experience as an Employee
Representative for Wegmans, which is an HR
Generalist role that serves the needs of the over
500 employees that are in each Wegmans store.
She has been in her current role for 13 years.
She has had the opportunity to help open
11 stores in the Pennsylvania and New Jersey
markets during her career.
Prior to joining SAP, Jewell served as an HR
consultant in organizational development at
Arco Chemical Company.
Lynn is a graduate of the State University of
New York at Geneseo, where she received a
Bachelor’s Degree in Business Management
with a focus on Human Resources and
Organizational Behavior.
Jewell earned her Bachelor’s Degree in Psychology
and Business Administration from Millersville University
of Pennsylvania in Millersville, Pennsylvania, and
holds a Master’s Degree in HR Development from
Villanova University in Villanova, Pennsylvania.
Jewell enjoys reading, traveling with family, playing
golf and supporting organizations committed to
improve people’s lives such as Habitat for Humanity,
Red Cross House, Jack Academy and Delta Sigma
Theta Sorority, Inc.
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P E R S P E C T I V E PA N E L
Sherryann Plessé
J.D., GPHR
Paul Yakulis
Senior Vice President
Human Resources
Principal, Strategic
Business Partners and
Consultants HR Division
Main Line Health (MLH)
Vanguard
Sherryann Plessé is a Principal who leads Vanguard's
Strategic Business Partners and Consultants in the
company’s Human Resources Division. This group
enables business solutions through proactive human
capital consultation and alignment with each
Managing Director of Vanguard’s unique businesses.
Prior to this role, she served as Vanguard’s Chief
Learning Officer and led Vanguard University.
The University is a nationally recognized group of
165 learning and development and leadership
professionals who ensure that Vanguard’s global
crew is positioned to serve clients with excellence
and drive business goals.
Before her tenure began in Human Resources,
Ms. Plessé led Vanguard’s Strategic Retirement
Consulting Department. This group of attorneys,
actuaries, and benefits experts provided plan
consulting, analysis, and thought leadership
solutions to plan sponsors on a variety of fiduciary
and regulatory issues affecting plan design and
compliance. She has also served as a principal in
Vanguard’s Institutional Investor Group and senior
counsel of the ERISA group in Vanguard’s Legal
Department.
Main Line Health is a non-profit
health system serving portions of Philadelphia
and its western suburbs. Main Line Health’s mission
is to provide a comprehensive range of safe,
high-quality health services, complemented by
related education and research activities that
meet the healthcare needs and improve the
quality of life in the communities served by MLH.
Paul is responsible for directing human resources
and benefits programs in support of MLH’s business
strategies and goals. He brings to MLH more
than 30 years of experience in human resource
management and has worked in a number of
business areas, including health services,
insurance, manufacturing, banking, and
information technology.
Prior to joining MLH, Paul worked at Universal Health
Services, Inc., a for-profit hospital management
company that owns and operates acute care
hospitals, behavioral health centers, surgical
hospitals, ambulatory surgery centers and radiation
oncology centers. He also worked for Siemens
Health Services, formerly Shared Medical Systems,
as Vice President, Human Resources. He has also
held human resources executive positions with
Providian Corporation, Bankers Trust Company
and Rockwell International. He is a member of the
Society for Human Resources Management and
the Philadelphia Human Resources Planning Group.
A frequent speaker at industry conferences at both
the local and national levels, Ms. Plessé has served
Vanguard's crew and clients since joining Vanguard
in 1997. She earned a B.A. in political science from
the State University of New York at Stony Brook and
a J.D. from Villanova University School of Law. She is
a 2011 graduate of the Wharton School of Business
Advanced Management Program. She has served
on the Board of Directors for the Pennsylvania
Society for the Prevention of Cruelty to Animals
since 2011. In 2014, she earned the Global
Professional of Human Resources certification.
Paul resides in Radnor, PA. and has been an active
member of the community there. He was a
member and President of the Radnor Township
Board of School Directors, the Radnor Township
Parks & Recreation Board and other civic
organizations. Paul holds an A.B. in
history from Princeton University.
Sherryann’s passions include hiking, gardening,
traveling and mentoring emerging leaders.
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Michael Cohen, Esq.
Partner
Duane Morris, LLP
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Lynda Risser, GPHR
HR Business Partner,
Investment
Management Division
Vanguard
Devaluing Diversity:
Avoiding Mistakes During
the Interview Process
Musser Auditorium Duane Morris Institute Room
Stephanie Rita, GPHR
HR Business Partner,
Strategy & Finance Division
Vanguard
Approved for 1.25 HRCI General Credits/
SHRM PDCs
Partnering on the Journey
from Start-Up to
Global Leading Enterprise
Room 205 - Right Recruiting Room
This session will examine the importance of diversity
in your workplace and analyze mistakes commonly
made during the interview process which can
“undo” all of the steps your organization has taken
to enhance and embrace diversity.
Approved for 1.25 HRCI Global Business Credits/
SHRM PDCs
Creating and embracing diversity not only is the
right thing to do, it absolutely is essential for the
success of your organization. The hiring process is a
critical process for your organization to achieve
these goals. However, doing so without creating a
legal liability is crucial. This session will focus on what
you can and cannot do during the hiring process to
achieve the diversity your organization demands.
During this session we will:
In this presentation, the attendees will learn from
Vanguard, a global industry-leading organization
with over $3T in assets under management, about
how to successfully conduct a total transformation
of your HR organization as they are living through it
real-time.
Participants will learn how to organize their HR
function to best support a global organization by
evolving their HR Organization to meet increasingly
complex and expanding global business needs
(Transforming from reactive, operational support
and disparate systems to pro-active, solutionsoriented support with global centers of expertise,
a global IT platform and regional implementation).
Sharing instructions on how to build a strategic
business partner capability by aligning the HR
Organization as a Strategic Business Partner to drive
enterprise results by designing your organizational
model and building an effective HR Business Partner
team. Lastly, how to align their HR goals to drive
business results and measure impact by building
their own HR Scorecard. There will be a group
activity to use the specific framework provided to
begin brainstorming ideas for the attendee’s own
HR Scorecard.
• Examine appropriate steps to be taken in
advance of the pre-interview process to
enhance the possibility of a diverse qualified
applicant pool.
• Discuss the dangers associated with asking
improper questions during an interview.
• Analyze the questions that should be asked
and how they should be asked.
• Address the importance of creating proper
documentation during and following the
interview process.
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S E S S I O N
Elizabeth Patterson
Managing Consultant
NFP Charon Planning
Amy Coyle
Business Development/
Marketing Coordinator
NFP Charon Planning
Private Exchange
Readiness:
Aligning Your Benefits
Program with Your
Business Goals
Room 208 - NFP Charon Planning Room
Approved for 1.25 HRCI General Credits/
SHRM PDCs
The concept of the Private Exchanges as cost
containment strategies is gaining traction in
business publications, CFO magazines and political
discussions. But does it work? And will it work for
everyone? And how does it work?
This presentation will review the four pillars that
transform a benefit program into an Exchange.
It will discuss how each pillar works to provide
cost containment strategies and will explain
what happens when any of these pillars fall.
This presentation will also provide a spectrum of
Exchange Readiness for each pillar. This spectrum
can be used by attendees to compare their
benefits program to an Exchange, and will
identify the steps that are necessary to become
ready to implement an Exchange, if an
Exchange is desired.
Human Resources and Finance professionals
can use this information to align their benefits
program with a goal of implementing or not
implementing an Exchange in the future.
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Dana Riker Jackson
Owner
Riker Opportunity
Institute, Inc.
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Bob Stearns
CEO
Powerful Potential
HR as a Leader of Change:
Fun, Frustration & Fulfillment!
Room 205 - Right Recruiting Room
Leadership that Ignites Passion
and Creates a Customer Focused Culture
Musser Auditorium Duane Morris Institute Room
Approved for 1.25 HRCI Business Credits/
SHRM PDCs
Approved for 1.25 HRCI Business Credits/
SHRM PDCs
This will be a fun, interactive and informative workshop that will show participants what needs to be in
ALIGNment within an organization and why creating
a culture where there is a high level of trust impacts
these business outcomes:
• Adapting quickly to change including how to
be more responsive to customer and
employee needs
• Making innovation everyone’s job by creating
an environment that allows for it and one that
increases accuracy and efficiency in rapid
management decision making.
• Creating an engaging workplace with high
levels of trust and passionate employees.
• Increasing value to customers by getting
employees to commit to building trust with and
delivering value to the customer – both internally
and externally.
Following this presentation, participants will be
able to know the value of a passion driven culture,
learn the 5 most important employee needs &
leadership skills to inspire passionate performance,
learn people skills that build trust and learn about a
proven process that aligns the entire organization,
starting at the CEO level/Executive team behind
the Purpose, Values, Vision, Roles, Goals and
Procedures.
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Mastering the ability to Lead Organization Change
is a much sought after skill in today's challenging
Business, Healthcare, Non Profit and Educational
environment. Human Resource professionals are in
a unique position to lead change. HR interacts with
and knows the strengths and opportunities of leaders
and employees at all levels of the organization.
Now, I know what you are thinking: HR might have
all of this knowledge, but we don't have the position
power to successfully lead changes. Well, what
you haven't considered is the Power of Influence.
HR Professionals can use their knowledge of the
organization to influence people at all levels of
the organization to move in a direction that is
mutually beneficial for all involved. Bob will share
his experience in turning around several businesses
and in influencing clients to implement major
changes in improving Customer Loyalty, Employee
Engagement, Developing Leaders, Implementing
new strategies, and Improving major work
Processes. HR Professionals, isn't it time to leverage
your strengths, have a greater impact on your
organizations, have more fun and become more
fulfilled with your jobs?
S E S S I O N
Chad Thompson, PhD
Vice President
Talent Consulting
and Assessment
Taylor Strategy Partners
Strategic ROI:
Overcoming Barriers to
Best-In-Class Talent Assessment
Room 208 - NFP Charon Planning Room
Approved for 1.25 HRCI General Credits/
SHRM PDCs
The presentation suggests a framework of
Projecting ROI, Designing for ROI, and
Demonstrating ROI as a way to help attendees
think about how to overcome barriers (lack of
budget, inability to tie results to business metrics,
inability to demonstrate ROI, and lack of attention
from senior leaders) within their own organizations.
The presentation will start with a discussion of
strategic job analysis, or the way in which jobs
that either do not exist yet or exist only in part can
be systematically and scientifically investigated.
Based on the findings from this investigation,
selection procedures can be designed, training
developed, compensation strategies defined, and
performance appraisals created. Three case studies
will be presented reflecting the project/design/
demonstrate framework.
The focus of this presentation will be to help the
audience take the principles and techniques
used in these case studies and apply them
tomorrow in their own settings and to their own
business problems. The audience will participate
by setting up three specific ROI-related
challenges commonly faced by HR:
projecting ROI, designing for ROI, and
demonstrating ROI.
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Alison DiFlorio, PHR
President of the HR Division
eXude, Inc.
Julie Kinkopf, Esq.
Principal
Kinkopf Law, LLC
The So What of Storytelling:
HR Metrics that Matter
Musser Auditorium Duane Morris Institute Room
Navigating Changing
Overtime Rules:
What You Need To Know
Room 205 - Right Recruiting Room
Approved for 1.25 HRCI Business Credits/
SHRM PDCs
Approved for 1.25 HRCI General Credits/
SHRM PDCs
Today’s HR professionals are expected to be
business partners. Learning to leverage metrics
that matter will help you ALIGN HR practices to
strategic business goals. Through case study and
interactive discussion, participants will leave with
a better understanding of how to create a
compelling story to influence and gain buy-in
from key stakeholders in their organizations.
This presentation provides a basic overview of the
current Fair Labor Standards Act, including a brief
history to put the current regulations in context, an
explanation of current exemptions to the overtime
requirements, and discussions of what changes
we may expect to see as the Department of
Labor issues new proposed regulations. The new
proposed regulations were released in June and
this presentation provides an overview of those
regulations and how they seek to change
overtime requirements.
You will learn:
- Key techniques to “tell the story” and
make it meaningful through metrics
Specific examples of the types of job positions
that fit into each of the white-collar exemptions
as well as those that are more commonly
misclassified will be provided during this presentation.
In addition, helpful hints will be provided as to how
HR professionals can evaluate job positions to
determine if they are properly classified under
the current regulations and whether those
classifications will withstand the proposed
changes to the overtime regulations.
- Approaches to align top HR metrics to
key business drivers
- 5 tips to gaining credibility as an
HR business partner
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S E S S I O N
Jamie Gairo, MA
Organizational Learning
& Development Consultant
TrainingFolks
Dionne Wright
Manager
People Services Center
PJM Interconnection
Energizing High Potential
Technical Employees
Towards Leadership
Room 208 - NFP Charon Planning Room
Approved for 1.25 HRCI General Credits/
SHRM PDCs
During this session, a Case Study will be presented
describing a long-term leadership development
program that was implemented at PJM
Interconnection in Audubon PA. This customized
leadership development program was targeted
towards a group of 24 highly educated, highly
technical employees with leadership potential.
All stages of the development process will be
reviewed, with details on those involved and the
hurdles that were overcome. The session will end
with a model for the ideal design process for a
long-term leadership development program.
This program titled “Energy Bar” was designed
and developed through a partnership with PJM
Interconnection and a Learning & Development
Consultant.
The Energy Bar is a long-term leadership development program customized for each cohort
group. The goal of this program is to develop
basic and advanced leadership skills and traits
within high potential technical employees.
These employees are highly educated and
highly skilled but needed that extra boost to
develop their leadership competencies.
This program will demonstrate tying the
leadership development program to the
mission of the organization and tying
directly into key business metrics.
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Valerie Smith Pease
Managing Director
Valerie Smith Consulting
Gus Prestera, PhD, MBA
President
Prestera FX, Inc.
Powering Up to Trusted Advisor
Creating the Business HR Alignment Action Plan
Musser Auditorium Duane Morris Institute Room
Bonnie Bell, PHR
Director of
Staff Development
Ballard Spahr, LLP
Approved for 1.25 HRCI Business Credits/
SHRM PDCs
HR professionals continue to voice their challenges
in aligning to the business, gaining a seat at the
table and having credibility amongst senior leaders.
We know the platitudes – “know the business,”
“speak their language” and “be relevant.” But what
do they really mean, especially when operational
demands and complexity grow daily?
When change initiatives are being contemplated
or planned, change facilitators discover that the
quality of the relationship between and credibility
of Human Resources with the line organization can
influence how difficult or easy change implementation will be. Therefore, we wind up being the keeper
of valuable information about the perception of HR
in the organization. What we repeatedly learn has
been backed up by an unsettling study by Bersin
and Deloitte: “about 61% of HR leaders – and 72%
of non-HR business leaders – rate HR performance
as ‘adequate, getting by or underperforming.’”
We regularly collaborate with strong HR professionals
and must strategize how to overcome the perceptions and realities of weak HR organizations when
creating change. Effective or ineffective in strategy,
programs or people, it is seldom that HR asks what
we change facilitators are learning and what they
can do about it.
This is a hand-on discussion/workshop in which
we will work through the key differentiators of
HR effectiveness that occur regardless of client
size, industry or HR specialty. Case studies of
HR professionals that “get it” will be
liberally shared.
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Developing Leaders:
A Case Study from
the Legal Profession
Room 205 - Right Recruiting Room
Approved for 1.25 HRCI Business Credits/
SHRM PDCs
The legal services industry is evolving rapidly and
facing increasing competition due to globalization,
offshoring, disruptive technologies, and client
demands for quality legal services at an affordable
price. The administrative functions within law firms
play a critical role in differentiating their services,
expanding their practices, and operating more
profitably. To remain competitive, they must
continually improve their processes and develop
new capabilities. This requires staff and leaders
who are continually investing in an environment
of professional development.
This presentation focuses on the framework, process
and technology platform implemented at Ballard
Spahr, a national law firm headquartered in
Philadelphia, to develop employees in support
functions throughout the organization. This strategic
initiative was linked to the firm’s business priorities.
The initiative started with the design of core and
leadership competency models. We built an
enterprise learning portal where we blended
learning programs that could be quickly curated
and deployed drawing content from the firm’s LMS
and public sources on the web. We designed a
process for identifying training needs, establishing
goals, and producing measurable and sustainable
development plans. We will explore the process to
build and implement this framework as well as
challenges, lessons learned, and outcomes.
S E S S I O N
Susan R. Fiorentino
Esq.
Assistant Professor
West Chester University
HR Confidential:
The Expanding Role
of the HR Professional
in Protecting
Confidential Information
Room 208 - NFP Charon Planning Room
Approved for 1.25 HRCI General Credits/
SHRM PDCs
Starbucks. Target. Anthem. Sony. Home Depot.
They have all been in the headlines recently as
the result of widespread data breaches which
caused both financial and reputational harm to
those organizations. If it can happen to them, it
can happen to anyone, and most security analysts
agree that it is just a matter of time until every
organization experiences a security breach.
This presentation is designed to provide practical
guidance about information security issues facing
organizations, and how HR professionals need to
play a critical role in risk-management by developing and implementing an over-arching information
security policy (ISP). A well-designed ISP helps
promote best practices to reflect the realities of
an increasingly technological society.
This presentation will help advocate the need to
leverage HR skills to 1.) examine the potential
security risks facing the organization, 2.) implement
organizational changes that embrace a “culture
of security”, 3.) train employees to reduce both
financial and reputational harm to the
organization. Learning objectives will be
achieved through a series of interactive
hypotheticals designed to give HR
professionals insight into the issues of
information security that are present in
their workplaces.
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F O U R
UPCOMING
GVFHRA EVENTS
YOU WON’T WANT TO MISS
Thursday, November 5th
Breakfast Meeting
Tuesday, November 17th
Dinner
Wednesday, December 2nd
Benefits Seminar
Tuesday, December 8th
Holiday Networking
& Silent Auction
Check the events tab at
www.gvfhra.org
for more info!
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Concept & Design: Schultz Squared
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