Talent Management and Compensation Roundtable
Interactive Video Web Meeting Series
*Registration requires an invitation code
Who Stands to Benefit
Human Resource Officers of Retirement Plan Recordkeeping Service Providers and their delegates responsible for compensation and talent management. We anticipate participation from 15-20 firms with $3 billion to $1.5 trillion AUM
Reality check with your peers at other retirement plans service providers helps formulate your stand on hot issues in a timely fashion.
Effective management of the shared talent pool needed to support the human infrastructure that supports the retirement plans industry, and ultimately the retirement success of working Americans.
How It Is Done
- Peer Exchange
- Effective Learning Experience
- Collective Interest
In a series of four 90-minute interactive web meetings, you and other Human Resources Officers of retirement plan service provider firms discuss emerging industry trends, major challenges and opportunities.
Peers exchange perspectives and practices on hot topics suggested in the registration process. Free-flowing discussions provide attendees a sharper understanding of their relative position in the labor market. Knowledge gleaned from conversations help attract and more effectively reward the talent you need to run the business.
Dates and Time
All video online web meetings at 3:00 p.m. Eastern / 2:00 p.m. Central / 1:00 p.m. Mountain / 12:00 noon Pacific
- Tuesday January 10, 2017
- Tuesday January 17
- Tuesday January 24
- Tuesday January 31
Webex room announced in your registration confirmation
Each web meeting is 90 minutes in length. Meetings will leverage audio, video, public chat, private chat, and polling features simultaneously to make for an extremely interactive experience. Each company may send 2 representatives to any one meeting. Meetings are not recorded and staff will not keep notes or minutes.
One Week Before The Meeting
- List of questions you would like addressed at the meeting, and
- Name and Contact info of the two individuals representing your firm at the meeting.
Day Before The Meeting
- List of discussion topics covered in audio / video,
- List of questions asked by chat,
- Speaking order (drawn at random for each major topic), and
- Polling questions.
Day of Meeting
For the most efficient use of your time:
- Session divided into three 25-minute segments and 10 minutes of final observations,
- Each firm address the topic from its perspective by audio in a set amount of time,
- Simultaneous moderated discussion on the topic in chat room, and
- Follow up with questions to speakers in private or shared chat.
Proposed Hot Topics
- EXEMPT OR NON EXEMPT
- Talent acquisition
- Recruiting and selection
- Travel requirements
- Work location and talent pool
- Remote work arrangements
- MANAGING THE WORKFORCE TO A BUDGET
- Compensation benchmarking
- Incentive compensation modeling
- Capacity models
- Flextime work arrangements
- Absence management
- TALENT DEVELOPMENT
- Hard-to-find talent
- Training, coaching, shadowing
- Driving efficienc
- RETENTION AND ENGAGEMENT
- Employee retention
- Career pathing
- Retirement and termination
- Other topics requested by participating firms
Registration requires an invitation code. Payments by credit card, debit card, check or bank transfer
Save travel time, hassle, and expenses. The cost is per company, up to 2 individuals from any given company at each meeting. Payments by credit card, debit card, check or bank transfer.
Registration deadlines and Cost Per Attendee
|In October 2016||$1,250.00|
|In November 2016||$1,500.00|
|In December 2016||$1,750,00|
EACH Enterprise, LLC will refund your entire meeting fee if you cancel on or before November 30, 2016. For cancellations received in December 2016, EACH Enterprise, LLC will refund your registration fee minus an administration fee of $175. No refunds for cancellations after December 31, 2016. In the unlikely event that the number of registered attendees falls short of expectations, EACH Enterprise, LLC will refund the entire registration fee.
About the Talent Management and Compensation Roundtable
The Roundtable provides a forum for Human Resources Officers of retirement plan firms to discuss emerging industry trends, major challenges and opportunities. Colleagues in your firm’s retirement plans business unit may have an opinion on how you should manage the HR function. However, you need to balance the human, technical, and financial needs of the enterprise, not just the immediate needs of line managers. The people who best understand your position are your peers across the industry.
At roundtables, peers exchange perspectives and practices on hot topics suggested in the registration process. Free-flowing discussions provide attendees a sharper understanding of their relative position in the labor market. Knowledge gleaned from conversations help attract and more effectively reward the talent you need to run the business. The format of roundtables makes for a more productive learning environment. Constant interaction between attendees throughout the day compels all to participate and to be more attentive to exchanges than at sit-and-listen conferences. Attendees are responsible for their own note taking. There are no minutes of this meeting.
Members of the roundtable work together to support the human infrastructure needed for the retirement success of working Americans.Every January, staff is shuffled across the industry based on who met quota the previous year, who lost business and who gained business. By March, the same 8,000 people who manage the industry are back at work, some wearing new labels. Ultimately, we collectively manage the talent pool for the industry. We have interests in common, to make sure the talent pool we need is available. Together, we can manage the pool more effectively, provide the development opportunities needed to grow the business, and offer alternatives where they are needed, we can groom the population for our collective benefits, and set in-place the infrastructure that will support the needs of 2020.
Retirement plan firms with a strong Talent Management practice run more efficiently, have a cost advantage, win and retain more business. Talent management is also a driver of differentiation and marketing success. Firms that seek to compete on service need HR practices that support this positioning. It is not the size of computers that makes for superior technology but the firm’s ability to recruit, develop, and retain the talent to develop the latest apps and to keep staff and processes nimble.
To be strong players in the retirement plans market, financial services firms need their talent management team equipped with the intelligence, ability, and responsibility to speak authoritatively on work location, schedules, position descriptions, qualification requirements, and compensation practices. The only way to acquire this intelligence is through inter-company exchange.
The industry requires unique skill sets that combine regulatory knowledge (benefits and securities), data processing knowledge and interpersonal skills. The difficulty of finding and developing these combinations makes the Talent Management function particularly challenging in the retirement plans business.
Regulations change constantly, society is in motion, HR leaders of our industry must stay abreast of current trends in discussions with their peers. Defining exempt and non-exempt positions is the quandary of the moment: how will we manage positions that straddle the line of compensation demarcation? Another challenge will most certainly emerge before the next meeting.