Start Date: 10/18/2017 8:00 AM EDT
End Date: 10/18/2017 10:30 AM EDT
Venue Name: Tower Club Location:
8000 Towers Crescent Drive, Ste 1700
Vienna, VA United States 22182
HR Alliance DC
8 AM - 8:15 AM - On-site Registration, Networking and Breakfast
8:15 AM – 8:20 AM - Program Introductions
8:20 AM - 9:00 AM – Part I - Ken Cardinal, Pearl Meyer
9:00 AM - 9:05 AM – Break
9:05 AM - 10:25 AM - Part II - Mary Mosqueda, Lockton Companies
10:25 AM - 10:30 AM – Program Closing
Part I - Overview of HR Alliance DC 2017 Compensation Survey
This part of the program will provide a overview of the HR Alliance DC 2017 Compensation Survey Report.
Ken Cardinal is a Managing Director in the Boston office of Pearl Meyer. He leads the firm's survey practice, which annually produces more than 25 different surveys covering a variety of industries and geographic areas. Mr. Cardinal's experience spans more than 20 years in employee pay and communications, executive compensation, benefits, equity, mergers and acquisitions, and total remuneration surveys.
Mr. Cardinal previously was Manager of Compensation, Benefits & Equity for Mergers & Acquisitions at Intel Corporation. Earlier, he served as Director of Compensation & Benefits for Dialogic Corporation and held a variety of senior compensation positions at Digital Equipment Corporation.
Mr. Cardinal received a B.A. in Political Science from Michigan State University, an M.A. from Eastern Michigan University and an M.B.A. from Clark University. He is co-author with Beth Florin of Handbook for Conducting Compensation & Benefits Surveys (WorldatWork 2012). Mr. Cardinal holds both Certified Compensation Professional (CCP) and Certified Benefits Professional (CBP) designations from WorldatWork, where he has taught for 20 years.
Part II - "Pay Transparency in a Multigenerational Workforce"
In today’s fast pace work environment, it is important to accommodate the multigenerational work force, especially when it comes to pay and pay practices. There is an increased focus on pay and the Millennial generation is very interested in how they can move from one career path to the next. Pay transparency can be very important, to this generation and the generations to come. How we communicate with the various generations is equally as important. This session will first address the multigenerational workforce and the differences between them including how best to communicate with each group. We will then discuss the pros and cons of communicating salary transparency and discuss some examples of how companies navigate the salary transparency landmine.
Mary Mosqueda is the Practice Leader for Lockton Companies Compensation Global Consulting Practice located in St. Louis, Missouri. With over 2 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 remuneration for international and expatriate compensation, pay-for-performance systems, and work/life programs.
Mary has performed numerous presentations across the Nation for several human resource associations on topics such as Designing and Developing a Total Rewards Program and Current Executive Compensation Trends in a Downshifting Economy.
This program has been preapproved by HRCI for 2.0 HR (General) recertification credit hours toward aPHRTM, PHR, PHRca, SPHR, GPHR, PHRiTM and SPHRiTM. The use of this seal confirms that this activity has met HR Certification Institute’s (HRCI) criteria for recertification credit pre-approval.
This program has been submitted to SHRM and is valid for 2.0 Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM