Education Seminar

2015 Human Resources Conference
Addressing the critical HR topics our member banks face today.

Irvine Marriott

Earn HR Institute Certification and CPE Credits!

Join your colleagues and our expert speakers to discuss the challenges and best practices when it comes to attracting, developing, and retaining talent in today’s competitive and unique marketplace.

In this session, experts will help you better understand what’s going on in the field, and suggest practical solutions for implementation now. We will also introduce tools and resources you can bring back to your office to better ensure long-term success for you and your organization.

Agenda

7:30 – Registration & Breakfast

8:20 – Welcome & Introductions

8:30 - Emerging Employment and Labor Law Challenges In The Banking Industry
Donna M. Rutter, Esq., Of Counsel, Curiale Wilson

In this session you will hear from a seasoned labor and employment law expert who will highlight current major employment and labor law challenges for the banking industry, including emerging trends in wage and hour law and responding to the newly active National Labor Relations Board. Finally, you will hear about the “trial of the year” involving discrimination and retaliation claims and what you as a banking professional can take away from this landmark case.

9:30 – Help Them Grow or Watch Them Go
Julie Winkle Giulioni, co-founder, DesignArounds

In today’s business environment, talent is the major differentiator. And developing and retaining that talent is one of the most significant drivers of employee engagement… which in turn is the key to critical business outcomes like revenue, profitability, innovation, productivity, customer loyalty, quality, and cycle time.

Yet, despite its importance, managers too frequently ignore the development imperative.  Every day, employees who believe that their careers are not getting the attention they deserve make the decision to leave. Some resign to pursue employment in organizations that offer greater opportunity.  But the more dangerous group stays and withdraws its engagement, motivation, and enthusiasm for the work.

So, what’s a leader to do? Plenty… and it may be easier than you expect. Quality career development boils down to quality conversations.  Improve the conversation and career development follows… along with job satisfaction, retention and results.

Julie Winkle Giulioni demonstrates just how simple it can be and how to help managers build career development into everyday work life – where it belongs. Practical tips, research-based recommendations and verbal skills are offered to make career development a lot easier and more effective.

This presentation will help you:

  • Unravel the connection been career development and business results
  • Explore the factors (organizational and individual) that conspire to undermine career development
  • Redefine what career development means today
  • Crystalize the steps you can take to begin to foster a development culture in your organization

10:30 – Networking Break

10:45 - Compensation Program Design: Attracting, Engaging and Retaining and Talent 
Dan Wetzel, Managing Director, Pearl Meyer & Partners and Katherine Mahlum, Vice President Pearl Meyer & Partners 

Community bank compensation programs are evolving in response to regulatory pressure, shareholder demands, and a transitioning workforce. As the programs evolve, it is important to remember the fundamental purpose of a compensation program is to facilitate in the recruitment and retention of personal as well as to serve as a tool for rewarding and driving employee engagement at your unique bank.

In this session we will address the external pressures on compensation program design which are leading to conforming compensation programs (one-size fits all).  We will outline the competitive advantages in and approaches to differentiating your compensation program to support your bank’s unique business strategy and drive employee engagement. In addition, we will discuss approaches for you to consider in recruiting and retaining talent when your competition for talent may not be a direct industry competitor.

11:45 - Non-qualified Executive and Director Benefit Plans and BOLI Financing Options – 2015
Eric Johnsen, Executive Benefits and BOLI consultant, Equias Alliance

This session will provide an update of the key trends in non-qualified executive and director compensation plans in 2015 and the alignment of performance indicators with the strategic goals of banks. BOLI financing will be briefly discussed and how it is used to help offset executive and employee benefit plans.

12:10 – Lunch

1:00 – Sponsor Presentation
Jennifer Young, District Manager and Sarah Grimstead, Regional Manager, Insperity

1:15 - Culture in the Banking Industry – What Do We Do Now?
Dan Schimmelpfenig, Sr. Manager, Deloitte Consulting

Culture is an ever present concept in our organizations. But what does it really mean? How has the market forces of the last decade radically changed the culture of the banking industry? And what can organizations do to attract, retain, and develop talent in a hyper competitive industry still recovering from the challenges of the last 10 years. Join us for an interactive discussion to learn more about the importance of culture in today’s banking marketplace.

2:15 – Networking Break

2:30 – The Non-financial Side of Succession Planning   
Rick Beaton, Co-founder of Marigold Associates, LLC

Succession planning is traditionally strong on financial and legal due diligence related to the transition of the bank to new owners or leaders. But this is only part of the picture. Also challenging are the human related issues in this important transition. A good succession process usually begins by preparing the stakeholders 3-5 years prior to the event. In this session, we will sketch out the leadership and organizational culture elements essential to a smooth, successful succession of ownership and leadership.

3:30 - Secrets to Nurturing Top-Notch Finance Talent
Stephen Wulkopf, Sr. Resource Manager, Robert Half Management Resources

The discussion is designed to address key questions around building a high-performing finance team. This presentation will address where to find skilled talent, what top candidates are looking for in employment opportunities, how companies can motivate talented finance professionals to join and stay on with a team and how employers can help their staff to grow while ensuring their organization has access to the right skills at the right time. Attracting talent, keeping it on board, and helping team members to grow and make even greater contributions to the firm are as important as any other duties you hold.
 

4:30 – Adjourn

Audience

  • Senior HR officers
  • HR directors and managers
  • HR generalists and administrators
  • Benefits and compensation specialists
  • Training managers
  • HR banking consultants

Speakers

Donna M. Rutter, Esq. – Ms. Rutter is a trial attorney who concentrates her practice on wage and hour class actions, as well as wrongful discharge, discrimination, harassment, retaliation and trade secret litigation before federal and state courts and agencies.  She has tried to verdict more than a dozen bench and jury trials – and is one of the few attorneys in California who has taken a wage and hour class action to trial.  Donna has also built an extensive trade secret/unfair competition/employee mobility practice, based on over 20 years of litigation and advising on trade secret matters.

Donna is a frequent speaker on employment law and trade secret topics, and has developed an audit to assist employers with identifying where they are at risk for having their trade secrets misappropriated.  She is AV-Preeminent Rated by Martindale Hubbell and has been selected to the Northern California Super Lawyers list every year since 2007.  She currently serves as Northern California Chair of the Women Lawyers Alliance (WLA), a network of prominent women lawyers in private practice throughout North America.

Julie Winkle Giulioni has spent the past 25 years improving performance through learning. She’s partnered with hundreds of organizations to develop and deploy innovative training products that are in use worldwide. Julie is well known and well regarded for her creative, one-of-a-kind solutions that consistently deliver bottom-line results.

Since co-founding DesignArounds 14 years ago, Julie has run the west coast operations, leading multi-disciplinary teams that create award-winning electronic and instructor-led training. Previously, she was director of product development for AchieveGlobal, one of the world’s largest commercial training companies.

During her career, Julie has received numerous awards including: Ten Best Training Products Award from Human Resource Executive Magazine, LGuide’s Editor’s Choice Award, and awards from CINDY, JOEY, and AFTRA.

Julie is the co-author of the Amazon bestseller, Help Them Grow or Watch Them Go: Career Conversations Employees Want and a respected speaker on a variety of topics.  Julie is a regular contributor to many business publications and also offers her thoughts on a range of leadership and learning issues via her weekly blog at http://www.juliewinklegiulioni.com/blog/ and Twitter.

Dan Wetzel is a Managing Director with Pearl Meyer & Partners and head of the Los Angeles + San Francisco office.  Dan assists clients in the areas of executive and non-employee director compensation and employee pay; focusing on the development of annual and long-term incentive compensation programs to meet client’s strategic objectives. He is a member of our Firm’s Banking Practice Team.

Dan has 25 years of experience in the field of compensation and benefits, specializing in the area of executive compensation.  Prior to joining Pearl Meyer & Partners, Dan was Watson Wyatt Worldwide’s Southern California Practice Leader for Executive & Incentive Pay.  Before joining Watson Wyatt, Dan was a consultant at KPMG specializing in compensation and benefits issues.

Dan received his B.A. from the University of California, Los Angeles and M.B.A. from the University of Southern California. He is a Certified Executive Compensation Professional (CECPTM) through World at Work. In addition, Dan has spoken at numerous industry meetings including: Corporate Directors Group, Directorship, Financial Executives International (FEI), Forum for Corporate Directors, National Association of Corporate Directors (NACD), National Association of Stock Plan Professionals (NASPP), National Center for Employee Ownership (NCEO), UC Berkeley’s Center for Executive Development, USC’s Corporate Governance Summit, California Bankers Association and Western Independent Bankers.

Katherine Mahlum is a Vice President with PM&P and based in the Firm’s Los Angeles office. Katherine’s experience includes the design of executive compensation and variable pay programs, board of directors’ compensation, best practices in corporate governance, IRC Section 280G calculations associated with a change-in-control, and reasonable compensation analysis.   She is a member of our Firm’s Banking Practice Team.

Katherine has over sixteen years of experience with Pearl Meyer & Partners. Katherine received her Master’s in Business Administration from the San Diego State University and her Bachelors of Science from University of California, Santa Barbara. She holds the Certified Executive Compensation ProfessionalTM (CECPTM) designation through the WorldatWork Society of Certified Professionals. She has spoken at events held by the Women’s Corporate Directors Group, Western Independent Bankers and California Bankers Association.  In addition, she has written articles published by Western Independent Bankers.

Eric Johnsen is an Executive Benefits and BOLI consultant with Equias Alliance in the Monterey, CA office.  He specializes in the design, implementation, administration and ongoing evaluation of nonqualified executive benefit plans and BOLI programs. Mr. Johnsen is a frequent speaker with the CBA and WIB regarding executive and director benefit plans and the strategic use of BOLI to help finance benefit plans.

He brings over 20 years of experience in working with senior executives and Board members for numerous industries in the areas of insurance, banking, business and strategic planning. Eric began his consulting career with Ernst & Young assisting clients in financial accounting and systems design and implementation.

Mr. Johnsen graduated from UC Davis  with a bachelor’s degree in health care administration, a Masters Divinity from Fuller Seminary and an MBA in Finance and Entrepreneurship from the University of Southern California.

Dan Schimmelpfenig is a Senior Manager in Deloitte Consulting’s Financial Services Human Capital practice. He is part of the practice leadership team focused on delivering organizational change and transformational solutions within the financial services, banking, and securities sectors. Prior to joining Deloitte, Dan led the training organization for a large diversified insurance company. He holds a Master of Arts Degree from Columbia University.

Rick Beaton, Co-founder and Senior Partner of Marigold Associates, LLC (North America), and Managing Partner of Marigold Associates Limited, (Hong Kong). Marigold is committed to helping people live great lives within healthy organizational ecosystems. Rick has extensive international experience working with senior leaders and organizations around the issues of succession, leadership, building high performing teams and organizational cultures. Rick holds a PhD from the University of Cambridge, England. Prior to founding Marigold Associates, he was Principal at the Max De Pree Center for Leadership, has taught and researched at the Universities of Cambridge, England, Tuebingen, Germany, and Fuller Theological Seminary.

Stephen Wulkopf is the Southern California Sr. Resource Manager for Robert Half Management Resources, the premier provider of senior-level finance, accounting and business systems professionals to supplement companies’ project and interim staffing needs. Stephen joined the company in March 2011 and has since held positions of increasing responsibility. In his role, Stephen is responsible for the vetting of all potential candidates, staffing major projects in Los Angeles, Pasadena, Glendale and Burbank, as well as helping to facilitate all recruiting efforts in Southern California and mentoring new hires across the country as needed. Stephen graduated from Bellarmine University with a B.A. in Accounting.

Registration Information

Registration Fees

Early-Bird Registration through May 1, 2015
CBA Member: $395
Non-Member: $595

Regular Registration
CBA Member: $495
Non-Member: $695

Cancellation Policy

Substitutions are allowed, at no additional cost. Written notice is required for all substitutions/cancellations. If the request is received by April 24, 2015, the full registration fee will be refunded and 50 percent if by May 1. No refunds will be provided after May 1. Registrations made on or after May 1 are not subject to refund.

If you are not fully satisfied with this program, please contact Corbett Cutts, VP, director of education at (916) 438-4428.

Location Information

Thursday, May 14, 2015

Irvine Marriott

18000 Von Karman Avenue
Irvine, CA 92612 
(949) 553-0100

Credit Information

Program Level: All Levels

Prerequisites: None

Advance Preparation: None

Method of Presentation: Group – Live (Lecture, Discussion, and Case Study)

Recommended CPE Credits: 6.0 Hours Maximum
(Estimated 6.0 Personnel/HR)
Sponsored learning activities are measured by program length, with one 50-minute period equal to one CPE credit.  One-half CPE credit increments (equal to 25 minutes) are permitted after the first credit has been earned in a given learning activity.  Please note that not all state boards have adopted this rule.  Some participants may not be able to use one-half credit increments.

HR Institute Certification Credits: 6.0 Hours Maximum

“This program,will be certified for 6.00 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.”

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