HR Leadership Summit 2019

Loews Coronado Bay Resort, San Diego, CA
July 28, 2019 - July 30, 2019

134 days left

Welcome to Opal Group’s HR Leadership Summit

Talent - Technology - Transformation
Planning for the Future Workforce

The HR Leadership Summit is a gathering of C-Suite Executives and Senior Decision Makers from Fortune 1000 and leading enterprise organizations. Our intimate, invitation-only event creates new business relationships and opportunities to benchmark with true peers while focusing on key business challenges.

Our summit provides a specialized, strategically-built experience featuring unparalleled speaking sessions, on and off-site networking opportunities, and customized face-to-face business meetings.

We believe in creating a memorable, collaborative and effective experience focused on continuous improvement for Chief Human Resource Officers, Chief People Officers, Chief Talent Officers and other top executives in human resources, talent management, learning, and leadership development.

Join us! Interested in attending, speaking or sponsoring? Contact Bobby Swartout at (212) 532-9898 ext 248 or email

The Summit Experience - Hear from Starbucks, Expedia, Home Depot, and more!

Current as of March 14, 2019


Welcome Brunch | Meet & Greet Activity | Event Registration


Chairperson’s Opening Remarks


Opening Keynote Presentation


Preparing for and Managing a Talent Shortage: Creating New Talent Management Models for Your Future Workforce


There are currently four, and in some cases five generations of employees in the workforce, so Chief Human Resource Officers are facing a huge transformation as it relates to the workforce of today and beyond. Attracting and retaining talent is extremely challenging, and the differing cultures and demographic variances are difficult to navigate. In addition to the multigenerational challenges, recruiting has become much more difficult in a 3.5% unemployment environment. It’s critical for today’s Human Resource leaders to get very creative by developing new and innovative methods to acquire and develop talent.


Join this provocative session to hear about how to:


  • Engage with prospective employees by utilizing modern technologies and social media channels to improve the candidate experience
  • Focus on adaptability to apply workforce skills, training and development in new ways that appeal to all demographic groups
  • Utilize analytics and dashboards to help bridge the talent deficit
  • Highlight effective succession talent management strategies to offset the increasing costs and impact of turnover

Interactive Panel Discussion


Understanding & Developing Organizational Culture: Shaping an Impactful People Strategy


One of the keys to a successful organization is to have a culture based on a strongly held and widely shared set of beliefs that are supported by strategy and structure. HR has a vital role in perpetuating a strong culture, starting with recruiting and selecting applicants who will share the organization’s beliefs and thrive in that culture. HR leadership must also develop orientation, training and performance management programs that effectively outline and reinforce the organization’s core values and ensure that appropriate rewards and recognition go to employees who truly embody the values.


Join us in this informative session as our panelists discuss how HR leaders can ensure that culture management is a core focus of the organization by:

  • Working with senior management to identify what the culture should look like
  • Enabling two-way communication and feedback channels
  • Providing continuous training and learning
  • Encouraging empowerment and team building
  • Being role models for the organization’s beliefs

Keynote Presentation

Today’s workers care a great deal about professional development, yet a limited percentage of workers believe their companies offer adequate opportunities for growth. Successful engagement programs prove to employees that management not only cares about the work they do, but they also care about the employees and their careers.


In this interactive workshop we’ll discuss how to create a successful engagement program by:


  • Gauging employee sentiment
  • Placing emphasis on employee recognition
  • Consistently seeking employee feedback
  • Modifying programs to account for employee feedback and suggestions

Hiring today is very different than it was just 10 years ago, largely because we’re in a candidate-driven market where job hunter expectations have a bigger impact on what HR leaders must consider.Unemployment is low and it’s harder to engage talented professionals for new job opportunities. In addition, candidate assessments that were designed to reduce the burden on the interview process sometimes become additive instead.


In this informative session we will talk about how to successfully engage prospective candidates by:


  • Sorting out the job applicants who are mainly interested in getting a job — and those who want your specific job
  • Showcasing the benefits of working for your organization beyond typical salary/benefits
  • Developing strategies to target diverse candidates and convey messages that resonate with them

One-on-One Business Meetings | 30 Minutes Each (Meetings 1 & 2)


Keynote Presentation


Simplify and Humanize Your Performance Strategy: Move the Employee Experience Away from Bureaucracy and Towards Transparency and Trust


The state of the workplace requires a total reimagining of the way organizations develop their people. It is imperative for companies to focus more on teams and employee expectations to develop a softer approach to management and employee performance.


Join us in this insightful session as we review actionable steps to develop a lighter performance reviewing approach, including:


  • Shifting to “team-based” work to improve the ways to motivate and develop your workforce
  • Emphasizing positivity to build a culture of trust and openness to feedback
  • Utilizing the power of real-time feedback for managers and peers
  • Implementing a multi-pronged approach to improving performance management by including training and communication initiatives

Keynote Presentation


Upgrading Benefits and Health & Wellness Strategies to Attract and Retain Top Talent


Historically, employee benefits have been viewed as a routine piece of the HR process. However, the mentality of employees has shifted, and today’s workforce expects more from their employers than the
traditional healthcare and retirement options, in terms of both specific benefit offerings and communications about those offerings. With unemployment rates plunging, the search for talent has really
heated up and HR leadership has to get very creative in order to offer benefit packages and options that appeal to all generations of the workforce.


In this session we will discuss unique and creative benefit strategy differentiators that:


  • Offer multiple programs that emphasize and encourage a work-life balance
  • Consider the whole person – health, wealth and lifestyle – at varying stages of their life and career
  • Includes a future-ready technology platform that uses the data to make better decisions for the employees and organizational budgets
  • Excites employees and drives the value of benefits throughout the year



Keynote Presentation


Addressing Diversity & Inclusion as a Leadership Issue to Create Buy-in Throughout All Levels of Your Organization


Most organizations today articulate their own business case for diversity and inclusion, yet diversity training is usually introduced as a simple HR initiative instead of an actual business strategy. When executives truly
understand the commitment to diversity, they start to realize it isn’t just about costs – it’s about success, and success requires a strategy. It’s very important for leadership to look at their hiring, culture, policies and
employee resource groups because diversity plays out in everything; it’s a point of view, not a project.


Join us in this enlightening session as we explore:


  • Ways to link Diversity & Inclusion training to organizational goals and enterprise strategy
  • How to develop a diversity council to improve initiatives and monitor activities
  • The need to continually embed diversity and inclusion throughout the organization
  • The importance of conducting more courageous conversations and building them into your culture to effectively build awareness and empathy



One-on-One Business Meetings | Networking Break


Interactive Panel Discussion


Managing Today’s Multigenerational Workforce: Avoiding a One-Size-Fits-All Approach to Engaging and Growing Employees


The demographic shifts and rise in digitalization are requiring HR leadership to evolve and apply new paradigms toward talent engagement and development. Organizations must explore rapid development
tactics and implement highly effective engagement strategies to stay competitive. In this interactive panel discussion we’ll discuss the current state of employee engagement, including key factors that have a direct
influence on engagement results.


During this panel we will:


  • Examine best practices to achieve higher-levels of employee engagement
  • Explore what role HR leadership should play in driving engagement
  • Dive into specific leadership competencies that are necessary to ensure continued engagement
  • Discuss how to build a healthier culture and a more resilient workforce



Mixology 101: Library of Libations | Networking Cocktail Reception


Networking Breakfast


Chairperson’s Opening Remarks


Opening Keynote Presentation


Onboarding Senior Leadership: Making the Change from Onboarding to Integration in Order to Improve Transition and Build Momentum Early On


Many organizations think they are doing a good job of bringing newly hired executives into the fold when they actually aren’t. Nearly all large companies are competent at the administrative basics of signing leaders up, but that level of onboarding does little to prevent the problems that can arise when these people start working with new colleagues and grappling with unfamiliar cultural norms and expectations. In strategically vital executive roles throughout a company, sluggish transitions are expensive and do nothing to help leaders clear the biggest hurdles they will face in their new roles.


Join this highly informative session to discuss the critical importance of quickly and successfully integrating new leadership in order to:


  • Help executives avoid common pitfalls and accomplish more early on in the transition
  • Build their credibility by demonstrating awareness of important operational issues, swiftly solving urgent problems, and identifying and achieving quick wins
  • Allow a new leader to take a fresh look at the talent without coloring his or her view in advance
  • Understand their colleagues’ expectations and develop a plan for how and when to connect with people
  • Get up to speed on the values, norms, and guiding assumptions that define acceptable behavior in the new organization

Interactive Panel Discussion


Build a True Culture of Equality in Your Organization with an All-Inclusive Talent Strategy that Propels Your Diversity and Inclusion Efforts


In addition to company culture, diversity &inclusion practices are critical in the hiring and employee development processes, and an organization’s talent management strategy is intricately tied to a culture of inclusivity. It’s important for HR leadership to institute programs that focus on their workforce with a strategy that includes diversity and unconscious bias training, as well as employee resource groups to further propel their D&I efforts.


Join us in this informative panel discussion as we discuss ways to improve your D&I efforts by:


  • Driving inclusion in the employee experience and tracking employee satisfaction survey scores
  • Reducing bias in promotion, compensation, and development opportunities by reviewing employee retention rates
  • Identifying barriers to promotion and measuring the diversity of employees by management and leadership positions
  • Measuring pay inequity and bias in promotion decisions, and tracking employee compensation by role

One-on-One Business Meetings | 30 Minutes Each (Meetings 5 & 6)


Interactive Workshops

A traditional HR setup that relies heavily on manual processes requires multiple employees to handle benefits, payroll, taxes, hiring, and onboarding paperwork. In comparison, fully integrated & all-inclusive HR technology with automated processes needs only about two people per 100 employees to perform the same functions.


That means your HR team will be able to dedicate more time to recruitment and retention efforts. In this workshop we will discuss ways to transform your HR focus from reactive to proactive that will:


  • Empower your team to take on new initiatives that support the company’s vision and mission
  • Enable your business to greatly expand its reporting capabilities
  • Allow management to correlate employee performance with business metrics
  • Provide online functionality for your onboarding process

The investment in leadership development activities is an important aspect of sustaining an optimized level of employee performance and organizational success. From an organization’s standpoint, instilling leadership skills in high-potential employees ensures candidates are ready when senior positions become vacant.


However, most programs and training activities fail to effectively nurture leadership qualities in participants. With so many resources, why are leadership development programs failing? In this engaging session we will examine some effective methods that can be used to develop leaders such as:


  • Giving employees a specific, targeted approach to learning rather than a broad library where they have to guess what they need
  • Identifying your organization’s short- and long-term goals to figure out what impact leadership has on key business metrics
  • Ensuring strategic alignment between training programs and business goals
  • Communicating with executives and demonstrating the impact your program is having both quantitatively and qualitatively to gain executive buy-in

Networking Luncheon


Keynote Presentation


Building a Culture of Innovation: It’s Not Rocket Science!


Many senior executives cite innovation as an important driver of growth, but few organizations really achieve a Culture of Innovation. While it requires focus, intention, and persistence, the specific strategies for leading and managing innovation can be applied in any organization. NASA’s unique mission and strategies consistently led to being recognized in the Top 5 Best Places to Work in Government, but it took intentional efforts to put NASA in the #1 spot for the last five years. The initiatives that NASA’s Senior Leaders have implemented to build, model, manage and sustain their Culture of Innovation have been key to this
consistent recognition.


Join Brady in this engaging keynote, as he will share:


  • NASA’s three key measures for the Culture of Innovation
  • What drives the Culture of Innovation
  • Six practices every front-line leader can execute to drive innovation
  • It’s not just a leadership responsibility: what you need from employee

Keynote Presentation


HR Technology Strategy: Charting a Clear Path to Your Organization’s Digital Future


The future of HR will be built on a foundation of social, mobile, analytics, and cloud technologies. Effectively using these technologies to transform into a truly digital enterprise requires a clear HR technology roadmap
and a strong human capital strategy. Given the rapid change in the HR Technology landscape, and often after years of compiling complex HR technology ecosystems, companies are seeking a wide range of
services, from extending the value of existing HR solutions to full digital enablement of the HR function.


Join us in this session as we garner insight into:


  • Challenges that HR leaders face when driving their digital HR practice into the future
  • Strategies to increase employee collaboration and empower stronger communication
  • Methods to improve corporate transparency through digital engagement
  • An HR technology strategy that uses surveys, feedback tools, and other response mechanisms to capture the behavioral change in the workplace
  • Ways to ensure alignment with business goals and employee sentiment, plug any possible gaps with training, and endorse a culture of openness and flexibility

Interactive Panel Discussion


Shifting to a Candidate-centric Recruiting Strategy in Order to Reduce Time to Fill


The demographic shift and rise in digitalization are requiring HR leaders to evolve and apply new paradigms. Organizations must explore rapid development tactics and implement highly effective engagement strategies to compete. To do so successfully, it’s important to flip the traditional administrative-centric model to one where candidates are at the center of the process.


In this panel discussion we will discuss continuous candidate engagement strategies such as:


  • Assessing your career website to gauge the attractiveness of posted positions and the level of difficulty in applying for a position
  • Creating segmented talent pools for different roles and keeping the candidates warm by continually engaging with them one-on-one
  • Streamlining the candidate journey to ensure that the entire process is optimized
  • Supporting clear communication between the candidates, recruiters and hiring teams



One-on-One Business Meetings | Networking Break


Executive Breakout Sessions

L&D technology is creating more dynamic learning opportunities than ever before and employees are
looking for work experiences that align with their
personal values. HR leaders need to embrace new
trends in L&D to ensure that their strategy will create
win-wins for the organization and the people in it.


Join this interactive session to hear about what HR
needs to do in order to support their L&D strategy:


  • Leverage technical skills content experts to support
    the company in providing specific skills training for your people
  • Equip leaders with the skill set to coach as well as
  • Measure and reward growth and improvement
  • Support formal training events with ongoing micro
    learning resources and on-demand learning resources
  • Facilitate whole person development

HR leaders have an urgent need to take a closer look
at what can be done to create safer workplace
environments that promote growth for every gender.
We must move beyond “compliance” to create
“alliance” and develop a culture of repair, not retreat.
There is a critical need for improved coaching and
feedback skills for leaders, and it’s going to require
many different approaches to support goals for an
inclusive workplace.


In this informative session we will explore the ways that
harassment can be addressed, and how to create a
safe environment by:


  • Increasing emotional intelligence and self-awareness
    in corporate leadership, as well as leaders “on the
  • Implementing employee resource groups and
    leadership development programs to keep the issues
  • Utilizing training during internship and recruitment to
    initiate the conversation early on
  • Developing programs to sustain and improve

Keynote Presentation


Seek out Innovative Tools and Leverage Creative Engagement Strategies to Improve Your Organization’s Health and Culture


Corporate HR leadership faces many challenges thanks to strict budgets, set compliance policies and an organizational hesitancy to change the status quo. These challenges often prevent them from being able to
offer innovative projects to younger employees or tout growth opportunities, which are frequently defined by tenure rather than performance. In light of this culture, HR leaders must come up with creative strategies such as incorporating job rotations, flexible work arrangements or mentorship programs to increase engagement and provide continuous training and development.


In this session we will discuss some additional strategies to increase engagement, such as:


  • Developing administrative workshops on how to problem-solve, create positive change and implement core values in daily work
  • Prioritizing professional development and having clearly-defined competencies to help encourage learning across the workforce and inspire future leaders
  • Discussing the goals, benefits and rollout plan for the new engagement initiatives using a variety of communication methods in different venues to get the word out and be transparent and clear in messaging
  • Providing human capital leaders with timely, meaningful and accurate datasets that allow for better recruiting, staffing, engagement, development and performance management

One-on-One Business Meetings | Networking Cocktail Reception


Networking Breakfast and Executive Roundtables

A) Prioritizing Mental Wellness & Addiction to Facilitate Well-Being and Empower Your Employees

B) Shifting to Team-based Work to Improve the Employee Experience and Motivate Your Workforce

C) Leveraging Emerging Technologies and Social Media to Bolster Recruitment


Chairperson’s Opening Remarks


Opening Keynote Presentation


Developing an Effective Succession Planning Strategy: Making it a Manageable Event, not a Major Organizational Crisis


Effective succession planning has advantages for your workforce, by giving them a self-esteem boost and an answer to the question of what’s next for them. For leadership, it’s a proactive measure that gives them an alignment of talent development with the company’s future leadership needs. It’s a strategy for identifying and developing future leaders at your company, at all levels, and making sure the organization is prepared for all contingencies – by identifying and training high-potential workers for advancement into key roles.


In this engaging session we will discuss strategies to kick-start your succession planning, such as:


  • Being proactive in your succession planning – even if you don’t expect the need for a replacement in the near future
  • Looking for people who best display the skills necessary to thrive in higher positions, regardless of their current title
  • Including potential managers in strategy conversations to help them acquire planning and leadership skills that will be needed in the future
  • Offering mentoring relationships, job shadowing and training to your workforce so they can develop new skills and refine existing ones

Keynote Presentation


Merging Artificial Intelligence into Human Resources to Improve the Employee Experience and Increase the Focus on More Strategic Work


Effective succession planning has advantages for your workforce, by giving them a self-esteem boost and an answer to the question of what’s next for them. For leadership, it’s a proactive measure that gives them an
alignment of talent development with the company’s future leadership needs. It’s a strategy for identifying and developing future leaders at your company, at all levels, and making sure the organization is prepared
for all contingencies – by identifying and training high-potential workers for advancement into key roles.


In this engaging session we will discuss strategies to kick-start your succession planning, such as:


  • Being proactive in your succession planning – even if you don’t expect the need for a replacement in the
    near future
  • Looking for people who best display the skills necessary to thrive in higher positions, regardless of their current title
  • Including potential managers in strategy conversations to help them acquire planning and leadership skills that will be needed in the future
  • Offering mentoring relationships, job shadowing and training to your workforce so they can develop new skills and refine existing ones

One-on-One Business Meetings | Networking Break


Keynote Presentation


Prioritizing and Improving Mental Well-being to Generate a Healthier Workforce and Improved Culture


Research consistently shows that the health status of an organization’s employees directly influences their work behavior, attendance and on-the-job performance. Therefore, improving employee well-being will result in a more productive workforce. Most high-performing companies now measure employee health status as a key part of their overall risk management strategy, and many pursue active wellness programs. However, for wellness initiatives to succeed they must be an intrinsic part of an organization’s culture, and this requires persistent and engaged leadership at all levels.


In this interactive session we will discuss how to drive high-performing health and work behavior outcomes by:


  • Creating an organizational culture that promotes health and wellness
  • Ensuring your company policies align with and support your health and wellness goals
  • Offering incentives that motivate employees to engage in healthy practices
  • Developing wellness programming that includes customized employee-centric health programs
  • Integrating HR functions with employee wellness and work-life quality initiatives

Closing Panel Discussion


Planning for the Future Workforce by Shaping an Impactful People Strategy


The future of work and the workforce is facing dramatic change driven by technology, globalization, demographics, social values, and the changing personal expectations of workforce participants, particularly the younger generation. The development of an organization’s talent begins long before they are hired into the company, and it’s the company culture that sets the backdrop – it’s critical to create a vibrant lifestyle community to which people are drawn and where employees are empowered to be at their best and grow. HR leaders must employ effective methods to find and hire candidates that fit their company’s culture while also meeting the strategic needs for continued growth.


In this thought-provoking closing panel discussion, we will explore:


  • Assessing the state of your current talent management processes and identifying the areas that need to be focused on in the future
  • Ways to target the next generation of talent
  • Accelerating organizational change and focusing more effort on putting your people at the heart of this change
  • Focusing on adaptability to apply workforce skills in a different way
  • Developing a culture of listening to strengthen the areas of accountability, inclusion, trust, engagement, transparency and agility

End of Summit | Champagne Toast | Thank you!

San Diego, CA

Please contact your business development associate to reserve your hotel room.

More networking, greater interactions, bigger ROI:

One of the biggest challenges that companies face is standing out from the crowd and getting exposure with executives from leading enterprise organizations. Your company has the perfect solution to your customer’s problem but how do you grab their attention and present your value proposition?

The HR Leadership Summit is the perfect platform to gain valuable exposure for your brand with exclusive access to key decision makers. The attendees at the Summit are C-Suite Executives and Senior Decision Makers from the Fortune 1000 and are selectively invited and pre-qualified to ensure they carry budgetary responsibility. The event provides a specialized, strategically-built experience for cutting-edge solution providers to engage, interact, and build relationships with executives who are actively looking for new business partners.

Solution providers at the Summit have the opportunity to showcase their brand as a leader in the Human Resource industry while developing new business relationships through unparalleled speaking sessions, interactive networking events, and custom face-to-face business meetings.

  • Creating new talent acquisition, management and retention models for an evolving workforce
  • Developing an environment and successful organizational culture where employees feel supported and empowered
  • Designing benefit packages that appeal to four or five generations of employees
  • Extending employee experience initiatives to include candidate-facing strategies to improve recruiting
  • Developing a contingent workforce and job sharing programs to encourage growth and improve retention
  • Reinventing continuous learning strategies to engage the younger generations of your workforce
  • Linking diversity and inclusion to organizational goals
  • Designing programs for a multigenerational workforce
  • Utilizing technology tools to develop skills for future business needs
  • Setting better policies and educational initiatives to recognize unconscious bias and prevent harassment
  • Prescheduled One-to-One Meetings:
    Each participating solution provider and attendees will have pre-summit access to our matching software that allows you to completely customize your meeting agenda. The password-protected website provides the information needed to make your selections on who you want to meet with.

  • Exceptional Networking Opportunities:
    We strive to maximize your face-to-face time by providing a multitude of avenues to engage the senior executives in attendance. The agenda incorporates an off-site networking activity, networking luncheons and cocktail reception. Leverage the meeting’s intimate atmosphere to build strong personal relationships with current and future clients.

The HR Leadership Summit is an invitation-only, exclusive event for heads of human resources, talent management, learning and leadership development, diversity and inclusion and organizational effectiveness from Fortune 1000 and leading enterprise organizations.


Chief Human Resources Officers (CHROs)
Chief Talent Officers (CTOs)
Chief People Officers
SVP/VP/Head of Human Resources
SVP/VP/Head of Talent Management
SVP/VP/Head of Leadership Development
SVP/VP/Head of Learning & Development


To request your invitation today, please contact Katherine Ilagan at 212-532-9898 ext 233 or email

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      This experience was amazing. It was personal, conversational and relational. It expanded my knowledge and more importantly, my network. Laura Vostad

      POET, Dir. L&D

      What I enjoyed most was that the number of attendees was big enough to provide me a wealth of information, but small enough to allow me to network with almost everyone at the conference. I walked away with pages of notes, many new contacts and met some great vendors that we will likely do business with in the future. Shelby Pyatt

      Rayonier, VP, HR & IT

      By far, this was the most engaging, value added convening of leaders. It was the right mix of experience, learning, and networking. I absolutely enjoyed the Disney Tour and the book exchange was brilliant. The roundtables were also an added bonus. Sharahn Monk

      Worldpay, US Market Leader, Learning and Development

      Great event, very well organized with relevant speakers and potential business partners. I would recommend to anyone. Shawn Dingle

      Sonic Automotive, Senior Training Director

      OPAL is first class. It was the best Conference that I ever attended from the standpoint of speaker quality, organization, and venue. They really seem to care! John Barbieri

      Sompo International, VP, Human Resources

      I thought the whole conference was so well run and that the OPAL team did an amazing job. I would definitely love to attend another event! Tennille Boyer

      Blue Ocean Brain

      Excellent line-up of speakers Connie Keys

      Campbell Soup, Head of Culture & Learning