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THRIVE 2017 | HR Agents of Change: Driving Organizational Growth and Talent Transformation

THRIVE 2017 | HR Agents of Change: Driving Organizational Growth and Talent Transformation

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THRIVE Annual 2017 | HR Agents of Change: Driving Organizational Growth and Talent Transformation

May 11-12, 2017 | Bally's Las Vegas Hotel | Las Vegas, Nevada

The THRIVE Annual Conference 2017 is an immersive, skills-building experience designed to hone business-minded HR professionals’ strategic competencies.

The comprehensive, 2-day agenda is packed with dynamic sessions, intensive workshops, and inspirational THRIVE Talks to empower CHROs, VPs of HR, HR directors, and other business leaders to become successful agents of positive change for their organizations.

THRIVE’s intimate setting offers ample opportunity to discuss key challenges and discover best practices through lively Q&A with the esteemed roster of presenters and your enthusiastic conference peers.

This conference will show you how to:

  • Reinvent talent management and compensation strategies to meet the demands of today’s competitive workforce
  • Use innovative techniques and cutting-edge methods for measuring the impact of your strategic initiatives
  • Master your role as strategic business partner
  • Inspire and motivate your workforce to new levels of engagement and excellence

2016 Speakers (2017 Coming Soon)

Speakers to be announced for 2017!

Diane BreedingDiane Breeding, PHR, SHRM-CP
HR Manager
Edwards Moving & Rigging

Diane Breeding has over ten years diverse experience in Human Resources.  She began her career as an Assistant to the Director of Human Resources for Bluegrass Cellular in Elizabethtown, Kentucky and was promoted throughout her tenure and gained her HR knowledge with every opportunity opened to her.  In her current position as Human Resources Manager for Edwards Moving & Rigging in Shelbyville, Kentucky, Diane is very passionate about providing the best possible employee work experience for the employees at Edwards.  Most recently Edwards was named one of the Best Places to Work in Kentucky for 2016.  Outside of Edwards, Ms. Breeding serves as president of the Shelby County Human Resources Association, and she is a national and Louisville SHRM member.

Andre J. CarrierAndre J. Carrier
President & COO
Eureka Casinos

As the president and chief operating officer of Eureka Casinos, Andre Carrier maintains a balanced combination of executive leadership, classical hotelier discipline, and advanced analytical and financial understanding, to successfully manage complex hotel-casino, food & beverage operations. He began his career at the intersection of the old and new Las Vegas during the evolution of the gaming industry, working for the then Sahara Resorts at the Hacienda Hotel & Casino.  During those years, he held many positions including Vice President of Marketing and Vice President of Administration & Development and was on the front lines as Gaming expanded out of Nevada, working on casinos in Illinois, Mississippi, Missouri and Washington.  He would also play central roles in the sales of the Hacienda and the Sahara, as well as, in the expansion of the Santa Fe Casino Hotel.   In 1999, Steve Wynn recognized his talents and enlisted him to lead Golden Nugget Laughlin, as Chief Operating Officer.  At only 29, Andre became the youngest property head at Mirage Resorts. Mr. Carrier would then twice oversee the sale of the Golden Nugget properties becoming Chief Operating Officer of the Golden Nugget Las Vegas and Golden Nugget Laughlin.  He remained with the Golden Nugget until 2007, when he joined long-time friend, Greg Lee, to assist in the operation and future development of Eureka Casinos. In October of 2015, the two announced their intention to have the Eureka Casino Resort in Mesquite, become the first employee-owned casino in Nevada.  They are also currently building the Rising Star Sports Ranch Resort in Mesquite. The Rising Star is the first of its kind, as a fully integrated sports training, tournament and destination resort and is slated to open in December of 2016.

Roberto CoppolaRoberto Coppola
Global Director of Market Research
YWS Design & Architecture 

Roberto Coppola is a seasoned market research professional skilled in creative problem-solving and discovering insights gleamed through an open minded and structured approach using qualitative market research methods. This work has influenced internal and external client understandings of consumer preferences in significant ways that have led to successful market-driven solutions. He has studied and published research on the behaviors and desires of the Millennial generation.   

Nicole CoxNicole Cox
Chief Recruitment Officer
Decision Toolbox

As Chief Recruitment Officer, Nicole Cox leads recruiting operations for Decision Toolbox, a virtual recruitment process outsourcing company. This includes quality, training, sourcing and advertising and delivery functions. She also serves as functional liaison between clients and Decision Toolbox's technology and delivery teams to design and implement best practice strategies.

Ms. Cox joined Decision Toolbox in 2003, where she began as a recruiter and through her outstanding performance, worked her way up to her current role. Her accomplishments at DT during this time include creating, implementing and refining metrics and key performance indicators to motivate and lead high perf dormance teams. Under her leadership, her recruiting bench has grown over 300%. She also developed the company's first formal training program that has since grown into a 90-day certification program, implemented the company's first wellness program and developed the DT Mentor Program.

Decision Toolbox is 100% virtual with all employees working remotely across the U.S. and is a Certified Women's Business Enterprise.  This unique business model has played a key role in the company being awarded the Alfred P. Sloan Award for Business Excellence in Workplace Flexibility three times. Decision Toolbox was also named one of the “Fastest Growing Private Companies” by the Orange County Business Journal in 2012.  In addition, it has been named 3 years running to the INC 500/5000 List of Fastest Growing Private Companies and is a 7-time recipient of the HRO Today's Baker's Dozen for Mid-market and Emerging Markets.

Ms. Cox holds a Masters in Organizational Leadership from Gonzaga University, a Servant Leadership Certification from Gonzaga University, and a BA in Communications with PR focus from California State University Fullerton.

She is frequently called upon to speak within the nonprofit, corporate and educational sectors on topics including talent acquisition best practices, career coaching, recruitment process improvements, and employee engagement and relations.

Michelle DiTondoMichelle DiTondo

Senior Vice President, Human Resources
MGM Resorts International

As MGM Resorts International’s top human resources executive, Michelle DiTondo leads the team responsible for strategic development and implementation of the People Philosophy and Culture for the organization. In addition, she oversees the MGM Resorts Corporate Human Resources departments serving the more than 62,000 employees working at the company’s resorts around the world as well as corporate departments.

Ms. DiTondo’s priorities are leadership development, employee culture and providing the essential link between employee engagement and guest experience. As Senior Vice President of Human Resources, Ms. DiTondo is a member of the company’s Executive Operating Committee and chairs the Human Resources Council.

Ms. DiTondo has been with MGM Resorts since 2006, starting her career at New York-New York Hotel & Casino. She also served as Vice President of Human Resources for Mandalay Bay Resort.

Ms. DiTondo’s background includes more than 20 years of leadership and experience in human resources management, including positions with Harrah’s/Caesars Entertainment, American Express, First Security Corporation, and the Army & Air Force Exchange Service.

Ms. DiTondo is on the Board of Directors for Nevada Succeeds, a community business-education organization. She is also a graduate of the Las Vegas Chamber of Commerce Leadership Las Vegas Program. In 2013, Asian Pacific American Advocates recognized Ms. DiTondo with the National Asian Pacific American Corporate Achievement Award, given to the top 10 most impactful leaders in the Asian American community.

Shari Dunn
Managing Director, National Practice Leader
Arthur J. Gallagher & Co.

Shari Dunn, managing director and national practice leader of the Arthur J. Gallagher & Company Human Resources and Compensation Consulting Practice office in Lafayette, CA, specializes in the design and development of strategic base pay plans, performance-based incentive programs and general human resources consulting. Working with private sector for-profit and non-profit clients, and known for her innovative, highly effective approach to job evaluation, salary administration and performance measurement, Dunn supports her clients’ ability to pay competitively, equitably, cost-effectively, motivationally, and legally. She is a frequent presenter at professional conferences and serves as a guest lecturer at the Haas School of Business at the University of California, Berkeley. Dunn was in compensation management in banking, consumer goods, and manufacturing companies, as well as two global consulting firms prior to starting her own consulting firm. She was the founder and principal of the compensation consultancy CompAnalysis for 30 years prior to its acquisition by Gallagher.

Nicole Greenberg, Esq.
Principal Consultant & Chief Legal Advisor
STA Worldwide

Nicole Greenberg, Esq. serves as Principal Consultant & Chief Legal Advisor at STA Worldwide, a global professional services firm specializing in IT staffing, project management and consulting services. A licensed Illinois attorney and member of the American Bar Association, she has over a decade of experience in talent acquisition and recruiting strategy. Recognized as “the world’s only lawyer with a focus on sourcing,” she is a highly sought after public speaker, presenting on compliance, sourcing and technology topics to industry audiences around the world, and her writing on these subjects has been featured by top publications like SourceCon, Recruiting Daily and HRExaminer. A lifelong native of Chicago, Ms. Greenberg is a graduate of Lake Forest College and received her Juris Doctor from the John Marshall Law School. Follow her on Twitter @NGSEsq or connect with her on LinkedIn.

Michael D. Haberman, SPHR, SHRM-SCP
Co-Founder and Senior HR Consultant
Omega HR Solutions

Michael Haberman, SPHR, SHRM-SCP, the co-founder and senior HR consultant of Omega HR Solutions, has more than 30 years of human resources experience, both a practitioner and as a consultant. Known as “the HR Compliance Guy,” Mr. Haberman teaches human resources management at the University of Georgia School for Professional Education and Emory University’s School for Professional Education. He is gaining a reputation as an HR Futurist writing a weekly post called Future Friday, where he explores HR relevant information about the future of work. He recently became a member of the IBM #NewWayToWork Futurist Program.

Mary Choi Kelly, PhDMary Choi Kelly, PhD
Vice President, Organization Effectiveness
MGM Resorts International

Over the last 20 years Mary Kelly has established a proven track record of improving business results in diverse companies, industries, cultures and environments by transforming global, Fortune 500 organizations. Her corporate background includes Marriott International, Honeywell International, Mattel Inc., Bank of America, Pacific Sunwear of California, Inc., and Las Vegas Sands Corporation. In addition, she has led the growth of an eCommerce start-up as the head of Human Resources during the internet start-up boom.

Ms. Kelly is currently the Vice President, Organization Effectiveness for MGM Resorts International. In this role she is responsible for leading enterprise-wide processes to align human capital with business strategy to drive transformation and change that supports the organization’s overall people strategies, objectives, and priorities.

In addition, Ms. Kelly is actively involved in contributing to the field of organization and leadership development as a speaker, advisor, and instructor. One of her personal passions is developing women executives so they can “be on top” and “have it all” through her speech titled, "The Truth About Women on Top: How to Have it All!”. She has also been a presenter on talent management, organization development and leadership in national and local forums, including the National Organization Development Network’s annual conference and at UCLA’s Anderson Graduate School of Management.

Ms. Kelly holds a PhD and MA in Organizational Psychology from Alliant University (CSPP) and a BA in Psychology from the University of California Irvine.

Lori Kleiman, SPHR, SHRM-SCP
HR Topics

Lori Kleiman is an accomplished businessperson, entrepreneur, and leader. In her most recent corporate role, Ms. Kleiman orchestrated a group of 18 HR consultants nationally. She brought cutting edge HR techniques to the group, and fostered a practical sense of HR to small businesses. Ms. Kleiman has conducted seminars to business people and HR professionals sharing best practices and new initiatives to bring to small businesses throughout the United States. With a Master of Human Resources and the highest level of certification available in HR, an SPHR designation, she has the depth of knowledge needed to provide her clients with the foundation of traditional study and real world solutions to drive immediate action. 

Matt MongeMatt Monge
Leadership, Culture and Future of Work Expert
Founder, The Mojo Company

Matt Monge is a nationally recognized leadership, culture, and future of work expert, as well as being a cancer survivor, depression fighter, and mental health advocate. As the founder of The Mojo Company, his mission is simple: He's on a crusade to make the world a better place by helping organizations be better places to work and by empowering people to be more fully human. 

Mr. Monge has a Master's Degree in Organizational Leadership with a concentration in Servant Leadership from Gonzaga University. Entrepreneur and leadership expert Evan Carmichael lists Mr. Monge among the Top 10 Leadership Experts You Should Follow; New York Times best-selling author Kevin Kruse lists him as one of the Top 100 Employee Engagement Experts; Global Workforce Transformation called him one of the Top 24 ‘Future of Work’ Voices You Should Know About; Digitalist Magazine by SAP called his blog one of the Top 20 Blogs on the Future of Work; and the Center for Management and Organizational Excellence lists his blog as one of its top leadership blogs.

Colleen M. Niese, SPHR, CPP
The Marlyn Group, LLC

With 20 years of experience in the Human Resources industry, Colleen Niese partners with Marlyn Group clients to assess the existing scope of services in the areas of Strategic HR, Leadership Development and Transformative Change. With that insight, she identifies with internal stakeholders opportunities and subsequent deliverables for improved performance, at the individual, team and company level.

As a former CAO of an international privately held company, Ms. Niese has an extensive background of driving the start up of a wide number of corporate support functions and is able to bring to the client a unique skill set with a focus toward driving financial results through the development and performance of employees at all levels within an organization.

Ms. Niese is the immediate past Chairperson and current Associate Director for the Women in Parking Association and is an active member of WELD (Women For Economic Leadership Development), SHRM and ASA.

Mary OppermanMary Opperman
Vice President and CHRO 
Cornell University

Mary George Opperman serves as Vice President and Chief Human Resources Officer for Cornell University, which employs approximately 20,000 staff and faculty across several campuses, including Ithaca and Cornell Tech in New York City. Prior to joining Cornell in 1996, she spent 13 years in the human resource function at Harvard University.

At Cornell, Ms. Opperman’s portfolio includes oversight of the Division of Human Resources, the Office of Diversity and Compliance, Title IX Compliance, and the Center for Regional Economic Advancement. She is co-chair of Commencement and served as co-chair of the Charter Day Operations committee for Cornell’s Sesquicentennial in April of 2015. She is a fellow of the National Academy of Human Resources. She is certified by the Society for Human Resource Management as a senior professional in human resources and is a graduate of SUNY Oneonta.

Cornell has received numerous workplace awards as a result of exceptional human resource programs under Ms. Opperman’s leadership. These include being named AARP’s top U.S. employer for workers 50 and older two years in a row — making Cornell the first employer to receive this top billing more than once. Cornell has also been listed as a best employer for working mothers, prospective and adoptive parents, IT professionals, veterans, and women executives. In March 2015, she was selected by the editors of Human Resource Executive magazine as one of the 15 most influential women leaders in human resources.

Ms. Opperman has also overseen development of Cornell’s innovative Center for Regional Economic Advancement, and partnered with Ithaca College and Tompkins Cortland Community College to found Rev: Ithaca Startup Works, a New York State-funded new business incubator in downtown Ithaca.

Ms. Opperman describes her mission at Cornell as a commitment to promoting a values-driven culture that focuses on streamlined processes so that the university is socially, economically and environmentally responsive. She is particularly interested in creating meaningful growth opportunities for top talent, and advancing succession and development plans which address the retirement of key faculty and staff, while attracting and engaging employees who energize the university with new perspectives and expectations.

Ms. Opperman is an active supporter of her community, and has served on numerous boards of local and national organizations, including the TIAA-CREF Advisory Council, Challenge Industries, the Tompkins Cortland Community College Foundation, the Community Dispute Resolution Center, the Workforce Investment Board, the Women’s Opportunity Center, and the United Way of Tompkins County. She served as the AAU-HR Institute Inaugural Board Chair. She is currently active on the boards of Kendal at Ithaca, Foodnet, Planned Parenthood of the Southern Finger Lakes, Tompkins County Area Development, the Southern Tier Regional Economic Development Council, the Legacy Foundation of Tompkins County, the Paleontological Research Institution, as well as a member of the Governing Body for the New York HR Leadership Summit.

Dr. Janice PresserDr. Janice Presser
Co-Founder & CEO
The Gabriel Institute

Dr. Janice Presser, co-founder and CEO of The Gabriel Institute, is a behavioral scientist and the architect of the technology that powers Teamability. She has devoted most of her working life to the study of team interaction in its many forms, and is an authority in the measurement of individual and group teaming behaviors.

Dr. Presser served on SHRM’s Human Capital Assessment/Metrics Special Expertise Panel, the Taskforce on Workforce Planning, and the Taskforce on Metrics and Measurements. She is also Contributing Editor for Selection in ELLA®, the Employment Labor Law Audit. She tweets as @DrJanice, networks on LinkedIn, and blogs at In addition to her CEO and spokesperson duties, she also leads TGI’s technology strategy and deployment programs.

Dr. Presser has authored six books, most recently @DrJanice: Thoughts and Tweets on Leadership, Teamwork & Teamability®. A followup to @DrJanice is in preparation, to be followed by a volume that explores the theoretical and physical foundations of teaming, and the profound impact of team analysis on the structure, development, and leadership of teams.

Sam Reeve, CCP, GRP
Head of Consulting Services

Sam Reeve is the Head of Consulting Services at Performensation.  His core focus is leading companies through transformational change by optimizing talent initiatives with reward programs to achieve long term strategic objectives.  His diverse experience includes the design and optimization of performance driven variable compensation plans for executive, sales and core employee populations of growing companies. Prior to joining the Performensation, Mr. Reeve worked in compensation functions of notable firms such as BlackRock, McKesson and Automatic Data Processing (ADP). He is a global certified compensation consultant (CCP, GRP) with over 15 years of experience in Total Reward Strategies.  

Mark RinkerMark Rinker
Vice President of Sales and Business Development

Mark Rinker is the VP of Sales and Business Development for NetSpend’s Commercial Prepaid Division which provides organizations with robust payroll and incentive programs.  Mr. Rinker was also COO for Procesa International, a provider of cross-border bill payment products, which was acquired by NetSpend in 2008.  He has more than 25 years experience growing technology and professional services companies and is a graduate of Princeton University with a Bachelor’s of Science in Electrical Engineering and Computer Science.

Lynda Silsbee, CPT, SPHR

Founder and Principal
Performance Dimensions Group and Alliance for Leadership Acceleration

Lynda Silsbee is Founder and Principal Consultant at Performance Dimensions Group, a boutique consulting group that provides the resources and skills to nurture organizations along the path to achieving high performance. She worked for many years internally as an HR professional and started PDG in 1999 to focus exclusively in Organizational and Leadership effectiveness. In 2002 she launched the LEAP – Leadership Acceleration Program and formed a new company to expand this program nationally. Ms. Silsbee’s previous employment includes 17 years at Nordstrom in various organizational roles including HR, finance, sales, and operations. Her other relevant experience includes Genie Industries, Starbucks Coffee Company, Jones Soda, The Bill & Melinda Gates Foundation, and Vulcan. Ms. Silsbee holds a BA in Business from the University of Washington, and received her Certified Performance Technologist designation for proven work in the field of Human Performance since 2003 and has held SPHR certification since 1995.

B. Lynn Ware, PhD
Founder and President
Integral Talent Systems, Inc.

B. Lynn Ware, Ph.D., the founder and president of Integral Talent Systems, Inc., is an Industrial/Organizational Psychologist who has practiced for over twenty years in the corporate education and organization development field, with a strong focus on how to increase employee productivity for the benefit of achieving business goals. Dr. Ware also has experience consulting in the consumer products, financial services, manufacturing and retail industries. Dr. Ware is frequently quoted on trends in employee retention strategies in numerous publications such as the Associated Press, San Francisco Chronicle, Network World, and ComputerWorld magazine, and has recently been featured several times on CNN as a national employee retention expert.

Trisha Zulic, SHRM-SCP, SPHR
Regional Director of Human Resources
Efficient Edge

Trisha Zulic, SHRM-SCP, SPHR is a 20-plus year veteran of human resources who currently serves as the regional director of human resources for Efficient Edge, a San Diego, California-based HR outsourcing company performing human resource services and benefits enrollment for companies of all sizes nationwide. She is a member of the California State Director of Membership for Society of Human Resource Management (SHRM), SHRM National HR Management-Technology Panel Member and the former Chair of the SHRM National Conference, attended by more than 20,000 human resource professionals.  She is also on the Board of Advisors for Employee Benefits Adviser Magazine and been interviewed by many media sources. Ms. Zulic possesses a professional, polished, and humorous demeanor, and she offers “tell it like it is” insights, delivering powerful seminars that engage audiences and provide tools that can be implemented right away.


May 11-12, 2017

Bally’s Las Vegas Hotel and Casino 

3645 S Las Vegas Blvd.
Las Vegas, NV 89109 
Free parking!

On the Strip, this landmark casino hotel is 4.7 miles from downtown Las Vegas.

Upscale rooms feature WiFi (fee), desks and cable TVs; some have seating areas, fridges and/or views of the Strip. Suites add whirlpool tubs and/or dining tables. Penthouses with wet bars and multiple living rooms are also available.

In addition to the casino, amenities include a fitness center, live shows (surcharge), tennis courts and a shopping mall, plus a seasonal heated pool with cabanas (fee) and a live DJ. Dining options range from a high-end steakhouse to a casual pizzeria. There’s also a spa (treatments available), a nightclub and 3 bars.

Room Rate: $129, plus $24 daily resort fee – Renovated Jubilee Tower Rooms

Resort Fee Includes:

  • Unlimited local phone calls (no long distance or international calls)
  • Two (2) Guest admissions per day to the Fitness Center (does not include use of the spa)
  • In-Room Internet access to include one (1) device per room per day (Property-wide and inter-property roaming available at that property for an additional fee.)

Call (702) 967-4111

Reference BLR THRIVE Conference room block when making your reservation.
Reservation cut-off date: April 10, 2017


MAIN CONFERENCE DAY 1 | Thursday, May 11, 2017

*CREDIT INFORMATION: Look for Agenda Updates soon! New sessions are pending 
approval for business recertification credit toward PHR and SPHR recertification. For more information about certification or recertification, please visit the HR Certification Institute website at

Exhibitors Showcase
7:00 a.m. – 6:00 p.m.

Registration, Breakfast & Exhibits
7:00 a.m. – 8:00 a.m.

Welcome Remarks
8:00 a.m. – 8:05 a.m.

HR Disruptors: New People Management Approaches that Work
8:05 a.m. – 9:05 a.m.
THRIVE 2017 kicks off with a look at ways companies are shaking up conventional approaches to people management by using new technology and other means to improve goal setting, learning and development, and more. You’ll hear what the HR leaders at these leading companies are doing to ensure that employees are empowered and engaged in an environment where they can truly thrive.

9:10 a.m. – 10:15 a.m.

5 Steps for Putting HR in a Driver’s Seat for Enterprise Growth
Enterprise growth requires executive leadership involvement when it comes to changing the culture, focus, or services an organization offers. To be successful, the growth strategy must focus on many things at once, including people. Every aspect of the organization has to work together, and here’s where HR’s role is crucial. Whether it’s a new product, or a shift in competitive focus, HR is intrinsic to helping the company stay competitive. And, to drive enterprise growth and achieve optimal business results, HR leaders must get—and stay—on the same page as the rest of the leadership team. This isn’t always easily accomplished, though. This talk will provide proven tips and a 5-step process for making your mark as a driver of enterprise growth for your company. 

When To Back-Burner the Background Check: Rethinking Your Employment Screening Strategy
Background checks are an important part of the vetting process prior to hiring a new employee. But, too much emphasis on what background check reveals—when the information doesn’t have bearing on the job—isn’t good, either. This provocative THRIVE Talk will challenge conventional wisdoms and strategic reasons for not “judging a book by its cover.”

Networking, Refreshments & Exhibits Break
10:15 a.m. – 10:40 a.m.

THRIVE Intensive WorkshopDeciphering Employee Disengagement
10:40 a.m. – 12:15 p.m.
Presented by: Lynda Silsbee, CPT, SPHR, Performance Dimensions Group and Alliance for Leadership Acceleration
High levels of employee engagement translate into increased customer satisfaction and bring other competitive advantages. 

During this workshop, you’ll receive actionable and innovative instruction on: 

  • Why disengagement happens
  • The downward spiral of disengagement and reduced productivity and morale
  • How to develop your leadership skills to encourage an engaged culture change 
  • 4 steps to take right away to re-engage a languishing workforce
  • And much more 


12:15 p.m. – 1:15 p.m.

Performance Management Reloaded: Ditching Appraisals in Favor of Revolutionary Ways to Reinforce Positive Employee Behaviors
1:15 p.m. – 2:15 p.m.
We’re in the midst of a revolution, where more than one-third of U.S. companies are replacing traditional annual performance reviews. Companies like Adobe, Microsoft, IBM, Deloitte, Dell, General Electric have opted for informal, regular check-ins between employees and their managers. This session will identify reasons for ditching “check-the-box” performance management processes and will highlight ways companies are succeeding at taking a new approach by increasing the frequency of performance discussions, eliminating ratings and replacing them with adjectives, and, in many cases, eliminating the process altogether. You’ll learn:

  • Why traditional performance management is perceived as a check-the-box exercise, which is virtually ineffective nowadays
  • Innovative performance management strategies that organizations are using to make the evaluation process more meaningful
  • Whether these new strategies will result in more favorable results from the performance management process
  • How to evaluate whether your organization’s performance management process should be replaced in part or full with in-time performance-driven discussions

Upskilling to Avoid Labor Shortages and Save Big on Long-Term Labor Costs
2:20 p.m. – 3:20 p.m.
According to Manpower Group’s Talent Shortage Survey, we’re in the midst of a talent shortage, with many businesses noting that skilled trades are the toughest to fill. Many companies are turning to training and development to upskill employees to fill talent gaps. Wal-Mart and other Fortune 500 companies, including McDonald’s, Starbucks, and CVS Health, as well as small- and mid-size businesses are starting to hop on the upskilling bandwagon, investing more up front in their entry-level workforce in the hopes of seeing greater returns on their human capital investments. Is it paying off? This powerful session will reveal: 

  • Examples of upskilling, including training and educational endeavors, that propel employees’ upward career mobility 
  • The impact upskilling can have on long-term labor costs
  • How upskilling reduces turnover and employee replacement costs 
  • Factors to evaluate to determine whether and how upskilling should be incorporated into your business strategy

Networking, Refreshments & Exhibits Break

3:20 p.m. – 3:45 p.m.

Mastering Micro-Inequities: How Unnoticed Biases Interfere with Diverse Team’s Success
3:45 p.m. – 4:45 p.m.
Homogeneous teams rarely produce exceptional results. However, differences among team members in diverse teams can cause problems. In fact, many leaders profess that personality conflicts consistently get in the way of their success. The paradox is that organizations are working diligently to increase the levels of diversity in their workplaces because they understand that it plays a vital role in achieving successful results, but micro-inequities among coworkers and managers may be thwarting their plans. When employees are overlooked, dismissed or singled out for traits—such as race, gender, or age--disengagement may be in store despite your best efforts to promote diversity and inclusion. It’s time to embrace the reality we face rather than fight it! You’ll discover:

  • The reality of micro-ineqities and how to spot them
  • How to determine whether you are guilty of micro-inequities
  • Specific strategies for compensating with micro-affirmations
  • Ways to deliver feedback on diverse teams
  • What leaders can do to eliminate micro-inequities in their workplaces
  • How to craft, communicate, and conform to a top-down message of respect at work

Networking Reception
4:45 p.m. – 5:45 p.m. 

MAIN CONFERENCE DAY 2 | Friday, May 12, 2017

Exhibitors Showcase
7:00 a.m. – 1:30 p.m.

Breakfast & Exhibits
7:00 a.m. – 8:00 a.m.

Breakfast & Learn
7:30 a.m. – 7:45 a.m.
During this interactive demonstration, you’ll learn tips and tricks for mastering real-life HR challenges using BLR’s formidable resources. Plus, you’ll be entered into a drawing for a fabulous prize—must be present to win!

Opening Keynote- Human Capital Risks: Shifting Mindsets and Turning Strategic Risk into Value
8:00 a.m. – 9:00 a.m.
Human capital risk management involves the evaluation of the uncertainties that face a business—unknowns that could have a material impact on the organization. Business leaders must be able to effectively evaluate the risks and then decide whether to take the risk or mitigate it. Day 2 kicks off with a look at how leading companies are managing their human capital risks in a way that adds value to the organization. 

Deconstructing Hierarchical Organization Models: How to Achieve Success with a Network of Teams
9:05 a.m. – 10:05 a.m.
Today’s most successful businesses are agile: They pivot, and they innovate. They comprise fluid networks of teams that can adapt quickly to customer’s needs and industry changes. According to Deloitte’s Global Human Capital Trends 2016, 92 percent of organizations polled said organizational redesign is a top priority, and more than 80 percent said they’re in the process of restructuring or recently did. Does your organization need a makeover? During this session, you’ll learn:

  • How a decentralized approach to authority works can be successfully implemented in many business settings
  • Real world examples of fluid networks of agile and powerful teams capable of delivering output in creative, and impactful ways
  • What Millennials, a fast-growing segment of today’s workforce, demand from their teams (it’s not what you think) 
  • How effectively using networks of teams can drive business results, employee engagement, and talent retention

Networking, Refreshments & Exhibits Break

10:05 a.m. – 10:30 a.m.

THRIVE Intensive Workshop—Measuring What Matters: What the C-Suite Really Wants from Your D&I Efforts
10:30 a.m. – 12:30 p.m.
Diversity and inclusion (D&I) executives and HR professionals face many challenging audiences when it comes to demonstrating diversity’s contribution and value; however, the tough audience is often in their own  C-suite. Most top executives enter these meetings with at least two perspectives. First, they are wondering are you credible and confident enough to be here? In very short order these executives will form an impression of you and make assumptions about your department/organization’s performance based upon the results you have produced for the organization. Were these results tangible and performance based? Is there clear evidence that it was your diversity initiative that generated these outcomes? What else could have contributed to this result? Second, did the results you produced help the organization take advantage of an opportunity, meet a need, and/or solve a business-related problem? In other words, did your department’s diversity initiatives produce outcomes that add measurable value in financial and other terms? This intensive workshop will show you how to:

  • Use cutting edge methods and innovative techniques in D&I measurement
  • Implement a strategic business partner-based strategy to drive a diverse high impact workplace culture that produces measurable results
  • Use diversity metrics and analytics to demonstrate a diversity return on investment— a “causal chain of impact” to prove your D&I initiatives really worked
  • Employ techniques to shift to a science and outcome-based diversity management approach that drives organizational success

12:30 p.m. – 1:30 p.m.

1:30 p.m. – 2:30 p.m.

Design Thinking: A Revolutionary Approach to Meeting Talent Challenges
Today’s employees are often overwhelmed by the high-volume of emails, meetings, and sheer volume of information to which they’re exposed. Traditional HR reactions have involved formal training, documentation, and other “check-the-box”-type practices, but a new way of thinking is emerging that can help combat employees’ sensory overload. “Design Thinking” is a process by which the focus is shifted so that workers’ personal experiences drive how processes are built. This THRIVE Talk will show how companies are applying Design Thinking to impact areas such as learning and development and recruiting.

Aligning Company Culture to Business Goals
Your company culture can drive how your employees act, their productivity, and the ways in which they innovate. A strong company culture gives businesses  a competitive advantage. This THRIVE Talk will feature an HR leader from a company that has done a superior job at aligning organizational culture to the business’s underlying business goals. You’ll learn what they did and how they did it, and what their results were.

Workforce Intelligence: 5 Steps to Making HR Analytics a Reality
2:35 p.m. – 3:35 p.m.
HR analytics provide the opportunity to interpret data and spot trends, so better business decisions can be made. But, companies that have embarked on a quest to build HR analytics into their operations often face stumbling blocks. For instance, they may have started measuring without having defined their company strategy or discovered misalignment in the definitions being used—in either case, confusion could result. This session will cover 5 steps for effectively analyzing HR data so you make better business-centric decisions that significantly impact the workforce. You’ll learn: 

  • How to identify the metrics you’ll measure
  • Integration tools that can help you thoroughly account for HR and employee data 
  • Suggested HR analytics tools for achieving your goals 
  • Best practices for choosing a delivery method—so data are easy to work with and easy to understand
  • How to make your analytics process agile, so you can pivot to measure varied HR areas with ease 

*Agenda subject to change.


Exhibit Hours: 
May 11:
7:00 a.m. - 5:00 p.m.
May 12: 7:00 a.m. - 4:00 p.m.

Interested in sponsoring THRIVE 2017? Visit our website to view all thought leadership, brand awareness, and exhibiting opportunities, or contact Denise Lee at or at (866) 297-1377 x2570.

Visit our website for more information.

New opportunities for your business at THRIVE 2017!

Why exhibit at the THRIVE Conference?

This unmatched strategic HR event will bring together the top human resources professionals in the industry as they strive to adapt to the new business ecosystem. Engage them with your solutions for improving strategic competencies and enhancing professional value, and establish deep networking connections with these key decision-makers. Sponsors will also:

  • Gain critical industry insight
  • Showcase new products and services
  • Network with high-quality decision makers
  • Build brand awareness among their target market
  • Cultivate customer relationship

What are the benefits of sponsoring the THRIVE Annual Conference?

  • A highly focused way to reach decision makers in the human capital industry through multiple marketing channels.
  • Your brand on event marketing messages—online & e-mail—reaching over 350,000 HR professionals.
  • Promotion of your sponsorship through e-mail promotions, newsletters, banners and event website.
  • Link to sponsor website in all electronic correspondence regarding live event.
  • Sponsors receive full contact details for the event’s registrants.
  • All sponsorship materials available online post conference for attendees who are continuing their research.

What opportunities are available?

  • Title Sponsor $7,500
  • Platinum Sponsor $5,000
  • Exhibitor $3,000
  • Other Sponsorship Opportunities
  • CLICK HERE to learn more!