2013 Human Capital Leadership Forum
2013 Human Capital Leadership Forum
March 26, 2013 - Washington, DC
JOIN LIKE-MINDED PROFESSIONALS IN YOUR FIELD FOR A FULL DAY OF LEARNING. EXPLORE CUTTING EDGE CONTENT AND EXPAND YOUR NETWORK WITH THE BEST AND BRIGHTEST EXECUTIVES IN THE REGION!
As Human Capital leaders continue to make tough decisions as a result of a still improving economy, other areas such as keeping employees engaged, creating successful succession management plans, executive compensation and increasing influence in the board room, all remain top of mind. These hosts of challenges put a number of new pressures on Human Capital leaders as they must balance business demands while simultaneously satisfying the workforce. These are amongst the topics that will be discussed at the 2013 Human Capital Leadership Forum in Washington DC.
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This event will feature insights from top executives, including:
FairPoint Communications, Inc. View Bio »
Gregory W. Castle, senior vice president of human resources at FairPoint Communications, Inc., is responsible for defining, developing, implementing, and managing strategic human resources initiatives for FairPoint Communications.
Mr. Castle has had more than 25 years of experience managing employee and labor relations at small, medium-sized and Fortune 500 companies. He joined FairPoint from Castle & Associates in 2011 where he had served as President since 2004; during which time his clients included U.S. Cellular, R.H. Donnelley, The Carlyle Group and McKinsey and Co. Castle’s past experience includes positions as Senior Vice President, Corporate Human Resources at Orius Corporation; Vice President, Human Resources at Exelon Corporation and Vice President, Corporate Labor Relations at Ameritech Corporation.
He holds a Ph.D. and a master’s degree from Northwestern University in educational management, human resources and industrial relations. Castle also holds a juris doctorate with concentrations in employment law, human resources and labor relations from Loyola University School of Law and earned a bachelor’s degree in mathematics from Western Illinois University. He is a licensed attorney concentrating on employment law, human resources and labor relations, and is a certified Senior Professional of Human Resources (SPHR).
Mr. Castle resides in Manchester, New Hampshire.
Turner Broadcasting View Bio »
Speaker bio coming soon...
Allianz Life View Bio »
Suzanne Dowd Zeller is senior vice president and chief human resources officer for Allianz Life Insurance Company of North America (Allianz Life®). In this role, Zeller leads the Human Resources and Facilities departments, where she is responsible for setting strategy and leading the HR and Facilities teams to improve business results and increase employee engagement. During Zeller’s time with the company, Allianz Life has been named to FORTUNE magazine’s “100 Best Companies to Work For” list, “100 Best Companies 2014” for Working Mother magazine, and was also honored as a “Best Place to Work” by the Star Tribune for 5 years in a row.
Prior to joining Allianz Life in 2010, Zeller was vice president and director of human resources for the international wealth management business of Hartford Life, Inc., a subsidiary of The Hartford Financial Services Group. In this role, she was responsible for providing strategic human resources support to Hartford Life's businesses in Japan, Europe, and Brazil. She was instrumental in the startup of Hartford’s European operations in Dublin, London, and Frankfurt. Prior to that, Zeller ran her own consulting practice that specialized in executive coaching, business strategy planning, and leadership development. She has also held senior human resource and organizational effectiveness positions at a number of insurance and reinsurance companies including Swiss Re, MetLife, American Re, and Chubb Executive Risk.
Zeller is a member of the board of directors for the Jungle Theater and the Boys and Girls Clubs of the Twin Cities, where she also chairs their HR Committee.
Catholic Relief Services View Bio »
Judson Flanagan, as CRS Executive Vice President-Interim oversees the HR functions for CRS staff within the Agency. He plays a role in defining and leading the rapidly changing HR talent marketplace and aligning resources to meet the needs and solutions of a diverse multi-cultural environment both in the US and overseas.
Earlier in his career, Judson worked for Catholic Relief Services in Vladivostok, Russia in 1993 as a project manager for a large food program. Under his leadership, he designed a project for the disabled and instituted a capacity strengthening project for partners in the social services.
In 1996 to 1998 Judson worked at the International Finance Corporation (IFC), World Bank, Russia overseeing technical assistance projects and land privatization.
CRS provided humanitarian assistance during the Kosovo crisis and Judson returned to CRS setting up operations in Durres, Albania in collaboration with city and state officials as well as other INGOs and the UN. After the peace accord was signed, Judson returned to headquarters as Emergency Response Coordinator and then Team Leader for Europe.
Judson has held a series of leadership positions at CRS over the last decade: Starting in 2001, he became the Assistant to the Deputy Executive Director for Overseas Operations and in 2003 he moved to the position of Senior Director, US Operations. In 2006, Judson joined Program Quality and Support Department in the role of Deputy Director. In 2007, Judson joined Human Resources as Director, fulfilling a long held interest in working with staff and managers on human resource issues.
Rogers Communications Inc. View Bio »
In this role, Kate leads frontline leadership coaching, onboarding, initiative training, operational communications and Knowledge Management for Rogers Communications Inc.’s 43,000+ frontline employees, dealers, and third party partners. With more than 15 years’ experience Kate has held senior positions in both Learning and Human Resources.
Kate is an accomplished Human Resources and Learning professional with a track record of successfully partnering with internal and external stakeholders to diagnose and develop solutions that improve business results. Recognized as a successful business partner and trusted advisor who uses talent management, organizational development, and performance consulting skills to translate business requirements into human resources and learning strategies that build strategic organizational capabilities, drive improvement in business results, and evolve company culture.
Kate graduated from Western University’s Ivey School of Business MBA program with distinction, and was awarded the Ivey Scholar designation. Kate and her family reside in Toronto, Canada.
Oracle View Bio »
Senior Human Resources executive with extensive talent management and development expertise. She is a successful change leader with global experience in both the design and implementation of complex talent programs and initiatives.
Formerly the Vice President of Talent Management & Diversity and Inclusion with Kimberly-Clark Corporation. In this position, she led the development of Kimberly-Clark’s global people processes in the areas of Talent Acquisition, Learning & Development, Performance Management, Leadership and Succession as well as Diversity and Inclusion.
Prior to Kimberly-Clark, Lesley spent seventeen years with Hewlett Packard in a variety of leadership roles in Customer Education, Consulting, Leadership Development, Executive Development and Talent Management.
Lesley holds an Education certificate from Durham University and MSc in Training from Leicester University in the UK.
- Winner of Chief Learning Officer Innovation Award 2007
- Former Co-Chair and Program Director Conference Board Talent Management Council
Pepco Holdings, Inc. View Bio »
Ernest L. Jenkins is Vice President, Chief Human Resources Officer of Pepco Holdings, Inc. (PHI), a regional energy holding company that provides utility service to about 2 million customers. PHI is the parent company of Potomac Electric Power Company, an electric utility serving Washington, D.C., and suburban Maryland; Delmarva Power, an electric and gas utility serving Delaware and the rest of the Delmarva Peninsula; and Atlantic City Electric, an electric utility serving southern New Jersey.
Mr. Jenkins joined Pepco Holdings, Inc., in 1998 as Manager, Organization & Employee Effectiveness & Strategic Staffing Process Owner. He was named Director, Human Resources & Performance Improvement in 2001. Mr. Jenkins was promoted to Vice President, People Strategy & Performance Improvement of the PHI Power Delivery Line of Business in 2004 and Corporate Vice President, Chief Human Resources Officer in 2005.
Mr. Jenkins’ hometown is Albuquerque, New Mexico. He holds a B.S. in Secondary Education, with minors in psychology, sociology and health. He also earned a dual master’s degree in Human Resource Development and Management.
Prior to joining PHI, Mr. Jenkins worked for the Public Service Company of New Mexico where he held various positions from 1981 to 1998. He also was a Locomotive Engineer for The Atchison, Topeka & Santa Fe Railroad. He married his high school sweetheart and together they have 2 sons and 4 grandsons.
He was elected to both his high school and college basketball Halls of Fame.
Constellation View Bio »
Olivier oversees all human resources efforts supporting Constellation's commercial retail and wholesale businesses in addition to Corporate Risk, headquartered in Baltimore, MD.
Olivier has over 15 years of progressive human resources experience across various industries. She has held human resources roles at Westinghouse Corporation, FMC Corporation, and Wells Fargo.
Prior to joining Constellation in 2010 as Executive Director of Human Resources for Constellation NewEnergy, she was a vice president at T. Rowe Price where she worked for 11 years supporting the Retail and Information Technology organizations.
Olivier is a graduate of Cornell University's School of Industrial and Labor Relations.
McCormick & Co. Inc. View Bio »
Cecile Perich is Senior Vice President – Human Relations. Since 2007, she has had responsibility for all Global HR functional activities to include compensation, benefits, learning & development, organization development, succession planning, recruitment, safety, wellness and employee relations. She is Secretary of McCormick’s Compensation Committee. She is a member of McCormick’s Management Committee.
After joining the Company in 1982 at Corporate Headquarters, Mrs. Perich served the department as HR Supervisor. In 1984, she became HR Manager – McCormick Construction, and in 1987 she became HR Director – McCormick Properties. In 1988, she became HR Manager – Hunt Valley Plant. In 1991, she became Corporate Director of Compensation and Benefits. In 1995, she was promoted to Vice President – HR, U.S. Industrial Group. She is an Emeritus member of McCormick’s Multiple Management Board.
Born in Oklahoma, Mrs. Perich earned her BS degree in education from Indiana University of Pennsylvania. She also has an MBA from Johns Hopkins University.
Mrs. Perich serves on the Executive Committee and is past Chair for the National Board of Directors of the Arthritis Foundation, and Chair of the Board Development Committee.
AARP View Bio »
Richard “Dick” Randazzo joined AARP on September 2010 as Executive Vice President and Chief Human Resources Officer to lead the Human Capital Group. During his 24-year career at Xerox, Dick partnered in the $6 billion U.S. Marketing Group to upgrade the senior staff, reduce turnover, increase profitability, enhance succession planning and retool the HR function. He also was on the executive team that applied for and was awarded the National Quality Award. Dick shares a passion about being socially responsible, giving back to the community at large and to the AARP mission.
Dick is a business-focused Human Resources executive with more than 30 years of experience leading HR for global Fortune 100 companies. His colleagues know him to be a strong HR expert with deep knowledge and experience in change management, organization development, talent management, compensation, benefits, payroll, HR information systems and labor.
Dick has been involved in several re-organizations/transformations and helped implement performance-based cultures while at Xerox, ABB, Inc., Nextel and Federal-Mogul. He is a change agent with a strong sense of urgency, committed to quality, and is a team builder. He has a proven ability to take best practice experience in HR and apply it across diverse and complex organizations.
Examples of Dick’s change-agent expertise include:
- Turning around a number of acquired business units while at the Asea Brown Boveri, Inc., Americas Region (a $7 billion unit of ABB Ltd.). While there, he also redesigned the HR function so its mission and deliverables were in line with company strategy and goals.
- Leading the organization design effort to integrate 170 acquisitions and three mergers while at Nextel in McLean, VA.
- Providing HR support to transforming the $6.5 billion Federal-Mogul Corporation from a direct retail sales operation into a global manufacturing organization.
J.E. Dunn Construction Group, Inc. View Bio »
Michael Roane is the Senior Vice President and Chief Human Resources Officer at JE Dunn Construction Company, headquartered in Kansas City, Missouri. He has national responsibility for all employees as related to talent acquisition, compensation and benefits, leadership and organizational development, succession planning, diversity, and compliance.
Prior to joining JE Dunn, Michael worked in executive level positions in human resources for Spartech Corporation, Greif, Inc., Owens and Minor, and Philip Morris Companies. Notable is his 10 years as Senior Vice President-Human Resources for Greif, Inc., a global manufacturer of steel, fibre, and plastic industrial drums. Michael directed talent acquisition initiatives which resulted in the hiring of several senior executives to include the current Chief Executive Officer. Under his human resources leadership, Greif, Inc. grew from a $300 million regional company to over a $3 billion global manufacturer with operations in over 20 countries.
In his current role at JE Dunn, Michael leads a team of 21 staff members who are committed to becoming strategic partners in building business by maximizing the value of human capital and aligning it with Company initiatives, values, strategies, and the needs of all stakeholders.
Michael lives in Leawood, Kansas with his wife Chris and has an adult son, Jared. When not working, he is involved in a variety of community activities to include the Missouri chapter of Coaches vs. Cancer and he is an avid golfer. You can contact Michael at Michael.Roane@jedunn.com.
AchieveGlobal View Bio »
Keather is a Regional Sales Director at AchieveGlobal, a company that provides consulting and training solutions that drive results by aligning individual performance with organization goals and objectives. She leads an experienced team of professionals responsible for developing and sustaining long term performance improvement efforts within both government and civilian organizations.
Keather’s work marries her passions for employee engagement, leadership development, and customer experience management. She has dedicated her career to helping organizations engage the hearts and minds of their employees through genuine leadership, while equipping them with the critical skills to positively impact the customer experience – internally and externally. She has supported several large organizations in long term change initiatives. Her clients include the U.S. Army, the U.S. Marine Corps, United States Postal Service, U.S. Department of Veterans Affairs, the U.S. Navy, Procter & Gamble, The Limited, and Office Depot.
Keather’s 15+ year tenure at AchieveGlobal has included managing strategic alliance partnerships, managing large client relationships, and directing the training and development of AchieveGlobal associates worldwide. Most recently she was responsible for leading AchieveGlobal’s Professional Services organization, a 100+ network of trainers and consultants and 12 alliance partner organizations.
UniversityNow View Bio »
Dr. Stewart leads UniversityNow’s corporate and community relationships efforts. He has extensive experience working with organizations that serve nontraditional and marginalized groups, with particular expertise in the areas of qualitative research, coalition building, and business development.
He has been involved in numerous social entrepreneurial, civic and volunteer activities, including senior executive and board memberships with the Black Alliance for Educational Options, Edison Schools, LearnNow, National Black Graduate Student Association, Next Generation Foundation, Parents International, the SEED Public Charter School of Washington, DC, Symphonic Strategies, the World Organization of Resilient Kids, and Qwaku & Associates. He has authored numerous articles, reports and other documents that examine the challenges and best practices in the general area of education reform.
He is a US Army veteran; he holds a bachelor’s degree with honors from the University of the District of Columbia; and a Ph.D. in Government from Harvard University.
District of Columbia Government View Bio »
Shawn Stokes has more than 20 years’ experience in human resources and financial services. Prior to being appointed Director of the D.C. Department of Human Resources in April 2011, Shawn served as the Chief Human Capital Officer for the Baltimore City Public Schools, where she provided strategic guidance on talent acquisition and retention, performance evaluation, professional development, and compensation for highly-qualified educators and support staff.
Shawn also was the acting Chief of Staff with Philadelphia School District, where she served as advisor to the superintendent and reviewed policies, programs, operations, and other key areas for improvement. In previous roles within the school district, Shawn served as the Senior Vice President of the Office of Human Resources, where she led a comprehensive human resources program and revamped the development of strategic planning activities to enhance the overall goals for the school district.
In addition to her background in public schools, Shawn also has extensive experience within the private sector. She served as the Director for Recruiting at CIGNA Insurance Company, where managed recruiting operations and budget for the organization.
Shawn’s commitment to human resources and improving organization effectiveness have led her to the District of Columbia Government, where she’s started to review processes and enhance programs, such as the District’s Telecommuting Program.
Shawn earned a bachelor’s degree in business from Delaware State University and a master’s degree in engineering from Connecticut State University. She is a resident of D.C.’s Ward 5.
Prudential Financial View Bio »
Sharon C. Taylor is Senior Vice President, Human Resources, Chair of The Prudential Foundation, and a member of Prudential's Senior Management Committee. Sharon is the top Human Resources Officer reporting to the Chairman and is accountable for global human resources policies, strategies, programs, and infrastructure that support Prudential's domestic and international businesses. Under Sharon’s leadership, the organization has introduced global leading edge talent management, total rewards, vendor governance and risk management processes, strategies and programs that have enabled the firm to enhance its reputation as an employer of choice in the financial services space.
She chairs several key committees, including the Human Resources Policy Committee and the Investment Oversight Committee. She is also accountable for Global Security, Executive Transportation and Community Resources, which includes oversight of The Prudential Foundation, and the company's social investments, local initiative, business diversity development and employee engagement programs. As Chair of the Community Resources Oversight Committee, she has helped shape and drive many of the organization’s signature philanthropic and social investment programs which have received numerous awards and accolades from around the world and have had a meaningful impact in the areas of education, the arts, economic development and affordable housing.
Prior to Sharon’s current appointment, she served as Corporate Vice President, Human Resources, accountable for leading Human Resources' 13 centers of excellence. Sharon’s tenure in this role was marked by improved operating efficiency and customer service, as well as significantly reducing expenses. She has also served as Corporate Vice President, Human Resources, and Ethics Officer for Prudential's domestic insurance group and Vice President, Human Resources, for Prudential Financial's Operations and Systems group.
Sharon has been a coach and mentor to a number of current and future leaders. She is also a founding member of the company's Black Leadership Forum. She serves as past chair and member of the Executive Committee of the Newark Regional Business Partnership, the Newark Alliance and Chair of the HR Committee of the Congressional Black Caucus Foundation. She also sits on the boards of the American Repertory Ballet, the Human Resources Policy Association, and the advisory board of the National Council of LaRaza. In November 2012, Sharon was elected to the Board of Directors of New Jersey Resources, which provides energy and natural gas services from the Gulf Coast to New England regions. Sharon has received numerous awards for her high level of business success and community service. In 2010, she was elected to the National Academy of Human Resources, the highest honor that can be awarded to those who distinguish themselves in the Human Resources profession.
Sharon is a Magna Cum Laude graduate from Temple University, where she earned a Bachelor of Arts degree in foreign languages.
8:00am – 9:00am Breakfast
9:00am – 9:05am Argyle Executive Forum Opening Remarks
9:05am – 9:50am Fireside Chat:
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“The Changing Role of HR”Richard RandazzoChief Human Resources Officer AARPMichael RoaneChief Human Resource Officer J.E. Dunn Construction Group, Inc.*Please note, this session is off the record.
9:55am – 10:15am Thought Leadership Spotlight Presented by Oracle
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"It is Too Late to Close the Barn Doors: A Different Talent Pipeline Already Entered the Workplace"We already know we will have 5 generations in the workplace of the future and the transformation will be bumpy. On average, one Baby Boomer is retiring every 8 seconds. Millennials will represent almost 47% of the workforce by 2014 and 75% by 2025. CEO’s and employees have high expectations. The right skills are in short supply and talent pipelines are shrinking. Younger people are getting bigger jobs sooner, and they think, learn and behave differently. This session will focus on what HR should be doing today to adapt the way we recruit, manage and develop our talent for the future.Lesley Hoare VP HCM Business Transformation Oracle*Please note, this session is off the record.
10:15am – 10:45am Coffee Break
10:45am – 11:30am Panel Discussion
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“Keeping Employees Engaged and Developing Future Leaders”
Human Resources leaders understand that keeping employees engaged and developing their talent are crucial to the successful growth and improvement of an organization.
Session topics include:
- Continually identifying and maintaining a talent pipeline
- How have you demonstrated the impact of engagement to build company-wide support and participation in your engagement strategy?
- What are some contributors to connecting employees with one another, promoting a collaborative culture and creating an environment for high performance?
- How do a company’s values contribute to retention?
- How can employers foster loyalty and retain talent by understanding the needs of different generations?
11:35am – 11:55am Thought Leadership Spotlight Presented by UniversityNow
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“A New Model of Higher Education for Today’s Workforce”Our traditional system of two- and four-year colleges and universities is not well-suited to educate its fastest growing demographic, “post-traditional learners” (i.e., working adults who need post-secondary education to stay competitive in the workforce). Higher education is currently too costly and inflexible. Equally as important, the current higher education system does little to help employers who are challenged with finding increasing numbers of well-educated and productive employees. There’s a crisis in higher education, and frontline working adults -- and the companies for which they work -- are experiencing the brunt of the crisis. The good news is that there is an emerging sector of higher education, led by companies like UniversityNow, that is addressing the realities of post-traditional learners and building new models of higher education. Unlike traditional models, these new models are flexible and low-cost, and are organized around the needs of the workforce. Learn more about how UniversityNow is partnering with employers to improve the ROI of their tuition assistance programs and increase their impact on recruitment, retention, and talent development.Dr. Thomas StewartVP, Corporate DevelopmentUniversityNow
11:55am – 12:20pm Coffee Break
12:20pm - 12:25pm Introducing Suzanne Dowd Zeller:
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Keather SnyderSales DirectorAchieveGlobal
12:25pm – 1:00pm “What’s in the Water?”
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When I first arrived at Allianz Life three years ago, I asked my CEO, “What’s in the water? Why is everyone so happy here?” Others have commented that even the building provided a sense of happiness. These comments caused me to ask myself: Why IS everyone so happy here? What is different about this company compared to others I’ve worked for? What makes it special? Why do employees care so much?
Having spent 30 years in various roles leading human resources functions, these were great questions for me to ask. Our employee engagement index has hovered around 86% the past few years – providing statistical confirmation that employees were happy. Plus, employees have voted us a top workplace in local and national surveys.
So, after conducting multiple employee interviews, gathering engagement survey feedback, and discussing our culture with our executive team, I put together the presentation, “What’s in the Water?” This is what I’d like to share with you – and we can learn from each other what makes a great company great.Suzanne Dowd Zeller Senior Vice President, Chief Human Resources Officer Allianz Life Insurance Company
1:00pm – 2:00pm Lunch
2:00pm – 2:35pm "Talent Development and McCormick's Secret Recipe"
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Cecile Perich Senior Vice President, Human Relations McCormick & Co. Inc.*Please note, this session is off the record.
2:35pm – 2:55pm Coffee Break
2:55pm – 3:40pm Panel Discussion
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"Innovations in Strategy Execution and Culture Transformation" Today’s businesses must chart a course for competitive advantage in rough economic, regulatory, political and competitive waters. And once that strategy is set at the executive level, getting the organization to execute with alignment and velocity is key to the strategy’s success. Culture can make or break strategy execution, and company cultures have been challenged by the economic downturn and constant change. The panel will discuss how HR executives can partner with their executive and business leaders to:
- Build the culture and mindsets that support successful strategy execution
- Align the whole organization to the new strategy, creating authentic commitment and readiness to execute
- Identify and develop the critical business and leadership capabilities needed to successfully execute the strategy
3:45pm – 4:20pm "Moving 'The Rock' ...Talent Transformation at Prudential"
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Over the past ten years, the Prudential has seen more change than in its entire prior 125 year history. The company went public, made significant acquisitions and divestitures and grew its non-U.S. operations substantially. As the company has redefined its business strategy for breakout performance, it has also had to redefine its talent strategy. Since 2009, the company has been focused on a major CEO-sponsored initiative to drive excellence in leadership and talent throughout the firm. In her remarks Sharon Taylor will share highlights from this talent journey, focusing on what has made it unique. She'll discuss how Prudential has:
- Established talent as a pillar of the company's overall business value proposition
- Used the guiding principle of "leader-led" to ensure that the company's senior-most leaders drive talent imperatives
- Aligned other talent areas such as diversity and inclusion under the talent umbrella to create an integrated people strategy
4:20pm – 4:25pm Argyle Executive Forum Closing Remarks
4:25pm – 5:25pm Closing Reception
Explore the most critical challenge areas and hot topics for HR leaders such as:
Examine how your organization is using technology to better align HR with the business to drive results, and how these adjustments are impacting the bottom line. Our speakers will discuss:
- Using workforce and predictive analytics to make decisions
- Leveraging mobile and social tools to manage recruiting efforts
- Modernizing the function through adoption of new skillsets
- Sharing the impact of human resources with the executive team
Empowering the workforce
Review the obstacles of building a unique organizational culture through employee engagement, and the importance of finding solutions to develop workforce efficiency. Get briefed on:
- Pinpointing employee needs and wants through effective communication
- Measuring the success of training initiatives and learning opportunities
- Providing engaging learning and development options for staff
- Deploying tools to nurture leaders and grow engagement from within
Recruiting top talent
Reflect on major issues that are intrinsic to identifying top talent and maintaining a high level of engagement, and discuss how the candidate profiles differ across generations. Gain insight into:
- Approaching and engaging the digitally savvy candidate
- Using innovative tools to attract and empower
- Prospecting smart with a strategic, targeted workforce plan
- Maintaining selectivity while humanizing the application process
The role of HR
The HR discipline continues to evolve in scope and practice. Discuss the ways human capital executives are change agents, reviewing the challenges of creating a results driven vision and culture. Hear about:
- Aligning the organization with a new 'people' strategy
- Creating a high performance culture that supports business goals
- Leveraging mechanisms and tools to motivate and engage employees
- Making a difference through a larger role on the executive team
Still have questions? We have answers.
I want to attend, but what if I'm unsure of my schedule and need to cancel my participation?
Just let us know. We understand that schedules change! However,
we always have a waiting list for this event, and if you don't
cancel, we will assume you are still attending and your spot will
go unused. If you must, cancel at least 48 hours prior to the
event to make room for others!
What if I can't be OOO for a whole day, or need to come late?
We have wifi and private rooms available for attendees to take
calls and spend some quiet time on emails, as well as access to
printing. Have a morning meeting you can't miss? No problem. This
event was designed for busy executives - we get it.
I'd like to bring some colleagues. Do I need to register them
Events are more fun with friends, and we'd be happy to host your team. You can have them register online, or send us their names, titles and email addresses and we will take care of it for you!
I don't see the event venue listed. Where will the meeting be
To maintain exclusivity, we don't release the venue address until
the registration process has been completed. All logistical
details will be shared once you have requested a pass and been
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A VP of HR at totes Isotoner on the quality of content at Argyle Human Capital forums.
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