Understanding Career Frameworks: Building the Capabilities to Support Rewards and Talent Management Programs
Jason Averbook is a leading analyst, thought leader and consultant in the area of human resources.
The New Compensation Strategy: Moving Beyond Lead/Lag Thinking
Adam Murphy is the Sr. Compensation Analyst for Mountain America Credit Union
Attracting Top Talent with Little to Offer
Mark Szypko is the Director of Total Rewards & HR Technology at Magic Leap
Understanding Career Frameworks: Building the Capabilities to Support Rewards + Talent Management Programs
RICHARD LEONE, VP, TOTAL REWARDS + MICHELLE COMELLA, VP, ORGANIZATION EFFECTIVENESS + BUSINESS ANALYTICS MASTERCARD
A Career Framework is a platform that combines career levels, job architecture and job profiles into an integrated system. Historically, these frameworks have been used to support job evaluation and the delivery of rewards programs. More recently, they have been recognized for their value in connecting programs across HR.
Compensation professionals are often called upon to manage key elements of global career frameworks, including job level structures and job architectures. Learn how you can better support your organization by applying these elements to broader reward, talent and workforce analytics initiatives.
Product Tips + Tricks
Mastering Reporting + Analytics
Bob Armentano, Director of Client Solutions @ Payfactors + Matt Miller, Tableau Sr. Product Consultant @ Payfactors
Preview high-level reports
Discuss dashboards and walk through how these can be developed
Question and Answer session
Reporting + Analytics
Matt Maguire, VP of Client Success @ Payfactors + Jen Hiller, Sr. Associate - Client Services @ Payfactors
Mastering Job Description Manager
Jason Murphy, Director of Product Management, Payfactors
Job Description Manager
Blake Hathaway, Lead Associate, Client Services, Payfactors
Who / why / how clients use JDM
Implementation process overview
Job Description Repository / Template Discussion
Payfactors JD library
Workflow and approval process / EE acknowledgement
Administrative access / User restrictions
Exporting the data
(Excel / Word / PDF)
Views to export
Integration with Compensation & Market Pricing functions
Mastering Market Pricing
Keith Fortier, Chief Services Officer @ Payfactors
Upon completion, session attendees will be capable of navigating the application as well as understanding and leveraging the market-pricing functionality.
General Interface Overview
Projects tile interface
Market-pricing creation and modification procedures
“Publishing” concept and review
Keith Fortier serves as Chief Services Officer at Payfactors
Building a Culture of Freedom and Responsibility
With Patty McCord, Former Chief Talent Officer at Netflix
Patty McCord served as chief talent officer of Netflix for 14 years and helped to create the famous Netflix Culture Deck. Since it was first posted on the web, the Deck has been viewed more than 15 million times, and Sheryl Sandberg has said that it may be the most important document ever to come out of Silicon Valley. A veteran of established enterprises and start-ups alike, McCord has vast experience building winning cultures. McCord will discuss how building a culture of freedom and responsibility strips away the constraints that can thwart high-performers so your teams can be lean, nimble, motivated and happy.
The New Compensation Strategy: Moving Beyond Lead/Lag Thinking
with Adam Murphy, Senior Compensation Analyst at Mountain America Credit Union (MACU)
In this session, you’ll learn:
The history of compensation market positioning philosophy
Where we are today and what limited changes we’ve seen in the last few decades
The future of leveraging real time market data, continuous feedback, and continuous base increases to keep employees aligned with the market throughout the year.
Sacrifice Compensation’s Sacred Cows
with Paul Reiman, Head of Rewards and HR Operations for Commvault
Over the course of your compensation career, you’ve learned and applied many “rules” about the way we should pay.
But what if those rules are wrong?
Too many past practices have become codified as “best practices,” and it’s time to start questioning whether what we’ve done is going to accomplish the goals we have for our compensation programs. In this session, we will identify some “sacred cows” within the compensation profession, question their validity, and offer possible suggestions for new solutions that might better meet our business needs.
In this session, you will:
Identify a set of compensation sacred cows
See how behavioral science and new technology suggest these sacred cows might need to be sacrificed
Discuss better practices that can be customized and applied in your organization
More info coming soon!
Transforming the art of compensation decision making through the science of data analytics
With Mario Ellis, Senior Director Compensation & Retirement, Cleveland Clinic and Frank Costanzo, Manager of Compensation, Cleveland Clinic
One challenge many of us face in compensation management is how to provide executives with the correct level and mix of data analytics, so they can make informed decisions concerning pay issues such as merit, market and equity adjustments.
By using composites derived from Payfactors and engaging the HRIS analytics team, Cleveland Clinic is developing a comprehensive tool that is providing value for informed decision making, helping business lines take another look at their request for compensation reviews.
Join this session to learn:
How to align organizational goals and metrics with compensation decisions for merit, market, and equity increases
Ways to educate leadership on the differences between merit, market and equity increases for better buy-in and approval
Tips for engaging HR Business Partners in the change management process for business accountability
How to build a strong ongoing partnership with finance for an effective approval process
Building your tribe: Empowering your organization to talk comp
with Tori Finucane, Compensation Manager, Collette
We always hear it: “How do I help managers (not to mention employees) understand the value of comp?”
The short answer? Build your tribe. You know comp better than anyone, and you know who else at your organization is interested in it. Engage them! Work with key company stakeholders – everyone from the C-suite, to line managers, and more. Listen to what they have to say, and then help them understand your organization’s comp practices so they can act as advocates and have meaningful conversations around the value and mechanics of pay.
In this session with Tori Finucane, Compensation Manager at Collette, you’ll learn Tori’s tried-and-true methods for becoming a strategic compensation professional, including how to define (or redefine) comp at your company, what tactics work for gaining C-suite approval, and ways to build a tribe at your organization.
How to define the objectives of your comp philosophy
Exactly what to do to get buy-in across your company
Ways to include stakeholders in on the creation of your comp philosophy
How to enable comp communication throughout your entire organization
Improving the Value of Market Data through Data Quality Analytics
With Lindsay Scott, Director of Global Compensation, Asahi Kasei America
Fact-based analytics presumes that the data influencing a recommendation is consistent and reliable to support business decision-making. So, in market pricing, does your market data for particular jobs “dance around” from year to year, making it difficult to develop a consistent market pricing analysis and recommendation? Do you have a framework for minimizing the negative impacts of the “data dance”?
This session will focus on assessing survey data quality and the analytics to support high quality survey job / market cut selection.
We’ll look at the impact of variation in market data from year-to-year, outline screening approaches to develop a high-quality inventory of consistent market scopes, assess the statistical quality of individual market scopes and discuss the “Lake Wobegon” impact on pay market distributions.
You’ll gain insights on tools and methods you can use to improve the value of the market data used for your market assessment analytics.
Join this session and learn:
Assessing the business risk to market pricing from survey market data variation
Developing screening methods to reduce the impact of unreliable survey data on market cut selection
Assessing survey data reliability and approaches to manage data reliability in market pricing
Interpreting market data distributions to identify left / right bias and the “Lake Wobegon” effect
REGISTRATION + HELPDESK OPEN
Test the description
P.M. BREAKOUT SESSION 1
P.M. BREAKOUT SESSIONS 2
P.M. BREAKOUT SESSIONS 3
REGISTRATION + HELPDESK OPEN
Patty McCord served as chief talent officer of Netflix for 14 years and helped to create the famous Netflix Culture Deck.
Since it was first posted on the web, the Deck has been viewed more than 15 million times, and Sheryl Sandberg has said that it may be the most important document ever to come out of Silicon Valley. A veteran of established enterprises and start-ups alike, McCord has vast experience building winning cultures.
McCord will discuss how building a culture of freedom and responsibility strips away the constraints that can thwart high-performers so your teams can be lean, nimble, motivated and happy.
A.M. BREAKOUT SESSION 1
A.M. BREAKOUT SESSION 2
A.M. BREAKOUT SESSION 2
KEYNOTE: JASON AVERBOOK
The goal of the keynote is to inspire, drive interaction and leave the audience with the realization that a digital HR/workforce technology strategy tied to their employee value proposition and their corporate objectives are not only a nice to have but mandatory in today’s fast-paced, ever-changing world. Likely topics that will be covered include:
- Trends in HR - impacts on HR; technology alone will not prepare you.
- Building a solid data foundation to address the changing needs of the business and the HR function.
- Creating a consumerized Workforce Experience that combines transactions and interactions to drive value in moments that matter to the workforce, not just the HR function.
- How to shift from automation of processes to digitization of capabilities based on personas and design thinking.
The skills/capabilities the HR function will need to possess over the next few years.
P.M. BREAKOUT SESSION 1
P.M. BREAKOUT SESSION 2
In 1979, Lilly Ledbetter took a job at the Goodyear Tire & Rubber Company plant in Gadsden, Alabama. At the beginning of her career there, despite being the only woman in her position, Ledbetter was given the same starting salary as her male colleagues. Over the next 19 years, she not only gained new skills and experience in her supervisory role, she also helped train a number of new hires— all men. In 1996 she received a “Top Performer” award for her contribution to the company.
In March 1998, Ledbetter inquired into the possible sexual discrimination of the Goodyear Tire Company. In July she filed formal charges with the Equal Employment Opportunity commission. In November 1998, after early retirement, Ledbetter sued, claiming pay discrimination under Title VII of the Civil Rights Act of 1964 and the Equal Pay Act of 1963. She started with the same pay but by retirement, she was earning $3,727 per month compared to 15 men who earned from $4,286 per month (lowest paid man) to $5,236 per month (highest paid man). The Supreme Court did not rule on whether this was discrimination, just the statute of limitations to sue.
Ledbetter v. Goodyear Tire & Rubber Co., 550 U.S. 618 (2007), is an employment discrimination decision of the Supreme Court of the United States. Justice Alito held for the five-justice majority that employers cannot be sued under Title VII of the Civil Rights Act over race or gender pay discrimination if the claims are based on decisions made by the employer 180 days ago or more. The decision did not prevent plaintiffs from suing under other laws, like the Equal Pay Act, which has a three-year deadline for most sex discrimination claims or 42 US C. 1981, which has a four-year deadline for suing over race discrimination.
This was a case of statutory rather than constitutional interpretation. The plaintiff in this case, Lilly Ledbetter, characterized her situation as one where “disparate pay is received during the statutory limitations period, but is the result of intentionally discriminatory pay decisions that occurred outside the limitations period.”
In rejecting Ledbetter’s appeal, the Supreme Court said that “she could have, and should have, sued” when the pay decisions were made, instead of waiting beyond the 180-day statutory charging period. The court did leave open the possibility that a plaintiff could sue beyond the 180-day period if she did not and could not have discovered the discrimination earlier. The effect of the Court’s holding was reversed by the passage of the Lilly Ledbetter Fair Pay Act in 2009. President Obama signed the Lilly Ledbetter Fair Pay Act into law on January 29, 2009.
Ledbetter is the co-author of Grace and Grit: My Fight for Equal Pay and Fairness at Goodyear and Beyond, which was published in February 2012.
Pay Equity Panel
COMPCON 2018 AFTER PARTY
HEAD OF TOTAL REWARDS + HR TECHNOLOGY MAGIC LEAP
Mark Szypko is the Director of Total Rewards & HR Technology at Magic Leap in Plantation Florida. Szypko’s 35+ plus years of expertise include total rewards plan design, development and implementation, with emphasis on base pay, sales, international and executive plans. Additionally, he holds expertise in international benefits, mergers and acquisitions, and HR vendor selection and implementation.
Mark has worked within numerous technology leaders including IBM, Comcast, Kronos, Wang Laboratories, and Honeywell. With WorldatWork, he’s been a recipient of their prestigious Lifetime Achievement Award, a faculty member in their certification program and is a frequent author and lecturer.
Mark holds an MBA from Western New England College and a B.S. in Business Administration from Suffolk University. While Currently working in Florida, Mark’s roots are in New England where he cofounded the New England Compensation Consortium (NECC).
VP, ORGANIZATION EFFECTIVENESS + BUSINESS ANALYTICS MASTERCARD
Michelle Comella serves as Vice President, Enterprise Organizational Effectiveness and HR Data Analytics for Mastercard. In this role, she manages a global team that is responsible for providing a consistent methodology around organization effectiveness principles, change management and key performance indicators.
Ms. Comella has spent more than ten years working with analytics, previously leading a workforce planning and reporting function within the company’s Global Business Shared Service Center, providing a strong linkage between human capital and financials. Because of her analytic background, she also is responsible for HR analytic enhancement, providing key insights in support of the overall function and company strategy.
Ms. Comella began her career at Mastercard in 2000 as a Financial Analyst in the IT organization. Prior to joining Mastercard, she held finance positions in the Oil and Gas and Manufacturing industries.
Ms. Comella earned a Bachelor of Science degree in Accounting from The University of Missouri – Columbia. She is based in St. Louis, Missouri.
FORMER CHIEF TALENT OFFICER NETFLIX
Patty McCord served as Chief Talent Officer of Netflix for 14 years and helped create the Netflix Culture Deck. Since it was posted on the web, the Culture Deck has been viewed more than 15 million times and Sheryl Sandberg has said that it “may be the most important document ever to come out of Silicon Valley.”
Patty participated in the initial public offering with Netflix and before that with Pure Atria Software. She has worked with small start-ups and very large companies. She is a veteran of Sun Microsystems, Borland, and Seagate Technologies. Her background includes staffing, diversity, communications, and international human resources positions.
Currently, Patty coaches and advises a small group of companies and entrepreneurs on culture and leadership. She also speaks to groups and teams around the world.
Patty’s book, “Powerful. Teams, Leaders and the Culture of Freedom and Responsibility”, was published in 2017.
CO-FOUNDER & CEO PAYFACTORS
As co-founder and CEO, Jeff Laliberte has been at the helm of Payfactors from its inception. Under his leadership, Payfactors has achieved four straight years of record growth and is revolutionizing the compensation industry as we know it.
With over two decades of industry experience, Jeff has dedicated his entire career to compensation. He began as a compensation data analyst at consulting firm William M. Mercer. In 2000, he joined Salary.com, where – for more than a decade – helped create the technology behind its flagship product. His ingenuity helped lead to the company’s IPO in 2007, and subsequent acquisitions by Kenexa and IBM.
Jeff has a Bachelor of Arts degree in economics and psychology from Lake Forest College.
Lilly Ledbetter was the plaintiff in the American employment discrimination case Ledbetter v. Goodyear Tire & Rubber Co. Congress passed a fair pay act in her name, the Lilly Ledbetter Fair Pay Act of 2009. She has since become a women’s equality activist, public speaker, and author.
Co-founder + CEO Leapgen
Jason Averbook is a leading analyst, thought leader and consultant in the area of human resources, the future of work and the impact technology have on that future. He is the Co-founder and CEO of Leapgen, a global consultancy helping organizations shape their future workplace by broadening executive mindset to rethink how to better design and deliver employee services that meet the expectations of the workforce and the needs of the business.
Prior to founding Leapgen, Jason served as the CEO of The Marcus Buckingham Company (TMBC). In 2005, he co-founded Knowledge Infusion LLC and served as its CEO until 2012, when the company was sold to Appirio. Earlier in his career, he served as the Chief Business Innovation Officer at Appirio Inc., where he led the HCM business. He has also held senior leadership roles at PeopleSoft and Ceridian Corporation.
Jason has more than 20 years of experience in the HR and technology industries and has collaborated with industry-leading companies in transforming their HR organizations into strategic partners.
DIRECTOR OF GLOBAL COMPENSATION ASAHI KASEI AMERICA
As Director of Global Compensation at Asahi Kasei America, Mr. Scott’s current role is to develop and harmonize pay programs for Asahi Kasei’s U.S. business units and their non-U.S. operations.
He has 21 years’ experience in corporate HR and in HR consulting at his own firm, Lindsay Scott & Associates, and with Aon, Buck Consultants, and the Hay Group. At LS&A, he managed the 15-year relationship providing compensation outsourcing services for a Fortune 75 firm’s North American operations. He also developed internal software analytics to manage comprehensive and large-scale compensation outsourcing operations for LS&A clients.
Prior to joining the HR ranks, he spent 18 years in big data analytics as an energy analyst developing econometric forecasting systems in the energy industry. This included a 20-year economic/energy forecasting system for a large Southeast electric utility and workforce analytics/labor cost forecasting systems for a major provider of nuclear power generation.
COMPENSATION MANAGER COLLETTE
With more than 20 years’ experience, Tori Finucane leads the compensation function at Collette as Compensation Manager. In this role, Tori is helping Collette take a more strategic approach to pay by developing the philosophy and strategic direction of all the company’s compensation programs from the ground up.
Prior to Collette, Tori held HR and compensation roles at leading New England-based organizations, including the University of Massachusetts Boston, J. Jill, Rogers Corporation, Monster, and AMAG Pharmaceuticals. At these organizations, she led efforts in developing base pay structures, variable pay program design, executive compensation, implementing new sales incentives, and more.
Tori is certified professional of human resources. She has a Masters degree from Boston University and received her Bachelor of Arts from Purdue University.
HEAD OF REWARDS AND HR OPERATIONS COMMVAULT
Paul Reiman is the Head of Rewards and HR Operations for Commvault, a global provider of data management software and related solutions. In his role, he oversees the global vision and execution of the organization’s compensation, benefit, mobility, HR systems, and HR analytics programs.
Prior to joining Commvault in early 2016, he held a similar role with Morningstar. Before taking corporate HR leadership roles, Paul spent over a decade in HR consulting.
Paul has a degree in economics from the University of Chicago, and lives in the Chicago area. Paul also founded GetNerdyHR, a blog and podcast devoted to creating a better (and nerdier) way of doing HR.
SENIOR DIRECTOR COMPENSATION AND RETIREMENT BENEFITS CLEVELAND CLINIC
With over 30 years of HR experience in various industries, Mario Ellis has a proven track record in Human Resources Operations and Functional Management. With a strong background in HR consulting, Mario has gained experience in aligning corporate vision and strategy with human resources policy and practices. Mario is an experienced team builder with a demonstrated ability to lead others toward achieving common goals, and a definite change agent and strategic partner with experience in compensation, benefits administration, project management, change management, systems implementation, and HR consulting.
In his current role as Senior Director of Compensation and Retirement Benefits for Cleveland Clinic, Mario is responsible for leading and directing the planning, administration, implementation and communication of wage and salary management programs and retirement programs.
Mario has a Bachelor’s of Science degree in Human Resource Management.
COMPENSATION MANAGER ARUP LABORATORIES
Adam Murphy is the Compensation Manager for ARUP Laboratories, a national clinical and anatomic pathology reference laboratory and a worldwide leader in innovative laboratory research and development.
Prior to joining ARUP Laboratories, he worked for L-3 Communications and later spent time in the financial industry at Goldman Sachs and Mountain America Credit Union before joining ARUP Laboratories.
Adam graduated in business with an HR emphasis from Weber State University located in Ogden, Utah. He went on to later receive his Certified Compensation Professional certification from WorldatWork in 2016.
MANAGER OF TOTAL REWARDS CLEVELAND CLINIC
With 13 years of Human Resources experience and over a decade in healthcare compensation, Frank has led many Human Resources healthcare standardization initiatives during his career.
In addition to his experience, he holds a Bachelor of Arts in Economics with concentrations in Statistics and Sociology from Cleveland State University. This experience and education has given Frank a keen eye for gathering and analyzing internal business metrics and external market trends which have helped him develop effective Compensation tools and resources in the healthcare industry.
Currently, Frank is the Manager of Total Rewards in Compensation. He and his team help support over 50,000 caregivers and 40 unique healthcare service lines at the Cleveland Clinic.
VP, TOTAL REWARDS MASTERCARD
Rick Leone currently serves as Vice President, Total Rewards at Mastercard. In this role, he is responsible for Compensation Program Design and Development, with a current focus on MasterCard’s Global Career and Rewards Framework and Job Architecture. Mr. Leone joined MasterCard in 1998 and has over 20 years of compensation experience. During his tenure at MasterCard he has held several positions in the Compensation function and has managed the compensation consulting team tasked with providing expertise to our business units. He has also led the delivery of the annual compensation planning process, global market pricing platform, and designed Mastercard’s global career levels and job evaluation program.
Prior to joining MasterCard, Mr. Leone served as a Survey Team Leader at Towers Perrin where he managed the General Industry and Financial Services Compensation Databases.
Mr. Leone earned a Bachelor of Arts degree in Psychology from Buffalo State College and a Masters of Business Administration from Pace University. He is currently based in Purchase, New York.