2018 Conference Agenda

Conference Banner Image


Tuesday, August 28

Pre-conference Workshop
Ogletree 1st Floor Conference Room, The Ogletree Building, 300 N Main St, 500, Greenville, SC 29601

9:00 – 5:15 pm (Registration begins 8:30 am). Lunch included.

SHRM recertification logo   HRCI logo

This workshop day is approved for 6.25 PDCs for the SHRM-CPSM or SHRM-SCPSM and 6.25 hours of HRCI general recertification credit.

9:00 – 9:05 a.m. Opening Remarks

9:05 – 10:35 a.m. HR Model of Success Part I – Hiring and Onboarding

Part 1 of this session provides an overview of hiring and onboarding basics while incorporating tips and tools especially for small businesses. Topics include: discussion of the most appropriate hiring methods to best evaluate a candidate’s technical skills, organizational fit and alignment with the organization’s competencies needs; implementing effective onboarding and orientation programs for new employees; and designing job descriptions to meet the organization’s resource needs.

Robyn Grable, Co-founder, sbHR and Owner of Service to Civilian

Bob Lowe, Co-founder, sbHR and Owner of People Make the Difference LLC

10:35 – 10:45 a.m. Break

10:45 – 12:00 p.m. HR Model of Success Part II – Performance and Engagement

Part II of this session provides an overview of Performance and Engagement basics while incorporating tips and tools especially for small businesses. Topics include: training stakeholders on use of the organization’s performance management systems (e.g., how to enter performance goals, make ratings); helping stakeholders understand the elements of satisfactory employee performance and performance management; administering and supporting HR and organizational programs designed to improve employee attitudes and culture (e.g., social events, telecommuting policies, recognition, job enlargement/enrichment, workplace flexibility); and identifying program opportunities to create more engaging or motivating jobs (e.g., job enlargement/enrichment.)

Robyn Grable, Co-founder, sbHR and Owner of Service to Civilian
Bob Lowe, Co-founder, sbHR and Owner of People Make the Difference LLC

Robyn Grable Photo
Robyn Grable

Bob Lowe Photo
Bob Lowe








LUNCH 12:00 - 1:00 p.m. Compliments of Ogletree Deakins

1:00 – 1:15 p.m. Announcements

1:15 - 2:15 p.m. The Importance of a Compensation Strategy

Growing pressure to ensure fair pay throughout the workplace is sparking changes to employee compensation programs for many employers, including small business. This session will discuss important employment laws affecting employee benefits and legal considerations to consider when developing a total compensation strategy in addition to some recommended best practices.

Penny Wofford, Shareholder, Ogletree Deakins

Penny Wofford Photo





2:15 – 2:30 p.m. Break

2:30 – 3:45 p.m. Panel Discussion “Outsourcing - HR Options” 

This panel examines types of outsourcing arrangements in human resources, as well as potential benefits and special concerns of such arrangements. The panel also discusses managing the outsourcing vendor relationship, project management and points to consider when selecting and engaging an outsourcing vendor.

Julie Godshall Brown, President & Owner, Godshall Professional Recruiting and Staffing

Don Snizaski, CEO and Founder, Life and Safety Consultants Inc.
Matt Wilson, Benefits Consultant, Scott
Lee Yarborough, Founder, Propel HR
Moderated by Ebony Austin, Events & Special Programs Director, Greenville Chamber

Julie Godshall Brown Photo
Julie Godshall Brown

Matt Wilson PhotoMatt Wilson

Don Snizaski Photo
Don Snizaski

Lee Yarborough PhotoLee Yarborough

3:45 – 4:00 p.m. Break

4:00 – 5:15 p.m. Making the Case for the HR Spend: Using Analytics to Prove HR Value

Have you ever been convinced there is a benefit for a financial investment in HR but couldn’t convince those in the C-suite?  HR professionals will learn the skills necessary to complement the frameworks and intuitions currently used when making decisions to spend in HR.  This session will sharpen the ability to present a business case using critical thinking, data analytics and influencing upwards skills.  Attendees will move from presenting tabular data only and become equipped to share a story that executives will want and need to hear.

Speaker: Karen Dudley-Culbreath, HR Executive

Karen Dudley-Culbreath Photo

5:15 p.m. Wrap Up and Adjourn

Speakers' Reception for Workshop and Conference Attendees & Speakers (Full - closed)
5:30 – 7:30 p.m. The Ogletree Building, 300 N Main St, 500, Greenville, SC 29601

Meet the speakers and join your colleagues during a pre-conference reception with hors d'oeuvres and adult beverages, compliments of Ogletree Deakins. This will be a terrific opportunity to connect and prepare for the next day's conference.

Wednesday, August 29

Conference & Exposition
7:30 am - 4:45 pm
TD Conference Center, 1 Exposition Drive, Greenville, SC

SHRM recertification logo   HRCI logo

This conference day is approved for 6 PDCs for the SHRM-CPSM or SHRM-SCPSM  and 6 hours of HRCI general recertification credit are pending.

7:30 - 8:15 a.m.  Registration, Exhibitor Booths, Continental Breakfast

8:15 - 8:30 a.m.  Welcome, Announcements

8:30 – 10:00 a.m.  Rethinking the Ideal Employee - Expanding the Talent Pool 

Productive. Loyal. Innovative. These qualities are highly sought among job candidates and employees. Yet in our search for the “ideal” candidate, we often miss out on talent that consistently demonstrates these valued traits. It may surprise you to learn that productivity among employees with disabilities is the same or better when compared to their non-disabled counterparts. Employees with criminal histories have better retention rates than the general working population. And, entry-level employees often learn on-the-job, finding new approaches that lead to innovative solutions.

There is more than one way to set up employees—and, in turn, organizations—for long-term success, and HR professionals must recognize there’s more than one way to make that happen. Let’s rethink how we’ve traditionally sourced the “ideal” candidate. During this session, industry innovators will share ways they’ve brought a fresh perspective to their acquisition strategies by leveraging untapped talent pools. Specifically this general session will introduce ways to effectively recruit and retain: 1) candidates with disabilities; 2) entry-level candidates; and 3) candidates with criminal histories. You’ll leave with practical takeaways to help build your talent pipeline in new and meaningful ways.

Panel Speakers
Kevin Feeny, Owner & Operator, Kitchen Sync

Alex Garvey, Ph.D., Senior Vice President, Mission, Bon Secours St. Francis Health System
Lindsay Stevens, Director of Culture, Circuit Board Medics
Moderator is Dean Jones, Executive Director, Greenville County Workforce Development Board

Alex Garvey Photo
Alex Garvey, Ph.D. 

Lindsay Stevens Photo
Lindsay Stevens

Kevin Feeny PhotoKevin Feeny

Dean Jones Moderator PhotoDean Jones

10:00 - 10:30 a.m. Networking and Exhibitor Booths

10:30 – 12:00 p.m. Building a Strong Brand: Making Your Employees Your Best Asset

A brand is more than a logo or a slogan. A brand is an amalgamation of everything from the brand promise, to the customer’s expectations, the company reputation, to the brand experience and more. A strong brand takes years to build and can be an extremely valuable asset.

What can you do to help ensure that your brand remains strong and intact? The answer is, many things. But, our session will focus on one thing: leveraging your employees. For many companies, employees have the great responsibility of delivering the brand experience to customers every day. Regardless of their role at the company, employees at all levels not only impact the brand, they are a reflection of it.

This session will focus on aligning your employees with your company mission and vision, so that they become brand ambassadors. Additionally, we will discuss how your company’s brand should guide the recruitment of new employees, shape the perceptions of current employees and the public.

We will also consider employee use of social media in the workplace. We will look at how it can be used to enhance the company brand and strengthen recruitment strategies. We will also discuss how to deal with negative posts and the legal ramifications from an HR and PR lens. 

Marion Crawford, President & CEO, Crawford Strategy

Addie Hampton, Communications Strategist, Crawford Strategy
Stephen Woods, Shareholder, Ogletree Deakins

Marion Crawford Photo
Marion Crawford
Addie Hampton PhotoAddie Hampton Stephen Woods PhotoStephen Woods

12:00 - 1:00 p.m.  Lunch and Exhibitor Booths

1:00 - 2:30 pm.  Innovative HR Ideas - Six 15 minute presentations (1.5). Moderated by Jennifer B. Floyd, SPHR, SHRM-SCP, President, HR Experts On Demand

Nicole Andrews Photo
Nicole Andrews, MBA, MHRD
Manager of HR Programs

Dixon Hughes Goodman, LLP (DHG)

1. A Look at Women Forward – Encouraging Full Leadership Potential

Innovative Idea. As a firm, Dixon Hughes Goodman (DHG) is focused on creating an organizational culture that encourages all of our people to achieve their full leadership potential. Women Forward re-launched in 2014 and is part of our broader Inclusion and Diversity efforts. It specifically seeks to address the major barriers women face with a focus on skill-building opportunities, sponsorship, advocacy and cultural integration to ensure women have the tools and resources necessary to be successful.

Implementation Steps. A small project team aligned the program with the firm’s strategy. A three-year action plan was created that focused on both women and men to ensure inclusiveness for all individuals to connect and learn. Champions were identified to support local internal efforts and plan external market events.

Results. We have experienced over 65% growth in female partners. We received positive responses from both men and women who participated in a Women Forward business development series and have been recognized for our external events. This has led to the creation of a three-year overall I&D strategic plan


 Photo of Alex Swire-Clark
Alex Swire-Clark

Solor, Inc.

2. Using Emotional Intelligence Assessments for Job Matching

Innovative Idea. We used emotional intelligence assessments to create a job matching system. We implemented personality style assessments in the hiring process to find the best emotional fit for the roles we designed. We then trained our managers to use this information to build better relationships with their teams. This helped us be intentional in how we interact as a company.

Implementation Steps. First, our Leadership Team created the ideal benchmark for each position. Secondly, we created a system to be able to visualize the data. Next, we used the data when hiring as an objective data point. We then trained managers to use this emotional intelligence when working with their teams.

Results. Our turnover rates dropped to 10% year over year from 40% prior to implementing the system.


Robyn Grable Photo
Robyn Grable
Co-founder, Owner

sbHR, Service to Civilian

3. Changing the Way Employers Find and Hire Veterans

Innovative Idea. VeteransAscend.com is a revolutionary system that connects veterans with employers based on skills and competencies. It's not a job board or resume builder. It's recognizing the skills of a veteran and accurately matching those with the needs of a company. Culture fit, department fit, job fit.

Implementation Steps. Our system, set to launch in September, combines over four years of research, 30 years of HR experience, and input from a service-disabled veteran.

Results. Research shows employers need great people. With unemployment at 3.9%, its imperative to hire based on skills and organizational fit. Veterans have the skills and companies want to hire veterans for those skills and potential. They need a mechanism to make that happen. We bridge the gap.

Kevin Taylor Photo
Kevin Taylor
Chief Human Resources Officer

Bob Jones University

4. Engage Employees with Healthcare Professional Help to Manage Their Health & Close Gaps in Care

Innovative Idea. Healthcare is no longer a passive benefit for HR professionals to manage. The costs of healthcare are rising at an alarming rate and we must find a means to engage employees with healthcare professionals help to manage their health and close the gaps in care that can help detect and manage health issues at the early stages. We can't look to the past entirely to predict the future. We must understand the risk within the employees/dependents on the plan in real time.

Implementation Steps. Partnering with the Care Coordination Institute, we were able to provide the healthcare support to employees at a real time, in the workplace, experience. Partnering with CCI and Milliman, we are using claims data to establish risk stratification within the population and to make budgeting decisions.

Results. The top 25% of our healthcare plan members drive 90% of our annual cost. We have been able to engage with this group of employees with 70%+ working with care managers to develop health plans and get the support they need to enhance their health and close the gaps in care.


Paula Fulghum Photo
Paula Fulghum
Chief Innovator


5. YOU Are the Gold

Innovative Idea. InnovateHR developed a very successful online leadership program that has received excellent reviews.

Implementation Steps. We spent about 6 months assessing cutting-edge technology vendors who could support our program. We then developed our strategic plan, created content, videos, quizzes, and interactive assignments. Our roll-out plan ensured there was proper marketing from an employee perspective for our client base.

Results. We had great success with the program and have received rave reviews from our clients and their employees. They view this as a benefit they can offer, as a retention tool for their leadership teams rather than a required HR training.

Dave Stafford Photo
David Stafford
Executive Vice President, Personnel and Chief Human Resources Officer

Michelin North America, Inc.

6. Employee Segmentation as a Catalyst for Change

Innovative Idea. In today’s world, employers are increasingly focused on delivering great employee experiences as a means to attract and retain talent. Michelin is using human centered design, or design thinking, to develop, test and optimize new experiences linked with the deployment of Workday. Employees are taking full ownership of their growth and development in their current role and for future career mobility.  We are using four distinct employee personas to reach, teach and engage employees rather than a one size fits all approach.

Photo of Moderator Jennifer Floyd
Jennifer B. Floyd, SPHR, SHRM-SCP
President, HR Experts On Demand

 Session Moderator

2:30 - 3:00 pm.  Networking, Exhibitor Booths

3:00 - 4:30 pm.  Legal Panel

This session will highlight three experienced employment lawyers who practice in Greenville and represent a variety of local, national and international companies. They will discuss a variety of emerging trends in employment and labor law, including but not limited to compliance and immigration issues and what to expect from federal and state regulatory and enforcement agencies.  The panel will also discuss effective strategies in dealing with discrimination, retaliation, harassment, and disability cases as well as responding to and proactively addressing #metoo concerns and issues.  The panel will take questions from the audience as well as those posed by the moderator.

Jennifer S. Cluverius, Nexsen Pruet, LLC

William H. Foster, Littler
Gustavo A. Suarez, Ogletree Deakins
Moderator is Mark Bakker, Nexsen Pruet

Jennifer Cluverius Photo
Jennifer S. Cluverius

Bill Foster Photo
William H. Foster
Gustavo Suarez
Gustavo A. Suarez
Mark Bakker Photo
Mark Bakker

4:30 - 4:45 pm.  Closing Remarks & Grand Door Prizes