Session Schedule

10:45 – 11:45 am         Concurrent Sessions A     (Choose One)

Agile Global Human Resources

Agile Global Human Resources

Michael Piker, Phillip Morris

An agile organization has to rapidly respond to constant disruption. That requires strong intent and HR has a crucial role to cultivate a culture and transform how work is performed and what new capability is required to realize that ambition.

Therefore, rearchitecting organization capability with new jobs, different types of reward and creating roles that are in high demand like big data and machine learning specialists with agile thinking led by HR/Reward will be time well invested.

Using voice rooms, stretch workouts and other collaborative methods to make sure employees are part of the change process and had a voice in the final product.

Reduce the stress of decision-making as much as possible by building rules and structure in your life where you can. Simply reducing the number of decisions we make on a daily basis can really reduce the stress, which quickly adds up.

Lessons Learned on How to Navigate Immigration Programs During a Pandemic or Other Unforeseeable Event

Lessons Learned on How to Navigate Immigration Programs During a Pandemic or Other Unforeseeable Event

Ryan Freel, Fragoman
Silke Dundon, Dell

The COVID-19 pandemic brought on a range of challenges for many Immigration Programs, which meant leaders needed to be innovative and modify their policies to adapt to a novel series of immigration challenges. This session will provide insight into these challenges and speak to the available solutions.

In reviewing these challenges (or “blind spots”) with immigration and global mobility leaders, a number of examples came to light, including:

• Employees work location did not align with data in the company’s HRIS system. What compliance risks are implicated?
• My employee traveled prior to the pandemic and the government closed its borders. The employee cannot re-enter the country. Where can we “park” them so that he/she can continue to work?
• How do we extend an expiring work permit if the government is shut down?
• What updates should you make to your immigration and mobility policy so that you can pivot during a pandemic/natural disaster/political unrest and navigate the unpredictable?

Global Remote Workforce: A Corporate Perspective

Global Remote Workforce: A Corporate Perspective

Rebecca Stephens, Indeed, Inc.
Lisa Mulholland, Weatherford

Working from Anywhere has become a new norm but for many companies it is now lending a new set of complexities across the organization on how to manage, compensate, differentiate remote versus in-office teams along with benefits, compliance, tax liabilities and social benefits arross the globe. Hear insight on the challenges, solutions and strategies from your Corporate peers on their professional journies within their organizations and take away hands on knowledge of how they are each dealing with the global remote workforce.

In this session you will learn:
• How these corporate professionals and their organizations are managing remote from anywhere requests.
• Strategies and thought provoking measures they are employing to manage compliance and benefits.
• How are companies managing and tracking requests from employees and how are companies really adjusting salary when moving to low cost locations?
• What allowances or support, if any, are companies providing to employee requested moves?
• When to approve and not to allow working from anywhere?
• What are the differences between international and domestic requests?
• Will share the results from AIRINC’s geographic differential salary and work from anywhere surveys
12:45 – 1:45 pm          Concurrent Sessions B     (Choose One)

Global Tax and Other Considerations for Designing a Remote Worker Policy

Global Tax and Other Considerations for Designing a Remote Worker Policy

Joe Pancamo, BDO
Ronii Rizzo, BDO
Jeanie Spates, BDO

Join BDO for a fun case study with an overview of tax, labor law and immigration considerations when developing a Remote Worker Policy. Arm yourself with the information you need to protect your employer from unwanted surprises from remote workers.

This session will bring to light the compliance and tax obligations that companies need to consider when implementing a remote worker policy, challenges and best practices to align the right policy and limit exposure for the company while making sure attendees understand how labor law, tax, immigration and compliance all play a key role in protecting the company and making sure the company remains compliant across the globe.

Riding the Pandemic Roller Coaster with H-1B Workers – A Review H-1B Requirements When Employment Terms Change

Riding the Pandemic Roller Coaster with H-1B Workers – A Review H-1B Requirements When Employment Terms Change

Stephanie Paver, Foster LLP
Benjamin Schatz, Foster LLP

The immigration landscape has been a roller coaster with never ending changes in sight, leaving employers and employees working harder than ever to keep up with the changes, dealing with delays, longer processing times and new procedures across the globe.

Attendees will understand the ways in which H-1B workers differ from their regular workforce in connection with employer-imposed changes in the terms and conditions of employment. Attendees will understand the special steps or actions required when applying such changes to H-1B workers, and later when reversing those changes.

The "Next Normal": The Future of Global HR

The "Next Normal": The Future of Global HR

Debi Dault, Dault Global Solutions

The only thing which is certain in todays workforce is uncertainty. This presentation will look at important lessons learned from the pandemic, economic downturn, and political unrest of 2020.

Program learning objectives:

• Compare the 2050 future global workforce to 2021 reality
• Learn the top five “Next Normal” priorities in Global HR
• Discuss the current and future status of virtual training for employees

By attending this session, you will be equipped with critical knowledge to navigate the uncertainty of your global workforce.

2:15 – 3:15 pm         Concurrent Sessions C     (Choose One)

Global Employee Experience

Global Employee Experience

David Welch, GPHR, CRP, Coldwell Banker Harris McHaney & Faucette

Multinational and Transnational corporations use global mobility for various business reasons. These can include developing high potential employees, expanding business operations into new markets, transferring knowledge and culture from headquarters to local employees, and personal requests from employees. This session explores why companies need an assignment policy and identify the various lifecycles of a mobility program. Sending employees and their families on international assignments have a significant financial impact on the company. It also has an impact on the employee and their family. This session gives insight from the perspective of the company, the employee, and family members.

Getting More Out of Your Global Talent Strategy

Getting More Out of Your Global Talent Strategy

Njsane Courtney, ABS
Morgan Crosby, AIRINC

The best way to fill a local role may not be with local talent. Many companies are thinking more global in their staffing strategies. They are selecting from an array of hire, buy, or borrow strategies. Selecting the best possible candidate involves an alignment of your talent acquisition, talent management, and global staffing capabilities. Join this session to learn how you can get more out of your talent strategy.

Courageous Conversations for Global Diversity, Equity and Inclusion

Courageous Conversations for Global Diversity, Equity and Inclusion

Angela Shaw, Campus Advantage

There is not a single globally accepted definition of “diversity”. Making diversity and inclusion global is not so much about putting the same specific programs into place but more about creating a cultural movement that can start as easily as having conversations. Individual conversations that encourage employees to have interactions with people outside of their home countries and comfort zone to normalize differences.

Inclusion is the action part of diversity and starts with us talking about it right in our own organizations. How we treat, respect and value each other every single day through our courageous conversations about our experiences is what brings us together. Angela will use this session to promote engagement from the audience surrounding diversity, equity and inclusion using her personal storytelling and dynamic passion for such an important topic.