Helping Employers Embrace the New Workplace Reality Starts Here

A Millennium Alliance team member will be available at our registration desk right outside of the session rooms to assist executives with checking in and to answer any questions that may come up throughout the duration of the Assembly.

Our executive education roundtables are 1-hour conversations moderated by an industry thought leader. During these open discussions, our attendees have the opportunity to chat about the most relevant and current topics in the industry and share their thoughts with their peers.

Key Discussion Points:

• The evolving expectations of today’s workforce, including the desire for flexibility, autonomy, and remote work options and how they impact employee satisfaction, retention, and overall business success
• How to leverage technology and communication tools to facilitate collaboration and productivity in flexible work environments
• The role of leadership in supporting employee well-being, providing opportunities for growth and development, and recognizing the value of diverse perspectives

Key Discussion Points:

• How skills-powered organizations and pay-for-skills compensation frameworks incentivize continual learning and development and enable employers to stay abreast of AI advancements by maintaining  a competitive edge and thriving workforce 
• Optimizing human-machine teaming by building and/or utilizing skills intelligence platforms, Agile talent practices, and variable/contingent workforces
• Establishing governance around skills-based practices by creating transparent incentives, equitable access to internal opportunities, and encouraging all employees to align these opportunities to their own personal ambitions

Key Discussion Points:

• What FDA approval means for the mass consumption of quick fix weight loss medications
• Equality vs equity in access to weight loss drugs for employees
• Strategies for monitoring and mitigating costs of GLP-1s with pharmacy benefit managers, as well as enhancing access to more preventive treatments for your workforce
• Best practices for pairing GLP-1s with holistic lifestyle treatments for best results for employees

Key Discussion Points:

• Leveraging the ROI of employee well-being initiatives to support the argument for competitive “whole-person health” benefits packages in order to retain critical top talent in a restricted labor market
• Deciphering which social determinants of health are the biggest factors that may undermine employee well-being such as caregiver benefits, transportation subsidiaries, nutrition programs, educational support, and financial literacy incentives
• Strategies and best practices for softening the financial burden on employees amidst post-pandemic economic conditions such as inflation, rising consumer and healthcare costs, supply chain volatility and political unrest

Key Discussion Points:

• Establishing a collaborative approach to holistic and targeted benefits practices, rooted in empathizing with current and continually evolving employee needs
• Best practices for adapting benefits capabilities to support employees’ as they respond to changing lifestyles, family structures, and more
• Developing and informed and comprehensive perspective on generational benefits preferences, and creating segmented approaches for each cohort of workers
• Leveraging advanced employee listening and analytics tool to hyper-personalize compensation packages that maximize each employee’s values, as well as simplify the user experience to maximize utilization rates

Key Discussion Points:

• Navigating how cost of living pressures and easier access salary data cause employees to re-prioritize pay equity and fairness when deciding whether to stay in their current roles or seek new opportunities 
• Enhancing retention despite disparities between annual merit increases and higher base pay for job changers
• Regularly assessing and adjusting compensation to reflect changing skill values and rewarding loyalty, moving beyond reliance on annual reviews

Key Discussion Points:

• Optimizing benefits plans to manage costs without shifting the burden to employees
• Strategies for enabling centers of excellence to handle a wider range of healthcare needs, steering members towards higher-quality care, and monitoring and managing high-cost claimants
• Exploring the cost of living crisis and its impact on employees’ ability to afford healthcare co-payments and access to timely care, along with the resulting expectation for employers to help mitigate these costs

Key Discussion Points:

• Realigning employer-employee values on human, environmental, and social sustainability initiatives on a personalized and ongoing basis
• Strategies for addressing eroding trust as a result of broken promises on transparency, promotions, raises, career advancement, and commitments to sustainability and work principles
• Accommodating the power shift to employees and reacting to their needs quickly as lower turnover rates in times of transformation require a more committed workforce

A casual opportunity for executives to network with their peers with the opportunity to enjoy beer, wine, signature drinks, and light appetizers.

A formal sit down event that includes a three-course dinner, followed by an address from our Keynote Speaker.

A buffet-style breakfast where executives can enjoy the most important meal of the day, followed by a Keynote Panel.

Key Discussion Points:

• Exploring the multi-layered economic landscape shaping the modern workplace and how it affects each generation across talent acquisition and development, competitive benefits offerings, and your holistic HR strategy
• Understanding the unique value that Gen Z brings to the table as this cohort of the workplace expands, and serving up the right mix of opportunities and education to maximize their potential as well as spur innovation
• Creating a culture of inclusion and innovation between all workplace generations and harmonizing their work styles, values, and ambitions to move the needle on your business strategy and success

Our roundtables are 1-hour conversations led by a fellow executive or one of our C-Level technology partners. During these open discussions, our attendees have the opportunity to chat about the most relevant and current topics in the industry and share their thoughts with their peers.

Key Discussion Points:

• Fostering a culture of technological agility within all levels of your workforce by crafting a clear vision for digital transformation that inspires high engagement with clear incentives, benefits, and opportunities for growth 
• Building robust programs for reskilling and redeploying your workforce, keeping pace with rapid technological innovation and inspiring employees to embrace new technologies
• Fostering awareness and empathy for technology burnout and taking a human-centric approach to transformation, including thoughtful changes that transform work design alongside technology

Key Discussion Points:

• Maximizing the ROI of total rewards systems through storytelling and effective communication while also communicating a strong employer brand to current candidates
• Creating tools for higher education and engagement surrounding enrollment processes
• Deploying AI to harmonize UX across different benefits and vendor interfaces 
• Personalized communication, education, and enrollment engagement strategies

Key Discussion Points:

• Advancing analytics strategies for capacity planning in the context of rapid technological changes, evolving expectations, and economic uncertainties
• Eliminating “Fear of Being Obsolete” (FOBO) by replacing busy work with AI, utilizing tools for skill gap analysis and skill matching to redefine work to enhance employee value proposition and engagement
• Bridging the gap between intense transformation plans and employee well-being to attract and retain top talent

Our roundtables are 1-hour conversations led by a fellow executive or one of our C-Level technology partners. During these open discussions, our attendees have the opportunity to chat about the most relevant and current topics in the industry and share their thoughts with their peers.

A buffet style lunch where executives can recharge and prepare for the second half of the day.

Key Discussion Points:

• Strategies for empowering aging employees to expand upon their financial literacy and planning strategies with their growing responsibility to manage their retirement savings
• Enhancing retirement plan offerings with automatic enrollment and escalation and employer matching contributions 
• Staying abreast of legislative and regulatory changes like the SECURE Act 2.0 as well as systemic issues such as gender wealth equity at retirement
• Maximizing the effectiveness of retirement savings plans for all generations in the face of shifting work-life timelines and economic constraints

Key Discussion Points:

• Implementing financial wellbeing benefits to help employees cope with economic challenges, reduce stress, and feel more secure amidst uncertainty
• Quantifying and communicating the value of financial well-being to both employee and the board
• Best practices for implementation of financial wellness programs such financial educations, access to current tools and resources, and flexible compensation options
• The role of financial wellbeing strategies in retaining current employees and attracting new talent

Key Discussion Points:

• Promoting proactive leadership through times of change to build resilience and reinforce confidence in organization stability and growth 
• Ensuring continuity, addressing skill gaps, retaining institutional knowledge, and promoting employee engagement and retention in times of transition
• HR’s responsibility in disseminating information, explaining rationales, and addressing employee queries with consistency and integrity during times of organizational change
• Understanding the multifaceted impact of organizational change on employees and creating a higher degree of psychological safety in an environment of constant change

Key Discussion Points:

• Enhancing and quantifying employee trust, engagement, and fairness perceptions as tools for advocating for more comprehensive pay transparency strategies
• Addressing legal, ethical, stakeholder, and leadership concerns related to pay transparency, including compliance with anti-discrimination laws and protecting employee privacy
• Strategies for compensation frameworks amidst pressure of high inflation, standard of living costs, healthcare costs, among other economic factors increasing the financial burden on employees