Moderator Bob Walters
Bob Walters, MS, CHHR, SHRM-SCP, SPHR, is the Vice President, Human Resources for The Brevard Health Alliance, Inc.
Born in Plymouth, Pennsylvania, a heavy anthracite coal mining area, Bob has never forgotten his coal mining roots. In his office, he keeps a large piece of Anthracite Coal to remind him of the hard working Pennsylvania coal miners, including his two grandfathers, one of whom was killed in a mine cave-in when Bob’s father was just a child of four years. He received his BA in Human Relations from Mansfield University (Pennsylvania) and his MS in Human Resources Management from the Florida Institute of Technology. He is a former SBSHRM Chapter President, SHRM District Director and also served as the Chair of the annual HR Florida Conference, as SHRM Florida State Council President, and as a SHRM National Board Member. In 2011, he served as National President for the American Society for Healthcare Human Resources Administration (ASHHRA) of the American Hospital Association. He is active in the community and served as a member and officer of several community boards of directors including The Women’s Center of Brevard County, Big Brothers and Big Sisters of Brevard County, The Diocese of Orlando School Board, and Grandparents Raising Grandchildren.
Bob was honored by the SHRM Florida State Council as their “2006 HR Professional of the Year”, and honored by his alma mater, Mansfield University (PA) with their annual Alumni Citation Award, established in 1969, which recognizes contributions to society through professional, civic, and philanthropic work and leadership activities. Since everyone has five minutes of fame, Bob states his favorite award of all time was extended to him when he was recognized as the “Rugby Player of The Decade – 1970’s” at the 30th anniversary celebration of the Wilkes Barre (Pa.) Breakers Rugby Club, where he was captain and played the #8 position for the squad during the 1970’s.
Although an HR professional for 36 years, Bob enjoys his many different lives including family, education and music. He has worked as a high school teacher and head baseball coach right out of college, and as an adjunct full professor teaching graduate classes in HR for Webster University for the past fifteen years. Bob also taught undergraduate classes at Rollins College, and graduate classes at Florida Tech for many years. He enjoys his family, including his wife of 34 years, Susan, their three children, and grandchildren, Ella 4 and Sienna, 2. An avid professional bluegrass and country musician and former road musician, Bob has twice performed at the Grand Ole Opry and recorded a bluegrass album “From Banjo Man’s to Opryland” back in 1979.
Topic: EEOC’s New Strategic Enforcement Plan – Priority Issues for 2017-2021
Presented by Michael Farrell, Miami District Director for the United States Equal Opportunity Commission (EEOC).
The U.S. Equal Employment Opportunity Commission (“the EEOC”) has approved a new Strategic Enforcement Plan identifying priority law enforcement issues the agency will focus on over the next five years. EEOC Miami District Office Director Mike Farrell will conduct a detailed discussion of the priority issues identified in the Plan including:
- Eliminating Barriers in Recruitment and Hiring;
- Protecting Vulnerable Workers, including Immigrant and Migrant Workers, and Underserved Communities from Discrimination;
- Addressing Emerging and Developing Issues including: Workplace Leave Policies which Discriminate against Disabled Employees, Accommodations for Pregnant Employees, Discrimination against LGBT Employees;
- Ensuring Equal Pay Protections for All Workers;
- Preserving Access to the Legal System; and
- Preventing Systemic Harassment.
Director Mike Farrell will also discuss additional Local Priority Issues that are of particular importance to employers and employees in the EEOC’s Miami District, which includes the State of Florida, Puerto Rico and the U.S. Virgin Islands.
Andy and Louis will conduct a “mock trial” to prepare HR professionals for what happens at trial, as well as best practices for HR professionals and employers to follow to be in the best position to defend themselves at trial. The mock trial will feature a fact pattern that explores the potential impact of medical marijuana on the workplace, and particularly how the new Florida constitutional amendment might impact disability/workplace accommodation laws.
Topic: Yes! You do Have a Crystal Ball
Presented by Lori Kleiman, HR Consultant
Megatrends are the global, social and economic issues that are touching all of our businesses. CEOs are focused on how these trends in the world will impact long term success of the organization – and HR should be too. But how do we know what will impact your organization in 15 years?
Business futurists are consulted to predict where trends are going and what savvy organizations need to do to compete. Social, environmental and global issues are touching all businesses today faster and with more impact than ever before. Leaders are watching this – and we need to be too. HR teams must get ahead of the megatrends that are facing their businesses and anticipate trends that will ensure long term success. Explore the top megatrends CEOs are watching for the next 15 years, and determine how you can implement these to focus your human resources initiatives. Megatrends will change your business in the next ten years. Don’t miss this opportunity to get ahead of the curve and bring the latest thought leadership back to your organization.
Key Learning Objectives:
- Which megatrends are transpiring in business that keep your CEO up at night
- How the megatrends that business leaders are watching impact Human Resources
- Which long term initiatives you can develop for HR that will keep you aligned with your CEO
Topic: Future Sourcing – How to Recruit in a World of Robots and Automation
Presented by Jim Stroud, Senior Director of RPO Recruiting Strategies and Support at Randstad Sourceright
Everyone is talking about Artificial Intelligence and the age of smart robots and their wide ranging implications on society in general. But what does the future hold for recruiters in a world where algorithm and smart technology rules? Will the middle-man role survive? What does the future hold for recruiters? Part crystal gazing and part sharing of scientific fact, Jim Stroud shares a cautionary view of things to come. Highlights include:
- Exploring the future tech landscape for sourcers
- How to ensure sourcers survive automation and algorithm dominated landscape
- How to adapt to the future behavior of passive and active candidates
Topic: Crisis Management – The EDC’s Strategic Approach to Managing the Impending High Tech Skills Gap
Presented by Lynda Weatherman, President and CEO of the Economic Development Commission of Florida’s Space Coast
The Impending Skills Gap
Brevard County is home to the highest concentration of high-tech and moderately high-tech manufacturing jobs in the country, according to the Brookings Institute, and the highest concentration of overall manufacturing jobs in the state. However, just like the rest of America, we have job openings across all business sectors within our county that remain unfulfilled due to the skills gap. There is a growing disconnect between the skills employers need and the skills that are being readily available in the labor market today. This causes companies to fall short on realizing their full potential and, in turn, causes the local economy to fall short of its potential. The challenge is that few next gens are lining up to fill the current and impending void. The lack of a talent supply chain gains painful significance to our local companies as they focus on how they will meet their demand over the next decade. The EDC is focused on providing opportunities for businesses and the public sector to work side by side to identify where there is a deficit of talent and assist in the process of reskilling workers and recruiting skilled workers to close the gaps within our community. This is not a problem that can be solved overnight, but it can be solved through a cooperative effort.
The following are two efforts the EDC is championing to fill the pipeline of qualified workers in Brevard County.
Image and Attraction
To attract the targeted quantity and quality of potential workers obtaining certifications, valued across the manufacturing industry, the EDC has launched a campaign to change the image of manufacturing. A local campaign promoting the modern enhanced image of manufacturing, including opportunities for advancement, competitive and at times leading pay structures and diverse career opportunities starting with the CPT certification.
In addition to the image and attraction campaign, the EDC has developed a talent attraction campaign to raise awareness of Brevard County, Florida as a location of choice to build a career. This effort will focus on connecting with skilled workers in high-demand fields to promote career opportunities in the region. This campaign is to recruit the more highly trained/educated workers to Brevard County, showcasing the reasons to live, work, and play in Brevard County.
NOTE: We are aiming to have Presentation materials available to download starting 7 days prior to the conference. Registered attendees will be sent instructions on how to do so.