Boston CHRO Executive Summit

Governing Body members host this dinner for attendees to launch the event with an evening of peer networking.

Culture, employee experience, and retention are critical priorities for Boston CHROs as hybrid/remote environments continue to shape the modern workplace. Leaders must recognize there is no silver bullet for culture. True impact will come from organizations that strategically listen to their employees and focus on what matters—building a strong foundation for employee engagement, performance, and development. 

In this keynote session, Quantum Workplace CEO Greg Harris will show:

• Research on the employee experience and organizational culture in the new world of work
• The intersection of culture and engagement, and where to aim your strategies
• How employee-first cultures will drive retention and dominate the next decade of work

The latest battle HR executives are fighting in the “War for Talent” is the U.S. economy, with inflation shifting the hiring process to favor job seekers.
How can businesses compete with new and exciting offerings to attract and retain top talent, and how long will this environment last?

In this session, MIT’s Dr. Roberto Rigobon will address:

• New trends in the labor market
• Why there is more uncertainty in the current economic environment than ever before
• How HR executives can factor the unknown into strategic planning

During a time of so many unknowns, hard facts in data & analytics as it relates to recruiting, retention and upskilling are now crucial to the strategic functions of HR.
In order to hold onto valued employees and attract the next generation of workers, companies are having to rethink their approach to both.

In this session learn how to:

• Balance the data vs. feel
• Redefine your D&A strategy to attract the next generation of employees
• Translate upskilling to retention in a hybrid world

Now more than ever, there is a need for workplaces to adapt their policies around health, wellness, and benefits programs to address their workforce’s current pain points, or risk missing the mark and losing valuable talent. As companies adopt new models for the hybrid workplace, the focus is shifting to individual employee needs. Focusing on wellbeing is crucial for leaders in creating an inclusive experience for employees regardless of where or when they work. CHROs have to ensure they are addressing the whole spectrum of physical and mental wellbeing. 

In this discussion HR leaders will address:

• How a hybrid work environment reshapes employee priorities and needs
• Creating a supportive and inclusive experience that is unique to each member of your organization
• Establishing programs and processes to destigmatize mental health

According to Gartner’s 2022 Board of Directors Survey, 45% of boards have DE&I on the agenda every quarter or at every board meeting. This data supports the tectonic shift in initiatives driving both social and business value following heightened tensions in the past couple of years. With equity programs in place, what can HR leaders do to keep pushing for more and get support from the board?

Join this session to discuss: 

• How to get widespread support across the enterprise that an equitable and inclusive work environment is a strategic business priority, not just a nice thing to do
• What can be done to hold leadership accountable
• How to maintain momentum on programs already in place and push for more 

Connect with like-minded peers in a one-on-one setting through Evanta’s Peer-to-Peer Meetings. You will be matched with peers in your community based on your shared interests and priorities.

Frontline workers are the backbone of almost every organization. When MilliporeSigma looked to expand their teams in North America, they realized one key element was missing: Qualified talent.
To combat the issue, creative and new ideas were needed to replenish dried employee pipelines.

In this case study, HR leaders will discuss:

• Evolved offerings to boost an employee supply
• How strategic marketing can lead to impactful hiring
• What’s next in the war for talent

A sweeping moment of re-evaluation has caused employees at every level to reassess their relationship to work — redefining who holds power in the employer/employee dynamic. In the face of a new social contract between employers and employees, how can HR leaders retain talent, develop skills and drive the business forward?
In this session, HR leaders will discuss:

• Building skills and developing career paths to curb attrition
• Rethinking employee experience to attract and retain talent
• Linking employee development to organizational goals and growth

Providing employees with the necessary skills to succeed in their jobs is a basic function of HR, but what about developing mindset and behaviors?
Communication that flows in all directions is key to empower workers, achieve organizational goals and make them feel secure during times of rapid change.
In this session, HR leaders will discuss:

• Understanding the psychology of communication in the workplace
• Creating psychological safety nets
• Democratizing the access to coaching to all levels of business

Facing a once-in-a-generation workforce reshuffling, standardizing in your recruiting and retention strategies is the surest way to lose the war for talent. Instead, HR leaders must embrace an agile approach that adapts to change on a monthly, not annual timeline.
In this session, you will discuss:

• Creating adaptive hiring forecasts 
• Creating fluid teams that build flexibility and expertise around critical business needs  
• Using non-traditional retention strategies

There’s never been a more important time to create a sense of belonging, foster connection and inspire our people. As we emerge to a new normal, HR organizations continue to play a critical role in the nurturing and engagement of today’s talent – from hire to retire.

In our Closing Keynote, Stephanie Franklin of Vertex Pharmaceuticals will share:

• The nature of the evolving employee value proposition in today’s near-post-COVID workplace
• Ways to innovate throughout the employee life cycle to support our people in the moments that matter
• Evaluations of recent experiences and future possibilities for the state of HR