2024 A/E/C HR Summit Agenda

10:00 AM - 5:00 PM

Pre-Summit Workshops
***Separate from general registration. View details here.

6:30 PM

Dine Around
Join fellow attendees for a "Dutch-treat" dinner. This is open to all attendees and is a great way to kick off the conference!
*Sign-up sheets outside pre-summit workshop rooms. 

7:00 AM - 8:15 AM

Registration and Networking Breakfast

8:15 AM - 9:00 AM

Welcome and Introductions

9:00 AM-10:00 AM

Opening Keynote Presentation
An Insider’s View of AEC Industry Trends – ‘Talent Will Win’
Kevin McMahon - Consultant | ACEC Research Institute
Kevin McMahon will deliver a comprehensive overview of the AEC Industry from a former CEO and Operational leader’s perspective. He will give an overview of current Growth and Financial Operating Performance, Consolidation Trends, and the competitive landscape. He will also address the Human Capital aspect of our business and offer some thought-provoking ideas for HR executives to consider in their organizations, to deal with the most industry change all of us have ever seen!

10:00 AM - 10:30 AM

Networking Break

10:30 AM - 11:45 AM

Coffee Table Talk Sessions:
This participant-driven session relies on the passion of attendees for the topics discussed. You will have the opportunity to attend multiple topic groups to discuss what’s important to you and your organization right now.

11:45 AM - 12:00 PM

Networking Break

12:00PM - 12:45 PM

Lunch

12:45PM - 1:45PM

Keynote Presentation
Proactive Re-Organization = Opportunities for Career Growth
Nathan J. Beil - Chairman of the Board/CEO | KCI
Change within the AEC industry is ever-accelerating. Whether it be delivery systems, contract vehicles, procurement procedures, client requirements, or risk profiles, the business environment within which we operate demands that we rethink our organizations, policies/procedures, and leadership profiles. Successful firms embrace change and plan for the future BEFORE they need to adapt, benefiting from a “first mover” perspective. This change encompasses leadership, corporate governance, HR systems, and our most important asset, our employee-owners.

1:45PM - 2:15PM

Networking Break

2:15PM - 3:15PM

Concurrent Breakout Sessions 1:

Session 1A
Enhancing Employee Wellbeing: A Year of Growth in Our Wellness Program
Kate Yoder - Human Resources Business Partner, Shive-Hattery
Kate will share insights gleaned from her diverse professional journey, offering a holistic perspective on the intersection of workplace well-being and the crucial role it plays in fostering a healthy and thriving community. Her knowledge in benefits administration and policy development uniquely positions her to explore the vital link between employee well-being and organizational success. She will walk through the advancements that Shive-Hattery has made within the last year. Attendees will interact with one another, compete in a fun wellness game utilizing Menti-Meter, and walk away with ideas that can be incorporated into their own company.

Session 1B
The Rocky Road to Automation - Might Not Be So Bad
Vic Donald - Sr. Innovation Consultant, Terracon
Engineering consultants tend to charge by the hour for everything that we do. Our profession has noticed an alarming trend; reduced chargeable hours. But we have also enjoyed good profits. How can those two co-exist? I think that we know. That computer is doing the work that humans used to do. With the rapid proliferation of Artificial Intelligence, we are beginning to see computers exercise better professional opinions than we humans have. This session will consider how to enjoy the benefits of automation by rethinking our value as employees and consultants. The road to automation is not an easy road to travel, but we may find comfort if we change vehicles for this inevitable journey.

Session 1C
Run Your Talent Acquisition Efforts Like a Data-Driven Business
Brandon Brodzky – CEO, AECIQ
Shaun Leeper – Principal, AECIQ
A data-driven talent acquisition strategy is critical. Talent acquisition teams that leverage data are more efficient, operate with lower costs, and achieve better results in terms of external recruiting and retention. We'll share the most important data points your business needs to focus on to ensure you're running a winning talent acquisition practice.

3:15PM - 3:30PM

Networking Break

3:30PM - 4:30PM

Concurrent Breakout Sessions 2:

Session 2A
Taking Control of Your Healthcare Benefits - A Journey into Self-Funding
Anne Davis - Director of HR, H2M architects + engineers
After several years of contemplation, in 2022 H2M moved from a fully insured medical benefit plan to a self-funded model. In this session, we will explore the paradigm shift from the short-term strategy of an annual renewal to a long-term healthcare approach in order to regain control and help provide the best program for our employees and dependents for the years ahead. In this session, you will take away: 1) An understanding of the components of a Self-Funded Program 2) the Pros and Cons of various healthcare insurance delivery models 3) Some interesting truths and startling statistics we uncovered during the process.

Session 2B
Let's Grow! Strategic Growth Transformation, Building Beyond a Corporate Plateau
Ruthie Heikkila - HR Director, CSHQA, Inc.
Gabe Caretto - Finance & Analytics Director, CSHQA, Inc.
See how CSHQA, a well-established 130-year-old firm, still finds ways to rebuild itself as a leading A/E firm. In the latest chapter of our storied history, we found ourselves on a corporate plateau hovering around 100 employees across 3 offices. Amid the pandemic, we endeavored to explore our own management and systems at every level of our firm, allowing us to grow systematically and responsibly as we journey into our next 130 years.

Session 2C
How to Attract, Engage and Retain Top Talent in 2024: Unpacking the Results of the Latest Present and Future of Work in Engineering and Architecture Report
Anthony Fasano - President and CEO, Engineering Management Institute
Peter Atherton - President and Founder, ActionsProve, LLC
Most AEC consulting firms striving for rapid growth encounter challenges in recruitment, development, and retention within a competitive landscape. EMI and Actions Prove will share candid insights from AEC professionals in a crucial session. The discussion includes questions like evaluating career development, the likelihood of job change, and assessment criteria for engineers/architects. The session promises valuable research-based answers to aid firms in enhancing recruitment, development, and retention strategies for 2024 and beyond. Don't miss this opportunity to gain transformative insights.

4:35PM - 5:00PM

Closing Comments
Join us as we walk through the logistics of the evening and close the first day.

5:00PM

Adjourn

6:00PM - 7:00PM

Cocktail Reception
Join your hosts and sponsors for the start of a fun evening of cocktails and hors d'oeuvres!

Networking Breakfast

Opening Comments and Live Summit Poll with Bob Kelleher

Keynote Presentation
Bosses Are People Too - Why Leadership Engagement is at an All-Time Low
Bob Kelleher - Author/Speaker/Founder | The Employee Engagement Group
In this provocative and dynamic multimedia presentation, author and speaker Bob Kelleher takes attendees through a journey of why it has become so difficult to be a boss in these times. Gallup claims that only 33% of the workforce is engaged, but for the first time, the boss is less engaged than the employees they manage. Given the boss is the single biggest driver of both engagement and disengagement - this is a significant organizational challenge. Attendees will learn the importance of training managers in these times, including best practices in selecting and training the best people to manage people.

Networking Break

Concurrent Breakout Sessions 3

Session 3A
How to Build an Immigration Program You Can Recruit From!
Sarah Noble - HR Business Partner, Heico CSG
With unemployment clocking in at under 4%, it is tough to find qualified candidates to fill open positions. How many times have you thought you must be recruiting a unicorn because the search was so tough? Offering a robust immigration program might be just what your organization needs to close the talent gap. Join me for this session to learn how to build an immigration program you can recruit from.

Session 3B
Launching an Effective Mentorship Program
Katrina Williams - HR Director & Principal, DKS Associates
Amanda Thorn - HR Generalist, DKS Associates
Early into the pandemic, it became apparent to us that a formal mentorship program was something our employees wanted and needed. Come join as we take you on our Mentorship Program journey through conception, creation, and implementation. We'll touch on how we solicited feedback from our employees for the program, best practices used, our pilot program, communication, and implementation of the program. We'll also share details of our final Mentorship Program as well as the feedback we've received from employees.

Session 3C
Empowering People: Communication, Collaboration & Culture
Dawn Moore - Principal, Senior VP of People & Culture, Parkhill
In this session, we’ll explore the pivotal role HR professionals play in fostering a culture of empowerment. Through practical examples, participants will learn how they can leverage their HR expertise to create an environment in which employees communicate openly, collaborate seamlessly, and contribute meaningfully to the execution of business objectives. We will explore several communication and collaboration approaches Parkhill uses to facilitate information flow, increase employee engagement, and cultivate a positive organizational culture at the firm.

Networking Break

Lunch

Keynote Presentation
How Human Capability Creates Stakeholder Value
Dave Ulrich - Professor / Partner | University of Michigan / RBL Group
People and organization issues are getting enormous attention in today’s world. We will talk about three responses to this opportunity: [1] HR is NOT about HR, but about creating value for all stakeholders both inside the organization and outside (customers, investors); [2] HR delivers human capability to these stakeholders through innovations in talent, leadership, and organization; [3] HR needs to be upgraded to respond by building more effective HR functions.

Closing Comments and Adjourn

A Surprise Social Activity!