Dustin
Snyder

HR professionals are told to earn a seat at the table, then handed a toolkit that makes it nearly impossible. The standard playbook was built to prevent lawsuits and limit legal exposure. That work matters, and it is also why executives experience HR as the department that says no, and why the function stalls below the C-suite.

This session traces how the toolkit shapes the way HR is perceived by the workforce and by senior leadership, then turns to what changes when the function moves from resolving individual cases to designing conditions at workforce scale. It covers building trust across an entire workforce, creating actions that hold up with the CEO and the frontline at the same time, and measuring before-and-after results in terms an executive team recognizes.

What attendees take away

1. 1.What you were trained to do, and why doing it well is what keeps you where you are
2. 2.Why the workforce and the C-suite have opposite reasons for not trusting you
3. 3.Why executive frustration with HR is aimed at the function rather than at you, and what to do with that
4. 4.What changes when the work moves from resolving cases one at a time to designing conditions across the whole workforce
5. 5.A diagnostic you can run on your own function without additional authority or budget

Available as a 60- or 45-minute keynote, a 75-minute breakout, or a half- or full-day workshop. Custom lengths on request.

SHRM recertification credit available in all formats. Credit is awarded at 1.0 PDC per contact hour, issued directly rather than self-reported, with the Activity ID provided to the host in advance.

The workforce behavior frustrating you right now is not a failure of the system. It is the system, running as built. Disengagement, turnover, and managers who cannot get traction are outputs of conditions the organization created, whether or not anyone designed them on purpose.

This session applies human systems science to the workforce, treating behavior as the product of inputs and environmental variables that can be identified, adjusted, and measured. It covers how to read the conditions producing the behavior you have, why hiring and restructuring so often fail to change them, and how small adjustments to system inputs produce results out of proportion to their cost. The framework is Strategic Workforce Insight Mapping (SWIM), a diagnostic method for reading an organization as a human system.

What attendees take away

1. 1.Why your workforce is behaving rationally, even when the behavior makes no sense to you
2. 2.Why the fixes you have already tried on this problem left the behavior intact
3. 3.What actually drives how your workforce behaves, and how much of it is yours to change
4. 4.Why the smallest changes produce the largest behavioral shifts
5. 5.Specific changes you can implement immediately without a reorg or new spend

Available as a 60- or 45-minute keynote, a 75-minute breakout, or a half- or full-day workshop. Custom lengths on request.

SHRM recertification credit available in all formats. Credit is awarded at 1.0 PDC per contact hour, issued directly rather than self-reported, with the Activity ID provided to the host in advance.

The people you want to hire are already being courted by companies they have never worked for. What decides whether they answer is what they find when they look you up, and most organizations have never deliberately shaped that.

This session covers the fundamentals of employer branding: what a company's reputation as an employer is actually made of, where it comes from, and how it is built on purpose rather than left to accumulate. It walks through the assets and practices that do the work, why this approach costs less than continually replacing people who leave, and how the same reputation that attracts candidates keeps the ones you already have. Examples throughout come from companies of different sizes and industries that have made the shift.

What attendees take away

1. 1.The economics of replacement: direct cost runs 50 to 200 percent of the departing employee's salary, before the operational and customer impact
2. 2.What an employer brand is and where it lives: the second brand every company already has, held in the minds of former, current, and future employees
3. 3.Why exit interviews and the conversations you already have confirm your assumptions, and where the gap between leadership perception and employee experience hides the real causes of turnover
4. 4.How to build an EVP that is ownable, and the assets that carry it: careers page, video, employee evangelists, refreshed job descriptions
5. 5.The shift from episodic recruitment to always-on, and the pre-vetted candidate bench it produces

Available as a 60- or 45-minute keynote, a 75-minute breakout, or a half- or full-day workshop. Custom lengths on request.

SHRM recertification credit available in all formats. Credit is awarded at 1.0 PDC per contact hour, issued directly rather than self-reported, with the Activity ID provided to the host in advance.