Webcast:
Sustaining a high-quality workforce has reached an all-time high priority, according to Deloitte's 2007 Top Five Total Rewards Survey, creating a growing tension between cost control and talent management. For large companies, attracting, motivating and retaining talent has become a higher concern than controlling health care costs. Yet from the perspective of talent, the ability to afford retirement was most important.
Forging the disconnect between employer priorities and employee concerns is essential to achieve the best ROI of Total Rewards investments. New attention to communicating and branding total rewards will impact talent retention and motivation. Moreover, seventy percent of Deloitte's recently surveyed companies plan to re-design their Total Rewards strategy, and align it with their business strategy. Join us to learn how to combine motivating compensation plans within a total rewards and business strategy.
Presenters
Tim Phoenix is a principal with Deloitte Consulting LLP, based in Austin, Texas. He leads the U.S. and Global Total Rewards service line within the Human Capital practice. In addition, Tim serves as the U.S. lead of the Human Capital Public Sector Industry practice. He is an attorney with 25 years of experience in the areas of public and private sector retirement plans, health care and flexible benefit plans, executive compensation and pension-related litigation. Tim holds a Bachelor of Science degree from Georgetown University, a Juris Doctor degree from the University of Tulsa College of Law and a LL.M. degree from Georgetown University Law Center.
Richard Kleinert leads Deloitte Consulting LLP's Human Capital practice in the Asia Pacific Region and leads the Manufacturing Industry program for Human Capital in the United States. He has worked in the human resources field for more than 25 years across a wide range of industries, both on the employer side and as a consultant. His experience covers the spectrum of human capital, including total rewards programs, HR operations and technology, change and learning, and organizational development. Prior to joining our organization, Dick worked as office head in Los Angeles for a leading international compensation and benefits consulting firm. Prior to that, he was director of employee benefit plan administration for a large manufacturing company, where he spent nearly 10 years concentrating on work processes, funding arrangements, costing, plan design, carrier and trustee selection, system development, and tax and legal compliance. He has an M.A. in Applied Economics, an M.H.S.A. degree in medical care organization from the University of Michigan and a B.A. (Phi Beta Kappa) from the College of Wooster. Dick is a certified employee benefit specialist (CEBS), a past president of the International Society of Certified Employee Benefit Specialists, charter member of that organization and a sponsor member of the Center for Effective Organizations. He speaks on a wide range of human resource-related topics at numerous national and local meetings.
