Let’s face it, many of us look at a host of KPIs that are easy to get or are provided by our vendors. We track them. We monitor them. We report on them. But are we really USING them to drive our strategic mission forward? Are we using them to get HR a seat at the table and influence our ability to provide exceptional service to our members?

This session takes a hard look at the top fifty HR Key Performance Indicators, asks us which ones are really “Key” to driving the success at our credit union and discusses how you track them, analyze them, and use them to direct not only hiring and compensation decisions, but develop business solutions that will prepare and then propel your credit union forward as an industry leader.

Regulations/Laws Addressed:

• Anti-discrimination laws
• Privacy regulations
• DEI mandates

Learning Objectives:

• Evaluate HR KPIs
• Discover how to collect and track KPIs
• Discern which KPIs will deliver on your intentions 

One of the challenges of managing a hybrid work force is the need to understand the changing landscape of employment laws in every place you have an employee. From pay, benefits, work rules, and beyond, having a method to keep track of different rules is critical to your job.

Move over National Labor Relations Act! Over thirty states now have specific laws prohibiting employers from limiting staff wage discussions. Few matters can poison employee satisfaction as much as poorly managed salary management. Do you understand the rules in your jurisdiction and how to manage them? 

Most people think the most difficult part of a merger is in the planning process, and they’d be right! This is when it’s important to ask such important questions as:  

• Which organization will be the ‘surviving’ institution?  
• Who will be on the leadership team?  
• Will there be any changes to our products and services?  
• How about our systems?  
• How will the two organizations communicate?  
• Will our benefits change?  

And, most importantly: What will the new culture of the merged organization look and feel like?

Even when a merger is between a large credit union and a relatively small one, there’s always a culture clash with a new hybrid culture emerging once the dust settles. So, how do you manage this culture change? How do you ensure you don’t lose key staff? How do you ensure that both institutions and your members benefit from the change

From identifying red flags during your due diligence to developing metrics for measuring success during the process to postmortem problem solving, this session evaluates strategic culture change and provides you with a host of best practices that will make your next merger a success for everyone involved.

Regulations/Laws Addressed:

• Anti-Discrimination
• FMLA
• ERISA

Learning Objectives:

• Develop a List of Questions to Consider When Analyzing Merger Opportunities
• Learn How to Spot the Red Flags of Culture Clash
• Identify Ways to Manage the Merger Communications Process
• Understand How You Can Create a Dynamic and Positive Atmosphere During the Time of Change 

December 18, 1:00 – 2:00 p.m. CT 

Speakers:  Diane Reed, President, CUDoctor, David Reed, Attorney, Reed and Jolly, PLLC, & Mike Barnsback, Partner, O’Hagan Meyer 

This is your opportunity to ask experts your burning HR Compliance questions. Join this live session to hear from your peers and experts on tips, tricks, and trends.