Concurrent Sessions 1

Concurrent Sessions 1 | Monday, October 5 – 9:00-10:00 a.m.

AI IN HR: LEGAL RISKS AND CONSIDERATIONS

Artificial intelligence is becoming increasingly integrated into HR functions at institutions of higher education. While helpful in many ways, AI use in HR poses legal risks, including discrimination and bias, data privacy concerns and more. Join attorneys from the National Association of College and University Attorneys (NACUA) to gain insight into using AI-driven tools in a compliant manner and best practices for mitigating risk while leveraging innovation.

Anna Moir, J.D., Senior Legal Resources Attorney, NACUA

BEYOND ALGORITHMS: ENGAGING A MULTIGENERATIONAL WORKFORCE

As AI reshapes the workplace, HR professionals must balance technology with human connection across generations. This session will examine how AI influences employee engagement differently across generations. You’ll learn actionable approaches to build culture, foster connection and create more human-centered workplace experiences in higher education.

Learning Objectives:

• • • Identify generational differences in workplace engagement and AI’s impact on employee experience.
    • Assess HR practices to identify where technology impacts connection, engagement and retention.
    • Apply human-centered HR strategies to strengthen engagement and retention across generations.

Stephanie Davis, Assistant Director, Learning and Organizational Development, and Alexa DeFalco, Training Specialist, both of North Carolina State University

BREAKING THE SILENCE ON “TABOO” EMPLOYEE WELL-BEING ISSUES

This session will explore how Virginia Tech’s Hokie Wellness addresses the “quiet crisis” of taboo employee well-being issues — from menopause to disordered eating and recovery support. Using the Menopause Matters program as an example, presenters will show how quality design, leadership buy-in and HR partnership can drive workforce impact on employee well-being initiatives.

Learning Objectives: 

• • Design stigma-reducing wellness programs for complex employee needs.
  • Build leadership buy‑in for nontraditional wellness initiatives.
  • Partner HR and wellness teams to drive measurable workforce impact.

Maura Gardner, Division Director, and Ana Agud, Manager, Work/Life Program, both of Virginia Tech

BUILDING THE BENCH: THE UNC SYSTEM OFFICE’S DIGITAL SUCCESSION STRATEGY

Learn how the UNC System Office transformed traditional performance reviews into a dynamic leadership development and organizational planning model. Presenters will share honest insights from three years of research and implementation, covering the wins and hurdles of building a unified succession pipeline online. 

Learning Objectives:

• • Understand the benefits of succession planning in higher education.
  • Identify criteria for evaluating leadership potential and job performance.
  • Develop a transition plan for executive leadership buy-in and implementation.

Anne Schwarz, Senior Director, System Leadership Development and Talent Strategy, University of North Carolina System Office; Brad Duggan, Regional Sales Manager, Cornerstone OnDemand

CHRO ROUNDTABLE: NAVIGATING AND LEADING THROUGH CAMPUS CRISES

This session for higher ed chief HR officers will offer a space to connect and talk candidly about the challenges and opportunities facing their institutions and workforces and is designed to prioritize dialogue and peer connection. We’ll focus on how you, as a CHRO, can navigate and lead during campus crises. Hear perspectives from experienced HR leaders and engage in guided small-group discussions focused on actionable strategies and shared learning.

Shanna Legleiter, Chief HR Officer, Kansas State University; Marie Williams, Vice President for Human Resources, Brown University; Jake Lathrop, Assistant Director, HR Administrative Services, Michigan State University; Mark Coldren, Leadership and Engagement Specialist, CUPA-HR

CULTIVATING A CULTURE OF THRIVING IN HIGHER EDUCATION 

Learn how to build a thriving workplace culture in higher education using trust assessments, engagement data and strategic alignment. Explore practical approaches to navigating leadership transitions and strengthening cross-campus collaboration.

Learning Objectives: 

• • Design trust-based assessments to evaluate organizational culture.
  • Use engagement data to drive measurable workplace improvements.
  • Align culture initiatives with strategic goals and leadership transitions.

Alisha Beal, Executive Director, Employee and Labor Relations, and Robin Phillips, Vice President, Human Resources, both of California State University-San Bernardino

NAVIGATING THE INTERSECTION OF TITLE IX AND TITLE VII IN HIGHER EDUCATION

This session will explore legal obligations, jurisdiction, investigative coordination and institutional risk related to Title IX and Title VII investigations. Learn how HR and equal opportunity professionals can effectively manage complaints involving sex discrimination, harassment, and misconduct in higher education when Title IX and Title VII intersect.

Learning Objectives:

• • Distinguish between Title IX and Title VII of the Civil Rights Act of 1964.
  • Coordinate responses across HR, executive orders and Title IX.
  • Determine which framework applies (or if both apply).

Danielle Williams, Ed.D., Associate Vice Chancellor and Executive Director, University of Arkansas Main Campus

REIMAGINING RECRUITMENT AND RETENTION: A SCALABLE MODEL FOR TACKLING TURNOVER 

Learn how one university improved retention in a specific population of high turnover by building cross-functional teams to collaborate and address pain points, engaging university leaders for support, and strengthening student-to-employee pathways. You’ll leave this session with a scalable roadmap for your own targeted retention efforts. 

Learning Objectives: 

• • Identify key stakeholders and cross-functional approaches for tailored recruitment and retention.
  • Create scalable interventions for recruitment, retention and compensation challenges.
  • Translate this case study into a custom action plan for any university with areas of high turnover.

Sue Anne Berkle, Director of Workforce and Compensation Strategies, and Carol Ann Lawson, Senior HR Strategist, both of Virginia Commonwealth University

THE SUPERVISOR PLAYBOOK: PRACTICAL HABITS FOR GREAT PEOPLE LEADERS 

Great supervision doesn’t happen by accident, it happens by habit. In this hands-on session, you’ll receive a one-page research-backed Supervisor Playbook and block time on your calendar for the practices that lead to better engagement, retention and trust from your staff. You’ll leave with a plan, not just a to-do list.

Learning Objectives: 

• • Explore a set of effective supervisor practices grounded in research.
  • Identify which practices have the highest impact on employee engagement and retention.
  • Apply a practical framework for building supervisor habits that are sustainable over time.

Ben Lennander, Assistant Vice Chancellor, Human Resources, and Chief People Officer, University of Nebraska-Lincoln