7:30 – 8:15 a.m.
Continental Breakfast, Exhibits and Registration
8:15 – 8:30 a.m.
Welcome and Opening Remarks
- Jan Harrington-Davis, president-elect, Michigan Healthcare Human Resources Association, and vice president talent acquisition, equal employment opportunity and workforce solutions, Henry Ford Health System, Detroit.
- Brian Peters, CEO, Michigan Health & Hospital Association, Okemos.
- Neil MacVicar, vice president/attorney, unemployment, MHA Service Corporation, Okemos.
8:30 – 10 a.m.
Jennifer McClure, CEO, Unbridled Talent LLC, West Chester, OH
The Future of HR: Four Strategies to Meet Business Challenges and Deliver Maximum Impact on Result
To thrive in the business environment of the future, the competencies and capabilities of human resources professionals must evolve.
HR leaders must know the business, focus strategically, solve business problems and understand how to influence change to effectively align the human resources strategic plan, establish key relationships and drive maximum impact on results.
HR leaders who master these skills will deliver more value – and find greater executive support – within their organizations.
Jennifer McClure provides education, coaching and strategy consulting services for businesses and business leaders looking for guidance in the areas of leadership, executive communication skills and talent strategy.
10 – 10:30 a.m.
Vendor Visits, Networking and Refreshments
10:30 a.m. – 11:45 p.m.
David Buday, attorney, Miller Johnson, Kalamazoo
A Year in Review from the Perspective of a Healthcare Human Resource Professional
This presentation will discuss recent legal developments that impact healthcare human resource professionals. Topics that will be discussed include: what it means now that medical and recreational marijuana are legal, the impact of the #metoo movement on what is expected from human resource professionals to prevent and combat workplace harassment, the requirements and impact of Michigan’s new Paid Medical Leave Act, and more.
David Buday is a member of the Miller Johnson law firm and is chair of the firm’s Employment-Healthcare Practice Group, a group of dedicated labor and employment attorneys who monitor current developments and trends.
11:45 a.m. – 12:30 p.m.
Lunch and Networking
12:30 – 1:30 p.m.
Like a Boss: Why Executive Presence Matters — And How You Can Master It
Intentionally develop your executive presence to increase career equity, get your ideas heard, and make an impact in your organization and with your teams.
Jonathon Rabin, attorney, Hall Render, Troy
I Need a Leave from Managing Employee Leave: Navigating Through Employee Leave Management Issues
Healthcare employers spend significant time and resources on managing employees’ leave of absence needs. The technical requirements of the Family Medical Leave Act and in-depth analysis of the Americans with Disabilities Act make this a complicated job. Jon Rabin will not only address an organization’s obligations under these laws and the rights of employees, but also outline best practices for managing the leave process to help mitigate risk of violation.
Jon Rabin is a health lawyer who defends employers and healthcare organizations in litigation and consults with them in human resource and labor relations matters.
1:30 – 1:45 p.m.
Afternoon Break and Refreshments
1:45 – 2:45 p.m.
Michelle Loyd-Paige, executive associate to the president for diversity and inclusion, Calvin College, Grand Rapids
Cultural Competence in Healthcare — More Than Good Intentions
The increasing diversity of the nation brings opportunities and challenges for healthcare providers, healthcare systems, and policymakers to create and deliver culturally competent services. Cultural competence is defined as the ability of providers and organizations to effectively deliver healthcare services that meet the social, cultural and linguistic needs of patients. A culturally competent healthcare system can help improve health outcomes and quality of care and can contribute to the elimination of racial and ethnic health disparities. This session will introduce Interpersonal Cultural Intelligence and describe culturally sensitive patient care practices.
Michelle Loyd-Paige, PhD, is the founder and lead principal for Loyd Paige & Associates. Loyd-Paige has more than 30 years of experience as a higher education educator, administrator, speaker, professional development workshop facilitator, and diversity consultant. She is currently the executive associate to the president for diversity and inclusion at Calvin College.
Bruce Bagdady, attorney, Hall Render, Troy
Disruptive and Intimidating Physicians: Managing Clinicians in the Workplace
When a physician’s competency or skill is called into question because of the physician’s behavior, health or age, many issues come into play. There are obviously patient safety concerns, but what about the legal protections a physician may have? How serious and “real” do these patient safety concerns need to be for the healthcare organization to take action without creating too much risk of violating those physicians’ protections? This presentation will provide those guideposts by not only identifying the various laws at play, but also by walking through real-life situations.
Bruce Bagdady is a member of the Hall, Render, Killian, Heath & Lyman law firm. Bagdady leads the firm's Labor & Employment practice group and has focused his career on representing a diverse group of employers in the areas of employment and labor law.
2:45 – 3 p.m.
Afternoon Break and Refreshments
3 – 4 p.m.
James Forshee, MD, senior vice president, chief medical officer, Priority Health, Grand Rapids
Understanding and Combating Opioids
Each of us knows of a family impacted by the opioid crisis in America. And each of us knows the problem continues to grow, as demonstrated by the continued growth in the opioid death rates. Can individuals begin to make a difference, can employers make a difference, can the government make a difference? Understanding the American dilemma, understanding current initiatives, and being intentional in establishing multiple strategies and tactics has the potential to help all of us be impactful. The role employers can play with their workers and workers’ family members can be a key to meaningful action.
James Forshee leads the clinical and pharmacy programs, the development and coordination of population health programs, and chronic disease management strategies at Priority Health. Additionally, he helps drive the strategic planning for the organization to further its mission of improving health, enhancing patient experience and effectively managing cost.
Diana Wong, PhD, associate professor of management, Eastern Michigan University, and CEO and president, Sensei Change Associates, Ypsilanti
Leading Change with Liberating Structures for Interprofessional Healthcare Collaboration
Michigan’s healthcare HR professionals can help to create solutions to deal with the LEADING root cause of patient errors in the U.S. healthcare system. The solution lies in breaking down structures to improve communication effectiveness. The professional cultures of different specialties, along with their specialized language, lack of knowledge of the role and scope of other professions, and variations in curricula and education create multiple communication barriers to building high-performing healthcare teams. HR professionals have a broad scope of all the different professional talent to render pivotal communication processes, hold space, and lead effective development of interprofessional collaborations. This active learning session provides multiple tools and techniques based on liberating structures that participants can immediately use to contribute toward improving communication with expectations of reducing patient error.
Diana Wong is an associate professor in strategy, organization development, and entrepreneurship in the College of Business. She works with a dynamic team at Sensei Change to support healthcare leaders who seek to create strategies and change organizational cultures from toxic environments to healthy, high-performing workplaces, especially when dynamics of diversity, equity and inclusion have strategic significance.