Mercer Latin America HR Forum - Miami, May, 2015

2015 Latin America HR Forum

Making Accountability Work

Effective Employer Strategies in a Multigenerational Age

May 27–29, Miami

Breakout Sessions

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Compensation Planning 2015: Latin America Forecasts and Trends

A tradition of our HR conference, this session presents a detailed overview of the compensation and benefits trends in Latin America, as identified by the Mercer’s Total Remuneration Survey, focusing specifically on what’s behind the numbers. By correlating information and indicators from different countries and contrasting the region’s results with trends identified by Mercer’s global surveys, delegates will have an updated overview of key current compensation and benefits issues and trends across Latin America.

Javier TabakmanRegional Leader, Talent – Latin America, Mercer

Gerardo García RojasInformation Solutions Leader – Mexico, Mercer

The Future of HR: What Comes After the Three-Pillar (Ulrich) Model?

Where do companies stand today with the HR operating model? Mercer’s view on the status of of the three-pillar model is that it’s making a difference between high- and low-touch service. From our experience in Latin America, not all expectations tied to the implementation to the three-pillar model have been fulfilled. But which have been the most important barriers? Finally, we will introduce Mercer’s perspective on what the future HR business partner or shared service center could look like.

Martín Ibañez FrochamSenior Partner, Talent – Latin America, Mercer

The Retirement Dilemma for the Younger Generations: A Google Case Study

Fortune magazine and the Great Place to Work® Institute named Google the 2014 “Best Company Work For.” Ever wondered what life at Google looks like, and more specifically what benefits “Googlers” receive?

At Mercer’s 2015 forum, we are honored to have Google presenting its vision of retirement planning for the new generations. In past years Google has implemented pension plans in Latin America with a high adhesion average in the segment of the employee population around 26 years of age. How did Google do it? What was taken under consideration? How did the company avoid contamination by the prejudices of the market? How did it solve complex technical issues of local regulations? Join us in this conversation with Google, through its Regional Benefits Manager, Ana María Aguilera de Barros.

Ana María WeiszLeader, Retirement – Southern Cone, Mercer

Ana María Aguilera de BarrosManager, Benefits- Latin America, Google

Employee Benefits for a Multigenerational Workforce

There's been a seismic shift in workplace demographics that now has four distinct age groups — all with different needs and expectations — putting demands on corporate HR teams. More than ever employee benefits must empower individuals of all generations to make informed choices, take responsibility for their well-being, and manage their benefit spending. Join us in this conversation with Mercer Marsh Benefits experts on how to address the complexity of this scenario for employers and employees.

Renato CassinelliRegional Leader – Latin America and Caribbean, Mercer Marsh Beneficios

Eduardo MarchioriLeader-Brazil, Mercer Marsh Beneficios

Human Capital as a Key Driver of Value Creation in M&A and Private Equity Deals in Latin America

Southern Cross Group is one of the leading and longest-standing private equity firms dedicated exclusively to Latin America. In this session, Marcos Mulcahy, a Partner at Southern Cross, will share his vision on the human capital risks and opportunities that arise when applying the company’s investment model, which focuses on generating value through operational improvements at portfolio companies. During the session, Marcos will share his experience leading multiple and complex M&A transactions in Latin America —  such as the acquisition of Grupo Expansión, the second largest print and digital publisher in Mexico, and Planigrupo, a leading shopping mall developer and manager in Mexico —  and the talent and cultural challenges these transactions entail.

Daniel NadbornyPartner, M&A Consulting and Argentina Country Leader – Argentina, Mercer

Marcos MulcahyPartner, Southern CrossGroup

Gamification + Digitalization + Algorithms: A Top-Notch Approach to Talent Acquisition Strategies

Companies globally are facing significant hurdles when it comes to having the right talent to meet business demands. Despite a pool of 202 million people unemployed globally, 34% of employers around the world say they cannot fill available jobs. Now is the time for talent managers to raise their game and prepare their organizations to effectively manage their talent acquisition strategy.

This session aims to inspire leaders to think differently and share the latest trends and innovations in the talent acquisition arena.

Julie van WaverenPrincipal, Talent – Mexico, Mercer

Executive Remuneration 2015: Global Trends

Economic growth, geographic hotspots, stakeholder influence, and executive talent shortages are leading to a dramatic change in executive remuneration program design and governance. Join us in this session to get ideas on how to retain top talent, astutely allocate rewards investments to enhance your company’s competitive advantage, and prepare for potential/recent regulations.

Ivana ThorntonSenior Consultant, Talent - Latin America, Mercer

Mike HalloranSenior Partner, Talent – US, Mercer

Health Plans Redesign for Cost Sharing and Empowering Individual Accountability - Best Health Care Practices in Latin America

High health cost trends in the region are pressuring employers to be more effective through strategies such as implementing partially shared or contributory approaches to health care benefits management. In this session, we will take a look at how developments in health care, risk management, and local health regulations are prompting many employers to rethink their health and benefits strategy and adopt best-in-class practices to develop competitive and sustainable programs. These programs can provide employees with innovative, customized plans with bigger responsibility around their own health care and introduce broader choices into their plans.

Diego RamírezPrincipal, Global Health Product Leader, Mercer Marsh Benefits

Peter MillsPartner, International Consulting Group – California, Mercer


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