Providing Global Talent Solutions in Agriculture and Food
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Kick off your learning experience early by adding the optional Compensation Summit to your Roundtable Registration! Experience a deep dive into all things compensation-related in our industry. Expert facilitators will guide this half-day workshop, ensuring participants acquire critical takeaways related to compensation, salary, incentives, bonuses, and more. Add $399 per participant.
What does a research farm look like in the middle of a metropolitan area with nearly 4 million people? Discover where passion meets purpose and science is driving a sustainable future! The University of Minesota-St.Paul's campus is home to the College of Food, Agricultural and Natural Resources Sciences and Agricultural Experiment Station. This event will be held outside, and wrap up with ice cream from the U of MN Dairy Salesroom! Your Roundtable ticket includes free transportation to/from the Graduate Hotel and the tour. Registration for this optional tour is limited to the first 50 people.
Graduate Hotel - Pinnacle, 2nd floor
Now that you have had time to check in, unpack, and have dinner, it's time to Network and Nosh!
Join us for delicious desserts & drinks. Mingle with fellow Roundtable attendees. Take part in the optional speed networking at this event from 7:30-8:15pm. This event is included with your Roundtable ticket.
Keynote Sessions
Navigating Talent Needs & Trends in the Industry | Deb Broberg, Executive Director, RealTime Talent
The workplace is undergoing significant changes as trends materialize in HR, particularly impacting hiring and retention strategies. As employers embrace technology and innovation, we'll examine the outlook for recruitment in the industry. How are human capital trends affecting the agri-food industry? We'll also examine how workforce expectations affect HR trends, from workforce availability to skills and training needs and worker preferences. Are traditional career paths and HR practices changing enough
Let's Get Real: What Students Want | Megan Herman, Senior Campus Recruiter, General Mills
Students are used to sharing what they really want with friends and family via social networks (think 'BeReal). Let's hear right from the source about what they really want and need from employers. Get insights from a diverse panel of students about the good, the bad, and the ugly. Discover more about their internship, education, interview experience, and what they seek from their first employer. We're bridging that gap between university and industry, and you'll get first-hand, up-to-the-minute advice and insights directly from students.
Self-advocacy ensures employees have the resources they need, can use their strengths, and can put them to work for the betterment of the organization and themselves. Beyond organizational career development, the employee must take responsibility for communicating needs and celebrating accomplishments. We'll talk about soliciting support, ensuring personal and company goals align, and building a supportive team. Ensure every voice is heard!
The essence of lifelong learning and ongoing professional development is curiosity. Employers need to enable innovation to experience continued success. How do leaders foster curiosity and a continuous learning culture at work? Upskilling, reskilling, technology, and artificial intelligence have changed how many people learn, develop, and work. How can we use AI correctly to benefit individual development and organizational enhancement?
Breakout Sessions
Education, Beg, Borrow & Share | Keith Olander, Executive Director, Agcentric
We invite college & university staff and educators to this closed session to share ideas, discuss challenges/successes, and form connections with colleagues in higher education. Learning from each other and having a colleague to call in the industry is invaluable! College/University/Educator Track.
Generational Differences at Work | Jennifer Duffy, Senior Human Resource Manager, Bell and Evans
Though we've highlighted generational differences for years, time tells us that the workplace is evolving with Gen Z in the workforce and Baby Boomers retiring. So, what are the new workplace dynamics? We'll look at today's new generations of staff in the workplace and how we can work together and collaborate, including a discussion of cross-generational mentoring. Appropriate for ALL tracks.
Mental Health initiatives and well-being programs are becoming increasingly important for all employees. We'll examine mental health awareness, first aid, and well-being program development and implementation. Learn how to support staff, especially employees in high stress agricultural roles or working long, seasonal hours. HR Track.
Recruiting Seasoned Talent | Claire Giancola-Belmares, Certified Careers & Change Catalyst Coach, True North Talent LLC
While other recruiting sessions focus on students or early talent, this will delve into recruiting experienced talent. How do you find these elusive passive candidates? There is also a hidden or forgotten workforce and immigrants to connect with. we'll discuss unique methods for this talent group and differences and how they differ from entry-level recruitment. Recruitment Track.
Talking Total Rewards: Pay Focus | Theresa Gridley, Director of Total Rewards, The Wenger Group
Salary is just a component of total rewards, but it is the perceived primary component for many candidates and employees. Discover the emphasis today's workforce places on pay transparency and how you can ensure your competitiveness. HR & Recruiting Track.
S.T.I.R Dinner: Socialize, Talk, Interact, Remember | Stephen Ritz, Founder, Green Bronx MachineYour Roudntable ticket includes this evening of S.T.I.R. (Socializing, Talking, Interacting, and Remembering) for networking, good food, and fun you won't want to miss!
Keynote Sessions
In a fiercely competitive labor market, agribusiness employers seek creative solutions to tap into alternative sources of talent to meet their hiring needs. Immigration can be vital to a company's ability to achieve its workforce development objectives, as full-time and seasonal work visas are available. This session will discuss the immigration strategies, tools agribusiness employers can leverage, sponsorship and STEM degree programs, and pitfalls to avoid in maximizing adherence to best practices.
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Performance management has evolved into a cornerstone of effective leadership. Today's workforce desires real-time feedback and positive reinforcement. Explore how strategic performance management not only nurtures talent but also molds emerging leaders, creating a culture of excellence and continuous improvement. From setting clear expectations to nurturing top talent, learn how performance management techniques serve as catalysts for organizational and team strategy, the review process, evolving KPIs to OKRs, and supporting recruiting and retention through performance management.
We need to understand WHO is the future of agriculture and start planting the seeds with younger students. What age do we start introducing the agri-food industry to youth to grow the talent pipeline? The earlier, the better! To feed the pipeline, we must reach students before graduation and launch into college, training, or work careers. How to connect with middle and high school youth, recruiting the next generation. How are we engaging these students?
Agriculture is a place for everyone. Inclusion means that all employees feel valued, respected, and included regardless of their identity, background, or ideology. It means all employees have equal access to resources & opportunities. With new legal developments, employers focus on the "I "I" of DEI- Inclusion. There are objective, proven metrics to demonstrate ROI on these programs that benefit employers. As the industry concentrates on diversity and equity in recruiting, employers must also create an inclusive workplace to maintain a diverse staff. Learn strategies for promoting inclusion in the agriculture industry, creating an inclusive workplace, and how to overcome barriers to underrepresented groups.
Breakout Sessions
Developing a Culture of Excellence | Neal Horrom, Chief Operator Officer, Mercer Landmark
How do you create a culture employees are proud to be a part of? In this case study, we';; hear about the Make Your Mark program to support a culture of excellence at Mercer Landmark. The organization invested in a 4 tier pillar program to develop, perform, innovate, and grow, creating an internal and external cultural transformation. Design a workplace culture that retains employees and attracts the right people. HR Track.
Insights into the School-to-Work Transition | Jean Drasgow, Director of Career Services, University of Illinois at Urbana-Champaign, College of ACES
The transition from student to first full-time job can be overwhelming but fabulous! What is meaningful for college students in their early adjustment to work life? What do they wish they had known and didn't know? What were the significant factors influencing their success? How can employers and educators help students and recent grads navigate the transition? We'll delve into qualitative research that answers these questions. Appropriate for ALL Tracks.
The benefits of succession plans go far beyond the organization; a clear and detailed success plan benefits the employees and develop programs for long-term sustainability? We'll examine tactics to involve those retiring or who may leave, such as a fractional leadership and knowledge sharing. For those moving up, we'll talk about internal talent mobility, what it takes to attract, create and develop future leaders, and the succession programs new grads desire, including management and unique leadership development programs. Recruiting & HR Track.
Employees often focus on the salary portion of total rewards, but additional benefits can really add up. Learn about creative perks and benefits to attract candidates and retain employees. We'll examine structuring benefits programs in the modern workplace. Discussion will also focus on how to "sell" and communicate the benefits to prospective and current employees, including how to provide personal finance guidance to understand and utilize benefits. HR & Recruiting Track.
The working genius model by Patrick Lencioni has six types of productivity: learn to identify and leverage innate talents to build a better team and lead to a more fulfilling work-life. This session requires you to purchase the Working Genius Assessment ($20) and take it before attending. Our certified trainer will take you through using your work genius and discovering what brings you joy and energy in your work. You'll also leave with ways to implement this tool in your workplace. AgCareers.com will email instructions for taking the assessment after registration. Appropriate for ALL Tracks.
