Four Seasons Resort and Club Dallas at Las Colinas
November 07 – 09, 2022

Pre-Conference Event | Monday, November 7

12:30 PM – 5:00 PM
Bank Compensation Workshop
Sponsored by: Blanchard Consulting Group and Chartwell Partners
The Bank Compensation Workshop provides an up-to-the minute, hands-on, interactive overview for compensation committee members and HROs. The objectives of the pre-conference workshop are to equip participants to perform effectively and sustainably in their roles, to provide confidence in the execution of their duties and to give all attendees context in order to maximize their overall conference experience. To view the workshop agenda, please click here.

5:00 PM – 6:00 PM
Bank Compensation & Talent Conference Welcoming Peer & Guest Reception
All workshop and conference attendees gather to network and enjoy conversations with their peers.

Day One | Tuesday, November 8

7:00 AM – 8:00 AM
Breakfast & Registration
Sponsored by: Kaplan Partners

8:00 AM – 8:10 AM
Day One Welcome
Michelle King, President, Bank Director
Laura Schield, Chief Operating Officer, Bank Director
Bank Director welcomes attendees to the annual Bank Compensation & Talent Conference.

8:10 AM – 8:40 AM
A Snapshot on Key Banking Issues
Laura Hay
, Lead Consultant, Meridian Compensation Partners, LLC
Susan O’Donnell
, Partner, Meridian Compensation Partners, LLC
Moderated by: Dan Kaufman, Partner, Meridian Compensation Partners, LLC
A friendly Jeopardy game competition highlights hot and timely topics that are important to a bank’s Human Resources department and board of directors.

8:40 AM – 9:10 AM
Regulatory Update – Washington is Awake Again!
Todd Leone
, Partner, McLagan
This session focuses on various regulatory matters and where they stand today. The fall of 2022 is expected to be very active with two Dodd-Frank provisions covering both clawbacks and a new Pay-for-Performance exhibit. In addition, we are expecting to potentially have a new Human Capital Management update. Many of these may be effective for 2023. Come to hear what is important to your bank and what may be coming in the future.

9:10 AM – 9:40 AM
Ideas to Create Value Within Transformative Events
Anthony Eppert
, Partner, Hunton Andrews Kurth LLP
Transformative events come in all shapes and sizes (e.g., M&A event, retirement of a key employee, capital raises, etc.). The purpose of this presentation is to share ideas on how compensation can be structured so that when a transformative event later occurs, the key employee is properly incentivized towards increasing shareholder value. To that end, some of our discussion points include: (i) smoothing the transition triggered by a key employee retiring; (ii) how to initially set terms within a new or revised executive contract so that the key employee has individual negotiation power when the bank later sells in an M&A event; (iii) for privately-held banks, how to use an ESOP to create a tax-advantaged liquidity program for the trading of compensatory equity awards; (iv) raising capital and using an ESOP as a partial solution; and more!

9:40 AM – 9:55 AM
Refreshment Break

9:55 AM – 11:20 AM
Peer Exchanges: Key Compensation Conversations
Off-the-record peer exchanges, exclusive to banker attendees, allow those from similar, non-competitive institutions the chance to meet in closed-door sessions for candid discussions around compensation issues. Groups are determined by title, type of institution (private or public) and asset size of the bank.

Compensation Committee Chairs and Members may discuss topics such as:

  • What metrics have you built into your short- and long-term incentive plans?
  • Does your compensation committee work with the board’s audit/risk committee to make a determination on compensation risk, and how does that process work?
  • Does your bank have anti-hedging, pledging policies or clawback policies?

Human Resources Officers may discuss topics such as:

  • What are the biggest challenges your bank is having with executive compensation?
  • How do you and your staff support the compensation committee?
  • What types of performance measures do you use in your incentive plans for executives in your bank?

CEOs may discuss topics such as:

  • What comparative data do you use to guide salary decisions throughout your organization?
  • Do directors at your bank receive any other benefits beyond cash and/or equity compensation?
  • How does your bank use cash-based incentives throughout the organization at all levels?

Bank Chairs may discuss topics such as:

  • How do you structure the committees on your board – and how is the director pay affected by those committees’ roles?
  • What steps has your board taken to comply with the federal guidance on compensation risk?
  • Does your bank have a board retirement age?

11:20 AM – 12:20 PM
Networking Lunch

12:20 PM – 1:45 PM
Peer Exchanges: Finding & Developing Talent
The same groups of similar attendees meet in closed-door, off-the-record peer sessions for candid discussions around the issues of talent.

Compensation Committee Chairs and Members may discuss topics such as:

  • What is the trajectory for young talent in your organization?
  • How do you work with your Human Resources department?
  • Do you have an emergency succession plan in place in the event of a sudden departure of your CEO or other key role on the senior team?

Human Resources Officers may discuss topics such as:

  • Is there anything that your bank has done that would be helpful to share with the group around best practices related to talent acquisition?
  • How do you balance your duty to the board and your duty to senior management, and how do you handle conflicts between the two when they arise?
  • Are you considering or has your bank implemented a Universal Banker in branches?

CEOs may discuss topics such as:

  • What percentage of your senior management team will retire in the next five years or so, and do you have a succession plan in place?
  • What are the key roles that cannot be filled inside your bank?
  • What does your bank do to retain talent?

Bank Chairs may discuss topics such as:

  • Do you have a workable succession plan in place for your CEO?
  • How is your bank developing next generation talent?
  • How is your board addressing talent management and succession planning matters?

2:00 PM – 2:40 PM
Breakout Sessions

Breakout I: Making the Most of Your Bank Officer Titling Practices
Kathy Baron, Principal, Pearl Meyer
Karen Butcher, Managing Director, Pearl Meyer
There are both opportunities and potential pitfalls when it comes to structuring officer roles, determining titling structures and making promotion decisions. In this age of heightened talent retention concerns, the need for consistent, steady leadership and transparency at all levels in a financial organization is high. This session shares recent survey data on how peers are approaching job titling overall and offers ideas on how your institution can examine its own structure to ensure it is working to benefit your bank.

Breakout II: Key Considerations for Compensation and Equity Programs
Lynda Crouse, Partner, Troutman Pepper Hamilton Sanders LLP
Shannon Patterson, Counsel, Troutman Pepper Hamilton Sanders LLP
Your company’s compensation and equity programs are impacted by a number of important legal and other considerations. This panel presents a discussion of hot topics for board members and senior management to consider when evaluating current programs and planning ahead for 2023 compensation.

Breakout III: The Evolving State of ESG
Gayle Appelbaum, Partner, McLagan
The growing focus on environmental, social and governance considerations, the impact of Covid-19 and related considerations by investors, employees, customers and society are driving companies and their boards to re-evaluate their policies, action plans, disclosures and board oversight of ESG. What are banks doing to develop and successfully implement a meaningful Human Capital Management strategy? What are the most effective ways to embrace board of director diversity? This session covers today’s best practices, expectations and challenges as banks attempt to navigate this critical area.

2:40 PM – 2:55 PM
Refreshment Break

2:55 PM – 3:35 PM
Breakout Sessions

Breakout I: Adapting Compensation Programs to a New Competitive Landscape
Stephen Grossi
, EVP, Chief Human Resources Officer, Triumph Bancorp, Inc.
Dan Kaufman, Partner, Meridian Compensation Partners, LLC
Moderated by: Susan O’Donnell, Partner, Meridian Compensation Partners, LLC
Banks today compete in a broader talent market, which has become more competitive than ever. This session discusses: (1) emerging challenges attracting, motivating and retaining talent; (2) how bank compensation programs are evolving; and (3) how fintech is impacting bank compensation programs. We discuss items such as the possible impact on peer group selection, compensation benchmarking, incentive plan design and internal pay equity concerns.

Breakout II: ESG Metrics: Are They Right for Your Bank’s Incentive Plans?
Shaun Bisman, Principal, Compensation Advisory Partners
Mike Bonner, Principal, Compensation Advisory Partners
Liz Herron, Head of Executive Compensation & Benefits, KeyBank
Marko Piedmont, AVP, Reward Senior Analyst, Citizens Financial Group
Companies are increasingly focused on environmental, social and governance (ESG) issues. As companies continue to define their ESG strategies and determine how to achieve them, we have seen an increase in the use of ESG metrics in incentive plans. In the banking industry, we have seen the largest banks incorporate diversity, equity and inclusion (DE&I) metrics into their incentive plans. But are ESG metrics right for your bank? In this session, we discuss the factors banks should consider when evaluating whether to incorporate DE&I and other ESG metrics in their incentive programs. We also include examples of how leading banks have incorporated DE&I metrics into their incentive plans.

Breakout III: CEO Pay Ratios, Do They Matter?
Christie Summervill, CEO, BalancedComp, LLC.
How does your CEO-to-typical-worker compensation stack up? While some see the information as an aid to its organizing efforts, many business advocates claim that the new disclosure gives a misleading and confusing view of CEO compensation and some HR managers contend it is burdensome to calculate and interpret.

3:45 PM – 4:00 PM
Addressing the Challenging Compensation Landscape
Flynt Gallagher
, President, Newcleus Compensation Advisors
Emily McCormick, Vice President of Research, Bank Director
In this session, we share insights from our annual Compensation Survey.

4:00 PM – 4:30 PM
Make Your Existing Benefits BETTER – At A Lower Cost
Flynt Gallagher
, President, Newcleus Compensation Advisors
Sean Kelly
, President – Retirement and Wealth, Newcleus
What is your bank already doing, and what can your bank do to hire and retain the talent needed to succeed?

4:30 PM – 4:55 PM
Technology Solutions for Talent Issues
Your next executive hire may have more to do with tech than banking. In this session, we explore how talent needs have changed due to technology trends.

4:30 PM – 4:35 PM
Demo Intro

4:35 PM – 4:45 PM
Demo I:
Precise Salary Grades & Ranges Backed By Industry Experts
Christie Summervill, CEO, BalancedComp, LLC.
Hear about the industry-leading salary management software, designed specifically for banks and credit unions. The BalancedComp program gives you financial reporting that shows all base and incentive pay in one simple and easy-to-use dashboard.

4:45 PM – 4:55 PM
Demo II:
Turning Frontline Staff into Digital Banking Experts
AJ Pratt, VP Business Solutions, LemonadeLXP
See LemonadeLXP demo its proven recipe for driving digital fluency amongst both staff and customers.

4:55 PM – 6:00 PM
Networking Peer & Guest Reception


Day Two | Wednesday, November 9

7:00 AM – 8:00 AM
Sponsored by: McLagan

8:00 AM – 8:10 AM
Day Two Welcome
Michelle King, President, Bank Director
Laura Schield
, Chief Operating Officer, Bank Director
Bank Director welcomes all attendees back to the second day of presentations.

8:10 AM – 8:40 AM
Know and Grow Your Talent: Linking Talent Management to Retention
Kathy Baron
, Vice President, Pearl Meyer
Loreen Lagatta
, Principal, Pearl Meyer
Many banks are grappling with the “great reshuffle” – a fallout from the global pandemic. Executives and employees at all levels are reassessing their career goals and work-life balance. Do you have the best retention strategies in place to keep leaders engaged, motivated and developing, to ensure a healthy talent and succession pipeline? In this session, we explore ways organizations can differentiate themselves when competing for talent and create retention strategies beyond pay and benefits. The discussion includes: being proactive about succession planning and identifying high-potential employees; improving culture and investing in diversity, equity and inclusion programs; and creating individualized development plans that will engage and grow leaders and high potential employees.

8:40 AM – 9:10 AM
The War for Attracting Talent in Banking: New Realities, New Strategies
Alan Kaplan, Founder & CEO, Kaplan Partners
Talent has become the defining element for success in today’s highly competitive and evolving industry. Now more than ever, bank leaders and board members need to adapt to the new realities of the talent landscape and craft strategies to differentiate and succeed in the battle for employees. This session provides insights into best practices in the evolving talent market.

9:20 AM – 10:00 AM
Breakout Sessions

Breakout I: Generational Update – Where Values Converge
Flynt Gallagher, President, Newcleus Compensation Advisors
Your workforce includes 4 distinct generations, but are they really that different now? What has changed?

Breakout II: Beyond Cash Compensation
Mike Blanchard, CEO, Blanchard Consulting Group
Matt Brei, President, Blanchard Consulting Group
This session focuses on both compensation and non-compensation related benefits and perquisites offered to employees throughout your bank. We start by exploring the typical long-term incentives and benefits offered to executives that include such items as real equity, “synthetic” equity, deferred compensation, agreements and other perquisites. Next, we discuss other employee-focused benefits such as PTO, tuition reimbursement, flexible work schedules and other compensatory and non-compensatory benefits. The goal is to summarize what is happening outside of the standard cash compensation levels of salaries and annual cash bonuses/incentives.

Breakout III: Overlooked Benefits That Can Help Banks Provide Incentives For Their Key People
Bradley Burdick, Vice President, Business Development, NFP Executive Benefits
Ken Derks, Managing Consultant, NFP Executive Benefits
Trey Deupree, Senior Consultant, NFP Executive Benefits
Learn how to protect your most valuable employees by offering support that truly cares for your workforce. While the business disruption of losing one of your top-tier workers to injury, illness, or competition is difficult enough on its own, some benefits can leave a compensation gap for your high earners, undermining the welfare of your bank and leaving your affected executive out in the cold. Keeping your most important employees on staff is a different kind of risk management. Most compensation planning efforts ignore various compensation elements offered by the bank that can discriminate against the high wage earners. As part of the Compensation Committee’s responsibilities, they should be aware of the discriminated benefits and the overall loss of value to the executives. This session focuses on some of the overlooked benefits that can help banks provide the incentive their top employees need to stay.

10:00 AM – 10:15 AM
Refreshment Break

10:15 AM – 10:55 AM
Breakout Sessions
Additional sessions to be announced.

Breakout I: Scaling Your Bank’s Leadership for the Future
Dr. Julie Bell, Director, Leadership Advisory, Chartwell Partners
Sean O’Neal
, Principal, Chartwell Partners
Scott Petty
, Managing Partner, Chartwell Partners
Executive search and talent consultants from Chartwell Partners offer detailed plans on elevating the critical skills and competencies across the C-Suite and middle management in areas such as strategic planning, effective leadership and digital adoption. Participants of this interactive breakout session walk away with a blueprint for building teams that accelerate and enable aggressive growth in this hyper-competitive market.

Breakout II: Board Performance Surveys & Evaluations
Bethany Corum
, Chief Operating Officer, Capital City Bank
Don Hileman, Executive Chairman, Premier Financial Corp.
Moderated by: Jackie Wall, Vice President of Bank Services, Bank Director
In this session, new directors learn about the basics related to overall board performance and evaluation of the board.

11:05 AM – 11:45 AM
Addressing the Talent Gap
Jenny Augustine
, Vice President and Talent Resources Director, ConnectOne Bank
Penny Camp, EVP, Chief People Officer, Bank Independent
Eric Thompson, EVP, Chief Human Resources Officer, Vantage Bank
Moderated by: Naomi Snyder, Editor-in-Chief, Bank Director
Banks are struggling to find the talent they need in a tight labor market. Hear from innovative senior leaders at banks about what they’re doing to address the problems of finding great talent in the current market.