You attend meetings to network. At NAREIM, we honor the investment of your time by ensuring our networking, activities and content is focused on helping you build personal relationships with peers, who are facing the same challenges and opportunities as you. 

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The NAREIM Talent Management meeting is just the place to build genuine relationships and friendships.

 

Small group discussions and roundtable sessions is the key to our content. We provide networking opportunities through content - and not just through breaks and lunches. Our focus is on friendship and discovering the personality behind the corporate name. And of course, NAREIM is about candid conversations. You come to NAREIM to learn - and share. NAREIM is about the sharing of best practice ideas, solutions, challenges and opinions. It's a place to explore new ideas among peers and friends. That will be no different in 2022.

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As we work to develop our roundtable and group discussion content, we are committed to ensuring your time is well-spent. We invite you to come join fellow talent and HR leaders.

the 2021 talent management meeting covered: 

Day One - October 19, 2021

3pm-5:15pm ET

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• 3pm: Welcome comments by: ​Brandy Fulton, SVP, Human Resources, Carmel Partners 

 

• 3.05pm: Live Feedback on Return to Office Plans

  • Polling and benchmarking: Review results from July Return to Office Poll and kick off discussion with an updated poll to compare return to office plans across firms.

  • Group discussion: What’s working and what’s not, after significant returns to the office? 

  • Trend forecast: How will firms that require a full return to office need to adapt for 2022? How will end of year bonuses impact return to office plans?

• 4.00pm: Retention Strategies Post-Return to Office: Small-Group Workshops with Whole-Room Discussion Breaks​

Format: 30-min breakout room discussion: Breakout groups of no more than 6 people. Room leaders will take notes. Followed by 10-min reporting back discussion: Breakout room leaders report back to the whole room on their key takeaways​

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• Topic A: Embedding DEI initiatives in HR and across whole-firm processes and culture 

  • How are you using turnover as an opportunity to increase the diversity of your teams?

  • What measurable steps are you taking in your DEI strategy? 

  • What are your goals re: DEI for the next 12-24-36 months?

  • What processes or strategies around DEI would you like to implement in the next year, that you are not currently implementing?

  • What isn’t working?

• ​Topic B: Learning and development strategies

• • ​Which strategies are proving efficient? Which ones aren’t working as well?

  • What new tools are you using to better understand, engage and retain your employees? How are you applying these in training and development, and with what results?

  • Which operational challenges are you facing with onboarding as a significant percentage of employees return to offices?

  • How are you defining checkpoints for new hires?

  • How are you retaining employees as a defensive strategy?

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• 5:15pm: Closing comments by: ​Sherrida Traynham, Senior Vice President, HR, Clarion Partners 

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Day Two - October 20, 2021

3pm-5pm ET

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• 3pm: Welcome comments by: Justinn West-Wheatley, HR Business Partner, BentallGreenOak

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• 3.05 pm: Total Rewards Trends & Impact on Returning to Office: Post-Pandemic Market Realities, Compensation Benchmarking & Retention Strategies

  • 2-3 consultants discuss total compensation and benefit trends post-Covid and highlight recruitment and departure rates within real estate investment management, 1-hour, 15 mins presentation by each firm followed by open-room Q&A​

    • Introduction by: Jillien Miller, Human Resources Coordinator, Waterton Associates

    • Presentations by:

      • ​Carrie Khan, Senior Director, Willis Towers Watson

      • Erin Green, Managing Director and Head of Management Consulting, Ferguson Partners

      • Austin Morris, Managing Director, Compensation Consulting, Ferguson Partners 

• 4.20pm: Managers-only, post-discussion best practices sharing​

  • Have regional differences in compensation disappeared?

  • What adjustments and changes will you need to make in your recruitment process in order to stay competitive?

  • How are you executing on-campus recruitment? What is working, and what isn't working?

  • Will you be able to trade compensation for flexibility? To what extent is that feasible in today's labor market?​

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• 5pm: Closing comments by: Deena Goodman, Director, Human Resources, PGIM Real Estate