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July 10-11, 2013
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Payroll Systems incorporate human resource management (HRM) with payroll, tax information, child support, compliance, time and attendance and payroll technology. Stay up to date with the latest Payroll practices, technologies and legislation.

Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

Conference Webcast Schedule
Phil Scharf, Regional Representative(

Payroll compliance and processing is an integral operation of any organization, small or large. Whether it be staying abreast with efficient software processing or ensuring the proper forms at the right times are complete on behalf of the workforce, a payroll professional must deliver.
The Institute for Human Resources (IHR) concentrates on the payroll function and recognizes this mastery in trade. Payroll professionals are acknowledged for processing payroll, taxation, compliance, immigration forms, and retirement, to name a few.

Whether your payroll services are internal or out-sourced, this function entails many aptitudes and complexities that will further be revealed during this two day virtual conference.

Join the Payroll IHR for a two day educational conference discussing
• Retirement and the Success and Pitfall of Plan Sponsorship
• Social Media in the space
• Payroll as a key strategic partnership
• Technology Toolkit to Manage ACA
• Global Payroll
• Temporary Workers

The Institute for Human Resources (IHR), the certification and accreditation process arm of, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

This webcast will open the Payroll Virtual Conference and define how to become a recognized expert in the field of payroll through certification and re-certification programs available only at

Ary Rosenbaum, Lawyer(The Rosenbaum Law Firm)

An interesting and entertaining discussion about the rules and regulations concerning retirement plans and how HR Directors of plan sponsors can avoid turning their retirement into a human resources disaster. The discussion will be about the Internal Revenue Code and ERISA rules concerning fiduciary responsibility and tips on how to make a retirement plan a positive employee benefit. This is an essential course for any human resources professional who works with their employer's United Stated based retirement plan.

The course will teach tips on how human resource directors can avoid having their ERISA covered retirement plans turn into a human resource disaster and instead, turning their retirement plan into a valuable employee benefit that can help recruit and maintain employees. The course can minimize fiduciary liability and increase plan participation. It will be a basic introduction to retirement plans, fiduciary responsibility, and employer contributions. It will also advise about what communications should be sent to retirement plan participants as well as which retirement plan provisions should be included in the plan document. This course is an essential element in helping h.r. directors helping turn their retirement plan around as well as what steps to avoid in handling their retirement plan and avoid making it a liability pitfall for the employer.

While this retirement plan course will talk about the legal ramifications of retirement plans, it will do so in an easy to understand language with practical, easy to understand tips on what to do and what not to do in handling retirement plans.

Lori Loridon, Director, Payroll and Tax Compliance(Sage)

The buzz about social media and mobile applications and the potential to help (or hinder) HR/PR professionals and their responsibilities is undeniable. The impact of social media has grown too big for businesses to ignore. It’s changing the way we use the Internet, communicate with friends and business colleagues, interact with corporations (or customers), gather information and make decisions.

These capabilities open the door to changes in processes and strategies which in turn enable productivity increases and efficiency gains. Next year, payroll and timekeeping are expected to equal or overtake recruiting as the top HR use for smartphone apps. This tells us that mobile native software is starting to stick.

In determining the right social media policy for your business you must also comply with the laws on discrimination, data protection and the health of employees.

There has been a rise in conduct issues with regards to social media and the consequences of a lack of a social media strategy or policy at work. Without clear rules and a code of conduct, problems can arise with confidentiality issues, unauthorized disclosure, loss of productivity, employee dissatisfaction, virtual harassment and even criminal conduct!

This session will explore how HR/PR professionals can effectively use mobile applications and social media to best maximize the benefits while minimizing the potential risks associated with the use of these new communication vehicles. From an HR/PR perspective, it can be hard to tell if social media is your friend or your foe.

One thing is clear: The time to adopt social media strategies and policies for your business is right now.

Anna Sefuiva, Payroll & HRIS Manager(IAG New Zealand Limited)

More often than not payroll is seen as a backoffice function that offers nothing more than paying employees. After all doesn’t the system do all the work? After more than 25 years in the payroll profession I question myself as to why this is still the case in so many organisations.

In many countries payroll has no formal qualification unlike Accounting and Human Resources. This in itself has organisations believing that the payroll function can be done by anyone with little or no training. How do payroll professionals see themselves, do they think they offer more than just paying people? Why do Executives, Senior Leaders and Human Resources or Finance Managers not take this function more seriously? Does it matter that as a payroll professional you don’t understand what is happening out in the wider payroll community after all it doesn’t impact on paying employees within your organisation?

At IAG NZ the payroll team is part of the wider People and Culture Team where their contribution is valued and over the past 8 years, they have built up their profiles within the organisation and gained credibility with the flawless execution of a number of significant projects.

Networking has been a major influence on how we operate and as a team we know we are not perfect but thinking outside of the traditional payroll square on how to lift our profiles and utilise the information available to us has shown our Exec and Senior Managers that our function needs to be seen as key component of strategic partnering.

Christian Valiulis, Marketing and Sales(APS Payroll)

Since the signing of the Affordable Care Act (ACA) in 2010, employers have seen many changes occur. The most significant mandates will be rolling out in 2014 and will affect all employers one way or another. While many employers may know what steps need to be taken to prepare, they may not understand how these mandates will change their business policies on a granular level.

The ACA has many employers in a frenzy over how to handle the tracking and reporting of employee hours of service, whether to provide coverage to all full-time employees or pay penalties, and where to even begin tracking and managing for these looming provisions.

These provisions will require employers to completely rethink their business processes and will require much more time spent on tracking and reporting. This will be very challenging, particularly for employers using manual processes, spreadsheets, or older systems for tracking employee information. As a result, applicable large employers are recognizing the importance of having a streamlined system in place to make these tasks more manageable.

In this webinar, we will discuss the challenges many employers face with impending ACA mandates going into effect next year, as well as solutions to help applicable large employers meet these challenges head on, streamline the processes that will be involved, and win the compliance battle. These requirements are not going away, so it is vital to start assessing how these challenges in tracking and reporting will be handled, as well what strategy your company will adopt.

Richard Pikowski, HR Consulting(RDJP LLC)

Global Payroll is not a Myth. It’s a Journey. Hear firsthand why global payroll veteran Rich Pikowski believes that a fully compliant and globally consistent multinational payroll program is not a myth, but a journey, a journey that begins with a roadmap. Learn how a strategic roadmap is the key that will open the door to your successful global payroll journey.

One main driver of a successful payroll program is the implementation of the proper technology platform. It needs to be flexible and scalable enough to capture data from an organization’s internal systems such as finance, time & labor, vendor systems, etc., process gross to net across the organization’s footprint and then provide globally consistent reports for integration back into the organization’s G/L.

Along with the right technology solution, strategic steps must be taken to administer international payroll funding, mitigate exposure to global HR risk and gain access to globally consistent payroll reports. The total solution has to take a holistic approach, beyond the global HR and payroll department, including finance, technology and risk management and equally important, engagement with regional and local HR teams and strategies for finding the right global payroll talent and resources.

Global payroll is complicated but with the proper planning across a company’s global organization, challenges can be overcome and fragmented processes can be transformed into a standardized system of record.

Join Global Payroll veteran Rich Pikowski as he takes you through his own global payroll journey. Richard is a strategic, global HR leader with extensive, high impact service delivery experience covering payroll, benefits, data management, compensation, policies, budgeting and risk management who has led transformational initiatives in each of these areas.

Bill Inman, President(W Workforce)

Research indicates that one third of the U.S. workforce is now comprised of contingent workers, who are sometimes referred to as freelancers, contractors or temps. In fact, the U.S. Bureau of Labor Statistics show that the temporary services industry added almost ½ million workers and accounted for 91% of total job growth from June 2009 – 2011.

However, payrolling this emerging workforce can present its own set of challenges, with companies often misclassifying workers and misunderstanding employment laws relating to temporary workers. Unfortunately, simple mistakes can prove very costly, opening companies up to expensive and time-consuming litigation.

Our virtual conference - led by Emergent President, Bill Inman - will alert you to the risk of independent contractor misclassification and many other common (and costly) mistakes made when payrolling and employing temporary workers, touching on Wage and Hour laws (including state specific forms, Fair Labor Standards Act, Meal Penalty and Rest Violations) as well as W-2 processing, Tax Remittance
Work Comp Code Misclassifications, Unemployment Claims Management and much more.

If your company currently utilizes contingent workers or plans to increase its usage of this type of worker in the near future, you should attend this conference.

Emergent is part of a family of companies that is one of the largest employers of contingent labor in the US, employing hundreds of thousands of workers each year for companies nationwide, including many Fortune 100 clients. Our team of payroll, legal, HR, risk management and operations professionals are some of the most experienced in the contingent workforce industry today.

Sponsors for this event:

IHR Certifications
Are you becoming an industry expert?    Each One Hour Webcast on is reviewed and can qualify for an Institute for Human Resources credit.    The Institute for Human Resources Certification Program provides HR Professionals with an opportunity to specialize in one vertical or domain, making them an Industry Expert.   Each of’s webcasts are reviewed and evaluated against the verticals/domains criteria, and one credit hour can be applied to the appropriate vertical or domain.   For more information regarding the IHR Certification Program, please click here or visit:
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