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The charter of the Human Resources Executive Council (HREC) is to advance the understanding and techniques of human resources management by providing opportunity for executives in the field to meet periodically and exchange ideas.
HUMAN RESOURCES EXECUTIVE COUNCIL (HREC) - 2023-2024 Officers and Leadership Board
PRESIDENT: Julie Sexton, Senior Vice President and Chief Human Resources Officer, Land O'Lakes, Inc.
VICE PRESIDENT: Kathy Arnold, Vice President, Chief Human Resources Officer, University of St. Thomas
IMMEDIATE PAST PRESIDENT: Felipe Lara-Angeli, Vice President Global Human Resources Operations, 3M
SECRETARY/TREASURER: Anne Obst, Consultant
MEMBERSHIP CHAIR: Julie Sexton, Senior Vice President and Chief Human Resources Officer, Land O'Lakes, Inc.
PROGRAM CHAIR: HREC Leadership Team Members
MEMBERS AT LARGE:
2023-2024 Meeting Dates - All meetings will be held in person at the Minneapolis Club from 5:30 to 8:00 p.m.
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2022-2023 Meeting Dates - All meetings were held in person at the Minneapolis Club from 5:30 to 8:00 p.m.
2021-2022 Meeting Dates - All virtual meetings were held via Zoom from 6:00 to 7:15 pm
The charter of the Human Resources Executive Council (HREC) is to advance the understanding and techniques of human resources management by providing opportunity for executives in the field to meet periodically and exchange ideas.
HUMAN RESOURCES EXECUTIVE COUNCIL (HREC) - 2023-2024 Officers and Leadership Board
PRESIDENT: Julie Sexton, Senior Vice President and Chief Human Resources Officer, Land O'Lakes, Inc.
VICE PRESIDENT: Kathy Arnold, Vice President, Chief Human Resources Officer, University of St. Thomas
IMMEDIATE PAST PRESIDENT: Felipe Lara-Angeli, Vice President Global Human Resources Operations, 3M
SECRETARY/TREASURER: Anne Obst, Consultant
MEMBERSHIP CHAIR: Julie Sexton, Senior Vice President and Chief Human Resources Officer, Land O'Lakes, Inc.
PROGRAM CHAIR: HREC Leadership Team Members
MEMBERS AT LARGE:
- Deb Broberg, Executive Director, RealTime Talent
- Carrie Heimer, Vice President and Chief Human Resources Officer, Red Wing Shoe Company
- Mary Kaul-Hottinger, Chief Human Resources Officer, CHS Inc.
- Margeaux King, Vice President, Chief Human Resources Officer, The Toro Company
- David Wheeler, Executive Vice President, Human Resources, International Dairy Queen
- Rick Clevette, Laura Gillund, Mike Meyer, Bob Nye
2023-2024 Meeting Dates - All meetings will be held in person at the Minneapolis Club from 5:30 to 8:00 p.m.
- Thursday, September 21, 2023 - Roundtable Discussion
- Thursday, October 26, 2023 - Professor Connie Wanberg, Carlson School of Management
- Thursday, November 30, 2023 - Jason Averbook, Mercer
- Thursday, February 8, 2024 - Cara McNulty, CVS Health
- Thursday, March 21, 2024 - Corie Barry & Kamy Scarlett, Best Buy
- Thursday, April 18, 2024 - Speaker/Topic TBD
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2022-2023 Meeting Dates - All meetings were held in person at the Minneapolis Club from 5:30 to 8:00 p.m.
- Thursday, September 22, 2022 - Welcome Back/Roundtable/Networking Discussion
- Thursday, October 27, 2022 - Elena Ochian and Mollie Saunders, Willis Towers Watson
- Thursday, November 17, 2022 - Matt Kucharski, President, Padilla
- Thursday, February 16, 2023 - Dr. Michael Osterholm, Director, Center for Infectious Disease Research and Policy, University of Minnesota
- Thursday, March 23, 2023 - Dr. Talee Vang, Vice President Health Equity, Hennepin Healthcare
- Thursday, April 20, 2023 - Rodney Young, CEO & President; and Kathie Eiland-Madison, Vice President Human Resources, Delta Dental of Minnesota
2021-2022 Meeting Dates - All virtual meetings were held via Zoom from 6:00 to 7:15 pm
- Monday, September 20, 2021 - VIRTUAL ONLY Speaker: Hari Abburi
- Monday, October 18, 2021 - VIRTUAL ONLY Speaker: Ravin Jesuthasan
- Monday, November 15, 2021 - VIRTUAL ONLY Speakers: Roundtable Discussion
- Monday, February 7, 2022 - VIRTUAL ONLY Speaker: Peter C. Evans, PhD, Caltech, "New Business Models Need New Talent Strategies"
- Monday, March 14, 2022 - VIRTUAL ONLY Speaker: Bryan Mattimore, Cofounder and Chief Idea Guy at the Growth Engine Innovation Agency, "HR Leadership in Innovation & Culture Transformation."
- Thursday, April 21, 2022 - VIRTUAL ONLY Speakers: John Boudreau, Senior Research Scientist and Professor Emeritus at University of Southern California Marshall School of Business, and HREC member Pete Ramstad, Principal at PMR Associates, "The Future of Work is Now: Implications for the HR Function"
Membership: The Human Resource Executive Council (HREC) is an invited membership organization. Corporate memberships consist of the senior HR executives from Minnesota-based companies having 1000 or more employees and at least $100 million in annual revenues. Other individual memberships are by invitation only. For more information about membership, please contact HREC at [email protected].
The following Twin Cities corporations hold membership in the Human Resources Executive Council (HREC).
The following Twin Cities corporations hold membership in the Human Resources Executive Council (HREC).
3M
Adolfson & Peterson Construction All Surfaces Allianz Life Allina Health AmesburyTruth APi Group Best Buy Blue Cross Blue Shield of MN C.H. Robinson Carlson CentraCare Health CHS, Inc. Delta Dental of Minnesota Donaldson Company Inc. E.A. Sween ECMC Group Ecolab Emerson Measurement Solutions Fair Isaac Corporation |
General Mills, Inc.
Graco H.B. Fuller Harris HealthPartners Hormel Foods Corporation International Dairy Queen Jack Link's Land O’Lakes, Inc. Liberty Diversified International M Health Fairview Mall of America Margaret A. Cargill Philanthropies Mayo Clinic McGough Construction Co. Medica Medtronic Mortenson Navigate Forward Nonin Medical nVent |
Pentair
Pohlad Companies Post Consumer Brands Prime Therapeutics RealTime Talent Red Wing Shoe Company Schwan's Company Second Harvest Heartland Securian Financial Group Slainte Group LLC SPS Commerce, Inc. The Toro Company Thrivent Trinseo LLC University of Minnesota University of Minnesota Physicians University of St. Thomas Uponor Wenger Corporation Wings Financial Winnebago Industries |
HR HUMAN RESOURCES EXECUTIVE COUNCIL
OPERATING PROVISIONS AND GUIDELINES Approved 4/1/91
Revised 10/94, 5/96, 7/06, 5/07, 9/10, 5/12, 8/13, 6/15, 07/17 , 07/19, 08/20, 08/23
I. Name: Human Resource Executive Council (HREC)
II. Charter: The charter of the HREC is to advance the understanding and techniques of human resource management by providing opportunity for executives in the field to meet periodically and exchange ideas.
The Human Resources Executive Council is a 501c3 organization.
III. Membership: Membership in HREC is targeted to approximately 50 organizations to ensure quality programming.
2. Is a direct report to the senior HR officer in a qualifying organization with revenue of $3 billion.
3. Has responsibility for all HR functions or a substantial portion of HR for organizations of 5,000 employees.
4. Has substantial experience in human resource management.
IV. Programming: Programming is designed to address the diversity of the member's interests, both in subject matter and meeting format. A typical program year for the HREC will include the following:
V. Organization Structure: The governance of HREC is provided by the members through a traditional set of officers, along with a succession plan to provide continuity.
VI. Finances: The HREC is an independent association of professionals who are committed to excellence in the practice of the human resources discipline. As such, members support the goals of the organization through dues and fees related to their category of membership and their utilization of the programs of the organization. In keeping with the nature and purpose of the HREC, operating costs and accumulation of assets is minimal. Major areas of expense are generally limited to the costs of conducting meetings, such as room, food and beverage costs, and administrative expenses. Limited expenses may also be incurred for web administration, audio-video services, office supplies and printing. Honoraria for speakers may be given when appropriate, but in general, material for meetings is supplied by presenters from the staff of member companies or individual members and those who might have an interest in sharing their resources with HREC.
The Secretary/Treasurer of the Leadership Board will conduct an annual audit of the finances of the organization, and will report to the membership in September of each program year on the status of the organization's finances.
Dues and Fees: The Leadership Board in consultation with the Secretary/Treasurer will establish dues and fees after review of the annual budget.
OPERATING PROVISIONS AND GUIDELINES Approved 4/1/91
Revised 10/94, 5/96, 7/06, 5/07, 9/10, 5/12, 8/13, 6/15, 07/17 , 07/19, 08/20, 08/23
I. Name: Human Resource Executive Council (HREC)
II. Charter: The charter of the HREC is to advance the understanding and techniques of human resource management by providing opportunity for executives in the field to meet periodically and exchange ideas.
The Human Resources Executive Council is a 501c3 organization.
III. Membership: Membership in HREC is targeted to approximately 50 organizations to ensure quality programming.
- Corporate Membership: This category is reserved for senior HR executives whose corporations or organizations have significant employee populations in Minnesota. There are two tiers of membership based on organization size. Member organizations with annual revenues over $3 billion will pay $750.00 in annual membership dues, which will allow them to have up to three official HREC members: the senior HR officer and up to two direct reports who have responsibility for significant portions of the HR functions in the organization. Organizations with annual revenues under $3 billion will pay $500.00 in annual membership dues. This option provides one membership for the senior HR officer of the organization. Corporate membership is not automatic, but senior HR executives of qualifying organizations will be sought out and recommended for membership with approval by the Leadership Board. Membership does not accrue to the employer of a departing member. However, a replacement candidate will be given first consideration for membership if the current member is in good standing, i.e., attendance, participation, etc.
- Corporate Organization Qualifications: Qualifying organizations must be a for-profit or not-for-profit company or corporation, subsidiary or major division, educational institution or government agency with significant interests or employment in Minnesota. The general guidelines for membership are revenues of $100 million and 1,000 employees.
- Corporate Member Qualifications:
2. Is a direct report to the senior HR officer in a qualifying organization with revenue of $3 billion.
3. Has responsibility for all HR functions or a substantial portion of HR for organizations of 5,000 employees.
4. Has substantial experience in human resource management.
- Retired Members: This category is for retired members of HREC who remain interested and involved in the HR discipline and who would like to participate. Retired members are not required to pay dues..
- Transitional Members: This category is reserved for members of HREC who have left their prior employment and have not yet joined another corporate member company. Typically this membership is limited to 12 months, but may be extended by the Leadership Board upon request of the member. Transitional members are not required to pay dues.
- At Large Members: This category is designed for persons engaged or employed in the HR discipline, but whose organization either doesn't qualify for membership, or doesn't want to be a corporate member. This would also include former members who want to stay active in the HREC but have moved to professions or organizations that would not qualify. Examples of this type of member might include: smaller company HR execs, HR execs from non-profits or governmental agencies, consultants in the HR field who were previous dues-paying members of HREC, etc. At large members are required to pay full dues. At large members are expected to refrain from any business marketing during meetings. Membership in this category will be reviewed periodically to ensure that individual members continue to be a good match for the organizations' objectives.
- Academic Members: Recognizing the long and productive relationship between the HREC and the Center for Human Resources and Labor Studies (CHRLS) at the University of Minnesota, this category of membership is reserved for full-time faculty members of the CHRLS who carry the title of Professor, Associate Professor or Assistant Professor. Academic members are entitled to attend all regular HREC meetings. Academic members are not required to pay dues.
- Emeritus Members: This category of membership is reserved for former members of HREC, from any membership category, who have distinguished themselves by their sustained, high quality work in support and advancement of the human resources discipline, and who have acted as role models for succeeding generations of HR practitioners. Emeritus members are entitled to attend all regular HREC meetings. Emeritus members will be nominated by the Leadership Board and appointed upon a majority vote of the HREC membership. Emeritus members are not required to pay dues.
- New Members: New corporate memberships will be actively solicited by the Leadership Board from all eligible organizations, with the goal of 100% participation of these organizations. Individual memberships will not normally be solicited, but will be considered upon application by the individual involved or recommendation by two or more corporate members. New members are announced in email communications to the membership, and will also be recognized during the welcome portion of the first meeting they attend.
IV. Programming: Programming is designed to address the diversity of the member's interests, both in subject matter and meeting format. A typical program year for the HREC will include the following:
- Regular HREC Meetings: These meetings are generally held six times per year. Meetings provide an opportunity for socializing, networking and camaraderie, along with a presentation on a topic of current interest. Meetings are typically held in the evenings from 5:30 to 8:00 p.m. and the venue will be determined by member preferences and program requirements. Cocktails and dinner precede the program and dialogue. Member-hosted meetings are welcomed. All categories of membership may attend these meetings.
V. Organization Structure: The governance of HREC is provided by the members through a traditional set of officers, along with a succession plan to provide continuity.
- President: The President of HREC presides over HREC meetings and introduces guests and speakers, welcomes new members, administers awards, chairs company roundtables, heads the Leadership Board and represents HREC to any outside agency or individual inquiry. The President serves a two-year term.
- Vice President: The Vice President fulfills the duties of President in the event of absence or resignation of the President, succeeds the President at the end of the two-year term and is a member of the Leadership Board. The Vice President serves a two-year term.
- Secretary/Treasurer: The Secretary/Treasurer keeps accurate records of members and their status, collects dues and fees, manages HREC accounts, pays bills and periodically reports financial condition to the membership, and is an active member of the Leadership Board.
- Membership Chair: The Membership Chair recruits and works with the Leadership Board to recruit new members, and provides information and orientation to them. The chair presents applicant recommendations to the HREC Leadership Board, serves a two-year term and is a member of the Leadership Board.
- Program Chair: The Program Chair is responsible for developing plans for regular meeting programs. The chair recruits speakers and presenters and provides arrangements to ensure their needs are met. The Chair solicits members for ideas about topics of interest, develops a program plan for Leadership Board approval, serves a two-year term and is a member of the Leadership Board.
- Administrative Support: Administrative support to the HREC is provided principally by the Secretary/Treasurer, who is an active member of the Leadership Board. In addition to serving as the Secretary/Treasurer of the organization, responsibilities include managing HREC communications and the HREC website, coordinating meetings, and other duties as required.
- Leadership Board: Consists of the five officers of the HREC, plus others the Leadership Board may choose to include for purposes of planning, leadership development or continuity. The Leadership Board is responsible for the operation of the Council and the overall planning and continued operation of the HREC. Activities include review and approval of program plans, budgets, dues and fees, nomination of candidates for Emeritus membership and proposed awards of merit to individuals or organizations as appropriate. Members are encouraged to participate on the Leadership Board. Nominations to the Leadership Board and officer positions will be accepted in April or during any month when a vacancy exits. In the absence of nominations, the Leadership Board may recruit a member to serve.
VI. Finances: The HREC is an independent association of professionals who are committed to excellence in the practice of the human resources discipline. As such, members support the goals of the organization through dues and fees related to their category of membership and their utilization of the programs of the organization. In keeping with the nature and purpose of the HREC, operating costs and accumulation of assets is minimal. Major areas of expense are generally limited to the costs of conducting meetings, such as room, food and beverage costs, and administrative expenses. Limited expenses may also be incurred for web administration, audio-video services, office supplies and printing. Honoraria for speakers may be given when appropriate, but in general, material for meetings is supplied by presenters from the staff of member companies or individual members and those who might have an interest in sharing their resources with HREC.
The Secretary/Treasurer of the Leadership Board will conduct an annual audit of the finances of the organization, and will report to the membership in September of each program year on the status of the organization's finances.
Dues and Fees: The Leadership Board in consultation with the Secretary/Treasurer will establish dues and fees after review of the annual budget.
- Members will be assessed annual dues in late August/early September. Change in dues structure will be recommended by the Leadership Board for membership approval in May. Members joining after September 1 will pay prorated dues.
- Members terminating membership prior to January 1 will receive one-half dues rebate if requested and no rebate if terminating after January 1.
- In September of each program year, the Secretary/Treasurer will report to the membership on income, expenditures and balances for that year.
History
It was in the early 1950s that Professors Herb Heneman and Dale Yoder of the University of Minnesota’s business school began discussing ways to improve the professional practice of Industrial Relations – their field of research and teaching. They concluded that IR practitioners would greatly benefit from sitting down together and discussing areas of common interest. Thus was born the Industrial Relations Executive Council (IREC).
At first, membership was made up of roughly 30 members of the top companies in the Twin Cities who had IR responsibility and who reported to the CEO of their companies. Practically speaking, it was a little like an IR Alumni Association for the University, as most practitioners were in fact graduates of the IR program at the University. Since the MAIR degree wasn’t offered until 1953, many of these executives had graduated with a BBA-IR degree. And many of them owed their placement to a good deal of help from Herb Heneman, who took a personal interest in placing his students.
It began with the members of the IREC, along with Professors Heneman and Yoder, getting together for dinner once a month, a practice that, like the University, took a break during the summer months. There was no formal agenda for these meetings except to share experiences and what we now call “best practices”, and to enjoy the company of colleagues who really understood the challenges of the day.
The IREC continued to meet as described above for many years, eventually expanding its membership to the top 50 companies. During the 1970s, by-laws were drafted, officers elected and often speakers were invited to address the group after dinner. Meetings were often held in the North Star Inn’s Rosewood Room. Later, meetings were held in the Minneapolis Club, a practice that continues to the present.
In the late 1980s, the name was changed to the present Human Resources Executive Council (HREC), reflecting the broadening role being played by those working in the industrial relations or personnel functions. At about the same time, the IRC began offering the MA-HRIR degree, replacing the MAIR.
Today, the names of many of the companies and individual members have changed, as well as the name of the IRC. But the goals of the HREC remain the same and the association between the Center for Human Resources and Labor Studies and the HR community continues to be an important link to professional HR practices.
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