HR Leadership Conference
People underscore everything in the A/E/C industry, requiring HR leaders to tackle some of the most difficult questions facing firms in the space. To foster a continued dialogue around these questions, EFCG has been hosting its annual HR Executive Conference since 2010. Each year, HR leaders come together to share their insights and learnings on HR strategies, policies and metrics as well as the impact of broader current events. All this is augmented by EFCG’s data and expertise in business and financial analysis, which leverages our extensive industry and HR-specific proprietary database.
The 2021 EFCG HR Executive Conference will be held May 20-21. Due to the continued uncertainty surrounding COVID-19, this conference is currently scheduled to be virtual and hosted on a high quality, interactive platform. EFCG is continuously evaluating the current health and safety risks of in-person events and will finalize whether or not this event will be held in person at least 2 months in advance. Our first priority is always the health and safety of our attendees. We appreciate your understanding as we navigate these uncertain times. If the event is virtual, participants will have access to session recordings on demand after the event.
EFCG’s 2020 HR Executive Conference was hosted on a virtual platform from September 15-17. A series of 12 highly interactive sessions were conducted, allowing attendees to experience the same meaningful knowledge exchange and insights found in our previous HR Executive Conferences. A summary is available, with each session taped, allowing access to the presentations and panelist remarks from CHROs and HRDs.
For more information about our 2021 HR Executive Conference or to learn how you can gain access to our 2020 HR Executive Conference sessions on demand, email Dimitri Milionis at email@example.com.
To learn more about EFCG’s Talent Strategy Practice, email Talent Strategy Practice Lead and Managing Partner Julie Hasiba at firstname.lastname@example.org. This practice helps firms improve their people strategy. Leveraging EFCG’s proprietary HR and compensation industry data as well as best practices from both inside and outside the industry, EFCG helps firms identify how to best keep and develop their valued talent. EFCG regularly works with A/E/C firms to assess the effectiveness of their organizational design, benchmark their compensation and incentives structure against industry standards, and shape their talent strategy to support their larger strategic goals and adapt to new challenges.
May 20-21, 2021
All participants are required to complete two detailed surveys, one focused on HR benefits, policies, costs, and strategies, and the other focused on company-wide compensation.
HR Survey Metrics
Diversity, inclusion initiatives, employee turnover, medical benefits/plans/costs, work environments, flexible work schedules, maternity/paternity leave, 401k and retirement benefits, ESOP benefits, paid-time off / vacation, life insurance, other benefits, HR impact on growth and profitability, HR performance measures, leadership development and training, and mentoring.
Compensation Survey Metrics
We have detailed compensation metrics for ~100,000 engineers, scientists, project managers, construction managers, etc. for ~80 A/E/C firms with $186 billion of aggregate revenues
Compensation metrics typically include: salary, cash performance bonus, ESOP bonus, signing bonus, referral bonus, spot bonus, long-term compensation (including stock bonus, stock options, deferred compensation, pension benefits, etc.), and other quantifiable benefits
Positions include: Executive officers (CEO, COO, CFO, CHRO, CIO, EVP, SVP, Controller, General Counsel, Marketing/Business Development, Safety, M&A), non-executive directors, project managers (I, II, and III), program managers, regional/division/profit center managers, engineers (Engineer I through Chief Engineer II), scientists (Scientist I through Chief Scientist), construction managers (CM I through CM VI), craft/technicians and other part-time staff, and board of directors
Additional criteria for benchmarks: by gender, by revenue responsibility, by location (regional or city), and by discipline (e.g. architecture, chemical, civil, electrical, environmental, geotechnical, mechanical, process, structural, transportation, or water/wastewater, biology, ecology, geology, hydrology, toxicology, urban planner),
All attendees receive confidential, industry-aggregated data reports and presentations.
Firms of Recent CHRO Speakers
(in alphabetical order)
Barge Design Solutions
Moffatt & Nichol
SNC Lavalin / Atkins