Larry Brand

CHRO
Elkay
Larry Brand is Chief Human Resources Officer at Elkay Manufacturing, a global producer of sinks, water delivery systems, cabinets, and scullery with over 5,000 employees worldwide. He is a versatile HR executive with leadership experience serving CEOs, Board of Directors, and leadership teams. With over 20 years of business experience with increasing levels of responsibility, Mr. Brand compels leadership and boards to adopt business driving people strategies. He is an accomplished leader of talent, strategy, mergers & acquisitions, and board of directors relations. Prior to his current role, he was Chief Human Resources Officer for Sparton Corporation (NYSE: SPA), an industrial manufacturer. Mr. Brand holds an MBA in Management and a BS in Business Administration from the University of Evansville in Evansville, IN and also holds SPHR and SHRM-SCP certifications.


6:20 PM Innovating Succession Planning Strategies to Identify and Prepare Next-Gen Leadership

Next-gen leaders in the new work environment must be prepared to take on entirely new roles that often were not forecast through traditional pipeline planning, even a couple of years back. As a result of an ever-accelerating pace of change in the workplace, leaders must now be prepared to manage a more dispersed and diverse global workforce, collaborative networks of teams, and leverage big data to make key business decisions. 

Diversifying your succession planning strategies will help mitigate the risk associated with unprepared leaders, and help you identify and prepare a talent portfolio with key capabilities throughout the organization; talent which linear pipeline planning would have missed. Join this panel to hear how top-notch organizations are preparing next-gen successors. Topics will include:

  • Strategically sourcing candidates that will bring competitive advantage; including internal hiring
  • How to ensure executive hires have the right culture and peer fit with the way their team works
  • Redesigning compensation packages to motivate and retain leaders based on performance
  • Fostering an adaptive mind-set and enabling exposure to different projects within the organization
  • Flexibly planning and designing non-traditional succession planning outcomes around the key talent you have rather than the perceived talent you need