Christopher Haak CCP, GRP

Director – Global Compensation & Retirement Benefits
Holman Enterprises

Chris Haak brings over 20 years of experience in Total Rewards, working in industries ranging from pharmaceuticals to manufacturing to financial services. He enjoyed a diverse set of experiences over that time in a career that has shown him to be a go-to resource for executives and HR leadership on compensation- and benefits-related matters.

Chris currently leads the compensation and retirement benefits functions at Holman Enterprises, an international automotive sales and services company with operations in 4 countries and employing nearly 7,000. At Holman, he built a compensation department from the ground up and executed a strategy of aligning compensation programs and practices across six diverse business segments. Chris also has responsibility for managing the company’s retirement benefits, which consist of a 401(k) plan and a legacy pension plan.

He is a member of WorldatWork, where he maintains Certified Compensation Professional (CCP) and Global Remuneration Professional (GRP) certifications. Chris holds a bachelor’s degree in management from Lebanon Valley College and an MBA from Villanova University.

Check out the incredible speaker line-up to see who will be joining Christopher.

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Day Two: Monday, March 25, 2019

Monday, March 25th, 2019

4:30 PM HR’s Role in Retirement Planning: Providing Transition Support and Financial Education, Earlier

With the extensive wave of retiring baby boomers and pensions nearly extinct, HR and Total Rewards professionals are beginning to question whether the 401K is an adequate benefit to support post-career preparedness. Employees facing retirement are often uncertain about the strength of their financial plan, which is compounded by the significant impending life-style change they are facing. However, these concerns are rarely addressed by companies. This session will address:

•What responsibility Human Resources staff should have in ensuring both the financial and emotional preparedness of retiring employees?

•Beyond retirement planning websites: Innovative retirement preparedness to establish the adequacy of their financial resources

•Is it ever too early to discuss the transition? Introducing social and financial retirement education earlier in an employee’s tenure

•Offering alumni benefits programs for early retirees who do not yet qualify for Medicare