Juan Guerra

Vice President, Total Rewards
Deckers Brands

Juan Guerra is a human resources executive with experience in Total Rewards, Operations, & Technology Leader for publicly-traded and privately-held companies with gross revenue from start-up to $2+ billion and employee bases up to 30,000 employees. Juan’s industry experience spans consumer products, financial services, agriculture, and outsourcing/consulting services. His credentials include an MBA & MHR from ULM & Rollins College and outstanding graduate in Economics from ULM. He is also a Board Member at CALM and an active HR function contributor. Juan’s areas of expertise include serving as a Total Rewards advisor to management and compensation committees, global career framework, global compensation design and management (Board of directors, executive, broad base, and variable), technology and digital HR transformation; and HR shared services and payroll.

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

Download The Latest Agenda

Day One: Sunday, March 24,2019

Sunday, March 24th, 2019

10:30 AM Maintaining the Strategic Vision While Balancing Multi-Generational Employee Segments

Rapidly shifting employee demographics is one most significant changes affecting compensation and benefits innovation and management. Depending on the employee, rewards perceived as valuable can range from traditional benefits such as stock options, retirement planning, 401Ks, or HSAs to emerging benefit trends such as flex-time, on-demand assignments, student loan repayment assistance, and career-pathing. In this session, we will share insights and experiences in:

•Acknowledging compensation expectations and preferred benefits of incoming talent while valuing those of tenured employees

•Merging Baby Boomer and the Gen Y employees: What we have learned, what we would do differently

•Determining the widest number of offerings your company culture and budget can sustain

•Employee surveying for balancing their preferences with budgetary and administrative limitations

•Knowing when to draw the line: Creating competitive rewards while staying true to organizational culture and long-term goals