Webcast:
In the global economy, a sense of optimism has returned. Or has it? Many corporations are recording record quarterly earnings. On the other hand, net job creation remains minimal. In the U.S., stock market indices have risen for two straight years to levels last seen around the time of Lehman Brothers’ 2008 collapse. At the same time, gold is surging as a hedge against economic turmoil. One day, a company like Starbucks announces plans to double its growth rate, particularly in China. The next day, fears of a China growth slowdown roil global markets. Domestic unemployment remains very high yet, while at the same time, companies report talent shortages in their most mission-critical skills.
What does this era of contradictions require of talent managers as they ponder talent acquisition, development, engagement, and retention? What tactics and technological developments will be front-of-mind for enabling a total workforce agile enough to aggressively act on growth opportunities yet compact enough to allow for cost management? This webcast will offer the cautiously optimistic talent executive a window into a future that remains clouded in contradictions.
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Presenters
Leah Reynolds is a consultant, writer and speaker with a passion for maximizing young
and experienced talent in the workplace to achieve greater bottom-line results. Leah
conducts change strategy and employee engagement consulting work in conjunction with Roberts Golden Consulting, where she is Senior Vice President and Principal
Consultant.
A particular area of focus for Leah is helping leaders realize the benefits of engaging young talent, such as enhanced ability to sell to Gen Y customers, increased application of technological efficiencies and improved collaborative and inclusive work practices. Leah is a former national lead for Generational Talent Strategies at Deloitte.
Prior to Deloitte, Leah held senior roles with Watson Wyatt and Towers Perrin (now Towers Watson), gaining a deep knowledge of reward and HR strategies. Leah understands the employer value proposition that young and experienced workers are looking for and what today’s organizations need to do in order to recruit and engage top talent.
Leah is creator of the Emerging Workplace Profile™, an assessment tool that enables organizations to identify and prioritize future-focused talent initiatives. In 2008, Leah was named “Communicator of the Year” by the International Association of Business Communicators for her thought leadership and contributions to the profession. She holds an M.A. degree in organizational communication from Eastern Michigan University.
Monica Pons is a talent acquisition professional with domestic and international experience in Fortune 100 companies. As Director of Talent Acquisition for NBC Universal, Pons leads a recruiting team responsible for talent acquisition to support all business units and company brands including USA, Bravo, Oxygen, iVillage, CNBC and Telemundo. In addition, Pons launched and implemented the executive search model group for the media company leveraging best practices around processes, candidate development and research strategy. Since her arrival at NBC Universal in 2006, Pons has successfully identified and recruited industry-leading experts across all functional areas including general management, sales, marketing, programming, business development and finance across traditional and digital media business lines. Prior to this role, she led strategic sourcing for NBC Universal and Time Warner focusing on sourcing and recruiting diverse executive talent. Furthermore, Pons held leadership communications positions for Ford Motor Company in Detroit, New York and Madrid where she led consumer, brand, corporate and crisis communications. Pons received a Michigan Journalism Fellowship Award at the University of Michigan in Ann Arbor, a Master's in Communication from Fordham University and a Bachelor of Arts in Journalism from Universitat Autonoma de Barcelona.
Roshny is an experienced talent management specialist, having held various positions in talent development, recruiting, and university relations at General Mills, Motorola, Inc., and most recently, W.W. Grainger, Inc. In her current role as Director of Global Talent Management at W.W.Grainger, Roshny is responsible for architecting and implementing global succession planning and performance management processes and tools. Roshny's key areas of expertise include succession planning, performance management, coaching and mentoring, talent development, rotation program management, university relations, and change management. Roshny holds a Masters Degree in Human Resources and Industrial Relations from the University of Illinois at Urbana-Champaign and a B.A. in Spanish from Emory University in Atlanta, Georgia. She is a certified Feedback Provider for Personnel Decisions International’s 360 Profilor Tool and is also certified in Lominger International’s Learning Agility Assessment process. Additionally, she is a Certified Change Management Coach. Roshny is also an active member of the Society of Human Resources Management (SHRM) and the HR Management Association of Chicago (HRMAC). As an active community servant, Roshny serves on the Board of Directors as President and as the Founder of the HR Advisory Group for CareerPlace, a non-profit organization that helps those in job transition learn the skills needed to launch and maintain a successful job search.
Michael manages recruitment technology and assessment strategy for Sprint and directs recruitment services for the Network Operations, IT, Product Development and Wholesale divisions. The Sprint staffing team leverages innovative and industry leading strategies to implement world class recruitment and selection processes. In addition, Michael serves as an internal consultant with a focus on job analysis, needs assessment, selection system design & validation, performance management, optimizing technology in the hiring process, and the recruitment and sourcing of top talent.
Throughout his career, Michael has helped organizations redesign recruitment and selection processes to better leverage technology and human capital, introduce alternatives to inefficient and ineffective assessment strategies, and better equip managers to make sound hiring decisions. Michael has written articles and presented at conferences on numerous topics including innovations in assessment, internet-based testing, measuring selection and hiring ROI, assessment centers, adverse impact, banding, job analysis, performance evaluation, and managerial assessment and development.
Michael attended the University of Maryland where he earned his Master of Science degree in Psychology. Michael started his career in industrial/organizational psychology as a "Beltway Bandit" consultant in the Washington, DC area. He later joined the civil service sector where he worked at both the Federal and City/County levels, before returning to the private sector. In addition to his role at Sprint, he serves as an expert advisor to the Human Capital Institute (HCI) Talent Acquisition Community, as well as an adjunct faculty member in the KCKCC Psychology Department.