Approximately 40 senior HR and learning executives will be participating at IMPACT 2011. These speakers have been carefully selected by Bersin & Associates analysts, who know them to be market leaders and innovators. You’ll learn much from their experiences, perspectives, and real-world advice.
Executive Speakers & Panelists
Betsy Allen is no stranger to the fast-paced world of talent acquisition. After spending 10 years as a headhunter, Allen transitioned into the world of corporate talent acquisition. She spent the past eight years on the global talent teams for two $1B+ industrial organizations. After four years as a senior recruitment specialist at Tower Automotive, she now is the talent leader for Actuant Corporation in Milwaukee, WI. Actuant has had great success with recruitment branding, “scalable” sourcing strategies, recruitment process management, and implementation of the organization’s first-ever online onboarding program.
Allison Barber is responsible for the development and training of Starwood associates across Starwood Hotels and resorts. She oversees Starwood’s talent strategy, performance management, leadership development, associate engagement, and learning & development. In 2001, she spearheaded the design and launch of a unique Service Culture program that was introduced to over 150,000 associates in over 100 countries, supporting the repositioning of Starwood’s nine brands. Barber was also instrumental in the creation of an online tool designed specifically for tracking Six Sigma projects and helped create a unique methodology for transferring best practices around the world.
Daniel Bejnarowicz is responsible for overseeing the development of educational materials and curricula on the use of standards, market regulatory requirements and the application of safety science. Bejnarowicz joined UL in 1989 and spent 15 years working throughout Europe specializing in hazard-based safety engineering, risk analytics, and medical devices. Bejnarowicz is currently working with a number of global academic organizations to introduce safety standards education for a variety of technical disciplines and is in process of developing supporting textbooks. For more than 115 years UL, has provided technical expertise to manufacturers in 102 countries to help them build safer products for their customers. Through a combination of courses, online training, white papers, books, safety videos, live Web-delivered programs and facilitated workshops, UL University offers training solutions customized to fit the need of UL’s businesses and customers’ businesses in virtually anywhere in the world.
Over the last ten years Tom Barfield has led initiatives to create processes and technologies to improve the performance of Accenture’s 200,000 people. Tom has championed the integration of Accenture’s training and knowledge sharing programs under the umbrella of learning. From a social learning perspective, Tom has led efforts to move Accenture from a departmental to enterprise approach that has included the implementation of enterprise standard processes and technologies. Recently, Barfield’s team has focused on approaches to motivate knowledge sharing and integrating collaboration and content approaches to simplify the end user experience.
Theresa Brasile leads the HR information management team and holds overall business ownership of HR products and technologies. In the last year under Brasile’s leadership, Marsh & McLennan Companies successfully completed two company-wide HR technology initiatives & the implementation of a new global talent management system that launched to all 50,000 employees across 70 countries, and the upgrade of the HRIS platform to the latest supported version. Prior to joining Marsh & McLennan, Brasile was with JPMorgan Chase for 20 years, where she worked on various large-scale implementations across HR, compensation, benefits and total rewards.
L.J. Brock is responsible for developing talent pipelines to support Red Hat’s high-growth enterprise software business, leading the design and implementation process for Talent Management programs, as well as overseeing HR Operations. Prior to joining Red Hat, he led recruiting in the U.S., Canada, and Latin America for Experian, where he redesigned its recruiting operations in North America and led the development of in-house recruiting capabilities in Latin America. Prior to Experian, he worked at Sapient Corporation, a global consultancy, where he led the team responsible for manager through vice president recruiting and co-launched a new RPO business for the company.
Linda Burness is responsible for developing and implementing Cozen O’Connor’s HR technology initiatives. She has over 10 years of HR experience in the areas of compensation, benefits, and HR technology and has provided these services in the financial, legal, and healthcare industries. Presently, Burness is working to implement a time and attendance system and a new HR system, which when complete will automate and improve many of the firm’s manual processes. Burness has also directed the integration of a firm wide performance management system and an onboarding application to simplify the firm’s procedures. Burness earned her bachelor of science degree in human resources management from Rosemont College.
Sam Buttigieg has over 10 years of leadership and project management experience in the HR field. He has designed and implemented programs for organizations with 100 employees up to 80,000 employees. Buttigieg has worked in the manufacturing, healthcare, higher education, and computer technology industries. He has implemented a number of HR/payroll systems including the UltiPro Suite, Peoplesoft, Oracle, Kronos, and Ascentis HR Office. Buttigieg has a master’s degree in industrial/organizational psychology from the University of Baltimore.
Cory Edmonds manages the human capital analytics initiative for the Armament Systems Group within Alliant Techsystems (ATK). He has worked as a project manager in HR technology implementations within learning and development, talent management, and workforce planning. Edmonds has a background in Statistics and applied several models used in other industries to predict the flight risk for ATK employees and modeled the impact that certain business decisions have had on the risk of losing top talent.
Jason Gallourakis leads Nationwide’s newly-consolidated corporate learning function, which provides learning solutions to more than 33,000 associates in the areas of leadership, business acumen, soft skills, onboarding, compliance and technology. Gallourakis previously led Nationwide’s IT Learning & Development organization. Prior to joining Nationwide, Gallourakis spent several years in HR and business leadership roles leading large-scale business transformations at companies such as Sterling Commerce, Cardinal Health, Express-Med and Phoenix Regional Medical Center. These experiences provided him the opportunity to leverage learning to achieve tangible business results. Today, Gallourakis leads Nationwide’s corporate learning function with the discipline of a business in order to enhance its alignment, efficiency and effectiveness.
John Hom has more than 20 years experience in the areas of strategic planning, sales force effectiveness and leadership development. He is responsible for talent management, leadership development and learning for Prudential’s international locations, which total 20,000 employees worldwide. Prior to this, he was with Merrill Lynch / Bank of America as Senior Vice President of Talent Management for four business groups representing 11,000 employees globally. Previously, Hom was with the Hay Group specializing in sales force effectiveness and top team strategy alignment and Salomon Brothers and Lehman Brothers focusing on corporate strategy and mergers and acquisitions.
Mary Karamanos is responsible for developing and implementing BDC’s human resources strategy. She is active in the community and supports a number of children’s charities. Karamanos has more than 20 years experience in strategic human resources and has held senior positions at Corby Distilleries in Canada and Allied Domecq Spirits and Wine U.S.A., Inc. She holds a BA in Industrial Relations from McGill University and the Certified Compensation Professional designation from World at Work.
In this role, she has corporate oversight of Chubb’s talent management activities and the direct management of the Talent Strategies Group, a corporate center of excellence which provides world-class talent management solutions in the areas of recruitment, strategic staffing, learning and development, performance management, succession planning, and career development. In her prior role, she was responsible for Chubb’s Learning and Development department which was recently centralized to leverage best practices throughout the organization. Bettina joined Chubb in 1997 with responsibility for leadership development. Prior to Chubb, she worked in HR Manager and District Sales Manager roles for several Fortune 500 companies, served as a Board Member of the Insurance Educational Association, advisory board for CCL and a member of Chubb’s Women’s Development Council.
Robert Kovach (Ph.D.) is internationally recognized for helping companies achieve growth objectives through developing leadership talent. He takes a business-centric and international approach translating objectives into winning talent strategies. Currently, Kovach leads the executive leadership effectiveness efforts for Cisco. Kovach has provided expert commentary for many publications including The Financial Times and The Times. He has authored more than 80 articles and four book chapters on leadership effectiveness and organizational development. He holds a doctorate in industrial-organizational psychology.
John (Jay) Longowa has more than 25 years of experience in sales, operations, human resources, training and organizational development. In the U.S. Marines he led the team that created a formalized train-the-trainer system for training and development schools and changed more than 100 years of formal lectures to a more facilitative learning environment. Upon retiring from The Marines he ran businesses and led a training and OD function at Sara Lee. Longowa currently works for Energizer Holdings, Inc. The main focus at EHI is Vision, Mission and Values culture work, implementing an Integrated Talent Management System and designing and implementing a Global Leadership Development Program.
Annmarie Neal, Psy.D. oversees succession planning, executive development and talent strategy globally for the company. Previous to her work at Cisco, Neal was the chief talent officer for First Data Corp. and also worked as a senior consultant for RHR International. She holds a doctorate in clinical psychology.
Kathy Nichols is primarily responsible for Booz Allen’s HR business partners across the United States. She also led Booz Allen’s people services organization through the redesign of its operating model, transitioning to an Integrated talent management model. Her background includes over 20 years in human capital consulting and HR management. She has worked with organizations across multiple industries to improve their HR service delivery.
Clint Nolen is responsible for management and oversight of Human Resources technology, reporting, and workforce analytics. Prior to joining the Hunt organization, Clint served as Director of Business Technology and Senior Consultant in several industries including Energy, Utilities, and Manufacturing. He holds a Bachelor of Science in Industrial Distribution from Texas A&M University and a Master of Business Administration in Finance from Southern Methodist University.
In a career spanning more than 30 years, Kevin Pennington has served in senior HR leadership and corporate administration roles within the telecommunications, petroleum, retail, medical, and manufacturing fields in a variety of business settings. Prior to Rogers Communications, he was senior vice president of human resources for Agere Systems, a spin-off of Lucent Technologies, which was a global semi-conductor company that serves the storage, wireless data and telecommunications market. Pennington holds a master of science in human resources and a bachelor of science in behavioral management from Shippensburg University.
Donna Parrish is responsible for providing strategic direction for the design, management and implementation of global, multi-mode leadership and workforce development curriculum while ensuring alignment with the ever-changing requirements of the business. Lockheed Martin is a global security company that employs about 133,000 people worldwide and is principally engaged in the research, design, development, manufacture, integration and sustainment of advanced technology systems, products and services. Donna has also served in leadership roles in the areas of HR Business Partner, Labor Relations, and Compensation. In addition to her time with LM, Parrish was also a Director for The Kroger Co. and a Regional Training Manager for T.J. Maxx Co.
Jane Pierce joined ADM in 2008 as director, Performance Management and later assumed learning and development responsibilities. In 2009, she was promoted to vice president, talent and organizational development and assumed responsibilities for attracting, retaining and developing talent. Responsibilities within her teams include college relations, global learning and development and executive talent development and succession. Pierce received a bachelor’s of science degree in organizational behavior and leadership from the University of San Francisco in San Francisco, California.
Joe Pokropski led the project team that conceived, developed and delivered a major change program for the training department now known as the Thomson Reuters Knowledge Network. Over his 20 year career in training related roles, Pokropski has led L&D departments in 3 global companies. He has advocated for “learning at the speed of need” by encouraging learning professionals to push beyond traditional methods and establish a new consortium of thought leadership noting that, “We consume news, entertainment and education in ways vastly different than we did just five years ago. Today’s customers demand the same immediacy and choice from their learning.”
Laura Ann Preston-Dayne
As part of Kelly’s Talent Management and Leadership Development team Laura Ann Preston-Dayne (Ph.D.) is responsible for creating and executing a global development strategy for Kelly’s People Managers. She provides leadership development support for coaching and executive assessment efforts and is involved with talent segmentation and succession planning. Prior to joining Kelly Services, Preston-Dayne worked as a consultant for Personnel Decisions International where she provided talent management, assessment, coaching, and development services to Fortune 500 clients.
Mary F. Slaughter
As CLO, Mary Slaughter has enterprise responsibility for learning and development strategies, supporting technologies, and corporate university operations. SunTrust Bank (STI) is a financial holding company that provides deposit, credit, trust and investment services to a wide range of retail, corporate and institutional clients across the United States. Slaughter and her organization support 30,000 U.S. teammates and an offshore workforce of 3000+ partner employees across Asia, North and South America. As part of her talent management role, she drives executive and senior leadership development, focused on the firm’s business transformation in the midst of rapidly changing industry and regulatory environments.
Robert H. Sachs’ role includes responsibility for strategies to develop the leadership talent needed to lead Kaiser Permanente into the future. This includes executive development and succession management for the organization. He co-manages the Executive Leadership Program, a four-week, custom executive education program at the Harvard Business School. Sachs also convenes the National Learning Leaders (NLL) from across the organization. This group represents the learning functions in Kaiser’s Regional and Functional operations. The NLL works to develop effective, efficient and integrated high impact learning systems, processes and solutions that can be leveraged across the enterprise. Prior to joining Kaiser, Sachs was vice president and managing director of the Hay Group.
Sarah St. Clair
Sarah St. Clair leads a team of HR Business Partners specializing in career and performance management, assessments, employee relations, engagement and employee motivation. In addition, she has focused on many strategic people, firm wide efforts in recent years including: the stand up of a new career development model, revamp of the firm’s competency model, development of a belting program and engagement initiatives for senior staff as part of the firm’s Change Agenda. Other roles Sarah has held during her nearly 17 years with the firm include recruiting, international HR support and leadership of Booz Allen’s former Commercial business HR Team with a particular focus on revamping their HR support model.
Brad Samargya is responsible for employee, partner and customer training world-wide. He has over 25 years of experience in managing global training and consulting businesses. His team was recently named to the CLO Magazine Learning Elite. Prior to joining CA he ran global learning for Oracle/Siebel Systems and Sybase, Inc. Samargya also held a senior management position in the Educational and Professional Publishing Division at McGraw-Hill, Inc. He started his career at Price Waterhouse where he spent over eleven years supporting several Fortune 100 clients. He graduated from Pennsylvania State University. Samargya is also a certified public accountant and currently resides in Carlisle, Massachusetts.
Andy Snitz leads the talent teams for Darden’s multi-brand portfolio of 1800+ restaurants in North America, including Red Lobster, Olive Garden, LongHorn Steakhouse, The Capital Grille, Bahama Breeze and Seasons 52 restaurants. In 2007, Andy orchestrated an enterprise alignment of all company staffing activities into the Darden Talent Acquisition Center of Excellence. With over 35 years of experience in the restaurant industry and 15 years at Darden, Snitz is currently focused on implementing strategies related to talent acquisition systems, assessment tools, social media/branding and HR staffing dashboard analytics, to optimize ROI for the HR Talent Acquisition Center of Excellence at Darden.
Great companies have a culture of highly engaged people committed to a common set of values and goals. Jeff Stepler leads the development and implementation of innovative staff and manager engagement strategies through leadership development, communications, staff recognition and new media solutions in training. The Cheesecake Factory is a $1.6B publicly traded company with 30,000 employees, operating 163 full-service, upscale casual dining restaurants throughout the United States under three concept brands (The Cheesecake Factory, Grand Lux Café and RockSugar Pan Asian Kitchen). Prior to joining The Cheesecake Factory, Stepler was senior vice president of learning and leadership development at the Bank of America.
Jim Stewart is responsible for all facets of training for the Teradata Corporation. In his current role, Stewart is a member of the marketing leadership team, reporting to the executive vice president of marketing. Stewart has more than 22 years of experience in sales, consulting, marketing, and learning in the high-tech sector at NCR and Teradata. As an innovative leader, Stewart is known for bringing new ideas that align the learning function to the needs of the business while maximizing efficiency and effectiveness. He joined NCR in 1988 after twelve years in the financial industry having held increasingly executive-level positions.
John Sumser is the editor and founder of HRExaminer, a web daily that covers key HR Issues. Sumser is also a principal at HRxAnalysts, a firm devoted to the measurement and understanding of brands and customers in HR. In 1993, Sumser launched the first independent firm that tracked the evolution of online HR. He sits on a variety of boards and consults with senior leaders in the HR vendor community on strategic issues.
Lori Sweere is responsible for overseeing all aspects of human resources, including compensation and benefits, talent management, leadership and employee development, rewards and recognition and organization development. Throughout her tenure in human resources, Sweere has had a particular focus on building enterprise-wide change management capability and leveraging those skills to facilitate widespread adoption of development, diversity and succession planning programs. Prior to joining UnitedHealth Group in 2007, Sweere was executive vice president, human resources, for CNA Financial Corporation, in Chicago, Ill.
In her role, Jennifer Terry-Tharp is focused on strategic management and execution in the areas of talent attraction and operations. She has successfully deployed a centralized sourcing model that in practice leverages scale, enacts governance, and unifies the employer brand experience for AT&T. Throughout her career, Terry-Tharp has successfully fulfilled a variety of leadership roles, providing for a well-rounded and robust knowledge of staffing & HR process, employer branding, digital advertising, recruitment tools & technology, media planning, and diversity programs.
David Vance founded Caterpillar University in 2001 and was president until 2007. During his tenure, he received many awards, including Corporate University Leader of the Year and CLO of the Year. Caterpillar was ranked number one in the 2005 ASTD Best Awards and was ranked Best Overall Corporate University in 2004 by both Corporate University Xchange and the International Quality and Productivity Council. During his career at Caterpillar, Vance also served as chief economist and head of the business intelligence group. Vance recently founded Manage Learning LLC. He is the author of The Business of Learning: How to Manage Corporate Training to Improve Your Bottom Line.
Michael VanDervort is a human resources strategist at Publix Super Markets, providing internal consulting services on matters related to human resources, as well as conducting research for “think-tank” projects on human resources and employee relations issues. He is also a member of the Smartbrief on Workforce Advisory Board, and the SHRM Special Expertise Panel on Labor Relations. With two decades of HR experience at some of the top Fortune 500 and Great Place to Work employers, VanDervort is best known for his unique voice and perspective on the quickly changing world of human resources, labor relations, and social media.
Robert Vulpis leads the learning and development organization for Morgan Stanley’s Global Operations Division and has the mission to build a learning organization. In this capacity, Vulpis consults with senior management on identifying and closing development gaps, using a combination of competency-based assessments, learning and consulting protocols. As a senior talent management professional with organizations such as American Express, Avaya and Merrill Lynch, Vulpis focused on building talent and organization capabilities with a concentration on leadership and learning to ensure world-class employee engagement. Vulpis is known for applying business acumen, authenticity and integrity in order to deliver exceptional business results and customer satisfaction.
Akil J. Walton
Akil Walton (Ph.D.) is an experienced industrial/organizational (I/O) psychologist with 14 years of experience in talent management, organizational effectiveness, training and development, assessment and selection, and strategic human capital measurement. In his current role, Walton partners with senior officers and their HR executives to provide Eaton with a competitive advantage focused on talent and organizational culture. Walton provides strategic value through assessing and proposing organizational capability solutions designed to grow Eaton’s businesses through talent and effective HR processes. Walton’s specialty areas include organizational development, advanced statistical analyses, operational excellence and Six Sigma, and enterprise-wide HR Business Intelligence.
Linda White is responsible for aligning performance and learning solutions with Scotiabank’s strategic goals and external best practices. The group is accountable for bank-wide training programs, reporting on metrics, vendor management, learning infrastructure and technology and learning and performance processes and tools. Since 2004, Scotiabank has been listed by Training Magazine as one of the Top 125 Training Companies. White has worked in the Scotiabank family since 1984, in various marketing and training roles. White holds undergraduate and Master’s degrees in languages and is a Chartered Financial Analyst. She also holds a Certificate in Adult Education.
Preston Wilbur has worked as a learning professional for 17 years as an instructor, designer and a lead for major learning initiatives. He is presently working for CIGNA as part of the Learning and Performance Innovation Team and as the lead for the enterprise social networking team. Over the last several years, he has piloted a number of social learning and collaborative learning approaches and is currently involved in launching a rapid pilot project to deploy, test, and measure results for multiple social learning pilots running simultaneously. These pilots include projects to learn how to best socialize and deliver value using community-based social learning tools, mobile learning and real-time coaching and mentoring.
Bersin & Associates Analysts
Josh Bersin has worked with hundreds of companies to deliver high-impact employee learning, leadership development and talent management. In 2001, he founded Bersin & Associates to provide research and advisory services focused on corporate learning. Today, the firm is the “go to” source for learning and HR decision makers seeking product and market data, insight on trends and expert advice on enterprise learning and talent management.
Bersin is a frequent speaker at industry events such as the HR Technology Conference, the ASTD International Conference, and the Learning Technologies Conference. In addition, he has been a columnist since 2007 for Chief Learning Officer magazine and is a frequent contributor to other leading training and HR publications. He has been quoted on talent management topics in BusinessWeek, Harvard Business Review, The Wall Street Journal, Investor’s Business Daily, on BBC Radio and National Public Radio.
In 2010, Bersin was named by HR Examiner magazine among the “Top 100 Influencers in HR” and the “Top 25 Online Influencers in Talent Management.” Bersin also serves on the editorial advisory board for Workforce Solutions magazine and as a volunteer on the scholarship committee for the SHRM Foundation.
He is the author of The Training Measurement Book: Best Practices, Proven Methodologies, and Practical Approaches (April 2008, Pfeiffer) and The Blended Learning Book: Best Practices, Proven Methodologies, and Lessons Learned (October 2004, Wylie / Pfeiffer).
Bob Danna has more than 30 years of industry experience in human performance consulting, adult learning and associated management consulting services. At Bersin & Associates, he has been instrumental in launching the Advisory Consulting practice, developing the firm’s branded WhatWorks® methodologies, and delivering advisory support in talent management, enterprise learning, measurement, and technology selection to numerous research members.
Danna has held executive management positions with RWD Technologies, where he served as a vice president in the Enterprise Systems Group, responsible for operations in the U.S. and Asia-Pacific; at General Physics Corporation, where he held positions of executive vice president, group president and member of the board of directors; at Knowledge Management Solutions, Inc., where he served as executive vice president, COO and member of the board of directors; at Convene.com, where he served as senior vice president and chief customer officer; and at Resource Management International, where he served as senior vice president of the management and technical services practice. In these positions, he consulted with Fortune 1000 clients worldwide, with extensive experience in Asia-Pacific and Europe.
Danna also served as a naval officer on active duty at the Naval Nuclear Power School as a division director and instructor, and in the reserves, leaving the service after 12 years as a lieutenant commander. He holds advanced degrees in physics and engineering, is a registered professional engineer, and has published or presented more than 40 papers on a variety of management, technical and enterprise learning topics.
Barb Arth has more than 20 years of experience as a senior learning executive and consultant with experience in all areas of talent management – from leadership development to integrating learning strategy with other talent management modules and initiatives. Arth has worked with Fortune 500 companies on a wide variety of initiatives, such as the development and delivery of competency-based curricula and learning and measurement strategies for global organizations. In addition, she has direct working relationships with most major learning and talent technology providers.
Prior to joining Bersin & Associates, Arth held senior talent management positions at United Airlines, Motorola, Owens Corning, and LexisNexis. She also had principal level consulting roles with LearnShare, Arthur Andersen, and Thomson NetG. She holds a bachelor of science from the University of Illinois Urbana-Champaign and a MBA from Keller Graduate School of Management. She is currently pursuing her Ph.D. in organizational psychology.
Stacia Sherman Garr
Stacia Sherman Garr brings over five years experience in the talent management field to Bersin & Associates. Her expertise lies in leadership development, performance management, succession management, and employee engagement, based on a background of both HR consulting as well as instructional design work. Stacia brings a deep understanding of research design and process to her work, which she couples with strong business acumen.
Prior to joining Bersin & Associates, Stacia worked as a senior analyst for the Corporate Executive Board and as an adjunct history professor for Northern Virginia Community College. She holds a masters degree from the London School of Economics and bachelor’s degrees in history and political science from Randolph-Macon Woman’s College.
Steven Goldberg focuses on HRMS and talent management systems. His unique background includes senior management roles with responsibility for HR systems and talent management processes at several major investment banks in the United States and Europe. Goldberg also was responsible for PeopleSoft’s HCM product strategy and served as the company’s global HCM spokesperson.
With over 25 years experience in workforce transformation and HR technology, Goldberg designed and built an HR/benefits shared services center for a major industry consolidator; designed and managed bonus and succession planning processes for major global organizations; transitioned the HR service delivery models of several organizations from in-source to outsource (or vice versa); and co-founded both an applicant tracking solution company and a boutique consultancy focused on mergers and acquisitions.
Invited to the Human Capital Institute’s “2009 Executive Roundtable of 10 Respected HR Thought Leaders,” he is often published in HR Executive and Workforce Management magazines. He holds an MBA in HR and a BBA in industrial psychology.
As a principal analyst and director of HR and talent management research, Stacey Harris leads research in talent strategy, organization and governance, measurement, and total rewards areas. She has more than 15 years of industry experience in performance consulting, learning and development, and human resources, and has worked on various talent management and learning strategies for organizations of all sizes and across all industry segments, including KeyCorp, JoAnn Stores, NSA, McDonalds, Rockwell Collins, Pfizer, Lockheed Martin, Cisco Systems, GSK, Clorox, RW Baird, and Mars.
Her background includes experience leading enterprise-wide change management initiatives and technology implementations, business process alignments, and the design and implementation of integrated organizational effectiveness solutions including measurement strategies.
Prior to joining Bersin & Associates, Harris held leadership roles related to enterprise learning and organizational effectiveness with companies in retail and financial services segments. Her innovative work was profiled in Chief Learning Officer and Training Magazine. Additionally, she holds a masters of education from Kent State University and a bachelor’s degree from Ashland University.
Janet Clarey is a senior analyst for Bersin & Associates, and conducts research for our learning practice. Most recently, she served as technology editor for Elearning! Media Group. Previously, she was a senior analyst at Brandon Hall Research. Her background is in corporate training where she focused on instructional design and implementing competency-based technical training programs. Janet is an experienced virtual and classroom trainer/facilitator and courseware designer. She has served as project manager for several training initiatives, including the implementation of learning management and learning content management systems. She has an M.S. in Education from Capella University with a specialization in instructional design for online learning.
David Mallon directs Bersin & Associates’ research in learning, our practice area which includes learning governance, content development, informal learning, social networking, virtual learning, learning culture, and learning management systems. Mallon is responsible for major industry studies including High Impact Learning Culture, Learning Management Systems, and High Impact Learning Practices. He has more than a decade of experience in corporate learning strategies, programs, and processes, and in the selection and implementation of learning and performance solutions and related technologies. Mallon is a frequent presenter at key industry events such as those of ASTD and the e-Learning Guild.
Prior to joining Bersin & Associates, Mallon led the consulting services practice for a major LMS provider, where he and his team assisted hundreds of clients with the integration and alignment of solutions to critical business objectives. He has held several training and development positions with EarthLink, where he was responsible for overall learning strategy for its global call center organization. Mallon holds a masters degree in digital media with focuses on computer-aided distance learning and on storytelling in digital environments.
Karen O’Leonard has directed primary research and industry studies for Bersin & Associates since 2002. She is the principal analyst and author of the Factbook series, which include annual studies on corporate learning, talent management, and leadership development. Prior to joining Bersin & Associates, O’Leonard spent 15 years in research, product management, and corporate strategy for Silicon Valley companies such as Apple, Sun Microsystems, and eBay. She brings a solid background in statistics, research design, and methodology, together with a keen understanding of business issues, to her work at Bersin & Associates.
As principal analyst of Talent Acquisition, Sarah White focuses on Sourcing, Recruitment, & Onboarding of talent. Always on the cutting edge of industry shifts, she was an early online recruiting strategist, trained CEOs on the value of engagement & community pre- ”social media,“ and has worked with software vendors to push the boundaries of software for non-enterprise clients. Sarah has collaborated with numerous corporate HR departments and talent acquisition vendors to drive innovative recruitment strategies and develop integrated technology and new media solutions that reduce cost, save time, and improve quality of hire.
Prior to joining Bersin, Sarah has held roles in both agency and corporate recruiting and headed a consulting line as Director, Recruiting Strategies for MRA – The Management Association, the second largest Employer’s Association in the United States. Most recently she served as acting Chief Strategy Officer for the midmarket talent acquisition system, HRM Direct. Well-known in the online human resource and social media circles as the online personality @ImSoSarah, she has been named to Monster.com&rsquos 2011 list of Top 11 People to Watch, a Top 50 Online Influencer by Fast Company magazine in 2010, and has spoken at top global recruiting and interactive events including South by Southwest (SXSW). She holds a degree in Public Speaking from University of Wisconsin, Whitewater and has completed post graduate work at Cornell.