HR Disciplines Panel

LIKE SAVE

Photo by iStock.

The HR Disciplines Panel is comprised of members with a variety of HR expertise. This allows for robust sharing of information in areas which they may not directly focus on in their day-to-day role. 

Panel Members

Chad Atwell
Senior Manager, Deloitte

Chad Atwell has over 20 years of experience in the field of Total Rewards. As a Senior Manager with Deloitte’s Human Capital Consulting practice, he helps customers design and deliver strategies for rewarding the workforce of the future. The subsidiaries of Deloitte LLP provide industry-leading audit & assurance, consulting, tax, and risk and financial advisory services to many of the world’s most admired brands, including 80 percent of the Fortune 500 and more than 6,000 private and middle market companies.

Prior to joining Deloitte, Chad was a Product Strategy Director at Oracle where he led the development roadmap for total rewards capabilities in its Human Capital Management Cloud. He also worked at Aon Hewitt as a Solutions Leader and has led many HR transformations, including the adoption of new operating models, technology platforms, shared services, external vendors and outsourced services.
Chad has a Bachelor of Science degree in Human Resources and a Masters of Science degree in Management from the University of Colorado. He has received the designation of Certified Compensation Professional and Global Remunerations Professional from WorldatWork and is a member of their faculty. 


Bill Thomas, SHRM-SCP
Managing Principal, Centric Performance LLC

Bill Thomas has 35 years of experience in HR management, operations management and consulting. Before joining Centric Performance in 2001, he spent 5 years with Dell Computers where he held a global HR executive role, and before that 15 years with PricewaterhouseCoopers where he held a national HR leadership role. In addition to his HR roles, Thomas was the co-architect of PwC's Client Service Excellence initiative and helped design and launch Dell's Customer Experience initiative.

At Centric Performance he works with start-ups, growth companies, Fortune 500's and non-profits to help them take their performance to the next level. Representative projects include: organization effectiveness reviews; performance management, compensation and P4P practices; leadership succession and talent reviews; employment branding and recruiting strategies; management training and executive coaching; customer and employee loyalty and engagement; user and customer experience / VOC initiatives; and building execution-based performance teams and cultures.

He is a long-standing member of SHRM – having served in top leadership roles at the local, state and national levels. His work has been featured in CEO magazine, ASQ's Quality Progress, Human Resource Executive magazine and others. Thomas is the co-author of "ANTICPATE: Knowing What Customers Need Before They Do" (Wiley & Sons), a book that helps leaders build an effective customer-focus into their growth strategy, develop the capabilities needed to execute it, and shape the culture needed to sustain it. He is also the creator of The Customer Focus Maturity Model ® and Value Chain Labs®, a cross-functional workout process used to align and improve teaming.


Danna Hewick, SHRM-SCP
Vice President of Human Resources, USSI

Danna Hewick joined USSI in July 2013. In her role as Vice President of Human Resources, Danna oversees performance management; training and development; policy and procedure; recruiting; and employment practices for both union and non-union staff. A Senior Professional certified through SHRM (SHRM-SCP), Danna has over 15 years of strategic human resources experience. Prior to USSI, Danna was Director of Administration, managing human resources, facility, information technology and administration for Pacific Trade International a home fragrance manufacturing company. 

With an extensive background as a business partner, Danna has a strong foundation in developing business strategy; envisioning future talent requirements; implementing sound business process; developing performance improvement and talent management programs; succession planning; and the creation of competency mapping to ensure that the company’s human resources are prepared to meet future goals. Danna holds a Bachelor of Science in Marketing from George Mason University and an Executive MBA from the University of Maryland, Robert H Smith School of Business. She is a member of the National Society of Human Resources and the Montgomery County Society of Human Resources.


Mark Marsen
Director of Human Resources, Allies for Health + Wellbeing

Allies provides integrated medical care, supportive human services, and community-based education for individuals living with, or at risk of HIV, viral hepatitis, and sexually transmitted infections. Mark joined the organization in 2016 as their first HR professional. As a department of one and a member of the Agency’s Leadership, he works to ensure that their efforts are efficient, socially aware, ethical, legally compliant, and aligned with their mission and vision. He works in an environment where employees are required to delve into subjects that would make the most seasoned HR professional blush or turn pale; Mark is learning a lot.

Prior to Allies, Mark was the HR Manager for an independent primary care pediatric practice for 15 years. He was the first HR person there too. For 10 of those years, he was also the owner of a company that designed and produced masks, costumes, and props for a variety of enterprises. Mark’s HR foundation was built in higher education administration and software development (before it was trendy). He has also served on the Board of Directors for the Pittsburgh Human Resources Association and Pittsburgh Cares.


Catherine Olivieri, SHRM-SCP
Vice President of Human Resources, Susan G. Komen

Catherine is Vice President, Human Resources for Susan G. Komen, the world’s largest breast cancer organization. Catherine joined Komen in June 2015 and oversees all people-related programs and policies to connect and align the business to people strategies throughout the organization. This includes all areas of Human Resources, Employee Development, and Organizational Development.
Catherine has over 25 years of experience in Human Resources and Risk Management, working for a variety of companies including manufacturing conglomerate RBH International, Alexander Consulting Group, and various restaurant chains. Prior to joining Komen, Catherine held several positions of increasing responsibility at CEC Entertainment, Inc. in Irving, Texas ultimately earning the position of Senior Vice President, Human Resources & Risk Management.

Catherine received her Bachelor of Science, Business Administration from Elmira College in New York.  She also holds a Corporate Risk Management Certificate from the Wharton School. She holds the SHRM-Senior Certified Professional (SCP) certification.


Tracie Sponenberg, SHRM-SCP
Senior Vice President, Human Resources, The Granite Group


Tracy Tibbels, SHRM-SCP
Human Resources Manager, Employee Relations, Werner Enterprises


Jane-Alyse Vonohlen

Senior Director of Human Resources and Organizational Development, Life & Specialty Ventures

Jane-Alyse VonOhlen is Senior Director of Human Resources and Organizational Development at Life & Specialty Ventures (LSV), a Blue CrossBlue Shield company headquartered in Little Rock, AR. Her areas of expertise include talent management, succession planning, organizational culture, change management, employee relations, performance management,  leadership development, training and coaching. LSV is now recognized as a top-tier organization for employee engagement in part due to the significant changes Jane-Alyse has made to the organization’s culture and HR/OD practices.
Prior to joining LSV, Jane-Alyse built a learning and organizational development department at Mary Washington Healthcare in Virginia; consulted in global leadership development for General Electric; and led training and development at Virtua Health in New Jersey.

She has received numerous awards for performance excellence at every organization she has served and has been published in iSixSigma Magazine. She has received the Workforce Magazine Optimus Award for Training and the ATD Excellence in Practice Award for Leadership and Management Development. Jane-Alyse is a frequent speaker and presenter at local, regional and national forums on leadership, training, change management, and HR best practices.

Jane-Alyse has a bachelor’s degree from Marist College and a master’s degree and master’s certification from St. Joseph’s University. She is certified as a Six Sigma Green Belt and Lean Green Belt and holds multiple certifications in a variety of human resources and leadership development programs.


Areas of Expertise
Each member is considered an expert in one or more of the following areas.

Employee Health, Safety & Security Emphasis
◾Background investigations
◾Business continuity plans
◾Communicable diseases – SARS, HIV/AIDs, TB, lice, hepatitis, etc.
◾Disaster contingency planning
◾Domestic violence
◾Drug and alcohol programs
◾Employee Assistance Programs (EAPs) – including financial and legal assistance
◾Health and wellness
◾Identity theft
◾Immunization
◾Mental health
◾OSHA/ergonomics/air quality and other environmental factors
◾Polygraph testing
◾Protection of proprietary information/non-compete agreements
◾Reference checking
◾Risk management
◾Safety issues
◾Safety training and awareness
◾Smoking
◾Stress
◾Terrorism / Bioterrorism
◾Theft and fraud protection
◾Workers Compensation (also total rewards)
◾Workplace monitoring of phone/video/audio/e-mail/internet as a security function (also under technology)
◾Workplace violence

Employee Relations Emphasis
◾Absenteeism
◾Alternative dispute resolution – nonunion
◾Attendance
◾Attitude surveys
◾Becoming an employer of choice
◾Codes of conduct
◾Communication
◾Competencies (also staffing)
◾Conflict resolution
◾Corporate culture
◾Corrective action
◾Counseling
◾Dress code
◾Employee engagement/involvement
◾Employee privacy rights – other than monitoring (also under technology)
◾Exit interviews
◾Harassment / Sexual harassment prevention
◾Internal job movement (demotion / promotion / transfer)
◾Investigations
◾Military
◾Open door policy
◾Performance appraisals
◾Performance management
◾Policies and practices/employee handbooks
◾Recognition programs
◾Retention
◾Termination/Resignation
◾Turnover

Organizational Development Emphasis
◾Career planning/development/paths
◾Change management
◾Coaching – executive, leadership, management, supervisor
◾Communications – corporate, employee, all
◾Corporate governance
◾Cost/benefit relationship of OD and Training
◾Employee training and development
◾Evaluation of OD and Training Initiatives
◾Generational issues affecting the workplace
◾Leadership development
◾Management development – delegation, etc.
◾Mentoring
◾Mergers and acquisitions
◾New employee orientation
◾Organizational culture integration
◾Organizational structure/charts
◾Reengineering
◾Restructuring
◾Strategic planning (also in workforce staffing and deployment)
◾Succession planning
◾Work teams, virtual teams

Total Rewards/Compensation & Benefits Emphasis
◾All FLSA issues
◾Auditing the compensation function
◾Benefits including:
◾Board compensation
◾Bonus
◾Budgeting for and auditing compensation programs (i.e. internal equity)
◾Cafeteria/flexible benefits
◾COBRA, ERISA, HIPPA, FMLA
◾Commission
◾Communicating value of total rewards
◾Comparable worth
◾Compensation and benefits plan design - general
◾Compensation including:
◾Cost containment
◾Cost/benefit analysis for benefit plans
◾Deferred income
◾Dental
◾Design
◾Developing a pay structure that enhances the goals of the organization
◾Disability management
◾Disease management
◾Domestic partner benefits
◾Equal Pay Act
◾Equity compensation
◾ESPPs
◾Executive compensation
◾Expatriate benefits (global)
◾Expatriate compensation (global)
◾Federal contractor compensation issues
◾Group/Team rewards
◾Health care
◾Health plan design (HAS's, HRAs)
◾HIPAA, FMLA
◾Incentives
◾Job analysis/Evaluation and descriptions (job analysis also under workforce staffing)
◾Leave administration
◾Life and other types of insurance
◾Long term
◾Mergers & Acquisitions / benefits integration
◾Mergers & Acquisitions / Compensation integration
◾Merit pay/pay for performance plans (performance appraisals under employee relations)
◾Non-monetary rewards (recognition also under employee relations)
◾Other benefits like tuition, flextime, etc.
◾Outplacement (also included in workforce staffing and deployment)
◾Paid Time Off (PTO)
◾Payroll
◾Pension portability
◾Performance share plans
◾Phantom stock
◾Profit sharing plans
◾Relocation programs (WSD)
◾Retirement plans, defined contribution and defined benefit pension
◾Salary reduction plans
◾Salary surveys and other external comparisons
◾Sales-based pay
◾Severance pay (also included in workforce staffing and deployment)
◾Short term
◾Sick leave
◾Sign-on bonuses
◾Skill-based pay/Competency-based pay
◾Stock plans
◾Telecommuting
◾Unemployment/Workers’ comp
◾Vacation leave
◾Variable compensation
◾Vision
◾Wellness (EHSS)
◾Work/family and work/life programs
LIKE SAVE

Job Finder

Find an HR Job Near You
Post a Job

Earn a SHRM Talent Acquisition Specialty Credential.

Do you have what it takes to win the war for talent? Find out.

LEARN MORE

SPONSOR OFFERS

Find the Right Vendor for Your HR Needs

SHRM’s HR Vendor Directory contains over 10,000 companies

Search & Connect