Tim Silvera is a total rewards expert with over 30 years of corporate and consulting experience designing and implementing innovative total rewards practices that engage employees to drive business results and build results-driven cultures. His expertise includes executive and broad-based compensation, variable pay design, performance management, and sales compensation. Tim’s experience spans domestic and global compensation in high-tech, life sciences, medical devices, real estate, manufacturing, energy, mining, retail, outsourcing, healthcare, and many other industries.
Tim is a graduate of California State University, Hayward, with a BA in business administration, emphasizing HR and finance. Certified Compensation Professional, Certified Global Professional in Human Resources, Master Human Capital Strategist, and Executive HR Professional from Stanford University.
Kaitlin Challis has over 10 years of consulting and in-house HR experience in compensation and organizational development for small, midmarket, and large public organizations in digital marketing, web-services, technology, manufacturing, life sciences, telecommunications, and financial services industries.
She has extensive designing career-track job structures and developing competitive base pay ranges and target incentive levels. She has conducted management and employee compensation training at multiple companies and specializes in designing programs that attract, engage, and retain top talent.
Kaitlin is a graduate of San Diego State University with a BA in Psychology and currently completing the Certified Compensation Professional designation from WorldatWork.
Jolene McKee has experience market pricing jobs, developing competitive base pay ranges, and writing company-wide and sales incentive plans for small and mid-market sized organizations in the technology, manufacturing, web-services, life sciences, medical device, and healthcare industries.
Jolene is a graduate of San Diego State University with a BS in Business Management with an emphasis in Human Resources and a minor in Leadership.
During her time at SDSU, Jolene was actively involved in their SHRM Chapter and is currently completing the Certified Compensation Professional designation from WorldatWork.
Recent world events and our changing environment makes attracting and engaging top talent one of employers’ biggest concerns. As we embark on uncharted waters, it is critical to know what the marketplace currently looks like and what it may look like in the future as a result of the COVID-19 pandemic. Today’s workers are still on the lookout for the next great opportunity, but do your current compensation practices provide what they’re looking for? To remain competitive in the talent wars, organizations must take a new approach to pay. They must construct a modernized compensation philosophy and introduce modern compensation practices that attract, engage, and reward employees for their success. Employers also need better compensation practices. During this session, Tim Silvera, President of Optimum Comp Advantage, will share current market trends and tips as it relates to our current economy and the COVID-19 pandemic. Tim will also discuss what’s most important to today’s workforce by revealing updated results from OCA’s Millennial Influence compensation practices study first conducted in 2015 and updated in 2017 and 2019. Join us to discover what professionals look for most in an employer and hear success stories from organizations that have mastered the art of aligning their pay practices with their workforce’s needs and desires.
Joseph T. Ortiz is a partner in Best Best & Krieger LLP’s Labor and Employment practice group in the Riverside office. An experienced human resources attorney and trial lawyer, Mr. Ortiz has successfully tried employment matters before state and federal courts, administrative agencies, and arbitration tribunals on claims of all types.
An experienced trial lawyer and human resources attorney, Best Best & Krieger LLP Partner Joseph T. Ortiz has successfully tried employment matters before state and federal courts, administrative agencies, and arbitration tribunals on claims of all types.
Joseph’s experience includes the representation of private and municipal employers.
Joseph earned a BA at UCLA and received his JD from the University of Minnesota, J.D
In this one hour webinar, Joseph will update us on new, current, and potentially future COVID 19 rules.
Dr. Efrain Fuentes Garza specializes in the design and execution of organizationally transformative diversity and inclusion programs and initiatives. The emphasis and specialty is in the areas of multicultural workplaces; Emotional Intelligence; Critical Thinking; Leadership and Psychology of Organizations. He is also a bilingual (Spanish & English) trainer in "Preventing, Identifying & Correcting Sexual Harassment" to comply with California Government Code 12950.1 for Train Me Today.
Diversity refers to the traits and characteristics that make people unique. Inclusion refers to the behaviors and social norms that ensure people feel welcome.
Astrid Servin is a strategic, creative, and passionate HR professional with nearly 20 years of experience in Human Resources. As a long-time member of SHRM and PIHRA she is committed to her career in human resources and building organizations that enrich the community and maximizing business results. Astrid is a graduate of CSU San Bernardino with a Bachelor of Arts in Communication Studies. She has held key HR positions for companies in both the public and private sector, ranging from retail to large media and information system companies. Astrid is bilingual, speaking both English and Spanish fluently. Her key strengths are in Employee Relations where she has extensive experience conducting workplace investigations, preparing and responding to EEOC/wage and hour position statements, conducting pulse and attitude surveys, handling progressive discipline issues, policy review, and harassment prevention training.
It's not uncommon to have "He Said/She Said" allegations in harassment cases. HR may have to decide who is being more credible in harassment investigations. Open-ended questions can help. An objective, neutral investigation, timely questioning and a culture that encourages the reporting of incidents also are key to conducting accurate inquiries. Through a discussion of recent events and examples, we will explore how employers can determine credibility when making decisions in the world of employee relations.