North American HR Executive Summit

Charlotte Taylor is the Vice President of People Experience Excellence at Google. In this role, Charlotte leads a global team responsible for end-to-end HR enablement. Her teams focus on delivering extraordinary experiences to employees, with a focus on transforming key operations and systems, enabling digital-first experiences, HR compliance, strategy execution, and more. Prior to joining People Operations, Charlotte held a variety of roles in Google’s Global Business Organization. Before joining Google, Charlotte was an Associate Partner with Monitor Group (now part of Deloitte). She lives in Seattle with her family. Her primary mode of transportation is bicycle and she is a reader of memoirs.

With over 20 years of experience, Dr. Gerrit Spengler is known for his work as an expert in the fields of human resources, organization design, strategy & transformation, and general management. Gerrit has worked for 14 years within Volkswagen Group and presently serves as Chief Human Resources Officer for Volkswagen Group of America & Volkswagen North American Region. Over his career, his work has taken him across three countries (Germany, Russia, United States). Prior to his current role, he served as CEO and General Director for Volkswagen Group Russia. He has also held HR leadership positions at both Volkswagen Group Russia and Volkswagen AG. Before joining Volkswagen, he worked for BMW, Mercer, Oliver Wyman, and MAN Truck & Bus. Gerrit holds a Ph.D. in Business Administration – Organization & Strategy from Technische Universität Chemnitz and a M.S. in Business Administration from Ludwig-Maximilians-Universität München.

Karen Light has more than 20 years of experience as a senior HR executive responsible for People, Total Rewards, and Benefits Programs that drive talent retention and engagement, lead business transformations, and deploying solutions to decrease costs, reduce risk, and improve efficiency. At Walmart, she is responsible for supporting the well-being of more than 1.5 million associates.

With a business focus on addressing some of the most complex diseases of our time, Amanda Poole leads a global People team working together to foster a highly engaged workforce and inspirational culture at BMS. Made up of Talent and Culture, Total Rewards, Talent Acquisition, Business Partners, Leadership Development, People Services and Inclusion & Diversity, the BMS People Organization is focused on business evolution, growth, development and wellbeing.

Recognizing that people are at the heart of corporate success, Amanda is committed to creating exceptional experiences for our colleagues as they define what’s possible for the future of science and the patients BMS serves.

Amanda has deep pharmaceutical industry experience having joined BMS in 2004 in a career that spans both international and domestic assignments across varied business functions. She brings expertise in global talent management, change management, recruitment, M&A, labor relations and executive coaching. She previously worked for Raytheon, where she was an inaugural member of their HR Leadership Development Program.

Amanda is deeply passionate about the future of the pharmaceutical and People/HR sectors. She is dedicated to harnessing the power of rapidly advancing technologies, including AI, to create cutting edge, yet simple, experiences.

Amanda has a BS degree in Industrial/Organizational Psychology from The College of New Jersey. She serves as the executive sponsor of the Black Organization for Leadership and Development (BOLD) People and Business Resource Group at BMS and is a member of the Human Resources Policy Association (HRPA), Center for Executive Compensation.

She is an avid global traveler, enjoys playing tennis and spending family time with her husband and two teenage boys. At BMS, each colleague is asked “Who are you working for?” and keeps this person in mind each day as their purpose. Amanda works for her mom and brother-in-law.

Over the last several years, many organizations have taken a more direct and proactive role in fostering belonging and inclusion – not only internally, but also for the people they serve.

GE HealthCare recognizes the importance of embracing these values as a cornerstone of both our culture and business strategy, and in helping patients, who are the core focus of our mission of transforming healthcare for everyone.

As GE HealthCare’s first Chief DEI Officer, I was honored to design the company’s first diversity, equity, and inclusion (DEI) strategy, built upon the understanding that a workforce that is diverse and inclusive of unique perspectives and people is crucial to representing the patients we hope to help.

Our goal is to create an environment where every colleague can thrive, contribute, and continue our legacy of invention and innovation.

By reimagining the talent ecosystem, we can address structural and behavioral barriers to help every colleague perform at their best, share a sense of belonging, and feel valued. These initiatives focus on inclusive hiring, equitable advancement, enhanced engagement with underrepresented groups, and efforts to retain our best talent by investing in partnerships and training that keep our colleagues engaged.

We are also focused on amplifying all voices to enable a culture where everyone is heard and feels like they belong. We’re strengthening our listening channels and broadening our decision-making processes to amplify and embrace more diverse perspectives, ones that help us consider new ideas, reach more patients, and unlock new levels of innovation. Through new colleague-focused groups, we are helping increase representation, engagement, and retention, and foster a sense of community.

Collaboration plays a critical role in broadening our impact, and we are maximizing partnerships and being intentional about who we align ourselves with as an organization. We are focusing on building relationships with diverse organizations and institutions that strengthen our talent pipeline and support workforce development.

Through diverse perspectives, backgrounds, and experiences and an inclusive culture, we can bring forward new ideas that help us challenge the status quo. This is critical as we tackle another key element of our strategy, which is to advance health equity. We recognize that health disparities arise from social, economic, and environmental factors, such as poverty, discrimination, lack of healthcare access, and unhealthy living conditions. As a healthcare company, it is even more important that we foster a workforce that can successfully develop solutions that help enable equitable access to care.

Addressing the root causes of health disparities is essential to improve patient outcomes, particularly among disadvantaged or marginalized groups. Our ambition to create a world where healthcare has no limits reflects our responsibility to address the individual, societal, and environmental barriers that lead to health inequities. Collectively, we are focused on improving health equity associated with cardiology, oncology, and neurology so everyone receives higher standards of health, no matter where they live or what their economic or societal circumstances are. We’re also working to support a company-wide health equity strategy to create sustainable, positive impacts in the communities we serve.

Every member of our organization has a role to play in making GE HealthCare’s workplace more inclusive. By embracing a growth mindset and creating opportunities for every voice to be heard, we can collectively drive innovation, improve patient outcomes, and engage meaningfully with our communities.

Liz joined Panasonic in 2019 with over 20 years of experience implementing high-value HR programs from organizational development, change management, workforce planning and mergers & acquisitions in global organizations – Toys R Us, Pearson and most recently NICE. As the Chief Human Resources (HR) Officer, Liz is responsible for leading the Company’s HR technology and employee experience strategy.

As the senior vice president and chief people officer of The Kroger Co., Tim leads all areas of HR and Labor Relations including Total Rewards, Labor Relations, Diversity, Business Unit Human Resources, People Operations, Training and Development, Talent Hiring, Retention and Engagement, Corporate Affairs, Associate Communications, Shared Services and Aviation.

Tim joined Kroger in 2010 as vice president of Talent Development. He was promoted to group vice president of Human Resources and Labor Relations in 2014 and was appointed as Chief People Officer in 2015. He was promoted to Senior Vice President in 2018. Prior to joining the company, he served in several HR leadership positions over 21 years at Procter & Gamble. Tim has an extensive global HR generalist background in leadership development, performance management, strategy development and employee communications and engagement.

Adrienne Trimble is the Senior Vice President and Global Chief Inclusion Officer at Visa, where she leads the company’s diversity, equity, and inclusion (DEI) strategy across global markets. With a focus on fostering an inclusive culture that drives innovation and equity, Adrienne brings a wealth of experience in DEI leadership. Before joining Visa, she served as President and CEO of the National Minority Supplier Development Council, advancing supplier diversity and economic inclusion for minority-owned businesses. Her career also includes significant leadership roles at General Electric and Toyota, where she shaped impactful DEI initiatives. Adrienne is a respected thought leader and advocate, dedicated to promoting inclusive practices that empower diverse talent and enhance corporate culture.

Michael Tuller is currently the SVP, Global Talent for PepsiCo.  In this role he is part of PepsiCo’s global HR Leadership team and responsible for setting the strategic agenda across all Talent Management practices including assessment, employee engagement, succession, people analytics and learning & development.

Most recently, Michael spent 9 years in PepsiCo in as an HRBP across four different roles. He most recently served as the VP HR, United Kingdom and Ireland where he was responsible to lead the HR agenda for the total business. He previously served in various HR Leadership roles in the PepsiCo Beverages North America. Before joining the Beverage organization, Michael was the Senior HR Director for several Global Functions leading HR efforts across several critical global transformations and helped build PepsiCo’s eCommerce business.

Michael began his PepsiCo career as part of the Enterprise Organizational Development group where he was responsible for leading several global leadership development and assessment programs.

Michael holds a B.A. in Psychology from Lafayette College as well as a Masters Degree and PhD in I/O Psychology from UConn.

Shannon Sisler is a business-minded, progressive leader with a successful track record building, directing and transforming people practices that enable high-level success for global corporations. She has significant experience leading large/diverse teams, serving as a Board/C-Suite advisor and creating comprehensive solutions throughout the employee lifecycle that drive outstanding business outcomes. Since 2017, Shannon has served as the Chief People Officer at Crocs, Inc. and has played a key role in the organization’s turnaround/growth, plus the addition of HEYDUDE.

Shannon earned her Executive MBA from the University of Denver (DU) and a Bachelor’s degree in Finance, from the University of Colorado (CU) at Boulder. She is passionate about promoting education and advancing women/girls. Shannon served for seven years on the Girl Scouts of Colorado Board of Directors as the Vice Chair/Board Governance Chair. She currently serves on the University of Colorado (CU) Leeds Board of Alumni & Friends and the CU Center for Leadership Board of Advisors.

Shannon has received her NACD Directorship Certification, NACD Certificate in Cybersecurity through Carnegie Mellon University, and completed the Harvard Women on Boards program. She is qualified/interested in joining a public/private board with best fit on Compensation Committee or Nominating/Governance Committee.