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Tammy Kirksey-Myrah

Manager, Talent Acquisition
GENCO, a FEDEX Company

Tammy Kirksey-Myrah works in the Talent Acquisition Dept forGENCO a FedEx company. She has worked there for 2 years. Her roles include: All HR recruiting for over 150 facilities throughout North America, she manages all of the contingent labor for the company which is over 130 million in annual spend and she regularly trains and assists field HR with developing recruiting strategies for their facilities.
Tammy is a veteran of the U.S. Air Force, she retired with the rank of Master Sergeant. She held several recruiting posts during her 20-year career with the USAF and was responsible for skilled-professions recruiting, including programmers, electricians, mechanics, physicians, nurses and pilots.
She earned a BS in Business Management from Hodges University, Florida, and a MA in Human Resources Development from Webster University, Missouri.

Check out the incredible speaker line-up to see who will be joining Tammy.

Download The Latest Agenda

The Contingent Staffing ‘Big Picture’ & Organizational Governance

Monday, January 9th, 2017

12:10 Panel Discussion: Breaking Down Total Workforce Management

Trends like shrinking employee tenure, increased use of flexible labor and the rising cost of permanent employees have redefined the composition of today’s workforce. Now more than ever, talent is a true differentiator and organizations can no longer afford to manage its employee and external workers in silos. A strong total workforce management strategy enables full visibility into the workforce and uncovers hidden opportunities for cost savings and more. In this discussion, panelists will discuss:

• Business drivers for engaging flexible workers
• The benefits of total workforce management
• Techniques and processes to engage workers holistically
• How workforce management will evolve in the future

15:45 Roundtable Discussions:

Be sure to join these interactive roundtable sessions and take a deep dive into the specific areas you came to discuss. Opportunities to sit and learn from executives like these do not exist elsewhere. Take control of your own event experience. Don’t be shy! Ask questions (or answer them!) of other conference attendees who are dealing with the same challenges as you.
1) Network with industry peers with very similar challenges, interests and responsibilities
2) Take a deep dive into a niche topic in an intimate and informal setting moderated by a subject matter expert
3) Don’t miss out on the discussions you want to participate in—you’ll get to select a new topic after 30 minutes

Topics Include:

1) Best Practices to Tap into an Internal Talent Pool

Simon Kapochunas, Corporate Director, Labor and Employee Relations, Northwell

2) Creating Solid Policies for Onboarding and Offboarding Contingent Workers

Tameka Harper, Director, IT Procurement, Coca Cola

3) Earn a Seat at the Table Through C-Suite Buy-In

Brandon Moreno, Director, Talent Acquisition & Contingent Workforce, Herbalife

4) What the Millennial Workforce Wants

Tammy Kirksey-Myrah,Manager, Talent Acquisition, GENCO (aFedEx Company)

5) Telling the Story: Leverage Data to Demonstrate the Success of Your MSP

Matthew Elliott PMP,Director Resourcing, Contracting and Vendor Management, PMO, Dignity Health System

6) Overcoming Obstacles to Rolling Out a Successful Managed Program

Wendy Chase, Manager Contingent Labor, McKesson

7) Building Long Term Supplier Relationships

Kanita Harris, Global Category Manager, Formerly Haliburton

8) Managing Self-Identifieds and Freelancers in an Ecosystem that Delivers Cost Savings,Compliance and Efficiency

Mark Zisholtz, VP, Contingent Workforce Compliance & Management, Hiregenics

Karen Thrasher, Employment Manager, Southwest Airlines

Co-Employment and Compliance

Thursday, February 9th, 2017

11:00 PANEL DISCUSSION: It’s a Huge World! Managing the Contingent Workforce Across Global Business Units

We’ve selected these companies to discuss global workforce management because they know how important it is to rely on the global workforce. With a combined 230,000 employees worldwide, hear from these companies discuss the global landscape.
• Utilize an enterprise-wide based approach in order to management contingent labor across global business units
• Collaborate with global counter-parts in order to source the best talent from local vendors
• Set systems in place to track and measure performance of contingent staff before they are hired
• Communicate frequently with management to keep tabs on which employees are excelling and any HR issues that
arise