James Moss, Founder and CEO of Absolute Relo (AbsoluteRelo.com)

James Moss is an industry veteran who is bringing Absolute Disruption to the relocation industry. It’s AbsoluteRelo.com and It’s for Everyday-People; for Corporations; and for Companies, big and small. It’s an App, It’s a Website, It’s also Humans available when you need them. Pick and choose your list of services, à la carte! It’s for anyone, anywhere, on any budget, pay-as-you-go.

James Moss is the Founder and CEO of Absolute Relo (AbsoluteRelo.com). You can find James’ Facebook page at: https://www.linkedin.com/in/james-duncan-moss/

Learn about AbsoluteRelo.com:

It’s ONLINE & HUMAN

AbsoluteRelo is an Online “Pay-As-You-Go” personal relocation service platform and Mobile Web App, fully supported by our local expert ReloAdvisors.

For “Lump Sum” Corporate Assignees and others who are responsible their own relocation and costs, our flexible online service cuts traditional corporate relocation costs by up to 80% or more.

Viraj Phanse Product Management, Go-To-Market, Business Strategy San Francisco Bay Area; Think Tanks

Viraj Phanse

Product Management, Go-To-Market, Business Strategy

San Francisco Bay Area

Think Tanks

Connie Wedel, SPHR, GPHR, SHRM-SCP Chief People Builder l HR Executive l Coach l Speaker l Author l Thought Leader

Ed’s special guest today is Connie Wedel, Connie Wedel, SPHR, GPHR, SHRM-SCP Chief People Builder l HR Executive l Coach l Speaker l Author l Thought Leader

Here in Ms. Wedel’s own words: My passion is to build people and organizations. Whether it’s working alongside students, employees, managers, or senior leadership teams, it’s who I am. My experience working as an HR leader and practitioner, across many industries and globally, gives me deep knowledge, perspectives, and insights on what really works for people and workplaces.

Marylou Ponzi Kay, SPHR, SHRM-SCP

Marylou Ponzi Kay, SPHR, SHRM-SCP, has deep expertise working with international companies doing business in the U.S.; and, expertise in talent and career management, cross-cultural competency, integrating acquisitions, employee engagement and organizational development. Strengths include workforce planning, employment branding, compensation design, performance improvement and re-engineering, competency modeling, employee and labor relations, global mobility, HR Startup.
As a career coach, Marylou Ponzi Kay assists individuals at all levels and backgrounds including international candidates with career strategy, personal branding and networking support.

Marylou teaches for Hillsborough Community College in the areas of business management, human resources and languages.

Marylou is a published author of “Powering Up Your Inner Brand-Defining the Authentic You for Job and Career” …available from Amazon.com.
and she writes for Medium.com on personal branding:  

Mark A. Bicocchi Senior Manager, Global Mobility, Hilton Worldwide

Host Ed Cohen welcomes Mark Bicocchi Senior Manager, Global Mobility, Hilton Worldwide. In today’s interview, they explore:

1)      Global Mobility Policy Changes & Evolution

  • How we approach sensitive topics like how we define an accompanying dependent, “family size”, who is authorized, etc., how we define “domestic partner” from a Mobility & Benefits perspective, etc.
  • Industry differences regarding exception management and control – certain industries have tighter reigns on policy, while others seem to follow a more “open” approach.  Commercial world vs Government contractors very different.

2)      Carving out “a seat at the table” for your Mobility Program

  • How do we continue to drive Mobility’s value and create more awareness within our organizations on what Mobility is, how we can support the various functional areas with expertise, guidance, etc., and connecting all of the dots with our suppliers and internal stakeholders.
  • Stakeholder buy-in

3)      The importance of Technology and Assignment Management in Mobility

  • Many organizations light years ahead of others – still many out there using very manual processes to track; this damages opportunities for compliance and duty of care
  • One key is obtaining buy-in from leadership in enabling the program to purchase feasible technology to allow effective tracking from a payroll & tax perspective

Gabrielle LaHerran, HR Talent Operations; Global Mobility; Immigration, Relocation, Mobility Tax and Compliance Tax Expertise for Growth Companies

Gabrielle LaHerran is Ed’s special guest today. LinkedIn: https://bit.ly/2YS293E

About Gabrille LaHerran: 15+ years of Talent Operations client focused program strategy expertise in global mobility, immigration, employee relations, coaching, benefits, and tax. Delivering HR policy design and end-to-end program management and strategic, creative and practical delivery solutions across global regions.

Key strength: in collaborating with business leaders, employees and vendors to ensure personalized delivery of services and client-group support. Comprehensive regulatory HR compliance proficiency with a flexible, thoughtful, and friendly interpersonal style whose skills include cultural sensitivity and the ability to build engaging and responsive relationships across organizational levels.

Gabrielle (Gaby) LaHerran is the founder of GL Global Mobility & Immigration Services (“GL Mobility”), a relocation, immigration and mobility tax consulting firm that enables innovative business leaders to build their global mobility brand and service delivery solutions by creating a strong collaborative community of business expertise and talent support.

Prior to founding GL Mobility, she served as Department Head of Global Mobility, Immigration and Mobility Tax for Airbnb Inc. where she led strategy, direction, and operational optimization for the company’s rapidly-expanding global mobility programs.

Her extensive experience also includes over 20 years in human resources program management and consulting in global immigration; expatriate management; tax administration; and compliance, with a focus on personalized engagement, accountability, and cultural sensitivity, accomplished with a friendly personal style.

Her professional affiliations include an expanse of professional and industry organizations, including The Society for Human Resources Management, Worldwide ERC, and Bay Area Mobility Management (BAMM).   She also proudly provides mentoring support to colleagues.  In her personal time, she is an artist with a passion for Halloween attraction design, and global travel.

Ali Shami Founder and CEO at FTD Global, Retired Boeing Sr. Manager

Ali Shami is Ed’s very special guest today. Ali is Founder and CEO at FTD Global, Retired Boeing Sr. Manager

This information is from Ali’s Linkdin profile:

Highly effective leader with a combination of technical and leadership attributes.

Highlights:
– Numerous awards from airline customers and team members
– Extensive experience in working with international customers and leading initiatives
– Boeing Field Service Representative in Luton, England during the summer of 2000 providing on-site assistance to easyJet, Monarch and Britannia airlines.
– Boeing Field Service Representative in Rome and Milan, Italy during the summer of 1997 providing on-site assistance to Alitalia, Air Europe Italy, and Lauda Air.
– Boeing Field Service Representative in Pusan, South Korea during the summer of 1996 providing on-site assistance to Korean Airlines.
– Among the top 100 Boeing managers who scored the highest on the 2009 employee survey results
– Received a cash award by the Option Management Team in Customer Engineering for displaying remarkable level of achievements and leadership attributes
– Recognized for team building and customer service skills
– Offered numerous cultural awareness seminars to Boeing organizations
– 2003 Diversity Excellence Award winner
– 2004 Global Diversity Change Agent Award
– Sponsor of a Customer Engineering Team -2010 Change Diversity Agent Award
– Chairperson of a Business Development Support Group Sales Team – 2011 Diversity Change Agent Award

Specialties: Public Speaking, Leadership Training, Technical Research Background, Dynamics Loads, Artificial Intelligence, Robotics, Customer Service, Operations, Customer Engineering, and Sales and Marketing.
-Produced the first audio material that introduces the Lebanese dialect which is spoken in the streets of Beirut. The Volume 1, 2, and 3 contained CDs and booklets and were sold in all continents.


“A little knowledge that acts is worth infinitely more than much knowledge that is idle.”
~Khalil Gibran

Chuck Brooks, GENERAL DYNAMICS MISSION SYSTEMS; Principal Market Growth Strategist — Cybersecurity and Emerging Technologies, leading the Market Growth Strategy Team.

Chuck Brooks

Trends in cyber, Emerging tech, and how to protect business

 

AT GENERAL DYNAMICS MISSION SYSTEMS … Chuck Brooks is the Principal Market Growth Strategist — Cybersecurity and Emerging Technologies, leading the Market Growth Strategy Team.

Role includes helping drive market strategy for existing and new market segments in public and private sectors.

He also leads market and emerging research trends and also define product inception, go-to-market strategy, competitor analyses, and strategic partnering opportunities.

He assists in product/portfolio strategies, brand strategy. M & A, and sales enablement processes.

Embedded with McKinsey & Co for 8 week special project on market trends.

 

Named Top Tech Person To Follow by LinkedIn – Technology and Cybersecurity Evangelist – FORBES Contributor – Georgetown University Adjunct Faculty – Speaker, Writer, Corporate Executive

 

NAMED BY THOMSON REUTERS AS A “TOP 50 SOCIAL INFLUENCER IN RISK, COMPLIANCE.” NAMED BY IFSEC “#2 GLOBAL CYBERSECURITY INFLUENCER.

TWO-TIME PRESIDENTIAL APPOINTEE.

HELD VP ROLES IN 3 PUBLIC CORPORATIONS.

55k LINKEDIN FOLLOWERS, 10k ON TWITTER

 

Trends in cyber, Emerging tech, and how to protect business

 

Chuck Brooks is the Principal Market Growth Strategist — Cybersecurity and Emerging Technologies for General Dynamics Mission Systems.

Visiting Editor for Homeland Security Today.

He is also an Adjunct Professor at Georgetown University in the Graduate Applied Intelligence Program teaching Risk Management.

He has an MA in International relations from the University of Chicago, a BA in Political Science from DePauw University, and a Certificate in International Law from The Hague Academy of International Law.

 

LinkedIn named Chuck as one of “The Top 5 Tech People to Follow on LinkedIn” out of their 500 million members. He has published more than 150 articles and blogs on cybersecurity and technology issues. In both 2017 and 2016, he was named “Cybersecurity Marketer of the Year by the Cybersecurity Excellence Awards.

Chuck’s professional industry affiliations include being the Chairman of CompTIA’s New and Emerging Technology Committee, and as a member of The AFCEA Cybersecurity Committee.

In government, Chuck has served at The Department of Homeland Security (DHS) as the first Legislative Director of The Science & Technology Directorate at the Department of Homeland Security.

He served as a top Advisor to the late Senator Arlen Specter on Capitol Hill covering security and technology issues on Capitol Hill.

In academia, Chuck is an Adjunct Faculty member at Georgetown University in their Applied Intelligence Program was an Adjunct Faculty Member at Johns Hopkins University where he taught a graduate course on homeland security for two years.

 

How Data-Centric Security Solutions Thwart Insider Threats

May 1, 2019  Chuck Brooks

 

Thwarting insider threats is one of the most difficult challenges for companies, organizations, and governments. In fact, behind phishing, it is most often ranked as one of the top cybersecurity challenges by CISOs and CIOs. According to PwC’s Audit Committee Update on Insider Threat, 44 percent of data breaches are attributable to insiders and 80 percent of attacks are committed during work hours on company-issued software.

Insider threats can impact a company’s operational capabilities, cause significant financial damages, and harm brand equity. The mean cost of a cybersecurity breach involving employees or others within an organization is $8.7 million, according to a Ponemon Institute report, “2018 Cost of Insider Threats: Global”.

Some insider breaches are intentional and some are non-malicious, just the result of negligence. There have been a variety of recent malicious incidents that have included employees stealing hard drives of data, leaking information, and even inserting malware into networks.

Often the goal has been to steal intellectual property, company secrets, or in some cases commit sabotage. Inadvertent mistakes also pose an ongoing threat.

A common activity is sending an email attachment to the wrong person that puts unprotected data at risk. When it comes to any type of security, humans are often the weakest link.

To understand vulnerabilities to insider threats, it is important to be able to define and categorize the types. The Information Security Forum (ISF) provides a solid framework for describing the types of insider breaches:

  • Malicious: Malicious insider behavior combines a motive to harm with a decision to act inappropriately. For example, keeping and turning over sensitive proprietary information to a competitor after being terminated.
  • Negligent: Negligent behavior can occur when people look for ways to avoid policies they feel impede their work. While most have a general awareness of security risks and recognize the importance of compliance, their workarounds can be risky.
  • Accidental: ISF members report that completely inadvertent breaches are more common than malicious ones.

All three insider breach categories are concerns because sensitive data is everywhere and easily accessible if dynamic policies and fine-grained data in use controls are not in place. The number and types of client devices using services have multiplied and employees no longer just operate within corporate networks.

Virtual teams are assembled, changed, and then disbanded after specific projects. When a mission or project ends, employees could still have information related to the project. Furthermore, perimeter-based defenses are no longer adequate, as enterprise boundaries dissolve with the growing use of mobility, cloud, and collaboration with external partners.

The expanding attack surface has led to many data exfiltration vulnerabilities and gaps.  Companies and federal, defense and intelligence agencies have mission-critical information at risk of being targeted. In order to be effective, not only does the data security solution need to stay ahead of the threats, it needs to be practical for mission and business users and able to seamlessly integrate into the existing ecosystem.

One of the key lessons for cybersecurity practitioners is as the environment and missions change, the control of the data must also be adjusted accordingly.

“Traditional perimeter-based defenses are not enough in a modern enterprise, contending with external partners and mobile users and migrating to the cloud. Focusing on keeping attackers out isn’t effective when they’re acting from within. It is critical to secure the data itself and have the security persist with the data regardless of where the data goes, for the lifetime of the data,” says Dave King, chief technical director with the Cyber Systems line of business at General Dynamics Mission Systems.

Using a multi-layered, data-centric security approach enables CISOs and CIOs to stay ahead of insider threats.

First and foremost, encrypt the data to render the data useless even if it’s stolen or accidentally passed on. Encrypting each data file goes beyond data at rest protection and network security – it gives additional protection to the point of data in use.

To provide optimum security against the growing types of sophisticated threats, both from within and outside, enterprises should demand military-grade encryption that goes through penetration testing, adheres to the strictest coding standards, and has a known and trusted pedigree.

Next, enforce the appropriate access control to the data. Keep data on a strict need-to-know basis by limiting access to the people who need it to do their jobs, and have processes and tools in place to revoke access to the data when their roles change, even if they still physically possess the data.

So, even if a file is saved on an endpoint device, emailed, or placed on a thumb drive or optical media and taken outside the perimeter of the enterprise, that information should no longer be accessible if a person’s right to the data has changed.

Then, go a step further and protect data down to the “last mile” and enforce data usage protections. Use dynamic policies to control fine-grain usage and provide security that persists with the data. Adjust in real time when an individual’s right to access or use the data has changed so people don’t all have to be given blanket access in perpetuity.

Give each individual/group/partner differentiated access commensurate with their role such as off-line access, time limited access, ability to copy and paste, and prevent screen capture. Using centrally-managed, granular data protection policies, the access rights of an individual against a file can be changed without having to rework the policies of everyone else with access to the same file.

A basic tenet of cybersecurity is that it fits seamlessly into the business and must be practical for the mission. A comprehensive, multi-layered, data-centric security solution should be easy for the user, if not unnoticeable. Considering the demands of the mission, data security cannot introduce latency or interfere with everyday workflow for the everyday user.

For the cybersecurity practitioners, data protection is integral to risk mitigation and should integrate into the ecosystem, leveraging existing investments in Data Loss Prevention (DLP) and Security Information and Event Management (SIEM).

A comprehensive data protection approach that includes knowing exactly where the data is, who is trying to access it, and what they are doing (i.e., data visibility down to users, devices, and geolocations) in real time provides organizations with a defensible audit position.

Often overlooked and underestimated, the insider threat is becoming more prevalent and costly. Companies and government need to take heed of the implications.

But there are options founded upon stronger encryption for the borderless enterprise, whether they reside on premise or in the cloud.

Protecting data and controlling its usage needs to be a top priority.

Fiona Citkin, Ph.D. Author, a Professional Educator and Diversiculturalist

Born and raised in Ukraine, a professional diversiculturalist Dr. Fiona Citkin came to the US as a Fulbright Scholar studying languages and cultures at Kent State University, OH. Fiona’s first book was on language/translation (Terminology and Translation, Lviv, Vischa Shkola, 1988, in Russian) and it brought her recognition in European academia. For the book “Transformational Diversity: Why and How Intercultural Competencies Can Help Organizations to Survive and Thrive” (SHRM Publishing, 2011) Fiona has been recognized as a Top 2012 Champion of Diversity by diversitybusiness.com, a think-tank.

This book was a seminal stepping stone for further exploration of the diverse American culture and the real-world ways to instill inclusion. Fiona’s upcoming new book, “How They Made It in America: Seven Success Commandments,” started with a desire to explore how diverse talented individuals make it big in America. She focused on prominent women immigrants as the book subjects—just because she knew from her own experiences that women face frequent trials and tribulations on their way to success. The topic appeared so rich that it soon became clear she’ll need to write a book series, to at least solidly scratch it. You may see more details on www.fionacitkin.com Since April 2013, Fiona’s monthly Huffington Post contributions explore the issues of multicultural women and what it takes to make it in America: http://www.huffingtonpost.com/fiona-citkin-phd/.

With experience as Director of Berlitz, FGI, and a personal consulting portfolio with major corporations, Fiona accumulated skills in public speaking, marketing, coaching, training, magazine and TV interviews, entrepreneurship, and of course, intercultural communication and languages. Fiona speaks three languages: English, Russian, and Ukrainian. After living and working in Europe (Ukraine, Russia, Hungary, Austria, Great Britain, and Switzerland) she now resides in Warren, NJ, USA, and can be reached at fiona.citkin@expertms.com.

Tony Pattio, GMS: Global Mobility Leader and International HR Professional

Highly accomplished Global Mobility Leader and International HR professional qualified by 16+ years of successfully managing global mobility programs.

Proven success with managing and leading global mobility functions and partnering with finance, legal, tax, HR and vendors to deliver premium international assignment experiences and solutions.

Cultural awareness with proven ability to work with others across different countries and cultures.

Proven leader with the ability to directly and indirectly influence clients and stake holders.

Core Competencies include:

• Expatriate program management
• Improving assignee experience
• Consultative personality
• Ability to navigate complex environments
• Policy design and implementation
• Managing risk and compliance
• Vendor management
• International relocation
• Immigration and tax coordination/management
• International work experience
• Integrating talent management & global mobility
• Innovative approach to global mobility operations