Diedre Jones
Human Resources Director Acoustical Sheetmetal Company
With over 20 years of HR leadership experience, Diedre “Dee” Jones specializes in employee relations and navigating the complexities of government contracting. Holding SPHR, CPSP, and ADP-CHRS certifications, she is passionate about empowering diverse workforces and fostering collaborative, innovative environments. Dee previously served as Vice President of HR at Science Systems and Applications, Inc. for 25 years and holds an MBA and BA in Human Resources Management from Saint Leo University.
Seminars
Tuesday 19th May 2026
Discover: Scaling Talent Strategy for Hyper-Growth: How Acoustical Sheetmetal Company Is Building Pipelines & Internal Progression to Support 250% Workforce Expansion
1:00 pm
- Navigating rapid growth and preparing for the next wave of talent integration by implementing scalable HR processes and future-ready talent strategies to sustain expansion across multiple new facilities
- Building external pipelines through partnerships with community colleges and workforce development organizations, encouraging skilled trade careers, and creating clear pathways for candidates to prepare for roles before hiring begins
- Driving internal mobility and knowledge transfer by designing structured progression models for critical roles like welding, enabling employees to advance from entry-level to complex positions, and ensuring operational continuity during aggressive growth
Tuesday 19th May 2026
Develop: How Can Manufacturers Build Scalable Talent Pipelines That Withstand Hyper‑Growth?
1:20 pm
- What strategies help organizations expand external pipelines through community colleges and workforce partners to prepare talent before hiring begins?
- How can outreach and pre‑hire training programs be scaled across multiple new facilities without overstretching TA and HR resources?
- What role do structured progression models, skill-based development, and knowledge‑transfer programs play in protecting internal mobility during rapid expansion?
- How can organizations measure the ROI of pipeline and progression strategies beyond hiring metrics including operational continuity, productivity ramp-up time, and reduced dependency on external hiring?
