President Elect

Erica Desrosiers

Bio:

Erica Desrosiers is Chief Talent Officer for Acadia Healthcare, responsible for end-to-end talent management. Over her career, she has practiced I/O psychology in various organizations across numerous industries for the last 25 years. She has been a results-driven and influential leader in shaping and executing the talent strategy and agenda across multi-billion-dollar revenue organizations, impacting over 3 million employees and leaders.

Prior to Acadia, Erica was Chief Talent Officer for Otsuka Pharmaceuticals, where she created and executed talent strategies that supported critical business priorities. She focused on advancing the depth and diversity of the talent pipeline, and identifying and developing emerging talent.

Previously, Erica worked at Johnson & Johnson as Head of Talent for Consumer Health and Head of Accelerated Development. Prior to J&J, Erica worked at Walmart in Bentonville, Arkansas, responsible for leading talent identification and succession planning, selection and assessment, leadership development, executive coaching, and performance management. Before joining Walmart, Erica was at PepsiCo, overseeing surveys, performance management, and coaching and development.  Erica began her career in talent and HR consulting at SHL in Chicago. 

Erica earned her Master’s and Ph.D. in I/O Psychology from Purdue University, and is a SIOP Fellow. She has been an active member of SIOP for nearly 30 years, and she has published, presented, and led workshops in the areas of coaching, 360 feedback, leadership development, succession, performance management, surveys, and talent management. She has served on the board of the Mayflower Group Survey Consortium and on the Conference Board Executive Coaching Council.

Goals Statement:

SIOP leadership is both a privilege and an opportunity to enhance our organization and elevate the impact of our field on society.

SIOP’s strategic goals are similar to those I’ve faced for 25+ years: build a future talent pipeline; increase our diversity; provide ongoing member development so we stay relevant and equipped for an evolving world; and ensure we do impactful work that is valuable and valued by organizational leaders.

One step toward strengthening our future I/O talent while ensuring we continue to confront real-world problems is to double-down on the bond between science and practice. As a practitioner I have always worked with grad students. This has evolved to “gig-style” projects for students that give them visibility into organizational challenges, providing slices of real-world experience and insights to guide future research. This is simple to scale up to impact our graduate programs, as well as an avenue to facilitate data collection and further research. 

A struggle I’ve experienced through the years is adoption. We leverage sound theory, research, and practices, but it often ends with us because implementation relies on willingness of organizational leaders to listen and understand. We need to equip ourselves to translate our impact to the language of leaders, and we need to get more I/Os into top roles by broadening our education and experience to earn those roles.

I believe my talent management background has prepared me to further these goals and I would be honored to serve SIOP in this capacity to do so.

Satoris (Tori) Howes

Bio:

My husband joked, “You can’t spell Tori without I-O” and in some ways that rings true. I-O psychology has been a defining part of my identity for over 20 years.  I earned my Ph.D. in I-O psychology from Texas A&M University after which I worked as a consultant before transitioning back into academia. I have held tenured faculty positions at three separate universities in both psychology departments and business schools.

I am proud of my professional accomplishments. I have over 100 publications and 125+ presentations. I have received external funding from the USDA and ODOT. I am the coauthor of the I-O psychology textbook, Psychology Applied to Work. I have received seven teaching/research awards, including SIOP’s Distinguished Teaching Contributions Award. I am a Fellow of SIOP and of APA.

I am also proud of my extensive service to SIOP. To date, I have served as Membership Chair, Editor of Industrial and Organizational Psychology, a TIP columnist, a Publications Board member, and as a member of numerous committees: Workshop, Awards, Career Services, APA Program, and SIOP Program/Conference. These experiences have provided me with knowledge and an appreciation of the various aspects of SIOP.

Lastly, while I-O is of clear importance to me, I also believe in maintaining a healthy work-life balance. With that, along with my (I-O practitioner) husband, John, I moonlight as a chauffeur, maid, personal chef, life coach, tutor, and counselor to our four kids, as a caretaker to our two dogs, and as a servant to our cat.

Goals Statement:

SIOP’s mission is “To enhance human well-being and performance in organizational and work settings by promoting the science, practice, and teaching of industrial-organizational psychology.”  I believe to achieve this mission we must focus on the three As: Awareness, Alignment, and Advocacy.

Awareness: We must facilitate awareness by ensuring researchers, practitioners, educators, and students are informed of each other’s relevant needs, best practices, and accomplishments. Moreover, we must ensure that this awareness is directed beyond those within our profession. The science and practice of I-O psychology has much to offer other fields and industries, just as we can grow further and faster by becoming aware of advancements of those outside of I-O psychology.   

Alignment: We must create alignment such that increased awareness is translated into interdependent action directed at achieving mutually defined goals. Research findings are more likely to be adopted and successfully implemented in practice when there is a clear connection between the research and the real-world context. Similarly, when practice aligns with scientific evidence, decisions are made based on reliable data, leading to more effective interventions, informed decision-making, and better outcomes. As such, greater alignment is necessary for greater impact.

Advocacy: We must advocate by broadly showcasing the accomplishments of our members and highlighting to external partners the impact that our science and practice can have for those outside our field. Such advocacy will help influence policy, generate greater job opportunities for our members, create more funding opportunities for researchers, and drive systemic change in the world of work.

Richard Landers

Bio:

I’m the John P. Campbell Distinguished Professor of IO Psychology at the University of Minnesota, where I study technology in IO, focusing mostly on games, gamification, and artificial intelligence. I publish research in both psychology and technology outlets, depending on the intended audience. I’ve worked with a variety of technology and consulting companies for academic research or as consulting clients through my business, Landers Workforce Science LLC, which mostly advises on or conducts audits of selection systems incorporating artificial intelligence. I believe the science-practice model is key to what makes IO psychology uniquely valuable, and I try to live both sides of it as best I can to maintain a balanced perspective.

I have been fortunate to serve SIOP at all levels of the organization, starting with organizing the very first virtual conference experience SIOP ever attempted - the 2012 Sustainability Leading Edge Consortium. Since then, I’ve served in many committees and task forces, including Government Advocacy and as the Program Chair for the Seattle Annual Conference. As a current member of the Executive Board, I’m serving on two task forces focused on creating new community options within SIOP: Research Community Forums and persistent Special Interest Groups. This year, I led the Task Force to Identify Core Audiences to understand through empirical research how SIOP can better understand and serve its varied membership. Across these roles, I have seen many sides of SIOP and its members and call on that experience to make good decisions as a board member.

Goals Statement:

As stated in our strategic plan, our SIOP community is foremost oriented toward confronting real-world problems with rigorous science. We often disagree about the specifics. Many members have firsthand experiences with tensions between career scientists and career practitioners, doctoral and master’s degree holders, and even I and O. In our sibling-like squabbles, I fear we forget that we agree more than we disagree; this limits our power to respond to a rapidly changing world. We must be united in our core purposes while enabling our member subcommunities to do what they individually find meaningful. No I-O should feel lost, alone, or unsupported by SIOP. This better serves us all.

My goal as president is therefore to better identify, serve, unite, and empower the subcommunities within SIOP, big or small, reducing the barriers they face to the successes they desire, so that they find their place with the broader organization. I will accomplish this by doubling down on initiatives I’ve already started. I led the Task Force to Identify Core Audiences to understand where we are already united and where our differences are real and important. The resulting report is already core reading for our Staff and Chairs. Yet this is not a one-time problem to be solved; it’s an ongoing need that I will create infrastructure to address. I also helped create Community Forums and Special Interest Groups, but these fledgling initiatives need executive attention to prevent them from becoming more stories of SIOP’s good intentions lacking in follow-through.

External Affairs Officer

Mark Frame

Bio:

My name is Mark Frame, and I am a Professor of Psychology at Middle Tennessee State University (MTSU). I teach General Psychology courses and Industrial and Organizational Psychology courses for the Graduate and Undergraduate programs. I’m also a Senior Consultant for the MTSU Center for Organizational and Human Resource Effectiveness (COHRE).

I earned a Ph.D. in I-O Psychology from the Illinois Institute of Technology and my bachelor’s degree from the University of New Orleans. My dissertation research examining gender and executive performance ratings was awarded the American Society of Training and Development (ASTD now ATD) Dissertation of the Year Award in 2004.

SIOP has been an influential part of my life for three decades, and I have served SIOP in several roles including SIOP Conference Consortia Committee Chair, SIOP Junior Faculty Consortium Chair, SIOP Conference Planning Committee, the SIOP Professional Practice Committee on Learning Resources, and the SIOP Task Force to Identify Core Audiences and Build Personas.

In my career I have been affiliated with SIOP, Association for Psychological Science, American Psychological Association, Association for Talent Development (ATD), Society for Human Resource Management, Academy of Management, and several regional and local professional organizations. I have also worked as a consultant with organizations ranging from nuclear power companies to a Department of Children’s Services. My position as an educator has helped me to be successful in a variety of roles because I am able to understand and solve problems by asking questions, making connections, and translating science to create win-win solutions.

Goals Statement:

While all of SIOPs Strategic Goals are important, the External Affairs Officer relates most closely with SIOPs first Strategic Goal. This goal involves SIOP working with other communities and organizations to identify and address real-world problems and to apply scientific knowledge to promote the heath and effectiveness of people and organizations.

As the SIOP External Affairs Officer, I will:

• Work with SIOP leadership and members to strengthen and broaden the relationship between SIOP and other APA Divisions, SHRM, ATD, APS, NIOSH, and international I-O organizations such as EAWOP, British Psychological Society, SIOPSA, and others to make progress on the SIOP objectives related to that strategic goal.
• Work with SIOP members and leadership to understand and confront issues related to the overall well-being, mental and physical health, and performance and effectiveness of workers and the organizations to which they belong.
• Work with a diverse and cross-disciplinary team to create useful resources that convey the knowledge and best practices of SIOP and other organizations in everyday language that is easily understood by the audiences that can benefit from the resources.
• Work with SIOP leadership and members to create training, aids, and tools that will assist SIOP members and members of other organizations to communicate effectively one-on-one and in broader settings with government leadership and agencies, corporate and business leaders, various forms or media, and peers.
• Build and enhance sustainable relationships with relevant SIOP partners to effectively establish SIOP as the authoritative source of knowledge about work and workers.

Michael Zickar

Bio:

My name is Michael Zickar and I am the Sandman Professor of Industrial-Organizational Psychology at Bowling Green State University. I am proud to be a SIOP Fellow, and I have served as SIOP Historian as well as previously serving on the Executive Board (2010-2014). I also served as Chair of the Department of Psychology at BGSU for 12 years. I received my PhD in industrial-organizational psychology at University of Illinois at Urbana-Champaign and have attended every SIOP conference (with the exception of one after the birth of his daughter) since 1992.

My research is in the area of psychological measurement as well as personnel selection and history of applied psychology, and has been published in top journals in the field. I am on the editorial boards of Journal of Applied Psychology, Organizational Research Methods, and Journal of Business and Psychology. As director of BGSU’s Institute for Psychological Research and Application, I collaborate with doctoral students on consulting projects with organizations big (Fortune 500) and small (local nonprofits).

Goals Statement:

Like many of you, I feel lucky to have stumbled in the field of IO psychology and to have made it a career that has been rewarding and satisfying. The work of SIOP over the years has been important in promoting our field to audiences who have lots of uncertainty about what it is we do. The External Affairs officer has input on the role of SIOP’s interface with other organizations such as SHRM, APA, APS, and international organizations. These relationships are crucial to strengthening the influence of IO psychology and need to be nurtured and continued. The work that SIOP’s visibility committee does is indispensable in helping promote IO psychology as a career, working to communicate our career to future generations, such as high school students and undecided college students. In addition, increased visibility helps us reach additional organizations who might not even realize that they could benefit from our services.

My goals include:

• Promoting the excellent work that is already being done by SIOP and the visibility committee.
• Enhancing outreach being done to high school students and undecided undergraduate students. One way to do this would be to collect testimonials from current doctoral students or recent graduates about their journey to graduate school and the profession. These could be done in video form, shared on social media and hosted on the website. In particular, we can use this outreach to reach underrepresented populations.
• Broadening the reach with other professional organizations to find new ways of partnering.

Instructional and Educational Officer

Tingting Chen

Bio:

Dr. Tingting Chen is a tenured Associate Professor and Head of the Department of Management at Lingnan University, Hong Kong. She received her PhD from the City University of Hong Kong. At Lingnan University, she has held numerous leadership roles, including directing undergraduate and postgraduate programs in human resource management, leading entrepreneurship education initiatives, and serving on key university educational committees (e.g., service-learning and postgraduate studies). In recognition of her dedication to education, she received the Education for Service Faculty Award from Lingnan University.

Tingting’s research focuses on creativity and innovation, leadership, proactivity, and prosocial behavior. She has published over 30 articles in premier journals such as Journal of Applied Psychology and Personnel Psychology. She is an editorial board member of Personnel Psychology and other peer-reviewed journals. She received the Early Career Award from the University Grants Committee of Hong Kong in 2013 and the Research Output Excellence Award from Lingnan University in 2021.

In her service to SIOP, Tingting was a founding member of the Task Force for the Virtual Program for the Greater China Region (2021), served as a committee member (2022–2023), and has been Chair since 2024. The program serves over 30 paid institutional members from Mainland China, Hong Kong, Macau, and Taiwan, delivering high-quality I-O psychology educational content to faculty and students in those institutions.

Goals Statement:

I have gained substantial experience working with diverse stakeholders in SIOP through my service as a member and Chair of the Virtual Program for the Greater China Region. My leadership roles in various educational programs and committees at Lingnan University have deepened my understanding of training issues for future I-O psychologists. My goals for the Instructional and Educational Portfolio include:

1. Building inclusive educational pipelines for future I-O psychologists by fostering outreach to underrepresented populations, including women, international students, and culturally diverse communities (SIOP Strategic Goal 2). I aim to foster a more diverse usership of SIOP’s educational and training content. This involves creating initiatives that engage international institutions and individuals, thereby improving the diversity and inclusion of our profession.
2. Enhancing and diversifying SIOP’s educational offerings and revenue streams through innovative programs and technology (SIOP Strategic Goals 2 and 4). By facilitating the development of online and virtual educational initiatives, we can provide accessible learning opportunities for members at all career stages and from diverse backgrounds. This not only enriches our members’ professional development but also reduces our fiscal dependence on in-person events.
3. Collaborating with I-O psychology programs to meet the changing needs of students and the profession (SIOP Strategic Goal 4). By working closely with both traditional and non-traditional educational programs, we can help them address challenges such as adapting curricula to modern demands, incorporating distance learning, and preparing students for evolving career paths. This ensures that the training of future I-O psychologists remains relevant and impactful.

Jaclyn Koopmann

Bio:

Dr. Jaclyn (Jackie) Koopmann is a tenured Globe Life Associate Professor in the Department of Management and Entrepreneurship at Auburn University. She received her Ph.D. from the University of Florida. She has served on the Doctoral Program Committee since 2022 at Auburn University and she actively mentors doctoral students in their program.

Jackie’s research interests include teams, occupational health (including employee health conditions and behaviors), and mistreatment within the customer service context. Her work has been published in such journals as the Academy of Management Journal, Journal of Applied Psychology, Journal of Management, and Journal of Organizational Behavior. She also serves on the editorial boards of the Journal of Applied Psychology and Personnel Psychology. She has received numerous awards and recognition from national conferences and Auburn University for her research achievements. Her work has also been cited in popular media outlets, such as U.S. News, The New York Post, and Fortune.

In terms of her service to SIOP, Jackie currently serves on the Awards leadership team, as chair-in-training in the 2024 cycle and as co-chair of the Scholarships and Grants Awards in the 2025 cycle. In these roles, she has been a part of the Membership Services portfolio and has worked closely with SIOP staff and numerous other committees to ensure that student scholarships and grants award processes and recognition have run smoothly. Jackie also served as a member (2022) and chair (2023) of the Jeanneret Award for Excellence in the Study of Individual or Group Assessment Subcommittee.

Goals Statement:

I would be honored to serve as the Instructional and Educational Portfolio Officer. On the SIOP Awards Committee leadership team, I have had experience communicating with various committees, including conference programming, Membership Analytics, as well as CEMA and WIN to educate graduate students on scholarships and grants available to help fund their training as future I-O psychologists. I look forward to serving SIOP and the broader profession through educational programs that can support current and future I-O psychologists. My goals for the Instructional and Education Portfolio include:

1. I will ensure a continued supply of I-O psychology professionals ready to tackle modern business issues (SIOP Strategic Goals 1-2). As part of this effort, I will focus on programs intended to introduce undergraduate students from diverse backgrounds to I-O psychology and the field’s emerging topics likely critical for future I-O careers and effective dissemination to external stakeholders (SIOP Strategic Goal 4).
2. I will ensure that continuing education programs are ready to support I-O psychologists at various career stages seeking to integrate the latest I-O evidence-based management practices into their knowledge base. I will build in virtual events that can better fiscally support SIOP, energize a diverse set of members to engage with SIOP, and facilitate cross-industry conversations (SIOP Strategic Goals 2-4).
3. I will support traditional and non-traditional I-O psychology programs, aiming to better serve their unique recruitment, training, and other student needs, including where SIOP can develop programs that facilitate professional development and career outcomes (SIOP Strategic Goal 4).

./Steven Toaddy

Bio:

I’m an academic of the administrative-and-teaching sort — currently a department head and PhD-program coordinator, and previously a builder of a Master’s I-O curriculum and coordinator of a University-Based Consulting Center. I’ve been involved with the Education & Training committee on and off since 2010, serving as a member, subcommittee chair, Guidelines-revision member (a process that is underway again!), and chair. I’ve also written for and edited TIP, the latter of which exposed me to diverse perspectives regarding how instruction and education have been, are, and can be done.

Goals Statement:

The individual actions of SIOP members ultimately define our reputation as a Society, but if anything serves as the foundation of all of those individuals’ values and skillsets, it’s their educational programs. I see the Instruction and Education portfolio as the portfolio that serves as the ground beneath those foundations; if that ground is unstable or unsupportive, then the foundation is compromised, and subsequently the membership is increasingly compromised over time. At present, we face a number of issues that necessitate this support — from predatory graduate programs to generative AI to changes to the APA Ethics Code to fast-paced changes in the data-science and programming capabilities expected of our membership — and Instruction and Education must play its part in supporting SIOP through the changes that these bring. I aim to provide the leadership that will enable us to do so, so that we can continue to work towards a smarter workplace.

Professional Practice Officer

Krystyn Ramdial

Bio:

As Director of Global Talent Acquisition and Global Talent Management at Procter & Gamble, I lead the global strategies for pre-hire selection (e.g., assessments, interviews) and employee talent planning (e.g., pipeline health, internal mobility, retention). I’m also an adjunct professor at UC Blue Ash, Volunteer Chair for Lighthouse Youth & Family Services, and SIOP Visibility Committee Chair.

Over the last 15 years, I’ve collected a wide-range of I-O practitioner experience. As an external consultant, I served public, private, government, and non-profit clients. As an internal practitioner, I’ve worked on employee engagement, training, performance management, and selection. Most recently, I led the development of our first global end-to-end talent acquisition strategy (i.e., employer brand, systems & technology, selection, and go-to-market) for manufacturing talent. While I am a practitioner at my core, I embody the science-practitioner model through continued engagement in teaching, research, and publishing.

I’ve served on several SIOP committees, including International Affairs, Electronic Communications, Professional Practice, and Visibility. As Chair for the Visibility Committee, I restructured the committee to align with our strategic goals, improved our operating model to increase volunteer engagement, and built strong partnerships with SIOP Staff and relevant committees.

My Ph.D. and M.S. are from the University of Central Florida, and my B.S. in Business Management and B.A. in Psychology are from the University of South Florida (Go Bulls!). When I need an escape from the busy life I’ve created, I turn to Caribbean music, books (psych thrillers and historical fiction), DIY projects, and travel. 

Goals Statement:

I envision SIOP as a catalyst for positive change, empowering people to navigate a rapidly changing world. If elected, I’d create systemic impact through three priorities aligned with our Strategic Goals.

1. Equip Practitioners with Relevant Resources: Aspiring and current practitioners need access to tailored resources that support them in their careers and their work. These resources should highlight the latest I-O science and practical solutions.
2. Foster Meaningful Collaborations: To enable real-world change, I would lean on partnerships. For example, there’s a need to amplify academic work to further bridge the gap between research and practice, and a need to break down silos within SIOP by fostering more collaboration among committees.
3. Create an Inclusive and Agile Environment: The value of SIOP lies in its members. I am committed to fostering an empowering atmosphere that respects our members and volunteers, fully embedding Strategic Goal 2 into all we do.

My action plan would be co-created with the committees, emphasizing focus, intentionality, and a bit of fun. I’d create enough structure to drive clarity while allowing space for play and experimentation. Each initiative would serve a meaningful purpose aligned with our Strategic Plan. I believe in the value of failing (and learning) fast, so I’d encourage an iterative approach. I’d foster curiosity and challenge assumptions to innovate where it matters. In I-O and SIOP, there’s ample opportunity to blend reliable solutions with innovative practices, building on the strong foundation laid by previous leaders.

Thank you for your consideration!

William Shepherd 

Bio:

I received my PhD and MA in I-O Psychology from Bowling Green State University with a minor in Quantitative Psychology. I am a licensed psychologist and a Fellow of SIOP and APA. I have 15+ years of SIOP committee experience including the Membership, Workshops, Distinguished Professional Contributions, Small Grants, and LEC Planning committees. I was appointed by the SIOP Executive Board to serve on the LEC Programming Task Force, the Executive Director Selection Advisory Group (twice), and the Election Campaign Behavior Policy Task Force. I have also served twice as the Chair of the Professional Practice Committee.

Like many of us, I aspire to the scientist-practitioner model of I-O psychology dividing my time between applied work, teaching, and research. My research has been published in Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, and the Journal of Occupational Health and Psychology on topics including strategic human capital, candidate experience, employee assessment, and well-being. I have served as an adjunct instructor at Ohio State for over 10 years.

I have worked as an I-O practitioner for over 20 years. In addition to working multiple years in I-O consulting, I have held senior-level HR roles at Wendy’s and Huntington where my applied work was recognized with multiple awards including twice with the HR Management Impact Award, given jointly by SIOP and SHRM for best evidence-based HR practices, twice with SIOP’s Myers Award for Applied Research in the Workplace, and four times with SIOP’s Wiley Award for Excellence in Survey Research.

Goals Statement:

I love SIOP and am passionate about helping it evolve and grow. I am seeking this opportunity to serve as the Professional Practice Officer at this important time for our field. My goals include:

1. Human Capital Analytics: The field of I-O psychology is well positioned to become the leader in human capital analytics, including the use of artificial intelligence; however, we risk losing ground to other fields who are competing for our research dollars and clients. I would utilize SIOP’s communication channels and network to bring visibility to our field and help make it the leader in this space.
2. Membership Inclusiveness: SIOP members share a common passion for I-O psychology, but there are meaningful differences in their work settings, locations, experiences, and training which reflect important differences in what they need from the organization. SIOP has conducted research on member personas. The findings should be leveraged to ensure different member profiles receive the individualized benefits they want from the organization.
3. Increase Member Engagement: I want SIOP to become the professional organization with which I-O psychologists have the highest affiliation and engagement, as measured by career-long membership, conference participation, and volunteering. Too many never get involved while others begin with a strong sense of commitment but withdraw over time as they perceive less relevance or value. We can increase engagement by introducing new membership services, communications, and programs.