Lisa Gaither, Sphr
About Lisa Gaither, Sphr
Lisa Gaither, SPHR, is the Sr. Director at Asurion, where she leads global HR initiatives and teams across multiple locations.
Company
Lisa Gaither is a Sr. Director at Asurion, a position she has held since 2011. Based in Sterling, VA, she leads a variety of HR initiatives and oversees teams across multiple global locations including Manila, Philippines, London, England, and Nashville, TN. Her role includes chairing employee engagement and transformation programs that align with the global HR strategic priorities of Asurion.
Education and Expertise
Lisa Gaither holds a BSc in Psychology & Business from the University of Wolverhampton, obtained between 1992 and 1995. She also earned a Human Resources Management Certificate from George Mason University and achieved SPHR certification from the Society for Human Resource Management, both during the year 1970. Her educational background provides her with a strong foundation in both business and human resources.
Professional Background
Prior to her current role at Asurion, Lisa Gaither worked at NeuStar, Inc. as a Sr. HR Business Partner from 2006 to 2011. She also served as a Leadership and Learning Project Manager at IFC - The World Bank Group from 2003 to 2006. Her earlier experience includes positions at Allegis Group (TEKsystems) where she worked as an Account Manager and Sr. Recruiter from 1998 to 2002.
Leadership Responsibilities
In her capacity as Sr. Director at Asurion, Lisa Gaither serves as the global HR lead for the HR Career Development program and Engagement Committee. She is a trusted advisor and business partner to senior executives including the CTO, CISO, and SVP of Product Engineering. Key responsibilities include designing and implementing career pathing frameworks, overseeing a quarterly performance management process, and leading Technology, Security, and Sales Diversity & Inclusion programs.
HR Innovations and Initiatives
Lisa Gaither has spearheaded significant HR innovations at Asurion, such as leading the transition to a managed services model from a staff augmentation approach and developing engagement survey action plans. She also implements recognition programs and oversees the quarterly talent review program. Her efforts contribute to enhancing employee engagement and aligning HR initiatives with the company’s strategic priorities.