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Anaheim, California, United States
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2K followers
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Katia Taylor (Nilsson) reposted this❤️ I’ve seen firsthand the power of networking — how one connection, one share, one moment of support can truly change someone’s path. Today, I’m asking you to be part of that impact. ✨ Jazmine is an incredible coach and mentor who has lifted and inspired so many people on their journeys. Now, it’s our turn to show up for her. Let’s show Jazmine the strength of this community. ➡️ I am seeking your help to like, comment, or reshare this post to help expand her reach. You never know who might see it — and what doors it could open. #Networking #SupportEachOther #Mentorship #CareerGrowth #CommunityPowerKatia Taylor (Nilsson) reposted thisHi everyone! I’m currently seeking a new opportunity in Contact Center Leadership or Customer Experience Management. With 15+ years of leading high-performing teams, improving operations, and coaching with heart, I’m ready to bring my experience and passion to a new organization. If you know of any roles or connections in this space, I’d be so grateful for your support. Let’s connect! #OpenToWork About me & what I’m looking for: 💼 I’m looking for Call Center Manager, Customer Relations Specialist, and Customer Service Manager roles. 🌎 I’m open to roles in Los Angeles County, Orange County, San Bernardino County, Remote, and Hybrid ⭐ I’ve previously worked at Elevance Health and Verizon Wireless.
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Katia Taylor (Nilsson) shared thisThis picture was taken about a month ago on my last day with Performance Team a Maersk Company. It was difficult to leave as I had an incredible seven years with people and the Company. I want to express my heartfelt appreciation for the support, partnership, and friendships I gained through the years. Thank you to everyone I met and learned from during this journey; it has been an unforgettable experience.
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Katia Taylor (Nilsson) shared thisCongratulations Jason! You are a true leader and inspiration to those around you! You have earned this achievement.Katia Taylor (Nilsson) shared thisA huge congratulations to Jason Walker for being honored with the prestigious USC Global Supply Chain Alumni Excellence Award! This well-deserved recognition is a testament to his dedication, expertise, and relentless pursuit of excellence. His achievements continue to set a remarkable example for aspiring supply chain professionals. Here's to celebrating your remarkable accomplishment, Jason! #USCAlumni #SupplyChainExcellence
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Katia Taylor (Nilsson) shared thisGrowing our HR team with amazing talented people. Welcome Michelle, you have already made a positive impact!!!Katia Taylor (Nilsson) shared thisI’m extremely privileged to take on this exciting role as Director Human Resources for the WND division overseeing Canada at Maersk. I look forward to navigating these waters into this exciting world of Maersk!! Just met an amazing HR community during my 1 week on-boarding in Los Angeles - loving the Maersk swag and the mission statement “Together, All The Way”!!! The team resonated the corporate values so sincerely as they set up us for success while sharing best practices! Experiencing the state-of-the-art technology in our Operations with AI and the mammoth scale of end-to-end supply chain still has me reeling in complete awe!!! Thank you to all those who continue to sail with me on this journey, I cherish you, may we find new paths together and create many ripples as we make a difference!!! ♥️
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Katia Taylor (Nilsson) shared thisSpent a couple frosty days with the Texas Cold Storage Baytown team. Thank you for the warm welcome and showing me the various refrigerated areas, from 35° to a whopping -20°. I was very impressed with the dedication I saw from everyone I met during my visit. Thank you again for an amazing experience.
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Katia Taylor (Nilsson) liked thisKatia Taylor (Nilsson) liked thisYo Soy ALTAMED... 17 years strong. Love my company!
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Katia Taylor (Nilsson) liked thisKatia Taylor (Nilsson) liked thisTitles fade and positions change, but how you treat people leaves a lasting mark.
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Katia Taylor (Nilsson) reacted on thisKatia Taylor (Nilsson) reacted on thisWe’re excited to welcome Jessica Wang as our new Vice President of Logistics Solutions at iDC Logistics. Jessica will be focused on engineering, process optimization, and pricing strategy — areas that are critical to driving operational excellence and scalable growth. She brings a strong analytical mindset and the ability to translate complex operational challenges into streamlined, structured solutions. Her role will center on: • Process engineering and workflow optimization • Pricing discipline and margin strategy • Improving operational efficiency across business units • Strengthening our onboarding and solution design capabilities As iDC continues to grow, having strong leadership around systems, structure, and execution is essential. Jessica is a great addition to the team and will play a key role in helping us operate smarter, faster, and more profitably. #Leadership #Logistics #SupplyChain #ProcessImprovement #Operations #PricingStrategy #iDCLogistics #Growth
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Katia Taylor (Nilsson) liked thisKatia Taylor (Nilsson) liked thisBehind every resilient supply chain is a commitment to safety, and it starts with our people. Safety is everyone’s responsibility. To foster this mindset, we’ve established Safety Champions within our Maersk Contract Logistics Team who inspire and encourage safe practices. We’re proud to recognize three team members who went above and beyond: ✅ Josh Weiner – Acted decisively, protecting a 1M sq. ft. facility and its people. ✅ Jose Aranda – Helped his site achieve 320 accident-free days through creative engagement and collaboration. ✅ Hector Salinas – Proactive every day, improving standards, and mentoring peers to prevent risks before they escalate. Their leadership reminds us: Safety isn’t a checklist, it’s a culture. #SupplyChainSafety #LogisticsLeadership #SafetyFirst #Maersk #Warehousing
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Katia Taylor (Nilsson) liked thisKatia Taylor (Nilsson) liked thisCongratulations, Dr. Noel Hacegaba As the CEO of the Port of Long Beach, your leadership, strategic vision, and unwavering commitment to excellence set a distinguished standard for our community. Your professionalism and the impact of your work are truly admirable. You are a remarkable leader and a role model to follow for all of us—an inspiration to many. Congratulations on this well-deserved achievement. 👏👏👏
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Katia Taylor (Nilsson) reacted on thisKatia Taylor (Nilsson) reacted on thisWe’re excited to welcome Tom Wilkinson as our new Senior Vice President of Information Systems! Tom brings years of executive technology leadership in the logistics and supply chain industry. Throughout his career, he has built a strong record of driving innovation, leading large-scale system implementations, and aligning technology strategies with business goals to deliver measurable results. Tom’s expertise spans cloud computing, automation and robotics, eCommerce platforms, business intelligence, and global IT transformation. Tom’s leadership style reflects our core value of Servant Leadership, where he is known for empowering teams, listening first, and removing obstacles so people can do their best work. He is committed to partnering closely with operations and business stakeholders to deliver reliable, scalable solutions that support our customers and our growth. #LeadershipAnnouncement, #TechnologyInnovation, #SupplyChainExcellence, #ExecutiveTeamUpdate
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Inclusively
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💰 HR Leaders: 2026 budget planning starts now. Are you investing where it matters? New data from Inclusively reveals what employees actually need—and what they’re already paying for out-of-pocket: 🟡 58% are spending their own money on tools and support their employer doesn’t provide. 🟡 Top "signals" from over 1,900 employees queries highlight urgent priorities: ✔️ Flexible Work ✔️ Mental Health Resources ✔️ Accessibility & Accommodations ✔️ Caregiver Support If your 2026 HR budget isn’t aligned to these needs, you’re planning for the past—not the future. 📥 Download the report: https://lnkd.in/dVWtyH7K #HRBudget #2026Planning #RetentionStrategy #WorkforceStrategy
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SHRM
1M followers
HR maturity is a powerful predictor of organizational success. Research shows that organizations with high HR maturity see stronger financial performance, higher productivity, and healthier revenue projections. Yet only 1 in 8 HR teams reach this level of maturity. It’s time for HR to rise to the occasion. SHRM’s new report, The Business Case for HR Excellence, offers actionable insights to strengthen HR capabilities, elevate strategy, and drive measurable business impact. Read the full report here: https://shrm.co/0ldiwi.
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Gem
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Brandon Jeffs took to HR Tech to ask industry leaders what’s really shaping their recruiting strategies these days. Learn how recruiters define the “why” behind recommending candidates, how proactive pipelines produce the right profiles faster, and how Gem’s AI sourcing helps every step of the way.
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Rival
16K followers
3 Standout Findings from HR.com's 2025 Future of Talent Acquisition Report: 1️⃣ Only 30% of organizations plan to increase their TA budget—despite 56% expecting hiring needs to grow 2️⃣ Only 5% of organizations rate their TA function as "world-class"—even though they're self-assessing against a maturity model 3️⃣ "Leaders" in TA are 3x more likely than "laggards" to rate their hiring capabilities high Download the full report—compliments of Rival—for more benchmarks and comparative data and to learn how leading TA teams are finding success in 2025 and beyond: https://lnkd.in/eTWvN_7t #TalentAcquisition #Recruiting #Survey #HiringTrends2025
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Kimmel & Associates
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When a top candidate declines an offer, it can feel like a major setback. Discover 4️⃣ pitfalls a hiring team must avoid during key stages of an executive search to stay aligned and successful. https://lnkd.in/ekq2_3H2 Authored by Justin Wilkins, EVP #kimmel #executivesearch #offers
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Fountain
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👉 Are your I-9s really audit-ready? Most HR teams don’t realize how easy it is to miss critical I-9 steps, and each error can cost up to $2,700 per violation. That’s why we created this quick compliance checklist. Inside, you’ll find: ✅ The 4 most common mistakes HR teams make. ✅ Step-by-step guidance to stay compliant. ✅ A simple retention rule that could save you thousands. Getting I-9s right doesn’t have to be complicated. Take 2 minutes to review this guide, and your future audit self will thank you. ⬇️ Swipe through the carousel and download the white paper containing the full checklist here: https://bit.ly/3VCY56M #I9Compliance #HRCompliance #HumanResources #PeopleOps
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Global HR Books
46K followers
📊 The Cost of Talent is Shifting: Key Benchmarks from the 2025 Recruiting Report The new SHRM 2025 Recruiting Executives Benchmarking Report reveals a major divergence in hiring metrics, with costs soaring for executive roles while time-to-fill stabilizes. Here are the must-know insights for every talent acquisition professional: 1. Executive Hiring Costs Explode, Nonexecutive Costs Drop The cost-per-hire (CPH) gap is wider than ever, underscoring the resource intensity of top-tier talent acquisition: Executive CPH has reached a median of $10,625. This represents a staggering 113% increase since 2017 and a 21% rise since 2022. Nonexecutive CPH decreased to $1,200, a 27% decline since 2017. The Ratio: The cost of hiring an executive is now nearly 9 times that of a nonexecutive role. 2. Time-to-Fill Stabilizes, But Size Matters The hiring process is becoming more consistent across job levels, suggesting focused effort on speed: The median time-to-fill for both executive and nonexecutive positions is now about 44-45 days (a month and a half). This is a sharp drop for executive roles, which took 60 days in 2022. The Bottleneck: Extra-large organizations (5,000+ employees) report significantly longer time-to-fill periods (around 60-61 days for both). 3. The Internal Hiring Opportunity is Missed Recruitment remains overwhelmingly external, though larger firms are better at internal mobility: The overall median shows executive hiring is 100% external. Only 7% of nonexecutive positions are filled internally across all organizations. The Exception: Extra-large organizations are the exception, filling 50% of executive positions from within. 4. A "Quality of Hire" Blind Spot Despite 61% of recruiting executives citing a lack of qualified candidates as a top challenge, very few organizations actually measure whether their new hires deliver value: Only 20% of organizations use a quality-of-hire metric, a decline from previous years. 💡 Actionable Takeaway: Recruitment is expensive, especially at the executive level. Recruiting leaders need to justify these costs by integrating Quality of Hire metrics into their reporting and investing in internal development programs (upskilling, mentoring) to capitalize on the lower cost and higher potential retention of internal talent. How does your organization's CPH compare to these benchmarks? Share your thoughts below! 👇 #Recruiting #TalentAcquisition #HRMetrics #Benchmarking #FutureOfWork #SHRM #ExecutiveSearch
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Gallagher
688K followers
2 in 3 employers experienced a turnover rate of 10% or more in 2024. That's a significant cost to the bottom line and added work to an already overwhelmed HR team. Want to learn how to keep your talent? Check out the Talent Benchmark report to see how leaders are finding retention success by building trust, investing in technology and utilizing data to make informed decisions that can improve the employee experience and build a workforce that stays. Dive into the data and discover how to: • Build psychological safety through strategic leadership. • Create clear growth pathways for your team. • Promote ongoing career discussions. • Show genuine appreciation for employee contributions. Ready to improve retention and build a thriving organization? Get your copy of the report below: https://okt.to/Rv6bXF
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KMA Human Resources Consulting
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Wondering if your pay strategy is helping (or hurting) your ability to attract and retain top talent? When compensation decisions are based on gut feel or outdated benchmarks, businesses risk overpaying, underpaying, or losing their competitive edge. Our latest article breaks down how to use real market data to make smarter, fairer, and more strategic pay decisions. #compensationstrategy #compensationguidance #hrinsights #employeepay #kmahr #wearehr https://lnkd.in/e3ri6EWP
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SHL
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HR is evolving fast, and so must HR’s skills. Download our guide to learn how to upskill and reskill your team in the foundational behaviors that produce real impact. Explore the four future-ready skills every organization should be teaching next, gain clear practical tips, and a simple step-by-step process to assess and close skills gaps. 🔗 https://i.shl.com/48rKneH
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INS Global
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⚠️ PIPs don’t fix broken performance. They often break trust. HR leaders: if you’re still relying on outdated Performance Improvement Plans, you’re putting your best people at risk of walking. 👉 Here are 3 smarter alternatives every hybrid team in 2025 needs to know: https://lnkd.in/eAXZMw9Y #HRLeadership #PerformanceManagement #FutureOfWork #HybridWork #EmployeeRetention
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Dayforce
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HR leaders are being asked to guide growth, surface risk early, and align talent decisions to business performance. But when workforce data lives in silos, strategy turns into manual number crunching. Talent intelligence brings hiring, skills, performance, and pay into one connected view — so HR can move from reactive reporting to proactive leadership. Read the blog: link in comments.
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BI WORLDWIDE
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HR leaders might seem to have a limited set of data to understand their organizational culture. But if you have a recognition program in place, you possess a treasure trove of information to drive strategy and provide actionable insights for cultural transformation. Click to learn 3 ways your organization's HR leaders can drive culture and strategy right now. https://bit.ly/4je7tbb
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HR Cloud
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Offboarding is more than a checklist—it’s your final impression. What separates top HR teams? They treat offboarding as a strategic process, not just an admin task. This guide breaks down best practices for protecting your brand, gathering feedback, and creating a smooth, respectful employee exit. 👉 Read what HR leaders do differently: https://lnkd.in/gbS7jBZy #HRCloud #EmployeeOffboarding #HRLeadership #ExitProcess #PeopleFirst
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