How Mental Health Impacts the Great Resignation

Watch the replay to discover how to improve mental wellness in your organization.

WATCH REPLAY
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Data shows that 91% of surveyed employees believe a prospective company's culture should support mental health. This webinar can help you turn the Great Resignation into the Great Opportunity for your organization.

Missed it the first time around, or want to watch it again?

Replay Conversation

Watch this impactful discussion to discover why creating a mentally healthy workforce is critical in the war for talent.

The webinar features insights from Mary Marzac, Ph.D, Senior Scientist & Scientific Advisory Board Member at The Virgin Pulse Institute, Sophie Gelsthorpe, VP of People & Culture at OpenTable and KAYAK, and Libby Erensen, VP of People at Spring Health.

You'll walk away with:

  • Why mentally healthy workforces have lower turnover and higher retention
  • Strategies to improve mental wellness at the workplace
  • Ways to enhance employee satisfaction and engagement

Meet the Speakers

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VP, PEOPLE AT SPRING HEALTH

Libby Erensen

Libby Erensen is the VP of People at Spring Health. She is passionate about scaling and building People teams in mission-driven environments. Previously, Libby was Director, People Strategy at Oscar Health and worked in Human Resources at NBCUniversal and Verizon Wireless.

To learn more, click here .
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VICE PRESIDENT, PEOPLE & CULTURE @ OPENTABLE & KAYAK

Sophie Gelsthorpe

Sophie joined KAYAK & OpenTable in 2015 and leads the People Partner and Talent Acquisition teams. Her focus is on engaging and retaining the company’s 2,000+ colleagues in 20+ countries.

To learn more, click here .
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SENIOR SCIENTIST AND SCIENTIFIC ADVISORY BOARD MEMBER @ THE VIRGIN PULSE INSTITUTE

Mary Marzec, Ph.D.

Mary Marzec, PhD is a Sr. Scientist with Virgin Pulse where she leads the workplace culture initiative. Dr. Marzec has over 12 years of experience working with employers on population health and employee wellbeing strategies.

To learn more, click here .

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