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<keyword id="6462982" type="COMPANY" weightage="100" keywordseo="Aon-Hewitt">Aon Hewitt</keyword> today announced its acquisition of CoCubes, a leading hiring assessment company based in India. With this transaction, Aon Hewitt adds two million assessments to its existing global portfolio of 20 million assessments spread across 164 countries. 
 
Aon Hewitt, one of the earliest solution providers in selection and assessment, helps organizations make better hiring decisions and improve performance by predicting the success of their potential and current employees. CoCubes, on the other hand, connects colleges, students, and corporates using assessments; to create a seamless entry-level hiring ecosystem. 
 <keyword id="166440" type="PERSON" weightage="20" keywordseo="Sandeep-Chaudhary">Sandeep Chaudhary</keyword>, CEO, India Consulting, Aon Hewitt, shared, “We were actively looking for an organization that focuses on employability assessments. CoCubes stood out for us as a successful startup with its profitable growth, resilient leadership team, and an innovative technology platform. With its strong client standing and value-aligned leadership, CoCubes is clearly our partner of choice to augment our assessment solutions in India and across other markets in <keyword id="119132" type="COMPANY" weightage="20" keywordseo="Asia-Pacific">Asia Pacific</keyword>.” 
 “With the acquisition of CoCubes, we will now be a one-stop-shop for entry-level hiring assessment solutions. CoCubes complements our specialization in behavioral and leadership assessments with technical and vocational assessments, in addition to its innovative proctoring solutions. By solving the employability challenge with educational institutions and sector skill councils, Aon Hewitt is now geared to fulfill the entry level hiring needs for corporate clients.” said <keyword id="211396" type="PERSON" weightage="20" keywordseo="Nitin-Sethi">Nitin Sethi</keyword>, Partner and Chief Commercial Officer, India Consulting, Aon Hewitt. 
 The CoCubes founders, <keyword id="143051" type="PERSON" weightage="20" keywordseo="Harpreet-Singh">Harpreet Singh</keyword> and <keyword id="2188847" type="UNKNOWN" weightage="20" keywordseo="Vibhore-Goyal">Vibhore Goyal</keyword>, will continue to lead the business as a separate practice line and will join Aon Hewitt’s Talent, Rewards and Performance (<keyword id="20751" type="ORGANIZATION" weightage="20" keywordseo="TRP">TRP</keyword>) vertical, reporting to Nitin Sethi.

Aon Hewitt acquires CoCubes, a hiring assessments company

Indian companies are taking very clear steps to arrest the steady increase in compensation budgets, as is clear by the annual <keyword id="3249253" type="UNKNOWN" weightage="100" keywordseo="salary-increase-survey">Salary Increase Survey</keyword> report by <keyword id="6462982" type="COMPANY" weightage="100" keywordseo="Aon-Hewitt">Aon Hewitt</keyword>. The results reflect a pragmatic approach adopted by corporate India towards pay increases. Companies are taking a cautious stance instead of going for aggressive pay increases. In many cases the industries have taken a marginal dip in their overall budgets as compared to 2015 actual spends. “The lower <keyword id="22195" type="COMPANY" weightage="100" keywordseo="Inflation">inflation</keyword> rates in the economy has also helped companies in deciding on the reduced salary increases without creating too much of a disruption in the lives of employees,” said Anandorup Ghose, Partner at Aon Hewitt India. Sectors such as Life Sciences, Media, and Consumer Products are projecting a higher increase than the market average. These industries have also consistently led the <keyword id="944185" type="UNKNOWN" weightage="100" keywordseo="salary-increase">salary increase</keyword> numbers since 2012. The ‘Early stage companies/Start Ups’ stand out despite being in the pre-profit stage for over three years and continue to have an aggressive stand on pay. At 15.6% salary increase projected for 2016, they feature as number one, with the closest second being Life Sciences at 11.6%. 

	 
	 
	Increasing Focus on Talent and Merit 
 

	Over the last few years, while employee expectations have gone up, Aon Hewitt’s data shows that companies are managing these higher expectations carefully and are not getting swayed by it. The focus on performance differentiation is far higher with a larger proportion of budgets being allocated to higher performers.
 

	Investing in key talent emerged as a major trend. Key talent would mean high potential and hot skills apart from high performers. The payout gap between an average performer and key skills is growing year on year. At 63%, this is the highest differentiation India Inc. has observed.
 

	Additionally, in the last five years, the percentage of employees with top performance rating has dropped by close to 30%, implying that organisations are not hesitating to differentiate sharply on the basis of performance and are allocating the share of the total increase budget accordingly. India places 8.2% of its overall population at top rated. This number has significantly dropped in the last five years.
 

	Anandorup Ghose commented, “At an average pay increase budget of 10.3% across India, HR managers will be pushed to ensure they are being more innovative and thoughtful in how they reward their top performers while ensuring they are able to retain and motivate the rest of the organization as well.”
 

	Attrition rate at its lowest for five years
 

	The attrition rate in India is dropping. At 16.3%, it is the lowest that corporate India has observed since the 2009 financial crisis. While attrition was controlled at a broader level, key talent attrition increased from 5.9% in 2014 to 7.3% in 2015. Increasingly organisations are developing separate retention plans and policies for their top talent. While Rewards continues as a retention tool to fence top talent, programs around leadership opportunities and coaching, overseas assignments, fast track programs for hi – potentials are fast gaining prominence.
 

	Aon Hewitt is a global talent, retirement and health solutions business of Aon plc. The study, the largest of its kind in India, analysed data across 700 companies.

	 
	 
	(Image credits, indiatimes, Aon Hewitt)

Expecting a steep salary hike? Won't happen anytime soon

<ul class="summary-list"><li>Workers, brace yourselves: You're probably going to get a smaller raise in 2024 than you did this year.</li><li>Recent surveys show employers are budgeting less for merit-based raises next year.</li></ul>If you were expecting to feel better about your pay check in 2024, think again. Two recent surveys suggest that employers will be making smaller merit-based raises next year.A survey of US employers by management consulting firm Aon Plc found merit-based raises across all industries are expected to average roughly 3.7% in 2024, down from 3.9% this year, Bloomberg <a href="https://www.bloomberg.com/news/articles/2023-10-02/workers-don-t-expect-the-same-pay-raise-you-got-last-year?cmpid=BBD100223_CUS&amp;utm_medium=email&amp;utm_source=newsletter&amp;utm_term=231002&amp;utm_campaign=closeamericas" target="_blank" rel="noopener">reported</a>.Those results are in line with those of a <a href="https://www.imercer.com/articleinsights/annual-increase-budget-2024" target="_blank" rel="noopener">survey</a> conducted by HR consulting firm Mercer in August, which found companies are budgeting an average of 3.5% for merit-based raises next year, compared to 3.8% this year.<a href="https://www.businessinsider.com/best-way-to-ask-for-a-promotion-without-even-applying-2020-8">Promotions</a> might also be harder to come by in 2024. Respondents to Mercer's survey said they plan on promoting 8.7% of employees and are reserving 1.1% of their salary budgets for that purpose. Those results are down from 2022's <a href="https://www.imercer.com/articleinsights/how-much-larger-will-increase-budgets-be-in-the-US-for-2023" target="_blank" rel="noopener">survey</a>, when respondents said they planned to promote 10.4% of their employees and earmarked 1.3% of their salary budgets for that purpose. increases.The projected budget decreases are due to several factors, Mercer found, like company financial performance, economic uncertainty amid <a href="https://www.businessinsider.com/recession-outlook-economy-fed-soft-landing-central-bank-linkedin-economist-2023-10">recession fears</a>, and turnover easing as <a href="https://www.businessinsider.com/quit-job-great-resignation-big-stay-changing-jobs-market-2023-5">elevated quit rates from the Great Resignation stabilize</a>.Inflation has also begun to come back down from its highs last year, when many workers <a href="https://www.businessinsider.com/raise-keep-up-with-inflation-7-percent-pay-cut-2022-12">effectively took a pay cut when their raises weren't enough to beat inflation</a>.Still, <a href="https://www.businessinsider.com/why-americans-hate-economy-inflation-wages-recession-2023-9">wages aren't expected to catch up to inflation</a> until the fourth quarter of 2024, according to Bankrate. Though prices are rising at a slower pace than they were a year ago, they're increasing from already-high levels, and <a href="https://www.businessinsider.com/why-americans-hate-economy-inflation-wages-recession-2023-9">wages are starting from behind</a> to catch up."The likelihood of Americans fully recovering their purchasing power depends on whether the economy can continue staging this impressive performance and stand strong against these massive headwinds," Bankrate analyst Sarah Foster previously <a href="https://www.businessinsider.com/why-americans-hate-economy-inflation-wages-recession-2023-9">told</a> Insider. "If a recession were to begin at some point next year, joblessness would likely rise, weighing on inflation but wage growth as well."

You're probably going to get a smaller raise next year, new surveys suggest

<ul class="summary-list"><li>56 members of <keyword id="11893699" type="UNKNOWN" weightage="60" keywordseo="congress" source="Orion">Congress</keyword> have violated the STOCK Act with late or missing disclosures.</li><li>Schrader's late disclosures come as lawmakers debate whether to ban lawmakers from trading stocks.</li></ul>Amid a <a href="https://www.businessinsider.com/financial-conflicts-congress-members-rated-2021-12?page=stories">pitched debate</a> on Capitol Hill whether to ban lawmakers from trading stocks, another member of Congress — Democratic Rep. <keyword id="13174266" type="UNKNOWN" weightage="60" keywordseo="kurt-schrader" source="Orion">Kurt Schrader</keyword> of Oregon — has improperly disclosed corporate stock trades in violation of a federal conflicts-of-interest law.Combined, Schrader sold up to $30,000 worth of shares in <keyword id="13174267" type="UNKNOWN" weightage="60" keywordseo="charter-communications" source="Orion">Charter Communications</keyword> Inc. and insurance giant AON PLC on December 9 and December 14, respectively. But he didn't disclose the sales, as required by the STOCK Act, until early February — days after a 45-day deadline for doing so, according to an Insider review of congressional financial records.<div type="image" title="Rep. Kurt Schrader financial disclosure" height="1454" width="1854" msid="89577443" hostid="261"></div>Schrader joins <a href="https://www.businessinsider.com/congress-stock-act-violations-senate-house-trading-2021-9">55 other members of Congress</a> and at least <a href="https://www.businessinsider.com/congress-staff-violated-stock-act-conflicts-of-interest-possible-2021-12">182 senior aides</a> who have in recent months violated the federal Stop Trading on Congressional Knowledge Act of 2012, having failed to disclose stock transactions or other personal financial information within federally mandated deadlines, according to Insider's "<a href="https://www.businessinsider.com/conflicted-congress-key-findings-stock-act-finances-investing-2021-12">Conflicted Congress</a>" investigation.Insider's "<keyword id="12727727" type="UNKNOWN" weightage="60" keywordseo="conflicted-congress" source="Orion">Conflicted Congress</keyword>" project also found dozens of examples of members of Congress holding stock in companies that <a href="https://www.businessinsider.com/lawmakers-bought-sold-covid-19-related-stocks-during-pandemic-2021-12">clash</a> with their public responsibilities or stated orthodoxies or <a href="https://www.businessinsider.com/congress-members-are-trading-defense-stocks-while-shaping-military-policy-2021-12">sat on</a> <a href="https://www.businessinsider.com/congress-holding-stocks-facebook-twitter-disney-fox-news-2021-12">committees</a> that directly oversee the <a href="https://www.businessinsider.com/congress-democrats-with-fossil-fuel-stocks-investments-2021-12">activities</a> of companies in which they hold shares. Schrader's office acknowledged the tardy disclosure, although spokesperson Molly Prescott said the congressman does not have "any direct involvement in investment decisions as it relates to the purchase or sale of stocks." Prescott said a "financial advisory practice" independently makes stock trade decisions on Schrader's behalf, but would not provide the practice's name.Federal records indicate that Schrader is one of Congress' more active traders, having purchased or sold dozens of individual stocks during the past year, including those of <keyword id="11894021" type="UNKNOWN" weightage="60" keywordseo="apple" source="Orion">Apple</keyword> Inc., <keyword id="11897482" type="UNKNOWN" weightage="60" keywordseo="home-depot" source="Orion">Home Depot</keyword>, Microsoft Corp., defense contractor Northrop Grumman, and Chinese e-commerce company <keyword id="11893877" type="UNKNOWN" weightage="60" keywordseo="alibaba" source="Orion">Alibaba</keyword> Group. "The congressman is not consulted in advance, nor does he make any suggestions or recommendations on any stock transactions," Prescott said. "The congressman receives a report at the start of each month informing him of any transactions that took place in the previous month."Congressional records indicate that Schrader has not formed what's known as a "<a href="https://www.ethics.senate.gov/public/_cache/files/286a4cf9-5aab-40ef-9a6c-bf2278e79e38/qualified-blind-trusts-guide---october-2020.pdf">qualified blind trust</a>." The Senate Select Committee on Ethics describes this independently managed, publicly disclosed financial arrangement as Congress' "most comprehensive approach" to "eliminate conflicts of interests and the appearance of them." <h2>Schrader's stock ban stance unclear</h2>Now in his 7th term, Schrader sits on the House Committee on Energy and Commerce's Communications and Technology Subcommittee, which has <a href="https://energycommerce.house.gov/subcommittees/communications-and-technology-117th-congress">broad jurisdiction</a> over electronic communications. He also sits on the Energy and Commerce Committee's Subcommittee on Health. The congressman's office declined to answer questions about whether his investments in Charter Communications, a diversified communications company, and AON PLC, which provides health insurance products, pose a conflict of interest with his committee responsibilities. Prescott likewise would not comment on whether Schrader supports or opposes banning all federal lawmakers, and potentially their <a href="https://www.businessinsider.com/nancy-pelosi-ossoff-kelly-spanberger-unsure-spouses-stock-trading-ban-2022-2">immediate family members</a>, from trading stocks — an idea that's attracted <a href="https://www.businessinsider.com/stock-ban-congress-pelosi-mccarthy-mcconnell-schumer-2022-2">significant bipartisan support</a> in recent weeks."Congressman Schrader strongly believes that bad actors who engage in insider trading must be held to account," Prescott said. "There are existing laws to prevent this illegal, unethical behavior, and he believes Congress must do a better job at enforcing them. His stance on this matter is clear — no one is above the law."<div type="image" title="Rep. Kurt Schrader financial disclosure" height="1442" width="1902" msid="89577445" hostid="261"></div><div type="image" title="Rep. Kurt Schrader financial disclosure" height="1440" width="1824" msid="89577447" hostid="261"></div>For Schrader, his recent stock disclosures are sometimes handwritten and, on two occasions, incorrect or incomplete. One disclosure did not list a dollar value for a sale of Union Pacific Corp. stock on January 20, 2021. Another disclosure listed the date of a mutual fund purchase as "January 35, 2022." The congressman's <a href="https://www.documentcloud.org/documents/21138647-8218229_kurt-schrader">most recent annual financial disclosure</a> was also completed by hand and, at times, barely legible.Members of Congress face a $200 fine for failing to disclose their stock trades on time, but the Committee on House Ethics does not assess a fine for first-time STOCK Act disclosure provision violators if they're late by 30 days or fewer. Schrader's late stock disclosures fell within this "grace period," meaning he will avoid a fine."The penalty is very, very tiny and can be waved, and nobody is going to say that the penalties here are deterrents," said Jessica Tillipman, assistant dean for government procurement law studies at The George Washington University Law School in Washington, DC. "If you have millions of dollars of stock trades, you don't care about a $200 penalty."Schrader's situation is yet another example of a much broader congressional ethics problem that lawmakers themselves are now unable to downplay or ignore, said Tillipman, who on Monday <a href="https://fcpablog.com/2022/02/14/its-time-to-ban-members-of-congress-and-their-spouses-from-trading-stocks/">endorsed</a> banning federal lawmakers and their spouses from trading stocks."I don't always have strong hope for Congress, especially when it comes to regulating their own behavior," Tillipman told Insider. "But there's a growing consensus that this kind of activity is improper, and the more attention it gets, the more likely it is that something happens."

Democratic Rep. Kurt Schrader of Oregon is the latest member of Congress to violate a federal conflicts-of-interest law

Companies in India doled out an <keyword id="2782788" type="PERSON" weightage="20" keywordseo="average-salary-increase">average salary increase</keyword> of 6.1 per cent this year, the lowest in more than a decade, amid the coronavirus-induced economic slowdown but are expected to give a pay hike of 7.3 per cent in 2021, says a survey. The survey by leading global professional services firm Aon plc on Wednesday showed organisations in the country have shown tremendous resilience despite the COVID-19 challenges and are betting on recovery. As many as 87 per cent companies plan to give salary increases in 2021 compared to 71 per cent in 2020. According to the survey, companies in India gave an <keyword id="10220626" type="UNKNOWN" weightage="20" keywordseo="average-pay-increase">average pay increase</keyword> of 6.1 per cent during 2020, the lowest since 2009 when the average was 6.3 per cent. The latest Salary Trends Survey in India also noted that companies in India will give an average pay hike of 7.3 per cent in 2021. As per the findings based on an analysis of data across 1,050 companies from more than 20 industries, as of September-October 2020, 87 per cent of surveyed companies said they intend to pay out salary increases in 2021 and 61 per cent of these organisations plan to offer increases between 5 per cent and 10 per cent. In 2020, 71 per cent of companies provided salary increases and of this group, only 45 per cent gave hikes in the range of 5 to 10 per cent. "This is a special year -- business leaders are putting investments in their employees and clients ahead of shareholder return. Despite the gravity of the COVID-19 pandemic in India and its deep impact on the economy, organisations in India have shown tremendous resilience and a mature view on talent," said Nitin Sethi, a partner at Aon and CEO of the firm's Performance and Rewards Solutions practice in India. The survey also said that two-third of the companies either aim to provide similar or higher increments in 2021 compared to the increments offered in 2020. Further, Sethi said "business and HR leaders made hard decisions in second and third quarters of 2020 and are now betting on the green shoots of improving consumer demand. They see the need to invest in talent as a critical part of their recovery and growth prospects". The industries looking to provide the highest salary increases are High Technology (Hi Tech), <keyword id="6363148" type="COMPANY" weightage="20" keywordseo="information-technology">Information Technology</keyword> (IT), <keyword id="466569" type="COMPANY" weightage="20" keywordseo="IT-enabled-services">IT Enabled Services</keyword> (ITeS), Life Sciences, E-commerce, <keyword id="10220627" type="COMPANY" weightage="20" keywordseo="chemicals-and-professional-services">Chemicals and Professional Services</keyword>. Meanwhile, companies in the Hospitality, Retail and Real Estate/ Infrastructure industries, which had given very low increases in 2020, are projecting a higher increase for 2021, but still trail most other sectors. "The impact of COVID-19 has been varied on different sectors and organisations. We see high differentials in salary increases -- both intra and inter-industry. "The difference between industries with highest increase to lowest increase hits 7.2 per cent points as compared to mere 2.4 per cent points in 2019," said Navneet Rattan, Director at Aon in India's Performance and Rewards Solutions practice. SEE ALSO: <a href="https://www.businessinsider.in/international/news/us-election-results-date-2020/articleshow/79034082.cms">Here’s when we will know the 2020 US election results</a> <a href="https://www.businessinsider.in/business/corporates/news/ratan-tata-mukesh-ambani-and-uday-kotak-to-be-a-part-of-pm-modis-virtual-global-investor-roundtable-on-thursday/articleshow/79032895.cms">Ratan Tata, Mukesh Ambani and Uday Kotak to be a part of PM Modi's Virtual Global Investor Roundtable on Thursday</a>

Companies in India doled out an average pay hike of 6.1% this year — lowest since 2009

<div class="KonaFilter image-container display-table"><div><div class="image">Jonathan Ernst/Reuters</div></div></div>
Today, the CEOs of New York City's 200 leading companies - all members of the <a href="http://pfnyc.org/">Partnership for New York City</a> - sent an urgent letter to House Republican Leadership asking them "to quickly pass the Terrorism Risk Insurance Reauthorization Act (TRIA)."
TRIA was originally passed in 2002 in the wake of 9/11, and exists to "provide a federal backstop for insurance coverage in the event of catastrophic losses from terrorist attacks." In other words, the bill was designed to help employers and insurers to appropriately manage terrorism risk. As it stands, TRIA is set to expire in December 2014.
On July 17, the Senate passed a version of a TRIA reauthorization 93-4 in a display of overwhelming support from both sides of the aisle. The Senate's renewal bill extends TRIA for an additional seven years, and was first brought to the floor by Sen. Schumer (NY) in April. The House currently has its own version of the TRIA extension, which only proposes to extend the bill for five years. 
The Partnership for New York City's letter cites the U.S.'s "vulnerab[ility] to international terrorism" and urges the House to "act swiftly to pass a bill that maintains a program structure that has proven effective and has had no cost to the federal taxpayer." It was signed by executives from a wide array of industries including. Some of the signatories included: fashion designer Tory Burch, media mogul Barry Diller, American Express CEO Kenneth I. Chenault, Viacom Inc. President and CEO Philippe Dauman, and billionaire John Catsimatidis. 
The House is set to vote on the Senate's version of the bill in coming weeks.
Here is the full text of the letter:
July 22, 2014
Honorable John Boehner (R-OH) Speaker of the House Honorable Kevin McCarthy (R-CA) Majority Whip Honorable Steve Scalise (R-LA) Majority Whip-Elect Dear Representatives Boehner, McCarthy, and Scalise, We write to urge the House of Representatives to quickly pass the Terrorism Risk Insurance Reauthorization Act (TRIA). America remains vulnerable to international terrorism. "TRIA" is one of the 21st Century tools that we rely upon to protect American jobs and allow investment to continue, despite the risk of terrorism. With the sunset of this federal program coming up in December, it is already difficult to renew insurance along the lines required by employers and property owners in urban centers. 
The bill that passed in the Senate last week with overwhelming, bipartisan support provides the federal backstop necessary to allow insurers, employers, and property owners to continue to manage terrorism risk. It is important to the business community in New York City and across the nation that the House act swiftly to pass a bill that maintains a program structure that has proven effective and has had no cost to the federal taxpayer. We want to continue to work with you to keep our economy growing. TRIA is one of the public-private partnership arrangements that makes continued growth possible. 
Sincerely- Lee S. Ainslie, III, Managing Partner, Maverick Capital Ajay S. Banga, President &amp; CEO, MasterCard David Barger, President &amp; CEO, JetBlue Airways Corporation Candace K. Beinecke, Chair, First Eagle Fund &amp; Chair, Hughes Hubbard &amp; Reed LLP Frank A. Bennack, Jr., Executive Vice Chairman of the Board &amp; Chairman, Executive Committee, Hearst Corporation Stephen Berger, Chairman, Odyssey Investment Partners, LLC William H. Berkman, Managing Partner, Associated Partners, LP Mark T. Bertolini, Chairman, CEO &amp; President, Aetna Inc. Michael W. Blair, Presiding Partner, Debevoise &amp; Plimpton LLP Jeff T. Blau, Chief Executive Officer, The Related Companies, L.P. Kathy Bloomgarden, Chief Executive Officer, Ruder Finn, Inc. Adam M. Blumenthal, Managing Partner, Blue Wolf Capital Management Michael C. Bodson, President &amp; CEO, The Depository Trust and Clearing Corporation Frank Branchini, Chairman &amp; CEO, EmblemHealth Services LLC Jacques Brand, Chief Executive Officer, North America, Deutsche Bank Americas Tory Burch, Chief Executive Officer, Tory Burch LLC Ursula M. Burns, Chairman &amp; CEO, Xerox Corporation Michael A. Carpenter, Chief Executive Officer, Ally Financial Inc. Gregory C. Case, Chief Executive Officer, Aon plc Dominic J. Casserley, Chief Executive Officer, Willis Group Holdings, Plc John Catsimatidis, Chairman &amp; CEO, Red Apple Group, Inc. Kenneth I. Chenault, Chairman &amp; CEO, American Express Company Richard B. Clark, Chairman &amp; Global Head of Real Estate, Brookfield Office Properties Inc. H. Rodgin Cohen, Senior Chairman, Sullivan &amp; Cromwell LLP Creighton Condon, Senior Partner, Shearman &amp; Sterling Philippe P. Dauman, President and CEO, Viacom Inc. Anthony J. de Nicola, Co-President, Welsh, Carson, Anderson &amp; Stowe Todd C. DeGarmo, Chief Executive Officer, STUDIOS Architecture Barry Diller, Chairman &amp; Senior Executive, IAC Daniel L. Doctoroff, President &amp; CEO, Bloomberg L.P. Irene M. Dorner, President &amp; CEO, HSBC Bank USA Douglas Durst, Chairman, Durst Organization Inc. Richard W. Edelman, President &amp; CEO, Edelman Joel S. Ehrenkranz, Senior Partner, Ehrenkranz Partners L.P. Andrew Farkas, Chairman &amp; CEO, Island Capital Group LLC Roger W. Ferguson, President &amp; CEO, TIAA-CREF Joseph R. Ficalora, President &amp; CEO, New York Community Bancorp, Inc. Laurence D. Fink, Chairman &amp; CEO, BlackRock, Inc. Alan H. Fishman, Chairman, Ladder Capital Finance LLC William E. Ford, Chief Executive Officer, General Atlantic LLC Edward C. Forst, President &amp; CEO, Cushman &amp; Wakefield, Inc. Russell P. Fradin, Chief Executive Officer, SunGard Eric J. Friedman, Managing Partner, Skadden, Arps, Slate, Meagher &amp; Flom LLP Mark T. Gallogly, Managing Principal, Centerbridge Partners MaryAnne Gilmartin, President &amp; CEO, Forest City Ratner Companies Barry M. Gosin, Chief Executive Officer, Newmark Grubb Knight Frank Jonathan N. Grayer, President &amp; CEO, Weld North LLC James H. Herbert, II, Chairman &amp; CEO (Founding), First Republic Bank Marc Holliday, President &amp; CEO, SL Green Realty Corp. Brian T. Horey, President, Aurelian Management Frederick J. Iseman, Chairman &amp; CEO, CI Capital Partners LLC Brad S. Karp, Chair, Paul, Weiss, Rifkind, Wharton &amp; Garrison LLP Jeffrey Katz, President &amp; CEO, Sherwood Equities Inc. Klaus Kleinfeld, Chairman &amp; CEO, Alcoa Inc. Henry R. Kravis, Co-Chairman &amp; Co-CEO, Kohlberg Kravis Roberts &amp; Co. William P. Lauder, Executive Chairman, The Estée Lauder Companies, Inc. Rochelle B. Lazarus, Chairman Emeritus, Ogilvy &amp; Mather Worldwide Joseph M. Leccese, Chairman, Proskauer Richard S. LeFrak, Chairman &amp; CEO, The LeFrak Organization Jeffrey E. Levine, Chairman, Douglaston Development Pamela Liebman, President &amp; CEO, The Corcoran Group, Inc. Martin Lipton, Senior Partner, Wachtell, Lipton, Rosen &amp; Katz Terry J. Lundgren, Chairman, President &amp; CEO, Macy's, Inc. Bridget A. Macaskill, President &amp; CEO, First Eagle Investment Management, LLC Peter L. Malkin, Chairman Emeritus, Empire State Realty Trust Joel S. Marcus, Chairman, CEO &amp; Founder, Alexandria Real Estate Equities, Inc. Donald B. Marron, Chairman, Lightyear Capital Peter W. May, President &amp; Founding Partner, Trian Partners John McAvoy, Chairman, President &amp; CEO, Con Edison Sherilyn McCoy, Chief Executive Officer, Avon Products, Inc. Raymond W. McDaniel, Jr., President &amp; CEO, Moody's Investors Service Mitchell Modell, Chief Executive Officer, Modell's Sporting Goods Kenneth D. Moelis, Chief Executive Officer, Moelis &amp; Company Holdings LP Robert E. Moritz, Chairman &amp; Senior Partner, PricewaterhouseCoopers, LLP Atsushi Nakajima, President &amp; CEO, Rockefeller Group International, Inc. Richard D. Parsons, Senior Advisor, Providence Equity Partners Douglas L. Peterson, President &amp; CEO, McGraw Hill Financial Charles E. Phillips, Jr., Chief Executive Officer, Infor Ian C. Read, Chairman of the Board &amp; CEO, Pfizer Inc. Scott H. Rechler, Chairman &amp; CEO, RXR Realty LLC Thomas J. Reid, Managing Partner, Davis Polk &amp; Wardwell LLP Daniel W. Riordan, Chief Executive Officer, Global Corporate, North America, Zurich Insurance Group Ltd James D. Robinson, III, Co-Founder &amp; General Partner, RRE Ventures Julio E. Rojas, Chief Executive Officer, Americas, Standard Chartered Bank Wilbur L. Ross, Jr., Chairman &amp; CEO, WL Ross &amp; Co. LLC Michael I. Roth, Chairman &amp; CEO, Interpublic Group Steven Roth, Chairman &amp; CEO, Vornado Realty Trust Howard J. Rubenstein, President, Rubenstein Associates, Inc. William C. Rudin, Vice Chairman &amp; CEO, Rudin Management Company, Inc. Kevin P. Ryan, Chairman &amp; Founder, Gilt Alexander Saint-Amand, Chief Executive Officer, GLG Alan D. Schwartz, Executive Chairman, Guggenheim Partners, LLC Frank J. Sciame, Chairman &amp; CEO, F.J. Sciame Construction Co., Inc. Michael C. Slocum, President, Commercial Banking, Capital One Bank Tad Smith, President &amp; CEO, The Madison Square Garden Company James C. Smith, Chief Executive Officer, Thomson Reuters J. Eric Smith, Chief Executive Officer, Swiss Re Americas Jerry I. Speyer, Chairman &amp; Co-CEO, Tishman Speyer Arthur P. Steinmetz, President &amp; CEO, OppenheimerFunds, Inc. Mark Thompson, President &amp; CEO, The New York Times Company Mary Ann Tighe, Chief Executive Officer, NY Tri-State Region, CBRE, Inc. James S. Tisch, President &amp; CEO, Loews Corporation John B. Veihmeyer, Chairman &amp; CEO, KPMG LLP George H. Walker, Chairman &amp; CEO, Neuberger Berman Group LLC Charles Weinstein, Chief Executive Officer, EisnerAmper LLP Christopher J. Williams, Chairman &amp; CEO, The Williams Capital Group, L.P. Robert Wolf, Chief Executive Officer, 32 Advisors, LLC Douglas M. Woodham, President, Americas, Christie's Kathryn S. Wylde, President &amp; CEO, Partnership for New York City Tim Zagat, Co-Chair, Zagat Survey LLC Strauss Zelnick, Chief Executive Officer, ZelnickMedia Corporation Mortimer B. Zuckerman, Chairman &amp; Editor-in-Chief, USNews &amp; World Report; Chairman &amp; Publisher, NY Daily News; Chairman, Boston Properties

You Searched For "Aon plc" and got 6 results

Aon Hewitt acquires CoCubes, a hiring assessments company

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