Primary specialism: Talent Management

Markets with deep expertise: Global experience working with employees in North America, Europe, Asia and Latin America.

Languages : English

Salary expectations: from USD 450,000 base, plus benefits

Workforce types directly supported: Executive/C-suite, all levels of management and professional, manufacturing and union employees

Current home country: United States

Mobility: Home country only

Mobility Considerations: I do not have dual citizenship or work visas in other countries.

Team management: The largest team I have led included 8 direct reports with a total team size of 150.

Current/recent employer: Largest organization is USD 20 billion with 60,000 global employees.

Remits of particular interest: My desired role is the global head of talent management responsible for the holistic enterprise-wide talent management/development strategy and execution reporting to the CHRO. This role would include traditional talent management responsibilities (i.e., succession planning, executive coaching, high potential identification), change management, business and culture transformation, learning & development (including leadership/executive development), talent analytics, talent assessments (for development and selection).

Unique expertise: I have extensive experience in working with executives and management in translating/operationalizing business strategy and priorities into the mindsets and skillsets needed by the workforce. I have sat in various talent roles (i.e., corporate, BU, regional) and HRBP experience that enable me to view and explore business challenges from different lens. I have had responsibility for designing and implementing enterprise-wide processes (i.e., talent reviews, performance management, employee engagement surveys). My MA/PhD in Industrial/Organizational Psychology enable me to understand the technical nature of the more traditional areas such as selection processes and talent analytics.

Commerciality: Supported with the strategy for a major project to develop and retain critical talent within a life science and diagnostics workforce.  Resulting in a 5-point increase in satisfaction with the development experience, a 7-point increase in the NPS as a place for other scientific talent to work, a slight increase in the average tenure of the talent,  talent reporting more robust development/career discussions with their managers/other mentors and succession slates that had ~25% more talent listed.

Strengths:

• People Agility: I am able to work collaboratively, consultatively and non-judgmentally with all levels of talent from the CEO/senior leadership team to factory floor/field employees adjusting my approach, style and language depending on the audience.

• Systems Thinking: I have had various talent roles (corporate, business unit, regional), HRBP experience (with strong partnerships with all COEs) and exposure to multiple industries and business models that enable me to view, appreciate and explore business challenges from multiple lens which then informs the design of holistic, systems-oriented solutions.

• Involved business partnership: Having been an HRBP supporting business leaders, I understand what it means to be business relevant and am accustomed to working hand-in-hand with HRBPs and their leaders at strategic and operational levels to solve their problems.

Need to know: I offer a deep, authentic and respectful curiosity about why people think and behave the way they do as I believe this understanding is the key to enabling new/different behaviors and mindsets and creating more engaging environments in which people can thrive.

Would you like more details on this professional, to fill a potential gap in your HR team? 

CMTS reference: 24757