Trusted leader, strong innovator, and results driver with more than 10 years of progressive, Talent Management experience creating and implementing people strategies to drive a high performing, development culture in a broad range of organizations.
Defined key HR analytics and demonstrated robust business outcomes for Talent programs; see resume experience for details/examples.
•Designing and Implementing Talent programs (Performance Appraisals/Goal Setting, Succession Planning/Talent Reviews, & Workforce Planning). Achieved over 97% completion/participation rates for program components. Over 85% of managers and team members strongly agreed the programs added value and improved their performance.
•Delivering a comprehensive engagement program to include engagement surveys, action planning, and manager tools and resources to infuse engagement best practices into our culture. Exceeded all goals in recent survey: 15% increase in percent of engaged employees, over 80% participation, and significant linkages to customer satisfaction and sales. I also achieved a team engagement score in the top 5 of HR managers two years in a row.
•Developing hiring/promotion strategies and selection tools. Current data confirms newly implemented field assessments resulted in a 22% reduction in turnover and improved performance of new hires as measured by performance reviews and compared to a control group.
•Producing human capital reporting revealing key talent gaps to address, and providing guidance on our talent strategy/focus (Ex 1: increased talent pipelines from 16% of key talent with a ready now successor to 73%; Ex 2: noted gap in corporate managers for people and strategic leadership skill and through targeted development plans increased both 3 basis points).
•Managing innovative solutions with vendor technology (Ex: I utilized our Performance platform to create and monitor discipline and performance improvement plans, saving over 2.5 million in technology costs).
•Advising on and developing talent processes for reorganizations, mergers, and joint ventures (Ex: Within 6 months I created alignment on a set of core leadership competencies, a goal setting process, and external hire interview guides for the Alliance Boots Global joint venture).
•Leading the development of training, job aids, and other resources to enhance manager / leader capability on Talent Management programs; qualitative data shows over 85% of managers strongly agreed the training materials were easy to use and highly beneficial. Quantitative data is under analysis.
This work-stream was responsible for developing Walgreen's Talent infrastructure. Key contributions I made included:
Responsible for the development, implementation, and enhancement of talent management programs for both field and corporate positions. Select responsibilities include:.
Responsible for DuPont USA, wage roll, selection and testing offering.
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