Select Client Assignments

THE NEED: Leadership Development for high potential/successor talent

THE RESULT: Designed two-week executive education program offered for high potential senior leaders. Developed and facilitated learning modules and activities, partnered with executive sponsors to determine program themes, provided coaching and feedback for participants on various personality and leadership assessments. 

THE NEED: New leader transition and integration for Regional Marketing Leader

THE RESULT: Conducted interview 360 assessment and analysis for Regional Marketing Leaders and facilitated new leader integration and team building workshops/meetings to support transition of new leader and drive alignment of objectives across the Marketing team. Provided individual and ongoing coaching for leader and a few select team members. 

THE NEED: Organizational redesign to facilitate success of aggressive turnaround agenda.

THE RESULT: Partnered with executive leadership team to strategically align aggressive turnaround agenda through organization effectiveness, talent and performance management, succession, and engagement. Designed more effective organization structure and led efforts for Marketing and Corporate functions to align human capital resources and find areas of cost savings more effectively.

THE NEED: Organizational Design and Talent Selection Post Acquisition

THE RESULT: Achieved specific integration synergy targets on structural design, operating model, talent selection and cultural assimilation. Designed toolkit for the HR community, developed talent selection process and provided counsel to business leaders. 

THE NEED: Development of Career Framework and Operating Models for Global Business Units

THE RESULT: Develop and roll out career framework, title harmonization, identification and development of competency and development model for Global Claims, Underwriting and Global HR. Partner with CHRO to identify objectives for HR development and drive consistency across global HR programs and practices to ensure the effectiveness of these objectives and lead development of frameworks and operating models for how HR could best support the business. 

THE NEED: Develop long term (3 year) growth strategy and goals. 

THE RESULT: Partner with Regional CEO and executive team to facilitate workshops to identify 3-year growth strategy and goals. Focused on long term vision, mission and goals for the business and impact on talent development and capability building initiatives, as well as succession planning and internal mobility across the business.

THE NEED: Drive succession planning and define talent development strategy.

THE RESULT: Partnered with CEO to design and execute organizational talent review process to drive succession planning and allow for cross functional development, internal mobility, and mobility across multiple organizational entities. Identified skillset gaps across the organization and developed programs to build capability and effectively prepare top talent for succession opportunities.