Strategic and tactical talent management professional with over 20 years of experience in multiple HR disciplines and leadership roles. Special emphasis on aligning HR strategy to key business measures focusing on the people drivers of business results.  I have a professional and leadership style which enables me to easily partner and work with all levels of an organization.

 

core Competencies

 

Client Relationship Management                                                         Learning Consulting

Organizational Development                                                               Team Leadership

Strategy Definition                                                                              Adult Learning

Instructional Design                                                                            Executive & Leadership Development

Change Management                                                                          Project Management

Talent & Performance Management                                                     Workforce Development

Portfolio Management                                                                         Succession Planning

Performance Consulting                                                                      Organizational Change

 

Professional Experience

 

Ericsson, Human Resources: Talent Management                                                                 8/2013 to Present

Director, Leadership & Executive Development

Worked in close alignment with Executives and Business Unit Leaders. Supported solution design and delivery across the Talent Management area including support for HR Business Partners and HR Generalists on Talent Management activities and projects. Contributed to the enhancement of TM tools (LMS, Employee Surveys, 360 tools, etc.) with special emphasis on agile design, leadership, culture, and talent.

 

Key Achievements:

·        Used innovative and best-in-class learning methodology and sustainable learning interventions were used (e.g., virtual, face-to-face, immersive, and action learning techniques).

·        Developed cross enterprise special projects: Designed a Women in Leadership program, Executive & Leadership Development Alumni program for over 800 Leaders, and Complete Leadership Essentials country specific program (Russia and India) delivered to over 300 Leaders.

·        Responsible for the overall management and implementation of the global Executive Development programs.

·        Supported Business Units by implementing new calibration process allowing a 25% increase in participants to the Executive programs.  This realignment helped to retain a number of top talent who were deemed flight risks.

·        Reworked existing programs aligning them with enterprise goals, objectives, and leadership framework which increased the overall portfolio assessment rating to their highest ever ratings (5.96 / 6.0)

·        Provided advice to Business Units on Talent Management, Career Development, and Organizational Design.

·        Developed the first Leadership and Executive Alumni program. Attended by over 400 participants. Program was centered on networking, sharing of knowledge, business strategy, and continuing education opportunities.

·        Worked closely with multiple external vendors, business partners, and Universities. Realigned programs which reduced the costs by over 20% year to year.

 

Pete Mitchell                                                                                                                                                                                                                                                            Page Two

 

                                                                                                                                                       

IBM, Professional Development Center of Competence                                                            4/2005 to 8/2013

Global Talent Partner for Expertise Management & Workforce Development               

Teamed with all levels of both internal and external clients globally on workforce recommendations to close expertise gaps for major growth plays (Business Analytics, Smarter Planet, Social Business, and Cloud) using human performance consulting approaches.  Assessed business expertise requirements and developed appropriate talent expertise using innovative learning solutions. Managed diverse cross organizational and virtual teams to achieve business results.  

 

Key Achievements:

·        Created an enterprise wide demand statement for our 2015 roadmap that allows clients to identify gaps and gluts across business units enabling them to readily develop gap closure plans.

·        Coordinated an initiative which identified current and future skills valued in the marketplace. The program helped IBM save over $18 million in five years by aligning learning investments with key needs.

·        Invented and implemented a job proximity tool that analyzes current skill sets and recommends a new job role.   (USPO Patent Number: 7593860).

·        Co-creator of a job matching application which is an interactive tool that hones in on invisible career paths. The tool provides detailed personalized career analysis (IBM Patent Award - USPO Patent Pending).

·        Provided support for external engagements for an expertise asset resulting in increased sales revenues.

 

IBM, Global Technology Services Learning                                                                                           1/2004 to 4/2005

Global Program Manager

Partnered with Global Technology Services clients from multiple geographies and business units to develop and implement a plan to align their expertise and learning requirements to strategic business needs allowing them to fill in-demand growth roles.

 

Key Achievements:

·        Created an expertise ecosystem that allows for clear and concise career development paths for succession planning (decreasing time to competence for leaders).

·        Developed a learning suite solution as the primary communication medium for accessing education.

·        Created role-based learning plans and job match learning plans for employees to help close learning gaps.

 

IBM, Integrated Technology Services                                                                                 1/2001 to 1/2004

Learning & Development Portfolio Manager

Created and executed a learning strategy for the Integrated Technology Services (ITS) clients and associated geographies and business areas.  Identified and implemented improvements to streamline the education administration, request, and development processes, thus increasing the number of development projects by almost 50% while decreasing the average project cost and time to market year-to-year from 2001 to 2003. 

 

Key Achievements:

·        Managed the central development fund ($6m in 2001, $4.5m in 2002, and $7.1m in 2003) to ensure the best use of the funds in meeting critical education development objectives.

·        Increased development of distance learning courses from 46% in 2001 to 63% in 2003.  

 

 

EDUCATION & Professional HR Affiliations

 

University of Georgia - Masters of Education in Human Resources & Organizational Development

 

 

University of Maryland University College - Bachelor of Science in Behavioral Sciences