VP, Talent Management & Human Resources Resumes in US New Jersey Northern: Cynthia

VP, Talent Management & Human Resources Resume
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Name:

Cynthia

Location:

US-New Jersey-Northern

Experience:

Willing to Relocate:

Willing to Travel:

Most Recent Job Title:

VP, Talent Management & Human Resources

Personal Website:

Objective:

Senior role in Human Resources, Talent Management, Organizational Development, Assessment

Resume Text:

CYNTHIA MARLOWE, Ph.D.

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Talent Management, Organizational Development, Change Management

Business-focused specialist with global and domestic experience in the pharmaceutical industry. Dual career path in Talent Management/Organizational Development/ Leadership Development and HR generalist. Pragmatic and analytical with a strategic mind. Experience using metrics and statistics to measure and support talent management initiatives. Proven ability to design and implement strategy. Extensive experience in leadership assessment. Excellent observation and facilitation skills. Thought leader and strong collaborator. Consistent success working with and influencing senior leaders.

DEMONSTRATED SUCCESS in........

- Talent Management & Succession Planning

- Assessment for Selection & Development

- Leader Development & Coaching

- Strategy Design & Execution

- Change Management

- Organizational Development

EDUCATION

M.A and Ph.D. in Industrial/Organizational Psychology – University of South Florida

SELECTED ACHIEVEMENTS

-Led competency based assessment and development process for executive candidates, including CEO succession candidates

-Partnered with HRBPs and senior HR and business leaders to develop competency based talent management approach to drive significant improvements in key areas: internal to external placement mix (65%/35%), timely promotion of high-potentials (from 14% to 32%) and improvements filling Director level roles with qualified women and minorities (from 9% to 16%)

-Increased internal successor deployment from 21% of key positions to 62%, over three years

-Performed individual executive assessments, identified gaps, designed effective development plans and provided feedback and coaching

-Designed strategic workforce plan to project talent needs over five year business cycle; scope: hourly workforce through executive leadership; included highly specialized scientific and research roles

-Led transition team and designed leader onboarding process for a major acquisition. Retained key leaders from acquired company: 90% during first 12 months, 81% during first 24 months

-Redesigned performance management process that increased the quality of performance reviews by 132% and reduced management time spent on the process by 8.5 days / year / manager

-Consultant on design and implementation of large-scale OD/change project to deliver an $80 million technology project early and on budget

EXPERIENCE

INDEPENDENT CONSULTANT: 2011 – Present

- Rutgers University –Faculty – Master of Human Resources Management Program

Redesign and preparation for Internal Consulting and Advanced HR Strategy courses

-Small Business Management – running family bicycle shop and preparing business for sale

METLIFE: 2008 – 2010

$14B (revenue) Fortune 50 insurance and financial services firm with 700 million customers

Vice President, Talent Management / Human Resources

-Thought leader / key member of cross-functional team to create cutting edge Talent Management Strategy; partnered with HR colleagues and business leaders to create and implement tools and processes for enterprise-level talent reviews, talent identification, executive assessment and coaching

-Led global executive assessment and development process, including CEO succession candidates; conducted due diligence to recommend CEO assessment firms; prepared presentations for EVP HR, CEO and Board of Directors

-Designed and implemented comprehensive leader coaching program, including setting selection criteria, choosing pool of external coaches and implementing coach and program evaluation standards

BAYER HEALTHCARE PHARMACEUTICALS: 2005 – 2008

15B (sales) global pharmaceutical arm of Bayer, A.G.

Director, Talent Management and Organizational Development

Talent Management/OD consultant for US (Berlex) Commercial Business. US partner for global Talent Management, Change Management and Executive Assessment & Development initiatives

-Built a comprehensive “People Planning” Talent Management system to assess and improve leadership talent and succession planning and to improve the movement of high-potential leaders into and through the talent pipeline

-Designed and implemented executive coaching and preparation system for Berlex Pharmaceutical leaders (including CEO) when Bayer acquisition required them to interview for their current jobs; Post-selection results: majority of key roles were retained by Berlex executives

-Assessor and coach for selection, development and promotion Executive Assessment Centers; provided feedback to assessees and senior leadership

CAPITAL ONE FINANCIAL CORPORATION: 2001 – 2005

Consumer lending and credit card industry leader with 49 million customers, $53 billion managed loans

Associate Director, Organizational Development and Change Management

-Designed an innovative performance management process and tools to increase quality and decrease management time spent on the process. Result: Performance review quality increased 132% (from 3.4 to 7.9 on 1-10 quality scale). Average time savings of 8.5 days/year/manager

-Change consultant for a 3-year, $80 million technology innovation. Gained key executive stakeholder as sponsor; project delivered early and on budget; change leadership capability transferred to targeted leaders

LUCENT TECHNOLOGIES (Optical Fiber Solutions): 1999 – 2001

$2 billion global business to research, design, build and market fiber optic solutions

Senior Manager: Global HR Business Partner / OD & LD Consultant

-Managed talent review process for global Fiber Optic Cable business; conducted assessments and coaching for executive selection, development and promotion

-Created and staffed the Training and Development function. Instituted Six Sigma quality improvement approaches. Requests for training consultations increased 62% within 6 months; Saved the business $160,000 in taxes via government tax credits for core training

-Designed and implemented organizational effectiveness plan and provided executive coaching for a major business model change from operational silos to one integrated organization (R&D, Manufacturing, Sales and Marketing); Increased customer satisfaction (14%) and product quality (glass breaks down 19%) by end of second year

PRIOR EXPERIENCE - AMSOUTH AND SUNTRUST BANKS

Manager, HR Business Partner

-Created and implemented manager and executive assessment and development processes, conducted individual and team assessments, created and measured success of development plans, performed executive coaching and made talent recommendations and presentations to senior management

MILITARY EXPERIENCE

US Army – Medical Laboratory Technology

Awarded Army Commendation medal