CV

RESUME

SUMMARY IN A SENTENCE:

A strategic thinker and pragmatic implementer with 25 years International experience devising and driving top to bottom long-term and short-term corporate Training, Development and Organizational Change solutions.


MY TARGETED ROLE:

I am a problem solver and am results-driven. My passion is not in a maintenance role, but in a role of facilitating up-sizing, down-sizing or change transition where human capital performance is constraining the realization of corporate objectives. My ideal role would be in devising and implementing a ROI-driven strategic plan to resolve urgent current deficiencies; innovate and implement critical solutions; introduce a structured performance management system; and develop a pro-active organization structure capable of driving the long-term strategic plan. A company dealing with multiple geographic location problems or culture constraints would be an added plus.


PRE AMBLE:

I have spent one half of the last 25 years in strategic roles as Director of Research and Development for a European training solutions company, and VP Research and Development for a US training and development company, and the other half innovating and implementing full cycle top to bottom human performance solutions. I am comfortable within any commercial or industrial operating sector as the fundamental structures and systems relevant achieving human capital excellence and a dynamic organization are not sector specific.

EXPERIENCE:

·25 years experience devising strategic plans and solutions and implementing traditional, blended and computer-based training and E-Learning interventions internationally in Europe, Central Europe, Canada, the U.S.A. and Asia.

·Diverse commercial sector exposure ranging through Automotive engineering; Automotive manufacturing; Machine tools; Banking; Aviation; Government research laboratories; Business Process Outsourcing; Warehousing; Soft-drink bottling and distribution; Builders merchants; Photo-copiers and Training design and development companies.

·Wide scale of client experience ranging from small companies through to national remits, and international projects such as the design and implementation of a Training and Development strategy for corporate programs and strategic initiatives across 4 Central Europe Countries for one of the top two Cola corporations.

·Extensive Training & Development strategic design and implementation experience dealing with Realization of Business Plans; Strategic Initiatives; Change Management; Organizational Development; Capability deficiencies caused by expansion; New Product Launch; Performance management and reporting; Cultural change; Productivity; Growth Management and Start-up.

·Full-cycle hands-on experience through the Analysis of a business plan or strategic initiative; Production of Key Performance Indicators and capability and competency measurement matrices; Development of a Training Needs Analysis; Design and development of a Training solution; Project management of the implementation of the solution, and introduction of feed-back systems to measure achievement of the solution and bottom-line impact.

·Effective communication and influencing experience necessary to obtain buy-in from key stakeholders at board and top management levels through line management and operations personnel.


VALUE-ADD CONTRIBUTION:

·Diverse International experience in strategic and tactical organizational structuring and organizational change restructuring and developing human capital competency and capability.

·Ability to see the bigger picture and translate it into achievable operational initiatives and interventions.

·Commercial focus on bottom-line results with the principle that the Learning and Development function is accountable for a measurable ROI.

·Developing and implementing innovative short-term and long-term pragmatic solutions compatible with corporate resources and acceptable to stakeholders.

·Translation of business plans and strategic initiatives into Key Performance Indicators; the derivation of the underlying competency matrix; the specification and implementation of the Training Needs Analysis and the design and full-cycle implementation of Learning and Development solutions.

·Implementation of qualitative and quantitative performance management processes to measure competency; to identify talent; to develop coaching and succession plans and to facilitate the transfer of best practice.

·Comprehensive understanding of the differences between leadership and management, and the critical implications of collaborative interventions.

·Strong influencing skills at all organization levels, and the negotiating experience to obtain collaborative buy-in and participation from stakeholders.

·Effective management coaching and mentoring skills coupled with a strong motivational training delivery presence.