Masters, Business Administration @
The Ohio State University - The Max M. Fisher College of Business
Cross-cultural Exec with global experience. General Mills Chairman's Award - HR Excellence & Innovation. Business Partner with expertise in HR, Change Mgmt (OCM) and Talent Management strategies. Career-long success leading organizational transformation and developing human capital strategies for growth and profitability in "full service" and "center of excellence" matrixed HR models. Motto: Build relationships first, do business
Cross-cultural Exec with global experience. General Mills Chairman's Award - HR Excellence & Innovation. Business Partner with expertise in HR, Change Mgmt (OCM) and Talent Management strategies. Career-long success leading organizational transformation and developing human capital strategies for growth and profitability in "full service" and "center of excellence" matrixed HR models. Motto: Build relationships first, do business second."
◆ FORTUNE 100 | MID-MARKET | HYPER-GROWTH | START-UPS | ENTREPRENEURSHIP ◆
ME: A visionary HR executive and organizational architect with success and financial impact in small to Blue Chip companies. As a client-focused partner and trusted adviser to start-up and global companies, my career spans external consulting and internal leadership. Motto: "We make a living by what we do, but we make a life by what we give." (Churchill).
WHAT I DO: Stewardship of Talent and Culture...a roll-up-the-sleeves “builder” who helps CEO's, C-Suite teams and senior leaders culturally and operationally grow/transform organizations for scalable growth. I provide leadership coaching and align HR and talent to drive business results.
MY VALUE: I lead with a CEO focus: Clients, Employees, Owners - while engaging hearts and minds. It's the sustainable advantage that separates good companies from great ones. I also build impactful leadership teams, align employee performance to business goals, accelerate growth, optimize the value of HR, and measure employee engagement to predict business performance.
◆ EXPERTISE ◆
✔ Strategic HR Leadership
✔ Human Capital Consulting
✔ Compensation & Benefits
✔ Organization Design
✔ Business Transformation
✔ M & A
✔ Total Rewards
✔ Global Talent Management
✔ Change Management
✔ Performance Management & Metrics
✔ Succession Planning Processes
✔ Leadership Assessment & Development
✔ Executive Assimilation & Coaching
✔ Learning & Educational Technology
✔ Labor & Employee Relations
⌨ [email protected]
Managing Principal | Change Management | Talent Management | Leadership Development @ Management consulting firm focused on organizational effectiveness and transformation, talent management / leadership development / executive coaching.
◆ Change Management | Stakeholder Alignment: Coaching and consulting to the New York Times on implementation of Workday - a cloud-based HR Information System. For FAA’s $73B Next Generation air traffic portfolio of programs, facilitated and developed operational outcome metrics and KPIs. Gained NextGen Board approval.
◆ Performance Management: Designed framework to align strategic goals with metrics. Supported dashboard development to provide public transparency into performance metrics.
◆ Organizational Development: Led engagement to establish new Office of NextGen Performance & Outreach and supported FAA's agency-wide "Foundations of Success" streamlining/restructuring initiative. From April 2008 to Present (7 years 9 months) Senior Director, Talent Management | Human Resources | Learning & Development @ 8000 employees, $196B assets. Held enterprise-wide responsibility for talent management, learning, leadership development, succession planning, employee engagement, performance management, organizational effectiveness and change management. (Split into two companies).
◆ Talent Management: Completed performance review and annual goal-setting process, powered by Workday. Guided vendor selection for company-wide employee engagement survey.
◆ Succession Planning: Launched Next Level Leadership group coaching program for hi-potential leaders.
◆ Learning & Development: Extended Learning Management System (LMS) and rolled out e-learning courses across the enterprise.
◆ Organizational Development: Planned and managed development of annual company meeting for top 200+ leaders. From 2013 to 2013 (less than a year) Consulting Leader, Growth & Strategy | Change Mgmt | Organizational Transformation & Effectiveness @ Re-recruited to GE into this global provider of high-tech medical technologies and services to establish / grow GE Healthcare's consulting business, Performance Solutions, while improving hospital performance and organizational effectiveness for GE’s C-Suite clients. 46,000 employees. $17B in annual revenue.
◆ Strategic Leadership: Increased volume, improved quality / margins of 2-4%, coached executives in change management through strategy, Six Sigma/Lean & HR.
◆ Business Alignment: Aligned organizational cultures through strategic goal-setting, performance management practices, rewards and recognition, talent management and leadership development.
◆ Leadership Team Development: Planned & facilitated strategic leadership team events and interventions; taught and coached leaders, partnered with Prof. Noel Tichy, U of Michigan, Ross School of Business. From 2005 to 2008 (3 years) VP Human Resources @ Hired by former client, a retail banking, asset management and mortgage banking firm to build a new U.S. Service Delivery organization and HR team for Home Loans in support of explosive growth: 60,000 employees (50% growth in 3 yrs). $600B+ in loans serviced. Integrated 14+ acquisitions to develop “One Wamu” culture.
◆ HR Strategy: Introduced client-focused HR business partner model. Developed 100% new HR infrastructure with HR colleagues including web / call-center self-service HR model. Delivered 20% productivity savings.
◆ Business Transformation | Change Management | M & A | Process Improvement: Assessed and developed Service Delivery leadership team. Streamlined processes and restructured to create new 3000+ employee U.S. Service Delivery model and National “Post Closing” Operation (NPCO). $200M impact. From 2002 to 2004 (2 years) Founder/Managing Principal @ Strategically guided the launch of this consulting firm, which specialized in organizational effectiveness and coaching. Principally directed all aspects of the business.
◆ Start-Up Leadership: Working with PMO, directed engagement and created all OD/HR and e-learning deliverables for Availity.com – a call center, tech-enabled (Health IT) start-up for Blue Cross Blue Shield of Florida – one of the first U.S. health IT networks. Benefits: $50M+ savings, Humana JV.
◆ Curriculum Development: For Amazon.com, reduced turnover by developing Face-to-Face Communications training curriculum and related employee development processes. Developed competencies for first-line supervisors.
◆ Executive Coaching: Funded by USAID, built & delivered Leadership Development programs for post-communist, emerging business leaders. Provided coaching services to F100 executives. From 1999 to 2002 (3 years) Global Director, Human Resources (CHRO) @ Recruited by former manager to build HR function and infrastructure to rapidly scale this global, $250M Java-based, pre-IPO packaged software firm. Hired senior executive team. Built critical early HR infrastructure. Developed sales incentive plan and mobility policies to support in-place expatriate executive talent. Shutdown organization after delay of IPO and subsequent financial impact. From 1998 to 1999 (1 year) Global Leader, Talent Management @ Recruited by HR VP to build talent management infrastructure and global leadership bench for a $20B, 4500 employee auto leasing business through strategic staffing, succession planning, leadership development. Growth / acquisition / matrixed structure. Strengthened performance management and succession planning processes. Managed talent management reviews with CEO / developed targeted leadership development plans. Following 40% YOY growth, led global downsizing. Closed 5 sites; reduced U.S. workforce 28% while repatriating/retaining Asian personnel. From 1997 to 1998 (1 year) Vice President, Human Resources & Administration (CHRO) @ Head of HR with enterprise-wide responsibility for $350M leading international high-tech manufacturer of cryogenic products. Recruited from General Mills to partner with new CEO, strengthen HR capability, and enable expansion into the Chinese market. Operations in Germany, Singapore, South Africa and Australia. Introduced new Total Rewards strategy and retirement approach; increased 401k participation from 54% to 93%. Developed 2-3 year strategic HR framework. Aligned HR initiatives and individual performance management system to business goals. Designed and implemented new succession planning process and Stock Option plan to retain key leaders. Successfully combated organizing campaign to maintain union-free status. From 1996 to 1997 (1 year) Greater Minneapolis-St. Paul AreaHR Director @ Division HR leader for Marketing Services, a Marketing Research and in-house ad agency for $11B leading consumer foods marketer and manufacturer. Re-energized Market Research function through new career development, talent management, and peer-based recognition and and rewards initiatives that focused on technical influence and impact. Championed and enrolled HR peers in developing successful company-wide mentoring program for minority employees - retention was key to General Mills initial multi-ethnic marketing launch. Enrolled high potential / high performance leaders as mentors. Chairman's Award - HR Excellence and Innovation for development of a high-performing work system (start-up) that enabled General Mills to successfully enter the beverage industry at target margins. Productivity impact: $100M and subsequent conversion of all core manufacturing facilities. Progressive upward mobility including Head of HR Operations, Yoplait. From 1985 to 1996 (11 years)
B.S. & B.L.A., Environmental Science, Landscape Architecture @ Syracuse UniversityMasters, Business Administration @ The Ohio State University - The Max M. Fisher College of BusinessM. Ed, Educational Technology (2013) @ University of South Florida, College of Education Eve Sheridan is skilled in: Organizational Effectiveness, Business Transformation, Talent Management, Performance Management, Succession Planning, Leadership Development, Human Resources, Strategic Planning, Employee Relations, Change Management, Instructional Design, Strategic Human Resources Leadership, Human Capital Consulting, Mergers & Acquisitions, Performance Management & Metrics
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