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Entries in Professional Spotlight (14)


Professional Spotlight: Todd Corley

Todd Corley, Founder & Chief Strategist at the TAPO Institute

We are so excited to have Todd Corley, Founder and Chief Strategist at the TAPO Institute, as one of our keynote speakers for the Villanova HRD Annual Networking Reception on tomorrow, April 5th, in the Connelly Center on campus! Read on to learn more about Todd's track record of success, advice, and more! 

Todd Corley is the creator and catalyst of the TAPO Institute, a think tank and strategic advisor advocating inclusive leadership. He is the former corporate officer in charge of global diversity and inclusion for the iconic retailer, Abercrombie & Fitch.

In that role, he led an enterprise-wide transformation that included: 1) increasing the in-store minority population from below 10% to over 50% of total population (100,000 people) across all positions 2) achieving significant gender diversity among its senior ranks, with over 40% of the company’s vice presidents and 75% of executive vice presidents being female 3) positioning the brand as an LGBT-friendly employer, by securing a perfect score on the HRC Corporate Equality Index, for nine consecutive years.


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Professional Spotlight: Jessie Ruane, Regional Talent Management Leader for the Americas at BDP International

Jessie Ruane currently works as the Regional Talent Management Leader for the Americas at BDP International. BDP International is a global logistics company that specializes in freight forwarding and is headquartered in Philadelphia, PA. Before joining BDP International, Jessie was an Organizational Development Consultant for Lehigh Valley Health Network in Allentown, PA. Jessie began her career with Lehigh Valley Health Network as one of their Research Scholar Interns in the Organizational Development department.

Jessie holds a Bachelor’s Degree in Psychology from Muhlenberg College and a Master’s Degree in Industrial/ Organizational Psychology from West Chester University.

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Paradigm Shift in Talent Management

As an owner of an Executive Search and HR Consulting business, my frequent interaction with heads of HR and business owners ultimately deals with the issue of talent management.  Not just the acquisition of talent but also the development and retention of talent.  In particular how to effectively deal with the realities of the loss of the experience employee base and the lack of experience of the new workforce. 

Many of the organizations I deal with are experiencing the departure of knowledgeable employees leaving the workplace (for other positions or retirement) and recruiting from what they believe to be a smaller pool of talented individuals. This can result in a “war for talent” with organizations actively searching for what they believe to be desirable individuals, with recruitment bonuses, training and development incentives, and flexibility in the workplace (hours, responsibilities, structure, etc.).   Perhaps we should reconsider how and what we recruit for and consider the following:

HR has always been focused on basic talent management—acquiring, developing and retaining talented employees. But, to drive optimal levels of success, talent management must be everyone’s priority and must be defined within the company strategy.  Hiring managers must adopt a consistent criterion for success that is based more on competencies and the ability of the organization to quickly develop the desired knowledge and skills levels.   The organizational culture must be clearly understood and be an important part of the recruiting and interviewing process and must allow taking chances with less knowledgeable candidates but who possess strong capabilities to learn and to be developed.

Changing the way recruitment is done is a must.  Transition the recruiting and hiring process to be more based on competencies rather than years of experience and or an exact skill set.  Help hiring managers understand that hiring a less experienced employee but equally competent is not organizationally wrong.   Consider the KASH model in Figure 1. (Knowledge, Attitudes, Skills and Habits)

Figure 1. KASH Model 

With some of my clients I have found an exclusive and exact requirement for knowledge and skills with little to no thought for the candidates attitude and habits.  This has led many organizations to experience long delays in time to fill critical positions.  Typically this is when a recruiting agency is called to help the search process and in turn creates further delays in time to fill.  Eventually the “right” candidate is found with the perfectly matched knowledge and skills and all to often the attitude and habits of the candidate are overlooked.  The flaw with this level of thinking is that knowledge and skills are far easier to develop and acquire than trying to change one’s attitudes and habits.  As one Executive VP of HR once lamented, “I have never hired anyone who couldn’t do the job, but I have had to terminate employees because of how they did the job.”  The message here is clear; understand your high performers at every level. Is their success totally on what they know, or is it more of how they apply what they know? 

Of course everyone wants the right mix of Knowledge, Attitudes, Skills and Habits. However, the exit of knowledgeable and skilled workers from the workforce will force organizations to place more emphasis on talent development.  In the past, this area was given passive support and was the first to be cut during economic downturns.  Today, successful organizations understand and accept the challenge of developing the talent they need.  This is putting more emphasis on HR professionals and hiring managers to develop and implement robust tactical and strategic employee development programs and processes.  

For HR professionals, this is an exciting time for us to lead and help organizations understand the new realities and lead the organization with mentoring programs, job rotation processes, and new partnerships with local universities to tailor specific courses.  We are no longer on the bench. We are in play, and expectations are high. 

--Luis Buentello, MS, SHRM-SCP, GPHR

   President & Co-Owner at Beacon Associates, LLC.


Professional Spotlight: Mike McCarthy

Mike is the CEO of Life Sciences Executive Search & Talent Advisors LLC, a boutique talent and career advisory firm he founded four years ago. The firm provides executive search and recruitment strategy services to the biotech and pharmaceutical industry, and also offers career coaching to new graduates seeking their first role and executives seeking their next role.

Mike’s prior corporate leadership roles included Head of Global Talent Acquisition for Becton Dickinson, Director Global Staffing for Schering-Plough Pharmaceutical, and Director Human Resources for Lincoln Financial Group and Fidelity Investments. Mike began his HR career at Unisys Corp after receiving an MS in Human Resource Development from Villanova University. He also possesses a BS in Criminal Justice from West Chester University.  He resides with his family in Doylestown, PA and Cape Cod, MA.

Q: What is a typical day at work like for you (e.g. activities, people you encounter, travel, etc.)?

A: Up at 5:15am, quick workout, check websites of 1-2 local and 3-4 major newspapers and key biotech/pharma sites, get kids off to school, grab a Dunkin Donuts coffee, speak with or travel to meet and network with a little life sciences CEO, CFO or CHRO, assess life sciences industry talent I may also meet, and actively manage the executive searches I’m performing.

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Professional Spotlight: Doug Allen, Cooper Health System

Douglas Allen, Senior Vice President of Human Resources at Cooper Health System.

Doug is a senior executive in Human Resources with more than 30 years of experience. Doug has served in a leadership capacity at several large healthcare organizations including St. Christopher’s Hospital for Children, Hahnemann University Hospital and currently Cooper Health System.  Doug has a proven track record of strong leadership, workforce development and development and implementation of strategic plans. 

In addition to his robust Human Resources background, Doug has numerous professional accomplishments.  He is an ICF Certified Professional Coach, MBTI Certified Practitioner, a trained facilitator in DiSC Assessment Tools, and holds his SPHR certification.  Doug is faculty to the Villanova University Continuing Education Department and has taught the PHR/SPHR SHRM program.  Doug also sits on the boards and serves as a committee member of many prominent organizations – United Way of Greater Philadelphia and Southern New Jersey, KIPP Cooper Norcross Academy School, the New Jersey Hospital Association Unemployment Committee, and the Workforce Investment Board.


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Professional Spotlight: Ronald Adler

Mr. Adler has more than 42 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.  Mr. Adler is the president-CEO of Laurdan Associates, Inc., a human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR, and unemployment insurance (UI) cost management.  Mr. Adler is a co-developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool.  Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate Finance Committee on unemployment insurance and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace.  Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases.

Mr. Adler holds an M.B.A. from Southern Illinois University and a B.S. in finance from the University of Maryland.  Mr. Adler is a certified instructor on employment practices issues for the CPCU Society and has conducted continuing education courses for the Institute of Internal Auditors, the AICPA, and the Society for Human Resource Management.

Q: What is a typical day at work like for you (e.g. activities, people you encounter, travel, etc.)?

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Alumni Spotlight: Hayley Seifert

Hayley Seifert recently joined the NBCUniversal Technology/Media Labs HR Team as a HR Management Rotational Program Associate (MRP). She is part of the new Comcast/NBCUniversal two year HR Management Rotational Program and will be spending the first year of the program as an HR Generalist on the Operations & Technology Services team in New York City.  Her primary clients include a newly formed Sales, Research & Analytics Technology team, the Information Security team, and the cable broadcast team on CNBC.

While attending Villanova, she worked as a global HR Intern at Bentley Systems in Exton, Pa. During the internship I gained experience in leadership development, university relations/talent acquisition, the corporate wellness initiative, HRIS, and many other strategic functions.  Prior to her time at Bentley, I spent several years as a Training Coordinator/HR Assistant for a large, French resort company where I had the opportunity to live and work in Florida, Mexico, Turks and Caicos, and the Bahamas. Hayley graduated from Villanova’s HRD Program this past May, and has her B.A. in Public Relations/Advertising from Penn State.  I love anything having to do with the outdoors, including cycling, hiking and sailing.  And, growing up with two brothers has turned me into a sports fanatic who spends many of my fall weekends watching college football and rooting for Penn State.

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Professional Spotlight: Matthew Bain, Learning Consultant, De Lage Landen (DLL)

Matthew Bain is a passionate Human Resources professional with a career focus on Organizational Development. His career has taken him through sales, retail, hospitality, formal education, logistics and now finance business areas. In his last position, Matthew was responsible for all L&D for a large portion of the largest grocery distribution company in the United States.

Recently, Matthew joined De Lage Landen (DLL) which is an exciting new opportunity to take his skills and experience international. As a Learning Consultant at DLL Matthew is responsible for all Learning strategy and initiatives for the U.S. region. Also, part of his role is to work on the Global L&D and OD team to help develop and initiate major organizational change projects.

Q: What is a typical day at work like for you (e.g. activities, people you encounter, travel, etc.)?

A: The best part of my job, is that no 2 days are exactly alike. A portion of my day always involves communicating with the stakeholders within our company. This could be with my partners inside HR or with the different business units. Part of my day usually has some development work on whatever project is in front of me. The biggest challenge is to plan time around strategic activities. However, most of the day, fortunately, is providing a service to our stakeholders.

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Professional Spotlight: Amy Dinning, Manager of Leadership and Talent Development, Saint-Gobain

Amy Dinning is a Senior Training and Talent Development Leader with extensive experience working with all organizational levels creating, promoting, and delivering talent and training solutions designed to support the organization’s business plan.  Amy is passionate about creating an interactive and enjoyable business environment that supports learning and growth. 

Currently, Amy is serving as Manager of Leadership and Talent Development for Saint-Gobain North America.  She is responsible for all leadership, talent and people development for 19,000 employees.  Prior to this role, Amy was a Clinical Education and Learning Partner for AstraZeneca.  She created capability frameworks for two key drug development roles and designed a training plan for a key change initiative at the organization.

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Professional Spotlight: Juliet Derashri, Global Talent Management, TE Connectivity

Juliet Derashri is from TE Connectivity based out of Berwyn, PA.  Juliet works in the HR function within the Global Talent Management team.  Her main responsibilities are the Organization and Leadership review program as well as Employee Engagement.  Juliet has 10 years of experience in Human Resources with an emphasis on organization effectiveness, workforce planning, talent management and program development & management. 

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Professional Spotlight: Jane Siegel, VP Talent Management, SunGard

Jane is a passionate senior Human Resource leader who thrives on designing and leading HR strategies that drive business results and accelerate change. She has proven accomplishments, within diverse, dynamic industries, resulting in cutting-edge process improvements, cost reductions, revenue growth, leadership bench strengthening, increased productivity, and significant cultural shifts.

Currently, Jane is VP of Talent Management for SunGard AS where she leads all talent management processes (with exception of recruiting, compensation and benefits) such as onboarding, training and development, leadership planning and development, talent review and succession management, talent pool management, and performance and development planning.

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Professional Spotlight: Ed Wallace, Chief Relationship Officer, The Relational Capital Group

Ed Wallace spent 20 years with Vertex as their Vice President of Business Development. During this time, the company grew from $1 million to over $120 million. He founded The Relational Capital Group so he could bring his relationship-building principles and the Relational Ladder® process to corporations and their professionals. He now consults with and speaks for corporations and associations across the globe with a client list that is a Who’s Who of Fortune 500 companies. 

Ed has published three books on relational capital – Fares to Friends, Creating Relational Capital and in his most recent, Business Relationships That Last (Greenleaf, 2010), he has become critically acclaimed as the foremost authority on business relationships as he again illustrates his relationship-building principles through real-life stories, examples, and insights gathered from his experiences – demonstrating to his readers why establishing and advancing outstanding business relationships is the true “secret to success.”

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Professional Spotlight: Matthew Getter, Labor and Employee Relations, Honeywell 

Matthew Getter holds a master’s degree from Villanova University in Human Resource Development, a MBA from the University of Tennessee, and a bachelor’s degree in Psychology from Moravian College.  Matthew is a Human Resource professional with fifteen years of global experience in labor and employee relations, change management, mergers and acquisitions, organizational and development, succession and workforce planning, six sigma and Lean manufacturing.  He has held varying roles within HR providing him with a broad base of expertise and knowledge.

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Professional Spotlight: Kathy Brunner, President & CEO, Acumen Analytics

Acumen Analytics is a WBE certified information management and analytics consulting firm focused on helping our customers leverage their data, technology and organizational assets to create strategies and deliver solutions that drive business outcomes.

Kathy has been combining her extensive technology experience and financial background to solve complex business challenges and achieve results as both an entrepreneur and corporate accountant for over 20 years. 

As President of Acumen Analytics Kathy is a team builder and a thought leader, able to develop a strong rapport with clients and their in-house team to create practical programs that work.

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