Andrew Nash Email & Phone Number

Chapel Hill, Nc, Us

Consultant with a strong emphasis on business transformation, team development and establishing efficient practices within organizations to drive business results. Client engagements include:• HR strategic plan development for NYSE listed diversified industrial businesses inclusive of macro trends, future of work scenarios, employee value proposition, employee experience and key strategic initiatives.• Improved C-Suite team dynamics and leadership effectiveness through thoughtful, hands-on executive coaching, resulting in ability to align with other functions, rules of engagement, focusing on the critical few and managing upwards.• Implementation and execution of Predictive Index talent assessment indexes that optimized team performance, aligned team styles to strategic objectives and increased the likelihood of success for key talent.

Raleigh-Durham-Chapel Hill Area

Played a leadership role in the company’s separation from Fortive into publicly traded diversified Industrial Technology organization consisting of five operating companies with revenue of $2.8B and 8000 employees.As part of this greenfield stand up, led the global human capital strategy and its implementation across geographically dispersed global manufacturing and technology businesses. Led a high performing HR team comprised of Centers of Excellence and HR business partners embedded in the operating companies. • Built global corporate team from the ground up in time for go live as an independent publicly traded company. Aligned HR to the strategic direction of the organization including creation of new organization wide Purpose, Values and Competencies. This included defining a HR technology platform, talent acquisition and development strategy and total rewards, including executive compensation, strategy. Results included the hiring of more than 100 critical leadership roles with 59% diversity representation and 52 days’ time to fill, performance-based compensation structures relevant for each geography. • Led the employee experience strategy creating a healthy and positive global community. Execution included authentic communications plans, alignment and simplification of strategies, thoughtful ID&E leadership, leadership coaching along with other engagement initiatives resulting in employee engagement scores greater than the industry norm. • As a member of the Compensation and Management Development Committee defined peer Proxy group, benchmarked Officer compensation, evaluated projected share usage and overhang and reviewed CEO succession framework. Obtained Board of Directors approval for the implementation of long-term and short-term compensation programs aimed at driving shareholder results and retaining key executives.• Provided leadership and guidance to the global HR function in achievement of business operating metrics.

Greensboro/Winston-Salem, North Carolina Area

A progressive role within Danaher starting with responsibility for the Gilbarco and Veeder-Root businesses and expanding into a platform HR level role with revenue of $2.6B and 7500 employees. • Operating within a complex, global environment with multiple sectors, providing leadership direction of the HR function with approx. 100 team members including HR Business partners, Talent Management and Compensation professionals. • Increased succession funnel for critical roles to 60% through early career potential identification • Completed M&A due diligence and integration of acquired companies resulting in new product adjacencies and geographic expansion.• Drove the alignment of organizational processes and values to improve the employee experience as measured by annual engagement survey.• Delivered organization design and change management initiatives including alignment of engineering and marketing centers of excellence, centralization of European functional organizations and implementation of solution centric operating model for high growth market.• Deployed organization talent assessment to execute leadership upgrades and management capability development.• Continue to develop an inclusive employee experience culture positioning the company as an employer of choice for top performers and reducing attrition to mid-single digits through execution of talent retention matrix and attraction of talent in a competitive market.• Leverage Fortive Business System tools including problem solving to drive lean methodology and countermeasure underperforming metrics.