Beth Flickinger Email & Phone Number

Cranberry Township, Pennsylvania, Us

Lead the creation of data-driven people strategies for talent and organizational development that drive successful achievement of business objectives.

Monroeville, Pa, Us

Oversee the strategies and initiatives to ensure the organization attracts, retains, and develops the talent necessary to achieve its strategic goals. Responsibilities include:Employee Engagement, Talent Development, Performance Management, Succession Planning, Organizational Development, Learning and Development, Talent Acquisition Support, Diversity and Inclusion, Talent Analytics, Stakeholder Collaboration.Strategic and tactical Human Resources Business Partner for the Commercialization function.Played a key role in planning and executing the implementation of new compensation tools, ensuring alignment with organizational goals.Engaged as a strategic contributor in US benefits open enrollment planning, providing input on benefits design and communication strategies.

Monroeville, Pa, Us

Vice President Talent Management and Human Resources Business Partner• Spearheaded the talent management strategy, function, and team, expanding the company from 100+ US employees to 500+ global employees across 5 business units.• Managed talent integration for five M&A initiatives, ensuring seamless transitions and successful cultural integration.• Directed four global organizational design initiatives, optimizing structures for sustained growth. This included developing career ladders, establishing compensation frameworks, and managing related change management processes.• Decreased time to hire by 8% (from 44 to 37 days) and increased acceptance rate to 90% by developing a scalable talent acquisition strategy that rapidly adapts to business volume needs and flexibly sources candidates.• Achieved an 8% increase in employee engagement (2021 vs. 2023) by implementing a comprehensive career progression framework and launching RQM+ Academy, a multi-channel learning strategy.• Strengthened the enterprise talent pipeline by implementing a comprehensive talent review and succession planning framework along with a multi-tier leadership development strategy.• Transitioned performance management to a continuous feedback model, enhancing employee ownership of performance and manager support.• Provided strategic and day-to-day HR support for the Global Commercialization organization during a comprehensive turnaround, facilitating transitions, addressing employee concerns, and ensuring alignment with strategic objectives.

Monroeville, Pa, Us

Defined, developed, and managed the talent and leadership development strategy and function from the ground up. Assessed business needs and developed the aligned technical, behavioral, and leadership development infrastructure, programs, and coaching to drive desired outcomes.• Launched an executive coaching program to support the organization’s rapid growth and elevate the executive team’s leadership skills and cohesion.• Redesigned and implemented the company orientation program from an on-site, US-based approach to a fully remote, global experience. The program achieves a 70 net promoter score.• Created a leadership development upskilling approach that strategically positions leaders to operate at the “right” level and enables flexibility in project staffing and internal movement.• Designed a series of technical leadership certification programs to meet market skill demands and increase consultant utilization.

Pittsburgh, Pennsylvania, Us

• Contributed to 20%+ of HPO division’s annualized savings by managing the innovation roadmap and operational excellence portfolio.• Reduced project cycle time by 67% through a comprehensive governance model for continuous improvement initiatives.• Implemented change management strategies, ensuring employee readiness and adoption of new processes and technologies.• Generated nearly 600 ideas in eight months via centralized ideation platforms and workshops.

Pittsburgh, Pennsylvania, Us

• Define and manage the talent development strategy for Highmark Inc.’s Product and Healthcare Services division.• Improved first-year nurse turnover from 37% to 10% with redesigned performance-based new hire programs.• Enhanced nurse licensure renewal compliance from 11% to 98% in six weeks through dedicated processes and stakeholder engagement.• Developed a cross-functional clinical team learning program, reducing readmissions and improving member outcomes.

Coraopolis, Pa, Us

• Defined overall learning strategy for the organization.• Reduced Store Manager turnover, retaining 89 managers over five years with an 11-week immersive onboarding program.• Achieved 0% District Manager turnover in the first year through a new assessment center and onboarding program.• Increased "ready now" internal talent for Sales Leader roles with a high-potential development program.• Supported successful mergers and acquisitions with tailored culture and learning solutions.• Implemented a new learning management system, enhancing user experience and introducing mobile learning solutions.

Bloomfield, Ct, Us

• Supported General Studies College to develop and implement enterprise-wide learning solutions in alignment with organizational development programs, including Career Development, Global Competencies, New Employee On-Boarding, Behavior Coaching, Diversity, Employee Engagement, Communications, and Six Sigma• Regularly met with business partners to identify key priorities, assess business and performer needs, and make appropriate solution recommendations; evaluated and reported the impact of learning solutions• Project Manager for an enterprise-wide initiative to centralize the learning function under Cigna University• Managed a virtual training team of 13 Human Resource Consultants across three client groups and 8 locations

London, England, Gb

Ms, Instructional Systems

Bs, Communications Media