Brady Pyle Email & Phone Number

Houston, Tx, Us

Houston, Tx, Us

As Chief HR & Inclusion Officer, my role is to ensure Space Center Houston has the workforce capabilities needed for the future, steward a culture of inclusion and innovation, and take care of Space Center Houston’s Crew. Space Center Houston’s culture is best defined by these three core values: - We are space enthusiasts, who share our excitement and our unyielding pursuit of excellence to instill a passion for space in others. - We are people-driven. We believe in the inclusive, collaborative power of people. - We are champions of curiosity. We nurture inquisitive minds, as curiosity leads to innovation, inspiration, and achievement. Our HR mission is to “Be HeRoes for the CREW, serving as Culture Champions, who achieve Results & build Relationships with Every Employee to create a World-Class Workforce.” Major responsibilities include: - Strategic HR Leadership- Talent Management, including recruitment and staffing, onboarding, compensation and benefits programs, performance management, human resources policies, learning and development programs, and employee relations.- Enhancing the organization's culture and ensuring engagement of all Crew Members, promoting an inclusive workplace environment.- Ensure effective employee experience.- Build and maintain relationships with external partners, including NASA, the Bay Area Houston Economic Partnership, industry organizations, vendors, and community groups.- Stay informed on industry trends, best practices, and emerging issues in HR, Inclusion, and Diversity.

Houston, Tx, Us

As Vice President of Human Resources, I am responsible for the leadership of the Space Center Houston Human Resources department to include the areas of benefits and compensation programs, staffing, human resources policies, learning and professional development and employee relations. I will also partner with the President & CEO (William Harris) in employee engagement initiatives to promote a highly motivated and engaged workforce. As VP of HR, I will lead the human resources strategy and participate as a key member of Space Center Houston's executive leadership team.

As an experienced leader and engaging speaker, I offer workshops, seminars, and keynote speaking.Previous Engagements Include:-- 2024 Global Digital HR Transformation & Analytics Conferences in Dubai & Kuala Lumpur (2024)-- Talent Acquisition & Technology Showcase in Houston, Texas (2023)-- "Building Innovation into Your Corporate DNA" in Dallas (2019)-- Sessions on "Growing Out of This World Leaders: A Perspective from NASA" for Talent Development Summit in Vancouver (2019) and Work 2.0 in London (2018)-- Opening Keynote for 9th HR Minds Future of Talent Forum in Barcelona on "Preparing for a New World of Work the NASA Way" (2018)-- Interactive Workshop for Greater Cincinnati Pregnancy Care Centers Coalition's Morning of Renewal (2017)-- Opening Keynotes on "Building a Culture of Innovation: It's Not Rocket Science!" for Work 2.0 Africa in Johannesburg (2017); HR Vision Amsterdam (2017); and the HR Summit in Dubai (2016)-- Interactive Workshop for State of Washington’s Department of Retirement Services on "Leaders as Coaches: Practical Applications from NASA" (2016)-- Interactive workshops on "Teamwork" and "Out of This World Leadership" for CareNet Annual Conference in Orlando (2016)-- Keynotes for the Human Capital Institute's Employee Engagement Conference in Denver (2016)-- Interactive workshops on "Out of This World Leadership" for Christian Leadership Alliance Conference in Dallas (2016) and CareNet Conference in San Diego (2015)-- Interactive Workshop on "Teamwork: Collaborating to Hire & Develop Staff" for the Christian Leadership Alliance Conference in Dallas (2015)-- Interactive workshop on "Out of This World Leadership: How the Fruit of the Spirit Helps You Shoot for the Stars!" with Truett Seminary Students at Baylor University (2015)-- Interactive Workshop on "Home Run Living" with McMurry University Baseball Team (2014)

I am passionate about leadership as a student, coach, practitioner, and teacher. With more than 30 years of management and organization consulting experience in Human Resources, I’ve worked with leaders to solve a variety of people and organizational challenges. During that time, I’ve taught leadership in a variety of forums—from small book club discussion groups to large workshops. Additionally, as a Certified Leadership & Talent Management Coach for over 10 years, I’ve provided executive coaching to many workplace and church professionals.I started Out of This World Leadership to fulfill my personal mission – “to improve leadership wherever I go.” As a John Maxwell Certified Coach, Teacher and Speaker, I can offer you workshops, seminars, keynote speaking, and coaching, aiding your personal and professional growth through study and practical application of Maxwell's proven leadership methods. Working together, I will move you and/or your team or organization in the desired direction to reach your goals.I strive to “Serve Leaders who Shoot for the Stars” with a philosophy, style, and practice of servant leadership. Let me help you on your journey as you “shoot for the stars”…To learn more, check out my blog at www.OutOfThisWorldLeadership.com

Menlo Park, California, Us

Tigerhall is a Sequoia-backed social learning platform that brings mid-senior level professionals closer to achieving their goals. It aims to close the gap between what academic education teaches and what people actually need to succeed in the real world. I leveraged my years of professional experience to share my industry expertise via a number of podcasts/power reads/events for Tigerhall.

Washington, Dc, Us

Served in a dual role as Director of HR Services and supports NASA's Chief Human Capital Officer (Jane Datta) in the following 6 required functions outlined for CHCOs in The Chief Human Capital Officer Act of 2002:1. Setting the workforce development strategy for NASA2. Assessing workforce characteristics and future needs based on NASA's mission and strategic plan3. Aligning NASA's human resources policies and programs with NASA's mission, strategic goals, and performance outcomes4. Developing and advocating a culture of continuous learning across NASA to attract and retain employees with superior abilities5. Identifying best practices and benchmarking studies to help NASA reach for new heights and reveal the unknown for the benefit of humankind6. Applying methods for measuring intellectual capital and identifying links of that capital to NASA's organizational performance and growth.

Washington, Dc, Us

Key partner with NASA’s Chief Human Capital Officer, collaborating with all NASA Center Directors and Executive-level HR Directors to modify NASA's 60-year decentralized HR service delivery model through a strategy of "Mission First. People Always." -- Led 9 Senior Executive Service HR Directors from across the country with a budget of $55M and a team of 400 HR professionals to deliver HR consulting through HR Business Partners, supported by a variety of HR functions, including Workforce Planning; Employee & Labor Relations; Learning & Organization Development; and Performance Management & Awards.-- Led and integrated Human Resources operations across NASA, leveraging a “One Team, One Dream” approach, ensuring HR Executives collaborate on the strategy, providing them with a balance of Corporate & Local responsibilities.-- Delivered 25% workforce reduction and $7M savings to the top-line budget over the last 2 years.-- Established the HR Business Partner role for internal management advice & consultation across all NASA Centers.-- Simplified Job Classification process for the customer--taking an outdated process from 30 days to 30 minutes.-- Ensured the Customer & Mission Focus that makes NASA the Best Place to Work in the Federal Government.-- Led the management, integration, execution, and continuous improvement/standardization of Human Resources service delivery across NASA. -- Enabled decision-making at the local level to ensure local issues are worked effectively and efficiently.-- Improved internal bench strength through targeted development opportunities for potential future HR Executives.

Washington, Dc, Us

ENSURES WORKFORCE CAPABILITIESOversees HR programs and initiatives aimed at attracting, retaining, and developing more than 3,000 civil servants supporting the International Space Station and NASA’s Journey to MarsSTEWARDS A WORKPLACE CULTURE OF INCLUSION & INNOVATIONOversees HR programs and initiatives designed to fully engage the human spaceflight teamADVISOR TO SENIOR LEADERSHIPDesigns, develops, and implements HR strategies, consulting weekly with the Center Director (Dr. Ellen Ochoa), the Deputy Center Director (Mark Geyer), and Associate Center Director (Melanie Saunders)MEMBER OF JSC SENIOR STAFFRepresents HR as a member of the Johnson Space Center’s Senior Leadership TeamHR LEADERLeads a team of 70 civil servant and contractor team members in traditional HR functions, such as HR Management, HR Development, and HR Operations as well as Employee Welfare and Morale and Workforce Strategy & Analytics. Seeks to build a culture of leadership throughout the Human Resources Office through regular discussions about leadership challenges and best practices with the HR Leadership Team.

Washington, Dc, Us

ENSURES WORKFORCE CAPABILITIESOversees HR programs and initiatives aimed at attracting, retaining, and developing more than 3,000 civil servants supporting the International Space Station and NASA’s Journey to MarsSTEWARDS A WORKPLACE CULTURE OF INCLUSION & INNOVATIONOversees HR programs and initiatives designed to fully engage the human spaceflight teamADVISOR TO SENIOR LEADERSHIPDesigns, develops, and implements HR strategies, consulting weekly with the Center Director (Dr. Ellen Ochoa), the Deputy Center Director (Kirk Shireman), and Associate Center Director (Melanie Saunders)MEMBER OF JSC SENIOR STAFFRepresents HR as a member of the Johnson Space Center’s Senior Leadership TeamHR LEADERLeads a team of 70 civil servant and contractor team members in traditional HR functions, such as HR Management, HR Development, and HR Operations as well as Employee Welfare and Morale and Workforce Strategy & Analytics. Seeks to build a culture of leadership throughout the Human Resources Office through regular discussions about leadership challenges and best practices with the HR Leadership Team.ACCOMPLISHMENTSProposed a hiring model, which was accepted, that JSC requires 60 percent of hires be recent college graduates in engineering and business disciplines; 20 percent are forward-fills based on skills identified in Workforce Strategy discussions; and 20 percent cover unexpected losses in critical skill areasDeveloped HR staff to qualify for GS-15 roles, developed new team by building a culture of leadership, fostered team commitment, and quickly established team trust to build organization’s reputation that led to an Employee Viewpoint Survey Supervisory Index showing a 95 percent positive response and my newly developed leaders creating 1,000 new position descriptions and updating another 400—changes for nearly half the workforce

Washington, Dc, Us

Advised Senior Leadership on HR strategies.Led the JSC Deputy Director Forum where I created a peer forum to discuss and advance Center workforce strategy and policy that collaboratively partners senior leaders from across the Center and was awarded the NASA Outstanding Leadership Medal in 2012 for establishing this forumManaged HR budget, making strategic investment decisions for $19M. Returned $1M in FY2010. Secured additional training budget in FY11, training 500 engineers in Systems Engineering, a ten-fold increase over previous year and enhanced workforce technical capabilities by initiating a Program/Project Management Development effort and an Engineering Academy.Led a cultural change at JSC by championing diversity and inclusion at JSC where I taught executive leaders. Led discussions on “Quiet: The Power of Introverts in a World that Can’t Stop Talking” and “Understanding Privilege” with both senior leaders and HR teams. Oversaw planning of an Inclusion & Innovation (I&I) Summit with Southwest Airlines for executives and managers.Managed JSC’s Joint Leadership team (JLT), comprised of senior executives from JSC Senior Leadership and 60 Contractor companies. Facilitated JLT Coordinating Committee.Provided oversight for HR Information Systems (HRIS), which generates ~80% of their $1.5 million budget in reimbursable work from NASA Headquarters, the Department of Interior, the Office of Personnel Management (OPM), and the Office of Management & Budget (OMB). Combined 3 contracts that allowed the team to continue to conceive, develop, and implement 21 innovative Center, Agency, and Federal HR software applications and systems that have significantly improved HR support to many Federal organizations.Led a team of Deputy HR Directors from across NASA in our Baseline Service Level assessment to determine levels required to support HR’s service model and streamlined NASA’s Human Capital function below the previously-established BSL.

Washington, Dc, Us

LEADERSHIP ADVISORDiscusses strategies and tactics with the HR Director, members of the HR Leadership Team, and Center Management WORKFORCE COMMUNICATIONSDevelops strategies and prepares communicates from Center leadership to the workforce on a variety of matters related to organization culture, management, and human resourcesCHAMPION FOR DIVERSITY & INCLUSIONPartners with the Equal Opportunity & Diversity Office on initiatives to improve workplace inclusion at JSC. Co-facilitates an Inclusion & Innovation Discussion group comprised of the Center's Senior LeadershipHR LEADERConvenes regular integration discussions with Managers for HR Management, HR Development, and HR Operations. Remains engaged with HR team members and employees, ensuring an effective flow of communications from the HR Director to the front line HR employees.

Washington, Dc, Us

LEADERSHIP DEVELOPMENT ASSIGNMENT (Worked outside HR to gain perspective of the front-line leader in NASA's technical organization)-- Served as an Advisor to Division and Branch leadership, providing consultation on the development and implementation of key strategies for creating and sustaining a high performing organization.-- Received a Time Off Award from the Division Chief in appreciation of efforts in SeptemberASSISTANT CHIEF, LIFE SUPPORT SYSTEMS BRANCH (August - December 2013)-- Partnered with Branch Management to establish organization-wide improvements that foster employee engagement at all levels -- Developed plans and facilitated organization retreats and team building activities, including a mini retreat using "The 5 Languages of Appreciation in the Workplace"-- Facilitated the establishment of clear roles and responsibilities for Branch Management, Group Leads, and the Division Environmental Control Life Support Systems (ECLSS) ManagerDEPUTY CHIEF, SPECIAL PROJECTS BRANCH (April - July 2013)-- Gained an appreciation for the challenges facing line management in Engineering and provided a fresh perspective from a non-engineering point of view-- Conducted one-on-ones with Special Projects Branch engineers to ensure alignment of their tasks & assignments with their strengths & interests and mentor them on a variety of personal and professional matters-- Recognized and clarified the need for an organization change—to merge the Special Projects Branch with the Management Integration Office—to optimize Division efficiency-- Helped organize change management for the organization merger

Washington, Dc, Us

ADVISOR TO SENIOR LEADERSHIPDiscusses HR strategies and tactics weekly with Center Director, Deputy Center Director, and Associate Center DirectorMEMBER OF JSC SENIOR STAFFRepresents HR at Senior Staff and other meetings with Center ManagementFACILITATOR FOR JSC DEPUTY DIRECTOR FORUMCreated a forum of Deputy Directors in 2010 to discuss and advance Center workforce strategy and policy MANAGER OF HUMAN RESOURCES BUDGETMakes strategic investment decisions for $28M budget, developing scenarios and analyses for potential savings for the Center’s Management & Operations budgetCHAMPION FOR DIVERSITY & INCLUSIONShares “Brady’s D&I Incompetency” and “White Privilege 101” with senior leaders in one-on-one meetings and with all-hands of HR team members JSC MANAGER FOR JOINT LEADERSHIP TEAM (JLT)Ensures effective support to JLT Coordinating Committee Co-Chairs, providing guidance about the JLT Charter & By-lawsHR LEADERConvenes monthly integration discussions with Managers for HR Management, HR Development, and HR Operations and provides oversight for HR Information Systems, which generates ~80% of their $1.5M budget in reimburseable work from NASA Headquarters, the Department of Interior, the Office of Personnel Management (OPM), and the Office of Management & Budget (OMB)

Washington, Dc, Us

Held a variety of progressively more responsible leadership and management roles in JSC's Human Resources Office, including:2009-2010: Manager, HR Development2008-2009: Manager, JSC Workforce Planning2007-2008: NASA's Leadership Development Program (Rotation Assignments to Washington, D.C., serving in NASA's Office of Human Capital Management and the World Bank's International Finance Corporation HR Department)2006-2007: Manager, HR Development2005-2006: Manager, HR Management2004-2005: Deputy Manager, HR Management

Washington, Dc, Us

HR GENERALIST EXPERIENCE-- Provided human resource management services at the Johnson Space Center—a world-class R&D organization, best known as home of NASA’s Mission Control Center for the Space Shuttle and International Space Station. -- Led 3 junior HR Reps in supporting JSC’s 800-person Engineering Directorate. Developed strategies to move critical engineering skills to the Shuttle, Station, and Advanced Development Programs (2003).-- Supported the International Space Station Program Office—a multi-billion dollar, 16-country International Partnership—when the first human crew arrived in November 2000. Improved the Program’s leadership by creating individual development plans for key leaders using 360-degree assessments. Enhanced recruitment & retention, cutting attrition from 15% to 7% (1999-2002). -- Supported the Chief Financial Officer’s organization and hired several resource analysts to improve cost assessments and budget integration for the International Space Station Program (2001).-- Supported the Space Operations Management Office that managed NASA’ multi-billion dollar Consolidated Space Operations Contract (1998).HR FOR HR EXPERIENCE-- Worked closely with the HR Director to develop a vision for HR as a Strategic Partner that we shared with the Agency’s Associate Administrator for Human Resources (2000).-- Coordinated an assessment of JSC’s HR Operations with HR Solutions, Inc. Recognized with HR Service Excellence Award—2nd place out of 246 companies in the large company category (2003).-- Participated with HR leadership in developing a HR Competency Model for JSC. Personally developed a gap assessment tool used by JSC’s human resources specialists (1999).

Washington, Dc, Us

-- Conducted analysis of the 2007 IFC Staff Survey that led to follow-up action plans for all 38 Departments-- Consulted on development of Metrics & Key Performance Indicators that trace the workforce's impact on IFC's Strategic Priorities, leveraging learnings from SHRM's “HR Scorecard” class (October 2007) -- Provided a framework for Risk Management of Delegated HR Authorities, creating a “Risk Scan” for Delegations from HQ to the Field

Master Of Science (M.S.), Human Resources Management

Management Development Program (Nasa Fellowship)

Bachelor Of Science (Bs), Political Science And Government

Corpus Christi, Texas