Brian Grill Email & Phone Number

Philadelphia, Pa, Us

Allentown, Pennsylvania, Us

HR executive in $12 billion global leader in chemical manufacturing. HR leader for global functions, HR governance and operational excellence, and member of company's HR leadership team. Responsible for team leading transformational initiatives designed to maximize effectiveness of company's global functions; executive leadership coaching; leadership team effectiveness; talent management and leadership development; employee engagement; organization design and effectiveness. Additionally, responsible for team working to maximize effectiveness and efficiency of the HR function globally.

Allentown, Pennsylvania, Us

HR executive in $12 billion global leader in chemical manufacturing. HR leader for corporate functions and member of company's HR leadership team. Responsible for team leading transformational initiatives designed to maximize effectiveness of company's global functions; executive leadership coaching; leadership team effectiveness; talent management and leadership development; employee engagement; organization design and effectiveness.

Galway, Ie

HR executive in $16 billion global leader in connectivity and sensor solutions. HR leader for Aerospace, Defense & Marine business unit and company's Engineering function. Responsible for transformational initiatives designed to contribute to company's strategic growth priorities; executive leadership coaching; leadership team effectiveness; talent management and leadership development; employee engagement; culture change initiatives; organization design and effectiveness.

Galway, Ie

HR executive in $14 billion global leader in connectivity and sensor solutions. Lead HR team responsible for enterprise-wide functions including Finance, Legal, Engineering, and M&A. Responsible for transformational initiatives designed to contribute to company's strategic growth priorities; executive leadership coaching; leadership team effectiveness; talent management and leadership development; employee engagement; culture change initiatives; organization design and effectiveness.

Galway, Ie

HR executive in $12 billion global leader in connectivity and sensor solutions. Lead HR team responsible for enterprise-wide functions including Finance, Legal, HR, Strategy and M&A. Responsible for transformational initiatives designed to contribute to company's strategic growth priorities; executive leadership coaching; leadership team effectiveness; talent management and leadership development; employee engagement; culture change initiatives; organization design and effectiveness.

Led Merck’s global philanthropy function and the Merck Foundation. Developed and implemented Merck’s global philanthropy strategy and its integration into the company’s overall CSR platform. Managed and oversaw team responsible for ~$70 million in annual cash giving across programs focused on health, education and community issues impacting underserved populations across the globe.Strengthened alignment between philanthropic priorities and business priorities. Created award-winning international corporate volunteer program, the Richard T. Clark Fellowship for World Health.Reorganized department personnel to drive new strategy and support staff developmental goals.Increased efficiency of organization, decreased vendor costs by 50%, and improved service experience for non-profit partners and company employees.

Led Merck’s community philanthropy portfolio and employee engagement programs. Strengthened impact of community programs and launched company’s new signature and award-winning international corporate volunteer program.

Led HR function for 4 global support functions (legal, communications, corporate strategy, and public policy & corporate responsibility). Supported two Merck Executive Committee members on issues including leadership and team effectiveness, organization restructurings (M&A), development of key talent, employee engagement, & culture change initiatives.Developed and implemented talent management, compensation, and employee engagement strategies that drove achievement of client business objectives while supporting global HR priorities. Retained top talent and increased employee engagement during significant organizational restructurings and change initiatives.Advised c-suite executives on issues ranging from team effectiveness, organizational design & restructurings, development & deployment of key talent, and division-wide communications. Strengthened leadership effectiveness of executive clients by providing ongoing feedback and coaching on issues related to public speaking, relationship building with executive team members, and sponsorship of company change initiatives. Led line clients and HR teams through all phases of initiatives focused on organizational design, assessment & selection, headcount reductions, and employee engagement resulting from $42 billion merger between Merck & Co., Inc. and Schering-Plough Corporation.

Established new Executive Development function. Led design, development and implementation of Executive Development framework designed to accelerate the development of emerging leaders at Merck. Implemented Executive Development framework in Emerging Markets region in support of initiative to grow Asia Pacific revenue to $2 billion.Established a new global model for executive development. Created an integrated portfolio of developmental offerings inclusive of experiential, education/training, and relationship-based interventions. Advised line executives in identification of developmental actions targeted at employees' specific developmental needs. Framework still in use 7 years later.Implemented Executive Development framework to support aggressive revenue growth initiative in Asia Pacific region. Partnered with Asia Pacific president and AP regional HR team to implement targeted development plans for emerging country leaders.Designed and implemented program to help newly hired and promoted executives integrate successfully into the company and their new senior leadership roles. Resulted in higher retention rates for newly hired executives and shorter time periods to full levels of performance in new role.

Led team of four employees in the design, development and implementation of people management practices including: performance management, employee development, succession planning, leadership development, employee retention & engagement, and career development. Led team of HR generalists & COE leaders through the design, development and implementation phases of all Human Resources related components of business transformation initiatives.Developed division succession plans for US Marketing & Sales and Vaccine divisions. Prepared division presidents and facilitated succession review meetings with CEO. Developed and implemented a cross-regional talent review process that strengthened management ownership of global marketing & sales talent and resulted in new developmental opportunities for key talent. Led teams of HR and line executives in the development of Marketing & Sales career development models. Developed and introduced interactive career development website for employees interested in Marketing careersDeveloped HR programs, policies and organization structure to support business transformation initiatives designed to dramatically improve customer engagement model. Resulted in changes to organization structure, modifications to field-based sales and headquarters marketing roles, reduction in employee headcount, higher levels of customer engagement and increased sales.

Led the design, development and implementation of new company-wide performance management and succession planning processes. Served as change management advisor to senior company leaders implementing global transformation initiatives. Facilitated strategy development process for cross-functional, global business strategy teams and led team development initiatives for members of company's senior leadership team.

Newark, New Jersey, Us

As part of global center of excellence function, led culture change and performance management initiatives designed to increase performance of revenue generating business units (e.g. securities, life insurance, group health insurance).

Newark, New Jersey, Us

Provided ongoing HR support to Corporate Audit function; resolved employee relations issues; implemented annual performance management and compensation processes; developed competency model and hiring assessment instruments for audit department resulting in improved hiring decisions & reduced employee turnover.

Newark, New Jersey, Us

Filed quarterly and annual tax returns for Prudential and its life insurance subsidiaries. Conducted operational audits of company’s healthcare insurance division; led internal department effort to improve staff morale and turnover issues.

Masters, Organization Psychology

Ba, Philosophy & Elementary Education

Education record