Brittany Marcus-Blank, Phd Email & Phone Number

New Brunswick, Nj, Us

• Ensure strong pipelines for J&J future leaders through leadership of the annual succession planning process. • Support executive committee’s focus on most critical talent and capabilities through leadership of executive talent rhythm, inclusive of creating presentations for 7 EC meetings. • Facilitate ease of analytical insights from succession planning data through the design and launch of succession planning dashboard.• Strengthen functional talent pipelines and promote data-based talent insights through specialized consulting with HR, Finance, and R&D functions. • Empower team members to develop critical skills through formal and informal management of junior talent.

New Brunswick, Nj, Us

Senior HR Leader, Global Talent Management Consulting Group • Lead cross-functional stakeholders in launching a new global gig-based developmental learning program.• Design and implement best-in-class development experience for HR leaders to re-invest and engage this critical population. Leverage objective data to evolve HR career and succession planning strategy. HR Leader, Janssen Vaccine Marketing• Supported US Janssen Vaccine Marketing team with all strategic HR needs, including year-end performance, compensation planning, internal talent movement, and employee development. • Facilitated workshops for the Neuroscience segment leadership team and the COVID Commercial team to build team cohesion and mitigate burnout. • Co-created and executed a retention strategy for high potential leaders across the US Janssen Commercial organization.HR Leader, Global Talent Management Consulting Group• Enhanced enterprise philosophy and execution of succession planning by leveraging technology and upgrading resources. • Enabled senior leaders to make more accurate data-driven decisions about high potential talent through the pilot and creation of a novel leader experience framework for Janssen global Commercial leaders. • Led and influenced global cross-functional stakeholders to streamline talent acquisition digital ecosystem. Annual cost savings exceeded $550K.• Improved quality of hires by launching pre-hire assessments, trainings, and resources across the enterprise. Advanced selection assessment practice through regional consulting. • Shaped proactive retention of top talent by identifying drivers of turnover for critical to retain talent with a high risk of attrition across the enterprise.

Minneapolis, Minnesota, Us

• Served as talent assessment expert for General Mills by providing guidance and training to HR and talent leaders, improving the selection and development of key talent across the organization. • Led global executive coaching practice of $1M in annual spend. Partnered with external executive coaches and internal talent leaders to accelerate the development of senior leaders via customized coaching programs, enabling improved business outcomes. • Refreshed pre-hire assessment approach for US-based corporate employees (~40% of organization). Designed strategy for and implemented updated selection reports, interview guides, and interviewer training across 13 functions.• Upgraded developmental assessment program to better identify high potential sales leaders; improved program quality and reduced cost by $60K. • Created evaluative tool to help employees identify developmental areas aligned to General Mills’ core values.

Minneapolis And St. Paul, Minnesota, Us

• Led multi-year change initiative to improve the interpersonal skills of medical residents through changes in the selection, training, and evaluation of residents, leading to higher scores in ratings of resident interpersonal skills. Processes and tools created are still used today. • Improved the quality of medical resident cohorts by writing and implementing new structured interview questions used for residency selection process. Questions were implemented by 14 medical programs.

Minneapolis And St. Paul, Minnesota, Us

New Brunswick, Nj, Us

• Designed a global strategy to improve the content of interviews and the training of interviewers. • Evaluated the effectiveness of leadership development programs through analysis of quantitative and qualitative data and provided recommendations for improvement. • Collaborated with talent assessment and talent acquisition leaders to design multi-year selection assessment strategy to improve the efficacy of employee selection.

Thames Ditton, Surrey, Gb

Hopkins, Minnesota, Us

New York, Ny, Us

Tel Aviv, Il

New York, Ny, Us

Doctor Of Philosophy (Phd), Industrial/ Organizational Psychology

Bachelor Of Arts (Ba), Psychology; Organization & Human Resources

Psychology, Business