Cheryl Toth Email & Phone Number

Research Triangle Park, Nc

Responsible for the career growth and development of our technical talent within IBM Infrastructure (~10,300 non-executives). Partnering with senior executives to identify key skills needed to deliver on growth strategy for Infrastructure units, assessing current talent, developing a plan to close gaps and developing a talent pipeline to deliver. Key metrics for success include employee engagement, diversity posture, geographic alignment, labor pyramid, retention and skills growth.

Armonk, New York, United States

HR Leader driving the strategy and execution for people and culture of the Data & Technology Transformation Unit and BPO Unit within IBM Consulting. Providing HR thought leadership while working closely with the line management, executive teams, and other HR leaders. Proactively address and manage talent development, employee engagement, talent acquisition, compensation, performance management, labor costs, diversity & inclusion, and organizational development to support business growth. HR Leader for two global organizations comprized of 100+ executives and 15000+ consulting practitioners.

Armonk, Ny

Responsible for developing the leadership talent strategy for the global Systems business unit; recommending action plans to build a strong leadership pipeline and manage leadership succession; and providing a comprehensive client experience on behalf of the Leadership, Learning and Inclusion organization. Proactively identify skill gaps and development solutions, evaluate the strength of the leadership pipeline, provide executive career coaching and guidance - using cognitive tools, analytics and knowledge of the competitive landscape to inform recommendations.

Kuala Lumpur, Malaysia

Responsible for leading a team of Executive and Senior Consultants who combine market-leading talent management and social collaboration tools with the power of workforce science and advanced analytics. Helping organizations build impassioned and engaged workforce, and deepen client relationships that can lead to measurable business outcomes. Driving alignment between global teams and regional teams including consultant enablement, standardization of process, deployment of technology and solutions. Delivering on revenue and profit targets while maintaining high client satisfaction, references and renewals. Responsible for Asia Pacific Region (Australia, New Zealand, Indonesia, Singapore, Malaysia, Thailand, Philippines, India, China and Japan)

Greater Atlanta Area

Manager of a global team of consultants who partner with Business Unit and Country executives to integrate analytics to drive decision making and manage ad hoc analytic projects. Drive global, standard reporting metrics that support the unit’s workforce strategy with focus on critical business workforce metrics, thus reducing the dependency on unique metrics and large, manual data extractions. Global responsibility for embedding a culture of analytics with HR Professionals through training, technology and tools.

Greater Atlanta Area

Manager of a team of internal consultants, who develop comprehensive measurement strategies, metrics and automated, standardized reports to drive informed analysis and decision-making for learning within IBM. Advisor to the Chief Learning Officer on learning measurements.

Consultant to external and internal clients in the following areas: Test development and validation, Change management implementation, Organization design and job profiling, Organizational measurements, Balanced Scorecards, and Skills assessments. Responsible for the development and implementation of measurement systems and business transformation strategies. Consulting duties entail developing project plans, defining financial requirements, meeting with sponsoring clients, managing project teams of consultants, conducting task/job analyses, statistical analyses to support the validation and cut scores of tests, advising on the technical and legal requirements of the measurements process, report writing and presentations.

Involved with the statistical validation of the GATB and Biodata form to select sales and clerical positions. Specific duties entailed testing models through confirmatory factor analysis, conducting moderator regression for test bias and other statistical analyses to support the validation of the tests.

Conducted job analysis and statistical analyses for a validation project utilizing the Standard Timing Model as a selection test for mechanics in textile mills. Specific duties involved conducting PAQ interviews, scoring the different mechanical positions, providing statistical support through computer programming and analyses, interpretation of results, and technical report writing.

Ph. D., Industrial / Organizational Psychology

Ba, Psychology

Education record

Education record