Chris Schindler Email and Phone Number

Published my first book, Unfinished: Unlock Your Superpowers, Live with Purpose, and Discover Limitless Possibilities on May 6, 2023, with the goal of sharing my experiences in hopes to enrich others' lives by freeing them to live as their authentic selves.Included on Aspire Magazine's Top 10 Inspiring Books List for June 2023.

Provide leadership, long-term strategic vision, and structure for a team of internal leadership and talent development consultants to create and implement a portfolio of strategic leadership development experiences and learning solutions to positively impact the competence, accountability, and confidence of 3500 leaders and promote engaging, productive work environments for more than 50,000 team members across 12 US markets. Collaboratively lead process design to unify efforts of complex projects across the organization, interpret, and address talent gaps among leadership.🔹 Created and implementing innovative enterprise people solutions for all levels to clarify leadership expectations, shift to a people-focused culture, and increase the competence of leaders to engage and develop others; - These solutions have served 781 unique leaders in 7 months and 94% stated that the learning will add value🔹 Discovered data points showing a disconnect between leadership and their employees; currently, leading continuous improvement for performance management to elevate the employee experience and reduce turnover; - Feedback revealed that 47% of focus group participants reported having stronger connections with their employees;🔹 Provide guidance for a team of 6 direct reports to successfully deliver programs addressing critical gaps discovered in the talent assessment and meet project timelines; - Implemented 75 new unique self-paced on-demand leadership offerings (2100+ attendees over 7 months); - Created 18 virtual facilitated leadership offerings focused on building confidence in 3 key leadership competencies (1800+ attendees over 7 months)🔹 Currently, partnering with IT to optimize Workday in standing up an enterprise talent review and succession planning system for 81 VP+ positions and to build a talent pool of +400 Senior Director or higher talent within 1 year (2022)

Deployed system-wide talent initiatives and diversity strategy enabling Allina’s cultural transformation and its development of core organizational capabilities across a vast multisite network of 29,000 employees. Drove an overarching initiative to reframe leadership’s mindset to enhance the organization’s agility in the rapidly transforming healthcare industry while fostering a connected, and inclusive workplace. Partnered with vice presidents and executive leaders to achieve a consistent leadership development framework, philosophy, and programming that increased the effectiveness of leaders.🔹 Conducted focus groups and talent assessments in collaboration with leaders across systems to assess and enable an enhanced employee experience and work environment; - Reporting revealed a 74% increase in competence in telling the Allina Health story, a 77% increase in awareness of strategic priorities and measures of success, and 72% of leaders were inspired with new ideas to support their team🔹 Accomplished a 72% attendance rate of all leaders at development sessions in 3 months 🔹 Built and deployed improved performance management philosophy and practices resulting in the implementation of 11 easily accessible, on-demand and best in class enterprise tools🔹 Championed the goal of attaining 100% completion of development plans by leaders of all levels across the organization; - Delivered training to over 50 HR business partners to support leaders and captured a boost in manager development plan completion from 3% to 88% in 7 months

Created and anchored development-focused philosophies, strategy, and enabled the execution of sustainable and scalable talent and performance management processes, reaching 29,000 employees across eastern Wisconsin and Northern Illinois. Led multiple cross-functional work teams to create and integrate standard, efficient, and cohesive methodologies to connect leadership and HR with increased visibility into goals, processes, and practices.🔹 Engaged the HR leadership team to shape priorities and enable executive development plans that tripled the number of vice president successors in 2 years🔹 Upskilled, trained, and mentored 50+ HR Business Partners to consult with executive leaders in creating talent strategies🔹 Established a system of talent metrics driving strategic talent priorities that demonstrated increases in; - Vice president internal talent mobility (40%); diversity in talent successor representation (100%), successor quality (.01% increase in average engagement score)

Infused energy and redirected priorities to align cultural and talent practices with the organization’s mission, vision, and strategic goals. Developed and implemented robust analytics as a catalyst for action.🔹 Collected and analyzed over 9.6K lines of data from an internal survey to identify key existing and desired culture themes from an employee lens; 70 % of employees provided input, due to completing first-ever organization assessment and analysis guiding new talent management and culture strategy🔹 Directed a Values to Action initiative leveraging cultural assessment analysis; recruited 18 officers, 24 directors, 71 managers, and 14 supervisors in the process which led to redefining the organization’s values and leadership expectations🔹 Initiated and launched a New Leader Assimilation process that instilled high levels of trust and productivity for teams with new leaders

Guided a cultural evolution reflecting a collective stewardship of talent by executives at the highest levels; prompted visibility and development of deeper and diverse talent during president leadership team monthly meetings. Initiated and led global network of 15+ talent focused professionals to collaborate on and streamline processes related to visibility, development and movement of talent across global regions and businesses.Launched Talent Cadence process to focus on key talent development and movement related to critical roles, deeper and diverse talent, and international assignments.Enhanced Human Resources capability to lead, impact, and influence strategic, robust, and effective talent management practices including assessment, succession, and development of talent in critical roles; certified 150+ global HR representatives in facilitation techniques, contracting with business leaders, and in facilitating talent reviews.

Actively drove leader development initiatives linked to organization strategy; managed programs from contract to deployment to enhance capabilities of 16,000 leaders across the enterprise; engaged vendors, project team members, and stakeholders.Coached and developed high potential talent; improved development planning capabilities by 30% over four months. Ensured impactful and consistent talent development processes and programs via Global Leader Development Team (GLDT) membership - steering and governance committee.Established and implemented global library of online business courses mapped to leadership competency model available in multiple languages; partnered with virtual global team for creation and implementation of communication plan and marketing toolkit; increased usage by 75% in eight months.Led vision, design, development and implementation of scalable web-based onboarding portal designed to enhance initial employee experience and reduce turnover.

Spearheaded Talent Management projects from job search through all phases of employee life cycle; drove formalization and integration of processes to establish leadership pipeline and readiness of talent.Partnered with global HR directors to identify talent pool nominees followed by a structured and trackable individual development process.Collaborated with 100+ participants and champions to engineer and implement the first ever global corporate Careers Website (joyglobal.jobs) designed to enhance the company brand and attract a broader and more diverse pool of talent.

Established and grew global Leadership Development function, strategies, and processes focused on global consistency and alignment with key business objectives.Led the design and implementation of Foundations of Supervision (FOS) Development Series, for front line leaders, in 14 countries and 4 languages; achieved 263% ROI; recruited and developed leaders globally as internal facilitators and ambassadors of Talent Management and Development initiatives. Hired, developed and inspired high performing, shared services team serving all levels of internal customers globally from individual contributors to executives.Led Learning Management System (LMS) implementation focused on providing one global venue for formally tracking training and development as well as Quality and Safety OSHA compliance reporting (95% average year over year increase in activity)