Dan Mccartney Email & Phone Number

Leads IBM’s global HR programs focused on the identification, recognition and development of technical talent. This includes:• HR Leader supporting IBM’s Technical Leadership Team (TLT), a group of 50 senior executives charted with the responsibility of determining how to position IBM to attract, retain and develop the most talented and diverse technical workforce in the industry. Position includes determining the strategic issues the TLT will focus on, the selection of team members, the venue and agenda for the twelve meetings held annually and ensuring all items are addressed, tracked and resolved.• Project Manager of IBM’s global technical resource program, an annual process where management identifies the top 1% of the employee population that has the potential to become a technical executive. This requires defining the selection criteria, addressing issues in a fair and consistent manner, educating the management and HR teams on the substance of the program, and summarizing the results for senior management. • Facilitator of the corporate technical recognition programs, leading the process for nomination, evaluation and selection of who is named an IBM Fellow or Distinguished Engineer, and who receives a Corporate Award, which is IBM's highest recognition for technical excellence.• HR Manager providing ongoing advice and counsel to IBM’s senior management team.

Key leadership position in IBM's global diversity organization, leading a team of 15 senior employees. Accomplishments include:• Developed and implemented IBM’s strategy for resolving multicultural and religious workplace issues. Created several corporate best practices, including strategies to accommodate employees whose religion required specific practices that take place during the work day. Also developed training modules to brief the HR team on managing religious issues in the workplace.• Managed all internal and external relationships for the eight constituencies that IBM recognizes (Asian, Black, GLBT, Hispanic, Men, Native American, People With Disabilities and Women). Two examples of accomplishments include creating a corporate fund to allow employees with disabilities to purchase services and tools such as signing interpreters, large terminal screens, voice-over software, etc, to increase their productivity; and hosted several facilitated conferences focused on each constituency to ensure IBM's work environment was welcoming for all employees. • Responsible for IBM’s internal and external diversity programs such as Executive Task Forces, Diversity Network Groups, Diversity Councils, Community Service Loans, Executive Development programs and others.• Drove IBM's global diversity programs and initiatives across all the lines-of-business.• Represented IBM to numerous external diversity organizations such as The Conference Board, Corporate Leadership Council, Boston College Center for Work & Family and others.

Drove IBM's global diversity programs and initiatives across all the lines-of-business.• Responsible for the strategic and operational HR management of two global IBM Software Group divisions, Data Base and Software Delivery Solutions. Supported a combined employee population of 20,000.• Provided advice and counsel to the senior executives of each division regarding all aspects of Human Resources.• Led two teams of HR Professionals to ensure the compensation plan was managed equitability across both organizations. Designed an innovative recognition process that empowered line managers to distribute stock options, while keeping senior management involved. • Influenced the employee communications process to ensure messages were clear, relevant and timely. • Facilitated an ACT session between two organizations, resulting in less redundancy, clearer role definitions and significant cost savings. • Introduced diversity initiatives to the organization and created a tracking process that was added to the organizations' score card.• Responsible for employee counseling and case management, executive resources, management training, morale management, resource reduction programs, skills management and any number of additional HR issues. • Worked closely with the HR Managers and staffs for five US locations, in addition to sites in Toronto, Copenhagen, Stuttgart and Tokyo.

Responsible for managing the strategic and operational HR issues that accompany business development activity. Includes business case development, HR transition plan strategy and implementation, performing and documenting due diligence investigations, creating benefit and pension plan transition strategies, developing employee communication plans and providing general HR advice and counsel.

Certificate In Human Capital Management

Bs, Secondary Education

Ms, Industrial Relations

Graduated "With Distinction" and "Thesis Honors"