David Drysdale Email & Phone Number

Greater Minneapolis-St. Paul Area

I work with organizations in need of timebound support on strategic projects and organizational transitions, or to provide interim Human Resources executive leadership, bringing deep Human Resources experience and expertise to bear at a time of critical need.

Greater Minneapolis-St. Paul Area

Led Human Capital for Optum’s Primary Care, Specialty Care and Ambulatory Surgery Center capabilities, spanning 53,000 physicians, 12,000 Advanced Practice Clinicians and 7,300 RNs across nearly 1,300 clinics and surgery centers in 39 states, delivering care both in-person and virtually. OptumCare serves nearly 13m consumers across 73 payers, delivering over $20b in annual revenue. Drove the overall talent acquisition, development, engagement and retention strategies in support of… Show more Led Human Capital for Optum’s Primary Care, Specialty Care and Ambulatory Surgery Center capabilities, spanning 53,000 physicians, 12,000 Advanced Practice Clinicians and 7,300 RNs across nearly 1,300 clinics and surgery centers in 39 states, delivering care both in-person and virtually. OptumCare serves nearly 13m consumers across 73 payers, delivering over $20b in annual revenue. Drove the overall talent acquisition, development, engagement and retention strategies in support of critical business priorities, including COVID-19 response, organic and inorganic growth in existing and new markets, regional integrations and the creation of national common capabilities, risk membership growth, digital health agenda, best in class patient and provider experience, inclusion, diversity and health equity strategy. Show less

Greater Minneapolis-St. Paul Area

Led Human Capital for a very diverse set of health services businesses. Drove the overall talent acquisition, development, and engagement strategies that help fuel the growth of this $6b, >10,000 employee portfolio.

Greater Minneapolis-St. Paul Area

Strategic human capital business partner for Optum Enterprise Technology, helping shape and deliver talent strategy for 3,500-strong group driving the enterprise technology agenda for UHG, both internally and in support of clients.

Greater Minneapolis-St. Paul Area

Strategic HR business partner for $6b, 9,000 person industry group providing consulting, technology and outsourcing services to clients globally. - Optimized utilization of $330m of leadership payroll spend; led executive performance management and reward processes for over 500 senior executives globally - Redirected $1.1m in capability development asset spend to be more directly aligned with strategic business priorities - Drove significant improvements in operational… Show more Strategic HR business partner for $6b, 9,000 person industry group providing consulting, technology and outsourcing services to clients globally. - Optimized utilization of $330m of leadership payroll spend; led executive performance management and reward processes for over 500 senior executives globally - Redirected $1.1m in capability development asset spend to be more directly aligned with strategic business priorities - Drove significant improvements in operational rigor: significantly improved employee chargeability vs target, reducing projected excess non-contract cost spend by $15m in FY14; created framework to anticipate and quickly resolve resourcing issues on critical deals, resulting in staffing process effectiveness significantly above target levels - Led multi-year culture change program, improving diversity profile of CMT (leveraging leadership workshops, sponsorship and coaching programs, unconscious bias education on large accounts), making CMT more generationally relevant and transforming the perception of CMT among key internal resource groups - Hands-on leadership of integration of two acquisitions covering 800 people across four countries in North America and Europe, from role, salary and benefits mapping, to identification of opportunities for synergies and cost takeout, to integration of people and processes - Led the implementation in CMT of three major corporate initiatives: the redesigned Careers at Accenture and Leadership Careers at Accenture models, and a significant shift in the Accenture Operating Model, resulting in successful integration of 7,000 people into CMT from other parts of Accenture. Member of Accenture’s Transparency Steering Group, helping shape Corporate Citizenship agenda and creating public Corporate Citizenship Report. Show less

Seoul, South Korea; Kuala Lumpur, Malaysia; Manila, Philippines

Series of change agent roles to address existing challenges with, or proactively prepare for significant growth in three very different market and cultural contexts. Country HR Lead for Accenture Korea (6/10 to 6/11), Client Account HR Director in Malaysia (10/09 to 6/10), HR Director, Philippines Business Process Outsourcing Center (6/08 to 9/09). Example contributions include: - Made significant improvements in recruiting process maturity and compliance in all three assignments… Show more Series of change agent roles to address existing challenges with, or proactively prepare for significant growth in three very different market and cultural contexts. Country HR Lead for Accenture Korea (6/10 to 6/11), Client Account HR Director in Malaysia (10/09 to 6/10), HR Director, Philippines Business Process Outsourcing Center (6/08 to 9/09). Example contributions include: - Made significant improvements in recruiting process maturity and compliance in all three assignments, leading to significant improvements in candidate throughput, process and candidate quality, and cost per hire - Overhauled workforce supply/demand management processes and behaviors on all three assignments, enhancing process quality and predictability, more-consistently achieving target metrics (time to fill, chargeability), improving credibility with corporate - Improved quality and consistency of performance management and rewards processes through a combination of education, process support and compliance management activities - Created Executive Capacity & Capability Development program, including development centers, development planning, coaching, action learning projects, talent review and succession planning processes - Developed rewards strategies and led rewards management process improvement, resulting in significant gains in effectiveness of spend - Drove significant enhancements to target population marketing and communication, as well as to quality of assignee experience, addressing significant challenges with attraction and retention of expatriate assignees - Played key role in the development of local HR capabilities to sustain gains in organizational performanceQuantifiable results include doubling the size of the Korean practice from 300 to 600 in a year (including first ever senior leadership hires), 900 basis point improvement in hiring manager satisfaction in Philippines, significant improvements in employee retention and engagement in all three cases. Show less

Greater Minneapolis-St. Paul Area

HR Director for Accenture’s network of offshore Business Process Outsourcing centers. - Worked complex matrixed HR organization driving consistent levels of process maturity and execution capability across recruiting/staffing, delivering effectively on client/financial commitments - Leveraged existing corporate assets/external best practice creating talent assessment, leadership development and succession planning process and program for leadership and large team lead… Show more HR Director for Accenture’s network of offshore Business Process Outsourcing centers. - Worked complex matrixed HR organization driving consistent levels of process maturity and execution capability across recruiting/staffing, delivering effectively on client/financial commitments - Leveraged existing corporate assets/external best practice creating talent assessment, leadership development and succession planning process and program for leadership and large team lead positions - Provided direct, hands-on leadership to various Center teams in India, Philippines, China, four Central European Centers, Latin America and the US on key strategic and operational issues (native language speaker recruiting and retention; legal and contractual issues with client requirements; retention capabilities of first line supervisors; talent supply mapping in support of center expansion strategy; market-relevant career progression models. Drove three-fold growth in chargeable client-facing resources, while halving unmanaged employee attrition rates and increasing employee engagement by 900 basis points. Show less

Chicago, Minneapolis, Charlotte, United Kingdom

Previously at Accenture in roles including HR Director for US Technology Workforce, Global Employee Performance Management Director, Technology Capability Management Director, BPO Sales People Transition Lead. At Quaero Corporation as SVP Human Resources. Principal at Incitare Group. At Seurat Company as Chief People Officer. At Learmonth & Burchett Management Systems (UK) as HR Director. Various HR positions at BT (formerly British Telecom).Played a broad range of increasingly… Show more Previously at Accenture in roles including HR Director for US Technology Workforce, Global Employee Performance Management Director, Technology Capability Management Director, BPO Sales People Transition Lead. At Quaero Corporation as SVP Human Resources. Principal at Incitare Group. At Seurat Company as Chief People Officer. At Learmonth & Burchett Management Systems (UK) as HR Director. Various HR positions at BT (formerly British Telecom).Played a broad range of increasingly responsible roles ranging from HR functional specialist to HR business partner, to overall CHRO. Additional skills and experiences gained include: start-up; acquisition due diligence and integration; workforce planning and modeling; compensation plan design, development and execution (including sales compensation); benefit plan redesign, sourcing and third party management; competency model definition and integration into learning, performance management, progression and reward processes; training design, development and delivery; HR process reengineering; significant workforce reduction; shaping a people transition methodology for an outsourcing business; employee communication strategy development and execution; employee engagement model definition and measurement Show less

Ba Hons, Philosophy, Politics & Economics

Post Graduate Diploma, Human Resources