Donna M. Brown Email & Phone Number

Fractional CHRO / CPO / Global HR Consultant crafting and executing bespoke solutions to help your business grow. Strategic leadership; t-shirt sized investment. Fresh perspectives; focused execution. Gain the people, culture, organizational and leadership support you need on a flexible, on-going or project basis from HR Advisory through People.

Brooklyn, New York, US

• Secured and strengthened the seed-funded startup’s foundation for current and future growth in a virtual first environment in the US and Canada.
• Collaborated with the executive team to create a competitive and attractive employee value proposition, preparing for the next growth phase and capital raise
• Introduced market-based compensation and benefits programs, using data to balance pay structures and partnered with third-party to provide access to large-company benefit plans while reducing costs by 18%
• Established a roadmap and implemented compelling, inclusive people practices, policies, and performance management, ensuring multi-jurisdictional compliance, resulting in zero (0) issues after audit
• Implemented compliant and supportive talent practices to assist in having the right people in the right roles at the right time, resulting in 25% of top performers being promoted into newly created leadership roles
• Added career pathing and created a leadership structure, promoting existing staff into new roles, resulting in the average time to fill roles <40 days 100% in-house, and raised gender diversity from 15% to 33%

San Francisco, CA, US

• Hired to position the company for rapid scaling and stand-alone operations aligned to the tech start-up market.
• Grew company from 40 - 150 across the US and India, realizing ~$350 savings by building an in-house talent acquisition team while scaling the sales team, including the hiring, training, and compensation plan design
• Created an open and inclusive culture of innovation by developing leadership capabilities, implementing global business reviews and shared goals, consistent performance practices, and blending US and India teams
• Implemented employee engagement, benefits, compensation, and talent practices and platforms through PEO to simplify HR operations, ensuring multi-jurisdiction compliance and providing improved service while lowering.

New York, NY, US

• Drove strategies to modernize and transform the global technology organization as a business sponsor with full financial and implementation accountability for a $25M program at the request of the CIO to assess the.
• Delivered a fully integrated global operating model for three (3) regions across 40+ countries, reducing costs by 20% and improving service to mature and emerging markets
• Established LatAm technology hub in Queretaro, Mexico, consolidating IT resources from six (6) countries and increasing women in leadership by 50%
• Designed contractor insourcing strategy in Mexico, reducing contractor footprint by 75%, de-risking software code development and ownership
• Acted as the Diversity Program Leader: US Lean In Program Leader and Women's Business Network Steering Committee, bringing programming, resources, and development opportunities to over 1K women each month
• Initiated Triangle Thrive Collaboration, a network of area company D&I leaders to share practices and co-sponsor signature events, including Triangle Tech X, a 3-day virtual summit reaching 3K+ participants

New York, NY, US

• Charged with the special assignment at request of CHRO to lead organizational change management initiatives for global enterprise cost reduction program.
• Led the enterprise executive steering committee, approving restructuring plans, ensuring effective change management and communication, and measuring performance against $1B cost reduction run-rate target
• Catalyzed cross-functional idea generation on practices to embed operational excellence based on Lean Six Sigma principles into culture, procedures, and processes across 7 corporate functions, 3 regions and 40.
• Designed, developed, and curated OD I OE and change management resources, tools, and training for global HR community, and consulted to complex restructurings, resulting in standardized approaches and achieving$1B in.
• Implemented continuous improvement transformation programs ensuring underlying process changes to sustain the $1B run-rate savings

New York, NY, US

• Designed and implemented practices and adopted global initiatives to improve organizational health and business performance and guided leaders in successfully managing large-scale change events.
• Drive organizational culture, creating an engaged and enabled workforce, resulting in an increase in employee survey results from the 50th to 75th percentile, improving the diversity of talent, and boosting female.
• Ensured the right people were ready for the right roles at the right time, increasing the succession bench to 63% for top roles through progressivetalent practices
• Drove retention of enterprise talent by 23% at all leadership levels
• Led four (4) global transformations and re-organizations post-merger integrations, including the introduction of globally aligned functions for finance, risk management, actuarial, and global technology
• Implemented location strategy, migrating IK roles to a new location and completing aggressive 2-year workforce plan to include college interns and early-in-career professionals, and creating two(2) track career paths.

Chicago, IL, US

• Head of HR for new technology subsidiary in preparation for spin-off. Scaled company from 30 seeded employees to >250 in 3-years. Created EVP and employment branding. Completed the acquisition of dot.com loyalty.
• Facilitated integration with United Airlines, tabling spin-off due to airline bankruptcy, while providing needed capital and talent. Led the reintegration of talent, resulting in 87% talent retention.
• Requested to join United Airlines from UAL subsidiary during bankruptcy to manage strategic programs, including developing a post-bankruptcy Employee Value Proposition, rebuilding professional recruiting, and leading.
• Built talent acquisition capabilities, including engaging in workforce planning to determine talent needs as departments rebuilt, hired and trained talent acquisition team, established policies and practices to support.