Garrett Walker Email & Phone Number

Raleigh, Nc, Us

Virb is creating a people-centric clinical trial ecosystem that improves and saves lives. Our unique platform integrates AI, edtech, community, career development, mentorship, personalization, experiential learning and training to source, train and deploy new talent into the clinical research industry globally.I founded Virb along with several former pharmaceutical, CRO and tech executives to fill the critical shortage of clinical research/pharma professionals.We are pursuing a new, more predictable way for universities to consistently connect with reliable research talent to close the demand\supply gap in clinical research and also meet the needs of a growing gig economy.HOW VIRB WORKS ❖ For life sciences companies: Virb delivers a forecastable, predictable, sustainable, single-source global supply of clinical research professionals at scale based on client needs as to where, when and how many ❖ For clinical research organizations (CROs) and pharma companies: Virb sources recent college graduates and those in adjacent careers with appropriate backgrounds from its university partners across global markets. Virb then trains them using CRO-approved courses and presents them – ready to work in high-demand roles – at scale, generating a predictable, consistent and ongoing supply of qualified new talent❖ For Virbers (initially students and university graduates with life sciences degrees: The free membership experience begins while still a student and guarantees a first job out of university. Virb offers ongoing support, networking, career advancement, upskilling and job opportunities for the individual’s life sciences career❖ For university partners across the world: Virb will provide recent graduates with clinical research job opportunities and online training so they are ready to go from day oneThe rollout of this innovative platform is expected in mid-2022.🔗 https://virb.io/

San Francisco, Ca, Us

Total Brain’s mission is to help organizations understand how they can significantly improve their talent development, organizational health and HR programs by applying cutting-edge neuroscience research and HR principles with brain-based assessment, training and optimization.I was an early investor in Total Brain and served as its Chief Human Resource Officer until October 2021, traveling around the world as the face of the company and working closely with companies to improve talent development and overall organizational health. I continue as a major investor and advisor today.Total Brain is a science-based brain optimization platform that uses a scientific assessment of brain capacities and mental health risks as the basis to train individual strengths and weaknesses, evaluate and track brain improvements and optimize personal training programs. We screen for risk of common mental conditions and engage individuals in customized mental fitness programs that maximize their mental health and improve productivity and performance.Clients align Total Brain with their HR and business strategy for:❖ Employee engagement❖ Retaining top talent❖ Organizational resilience❖ Health and wellness❖ Managing change velocity❖ Executive and leadership developmentTotal Brain can augment and increase usage in EAPs, giving employees mobile access to a powerful toolkit that helps them overcome the challenges that suboptimize performance. We also have customized leadership development and executive succession programs that improve business outcomes.Total Brain can augment and increase usage in EAPs, giving employees mobile access to a powerful toolkit that helps them overcome the challenges that suboptimize performance. With the world's largest neuroscience database, Total Brain is the only consolidated neurological scientific assessment tool based on clinical trials and proven science and technology.

As an Independent Advisor, I used my expertise in the HR space to provide consulting and advisory services for private equity, venture capital and investment research firms to integrate human capital dimensions to investment evaluations and decisions. My projects ranged from evaluating possible acquisitions and investments to serving as a subject matter expert for firms' ongoing casework. I also did quite a bit of work in the HR outsourcing and software space.I also served as a Board Director at the Center for Workforce Analytics for the D'Amore-McKim School of Business at Northeastern University, which works to build partnerships between the academic and practitioner communities to promote the use of evidenced-based workforce management.Additionally, I was an adjunct faculty member at Duke University Corporate Education.

Boston, Ma, Us

As an Executive Advisor for Northeastern University, I led the development of partnerships at the intersection of business skill and talent requirements to the leading edge academics, who build and deliver the current and next generation business talent solutions. I spent time learning from business leaders where their skill and talent gaps are and took that information back to the colleges at the university so they could create innovative solutions, such as targeted custom certifications, modular programs leading to degrees, research collaboration and more.My work allowed Northeastern University (NEU), a global, experiential, research university built on a tradition of engagement with the world, to develop talent with the skills businesses need to maintain their competitive edge. NEU leveraged the Center's work to develop more non-degree programs and certifications that help people build skills throughout their careers and quickly fill talent gaps at their employers. Some of the topics I developed with this new method included Innovation, Analytics, CyberSecurity and Global Leadership, and I helped form long-term relationships with senior executives in finance, human resources, legal, operations from medium to large global companies in a number of industries, including Biotech, Energy, Financial Services, Healthcare, Manufacturing, Services, Technology and Telecom.

Durham, North Carolina, Us

I led Quintiles’ global human resources and served as the management lead for the Compensation and Talent Committee and the Governance Committee. As such, I led succession planning for the CEO position and executive committee members. I was also the ongoing liaison to the board on talent- and compensation-related topics.During the course of my tenure in this position, I focused on transforming the HR organization and talent management programs and resources to bring them into alignment with the company’s business priorities and objectives. Among programs that I introduced were new optimized executive compensation, employee compensation, and performance management that would meet shareholder and business values.Key accomplishments:• Aligned employee benefits to market through updated Health and Welfare Programs minimizing employee impact while optimizing costs and saving $12M with minimal reductions;• Established a workforce analytics Cost of Equity employing labor cost optimization and business value, differentiating employees into five categories based on their job roles, business value creation, and skillsets;• Innovated new programs for training, development, recruiting, employee engagement and compensation to accommodate specific needs for talent segments which led to affordable investments in talent development optimized for business value and potential.

Armonk, New York, Ny, Us

I held a progression of positions with IBM, the most recent as Vice President-Corporate Human Resources from which I led worldwide strategic and tactical talent initiatives. We filled critical skill gaps and ensured that new talent was cultivated and sustained.Key elements that I employed in maintaining the talent pipeline was scenario planning and business analytics that allowed us to project what the workforce would need to look like 2-3 years in the future to meet business objectives. With each business line, we built a Talent Roadmap and execution plan to fulfill those needs.I also designed and led the implementation of integrated HR Centers of Excellence for Compensation, Training, Workforce Analytics, International Tax and Mobility Strategy, which were implemented through systems, process, and technology.

Armonk, New York, Ny, Us

Serving as the senior executive leader, I was responsible for IBM’s global HR. My primary focus was on improving sales productivity and collaboration cross business unit.Key Accomplishments:• Transformed the SWG Sales Organization with a focus on improved productivity and employee engagement, and transformed the coverage model, sales roles, and the sales compensation plans proposed to the chairman and CEO, leading to a 12 percent improvement in productivity in the first year, and 18 percent in the second year;• Led 40 fulltime Black Belts representing all general and administrative functions within the SWG resulting in more than $50 million in annual validated cost savings and revenue gains.

Armonk, New York, Ny, Us

I held chief responsibility worldwide for all aspects of HR in this group. My major focus was transformation within the North American and European workforce, and with addressing labor relations issues.As leader of the executive team, I led the evaluation of key pivotal roles within the IT delivery organization to determine which ones had the greatest impact on client value creation. In addition, I built talent development programs to ensure the continuation of high-quality personnel.The employee value proposition involved isolating retention issues occurring in essential high-value roles across business lines and developing new rewards and career paths.

Armonk, New York, Ny, Us

My focus in the Central Europe, the Middle East, and Africa areas included leading Talent Strategy, Compensation and Benefits, Recruitment, Performance Management, Organizational Learning, Leadership Development, Succession Planning, Labor Relations, and Government Programs.I delivered the business strategy and objectives through the workforce by translating and aligning the HR organization and resources.

Armonk, New York, Ny, Us

Long-range strategic and operational plans and building the BPO business in low-cost countries were the focus of the team I led in this position. I established and led the Global Resource program office which included the build out of BPO centers in Asia, South America, and Eastern Europe.As part of my responsibilities, I built a global workforce analytics function to analyze workforce and talent trends to provide insight and decision support for all business units.

Armonk, New York, Ny, Us

My key responsibilities in this position included optimizing the delivery of IBM’s Learning Services for its North America IT Training program. I led operations planning and financial management for the North America internal management development programs.Also, I supervised integration of the PWCC acquisition for the PWCC Training and Development.

Basking Ridge, Nj, Us

Verizon Communications is the largest U.S. wireless communications service provider with a component for Internet and cable delivery.I held principal responsibility for the employee compensation and welfare program design for Verizon Communications in its early stages.As HR merger integration leader for GTE/Bell Atlantic’s merger, I was responsible for soft asset due diligence, labor relations, talent integration, and executive and employee compensation harmonization and HR systems implementation.Before the merger, I worked in a variety of positions for GTE Corporation including Director, HR Information Systems; Director HR Recruiting & Staffing; Mgr. HR Operations & Labor Relations; Manager Internal Audit; and Analyst Internal Audit.

Executive Master'S Certification, Neuroscience And Leadership

Master Of Arts - Ma, Business Administration

Bachelor Of Arts - Ba, Finance And Humanitites