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I build and elevate the impact & performance of the HR function / HR teams to deliver on evolving expectations, lead transformations, and drive greater performance of frontline teams & initiatives.I am a Human Resources and Consulting executive who builds small and midsize businesses as well as large-scale transformative people and change leadership strategies in growth organizations. My career experience spans HR and talent strategy, leading all HR functions, driving people and talent initiatives, and building & leading cross-functional teams and consulting practices.My experiences bring both the vision and strategy of where the HR function needs to be to partner with businesses to meet growth objectives, and lead the hands on delivery of HR and business initiatives while developing HR teams along the way.What I'm Known For:1. Elevating both frontline business teams and HR functional performance2. Quickly and thoughtfully assessing the HR function's priorities, rallying and developing the HR team to deliver, and leading by example to implement high impact HR, people and organization efforts3. Working back from the customer to align HR systems and structures for business value4. Developing L&D, Talent Acquisition and Total Rewards strategies into actionable roadmaps and plans Recent Career Highlights• Industry and Company Size Breadth: Small (14 person firm / tech start up), midsize (Slalom Consulting) and large companies (UHC, Best Buy) across healthcare, consulting, technology, retail, manufacturing • Led multiple enterprise and division level complex change initiatives across matrixed organizations• Established Org Effectiveness & Change Leadership capability in 200+ leaders at Fortune 500 organization • Created innovative healthcare operating model: modernized a cost neutral workforce design through revamping compensation, elevating work design, customer tiering, and customer-centric org structure• Experienced people leader of teams, and passionate about developing others through coachingI'm known for building strong relationships and anticipating changing dynamics, I quickly make connections in complex environments. I am able to proactively model future state org and people capabilities, and then transform from where we are to get to where we need to be. I deliver high impact strategies in key areas such as organizational transformation, global workforce, culture/DEI, executive talent, and total rewards. I have led mergers and acquisitions, and successfully integrated new workforces into different corporate cultures.
Emtelligent
View- Website:
- emtelligent.com
- Employees:
- 32
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Emtelligent
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PrincipalHolcomb Performance, Llc Jun 2024 - Present• Standing up the HR function and building HR capability for technology startups and leading global HR transformation initiatives• Leading HR cross-functional teams and initiatives across Total Rewards, Employee Relations, HR Business Partner, and Talent Acquisition strategy and initiative implementations• Driving change transformation of HR initiatives - sales incentive and compensation initiatives, HR Business Partner evolution, equipping and enabling high-performing teams
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Vice President, People Business PartnerUnitedhealth Group Jan 2019 - Jun 2024Us• Business Division CHRO, and HR leader for Employer & Individual Central Region, spanning 9 health plan markets and 15 states. Responsible for 1000 employees' employee experience and the Region’s talent agenda, modernizing capabilities and enabling a high performance team.• Provide leadership on people-related issues and policies across the company, such as organizational design and change management, L&D, workplace experience, performance, compensation and rewards, employee relations, people development and talent acquisition.• Function as a coach and trusted advisor to 10 CEOs and more than 50 executive business leaders, while supporting and challenging them to create and maintain a thriving environment.• Develop and drive initiatives related to building strong & new leadership capabilities for the business and the development of leadership capabilities. Example: designed and executed leadership development programs that equipped senior leaders with consumer-centric skills that led to business outcomes.• Coach and develop leaders. Example: Designed and personally led Next Level Leadership experiential development program for 60 mid-level and senior executive leaders.• Design and execute People strategies and initiatives for the business such as workforce planning, organization design and development, DEI, and culture and recognition.• Lead our talent agenda including change management, talent and org effectiveness, and actionable plans to foster a high level of employee engagement and a performance-based culture.• Coach and develop leader capabilities through our talent agenda, including succession planning and developing strong leadership pipelines.• Facilitate our employee experience process as well as help leaders navigate through hybrid environment and proactively address work stress and burnout.• Advise and assist all business leaders regarding employee performance issues and actions. -
Organizational Effectiveness DirectorBest Buy Sep 2017 - Dec 2018Richfield, Minnesota, UsLed a Center Of Excellence that built enterprise OE capability in leaders and teams and delivered on transformation initiatives. Developed OE and change management capability used to partner with HRBPs and leaders.• Built Best Buy's OE and change management capability that is used to partner with cross-functional leaders and teams• Facilitated strategic planning, portfolio management, governance and initiative execution for enterprise initiatives• Designed and developed a matrixed operating model to enable cross-functional teams to effectively partner and execute• Built capability in leaders and teams in change leadership, decision-making and role clarity, and development• Partnered with Health, Strategic Growth Office and Brand Experience leaders to strategize, plan and implement key initiatives• Utilized more agile (i.e. iterative) change management practices to mirror product model deployment for program delivery on key initiatives• Designed workforce sales force effectiveness model and plan to enable critical workforce segment to increase overall sales per employee. Developing plan to implement in the field -
Solution PrincipalSlalom Consulting Jan 2017 - Sep 2017Seattle, Wa, UsMatt shifted his leadership focus from business development to leading large program and change initiatives.• Designed a Financial Service Digital organization's operating model, scope, charter, role and function clarity, new organizational structure and implementation roadmap that aligned to the company's 2020 business strategy• Enabled an internal Learning and Development team to become better value added business partners. Developed role excellence profiles and performance plans to help team members execute against new performance expectations• Developed learning and development strategy and plan for business division• Supported business leaders to improve team effectiveness and team culture. Created 'A player' performance baselines, determined gaps to close and coached leaders to improve team/individual performance. -
Practice Area Director - Organizational EffectivenessSlalom Consulting May 2014 - Jan 2017Seattle, Wa, UsLed a team of 8 direct reports and a Practice of 25 consultants across Change Management, Organization Design, Learning, Culture and Talent, with $5 million sales P&L responsibility. Certified in Prosci Change Management.• Started as employee #3 in Slalom Minneapolis and grew the practice from myself to 25 consultants.• Grew P&L practice to profitability in two years. Exceeded revenue, gross margin and profit year over year.• Created and implemented multiple enterprise change strategies across manufacturing, high-tech and health care companies to transition and sustain transformational new models and ways of working.• Facilitated multiple leadership development and organizational development programs and acted as executive coach to senior leaders for leading teams through change.• Created a change leadership toolkit for executives to enable them to lead teams through transformative change. Coached executives on new ways of thinking, working, and modeling behaviors.• Led multiple program delivery projects focused on leadership development, org development and workforce (sales) improvement.• Designed, implemented and coached leaders and teams on portfolio management, strategic planning, demand management and intake prioritization of business initiatives.
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Practice Area Lead - Organization EffectivenessSlalom Consulting Jun 2011 - May 2014Seattle, Wa, UsOE Practice Leader of 38 consultants with 8 direct reports, responsible for revenue and client delivery.• Promoted after 1.5 years as a consultant. Exceeded $2M revenue target each year through existing clients.• Led global change management program for establishing a Federated PMO and Change COE. Enabled business leaders at a global eCommerce retailer self-sufficiency through developing a change capability.• Designed and implemented an Employee Engagement playbook for a bio-tech company that improved BU engagement scores by 10% which enabled managers to locally implement tailored engagement plans.• With Slalom’s President, Matt designed, developed and implemented Slalom’s Employee Value Proposition (EVP). Slalom’s EVP defined its culture and the mutual commitment Slalom and employees make in its corporate values. Matt implemented EVP to over 2000 employees across 12 markets through leadership communications and coaching.• Trained Slalom consultants on Agile change management practices to build more iterative change capability to be applied on client projects• Led a global change management initiative for a global eCommerce payment company. Matt led a team that enabled a decentralized Marketing function to gain centralized control on its priorities, established centralized communications and helped build a global marketing community of practice.
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Principal AdvisorBersin & Associates Jan 2010 - Jun 2011Worldwide, OoWe provide research and advisory consulting in enterprise learning, talent management, leadership development, and strategic HR. The company focuses on trends, best-practices, benchmarks, and technology solutions which drive strategic business impact.Client solutions:• Designed multiple talent management strategies and roadmaps that enabled critical roles to become more productive as new hires, enabling HR and L&D leaders to realign their scope, services and delivery models. • Created a learning strategy, delivery model and measurement framework for a training function struggling to adapt to business model changes. Strategy helped maximize resources and deliver learning in new modes, and create new performance-based services that enabled sales and service managers get more effective performance support.• Designed global cohort/action-learning development pilot program for executive high-potential leaders to build global, high potential leadership pipeline• Presented to L&D and HR executives on creating learning environments, trends and best practices in training and development and new roles and delivery models for L&D functions to keep pace with business change• Designed and implemented tailored learning and talent management measurement frameworks and training investment models -
Consulting Director, West RegionExemplary Performance, Llc 2004 - Jan 2010EP helps organizations achieve greater individual and team performance. We assist organizations in role clarity and excellence, and the design and implementation of integrated performance and talent environments. We capture how their 'best in role' employees consistently drive exceptional results, and drive greater performance with teams.Client solutions include strategy through implementation services including:• Improved Finance Operations team performance through a program that designed and developed ‘Valued Business Partner’ curriculum and blended training delivery. Teams improved internal client satisfaction scores.• Designed, developed and implemented a global, multi-year program focused on replicating great performance for sales and services functions. Defined a gold standard of excellence from high performers, developed coaching tools, and implemented development programs. • Successfully re-designed Fortune 500 Finance Operations organization and developed a change leadership program. Leaders successfully guided teams through individual and team performance changes.• Developed behavioral model for sales teams that helped them dislodge competitors in core sales accounts• Designed, developed and implemented tailored leadership training and blended performance support for line leaders Solutions improved the performance of individuals and teams across sales, marketing, IT, service and support organizations.
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Strategic Services ArchitectSaba 2003 - 2004Dublin, California, Us -
ManagerBearingpoint 2000 - 2003Amsterdam, Nl
Matt Holcomb Education Details
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Michigan State UniversityMarketing
Frequently Asked Questions about Matt Holcomb
What company does Matt Holcomb work for?
Matt Holcomb works for Emtelligent
What is Matt Holcomb's role at the current company?
Matt Holcomb's current role is HR Executive & Consulting Practitioner | CHRO & Start Up Business Builder | Elevate HR's Value & Impact | Change Leadership.
What is Matt Holcomb's email address?
Matt Holcomb's email address is ma****@****ail.com
What is Matt Holcomb's direct phone number?
Matt Holcomb's direct phone number is +131063*****
What schools did Matt Holcomb attend?
Matt Holcomb attended Michigan State University.
Who are Matt Holcomb's colleagues?
Matt Holcomb's colleagues are Sam Eaton, Uliyana Kubasova, Matt Long, Mark Hamilton, Fiona Majendie, Anoop Sarkar, Liliane Hamilton, Bba.
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