Matt Holcomb Email & Phone Number

• 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

US

• 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.
• 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.
• 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.
• 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.

Richfield, Minnesota, US

• Led 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

Seattle, WA, US

• Matt 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.

Seattle, WA, US

• Led 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.
• 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.

Seattle, WA, US

• OE 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..
• Trained Slalom consultants on Agile change management practices to build more iterative change capability to be applied on client projects

Worldwide, OO

• We 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.
• 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.
• 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

• EP 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.
• 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.
• 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.

Dublin, California, US

Amsterdam, NL