Javier Barrientos Email & Phone Number

Boston, Ma, Us

Boston, Massachusetts , Us

Representing Point32Health in a statewide coalition seeking the advancement of health equity in Massachusetts through transformational legislation, budget, and advocacy efforts.

Canton, Ma, Us

Tokyo, Jp

Bellevue, Wa, Us

Stamford, Connecticut, Us

Scope: Build from scratch and oversee Talent & Inclusion pillars of D+I Strategy for Fortune 70 company with 100,000 employees in the USA and UK.Challenge: Help shape and implement D+I strategy for the newly combined entity and embed it as a unifying factor into the new culture. Charter Communications acquired Bright House Networks and TimeWarner Cable. Charter did not have an existing diversity function. • Launched five employee business resource groups (BRG’s), including operating plans, intranet portal and social media tool. Gained 3,000 members in first month.• Helped draft 2023 “Future Ready” talent representation goals and developed dashboards for executive team to monitor goal progress on demand.• Launched Talent Intelligence project mapping underrepresented talent by zip code for 20 key VP+ roles across the US.• Conducted various BU diversity-related research projects to diagnose and resolve attraction, retention, and attrition opportunities in key roles. Delivered executive summaries of findings and recommendations. • Architected “Charter Inclusion Talks” a monthly live and broadcast program with thought leaders and internal panelists to celebrate the various backgrounds and heritages that make up the fabric of Charter. • Represented Charter in industry and community forums such as Women in Cable & Technology and NAMIC. • Helped prepare for meetings and present progress reports to Charter’s External Diversity Council - a Federal Communications Commission-required board to oversee company’s D+I progress.

Seattle, Wa, Us

Scope: Intersection of workforce, marketplace and community diversity (USA, Europe, Latin America).Challenge: Build new initiative focused on growing business partnership opportunities between employee resource groups, marketplace and external diverse community groups.• Wrote three-year roadmap to evolve “Affinity Groups” into “Business Resource Networks”, expanding their sphere of impact beyond the workforce to include marketplace and community realms.• Co-wrote plan for International Women’s day launch in four continents and 70+ locations globally, including launch of #BUILTBYGIRLS mentoring program in US, meeting 300 mentor recruitment goal.• Key consultant to Marketplace business unit employee engagement initiative, consisted of employee “inclusion sentiment ‘tracker” and women-sellers pilot, demonstrating that membership in affinity groups drove higher employee engagement and business impact scores.• Co-designed “Employees with Disabilities” pilot to maximize accessibility standards for the launch of “Amazon Go” and “Amazon Books”. Resulted in over 50 significant improvements. Championed Amazon GO Accessibility SOP to train Amazon Go store associates how to set up the store and interact and address customers with disabilities.

Cambridge, Ma, Us

Scope: Workforce, Patient, Supplier Diversity, Globally (USA, Europe, Emerging Markets).Challenge: Create fully integrated business approach to diversity & inclusion—growing success beyond employees, to also address patient, providers and supplier opportunities.• As direct report to CHRO, worked closely with CEO, executive team and board to establish Biogen as company of choice across the full-spectrum of stakeholders (employees, job applicants, investors, suppliers, customers, community, policy makers, and regulators).• Spearheaded and convened company’s Diversity & Inclusion Council to create a new three-year plan to support business strategic framework.• Reoriented resources: Successfully advocated for the creation of Supplier Diversity Manager Role, worked in a cross-matrixed fashion to establish the economic and non-economic value of addressing underserved patient population needs, refocused employee resource networks to work on talent development and patient centricity.• Co-lead Biogen’s Health Equity Platform Plan—projected $80M/year+ brand equity.

Cambridge, Ma, Us

Scope: Workforce diversity US + Europe, Compliance Filings, HR Leadership Team.Challenge: Scale diversity efforts, lead HR transformation communications and employee survey.• Embedded diversity and inclusion in the company’s HR strategic framework and practices – standard track added to annual HR conference; developed bias-minimizing recruitment/selection process; offered “reflection rooms” for prayer/meditation; changed “maternity leave” to “parental leave” with comparable benefits; amended leadership development curriculum.• Spearheaded Underserved Patient Populations through Biogen’s funding authors of scientific papers and studies and first patient demographic information collection protocol (used to identify concentration of patients by demographic group and geography, which eventually led to customized approaches in high concentration areas). • Developed “Big Champions of Inclusion” annual CEO award. Awarded to individual with “demonstrated track record of attracting, developing or engaging a rich mix of backgrounds”. • Introduced “Diversity Innovation Lab” in Europe and Emerging Markets producing multiple viable solutions to further company’s patient-centric approaches.

Cambridge, Ma, Us

Built new function of one dedicated FTE and $100KUSD annual budget. Scope: Workforce diversity, US and two European sites.Challenge: Build function with one dedicated FTE and $100,000 operational budget. • Established first company-wide Diversity & Inclusion Strategic Council and three-year action plan.• Partnered with senior leadership to drive cultural change, rolled out inclusive leadership and unconscious bias program to top 150 global leaders. Delivered 100% completion with an average 85% “high satisfaction” score for all programs.• Launched Employee Resource Networks gaining 15% membership in year one. ERNs help employees broaden their networks, onboard new employees into the company, and promote Biogen’s recruiting outreach to diverse constituencies. • Championed gender inclusion resulting in 10% increase in women leaders at the Director, 21% in the VP & SVP levels. Successfully advocated for the creation of two women leadership development programs. • Improved company’s LGBTQ Corporate Equality Index standing from 15 to 100 points based on the Human Rights Campaign “corporate equality index” assessment which rates LGBT inclusion in corporate America. Rolled out first in industry practices such as tax benefit equality for same sex couples, and transgender health care benefits.

Boston, Ma, Us

• Created and executed first organizational diversity & inclusion environment assessment. Led to introducing Employee Resource Groups, changing the talent acquisition process, and launching D+I training programs. Received additional funding that solidified D+I as a “Center of Expertise”.• Introduced “Executive Lab” addressing business impact of generational differences. Lab was conducted in partnership with the Boston College Center on Work & Age. Improved understanding of generational differences impact on the workforce and maximizing intergenerational effectiveness and health population management through better understanding of health behaviors and patient needs through a generational lens.

Boston, Ma, Us

• Recognized for curriculum improvements and facilitation of multicultural sales program. Created new market and helped retain patients and providers of color though a more culturally competent approach.

Boston, Ma, Us

• International HR and coaching start-up harnessing team and individual potential by developing coaching, leadership, employee relations and talent management initiatives that moved clients to more effectively fulfill their vision and goals. • Individual clients made effective career transitions or took on promotional roles (one started real estate business, another became interim CEO and eventual CEO of a medical device company and another left her job to become VP of Marketing and was recently awarded National Marketer of the Year in her country).• Corporate Clients included: Boston Public Schools, Grand Circle Travel Corporation, Northeastern University, BYG S.A. (Barcelona), PANI (Costa Rica), DPS (Mexico) and over 50 individual coaching clients from multiple countries. o Boston Public Schools Program resulted in approximately 75% of Para-Professionals participants taking Teacher Certification exam and transitioning into a teacher role - increasing BPS faculty diversity. o Northeastern University helped recruit Boston Public School Para-Professionals into academic teaching programs - diversifying the teaching programs student body. o DPS program was implementation of pilot to test coaching as behavior modification mechanism to prevent onset of diabetes or improvement of disease management. While implemented successfully funding for the research was discontinued mid-stream. o PANI was a “Manager as Coach” program to improve management effectiveness. Program was well received and adopted internally with 90% of participants scoring the program as highly satisfied.

Framingham, Ma, Us

• L&D Manager for 80,000-employee division. Provided seamless continuity to established Leadership curriculum and programs. Initiated strategic realignment between program implementation and business goals, including launching new additions to curriculum.• Oversaw program budget, logistics and administrative aspects. Coached and mentored team of 14 Regional Training Managers.

Charlotte, Nc, Us

• Inducted into company’s Leadership Faculty, facilitating leadership programs to top 250 retail bank leaders.

Charlotte, Nc, Us

• Conducted needs assessment, researched, and executed integration training initiatives for M&A. • Recognized twice as “Top 50 Contributor” for the development of work environment assessment tools and quality of service.

San Francisco, California, Us

Directed human resources function for membership organization with more than 1,000 company members. Introduced organizational development initiatives that improved internal communication and employee satisfaction. Enhanced compensation, rewards and recognition systems. Improved payroll accuracy and employee access to payroll data and benefits plan.

Mba, Business Administration And Management, General

Certificate, Diversity Management

Bachelor'S, Law

Education record

Completed Co-Active Leadership And Coaching Programs