John R. Kelly Email and Phone Number
Michelangelo imagined David deep within the raw marble then carved to set the image free. Though not a sculptor, I see the potential in all the people and organizations I work with, and seek to unearth that potential through authenticity, dialogue and root cause discovery and resolution. The work I do transforms individuals, teams and cultures in large and small ways, and I get to witness to renewal of broken systems, rebirth of cultures as well as re-engagement of individuals.As an experienced Learning & Organizational Effectiveness professional, I have a broad background in industries, functions and organization development solutions. With a reputation for authenticity, I build trusting relationships quickly. My approach easily flexes between the strategic big picture, detailed analysis and the implementation required to make change stick. I have extensive experience in transforming HR functions especially launching new learning organizations. I am a seasoned facilitator and trainer with deep experience in team-building, strategic planning & execution, culture, engagement and change management. Select career highlights include:• Contributing author to “Leading the Learning Function”, 2020 ATD publication. Plenary session speaker for 2019 ATD Forum Fall Lab.• Talent development partner for executive teams of Mexico, U.S. and global divisions implementing performance and development solutions that achieved learning and business results.• Increased employee skill proficiency and application by >40% while leading a 2-year transformation of a function specific role. • Designed and implemented a leader onboarding and development curriculum in a high growth environment receiving an award for significant contributions to business success.• Led engagement survey implementation for 13,000 employees achieving 86% participation.With 10 years of leadership experience I have a style that sets high expectations yet is described as empowering and inclusive. Often tapped to address persistent & ambiguous challenges, my user centered approach generates higher engagement, lower costs and achievement of business results. A life time learner, I am always looking to deepen and expand my skills. I seek new challenges and cherish feedback. I am an active leader and contributor in local and national professional networks.
Tmeic
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Director, Organizational DevelopmentTmeic Aug 2020 - PresentRoanoke, Va, Us
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Manager, Learning, Change And Organization EffectivenessGrainger Sep 2017 - Aug 2020Lake Forest, Illinois, UsAs Manager within the Talent Development team, John is responsible for partnering with HR and business leaders to create and deploy human capital strategies across Grainger in areas such as performance management, leadership and talent development, employee engagement, organizational design, and change management.● In response to COVID-19 crisis, designed & implemented Team Effectiveness Portfolio across 3000 HRBPs and business leaders targeting a self-led approach in the new virtual environment. Included current state analysis, external benchmarking, focus groups and beta testing, comprehensive online resource library, e-learning and job aids.● Increased engagement and business performance of start-up organization in a high growth phase, challenged by large influx of new employees and multiple organization restructures. Partnered with HR and learning team to design and deliver a custom communication and work style awareness training for 300+ employees and subsequently incorporated into new hire orientation. ● Co-led a 12-week leadership cohort of 35 first time managers. Innovated new ways to engage participants during webinars and to leverage internal social media platforms to foster a sense of community and peer to peer learning. Cohort continues to remain engaged and active as a learning community 1 year later. -
Senior Consultant, Organizational Effectiveness & Change ManagementSchneider Electric Jul 2016 - Aug 2017Rueil Malmaison, Paris, FrChange Consultant for North America and global transformations including: • Post merger integration of key corporate function increasing internal customer satisfaction and employee engagement while reducing costs by $750k; received global achievement award.• Implementation of new HR technology and policies that simplified employee and manager experience while reducing legal exposure.• Co-led communication, training and system integration plan as part of new acquisition that achieved business case goals.• Implementation of Employee Stock Purchase program that increased participation by 20%. -
Learning Solutions ManagerSchneider Electric Jun 2014 - Jun 2016Rueil Malmaison, Paris, Fr• Demonstrated thought leadership and mentoring during implementation of corporate wide restructure of learning function, taking it from a project orientation to a client facing design; facilitated all aspects of role definition including competency mapping, process documentation, and designing and delivering training. Acting as mentor to peers led to management promotion.• Led a team of seven Learning Solutions Consultants in a cross-cultural, matrix environment.• Co-led creation of HRBP learning path increasing remote employee access to development and enhancing overall competency assessment ratings. Interviewed HR employees representing various levels, functions and geographies of the organization. Designed a 70-20-10, blended learning offer aligned to competencies, that emphasized no/low-cost, multilingual online and e-learning, job/project rotation, and mentoring development solutions. • Designed and facilitated Talent Strategy creation process that included all HR Centers of Excellence and enabled key business strategies.
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Global Learning Partner, Learning SolutionsSchneider Electric Apr 2009 - Jun 2014Rueil Malmaison, Paris, Fr• Partnered with local training team to implement a learning strategy approach to the Mexico sales organization. Conducted an enterprise wide analysis of the business, identified critical sales roles that required internal certification, and designed and managed key initiatives that achieved 100% of country certification goals. • Identified and implemented accountability training over a 2-year period in a global business unit of 3500 employees. One manager reported an increase in sales of $7M as a direct result of the training.
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Project Manager, Organizational DevelopmentSchneider Electric Jul 2006 - Mar 2009Rueil Malmaison, Paris, Fr• Increased new manager performance by designing and implementing a first ever Manager Onboarding Portfolio. Conducted and documented a thorough analysis to identify system, policy and leadership skill development needs. Identified and designed a blended offer of e-learning, classroom and online resource portal. • Enhanced new employees’ first 90-day experience by updating and improving enterprise onboarding resources and processes. Conducted and documented thorough current state & audience analysis, updated and digitized materials, and implemented a cadence of content review. • Co-led creation of HRBP learning path increasing remote employee access to development and enhancing overall competency assessment ratings. Interviewed HR employees representing various levels, functions and geographies of the organization. Designed a 70-20-10, blended learning offer aligned to competencies, that emphasized no/low-cost, multilingual online and e-learning, job/project rotation, and mentoring development solutions.
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Manager, Organizational DevelopmentCvs/Caremark Jul 2000 - May 2006UsManager, Organizational Effectiveness & Training, April 2003 – May 2006• Led a post-merger learning team designing the structure, key processes, curriculum offer and marketing plan.• Created professional development curriculum including philosophy, content, vendor selection , and budget.• Initiated Learning & Development Scorecard based on ROI Institute methodology.• Led cross function task force to implement company engagement survey for 13,000 employees.Senior Specialist, Organizational Development, March 2001 – April 2003• Collaborated to implement company wide Talent Review and Succession Planning process that led to structure development plans and greater bench strength.• Designed and implemented leadership curriculum in operations environment that enabled their growth strategy and subsequently became core of company wide program.• 2002 Circle of Excellence Award recipient for significant contributions at highest performing plant in company.• Consulted with leadership in plant environment to design change strategies linked to clear action plans in successful implementation of new technologies (100 employees), new facility constructions (450 employees) and culture change initiatives (300 employees).Specialist, Organizational Development, July 2000 – March 2001• Managed a wide variety of short and long term Organizational Development projects across multiple business units including instructional design and delivery, change management, competency model development, curriculum design, team development, conflict management, process improvement, learning path development and strategic planning.
John R. Kelly Education Details
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Benedictine UniversityManagement And Organizational Behavior (In Progress) -
Xavier UniversityPsychology
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Pontificia Universidad JaverianaSpanish Certificate
Frequently Asked Questions about John R. Kelly
What company does John R. Kelly work for?
John R. Kelly works for Tmeic
What is John R. Kelly's role at the current company?
John R. Kelly's current role is Talent Development & Change Leader | Helping Organizations Succeed Through Authentic Dialogue and Root Cause Discovery.
What schools did John R. Kelly attend?
John R. Kelly attended Benedictine University, Xavier University, Pontificia Universidad Javeriana.
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