Justin Fulton Email & Phone Number

Norfolk, Va, Us

Hampton Roads, Va, Us

[$13B; 34k Employees] Promoted to Chief Talent and Learning Officer at Sentara. Championing evidence-based talent strategy and transformative organizational culture. As a talent executive, I unlock potential, co-creating scalable talent strategies for the organization and individuals to embrace their best selves and live life on purpose.Leader of talent strategy, learning, organizational development, change management, and strategic workforce planning. ACCOMPLISHMENTS•Established new organizational capabilities of talent management, change management, and strategic workforce planning as centers of expertise, each with strategic roadmaps and KPIs aligned to business and stakeholder need •Led HR Transformation aligned with business transformation, redefined the target HR operating model to improve and mature HR service delivery •Saved $2M in contract spend by by prioritizing business needs and building internal team capability•Defined organizational health measures and interventions aligned with culture evolution, reduced the ratio of poor-performing leaders by 33% through training and supportive accountability •Operationalized cultural attributes aligned with business transformation into a behavior-based core competency model and embedded across the employee lifecycle (e.g., recruitment, onboarding, engagement, recognition, performance management)•Facilitate top team and senior leadership team development interventions and strategic talent sessions and provide executive coaching as a trusted partner

Hampton Roads, Va, Us

Executive Leader of Talent Strategy, leading our cultural change, organizational development, strategic workforce planning, learning development and experiences, executive coaching, and transformation workstream impacting each current and future team member and leader through their talent journey at Sentara.ACCOMPLISHMENTS• Established Strategic Workforce Planning as a center of expertise

Phoenix, Az, Us

[$13B; 50k Employees] Leads enterprise innovation lab piloting and prototyping novel, emerging, or unproven products in healthcare using human-centered design, change management, and consumer insights to drive adoption. •Promoted into expanded director role backfilling the senior director; senior director promotion occurring Feb ‘22. •Launched a new product that will generate >$1M new revenue on the P&L within 3 years. •Developed strategic innovation project pipeline governing pilot intake and selection for an innovation lab.

Phoenix, Az, Us

Leader of enterprise learning, assessment, and development programs impacting all areas of the employee life-cycle and leading the talent management functions of evaluation, organizational competency, engagement, eLearning/LMS platform, non-clinical compliance, and regulatory training program, performance management, talent development, leadership development, and onboarding. HIGHLIGHTS•Leader of 10 incredible learning, development, and assessment professionals, the team rated my leadership effectiveness at 95%, +11% over the company average•Introduced competency-based talent management to the organization•Role expanded 5 months into the role from two books of business to three leading: assessments and engagement program (e.g., Engagement Survey, Hogan, Emergenetics, Exit Survey), learning delivery (e.g., Learning Management Systems, eLearning, non-clinical compliance and regulatory training), talent development (e.g., performance management, leadership development, and onboarding). •Migrated to Workday leading the Talent and Learning business ACCOMPLISHMENTS•Saved $8.4M in staff time, reducing required regulatory and compliance learning by 4.5 hours •Introduced competency-based talent management to the organization•Established values-based core competency model and leadership model (e.g., created pre-hire assessment, competency-based behavioral interview guides, onboarding collateral, development road-map, and enhancing job descriptions) •Drastically improved vendor’s 360 feedback tool “No other client has pushed us this hard to improve our product.”•Developed Hogan Assimilation Toolkit to simplify Hogan results in C-Suite Development (e.g., CEO onboarding, team assimilation, HR-led engagements) •Led simplification of annual performance management impacting rating curve•Implemented a sustainable model for executive coaching and onboarding utilizing a custom Hogan toolkit•Developing Sr. Executive and Director leadership programs

Phoenix, Az, Us

I provided organizational development and change management consulting to executives and senior executive decision-makers. Led developed, and executed organizational interventions supporting strategic people growth for the organization. •Implemented complex culture interventions through appreciative inquiry, empathy mapping, team dynamics, and multidisciplinary ideations sessions with senior executive teams•Consulted on organizational effectiveness efforts internally with partners (e.g. Learning and Development, HR Business Partners, Employee Relations, and Operations)•Acted as a coach and thought partner for senior executive leaders, increasing self- and team-performanceACCOMPLISHMENTS•Delivered system-wide in-person leader training across 28 hospitals, clinics, and corporate, impacting over 50% of leaders (>2500) in a quarter •Successfully influenced the organization to pursue competency-based development•Defined core-competency model with cross-functional leaders across the enterprise •Developed Banner's Leading Change Framework and training for use in enterprise implementations•Developed interdisciplinary workshops for intact teams: team dynamics, strategic planning, building trust, and leading change

Phoenix, Az, Us

[$4B; 13k Employees] Leader of people programs for the Chief Information Officer, a key driver to improve resourcing programs, HR, and business processes, consults with executives and front-line staff across the organization. •Consulted with senior management on human resource best practices, policy and procedure, leadership best practices, and process modernization•Presented, trained, and facilitated training, tools, tactics •Managed concurrent high-level initiatives responsible for gap analysis, actionable recommendations, and coordinating with internal and external stakeholders ACCOMPLISHMENTS•Developed competency-based recruiting metrics for C-Suite and frontline positions (e.g., behavioral-based interview guides, scoring, etc.)•Drafted an outcome-based workforce development strategy for recruitment, engagement, training, knowledge transfer, and resource capacity management for long-range strategic planning•Revised remote working policy, procedures, and auditing of the program for IT (used as a basis for city-wide policies)

Phoenix, Az, Us

Organizational Development and Human Resource strategist leading onboarding, leadership development, high potential, and technology-based learning and development events. I partnered with stakeholders (e.g., executive and front-line leaders, interdisciplinary teams) to deliver enterprise and team-specific development engagements. ACCOMPLISHMENTS•Designed and implemented an enterprise customer service initiative, training 85% of 13k employees in less than 9 months. Scaled training via train-the-trainer events, coaching, and mentoring.•Designed and implemented a high potential train-the-trainer program to enable HIPOs to gain visibility, learn facilitation best practices, and scale training enterprise-wide from our Center of Excellence. •Created a consultative subject matter expert (SME)training model--the first of its kind in the City--allowing leaders access to SMEs to learn: Workplace Violence Prevention, HR best practices, and more!

Phoenix, Az, Us

As a human resources generalist maintained the operation of the Police Communications Contact Center by training, staffing, and mentoring employees. •Leader to 8-12 direct reports while providing general oversight to 30+ contact center employees •Onboarded and trained newly promoted contact center managers•Human resource generalist in progressive discipline, labor complaints, and first steps of the Family Medical Leave Act/ADA•Created process improvement in programs, or systems, with existing technologies

Phoenix, Az, Us

Provided 1:1 mentorship training for new employees. Trained, evaluated, and facilitated new employees' growth following andragogy best practices.

Developed, monitored, and facilitated training solutions as a team leads. Led and provided feedback to team members through objective evaluation and shared vision. • Mentored 4-6 professionals in strategic presenting, training, facilitation, and instructional design• Engaged in public speaking events for 150+ participants twice weekly• 650+ instructional design hours and 250+ teaching hours

Bachelor Of Science - Bs, Marketing

Master Of Science - Ms, Industrial And Organizational Psychology