Kevin Tarrant Email & Phone Number

Littleton, Co, Us

Denver, Colorado, United States

Greater Denver Area

Provide retained executive search services for global organizations. This includes candidate identification, assessment, selection and on boarding services to ensure the right executive is hired and successfully integrated with their new company.Pierce Consulting Partners has over 30 years of experience in retained executive search, and has established a solid and highly satisfied client base. Working as a highly experienced and collaborative partnership, Pierce employs a very effective consultative model, employing only senior partners to ensure that clients have the benefit of its partner's dedication and quality research. Pierce's search process is highly communicative and engaging of its clients, enhancing the timeliness and effectiveness of achieving a successful outcome.

Daniels School Of Business, Denver

Teach the Human Capital Management Course in the Executive MBA Program at the Daniels School of BusinessProvide career and executive coaching services to the EMBA & PMBA students.

Brussels, Belgium

Lead the HR function for a global $3.5B manufacturing & engineering company with 11,000 employees in 31 countries. WABCO has been recognized as one of the best performing industrial companies traded on the NYSE. A named executive officer with the responsibility for leading the Compensation, Nominating and Governance Committee (CNG) for the WABCO Board of Directors.• Participate in all Board meetings and successfully lead the CNG committee in a complex executive compensation environment.• Partnered closely with CEO to build a cohesive global executive team that includes nine different nationalities. Built and executed an integrated talent management strategy completely supported and lead by the CEO.• Executed a Best Cost Country (BCC) human capital strategy to expand and leverage our global footprint beyond Western Europe through growing and developing talent base in Poland, China and India – transformed employee headcount from 40% to 65% in BCC. Improved indirect to direct employee ratios which supported conversion productivity of 6% per year.• Implemented creative retention strategies that retained 100% of HP/PR professional employees through the economic crisis.• Recognized as a change leader in designing and driving a six sigma lean culture QR6S (HR Co-Driver). Been recognized as a leader in designing and executing a HR strategy to support Lean, invited guest speaker at first national HR Lean conference.• Built a business oriented HR global function highly respected by the leadership team while improving HR efficiency and effectiveness in terms of HR costs as % of sales (80th percentile) and HR/employee FTE ratios (60th percentile).• Implemented a comprehensive talent management and performance management process that resulted in more realistic assessment of our talents. Reduced exceeded performers from 60% of population to 35% while increasing lower performance distribution from 3% to 11% of population.

Greater Denver Area

Lead the Global Organization Effectiveness function and the Learning and Development teams. Work directly with the CEO and executive committee in aligning our talent management initiatives to our global business strategies.• Designed and implemented an integrated talent management architecture, process and system aligned to the business strategy. This lead to line management accountability for talent management, critical job identification and top-grading, high potential development and talent metrics. Increased ready-now successors and upgraded the senior leadership talent by 20%.• Designed, stakeholder managed and implemented a global performance management process and system. Launched new processes and systems in NA, EMEA and Asia-Pacific. Resulted in improved employee engagement scores.• Successfully change the senior management mindset to proactively manage talent, recognized as best practice. Been selected as a case study and presenter at the HR Technology Conference, HCI and Conference Board on Talent Management. • Designed and deployed global competency models and an assessment center approach to select, develop and grow our talent. • Established the top 150 as corporate assets resulting in more effective succession planning and proactive workforce planning.

Greater Denver Area

A member of the Card Issuing executive management team and senior HR executive for $2 billion division of First Data with 9,000 employees in multiple locations. Responsibilities included leading the client and employee training departments. HR staff over 120.• Lead the development and redesign of the HR function/staff resulting in 37% cost reduction while upgrading talent. • As part of the senior leadership team, assisted in the development and implementation of a turnaround plan for the Card business. Achieve 2004 plan after the division has failed to meet their financial targets for the past two years.• Implemented a pay for performance system resulting in a 50% improvement in performance distribution ratings and increasing average bonus payouts differential by 25%. Designed and implemented a 5/5 top grading approach.Vice President, Human Resources – Western Union Int'l, Paris,France Part of leadership team to build the international HR infrastructure to support the rapidly growing Western Union business.• Built an international staffing organization from the ground-up to meet the significant hiring needs. • Gained approval and implemented an end-to-end staffing solution (Taleo) within 6 months. • Successfully lead the design and implementation of a global performance management system for all professional employees.

Greater Atlanta Area

Business was in the high technology, CRM software and services industry. One of six company officers - top HR executive responsible for global human resources in 23 countries. In addition, my responsibilities included leading the Board Compensation Committee and P&L responsibility for client training. • Successfully led the spin-off of SYNAVANT from IMS HEALTH in four months. Member of senior team to design vision, mission, values, business strategies and HR function for the new entity. • Successfully implemented HR processes and organizational structures to be flexible and adaptable to change, including a global performance management system, new compensation and benefit programs, and a global communications strategy.• Completed the global acquisition and merger of two equal size companies and integration into one company - SYNAVANT.

Philadephia, Chicago, Dallas

Vice President, Global Total Rewards – IMS HEALTH, Westport, CT (1998 – 1999)Lead the design and deployment of global compensation and benefits. Manage the Board Compensation Committee.• Successfully led human resources effort regarding the spin-off of IMSH and Nielsen Media from Cognizant. Completed all regulatory requirements and redesign of the HR function/processes within six months. • Designed and implemented: new executive compensation plan with performance restricted stock and bonus parameters tied to customer satisfaction, stock ownership guidelines and compensation for top management and Board of Directors. Vice President, Human Resources - IMS, Plymouth Meeting, PA (1994 – 1998)Responsible for human resource functions for North America. Senior advisor to the President and member of the executive team.• Reduced IT employee turnover from 21% to 10% and Y2K employee turnover to 0% through innovative retention strategies.• Successfully managed HR redesign from a traditional process-oriented model to a results-driven business partner model. • Implemented competency management program resulting in ready-now internal candidates to fill over 80% of key positions. Director, Global Organizational Development - A.C. Nielsen, Chicago, IL (1992 – 1994) Responsible for worldwide training, organizational design and succession/talent management planning.• Increased the effectiveness of the management resource planning process through design and implementation of a 360-degree competency assessment process resulting in increased retention and development of executives.• Lead the global talent management strategies across all Nielsen business units and with D&B corporate.Director, Human Resources - Nielsen Marketing Research, Dallas, TX (1991 – 1992)Responsible for human resources for the Retail Information Division. Member of President’s operating team.

Marshalltown, Ia, Austin, Tx, St Loius, Mo

Held progressively more responsible positions, rising to Director, HR and OD leader for Monsanto Chemical and Fisher Controls, a wholly owned subsidiary. This included an international assignment as the UK Personnel Director, based in Rochester, England.• Appointed to a newly created position as OD Director resulting from the successful implementation of self directed work teams in the United Kingdom and Texas. Lead the global implementation of these concepts in US and Europe. • Completed transition from a traditional hierarchy management structure to self-directed work teams at the Sherman, Texas plant. Exceeded all financial targets each year while successfully implementing the new management approach.

United Kingdom

Human resources generalist and labor relation’s assignments. Progressing from a personnel representative to personnel manager of the largest unionized plant. Identified as High Potential, put in accelerated development program. Participated in labor negotiations.

Bs, Social Work & Criminal Justice

Activities and Societies: Worked for Montgomery County Court System - Building Bridges

Ma, Industrial Relations

Activities and Societies: Tuition paid for by university - Lead the work-study programCompleted MA Degree in Industrial Relations. Lead.

Education record