Larry Gerber Email & Phone Number

Jeffersontown, Kentucky, Us

Leading a team of Human Resources professionals covering all aspects of the function. We are strategic business partners and trusted advisors to leaders and team members throughout our association. In addition, the team operates HR Centers of Excellence to provide the right solutions to the right people in the right way at the right time.From recruiting, to interviewing, into onboarding, and throughout every stage of your career journey at Farm Credit Mid-America, my focus is to create an environment and experience at work that is “unreasonably great.”

Jeffersontown, Kentucky, Us

Lead a team of learning & development professionals committed to cultivating a culture of learning throughout our Association. Recognized as trusted advisors and strategic business partners to foster an environment of learning & development where the active pursuit of knowledge and skills through immersive, multi-dimensional experiences materializes. My focus is developing leaders who create an environment through creating amazing experiences for their teams, and implementing a language of leadership that connects us in our pursuit to achieve the mission of our Association:To secure the future of rural communities and agriculture; one home, one farm, one business at a time.Some highlights in my tenure include: * Established the Organizational Development team as a trusted advisor and strategic business partner.* Designed and developed Financial professional University. An eco-system encompassing all aspects of learning and development at FCMA. Team members have a learning path, role-based trainings, formal and required courses, as well as development programs, electives, and more. * Implemented a career pathing and succession development program ("Talent Talks") focused on development at all levels. This four-part program is helping create the next generation of leaders and assisting all team members to cultivate their careers. *Designed and implemented a comprehensive leader development program designed to meet the needs of leaders at every stage of their journey from emerging leader to senior executive.*Introduced a resource focused on "bursts of learning." The resource is packed with short videos and other materials to supplement the formal learning programs, and allow team members to learn all the time and everywhere.*Adaptable and scalable learning and development programs to meet the learner where they are, and how they like/need to work

Westlake Village, Ca, Us

Chief Learning Officer responsible for strategic planning and development of the organization’s vital resource: its people.Organization Development Management Led effective initiatives: Training, learning programs, leadership development, performance management and succession planning.  Conceived, developed and implemented a robust corporate university: Guitar Center University (GCU). Cultivated GCU into an all-encompassing learning and development program focused on attracting, developing, rewarding and retaining top-tier talent. Developed a proprietary curricula of a blended learning approach that incorporated e-Learning, video content and podcasts, as well as instructor-led courses delivered in-person and virtually. Designed a Professional Development Program, with a core curriculum, career progression and internal succession planning. Debuted the Emerging Leaders program to develop new retail store managers to fuel company growth. Developed and implemented The Leadership Institute, a program for high-potential senior leaders.  Results: key senior level roles filled by graduates of the program reducing transition time and eliminating cost of external candidate search.Human Resource Management Directed the implementation of Human Resources policies and practices throughout the organization. Transformed the hiring and selection process by developing guidelines and a standardized process.  Led a cross-functional team to successfully design and implement two retail operating and compensation models for over 280 locations, reducing operating costs while increasing productivity. Led successful implementation of several Human Resources technology programs under budget and within scope, while streamlining processes that best served the needs of internal business partners. Implemented an internal communications department designed to increase associate knowledge, understanding and engagement

Westlake Village, Ca, Us

Assumed this responsibility as part of a strategic operations development plan; Objective to turn around under-performing business units. Implemented a transformational change within the retail stores that focused on developing staff competencies, quality of customer service and educating the customer. o Results: Improved in-store services and expanded the consistency of service offerings, Ex: Music lessons, instrument rental and instrument repair and maintenance. o Increased productivity and profitability in target retail units, transforming performance and turning a negative earnings business into an EBITDA positive entity that is the primary source for future growth for the organization. Initiated Standard Operating Procedures that established operational standards for retail operations.  Defined a “Customer First” approach to the in-store experience, bringing services and customer experience to the forefront in operations, merchandising and marketing. Led a cross functional team to create service bundles within the retail stores; intertwining operations, merchandising and marketing, breaking down silos and developing a holistic view of the business. On-purpose succession plan allowed a clean transition out of this role ahead of schedule and without disruption to the overall business.

Westlake Village, Ca, Us

­ Led a cross-functional team that designed and implemented an e-Learning system, known as Guitar Center University. This program developed relevant in-house learning materials and transformed how associates throughout the organization learn, develop, and grow. Implemented Performance Management process and launched the first enterprise-wide annual performance review process.o Performance Management programs helped reduce involuntary turnover by 60% in first two years and have been sustained at historical lows. Designed and implemented employee relations programs and processes to conduct internal investigations to remedy job performance issues or personnel misconduct.

District Manager of Guitar Center retail locations in the Pacific Northwest, Idaho, and Nevada. Directed retail operations in the Pacific Northwest District including Oregon, Idaho and Nevada. o Delivered consistent superior results that grew revenue and profitability. Tasked with turning around a territory that consistently ranked in the bottom third of the company.o Moved district from 23rd out of 26th (based on percentage of sales plan) to 6th within two years. Implemented an effective succession planning program. o Filled 14 leadership positions from within the district and set the blueprint for succession planning for the entire chain of retail stores.

Westlake Village, Ca, Us

 Led several specialty retail locations, receiving several awards for business performance, including both individual and location level recognition. Developed and placed 31 store managers for the organization.

Worked with band students as required.

Master Of Arts (M.A.), Music Performance, Percussion

Bachelor’S Degree