Liz Brady Email and Phone Number

Independent talent consulting and executive coachingLiz Brady is an independent talent management consultant and executive coach. Her client contributions are based on 30 years of experience in senior level Talent Management, HR and Consulting roles. She has worked within large scale global companies and blended this experience with working as a Consulting Partner at Korn Ferry, leveraging best practice expertise in executive assessment, executive coaching, talent management, and succession planning with clients.Liz's background spans a wide range of industries, primarily working with large scale, global companies. She is adept at working with senior level executives delivering in-depth executive assessment and development coaching. She is skilled at designing and delivering talent management, team development, succession and hi-potential solutions that accelerate business performance. She has lived and worked in the USA and Europe and has had broad exposure to all regions in the world. As a result, she brings a deep awareness to the challenges of operating across highly diverse global cultures

• Leading complex, multi-workstream assessment and succession engagements at large scale global companies across industries.• Design and deliver best-in-class talent strategy, succession planning, leadership assessment and leadership solutions to accelerate business performance. • Primary focus on Assessment and Succession Practice. Additional focus on Executive Coaching and member of Diversity Practice area delivering client solutions to advance a stronger DEI culture.

• Senior Director lead of Leadership, Talent and Learning strategies for Global Functions across Philips.• Led annual Talent Review process for Finance, HR, Internal Audit, Legal, and Corporate Comms and Brand globally. Significantly improved process to include both hi potential and upgrading dialogues. Integrated diversity priorities (nationality and gender) into approach. Designed approach to strengthen line ownership of talent development.• Drove preparation with CFO, CHRO, General Counsel, Head of Audit, Head of Brand/Comms to prepare for CEO 1:1 Talent Review dialogues.• Co-led Corp team to integrate leadership competencies into talent process.• Led renewed approach to HR learning, streamlining portfolio, and drove adoption of best in class HR competencies (Ulrich) to Philips.

• Led talent management strategy and implementation for Healthcare business—approximately 50% of Philips portfolio (10b euro, 40K FTE). Focused responsibility for top 250 executives and high potential executive talent pipeline.• Delivered 4 day in-house “Leadership Development Centers” to assess and provide feedback via line executive coaching to high potential pipeline talent. Provided follow on career coaching to drive career development.• Managed key areas of internal and external hiring and movement of talent: Healthcare lead for talent brokering dialogues across Philips. Provided slates for key roles. Led select external executive searches.• Redesigned executive team talent dialogues from narrow SVP level succession to broader, more integrated development and action oriented discussion—driving executive cross moves, and stronger ownership for own succession.• Significant role in redesign of Philips-wide Talent Review approach to support major Philips transformation and upgrading of leadership talent. Provided thought leadership in assessment thinking by introducing “9 box” model to Philips as standard tool for both hi potential and upgrading discussion. Redesigned succession tools to encourage dialogue on “fit for role”, bench strength assessment and diversity of nationality and gender.• Corporate level assignment to work with SVP Head of Leadership, Talent and Learning to design both CEO 1:1 Talent Dialogues and first CEO/Executive Team all day Talent Review. Provided thought leadership and design support to ensure “outside in view”, and Executive Team led dialogue and action plans.

• Led the talent management strategy, succession planning, executive staffing, and executive development for all C-suite Functions, including CFO, CHRO, CTO, CMO, CAO and General Counsel and their worldwide organizations of 20K+ FTE.• Key focus: worked with top HP executives to build a strong talent mindset throughout their organizations. Designed and led high impact executive level talent review sessions. Drove actions to strengthen and deepen bench for critical executive roles. Conducted executive staffing at the VP level (internal and external). Assessed talent for selection and development. Determined candidate slates, drove talent movement and rotations for development. • OD Consultant role included in responsibilities from 2002-05. Developed plans and led strategic organizational interventions with senior executives. Led change management for major restructuring across 5000-person organization.

• Introduced HP’s new Talent Management practices to Americas Organizations. Partnered with HR Directors to gain sponsorship, design and deliver talent reviews and leadership development.

• Developed, led HR strategy for EMEA Channels Bus. (1600 FTE, 9 B. quota)• HR lead on organizational design, change management and communications for restructuring of European PC Sales Organization.• Developed and implemented leadership development and talent management strategy for senior and middle managers. Coached executives on development.• Partnered with senior managers on major redesign of sales incentive programs.

• Led HR strategy for new Global Medical Services Organization. Part of leadership team transforming multi-national “support” organization into highly profitable “services” business. Led multiple org design, and restructuring efforts.• Introduced talent management tools and leadership development process.

• HRBP to executive and middle managers. Focused on staffing, compensation and employee relations. Supported restructuring effort to downsize business.• Led team of senior HR managers to develop HR strategy for Med. Prod. Group.