Larry W. Email & Phone Number

New York, New York, US

Business/Technology Product Engineering Leader across six technical products for Vendors who sell on Amazon, automation and machine learning, and training for vendors who sell on Amazon's Retail platform.

Provide executive leadership all areas of talent management across the organization. Has chief responsibility for all aspects of human resources including strategy, talent management and succession planning, recruitment and retention, and learning and development. Serves as strategic consultant for advisement on talent and people issues across the company.

Bentonville, Arkansas, US

• Accountable for the development of the operations strategy including the coordination of talent, marketing, membership and operations plans for execution across the stores and clubs within the US and Puerto Rico, as.
• Responsible for Talent component of Operations Strategy, including assessment, development, training and evaluation to ensure a 20% improvement Ready Now Talent to increase bench strength across operations leadership.
• Accountable for High Impact Clubs, including Financial Improvement Clubs (FIC), Grand Openings,and High Investment Clubs. Delivered a 37% improvement in profitability with the FICs, and less than 2% impact on incursion.
• Developed multi-year assessment and accelerated development plan of talent performance across sales, profit and complexity of clubs to ensure matching of best talent to most challenging clubs.
• Developed the scorecard and analytics to improve planning, forecasting & projections in business and talent metrics.
• Served as International liaison for Sam’s Club across the globe, both in existing markets, as well as prospective markets for the expansion of the wholesale/cash n’ carry businesses.

Bentonville, Arkansas, US

• Provided executive leadership for strategic alignment of all HR functions across all five divisions of Wal-Mart Stores US. Including implementation of HR Analytics, performance management, compensation strategy, policy.
• Led the development of Store Complexity model for differentiation of Store Management Compensation dependent on 12 criteria of complexity.
• Led the Talent initiative to increase the acquisition, development and retention of a diverse talent bench strength. At the end of year two, we saw a 23% improvement of diverse talent and decreased the time to.
• Led the strategy to increase the acquisition, onboarding and development of veterans into key leadership positions within the organization to increase diversity in leadership.
• Led the development of Store/Club Complexity model for differentiation of Store Management Compensation dependent on 12 criteria to match talent with most challenging stores/clubs.
• Developed Workforce Planning Initiative and tools to increase forecast accuracy in talent acquisition strategy.

Bentonville, Arkansas, US

• Provided leadership for strategic alignment of learning and development of personnel with the SouthEast Operations business, which is the largest division of Wal-Mart Stores US. Notable Accomplishments:
• Developed and implemented Leadership Development plan utilizing internal and external resources.
• Led Major Change Initiative for Organizational Learning and Development organization in partnership with Wal-Mart Stores US. Partnership to drive 7% improvement in wage management in implementing Front Execution; Led.

• Provided executive leadership for strategic alignment of learning and development of personnel with the business and ministry needs of Compassion, which is a non-profit, child development organization ministering to.
• Led Redesign Initiative for Organizational Learning; Reallocated over $1M to strategically meet the development needs of the organization.
• Organizational Analysis of Leadership through multiple assessments; Redesigned Executive Leadership Training for Area Management in six international regions: Asia, South Asia, East and West Africa, Middle America.
• Performance Analysis and competency development of multiple job families; developed the requirements, evaluated, purchased, implemented and distributed a global learning management system to meet the needs of the staff.
• Managed the change process for this a new global HRIS deployment throughout the organization.

Washington, DC, US

• Provided executive leadership for strategic alignment of learning and development of personnel with the needs of the business, organization and strategic partners, such as the Intelligence Community, Congress, and the.
• Responsible for re-engineering effort for transition in mission and realignment of training and development within the FBI; provided expertise in organizational design and implementation throughout the FBI.
• Partnered with Northwestern University’s number one ranked Kellogg School of Management to design, develop, and deliver a $1,400,000 custom academic program titled “Leading Strategic Change”, to facilitate and speed.
• Initiated the development of competency maps for 18 job families (656 different job classifications), skill gap analysis, and development of training interventions.
• Supervised development teams of 45 individuals, responsible for the development of a wide range of Instructor-led, E-learning, and blended learning tools including CBT, WBTs, Performance Support Tools, Gaming and.
• Created the University Education Program to provide three types of educational opportunities, tuition reimbursement, sabbatical program, and customized academic program.

Ph.D, Education, Training And Business Performance Improvement

Executive Leadership Program, Business, Strategic Management

Master Of Education (M.Ed.), Educational Leadership And Administration, General

Bachelor Of Education (B.Ed.), English And Mathematics