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Global Human Resources Executive with over 18 years of experience driving organizational effectiveness, diversity and inclusion, and leadership development across multinational corporations, leveraging strategic HR initiatives to enhance talent management and integration during mergers and acquisitions.How I Drive Inclusion:- Fostered a robust culture of diversity and inclusion by implementing strategic programs that increased representation across departments, enhancing effectiveness and engagement.- Championed Diversity, Equity Inclusion initiatives company-wide to foster a more inclusive workplace culture that significantly drives engagement and innovation.- Fostered an inclusive workplace culture through targeted diversity initiatives aimed at elevating underrepresented groups across all divisions of the organization.- Championed significant international expansion as the primary liaison for Sam's Club in China, India, Mexico, Brazil, and Sub-Sahara Africa to drive sustainable wholesale growthMy Leadership Achievements:- Championed comprehensive leadership assessment and development initiatives that significantly elevated managerial capabilities at all levels within the organization.- Instituted comprehensive leadership assessment and strategic planning programs that significantly elevated and transformed leadership capabilities at all organizational levels.- Enhanced leadership assessment frameworks to meticulously identify and cultivate high-potential leaders at every organizational level for strategic succession planning.- Redesigned Executive Leadership Training for Area Management across six international regions, including Asia, South Asia, East and West Africa, and Middle and South AmericaTalent Acquisition Strategies:- Expanded talent acquisition strategies focused on targeted Tech hiring and comprehensive career planning initiatives to attract top-tier candidates aligned with business goals.- Enhanced diverse talent acquisition and retention initiatives resulting in a 23% increase in diversity representation while reducing time to competency by an impressive 43%.- Spearheaded global team initiatives across the US, SEA, LA, EU, FR, DE, IN, JP, and China.- Directed the start-up and acquisition strategy that successfully integrated two smaller companies, MS Qualitative and Cogent Research, expanding market reach and capabilities.
Seagen, Inc.
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Senior Global Hr Leader, Vice President, Development, Research, And G&ASeagen, Inc. Aug 2019 - Present
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Sr. Global Hr Leader, Vp, Research, Development And Enabling FunctionsPfizer Dec 2023 - Mar 2024New York, New York, Us -
Senior Global Hr Leader, Prime Video And StudiosAmazon Dec 2017 - Aug 2019
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Product Engineering Technology Leader, Vendor Negotiations And Customer TrustAmazon Oct 2015 - Aug 2019Business/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.
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Senior Human Resources Leader, Consumables, Consumables Tech And QuidsiAmazon Aug 2014 - Oct 2015
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Chief People OfficerMarket Strategies International May 2012 - May 2014Provide 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, for mergers and acquisitions, and growth of the organization.
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Vice President/Sr. Director, Strategy, Integration And Execution (Od/Strategy/Talent)Sam'S Club Sep 2009 - Mar 2012Bentonville, Arkansas, UsAccountable 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 well as International liaison across the globe. Focused on leadership assessment, planning and development for leadership across those stores and clubs.Notable Accomplishments: • 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 positions (Market Manager, Club Manager, Co-Managers, and Assistant Managers)• 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 clubs due to the strategic partnership, planning and oversight. Responsible for the assessment, planning and development of club and market management to drive increased performance.• 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.• Led the development of Club Complexity model for differentiation of Store Management Compensation dependent on 12 criteria to match talent with most challenging clubs.• Led the Talent initiative to increase the acquisition, development and retention of diverse talent bench strength. Delivered a 23% improvement of diverse talent and decreased the time to competency by 43%. -
Vp/Sr Director, Hr Strategy, Analytics, And PmoWal-Mart Feb 2008 - Oct 2009Bentonville, Arkansas, UsProvided 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 and talent acquisition strategies as well as project management and HR communications.Notable Accomplishments: • 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 competency by 43%.• 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.• Developed the scorecard and analytics to improve planning, forecasting and projections in business and talent metrics. Increased accuracy of projections by over 200% within 6 months in workforce planning.• Led the Employee Engagement & Segmentation Strategy to increase engagement across stores/clubs by 20%.• Led the development of Leadership Academy curriculum and assessments to accelerate the development of talent across stores managers and market managers; targeted for high potential talent.• Led all organizational HR project management (HRIS, LMS, Data Analytics) and communication. -
Director, Learning & DevelopmentWal-Mart May 2007 - Sep 2008Bentonville, Arkansas, UsProvided 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 $300M Business Process Improvements across all division to include performance analysis and improvement of non-profit stores, improving shrink performance, and talent analysis.* Led the development and facilitation of leadership and functional training across the SouthEast Division of Walmart Stores, US ($64B business).
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Director, Global Learning And Organizational DevelopmentCompassion International Sep 2005 - Oct 2006Provided 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 children in poverty in 24 third world countries. Provided coordination and the development of needs assessment and training for strategic partners such as donors, sponsors, and church partners throughout the US and world. Coordinated all learning activities for the organization, the implementation of a learning management system (LMS), and the organizational learning methodology.Notable Accomplishments: • 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 (Central America, including Caribbean), and South 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 dispersed in 24 third world countries.• Managed the change process for this a new global HRIS deployment throughout the organization.
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Chief, Training And DevelopmentFbi May 1999 - Sep 2005Washington, Dc, UsProvided 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 Department of Justice. Responsible for the management and oversight of the Office of Training and Development, which provides the FBI, its criminal justice partners, and the intelligence community with training, educational, and developmental opportunities. Notable Accomplishment:• 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 the FBI’s shift from a law enforcement to an intelligence-driven organization. The program was run in six sessions for 275 FBI Executive-level leaders (including Director Mueller). • 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 Simulations, Satellite, Video Tele-training, Virtual Classroom Instruction (CENTRA), and the FBI’s learning management system to both internal customers and criminal justice partners. Course development, through in-house and contractor development, in all areas of operational responsibilities across the FBI.• Created the University Education Program to provide three types of educational opportunities, tuition reimbursement, sabbatical program, and customized academic program.
Larry W. Skills
Larry W. Education Details
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Capella UniversityTraining And Business Performance Improvement -
Northwestern University - Kellogg School Of ManagementStrategic Management
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Azusa Pacific UniversityGeneral
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Northern Michigan UniversityEnglish And Mathematics
Frequently Asked Questions about Larry W.
What company does Larry W. work for?
Larry W. works for Seagen, Inc.
What is Larry W.'s role at the current company?
Larry W.'s current role is Trusted Global Chief HR Officer | Strategic HR Leadership • M Due Diligence • Learning Development Strategist • Business Technology Alignment • Organizational Development Expertise • Executive Global HR Business Leader.
What is Larry W.'s email address?
Larry W.'s email address is lw****@****hoo.com
What is Larry W.'s direct phone number?
Larry W.'s direct phone number is +171923*****
What schools did Larry W. attend?
Larry W. attended Capella University, Northwestern University - Kellogg School Of Management, Azusa Pacific University, Northern Michigan University.
What are some of Larry W.'s interests?
Larry W. has interest in Volleyball, Kids, Leadership Training, Leadership Assessments, New Technology, Electronics, Outdoors, Skiing, Shooting, Sports.
What skills is Larry W. known for?
Larry W. has skills like Mathematics, Marketing Management, Writing, Team Building, Market, Bench Strength, Envision, Learners, Training And Development, Data Driven Decision Making, Sales, Workforce Planning.
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