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Listening to Nobel Prize winner Dr. Kahneman and facilitating a session with our CEO about decision-making and decision hygiene were stop-you-in-your-tracks career moments. These events were centerpieces of the kind of executive development program companies talk about producing, but are so rare because it’s so hard to scale. We made it happen.The executive learning development program I set the strategy for, designed and executed as Head of Global Growth & Development Bristol Myers Squibb is a multi-year program that aligns capability building aligned to strategic goals and features a custom roadmap and measurement for executives. It features unique pathways, 14 executive coaches, experiential sprints and world-class speakers. It exceeded our benchmarks for engagement with 460 VP-and-higher participants. I’m truly a development nerd. I eat, live and breathe development and focus on inspiring people to be better, more effective versions of themselves. I see a fully engaged, thriving workforce as central to increasing innovation, growing revenue and meeting other strategic goals. 𝐂𝐚𝐫𝐞𝐞𝐫 𝐑𝐞𝐬𝐮𝐥𝐭𝐬 & 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭𝐬✯ Development Strategy ●●● Shifted perception of L&D to a strategic business lever by reframing executive development at BMS. ✯ Executive Development ●●● Equipped executives to thrive by launching an innovative, $10M Executive Development program with 93% engagement, 20% increased enrollment YOY and 82% event attendance.✯ Employee and Leadership Development ●●● Launched curated global learning experiences in 14 markets for BMS. Grew participation in leadership development by 1683% at Verisk by expanding offerings, scope and relevance of curriculum. ✯ Onboarding ●●● Facilitated hundreds on onboarding sessions with 99% satisfaction ratings.✯ Digital Learning ●●● At Novo Nordisk, created online learning portal for 1,500 materials, upskilling 3.3k employees with 84% competency improvement while saving 10k labor hours in more efficient UX. At BMS, overhauled global catalog of learning, driving 7k people to access portal for 500+ workshops and drastically improved the learner experience.✯ Leadership Forums & Workshops ●●● Planned annual global leadership forums and 27 manager forums for 20k managers. ✯ Data-Based Insight & Analytics ●●● Define and track KPIs to measure impact and pivot accordingly.✯ Diversity, Equity & Inclusion ●●● Created targeted mentoring and development programs and co-founded Diversity, Inclusion & Belonging Leadership Council at Verisk.𝗟𝗲𝘁’𝘀 𝗖𝗼𝗻𝗻𝗲𝗰𝘁: mariargomez@yahoo.com
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Head, Enterprise Learning & DevelopmentFinra Jun 2024 - PresentWashington, District Of Columbia, UsOPPORTUNITYThe Head of Enterprise Learning & Development is responsible for managing and strategically planning all of the L&D activities including overseeing FINRA University, the hub for enterprise learning, development and growth, employee experience; inclusive of the On-boarding and Off-boarding programs, Career Development, and Enterprise Performance Management at FINRA. This leadership role plays a critical part in partnering with the business and peers across the human resource function to help cultivate and reinforce a learning culture at FINRA and serve on the leadership team for Learning, Talent, Organizational Development Team.
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Senior Director, Global Growth & DevelopmentBristol Myers Squibb Jun 2021 - May 2024Lawrence Township, Nj, UsOPPORTUNITYI serve as head of the Enterprise learning team serving 35k individuals globally from individual contributor to C-suite. I create curated learning journeys for specific department needs and pain points, plus innovative executive training programs. I apply data-driven feedback to pivot offerings and monitor KPIS to measure effectiveness. I manage a distributed team of 2 in China.SELECTED RESULTS:✔ I spearheaded design and execution of a company-first multi-year executive leadership development program with self-directed learning, experiential sprints and executive coaches centered on 4 strategic pillars. Exceeded participation and engagement benchmarks with 20% YOY enrollment, 82% attendance of executives at events and a 4.7/5 rating on confidence in applying learnings.✔ I built the business case for a strategic direction for Growth & Development, including advocating for a new Chief Learning Officer role and streamlining operations. ✔ I overhauled the global catalog of offerings with simpler enrollment through a new tool, driving 7k people to access and 8.8k enrollees in 500+ workshops globally. ✔ Planned and executed forums for executive, VP & manager teams. I revamped the annual 460-person Global Leadership Team (GLT) meeting and 𝗰𝗿𝗲𝗮𝘁ed a 𝘀𝗺𝗮𝗹𝗹 𝗰𝗼𝗵𝗼𝗿𝘁 𝗶𝗻𝗶𝘁𝗶𝗮𝘁𝗶𝘃𝗲 breaking the leaders into small groups to build camaraderie and solve organizational challenges. 𝟵𝟰% 𝗼𝗳 𝗮𝘁𝘁𝗲𝗻𝗱𝗲𝗲𝘀 𝗳𝗲𝗹𝘁 𝘁𝗵𝗲𝘆 𝗰𝗮𝗺𝗲 𝗮𝘄𝗮𝘆 𝘄𝗶𝘁𝗵 𝗮𝗻 𝗮𝗰𝘁𝗶𝗼𝗻 𝗽𝗹𝗮𝗻 to drive strategic priorities.✔ Developed 2-track training programs for new and seasoned managers, driving 91-94% retention and ~50% higher promotion rates for participants. ✔ Expanded the vision for L&D equitably to colleagues in China by leveraging our 2 ex-US teammates. Trained 50% of China colleagues on core capabilities with a 4.9/5 rating, and redesigned virtual onboarding and manager training programs, helping earn a Top Employer in China award. -
Director, Global Leadership DevelopmentVerisk May 2017 - May 2021Jersey City, Nj, UsOPPORTUNITY: I was hired to design, create, and facilitate leadership development programs customized for diverse audiences around the globe. I lead a team of three in developing our enterprise learning strategy and providing support to HRBPs for building capacity. SELECT RESULTS:✔ I expanded Verisk’s leadership development offerings from 1 program targeted exclusively at high-level executives to 4 programs serving employees at all stages of their careers, from aspiring individual contributors to senior-most executives. This 𝗴𝗿𝗲𝘄 𝗽𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗶𝗼𝗻 𝗶𝗻 𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗽𝗿𝗼𝗴𝗿𝗮𝗺𝗺𝗶𝗻𝗴 𝗳𝗿𝗼𝗺 𝟵𝟬 𝗮𝗹𝘂𝗺𝗻𝗶 𝗶𝗻 𝟮𝟬𝟭𝟳 𝘁𝗼 𝟭,𝟱𝟭𝟱 𝗶𝗻 𝟮𝟬𝟮𝟭. I have overseen a complete redesign of this programming twice to integrate novel materials into course content and prioritize immediate work applications. ✔ I am a member of the Diversity, Inclusion & Belonging Leadership Council, where I helped craft the organization’s response to the 2020 racial protests and design changes to hold Verisk accountable for system-wide change. I have 𝘀𝗼𝘂𝗴𝗵𝘁 𝗱𝗶𝘃𝗲𝗿𝘀𝗲 𝘀𝘂𝗽𝗽𝗹𝗶𝗲𝗿𝘀 𝗳𝗼𝗿 𝗮 𝗺𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴 𝗽𝗹𝗮𝘁𝗳𝗼𝗿𝗺 𝘁𝗵𝗮𝘁 𝘄𝗲 𝘄𝗶𝗹𝗹 𝘂𝘀𝗲 𝘄𝗵𝗲𝗻 𝘄𝗲 𝗹𝗮𝘂𝗻𝗰𝗵 𝗮 𝘁𝗮𝗿𝗴𝗲𝘁𝗲𝗱 𝗺𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴 𝗽𝗿𝗼𝗴𝗿𝗮𝗺 𝗳𝗼𝗿 𝗼𝘂𝗿 𝘂𝗻𝗱𝗲𝗿𝘀𝗲𝗿𝘃𝗲𝗱 𝗽𝗼𝗽𝘂𝗹𝗮𝘁𝗶𝗼𝗻𝘀 𝘄𝗶𝘁𝗵𝗶𝗻 𝘁𝗵𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻. Additionally, I am a founding member of the Verisk Pride group, which empowers all employees to live openly. I believe that keeping parts of your life hidden and secret has a huge price, and I work to make sure that no employee feels the need to do so. ✔ By implementing the first company-wide automated tuition reimbursement policy, procedure, and platform, 𝗜 𝘄𝗮𝘀 𝗮𝗯𝗹𝗲 𝘁𝗼 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗲 𝗲𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆 𝗮𝗻𝗱 𝗿𝗲𝗱𝘂𝗰𝗲 𝘂𝗻𝘁𝗿𝗮𝗰𝗸𝗲𝗱 𝘀𝗽𝗲𝗻𝗱𝗶𝗻𝗴 𝗯𝘆 𝗺𝗶𝗹𝗹𝗶𝗼𝗻𝘀 𝗶𝗻 𝘁𝘄𝗼 𝘆𝗲𝗮𝗿𝘀. -
Manager, Leadership & Professional DevelopmentNovo Nordisk, Inc. Dec 2011 - Oct 2016Bagsværd, DkOPPORTUNITY: Align learning curriculum with 8 organizational leadership competencies. Design and execute customized learning journeys for 5.5K employees to drive developmental experiences and ensure business growth. Act as the face of cultural onboarding by facilitating training for hundreds of new hires. AWARDS: ➤ The Learning Library—an online learning platform I designed and oversaw—earned a 𝟮𝟬𝟭𝟲 𝗘𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲 𝗶𝗻 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝗖𝗶𝘁𝗮𝘁𝗶𝗼𝗻 𝗔𝘄𝗮𝗿𝗱 from the Association for Talent Development (ATD).➤ The Learning Library was recognized for a 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗶𝗻 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝗖𝗶𝘁𝗮𝘁𝗶𝗼𝗻 𝗔𝘄𝗮𝗿𝗱 𝗳𝗼𝗿 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 by 𝘊𝘩𝘪𝘦𝘧 𝘓𝘦𝘢𝘳𝘯𝘪𝘯𝘨 𝘖𝘧𝘧𝘪𝘤𝘦𝘳 Magazine in 2015. SELECT RESULTS:✔ 𝗜 𝗹𝗲𝗱 𝗮 𝗰𝗿𝗼𝘀𝘀-𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝘁𝗲𝗮𝗺 𝗶𝗻 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗶𝗻𝗴, 𝗰𝘂𝗿𝗮𝘁𝗶𝗻𝗴, 𝗮𝗻𝗱 𝗹𝗮𝘂𝗻𝗰𝗵𝗶𝗻𝗴 𝗧𝗵𝗲 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗟𝗶𝗯𝗿𝗮𝗿𝘆, which allowed employees to access a curated library of 1,500 resources tailored to help them with their individual development plans. Within 1 year of its launch, 63% of employees (3,300 unique users) had accessed it, with users showing an 𝗮𝘃𝗲𝗿𝗮𝗴𝗲 𝗰𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝘆 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁 𝗼𝗳 𝟴𝟰%. Because I insisted that users be able to access resources in two clicks, the Learning Library delivered time savings of 4 minutes per search. Multiplied across users, that decision 𝘀𝗮𝘃𝗲𝗱 𝟭𝟬𝗞 𝗵𝗼𝘂𝗿𝘀 𝗼𝗳 𝘁𝗶𝗺𝗲 𝘄𝗼𝗿𝘁𝗵 $𝟰𝟴𝟳𝗞. 𝗔𝗹𝗹 𝘁𝗼𝗹𝗱, 𝘁𝗵𝗲 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗟𝗶𝗯𝗿𝗮𝗿𝘆 𝘆𝗶𝗲𝗹𝗱𝘀 𝗮𝗻 𝗲𝘀𝘁𝗶𝗺𝗮𝘁𝗲𝗱 𝗮𝗻𝗻𝘂𝗮𝗹 𝘀𝗮𝘃𝗶𝗻𝗴𝘀 𝗼𝗳 $𝟭𝗠. ✔ I designed, developed, and facilitated a 𝗡𝗲𝘄 𝗗𝗲𝗽𝗮𝗿𝘁𝗺𝗲𝗻𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 𝗣𝗿𝗼𝗴𝗿𝗮𝗺 helping new managers build competence and improve their performance. This programming received an 𝗮𝘃𝗲𝗿𝗮𝗴𝗲 𝗿𝗮𝘁𝗶𝗻𝗴 𝗼𝗳 𝟲 𝗼𝘂𝘁 𝟳 𝗳𝗼𝗿 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 𝘁𝗵𝗮𝘁 𝘁𝗵𝗲 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗰𝗼𝘂𝗹𝗱 𝗯𝗲 𝗮𝗽𝗽𝗹𝗶𝗲𝗱 𝗼𝗻 𝘁𝗵𝗲 𝗷𝗼𝗯.is -
Manager, Human ResourcesCorbett Exterminating, Inc. Sep 2008 - Aug 2011OPPORTUNITY: Restructure the HR department by implementing new processes, trainings, and systems with a multi-unit generalist team in three states. Direct all HR training and development, including employee evaluations, recruitment, benefits, and compensation programs.SELECT RESULTS:✔ 𝗜 𝗱𝗲𝗰𝗿𝗲𝗮𝘀𝗲𝗱 𝘁𝘂𝗿𝗻𝗼𝘃𝗲𝗿 𝗳𝗿𝗼𝗺 𝟮𝟬% 𝘁𝗼 𝟴% by instituting incentive-based bonuses and teamwork accountability awards. My actions promoted and instilled a progressive learning culture by maintaining positive consultative relationships with company leaders, resulting in increased talent retention.✔ I created a comprehensive monthly training program that resulted in 100% of technicians receiving all available industry certifications. This credentialing made the company eligible for 𝗮𝗻 𝗮𝗱𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝟮𝟱% 𝗼𝗳 𝗶𝗻𝘀𝘁𝗶𝘁𝘂𝘁𝗶𝗼𝗻𝗮𝗹 𝗯𝗶𝗱𝘀 𝗽𝗲𝗿 𝘆𝗲𝗮𝗿.✔ I yielded significant savings by including functional training roles in the human resource department’s responsibilities, eliminating HR outsourcing costs. (611 characters)
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Specialist, Recruiting & Human ResourcesNestle Waters North America 2007 - 2008Paris, Issy-Les-Moulineaux, FrOPPORTUNITY: Create and implement a comprehensive recruitment strategy drawing on innovative sourcing techniques. Develop talent acquisition dashboards and data analytics to influence decision making. Execute proactive employee engagement programs to ensure high levels of management credibility and business performance.SELECT RESULTS:✔ I successfully 𝘀𝗰𝗿𝗲𝗲𝗻𝗲𝗱 𝗼𝘃𝗲𝗿 𝟭,𝟬𝟬𝟬 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 to hire 60 employees for a new water plant. During the first year, there was 𝗼𝗻𝗹𝘆 𝗮 𝟮% 𝘁𝘂𝗿𝗻𝗼𝘃𝗲𝗿 𝗿𝗮𝘁𝗲.✔ I increased the summer employee population by 20% for the Deer Park water plant.I had a couple of accomplishments here too, including:✪ Successfully screening over 1,000 candidates and hiring 60 employees for a new water plant, yielding only a 2% turnover rate during the first year. ✪ Increasing summer employee population by 20% for the Deer Park water plant. -
General ManagerPenta Med S.A. De C.V. 1995 - 1998Executed a company wide restructure of all departments across two countries including sales, administration and production. Developed resource and benefits programs including insurance, basic needs, fractional company ownership and educational support-the first of its kind in Central America.
Maria R. Gomez Education Details
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Stanford UniversityHistory
Frequently Asked Questions about Maria R. Gomez
What company does Maria R. Gomez work for?
Maria R. Gomez works for Finra
What is Maria R. Gomez's role at the current company?
Maria R. Gomez's current role is Head, Enterprise Learning & Development at FINRA.
What is Maria R. Gomez's email address?
Maria R. Gomez's email address is ma****@****bms.com
What is Maria R. Gomez's direct phone number?
Maria R. Gomez's direct phone number is +120637*****
What schools did Maria R. Gomez attend?
Maria R. Gomez attended Stanford University.
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