Mark Roth Email and Phone Number

♦ Rebranded the business and redirected it towards a new objective, focusing on Manager Effectiveness Training programs to guide managers to implement better engagement strategies and become more successful in their roles.As Founder of Inter-Actions Development Group, I champion a hands-on, results-driven approach to leadership and management training. My journey, enriched by global experiences across various sectors, fuels our mission to empower leaders with actionable skills that benefit them and the organizations they work for.

Key Accomplishments:♦ Partnered with HR to deploy cross-functional L&D initiatives to support the company’s growth objectives, including leadership development roadmaps, DE&I, sales methodologies, onboarding, career programs, and technical skills training. ♦ Scaled the Learning & Development team from 3 to 20 members around the globe and introduced a new Learning Management System across all levels to drive current and future growth opportunities.♦ Reinforced the company's learning culture by providing talent development expertise through leadership and strategic insights, resulting in increased satisfaction ratings and positive feedback towards cultural change.♦ Reorganized globally dispersed Learning & Development teams by creating a new system of vision, strategy, and structure, which in turn facilitated team learning and skill development on a local level.

Key Accomplishments:♦ Increased learning program engagement by 400% over three years by improving webinars and classroom teaching, developing core training and onboarding programs, and designing models of competency to foster individual performance.• Provided guidance on several enterprise initiatives, including standardization, sales enablement, and leadership alignment.♦ Saved $260K, with overhead reduction of $80K, by encouraging the use of analytical data to make talent-related decisions.♦ Introduced a data-driven strategy for diversity and inclusion and partnered with the executive team to outline new initiatives to promote a performance culture, build leadership capability, and identify talent development trends.♦ Guided HR professionals in effectively managing strategic design, development, and integration of all end-to-end talent processes, as well as implementing solutions to attract and retain top candidates.

Key Accomplishments:♦ Oversaw the operations of a management consultancy firm, including marketing, sales, finance, accounting, and HR roles.♦ Generated an additional $100k in gross sales by launching Serenity’s Cabins and Chalets. Established an advisory board to execute the goals and objectives of the business plan within the first year.♦ Led the rollout of a global performance management change initiative for Expedia by delivering 80+ workshops across 14 countries within four months, earning exceptional evaluation feedback. ♦ Reduced operational costs and improved efficiency through financial models and innovative strategic initiatives.♦ Aligned global teams and improve their capabilities by creating and executing engaging sales and marketing programs.

Oxygen Learning is a UK based firm (at the time) that designs and delivers enablement solutions that link business strategy to business results.When I joined Oxygen Learning the firm was initiating the start-up office of a foreign business expansion into the United States. I played a key role in developing and launching its first branch in the US while participating in everything from strategic planning to assembling the office furniture.From an organizational standpoint I designed, developed, and implemented sales, management, and leadership programs while contributing to all aspects of the business including sales, account management, operations management and contractor training. Along the way I helped generate $1.2M in sales in year one; and $1.5M in sales in year two.

Nintendo of America is a strategic business unit of the world’s largest video game producers by revenue. At the time Nintendo had an opportunity to win market share away from its competitors and the Learning function needed to transition how it operated within the business in order to do this. I was hired in during a time of transition to assist with this.At Nintendo I functioned as a Senior Leadership and Organizational Development Consultant. I joined the company’s Learning & Development department just as the Wii was becoming a sensation in the market.As an Internal consultant I facilitated multiple enterprise-wide change initiatives, including Culture Survey rollouts, technology implementations, and changes in performance management. As well I consulted with business units and HR Business Partners to assess organizational development needs. Key accomplishments included:★ Championing an integrated talent management strategy as well as leadership succession plans.★ Revising and piloting a 360-degree assessment and feedback processes.★ Serving as a Change Agent who helped transition the Learning and Development function from a tactical "training" partner to a consultative "business" partner

Shurgard Storage Centers, Inc. was a Real estate investment trust (REIT) based in the Cascade neighborhood of Seattle, Washington. The company was a leader in self-storage throughout the United States and Europe.When I joined Shurgard the company was growing extremely fast so attracting and keeping high quality talent that was connected to its values and practices was one of its core objectives. It’s very success precipitated a hostile takeover where the Learning and Development function played a critical role in supporting the transition.In leading the Learning and Development function I Partnered with the CEO, Regional Business Heads, and HR Business Partners to devise a talent management framework tailored to Shurgard's business strategy. I also established a succession plan for business critical roles and implemented change/transition management programs for a company merger.As a direct result of this my team and I made several notable contributions that included:★ Three successful senior leadership transitions (CLO moving to RVP; RVP retiring; supporting new CEO) with minimal impact to business.★ Successful transition of ownership of company with minimal impact to shareholder value, as well as, employee engagement.

Impact Japan is a consultancy focused on improving the talent of companies by providing leadership and advisory services in learning and development. Part of a global organization, it is best known for its skills in behavioral change and leadership development.In its programs and wider solutions, it helps knit together the many strands of talent management - from change management and team development to graduate development and organizational development to effectively support attraction, identification, development and retention while working at every level to build and cultivate leadership capital.In joining the firm I quickly developed skills in change management as the company sought to expand its presence in Japan and later weather a related economic downturn as the company endeavored to develop new service strategies that would enable it to remain viable in Japan.As a consultant I learned a great deal about Japanese business practices while spearheading design and development of Skills and Management Development programs and functioning as part of a tightly integrated multi-national team that created opportunities for the rest of the organization globally. Key contributions included: ★ Identifying a new market and developing the company's capability to expand and compete in that market.★ Creating new service offerings that drove approximately $2.7M in sales in two years during the largest economic recession in Japanese history.

Taught cross-cultural and business communications to international students at a prominent Japanese university. Also consulted on, designed, and developed a bi-lingual, experiential training video focusing on the cross-cultural exchange process.