Matt Schickling, Shrm-Scp Email & Phone Number

Boston, Ma, Us

Framingham, Ma, Us

Lead the Learning & Development function for 4 distribution centers in the Marshalls and TJ Maxx division (Marmaxx.) Collaborate with business leaders in the Distribution network and Home Office to develop and execute L&D and Talent strategies. Partner with senior leaders in each building around a variety of topics, including talent development, talent reviews, stretch assignments, learning/leadership development, and others. Drive results individually and through direct reports. Results:• Relationship Building – Built strong relationships with disparate leadership populations, leveraging strong influencing skills to drive results. Feedback received highlighted my ability to identify and then quickly “connect the dots” quickly between interconnected business and cultural factors. Through relationships launched a partnership across business units to effectively address issues related to leadership development class attendance and availability. • Talent Pipeline – Executed a consistent Stretch Assignment process to help build the pipeline of ready-now leaders. This included initial leader education and generating buy-in, coaching Managers through the initial stages of preparing to have a direct report participate, and ongoing feedback to participants and senior leaders in the framework of the TJX business, leadership competencies, cultural factors, and talent equation. Consultative Skills –Sought out as a partner to problem solve and plan, to provide a different perspective and help leaders create effective solutions to challenges. For example, when looking to boost the fluency of Operations Managers around talent development I partnered with a senior Human Resources leader to create a hands on approach spanning several months to help raise the skill set in the Manager population.

Majadahonda, Community Of Madrid, Es

Lead the training function and leadership development activities in a global environment. Collaborate with business leaders and external partners to address performance needs. Drive the creation and implementation of learning solutions, both technical and competency-based, in a matrixed environment with complex stakeholder relationships. Champion change management, cultural transformation, onboarding, and employee engagement efforts. Key member of the diversity, disability, and inclusion committee. Results: • Team Building – Completed organizational analysis and design to restructure 4 disparate training teams into one integrated, high-performing unit. Established the road map to facilitate organizational transformation, including competency creation and defining best-in-class standards. Evaluation and survey results increased, and a blended approach helped address a greater number of employee needs more efficiently. • Coaching – Coached training managers and business leaders on adopting, supporting, and leveraging the new approach for greatest impact. Served as the go-to expert on coaching skills, helping address leadership development and performance management needs of the organization. Redesigned the employee onboarding and engagement process, positively impacting engagement survey scores and new employee satisfaction. • Change Management – Managed change to move the organization to a more formal approach to projects. Helped shift the culture from order giving to one of strategically aligning resources to the right solutions. Surfaced global strategic initiatives with local leaders to increase buy-in and facilitate smoother local implementation.

Majadahonda, Community Of Madrid, Es

Served as a consultant and business partner to leaders for performance, competency, learning, and leadership development related challenges. Provided program and project management for organizational design and learning efforts, particularly enterprise-wide analysis work for learning, leadership development, onboarding, and customer service initiatives. Results: • Structure & Strategy – Created a competency-based strategy for technical training, aligned with organizational goals. Shifted the training team from a group of business subject matter experts to one of training experts that more efficiently and effectively addressed employee needs in support of business results. Aligned solutions to business strategy. • Training Approach – Changed approach from a historically classroom-heavy to a more blended one, creating awareness and buy-in to matching the right delivery method to the right need. Shifted the training team culture from one of order taking to one of collaboration and needs analysis. Developed and coached training leaders to connect tactical tasks to larger strategic goals and to earn a seat at the table. The new approach increased the volume and quality of solutions provided with the same or less resources.

Majadahonda, Community Of Madrid, Es

A senior Talent Development role, working with local and global business and HR leaders to assess and address performance management, learning, and leadership development needs. Program manager for the enterprise frontline leader and customer service programs. Led multiple projects, including planning, organization, implementation, communication, vendor management, and evaluation of performance. Built strong, collaborative partnerships to influence discretionary effort and employee engagement. Results: • Leadership Development – Revised the approach taken for front line leadership training from a lecture-based approach to a blended and interactive one. Results showed an increased level of engagement and real-world application of skills. Feedback on program updates was universally positive, and this model became the standard for other programs. • Customer Centric Culture – Drove the execution of Customer Centric initiatives including a series of blended learning activities, and business process evaluation. JD Power survey results showed a significant improvement in customer satisfaction levels.

Providence, Rhode Island, Us

Served as a senior member of the Learning & Development team, supporting the Operations function. Managed a staff of 11, including both facilitators and instructional designers. Worked as a change agent, championing a shift in the approach to learning analysis, design, development, and implementation. Built strong relationships with local and global business leaders to ensure successful partnership with the newly formed learning organization. Results: • Business Partnership – Served as the single point of contact for leaders in the Operations organization, consisting of 10 business lines with over 3000 employees. Built routines to keep communication channels open, facilitating a quicker response to needs. One success resulted in eliminating a 125 FTE deficit in less than 2 quarters. • Team Development – Instilled design and facilitation practices and standards to align the team’s focus to a professional learning organization. Provided ongoing coaching and feedback resulting in stronger performance, a willingness to accept different approaches, and an improved employee experience. • Design and Delivery – Designed and delivered leadership development workshops to leaders at various levels, supporting performance management and succession planning. Supported the delivery of onboarding training for new hires. Championed the movement from a one-size-fits-all approach to one based on identified needs. Off-the-shelf classroom delivery changed from 90% to 30%, resulting in more effectively targeted solutions.

Glendale, Az, Us

Served as a senior leader for the organization, moving the business forward through operations management, expanded processes, use of resources, and change management skills. Managed the complete range of tasks for the instructional design, development, and implementation of learning solutions. Managed client relationships, partnering with the CEO in RFP responses and other salesrelated activities. Mentored staff in the areas of project management, instructional design, and relationship building skills. Results:• Leadership – Coordinated over 50 learning projects while managing the work effort of over 65 employees and contractors. 2010 employee of the year. Clients included Disney, Coca-Cola, Pfizer, and Bank of America. • Vendor Integration – Managed the seamless integration of multiple external vendors into several learning projects. Vendor types included off-shore development, video production, web production, translation, and talent agencies.

Charlotte, Nc, Us

Charlotte, Nc, Us

Charlotte, Nc, Us

Us

Framingham, Massachusetts, Us

Ba, Politics & Government

Education record